1. 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

2. 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”

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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 credits of general education
Between 2000 and 2015 nearly 800 completed

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

16. 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

17. 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

18. 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

19. 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

20. 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

21. 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

22. Thank you | Questions?