Training Approaches in Registered Apprenticeship Programs

Hiring employees and later learning they require significant training to get up to speed is a headache. Registered Apprenticeship Programs can help employers avoid this frustrating and time consuming scenario.

Organizations can use Apprenticeship programs to train talent in the skills they need most. Apprentices benefit by receiving a steady paycheck as they embark on a long-term career.

But the success of an Apprenticeship program largely depends on training. Employers must provide adequate training and track results to develop a talent pool that meets specific needs. These training approaches are broken down into three methods: time-based, competency-based, or a hybrid training model.

Benefits of a Registered Apprenticeship Program for Employers

The benefits of a Registered Apprenticeship Program are well known. Besides developing a pipeline of skilled employees, Apprenticeships:

• Improve employee retention. According to Apprenticeship.gov, up to 93% of apprentices continue their employment after completing an Apprenticeship.
• Increase company productivity. With a more productive workforce, employers can improve profitability and positively impact their bottom line.
• Boost the skills of all employees. Flexible training options ensure all workers develop skills the company can use. 
• Improve workplace safety. A skilled workforce well-versed in workplace safety practices can reduce workplace liability.

To fully benefit from an Apprenticeship, employers must make sure their Registered Apprenticeship Programs meet strict U.S. Department of Labor (U.S. DOL) training guidelines. 

Apprenticeship Training Approaches

The U.S. DOL allows three approaches to train apprentices: Time-Based, Competency-Based and Hybrid. Understanding the pros and cons of how each training approach works helps employers determine which will work best for their specific needs.

1. Time-Based Training. This traditional Apprenticeship training program sets required hours for the Apprenticeship then splits those hours into competencies. An employer might break a 2,000-hour program into five competencies of 400 hours each and require 144 hours of classroom instruction. Many employers are phasing out this Apprenticeship training model in favor of Competency-Based or Hybrid training.
   • Pros
     • Easy to track. Completion is based on hours of work, not on skills evaluations.
   • Cons
     • Mastery in question. Hours on the job don’t always reflect skills mastery.
2. Competency-Based Training. This training model focuses on an apprentice’s ability to demonstrate specific competencies. Employers still set an overall number of training hours, but no longer track hours specific to a competency. Instead, they evaluate apprentices on their knowledge of specific competencies. The Apprenticeship training model helps apprentices master needed skills, which is why more companies are embracing it.
   • Pros
     • Confirmation of skills. Evaluations confirm the skills of apprentices.
     • Faster upskilling. If apprentices show competency immediately, they can move on to the next competency.
     • Nontraditional occupations benefit. IT cybersecurity, health care, or digital media occupations require apprentices to master specific competencies. This method is also being used by trades.
   • Cons
     • Increased tracking needs. Employers have to track apprentices by hours worked and competency evaluations.
     • Time consuming. Supervisors spend more time evaluating apprentices and logging the results.
3. Hybrid. This model blends Time-Based and Competency-Based training. Before apprentices can take a competency test, they must work a certain number of hours. After a successful evaluation, apprentices can move on to the next competency. 
   • Pros
     • Time and Competency-Based. Employers know an apprentice spent a predetermined amount of time on each competency and mastered that skill before moving on.
     • Benefits all occupations. Blue-collar and white-collar occupations benefit as candidates prove their skills after completing specified hours of training. 
   • Cons
     • Increased tracking demands. Hybrid programs require more tracking to monitor apprentices by hours worked and competency evaluations.
     • Time consuming. Supervisors spend more time evaluating apprentices and logging the results.
     • Slowed progress. Apprentices must work a set number of hours before being evaluated, even if they have already mastered the competency.

Related Content: Benefits of Apprenticeship Programs

How to Track Your Apprenticeship Training Approach

The U.S. DOL requires employers to keep accurate records of On-the-job training (OJT), Related Technical Instruction (RTI), and Wage Progression for every apprentice in their Apprenticeship program. An Apprenticeship logbook can track this information.

Apprenticeship logbooks keep a written record of an apprentice’s progress throughout the Apprenticeship. These documents track RIT hours, competencies mastered on the job, and hours worked.

The best way to track the information required by the U.S. DOL is to automate the process. Employers can track required data and remain compliant with federal and state regulations with the help of an Apprenticeship software management tool. This software helps companies track competencies to ensure apprentices master all skills needed to perform the job by the end of their Apprenticeship.

ApprentiScope software offers integrated evaluation tools to help employers meet the evaluation requirements of Competency-Based and Hybrid Apprenticeship programs. Within this tool, apprentices can request an evaluation for a specific competency and the tool notifies their supervisor of their request. Supervisors also can set the tool to notify them when an apprentice hits the required hours for an evaluation. 

Employers also can use a comprehensive Apprenticeship software management solution to set competency thresholds. For instance, they may set the default for a competency at 75%. If an Apprentice gets a three out of four, they meet the threshold for competency. The supervisor submits evaluation results into the software tool, which marks the competency as complete and notifies the apprentice and supervisor of the change. 

An automated tracking solution helps to ensure that employers benefit from increased completion rates for their Apprenticeships and a workforce trained in the skills they need.

Takeaways

The goal of an Apprenticeship is to train top talent. But to reap the benefits, apprentices must master specific skills.

Companies can choose Time-Based, Competency-Based or Hybrid training programs to develop apprentice skillsets. The key here is to understand each approach and pick the one that best meets the company’s specific needs, then add a tool to track progress accurately and comply with state and federal laws.

Employers can’t leave hiring skilled workers to chance. With Apprenticeships, employers can take charge of building their own pipeline of highly skilled and motivated workers, but first, their training programs must pass muster.