Specifications include, but are not limited to: Plans for workforce solutions are expected to have the explicit goal of preparing job seekers with barriers to employment for existent, or soon-to-be existent, positions. Successful plans will lead to participants being hired or promoted as a result of training or intervention. Examples are as follows: 1) Training in in-demand skills for jobseekers, identified by employer partners (e.g., machining, medical billing, IT, sales, customer service training) and including support services not presently accessible or sufficiently provided through current resources. While not required, partnerships are encouraged to consider integrated educational and occupational training models such as ‘RIBEST’; 2) Career advancement strategies for incumbent workers (e.g., a course that gives existing entry-level workers training to move up the career ladder and increase their responsibility and earnings). Incumbent worker training should lead to internal promotions, wage increases and new job openings that can be back-filled by job seekers.); 3) Work readiness training that assists and supports low-income, low-skilled or unskilled jobseekers in overcoming individual barriers to employment and helps them develop the skills necessary to maintain employment and qualify for skills training opportunities;