As a vocational provider, you help the worker understand the vocational process and the options available. Together, you will develop a retraining plan that will enable the worker to gain the skills to perform a new job.
Review with the worker
Rights and responsibilities
At your first meeting with the worker, you must inform the worker of their rights and responsibilities in the plan development process. To do this, use the brochure Plan Development: What Are My Rights & Responsibilities? (F280-018-000). We send this brochure to the worker when we make the plan development referral.
Before submitting the plan to us, you must review the Accountability Agreement (F280-016-000) with the worker. This agreement details the expectations about the worker's participation in the plan. After you review it with the worker, attach the signed Accountability Agreement to the plan that you submit to us.
Below are some important points to consider when drafting a retraining plan. If you have questions, call your unit vocational services specialist.
When submitting a plan for approval
- Read and follow all the directions on the CLSPD closing report template before submitting the plan.
- If the worker has been in previous plan(s), review to ensure accuracy of time and money expended. Then call the vocational services specialist to verify if expended time or money are creditable or if the plan will need additional vocational assistance.
- Confirm the supporting labor market is where the worker currently lives.
- Attach the retraining curriculum. For any private vocational schools, include the course catalog for the proposed program.
If the worker needs a computer
- If the training program requires a computer with specific software programs, ask the school to provide minimum requirements.
- Workers cannot pay the difference between a computer that meets the minimum requirements and a desired computer.
- We require prior approval for computer purchases.
- If the worker needs the computer as an accommodation—related to the injury—to perform a job or participate in school, request the computer, software and associated ergo equipment as a pre-job accommodation.
- We will only reimburse for internet service if the worker doesn’t currently have the service.
If recommending on-the-job training
- Collaborate with the training provider and worker to complete the Vocational Plan On-the-Job Training Agreement (F280-039-000).
- Ensure the form specifies the learning objectives and skills the worker will acquire. Be sure it contains all signatures.
- Recommend the trainer bills in blocks of 2- to 3-month periods. Let trainers know they can bill only after the retraining starts.
If the worker needs a temporary second residence to participate
- Worker must have a primary residence during the proposed retraining program.
- We will consider food expenses only if the temporary relocation results in the worker residing in a different location than with the worker’s immediate family.
- Reimbursement rates (per diem) depend on the county or state where the retraining program is located.
When calculating costs, remember that for programs that are:
- Up to 45 calendar days: L&I or the self-insured employer pays up to the maximum current per diem rate for room and board.
- 46 or more calendar days: L&I or the self-insured employer pays up to one-third the maximum current per diem rate for both room and board.
Time frames to consider
- Submit the plan within 90 days of referral. If you are unable to submit your plan within the 90 days, estimate how much more time you need and submit an EVOC to request a plan development extension.
- We need to receive your retraining plan at least 30 days before the start date of the plan. Allow more time if pre-job accommodations need to be in place before the worker starts the plan.
- Plans are expected to start within 90 days of approval. If the start date is over 90 days, staff with your unit vocational services specialist.
- We must approve the retraining plan before plan implementation begins.
Maximum retraining fund
The maximum retraining fund is adjusted each year based on the average percentage change in community college tuition (with some exceptions), according to RCW 51.32.096(3)(d).
|Plans approved||Maximum vocational retraining fund|
|July 1, 2016 – June 30, 2017||$17,500.00|
|July 1, 2017 – June 30, 2018||$17,885.00|
|July 1, 2018 – June 30, 2019||$18,294.57|
|July 1, 2019 – June 30, 2020||$18,660.46|
|July 1, 2020 – June 30, 2021||$19,033.67|
|July 1, 2021 – June 30, 2022||$19,414.34|
- You should explain both Option 1 and Option 2 to the worker so they can make an informed choice. The Accountability Agreement (F280-016-000) is a good resource. You can also use the brochure for workers, Option 2: What You Need to Know (F280-036-000).
- We must approve the plan before the worker can elect their option.
- For plans approved on or after July 31, 2015, the worker can elect Option 2 at any point within the following period:
- Beginning with the date of plan approval or our determination a plan is valid, and
- Ending the 15th day after completion of the first academic quarter or 3 months' training.
- For more information about Option 2, see:
- Plan Development Referral - Request for ADMX Discussion Guide
- Plan Development Referral - Request for Good Cause Extension Discussion Guide
- Plan Approval Request Report and Plan Certification
- Vocational Plan On-the-Job Training Agreement (F280-039-000)
- Accountability Agreement (F280-016-000) -- English (Spanish)
- Job Analysis (F252-072-000)
- Vocational Training Plan Ownership Agreement for Tools and Equipment (F245-351-000)
- Sample Self-Employment Agreement (F252-032-000)
- Plan Development Quality Assurance Review Form (F280-007-000)
- Plan Time/Cost/Travel Encumbrance (F245-454-000)
- Self-Insurance Vocational Reporting Form (F207-190-000)
- Plan Development: What Are My Rights & Responsibilities (F280-018-000)