1. HealthCARE Montana—Addressing Rural Workforce Needs with Apprenticeship
Kaye Norris, PhD, Project Director HealthCARE MT
Valerie Piet, MA, Statewide Apprenticeship Supervisor
MT Dept of Labor & Industry
Carly Holman, MS, Workforce Coordinator
WMT Area Health Education Center

2. A Homegrown Solution for Montana’s Healthcare Workforce
HealthCARE MONTANA
Transforming college healthcare education
into a statewide workforce system
$14,998,597
18 Consortium Partners
39 Employer Partners signed LOC
Currently over 200 employer partners
October 1, 2014—
September 30, 2018
A Homegrown Solution for Montana’s Healthcare Workforce

3. HealthCARE MT Staffing

4. HealthCARE Montana—By the Numbers
Directly served ~2600 participants
Over 5000 students enrolled in healthcare programs
Over 200 employer partners

5. Components of Registered Apprenticeship
Who is in the room?
Why interested in apprenticeship?
What experience have you had with apprenticeship?

6. Breaking the Mold—Rewiring Apprenticeship
1. Where do workers come from?
Incumbent
New employees
Cohort Based
Cream of the Crop
2. What is the ideal curriculum delivery?
Correspondence
Online
Classroom
Hybrid classroom and online
3. What’s the curriculum source?
Textbooks
In house
Community-provided training
Industry-provided training
2 year college
4 year college + +
4. How do you structure the program?
Continuous work and curriculum
Front loaded curriculum
Varies
5. How do you measure success?
Length of time in program
Competency assessment
Combination of the two + +

7. Making it happen in Montana
Where we began ZERO healthcare apprenticeships

8. Role of the Workforce Coordinator
Identify Workforce and Training Needs
Statewide workforce needs assessment
Rapid response surveys
Quarterly site visits

9. Role of the Workforce Coordinator
Employer Engagement
Build relationships with healthcare facilities
Keep employers informed on new college programs, training opportunities, and apprenticeships
Determine when apprenticeship could be a good fit for workforce/training needs

10. Role of the Workforce Coordinator
Bridging Employers and Colleges
Engage college faculty – role of HealthCARE Transformation Specialist
Keep college faculty informed of workforce needs in their region
Coordinate meetings with college faculty, employer partners, and apprenticeship staff

11. Strategies for Success
Occupations chosen—employer driven
Rural focus
Program Development—all new materials—toolkit
Partner with Education Providers—Give options
Partnership with Licensing Boards, Professional Organizations, other Workforce Development Stakeholders
State level leadership support
Statewide scaling and sharing best practices

12. Challenges and Lessons Learned
Transitioning from Trade to Healthcare Model
Adopting novel apprenticeship structures
Navigating complex education, licensing, and credentialing requirements
Employers and Colleges did not have any understanding of healthcare apprenticeship potential
Explain Return on Investment; Testimonies from early adopters
Colleges tend to be insular
Point person very important

13. Challenges and Lessons Learned
College faculty concerned about clinical regulations, scope of work, quality of onsite training
Development of grids; Persistence and Education
Supporting sponsors and apprentices in high turnover occupations
Case manager role; Frequent visits
Assist employers in identifying successful candidates
Clarifying expectations—curriculum, OJT, graduation requirements
Advocating for employee retention through career laddering

14. Registered Apprenticeship Programs
Total
BASIC
CNA
ADVANCED
CNA DEMENTIA
CNA RESTORATIVE
CT TECH
SURG TECH
MEDICAL SCRIBE
MEDICATION AIDE II
ADMINISTRATOR (ASSISTED LIVING)
ADMINISTRATOR (LONG TERM CARE)
PHARMACY TECH
PRE-CODER
MEDICAL CLAIMS
PRACTICAL NURSE
PARAMEDIC
107 40 1 8 28 5 11 3 2

15. College/Employer Distance & Apprenticeship Projects
Highlands--Online Behavioral Health Certificate/Endorsement
Great Falls College—Pharmacy Technician; Dental Assistant; Medical Assistant Program in Collaboration with Missoula College
Flathead Valley Community College—Patient Relation Specialist
Miles Community College—Medical Lab Technician; Phlebotomy
Gallatin College—Surgical Technology Program in Collaboration with Great Falls College

16. Spotlight on Practical Nursing Apprenticeship
PNs needed in Rural LTC facilities
Distance delivery necessary
Faculty concerns
Utilization of step down role
Apprenticeship strengthens training, allows career advancement without leaving workforce

17. LPN Apprenticeship–How it Works
Program Stages
Semester 1
Pre-apprenticeship
Semester 2 Apprenticeship
Semester 3 Apprenticeship
OJT Apprenticeship
Timeframe
4 months (can be extended)
4 months
Approx. 6 months OJT
Program Details/Highlights
Student is working as a CNA or MA; or set to be hired as a CNA or MA. Students enroll in pre-requisite courses and apply to LPN program. Students that are accepted into the LPN program will enter LPN apprenticeship and receive credit for OJT from CNA or MA role.
Apprentice is working as a CNA, CNA Specialty, or MA.
The apprenticeship can start after they are accepted to an LPN program.
Apprentices cannot be paid for clinical hours. Clinical hours may be required at other facilities.
Apprentices can be paid for didactic and lab hours, if the employer chooses to do so.
Apprentices can be paid for didactic and lab hours, if the employer chooses to do.
Apprentice works as a CNA, CNA Specialty, or MA until they pass the NCLEX-PN. Apprentices may also utilize an interim LPN license.
Apprentices will be paid for LPN hours and CNA/CNA Specialty hours.
RTI Requirements
BIOH 101 & Lab MATH 120 PSYX 100 WRIT 101
NRSG 130 & Lab NRSG 135 & Lab NRSG 152 & Clinical
NRSG 140 & Clinical NRSG 142 & Clinical NRSG 148 & Clinical -
Expected OJT Hours
430 Hours
280 Hours
1010 Hours
Role in Facility
CNA, CNA Specialty, or MA
LPN
Wage Schedule
CNA or MA Wage
% of Entry Level LPN Wage
Credential Earned
Interim Credential from MT Registered Apprenticeship
Practical Nurse Certificate of Applied Science
Apprenticeship Credential
from MT Registered Apprenticeship and Practical Nursing License from MT Board of Nursing

18. Apprenticeship Tax Credit
Incentives to businesses for starting a new apprenticeship program or expanding current base
$750 credit per new apprentice and $1,500 credit for each new apprentice who is a veteran

19. HealthCARE Apprenticeships—Future Programs
Community Health Worker
Behavioral Aide
Paramedic: Partnership with City College & Miles City Fire Department

20. Questions / Comments