FAQs > Workforce Development > Performance Objectives FAQs

Frequently Asked Questions About Customized Training Performance Objectives

  1. How are the performance objectives of the training project determined?
  2. Who is held accountable for the performance objectives?
  3. Can one party be held accountable for the failure of the other party to meet its performance objectives?

  1. How are the performance objectives of the training project determined?

    The performance objectives will be those objectives set forth by the employer and training provider in an approved application and will include number of employees to complete training, number of additional jobs created, number employees to be retained and average wage increase.

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  2. Who is held accountable for the performance objectives?

    The training provider is responsible for training the specified number of trainees as referred to them by the employers. The employer is responsible for seeing that other objectives of the contract (wage increases, jobs created, and jobs retained) are carried out. It is the responsibility of the training provider and the employer to advise LWC in advance if contract terms are insufficient to complete contract objectives. Note: Contracts may not be modified to change performance objectives within 180 days before the contract ending date.

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  3. Can one party be held accountable for the failure of the other party to meet its performance objectives?

    No. LWC will not seek to withhold award funds or reclaim disbursed funds from one party to this contract in the event the other party fails to meet its performance objectives. LWC will not hold the employer responsible for the failure of the training institution to meet its performance objectives. Nor will LWC hold the training institution financially responsible for the failure of the employer to meet its specified performance objectives.

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