Web-Based Discussion with Colorado State and Local Workforce Staff: Registered Apprenticeship and Pre-Apprenticeship Opportunities under WIOA December 23, 2015 Maria R. Brady Multi-State Navigator Dallas Office of Apprenticeship

As You Know WIOA supports the expansion of Registered Apprenticeship programs and opportunities for all populations Registered Apprenticeship was rarely utilized under WIA but we’re hoping for the strategic incorporation of this approach under WIOA in planning, service design, and service delivery Pre-apprenticeship programs are now considered a type of Work Experience, which has a 20% youth expenditure requirement attached to it 2

But First! A Disclaimer The WIOA Final Regulations will not be published until 2016 –Yes, some things will change and some things will be clarified (or further clarified) –What we have at this time is the statute, the proposed rules, and various policy guidance, such as TEGL and TEGL 3-15 NOTE: WIOA Operating Guidance on RA expected 3

“Your” Feedback and Key Discussion Points This is all good and on the table for discussion Also remember that we need not be limited by the slides 4

Background: What is Registered Apprenticeship? 5 A structured occupational training program that combines on-the-job training and related instruction in which workers learn the practical and conceptual skills required for a skilled occupation, craft or trade.

Background: Five Core Components of RA 1.Employer Involvement is Integral 2.Structured OJT with Mentoring 3.Related Training and Instruction (RTI) 4.Rewards for Skill Gains 5.National Occupational Credential 6 The components are very flexible (e.g., many different models, different ways to complete, flexibility in partners and their roles (although one constant is employer involvement))

Taking A Step Back The Workforce System and RA From a 2008 study by Planmatics:From a 2008 study by Planmatics: –“Interviews with representatives of [One-Stop Centers in several states], as well as comments of sponsors and apprentices, indicated there was very limited coordination and virtually no integration between the Registered Apprenticeship and the One-Stop System.” Has much changed?Has much changed? –National WIASRD data for the four quarters ending 3/31/15 indicated eleven (11) states utilizing WIA/WIOA funds to support RA (WIASRD Data Element #1209) 7

National WIASRD Results Four Quarters ending 3/31/15 8 The numbers for Region 4 do not include Colorado

National WIASRD Results Four Quarters ending 6/30/15 9 Translation: In the four quarters ending 6/30/15, there were 726 WIA participants who were reportedly involved in a Registered Apprenticeship program – Colorado is now reporting 33 (Pike’s Peak)

So why is RA so underutilized as a workforce strategy? Image, Myths, Misunderstandings, Incorrect and/or Incomplete Information, Lack of Guidance on Specifics, Etc. Forget the Myths – Focus on the FACTS 10

Focus on the Facts About Registered Apprenticeship –It’s more than just construction –Can involve multiple or single employers –Both union and non-union programs –Programs can be as short as one year –The components of Registered Apprenticeship are very flexible 11 Forget the Myths!

Another Myth and Likely a Key Reason for Under-Utilization “If it’s a five year program, I have to stay attached to these people for the full five years.” –Not true. This was initially clarified in TEGL 2-07 but it hasn’t seemed to sink in. –Unless there’s a state policy that says otherwise, once WIOA is “done,” the individual can be allowed to exit 12

The Real Deal Regarding WIOA Exit and Working with RA Unless there’s a state policy stating otherwise, allow the individual to exit when WIOA is “done” –Example: You’re supporting an apprentice through their largely front-loaded classroom training component (RTI); when the RTI is done, allow them to exit Exit could be allowed to occur at the time of a scheduled wage increase –Example: You supported a youth through a pre- apprenticeship program and your intent is to provide further support during their RA program participation through their first wage increase (or maybe their second) 13

So What Can the Workforce System Pay For? From the perspective of individual apprentices, the workforce system can: –Provide supportive services (e.g., tools, uniforms, transportation, child care) –Pay for all or part of the classroom training (RTI) through an Individual Training Account (ITA) must be on the ETPLFor the WIOA participant to use an ITA for their RTI, the provider must be on the ETPL –Pay for all or part of the OJT (see next slide) You can start small! 14

OJT Under WIOA There’s More Flexibility! 75%WIOA gives States/local areas the flexibility to increase the reimbursement level up to 75% taking into account several factors (participant characteristics, size of employer and others) –Think about out-of-school youth with barriers, for instance! –Although some states/local areas are comfortable utilizing OJT, many are not or limit its use, which is a missed opportunity –An OJT contract with an employer (or group of employers) could be written as a “blanket OJT contract” that could potentially cover multiple WIOA participants (i.e., apprentices) 15

From TEGL 3-15 (page 11) What Workforce System Can Pay For 16

About the Outcomes Registered Apprenticeship Helps! 1.Employment in 2 nd Qtr after exit –As of this writing, the “universe” for the measure is all WIOA individuals whether or not they’re employed (or an apprentice) when they come on board 2.Employment in 4 th Qtr after exit –This measure is independent from the first measure. In other words, this is NOT a retention measure, and it includes the universe; if the apprentice is employed during this quarter, that’s a positive hit 3.Median earnings in 2 nd Qtr after exit –For those employed in the 2 nd qtr (measure #1), what’s their median earnings? 17

About the Outcomes (2) Registered Apprenticeship Helps! 4.Credential Attainment –There are many balls in the air right now and a lot of comments received on the NPRM language –The statute does say a credential (like a RA Completion Certificate) can be obtained up until a year after exit 5.Measurable Skill Gains –Also many balls in the air but a lot of potential for Boards supporting Registered Apprenticeship This measure is NOT based on exit; “credit” can be taken during participation [in a RA program] 18

About the Outcomes (3) Registered Apprenticeship Helps! 6.Effectiveness in Serving Employers –The least “developed” metric at this time –Many comments received on NPRM language –One current idea is a “retention” measure (if an employee the workforce system helped them obtain was employed in both the 2 nd and 4 th quarters after exit, then that would be a good thing because that means they’re staying with the employer) –Regardless of what this ends up looking like, being employer-driven, wouldn’t you think RA would likewise be a slam dunk here as well? 19

Pre-Apprenticeship is More Prominent Under WIOA Especially for Youth – Pre-Apprenticeship now listed as a type of Work Experience, which has a 20% funding requirement attached to it –How does pre-apprenticeship differ from the youth program element under 129(c)(2)(E)? For Adults and Dislocated Workers, pre- apprenticeship programs could be considered a “short-term pre-vocational service” or other type of “individualized career service” Note: USDOL does not certify or register pre- apprenticeship programs 20

TEN – An Oldie but Goodie Quality Pre-Apprenticeship Programs A quality pre-apprenticeship program has a documented partnership with at least one RA program (i.e., provides direct entry) and includes –Approved training and curriculum –Strategies for long-term success –Access to appropriate support services –Promotes greater use of Registered Apprenticeship –Meaningful hands-on training Quality pre-apprenticeship programs can become part of a career pathway 21

New Pre-Apprenticeship Guide! Just published (Dec. 2015) Don’t let the title dissuade you – the guide is relevant for all pre-apprenticeship programs (not just those focused on women) 22

According to the Guide… There are 3 major components to establishing relationships with existing RA sponsors 1.Connecting with sponsors 2.Determining sponsors’ needs 3.Defining the sponsor relationship An effective pre-apprenticeship training curriculum includes at least 2 components 1.Entry-level occupational skills based on industry standards 2.Job readiness skills 23

According to the Guide (2) … Ensuring retention in pre-apprenticeship programs 1.Case management strategies including development of specific career paths 2.Use your partnerships with other entities to address remaining barriers 3.Peer support along the way (including from completers) 24

Questions, and Thank you! 25