1. Apprenticeships: Recruitment, Engagement and Retention
AMCA Spring Meetings

2. Career &
Technical
Centers
Job Centers
From the National Governors Association report, State Sector Strategies: Coming of Age: Implications for State Workforce Policymakers

4. Shared Problem Shrinking Talent Pool Trading (Stealing) Workers
Aging Workforce
Insufficient Pipeline
Growing Economy/Demand

5. Local Solution Industry-led apprenticeship programs
Best of the “old” (proven approach) + Innovation
Still marries classroom training with hands-on training; employees apply new learning on the job as they go
Competency-based vs. time-based
Group-sponsored or Individual
Established curriculum / nationally recognized credentials
“Plug and play” programs; Ready-made OJT Checklists
Grant $$ to cover up to offset training costs
Matt: work together

6. Five Core Components 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 Mentoring
Minimum of 2,000 hours
Structured and Supervised
Job Related Education
144 hours recommended per year
Parallel | Front-loaded | Segmented Options
Rewards for Skill Gains
Increases in skills brings about increases in earnings.
National Occupational Credential
Nationally recognized credential showing
job proficiency. Sponsor certifies
individual is fully competent for career.

7. Apprenticeships: Good For Business
Helps recruit and develop a highly skilled workforce
Improves productivity and the bottom line
Reduces turnover costs and improves employee retention
Creates industry-driven and flexible training solutions
National credentials provide standardization and quality control
Potential brand/product improvement via more engaged workforce
Selling point to customers: a highly-trained, certified workforce
Opportunities to offset training costs (tuition, OJT, tax credits)

8. Recruitment Skills gap – not enough “ready made” candidates
Provides a structure to enable companies to hire those with potential and develop their skills
Attractive “learn while you earn” model
Recruit better candidates with internal career pathways
Growth opportunities – not a dead end job
Particularly important with millennials

9. Engagement
25% of manufacturing workers are engaged at work—8% lower than the national average
Millennials are now the largest generation in the US workforce (35%)
# expected to rise dramatically as more boomers retire and more graduates start their careers.
Some predictions are as high as 75% of the workforce by 2030!
Manufacturing employee engagement lags behind the national average
25% of manufacturing workers are engaged at work. This is eight percentage points lower than the national average of 33% employee engagement,
In 2015, millennials became the largest generation in the US workforce. In 2017, their share of the workforce increased to 35%. That number is expected to continue to rise dramatically as more boomers retire and more graduates start their careers. Some predictions are as high as 75% of the workforce by 2030!
More employee feedback more often
practical framework to help you measure and enhance employee engagement
Blending of generations – mentors
leaders have an obligation to coach and develop people. It is not just training, but walking the floor with them, seeing what good practice is, seeing what could be better practice, and giving them feedback on how to move forward. For the present and future, leaders have to get better at coaching and developing others and be intentional in their efforts to do so.
Apprenticeships deliver real returns for businesses and the economy by boosting employee engagement and, consequently, productivity and competitiveness.

10. Engagement Apprenticeships
Deliver real returns for businesses by boosting employee engagement
Provide a practical framework to enhance employee engagement
Facilitate the blending of generations – mentors
Give employee feedback more often; intentional coaching/development
Define internal career pathways
Define competencies and related progression steps
Accelerate learning = OJT + RTI
Manufacturing employee engagement lags behind the national average
25% of manufacturing workers are engaged at work. This is eight percentage points lower than the national average of 33% employee engagement,
In 2015, millennials became the largest generation in the US workforce. In 2017, their share of the workforce increased to 35%. That number is expected to continue to rise dramatically as more boomers retire and more graduates start their careers. Some predictions are as high as 75% of the workforce by 2030!
More employee feedback more often
practical framework to help you measure and enhance employee engagement
Blending of generations – mentors
leaders have an obligation to coach and develop people. It is not just training, but walking the floor with them, seeing what good practice is, seeing what could be better practice, and giving them feedback on how to move forward. For the present and future, leaders have to get better at coaching and developing others and be intentional in their efforts to do so.
Apprenticeships deliver real returns for businesses and the economy by boosting employee engagement and, consequently, productivity and competitiveness.

11. Retention CFO: “What if I SPEND all this time and money to train them
and then they LEAVE?”
CEO:
“What if you DON’T TRAIN them and they STAY?”

12. Retention Apprenticeships reduce turnover
91% of apprentices were still employed 9 months after completion
Increases employee loyalty
Demonstrate company commitment to employee development
Retention

13. Apprenticeship Trends
The apprenticeship model is leading the way in preparing American workers to compete in today’s economy.

14. Apprenticeship Trends
Registered
Competency-based
Industry Credentials
Group-sponsored
- Makes it easier for small companies
- Sponsors: community colleges, sector partnerships, assns
Pre-apprenticeship
Industry-recognized Apprenticeship Program (IRAP)
Shorter-term
Stackable

15. RA vs. IRAP Registered Recognized OJT Instruction Safety
Industry Credentials
Instruction
Safety
Earn$
OJT
Quality
New hires
Career advancement
Cross-training

16. RA vs. IRAP Registered Recognized New hires Career advancement
Cross-training
This Photo by Unknown Author is licensed under CC BY-SA

17. The Ecosystem
Everyone can be an apprentice!

18. Apprenticeship Resources
President’s Task Force
Support
Tools
Technical assistance
Funding
Apprenticeship Resources

19. Q&A Discussion

20. Thank you! Jessica A. Borza Mahoning Valley Manufacturers Coalition Executive Director Thomas P. Miller & Associates Strategic Advisor