Registered Apprenticeship Talent Development Tool for the Workforce Investment System Your Name U.S. Department of Labor Office of Apprenticeship Your state Or State Agency Your office Your state

Registered Apprenticeship 70 th Anniversary of the Fitzgerald Act

Registered Apprenticeship Overview Program Operation Benefits to Employers and Job Seekers WIA-Apprenticeship Integration –Performance Measures –Apprenticeship Sponsors as ETPs –WIA Funding for Apprenticeship Ways to Work Together Next Steps

Registered Apprenticeship Voluntary Training System On-the-job learning complemented by theory or related instruction Partnership between employers, employees and government Focus on skills development APPRENTICES ARE EMPLOYEES

Federal Requirements On-the-job training plan Provisions for organized related instruction Progressive wage schedule Adequate and safe equipment and facilities for training Established apprentice progress evaluation Qualified training and supervision

National Apprenticeship Statistics More than 29,000 Registered Apprenticeship Programs More than 449,000 Apprentices 25.6 percent minorities 6 percent women More than 40,033 active military apprentices

Apprenticeship Statistics: Your State # Registered Apprenticeship Programs # Sponsors # Registered apprentices # percent minorities # percent females

Apprenticeship Myths Only for unionized industries Too much bureaucracy Outdated and outmoded No future – limited career path

High Growth Industries with Registered Apprenticeship Advanced Manufacturing Aerospace Automotive Biotechnology Construction Energy Financial Services Geospatial Health Care Homeland Security Hospitality Information Technology Retail Trade Transportation

Who Makes Apprenticeship Work? Individual Companies – Small and Large Corporations Associations Labor Unions Non-profit Organizations Community Colleges Government: City, State and Federal

Program Operation On-the-job learning Related instruction Theory Technical Comprehensive training Progress is tracked Programs range from 1 to 7 years depending on industry requirements

Benefits to Employers Increased productivity Helps reduce employee turn-over Tailor training to meet industry needs Matches or exceeds training required by certifying agencies and licensing boards Provides employees who are certified, competent and highly skilled

Benefits to Employers Reduce worker compensation/safety emphasis Recruiting tool Free technical assistance in program development by OA Associated with a nationally recognized system of training throughout the US DOL

Benefits for the Apprentice: An “earn while you learn” format, with increased wages during the entire training period. Average starting pay in FY2006: $12.16 Average pay within nine months of starting: $13.48 OJT on current technology and equipment, under the guidance of qualified mentors. Assures proper related technical instruction. Assures job training & certifications will meet industry standards. Linkages to University AAS degree programs.

Veterans Registered Apprenticeship programs are approved for veterans benefits under the Montgomery GI Bill

Registered Apprenticeship Aligns with Workforce System Priorities Highly versatile training strategy –Customized format –Extensive knowledge of industries by apprenticeship staff –Significant employment, retention and wage outcomes Meet Workforce System goals Increase quality of WIA services to employers and job-seekers

Shared Values of Registered Apprenticeship and the Workforce System Customer focused Accountability of training Performance-based outcomes High quality training to industry skills standards Develops high performance workforce Labor market driven to meet changing needs

WIA State and Local Strategic Planning –Workforce solution for targeted industries Expansion of Registered Apprenticeship into emerging fields Expansion of Registered Apprenticeship prep programs in high-demand clusters

Business Engagement Encourage development of Registered Apprenticeship to meet business needs Integrate RA into regional partnerships as a strategy for talent development

Apprenticeship Sponsors as Eligible Training Providers Benefits from streamlined processes for becoming initially approved WIA statute and regulations provide for flexibility in determining registered apprenticeship training programs as initially eligible providers of ITA-funded training services –WIA regs at 20CFR (b)(2)(iii) –WIA regs at 20 CFR (b)

One-Stop Career Center Operations— How Can We Work Together? Referrals to apprenticeship and pre-apprenticeship programs Apprenticeship staff, WIA case managers and veterans’ representatives can market and develop programs and refer appropriate candidates Industry-focused informational meetings Co-sponsor career fairs Coordinate pre-apprenticeship programs

WIA Funding for Registered Apprenticeship ITAs –Support for related instruction –Pre-apprenticeship training Customized Training Models On-the-job Training

WIA Statewide Reserve and Other State Funding Sources Governor’s 15% reserve funds WIA Adult and Dislocated Worker program Incentive Funds under WIA Title V General Revenue Funds State legislature appropriations State education funds targeted for career and technical education

WIA Performance Measures and Registered Apprenticeship Registered Apprenticeship as Employment Registered Apprenticeship as Training Identifying the Point of Exit Tracking Earned Credentials DOL and the State Apprenticeship Agency track apprentices throughout their participation

Next Steps to Consider… Map existing regional Registered Apprenticeship programs with One Stops Strengthen collaboration between WIBs and apprenticeship staff to leverage Registered Apprenticeship as a significant workforce strategy Educate One-Stop Centers and WIBs Discuss apprenticeship as a workforce tool Adopt policies and procedures to better integrate RA as an important strategy Encourage RA sponsors to contact their local WIBs

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