THE. APPRENTICESHIP. ADVANTAGE. Strategic Partnerships between Washington’s Apprenticeship and Workforce Development Systems. THE STRATEGIC APPRENTICESHIP ADVANTAGE.
Strategic Partnerships between Washington’s Apprenticeship and Workforce Development Systems
First, find and meet the people in charge, and build a relationship.
Show up, be nice, and keep showing up!
Second, explain what apprenticeship is and why it is important.
Especially the data supporting the outstanding workforce outcomes brought by apprenticeship
Third, challenge stereotypes and dispel myths.
Apprenticeship is an amazing talent development tool
Blue collar, white collar, green collar — apprenticeship is a good fit for most occupations
Competency-based education that pays, and staff that are eager to build successes.
Apprenticeship equals dead-end trades jobs.
Blue Collar careers are the only apprenticeship option
Complicated and takes too much time, not worth the effort.
Focus on the results that matter to them:
Putting people to work (especially certain people)
Getting people into training
Increasing economic vitality of industry partners
Explain how the partnership can be mutually beneficial.
They have people looking for work and/or skills training; you are looking for people to go to work and get trained.
They are looking to boost key industry clusters
In Washington State
The large public investment in infrastructure (roads, buildings, energy, etc) that have come from a few year's worth of good economic climates and the increase in commercial/industrial building efforts
Coupled with the accumulative effect of many state and local the apprenticeship utilization requirements. These are laws that require 15 – 20% of total labor hours on a project to come from registered apprentices
And the departure/retirements of many Baby Boom age workers in the building/construction workforce.
Source: US census wage data and WA State Workforce Board report “Workforce Training Results 2006”
Source: WTECB Workforce Results 2006
These programs serve different populations and use a different mix of training and direct job placement strategies, so direct comparisons are not valid.
Participant benefits are comprised of earnings (minus taxes) and employee benefits and “transfers”. Transfers include UI, TANF, Food Stamps, and medical benefits. For this measure all benefits are forecasts based upon individual earnings to age 65.
Costs include foregone earnings, and program costs (tuition, etc.)
Net Benefit = All benefits – all costs.
All data from the 2006 Workforce Training Results study.
TEGL and donuts: Go meet your local WIB director and OneStop management and staff.
Be prepared to commit your time!
Advisory committees, partnership boards, other committees.
Knowledge is power: The more you know about them, the more you benefit from the system.
Offer to conduct Apprenticeship training for One Stop Staff and WDC/WIB participants and partners
How to make quality referrals to apprenticeship
They have little budget for training, and love to do partner events
Create WIA Training for Apprenticeship staff
Look into getting your apprenticeship programs onto the Eligible Training Provider List
Expand the local and state policy discussion around the TEGL
Explore ways to count apprenticeship toward local and statewide WIA Performance Measures
Stepsyou can take next month…
After they see the positive outcomes, many schools are eager to create connections with local apprenticeship programs, preparing students specifically for these opportunities.
As they do this, they teach the skills that are elemental to the State Exam and prepare kids for specific occupations and apprenticeships.
Explain the skills you need: Generally, the most important skills to apprenticeship are demonstrated competency in applying math, reasoning and work readiness.
Navigation 101 – Integrate apprenticeship into career guidance in Washington’s education system, grades 6 – 12.
FOR MORE INFORMATION apprenticeship
Washington State Department
of Labor & Industries Website