Upskill: NJ Incumbent Worker Training Grant Program

The Upskill: NJ Incumbent Worker Training Grant Program, administered by the New Jersey Department of Labor and Workforce Development (NJDOL), is a state-level initiative designed to strengthen New Jersey’s workforce by providing financial support to employers for incumbent worker training. This program is intended to help businesses enhance the skills of their existing employees, thereby improving worker retention, career advancement, and company competitiveness. It reflects the state’s commitment to addressing the evolving needs of New Jersey industries through work-based learning and strategic training investments. Announced initially on September 3, 2025, and revised on November 25, 2025, this opportunity is part of NJDOL’s FY2026 workforce development efforts. The primary purpose of the grant is to defray up to 50% of training costs for current employees, focusing particularly on frontline workers. Eligible training types include Third-Party Classroom Training, On-the-Job Training (OJT), and Company In-House Training. Third-party trainers must be located in New Jersey, and reimbursable costs cover tuition, textbooks, software, and credentialing fees, but not online access fees. For OJT and In-House Training, reimbursement covers half of the trainees’ base wages. The program does not cover mandatory annual company trainings or orientation for new employees. All training must result in measurable outcomes aligned with job retention, advancement, or industry-recognized credentials. Funding for FY2026 totals $7,000,000 through the Workforce Development Partnership Fund. Employers may apply for up to $1,000,000 in Round 1, and up to $250,000 in each of Rounds 2 and 3. No more than two applications per fiscal year and one application per round will be accepted per applicant. The program is open to a range of applicants including single employers, employer organizations, labor or community-based organizations, secondary or post-secondary institutions, and public entities. However, seasonal, part-time, temporary, commission-based, or independent contractor (1099) positions are not eligible. To apply, interested parties must complete a three-step process via NJDOL’s IGX portal. Step One requires IGX registration or update by an Authorized Official. Step Two is the submission of a Letter of Intent (LOI), which includes a list of participating companies and third-party trainers, if applicable. Step Three involves submitting a full online application including a Human Resource Development Plan and Narrative, both in Word format. Previous recipients must also submit a Non-Duplication Attestation form and additional documentation. For awards exceeding $25,000 or consortium applications, further forms such as the Development Subsidy Job Goals Accountability Act application are required. Applications are reviewed competitively by a panel of NJDOL representatives. Ratings are based on a 100-point scale—20 points for the long-range Human Resource Development Plan and 80 points for responses to four narrative questions. Panel reviews are scheduled to begin approximately three weeks after application submission deadlines. Award notifications follow the conclusion of the panel review. Applicants not selected for funding are encouraged to revise and resubmit in a later round. FY2026 application deadlines are structured in three rounds: Round 1 (LOI due October 8, 2025; application due October 22, 2025), Round 2 (LOI due February 18, 2026; application due March 4, 2026), and Round 3 (LOI due April 15, 2026; application due April 29, 2026). All submissions are due by 12:00 noon ET. Grantees must retain trained employees for at least six months post-training, invoice at least 30% of their award within six months of the contract start date, and complete closeout reports within 30 days of contract end. The program is anticipated to recur annually, supporting sustained workforce development across New Jersey.

Ensure IGX registration is complete and accurate; submit LOI on time; invoice at least 30% of funds in first 6 months to avoid de-obligation; retain trainees 6 months post-training.