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Were employers or industry sector representatives consulted in the design and training curriculum? Yes No Does the provider use a curriculum that includes career-training objectives that the participant is expected to learn and be able to do by the completion of the training? Yes No Are employers or industry professionals involved in the development and/or execution of the training element of the activity? Yes No Are the training objectives provided to the participant? Yes, by the Provider Yes, by Employer of Record No Is there a process for the provider/employer of record to give feedback to the participant on their progress toward meeting the training objective? Yes No Provide a brief explanation that describes how the provider focuses on moving participants promptly into regular, unsubsidized employment. Participants go through a structured process to assess readiness to exit CEO programming and enter unsubsidized employment. Within the first two weeks of the program, coaches administer the Interview Eligibility Assessment, CEO’s employability assessment. The assessment is meant to create efficiency and increase the impact of one-on-one coaching and support. By referencing the assessment on an ongoing basis, staff and participants have a shared template to collaboratively prioritize addressing employment challenges over time. Participants are reassessed every four weeks to track participant progress. Based on the results of the assessment, coaching sessions may be spent on various areas of development including identifying skills and interests, setting employment goals, and preparing for interviews by creating resumes and mock interviewing. This structure focuses CEO employee efforts on assisting participants in mitigating barriers to employment, increasing employment skills, and finding job placement. When participants run into conflicts 1/29/26, 8:18 AM State Plan MI FY26 - Original Submission https://dam-fns.usda.gov/sites/default/files/microsite/snapet-mify26stateplan//index.html 158/181