Registered Apprenticeship Process Guide by Workforce Intelligence Network

ApprenticeshipProcessGuide

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ApprenticeshipProcessGuide

DefinitionsandAcronyms

Appendix A – The appendix to the Apprenticeship Program Standards which defines the apprenticeship program’s work process, required Related Technical Instruction (RTI), wage scale, and selection process.

Apprenticeable Occupation – an occupation recognized by the DOL OA as being “apprenticeable,” and can be registered to train individuals in that occupation.

Apprenticeship Program Standards – also know as “the standards;” the document that describes how the program will be managed and is officially signed by the DOL OA and the apprenticeship sponsor to register the program. Also defines the "standard operating procedure" (SOP).

Competency-Based Apprenticeship – CB Apprenticeship – an apprenticeship where apprentice progress is measured by their attainment of competencies rather than time spent on the job; the required competencies are defined by the employer and approved by the DOL OA.

Department of Labor Office of Apprenticeship – DOL OA – The DOL OA is the government agency responsible for registering and overseeing registered apprenticeship programs in the US.

Hybrid Apprenticeship – HY Apprenticeship – an apprenticeship where apprentice progress is measured by a combination of hours worked on the job and competencies achieved

Michigan Works! Agency – MWA – the agencies that represent Michigan's workforce development system providing services and resources to employers and job-seekers

RAPIDS – the online registration system used by the DOL OA to register and track new apprenticeship programs and apprentices

Related Technical Instruction – RTI – the classroom learning component of a registered apprenticeship; may occur at a college, union, internally at a company, or valid private training provider.

RTI Provider – an organization that delivers RTI in an apprenticeship program; there can be multiple RTI providers utilized in one apprenticeship program

Sponsor – the sponsor of an apprenticeship program is the organization that is ultimately responsible for ensuring that the program is being run properly and according to the program standards and federal regulations.

Time-Based Apprenticeship – TB Apprenticeship – an apprenticeship where apprentice progress is measured by the number of hours the apprentice has spent working during their apprenticeship in a variety of Work Process categories that are defined by the employer

Wage Scale – the minimum wage rates for apprentices at various points in their apprenticeship program; must include at least one wage increase; included in the program Appendix A

Work Process – can be TB, CB, or HY; describes the on-the-job learning the apprentice must complete in order to complete their apprenticeship program

This workforce product was funded by a grant awarded by the U.S. Department of Labor’s Employment and Training Administration. The product was created by the recipient and does not necessarily reflect the official position of the U.S. Department of Labor. The Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership. This product is copyrighted by the institution that created it. .

ApprenticeshipProcessGuide

Resources & References

1. CFR Title 29, Part 29: Labor Standards for the Registration of Apprenticeship Programs – the federal regulation that provides the overall rules and standards for apprenticeship in the US https://www.ecfr.gov/current/title-29/part-29

2. CFR Title 29, Part 30: Equal Employment Opportunity in Apprenticeship – the federal regulation that governs how sponsors must ensure equal opportunity in their programs https://www.ecfr.gov/current/title-29/subtitle-A/part-30

3. O*Net Database – the nation's primary source of occupational information; provides occupation codes for ~1000 standard occupations along with information on wages, education, etc. https:// www.onetonline.org/

4. MI Apprenticeship – a general resource for individuals interested in learning about apprentiehsip in Michigan, e.g. employers, candidates, educators, etc. – https://miapprenticeship.org/

5. DOL Apprenticeship Quick Start Toolkit – DOL overview of creating a registered apprenticeships https://www.doleta.gov/oa/employers/apprenticeship_toolkit.pdf

6. MI Talent Apprenticeship Page – provides information about apprenticehsips in Michigan, downloadable branding materials and more – https://www.mitalent.org/apprenticeships

7. MI Apprenticeship partner contacts – lists apprenticeship-related partners from around the state including those from the DOL, educational institutions, Michigan Works! Agencies, etc. https://miapprenticeship.org/partner-contacts

8. WIN Apprenticeship Program – includes information about WIN’s intermediary apprenticeship program that employers can join https://miapprenticeship.org/employers/win-apprenticeship-program/

9. DOL Apprenticeship.gov Occupations List – the list of over 1,400 occupations that the DOL has identified as “apprenticeable;” aligned with O*Net codes –https://www.apprenticeship.gov/ apprenticeship-occupations

10. Workforce GPS Apprenticeship Samples – a collection resources that includes of sample apprenticeship programs that individuals can reference when building a new apprenticeship program https:// apprenticeshipusa.workforcegps.org/resources/2017/11/30/09/34/Example-ApprenticeshipStandards-and-Work-Processes

11. Urban Institute National Occupation Frameworks – competency-based apprenticeship frameworks developed by the Urban Institute; pre-approved CB work processes for a series of occupations https:// www.urban.org/policy-centers/center-labor-human-services-andpopulation/projects/competency-based-occupational-frameworks-registered-apprenticeships

12. Online Apprenticeship Tracking Tool – the online apprenticeship tracking tool used and recommended by MI Apprenticeship – https://www.workhands.us/apprenticeship_tracking

ApprenticeshipProcessGuide

Introduction

WhatisAPPRENTICESHIP?

Apprenticeshipisatalentdevelopmentstrategythatcombinesonthe-joblearning,classroomlearning,andmentorshiptotrain individualstobeexpertsintheirfield.Apprenticesoftenstartan apprenticeshipwithlittleornoexperienceintheirchosen occupation.

WhataretheRULES?

USDOLRegisteredApprenticeshipsaregovernedbytheCodeof FederalRegulations(CFR),Title29,Parts29and30.Itis recommendedthatindividualsintheworkforcedevelopmentfield whosupportapprenticeshipdevelopmentandmanagementread bothofthesepartsfromtheCFR.

RelatedResources:(1)CFR2929,(2)CFR2930

What’sthePURPOSEofthisguide?

Whatis REGISTERED APPRENTICESHIP?

Registered Apprenticeshipsare apprenticeship programsthatare well-definedand documented,andare approvedbytheUS DepartmentofLabor (DOL).TheDOLhas beenoverseeingand registeringapprentices intheUSfornearlya hundredyears.

ThisRegisteredApprenticeshipProcessGuideismeanttoprovideindividualsworkingin workforcedevelopmentwithafullunderstandingofRegisteredApprenticeships,includinghow tocreatethem,howthey’relaunchedandmanaged,andhowtofindadditionalinformationand resourcesaboutapprenticeship.

What’stheSTRUCTUREofthisguide?

Thisguideisbrokenintofoursections:TheBasics,Build,Launch,andManage.Eachsection includesaseriesofpagesonindividualtopicsrelatedtoregisteredapprenticeship.Throughout theguide,youwillfindreferencestoresourcesinorangetext–thesemayrefertootherpages orattachmentsintheguide(usingthepagenumberintheformat#.#)ornumberedresources fromthereferencespage.Thereferencesarelistedonpage2,andthetableofcontentsliststhe internalreferenceID’s.

miapprenticeship.org

ApprenticeshipProcessGuide

BenefitsofRegisteredApprenticeship

Purpose:Describethebenefitsofregisteredapprenticeshipforemployers,apprentices,andthelabormarket asawhole

BenefitsforEmployers

Apprenticeshipsbenefitemployersbyallowingthemto…

Developandgrowahighly-skilledworkforce. Reduceturnoverandfosterloyaltyamongemployees. Createcustomized,flexibletrainingsolutionstomeettheiruniqueneeds. Retaininstitutionalknowledgeasexpertsnearretirementage. Beconsideredforfundingopportunitiestiedtoregisteredapprenticeship.

Wanttoknowmoreabouthowapprenticeshipbenefitsemployers?Checkoutthis ApprenticeshipReturnonInvestment(ROI)calculatortoseehowapprenticeshipcan reduceemployers’costs!

http://www.miapprenticeship.org/employers/roi-calculator/

BenefitsforApprentices

Apprenticeshipsofferhugebenefitstoapprentices,allowingthemto: Earnwhiletheylearnwithanincreasingwageduringtheapprenticeship. Developnewskillsinhigh-demandfields. Learnfromamentorwhoisanexpertintheapprenticeshipoccupation.

Beginalong-termcareerwithlittleornocollegedebt. Earnanationally-recognizedapprenticeshipcertificatefromtheU.S.DepartmentofLabor. Ensuretheirpersonalandprofessionalgrowthbasedontheexpressedcommitmentoftheemployer intheirtrainingandsuccess.

BenefitsforEveryone!

Apprenticeshipshelptheoveralllabormarketbyfosteringaculturewhereemployersseethe valueininvestingintheiremployees,andindividuals,inturn,feelcommittedtotheiremployers andareincentivizedtoremainandgrowwiththeiremployer.Further,knowledgeiscontinually handeddownfromexpertjourneypersonstoindividualsenteringtheirfield,providinga consistentlyskilledlaborforceinhigh-demandandhighlytechnicalfields.

ApprenticeshipProcessGuide

KeyComponentsofaRegisteredApprenticeship

PURPOSE:Describesfour(4)keycomponentsrequiredinanyUSDepartmentofLabor(DOL)registered apprenticeshipprogram.

Occupation1

EveryDOLregisteredapprenticeshipisfocusedonasingleoccupation.Aprogram’soccupationmust beselectedfromalistofUSDOLapprovedoccupations–sometimescalled“apprenticeable occupations.”ApprenticeableoccupationsarelinkedtoO*Netcodes,whichcomefromO*Net,the nation'sprimarysourceofoccupationalinformation.

RelatedResources:2.ESelectinganApprenticeableOccupation,(3)O*Net

Apprenticeshipscombineon-the-joblearningwithclassroomlearning.InaDOLregistered apprenticeship,theprogram’son-the-joblearningrequirementsaredocumentedinaWorkProcess. Theworkprocesscantakedifferentforms,butitdescribeswhatanapprenticewilllearntodowhile onthejob,andmaydescribehowlongthatlearningisexpectedtotake.

RelatedResources:1.ETypesofRegisteredApprenticeships,2.HBuildinganAppendixA

RelatedTechnicalInstruction

Apprenticeshipscombineon-the-joblearningwithclassroomlearning.InaDOLregistered apprenticeship,theprogram’sclassroomlearningrequirementsaredocumentedinitsRelated TechnicalInstruction(RTI)outline.RTImayoccuratacollege,union,privateinstitution,internallyat theemployer,orsomecombinationofthese.InstitutionsdeliveringRTIarecalledRTIProviders.

RelatedResources:1.CKeyPartnersinaRegisteredApprenticeship,2.GRelatedTechnicalInstruction

Allregisteredapprenticeshipsmustincludeatleastonewageincreasefortheapprenticetoensure thattheyarecompensatedforskillsgained.Eachapprenticeshipemployercansettheirown minimumwagesintheirwagescale.Apprenticescanalwaysbepaidatratesabovewhatisdescribed inthewagescale,butneverbelow.

RelatedResources:2.HBuildinganAppendixA

ApprenticeshipProcessGuide

KeyPartnersinaRegisteredApprenticeship

Purpose:Describesthekeystakeholderandpotentialstakeholdersthatareinvolvedincreating,launching, andmanaginganapprenticeshipprogram,anddescribestheirroleintheprocess.

Employers

Aregisteredapprenticeshipcannotexistwithoutan employer,orgroupofemployers.Employersarguably playthemostimportantroleinanapprenticeship,as theyworkwithpartnerstodevelopacustomizedWork ProcessandRTIsuitedtotheirneeds,andemployand mentorapprenticesthroughouttheirprogram.

USDepartmentofLabor

TheUSDepartmentofLabor(DOL)isthedepartmentof theUSgovernmentthatisresponsibleforreviewing, approving,andoverseeingregisteredapprenticeship programs.TheUSDOLOfficeofApprenticeship(DOL OA)inMichiganworkswithemployersandother organizationssponsoringapprenticeshipstoensurethat programsmaintainahighqualitystandard,program records,andprovideabenefittoapprentices.

RTIProviders

RTIprovidersdelivertherequired RelatedTechnicalInstruction(RTI) definedinapprenticeship programs.Alltypesoftraining providerscanserveasRTI providers,butRTIprovidersare oftencommunitycollegesor unionsthatworkwithemployers todevelopacurriculumfortheir apprenticeshipprograms.RTI providersalsoworkdirectlywith apprenticesformattersrelatedto enrollment,financialaid,etc.

Apprentices

Apprenticesparticipatein employer-drivenapprenticeship programstogrowtheirskillsand kick-starttheircareerintheir apprenticeshipoccupationand industry.Apprenticesmaybe existingemployeewithinan organization,ortheymaybenew hiresselectedspecificallyto participateinthecompany’s apprenticeshipprogram.

Intermediaries

Thirdpartyorganizationssometimes serveasapprenticeshipsponsorsin theroleofanapprenticeship intermediary.

WorkforceDevelopmentAgencies

WorkforceDevelopmentAgencies(inMichigan,these areMichiganWorks!AgenciesorMWAs)areoften involvedinhelpingemployersdevelopandlaunch apprenticeships.Amongotherthings,MWAsoffer employersaccesstotalentandfundingopportunitiesto supporttheirprograms.

RelatedResources

1.DApprenticeshipSponsors

(7)MIApprenticeshipPartnerContacts

ApprenticeshipProcessGuide

ApprenticeshipSponsors

Purpose:Describesthemeaningof“sponsor”intermsofanapprenticeship,theresponsibilitiesofan apprenticeshipsponsor,andwhichtypesoforganizationstypicallyserveasprogramsponsors.

EveryDOLRegisteredApprenticeshiphasasingle organizationthatisresponsibleforitssuccessful implementation.Thisorganizationiscalledthe programsponsororstandards-holderoftheir apprenticeshipprogram.

TypicalSponsorResponsibilities

Aprogram’ssponsoristheorganizationthatis ultimatelyresponsibleforensuringthatthe programisrunproperlyandinaccordancewith theirstandardsandDOLregulations.Their responsibilitiesinclude(butaren’tlimitedto):

•MaintainrecordsinaccordancewithDOL regulations,includingrecordsdocumenting

•Apprentices’completionofRTI

•Apprentices’progressthroughthe program’sworkprocess

•Proofofrequiredwageincreases

•EmployerEEOpolicy

•HiringproceduresandHRrecords

•Preparefor,participatein,andresolveDOL programaudits

•WorkwithDOLto

•Developprogramstandards

•DevelopRTIandWorkProcess

•Updateandmaintainprogram standardsandappendices

•RegisterapprenticesinRAPIDS(DOLonline trackingsystem)

•ReportapprenticeprogresstoDOLthrough RAPIDS

Whocanbeaprogramsponsor?

Employers–employersoftensponsor theirownapprenticeshipprograms.

LaborUnions–manylaborunions sponsorapprenticeshipprogramsand provideapprenticeshipRTI.

ThirdPartyOrganizations–sometimes,a thirdpartyorganizationmayserveasthe sponsorofanapprenticeshipprogramon behalfofemployers.Thisessentially “outsources”themanagementand oversightoftheprogramtothesponsor.

Whocanbenefitfrom apprenticeshipintermediaries?

Manycompaniesmaybenefitfrom utilizinganintermediarytosponsortheir apprenticeshipprogram.Inparticular, smallandmid-sizecompanieswithout extraHRcapacitycanbenefitfroman intermediary’ssupportincreatingand managingtheirapprenticeshipprograms.

RelatedResources

Section4:Manage (8)WINApprenticeshipProgram

ApprenticeshipProcessGuide

TypesofApprenticeships

Purpose:Describesthethree(3)typesofregisteredapprenticeships,alongwithsometypicalmodelsof apprenticeshipsthatsponsorschoosetoimplement.

ThreeTypesofRegisteredApprenticeships

Time-Based

Apprentices’progress throughtheprogramis measuredbythenumberof hoursthey’veworkeddoing variousactivities,asdefined intheworkprocess.Timebasedapprenticeshipsvary inlengthfromonetosix years.

Competency-Based

Apprentices’progressis measuredaccordingtoskill levelagainstcompetencies definedinthework process.Oncean apprenticeisdeemedfully “competent”bytheir employer,theycan completetheirprogram.

Hybrid

Apprentices’progressis measuredbya combinationofhours workedandcompetency level.Theapprenticemust attainasetof competencieswithina rangeofhours.

TypicalApprenticeshipDeliveryModels

Traditional

Front-Loaded

Segmented

WorkProcessandRTIoccur concurrentlythroughoutthe lifeoftheapprenticeship program.

All(ormost)RTIoccursup front,thentheapprentice completesalloftheirwork processon-the-joblearning.

Apprenticesalternate betweenworkingfull-time andattendingclassesfulltime.

ApprenticeshipProcessGuide

RegisteredApprenticeshipDocuments

Purpose:Describesthedocumentsthateveryapprenticeshipsponsororemployermustcompleteandhave approvedwiththeUSDepartmentofLaborinordertoregistertheirapprenticeshipprogram.

AppendixA

RegisteredApprenticeshipStandards

TheRegisteredApprenticeshipStandardsdocumentisthekey documentinanyregisteredapprenticeshipprogram.TheStandards describe,atahighlevel,howtheprogramwillrunandwhois responsibleforkeyaspectsofprogrammanagement.The organizationthatsignstheapprenticeshipstandardsistheprogram sponsoror“standardsholder”fortheprogram.Potentialsponsors canrequestatemplatefortheirapprenticeshipstandardsfromthe USDOLOfficeofApprenticeship.

Note:TheStandardsandAppendicesarelivingdocuments! Thesponsororemployercanalwaysrefineandupdate themastheirneedsandunderstandingchange.

ThereareseveralstandardappendicestotheRegistered ApprenticeshipStandards,butthemostimportantistheAppendixA. TheAppendixAcontainstheoutlineofanapprenticeshipprogram’s WorkProcess,RelatedTechnicalInstruction,andminimumwage scale.Whendevelopinganapprenticeshipprogram,employerscan reviewsampleversionsoftheAppendixAfortheirselected occupationandcustomizeittosuittheirneeds.Notethatonesetof ApprenticeshipStandardscanhavemanyassociatedAppendixA’s forvariousoccupations.

RelatedResources

2.HBuildinganAppendixA,2.ISampleAppendixA (7)MIApprenticeshipPartner&IntermediaryContacts

ApprenticeshipProcessGuide

Checklist:BuildanApprenticeshipProgram EmployerSponsor

Purpose:Liststhetasksthatneedtobecompletedinorderforanemployertodeveloparegistered apprenticeshipprogramforwhichtheywillactasthesponsor.

Task Resource(s)

FindDOLrepresentativeservicingyourareaandcontact themtoindicateinterest

ReviewmaterialssentbyDOL,go/nogodecision

Selectoccupation(s)toapprenticefromthelistofDOL apprenticeableoccupations

(4)MIApprenticeshipPartner Contacts

Obtainsamplesforselectedoccupations(searchonline and/orrequestsamplesfromDOL);reviewsampleWork ProcessfromDOLforselectedoccupation(s)

(6)DOLApprenticeable OccupationsList 2.ESelectingan ApprenticeableOccupation

(7)WorkforceGPS ApprenticeshipSamples

ReviewandcustomizeWorkProcessforeachoccupation2.HBuildinganAppendixA

SelectRTIprovider(s)andrequestRTI

DraftandfinalizeRTIcurriculum

(4)MIApprenticeshipPartner Contacts

2.GRelatedTechnical Instruction

Defineminimumwagescale(withatleastoneincrease)2.FApprenticeshipWageScale

SendWorkProcess,RTI,andwagescaletoDOLforreview andapproval

Review,customize,andsignRegisteredApprenticeship Standards(providedbyDOL)

Review and sign DOL Employer Agreement (Appendix D)

Submit all final documents to DOL and obtain approval

Note:Theemployer(sponsor)isultimatelyresponsibletocompleteeachofthesetasks,but theymayreceiveguidancealongthewayfromDOL,college,MWA,orintermediarypartner!

ApprenticeshipProcessGuide

Checklist:BuildanApprenticeshipProgram IntermediarySponsor

Purpose:Liststhetasksthatneedtobecompletedinorderforanemployertodevelopandjoinaregistered apprenticeshipprogramthatissponsoredbyanintermediary.

Task Resource(s)

Contactintermediary(e.g.WIN)toindicateinterestand conductapreliminarymeetingorphonecallto determinenextsteps

Selectoccupation(s)toapprenticefromthelistofDOL apprenticeableoccupations

ReviewandcustomizeWorkProcessforeachoccupation (providedbyintermediarysponsor)

SelectRTIprovider(s)andrequestRTI

DraftandfinalizeRTIcurriculum

(5)WINApprenticeshipProgram (4)MIApprenticeshipPartner Contacts

(6)DOLApprenticeable OccupationsList

2.ESelectinganApprenticeable Occupation

2.HBuildinganAppendixA

(4)MIApprenticeshipPartner Contacts

2.GRelatedTechnicalInstruction

Defineminimumwagescale(withatleastoneincrease)2.FApprenticeshipWageScale

ReviewexistingintermediaryApprenticeshipStandards

ReviewandsignDOLAppendixDEmployerAgreement

Note:Theemployerwillcompleteeachofthesestepswiththesupportoftheir intermediarypartner.Whenanintermediaryisinvolvedwithdevelopinganew apprenticeshipprogram,theyactastheliaisonbetweentheemployerandthevarious programstakeholderstogetallapprenticeshipdocumentsdeveloped,approved,and updated.

ApprenticeshipProcessGuide

TypesofApprenticeshipStandards

Purpose:DescribesthefourtypesofRegisteredApprenticeshipStandardsandwhoshoulduseeachone.

FOURTYPESOFAPPRENTICESHIPPROGRAMS: GroupJoint,GroupNon-Joint,IndividualJoint,IndividualNon-Joint

JOINT

GROUP INDIVIDUAL

GROUPJOINTPROGRAM

Managedbyajointapprenticeship committeerepresentingboth employeesandaunion,involves multipleemployers

NONJOINT

GROUPNON-JOINTPROGRAM

Nounionisinvolvedinthe managementoftheprogram, involvesmultipleemployers

INDIVIDUALJOINTPROGRAM

Managedbyajointapprenticeship committeerepresentingboth employeesandaunion,involves oneemployer

INDIVIDUALNON-JOINTPROGRAM

Nounionisinvolvedinthe managementoftheprogram, involvesoneemployer

MultipleAppendixA’s

AsingleapprenticeshipprogramregisteredunderonesetofApprenticeshipStandardscaninclude severalAppendixA’s.

•AsetofIndividual(singleemployer)orGroup(multipleemployer)Standardsmaygovernaprogramto trainemployeesinseveraloccupationsandincludeanAppendixAforeachoccupation.

•AsetofGroupStandards(multipleemployers)mayhaveseveralAppendixA’sforthesame occupationifeachAppendixAiscustomizedtosuittheneedsofeachemployer.E.g.Company123 andCompany456bothneedtohireapprenticemachinists,buttheyeachrequireslightlydifferentRTI andWorkProcesses.

•However,asingleemployerwithIndividualStandardscannothavetwodifferentAppendixA’sforthe sameoccupation,sincethatwouldindicatethattheydon’thaveaconsistentinternaldefinitionfor theiremployees’rolesinagivenoccupation.

ApprenticeshipProcessGuide

ListofApprenticeableOccupations

Purpose:DescribeshowtoreadandinterprettheDOL’slistofrecognizedapprenticeableoccupations.

Type of Training indicates whether the occupation is approved for timebased (TB), competency-based (CB), and/or hybrid (HY) programs. Some occupations are approved for multiple types. Term Length is defined for TB and HY occupations and lists how many hours must be included in any work process for that occupation. 2000 hours is about one year.

The O*NET Code refers to the occupation’s code on the O*Net database. You can search the database for more info about the occupation: https://www.onetonline.org/

The RAPIDS Code refers to the DOL’s own numbering system for apprenticeable occupations

If an employer would like to launch a CB or HY program but their chosen occupation is only approved as a TB program, it is possible to seek approval for it as a CB or HY program. Consult with the DOL for more information on how to do this.

ApprenticeshipProcessGuide

SelectinganApprenticeableOccupation

Purpose:Whendevelopinganapprenticeshipprogramwithanemployer,selectingtherightoccupation(s)for theprogramiscrucial.Thispagedescribeshowaworkforcedevelopmentprofessionalcanhelpanemployer maketherightdecisionaboutwhichoccupation(s)toincludeintheirregisteredapprenticeshipprogram.

Meetwiththeemployertodiscusstheirneeds.Asktheemployerwhichjobrolesthey’reseekingto apprentice,whichtechnologiestheirapprenticeswillbeexpectedtolearnineachrole,andrequestajob descriptionorjobposting,ifpossible.

ReviewApprenticeableOccupations

The DOL recognizes over 1,400 occupations as being “apprenticeable” in registered apprenticeship programs. The current list of DOL-recognized apprenticeable occupations can be found at the link below. Use ctrl+F to search for the job title and key words related to the employer’s needs.

Related Resources: https://www.apprenticeship.gov/

PullSamples&ReviewWithEmployer

DoSomeResearch

Iftherightapprenticeableoccupationfrom theDOLlistisn’timmediatelyclear,dosome researchtodeterminewhethertheremaybe othernamesfortheoccupationtheemployer hasdescribed.Forexample,“Maintenance Technicians”arealsosometimescalled “MechatronicsTechnicians.”UseO*Netand othersourcestofindpossiblealternatives.

RelatedResources:https://www.onetonline.org/

Thebestwaytoknowwhichoccupation(s)arerightforanapprenticeshipprogramistoreviewsomesample workprocessesforthoseoccupations.AskyourDOLOAcontactforworkprocesssamples,orsearchfor relevantsamplesusingonlineresourcesliketheonebelow.

RelatedResources:https://apprenticeshipusa.workforcegps.org/resources/2017/11/30/09/34/ExampleApprenticeship-Standards-and-Work-Processes DiscussNeedsWithEmployer

TryAgain!

Iftheworkprocesssampleswould requiresignificantadjustmentsor customizations,it’spossiblethat there’sanoccupationthatwouldbe abetterfit.Trysearchingfor alternativeoccupationswiththenew informationyouhavefromthe employer.

NothingFits?

Ifyoucan’tfindanoccupationthatsuitstheemployer’sneeds, it’spossiblethatonedoesnotexistyet(perhapsthe occupationisinaveryspecificfieldorincludesemerging technologies).Inthiscase,youmaybeabletocustomizea programusinganexistingoccupation,orcanexplorecreatinga newoccupation.Formoreinformationoncreatingnew apprenticeableoccupations,consultwiththeDOLOA.

ApprenticeshipProcessGuide

ApprenticeshipWageScale

Purpose:Providesinformationonhowanemployershoulddefinetheirprogramwagescale,andprovides examplewagescalesforvarioustypesofapprenticeships.

What

Aminimumwagescalemustbedefinedforeveryoccupation inaregisteredapprenticeshipprogram.Thewagescale representstheminimumwagesthatanemployerwillpayits apprenticesthroughouttheprogramandmustincludeat leastonewageincrease.Thescaleissetbytheemployerin theirAppendixAforeachoccupation.

Why

Therequirementforatleastone wageincreaseinregistered apprenticeshipsismeantto ensurethatapprenticesare compensatedfortheirincreased skillsthroughouttheirprogram.

Apprenticewagescanalwaysexceedthelevelsdefinedintheir program’sAppendixA,buttheycanneverbebelowthem!

How

Time-BasedOccupations

Inatime-basedprogram,wageincreases aretypicallytiedtothenumberofhours anapprenticehasworked(on-the-job learning).Itiscommontoseeonewage increaseperyear,thoughonlyonewage increaseisrequiredthroughoutthelifeof theprogram.

EXAMPLE–8000hourprogram

StartingWage:$11.00/hr

2000hrs:$12.00/hr

4000hrs:$13.50/hr

6000hrs:$14.00/hr

8000hrs:$14.75/hr

EndingWage:$14.75/hr

Competency-BasedOccupations

Inacompetency-basedprogram,wage increasesaretypicallytiedtoaproportion ofcompetenciesachievedonthepartof apprentices,thoughtheymayalsobetied tohourscompleted,asintheexamples showntotheleft.Ahybridprogrammay useeitherapproach.

EXAMPLE–Competency-Basedprogram

StartingWage:$13.00/hr

50%CompetenciesAchieved:$15.00/hr

100%CompetenciesAchieved:$16.00/hr

EndingWage:$16.00/hr

ApprenticeshipProcessGuide RelatedTechnicalInstruction

Purpose:Providesinformationaboutdefininganapprenticeshipprogram’sclassroomlearningrequirements, orRelatedTechnicalInstruction(RTI)outline.

PossibleRTIProviders

ManydifferenttypesoforganizationscanbeRTI providersinregisteredapprenticeships,forexample:

Communitycolleges(creditornon-credit)

Privatetraininginstitutions

Unions

Onlineschools

Employers(internalRTI)

…andRTIcanbedeliveredbymultipleproviders. Forexample,anemployermaychoosetodosomeRTI internallyforspecializedtechnology,butsendtheir apprenticestoalocalcollegeformoregeneralcourses.

RTIProvider Requirements

Accordingtofederalregulations, individualsprovidingapprenticeship RTImustmeetthefollowingcriteria: “MeettheStateDOErequirements foravocational-technicalinstructor” -or-

Beasubjectmatterexpert(SME), whichisanindividualwhois recognizedwithinanindustryas havingexpertiseinaspecific occupation,andtraininginteaching techniquesandadultlearningstyles.

HowMuchRTIDoINeed?

Time-Based(TB)Occupations:Accordingtofederalregulations,theDOLrecommends144hours ofRTIforevery2000hoursofon-the-joblearning(workprocess).Forexamplea4000hour(2 year)program,shouldincludeabout288hoursofRTI.

Competency-Based(CB)Occupations:Most CBoccupationsarecreatedbasedonexisting TBoccupations,sothenumberofRTIhours shouldbebasedonthenumberrequiredfor theanalogousTBoccupation.Ifananalogous TBoccupationdoesnotexist,thesponsor shouldconsultwiththeDOLtodeterminean appropriateamountofRTIonacasebycase basis.

Hybrid(HY)Occupations:EveryHY occupationhasarangeofestimatedwork processhours.ThenumberofRTIhours shouldroughlyalignwiththehigherendof theHYworkprocessrange.E.g.foraHY occupationwitharangeof3000–4000 hours,theprogramshouldhaveabout288 hoursofRTI(144*[4000/2000]).

ApprenticeshipProcessGuide

BuildinganAppendixA

Purpose:ProvidesahighleveloverviewofhowtocreateanAppendixAforanewapprenticeshipprogram withanemployer.

Ifanemployerwantstodevelopapprenticeshipsformorethanoneoccupation,they’llneeda separateAppendixAforeachoccupation.

1OccupationCodes

Oncetheemployerhasselectedtheappropriateapprenticeable occupationfortheirprogram,pulltheRAPIDSandO*NETcodes fromtheapprenticeableoccupationslistandinserttheminthe appropriatespotsontheAppendixAtemplate.

RelatedResources:2.DListofApprenticeableOccupations, 2.ESelectinganApprenticeableOccupation

3DevelopRTI

Determinetheemployer’spreferredRTIproviders,anddevelop theRTIcourselist.IfacollegewillbeprovidingRTI,workwiththe appropriateApprenticeshipCoordinatortodevelopacurriculum thatsuitstheemployerneeds.Note:onecollegecredithour typicallytranslatesto15contacthours.

AddupthenumberofcontacthoursinthedefinedRTIand ensurethatthereareenoughtomeettheDOLguidelinesof144 hoursperyear.

RelatedResources:2.GRelatedTechnicalInstruction

4DefineWageScale

Workwiththeemployertodefinetheapprenticeshipwagescale basedonemployerwageratesandnationalwagedata.

RelatedResources:2.FApprenticeshipWageScale

2DevelopWorkProcess

Usingsamplesprovidedby theDOLorfoundonline, workwiththeemployerto customizetheirownWork Process.Theymayadjust, add,orremovecontentfrom theprovidedsamples,or theycanstartfromscratch. Additionaltoolsmaybeused tohelpemployersbuildtheir workprocessforCB programs.Searchforsample programandcompetency listingsonline,Askyour intermediaryandother partnersforsamplesand tools,andrefertothelinks belowformoreinformation.

RelatedResources: (8)WorkforceGPSApprenticeship Samples

CBprograms: (9)UrbanInstituteNational OccupationalFrameworks

ApprenticeshipProcessGuide

BuildinganAppendixA,Continued

Purpose:ProvidesahighleveloverviewofhowtocreateanAppendixAforanewapprenticeshipprogram withanemployer.

DefineJourneyworkertoApprenticeRatio

Inaregisteredapprenticeship,ajourneyworkerisaworkerwhohasattainedtheskills,abilities andcompetenciesthatarerequiredfortheiroccupation,andisqualifiedtotrainanapprenticein theiroccupation.Theymayhaveachievedtheseskillsthroughformalapprenticeshiporthrough practicalexperienceandformaltraining.Everyregisteredapprenticeshipmustspecifyarequired ratioofjourneyworkerstoapprenticestoensurethatapprenticesarereceivingpropertraining andmentorshipthroughouttheirprogram.

Foranyoccupationwheretherearesafetyconcerns,asinmostindustrialortraditionaltrades occupations,theratioistypicallyonejourneypersontooneapprentice.Somelesshazardous occupations(e.g.IToccupationswhereindividualsaretypicallyin“deskjobs”)havearatioofone journeyworkertotwoapprentices.It’sunlikelytoeverseearatiowheremorethantwo apprenticescanbelearningunderonejourneyworker.

DefineProbationaryPeriod

Thoughregisteredapprenticeshipsarefullyvoluntaryforapprenticesandemployers,every registeredapprenticeshipneedstohaveadefinedprobationaryperiodduringwhichthe apprenticeoremployermayterminatetheapprenticeshipprogramwithoutstatedcause.

Theprobationaryperiodcannotbemorethan25%ofthelengthoftheoverallprogramduration. E.g.fora4000hourapprenticeship,theprobationaryperiodcannotbemorethan1000hours.

DocumentSelectionProcedures

OntheAppendixA,theemployermustdescribetheselectionproceduresthey’llusetoselect apprenticesfortheirprogram.ItdoesnotneedtobeasdetailedasanHRSOPwouldbe,but shouldidentifyanyspecificassessmentsorrequirementsforentryintotheapprenticeship.

8FillintheAppendixATemplate

CompleteyourAppendixAdraftandsendittotheDOLforreviewandapproval.Requestanupto-datetemplatefromtheDOLorfromyourprogramintermediary(ifapplicable).

ApprenticeshipProcessGuide

BuildinganAppendixA:Example

Purpose:WalksthroughanexampleofhowonemighthelpanemployerbuildanAppendixAfortheirnew registeredapprenticeshipprogram.

CompanyABCislaunchinganapprenticeshipfortheirMaintenanceTechnicians.Afterreviewingthe apprenticeableoccupations,theyselecttime-basedoccupationtitledMechatronicsTechnician.

1OccupationCodes

Searchingthroughtheapprenticeableoccupationslist,theappropriateoccupationcodesare: RAPIDS:2014O*NET:49-2094.00

RelatedResources:(9)DOLApprenticeableOccupationsList

2DevelopWorkProcess

Aftersearchingforsamplesonlineand/orsharedbytheDOL,youfindthefollowingworkprocesstouse asastartingpoint.

Theemployermakesadjustmentstothenumberofhoursinsomecategories,andbreaksthe“design andbuild”categoryintothreeseparatecategories.

SAMPLE

Theemployercouldalsochoosetoincludeadditionaldetailtotheworkprocessbyaddinga descriptiontoeachworkprocesscategory,butthisisnotrequired.

ApprenticeshipProcessGuide

BuildinganAppendixA:Example

Purpose:WalksthroughanexampleofhowonemighthelpanemployerbuildanAppendixAfortheirnew registeredapprenticeshipprogram.

3DevelopRTI

Sincetheselectedoccupationisan8000hour(4year)program,theprogramshouldincludeatleast (144*4)=576hoursofRTI.CompanyABCwouldliketousethreeRTIproviders:

1.CompanyABC–thecompanyrequiresallnewemployeestoundergoeighthoursofinternal trainingcoveringcompanyhistory,culture,andpolicies.Machinistsatthecompanyalsoreceive eighthoursoftrainingonproprietarytechnologyusedatthecompany.

2.Vendor123–CompanyABCpurchasesmanymachinesfromVendor123.Thevendordeliverstheir own40hourtrainingonhowtousetheequipment.

3.CollegeXYZ–CompanyABCislocated15milesfromtheirnearestcommunitycollege.Thebulkof theirapprentices’RTIwillbecompletedthroughthecollege’sMachiningprogram.

Workingwiththecompany,youdraftthefollowingRTI.

ApprenticeshipProcessGuide

BuildinganAppendixA:Example

Purpose:WalksthroughanexampleofhowonemighthelpanemployerbuildanAppendixAfortheirnew registeredapprenticeshipprogram.

4DefineWageScale

CompanyABCoffersannualwageincreasestoallemployees,sotheywouldliketoincludeannualwage increasesintheirapprenticeshipwagescale.

Theircurrentwagesformachinistsfollowtheseguidelines:

0*-4years’experience:$18-$20perhour 5-10years’experience:$22-$25perhour 10+years’experience:$26-$32perhour

*0years’workexperiencebutfullytrainedthroughcollegeorotherMachiningprogram.

SinceapprenticesenteringCompanyABC’sprogramarelikelytohavenoexperienceoreducationin Machining,CompanyABCsetstheirminimumwagescaleasfollows:

Startingwage:$14perhour

2000hours:$15perhour

4000hours:$16.50perhour

6000hours:$17.50perhour

Endingwage(8000hours):$19.00perhour

Ifanemployerasksforfeedbackontheirwagescale,itcanbeagoodideatocheckO*Netfor averagewageinformation.Thiscanhelpthecompanydetermineiftheirwagesarecompetitive. Thischartshows averageMachinist wagesinMichiganand theUS.Visit onetonline.org,search fortheoccupationof interest,andscroll downtoviewwage datatofindachartlike thisone.

5FillintheAppendixATemplate

TheAppendixAsamplegeneratedfromthisexampleisattached.

ApprenticeshipProcessGuide

Employer/Sponsor Checklist:

Launch Your Apprenticeship Program

Purpose:Liststhetasksthatanemployerneedstocompletewhenlaunchinganewlyregistered apprenticeshipprogram.

Task

[RECOMMENDED]Developinternal,employer-specificpolicies.

RELATEDRESOURCE:3.DInternalEmployerApprenticeshipPolicies

Develop apprenticeship tracking and records maintenance procedures for work process and RTI completion (online tracking available)

RELATED RESOURCE 4.B Apprentice Records

[IF HIRING NEW APPRENTICES] Connect with Michigan Works! Apprenticeship Coordinator to discuss applicable supportive services, e.g. hiring support and candidate screening, training funds, etc.

Select apprentices (new hires or existing employees) according to HR policies and defined apprentice selection procedures (see Appendix A).

HaveapprenticesreviewtheApprenticeshipProgramStandards,AppendixA,andall relevantprogrampolicies.

Identifyapprenticementor(s)andhavethemreviewApprenticeshipProgramStandards, AppendixA,andallrelevantprogrampolicies.

Completementortrainingforapprenticementors,ifneeded.

Connect apprentice with college Apprenticeship Coordinator (or relevant RTI provider contacts) to arrange apprentices’ RTI registration and schedule.

Assess apprentices' previous experience and determine whether to grant advance standing (apprentice must request credit upon registration, employer must determine how much credit to grant apprentice by end of probationary period), including: -RTIcourseworkcompletedpreviously -priorhoursworkedonthejob(iftime-basedprogramandexistingemployee)

Registerapprentice(s)inRAPIDS.

GenerateApprenticeAgreement(Form671)inRAPIDSforeachapprentice,obtain apprenticesignature(s),andfileintheapprenticerecord.

Generate pay stub or other documentation showing apprentice starting wage and file in the apprentice record. 3.A miapprenticeship.org

Offer apprenticeship disability disclosure annually and file appropriately when returned.

ApprenticeshipProcessGuide

EmployerChecklist:LaunchYour ApprenticeshipProgram(withIntermediary)

Purpose:Liststhetasksthatanemployerneedstocompletewhenlaunchinganewlyregistered apprenticeshipprogram.

Task

[RECOMMENDED]Developinternal,employer-specificpolicies.

RELATEDRESOURCE:3.DInternalEmployerApprenticeshipPolicies

Reviewintermediarytrackingprocedures,adjustingifneeded.

[IFHIRINGNEWAPPRENTICES]ConnectwithMichiganWorks!ApprenticeshipCoordinator todiscussapplicablesupportiveservices,e.g.hiringsupportandcandidatescreening, trainingfunds,etc.

Selectapprentices(newhiresorexistingemployees)accordingtoHRpoliciesanddefined apprenticeselectionprocedures(seeAppendixA).

HaveapprenticesreviewtheApprenticeshipProgramStandards,AppendixA,andall relevantprogrampolicies.

Identifyapprenticementor(s)andhavethemreviewApprenticeshipProgramStandards, AppendixA,andallrelevantprogrampolicies.

Completementortrainingforapprenticementors,ifneeded.

Connect apprentice with college Apprenticeship Coordinator (or relevant RTI provider contacts) to arrange apprentices’ RTI registration and schedule.

-RTI coursework completed previously

-prior hours worked on the job (if time-based program and existing employee)

- If RTI or OJT is determined to be granted, complete RTI and OJT previous experience paperwork and send to intermediary for tracking

Complete Apprentice onboarding Paperwork as determined by Intermediary Tracking Procedures for entry into RAPIDS. Intermediary will enter apprentice(s) into RAPIDS and generate 671. Have apprentice(s) sign 671 and return.

Generatepaystuborotherdocumentationshowingapprenticestartingwageandsendto intermediaryforrecords.

ApprenticeshipProcessGuide

ApprenticeChecklist:StartYour ApprenticeshipProgram

Purpose:Liststhetasksthatanemployerneedstocompletewhenlaunchinganewlyregistered apprenticeshipprogram.

Task

ReviewprogramAppendixA,programpolicies,andotherrelevantapprenticeshipprogram documents.

SignandreturnApprenticeAgreement(Form671)toemployer.

[IFCOLLEGEISRTIPROVIDER]DiscussstepstoenrollinclasseswithcollegeApprenticeship Coordinator,includingapplyingtobeastudentatthecollege,completionofEnglishand Mathplacementexams(ifapplicable),andapplyforFAFSAtodetermineyoureligibilityfor financialaidandgrants.

Registertoenrollinfirstsemesterclasses.

Discussworkprocesstrackingprocedureswithapprenticeshipmentorand/oremployerHR andfinalizeprocessforsubmissionofworkprocessprogress.

Provideyouremployerwithrelevantdocumentationofpreviouslycompletedtrainingand educationthatmaycounttowardsyourapprenticeship.Thismayinclude: -collegetranscripts -certificatesofcompletionforrelevanttraining,etc.

[IFANEXISTINGEMPLOYEEINATBorHYPROGRAM*]Documentprevioushoursworked ineachworkprocesscategorytosubmitforconsiderationforadvancedstandinginthe program.Sharewithyourmentor/supervisorforreviewandapproval.

Iftheapprenticeisenrollinginacompetency-based(CB)program,theywillnotneedtodocument previoushoursworkedintheapprenticeship.Advancedstandingmaybegrantedtoapprenticesin CBprogramsbywayoftheirinitialcompetencyassessment.

ApprenticeshipProcessGuide

InternalEmployerApprenticeshipPolicies

Purpose:Describesconsiderationsemployersmighttakeincraftinginternalpoliciesthatdescribehowtheir apprenticeshipprogramwillbemanaged.

TuitionReimbursement

Everyemployerwillruntheirapprenticeship differently,butonethingistrueforany apprenticeshipprogram–apprenticeship programsrunmostsmoothlywhenthe employerhaswell-understoodand documentedinternalpoliciesthatdescribe howtheprogramwillbemanaged.

Itisrecommendsthatallemployersdevelop asetofinternalpoliciestothisend,ifthey don’talreadyexistwithinthecompany.Here aresomequestionsthatemployersmight considerwhenwritingtheirtheirinternal apprenticeshippolicies.

CreditforPrevious RTI

Howwilltheemployer decidewhichprevious coursestakencanbe appliedtothe apprenticeship?

Ifanapprenticehasalready completedsomeofthe apprenticeshipRTI,can theysubstituteother classestobetakeninstead?

Whatistheprocessfortuition reimbursement?Willtheemployerpayfor theclassupfront,orwilltheyreimbursethe apprenticeafterpassingtheclass?

Whathappensiftheapprenticefailsordrops aclass?What’sthelowestgradethatcounts as“passing”tothecompany?

Whatisthemaximumamountintuition reimbursementthatanapprenticeiseligible toreceive?

Cantuitionreimbursementbeusedtopay forbooksandothersupplies?

InternalCandidates

Willinternalcandidatesbeinformedaboutthe apprenticeshipopportunity?How?

Whataretheapprenticeshipeligibilityrequirements forinternalcandidates?

Howmanyapprenticesistheemployerwillingto registeratonetime?

Willtherebea“waitlist”forinternalcandidatesthat wanttobeapprentices?

ApprenticeshipProcessGuide

CreditforPreviousExperience

Purpose:Outlinestheprocessanemployermaytakeingrantingadvancedstandingtoanapprenticebased ontheirpreviousexperience.

Ifanexistingemployeebecomesaregistered apprenticeinatime-basedapprenticeshipprogram, theiremployermaychoosetogivethemcredit againsttheirworkprocessfortimethey’vealready spentonthejob.Todoso,theapprenticemust documenttheirpreviousexperience,todate,in eachoftheprogram’sworkprocesscategories,and shouldsubmitthistotheirsupervisorormentorfor approval.Ifapproved,theapprenticesupervisorwill enterthecreditforpreviousexperiencedirectly intoRAPIDS.

Note:ifanapprenticereceivescreditforprevious experience,theirwagesmustreflecttheiradvance standingaccordingtothewagescale

Example

Eachemployercandeterminehow muchcredittowardstheirtimebasedorhybridworkprocessan apprenticeshouldreceive,butmust dosouniformlyforallapprentices. Apprenticesmustberegisteredfor aminimumofsixmonths(about 1000hours).

Creditforpreviousexperienceis entereddirectlyinRAPIDSoncethe employerhasdecidedhowmuch credittogranttheirapprentice(s). Foradditionalguidance,consult withtheDOL.

Company123isenrollingtheirfirstapprenticeintotheirMachinistapprenticeship.Theapprenticeis anexistingemployeethatstartedworkingintheshopeightmonthsago.Theapprentice’ssupervisor, whowillserveasherapprenticeshipmentor,believesthattheapprentice’sworkforthepastsix months(nearly1000hours)shouldcounttowardsherapprenticeship.Hereishowtheydocumentthe hoursshewillreceivecreditfor.Thisdocumentissignedbythementorandkeptonfile.

WorkProcessCategoryMonth1Month2Month3Month4Month5Month6 TOOLCRIB 1051515540

DRILLS 105515520

LATHE-ENGINE 15201015510

MILLINGMACHINE 10104530515

SHAPERANDPLANER 1030100505

SURFACEGRINDER 1010300515

UNIVERSALGRINDER 25250152020

CUTTERGRINDER 5202040015

HEATTREATMENT 10155204512

BENCHWORK 4010552018

GENERALMACHINERYREPAIR1510155010

MonthlyTotal:160160160160160180 Total:980

Thoughitwillbeimpossible forthesenumberstobe 100%accurate,the apprenticeandmentor shouldtrytomakethisas accurateaspossiblebased onmemoryandtheir recordsoftheapprentice’s assignmentsduringeach month.

ApprenticeshipProcessGuide

CreditforPreviousRTI

Purpose:OutlinestheprocessanemployermaytakeingrantinganapprenticecreditforRTIthattheyhave alreadycompleted.

Whenanemployerregistersanewapprentice,they shouldreviewanypreviouseducationortraining theapprenticehasreceivedthatmaybeableto counttowardstheapprenticeship.

Iftheapprenticehastakencollegeclasses,isa currentcollegestudent,orhastakenothertypesof traininginthepastthatmightberelevant,allofthis experiencecanbeconsidered.Itdoesnotmatter howlongithasbeensincethetrainingoccurred.

Tobeginthisprocess,theapprenticeshouldprovide theiremployerwithallrelevantrecords,including transcriptsandcertificatesofcompletion.

Examples

ProviderClassName

CollegeXYZIntroductiontoIndustrialDrafting

CollegeXYZLeadershipandTeamwork

ProviderClassName

CollegeXYZIndustrialSafety

ProviderClassName

CollegeXYZRemedialEnglish

CollegeXYZCompositionI

Coursesinanapprentice’s backgroundneednotarticulate directlytoclassesincludedinthe apprenticeshipRTIinordertogrant theapprenticecreditagainsttheir apprenticeshipRTI.

Theemployercanchoosewhich trainingandeducationwillcount towardsspecificRTIclassesattheir discretion.

Note:“credit”inthiscasedoesnot refertocollegecredit!

ProviderClassName

CollegeAADraftingFundamentals

CollegeAAIndustrialLeadership&Supervision

ProviderClassName

CompanyCompany-SpecificSafetyTraining

ProviderClassName

Private Provider OSHA10Certification

ProviderClassName

CollegeAACompositionII*

*Inthiscase,theapprenticehastakenahigherlevelcoursethantheonesrequired,sotheemployermayelecttogive theapprenticecreditintheapprenticeshipforthetwolower-levelcourses.

ApprenticeshipProcessGuide ProgramRecords

Purpose:Describestherecordsthateveryapprenticeshipsponsormustmaintaininordertomaintain compliancewithDOLguidelinesandfederalregulations.

Everyapprenticeshipsponsorneedstomaintainrecordsthatdemonstrateitsprogram’scompliance withtheirApprenticeshipProgramStandardsandfederalDOLregulations.Ifanemployeristhe sponsorfortheirapprenticeshipprogram,theyareresponsibletomaintaintheserecords.Ifthe programissponsoredbyanintermediary,theemployerwillstillneedtoproducecertainrecordsfor theintermediary,buttheintermediaryorganizationisresponsibleformaintainingthem.

RequiredProgramRecords

ApprenticeshipProgramStandards&Appendices

Current,signedcopiesoftheApprenticeshipProgramStandardsandall Appendices

ProgramRevisions

Allversions(oldandcurrent)oftheProgramStandardsandAppendices

SelectionProcedures,HRPolicies,andHRRecords

InternalHRpoliciesthatdemonstratecompliancewiththeselection procedureslistedintheAppendixA

AffirmativeActionPlan

Sponsorswithfiveormoreapprenticesmustcreateandmaintaintheir affirmativeactionplan(AAP)withintwoyearsofregistration

TheAAPensuresthatdiscrimination isn’ttakingplaceinanypartofthe program.Itshouldbedevelopedin accordancewithfederalregulations.

RelatedResources:(1)CFR2929,(2) CFR2930,5.1CFRSummary

These records must be kept to demonstrate compliance with the AAP for new hires for the apprenticeship program and should include things like applications for apprenticeships, interview and assessment results (if applicable), requests for reasonable accommodation, etc.

Related Resources: (1) CFR 29 29, (2) CFR 29 30, 5.1 CFR Summary

ApprenticeshipProcessGuide ApprenticeRecords

Purpose:Describestherecordsthateveryapprenticeshipsponsormustmaintaininordertomaintain compliancewithDOLguidelinesandfederalregulations.

RequiredApprenticeRecords

ApprenticeWorkProcess(WP)Progress

ApprenticehoursworkedineachWPcategory(iftimebased/hybrid)or competenciesachieved(ifcompetency-based/hybrid)

ApprenticeRTIProgress

RTIcompletedsuccessfullybyapprenticebasedonapprovedAppendixA RTIlist(e.g.unofficialtranscripts)

AdherencetoWageScale

Proofthateachapprentice’swagesareatoraboveminimumwagescale basedonapprenticeprogressintheprogram(e.g.paystubs)

CreditforPreviousExperience&RTI

Documentationofpreviousexperienceonthejoborofprevioustraining completedthatwillsufficetograntapprenticeRTIcredit

Date of Birth Verification

Documentation verifying apprentice's DOB (passport, driver license, state ID)

Participant Information Form

Documentation ofcontact information and demographics, apprenticeship information and reviews apprentice rights.

ApprenticeAgreement(Form671)

Thesponsor should maintainafile foreachof their apprentices!

StandardformgeneratedinRAPIDSandsignedbytheapprentice

Disability Disclosure Form

All employees must have access to the form

OtherRelevantInformation…

Otherrecordsrelevanttotheapprenticeship,e.g.disciplinaryactions, apprenticeresignation,revisionstoRTIorWP

ApprenticeshipProcessGuide

DOLQualityAssurance

Purpose:DescribesthegeneralprocessusedtoensurethatDOLregisteredapprenticeshipprograms maintainahighqualityandservebothemployersandapprentices.

AllDOLregisteredapprenticeshipsaregovernedbytwospecificfederalregulationparts,listed below.Detailabouthowtomaintaincompliancecanbefoundintheseregulations.

(1)CFRTitle29,Part29:LaborStandardsfortheRegistrationofApprenticeshipPrograms

(2)CFRTitle29,Part30:EqualEmploymentOpportunityinApprenticeship

ProvisionalQualityAssurance

Allnewregisteredapprenticeshipprograms areinitiallyapprovedprovisionally.One yearafterprogramregistration,theDOLwill conductaProvisionalQualityAssurance (PQA)Assessmentvisitwiththesponsorto movetheprogramtopermanentstatus,or takestepstoimprovetheprogram.During thePQAvisit,thesponsorwillbeaskedto providetheDOLwithspecificrecordsthat demonstratethattheirprogramisin compliancewiththeapprenticeship standardsandfederalregulations.

AddressingIssues

Ifissuesariseduringasponsor’sPQAor qualityreviews,theirprogramwillnot automaticallybederegistered.TheDOLwill workwiththesponsortofixissueswiththe programandhelpthesponsortosucceed.If thesponsorconsistentlydoesnotaddress issuesintheirprogramorblatantlyhas seriousissueswiththeapprenticeship,the DOLmayrecommendthattheirprogrambe deregistered.Thesponsorwillbenotified andcantake30or60daystoremedyissues beforeafinaldecisionismade.

ProgramPerformanceStandards

Onceaprogramismadepermanent,itsquality willbereviewedatleastonceeveryfiveyears. Programqualityisassessedupon:

(i)QualityAssuranceAssessments–review ofprogramfilestoensurethatProgram StandardsandAppendixAarefollowed, atleastoneapprenticeisregistered (exceptbetweenregistrations),issuesare resolvedovertimeetc.

(ii)EEOComplianceReviews–reviewEEO proceduresandAAPtoensureequal opportunityisaffordedtoapprentices andpotentialapprentices

(iii)CompletionRates–theproportionof apprenticesthatcompletetheir apprenticeshipprogramandreceivea DOLcertificate.

RelatedResources:(1)CFR2929,(2)CFR29 30,5.1CFRSummary

Ifyou’reaworkforcedevelopmentprofessional andsometimesworkwithemployersasthey developapprenticeshipprograms,itis recommendedthatyoubecomefamiliarwith CFR2929andCFR2930!

ApprenticeshipProcessGuide

WorkProcessTrackingMethods

Purpose:Providessomeapproachesthatemployersmayusetotracktheirapprentices’progressthrough theirworkprocess.

Frequency

Apprenticeworkprocess statusshouldbekeptin theapprentice’sfileand updatedatleastannually, howevermorefrequently isrecommended.

Fortime-based(TB) programs,itis recommendedthat apprenticessubmit progressatleastmonthly.

Forcompetency-based (CB)programs,itis recommendedthat apprenticessubmit progressatleast quarterly.

TrackingTools

Web-Based

Web-basedapprenticeshiptracking toolsaregaininginpopularity.They allowapprenticestoenterprogress, andmentorstoapproveprogress, throughanonlineinterface.Webbasedapprenticeshiptrackingtools canbecustomizedtosuitan employer’sspecificprogramand allowforsimpleTBandCBtracking.

RelatedResources:(10)Online ApprenticeshipTrackingTool

HoursTracking

InTBprograms,apprenticeprogressismeasuredbytheirhours workedineachoftheWorkProcess(WP)categorieslistedintheir program’sAppendixA.Assuch,itissuggestedthatapprentices self-reporthoursworkedineachcategory,andreceiveapproval fromtheirmentor.

RelatedResources:5.4SampleTBWPTrackingTemplate

CompetencyTracking

Since,inCBprograms,progressismeasuredbyapprentices’ competencyattainment,it’ssuggestedthatapprenticescomplete self-evaluationsofcompetencyagainstthoselistedintheirwork process,andthenhavethoseself-assessmentsapprovedbytheir mentor.Itissuggestedthatsponsorsuseascaleofcompetencyin suchevaluations.

RelatedResources:5.5SampleCBWPTrackingTemplate

Templates

Individualemployerscanutilizecustomized templatesfortrackingapprenticeprogressforTBor CBprograms.Thesemaybefilledoutbythe apprenticedigitallyoronpaper,dependingon employerandapprenticepreferences.Seethe attachedsampletemplatesforanideaofhowan employermighttracktheirapprentices’progress usingatemplatethatcanbeemailedorprintedand submittedphysically.

RelatedResources:5.4SampleTBWPTracking Template,5.5SampleCBWPTrackingTemplate