Good afternoon, everyone. My name is Karla Bell. On-The-Job Training: The one, two, 3's of O, J, T.
First I'd like to take care of a little bit of business before I introduce our presenter Bree Kennedy. First, if you would like to use the closed captioning today, please click the window pull down menu and select show closed captioning. That's on the left hand corner of your screen. Once again, click the pull down menu and select show closed captioning. The captioning window will appear down the screen. You may resize and move your screen to fit your needs. Please jot down any questions you have as Bree goes through the presentation. We will open our chat window again for questions, once the presentation has been completed. Now CRC credits will be available for this webinar. To receive CRC credits, you will need to complete a survey and a short quiz. At the end of the webinar we will provide links to the CRC quiz and survey. The archive of this webinar to you can listen to it again. The e-mail will include additional handouts of the OJT. Bree is a vocational specialist for the workability III program at San Diego Community College District. She is presently working on her master's of science degree and will be completing it this fall. She obtained her bachelor of science in psychology in 2008 and has been working with individuals with disabilities for over 6 years. She has spent the last 3 years working on employment preparation and job development strategies for individuals with disabilities. Bree is also an active member of the career development and counseling interest group for California association for post-secondary education and disability. Now I'm going to turn it over to Bree.


>> Greetings, everyone. And welcome to the webinar entitled On-The-Job Training: The one, two, three's of O, J, T's. I'd like to start by telling you how this webinar came about. I started to work in workability I I and working with students helping to gain employment. I wasn't really sure of the details and I didn't know a lot of information about it. So as I began trying to research it, I found that the majority of people that I was speaking to about it, had little information about it or hadn't heard about it at all either. So I started doing some more in depth research and was finally able to obtain enough information to actually feel comfortable in using this On-The-Job Training incentive and approaching employers about it. I figured since I had a difficult time getting all the information and understanding the process, then other professionals in the field might have the same difficulties. So that's kind of how it came about.

So first I would kind of like to discuss the goals of this webinar. The title of this webinar, the one, two, three's, of OJT's really captures my primary goal of what to get out of this presentation is. There are more than three steps involved in the process. My goal today is to hopefully simplify the process of how to create an OJT. I'm sure most of you have heard of the term, On-The-Job Training, or OJT that's offered through the Department of Rehabilitation. But do you truly know what all is in involved in it and do you feel comfortable using it. Hopefully after today you'll increase your knowledge and benefit some of the consumers that you serve. As most things, there is a right time for everything and so is true for OJT's. Today we will discuss when it is appropriate to implement an OJT and when might not be a good fit to use it. Hopefully I'll help you kind of being able to figure out when it is appropriate to implement an OJT. I'll also provide you with strategies that I've used in the past to pitch OJT's to employers. There is an abundance of paperwork involved in everything that we do. I hope to outline, streamline and simplify the work.

So let's start off. I know we have a variety of professionals tuning in today. Some Department of Rehabilitation counselors themselves as well as job developers and other community rehabilitation professionals. So I'm kind of going to give an overview of what an OJT is and what it means. So first off, it's a hiring incentive that is offered to employers through the department of hablgs. The OJT is a contract between parties, the consumer, the employer and the Department of Rehabilitation. Oftentimes when we hear the word contract we tend to run for the hills because it's kind of a scary term and it has something that has to do with legal stuff. So not a lot of people feel comfortable with it. But this contract is actually a non-binding contract which means that it can be terminated at anytime.

Any party involved in the contract can request early departure. The DOR can terminate the contract if they feel that the consumer that they're serving isn't receiving adequate training from the employer. Or if consumer themselves isn't dedicated or pulling through with their end of the bargain, not showing up and things like that. The employer may also terminate the contract if they feel that this truly isn't a good fit. The individual isn't able to perform the duty asked. Or if the consumer isn't being a good employee. If they're displaying poor behavior. Any reason that you or I might get terminated from a position. And then also the consumer can terminate the contract as well. If they feel the job is too overwhelming or they're treated poorly or for any other reason. Even though it's a contract, it is a non-binding contract.

. Obviously the hope is that it will not be terminated and the consumer will remain happily employed after the end of the contract. But that's kind of just an overview of what exactly it is.

What's the purpose of an OJT? Well the purpose is really it's an incentive for employers to hire our consumers. As we all know it is a very competitive job market out there and oftentimes individuals that we're assisting are up against people that have more experience, more education, more confidence, more skills, et cetera, than they do. OJT can be a way to kind offen ties employers in hiring our consumers over somebody else that they may be up against. It also helps -- at minimal to no cost to the employers. Let's face it, no matter how many skills or how much experience that you might have in a certain area, whenever we get a new job, there is a certain level of training that takes place. Employers have to train all new hires. This is a way they can get reimbursed for that training in hiring our consumers. OJT also allows the employer to see the consumer's level of dedication, motivation and also skills, something that the individual might not be able to portray in an interview or application materials. And also sometimes our consumers don't have the most confidence and so an OJT period is really a time where they're able to build up that confidence and prove themselves in the job. So it's a great incentive.

Next we want to talk about what does OJT mean for the employer. Well what's really in it for them. Because let's face it, businesses usually want to know what's in it for their best ipt and how they can benefit from things. As mentioned before, the employer will be reimbursed by the Department of Rehabilitation for expenses relating to the training costs. Reimbursement amounts may vary and it depends on the consumer wages and the training needs that are involved. The amounts is agreed upon by all parties and can be calculated in different ways. There's not really a set amount that's really set in stone. So we can kind of, for different consumers, calculate different amounts for reimbursement. For example I was working with a student that we used in OJT, she got a job as a veterinary technician. She had a lot of experience in the field and education, I knew she wasn't going to need a lot of extra training. But she was having difficulties selling herself in the interview which is kind of why we implemented the OJT. So we basically all of us agreed that the employer got reimbursed $500 a month kind of at a flat rate for 3 months kind of just so she can get adapted to the ways of the organization and that hospital. So that was the hotel of $1,500. Another student I was worging with wanted a job as an autobody and paint tech. He had been out of work for some time and rusty in his skills. The wages the employer was paying him was 18.50 an hour. I wasn't sure of his level of productivity in the beginning. We calculated this reimbursement amount by taking his wages, 8.50 an hour. We came out with 680 per month for the first 3 months. If the reimbursement amount is $1,500 or less -- if the reimbursement amount is above $1,500, then the DOR counselor must get approval from their supervisor in order to authorize it.

In addition to the On-The-Job Training reimbursement, the employee will qualify for the tax credit in which the employer can receive up to $2,400. It's calculated by taking 40 percent of the wages paid to the consumer during the first year of employment. There's some other stipulations on how it's calculated and at the end of the webinar, as Karla mentioned, I'll be giving you more information about the Work Opportunity Tax Credit. We figure if we're pitching OJT, we might as well let the employer benefit from another incentive program. So also let them know about the Work Opportunity Tax Credit. Or WOTC.

Next we're going to talk about when to use an OJT. Not every consumer can benefit from OJT. So one example when it might be a good idea is the consumer has no recent experience in the field. Maybe they've completed training programs and have some education in the field but have no relative work experience. Or maybe the consumer wants to do a career change and has some transferable skills from their previous job. Then that might be a good time to implement the OJT. Another time that is a good fit is if the consumer has a large employment gap. I don't know about all of you but a number of consumers that I work with fall into these two categories: Either I have never worked or haven't worked in 10 years. Employment gaps like this are frowned upon by employers and raises a lot of questions. Especially if the individual isn't able to explain the employment gap or explained poorly. It might be difficult for our employees to get an interview. This is where OJT might benefit them.

Another reason to use an OJT is if the consumer has a disability that maybe makes it difficult for them to sell themselves in an interview. That can be really hard because they're up against other competitors or individuals in the workforce that are able to really sell themselves in an interview president they might be getting lots of interviews but not landing any jobs. This might be good to implement an OJT. I'm going to show you an example for each in the webinar

. An OJT can also be used in the job duties need to be altered or carved out in order for the individual you're working with in order to be successful on the job. You might create a position for them and use the OJT incentive at this time. -- then we might want to implement the OJT.

Okay. Now we're going to talk about when not to use the OJT. First and foremost, you never want to pitch an OJT if the job does not align with the consumer's individualized plan for employment goal. That's the IPE goal. Since it is the Department of Rehabilitation that's funding this program, we have to make sure that successful placement in OJT will result in successful closure or contribute to a successful closure and helping the individual gain skills towards their career goal. So we have to make sure that the OJT is in line with that before we even get started.

Also we don't want to pitch the OJT if the employer is solely after free labor and has no intentions of really keeping the individual hired on after the OJT ends. I know this can be kind of tricky to judge sometimes. But you know, if we use our best instincts and when we're interacting with the employer and kind of by the questions that they're asking, if they're asking repeatedly about how long it has to last or how much they're getting, or you, you know, they're kind of inquiring about these types of questions, then you might get the feeling that okay they're not really interested in our client being successful. But they're just interested in the free labor. So we have to kind of be cautious of that. We don't want our consumer to be working happily and then in 3 months, you know, back at square one again in the job search. Because that could be very frustrating. Just be cautious of that. We're not able to tell because we can't read minds. We have no true way of telling but just be mindful of that.

Also we don't want to use OJT if we know the individual can get employment without OJT. If they truly are a competitive applicant, then it's not necessary that we do an OJT. I usually like to work with my students on applying for jobs without utilizing the OJT approach in the beginning. If we run into road blocks and I think OJT might help overcome some of those, then we might go that route. There's a couple reasons why we don't want to do that. One is because the individual will not get closed successfully until 99 days after the OJT ends. So how is the student doing in OJT, they get hired on for 2 months, the OJT lasts 2-month, then the person has to be working for 150 days before they can actually get closed 26. I'm not saying it's about the numbers, because that's not what it's about, but if the individual can get employment without using this, of course we want to be mindful of the funds we're extending through the Department of Rehabilitation. We don't want to use it as a first case scenario or a last case snair row yo. We want to work with the individual for a few months and see how the OJT can benefit them. Lastly, if you know the job isn't going to be a fit no matter how much the training is involved if the individual isn't able to do the functions of a job with or without accommodations, then OJT isn't probably a good approach or we're probably looking in the wrong field. You want to be mindful of that as well.

Next I'd like to talk about some different approaches to pitched OJT's to employers. First the consumer can actually pitch the OJT themselves if they feel comfortable with it and if they are capable of it. I think this is the most effective approach. If we can coach them properly. A couple of examples, you know, if the consumer has a large employment gap or the individual has little to no relative work history, then perhaps the consumer can approach the OJT in a cover letter. Since they might have difficulty getting an interview because of this employment gap. If they disclose from the employer that they might benefit from this and that training will be of little to no cost to the employer. If they put that in the cover letter, it may spark the employer to move forward in interviewing them. If the consumer has difficulty interviewing, this can be really tricky because some of like I mentioned, some of the consumers that we serve, truly have difficulty in selling themselves in an interview. I had one student that I was working with that due to the nature of her disability, she literally had a difficult time even smiling when we were practicing interviews, let alone trying to talk about how awesome she was during an interview. So if that's the case, we might want to have them pitch the OJT at the end of the interview. I have a couple of examples coming up and kind of an example of how you can do this at the end of the interview.

And also they might be able to do it in the follow-up thank you letter or e-mail. I always encourage people to send a follow up thank you letter or e-mail. This might be a good time to pitch the OJT.

Next if the consumer doesn't feel comfortable in pitching the OJT themselves, then the job developer or Department of Rehabilitation counselor or whoever is working with them and supporting them in this OJT, they can assist with that. I've done it in a variety of different ways in the past. An e-mail response to a job posting that I saw, I e-mailed the employer introducing myself and then pitched the OJT. You can call the employers over the phone. I'm going to have an example in a little while. I call it call-write-call technique. Or by utilizing an employment proposal. I've provided a few examples of each of these different approaches that I've used in the past. So you can get creative and develop your own approaches or you can use some of the aspects of mine to decide how to pitch your OJT.

So this sample here is a sample of the OJT being pitched by an employee in a cover letter. If you notice in paragraph two, the consumer pitches the OJT and then chooses to disclose that she has a disability. It's important that the consumer is the one to decide if and when to disclose that they have a disability. Sometimes my consumers will just say I'm working with an employment program that has this great incentive in the beginning if they don't feel comfortable disclosing. But in this instance, my consumer actually she wanted to disclose. It was her idea. But notice how in paragraph three, she reiterates that her disability doesn't prevent her from being able to do the job. And she truly feels qualified for this position. She just wanted to let them know this as kind of an added bonus. That the employer gets if they decide to hire her. All of these are going to be in Word document attachments that you'll get the at the end of the webinar. So not to worry.

Okay. And this is an example of how I pitched an OJT to an employer in response to a job lead that I found. So like I mentioned, the Department of Rehabilitation counselor can do this, the career counselor, job developer, whoever it is. Notice how there are three parts to this letter. First I think the student will be a great for the position. Next I inform them of the OJT and kind of discuss the benefits in hiring our student or working with our program. And then lastly, I let them know that I'm going to follow up with them. So at the end I say I'll follow up with you on this next Friday if I haven't heard from you beforehand. It's really porpt important part of the e-mail because then it let's the employer know that they should be expecting to hear from you. They know okay, I know Bree is going to be calling me in a week. I have to talk to somebody, and maybe if that's not the right person to make decisions, they'll talk to the person who is, the director or whoever can make the decisions so that when I call them back, they'll have some information for me. So that's one example.

The notifying them that you're going to be in contact with them again, is also comes handy in my call-write-call approach that I'll be talking about in just a minute.

Okay. This slide is an example of an employment proposal. This is a technique developed by expert job developers. I've attended her work shops and read her books. I think highly of her non-traditional job hiring approach. I put where you can get more information on employment proposals such as this. I like these proposals because they're very business based in that you're directly stating how your client is a benefit to their business. As you notice in the beginning, you first highlight the benefit of hiring the consumer. So in this example I proposed that the employer hired this consumer at 30 percent less wages than they're willing to pay someone for this position. So in the job lead they said that they were going to pay the individual I think it was $12 per hour. So in my proposal, the consumer that I was working with, he just wanted to work. He didn't care how much he was making. He was willing to do anything for minimum wage. So that's why in this case we've dropped it down to 8.50 per hour. That's an incentive for the employer to know that our individual is willing to work and to work hard for less than the wages they were initially willing to pay. So they're going to be saving money there. And then next I proposed that the student in addition to being a painter's assistant, that they help do other tasks such as janitorial work or cleaning up the shop. You kind of want to get creative, if there's other opportunities that the individual can help benefit the employer, then we want to bring this to their attention. Then lastly in the first part of this proposal, I pitched the OJT as well as another incentive, another benefit to their company in hiring our student. That they're going to be reimbursed for the wages that they paid the individual during training. And then of course the Work Opportunity Tax Credit.

The second part is the qualifications. Like I said we're highlighting why the student is a good fit for this position. And sometimes we have to get creative. If they haven't had direct experience in this field, we need to kind of get creative. I had a student that I was working with that was -- he had graduated from the upholsry certificate program through San Diego Community College District. I don't know if you have looked for jobs lately but there isn't a lot of jobs out there for an upholster. I contacted an RV dealership that sells new and used RV's I proposed they hire him to help clean -- they were hiring someone to clean the insides of the RV's. So in the benefit section, I talked about how he has a certificate in upholsry and really enjoys doing it that he also might be able to fix the seats in the used RV's and kind of just mentioned an added benefit to hiring that individual. So you kind of have to get creative and think about who you're work wg and what skills and strengths they have to bring to the table. Lastly is the condition. In this example, hire student for 20-25 hours a week at 8.50 an hour. You can also get creative in the employment condition section. I've pitched these in the past in which the conditions were the individual started out volunteering 20 hours per week for 2 months. That's like totally free for the employer. Has nothing to do with the OJT. After 2 months, the employer thought it would be a good fit and wanted to hire the individual on, then we do the OJT for 2 months, 20 hours a week and the employer pays the consumer $10 an hour. And then after that, then obviously they're on their own and the individual is full time, 40 hours a week. So you can kind of get creative and play around with the different conditions to see kind of what would best benefit the employers as well as the consumers that we're serving.

Okay. So like I mentioned before, the consumer can also pitch the OJT in the job interview. As a vocational counselor, we're working with them on job interviewing skills. So this in addition to those, you would want to make sure that you're coaching them on this and practicing so they feel xhftable with it. This is a good approach here. I kind of recommend doing it at the end of the interview when the employer asks, you know, do you have any further questions. Or that concludes our interview, do you have anything else you'd like to add. That's a good time for the consumer to pitch the OJT. I always have them think of a couple of questions beforehand and then after that they can say something, in addition to that, I also wanted to inform you of an additional benefit to hiring me over some of the other candidates that you interviewed. I participate in a program that will reimburse you for any expenses that are related to my training during my first 90 days of employment here. This can be used to cover my wages or any other training -- you might be hesitant to hire me because it's been a few years since I last worked. But hopefully getting to know me a little better throughout this interview and learning about this training program some of your hesitations are alleviated. And then you can say if you need more information about that, my counselor Bree, or whoever, can answer questions for you. So something along those lines is a good approach. That really shows initiative on the consumer and is also an effective approach.

Okay. So here's the call-write-call sample that I was mentioning. I personally hate cold calling or just dropping into places. I get anxiety the second I have to think about picking up the phone to call somebody I've never talked to before. That's why I like to use this call-write-call approach. Because it's less like a cold call and more like a luke warm call. It makes me feel comfortable as well as comfortable for the employer because they already know who you are. First you all the person's name of the person you're trying to contact, whether it be the hiring director or the manager. If you don't know their name then you may need to call his or her secretary or someone to find out. You don't want to talk to the person themselves in this initial phone call. You can just say I'm looking to talk with Frank Smith. I actually want to send them an e-mail. Do you have his e-mail. Usually they're pretty comfortable in giving the e-mail. You might not have to do this if your Google stalking skills are up to par then you're able to obtain the person's name through the Internet. You can find out a lot of things through the Internet. As long as you have the person's name and their contact, then you can move forward to step two. I personally never like sending an e-mail that's not addressed to a person because it's really informal and defeats the purpose of trying to build this relationship. So the second step is to then send a cover letter introducing yourself and informing them about the program. And perhaps maybe the OJT opportunity or discussing, you know, disclosing to them that you have a perfect candidate. You notice they were hiring for this position. You have a perfect candidate that they should hire. Or just whatever it is that you are trying to tell them. Put in this cover letter. It's critical in the end that you tell them when you're going to follow up so that they can expect your call or your visit or whatever it is.

If you remember back to the e-mail that I sent out as a job developer, contacting the employer about the OJT, this is an example of kind of the second step in the call-write-call samp. Once you do the first two steps, then by the time you actually have to talk with them in person or over the phone, you feel more comfortable because they know what you're calling about already. So instead of a cold call, it has now turned into a luke warm call. After your phone conversation, you might want to call them, introduce yourself and just say I'm following up with you in regards to the e-mail I sent you last week after you had a week to kind of look over it. I wanted to get some feedback from you if you might be interested in an opportunity like this. You know, I have a little spiel here that you can kind of get creative in using or you can even develop your own depending on the reason for why you're contacting them. And then after that, if you want to pay them a visit, you've already had two interactions with them so that you can feel more comfortable. At this point it's going to turn into more of a hot call or a hot visit if we're trying to use the temperature analogy. This is a little more personal and you don't feel like a telemarketer or a salesperson.

Okay. Now I've outlined the steps in the OJT process so hopefully they'll be easy for you to follow. I tried to streamline them for you so when you walk away from this webinar you'll have a streamline approach in the whole process of how to implement an OJT from start to finish.

So the most important step in conducting an OJT is to get the DOR counselor's approval. I know some of you are listening who are DOR counselors, that's great -- but if you're a community rehabilitation partner or job developer, someone doing the direct service for the DOR counselor, then you really need to talk to them and get their approval on it first. That's key.

The second step is then to determine when and how to approach the employer and then approach them in utilizing the strategies we just talked about. We want to decide if it's a good fit, first of all. And then if it is then now it's time to approach the employer, after we've got the DOR counselor on board. Like we said, the consumer can do this, the job developer can do this and there's many different strategies on how to do it.

. Step three, then the consumer goes through the hiring process, the application, the interview, et cetera. I encourage employers to meet with the consumers and actually go through their normal hiring protocols. I like to do this for two reasons: One, it allows the employer to actually get a chance to meet the consumer before they agree to do something like this. And also it's good practice for the consumer. Sometimes we approach them and get them on board before the employer even does any of the hiring and they're ready to try out this OJT and want to go full force. Then sometimes we do it during the middle of the process. Like I said, after the interview or in the cover letter or before the interview, or however -- so step two and three can kind of be used interchangeably depending on when we decide to use the OJT.

Step four, is the consumer gets hired. So that's obviously a really critical part in it. It's really important that you yourself know and that the employer knows that they actually have to hire the individual. The consumer has to be hired and paid by them just as any other employee. The OJT is a reimbursement that the employer will get as a training cost for hiring. But the Department of Rehabilitation does not directly pay the consumer. They have to be hired by the employer. Step four, they get hired. Then the employer is interested in moving forward with the OJT agreement.

Okay. Step five, the job developer, vocational counselor or rehab, community rehab agency, then discusses the agreement with the DOR counselor. If it's not the DOR counselor themselves initiating this. You always want to make sure you keep the DOR counselor in the loop. This is the meeting where you determine what would be a good approach, how much, you know, a good reimbursement amount would be. What's fair, what do you think the consumer is going to need. All of that, I like to schedule a meeting with the DOR counselor to get that all squared away before I actually meet with the employer.

So step six is then the meeting with the employer. Sometimes the DOR counselor wants to be part of this. So if that's the case, then it's DOR counselor, the consumer and the employer. Or the job developer, consumer and employer. They get together to determine the terms of the OJT agreement and explain, and then the job developer explains the whole process in detail to the employer. I'm going to have an example of an OJT agreement and kind of walk you through how to complete one of those.

. I like to have as much of the OJT agreement filled out as much as possible. Step seven and filling out the forms that are involved.

Like I mentioned before with everything that we do as rehab counselors, there's always some amount of paperwork involved. So I wanted to kind of go over the required forms with you so that you will feel comfortable in filling them out. It's very important if you're going to pitch an OJT to an employer that you're educated on how it works so that you can explain it to them thoroughly and a simple way as possible. You should know how to fill out every form that's involved. Should fill them out as best as possible beforehand. If an employer thinks something is too complicated or requires too much work, then more than likely they're not go going to be interested. But if you present it to them in an organized fashion and they'll more likely want to be a part of it and more likely to work with you in the future. I'm going to turn off the audio as a take a small break. So please bear with me.

 

Okay. Thank you guys, now we're ready to continue. Now we're going to kind of go over each of these forms as I had mentioned.

This form here is an OJT agreement. It's a two page document. This will also be provided to you at the end of the webinar in a Word document. I just included it here in the PowerPoint so I can go over it with you. There are a few key parts that I'd like to highlight about the OJT agreement. The first part is that you need to state the length of the training period. Like I said, this isn't set in stone. It doesn't have to be 3 months. It can be 1 month only. It can be 2 months. It's truly what the consumer needs, what the Department of Rehabilitation is willing to agree to and what the employer is willing to agree to.

Then the consumer schedule is broken down, the hours that they're going to work, the breaks that they're going to have. Along with the name of the person that is to provide instruction and training. This is good because this is a key reference that we as job developers or as vocational counselors can use to communicate with and to follow up with to kind of see how our consumer is doing when we are providing job retention to that individual. So that's really important.

The next part is a really important part. It's the phase training information. As you can see at the bottom here, it says the trainer agrees to provide instruction to the trainee in the following specific work skills and functions and technical knowledge. So here a lot of times employers already have phase training outlines so then you can use that if they already have it, why reinvent the wheel. A lot of employers have a training manual or a training layout as protocol anyways, we can attach that to this document. If they don't have any formal training outlines, then you can get with the employer and figure out what exactly the individual is going to be trained on and you know, when they're going to be trained, for example. If we're talking about someone who is doing an autobody and paint job, task one might be learning how to sand the cars and utilize the sander. And that's going to be done in month one. The second step is going to be, you know, learning how to mask off the cars and that's going to be done in montds two. And the third step is going to be priming the cars or painting the cars or whatever. You kind of break it down. It can be as complicated or as simple as you want it to be. I've seen some that are, you know, just one page that lists a few tasks or it can be as lengthy as a few pages. Page two of the OJT agreement. This is where we talk about the wage information. How much the employer is going to pay the consumer and then it just reiterates that this is a normal employee-employer relationship. And the employer should adhere to all of the same rules as they do to anyone else that they hire. So in the middle of this document you can see here that it's holding that employer accountable for all of these things. And then at the bottom, the reimbursement amount is stated. Along with the frequency of payments and then any other accommodations that are needed. So here in this example, it was $500 per month. It can be like I said, you know, $200 per month. It can be a total of $1,000, a flat rate. It kind of just depends on what you all agree upon. And then any additional accommodations. You know, if they're needed. I put here on this job retention support, it's really important that you also inform the employers in the beginning when you're pitching the OJT, that in addition to getting reimbursed for individualing training, that the individual also has someone additional to their job counselor, they're to support them if they have any difficulties on the job. Maybe not necessarily a job coach, but someone they can talk to to coach them along the way and someone the employer can communicate with along the way. Because that's really really huge. I want to make sure that they're aware of that is as well. And lastly, the signatures. This is really important. The DOR counselor has to sign the agreement, the trainer [Indiscernible] and then dates. So with that, that completes the OJT agreement form. And then we're going to move on to the other form that's required of the OJT.

So the OJT, there's two forms required. The agreements that we just discussed. And the form that is STD 204. The purpose of this form is solely so the DOR can -- so that they can authorize payment. It's pretty straight forward. But I'm just going to show you an example of the form. Like I said, if we have all these documents prepared before hand with we approach the employer, that's really the best approach. So bear with me here as this is my first webinar. So I have to figure out the technical things involved in getti

So here we go. As you can see basically it's just the name of the employer, the business address, mailing address. This is something that they need to if fill out. This employer identification number is really important and it will be needed in the Work Opportunity Tax Credit forms as well. And then the signature and date. It's returned to the Department of Rehabilitation. Like I said, they can authorize payment and process payment of. The form here is kind of a description of how to fill it out or kind of answers some questions that people might have about this form. So it's pretty straight forward. This form will also be included in the OJT packet that you're going to get at the end of the webinar.

Okay. So these next two forms are required for the WOTC. This first form needs to be signed by the consumer and the employer and must be filled out no later than 28 days after the start date. That's really important. Both of these forms actually have to be completed and turned and mailed in no later than the 28 days after the start date or the employer cannot benefit from this in form this form looks like this.

The individual's name, the consumers name here, information that's stuff we can fill out beforehand. And then go down here, the individual's going to check this box number three because it says I was referred here by a rehabilitation agency approved by the state, an employment network under the ticket to work, or the department of veterans affairs. This is the reason why the employer qualifies for the WOTC is because the individual is participating in an employment program through the State Department of Rehabilitation. So we check this box number three. And the consumer signs and dates. Then this part the employer fills out. I generally like to have this filled out ahead of time. Everything except for this employee identification number that's on page two on the upper righthand side. That's the spot I leave blank and let them fill out and then of course they have to sign it. Also these dates are really important. The dates that the information was given about the job, the date the job was offered, the date hired, most important is the start date. It has to be no more than 28 days after the start date that these forms have have to be submitted.

Okay. Then this is the second form. The second part of the Work Opportunity Tax Credit. This form needs to be signed by the consumer and also accompanied from the individual's DOR counselor stating that they receive vocational rehabilitation services. In the packet you're going to receive I'm going to include a sample letter or a template letter that you all can use when filling out this form to hopefully make it easier on you. We'll just take a look at this form really quick.

Okay. So this form here, we need the employer's name and address which we should all know. Here's that employer identification number. The wages that the employer's going to pay. And then the information of that consumer and their social security number. Here, the box that we're going to check is going to be number 15, is receiving or has received rehabilitation services through the state's rehabilitation services program. So that's where we check yes and that's what qualifies the individual. If they are a ticket holder, then we can also check yes on box number 18. And also if the individual is receiving social security, then there's another box, 16, we can check there.

But if any one of these boxes is checked yes, then the individual qualifies. Down here, number 21, sources used to document eligibility, that's where the letter from the vocational counselor comes in. So you're just going to put letter from Department of Rehabilitation and then sign and date. Here's an example of the documents that are sufficient for evidence that the individual qualifies for the WOTC. And as you can see here, a signed statement from the counselor with the description of the benefits and the services that they're receiving. So I'll provide you with one of those letteres as a sample.

Okay. You're going to mail those two forms, oh the employer actually mails them, to this address. To make it easier on the employer, I usually have an envelope addressed out so all they have to do is stick a stamp on it then they're good to go. Anything we can do to make it easier for the employer, the better and the more likely they'll want to work with us in the future.

Okay. The steps continue. So then the next step is to send the OJT aagreement to the Department of Rehabilitation counselor for processing. It's the OJT agreement as well as the form S T D 204. That needs to be sent to the DOR. Step nine, the combroir will receive a progress form from DOR that's less than 30 days of the -- once the Department of Rehabilitation receives the OJT agreement, after 30 days, then they're going to mail the employer a form that they have to fill out to send back. That's really the only other form that's involved. I know it seems a little complicated. But like I said that's why I wanted to line it out step by step to make it more simplified. So step ten, the employer needs to sign and complete the progress report form. To update the DOR on the student's progress. At that point then they're going to mail it back to the Department of Rehabilitation.

This is a sample of the progress report form. I actually have a copy, a PDF that's going to be e-mailed out to all of you that's the actual form itself. But it didn't want to work with me as I was trying to upload it on to the PowerPoint. I basically summarized it. You can kind of educate the employer on the form so they're prepared and they know what they're going to have to do once they receive it. It's a one page form basically asks questions checking in on the employee's attendance. If they have been absent over the past month. If the employer was notified. Then they ask questions about, you know, the training and the hours and instruction that were given. They ask questions about the subjects, the topics of instructions. So basically what we lined out in the OJT agreement as far as training areas, the employer is going to be asked to kind of grade the individual on each of those areas using an actual grading scale, A, B, C, D, and F. And asking about the employee's attitude, cooperation, any difficulties that they they've had. They have to turn into the Department of Rehabilitation in order for them to process the payment. That's a huge reason for the employer to turn it in. But it's helpful as vocational rehabilitation counselors to gauge how our consumer's doing on the job. If they have a good attitude. If they're constantly being late, we can kind of see how they're doing so that we know when we meet with them, what areas we might need to address or what kinds of praises we might need to give them if they're doing awesome. It's a great form and provides great insight and feedback.

Okay. And then step 11. The OJT reimbursement check will be mailed out 45 days after the DOR receives the invoice. To kind of recap, the consumer starts the job, then department of rehabilitation sends the employer the progress report form after the individual's first month of employment. The employer fills that out, sends it back to the Department of Rehabilitation and from the time they receive the invoice or the progress form, the employer will receive the reimbursement 45 days after that. I know it sounds a little bit complicated. So I've actually made a chart to explain that reimbursement schedule to you and I've also taken the same chart with me when I'm educating the employers, when we're actually filling out the information, I'm educating employers on the whole process so they can visually grasp how this reimbursement payment works. Step 12 is the most important steps, one of the most important steps and that's the job developer or vocational counselor, or whoever it may be, checks in with the employer regularly. Calls them to see how things are going. Ask if they've received the forms from Department of Rehabilitation. If they have, if they're having any trouble filling them out. Building that relationship with the employer so we can build business with them in the future. Also you can learn things about the individual in addition to what you learn on the progress report, by checking up with the employer. For example, one of my consumers that got the job as the veterinary technician, when I called to check how things were going. He said things are going great. Your student actually let led our staff meeting and trained the staff on this new vaccination that came out. I was floored because my consumer never in a million years would I have ever pictured her up in front of a staff of 50 people leading training. It was huge and a proud moment for me because I knew just how much my student had grown from this opportunity. But also when I talked to her and meet with her again I was able to praise her for this great work. So checking in with the employer is really key.

And then the last step here is that the student remains successfully employed and then the Department of Rehabilitation case is closed 26, 90 days after the OJT ends. Remember it's not going to be closed 90 days after they get hired. It depends on the length of the OJT. If the OJT is 3 months long, then their case will get closed after 6 months. So just definitely want to keep that in mind.

And then lastly here, this is an example of the reimbursement schedule that I was talking about. This is a chart I actually made. So it's not super techie. For example, the star here means the consumer start date. This marks the 30-day mark. So the employer will receive the form from DOR, the progress report form. And they should complete it and return it back to DOR right away hopefully. In a perfect world, they can send it back that same day but it might take a little bit longer. 45 days from when Department of Rehabilitation receives that form. So for example here, this is 45 days later. That's when the employer will receive their first reimbursement check. As you notice, it's a couple months after the employee starts working. But then if you look down here, then they'll receive a check each month following. And then of course you remember that's in a perfect world, if everything goes right. You might want to give it some leeway, maybe 45 to 55 days after the DOR receives the progress report.

And then the next month they're going to receive another progress report form that they have to fill out and send back. So they'll have to fill out two progress report forms before even receiving a reimbursement. If you take this chart to the employer and kind of explain it to them this way then they'll see okay I'm not going to get reimbursed until September, then I'll get reimbursed October and November. It makes more sense in this visual format.

And now that concludes the webinar, for what I have prepared for all of you. So it looks like we're going to go into questions. So Karla is going to kind of guide us on that process.
>> Hi everybody, it's Karla from CHIIP again. Our chat window is open for your questions. Please, you'll see on the lower lefthand side of your screen, you can type your question into the text entry area below the chat window and click entered or return on your keyboard to submit your questions. Please, at this time if you have any questions for Bree, go ahead and type your questions in the chat window and enter or return on your keyboard to submit your question. We'll wait a few minutes here until people are able to type in their questions. There might be a little pause here for a minute.


>> Okay. Everybody, I see some questions coming in. So I'm going to try to answer them in the order that they're received. If I happen not to know the answer to your question, I'm going to go ahead and write it down and I will get your e-mail so that I can get back to you once I've obtained the answer to your question. But it looks like Karen has a question of what percentages are employers reimbursed or how is the percentage determined? So if I'm understanding you correctly, Caren, it sounds like you're wondering the amount that the employers are reimbursed. As I mentioned early on in the webinar, that really varies. The employers can be reimbursed up to $1,500 without the DOR counselor having to get supervisor's approval on it. But it can actually go over that if need be. Depending on the training that's needed and the wages that are paid to the individual, that's kind of how it's calculated or determined. Sometimes they'll actually take the wage that the individual is getting paid and if the training is going to be for 2 months, then I just calculate that wage times the number of hours that they're going to be trained for and get the amount that way. So it really can vary. It's not set in stone. You can also just agree to reimburse them say $500 each month and kind of make it a little more straight forward. So that's kind of how that works. I hope that answers your question. If it didn't, please let me know. The next question is from Rebecca, could the reimbursement check go to the manager of the store. That question I'm not sure what you mean. That depends if it's a small owned business and the manager is like -- usually large corporations, the checks actually go to the district office or the corporate office. But it really just depends on how the employer fills out that form S T D 204 as to where it goes. I hope I answered your question. But it is possible that it could go to the manager of your store. It looks like Linda has a question here. Who sends the progress reports? If it is DOR, how timely are they sent?

Okay. Linda, great question. It is D ocht R, the Department of Rehabilitation sends the progress reports. And I believe it's actually -- I don't think it's an actual counselor. I believe it's someone in accounting or payroll section of DOR. I'm not sure. They're supposed to be sent 30 days after they receive the forms and the agreement. However sometimes if things get backed up, they can take a little bit longer. That's why it's important that you're in communication with the employer and asking them if they've received it yet. Also in communication with the Department of Rehabilitation counselor so they can also check on the reports on their end. Generally what I do on my outlook calendar is I make a note of when approximately the 30 days are and remind myself so then I know to follow up with the employer and the DOR counselor.

>> Okay. And then the next question is from ronda and she's asking, the OJT has always been available. And from what I know, they have been available for a very long time. I don't know exactly how long but it's been a while. I do know that with the fupding recently, there was a separate pot of funding that was directly set aside for OJT's. So there was actually a big push to utilize OJT's because of this additional funding that was set aside for them. Now that that A R A money has ended, a lot of people are unaware that the OJT's are still available, it just comes out of a separate pot of money. They've been around for quite some time. I can't tell you exactly how long but I can definitely find that out for you.

Okay. And then the next question is from Charlotte. She's asking can forms be faxed to DOR for faster turnaround. That is a good question. I know a lot of times the DOR has to have actual hard copies of the forms. I know for when they're reimbursing people for things via receipts and what not, they have to have the actual hard copies of receipts and they can't accept faxed copies. It definitely will be faster turnaround. I can check into that and then I will get back to you on that. I have to check with a DOR counselor. Or if there's a DOR counselor out in the audience that knows, feel free to respond to that as well.

Okay. Catherine asks a question, where can we get more information on the employer tax credit. Great question, Catherine. I actually sending out the OJT packet at the end of this webinar. You guys are going to all get a packet electronically of a bunch of documents. There is an OJT frequently asked questions attached to that as well as a detailed description of the employer tax credit. And just a lot of information on that. But you can also go to the website the I R S website and there's information that way as well. But hopefully the information I have provided you is pretty substantial that you'll be able to fully understand it after going over that
.
And then magie asks what if the person is not with DOR, does that mean they cannot use OJT? Unfortunately, magie, that is correct because the Department of Rehabilitation is what funds the OJT. Then to be a client with the department of rehabilitation in order to benefit from this incentive.

Okay. And then Timothy asks, this is a great question, Timothy. Can we offer job coaching as a concurrent service? And this question actually I do not know the answer to because the program that I work with, we don't offer job coaching. So this has never come up. We just do job retention until their case is closed with the Department of Rehabilitation. That is a good question. I will have to get back to you on that one. But I believe that it is possible. But I am not 100 percent certain. So I'm going to have to get back to you on that.

Okay. Patricia asks, are consumers able to participate in OJT more than once if they've been terminated? To answer that, I think that question is actually more of a case by case basis depending on the reason for termination and it's kind of like the same situation in the department rehabilitation will reopen someone's case after they've been closed 28. It is possible, they will do it. But it depends on a lot of factors. If the individual got terminated because they weren't showing up or they had a lot of external things going on in their life and they weren't able to be a good employee, then that aspect of their life is kind of been turned around and that they're now really ready to obtain employment, I think that the DOR counselor would agree to doing an OJT again. I don't think it would be forbidden. I think it's a case by case basis. Obviously we don't want to do an OJT over and over and over again for the same individual if it's not being productive. It kind of goes back to the whole when to use one and not to use one. But as far as if it is possible, I believe it is possible. And then Ruth asks if there's a way for us to receive copies of the sample letters. Yes, Ruth, I'm going to include all of my sample letters in the documents including ones that I didn't go over today. And feel free to use them, tweak them, copy them, whatever you need to do with them. Whatever can benefit your clients. So yes.
>> And this is Karla, I just wanted to add to that. Today we are going to send up a follow-up e-mail to this webinar that will have the first 12 supplemental OJT handouts from Bree. And then also tomorrow we'll send some more out to the group. And we will include Bree's e-mails at the end and I'll be sure to paste my e-mail into the chat room in a little bit. If for some reason you do not receive these documents, please feel free to e-mail either of us and we'll get them out to you.


>> Okay. The next question, it looks like Mary Ellen and Linda are asking how old I am. I'm 25. I've been working in the field for over 6 years now and will be obtaining my master's degree here in December. People tend to ask my age because I think I sound a lot younger. Anyways, next question is Timothy, he's asking if there's a cap on the dollar amount that can be offered to employer for training costs. To answer the question, there is not a cap. However, I mentioned if the reimbursement fee goes over $1,500 then they'll have to get permission from their supervisor and it will have to be justified. We can't offer an employer thousands of dollars to benefit them. If it's not really reasonable. So they can definitely go over the 1500. I've seen it go over one of the students, we did an OJT for an accounting position and his wages were pretty significant and the training that was required was pretty significant. And so the training costs were close to $3,000 and it was approved. So it just depends. But yes, it can go over the 1500.

And then Timothy asks again, is there a limit in months that a consumer can benefit from dependent on the individual's needs for training. Let me restate that question because I'm not quite sure I understand it. Is there a limit in montdss that a consumer can benefit from dependent on the individual's needs for a training. Oh I think you're asking if it can go longer than 3 months. Yes, it can. It's another case by case basis and you'd have to justify it to the Department of Rehabilitation counselor and get authorization for it. But I believe that it can go over the 3 months. Sometimes you might start out at 3-month sxs then after the employers filling out the progress report forms, then you can gauge if really more training is needed and if so, how much. So I hope that answers that question.

And then Carol asks if I know, do you know can workability I I I still claim a WOTC for three E D D. Can you elaborate on what you mean by that. Workability I I I doesn't -- but the Work Opportunity Tax Credit that I'm talking about, the WOTC is also discussed on the E D D website and I know it's an incentive that they use and support a lot.

Okay. Rebecca's asking -- okay, Rebecca, it looks like you were trying to clarify your previous question about the check going to a store manager. I don't think in your situation you said that the previous job developer had told the manager that the check would go to the manager and not the store. So in that case, I don't exactly know where the check would go. It just depends on who, the employer identification number is under and who, like I said, was on the S T D form 204 who's name is on there. It all has to be legitimate. Whoever owns the company, that's where the check generally goes. So the job developer might want to kind of check back up on that one to make sure that the check was going to the right place.

Okay. Timothy's asking, does the client maintain an open authorization while in OJT? Timothy, I'm not quite sure what you mean by open authorization. If you're asking if the client's case is still open during the OJT, the answer to that is yes. Their case will not be closed until the OJT has ended and the consumer has maintained successful employment for 90 days after that.

Okay. And then Joyce says can I get some clarity around the OJT and W O T fee regarding the OJT provisions that states none of the wages for the OJT period -- yes. In the form that I'm sending you in the end, Joyce, it does state that. Obviously the employer can't double dip in that sense. If the OJT's for the 3 months, then those wages that that the employer paid for the individual during those 3 months can't be claimed under the WOTC. They can't double dip. -- so that information, like I said, will be sent to you via e-mail at the end. So hopefully that helps.

Maggie is asking if the person is just with an E N and not DOR and has a ticket to work, do they have to fill out both forms in the WOTC. Maggie, yes they do. They have to fill out both forms in the WOTC. They would need a letter from the employer or agency they're working with basically stating that they have a ticket to work and they're utilizing it and that this agency is providing them services.

Jennifer just said that she is an OJT [Indiscernible] that shows that it's been around for a lilgt while. Thank you so much for sharing that.

Okay. So fe lisha asks what barriers have I encountered. Have you ever been referred to a company's corporate office and then denied, besides moving to another employer, what other suggestions might you have? Felisha shs that's a great question. And yes I have been denied, time and time again. I know this incentive, to me it seems like a no-brainer for the employer, to be honest. But sometimes they have their hesitations because they don't fully understand it or maybe they haven't met the consumer that you're proposing they hire and so they have some kind of stereotypical ideas of the consumer's abilities and that can kind of pose as a barrier. A lot of times that's why I encourage the employer to actually meet the consumer either before I even propose the OJT to them or after I've proposed it. I can say, you know, I would give them all the details and say my student, I call them students because at the community college that's what we call them. You can say client or consumer, whatever, is more than willing to meet with you. I really recommend you sit down with them for a few minutes and really learn about their strength sxs how they can benefit your company. That has worked for me in the past. I'll have the consumer apply for the job and then go to the company and say, you know, do my little spiel and then usually they'll say, the consumer has to actually apply for the position online and they give you that whole runaround and then at that point I say actually they've already applied and they're moving forward with your process. I just want you to know this is an added benefit for hiring them. Usually they're open at that point. You definitely have to have thick skin in the beginning I was a little bit sensitive when I was getting denied. I just look at it like it's their loss. They're not taking advantage of this incentive. Hopefully you use some of my strategies to get kind of creative in your different approaches. You'll see which ones have worked best and which ones haven't.


>> And the next question comes from ronda. This is Karla. -- ronda, yes, the forms will be sent to the e-mail address that everybody registered with on the survey monkey rejs. I just checked my e-mail and that e-mail had just gone out a few minutes ago. Our follow up e-mails, CRC credit information and handout as well. It will be an e-mail sent to you from one of our CHIIP staff, Mary Ana. Once again, I'll post both of our e-mails again if for some reason you don't receive the e-mails with the forms, please feel free to contact us. Thanks, ronda.


>> Okay. And then looks like we have a question and hopefully Karla was able to clarify the information regards to getting the e-mails. It looks like Linda asks a question, if the OJT offered reduces the hourly wage -- do you have to go through the sub-minimum wage approval process. I personally don't have any experience with that. I think the OJT should not -- the employer is not going to be allowed to play the employee anything sub-minimum wage. They still have to follow the state regulations in regards to that. Remember like I said, we're not paying the employer to then pay the employee. The employer is actually responsible for paying the employee and then what the Department of Rehabilitation is reimbursing them for is considered training costs. So it's not actually used to like supplement their wages directly like that. So as I said, I don't have any experience with that. But I wouldn't do an OJT agreement if my consumer was going to be getting sub-minimum wage.

And then it looks like Joyce asks is this OJT the same that is funded by the workforce investment act. Joyce, actually I am not sure if it's the same and if that's where it's funded through. Like I said I know when the A R A dollars came out there was that separate pot of money that funded the OJT's during that period and now the A rcht A money is gone for the OJT's. It's funded out of case service dollars. So I hope that answers your question. But as far as the workforce investment act, I'm not familiar with if that's where it's funded. But I will definitely check into that. And I'm going to actually save a copy of all of these questions so if I missed anybody's questions or wasn't able to answer them, I'll go back and address them and e-mail those out to all of you.

And then I think we're just going to take one last question.

So we're going to actually go a little longer so I can try to address any of these last minute questions here. So I'm going to take ter Reesa's question. What does it mean when a consumer has a ticket? A ticket is a ticket to work. It's basically a voucher that can be used for the individual to get employment services. And it can be used -- they can give it to the Department of Rehabilitation or they can use an employment network to receive services. So it's basically so that individuals have a choice as to which type of vocational services they get. And who those services are from. So it gives them more of a variety as opposed to just receiving services from the Department of Rehabilitation.


>> Hi, this is Karla, I just wanted to add on the answer about ticket to work. Ticket to work is a program for individuals that are receiving social security benefits. Folks that are receiving supplemental security income, S S I, or social security disability social securities. If they are cash payment status they're able to receive ticket to --
>> Thank you, Karla. It looks like Linda said she can't hear anymore.

Laurie says I've seen someone who has a job coach at the place of work with him. Does a job coach [Indiscernible].
Laurie, to answer your question, the OJT is separate from job coaching. The OJT actually has nothing to do with job coaching. Job coaching is funded separately. So the situations in which I've implemented OJT's, I haven't gone to work with the consumer every day. I definitely check in with the consumer quite frequently and the employer to make sure everything's going okay. And I provide job retention services to the consumer either over the phone or I meet with them when they're off the clock or something like that. But if it's necessary, I suppose you can go to work with the individual. But it also depends on the agency in which you work for and if they're getting funded for job coaching or not. So it's separate.

And George asks when cold calling an employer, do I typically try to contact the HR for that company first. And to answer that question, George, generally yes. Depending on if I know somebody that works there that's not in HR, then I might approach them first. Or if I'm a customer of a business, I've approached a couple dimpt restaurants and stuff where my husband and I actually go to dinner at so I'm comfortable with the owner and then I would approach the owner about it. So it kind of just depends on the situation. But typically I do try to contact the HR because that's generally who is in charge of doing the hiring and if they know if their program would be interested in doing something like this. I have a really unique employment opportunity I'd like to share with you and kind of try to just go about it that way. So that the employer kind of is intrigued and they don't feel threatened or they don't think you're trying to sell them anything. That's kind of my approach. And feel free, please, everyone, to e-mail me different approaches that you might have used in the past that you found beneficial. Fu have any great success stories or want to share, please feel free to do that and e-mail to me and I'd be happy to share with the group as well. I'm not a complete expert in this area and I'm always willing and open to learning from other people as well as sharing information. Then it looks like Karla posted, both of our e-mails. Like I said please feel free to e-mail us. If you haven't received the handouts or you have additional questions that you'd like to ask. And then Catherine's asking if it's possible to get a printout of questions and answers. I'm assuming that you're referring to the questions that are being asked here today. If you'd like me to do that, I definitely can and I can type up my answers to the questions and send it out to the whole group. I'd be more than happy.


>> So that was the last of our questions. This is Karla bell again. And I want to thank you so much to Bree, for presenting on prakticcal and creative ways to implement and be involved with OJT's. A great strategy to increase the employment of people with disabilities. And I want to send a thank you out to all of our participants who joined us today. Without all of you our webinars wouldn't be a success and thank you so much for our questions. Please note that all of our webinars will be archived on the CHIIP knows no -- website. The recording of this webinar, the PowerPoint and the transcript will be available on that site within the next week. And then also as I said before, I'm going to be following up with all the participants who registered through survey monkey using e-mails you used when you registered. You'll be getting it from our CHIIP staff member Mary Ana. That's going to include the link that you see here on the screen on the slide that's up right now, to a survey, so please let us know how we're doing. And also if you're interested in receiving certified rehabilitation counseling credits, CRC credits for this webinar. Those are available. The link here, it's also going to be sent to you in an e-mail. Complete a short quiz and a survey and your contact information and you'll get an e-mail back from Amy, our staff here at SDSU interwork institute. And also once again, the e-mail that, follow up e-mail that came up today, it's got 12 attachments on the different documents that Bree went over today. I'm also going to be following up with another e-mail to you tomorrow with some more attachments Bree would like to send out to you. Feel free to contact myself or Bree via e-mail if you did not receive those documents. Here is Bree's contact information if you have any questions for her. Her phone number and her e-mail. And I want to thank everyone so much for joining us today. We look forward to seeing you again in future webinars.
>> Thank you so much, everybody, for joining me and hopefully I was able to provide you with some new strategies, maybe some new insights into OJT's and hopefully increasing your comfort level with approaching employers with OJT. Fill out the survey so we can definitely get your feedback. Thank you for doing it. Thanks again and have a great evening.
>> Thanks, everybody. That concludes our webinar for today.