A bill to promote registered apprenticeships, including registered apprenticeships within in-demand industry sectors, through the support of workforce intermediaries, and for other purposes. Introduced: Tuesday Feb 23, 2021
To codify the Industry-Recognized Apprenticeship Programs of the Department of Labor.Introduced: Thursday Feb 18, 2021
To expand opportunities for pre-apprenticeships programs. Introduced: Tuesday Feb 02, 2021
To direct the Secretary of Labor to make grants to eligible applicants to provide stipends to individuals enrolled in a pre-apprenticeship program, and for other purposes. Introduced: Tuesday Feb 02, 2021
To ensure access to apprenticeships for underrepresented groups, eliminate barriers and ensure completion of apprenticeships, and invest in successful apprenticeship intermediaries. Introduced: Tuesday Feb 02, 2021
To direct the Secretary of Labor to enter into contracts with industry intermediaries for purposes of promoting the development of and access to apprenticeships in the technology sector, and for other purposes. Introduced: Tuesday Feb 02, 2021
To promote diversity in the national apprenticeship system. Introduced: Tuesday Feb 02, 2021
To promote registered apprenticeships and other work-based learning programs for small and medium-sized businesses within in-demand industry sectors, through the establishment and support of industry or sector partnerships. Introduced: Monday Feb 01, 2021
To promote registered apprenticeships, including registered apprenticeships within in-demand industry sectors, through the support of workforce intermediaries, and for other purposes. Introduced: Thursday Jan 28, 2021
To direct the Secretary of Labor to support the development of pre-apprenticeship programs in the building and construction trades that serve underrepresented populations, including individuals from low income and rural census tracts. Introduced: Thursday Jan 28, 2021
To amend the Act of August 16, 1937 (commonly referred to as the "National Apprenticeship Act") and expand the national apprenticeship system to include apprenticeships, youth apprenticeships, and pre-apprenticeship registered under such Act, to promote the furtherance of labor standards necessary to safeguard the welfare of apprentices, and for other purposes. Introduced: Monday Jan 25, 2021
Although the COVID-19 pandemic caught many off guard, the experience has provided opportunities for apprenticeship programs and training funds to adapt training methods that will meet educational needs far into the future. In their article “Staying Connected: Virtual Instruction Strategies for Apprenticeship Programs” in the December issue of Benefits Magazine, authors Thomas Fischer and Thomas E. Pfundstein, Ph.D., reviewed some of the educational and technical challenges that apprenticeship funds and training centers encountered as they launched online training and offered suggestions for best practices.
Have you ever looked back at your high school years and wished that some of your course work had been a bit more practical? Apprenticeship program stakeholders are aware of these issues and have been incorporating life skills into their curricula for years.
Registered apprenticeships are structured training programs, combining on-the-job training with extensive technical instruction in a highly skilled occupation. Currently there are more than 505,000 active apprentices in the United States and 450,000 in Canada, and the system plays an essential role in the development of a highly trained workforce.
Administering an apprenticeship fund can be complex, requiring funds to follow not only good educational administration practices but also good business practices. A chapter in the soon-to-be-released Trustee Handbook: A Guide to Labor-Management Employee Benefit Plans, Eighth Edition, published by the International Foundation, addresses these practices.
This new report provides an up-to-date analysis of U.S and Canadian apprenticeship programs including the challenges faced by programs and apprentices, recruitment and retention initiatives, life skills training opportunities, program communication strategies, mental health initiatives and more.
Working in construction was the last thing on Kandice Rogers' mind when she graduated from college in 2008. "That was something that I thought I could do or even thought was possible for women", she recalled.
By offering hands-on, practical learning opportunities, the apprenticeship model inherently accommodates individuals who learn differently. However, registered apprenticeship program sponsors cannot rely on happenstance inclusion, as new regulations require them to revisit the processes for recruiting and selecting people with disabilities.
Research suggests that apprenticeship programs can better prepare apprentices for work by using a curriculum development model that focuses on teaching necessary skills, properly sequencing training and performance. The authors say benefits include individualized training and a system that evaluates behaviors and skills based on actual work environments.
Failing to properly evaluate apprenticeship program expenses such as the purchase of real estate can cause programs to run afoul of Department of Labor and ERISA regulations.
"Using social media for your apprenticeship program is all about talking to your target audiences - and people who are new to a program are the absolute best people to be talking to," says Joann M. Pineda, chief executive offcier and chief troublemaker for Matrix Group International, Inc., in Arlington, Virginia.
A successful digital communications strategy can help employee benefit funds achieve organizational goals. The author offers tips for improving websites and communicating through social media and mobile apps. By Jillian Otten.
The author profiles three efforts to build a pipeline from high schools to registered apprenticeship training programs and, eventually, careers in the trades. By by John S. Gaal, Ed.D.
Already struggling to replace retiring tradespeople, apprenticeship programs expect recruiting and retaining apprentices to continue to be a challenge. However, these programs are engaged in a variety of key recruitment and retention initiatives and predict a positive hiring outlook in their industry in the next two years, according to a recent International Foundation survey. By Justin Held, CEBS
As providers of benefits and training to apprentices, joint apprenticeship training committees (JATCs) and joint apprenticeship training funds (JATFs) have specific insurance needs that should be reviewed. By Laverne Wingfield and Tina Fletcher.
This report outlines key takeaways and recommendations for program design, program effectiveness, student-parent engagement and communications, financing, and equity and access. By Kate Blosveren Kreamer, Advance CTE, and Andrea Zimmermann, Advance CTE.
Administering an apprenticeship fund can be complex, requiring funds to follow not only good educational administration practices but also good business practices. This article is excerpted from a chapter in the soon-to-be-released International Foundation Trustee Handbook: A Guide to Labor-Management Employee Benefit Plans, Eighth Edition. By Andrew E. Staab
Grants can be an important source of funding for registered apprenticeship programs. This article provides tips for applying for and managing grants and offers insight into the future of some federal grant programs. By Kent Hornberger.
A new report by Job Talks and Q.I. Value Systems Inc. contends that behavioural causes are a major contributor to the gap between the demand for skilled construction labour and its supply of young workers. A behavioural economics (BE) approach can improve the understanding of many of these recruitment issues, and help reinforce opportunities to attract new entrants to skilled construction work.
As the demand grows for skilled labour throughout the GTA, this report provides a better understanding of issues facing workers in the residential and infrastructurerelated trades and recommends ways of retaining them. More than 400 construction industry workers across 10 categories participated in the study.
Apprenticeships, a proven path to middle- and high-skilled careers, should be built on the skills employers need and use effective mentoring, according to Nicholas Wyman.
Apprenticeship completion rates continue to lag behind increases in construction employment and apprenticeship registrations. An Ontario Construction Secretariat study of apprenticeship in Ontario’s construction industry explored the role of joint union-employer partnerships in apprenticeship training and their impact on apprenticeship outcomes.
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.
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.
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.