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Mark Posey, MCOT Project Manager

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Terry Hodges, MCOT Project Manager

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The Greater Jackson Partnership


Funded by U.S. Department of Labor in partnership with Southcentral MS Works Greater Jackson Chamber Partnership WIN Job Centers

Program Information



An employer may use MCOT to train up to 50% of the number of the full-time work force at the place where training is to take place.  Once an individual has been trained and retained by the employer, he/she is then counted in the regular full-time work force number and additional individuals may be trained.  An employer having a regular full-time work force of one (1) may train one (1) individual under MCOT. 

A projected work force number may be used for new or expanding business.  The projected number should be attained within twelve months.  If the projected number is not attained, appropriate adjustments in the number of MCOT trainees allowed in further training will be made.


Where applicable, labor organizations will be consulted in the design and conduct of MCOT with respect to job descriptions, wage rates, training standards, and occupations planned.  Where collective bargaining agreements exist, written concurrence is required and proof of such is to be attached to the training agreement.  If no written response is received within 30 days after written notification to the collective bargaining agent, the training may proceed.


Hourly wages paid to an MCOT trainee shall not be lower than the highest of 1) federal, state, or local minimum wage rate; 2) the prevailing wage rate of non-WIA funded employees similarly employed by the employer; 3) the wage rate required by collective bargaining agreement; or 4) the hourly wage as specified in the Training Outline. 

Reimbursement for training cost is based on the employer’s normal full-time work week (at least 30 hours per week) and will not include overtime, shift differential, premium pay, and other non-regular wages paid by the employer nor will it include pay for absence, illness, holiday, plant downtime, or other events during which no training occurs.

MCOT trainees must be provided benefits and working conditions at the same level and to the same extent as other non-WIA funded employees similarly employed.  Trainees are subject to the same rules and regulations that govern other employees.

Workers’ Compensation coverage must be provided to all MCOT trainees by the employer.  No reimbursement payment will be made until proof of coverage or documents of renewal have been provided.


The length of training will be negotiated by WIN Job Center staff with the employer for each trainee based on the following criteria:

  • skill requirements of the occupation

  • occupational skill level of the individual to be trained

  • prior work experience of the individual

The maximum length of training time that is allowable is calculated based on the following chart, which uses the Specific Vocational Preparation Code (SVP) for the occupation as found in the Dictionary of Occupational Titles (DOT).

SVP Code


Maximum Training Hours



160 hours



320 hours



640 hours



800 hours



960 hours

7 or higher


1040 hours


No training shall be approved for a length of training time that is more than that indicated as necessary using the above formula.


A MCOT Agreement may be established at any time.  As each trainee is hired a Training Outline will be completed.  The Training Outline lists skills/competencies to be learned by each individual.  Since each individual is different in terms of skills/competencies each person may or may not already possess, the number of training weeks needed by each individual in order to be fully trained will be determined by the employer working in coordination with the WIN Job Center staff.  Each trainee’s starting capability will be assessed by the employer working in coordination with the WIN Job Center staff and will be given a score of “1” = not skilled, training needed; “2” = some skills, some training needed; or “3” = skilled, little or no training needed. 

A MCOT agreement does not guarantee to an employer that he/she will receive training funds, nor does it guarantee that training will be provided for a particular number of individuals.  Funds are guaranteed to the employer as each individual is hired and only after a Training Outline has been completed and signed for each trainee. 


Employer reimbursement may not exceed $12.00 per hour per trainee. 

MCOT training for small employers, defined as those having 50 or fewer full-time employees (not counting the MCOT trainees), is limited to a maximum reimbursement of $12,000 per trainee.  MCOT training for medium and large employers, defined as those having 51 or more full-time employees (not counting the MCOT trainees), is limited to a maximum reimbursement of $8,500 per trainee.   According to the SMW policies and procedures, employers will be reimbursed at a rate of 50% of the wage paid to the trainee during a prescribed training period, not to exceed 1040 hours, with the total reimbursement not to exceed the above mentioned limits.   

Employers shall be reimbursed at the conclusion of each individual’s training period, in an amount equal to 50% of the individual’s gross wages paid during the training, upon submission of properly completed/signed invoices certifying that the agreed upon training has been performed.  No reimbursement will occur unless the MCOT Agreement and appropriate Training Outline(s) have been negotiated and properly executed.  Training is considered to have been completed when the total allowable training hours have been worked, or when at least 80% of the training hours have been worked and the trainee scores at least 80% of the total possible ending capability points.

The employer must:  1) maintain time sheets supporting the OJT training; 2) maintain adequate payroll records verifying that wages and all applicable federal, state and local taxes have been paid; and 3) agree and understand that failure to do so may result in repayment of all funds involved. 


The employer shall maintain, preserve and make available records to support MCOT payments until five (5) years after final payment under this MCOT agreement, and, if any litigation, audit or claim has been initiated, records shall be maintained until a final determination is made.

The employer agrees that authorized representatives of the State of Mississippi, the US Department of Labor, and SouthCentral Mississippi Works Workforce Investment Area shall be given reasonable access to facilities and records relative to the MCOT training.

The employer will report MCOT hires and terminations to the WIN Job Center.


By entering into an MCOT agreement, the employer agrees to the following:

  1. The employer will comply with all applicable Federal, State and local laws, rules and regulations which deal with or relate to employment, including, but not limited to the Fair Labor Standards Act, as amended.

  2. Training positions covered by the MCOT Agreement have not been created by relocating the business and displacing former employees within the last six (6) months.

  3. The employer has not been debarred, suspended, declared ineligible, or voluntarily excluded from Federal contracting.

  4. No trainee shall be illegally discriminated against on the grounds of race, color, religion, sex, national origin, age, disability, political affiliation or belief, citizenship, or his or her status as a trainee.

  5. This MCOT will not result in the displacement of employed workers nor impair existing contracts for services nor result in the substitution of Federal funds for other funds in connection with work that would otherwise be performed.

  6. If the employer has not established a grievance procedure regarding the terms and conditions of employment, the grievance procedure of MDES will be utilized.  The employer shall inform all trainees of the grievance procedure to be followed.

  7. The employer understands that participation in the MCOT program is not an entitlement; nor is the program intended as a subsidy for normal hiring and training. 

  8. The employer agrees to deliver the training services in accordance with this agreement; and to comply fully with all Federal, State, and Southcentral MS Works (SMW) Workforce Investment Area rules, policy issuances, handbooks and procedures applicable to this agreement in effect at the time of hiring of each trainee. 

  9. This employer understands that all or a portion of reimbursement may be denied based upon failure to comply with any agreement provision; failure to comply with applicable laws, rules policies, or procedures; failure to resolve costs disallowed under this or any other training agreement; failure to repay amounts otherwise owed under this agreement, including all applicable taxes. 

  10. Representatives of the State of Mississippi, SMW, federal monitors and auditors, and any persons duly authorized by these entities shall have full access to and the right to examine and copy any or all books, records, documents and other materials regardless of form or type which are pertinent to this agreement. 

  11. The employer is expected to retain the trainees in permanent, full-time employment for a period of at least a year beginning with the date of hire and that repeated failure to do so may result in ineligibility for further OJT training agreements. 

  12. The training to be provided under this agreement is substantive, necessary and will provide the trainees with skills that are transferable and in demand in the job market.

  13. The employer acknowledges receipt of the SMW MCOT Professional Skills Handbook and agrees to abide by all guidelines/requirements/criteria contained therein.


Training may be conducted in those occupations and positions previously identified in the information technology and the advanced manufacturing industries. 

WIN Job Center staff has authority to refuse a training agreement with any employer in accordance with federal laws and regulations and with policies established by the Southcentral Mississippi Works Workforce Investment Area.  All proposed agreements will be evaluated in terms of responsiveness to the program criteria, the employer’s ability to provide the training and retain the employee, the proposed training cost and the benefit to the trainee in fulfilling the individual’s employment goals.