Modern apprenticeship is a workforce recruitment and development solution that offers employers a cost-effective way to attract, train, and retain middle-skill talent.
Apprenticeships are mostly known in the skilled trades. But, the modernization of apprenticeship systems is a way to help employers solve middle-skill workforce shortages. Middle-skill jobs, which require education beyond high school but not a four-year degree, make up the largest part of the labor market in the United States.
Middle-skill jobs account for 53 percent of the United States’ labor market, but only 43 percent of the country’s workers are trained to the middle-skill level. Modern Apprenticeships are a way to help fill that growing workforce gap.
Registered Apprenticeship programs help businesses develop highly-skilled employees, reduce turnover rates, increase productivity and lower the cost of recruitment. Additional benefits include:
● Customized training that meets industry standards, tailored to the specific needs of businesses, resulting in highly-skilled employees.
● Increased knowledge transfer through on-the-job learning from an experienced mentor, combined with education courses to support work-based learning.
● Enhanced employee retention: 91% of apprentices that complete an apprenticeship is still employed nine months later.
● A safer workplace that may reduce worker compensation costs, due to the program’s emphasis on safety training.
● A stable and reliable pipeline of qualified workers.
● A systematic approach to training that ensures employees are trained and certified to produce at the highest skill levels required for the occupation.
● Businesses may qualify for state-based tax credits available for apprenticeship program sponsors. Workforce systems and other community partners may also choose to contribute funding for training, supplies or other aspects of apprenticeship programs. These benefits reduce an employer’s investment in apprenticeship training costs.
The Office of Apprenticeship (OA) in the U.S. Department of Labor works with State Apprenticeship Agencies (SAAs) to administer the program nationally. These registration agencies are responsible for:
● Registering apprenticeship programs that meet federal and state standards
● Protecting the safety and welfare of apprentices
● Issuing nationally-recognized and portable credentials to apprentices
● Promoting the development of new programs through marketing and technical assistance
● Assuring that all programs provide high-quality training
● Assuring that all programs produce skilled, competent workers
We deliver a structured managed approach using the Franklin Success Framework including:
● Planning and Needs Analysis—build the business case, identify apprenticeable occupations and roles, and align with the local sector strategy
● Apprenticeship Program Development –engage training providers, match curriculum with employers’ needs, manage Federal and State registration process, engage and recruit apprentices, and maximize government funding
● Readiness and Training— establish employer staff training, Train the Trainer, Success Coaches, Mentors, and culture
● Recruitment, Assessment, Registration, and Certification – AskFranklin.org job board, online assessments, Franklin Skills Tracker LMS/Eportfolio, Success Coaches, quality assurance programs, and review boards
Employers set the hourly wage to match a current entry-level journeyman wage. Apprentices receive reduced wages equaling 65% of the starting wage which increases to 75%<85%<100% as competencies are achieved.
First, apprentices are hired by employers and receive a paycheck from the first day of work. Wages increase over time as apprentices advance in their knowledge, skills, and abilities.
Franklin Apprenticeships connect education and work simultaneously. Apprentices take classes while they are working, combining theoretical and hands-on learning. At the end of the apprenticeship, apprentices earn industry-recognized certifications and a nationally recognized credential from the U.S. Department of Labor.
The length of an apprenticeship program depends on the complexity of the occupation and the type of program model the sponsor chooses. Apprenticeship programs range in length from one to six years.
Yes, Registered Apprenticeship programs are used across all industries in both non-union and union workplaces.
Employers play an indispensable role in any Registered Apprenticeship program. There cannot be an apprenticeship without an employer. Employers drive the design of an apprenticeship program.
There are five components to a typical registered apprenticeship program. These include:
Employers are the foundation of every apprenticeship program. They play an active role in building the program and remain involved in every step of the way. Employers frequently work together through apprenticeship councils, industry associations, or other partnerships to share the administrative tasks involved in maintaining apprenticeship programs.
Structured On-the-Job Training
Apprenticeships include an on-the-job training (OJT) component. Apprentices receive hands-on training from an experienced mentor at the employer’s location. OJT focuses on the skills and knowledge an apprentice must learn during the program to be fully proficient on the job. This training is based on national industry standards, customized to the needs of the particular employer.
One of the unique aspects of an apprenticeship program is that it combines on-the-job learning with related instruction on the technical and academic competencies that apply to the job. Education partners collaborate with employers to develop the curriculum, which often incorporates established national-level skill standards. The related instruction may be provided by community colleges, technical schools, or apprenticeship training schools – or by the business itself. It can be delivered at a school, online, or at the employer’s location.
Rewards for Skill Gains
Apprentices receive wages when they begin work, and receive pay increases as they meet benchmarks for skill attainment. This helps reward and motivate apprentices as they advance through their training.
Every graduate of a Registered Apprenticeship program receives a nationally-recognized credential. This is a portable credential that signifies to employers that apprentices are fully qualified for the job.
One-third of Missouri’s dislocated workers have backgrounds in manufacturing or construction-related fields. These skills represent an area of untapped talent for Missouri’s automotive industry.
The workforce strategy is to tap into a pool of “job ready” professionals who bring maturity and life experience to entry-level positions. Working with the Missouri Department of Economic Development, we identify skilled dislocated workers whose jobs have been – or may soon be – eliminated.
Dislocated workers who are registered as such by the local Job Center. To be eligible, you must be:
- Receiving unemployment benefits due to being laid off or losing a job within the past 5 years and unlikely to return to a previous occupation.
- Laid off or received a lay-off notice from a job within the past 5 years.
- Self-employed but now unemployed due to economic conditions or natural disaster.
- The spouse of an active duty member of the Armed Forces and have experienced a loss of employment within the past 5 years because of relocating due to a permanent change in duty station.
- The spouse of an active duty member of the Armed Forces and unemployed or underemployed, and experiencing difficulty in obtaining or upgrading employment.
- A displaced homemaker who previously provided unpaid services to the family (for example: a stay-at-home mom or dad) no longer supported by the spouse, unemployed or underemployed, and having trouble finding or upgrading employment.
From their first day of work, apprentices receive a paycheck that is guaranteed to increase as their training progresses. Apprentices also complete a combination of job-related instruction and hands-on training at the job site leading to a nationally-recognized, portable credential. Additional benefits include:
- Practical on-the-job training in a wide variety of occupations and industries, such as health care, construction, information technology, transportation, energy, and advanced manufacturing.
- Hands-on training resulting in improved skills and competencies as well as the potential to earn college credit toward an associate’s or bachelor’s degree.
- Once the apprenticeship is complete, workers are on their way to a successful long-term career with a competitive salary and little or no educational debt.
- When an apprentice graduates from a career training program, he or she earns a certified portable credential accepted by industries and employers across the U.S.
Yes, an apprenticeship is a job. Apprentices start working when they enter an apprenticeship, with steady wage increases as they become more proficient. The average starting wage for an apprentice is $15.00 per hour.