Apprenticeship 101: Administering, Growing, and Funding Apprenticeships Holly Moore, Executive Dean, Georgetown campus, South Seattle College Jason Petrait, Director of Special Projects, Georgetown campus, South Seattle College League for Innovation in the Community College March 12th, 2017

Registered apprenticeship system has been utilized to meet needs of the American workforce for over 75 years Current Interest Companies facing complex workforce challenges in increasingly competitive markets Aging workforce of highly-skilled and experienced workers Attracting new and diverse talent pools Closing gaps in workers’ skills and credentials Investing in talent that can keep pace with latest industry advances Implementing workforce training models that effectively develop and “skill up”

5 Core Components of Registered Apprenticeship Employer Involvement Is Integral Employer is the foundation for the RA program and must be directly involved and provider of OJT. Structured On-the-Job Training (OJT) with Direct Supervision Reasonably Continuous Employment Structured and Supervised 144 hours required per year College credit at 50% tuition cost e Related Supplemental Instruction Increased Compensation Increased Job Opportunity .Increased Job Mobility Rewards for Skill Gains National or State Registered Consistent Performance Standards

Value of Apprenticeship A paycheck from day one, guaranteed to increase over time as new skills are learned – Apprentices earn approximately $300,000 more over their career than non- apprenticeship participants Hands-on career training in a wide selection of programs An education and the potential to earn college credit A career once apprenticeship is completed, with a competitive salary, and little or no educational debt Portability and broad recognition of skills

Benefits of Combining Registered Apprenticeship with College Degrees Stakeholders Benefits Apprentices Earn credits towards associates and/or bachelor’s degree Earn-as-you-learn model ensures earnings while training Educational Institutions Closer relationships with industry partners Articulation between apprenticeship and college programs ensures relevance and rigor Businesses and Unions Increased credibility helps recruitment efforts Expansion of viable education and training options for employees/members Increased employee retention Trained and educated workforce - addresses pipeline concerns State and Federal Government Rigorous programs that give individuals upward mobility and fuel economic development Strong connections between industry and higher education

Characteristics of an Apprentice Strong problem solving skills Enjoys working hands on Functions well as a team member Demonstrates dependability Ability to work in physically challenging environments Seeks a clear path to self sufficiency

Registered Apprenticeship – Top 10 Occupations Electrician 36,237 Carpenter 13,685 Plumber 12,116 Pipe Fitter 8,665 Construction Craft Laborer 7,901 Sheet Metal Worker 7,101 Roofer 5,285 Structural Steel/Ironworker 4,651 Painter 3,254 Pipe Fitter (Sprinkler Fitter) 3,052

Compensation The average starting wage of an apprentice is between 50 – 60% of a journey workers wage Apprentices usually earn a raise every six months if training and school performance is satisfactory In construction, the minimum starting or prevailing wage is $17.48

Sample Career Progression Engineer/Construction Management/Owner $100,000 yr and up Superintendent/Estimator/Project Management $60,000 – 100,000/yr Company Foreman $50+/hr Journey Level Trades Person $35+/hr Apprentice $17 – 34/hr Helper $12 – 16/hr

Apprenticeships can be Competitive How to Prepare Apprenticeships can be Competitive Build skills Entry-level trade-related job Construction-related volunteer work Experiences that require use of tools Be on time – 5 minutes early is late Create a support system Letters of recommendation Interview journey workers and apprenticeship coordinators Research your options

Washington State System Approach 22 Community and Technical Colleges offer programs (RSI/RTI) Dozens of Non-College program (Teamsters, Healthcare) Colleges served nearly 14,000 apprentices Non-college programs serve approximately 11,000 apprentices 190 approved programs Serving federal, union and open shop employers/workers Washington State Apprenticeship & Training Council recognizes pre- apprenticeship programs in colleges, non-profits and high schools

Washington State Requirements: High School diploma or GED 18 years old (High School Apprenticeships) Selected by JATC or employer Programs range from 1 to 6 years Other program specific

Lay of the land: Washington State 34 Community and Technical Colleges 29 Community Colleges 5 Technical Colleges 18 in Puget Sound (circle) 22 with Apprenticeship programs 27 with BAS Programs Lauren

Washington State Connection to Higher Education Primary apprenticeship AAS degree: “Multi-Occupational Trades” Covers most apprenticeship programs that are least 3 years long Journeyperson Card in conjunction with degree completion Offered by largest college apprenticeship providers, most geographic regions Apprenticeship graduates request and receive block of 70 credits (technical core) towards AAS degree, must take 20 -30 credits of general education Between 2000 and 2015 nearly 800 completed

New apprenticeships on the horizon Growing interest in apprenticeship across sectors: IT Healthcare Youth apprenticeship Public sector Insurance

Washington State – One College Approach South Seattle Community College –Georgetown Largest Apprenticeship Training Facility in NW 45% of the States Programs and Apprentices Over 70 different trades and hundreds of employers Robust Pre-Apprenticeship program feeders General Education at worksite or campus Nearly 500 AAS degrees granted Offering 2 BAS degrees for Journeypersons New BAS in Trades Leadership/Management

Washington State – One College Approach Pre-Apprenticeship Programs (ANEW, SODO, AJAC, VICE, BEAM) Outreach, recruitment, orientation Assessment Connect Financial services Prior Learning Portfolio Development Try – A - Trade Credit Generating Stackable Credentials Wrap around services Preferred Entry

AJAC, ANEW, and SODO Models College Intake – King County, WDC and Employers Register & Assess re-orientation, PLAR Skill update, Interviews Industrial Manufacturing Academy Applied Learning, Online 28 college credits Trades Rotation Tours/Shadow Specialization Internship, Apprenticeship, OJL, Coursework Skill refinement (Welding, Composites, Electrical, HVAC, Maritime, etc.) I-BEST, Math I-BEST, Math

Holly AAS-T Option 5 credits in Written Communication (i.e. ENGL 105 and 106, or ENGL 101) 5 credits in Oral Communication (i.e. BUS 235, or CMST 220) 5 credits in Quantitative Reasoning (i.e. MATH 110, or MATH 107) 5 credits in Social Science

MOT Completion Option #1: “Multi-Occupation in Engineering and Technology” CAEL planning grant to develop and promote STEM career pathway opportunities for veterans An accelerated associate degree leading to our BAS in Sustainable Building Science Technology Recognizes prior learning certified by military, employer, and/or employer group

MOT Completion Option #2: “Multi-Occupation in Organizational Training” An accelerated associate degree leading to our BAS in Professional Technical Education and Instructional Design Recognizes prior learning certified by military, employer, and/or employer group

Thank you | Questions? Holly.Moore@seattlecolleges.edu Jason.Petrait@seattlecolleges.edu