OJT / Apprenticeship Frequently Asked Questions
|What is OJT / Apprenticeship?|
|The OJT / Appreniceship program is a contractually required affirmative action program for utilization of minorities and women as trainees/apprentices on Federal-aid contracts. This program requires the contractor to develop OJT / Appreniceship employment opportunities for women and minorities with the objective of getting them to journey level status. |
|What is the intent of OJT?|
|The overall intent of the program is to assist in increasing the number of journey-level workers in the highway construction crafts. However, the primary objective is to develop minority and women journey workers in highway construction crafts. The specific intent and function of the Department is to ensure that minorities and women are recruited, trained, and retained in the highway construction industry. |
|What forms are required?|
|Training Program form (731-0335 (8-03)) |
This is the first form that the Contractor is required to submit. This form is submitted by the Prime Contractor to the Project Manager at the pre construction conference. The intent of this form is to outline what crafts the Contractor intends to use in fulfilling the OJT / Appreniceship requirement on the contract. If the Contractor is subcontracting a portion of the training requirement, the subcontractor submits the form to the prime contractor for submittal at the pre construction conference. However, the prime contractor shall retain the responsibility for meeting the training requirements for the contract.
Apprentice/Trainee Approval Request (731-0294 (7-03))
Prior to a trainee beginning work, the Contractor submits this form to the Project Manager. This form is requesting approval to use a specific apprentice/trainee as credit toward the OJT / Appreniceship bid item on this contract.
When an approved Apprentice/Trainee stops working on a contract, the contractor takes a copy of the original approval form, fills in the "Termination Data" section, and submits this to the Project Manager.
ODOT Apprentice/Trainee Progress Record (731-0332(8-03))
By the 10th of each month, the Contractor submits this form to the Project Manager for each approved Apprentice/Trainee on the project. The Monthly Progress Record that a Contractor routinely sends to an apprenticeship program may be used in lieu of the ODOT form. Where an Apprentice/Trainee works on more than one project in a given month, please ensure the hours for each project are clearly identified.
|Who are minority individuals?|
|Individuals who belong to any of the following groups are considered minorities for the purpose of this program: |
Black - all persons having origins in any of the Black African racial groups not of Hispanic origin
Hispanic - all persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race
Asian American and Pacific Islander - all persons having origins in any of the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or the Pacific Islands
American Indian or Alaskan Native - all persons having origins in any of the original peoples of North America and maintaining identifiable tribal affiliations through membership and participation or community identification
|Who can participate in OJT / Appreniceship?|
|The above mentioned minority groups and women are the targeted recipients of training provided through the Department´s OJT / Appreniceship Program. However, where there is an absence of qualifiable minorities and women, the contractor may fill the positions with whoever is available after submitting documentation of their efforts to recruit minorities and women. The Department will review the Contractor´s documented recruitment efforts to determine whether the Contractor has satisfied the Good Faith criteria specified in the contract. |
|Good Faith Effort in OJT / Appreniceship|
|The Good Faith Effort criterion is specified in section 6, a-p, of the special provisions entitled "Affirmative Action Requirements for Women and Minorities." The following is a set of "Good Faith Efforts" criteria that may be used to determine a contractor´s good faith efforts: |
- Ensure and maintain a working environment free of harassment, intimidation, and coercion at all sites, and in all facilities at which the Contractor´s employees are assigned to work. The Contractor, where possible, will assign two or more women to each construction project. The Contractor shall specifically ensure that all foremen, superintendents, and other on site supervisory personnel are aware of and carry out the Contractor´s obligation to maintain such a working environment, with specific attention to minorities and female individuals working at such sites or in such facilities.
- Establish and maintain a current list of minority and female recruitment sources, provide written notification to minority and female recruitment sources and to community organizations when the Contractor or its unions have employment opportunities available, and maintain a record of the organizations´ responses.
- Maintain a current file of the names, addresses and telephone numbers of each minority and female off the street applicant and minority or female referral from a union, a recruitment source, or a community organization and of what action was taken with respect to each such individual. If such individual was sent to the union hiring hall for referral and was not referred back to the Contractor by the union or, if referred, not employed by the Contractor, this shall be documented in the file with the reason therefore, along with whatever additional actions the Contractor may have taken.
- Provide immediate written notification to the Director when the union or unions with which the Contractor has a collective bargaining agreement has not referred to the Contractor a minority person or woman sent by the Contractor, or when the Contractor has other information that the union referral process has impeded the Contractor´s efforts to meet its obligations.
- Develop on the job training opportunities and/or participate in training programs for the area which expressly include minorities and women, including upgrading programs and apprenticeship and trainee programs relevant to the Contractor´s employment needs.
- Disseminate the Contractor´s EEO policy by providing notice of the policy to unions and training programs and requesting their cooperation in assisting the Contractor in meeting its EEO obligations; by including it in any policy manual and collective bargaining agreement; by publicizing it in the company newspaper, annual report, etc.; by specific review of the policy with all management personnel and with all minority and female employees at least once a year; and by posting the company EEO policy on bulletin boards accessible to all employees at each location where construction work is performed.
- Review, at least annually, the company´s EEO policy and affirmative action obligations under these specifications with all employees having any responsibility for hiring, assignment, layoff, termination or other employment decisions including specific review of these items with on site supervisory personnel such as Superintendents, General Foremen, etc., prior to the initiation of construction work at any job site. A written record shall be made and maintained identifying the time and place of these meetings, persons attending, subject matter discussed, and disposition of the subject manner.
- Disseminate the Contractor´s EEO policy externally by including it in any advertising in the news media, specifically including minority and female news media, and providing written notification to and discussing the Contractor´s EEO policy with other Contractors and Subcontractors with whom the Contractor does or anticipates doing business.
- Direct its recruitment efforts, both oral and written, to minority, female and community organizations, to schools with minority and female students and to minority and female recruitment and training organizations serving the Contractor´s recruitment area and employment needs. Not later than one month prior to the date for the acceptance of applications for apprenticeship or other training by any recruitment source, the Contractor shall send written notification to organizations such as the above, describing the openings, screening procedures, and tests to be used in the selection process.
- Encourage present minority and female employees to recruit other minority persons and women and, where reasonable, provide after school, summer and vacation employment to minority and female youth both on the site and in other areas of a Contractor´s work force.
- Validate all tests and other selection requirements where there is an obligation to do so under 41 CFR Part 60 3.
- Conduct, at least annually, an inventory and evaluation at least of all minority and female employees for promotional opportunities and encourage these employees to seek or to prepare for, through appropriate training, etc., such opportunities.
- Ensure that seniority practices, job classifications, work assignments and other personnel practices, do not have a discriminatory effect by continually monitoring all personnel and employment related activities to ensure that the EEO policy and the Contractor´s obligations are being carried out.
- Ensure that all facilities and company activities are non-segregated except that separate or single user toilet and necessary changing facilities shall be provided to assure privacy between the sexes.
- Document and maintain a record of all solicitations of offers for subcontracts from minority and female construction contractors and suppliers, including circulation of solicitations to minority and female contractor associations and other business associations.
- Conduct a review, at least annually, of all supervisors´ adherence to and performance under the Contractor´s EEO policies and affirmative action obligations.
|For more information about the OJT / Appreniceship Program, contact our External Workforce Programs Technician |