Training Incentives For Employees

If you didn’t grow up poor or around people with no resources, you probably never even heard of Job Corps. For many, Job Corps was more than just job training, it was a second chance. It provided: - Free education & trade training - Housing & meals - Stipends, structure, and support - A safe place to go when home wasn’t safe, or there was no home at all Job Corps served some of the most disadvantaged youth in this country, kids who had been through foster care, who were homeless, or who simply didn’t have the emotional or financial support to figure life out on their own. Many of them didn’t have parents to fall back on. Some didn’t even have a bed to sleep in. And now? The program is gone. These are the kinds of programs that never get headlines and when they disappear, so do the safety nets for the people who needed them most. We talk so much about college (which is out of reach for many) and six-figure careers, but not enough about what helped people stay afloat or gave them a real shot at learning and surviving. Here Are Some National Resources for those being removed from the program: - YouthBuild – Training + housing support for ages 16–24 youthbuild.org - CareerOneStop – Scholarships for trade & vocational training careeronestop.org - Path to Pro (Home Depot) – $2,000 scholarships for trade school skillpointe.com - SkillsUSA – Hands-on training & career-building opportunities - Horatio Alger CTE Scholarships – $2,500 for students in tech/trade programs If you know of more resources please drop them below. Someone might need them. #jobcorps YouthBuild Global CareerOneStop.org The Home Depot

Looking to upskill your employees or enhance your own skills on the job? Maybe the 'Qualifizierungschancengesetz' (long German word 🙈) is for you! The Qualifizierungschancengesetz (Skills Development Opportunities Act) is a German law aimed at promoting lifelong learning by providing financial support for employees to pursue further training.  It allows employers and employees to access subsidies for qualification programs, with funding provided by the Federal Employment Agency. The goal is to address the accelerated transformation of the working world, prevent unemployment caused by structural change, strengthen further training, and secure the skilled labor base. In a nutshell: - Up to 💯coverage of training costs. Companies can have the costs of employee training covered by public funding, up to 100%. The law enables companies to train their employees to remain competitive, but only for certified training programs. - 💰Companies are also supported through wage subsidies. Businesses with up to 50 employees can receive up to 75% of wage costs reimbursed, while those with up to 500 employees can receive up to 50%. Criteria for funding under the QCG: - Skills, knowledge, and abilities are imparted that go beyond exclusively job-related short-term adaptation training. - The acquisition of the vocational qualification for which a training period of at least two years is stipulated by federal or state law was generally at least two years ago (if applicable). - The employee has not taken part in further vocational training subsidized in the two years before submitting the application. - The program or course lasts more than 120 hours.  - The program or course, as well as the provider, must be AZAV-approved. I'll link some resources in the comments 👇 Are you already making use of the Qualifizierungschancengesetz? #upskilling #personaldevelopment #learning

The "perpetual postponement" career approach: Work diligently. Await recognition. Hope for advancement. Remain overlooked. Reiterate. There exists another way Career progression isn't solved with exceptional performance. Positioning and intentional conversations. It involves engaging in discussions that: - Clarify your achievements and growth areas - Expand on knowledge in the market - Establish visibility with leadership - Build advocates on your team Here are four conversations to schedule before year-end, one per week: 1. Direct Manager • Where have you excelled? Where must you improve? • Who requires knowledge of your contributions? • What aren't you seeing from your view? 2. Leadership engagement • Secure time with someone your manager recommends • Establish visibility within the organization • What didn't you realize they did? 3. External market contact • Identify professionals executing "cool" work • Explore their initiatives... is it "cool" or fluff? 4. Team member or onboarding help • Provide specific praise and constructive guidance • Acknowledge particular instances of excellence • If a new team member, lean in and have patience Don't waver on having these calls, however uncomfortable they might be. I was rocking 60-80 hour weeks during these periods at Deloitte while still holding time for these calls. People want to hear from you, trust me 🤝

As LinkedIn's 2025 Workplace Learning Report states, career progress is people's number one motivation to learn. And, as we all know, fueling a culture of continuous learning leads to innovation. At Verizon, we’re investing in career development in a big way, refreshing practices and introducing new tools to expand our employees’ options for future roles. So, what does that really mean? It's all about providing our people with greater ownership to build the career path they want. Sometimes it’s hard to know how to get from point A to point B. With the help of technology and AI, our V Teamers are able to map out next steps including one or two roles into the future. They receive suggestions for training and development opportunities, and alerts with available jobs that match their skill sets. Here’s the best part: Since transforming our approach, we’ve seen a remarkable increase in employees applying for and moving into new roles across the organization. And 1 in 3 of these moves is to a different job family! Investing in our employees is an investment in our company’s future. Giving them the clarity they need to take their careers where they want to go creates an engaged and empowered workforce. We’ve seen it firsthand. What are your top observations from the LinkedIn Workplace Learning Report? Let me know in the comments. #HR #WorkforcePotential #TalentStrategy

📢 #ErasmusPlus evaluation report: 🇪🇺 On 15 July 2025, the European Commission published the Report and Staff Working Document on the interim evaluation of Erasmus+ (2021-2027) and final evaluation of Erasmus+ (2014-2020). 👉 See: https://lnkd.in/dkfaD3Te 📌 Purpose of the evaluation: Evaluates Erasmus+ onrelevance, effectiveness, efficiency, coherence, and EU added value, reviewing achievements on inclusion, digitalisation, sustainability, and participation. Findings aim to shape the future programme (2028–2034). 🚀Key Takeaways: ▪️Strong performance & value: Erasmus+ consistently delivers, boosting skills, European identity, and innovation – achieving what national efforts alone cannot. ▪️Funding gap: Despite significant budget increases, demand still outstrips funding, leading to rejected quality proposals. ▪️Inclusion improving: Participation by people with fewer opportunities rose from ~10% (2014-2020) to 15% (2023), but financial and administrative barriers persist. ▪️Efficiency & IT challenges: Simplification measures like lump sums are positive, but new IT systems faced functional issues. ▪️Coherence & synergies: Strong alignment with EU policies, yet synergies with other funds are underutilized, and overlaps with the European Solidarity Corps (ESC) were noted. 💡Vocational Education and Training (VET) Highlights: ▪️VET mobility surging: The program actively supports VET learner and staff mobility, with figures showing very positive trends. ▪️Impactful partnerships: VET benefits significantly from partnerships, including Centres of Vocational Excellence (CoVEs), which drive innovation and address critical skills gaps (e.g., green & digital transitions). ▪️Accreditation praised: The new accreditation for VET is highly valued for simplifying funding access and reducing administrative burden. ▪️Relevance to competitiveness: Erasmus+ is crucial for VET in developing skills needed for Europe's competitiveness and addressing labor shortages. 🎯 New Erasmus+ 2028-2034 proposal directly addresses key evaluation findings: ▪️Increased Budget: A substantial EUR 40.827 billion is proposed to tackle the funding gap. ▪️Enhanced inclusion: A dedicated chapter and specific support measures target people with fewer opportunities, including financial aid and national action plans. ▪️Streamlined & simplified: Integrating the ESC and emphasizing simplified grants (lump sums, unit costs, flat rates) will reduce complexity. Specific actions will shift to indirect management for easier local access. ▪️IT system: Explicit commitment to deliver necessary IT systems. ▪️Stronger coherence: Merging the ESC aims to create a single entry point for youth, reducing overlaps. 🇪🇺✨The proposed Erasmus+ 2028-2034 program reflects a robust effort to learn from past experiences and build an even more impactful, inclusive, and efficient program for the future! EU Employment and Skills Cedefop

Too many veterans miss out on one of their most powerful earned benefits. I’m talking about Veteran Readiness and Employment (VR&E), also known as Chapter 31. This is not just “school money.” It can also provide monthly financial support while you are in training. Depending on your situation, you may receive: ↳ Standard Chapter 31 subsistence allowance ↳ Post-9/11 GI Bill housing allowance rate, if eligible For FY2026, VA lists the full-time Chapter 31 subsistence allowance at: ↳ No dependents: $861.10/month ↳ 1 dependent: $1,067.81/month ↳ 2 dependents: $1,258.13/month ↳ Each additional dependent: +$91.67/month Some veterans may qualify for the higher Post-9/11 housing allowance rate, which is based on school location, enrollment status, and other factors. But do not chase VR&E just for the monthly payment. Use it to build a real career plan. It is a career readiness program built around: ↳ Your specific goals ↳ Your limitations ↳ Your employment path ↳ Your individual situation VR&E can help with: ↳ Job training ↳ Education ↳ Resume development ↳ Job-seeking skills coaching ↳ Employment accommodations ↳ Finding and keeping suitable employment ↳ Independent living support for some veterans There are five support tracks: ↳ Reemployment ↳ Rapid Access to Employment ↳ Self-Employment ↳ Employment Through Long-Term Services ↳ Independent Living Basic eligibility may include: ↳ A service-connected disability rating ↳ A discharge other than dishonorable ↳ Active-duty service members may qualify with a pre-discharge rating The process usually starts with: ↳ VA Form 28-1900 ↳ An evaluation with a Vocational Rehabilitation Counselor ↳ A plan built around your goals and needs That plan matters. Random training does not build a career. A clear plan does. Do not let earned benefits go unused because no one explained them clearly. Review the information. Ask questions. Use what you earned.

Many high performers are not overlooked. They’re simply too valuable where they are. You keep the system running. You deliver consistently. You solve problems others can’t. So the organization does the logical thing. It protects the system. And sometimes that means keeping you exactly where you are. Not because you’re not promotable. Because moving you would create a gap they don’t want to deal with. That’s why many high performers misread certain signals as support when they’re actually signs of career containment. If you recognize some of the signals in the infographic, here are practical moves that change the dynamic. Actionable moves high performers should start making: ➡️ Ask for promotion criteria in writing If someone says “you’re not ready yet,” ask: “What specific milestones would demonstrate readiness for the next level?” ➡️ Convert praise into progression conversations When you hear “you’re doing great,” respond with: “Great to hear. What capabilities should I demonstrate to be considered for the next level?” ➡️ Tie extra work to authority If your scope expands, ask whether the title, ownership, or decision rights will expand too. ➡️ Create promotion checkpoints Instead of waiting for “next cycle,” align on a 90-day review based on specific outcomes. ➡️ Increase strategic visibility Your work should be visible beyond your manager. Share insights in leadership discussions and cross-team initiatives. ➡️ Look for a sponsor, not only a mentor Mentors advise. Sponsors advocate for your promotion in the rooms you’re not in. ➡️ Document measurable impact Promotion discussions should be supported by clear evidence of results, leadership, and influence. ➡️ Test your market value occasionally If your organization repeatedly says you’re “valuable” but never advances you, the market may value you differently. High performers rarely struggle with effort. They struggle with turning value into advancement. The infographic breaks down the signals many people misread. If this resonates, repost it so more high performers stop mistaking polite signals for real support. And if you want deeper strategies on leadership growth, career positioning, and executive visibility, subscribe to my newsletter (link in the comments).

🚀 Performance ≠ Promotion One of the most common misconceptions in career growth is that great performance automatically leads to a promotion. Strong performance deserves recognition — through bonuses, incentives, and development opportunities — but promotion is a different conversation altogether. A promotion isn’t simply a reward for doing your current job well. It’s a business decision based on: - 📈 Role Expansion – taking on work beyond your current scope. - 🛡 Greater Responsibility & Accountability – owning outcomes that impact a wider part of the organization. - 🤝 Leadership – guiding teams, shaping strategy, and influencing beyond your immediate role. Sometimes the best way to reward excellence is to elevate your impact where you are, not necessarily move you into a new box on the org chart. For leaders: let’s reward high performers meaningfully while ensuring promotions are grounded in readiness for the next role. For professionals: focus on building the skills, scope, and influence that prepare you for that step — not just perfecting the one you’re in. 📌 Performance is the foundation. Readiness is the bridge.

👉 The #UAE and #UK both know that staying ahead means updating how people learn new skills. This UAE-UK Business Council report looks at how the two countries can team up on #technicaleducation, #vocationaltraining, and #qualifications giving their workers a real edge in the future. 🤜 The report sets out the main skills gaps the UAE faces and shows where UK educators and training experts can help. The #UAE is moving fast to grow beyond oil, and that’s driving up demand for skilled workers in areas like #renewableenergy, #advancedmanufacturing, #AI, and #healthcare. But the current #training just isn’t keeping up. There’s always been a gap between what providers offer and what employers actually need. Most still see traditional academic degrees as the better option. Emiratisation means companies need to train more Emiratis, so there’s strain on the skills ecosystem to provide top-notch workers. To tackle this, the UAE is blending academic and vocational pathways, rolling out #microcredentials, and recognising prior #learning, and more - all to make better job prospects possible. #Inclusion is also a core challenge and priority as the UAE is works to increase participation by women in STEM and technical fields and to expand vocational opportunities for People of Determination. 🇬🇧 Here’s how UK skills, training, and education providers can tap into opportunities in the UAE: 👍 UK vocational skills are in demand. Dubai schools already offer programmes like Pearson's #BTEC, and there’s room for more! 👍 Co-developing and delivering industry-focused curricula in areas like #cleanenergy, advanced #manufacturing, #digital tech, healthcare, #tourism, and #logistics are top priorities. 👍 Co-designing the UAE’s technical education #ecosystem including qualifications, quality assurance, and employer engagement. Models like amazing Baker Dearing International's #UTC approach is a fantastic example. 👍 #Apprenticeships need UK providers support the shaping, design, assessments, and trainer development. 👍 #Transnationaleducation #TNE keeps growing with potential for co-branded diplomas, joint certification, and clear routes to success, like the Dubai College of Tourism partnerships. 👍 #Leadership programmes that fit Emiratisation growth goals, especially in #engineering, #aviation and future facing sectors. 👍 #Trainer and institution capacity building is essential - trainer exchanges, CPD, and UK-standard accreditation. 👍 #Recognition of qualifications and #chartered status will boost prospects for professionals in all sectors. 👍 There’s also strong demand for #inclusiveskills initiatives like #womeninSTEM, returners training, and support for People of Determination. #Sustainable and #mutually #beneficial #partnerships with #employers #institutions and #government agencies, where scalable delivery is real, offers opportunities for UK providers to co-create #workforcedevelopment services that stick! Stop reading .. get involved!

The Victorian State Budget released yesterday had a number of #vocationaleducation related items of interest including: ✔️ $370 million to bolster the early childhood workforce, with scholarships, traineeships and overseas recruitment. ✔️ Establishing clean energy worker training centres for hydrogen and wind, and the SEC Centre of Training Excellence, to help train the workforce that will support Victoria’s transition to clean, green energy. ✔️$394 million to boost access to vocational training and Free TAFE, which now offers more than 80 courses. ✔️$113 million for TAFEs, including funding to provide support services, training delivery, and help students get the most out of their training. ✔️$32 million to support workers to quickly retrain or upskill with subsidised training and short courses. ✔️$18 million for Jobs, Skills and Pathways Coordinators, who provide dedicated support to vocational students in our schools. ✔️$16 million to deliver a new mental health graduate program in our Local Services, helping to build the pipeline of trained professionals we need. ✔️$11 million to continue support for apprentices, trainees and their employers to meet Victoria’s workforce priorities. ✔️$71 million to support young people who want to complete their secondary school education at TAFE. ✔️$23 million, to improve access to Vocational Education and Training at schools. This includes new ‘taster’ pilot program, which will give students in Year 9 and 10 the opportunity to do short vocational courses and experience studying at TAFE. ✔️$8.4 million to better support students at risk, funding new LOOKOUT learning advisors to provide wrap-around care for young people. It will be very interesting to see the detail of the above announced initiatives including which ones support a range of training providers being part of the desired solution rather than just #TAFE. The full State government papers can be found at the link below : State Budget | Department of Treasury and Finance Victoria (dtf.vic.gov.au)