Articles, Papers and Survey Data
Top Trends in Jointly Managed Apprenticeship Programs: 2014 Survey Results — Nearly two-thirds of training fund representatives view hiring opportunities for skilled laborers as somewhat or extremely positive for the next two years as a result of increased demand and talent shortages. These findings and more are part of the International Foundation's exclusive survey of apprenticeship funds,
Top Trends in Jointly Managed Apprenticeship Programs: 2014 Survey Results. Free to Foundation members.
U.S Department of Labor Blog: Apprenticeship 101: Earn While You Learn — How would you like to receive a paycheck while being trained in a high-skill occupation that has a starting salary around $50,000? If that sounds appealing, you might want to consider participating in a Registered Apprenticeship program.
What's Working - Conversation with Joseph Maloney — Helmets to Hardhats (H2H)—a partnership started by unions, employers and government in the United States and Canada— connects armed forces reservists and transitioning veterans to apprenticeships and skilled jobs in the construction industry and related fields. In the United States, where H2H began in 2003, National Guard, Reserve and transitioning active-duty military service members in most cases become apprentices with jointly managed training and education funds. In 2012, the program spread to Canada, where reservists and veterans are matched up with employers and often enter an apprenticeship program through joint labour-management apprenticeship programs. Joseph Maloney founded the U.S. program while serving as the international secretary-treasurer of the Building and Construction Trades Department of AFL-CIO, based in Washington, D.C. Maloney returned to Canada in 2006 and is an international vice president of the Western Canada Section of the International Brotherhood of Boilermakers. Maloney spearheaded the implementation of the program in Canada and serves as the chairman of H2H in Canada. He spoke recently about H2H with editor Chris Vogel, CEBS.
Recommendations to Encourage Registered Apprenticeship - Community-Based Organization Partnerships — The purpose of this paper is to better understand the key ingredients in successful Registered Apprenticeship/Community-Based Organization partnerships, the key challenges preventing partnerships, and to document feedback and recommendations from stakeholders about how the DOL might foster better engagement and bring successful partnerships to scale.
21st Century Apprenticeship: A Shared Vision for Increasing Opportunity, Innovation, and Competitiveness for American Workers and Employers—The broad role of the Advisory Committee on Apprenticeship (ACA) is to advise the U.S. Secretary of Labor on critical matters related to the Registered Apprenticeship system in the U.S., and to offer related recommendations. This report discusses the shared vision, goals, and objectives developed by the four main ACA workgroups, and offers the ACA's recommendations for leveraging Registered Apprenticeship to improve competitiveness and prosperity.
Yes, An Apprenticeship Fund Is An ERISA Fund
— The U.S. Department of Labor, Employee Benefits Security Administration (EBSA), has made audits of apprenticeship and training funds a top priority in recent years. Knowing what to expect when EBSA arrives at the fund's door will help administrators and trustees be in the best position to respond to, and survive, an audit/ investigation. From October 2012
Benefits Magazine . By Gary Thayer and James W. Versocki
An Effectiveness Assessment and Cost-Benefit Analysis of Registered Apprenticeship in 10 States
The Employment and Training Administration
released a report showing the net benefits outweigh the net costs of Registered Apprenticeship (RA) programs. The report, titled
"An Effectiveness Assessment and Cost-Benefit Analysis of Registered Apprenticeship in 10 States," found the social benefits of an average 36 year career of an apprentice exceed the social costs by more than $49,000. The report suggests specific strategies to enhance the success of women in the RA program, such as building women's basic skills and developing accurate expectations about particular occupations, providing access to adequate child care, enforcing policies to combat harassment at male-dominated worksites, and providing peer groups for support and encouragement.
Attention JATCs: It's Not 2007 Anymore!
— Based on the author's workshop, "Energizing Apprenticeship and Training Programs," at the Construction Industry Benefits Conference in September 2011 in White Sulphur Springs, West Virginia, this article focuses on the importance of running a training fund like a business. Featured in the January 2012 issue of
Benefits Magazine . By John S. Gaal, Ed.D.
Helping Apprentices and Journeyworkers Become "Financially Fluent"
— The International Foundation published an article in the September 2011 issue of
Benefits Magazine , stressing the importance of financial education for apprentices and journeyworkers. While the article references U.S.-based organizations, the information is also relevant to those in Canada. By Andrew Staab.
The Intricacies of Apprenticeship Training Fund Collections —Fiduciaries of apprenticeship training funds have a responsibility to see that contributions are collected. Tough economic times may make that more difficult and trustees need a comprehensive strategy with a variety of tools to ensure timely, effective collection efforts. From the June 2011 issue of Benefits Magazine . By Karen Sollars, CEBS.
The Training Trilogy: One Union, Three Experiments in Sustainability —This paper contains three innovative approaches that offer jointly-managed training trust funds ideas on how to adjust to a seemingly unpredictable future. For too long, union-affiliated training programs—especially, in the construction trades—have been accused of marginalizing select populations, not devising progressive recruitment strategies, and/or reacting to the effects of the global marketplace. The following three case studies move beyond the stereotypical apprenticeship training model by examining: 1) the power of relationships between labor, management, and the community; 2) the importance of holding stakeholders accountable; and 3) the significance of leading change in one's industry sector.
Construction Pre-Apprenticeship Programs: Results from a National Survey —This publication shares findings from a WSI-conducted survey of pre-apprenticeship programs in the construction trades. Based on responses from 260 programs nationwide, the report presents information about program size, services offered, populations served, funding sources, and successes and challenges in placing trainees in apprenticeships or jobs. Funded by the Annie E. Casey Foundation, the impetus for the project was a desire to explore the capacity of the workforce system to prepare individuals—particularly low-income and minority jobseekers—for jobs in the construction industry. It is hoped that the report will contribute to discussions about the need for investment in skills training and about ways to ensure that apprenticeships and construction-related jobs are open to more low-income, minority and women candidates.
The Greening of Registered Apprenticeship: An Environmental Scan of the Impact of Green Jobs on Registered Apprenticeship and Implications for Workforce Development —This report is an environmental scan of the impact of recent policies and investments supporting "green" jobs on current and potential Registered Apprenticeship and other labor management training programs. The scan highlights the trends, activities, and changes that are underway in several key industries that will likely make up a significant portion of the emerging green economy.
The Benefits and Challenges of Registered Apprenticeship: The Sponsors' Perspective —This report analyzes a survey of a nationally representative sample of sponsors of registered apprenticeship programs. Commissioned by the Employment and Training Administration of the U.S. Department of Labor, the survey includes questions about how sponsors (mainly employers) view their registered apprenticeship programs. The study analyzes these survey responses on the value, benefits, and drawbacks of registered apprenticeship, its integration with the workforce investment systems, apprentice completion and reasons for non-completion, and suggestions for possible improvement. In general, sponsors report highly positive attitudes about registered apprenticeship as a system for training their workforce.
The Completion Behaviour of Registered Apprentices: Who Continues, Who Quits, and Who Completes Programs? —The number of registered apprentices in Canada more than doubled between 1995 and 2007, yet successful completion of apprenticeship programs increased by only one-third as much. Uncovering the factors related to low completion rates is a necessary first step to ensuring that today's skilled labour is replaced in the future. This study utilizes the 2007 National Apprenticeship Survey (NAS) to investigate the completion behaviour of individuals enrolled in apprenticeship programs.
What's Working - Apprenticeship Financial Education — It's not uncommon for a fifth-year apprentice, now earning close to journeyman wages, to show up for work in a brand-new pickup truck. But apprentices often don't realize they may not be employed for the full year and that making monthly truck payments could become tough. By Chris Vogel, CEBS.
What's Working - Innovative Apprenticeship Training —In 2011, International Foundation staff wrote a
Benefits Magazine case study highlighting the innovative practices that the New Jersey Apprenticeship Training and Education Fund are using to overcome a series of challenges.
Suggestions for Future Case Studies
Do you know of any training and education funds that are using innovative practices to improve their performance? Would you like to share your innovative ideas? Please submit them
Links to External Organizations
Future Educational Offerings from the International Foundation
60th U.S. Annual Employee Benefits Conference-October 12-15, 2014, Boston, MA —Make plans now to attend the 60th Annual Employee Benefits Conference. You’ll explore emerging trends, new ideas and gain information to assist you in meeting your fiduciary obligation as well as connecting with industry leaders and peers who are facing similar issues. Build a personal educational path that fits your needs by selecting the sessions that are in the categories that interest you the most. Sessions range in complexity from basic to advanced and our practical approach to scheduling includes repeat offerings of most sessions, giving you ample opportunity to attend the sessions that interest you the most.
Suggestions for Future Program Topics
Do you have a suggestion for an apprenticeship-related topic for future International Foundation educational programs? You can provide input