Innovations in Apprenticeship: 5 Case Studies That Illustrate the Promise of Apprenticeship in the United States

8/11/2019 Innovations in Apprenticeship: 5 Case Studies That Illustrate the Promise of Apprenticeship in the United States

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Innovations in Apprenticeship5 Case Studies That Illustrate the Promise

of Apprenticeship in the United States

By Sarah Ayres Steinberg and Ethan Gurwitz September 2014


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Innovations in Apprenticeship5 Case Studies That Illustrate the Promise

of Apprenticeship in the United States

By Sarah Ayres Steinberg and Ethan Gurwitz September 2014


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1 Introduction and summary

3 Vermont HITEC

7 MAT2

9 SEIU Healthcare NW Training Partnership

11 NIMS Certified Registered Apprenticeship Program

13 Apprenticeship Carolina

15 Lessons

17 Conclusion

19 Endnotes

Contents


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1 Center for American Progress | Innovations in Apprenticeship

Introduction and summary

In 2007, spurred by a projeced skills gap in Souh Carolinas workorce, sae poli-

cymakers and he Souh Carolina echnical College Sysem esablished an inno-

vaive appreniceship program called Appreniceship Carolina.1odayafer jus

seven yearsAppreniceship Carolina consiss o around 700 employer parners

and over 10,400 curren and ormer apprenices.2Tis is jus one example o many

innovaive appreniceship programs emerging across he Unied Saes. From

Vermon o Michigan o Washingon sae, governmens, employers, workorce

planners, and educaion sakeholders are making imporan new invesmens inhis criical workorce raining ool.3

As deailed in he recen Cener or American Progress repor, raining or

Success: A Policy o Expand Appreniceships in he Unied Saes, appreniceship

is a workorce-raining model ha combines on-he-job raining wih classroom-

based insrucion and has been proven o benefi employers, employees, and he

overall economy.4Appreniceships allow businesses o mee he growing demand

or skilled workers, and hey lead workers o higher wages and beter employmen

oucomes. Furhermore, hey are a smar public invesmen. A recen sudy in

Washingon sae ound ha or every $1 in sae invesmen in appreniceships,

axpayers received $23 in ne benefis, a reurn ha ar exceeds ha o any oher

workorce-raining program in he sae.5

Alhough appreniceships have proven o be an effecive workorce-raining

ool, he Unied Saes has been slow o pick up he model. Te Deparmen o

Labor, or DOL, hrough is Office o Appreniceship, adminisers a small sysem

o regisered apprenices. Las year, he Unied Saes had abou 375,000 reg-

isered apprenices, including 164,000 new apprenices who sared programs

in 2013.6

Per capia, hese figures all ar below hose o oher naions, such asEngland, Swizerland, France, Germany, and Scoland.7England, wih a popula-

ion one-sixh he size o he Unied Saes, had more han five imes as many new

apprenices as he Unied Saes in 2012.8In England, a recen effor o expand

appreniceships has led o significan benefis or boh workers and employers.


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English appreniceship compleers earn an average weekly wage 10 percen higher

han ha o noncompleers. Businesses repor ha apprenices have increased

produciviy; supplied a consisen, skilled labor orce; reduced recruiing coss;

and boosed employee reenion.9

Tere are a number o obsacles ha have prevened he Unied Saes rom esab-lishing a larger appreniceship sysem, no leas o which is a lack o awareness

among boh businesses and workers abou he value and promise ha apprenice-

ships hold. Addiionally, despie recen effors by DOL o expand heir reach,

American appreniceships are sill largely dominaed by radiional occupaions,

such as hose in he building and consrucion rades.10Unlike he governmens

o many oher counries, he U.S. governmen offers litle financial suppor o help

employers offse he coss o sponsoring apprenices.11

Tis may be changing, however, as U.S. policymakers increasingly look o appren-

iceship as a key ool o develop a skilled workorce and o connec workers ogood jobs. Te Obama adminisraion is invesing in appreniceship by making

$100 million available or American Appreniceship Grans hrough he DOL.12

Tese unds will suppor promising parnerships, launch new appreniceships in

high-growh fieldssuch as inormaion echnology, healh care, and advanced

manuacuringand scale models ha work.

Tis repor examines a suie o innovaive appreniceship models rom around

he counry. I provides deailed case sudies o Vermon Healhcare and

Inormaion echnology Educaion Cener, or Vermon HIEC; he Michigan

Advanced echnologies raining program, or MA2; he SEIU Healhcare NW

raining Parnership; he Naional Insiue or Mealworking Skills, or NIMS,

Cerified Regisered Appreniceship program; and Appreniceship Carolina.

From effecive markeing and business engagemen o financial incenives and

horough skills assessmens, hese models exempliy a number o compelling

sraegies o expand appreniceships ino new occupaions and secors and o

increase overall appreniceship enrollmen.


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Vermont HITEC

Over he pas 14 years, Vermon HIEC has educaed and placed more han

1,200 workers ino appreniceships wih companies in healh care, inormaion

echnology, and advanced manuacuring.16Vermon HIEC offers a unique

approach o srucuring an appreniceship. Te appreniceships classroom-based

educaion componen is ronloaded ino an acceleraed 10-week class ha work-

ers complee beore joining a company as ull-ime, paid apprenices.17Vermon

HIEC has successully applied his appreniceship model o rain workers in a

wide range o high-demand occupaions. o illusrae how he program works,

his secion describes he process by which he organizaion recruied, rained,

and placed 14 medical coders ino appreniceships a Darmouh-HichcockMedical Cener in Lebanon, New Hampshire.

Overview:Nonprofit organization that recruits, educates, and places

apprentices in high-demand health care, information technology,

and advanced manufacturing occupations using an accelerated pre-

apprenticeship education model.

Sponsoring employers:Dartmouth-Hitchcock Health System;

Fletcher Allen Health Care; Precyse; IDX Systems, now GE Healthcare;

Dealer.com, now DealerTrack Technologies; Allscripts; Hypertherm,

Inc.; Husky Injection Molding Systems; and Timken Company13

Occupations: Medical transcriptionists; medical coders; registra-

tion representatives; medical assistants; licensed nursing assistants;

phlebotomists; pharmacy technicians; EHR go-live support special-

ists; IT interface analysts; software developers; web developers; IT

account managers; software support specialists; software insta

consultants; computer numerically controlled, or CNC, machini

and CNC machine operators14

Intermediary:Vermont HITEC, a nonprofit organization

Public funding:In 2011, Congress appropriated $2 million to

Vermont HITEC. In 2014, the U.S. Department of Labor awarded

million grant to a partnership between the Vermont Departme

Labor and Vermont HITEC. Vermont HITEC also utilizes funding

the Workforce Investment Act, or WIA, to pay for on-the-job tra

contracts and support services for program participants during

education and apprenticeship.15


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Darmouh-Hichcock Medical Cener, or DHMC, is par o he Darmouh-

Hichcock Healh Sysem, he larges employer in New Hampshire.18DHMC

parnered wih Vermon HIEC in 2013 afer sruggling o hire enough medical

coders. Medical coders handle paien records a medical aciliies and iner-

ac wih physicians and oher proessionals o make sure records are complee,

accurae, and coded according o billing inormaion classificaion sandards. Teoccupaion is projeced o grow much aser han average over he nex decade,

making i one o he more difficul posiions or healh care employers o fill. As o

2012, medical coders earned an annual median wage o abou $34,000.19

Vermon HIEC agreed o develop he parameers o he educaion and appren-

iceship program, recrui paricipans, and educae apprenices. In reurn, DHMC

guaraneed jobs or all 14 medical coders and agreed o predefined wage sep-

levels or apprenices. Vermon HIEC worked wih DHMC o wrie he job

specificaion, ideniy he required echnical and behavioral compeencies, and

deermine graduaion requiremens. From here, Vermon HIEC was ableo reverse-engineer a curriculum and educaion program by placing one o is

insrucors onsie a DHMC o perorm he role o a medical coder. A he same

ime, Vermon HIEC launched a rigorous recruimen drive ha resuled in

more han 725 applicans or he 14 posiions. Tey evaluaed more han 400 o

hese candidaesno on he basis o echnical skills or work experience, bu

on echnical apiude and sof skills such as work ehic, atiude, communicaion

skills, and willingness o accep criicism.20

Afer reviewing Vermon HIECs prescreened applican pool, DHMC seleced

14 candidaes o sponsor as apprenices. Imporanly, all o he 14 individuals

hired ino he program were guaraneed jobs as medical coder apprenices or

DHMC upon heir successul compleion o a pre-appreniceship educaion pro-

gram. Vermon HIEC does no rain workers wihou an employmen guaranee

upron or every successul graduae.21

Vermon HIEC hen delivered he acceleraed 10-week pre-appreniceship

educaion program, during which ime he sponsored sudens were immersed in

an inense learning experience ha included boh an academic componen and a

hands-on learning componen. Sudens were in class nine hours per day or fivedays per week and had more han our hours o homework each weekday evening

and eigh hours o homework on weekends. A he end o 10 weeks, all 14 sudens

me he echnical and behavioral compeency requiremens or he job and gradu-

aed wih college credi. Alhough grans und all o he coursework and maerials

or he 10-week educaion program, sudens do no earn a wage while enrolled. 22


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Upon compleing he pre-appreniceship, he sudens were immediaely employed

or one year as paid medical coder apprenices wih DHMC. Vermon HIEC sup-

pored and menored he apprenices wih on-he-job raining over he course o

heir appreniceships, and DHMC menors were also assigned o each apprenice.

Te apprenices perormances, measured agains he merics developed by Vermon

HIEC, were racked and reviewed on a monhly basis. Based on heir perormance,he apprenices received a meri-based wage increase every six monhs.23

Because apprenices sar ou earning less han heir ully iled salary, DHMC

and oher employers ha hire apprenices hrough he Vermon HIEC model

are able o apply hose savings o cover some o he coss or menors and

addiional insrucion during he appreniceship. On-he-job raining conracs

hrough he WIA also help cover hese coss. As a resul, employers spend litle

o no exra money and end up wih eams o highly skilled, proven employees

rained exacly o heir specificaions.

DHMCs medical coder apprenices will complee he appreniceship program

afer one year wih a DOL Regisered Appreniceship Cerificae o Compleion;

academic credis rom he Vermon Sae College Sysem, which can be applied o

eiher an associaes or a bachelors degree a one o he sae colleges; a DHMC

employer-sponsored credenial in he orm o a cerificae; and cerificaion as a

Cerified Proessional Coder rom he American Academy o Proessional Coders.

Upon compleing heir appreniceship, hese individuals will move on o he nex

wage sep-level as high-perorming, ull employees wih he company.24

Recruiing skilled workers is ofen especially challenging or employers locaed

in rural areas. By enabling employers o build heir own alen pools hrough

appreniceships, Vermon HIEC has made i possible or a number o com-

panies o grow heir businesses wihou leaving Vermon and New Hampshire.

For example, Dealer.com, an auomoive indusry digial markeing company,

considered relocaing heir Burlingon-based business beore heir parnership

wih Vermon HIEC helped hem successully grow rom 50 o more han

700 employees.25Teir inormaion echnology apprenices wen on o work

as accoun managers, sofware developers, and web designers or he company

now known as Dealerrack.26

Moreover, he company repors ha apprenicesbecame very loyal and sayed on o become op perormers.27

Vermon HIEC has ound ha is model o appreniceship can be adaped or

almos any occupaion and indusry. Using i, he organizaion has recruied, edu-

caed, graduaed, and placed:


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Nearly 400 CNC machiniss and machine operaors or employmen wih

Hyperherm, an advanced manuacuring company based in Hanover, New

Hampshire, and anoher 150 CNC machiniss wih small o medium-sized com-

panies hroughou Vermon and New Hampshire.28

More han 38 sofware engineers, sofware analyss, and suppor specialiss orGE Healhcareormerly IDX Sysems Corporaion and locaed in Burlingon,

Vermona healh care inormaion sysems soluion provider.29

Foureen applicaion sofware suppor specialiss wih Vermon Inormaion

Processing, a Colcheser, Vermon, company ha provides inormaion sysems

accouning and daa services soluions or more han 50 percen o U.S. beer

disribuors.30

More han 140 healh care apprenices wih Flecher Allen Healh Care, Vermons

academic medical cener. Te apprenices are in posiions ranging rom pracicesuppor specialiss and regisraion represenaives o medical coders, elecronic

healh records I specialiss, licensed nursing assisans, and phleboomiss.31


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MAT2

In ounding MA2, Waler Maisel, he presiden and CEO o

Kosal Norh Americaan auomobile pars supplier based in

Germanyse ou o develop a program ha answered growing

concern among manuacurers abou he availabiliy o a skilled

workorce. Oher regional employers joined Kosal and worked

wih he governors office, he sae o Michigan, and communiy

colleges o creae an appreniceship program modeled afer he

German dual sysem o vocaional educaion and raining, inwhich appreniceship is incorporaed ino he secondary and

possecondary educaion sysems.33

MA2 aims o mee he demand or skilled manuacuring work-

ers by offering appreniceships in mecharonics, echnical produc

design, and inormaion echnology. Mecharonics is a new field

ha has emerged as a resul o he increasing compuerizaion o

manuacuring processes. Mecharonics echnicians mus possess

significan elecrical, mechanical, and elecronic skills in order o

effecively design and es compuer-conrolled elecromechanical

sysems. echnical produc design echnicians use compuer-aided

design sofware o make deailed produc plans, rom skeches o

final blueprins and/or drawings. And I echnicians provide ech-

nical assisance o users o boh deskop and mobile compuers,

upgrade sysem sofware and hardware, make recommendaions

abou new echnologies, and manage on-locaion servers.34

o help he MA2 program ge sared, he sae o Michigan

covered is adminisraive coss hrough a consulanwho worked wih he Michigan Economic Developmen

Corporaion, or MEDC. Te paricipaing companies finance

Overview:A consortium of small- and me

sized manufacturers that came together to

German-style apprenticeships in Michigan

Founding employers: Brose, Kostal, and

Sponsoring employers: American Axle &

Manufacturing Holdings, Inc.,BorgWarner,

Cadillac Products Packaging Company, Det

Diesel Corporation, Drr AG, Eberspaecher,

FRIMO, Heller, Hirotec America, Inergy, L.P.,

tik, Jervis B. Webb Company, Kern-Liebers, K

Link Engineering Company, Magna Internat

The Oakwood Group, Pontiac Coil, Proper G

International, Secure-24, Siemens, SL Amer

son Foods, Van Rob Kirchhoff Automotive G

Weil Engineering North America, and Volks

Group of America

32

Sector:Manufacturing

Occupations:Mechatronics technician, IT

nician, and technical product designer

Intermediary:Michigan Economic Develo

ment Corporation

Public funding:The state of Michigan pa

program start-up and administration costs.


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uiion a he paricipaing communiy colleges, as well as companies program

raining coss. MA2 also works wih he U.S. Deparmen o Labor and he

German American Chamber o he Commerce o he Midwes o ceriy ha i

mees U.S. and inernaional sandards.35

MA2 is a hree-year program in which apprenices roae beween periods o on-he-job raining and periods o classroom insrucion a he communiy colleges.

Apprenices spend six or seven weeks in he classroom, sudying a specialized cur-

riculum ailored o he dual raining model and o he high-level skills required by

advanced manuacurers. Companies assign qualified, veeran employees o work

wih apprenices during each o he nine-week periods o on-he-job raining.36

Paricipaing companies pay he apprenices uiion, as well as a sipend or he

ime apprenices spend in classes and/or labs. Apprenices also earn an hourly

wage ha increases over ime while compleing heir on-he-job raining. In

exchange or he companies invesmen in heir educaion and raining, sudenscommi o work or heir sponsoring company or a leas wo years afer comple-

ing he program. Upon graduaion, apprenices will receive an associaes degree

rom he communiy college; a DOL Regisered Appreniceship Cerificae o

Compleion; and a German DIHK-issued cerificae, which is recognized by

German employers around he world.37

Te program has proved popular so ar. I launched in 2013 wih he paricipaion

o wo communiy colleges and 11 companies, mos o hem headquarered in

Germany.38oday, he program includes our communiy colleges and 30 com-

panies, including a mix o European, Asian, and U.S.-based firms.39In is firs year

alone, MA2 received 200 applicaions or jus 30 open spos.40


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SEIU Healthcare NW

Training Partnership

Washingon Saes SEIU Healhcare NW raining Parnership

is a nonprofi school ormed by SEIU Healhcare 775NW and

paricipaing employers o rain and develop proessional long-

erm care workers. In 2013, he raining parnership enrolled

isand he naionsfirs class o Home Care Aide Regisered

Apprenices in a pilo program.43

Home care aides provide in-home, nonmedical suppor o heelderly and people wih disabiliies. Aides empower heir cliens

o live high-qualiy lives a home by assising hem wih bahing,

using he oile, preparing meals, cleaning, and doing laundry.

Te home care aide, wih a 2012 median annual wage o around

$21,000, is one o he ases-growing occupaions in he counry.

According o projecions rom he Bureau o Labor Saisics, he

number o home care aide jobs in he Unied Saes will grow by

50 percen by 2022.44

Te programs home care aide apprenices are eiher employed

by a paricipaing home care agency or are individual providers

employed by he sae o Washingon. o graduae rom he pro-

gram, an apprenice mus complee 75 hours o basic classroom

raining, which is required by he sae or all home care aides,

and an addiional 70 hours o advanced raining. On-he-job

raining is provided in he orm o 24 hours o peer menoring

rom an experienced home care aide.45

SEIU Healhcare NW pays or raining, and apprenices earn heir regular wageswhile compleing he firs 75 hours o basic classroom raining. Te second 70

hours o advanced raining are no paid. Upon compleing he program, appren-

ices mus pass a sae exam, which consiss o 60 writen quesions and a skills

demonsraion. Apprenices hen receive a $0.50-per-hour pay increase and a

DOL Regisered Appreniceship Cerificaion o Compleion.46

Overview:A union-employer nonprofit tra

partnership that uses registered apprentice

to meet workforce needs in home care.

Sponsoring employers:Addus Healthca

Inc., Amicable Health Care Inc., Catholic Co

munity Services of Western Washington, C

Services, Chesterfield Services, Coastal Co

munity Action Program, Concerned Citizen

Life Care, Korean Womens Association, Oly

ResCare of Washington Inc., Sea Mar Comm

Health Centers, Senior Life Resources Nort

State of Washington41

Sector:Health care

Occupations:Home care aides

Intermediary:SEIU Healthcare NW Trainin

Partnership

Public funding:The state of Washington

into the training partnership as a participat

employer and according to its collective ba

ing agreement with SEIU.42


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Over he nex five years, he raining parnership plans o expand o reach more

han 3,000 apprenices annually. Addiionally, hey will make raining broadly avail-

able across he Unied Saes.47I successul, applying he appreniceship model

o enry-level healh care occupaions can improve worker skill developmen and

esablish career pahways. Moreover, appreniceship has he poenial o benefi

healh care providers in he orm o more efficien recruimen and reenion, lowerraining coss, higher-qualiy paien care, and a more diverse workorce.


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NIMS Certified Registered

Apprenticeship Program

Appreniceship programs ha incorporae indusry-recognized

credenials offer subsanial benefis o workers and employers.51

Te srucure and evaluaion o appreniceships in an occupa-

ion can differ beween saes and employers, so adding naional

indusry-recognized credenials o an appreniceship program

gives he worker greaer currency and porabiliy in he labor

marke. Furhermore, offering appreniceships insead o simply

recognizing credenials ensures employers are geting he righworkers wih he righ skills o fill heir job openings.

In 1995, a group o mealworking rade associaions ha oday

consiss o a leas 6,000 businesses ormed NIMS o esablish a

uniorm mealworking sandard or various skills, a credenialing

assessmen o es compeency, and an overall sysem o validae

raining programs.52In 2003, wih he assisance o more han

300 companies and he Deparmen o Labor, NIMS creaed an

appreniceship program wih a compeency-based curriculum.53

Apprenices mus demonsrae required compeencies as hey

progress hrough heir raining, earning a series o NIMS cre-

denials along he way. Tere are a oal o 52 NIMS cerified

credenials ha all under hree differen skill requiremens:

level 1, level 2, and level 3.54Level 3 is he mos advanced. A

NIMS cerified appreniceship requires a compleed se o

credenials.55Becoming a NIMS machinis, or example, requires learning 28

required compeencies and earning 12 NIMS cerified credenials.56Tese

credenials ac as perormance assessmens or NIMS apprenices. In addiiono hese required compeencies, employers can cusomize he appreniceship by

adding compeencies relevan o heir own companies.57

Overview: Employers joined with the Nat

Institute for Metalworking Skills, or NIMS, to

develop national guideline standards for ap

ticeships that incorporate industry-recogniz

credentials.

Sponsoring employers: More than 300

companies participated in developing the N

Certified Registered Apprenticeship progra

Occupations: Machinist, toolmaker, CNC s

programmer, press setup operator, machine

tenance, and service and repair49

Intermediary: National Institute for Meta

ing Skills, or NIMS

Public funding: NIMS received more thanmillion from the U.S. Department of Labor t

its apprenticeship project and also leverage

million in private investment for NIMS stand

and assessments.50


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Because NIMS appreniceships measure compeencies insead o jus ime spen

on he job, employees are able o learn a heir own speed and accelerae i hey are

already advanced in a required compeency.58Upon compleion, NIMS-cerified

regisered apprenices receive a DOL Regisered Cerificae o Compleion, as

well as credenials rom NIMS.59Workers gain porable, indusry-recognized cre-

denials, and employers develop a skilled workorce. A raining coordinaor a onesponsoring company explained why he NIMS-cerified regisered appreniceship

program is more beneficial o he company han relying on cerificaion gained

solely hrough classroom insrucion:

NIMS works well for us because i forces our employees o prove boh knowl-

edge and skills. Mos people can do some ype of classroom raining and pass

a writen es. Bu a he end of he day, hey may or may no be able o run a

piece of equipmen.60


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Apprenticeship Carolina

Appreniceship Carolina is a model public-privae parnership, unique or is effec-

iveness and reach. Founded in 2007, Appreniceship Carolina came abou afer

a 2001 sae-issued repor highlighed he saes growing skills gap and a 2002

Souh Carolina Chamber o Commerce sudy ound ha he sae was underui-

lizing appreniceship as a workplace raining ool.68Since hen, Souh Carolina has

seen a 680 percen increase in he number o employers sponsoring apprenices.

In 2007, here were jus 90 companies wih regisered appreniceship programs;oday, here are approximaely 700.69

Overview:Over the past seven years, with a combination of market-

ing, technical assistance, and an employer tax credit, South Carolina

has increased the number of employers offering apprenticeships by

nearly 700 percent.61

Sponsoring employers:Today, around 700 employers sponsor

apprenticeships through Apprenticeship Carolina, including large

corporations such as The 3M Company, Caterpillar Inc., Duke Energy,

Blue Cross/Blue Shield Association,Alcoa, Eaton Corporation, GE

Aviation, Goodrich Corporation, and Pepperidge Farm, as well as

many small and medium-sized employers.62

Sector:Health care, advanced manufacturing, information technol-

ogy, energy, tourism, transportation, construction, and logistics63

Occupations: Apprenticeship Carolina supports all 950 occupations

registered through the Department of Labor Office of Apprentice-

ship. If an occupation is not already registered with the Departm

Labor, Apprenticeship Carolina provides a public consultant to w

employer through the registration process. Some of the occupat

pursued by South Carolina apprentices include aircraft structural

tenance technicians, certified nursing assistants, pharmacy techn

utility workers, machine operators, and quality control technician

Intermediary:Apprenticeship Carolina, a division of the Sout

Carolina Technical College System

Public funding:The South Carolina Technical College System

received $1 million in startup funding from the state legislature

launch Apprenticeship Carolina in 2007, and the program recei

$700,000 annually in state funding.65The South Carolina Workf

Investment Board allocated $1 million in grant funding to spur

ticipation among schools and businesses.66The state also provi

$1,000 tax credit for every apprentice that a business hires.67


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Appreniceship Carolina was creaed as an inermediary o promoe apprenice-

ship and o direcly engage wih employers across he sae, especially hose

ouside he ypical rade indusries.70Appreniceships can be sponsored by

individual businesses, public-secor agencies, or hrough employer consoriums

represened by a rade associaion or commitee.71o incenivize paricipaion,

he sae creaed a $1,000 ax credi, good or up o our years, or every appren-ice ha a business hires.72A no cos o he employer, Appreniceship Carolina

also provides consulans o assis prospecive businesses hrough each sep o

he appreniceship process. Tis includes coordinaing resources and assis-

ing businesses in he drafing o appreniceship sandards, as well as aciliaing

collaboraion wih various sakeholders such as he Souh Carolina echnical

College sysem and DOLs Office o Appreniceship.73

Tese effors and incenives have allowed Appreniceship Carolina o regiser an

average o one new company per week.74Furhermore, appreniceship programs

can be ound in a range o nonradiional indusries, including agribusiness, biou-els, healh care, inormaion echnology, advanced manuacuring, and ourism.75

Te parnership beween Souh Carolinas public and privae secor makes

Appreniceship Carolina a compelling model or expanding sae appreniceships.

Te privae secorhrough he Souh Carolina Chamber o Commerce and

wih sae unding o suppor researchdocumened a skills gap, recommended

appreniceship as a ool o mee he demand or skilled labor, and idenified some

o he barriers prevening employers rom sponsoring appreniceships. Sae

lawmakers responded by implemening sraegies o increase employer engage-

men, including financial incenives, markeing, and echnical assisance hrough

Appreniceship Carolina. Te dramaic increase in Souh Carolina apprenices

sands as esamen o he effeciveness o his model.


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Lessons

Te effors profiled in his repor represen a range o sraegies ha enerprising

worker raining sakeholders have employed o esablish appreniceship pro-

grams in high-demand, nonradiional occupaions. When i comes o creaing

an appreniceship program ha engages muliple employers, here is clearly

more han one way o srucure i. Tese case sudies, however, reveal hree

imporan commonaliies:

1. A strong intermediary is key to a strong apprenticeship program.Wheher iis a nonprofi such as Vermon HIEC, a sae agency such as Appreniceship

Carolina, or a join labor-managemen program such as he SEIU Healhcare

NW raining Parnership, a successul, ar-reaching appreniceship program

will have a srong inermediary. Te role o he inermediary is o coordinae

beween sakeholders, including employers, educaional insiuions, he

Deparmen o Labor, and sae governmens. An effecive inermediary will

also conduc oureach o employers and provide he echnical assisance neces-

sary o help employers esablish a uncional appreniceship program.

2. A little public investment goes a long way.Each o he programs profiled in his

repor has leveraged public dollars o bring in privae invesmen in worker rain-

ing. For example, while Souh Carolinas modes $1,000 employer ax credi does

no ully cover he coss o sponsoring an appreniceespecially or he many

small companies ha may no even have ax liabiliy wih he saei does serve

as a vial markeing ool ha brings employers o he able. As Appreniceship

Carolina has demonsraed, once employers are a he able, hey say.

3. Industry-recognized credentials add value to apprenticeships in nontradi-

tional occupations.

Te Cener or American Progress recenly highlighed hevalue ha indusry credenials can bring o an appreniceship.76Incorporaing

indusry-recognized credenials ino an appreniceship program ensures ha

workers who complee heir appreniceship gain a credenial ha is naion-

ally recognized and ruly porable. As we discussed above, Vermon HIEC

ensured ha is medical coding apprenices were also cerified as proessional


19/24


coders rom the American Academy of Professional Coders. Similarly, par-

icipans in he MA2 appreniceship program receive a German DIHK-issued

cerificae ha will allow hem o work or any German company around he

world. Incorporaing indusry-recognized credenials ino raining programs

srenghens he currency o appreniceships.

Sae governmens, nonprofis, employer associaions, and oher eniies look-

ing o develop srong appreniceship programs should consider hese lessons.

By using a srong inermediary, leveraging public invesmen, and incorporaing

relevan indusry credenials, hey can build susainable pipelines o alen ha

connec workers o good jobs in as-growing, high-demand occupaions.


20/24


Conclusion

In advanced economies around he world, large shares o young people ener

he labor marke hrough appreniceships. Ye appreniceship remains relaively

unknown in he Unied Saes, especially ouside he building and consrucion

rades. Tis cenuries-old earn-while-you-learn model has he poenial o play a

much more prominen role in Americas educaion and raining sysem.

o dae, a handul o enerprising nonprofis, raining providers, companies,

employer associaions, and saes are leading he way in developing innovaivenew mehods o offering appreniceships in he Unied Saes. Te case sudies

documened in his repor highligh a se o ools ha hese appreniceship pro-

grams have successully harnessed. Tese include using srong inermediaries o

coordinae beween sakeholders, engaging employers hrough oureach and ech-

nical assisance, and developing sandards or appreniceships in argeed high-

demand, high-growh fields and occupaions. As policymakers look o expand

appreniceship in he Unied Saes, hey should consider how o build upon, learn

rom, and replicae some o hese exciing new programs.


21/24


About the authors

Sarah Ayres Steinbergis a Policy Analys wih he Economic Policy eam a he

Cener or American Progress. She is he co-auhor o raining or Success: A

Policy o Expand Appreniceships in he Unied Saes. Her work covers a range

o issues affecing shared economic growh, including appreniceship, youhparicipaion in he economy, he middle class, employmen, and possecond-

ary educaion. Her work has been cied by Te New York imes, Te Wall Sree

Journal, Te Washingon Pos, and Forune, among ohers. She has also appeared on

MSNBC, Fox News, and NPR.

Prior o joining CAP, Sarah handled economic and financial policy as legislaive

assisan o Congressman Rick Boucher (D-VA), a senior member o he Energy

and Commerce Commitee. She has worked on a number o naional, sae, and

local campaigns in her naive New Hampshire, including managing he field cam-

paign or Gov. John Lynch (D) in 2008.

Sarah has a bachelors degree in governmen and sociology rom Darmouh

College. She grew up in Hanover, New Hampshire.

Ethan Gurwitzis a Research Assisan wih he Economic Policy eam a he

Cener or American Progress. Prior o joining American Progress, he worked as

a research associae or he 2012 Obama re-elecion campaign in Chicago and

or he 2013 special elecion or Sen. Ed Markey (D-MA). He holds a bachelors

degree rom Norhwesern Universiy.


22/24


Endnotes

1 Office of Apprenticeship, Partnering for Success: Recom-mendations to Facilitate Greater Collaboration betweenthe Registered Apprenticeship and Public WorkforceSystems (U.S. Department of Labor, 2011), available athttp://wdr.doleta.gov/directives/attach/TEN/ten2011/ten44-11aA.pdf;South Carolina Chamber of Commerce,

Apprenticeship: An Important Avenue for Building aSkilled Workforce in South Carolina (2002), availableat https://21stcenturyapprenticeship.workforce3one.org/view/2001027280545678076/info; Ben Olinsky andSarah Ayres, Training for Success: A Policy to ExpandApprenticeships in the United States (Washington:Center for American Progress, 2013), available athttp://www.americanprogress.org/wp-content/up-loads/2013/11/apprenticeship_report.pdf.

2 Apprenticeship Carolina, The New Evolution ofApprenticeship, available at http://www.apprentice-shipcarolina.com/,(last accessed September 2014);Personal communication with Brad Neese, Director ofApprenticeship Carolina, September 17, 2014.

3 Pure Michigan Talent Connect, Michigan AdvancedTechnician Training (MAT2) Program, available at http://www.mitalent.org/mat2/(last accessed July 2014) ; Ver-

mont HITEC, Academic Programs, available at http://www.vthitec.org/page3/index.html (last accessed July2014); Charissa Raynor, Training a Skilled Home CareWorkforce: the SEIU Apprenticeship Program, U.S.Department of Labor ( Work in Progress) blog, availableat http://social.dol.gov/blog/training-a-skilled-home-care-workforce-the-seiu-apprenticeship-program/.

4 Olinsky and Ayres, Training for Success.

5 Ibid.; State of Washington Workforce Training and Edu-cation Coordinating Board, 2013 Workforce TrainingResults by Program: Apprenticeship, available at http://www.wtb.wa.gov/Documents/2_Apprenticeship_2013.pdf (last accessed July 2014).

6 Employment and Training Administration, Data andStatistics: Registered Apprenticeship National Results,available at http://www.doleta.gov/OA/data_statistics.

cfm (last accessed July 2014).

7 Sarah Ayres, and Ethan Gurwitz, The Underuse ofApprenticeships in America (Washington: Centerfor American Progress, 2014), available athttp://www.americanprogress.org/issues/economy/news/2014/07/22/93932/the-underuse-of-apprentice-ships-in-america/.

8 Ibid.

9 Sarah Ayres, and Ethan Gurwitz, Apprenticeship Expan-sion in England (Washington: Center for AmericanProgress, 2014), available at http://www.american-progress.org/issues/labor/report/2014/06/06/91011/apprenticeship-expansion-in-england/.

10 Employment and Training Administration, Data andStatistics: Registered Apprenticeship National Results.


12 Employment and Training Administration, PresidentObama Announces American Apprenticeship Initiative,available at http://www.doleta.gov/oa/aag.cfm(lastaccessed September 2014).

13 Personal communication with Gerald P. Ghazi, presi-dent, Vermont HITEC Inc., August 17, 2014.

14 Ibid.

15 Senator Patrick Leahy, Leahy Secures $2 M. For VermontWorkforce Development Project That Matches Vermont-ers With Their Future Vermont Employers, Press release,June 9, 2011, available at http://www.leahy.senate.gov/press/leahy-secures-2-m-for-vermont-workforce-development-project-that-matches-vermonters-with-

their-future-vermont-employers; U.S. Department ofLabor, $154.8M awarded to 32 states, Puerto Rico andthe Cherokee tribal nation to implement or expand

job-driven training programs for laid-off workers, Pressrelease, June 26, 2014, available at http://www.dol.gov/opa/media/press/eta/ETA20141235.htm; Hilary Niles,State Awarded $1.5 Million to Train Long-term Unem-ployed, VTDigger.org, June 26, 2014, available at http://vtdigger.org/2014/06/26/state-awarded-1-5-million-train-long-term-unemployed/; Personal communicationwith Gerald P. Ghazi, president, Vermont HITEC Inc.,August 17, 2014.

16 Ibid.

17 Morgan True, Dartmouth-Hitchcock to Launch VirtualClinic, VTDigger.org, available at http://vtdigger.org/2014/06/15/dartmouth-hitchcock-launch-virtual-clinic/

18 Dartmouth Hitchcock, Dartmouth Hitchcock namesAlan R. Weston Chief Human Resources Officer, Pressrelease, January 26, 2011, available athttp://www.dartmouth-hitchcock.org/news/newsdetail/58763/.

19 Bureau of Labor Statistics, Medical Records and HealthInformation Technicians available athttp://www.bls.gov/ooh/healthcare/medical-records-and-health-information-technicians.htm (last accessed September2014).

20 Personal communication with Gerald P. Ghazi, presi-dent, Vermont HITEC Inc., August 17, 2014.

21 Ibid.

22 Ibid.

23 Ibid.

24 Ibid.

25 Office of Apprenticeship, Report on Industry RoundtableDiscussions(Washington: U.S. Department of Labor,2014), available athttp://www.doleta.gov/oa/pdf/OA-Industry-Roundtable-Summary_20140728r1.pdf.

26 Personal communication with Dr. Gerald P. Ghazi, J.D.,President, Vermont HITEC Inc., August 17, 2014.

27 Office of Apprenticeship, Report on Industry RoundtableDiscussions.

28 Personal communication with Dr. Gerald P. Ghazi, J.D.,President, Vermont HITEC Inc., August 17, 2014.

29 Ibid.

30 Ibid.

31 Ibid.

32 Personal communication with Mark Tomkins, vicepresident, German American Chamber of Commerceof the Midwest, Inc. andJoe Ruffolo, Director of HumanResources, Kostal North America, August 7, 2014.

33 Ibid.
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34 Pure Michigan Talent Connect, Michigan AdvancedTechnician Training (MAT2) Program, available athttp://www.mitalent.org/mat2/ (last accessed Sep-tember 2014).

35 Personal communication with Mark Tomkins andJoeRuffolo.

36 Ibid.; MAT Squared, MAT2 Overview , available athttp://mimfg.org/Portals/0/Documents/News/tool-kit_MAT2Overview.pdf(last accessed September 2014).

37 Ibid.

38 Personal communication with Mark Tomkins andJoeRuffolo.

39 Pure Michigan Talent Connect, MAT2 ParticipatingCompanies and Community Colleges, available athttp://www.mitalent.org/mat2-participants/(last ac-cessed September 2014).

40 Personal communication with Walter Maisel, presidentand CEO, Kostal North America, April 16, 2014.

41 Personal communication with Charissa Raynor, execu-tive director, SEIU Healthcare NW Training Partnership,August 1, 2014.

42 Personal communication with Charissa Raynor, Sep-tember 10, 2014.

43 Ibid.

44 Bureau of Labor Statistics, Home Health Aides, avail-able at http://www.bls.gov/ooh/healthcare/home-health-aides.htm(last accessed September 2014).

45 Personal communication with Charissa Raynor, August1, 2014.

46 Ibid.

47 Charissa Raynor, Training a Skilled Home CareWorkforce: the SEIU Apprenticeship Program, U.S.Department of Labor (Work in Progress) blog, June 5,2014, available at http://social.dol.gov/blog/training-a-skilled-home-care-workforce-the-seiu-apprenticeship-program/.

48 Personal communication with James Wall, executivedirector, National Institute for Metalworking Skills, July7, 2014.

49 Ibid.

50 Employment and Training Administration, ARRA HighGrowth and Emerging In dustries, Community-Based,and High Growth Investment Center,available athttp://www.doleta.gov/brg/grants/Grantee_Detailed.cfm?Grant_id=271&type=both&attribute=by_area(last accessed September 2014); National Institute forMetalworking Sk ills, Inc., Apprenticeship, available athttps://www.nims-skills.org/web/nims/4(last accessedAugust 2014).

51 Sarah Ayres, National Standards for Strong Apprentice-ships (Washington: Center for American Progress,2014), available athttp://www.americanprogress.org/

issues/economy/report/2014/08/27/96088/national-standards-for-strong-apprenticeships/.

52 National Institute for Metalworking Skills, Inc., AboutNIMS, available athttps://www.nims-skills.org/web/nims/3(last accessed July 2014).

53 Ibid.; Office of Apprenticeship, Strengthening OurNations Workforce With Demand-Driven Solutions(U.S.Department of Labor, 2007), available at http://www.doleta.gov/oa/brochure/2007%20Advanced%20Manu-facturing.pdf.

54 KLH Industries Inc., NIMS Apprenticeship Trial Under-way, available at http://www.klhindustries.com/about/newsletter/nims-apprenticeship-trial-underway(lastaccessed September 2014).

55 Ibid.

56 National Institute for Metalworking Skills, Inc. Appren-ticeship.

57 Ibid.

58 KLH Industries Inc., NIMS Apprenticeship Trial Under-way.

59 National Institute for Metalworking Skills, Benefitsof Competency-Based Apprenticeship, available athttps://www.nims-skills.org/web/nims/benefits(lastaccessed July 2014).

60 Melissa DeBilzan, The ABCs of Employee Certificationand Credentials, Precision Manufacturing Journal, April22, 2013, available at http://pm-mn.com/2013/04/feature-story-the-abcs-of-employee-certification-and-credentials/.

61 Personal communication with Brad Neese, Director ofApprenticeship Carolina, September 17, 2014.

62 Ibid; Apprenticeship Carolina, What is Apprentice-ship?, available athttp://www.apprenticeshipcarolina.

com/what.html, (last accessed September 2014); SouthCarolina Aerospace, Apprenticeship Carolina, availableat http://www.scaerospace.com/about/workforce/apprenticeship-carolina, (last accessed September2014); Apprenticeship Carolina, Testimonials, availableat http://www.apprenticeshipcarolina.com/testimoni-als.html (last accessed September 2014);

63 Ibid.

64 Apprenticeship Carolina, Frequently Asked Questions,available at http://www.apprenticeshipcarolina.com/faq.html(last accessed September 2014); South Caro-lina Aerospace, Apprenticeship Carolina.


66 Office of Apprenticeship, Partnering for Success.

67 Ibid.; South Carolina Department of Revenue,Tax Credits, available at http://www.sctax.org/Forms+and+Instructions/taxCredits/default.htm(lastaccessed September 2014).

68 Apprenticeship Carolina, A Foundational Time-line of Apprenticeship Carolina, available athttps://21stcenturyapprenticeship.workforce3one.org/view/2000911471112255751(last accessed September2014); Olinsky and Ayres, Training for Success.

69 Ibid; Personal communication with Brad Neese, Direc-tor of Apprenticeship Carolina, September 17, 2014.

70 Personal communication with Brad Neese, director,Apprenticeship Carolina, June 5, 2013.

71 Apprenticeship Carolina, Frequently Asked Questions.

72 South Carolina Department of Revenue, Tax Credits.

73 Apprenticeship Carolina, What is Apprenticeship?;Personal communication with Brad Neese; Olinsky andAyres, Training for Success.

74 Ibid.

75 Apprenticeship Carolina, Testimonials.

76 Ayres, National Standards for Strong Apprenticeships.
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e-care-workforce-the-seiu-apprenticeship-program/http://social.dol.gov/blog/training-a-skilled-home-care-workforce-the-seiu-apprenticeship-program/http://www.bls.gov/ooh/healthcare/home-health-aides.htmhttp://www.bls.gov/ooh/healthcare/home-health-aides.htmhttp://www.mitalent.org/mat2-participants/http://mimfg.org/Portals/0/Documents/News/toolkit_MAT2Overview.pdfhttp://mimfg.org/Portals/0/Documents/News/toolkit_MAT2Overview.pdfhttp://www.mitalent.org/mat2/


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