1. Michigan’s Apprenticeship Training
The Future of Apprenticeship Training in Healthcare

2. Key Outcomes For This Presentation
To describe what is happening in the state with healthcare apprenticeships
To explain how we can work together and utilize the apprenticeship training system
To let you know where and how to get information
To make all of us available to you anytime

3. Healthcare Workforce: Setting the Stage
Healthcare is one of the nation’s largest industries.
Healthcare occupations will grow twice as fast as all others this decade
The health care industry is expected to account for one out of every six new jobs created by 2012.
(Source: U.S. Bureau of Labor Statistics)

4. What Occupations?
15 of the 30 fastest growing occupations are concentrated in health services. (Source: U.S. Bureau of Labor Statistics)
Medical Assistants (59% growth)
Home Health Aides (48% growth)
Medical Records and Health Information Technicians (47% growth)
Dental Assistants (43% growth)
EMT and Paramedics (33% growth)
Pharmacy Technician (29% growth)
Surgical Technologists (28% growth)
Nursing Aides, orderlies and attendants (25% growth)
LPN (20% growth)

5. Healthcare Workforce Issues:
“Nearly all states will experience a shortage of healthcare workers in the next 20 years.” (National Governors Association)
Shortages will affect all occupational categories
States are already experiencing shortages
Healthcare workforce development is a long-term effort
Shortages are expected for 20+ years
Solutions must target all age groups and all career levels
It’s NOT just about nursing
Growing demand for ALL healthcare occupations
Predicted supply shortfalls for healthcare occupations
Shortages pose serious threats to healthcare delivery

6. Healthcare Workforce Solutions:
Great variety of model practices have been identified
New worker pipelines – most numerous models
Incumbent worker career ladders – most successful
Displaced workers – more information needed
Successful models incorporate high levels of collaboration between employers, educators and professional associations
Successful models exhibit flexibility in education and training programs (i.e. flexibility in locations, scheduling and administration)

7. Apprenticeship and Healthcare
Apprenticeship can help meet current and future demand for healthcare jobs.
Attract and recruit new entrants to the healthcare labor force
Help incumbent healthcare workers gain new skills, knowledge, and responsibilities
Transition displaced workers into healthcare careers

8. Review the Basics – What is Apprenticeship?
First and foremost - It is employment, a career
Referred to as Industry's Training System
A person is hired and trained in all aspects of the profession by a skilled employee of the company who is proficient in the occupation
Provides clearly defined standards which are commonly recognized throughout the industry
Provides portable certification for the apprentice
Apprentice earns while he/she learns
Provides the apprentice with progressive wage increments

9. Apprenticeship’s Two Components: OJL and RTI
On-the-Job Learning (OJL)
The profession is taught by the employer in a practical way through structured, systematic and supervised work-based learning experience
Requires a minimum of 2000 hours of manual, mechanical and/or technical skills and knowledge
Depending upon the occupation, the term of apprenticeship may last from 1-6 years
There are over 800 apprenticeable occupations

10. Second Component: Related Technical Instruction (RTI)
Apprenticeship requires a minimum of 144 hours of related classroom instruction for each year of the training
Depending upon the occupation and where appropriate, related instruction may be obtained through high schools, technology centers, community colleges, universities, correspondence, distance learning and/or the sponsor
Supplements OJL

11. What is the difference between Schooling and Apprenticeship?
Student
Register
Learn in Classroom or Lab setting
Earn a Certificate or Degree
Obtain a Paycheck
Apprentice
Register
Learn at Work & Obtain a Paycheck
Earn a Nationally Recognized, Portable Certificate of Completion
Possibly earn an Associate Degree, which may lead to a Baccalaureate Degree

12. What Kind of Individual is Suitable for Apprenticeship?
Successful Apprentices
Are strongly directed and motivated
Are willing to make long-term training commitments to both school and work
Possess mechanical and mental abilities to master the techniques and technology of the apprenticeship
Have a firm understanding of reading, writing and mathematics

13. What are the Advantages for Sponsoring Employers?
Structures systematic form of training
Develops an employee who "fits" into the organization
Provides Local, State and National Recognition
Reduces turnover
Attracts applicants
Ensures industry-recognized training standards
Reduces training costs
Assures suitable related classroom instruction
Fosters long-term employee commitment
Offers progressive wage increments
Develops a competent employee, who is capable of advancing

14. What are the Advantages for Apprentices?
Identifies detailed and planned training schedule
Offers Local, State and National Recognition
Improves job security
Provides incentive for self-improvement
Establishes long-term employer commitment
Assures appropriate related instruction
Opportunity to achieve journeyperson status
Provides an increasing scale of wages
"Earn while you learn"
Assures OJL by a skilled journeyperson
Jump start toward a rewarding career
Opportunity to achieve Associate and/or Baccalaureate Degrees

15. Michigan Health Care Apprenticeship Examples:
CAEL Health Career Lattice Program
Council for Adult and Experiential Learning
PHI Home Health Aide Apprenticeship
Paraprofessional Healthcare Institute
CVS Pharmacy Technician

16. Council for Adult and Experiential Learning
Career Lattice Program
Initiative to address the nursing shortage
Development of a career lattice model focused on increasing CNAs, LPNs, and RNs
Three Rungs of Training:
CNA Apprenticeship Program
LPN Apprenticeship Program
Online LPN to RN

17. What are the Goals of the CAEL Program?
Development of pilot CNA and LPN competency-based apprenticeship programs
Link to national online nursing programs that provide for LPNs to become RNs
Encourage careers in nursing, particularly among underrepresented groups
Create support networks for adult learners
Promote best practices in educational policy

18. What are the Sites and Partners?
Nine States are piloting the project which now includes Michigan
SW Regional Skill Alliance
Each site partnered with healthcare employers, associations, community colleges, Workforce Investment Boards, One Stops

19. What does the Sioux Falls GSS Model Look Like?
Good Samaritan Society (GSS)
Nation’s largest non-profit long-term care/senior housing organ.
240 facilities - 25 states - 24,000 staff - 28,000 residents
GSS CNA Apprenticeship Training Program
Apprentices are employed
On-the-job learning is competency-based
Evaluation and advancement of the apprentice is based on demonstration of competencies
Related instruction offered in flexible ways to suit the needs of adult learners and include units on Problem Solving, Stress Management, and Interpersonal Skills
Use of mentors and peer groups support the work and learning

20. GSS Pilot Training Model
3 Levels of CNA Training – Approx. 1 year
Level I – Entry Level CNA
Level II – CNA Advanced Training
Level III – Specialization in geriatric, dementia, restorative care and peer mentoring
Currently has 134 apprentices participating
Improved retention rates from 34% to 79%

21. CAEL Initiative in Michigan
Progress to date
MOU signed between DLEG and CAEL
SW Mi RSA selected as demonstration site
Jeanne Konrad selected as site coordinator
MCTI is a partner
Success so far
Met with different organizations
Three have shown commitment
Next Steps…

22. Paraprofessional Healthcare Institute (PHI) HHA Apprenticeship
Home Health Aide Apprenticeship (new apprenticeable occupation) - resembles the GSS model
Pilots in Philadelphia, Indiana, and Michigan
Goals of the project:
Improve home health aide (HHA) retention
Increase HHA job satisfaction
Improve consumer satisfaction
Increase provider agencies’ reputation
Enhance workforce system partners’ collaboration

23. Why have a Home Care Aide (HHA) Apprenticeship?
Creates a nationally recognized and credentialed occupation issued by DoL.
Enhances worker’s skills
An identified standard for employers and consumers
Enhances initial and ongoing training and builds on current training resources.
Brings home care to the attention of the state and national workforce systems.
Create potential to leverage workforce training funds.

24. Benefits Continued Creates an internal and external career ladder.
Peer mentors focus on improving retention by:
coaching aides in problem solving, and
improving quality
improving consumer satisfaction
improving case referrals.
Brings home care to attention of community colleges.
Wage increases tied to improved competencies.
Enhanced supervisory practices.

25. Current HHA Model – Level 1
Months 1-4:
After initial (minimum 16-hours) training, aide is hired and gains on-the-job learning with peer mentor and supervisor support.
Complete initial/entry related instruction of 75 to 150 hours.
Training includes communications and problem-solving modules; PHI has curriculum to offer.
With successful evaluation, apprentice is issued a DoL credential, pay raise, and moves on to specializations.
Can result in Medicare home health aide certification OR can begin with incumbent workers who are certified.

26. HHA Level 2 - Specializations
Months 5-12
Apprentices select 2 specialties and receive 40 classroom hours and 4 months on-the-job learning from mentor and supervisors
Current specialties are:
Peer Mentor
Dementia care
Hospice and palliative care
Working with consumers with disabilities
Working with consumers with mental illness
Other specialties may be added by an employer, i.e. geriatrics
With completion of each specialty, pay raise and DoL credential

27. Three Demonstration Sites
Harbor Home Healthcare
Petoskey and Traverse City, MI
Private duty home health agency
Heritage Community
Kalamazoo, MI
Independent & assisted living homes
Lutheran Home Care
Frankenmuth, MI

28. One More: CVS Pharmacy Nation’s leading pharmacy retailer
Over 5,000 stores in 38 states
Just bought out Eckerd Drug
Working with Goodwill Industries of Greater Detroit, implementing a plan to move disadvantaged individuals from unemployment-underemployment to self-sufficiency by creating the Retail/Pharmacy Career Track.
CVS has a year-long competency-based training and certification for Pharmacy Support Staff
Pharmacy Service Associate – approx. 1 month
Pharmacy Technician – approx. 5 months
Lead Technician – approx 6 months
Looking to take our current time-based Pharmacy Tech model and offer the CVS competency-based model in 3 levels with 3 credentials

29. Other Sites for More Information
Bureau of Apprenticeship and Training
bat.doleta.gov
List of Current Registered Employers
MI Apprenticeship Steering Committee, Inc.
CAEL/DOL Healthcare Lattice Program
The Evangelical Lutheran Good Samaritan Society
The Paraprofessional Healthcare Institute
National Clearinghouse on the Direct Care Workforce
CVS Pharmacy Technician Careers

30. Let’s work together to prepare individuals and employers for the apprenticeship training system to improve MI Health Care workforce
US DOL - Dave Jackson, Apprenticeship Rep.
USDOL/BAT, 315 W. Allegan, Room 209, Lansing, MI
(517) (517) (fax) -
CAEL - Jeanne Konrad, Site Coordinator
Health Career Lattice Program
W. E. Upjohn Institute for Employment Research
222 S. Westnedge Ave., Kalamazoo, MI
(269)
PHI - Maureen Sheahan, Michigan Practice Specialist
Paraprofessional Healthcare Institute
20996 Inkster Road, Southfield, MI 48034
(248)
Any questions?