Funding from the State of Pennsylvania

Franklin Awarded $520K To Expand Tech Apprenticeships in PA

Franklin Awarded $520K To Expand Tech Apprenticeships in PA

Pennsylvania Governor Tom Wolf recently announced awards totaling more than $11 million for 26 apprenticeship programs, including Franklin Apprenticeships which will receive $520,000 to deliver technology pre-apprenticeship and apprenticeship programs to employers and residents of the state.

The grants are part of Governor Wolf’s PA Statewide Movement for Accountability, Readiness and Training (PAsmart) framework, which is “designed to better align education, workforce and economic development initiatives and funding,” according to the Governor’s website.

“We applaud the State of Pennsylvania for making this significant, strategic investment in building its tech workforce by helping people with no formal experience in technology transition to well-paid, high-demand roles in the state,” Kim Nichols, CEO and Founder of Franklin Apprenticeships explains. “Our team at Franklin is thrilled to build on the work we are already doing in the state, and expand access to our apprenticeship programs for employers and tech career seekers.”

Franklin’s Pre-Apprenticeship and Apprenticeship Programs currently include: IBM Z, Software Engineering, Network Engineering, Cybersecurity and Helpdesk. There is an accelerating demand from employers for Franklin’s job ready, pre-apprentice graduates as many companies are increasingly leveraging apprenticeships as a tool for building their own pipeline of tech talent given the high-demand for people with these skills.

“Throughout history, apprenticeships have been a vital and necessary part of career education in certain fields,” Gov. Wolf said in the press announcement. “By expanding these important programs to more occupations and industries, we are offering Pennsylvania workers opportunities to train for family-sustaining jobs while helping businesses develop a workforce that will strengthen our economy and our communities.”

Grant Details: Franklin Apprenticeships | $520,000

Tech Talent for PA

Franklin Apprenticeships will establish and enroll participants into non-traditional, competency-based registered apprenticeships and pre-apprenticeships using a non-traditional service delivery process. The proposed Franklin statewide program will prioritize 240 new pre-apprenticeships and 40 apprenticeships expanding into non-traditional occupations parallel to the growing workforce-need within the IT sector. The program has a special focus on prioritizing the recruitment of diverse populations and historically underserved participants (including minorities, low-income populations and women).

Franklin Apprenticeships will establish and enroll participants into non-traditional, competency-based registered apprenticeships and pre-apprenticeships using a non-traditional service delivery process. 

Read more at the Governor of Pennsylvania’s Press Room.

Interested in Getting Involved?

  • Career Seekers in Pennsylvania: Explore Franklin’s Pre-Apprenticeship Programs which currently include: IBM Z, Software Engineering, Network Engineering, Cybersecurity and Helpdesk.
  • Employers in Pennsylvania: Ready to start a tech apprenticeship program to build your talent pipeline? Franklin will make it easy to get started. Get in touch at info@franklinapprenticeships.com.

Modernizing the mainframe for the digital era

Franklin Apprenticeships featured in CIO Magazine

Franklin Apprenticeships featured in CIO Magazine

This article explores the long-term future of IBM Z Mainframe and takes a detailed look at how M&T Bank is using the platform. It also mentions the IBM Z Apprenticeship Program, which is delivered by Franklin Apprenticeships.

“Farther north, M&T Bank launched in November 2020 its Z Development Program (ZDP) Mainframe Apprenticeship, a training and internship program that recruits participants from non-traditional backgrounds and underserved communities, particularly Black and Latinx people, as well as women and veterans in the Buffalo area. The goal is to develop entry-level application developers and systems administrators with the skills to work with IBM Z systems. The program is a collaborative effort that draws on the support of IBM, Franklin Apprenticeships, and the Urban Institute.”

Read more online at CIO.com

Press Release

Franklin adds senior hires to leadership team

Franklin adds senior hires to leadership team

Franklin Apprenticeships expands corporate learning and development expertise with Senior Operations and Marketing hires

“Franklin Apprenticeships, the professional apprenticeship experts, today announced two senior hires that expand the company’s learning and development expertise to support further growth. Franklin has appointed Helen Smyth as Vice President of Operations and Mikki Draggoo as Vice President of Marketing.”

Read here: EINPresswire.com

 

Sharing Insight from the U.S. and U.K.

Exploring Age Diversity In Apprenticeships

Exploring Age Diversity In Apprenticeships

Apprenticeships provide an excellent opportunity for individuals of all ages to explore new careers through an alternative path. Individuals who seek a new career path may lack the time and resources to pursue a college degree as a full-time or even part-time student due to familial and financial responsibilities. Apprenticeship programs that offer an “earn while you learn” approach helps apprentices avoid taking on debt but still gain the necessary skills to pursue their dream career.

Franklin Apprenticeships and the City & Guilds Group recently hosted a roundtable with both apprentices and employers from the U. S. and U.K. who are committed to breaking generational barriers.

Apprentices offered excellent insight from their experiences with generational differences in their apprenticeship programs, while employers explained the benefits of an age-diverse apprenticeship program.

Sharing Insight from the U.S. and U.K.

Building Gender Diversity through Apprenticeships

Building Gender Diversity through Apprenticeships

Apprenticeships are an excellent opportunity to build gender diversity in a company’s early career pipeline. By providing a route to professional careers that does not rely on a degree, earn-and-learn apprenticeship programs are more accessible to people from all walks of life – and can be a powerful way for a company to improve gender diversity.

Franklin Apprenticeships and the City & Guilds Group recently hosted a round table with top apprenticeship employers in the U.S. and U.K. exploring how they have built gender diversity through their apprenticeship programs.

The participants included representatives from Siemens, T-Mobile, NatWest and The Urban Institute. They offered excellent insight into how to not only recruit apprentices to improve gender diversity within a team, but how to make sure they grow and develop their careers within your company.

Check out our highlight reel from the event and our infographic of five ideas we learned to attract and retain gender diverse apprentices. For a full event run-down, read more on City & Guilds’ website.

Meet Kim Nichols - A Leader And A Role Model For New Career Possibilities

Franklin Apprenticeships featured in Forbes Magazine

Franklin Apprenticeships featured in Forbes Magazine

“This week marks National Apprenticeship week, and there is no better time to introduce the instructive example of Kim Nichols. She entered the world of apprenticeships the hard way—she created her own. After an orthodox education in accounting and business administration, she moved on to a successful corporate and consulting career. However, parallel volunteer work as a board member of the charity The Children’s Guild led to her going on a fact-finding mission to the UK on apprenticeships. Impressed by what she saw, she arranged a six-month sabbatical to work with London collaborators on how apprenticeships could be revitalized and expanded in the US.

She asked, how could “the ancient solution” of apprenticeships help address “our 21st century problem” to prepare workers for a fast-changing world?”

Read more online in Forbes Careers.

By Kim Nichols, CEO, Franklin Apprenticeships

National Apprenticeship Week 2021

National Apprenticeship Week 2021

National Apprenticeship Week Logo 2021

Next week is one of my favorite weeks of the year because it is all about apprenticeships! National Apprenticeship Week runs November 15 – 21 and is all about raising awareness and celebrating the achievements of apprentices across the country.

I am so passionate about apprenticeships because they are a tried-and-tested solution to the pervasive and growing challenge of how to recruit and train people for technical careers.

They give people from all walks of life a path to learn new skills and grow their careers within companies that desperately need diverse tech talent. Instead of going into debt for a degree, apprentices get paid a good wage throughout the program as they train and build job experience at the same time.

There are millions of capable, bright, eager individuals out there with a strong aptitude for tech careers who simply don’t have the time or money to commit to a four-year tech degree. Importantly, colleges are simply not producing enough qualified people to meet employer demand. College Factual estimates there were only 53,000 computer science graduates last year; compare that to 360,000 tech job openings listed by employers in October 2021 alone, according to Burning Glass Technologies.

We can proudly say after an apprenticeship with Franklin, 100% of our graduates are fully competent in their job roles. And 94% of Franklin apprentices stay employed with their current companies – frequently being promoted within the first few years.

That brings me back to National Apprenticeship Week and why it is important. Despite the proven benefits, there are currently fewer than 3,000 active apprentices in the tech sector according to the Department of Labor.

National Apprenticeship Week is a fantastic opportunity to build awareness of apprenticeships. Throughout the week, there are tons of opportunities to get involved; I’ve listed my top three below.

Together we can raise awareness of apprenticeships and hopefully take a big step forward in establishing apprenticeships as a go-to option for technical skills training making the American dream more accessible to more people.

TOP 3 WAYS TO GET INVOLVED IN NATIONAL APPRENTICESHIP WEEK 2021

1) Join an event

Take a look at the National Apprenticeship Week website to see all the fantastic events and promotional activities that are planned.

Franklin is hosting two events, including an Apprenticeship Info Session for Veterans and a Round Table for employers, Building Gender Diversity Through Apprenticeships.

2) Promote apprenticeships on your social media channels

Share articles and blogs (like this one!) on your social channels to help build awareness of apprenticeships across your networks. Make sure you follow us to get the latest updates on LinkedIn, Facebook and/or Twitter.

3) Explore apprenticeship opportunities for yourself, friends or family

Franklin currently offers apprenticeships in six occupations including: Cybersecurity Analyst; IBM Z ® Mainframe App Developer; IBM Z ® Mainframe Systems Administrator; Helpdesk Technician; Network Engineer and Software Engineer.

If tech isn’t your path, there are tons of additional occupations available – take a look at Apprenticeships.gov for more information.

Apprenticeships vs. Recruiters: Which Makes More Sense?

Apprenticeships vs. Recruiters: Which Makes More Sense?

If you’re an IT hiring manager, we don’t have to tell you the challenges of keeping your talent pipeline full in the best of times. And 2020 has not been the best of times, with the remote work environment adding several new layers of difficulty to the process of vetting, interviewing and hiring new team members.

You’ve probably considered, and perhaps tried, using a recruiter to fill the void. And on paper it makes sense to take the grunt work of sifting through resumes off your own plate. But apprenticeships are another way to accomplish that, and in our opinion, a path that leads to better outcomes.

Let’s take a comparative look at apprenticeships and recruiters:

The candidates: Is a recruiter finding talent that’s any better, or even different, than the resumes you’ll find yourself on Indeed.com and similar sites? Perhaps, but chances are high that they’re doing the same keyword searches you would do yourself.

The talent pool for apprenticeships tends to be different and more diverse. Some are recent college graduates, yes, but others are ex-military, are changing careers for another reason or returning to the workforce after raising a family. Still others have decided that the four-year college track, and the debt that follows, is not for them. What they all have in common is that they’re highly motivated to change their circumstances, excited to be working for you, and willing to earn their stripes, with no sense of entitlement.

Cost: Recruiters are expensive, typically collecting 20% of the first year’s salary. Which might be fine if your new hire sticks around, but you might just be hiring an experienced job-hopper. Some recruiters will offer a 60 to 90-day guarantee, but even if you get that free replacement, you’ve lost a lot of time and momentum onboarding someone who turned out to be a swing and a miss.

The concession you’ll make in an apprenticeship program is simply allowing your new hire a few hours per week for training time as they pursue the additional certifications that will make them a better employee. Franklin handles all the classroom training and certifications. Plus, 91% of apprentices remain with the company after the first year; with 95% sticking longer-term.

Also, an apprentice starts work at a wage well below the going market rate. They earn their pay bumps only after they deliver results and add certifications.

After the hire: Unless you need to take advantage of that guarantee, a recruiter’s involvement ends the day your new hire starts. Good luck from there.

Your new apprentice comes fully equipped with a Franklin Personal Success Coach who works with them weekly through the entire one-year program. The coach checks in with you as well, to make sure your apprentice is being molded to your way of working. And those 52 weeks of support cover not only their technical skills and certifications but the “soft” people skills that make them better employees and co-workers.

A hidden talent pool, lower costs and a full year of comprehensive support, all great reasons to take a closer look at an apprenticeship program.

Ready to learn more about an apprenticeship program? Contact us today.

 

You Just Graduated – Now What Can You Do?

You Just Graduated – Now What Can You Do?

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You spent the last 12, 16, or more years in school. You have invested a lot of hard work. You have an interest in the technology field.  Whether you have applied to colleges, or have just completed your college career — you have some important questions about what you can do to get a good job, today.

As an individual looking to start a fresh career, you have some big decisions to make — and several uncertainties to consider.

If you are a high school graduate, you might question whether the college choice will yield the same results as you once thought.

  • Do I go to college as planned?
  • What if colleges don’t re-open in the fall?
  • What if they open, but all classes are online?
  • What will my return on investment be for all of that college tuition?
  • Should I stay closer to home for now?
  • Are there any other, more immediate career options?

As a college graduate, you might question whether or not your degree will carry the same weight as you once thought.

  • How do I start my career in a job market that has dramatically shifted?
  • Should I consider temp work?
  • What will my return on investment be for all that college tuition?
  • Will my major be applicable in today’s business climate?
  • How will I replay my college loans and afford my household expenses when I can’t find a job?
  • Are there any alternative, immediate career options?

Consider this: An IT apprenticeship is a good way to spend a gap year or post graduate year. And it offers an immediate return for today, and beyond.

What can you have if you decide to pursue an IT apprenticeship?

We have answers to all of these questions for today’s high school and college grads.

  1. You can have a full-time, W-2 paid apprenticeship position in the lucrative IT industry as a help desk technician with a company that is close to home. This is NOT an internship.
  2. You can see if an IT career is the right fit for you with a one-year apprenticeship program before you consider investing the $100K+ expense on a four-year degree. Or, you can begin working to pay off your current loans while determining if an IT career is right for you.
  3. You can embark on an apprenticeship that leads to a long-term career path 94 percent of the time (as opposed to most college grads who jump jobs multiple times before they are 26).
  4. You can receive three Industry recognized certifications (Microsoft or CompTIA) in the one year program with documented IT skills that make you more valuable — all at no personal expense.
  5. You can have a personal Success Coach work with you every week to ensure you are on the right track — and that includes developing your professional skills as a complement to your technical skills.
  6. You can earn up to three pay raises in the first year on the job.
  7. You can work a typical 40-hour week and attend online training during working hours with no night classes.

You could spend the next few years going to college. You could spend the next year waiting to figure out how to market your degree. Or,  you can take another track and jump right into a lucrative IT career as a Digital IT Apprentice.  Apprenticeship is a great way to crack a hidden, in-demand job market and jump-start a full-time career.

Now might be the right time to earn while you learn in an apprenticeship.  Determine if an IT career is your best destination.

How can you learn more about what you can do with an apprenticeship? Contact us.  

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Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?

Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?