For many businesses in California, one of the biggest challenges in today’s fast-changing market is keeping employees skilled and engaged. The right training can drive growth, reduce turnover, and keep companies competitive—but it also comes with a significant price tag. Fortunately, the Employment Training Panel (ETP) exists to bridge that gap.
At our recent BenderU webinar, we explored how the ETP program works, the real benefits it provides, and the do’s and don’ts every company should know before applying. Whether you’re a small business looking to upskill your team or a large company modernizing operations, ETP can be a powerful resource.
What Is the Employment Training Panel?
The Employment Training Panel, or ETP, is a state program launched in 1982 to help California businesses stay competitive against out-of-state rivals. Funded by a small payroll tax, the program invests close to $100 million each year into reimbursing companies for employee training.
What makes ETP unique is that it’s designed to support real, skills-based learning. From manufacturing and construction to IT, agriculture, and software, ETP funding is available across industries, provided that companies and employees meet certain qualifications.
Who Can Apply?
Eligibility depends on both the company and its employees. Businesses must be located in California and employ California workers. Some industries, like manufacturing, automatically qualify, while others must prove they face out-of-state competition.
On the employee side, participants must work full-time and meet regional wage requirements. Small businesses with fewer than 100 employees can even include owners and executives in training plans, and managers can make up a portion of the group. The key is that the training equips employees with new skills that support growth.
How the Process Works
While the application can be complex—stretching over 30 pages—the benefits are well worth the effort. Typically, the process begins with a training needs assessment. From there, businesses submit their application, prepare for a brief panel meeting, and, once approved, roll out training.
Training can take many forms: classroom sessions, virtual learning via Teams or Zoom, or even computer-based training. Over the course of the contract, companies are reimbursed based on training hours—an average of about $1,000 per employee trained.
What Kind of Training Qualifies?
ETP is flexible in what it funds, covering everything from technical and operational skills to leadership and continuous improvement. Eligible areas include:
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Business skills like accounting, customer service, and sales.
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Manufacturing skills such as equipment operation, CNC machining, and food processing.
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Management development in leadership, coaching, and decision-making.
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Process improvement including Lean, ISO, and project management.
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Technology and literacy from Microsoft Office to basic math and English.
Success Stories in Action
During the webinar, we looked at how companies have used ETP in real-world scenarios.
One example was a California wine producer with over 300 employees. Facing outdated equipment and increasing demand, the company turned to ETP to train staff on high-speed bottling lines, new packaging technology, and upgraded ERP systems. This investment not only reduced downtime but also supported green initiatives and new product development.
Another success story came from Arrow Construction, a Sacramento-based underground utility specialist. Since 2018, Arrow has used ETP funds to upskill its workforce, support specialized training for major projects, and align its employees with evolving customer needs. For them, the program has been a cornerstone of cost-effective growth.
Why Companies Keep Coming Back
Many businesses don’t just use ETP once—they return for second, third, or even fourth contracts. Why? Because the program grows with them. As companies expand, adopt new technologies, or enter new markets, their training needs evolve, and ETP remains a reliable partner to fund that journey.
For example, construction companies have relied on ETP to take new hires with no prior experience and build them into skilled workers. Manufacturers have used it to retrain staff when rolling out new automation. The flexibility of the program makes it a resource for virtually every stage of business growth.
Do’s and Don’ts for Success
While the ETP program offers incredible value, there are a few best practices to keep in mind:
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Do align your training with long-term business goals.
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Do maintain accurate sign-in sheets and records—compliance is key to reimbursement.
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Do consider ETP as an ongoing resource, not a one-time opportunity.
On the flip side:
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Don’t underestimate the application process—it’s detailed and requires preparation.
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Don’t neglect tracking outcomes; ETP funding depends on measurable results.
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Don’t assume the program is only for large corporations; small businesses benefit too.
Final Thoughts
The Employment Training Panel remains one of California’s best-kept secrets for workforce development. By reducing the financial burden of training, it empowers companies to grow smarter, invest in their people, and stay competitive in an evolving marketplace.
If your business is considering expansion, technology upgrades, or leadership development, ETP could be the strategic advantage you’ve been looking for.
Want to know if your company qualifies? Reach out to us at Bender Insurance Solutions. We’ll connect you with trusted partners who can guide you through the process and help you maximize this valuable opportunity.
If you would like to learn more, watch our BenderU Webinar replay on this topic HERE.
Contact Bender Insurance Solutions today.
