Missouri AutoMOtive! Employer FAQs

In October 2018, the Missouri Division of Workforce Development won a grant from the Department of Labor to partner with Franklin Apprenticeships to execute a program that will help the Missouri automotive industry solve their workforce shortages.  The AutoMOtive! program helps employers attract, retain, and develop their next generation of skilled workers. With AutoMOtive!, job seekers have an opportunity for a new career in the automotive industry, which includes ASE certification and other technical certifications, as well as a mentor and a peer-supported community.

The automotive industry has a whopping 71% annual turnover rate. To quantify the expense associated with employee turnover:

  • Separation – unemployment compensation, exit interview costs, etc.
  • Replacement – advertising, pre-employment testing, time, and materials
  • Training – time and effort required to bring new hires up to speed
  • Productivity – lapse in morale and production, as well as low-quality output

There is also the issue of supply and demand. Fewer high schools offer auto shop programs, further diminishing the potential supply of technicians. Even when such classes are available, there is often a disconnect between what is taught and what service departments need.

And, with Millennials as a majority generation in the workforce, nearly 60% of all new dealership hires are now Millennial-aged workers. However, more than half of those new hires turn over annually, according to a study by Hireology, a talent and management firm.

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.

  • Receive subsidy from the Missouri Department of Economic Development for worker recruitment, placement, training, coaching, and certification
  • Attract a diverse candidate pool of professionals
  • Build a motivated and skilled workforce
  • Monitor competency-based progression
  • Encourage commitment and loyalty
  • Impact organizational culture
  • Create Job Ready/Career Ready employees in a cost-efficient manner
  • Bring fresh perspectives and new ideas
  • Improve productivity and retention

Recruitment, training and program costs are subsidized – resulting in an ASE certification.  Pilot employer grant recipients are eligible for State subsidy under the State grant. Please contact us for details.

  • Employer-specific training
  • Technical and soft skills education
  • Mentorship and peer-support community
  • Structured assessments to drive successful outcomes and achievement of national certifications
  • Selective recruitment processes

AutoMOtive! builds a workforce pipeline by leveraging transferable skills from a candidate’s former work history. Once in the program, participants undertake on and off-the-job training and complete their qualification in 12 months with an ASE-certification.  Utilizing Franklin Success Coaches (a team of highly trained workforce development professionals) we create an environment for success while monitoring progress according to employer-specific milestones.

Apprenticeship programs help increase workers skills, meet employer needs, and raise performance outcomes. Apprenticeships are a proven, reliable source of highly-skilled and loyal workers for employers. Through combined hands-on training and classroom instruction, apprentices gain knowledge and skills that enable companies to more efficiently and cost-effectively recruit and train a highly skilled workforce and foster employee loyalty, retention, and engagement.

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.

AutoMOtive! 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 ASE certification and a nationally recognized credential from the U.S. Department of Labor.

Yes. Franklin Apprenticeships will recruit apprentices and employers across the State and be shaped by employer demand.

  • Step #1 Register your interest in taking on an Apprentice.
  • Step #2 An AutoMOtive! program administration will contact you when candidates become available that meet your requirements.
  • Step #3 Interview best-matched candidates presented. The apprenticeship begins once a candidate is hired.

The U.S. is facing a skilled labor crisis.  Not only are there more job openings than people seeking employment, 75% of those having trouble finding and recruiting competitive candidates cite a lack of skills as a leading issue. 

But what if, instead of sifting through a pile of applications to find the one person who fits some of the requirements listed in the job description, you could instead begin to build your ideal workforce from the ground up?

Visit  our Resources section for more information.

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.

A variety of federal resources are available to help fund apprenticeship training. Some of these resources include Pell Grants, Federal Work Study Funds and the GI Bill for veteran customers.

Registration of an apprenticeship program provides:

  • The program joins the Registered Apprenticeship system, which provides access to a nationwide network of expertise, customer service, and support at no charge for program sponsors.
  • Graduates of Registered Apprenticeship programs receive a national, industry-recognized credential.
  • Registration means the program has met national and independent standards for quality and rigor. Registration tells prospective employees, customers and suppliers that the business invests in its workforce and believes employees are its most important asset.
  • In many states, businesses can qualify for state-based tax credits related to apprenticeship programs. In addition, employers may be able to claim some expenses for training as a federal tax credit.
  • Businesses and apprentices can access funding and other resources from many federal programs to help support their Registered Apprenticeship programs.

Apprenticeship is a flexible training strategy that can be customized to meet the needs of each employer. There are many options for how, when and where related instruction is provided to apprentices. It can take place during or after work hours, or be delivered one day a week while the apprentice works on the job the other four days. The instructional component can be arranged in different ways to suits both the employer and the apprentice.

Every Registered Apprenticeship program has a “sponsor.” The sponsor is responsible for the overall operation of the program. Sponsors can be a single business or a consortium of businesses. They can also be a range of workforce intermediaries, including an industry association or a joint labor-management organization. Franklin Apprenticeships is an example of an intermediary. Community colleges and community-based organizations can also serve as sponsors for Registered Apprenticeship programs. Regardless of who serves as the sponsor, apprenticeships are always employer-driven and employers are involved throughout the process. Over 150,000 businesses have adopted Registered Apprenticeship, including UPS, Ford Motor Company, the United States Military, Werner Enterprises, CVS/Caremark Pharmacy – and many others.