Key Moments
MassBridge Apprenticeships Symposium May 2022
MIT OpenCourseWareKey Moments
State apprenticeship leaders share best practices for employer engagement, program development, and youth involvement.
Key Insights
Employer demand must drive apprenticeship program development, not supply-side initiatives.
Simplifying bureaucracy and demonstrating a clear return on investment are key to employer buy-in.
Consortia and partnerships, especially with community colleges, are vital for engaging small and medium-sized employers.
Youth apprenticeships offer a valuable talent pipeline, requiring creative approaches to safety and integration.
Effective marketing and awareness campaigns, especially leveraging social media, are crucial for reaching target audiences.
Apprenticeships can serve as effective career pathways for incumbent workers, fostering internal growth and retention.
FOUNDATIONS OF SUCCESSFUL APPRENTICESHIPS
State apprenticeship leaders emphasize that successful programs are built on strong partnerships and a clear understanding of employer needs. The consensus is that apprenticeship initiatives must be demand-driven, starting with identifying industry needs rather than creating programs in isolation and hoping employers will adopt them. This approach ensures that training directly addresses workforce gaps and provides tangible benefits to businesses, fostering genuine buy-in and commitment from employers.
ENGAGING EMPLOYERS AND REDUCING BUREAUCRACY
A major hurdle in apprenticeship adoption is the perceived bureaucracy and paperwork. Panelists highlighted strategies to overcome this, including dedicated staff to handle administrative tasks, developing internal databases for electronic submissions, and providing user-friendly language. Emphasizing the return on investment, such as pipeline development and upskilling existing workers, helps employers see the value proposition beyond administrative burdens, making participation more attractive.
LEVERAGING PARTNERSHIPS AND CONSORTIA
Engaging small and medium-sized employers is crucial, and consortia have emerged as a key strategy. By grouping employers, even across different sectors, they can collectively recruit apprentices and fill classes at community colleges, addressing the common challenge of low enrollment numbers for individual businesses. This collaborative model also allows for shared resources and a unified approach to recruitment and training, making apprenticeships more accessible for smaller enterprises.
DEVELOPING YOUTH APPRENTICESHIP PROGRAMS
Youth apprenticeships are recognized as a vital component of the talent pipeline, offering pathways for individuals aged 16-24. Success hinges on quality control, starting with small cohorts and celebrating early wins. Creative approaches like allowing younger apprentices into training facilities before direct equipment handling are being employed, particularly in manufacturing. Addressing misconceptions about safety and highlighting the digital literacy and fresh perspectives youth bring is essential for employer adoption.
STRATEGIES FOR BROADENING AWARENESS
Effective marketing and awareness campaigns are critical for reaching employers, students, parents, and educators. States are developing dedicated apprenticeship websites, utilizing social media (including platforms like TikTok and Instagram for younger audiences), and creating 'day in the life' videos to showcase modern apprenticeship roles. Targeted campaigns help ensure that resources are directed towards the most receptive audiences, demystifying apprenticeships and highlighting their career-building potential.
APPRENTICESHIPS AS CAREER PATHWAYS
Apprenticeships are increasingly being recognized as powerful tools for developing career pathways, not just for new entrants but also for incumbent workers. By establishing clear progressions from entry-level to management, companies can demonstrate growth opportunities, fostering employee retention and attracting new talent. Some organizations initiated apprenticeship programs specifically to provide objective benchmarks for raises and promotions, integrating skill development with career advancement.
COLLABORATION BETWEEN COLLEGES AND APPRENTICESHIPS
The relationship between educational institutions, particularly community colleges, and apprenticeship programs is vital. Colleges are encouraged to offer a flexible 'menu' of services, integrating employer-specific training with existing credit and non-credit courses. This approach allows for customization, leveraging prior learning and internal employer training. Consolidating continuing education and credit departments in technical colleges helps bridge the gap, making it easier to meet employer needs efficiently.
ADDRESSING CREDIT VS. NON-CREDIT DIVISIONS
Navigating the divide between credit and non-credit offerings within community colleges presents a challenge. While non-credit programs often show greater responsiveness, credit programs face more governance hurdles. However, some institutions are consolidating these areas, creating a single point of contact to assess and meet employer needs. The flexibility to develop new programs, whether credit or non-credit, and integrate them with existing offerings, enhances the value proposition for both students and employers.
FINANCIAL CONSIDERATIONS AND ACCESSIBILITY
Ensuring apprenticeships are financially accessible requires creative solutions. This includes exploring partnerships with legislatures, utilizing public funding, and securing scholarships for apprentices. The goal is to balance the cost of instruction with the long-term value for the apprentice, the institution, and the employer. Apprenticeships themselves can sometimes count towards academic credit, further reducing overall educational costs for participants.
INCUMBENT WORKER DEVELOPMENT THROUGH APPRENTICESHIPS
Apprenticeships are not solely for new entrants; they offer significant opportunities for incumbent workers seeking career advancement. By establishing career pathways, experienced employees can progress to higher-level roles, including management. This internal development addresses succession planning needs and demonstrates a commitment to employee growth. For companies, investing in incumbent worker apprenticeships fosters loyalty and builds a skilled, stable workforce.
KEY ADVICE FOR PROGRAM DEVELOPMENT
Panelists offered concise advice for those building apprenticeship programs. Key themes included thinking outside the box to explore new approaches and partners, listening actively to all stakeholders, and practicing flexibility. The message is that innovation, adaptability, and strong collaborative relationships are fundamental to navigating the complexities and ensuring the success of apprenticeship initiatives across diverse industries and regions.
Mentioned in This Episode
●Software & Apps
●Companies
●Organizations
●People Referenced
Common Questions
Starting with employer demand, rather than just supply, is crucial. Apprenticeship programs need to address existing job opportunities and employer needs to be successful.
Topics
Mentioned in this video
A project focused on researching and developing apprenticeship programs, with participants from Massachusetts and internationally.
Vice President for Apprenticeship Carolina in South Carolina.
State Apprenticeship Expansion Manager for Colorado.
Director of Apprenticeship NC in North Carolina.
Commissioner of Apprenticeship Programs for the Utah Department of Workforce Services.
A state where Catherine Costellos works on apprenticeship initiatives, highlighting partnerships and relationship building as key achievements.
Amy Firestone's state, where Apprenticeship Carolina focuses on customer service and expanding the apprenticeship ecosystem, especially during the pandemic.
Melissa Stark's state, which saw significant growth in registered apprenticeship sponsors after establishing a network and a new commissioner role.
Denise Miller's state, which emphasizes nimbleness, agility, and sector partnerships, with a focus on building an equitable, locally-driven system.
Mentioned in the context of program registration requirements and the Office of Apprenticeship.
A resource used in Utah to break down skills needed for job descriptions and identify possible certifications.
Used metaphorically to describe the simplified, 'behind-the-curtain' approach to apprenticeship bureaucracy in Colorado.
A company in South Carolina that recently launched a youth apprenticeship program, allowing 17-year-olds to participate in training.
A platform used for marketing campaigns targeting employers.
Passed legislation in 2016 waiving community college tuition for registered pre-apprentices or apprentices in high school, and in December 2022 allocated $12 million for rural small businesses and youth apprenticeships.
A company featured in a 'day in the life' video for its apprenticeship program, which started with a high school student.
A German manufacturing company in South Carolina launching its first youth apprenticeship program with a homeschool student.
A social media platform used for marketing campaigns.
A college in South Carolina that is launching its first youth apprenticeship with Scheffler.
A social media platform used for marketing campaigns targeting youth.
A social media platform used for marketing campaigns targeting youth.
A streaming service mentioned in the context of avoiding commercials showing apprenticeship ads.
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