Apprenticeships Employers

1. Can I terminate the apprentice?
   
   

   Yes. If a ​company does not see progress or evaluates the apprentice as a less than ideal fit for the position or company culture, the employer can terminate the apprentice at any time.
   

2. Can the apprentice program save me time on hiring and training employees?
   
   

   The apprenticeship program is designed to improve and streamline the hiring, training, and retention processes for employers and apprentices. Since apprenticeship employers trypically report a high retention rate with their apprentices, this decreases turnover and the costs associated with recruiting and hiring positions.​

3. Do I have to specially train a journeyman/mentor?
   
   

   ​The mentor is selected by the company and should be fully competent in the occupation of the apprentice. They should represent the sort of employee to which you want the apprentice to aspire to become. Although no formal training is required, we do recommend a brief mentorship training to help provide tips on the best way to mentor apprentices.
   

4. How is apprenticeship different from other types of work-based training such as internships?
   
   

   The apprenticeship training model is distinguished from other types of workplace training by several factors:

   1. Participants who are newly hired (or already employed)​ earn wages from employers during training.
      
   2. Programs provide on-the-job learning and job-related technical instruction.
      
   3. On-the-job learning is conducted in the work setting under the direction of a mentor(s), one or more of the employer's personnel.
      
   4. Training results in an industry-recognized credential.
      
5. How long does it take to launch an apprentice program?
   
   

   ​Each program is unique and depends on the specific classroom and the on-the-job components.
   

   To offer an existing apprenticeship program working with an intermediary, you may be able to start immediately by signing an agreement. To develop and launch a new program, an average timeline is about three months from conception to launch. This includes structuring the program, identifying mentors, seeking program approval, and hiring the apprentices.
   

6. What are the benefits of having an apprenticeship program?
   
   

   ​Companies develop highly skilled employees by hiring through training. Once established, apprenticeship programs also reduce turnover rates, increase productivity, lower the cost of recruitiment, and increase safety in the workplace/job site.
   

7. What are the risks, other than financial, of having an apprentice?
   
   

   A workforce is a dynamic and changing resource.​ Through proper development, coaching, training, clear policies, and a reasonable level of accountability and consequences, hiring apprentices should not result in any risk greater than an exisiting human resource recruitment program.
   

8. What companies can participate?
   
   
   • ​Any company that is interested in offering apprenticeships in existing occupations or is interested in developing a new apprenticeship program.
     
   • The apprentice can be a new hire or a current employee.
   • There is no minimum or maximum number of apprentices required.
     
9. What is an employer required to do for an apprenticeship program?
   
   

   First, an employer should consider offering apprenticeships to meet the needs of the company for a highly skilled labor force.​ If it seems like on-the-job training, coupled with intstruction, is the right way to hire by training, then an apprentice program is right for the business.
   

   Employers can create and manage their own program or they can partner with an intermediary who offers apprenticeships. Intermediaries also handle all of the administrative requirements for managing an apprenticeship.
   

   Once an apprenticeship program is in place, the employer will need to ensure they provide mentorship/supervision for the apprentice, just as they would with any employee. The employer will also need to ensure the apprentice receives scheduled evaluations and wage increases as the apprentice reaches certain pre-determined milestones or skills learned.
   

10. What kind of administrative work is involved with running an apprenticeship program?
    
    

    If working with an intermediary, the intermediary usually handles all program paperwork. Companies can elect to sponsor their own program too.​

11. What kind of jobs can an apprentice do?
    
    

    There are currently over 1,000 occupations for which registered apprenticeship programs have been established across the nation. ​These occupations span a broad range of industry clusters and demonstrate the power of the registered apprenticeship model to build a 21st century workforce. Programs include an industrial maintenance mechanic, CNC machine operator, and Certified Nursing Assistant, plus many more.
    

12. Which training provider or school would be the best partner to create a program?
    
    

    There are no restrictions on which educational provider employers use. Many community colleges have started programs for high demand occupations in their area.​

13. Who in the business should oversee an apprentice program?
    
    

    It's up to each business individually. In some businesses, it's best for the human resources department to administer the apprentice program. They are usually the most familiar with hiring, workplace policies, benefits, compensation, and training/coaching. In other companies, it may be mostly handled through the departments where the apprentices are actually working.​

14. Who pays the apprentice?
    
    

    An apprentice is considered an employee of the company and is compensated fairly through the company's regular payroll.​

15. Why hire an apprentice?
    
    
    • Build a talent pipeline for highly-skilled employees with industry credentials.
      
    • Lower costs of advertising and recruiting.
      
    • Reduce turnover rates.
      
    • Enhance employee loyalty and motivation.
      
    • Invest in talent that can keep pace with the latest industry advances.
      
    • Solution for workforce retirements of highly-skilled and experienced workers.
      
    • Create career pathways for employees.
      
    • Apprentices can play a role in future recruiting of talented employees.
      

Apprenticeships Individuals

1. Are there benefits available?
   
   

   Compensation and benefits are at the discretion of the apprentice's employer. It is likely that the employer will offer benefits if the apprentice is meeting the employer's definition of a full-time employee (either through hourly work at the company or as a combination of classroom work and job-site work). The employer may require that the apprentice complete a probationary period of 90 days, for example, before the apprentice is eligible for benefits.​

2. Can an apprentice quit?
   
   

   Yes. Just as the company is making an investment, so is the apprentice. If, after consulting with the apprentice's mentor, they determine that the apprenticeship position does not match their desire, interest, or abilities, they are free to leave the program. Apprentices should be aware that often times employers require that employees remain in their position for a certain amount of time if they have received education or training at the employer's expense. Each apprentice should understand their specific employment​ contract or agreement policies.
   

3. Can apprentices be fired?
   
   

   Yes. The company will make a significant financial and human resources investment in training and education for the apprentice. If a company does not see progress or evaluates the apprentice as a less​ than ideal fit for the position or company culture, the employer can terminate the apprentice at any time.
   

4. Does the apprentice have to stay with the employer after completing the program?
   
   

   ​One of the most important incentives to a company sponsoring an apprenticeship is workforce development. Ideally, the participant would remain with the sponsoring company, The apprentice and the employer have progressed and invested in each other throughout the program, developing a sense of loyalty and appreciation.
   

   Apprentices should also be aware that often, employers require that employees remain in their position for a certain amount of time if they have received education or training at the employer's expense. Each apprentice should understand their specific employment contract or agreement policies.
   

5. How long does it last?
   
   

   Depending on the program, an apprenticeship can last anywhere from one to five years. Upon successfully completing an apprenticeship, you will transition to a full-time employee with the company with which you have been working.​

6. Is the schedule flexible?
   
   

   ​Since apprenticeship programs are a combination of classroom and hands-on education, the schedules are moderately flexible.
   

   While some courses still maintain a regular semester-based enrollment schedule, several other apprenticeship programs have open entry modular coursework options, meaning the apprentice can start classes at any time. As other programs develop, their formats may be different.
   

   Shifts at the jobsite are at the discretion of the apprentice's employer.
   

7. What/Who is a mentor?
   
   

   The "Earn and Learn" training model of apprenticeship provides a unique combination of structured learning with on-the-job training from an assigned mentor. The mentor is someone at the company that is fully competent in the occupation of the apprentice. They provide guidance and supervision to the apprentice for the on-the-job training portion of the apprenticeship.​

8. Why become an apprentice?
   
   
   • It is a pathway to a dynamic career in a high-demand field,
     
   • Has training that pays wages,
     
   • Wages increase as new skills are mastered,
     
   • It's an alternative to an expensive college degree,
     
   • It's possible to earn college credits based on classroom or on-the-job learning, and
     
   • It's a way to move to a higher level job in one's current field or transition between careers while still earning an income.