1. Advancing the Statewide Registered Apprenticeship System
Advancing the Statewide Registered Apprenticeship System
Jennifer Jirous-Rapp, Ph.D
Apprenticehip Coordinator, CDLE

2. Many Myths Surround Registered Apprenticeship
Focus on the Facts:
Registered Apprenticeship is more than the construction trades
It’s not just a second chance system
It’s not inconsistent with a college degree
There IS a future and pathway to the middle class
It’s not all union programs

3. Many Myths Surround Registered Apprenticeship (2)
Focus on the Facts:
It’s not outdated, outmoded or outlasted its usefulness – it works!
There are numerous opportunities across the USA
Programs are not just time- based, but competency-based and hybrid as well

4. What is Registered Apprenticeship? The Official Definition
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.
The Brand:
This is the OFFICIAL definition of Registered Apprenticeship.

5. Benefits/Value to Employers
Offers a flexible training strategy that can be customized to meet the needs of any business
Apprentices can be new hires or current employees
RA helps businesses thrive by:
Developing highly-skilled, highly productive employees
Reducing turnover rates
Increasing productivity
Lowering the cost of recruitment
Increased safety in the workplace
Creating a more diverse workforce and new pool of workers
Creating Career Pathways

6. Benefits/Value to Individuals
Hands-On Career Training
Practical on-the-job training in a wide variety of occupations and industries
An Education
Technical training that has the potential for college credit
Long-term Career and Greater Earnings Potential
Little/No Education Debt
“College without the Debt”
National Credential

7. 5 Components of Any Registered Apprenticeship Program
Employer Involvement
Programs start with employer needs; employers are the foundation for the program
Structured and Supervised OJT
Provided by employer; competencies are attained through On-the-Job Training; minimum of 2000 hours
Related Training and Instruction
Called the “RTI” – the classroom training portion or associated curriculum (144 hours per year recommended)
Rewards for Skill Gains
Progressive wage increases commensurate with increase in proficiency
National Occupational Credential
RA Completion Certificate is a recognized post-secondary credential under WIOA (Section 3(52)); stackable and portable

8. More than only construction Non-Traditional Apprenticeship Industries
Over ,1000Apprenticeable Occupations in the US Today
Health Care
Energy
Advanced Manufacturing
Information Technology
Hospitality
Geospatial
Biotechnology
Aerospace
Transportation
Finance
Agriculture
Today, we have over a thousand apprenticeable occupations in the United States. We have occupations from arson investigator, to animal trainer, to artificial glass eye maker, to beekeeper, to the more well-known occupations such as bricklayer, cabinetmaker, barber, pipefitter, carpenter, and the like.

9. What is Apprenticeability?
To be “apprenticeable,” the occupation or trade must:
Involve skills customarily learned in a practical way through a structured, systematic program on on-the-job supervised learning;
Be clearly identified and commonly recognized throughout an industry;
Involve the progressive attainment of manual, mechanical or technical skills and knowledge which, in accordance with the industry standard for the occupation, would require the completion of at least 2,000 hours of on-the-job learning to attain; and
Require related instruction to supplement the on-the-job learning Comprised of related academic instruction to supplement the on-the-job learning (minimum of 144 hours recommended)
There are four required attributes of an occupation or trade in order for it to be determined “apprenticeable.” These four items are regulatory. First, the occupation must involve skills that can be learned in a practical way through structured and supervised on the job learning – at least 2,000 hours. That’s our translation of a year – 2,000 hours. The occupation must also be recognized by the industry itself – we don’t make up occupations in our office. We listen to industry. The occupation must also include an academic component, and we recommend at least 144 hours for each year of the program. 9

10. Flexibility is Crucial to Meet Employer Needs
How long is the program?
What does the RTI look like?
What does the OJT look like?
It all depends on the occupation!
Occupation: Police Officer
Front-Loaded RTI (most of instruction is up front before OJT)
Occupation: Carpenter
Parallel RTI (instruction may be at night after the workday)
Occupation: Drilling Rig Operator
Segmented RTI (e.g., OSHA training 1 week per year) 10

11. Time-Based vs. Competency vs. Hybrid
Time-based programs assume competencies will be developed but those competencies may not be clearly delineated; time allocations may be arbitrary
Competency-based programs provide detail about exactly which job functions an individual must demonstrate their ability to accomplish – might have minimum time requirements

12. Time-Based vs. Competency vs. Hybrid (2)
Hybrid programs could exist in a number of forms
Program is competency-based but there may be minimum and maximum hours associated with its completion
State licensing may require tracking hours even if the program is competency-based
Some elements of a program could be competency-based (e.g., OJT is competency-based but RTI is likely to be time-based)

13. The Players – Flexibility is Key1 2 3 4
Program Sponsor
Employer(s)
Provider of RTI*
Workforce System
Responsible for administering the program (they do the paperwork and data entry)
Can be the employer or intermediary such as a community college or industry association
Provider of OJT
Often the program sponsor
Can be group of employers
Foundation and driver of the program
Can be employer, community college, joint apprenticeship training committee, or other entity
** RTI – related training and instruction
Multiple opportunities for the workforce system to partner with programs – both before and after an individual becomes an apprentice

14. ApprenticeshipUSA State Expansion Grant
Goal: Increase the number of Registered Apprentices and number of Registered Apprenticeship Programs in Colorado (Administered by CDLE)
Key Objectives:
Increase the statewide capacity to support and expand Registered Apprentices
Increase the alignment of registered apprenticeships with the State’s employment, education and economic development systems
Increase the diversity and inclusivity of Registered Apprenticeship programs; support innovative apprenticeships
Funds in school youth – WIOA funds out of school apprenticeships
3 local BDR FTE
2 WBL state positions
Subcontract to include youth and adult registered apprenticeships
DOL envisions the grant as a 3.5 year program, with 2 cycles of continuation funding. During the 1st 18 months, we will be required to enroll 248 new registered apprentices. Many of these new apprentices will be in school youth who participate in CareerWise.
It is very important that we initially focus on creating demand by working with existing registered apprenticeship programs to determine their needs, and help with recruitment, skill assessment, training (including pre-apprenticeship training to meet industry pre-requisites as well as incumbent worker training to address skill deficits of existing apprentices), AND to work with sector partners and industry/trade associations to develop new registered apprenticeship programs.
On the supply side, we need to work closely with our partners to reach out to targeted populations who could benefit from apprenticeships, and provide an integrated system of assessment, basic skills and soft skills training, supportive services, and pre-apprenticeship training so participants can successfully apply for and complete apprenticeship training.

15. ApprenticeshipUSA State Expansion Grant
Eligibility: Anyone aged 16 and older
(WIOA eligibility applies if participant is co-enrolled)
Targeted Populations:
Youth (16-24) Women
Minorities Persons with Disabilities
Strategies:
Sector Strategies and Career Pathways
Swiss Apprenticeship Model adapted for Colorado In-School Youth
Expand existing and develop new registered apprenticeship opportunities for Adults and Out-of-School Youth
Develop competency-based registered apprenticeships in “nontraditional” high growth industries
WIOA eligibility and the negotiated WIOA Performance Measures DO NOT apply unless a participant is co-enrolled in a WIOA core program
However, we will be required to report the number of Registered Apprentices who receive any WIOA-funded services, the number of employers or sponsors who receive services from a local workforce center that support their Registered Apprenticeship program (e.g. recruiting, screening, intake, job orders, hiring events, etc.), and the number of employers or sponsors who receive WIOA-funded support for their registered apprentices (e.g. OJT, classroom training, etc.) WIOA-funded services and WIOA-funded support includes services provided by Adult Education and DVR.

16. Questions. Thank you. Jennifer Jirous-Rapp, Ph. D
Questions? Thank you! Jennifer Jirous-Rapp, Ph.D. Experiential Learning/Apprenticeship Coordinator Colorado Department of Labor and Employment