ETP’s Frequently Asked Questions

1. Who funds ETP?

ETP can only fund training for employers that are subject to paying the Employment Training Tax. The entire ETP Program is supported by this tax. For more information please see the Eligibility FAQs here

2. How can I check the Status of my submitted Pre-Application?

The Application and Assessment Unit (AAU) will contact the submitter once AAU is able to review your Pre-Application for Funding Eligibility. Receiving status can take several weeks due to high demand, please review ETP’s Panel Priority and Funding Limitations on the ETP Website.

3. When can I begin training workers?

After you submit an application for training funds, the application will be developed into a training contract for approval. You can begin training as soon as your training contract is approved by ETP. Generally, this entire process takes two months. For more information on the contracting process please review Getting Started.

4. Can a training contract be revised after training has started?

Yes. If circumstances arise, ETP staff will work with you to revise your training contract if applicable.

5. What if the workers to be trained are covered under a union agreement?

You will need to submit a letter stating that your union is in support of the proposed training during the application process.

6. Can a Contractor concurrently enroll a trainee who is currently enrolled in another ETP contract?

Yes, ETP allows for concurrent enrollment only when a trainee is enrolled in two differently funded contracts (Core funded and Alternative funded contracts).

7. Are supervisors able to participate in training?

Yes, supervisors and managers are able to receive training along with frontline workers as long as they don’t exceed 40 percent of the total trainee population for a Single Employer Contract or Multiple Employer Contract. The Panel, at its sole discretion, can set the limitation on supervisor/manager trainees under a given training contract within a range of 20 to 40 percent. Supervisors and managers are workers who are exempt from payment of overtime compensation, consistent with the determination of exempt status contained in the definition of “frontline worker” of our Regulations Title 22, CCR 4400 (ee). This limitation may be waived for small businesses with 100 or fewer employees, and it does not apply to entrepreneurial training. Under a Special Employment Training (SET) funding only frontline workers can be included in the training plan, therefore, the above defined managers & supervisors are restricted.

8. What if an employee receives training but quits working for the company before the 90 day retention requirement is met? Will my company be penalized?

If a trainee voluntarily terminates his/her employment after the completion of training, but before the end of the 90 day retention period, your company will be reimbursed for that trainee, if that trainee is employed by another eligible employer for the applicable retention period, earning at least the same wage identified in the ETP contract. Request for reimbursement of these trainees must be submitted through the Special Review Process.

9. What are some examples of training that ETP funds? Can training be broken down incrementally?

A.) ETP allows 100% class/lab and E-learning. See Training Methods Page for details. E-learning is instructor-led sessions via webinars, reimbursed at the Class/Lab rate, which may also be the Advanced Technology rate. However, CBT (non-instructor led training) is capped at a certain percentage of the trainee’s total training hours and reimbursed at $8/hour because the training is self-paced with no instructor. ETP also allows for Productive Lab (PL) training within certain caps. Productive Lab training is hands-on instruction or skill acquisition under the constant and direct guidance of a qualified trainer. See summary guidelines Productive Laboratory Summary for details.

B.) ETP only allows up to 10% of total training hours to be delivered from an out-of-state training location. Training locations, curriculum and participants by occupation as well as justification for the Out of State Training must be provided to ETP Regional Office for approval consideration prior to training. Trainees may not incur travel costs to attend out of state training. If mixed between ETP and non-ETP trainees, the training must adhere to the standard trainer-to trainee ratio as listed in the ETP contract. ETP can allow training in short intervals (i.e. fifteen minutes) with the approval of the Regional Office manager. ETP ensures that short-span training sessions are appropriate for the training delivery method and curriculum prior to approval

C.) ETP can allow training in short intervals (i.e. fifteen minutes) with the approval of the Regional Office manager. ETP ensures that short-span training sessions are appropriate for the training delivery method and curriculum prior to approval.

10. Can employers exceed the 20% turnover rate for their staff?

Yes, with an approved written justification. See Title 22, CCR Section 4417.

11. What is the minimum wage employers are required to pay workers after completing training and an employment retention period?

The ETP Minimum wage requirements vary depending on the calendar year, county of employment, and the type of worker (retrainee or new-hire). Health benefits can be added to a workers base wage to meet the minimum wage requirement. For more information on ETP wage requirements please review Trainee Wages.

12. How are training reimbursement costs determined?

The Panel uses a fixed-fee training rate to calculate reimbursement for training costs. The fixed-fee rate is intended to cover a portion of training and administrative costs incurred by a contractor. For more information on the fixed-fee rates, please review Fixed-Fee Rates.

13. How will my company be reimbursed for training costs?

ETP training contracts are performance-based. A company earns funds after a trainee completes training an employment retention period of at least 90 days (trainees must be employed at least 35 hours per week?). To offset training costs, your company may receive “progress payments” as a trainee progresses through training – in lieu of receiving full reimbursement after training/retention. Benchmarks and amounts of progress payments are stipulated in the training contract.

14. How can my company earn the total amount of funds specified in the training contract?

Your company may earn all training funds specified for the contract if it delivers all the training and retains the trainees at the required wage for the entire retention period. ETP has found training projects have greater success if a company is committed to training and provides its own training and contract administration.

15. What is the paperwork requirement for ETP training projects?

Contractors must document the benefit received from Panel funds. Your company will need to document the training received by trainees and retain those training records for ETP review.

16. What type of assistance can I expect from ETP staff?

ETP’s goal is to make your contracting experience as simple and successful as possible. ETP staff is available to assist you throughout the contracting process. We will provide you technical assistance to complete your application for funding, develop your training contract, and monitor your contract through its term. For additional information, please contact an ETP Regional Office closest to you.

17. What if a contractor does not have staff available to provide project development and/or project management of the training project?

If your company does not have sufficient staff to provide project development and/or project management, you may consider hiring a consultant or subcontractor to assist you. ETP does not endorse the use of any particular subcontractor or consultant. Contractors are required to inform ETP of their use of a consultant/subcontractor, and subcontracts are subject to ETP review and approval.

18. What should a contractor consider when seeking a consultant or subcontractor to provide project development and/or project management?

The contractor is responsible for the training project – regardless of who performs the project development and project management. Carefully consider the following when selecting a consultant/subcontractor:

  • Credentials
  • Expertise/knowledge of your company’s industry.
  • Recognition as an expert in the field by your peers.
  • Experience providing services similar to those needed by your company.
  • Resources available to keep your training project on schedule once it begins.
  • Familiarity with the ETP Program and its requirements.
  • Recent experience providing service to an ETP contractor.
  • Samples of their quality work.
  • Performance in meeting the organizational objectives of prior ETP contractors and whether they would be hired again. Specifically:
    • How responsive was the consultant to the contractor’s needs?
    • How would the contractor rate the quality of the services provided?
    • Was the ETP project evaluated after completion, and if so, what was the result?
    • Were adequate resources committed to keeping the contractor’s training project on schedule?
    • Was the cost appropriate for the services received?
19. How to access ETP Records or submit a Public Records Act Request?

Please review this document for more information on ETP records.