Effective OJT Program
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NCDOT
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Effective OJT Program
NCDOT
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OJT Program
• The Federal Highway Administration under
title 23 CFR, part 230 requires all state
highway agencies to establish and utilize
On-the-Job Training on federally-funded
highway construction projects.
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Federal Requirements
• Train and upgrade minorities, women and
disadvantaged persons to journeyman level
status in the highway construction industry;
• Establish a plentiful and well diverse pool of
skilled workers for the highway construction
industry; and
• Demonstrate that equal opportunity exists
in the highway construction industry
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Alternate
Vs
Traditional
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Alternate
• Annual goal
• Calendar year
agreement
• Flexible work-site
• Monthly training
reports
• Certificate of
completion
Traditional
• Project goal
• Contract provisions
• Weekly federal payroll
• Monthly training
reports
• Certificate of
completion
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Effective Leadership
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Do not wait to use rules and regulations to help your program succeed
• Proactive
• Passion
• Advocate
• Get Involved
• Success
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Slide # 9 contains 4 graphics:
the top graphic is a chart on a stand with a graph on it,
the second graphic represents miscellaneous gears and wrenches,
the third grphics represents cogs/gears with immutable characteristics of various ethnic groups/protected classes.
Benefits
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Slide # 10 contains 3 graphics; the first is a person climbing a ladder with an arrow at the top of the ladder,
the second graphic is a dollar sign and the third graphic is a certificate.
For Employers
• Improve skills
• Improve productivity
• Improve efficiency
• Develops diverse workforce
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For Trainees
• Self-esteem
• Self confidence
• Financial reward
• Certificate
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Slide # 12 depicts a silhouette of a man with a briefcase shaking hands with a construction worker.
Effectiveness of a
Good Relationship
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Slide # 13 depicts a man mentoring a junior male in business attire.
Contractors
• Improves Communication
• Improves response
• Increases Collaboration
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Slide # 14 depicts a female interviewing a male at a desk.
Mentors/Coach,
Supervisors
• Allows Mentors/Coaches to develop a relationship with
OJT Staff
• Willing to assist in setting up interviews
• Willing to provide support at the job site to facilitate the
interview process
• Reinforces effective training for trainees
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Trainees
The OJT Representative
• Explanation and importance of program
• Answer questions from trainees
• Allows one-on-one communication
• Allows trainees to identify with the DOT
• DOT's commitment to the trainee
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Slide # 16 contains 5 graphics contained on it; the top graphic is two books,
the second a cd/dvd, the third is a report, the fourth is a brochure and thi fifth graphic depicts two people shaking hands; one is a male, the other a female. They are sitting across from each other at a desk.
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Effective Tools
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• OJT Manual (English and Spanish)
• DVD and media Information
• Newsletter
• Brochures for trainees (English and
Spanish), for Coach/Mentor
• Pocket Card Certificate
• OJT Trainee Interviews
• Bilingual Specialist
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Mandate Program
Vs.
Economic Development
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Economic Impact
• Job Creation
• Economic Dollar/Indirect Impact
$ 8.50 Hr. average wage
x 2080 Hrs. per year
$17,680 income-Impact (1)
x154 trainees
$2,722,720 earning-impact (2)
154 trainees
x 10 (1x2)
1,540 jobs Employment-Impact (3)
$27,227,200 Total Indirect-Impact per year
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Social Impact
• Not measured by dollars and cents
• Relieves financial burden for
taxpayers
• Increase employment opportunities
• Creates a better life for individuals
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Slide # 22 depicts a chart on On The Job Training:
categories presented included OJTs enrolled, terminated, participating OJT graduates and those active in the OJT program.
Construction Impact
For the amount of money used to fund the On-the-Job Training Program, you can clearly see the economic impact it has within the state. The highway construction industry benefits greatly with the assistance of OJT in developing a skilled diverse workforce in meeting the needs and challenges it faces entering the 21st Century.
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Slide # 23 depicts demographic info on participants by race and gender for all minorities and non-minorities.
Effective Result
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Slide # 24 represents a demographic analysis of trainees that have graduated from the OJT program by race and gender ( minority & nonminority)
2008 OJT Program Summary
OJT Program
Trainees Enrolled in 2008
146
- Trainees Terminated during 2008
21
Trainees Participating in the Program
125
Total Graduates
120
Trainees Still Active for 2009
44
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Demographic breakdown of all
Program Participants 2008
Race
Male
Female
Total
Minorities
73
4
62%
Non-minorities
40
8
38%
Total
113
12
125
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Demographic Breakdown of
Trainees Graduated in 2008
Race
Male
Female
Total
Minorities
67
4
59%
Non-minorities
37
12
41%
Total
104
16
120
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Total Graduation in 2008
83%
Trainee Interviews in 2008
241 Interviews
• 131 Initial Interviews
• 30 Follow-Up Interviews
• 80 Graduate Interviews
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Slide # 28 depicts 3 photographs of a Construction Career Day outreach effort:
two speakers making presentations,
a group of participants in a hands-on activity and
a room where participants are sitting listening to presentations.
Outreach
• Construction Career Days
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Conclusion
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"Our Commitment to You"
"Training Makes The Difference"
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TRAINING
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