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1. WHAT IS NITAS - SAA - Apprenticeship?
WHY SHOULD I BE AWARE OF THE FOLLOWING?
IF YOU ARE A VETERAN, YOU DESERVE THE BEST!
Important information(leverage)to know!
Agency for Veterans Training Apprenticeship and On-the-Job
Training Educational Benefits
GI BILL BENEFITS & OJT/APPRENTICESHIP PROGRAMS
· VETERANS
· NATIONAL GUARD
· ELIGIBLE DEPENDENTS
· SELECTIVE RESERVES
Did you know that it is possible to use GI Bill
benefits for on-the-job Training and Apprenticeship
Training?
It is possible to receive a monthly educational
benefit check from the Department of Veterans Affairs for
training in an approved OJT or Apprenticeship program.
OJT/APPRENTICESHIP/ FUNDING - RESOURCES
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2. Code of Federal Regulations (CFR)
CFR is the codification of the general and permanent rules
published in the Federal Register by the executive departments
and agencies of the Federal Government. It is divided into 50
titles that represent broad areas subject to Federal regulation.
Each volume of the CFR is updated once each calendar year and is
issued on a quarterly basis.
NOTE
If training is the factor that difereniates OJT and
Apprenticeship, how is it one can receive a check for training
under OJT?
Is it considered OJT (even w/ training complimenting the OJT)
untill or unless the 'program' is formlly 'Registered' with DoL
as an Apprenticeable program?
WHAT IS ON-THE-JOB TRAINING?
OJT is training received while actually performing a job and
earning wages. OJT programs must be at least six months up to
two years in length to qualify. Examples of OJT programs include
deputy sheriff, painter, cook, production equipment mechanic,
auto mechanic, correctional officer, and police officer.
WHAT IS APPRENTICESHIP TRAINING?
Apprenticeship training is on-the-job training coupled with
technical instruction (usually a minimum of 144 hours per year).
Apprenticeships are normally from two to five years in length.
Examples include electrician, ironworker, carpenter, plumber, and
firefighter.
There are time limits involved, and approval of a program may be
backdated for up to one year for benefit purposes. As a general
rule, veterans have 10 years after their separation from service
to use their GI Bill benefit. Chapter 34 GI Bill (Vietnam Era)
ended on December 31, 1989; however, some Chapter 34 veterans are
eligible for benefits under Chapter 30.
National I.T. Apprenticeship System, created jointly by
the U.S. Department of Labor, ETA (DOL) www.doleta.gov and the
Computing Technology Industry Association (CompTIA)
www.CompTIA.org
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3. The 21st Century Apprenticeship System, reflects the state of the
art in apprenticeship. The National I.T. Apprenticeship system,
was created jointly by the U.S. Department of Labor, ETA (DOL)
www.doleta.gov and the Computing Technology Industry Association
(CompTIA)www.CompTIA.org to provide American corporations and
American workers with the benefits of high productivity and
economic value through voluntary participation in a nationally
recognized and industry-validated system of apprenticeship. A
major objective of the NITAS program is to ensure that the
U.S. IT workforce possesses the required skills and offers
the necessary value to be competitive in a global economy.
NITAS contains seven apprenticeship programs. These programs
are designed to ensure that the United States (U.S.) IT
workforce maintains global competitive advantage across the
full range of wage-proficiency price points in the labor
market.
Example: Help Desk is a vital work area for many IT workers.
This program guide describes the content, operational principles
and benefits of the NITAS Help Desk (HD) Concentration. The
guide also provides an overview of the National Information
Technology Apprenticeship System (NITAS).
Apprenticeship as a Training MethoDOLogy and a Business
Performance Improvement Driver
Apprenticeship is a proven training strategy that involves both
On-the-Job Learning (OJL) and Instructor Led Training (ILT)
provided by classroom instruction or Computer Based Training
(CBT). The uniqueness of apprenticeship as a training methodology
lies in the coordinated and combined use of structured OJL and
related ILT. Individuals master the practical aspects of work by
performing work tasks under the guidance of a more experienced or
journeyworker coach. Theoretical aspects of work are mastered
during the related ILT. This arrangement ensures the individual's
employability and guarantees competent workers for an employer by
providing for the learning of a complete range of relevant skills
and knowledge during training.
The synergy resulting from the combination of ILT and highly
contextualized OJL delivered through the apprentice-coach
interactions and other methods shorten the time required to bring
a worker up to predictable productivity. In the traditional
model of IT training, classroom education is followed by on-the-
job experience whereby an individual first spends a substantial
amount of time in general schooling with little or no hands-on
experience prior to employment. Under the traditional model, the
worker’s credentials are based solely upon the fulfillment of the
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4. classroom training, which can be very general and non-specific to
the work at hand, requiring workers to extrapolate general
principles to specific work activities. Quite often workers find
these kinds of extrapolations difficult, which reduce the value
and relevancy of their training and make the credential an
incomplete indicator of competency.
The apprenticeship approach overcomes such training deficiencies.
Under apprenticeship ILT, highly contextualized OJL, competency
validation, certification and performance measurement are
combined elements in a worker’s credentialing process. The result
is a better-trained worker who becomes fully productive in a
shorter time.
Apprenticeship is changing the workforce educational paradigm in
America. To be competitive in a 21st century global economy,
workers’ credentialing must include demonstrated competency on
the job. Classroom instruction remains an important part of a
worker’s training, but performance on the job remains the target
measure of competency.
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Dictionary of Occupational Titles (DOT)
The Dictionary of Occupational Titles (DOT) was created by the
Employment and Training Administration, and was last updated in
1991. It is included on the Office of Administrative Law Judges
(OALJ) web site because it was a standard reference in several
types of cases adjudicated by the OALJ, especially in older
labor-related immigration cases. During the 1990s, the hard-copy
book format of the DOT was discarded and was replaced in 1998 by
the online database known as Occupational Information Network
(O*NET). O*NET classifies jobs in job families functional areas
which may include workers in the same category from entry level
to advanced, and across several sub-specialties, so there are
only about 813 categories listed instead of over 12,000
categories.
On the Job Training (OJT)
A mode of training where the participant learns an occupation
through working in a specific job as a trainee. Commonly lasts
from a minimum of six month to a maximum of 24 months. A specific
training outline is prepared prior to training to ensure that the
participant is working towards the full skills of a journeyman in
that occupation.
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5. FREE? NO, THERE IS NOTHING FREE RELATED TO
THE CONTRACT YOU HONORED WHEN YOU SIGNED THE
BLANK CHECK!
HOW TO BEGIN
If you do not have a job, or are not currently working in the
occupation you want, contact a local STATE Department of
Workforce Services office. The veteran representative should
be able to find an employer who may offer the kind of
training needed to reach your occupational objective.
Next, have your employer contact the SAA State Approving Agency
to determine the necessary steps to get the training program
approved. Many, but not all occupations, can be approved.
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6. Contact the Veterans Affairs office at 1-888-442-4551 to
determine your specific eligibility for educational benefits or your
local county Veterans Service officer.
WHAT IS THE AMOUNT OF A MONTHLY BENEFIT CHECK?
Chapter 30 applies to those entering active duty after July 1,
1985, and to those who contributed to the Montgomery G.I. Bill.
For veterans whose period of active duty was three years or more,
the monthly allowance effective October 1, 2005, will be as
follows: (PLEASE VA.gov for up to date current information)
Or, for veterans whose initial period of active duty was less
than three years (PLEASE VA.gov for up to date current
information)
Participation in specific programs may create eligibility for
additional amounts or "kickers.”
"kickers”
Chapter 32 applies to veterans who entered active duty between
January 1, 1977, and June 30, 1985, and contributed toward the
Veterans Educational Assistance Program (VEAP). The rate payable
is based upon contributions. Contact the VA regional office for
information on a specific allowance.
Chapter 1606 applies to members of the National Guard or Reserve
with a six-year period of obligation after October 1, 1990.
Veterans should contact their unit for eligibility.
The monthly allowance will be (PLEASE VA.gov for up to date
current information)
Chapter 35 applies to a child or spouse of a service-connected
deceased or 100 percent permanently disabled veteran.
The monthly allowance will be (PLEASE VA.gov for up to date
current information)
Disabled Veteran Outreach Program (DVOP)
A Department of Labor-funded, state operated employment search
and placement support resource. An employee of the State
Employment Service. DVOPs assist Veterans in preparing for the
job search and in the actual job search itself. They provide
additional labor market information to VR&E staff and go into the
community to do job development and direct placement into job
openings.
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7. Discrete Services
Discrete Services are necessary to assist the Veteran in entering
suitable employment, in accordance with the Veterans
rehabilitation plan. Discrete services also include short-term,
unique services needed for Veterans and or other qualified
individuals during the rehabilitation process that are not
specified in Service Groups A-D. The following Discrete Services
may be ordered on an as needed basis: independent living (IL)
assessments, job coaching, life skills coaching, and job site
analysis.
School Certifying Official (SCO)
The School Certifying Official , also known as the School Veteran
Representative, is responsible for certifying beneficiaries of
Department of Veterans Affaris (VA) education benefits. The SCO
is employed by the school or institution.
School Veteran Representative
The School Veteran Representative, also known as the School
Certifying Official (SCO), is responsible for certifying
beneficiaries of Department of Veterans Affaris (VA) education
benefits. The School Veteran Representative is employed by the
school or institution.
Service Group
The VetSuccess Contract specified a requirement for Contractors
to provide services in five Service Groups including, Service
Group A: Initial Assessment/Evaluation; Service Group B: Case
Management/Rehabilitative Services; Service Group C: Employment
Services; Service Group D: Educational Vocational Counseling; and
Service Group E: Discrete Services.
Self-employment
Targets those for whom self-employment is the most viable option.
This option is designed for individuals who have limited access
to traditional employment, need flexible work schedules, or need
a more accommodating work environment due to their disabling
conditions or other life circumstances. Services under this
option may include analysis of the viability of a business
concept, development of a business plan, training in the
operation of a small business, marketing and financial
assistance, and guidance on obtaining adequate resources to
implement the plan.
Special Employer Incentive (SEI)
A benefit to assist a Veteran with additional, extraordinary
assistance in finding employment. This special incentive program
pays employers for additional expenses which they incur when
either providing direct employment or training Chapter 31
Veterans in an OJT position.
Suitable Employment
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8. Suitable employment is:
Work within an individual's physical and emotional capabilities
Consistent with his or her pattern of abilities, aptitudes, and
interests Compatible with service-connected disabilities (SCD)
and non-service disabilities
Please contact: Robert Wilson
Robert@mil-net.us Phone: 859-428-8163
http://www.mil-net.us/request-information.html
Developing the creation of long-term value for Military
Veterans from clients, customers, markets, and
relationships.
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