Apprenticeships combine theory, practical work and workplace practice in a chosen trade field. Apprenticeships are aimed at developing industry-specific skills.

Apprenticeship is a proven model for effective skilled workforce development. However, employers are often unsure of how to start the process of creating a customized, sustainable program that meets their unique workforce needs. Workforce Training Solutions helps employers and other sponsors develop registered apprenticeship programs. We provide deep technical expertise, program support and assist with securing grant dollars to help make the process of adopting apprenticeship seamless and successful for employers and other sponsors.

THE FIVE COMPONENTS OF REGISTERED APPRENTICESHIP
There are five components that differentiate registered apprenticeship from other forms of workforce development training – including internships, externships and nonregistered apprenticeships. They are:

• Employer ownership
• Structured on-the-job learning
• Related technical instruction
• Rewards for skill gains
• National occupational credential

Registered Apprenticeship is an effective way for businesses to ensure an ample supply of well-qualified, highly trained workers by engaging directly in their preparation, education and training. Unlike traditional postsecondary education programs that are designed to prepare students for any number of careers and generally focus more on theory than practice, apprenticeship is designed by and for the employer and is highly specialized to meet the unique needs of a specific job. Because apprentices learn primarily in the workplace, they are trained using the same state-of-the-art equipment that they will use on the job. Moreover, they will be instructed and mentored by skilled workers who have done the job the apprentice is training to do and who will ensure that apprentices are acculturated to workplace norms and expectations. Those who complete a registered apprenticeship receive a credential that is nationally recognized as a mark of distinction.

Is your company faced with the following questions?

1. What are the key drivers for the development of skills among employees? These may include knowledge gaps due to changing processes or technologies, due to a change in the markets for buying or selling products, or due to an absence of quality vocational education programs offered by traditional postsecondary providers.
2. Is your organization’s workforce aging?
3. Is workforce diversity a goal?
4. Are there skills gaps in your industry or sector?
5. Are entry-level positions difficult to staff in your company?
6. Is your organization’s workforce development program a means of differentiating the company from its competitors?
7. How are individuals currently preparing for entry-level jobs in your organization? Are those programs or mechanisms effective?
8. What advancement opportunities are provided to incumbent workers?
9. Are current onboarding programs effective in improving productivity, product or service quality, customer satisfaction and employee retention?
10. Does the organization operate formal programs to help recent high school or college graduates transition to work?

Benefits of an Apprenticeship

• Gain qualifications
• Expand knowledge and skills from curriculum delivered by expert industry tutors
• Earn as you learn
• Career progression