WIO_Act or WIO_Apprenticeship? You Be the Judge.

Apprenticeship 101

Geri Scott

JFF

Apprenticeship – What is it?

• Earn and Learn– Combines related classroom instruction and on-the-job learning

– Apprentices are paid by employer while gaining skills

– Curricula for both related instruction and on the job learning undergo rigorous third party review by state or federal agencies to become “registered”

– Journey worker credential is portable, and may be transferable for academic advanced standing

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Registered Apprenticeship

• Standards set by state or federal apprenticeship agencies

• Apprenticeable occupations require at least 2000 hours of related classroom and on the job learning for mastery

• Curriculum based on knowledge and skills needed for specific occupation (s)

• Federal or state apprenticeship agency conducts and/or documents third party review of curriculum content and time as meeting industry standards

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Teaching Models

• Hours-based– Competencies mastered by “time on task”

• Competency based– Competencies demonstrated by tests or portfolio of work

• Hybrid– Competencies demonstrated within a range of time

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Two Approaches

• Building and Construction Trades– Usually (but not always) union sponsored

– Apply to Apprenticeship Council of each trade

– May be unemployed at time of selection

– Hiring Hall sends apprentice to multiple employers for the job learning

• Industrial Crafts– Training for incumbent workers

– Apply through employer and union local

– Training all at one employer

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Apprenticeship Sponsor

• Operates the registered apprenticeship program– May be union, large or small employer, industry association

– Assures mentor or training facilitator assigned to each apprentice

– Assures that apprentice is exposed to appropriate activities to complete on the job learning

– Assures wage progression for each apprentice

– Assures appropriate related instruction is available to apprentice

• Signs contract with state or federal apprenticeship agency– Submits documentation of each apprentice’s progress

• Signs apprenticeship contract with each apprentice

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Implementing Apprenticeship

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Apprenticeship ROI

• For Workers– Skill building directly related to occupational interests

– Applied learning facilitates mastery of academic content

– Nationally recognized credential

– Education without going into debt

• For Employers– Workers learn how knowledge is applied

– Skills and competencies can be customized to company’s applications

– Track record of increased productivity, reduced waste, improved recruitment and retention

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For more information contact:Geri ScottProgram DirectorJobs for the Future88 Broad StreetBoston, MA 02114617 728 4446gscott@jff.orgwww.jff.org

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Part 2

Vinnie Valente, Program Manager CT Dept. of Labor

Office of Apprenticeship Training

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CT Apprenticeship Overview

• CT Department of Labor, Office of Apprenticeship Training is a State Apprenticeship Agency• 10 Full time employees provide technical assistance, monitoring, and consulting services to qualified employers

willing to take on the responsibilities and obligations of program sponsorship

– Including Apprentice Registration, Employer-Sponsor Registration, EEO Reviews, Davis-Bacon Certifications, Tax Credit Qualifications, Freedom of Information Act requests, Attends Job Fairs and Exhibitions, Liaison for Veterans, Prepares “Green Light” Letters for trade license candidates, works together with Federal ETA OAT, Community Based Orgs, and many state agencies such as Dept. of Educations, Board of Regents, Dept. of Public Health….and more!

• State Apprenticeship Council: Advisory Council -- 4 Public Members, 4 Labor Members, 4 Industry Members, Labor Commissioner is Chair

• Current Participation Levels

• 5,500 Registered Apprentices, additional 150 registered Pre-Apprentices, 36 in Manufacturing (24%)

– 95% Construction ; 5% Manufacturing -- Seeking to scale up in manufacturing and introduce into Business Services

& Health Care

• 1,600 Active Sponsors

– 90% of sponsors have 1-4 apprentices

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Apprenticeship Overview

Terms of Apprenticeship

– Minimum length of program: 1 year-2,000 OJL and 144 RI hours

○2,000 hours of on-the-job training

○144 hours of related instruction– Commonly 2-5 years in Construction and Manufacturing

– Skills are commensurate with training time

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Pre-Apprenticeship and the CTHSS

• Connecticut Technical High Schools System State Wide Voc-tech– 17 Equally Funded Schools- High School Programs during day; Adult Ed at nights and a few day

programs

– 13 of 17 with Manufacturing shops

• Most Pre-Apprentices come from the CTHSS

• Pre-Apprenticeship is defined in CT Statutes and Apprenticeship Regulations– Minimum age 16, must be training in shop for occupation, registered with CT DOL OAT

– May earn up to 2,000 of OJL hours during Work Based Learning Programs

– Sponsor may award additional 1,500 hours of OJL and up to 720 hours of Related Instruction (Total of 3,500 OJL and 720 RI)

• Other approved related instruction providers include the CT Board of Regents Community Colleges, Manufacturing Alliance Service Corp, and Tooling University - an online training provider.

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Why Use Registered Apprenticeship?

The Manufacturing Institute cites 5 primary reasons to consider apprenticeship as a workforce development model: – Current traditional hiring strategies are no longer yielding results

– Disconnect between skill sets of the unemployed and the jobs available

– Positions require multiple or unique skills

– Focus on long-term needs, especially in response to projected talent gaps

– Growing shortage of technically skilled shop talent and inadequate/costly current model

(Manufacturing Institute, 2014)

– In CT, 62% of Manufacturing workers are over age 45, about 33% are over age 55. In the next 10-20 years the skills these workers hold will go with them.

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CT Manufacturing Apprenticeship Outreach

– Starting Wage is $11/hour, completion wages range form $14-$18/hour

– Most sponsors pay more.

July 2014to March 2015

TotalSponsors

TotalApprentices

(Includes registrations with new and existing sponsors and includes

pre-apprentices)

Sponsor Increase Apprentice Increase

July 2014 86 (Baseline)

140

Sept 2014 96 180 12% 29%

Dec 2014 100 201 16% 43%

Mar 2015 105 230 22% 64%

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CT Manufacturing OutreachActivities and Lessons Learned

Everything is “people-driven”

• Identify and Contact the Sponsor– Use Labor Market Information to identify employers and growing industries

– Reference from another sponsor

– Get in the door: Call or email (Postal Mail-Very low return)

• Networking: Go where the employers are – CT Statewide Advanced Manufacturing Advisory Committee, Governors Manufacturing Committee,

Chambers of Commerce, CTHSS Tech Advisory Committees, Manufacturing Expos

• Networking: Go Where the training is – Technical Training Centers, Community Colleges, Labor Management Schools; Employers and

potential apprentices are both there

• The Best Proponent for Apprenticeship is a Current Sponsor

• Potential Sponsor Must See Value in the Program

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Monetary Benefits of Apprenticeship

In addition to the Return on Investment from high skills training:

• Construction and Manufacturing Corporate Tax Credits

– Up to $7,500 per year per apprentice.

○ 50% of 2 and 3 year programs $7,500 to $11,250

○ 75% of 4 year program up to $22,500

○ http://www.ctdol.state.ct.us/progsupt/appren/taxcreditinfo.htm

• Wage Subsidy-Apprenticeship Step Up○ Up to $10/hr., for first six-months

○ http://www.ctdol.state.ct.us/progsupt/appren/stepup.htm

• CTHSS grads in high demand-come with a pre-paid– State paid training

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Apprenticeship and Workforce System

Apprenticeship is “Go to work and train.” Immediate job placement versus train for a future job placement. Entered Employment rate average is 95%.

• CT Apprenticeship Office is in DOL Central Office– WIA unit on same floor; Commissioner is accessible; Often see American

Job Center Personnel and State and Local Workforce Board personnel

• Biggest Error: Assume that everyone in the workforce system has a comprehensive understanding of apprenticeship. Most don’t and often believe long standing myths (“It’s union only”, “takes too long”, “only for big companies”)

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What will help the integration of registered apprenticeship and new WIOA Guidelines?

• Communication: In December 2014 CT DOL OAT held an “Apprenticeship 101” training session for American Job Center and Workforce Board personnel– Well received, everyone learned from each other

The Workforce Innovation and Opportunity Act and Apprenticeship

President Barack Obama signed WIOA into law on July 22, 2014.

Passed by Congress with wide bipartisan majority (The Senate voted 93-5 and the House of Representatives voted 415-6).

Reaffirms ongoing role of American Job Centers.

Promotes program coordination and alignment of key employment, education, and training programs at the Federal, State, local, and regional levels.

Builds on proven practices such as sector strategies, career pathways, regional economic approaches, work-based training.

Complements and supports the President’s Job-Driven Workforce Vision.

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Within both WIA and WIOA, Registered Apprenticeship is a proven workforce strategy to explore and expand.

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Key Apprenticeship Provisions

Registered Apprenticeship Provisions in WIOARA on Eligible Training Provider List Section 122(a)(2)(B) and (3)RA as recognized post-secondary credential Section 101(52)RA on State Workforce Board Section 101(b)(1)(C)(ii)(II) RA on Local Workforce Board Section 107(b)(2)(B)(ii)Pre-apprenticeship as Youth program service Section 129(c)(2)(C)(ii)RA as career pathway for Job Corps Section 141(1)(A)(ii) and

Section 148(a)(2)(B)Pre-apprenticeship/RA for YouthBuild Section 171(c)(2)(A)(i)

WIOA: Building Stronger Apprenticeship Partnerships

Integrating RA into workforce planning and policy

RA representatives on state and local boards

Opportunities to reinforce RA in state plans

Promoting work-based learning and using WIOA resources to support RA

RA programs included on Eligible Training Provider List

Employer reimbursement increased for OJT and customized training

WIOA: Building Stronger Apprenticeship Partnerships

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Creating new RA opportunities through focus on services to employers

Boards promote industry partnerships and sector strategies

New WIOA performance indicator on employer services

Supporting career pathways for youth through RA

Youth program offers pre-apprenticeship to prepare youth for RA or other career opportunities

RA recognized as career pathway for Job Corps students. YouthBuild offers work experience and training in coordination with pre-apprenticeship and RA programs

WIOA: Building Stronger Apprenticeship Partnerships

Recognizing RA in WIOA performance measures

Employment Outcomes – RA can “count” for performance measures on entered employment, retention in employment, and median earnings

Credential Attainment – RA completion certificates recognized as post-secondary credential

Skills Gains – New performance measure on the measurable skills gains for participants in a training program

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Vice President Biden (AACC

Conference) on April 7, 2014 ,

announcing the launch of the RACC.

…Train Americans with the skills employers need, and

match them to good jobs that need to be filled right

now. That means more on-the-job training, and

more apprenticeships… President Obama2014 State of the Union Address

Registered Apprenticeship has been a growing part of workforce development discussions.

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Review Time

Transportation

HealthcareEnergy

IT Manufacturing

more than only construction

Registered Apprenticeship is

or

work with multiple or single employers

Registered Apprenticeship can

union and non-union programs

Registered Apprenticeship has

as short as one year

Registered Apprenticeship can be

Employer Involvement Is Integral

Employer is the foundation for the RA program and must be directly involved and provider of OJT

Structured On-the-Job Training with MentoringMinimum of 2,000 hours Structured and Supervised

Related Training and Instruction 144 hours recommended per yearParallel | Front-loaded | Segmented Options

National Occupational Credential

Nationally recognized credential showing job proficiency Sponsor certifies individual is fully competent for career

Rewards for Skill GainsIncreases in skills brings about increases in earnings

Core Components of Registered Apprenticeship

Employer Involvement

has a role to play in each Registered Apprenticeship component.

Utilize RA apprenticeshipas a key business engagement strategy & incorporate in sector strategies

StructuredOn-the-Job Training

Use workforce fundsto help apprentices get on-the-job learning through a OJT contract

Related Trainingand Instruction

Provide supportive servicesto participants – or use training funds through ITAs or customized training

Rewards for Skill GainsCount apprentice wagesin the earnings performance measure

National CredentialCount the RA national credential

in the new performance measure for credential attainment

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Quiz Time!

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Quiz – Question 1

• Apprenticeships take a minimum of how long?

A. 1 year

B. 2 years

C. 3 years

D. 4 years

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Quiz – Answer 1

• How many apprentices are registered in the State of Connecticut?

A.1 yearB. 2 years

C. 3 years

D. 4 years

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Quiz – Question 2

• Apprenticeships are ____________ programs.

A. Union only

B. Non-Union

C. Union or Non-Union

D. None of the above

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Quiz – Answer 2

• Apprenticeships are ____________ programs.

A. Union only

B. Non-Union

C. Union or Non-UnionD. None of the above

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Quiz Question 3

True of False?

• Under WIOA, All employer sponsors of registered apprenticeship programs will be automatically placed on the Employer Training Provider List (ETPL).

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Quiz-Answer 3

•True

• All registered apprenticeships programs will go on the Employer Training Provider List.

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Quiz Question # 4

• True or False?

• About 90% of employer-sponsors have 1-4 registered apprentices working for them?

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Quiz Answer 4

•True

• About 90% of employer-sponsors have 1-4 registered apprentices working for them.

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Thank you!

Visit us at: www.ctapprenticeship.com

Providing professional services to the apprenticeship community