What is the role of community colleges in apprenticeship programs?

Community colleges, like those in the Kentucky Community and Technical College System (KCTCS), are positioning apprenticeship as a workforce solution for employers. They offer technical assistance and support, marketing apprenticeships to employers and recruiting students into these programs, effectively bridging the gap by meeting employer needs.

How has Ohio approached apprenticeship development?

Ohio's approach has evolved in three phases: initial partnerships to award college credit, institutions becoming registered sponsor sites owning curriculum, and now focusing on awarding college credit for recognized credentials, including apprenticeships. They are also proposing pre-apprenticeship programs in K-12.

What are the key stakeholders that need to be involved in successful apprenticeship programs?

Successful apprenticeship programs require employers as the primary focus, alongside higher education institutions, policymakers, and talent pipeline intermediaries. Convening these diverse groups is crucial, though employers are often the hardest to fully engage due to cultural and operational hurdles.

Why is 'Equity' a significant buzzword in the current apprenticeship landscape?

Equity is crucial because simply increasing numbers of diverse participants doesn't guarantee equitable outcomes. The focus is shifting to how the system serves apprentices, addressing wage gaps, improving completion rates, and tackling racial disparities, ensuring the system genuinely benefits those within it.

What does 'Earn and Learn' mean in the context of apprenticeships?

'Earn and Learn' highlights that apprentices are working and supporting themselves, often families, while studying. This model is vital because students may drop out due to financial or life needs if they can't balance work and education. Apprenticeships allow them to do both simultaneously.

Why is 'Rigor' important for registered apprenticeships?

Rigor is key because it differentiates registered apprenticeships from other programs, ensuring they produce competent, job-ready candidates. It signifies a blend of structured on-the-job training and related instruction, leading to verifiable, portable credentials that offer career progression and long-term sustainability for both apprentices and employers.

What policy changes could accelerate apprenticeship adoption?

Potential policy changes include linking H-1B visa consumption to apprenticeship requirements, using government procurement to build in apprenticeship provisions, and establishing sustained federal funding sources to match employer investments in training costs. Employer incentives are also critical for driving adoption.

Key Moments

MassBridge Apprenticeships Symposium May 2022

MIT OpenCourseWare

Education4 min read50 min video

Jun 7, 2022|21 views

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Key Moments

TL;DR

Experts discuss the challenges and opportunities in expanding apprenticeships, focusing on collaboration, equity, and future industry growth.

Key Insights

Collaboration among employers, education providers, and policymakers is crucial for successful apprenticeship expansion.

Equity should be a central focus, ensuring fair outcomes and access for diverse populations within apprenticeship programs.

Reskilling and upskilling are critical in today's rapidly changing job market, with apprenticeships offering a viable solution.

The traditional higher education system can be slow to adapt, highlighting the agility of apprenticeship models for in-demand skills.

Government incentives, policy adjustments, and sustained funding are essential to encourage employer participation and program growth.

Rigor is a key differentiator for registered apprenticeships, ensuring quality training and creating pathways for career progression.

THE EVOLVING LANDSCAPE OF APPRENTICESHIP

The symposium highlighted the dynamic nature of apprenticeships, moving beyond traditional trades to encompass a wider array of industries. Speakers emphasized that apprenticeship is a hybrid model of learning and earning, explicitly bringing education and the workforce together. Organizations like JFF and Apprenti, as well as state higher education departments and community college systems, play vital roles as intermediaries and facilitators to bridge the gap between education and employment. The discussion underscored that apprenticeship is not merely a training program but a strategic workforce solution for employers facing talent shortages.

CONVENING STAKEHOLDERS FOR SUCCESS

A recurring theme was the critical need for collaboration among diverse stakeholders, including employers, higher education institutions, and policymakers. Bringing these groups to the 'table' is essential for designing and implementing effective apprenticeship programs. Employers are identified as having significant control but often require cultural shifts to invest in training rather than solely poaching talent. Government entities play a role through policy, funding, and creating easier pathways for engagement. Intermediaries are crucial for convening these disparate groups and navigating the complexities of the system.

EQUITY AND DIVERSITY IN APPRENTICESHIP

Equity was identified as a paramount buzzword, emphasizing the need to look beyond mere numbers of diverse participants. The focus is shifting towards how apprenticeship programs serve individuals, addressing wage gaps and disparities in completion rates based on race and gender. Creating equitable outcomes requires examining workplace inclusivity and ensuring apprentices are not just trained but are integrated into supportive work environments. The goal is to prevent apprentices from being tracked into entry-level positions and instead foster genuine career progression.

RESKILLING AND ADAPTING TO LABOR MARKET NEEDS

The current labor market, characterized by talent shortages and high turnover, presents a significant opportunity for apprenticeship expansion. Speakers stressed the importance of reskilling and upskilling individuals, particularly those from underrepresented groups or those seeking career changes. Apprenticeships offer a structured pathway to acquire in-demand skills, with evidence of high retention rates among completers. The ability of apprenticeship programs to adapt quickly to industry needs, contrasting with the slower pace of traditional higher education, makes them a vital tool for addressing evolving workforce demands.

INTEGRATING APPRENTICESHIP WITH HIGHER EDUCATION

While apprenticeships offer a more agile alternative, integration with traditional higher education systems remains important. The discussion acknowledged that higher education institutions, often described as 'battleships' compared to the 'speedboats' of apprenticeships, can be slow to adapt. However, innovative credit award systems for apprenticeship completers and the potential for community colleges to become registered sponsors are bridging this gap. The key is to view apprenticeships not as a replacement for higher education but as a parallel, valuable pathway for career development.

POLICY LEVERS AND GOVERNMENT SUPPORT

The role of government, particularly the Department of Labor, is central to scaling apprenticeships. Policy recommendations included linking H-1B visa consumption to apprenticeship commitments, utilizing government procurement policies to incentivize apprenticeship provisions, and exploring 'pay for success' models. Sustained federal funding, employer incentives, and financial support to match industry investment are crucial for long-term program sustainability. These government actions can overcome the hurdles that individual companies face in forecasting and investing in their workforce through apprenticeships.

THE VALUE OF RIGOR IN REGISTERED APPRENTICESHIPS

Rigor was highlighted as a defining characteristic of registered apprenticeships, differentiating them from other training programs. This rigor, encompassing both on-the-job learning and structured related instruction, ensures competency and qualifies apprentices as top candidates for employers. While acknowledging the value of less intensive programs, the discussion emphasized that to ensure portability, verifiability, and true career progression across sectors, maintaining high standards is essential. The goal is to create an ecosystem that parallels the university track in recognition and career outcomes.

TARGETING FUTURE INDUSTRIES AND OCCUPATIONS

The conversation explored potential future industries for apprenticeship expansion, moving beyond IT and healthcare. Examples included turf management, butcher programs, and even teaching certifications. The underlying principle is to identify skilled occupations that benefit from both structured training and on-the-job experience, regardless of the industry's traditional association with apprenticeships. A key consideration is ensuring these programs lead to family-sustaining wages and clear opportunities for advancement beyond the initial apprenticeship period.

Mentioned in This Episode

●Companies

●Organizations

●People Referenced

Apprenticeship Success Strategies

Practical takeaways from this episode

Do This

Actively listen to all stakeholders: employers, higher education, policy makers, and talent pipelines.

Convene all necessary parties at the table, with employers as a primary focus.

Leverage the current labor market where employers are more open to alternative talent solutions.

Involve faculty from the beginning in program design and requirements to foster buy-in.

Emphasize 'Earn and Learn' to support working students and address life needs.

Focus on 'competency over pedigree' to identify skill sets effectively.

Maintain rigor in registered apprenticeship programs to ensure high-quality, portable credentials.

Advocate for sustained federal funding and employer incentives to support apprenticeship growth.

Avoid This

Treat apprenticeship as solely classroom training; it's a hybrid job-based learning model.

Expect rapid adoption from employers; it requires overcoming cultural and operational hurdles.

Underestimate the challenge of fragmented systems and non-standardized reporting for support infrastructure.

Rely solely on open job postings; actively build talent through apprenticeships.

View apprenticeships as solely for traditional trades; they are expanding to many new occupations.

Focus only on scale and diversity numbers without examining equitable outcomes and retention within programs.

Short-track technical roles or those involving high stakes (lives, capital) training.

Discourage employer-led non-registered programs if they meet specific needs, but maintain distinction from registered apprenticeships.

Common Questions

Organizations like Jobs for the Future (JFF) and Apprenti act as national intermediaries. JFF works across the spectrum from K-12 to post-secondary and workforce connections, focusing on career-oriented education and work-based learning. Apprenti specifically targets tech occupations, aiming to reskill underrepresented groups and shift employer focus from pedigree to competency.

Topics

Business & Entrepreneurship Future Of Work Skill Development Career Pathways Apprenticeship Models Stakeholder Engagement Upskilling And Reskilling Workforce Solutions Policy And Funding

Mentioned in this video

personDiana Jarvo

Apprenticeship Project Director at the Kentucky Community and Technical College System.

organizationDepartment of Labor (DOL)

The government department mentioned in discussions about apprenticeship policy, funding, and regulations, including the standardization of training hours.

organizationMIT's Office of Open Learning

The office where Steve Elsa works as a Program Manager, involved in the discussion about apprenticeships.

organizationJobs for the Future (JFF)

A national intermediary organization that works across the education to workforce spectrum, focusing on bridging the gap at various stages, including career-oriented education, youth apprenticeship, and post-secondary to workforce connections.

personDebra Kobis

Senior Director at Jobs for the Future and Deputy Director for their Center for Apprenticeship and Work-Based Learning.

personJennifer Carlson

Executive Director and Co-founder of Apprenti.

personSteve Elsa

Program Manager at MIT's Office of Open Learning, moderating the panel.

organizationApprenti

A national intermediary organization focused on tech occupations, aiming to bridge the talent gap by shifting company culture to look beyond pedigree for talent identification and attracting underrepresented minorities, veterans, women, and persons with disabilities.

organizationKentucky Community and Technical College System (KCTCS)

A system of 16 community colleges in Kentucky that has incorporated apprenticeship programming as a workforce solution for employers, positioning it within their workforce solutions team for employer-facing staff.

organizationOhio Department of Higher Education

An organization in Ohio that oversees apprenticeship initiatives, having progressed through phases of partnership with apprenticeship organizations, institutions becoming sponsor sites, and awarding college credit for recognized credentials.

personJared Shank

Senior Director for Military Apprenticeship Initiatives and Special Projects with the Ohio Department of Higher Education.

organizationHigher Learning Commission (HLC)

The regional accrediting body utilized by institutions in Ohio to get approval for awarding college credit for apprenticeship programs.

legislationH-1B Visas

Discussed as a policy lever that could be linked to apprenticeship adoption to encourage companies to cultivate domestic talent.

personMarty Walsh

Mentioned as a figure the panelists would pitch their ideas to in an elevator scenario, representing a governmental perspective on apprenticeships.

toolMicrosoft

Used as an example in the context of H-1B visa consumption and the potential for linking it to apprenticeship numbers.

organizationDepartment of Commerce

Mentioned alongside the Department of Labor as investing in expanding registered apprenticeship programs.

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