Apprentices work full-time and are paid a wage that is subject to minimum wage regulations, but may begin below that of incumbent worker As the apprentice hits
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6 oct 2020 · Includes the math placement test Required of all apprentices Pass or fail B112 Problem Solving 42 75 Hours 4 Credits Includes methods and
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6EMPLOYERGUIDETOAPPRENTICESHIPPARTI:THEBASICSRegisteredApprenticeship(RA)isastructurededucationandtrainingprogramthattakesplaceintheworkplaceandincludesformalon-the-job(OTJ)trainingandclassroom-based,relatedtechnicalinstruction(RTI).Anapprenticeisafull-time,paidemployeeofthesponsoringorganizationfromthestartoftheprogram.Anapprenticeshipmustincludeatleast2,000hoursofOJTandarecommended144hoursofRTI,butmanyprogramslastforfourormoreyears.Anapprenticeshipisnotaninternship,norisitashort-termtrainingprogram.Apprenticesworkfull-timeandarepaidawagethatissubjecttominimumwageregulations,butmaybeginbelowthatofincumbentworker.Astheapprenticehitsmilestonessuchascompletingacertainnumberofprogramhoursordemonstratingjobcompetencies,hisorherwagesincreaseaccordingtotheagreementsignedbytheemployerandtheapprenticeatthebeginningoftheprogram.Tosummarize,keyelementsofaregisteredapprenticeshipprogramare:• Theapprenticeisafull-time,benefit-receiving,paidemployeeofthesponsoringorganization.• Theapprenticeshipprogramincludesatleast2,000hoursofOn-the-Job(OTJ)trainingand144hoursofRelatedTechnicalInstruction(RTI),whichcantakeplaceinaclassroomattheworkplaceoratalocalcollegeoreducationprovider.• Theapprenticemustbepaidatleasttheminimumwage,withwagesprogressingastheapprenticemovesthroughtheprogram.• On-the-jobtrainingmustbestructured,plannedandcoordinatedandcannotsimplybeajobshadowingexperienceorashorttermemployeeinductionprogram.BENEFITSOFREGISTEREDAPPRENTICESHIPRegisteredApprenticeshipisaneffectivewayforbusinessestoensureanamplesupplyofwell-qualified,highlytrainedworkersbyengagingdirectlyintheirpreparation,educationandtraining.Unliketraditionalpostsecondaryeducationprogramsthataredesignedtopreparestudentsforanynumberofcareersandgenerallyfocusmoreontheorythanpractice,apprenticeshipisdesignedbyandfortheemployerandishighlyspecializedtomeettheuniqueneedsofaspecificjob.Becauseapprenticeslearnprimarilyintheworkplace,theyaretrainedusingthesamestate-of-the-artequipmentthattheywilluseonthejob.Moreover,theywillbeinstructedandmentoredbyskilledworkers
EMPLOYERGUIDETOAPPRENTICESHIP7whohavedonethejobtheapprenticeistrainingtodoandwhowillensurethatapprenticesareacculturatedtoworkplacenormsandexpectations.Thosewhocompletearegisteredapprenticeshipreceiveacredentialthatisnationallyrecognizedasamarkofdistinction.Employersthatsupportapprenticeshiptrainingwithintheirorganizationgenerallyreportthefollowingbenefitsfromtheirapprenticeshipprograms:• Fillingvacanciesthatotherwisecouldn'tbefilledduetoskillsgapsamongavailableworkers• Attractingabroaderrangeofcandidatesanddiversifyingtheworkforce• Improvingemployeemoraleandloyalty - thusreducingturnover• Ensuringthatworkersaretrainedtotheemployer'sstandardsusingtheemployer'sequipmentandprotocols• Shorteningtheamountoftimebeforenewemployeesareproductive• Decreasingerrorandaccidentrates• EnsuringthattheknowledgeandexperienceofagingworkersistransferredtothenextgenerationofworkersTYPESOFAPPRENTICESHIPTherearethreedifferentkindsofapprenticeship-time-based,competency-basedandhybrid-whicharedefinedbythewayinwhichanapprentice'sprogressismeasuredandqualificationsareawarded.• Atime-basedprogrammeasuresprogressbasedonthenumberofhoursanapprenticehasspentinon-the-jobtraining(OJT)andrelatedinstruction(RTI).• Acompetency-basedprogrammeasuresprogressbasedontheapprentice'sdemonstratedabilitytoperformthedutiesassociatedwiththeoccupation.• Ahybridprogramincludesbothtime-basedandcompetency-basedrequirements.Althoughcompetency-basedapprenticeshipisarelativelynewformofapprenticeship,ithasseveraladvantagesoverthemoretraditionaltime-basedprograms.First,inacompetency-basedprogram,individualswhohavedevelopedknowledgeandskillsthroughprioreducationalandworkexperiencecangetcreditfortheirdemonstratedabilities,thusreducingthetimeittakestocompleteaprogramorenablingtheapprenticetospendtheirtimeintheprogramdevelopingmoreadvancedskills.Second,apprenticescanmoveatdifferentpacesthroughtheprogramandevenlearnknowledgeandskillsindifferentorder,dependingupontheirownlearningstyle.Third,withtheprogramorganizedaroundjobfunctionsand
EMPLOYERGUIDETOAPPRENTICESHIP9Whilethereisnofederallaworregulationthatrequiresanyemployerorsponsortoregistertheapprenticeshipprogramstheyadminister,therearesomeadvantagestoregisteringtheprogram.First,registeredapprenticeshipleadstoanationallyrecognizedcredentialissuedbytheUSDOL,whichhasadvantagesforbothemployersandapprentices.Second,onlyregisteredapprenticeshipshaveaccesstocertainfederalandstatefundingprograms,suchastheGIBill(whichprovidessupplementalsupporttoveteransengagedinapprenticeship),theWorkforceInvestmentandOpportunityAct(whichmayprovidewagereimbursementstotheemployersofwraparoundservicesforapprentices)andstateworkforcedevelopmentgrants.Third,validationbyanexternalagencysuchasUSDOLoranSAAensuresthattheprogramiswelldesignedandmeetsestablishedqualitycriteria.HOWMANYREGISTEREDAPPRENTICESHIPPROGRAMSEXIST?In2016therewerejustover400,000apprenticesenrolledin500active,USDOLregisteredapprenticeshipprograms.Thereareroughly1,000additionalfederallyapprovedprogramsthatremainonthelistofapprovedprograms,butarenotcurrentlyactive.Thetop50fieldsaccountfor80percentofthecurrentapprentices,withalargemajorityoftheminconstruction-relatedfields.USDOLmaintainsalistofcurrentlyregisteredapprenticeshipswhichdoesnotincludealloftheprogramsregisteredbyvariousstates.USDOLisinvestingsignificantfundingtoexpandregisteredapprenticeshipsintonewfieldsincludingInformationTechnology,AdvancedManufacturing,AlliedHealth,Transportation,Energy,Finance,ConsumerServicesandBusiness.AnemployerorsponsorwhowishestoestablisharegisteredapprenticeshipinanewoccupationshouldcontacttheirUSDOLorSAArepresentativetoinitiateanapprenticeabilitydetermination,whichgenerallyinvolvesareviewoftherequestandprogramplanbyagroupofsixtonineemployers.WHATISINVOLVEDINAPPLYINGFORREGISTRATION?WhilePartIIIofthisguidecoverstheprocessofapplyingforregistrationinmoredetail,ingeneral,anemployerinterestedinapprenticeshipshouldtakethefollowingsteps:1. ContactyourstateUSDOLorSAArepresentativetoinitiatetheregistrationprocess.Approvalcantakeanywherefromafewweekstoseveralmonths,soengagingyourrepresentativeearlyisthebestwaytospeeduptheprocess.
10EMPLOYERGUIDETOAPPRENTICESHIP2. DeterminehowtheOJTandRTIwillbestructured,includingthelengthoftheprogram,itsformat(time-based,competency-basedorhybrid),andwhetherRTIwillbeprovidedonsiteorinpartnershipwithanexternaleducationprovider.3. CreatetheWorkProcessSchedule,whichoutlinesthecontentand/orcompetenciesthattheprogramwillcover.4. Establishawageprogressionplanandemployeebenefitplanforapprentices.5. Completetheapplicationforregistration,calledtheStandards,usingtheapplicationprovidedbyyourSAAorUSDOL'sonlineStandardsBuilderform.NATIONALPROGRAMSandNATIONALGUIDELINESCompaniesdevelopingprogramsthatwillbeofferedinseveralstatesmaysubmitasingleapplicationtotheUSDOLforapprovalasaNationalProgram.Thisalleviatestheneedtocompleteanapplicationformineachstate,althoughanationalprogrammaynotbeeligibleforcertainstatefundsifitisn'talsoapprovedbytheSAA.Largeorganizations,suchaslaborunions,credentialingorganizationsandtradeassociations,oftentimesdonotwishtoserveasthedirectsponsorforallapprenticeshipprograms,butdowishtosetpolicyandguidanceforthoseinthesectorthatdowishtobecomeapprenticeshipsponsors.TheseorganizationscanapplytoUSDOLforapprovalofNationalGuidelinestoestablishsuchpolicyandguidance.THEWORKPROCESSSCHEDULEEveryapprenticeshipsponsormustsubmitforreviewandapproval,aspartoftheregistrationapplicationprocess,theWorkProcessSchedule(WPS)thatoutlinesthecontentofOJTandRTI.Inatime-basedprogram,theWPSgenerallyidentifiesthenumberofhoursthatwillbespentlearningspecificknowledgeandskills,whereasinacompetency-basedprogram,theWPSidentifiesthejobfunctionsandcompetenciesthatanapprenticemustdemonstratetoprogressthroughtheprogram.Hybridprogramsincludebothtimeelementsandcompetencies.Althoughmaycountriesestablishgovernmentendorsedorcommissionednationalapprenticeshipstandardsthatdictateprogramcontent,programdurationorassessmentrequirements,therearenosuchnationalstandardsintheU.S.Instead,employersandsponsorsmaydevelopaprogramtomeettheiruniquetrainingneeds,althoughtheUSDOLorSAAislikelytoseekexternalreviewandcommentfromotheremployerstoensurethatoneemployer'sprogramalignswiththegeneralexpectationsofothersinthefield.
EMPLOYERGUIDETOAPPRENTICESHIP13Inaddition,companieswithanagingworkforcebeabletoimproveknowledgetransfertonewemployeesbyengagingretireesornear-retireesasmentorsandinstructors.Forsomeworkers,thetransitiontoateachingrolemaymakeitpossibleforthemtoworkforadditionalyears,andforothers,part-timeteachingandmentoringopportunitiesprovideagreatwaytoremainconnectedtotheorganizationevenwhenfull-timeworkisnolongerdesired.Ingeneral,apprenticeshipprogramsimproveemployeemorale,especiallyifincumbentworkersaregiventheopportunitytoparticipateinapprenticeshiptomoveupthecareerladder.Andwhenvacanciesarefilled,over-taxedworkerscanreturntonormalworkschedules,potentiallyimprovingtheiraccuracyandsafetyrecord,increasingtheirproductivityandimprovingtheirretentionrates.Indevelopingabusinesscase,rememberthatregisteredapprenticeshipisalong-terminvestmentandnotashort-termfix.Ideally,registeredapprenticeshiptrainingwillfitwithinexistingstaffingandworkforcedevelopmentstrategies,butinmanycases,theregisteredapprenticeshipprogramformsthefoundationofanewapproachtotalentacquisition,upskillingofincumbentworkersandimprovingemployeemoraleandretention.Themainbenefitsofregisteredapprenticeshipinclude:• Fillingvacanciesinareaswhereskillsgapshavemadehiringdifficultandensuringafuturetalentpipelinetosustainworkforceneeds.• Improvingproductorservicequality,accuracyandreliability;decreasingerrorandinjuryrates.• Attractingnewtalent,includingamongthosewhoaretransitioningtonewcareers,therebybringingotherskillstotheworkplace.• Retainingtheinstitutionalknowledgeofretiringworkersbyengagingthemaspart-timementorsandtrainers.• Increasingemployeemorale,includingamongincumbentworkerswhosestrongperformancecanberecognizedbyengagingtheminmentoringortrainerroles.• Improvingemployeeretention,thusreducingthehighcostofemployeeturnover.• Allowingincumbentemployeestoconcentrateonhigher-leveltasksbyassigninglower-leveltaskstoapprentices.• Reducingemployeeburn-outbyfillinglong-standingvacancies.• Creatingopportunitiestoobserveworkersoveranextendedperiodoftimebeforeofferingpermanentemployment.Indevelopingthebusinesscase,itmaybehelpfultoconsiderthefollowingquestions:
14EMPLOYERGUIDETOAPPRENTICESHIP• Whatarethecurrentchallengesandopportunitiesfacingtheorganization?Canthesechallengesbemetoropportunitiesleveragedthroughaneffectiveworkplacelearningprogramlikeregisteredapprenticeship?• Whatarethekeydriversforthedevelopmentofskillsamongemployees?o Thesemayincludeknowledgegapsduetochangingprocessesortechnologies,duetoachangeinthemarketsforbuyingorsellingproducts,orduetoanabsenceofqualityvocationaleducationprogramsofferedbytraditionalpostsecondaryproviders.o Istheorganization'sworkforceaging?o Isworkforcediversityagoal?• Arethereskillsgapsintheindustryorsector?o Whatstrategiesarebeingusedbyothersinthesamesectortomeetthesegaps?o Isthereacentralizedorganization,suchasalabororganization,tradeassociationorpostsecondaryinstitution,thatisworkingwithmultipleemployersinthesectortosolveskillsgapchallenges?• Whatisthesponsoringorganization'scurrentworkforcedevelopmentstrategyandbudget?o Doestheorganizationcurrentlyallocateworkforcedevelopmentfundsfornewemployeetrainingorincumbentworkerdevelopment?Ifso,howarethosefundscurrentlyspent?Isthecompanyseeingpositiveresultsfromthoseexpenditures?o Howisthetalentpipelinecurrentlymanaged?Whatadvancementopportunitiesareprovidedtoincumbentworkers?o Arecurrenton-boardingprogramseffectiveinimprovingproductivity,productorservicequality,customersatisfactionandemployeeretention?• Areentry-levelpositionsdifficulttostaff?o Howareindividualscurrentlypreparingforentry-leveljobsintheorganization?Arethoseprogramsormechanismseffective?o Doestheorganizationoperateformalprogramstohelprecenthighschoolorcollegegraduatestransitiontowork?o Arethereemployeesworkingindecliningindustrieswhoseskillscouldbeleveraged,withsomeadditionaltraining,tomeetthecouldorganization'sneeds?o Couldregisteredapprenticeshipserveasanalternativetotraditionalcollegedegreerequirementswhenpostingjobopenings,screeningapplications,orformulatingprofessionaldevelopmentplansforincumbentworkers?• Istheorganization'sworkforcedevelopmentprogramameansofdifferentiatingthecompanyfromitscompetitors?o Isitakeytotheorganization'svalueproposition?
EMPLOYERGUIDETOAPPRENTICESHIP15o Istheexistingprogrampartofacorporatesocialresponsibilityprogram?o Isitpartofthebrandmarketingstrategy?• Doactionstakenbythesponsoringorganizationinfluencethequalityofskillsinfranchiselocations,vendorsorprocurementcontractors?Doestheorganizationwishtoengagesupplychainpartnersinthiseffort?• Wouldthecostofaregisteredapprenticeshipprogrambeoffsetbyincreasesinproductivity,decreasesinerrorsoraccidents,reductionsinstaffturnoverrateandincreasesinemployeeloyaltyandmorale?Forexample,someemployershavesaidthattheyhavebeenabletochargehigherratesonperformance-basedcontractssinceregisteredapprenticeshiptraininghasreducederrorratesandimprovedproductquality.EVALUATINGTHEORGANIZATION'SREADINESSOnceanorganizationhasmadethedecisiontoproceedwitharegisteredapprenticeshipprogram,itneedstoevaluateitsreadinesstodoso.Thekeypointstoconsiderare:• Isthebusinesspreparedtohostanapprentice?o Howwilltheemployergetsupportfromfront-linemanagerswhowilllikelycarrytheburdenoftrainingandmentoringapprentices?Itisrecommendedthatfront-linemanagersbeengagedearlyintheprocessofplanninganddevelopingtheregisteredapprenticeshipprogram.o Howwillincumbentworkersbeservedbyregisteredapprenticeship?Inordertogarnersupportforapprenticeshipamongtheincumbentworkforce,somecompaniesprovidecompetitiveopportunitiesforthoseworkerstoserveasmentorsortrainers,oftentimesforadditionalpayorotherperks.Otheremployersincludeincumbentworkersintheregisteredapprenticeshipprogram,ordesignhigher-levelapprenticeshipprogramstohelpcurrentworkersmoveintomanagementroles.Employeeswhohavestudentloandebtarelikelytoberesentfulofcolleagueswhoqualifyforthesamejobbycompletingadebt-free,wage-payingregisteredapprenticeshipprogram.Forthisreason,someemployershaveprovidedpartialstudentloanrelieftoemployeeswhopreparedthroughtraditionalpost-secondaryprogramsandwhothecompanywishestoretainforalongerperiodoftime.o Aretherecurrentemployeeswhocanserveasmentorsortrainers,andifso,howcantheorganizationpreparethemforthisrole?Willtheyreceiveadditionalcompensationfortakingonthisresponsibility?• Whatroleswillapprenticesplaywithintheorganization?Whichparticularoccupationswilltheyfill,andwhatwilltheirjobtitlesbe?• Arethereothersinthesectorengagedinapprenticeshiptraining?Thiscouldbeothercompanies,tradeassociations,labororganizations,orcertificationbodies.
16EMPLOYERGUIDETOAPPRENTICESHIP• Willtheorganizationworkwithanintermediarytodeveloptheprogramandidentifyrelatedinstructionproviders,orwilltheorganizationmanagethatinhouse?• Whichrelatedinstructionproviderswillthecompanyworkwithtodevelopanddeliverrelatedinstruction,eitheratthejobsiteoratanotherlocation?Relatedinstructionprovidersincludecareercolleges,communitycolleges,tradeassociations,labororganizations,certifyingbodiesandothers.• Howwilltheorganizationrecruitandscreenpotentialapprentices?Itisimportanttoworkwithhumanresourcesstafftodesignaneffectiverecruitingstrategythatcomplieswithrelevantlawsandregulationsandadherestothemissionofthecompany.CONCERNSABOUTPOACHINGWhilesomepolicymakersandemployershaveexpressedconcernsaboutthecostoftrainingemployeeswhomightthanbe"poached"byothercompany,thosecurrentlyengagedinU.S.apprenticeshipreportthatpoachingisactuallyquitelimited.Inpart,thisisbecauseapprenticestendtofeelastrongsenseofloyaltytotheemployerwhoprovidedthemwithsuchavaluabletrainingopportunityandsavedthemfromtheset-backofstudentloandebt.Also,sinceworkerstrainedthroughapprenticeshiptendtoperformwellonceinpermanentemployment,theyalsotendtohaveadvancementopportunitieswithintheorganizationthatprovidedtheapprenticeshipopportunity.Thatsaid,employerscanincludecontractualrequirementsthatanapprenticeremainwiththecompanyforacertainperiodoftimeaftercompletingtheprogram.Someunionorganizationsrequireanemployeetoreimbursetheorganizationfortheirtrainingiftheydonottakeaunionjoborbecomeaunionmemberafterthetrainingiscomplete.Thesesortsofarrangementscanbehardtoenforce,butanotheroptionistorequireapprenticestotakeanapprenticeshiploan(offeredbysomeprivatelenders)topayfortherelatedtechnicalinstructionportionoftheprogram,withtheagreementthattheemployerwillrepaytheloanforanapprenticewhoremainswiththeemployerforacertainperiodoftime.Iftheapprenticefailstofulfilltheemploymentobligation,thenheorsheisalsoresponsibleforrepayingtheloan.SUPPORTINGANAPPRENTICESinceanapprenticeisanemployeeofthecompany,heorsheshouldbetreatedlikeanyotheremployee.Assuch,apprenticesmaybenefitfromthefollowingstaffmanagementpractices:
EMPLOYERGUIDETOAPPRENTICESHIP17• Havingaknowledgeableandpositivementorwhoisskilledintheirjobandunderstandstheorganization'scultureandmission• Includingapprenticeshipaspartofcomprehensivesuccessionplanning• Providingregularfeedbackandcommunicationtotheapprentice• Ensuringthattheapprenticefeelsthatheorsheisanimportantpartoftheteam/workforce• Encouragingandchallengingtheapprenticewith"stretchprojects"whilesupportinghisorherlearninganddevelopment• Settingrealistictargetsandmotivatingtheapprenticewithrealwork• Rewardingapprenticesandengagingtheminincreasinglychallengingprojects
EMPLOYERGUIDETOAPPRENTICESHIP23thenext.Somesponsorselecttoconcentrateclassroominstructionatthebeginningoftheprogramtoensurethatapprenticeshavethetheoreticalandproceduralknowledgetooperateonthejobinasafeandeffectivemanner.However,itisimportanttoconsiderthatindividualschoosingtoengageinapprenticeshipmayhavedonesobecausetheywantahands-onlearningopportunity,sofront-loadingclassroominstructioncouldreducetheappealoftheprogramaswellasapprenticeretentionandcompletionrates.Sinceapprenticeshipprogramsmustcombinetheoryandpractice,mostsponsorsfindithelpfultoincludeRTIthroughouttheprogram,suchasbyincludingclassroomtimeintheweeklyscheduleorbyprovidingintensiveshortcoursesatvarioustimesthroughouttheprogram.Stillotherprogramsrequireapprenticestocompleteonlinelearningassignmentsastheirschedulepermits.AndwhilesomesponsorsrelyonexternaleducationproviderstoprovideRTI,othersponsorsofferRTIonsite.Regardlessofhowclassroomlearningisscheduled,itiscriticallyimportanttocoordinateitwiththehands-onlearningthattakesplaceintheworkplacesothatRTIandOJTaremutuallyreinforcing.DevelopingtheOJTportionoftheprogramcanseemoverwhelmingtosponsors,especiallyiftheirorganizationhasneverbeforeengagedinthissortoftraining.Thisiswhereanintermediarymightbeparticularlyhelpfulsinceintermediarieshaveexperiencedevelopingprogramsandcanprovidehelpfulguidance.KeepinmindthatOJT,likeRTI,mustbeastructuredprogramwithclearlearningobjectives,assessments,milestonesandexpectations.Simplyplacinganapprenticeintotheworkplacetoshadowanotheremployeeorputtingtheapprenticetoworkhopingthatheorshewillhavetheopportunitytopracticeeverythinglearnedintheclassroomdoesnotfulfilltherequirementsofapprenticeship.INTERMEDIARIESANDTRAININGPROVIDERSWhilelessprevalentintheU.S.thaninEuropeandAustralia,thereareorganizationsthatserveasapprenticeshipintermediariestohelpemployersorothersponsorsestablishand/ormanagetheirapprenticeshipprogram.Anapprenticeshipintermediarycanfacilitateorsupportmanyofthenecessaryrelationshipsrequiredforasuccessfulprogram.Theserelationshipsinclude:• employertoapprenticerelationships-intermediariescanassistinrecruiting,screening,counselingandsupportingapprentices,althoughtraditionalemploymentagenciescannotserveasintermediaries;
24EMPLOYERGUIDETOAPPRENTICESHIP• employertotheUSDOLorSAA-intermediariescanhelptheemployerdesign,developandgainapprovalfortheprogram,includingcompletionoftheregistrationapplicationandworkingwithDOLorSAAstafftogainapproval;• employertorelatedinstructionproviders-byidentifyingandworkingwithqualifiedthird-partyeducatorstodeveloptherelatedinstructionprogram,orbydeveloping"in-house"relatedinstructionprogramstobeofferedonthejobsite;and• employertofundingresources-intermediariesareoftentimesexperiencedinnavigatingGIBillbenefits,FederalStudentAidprograms,grantprograms,workforcetrainingfundsandmayalsoprovideinformationabouttaxorotherbenefitsavailabletotheemployerorapprentice.Sponsoringorganizationsthatdecidetouseanintermediarytohelpdevelopormanagearegisteredapprenticeshipprogramshouldchooseonethatisexperiencedindeliveringregisteredapprenticeshipprograms.Theintermediaryshouldgiveclearinformationaboutthelevelofservicetheycanprovideaswellasaboutwhichresponsibilitiesremainthoseoftheemployerorsponsoringorganization.Detailsoffinancialarrangementswillalsoneedtobeclearlyexplained.IntheU.S.,thefollowingtypesoforganizationsserveasapprenticeshipintermediaries.Weprovideexamplesofeachtypeofintermediary,althoughbynomeansisthislistintendedtobecomprehensive,all-inclusivelist.PRIVATEANDNON-PROFITORGANIZATIONS• VermontHITEC,• HCAPInc.,• FASTPORT(connectsmilitarypersonnelandveteranstoemployers)• JobsfortheFuture• FranklinApprenticeshipsLABORORGANIZATIONS• AFL-CIO(http://www.aflcio.org/Learn-About-Unions/Training-and-Apprenticeships/Registered-Apprenticeships)o Constructiono Manufacturing• NorthAmerica'sbuildingTradesUnions(Construction)• UnitedAutoworker'sUnion(automobileindustry)o UAWChrysler(http://www.uaw-chrysler.com/training/apprentice.cfm)o UAWFord(http://uawford.org/apprentice/)• InternationalUnionofOperatingEngineers(https://www.iuoe.org/training)• InternationalBrotherhoodofElectricalWorkers(http://www.electricianapprenticehq.com/how-to-join-ibew-apprenticeship)
EMPLOYERGUIDETOAPPRENTICESHIP25• SheetMetalandAirConditioningContractorsNationalAssociation• ElectricalTrainingAlliance(http://www.electricaltrainingalliance.org)• UnitedAssociationofPlumbers,Pipefitters,Welders&ServiceTechs(http://www.ua.org/apprenticeship)• IndependentElectricalContractors(http://www.ieci.org)TRADE,INDUSTRY,CERTIFICATIONANDPROFESSIONALORGANIZATIONS• TransportationLearningCenter,• AHIMAFoundation(healthcareandhealthcareIT),• NationalInstituteforMetalworkingSkills(advancedmanufacturing),• NationalRestaurantAssociation(restaurantandhospitality),and• WashingtonTechnologyIndustryAssociation(informationandcommunicationstechnology).• Searchforadditionalregisteredlaborunionapprenticeshipprogramsbystate,eitherusinganInternetsearchengineorreferringtothestate'sorU.S.DepartmentofLabor'slistofregisteredapprenticeshipopportunities)CAREERCOLLEGESANDCOMMUNITYCOLLEGES• WashingtonTechnologyIndustryAssociation(InformationandCommunicationsTechnology)• RegisteredApprenticeshipCommunityColleges(https://www.doleta.gov/oa/racc.cfm)-theseinstitutionshavecommittedtoofferingcollegecreditforsomeoralloftheon-the-joblearningandrelatedinstructioncompletedaspartofaregisteredapprenticeshipprogram• TradeAdjustmentAssistanceCommunityCollegeCareerTraining(TAACCCT)Grantees(https://www.careeronestop.org/taaccct/taaccct.aspx)-theseinstitutionsdevelopcurriculumtoimprovepostsecondaryvocationaleducationprogramsinavarietyofhighdemandfields.SyllabiandcurriculadevelopedbyTAACCCTgranteesarepubliclyavailableandcanbelocatedbygoingtohttp://www.skillscommons.org• AmericanApprenticeshipInitiativegrantees-theseinstitutionsandorganizationsreceivedgrantsfromtheU.S.DepartmentofLabortodevelopregisteredapprenticeshipprogramstomeetlocalandnationalworkforceneeds.GENERALQUESTIONSFORPOTENTIALINTERMEDIARIES• Whatexperiencedoestheintermediaryhaveinthisbusinesssector?• Whatqualificationsandexperiencedoestheintermediary'sstaffhave?• Doestheintermediarycurrentlyworkwithanysimilarbusinesses?Dotheyhaveclienttestimonials?• Doestheintermediaryofferrecruitmentsupportsuchaswritingjobdescriptions,screeningapplicantsetc.?
26EMPLOYERGUIDETOAPPRENTICESHIP• Doestheintermediaryoffertoarrangeregularfeedbackmeetings?• Whatcontributionwillthesponsoringorganizationneedtomaketowardstrainingcosts?• Areanyothercostsinvolved,suchasregistrationfeesandtravelcosts?• Whatfacilitiesandequipmentcantheintermediaryleveragetosupporttraining?Willthesponsoringorganizationbeexpectedtocontributetothis?• How,where,andwhenwillregisteredapprenticeshiptrainingbedelivered?• Areanygrantsavailable,andcantheintermediaryhelpaccessthem?• Whichregisteredapprenticeshipscantheintermediarydeliveritselforthroughitstrainingpartners?• Howareindividualtrainingneedsassessedtomakesuretheapprenticesarereceivingtheappropriatetraining?• Whatsupportcanbegiventoreviewtheapprentices'progress?Howwillthesponsoringorganizationbeinformedaboutapprenticeprogress?• Cananapprenticestartatanytimeofyear,orarethererestrictionsonentrypoints?• Howmuchextraworkwilltheapprenticeneedtodoeachweekinadditiontotheirmainjobandtheoff-the-jobtraining?• Howwilltheintermediarykeepthesponsoringorganizationinformedaboutapprentices'progress?• Whatsupportdoestheintermediaryprovideforapprenticeswhoarehavingdifficultywithbasicskills,personalityorattitudinalchallenges,ormeetingtherequirementsoftheregisteredapprenticeshipprogram?
28EMPLOYERGUIDETOAPPRENTICESHIPapprenticeshipwages(thisstipenddecreasesafterthefirstyearbasedontheassumptionthatapprenticeshipwagesalsoincrease).TheG.I.Billalsoprovidesaccesstofundingforrelatedinstruction,books,supplies,andpartorallofthemonthlyhousingallowance.FormoreinformationaboutVeterans/GIBillbenefitsortofindtheStateApprovingAgency,gotohttp://www.nasaa-vetseducation.com/contacts/orcall1-800-GIBILL1(800-442-4551)Iftheeligibleproviderisnotafederal,stateorlocalgovernmentagency,thebeginningwagemustbeatleast50percentofthejourneyworkerwageandmustincreasesuchthatbythelastmonthoftheprogram,theapprenticeisearning85percentofthejourneyworkerwage.VeteranseligibleforPost-9/11GIBillbenefitswhoareparticipatinginaneligibleprogrammayreceivetheMonthlyHousingAllowancebasedontheDepartmentofDefense'sBasicAllowanceforHousing(BAH)foranE-5withdependents,whichispaidinadditiontowages.Forthefirstsixmonthsoftraining,theveteraniseligiblefor100percentoftheMonthlyHousingAllowance,withthatamountreducedby20percenteverysixmonthsbutisneverlessthan20percent.Tobecomeapprovedasaneligibleprogram,thefollowingconditionsmustbemet:• Qualifiedjourneyworkersmustbeavailabletoprovideclosesupervisiontotraineesthroughoutthetrainingperiod• Organizationmustbeabletomaintainrecordsforeachtraineethatincludesinformationaboutthejobassignment,promotion/demotions,layoffs/terminations,ratesofpay,progressintrainingasoutlinedintheworkprocessschedule,hoursoftraininggivenmonthlyineachprocess,resultsofprogressevaluationsmadeeverythreemonths.TheVArequiresemployersorsponsorstoprovidemonthlytimeallocationseveniftheprogramisacompetency-basedprogram.• Creditmustbegivenforprevioustrainingandexperienceandthelengthoftheprogramreducedproportionately,withtheapprenticeplacedintotheappropriatestepofthewageprogressionscalebasedontheamountofcreditgiven.• Atrainingagreementmustbeinplaceandsignedbyboththesponsorandtheveteran;acopyoftheapprovedtrainingagreementmustbeprovidedtothetraineeandtheVA.• WagespaidtoVAapprenticescannotbelessthanwagespaidtotraineeswhoarenoteligibleforGIBillbenefits.• Thebeginningwageisatleast50percentthejourneyworkerwageandthereareperiodicwageincreasesthatensurebythelastmonthoftraining,theapprenticeisearningatleast85%ofthejourneyworkerwage(exceptinthecaseofgovernmentsponsors).• Thereisareasonablecertaintythatthejobforwhichthetrainingisprovidedwillbeavailabletothetraineeaftertraininghasbeencompleted.ToapplyforapprovalasaprogramthatenableseligibleveteranstoreceiveGIBillbenefits(approvalgenerallytakes30days),therearethreedocumentsthattheemployermustprepareandsubmit:
EMPLOYERGUIDETOAPPRENTICESHIP291. Employer'sApplicationtoProvideJobTraining-VAForm22-88652. DesignationofCertifyingOfficial(s)-VAForm22-8794(thisformisobtainedfromtheStateApprovingAgencyrepresentative)3. RegisteredApprenticeshipProgramStandards-thesemustbepreparedasdirectedbytheOfficeofApprenticeshiportheStateApprenticeshipAgency,dependinguponthestateinwhichthesponsorislocatedorthetypeofprogrambeingoffered(localprogramornationalprogram).OnceapprovedbytheStateApprovingAgency,apprenticeshipsponsorsmayadvertisetheirpositionsasbeing"ApprovedfortheGIBill®"inordertoinformVeteransabouttheirpotentialeligibilityforaccessingbenefitsasanapprenticeshipwiththeorganization.EmployersenrollingVeteransinaprogramapprovedfortheGIBillmustadheretothefollowingrecordkeepingrequirements:• ThesponsoringemployerororganizationmustdesignateaCertifyingOfficialwhoisresponsibleformaintainingandsubmittingrequireddocumentation,includingfilestoverifythathourssubmittedtoVAreflecthoursworked,• TheinitialandmonthlyEnrollmentCertifications(VAForm22-1999andVAForm22-6553d-1)andacopyofthesignedtrainingagreementmustbeforwardedtotheVARegionalProcessingOffice.• Thesponsormustrecordapprenticeevaluationsofprioreducationandtraining,verifycreditgrantedforthatprioreducationandexperienceandnotifytheVeteranofchangesintrainingrequirementsasaresultofthatevaluation(withcopiesofthosedocumentsintheVeteran'semploymentfile).• ForwardingtotheVAcopiesofalltrainingagreementsandnotifyingVAif:atraineewithdrawsfromaprogram,thereisachangeinCertifyingOfficials,therearechangesinrequirementsforapprovedprogramsortherearenameoraddresschangesfortheorganizationoftheprimaryCertifyingOfficial.WORKFORCEINVESTMENTOPPORTUNITYACTTheWorkforceInvestmentOpportunityAct(WIOA)providesanumberofprogramsthatcanbeusedbystatestosupportapprenticesandtheemployerswhosponsorthem.BecausetheuseofWIOAfundsisguidedbyaStateWorkforceDevelopmentBoard,apprenticeshipsponsorsshouldreachouttotheirlocalBoardtodiscussopportunitiesandengageinthestrategicplanningprocess.Itispossibletoreceivethefollowingbenefitsorresourcesthroughstate-based,federallyfundedWIOAprograms,including:• Supportforworkexperienceandjobshadowingexperiences