An employer’s guide to optimizing an already good thing

 

Clint Hankinson

 

REGISTERED APPRENTICESHIP PROGRAMS—that is, a proven model of apprenticeship that has been validated by the U.S. Department of Labor or a State Apprenticeship Agency—are growing fast throughout the U.S. Thanks to new industry sectors embracing apprenticeships, the positive perception among job seekers, and the beneficial business model for employers, apprenticeships are taking the workforce by storm.

Over the past five years, Apprenticely has helped over 180 employers discover registered apprenticeships as an ideal supplemental staffing strategy to help them grow their own talent. Because Apprenticely handles the behind-the-scenes heavy lifting of managing the employer’s apprenticeship program, employers can focus on integrating the apprentice into their team and quickly generate value from their work. To ensure a successful relationship with our employer clients, our team encourages them to consider the following elements that build a strong and lasting apprenticeship program.

1. Define Clear Objectives and Goals

Employers’ goals for what they want to achieve through the program will serve as the foundation for designing the program, for recruiting apprentices, and for measuring success. In order to achieve clarity, employers can ask:

• Are we looking to fill skill gaps within the organization?
• Do we want to use the program for new hires, existing employees, or both?
• Do we want to create a talent pool for future leadership roles?
• What specific skills do we need our apprentices to learn?
• What are the long-term benefits for the organization?
• Do we have the right partner who can help our program succeed?

By answering these questions, employers can create a clear direction for their Registered Apprenticeships and ensure they align with the company’s strategic objectives.

2. Develop a Structured Training Program

A strong apprenticeship program is designed to provide a balance of on-the-job learning and Related Technical Instruction (RTI). It will include:

• A Defined Curriculum: A structured curriculum ensures that apprentices have a clear understanding of what they will learn during their time with the company. Essential skills, industry-specific knowledge, and professional development are valuable elements included in the curriculum.
• Hands-on Experience: Apprentices learn best when they are actively engaged in real-world projects. Employers can ensure that apprentices are involved in meaningful tasks that reflect the work done by seasoned professionals.
• Mentorship: Providing experienced mentors to guide apprentices will contribute significantly to the apprentice’s success. Mentors can give ongoing feedback, share insights, and help apprentices navigate challenges that arise during their training.
• Ongoing Evaluation and Assessment: Regular assessments of the apprentice’s skills and progress help ensure that they’re meeting training milestones. These evaluations are constructive, providing opportunities for apprentices to grow and improve.

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Apprenticely is your partner, creating a customized training solution for each apprentice. Our team will:

• Determine the primary factors impacting the training path
• Implement the preferred pacing to develop the curriculum
• Develop the most effective training plan based on the “ingredients” given
• Coordinate a mentor to guide your apprentice in successfully completing their apprenticeship

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3. Incorporate a Feedback Loop

Feedback is a vital element of any successful apprenticeship program. Employers who establish an open feedback loop between apprentices, mentors, and managers will help the apprenticeship program achieve its goals. Feedback should be timely, specific, and constructive. It can help both the apprentices and the company identify areas where improvements are needed. Optimizing the feedback process includes:

• Regular Check-ins: Hold regular one-on-one meetings with apprentices to discuss their progress, challenges, and goals.
• Peer and Manager Feedback: Encourage feedback not only from mentors but also from colleagues and managers to provide a holistic view of the apprentice’s development.
• Apprentice Feedback: Allow apprentices to provide feedback on their training experience. Understanding their perspective can help employers fine-tune the program and identify potential pain points.

A robust feedback loop fosters continuous improvement, ensures apprentices are meeting expectations, and builds an open culture of communication within the organization.

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Apprenticely can help identify the right mentor for your apprentice and coordinate the relationship to ensure proper communication.

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4. Promote a Culture of Equity and Accessibility

Apprenticeship programs thrive most within an inclusive and supportive environment. Apprentices from various backgrounds bring unique perspectives and skills to the table, which can drive innovation and creativity within the company. Being proactive in these areas can:

• Attract a Wider Talent Pool: By making the program accessible to individuals from diverse backgrounds, employers can tap into a larger pool of talent. This can be particularly beneficial in industries facing a shortage of skilled workers.
• Enhance Problem-Solving and Innovation: A broad team brings different viewpoints, which can lead to more creative solutions to challenges.
• Improve Retention Rates: Inclusive environments are associated with higher employee satisfaction, which can translate into better retention of apprentices after they complete the program.

Employers will find the greatest value when their programs are accessible to all, with clear anti-discrimination policies and practices in place. Additionally, making accommodations for different learning styles, backgrounds, and abilities can ensure that every apprentice has the opportunity to succeed.

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Apprenticely offers a talent pool of Arkansans with a wide range of backgrounds, experience, and education. Our team can help you find the ideal talent that you’re looking for.

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5. Offer Competitive Compensation and Benefits

To grow their own talent pool, both new talent and current employees, employers should consider offering competitive compensation and benefits to apprentices. Offering fair wages and benefits can make the program more appealing and improve retention rates. Some important considerations include:

• Fair Wages: Offering competitive wages for apprentices demonstrates that the company values their time and effort. Of course, compensation will reflect the level of skill development the apprentice will achieve and the contribution they make to the company.
• Benefits: Employers can enhance their apprenticeship programs by offering benefits like healthcare, paid leave, and professional development opportunities.
• Performance-Based Incentives: Consider offering performance-based bonuses or rewards to apprentices who go above and beyond. This not only motivates apprentices but also reinforces the value of their hard work and contribution to the organization.

6. Build Relationships with Educational Institutions

Employers can further optimize apprenticeship programs by forming partnerships with educational institutions, such as trade schools, universities, or vocational programs. Collaboration with these institutions can:

• Ensure Relevant Training: Educational institutions can provide apprentices with the foundational knowledge they need, while employers can offer practical experience to complement their classroom learning.
• Provide Recruitment Pipelines: Employers can establish a pipeline of talented apprentices by partnering with institutions and offering internships or apprenticeships to students in relevant fields.
• Stay Updated on Industry Trends: By collaborating with educational institutions, employers can stay informed about the latest industry trends and technologies, ensuring that their apprenticeship programs remain relevant. Building these relationships benefits apprentices as well as strengthens the connection between the educational system and industry.

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Apprenticely has built relationships with educational institutions across the state to provide you with talent and training customized for your unique occupational roles.

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7. Track and Measure Success

Lastly, employers can track the success of their apprenticeship programs through metrics including:

• Retention Rate: The number of apprentices who remain with the company after completing the program.
• Skill Development: The growth in technical and soft skills of apprentices throughout the program.
• Employee Engagement: How engaged apprentices are with their work and learning.
• Program Cost vs. Benefit: Analyzing the financial return on investment in terms of productivity, reduced turnover, and the quality of work produced by apprentices.

Tracking these metrics enables employers to make data-driven decisions and improve the apprenticeship program over time.

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Apprenticely helps you track your apprentices and their training to help keep them on track to meet their specific goals throughout their apprenticeship.

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Conclusion

A Registered Apprenticeship Program thrives when it’s built with careful planning, investment in learning structures, and a commitment to ongoing improvement. By establishing clear goals, developing structured training, fostering an inclusive culture, offering competitive compensation, collaborating with educational institutions, and tracking success, employers can develop an apprenticeship program that not only benefits the apprentices but also contributes to the long-term success of the company. When done right, apprenticeship programs provide a sustainable and effective solution that enables you to grow your own talent.

Apprenticely, a 501(c)3 nonprofit, was created to help employers solve their talent challenges through a proven supplemental staffing strategy that matches them with a broad pool of trained, qualified professionals. From small startups to Walmart—in IT, Manufacturing, Healthcare, Energy, and other industries—employers are discovering that Registered Apprenticeships are their ideal solution, and Apprenticely is their ideal partner to help them launch and manage their Registered Apprenticeship Programs.

To learn how we can help you succeed through apprenticeship, visit
apprenticely.org/employers.

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Clint Hankinson is Apprenticely’s Director of Marketing.