should we get started already thank you
all for coming today
I know so I am Holly free Allard I am
the apprenticeship manager at tcsg
office of Workforce Development and I am
so glad to be here today to give you
guys some apprenticeship information my
sidekick over here I'll let him
introduce himself I'm bill Krause from
the US Department of Labor I'm the
apprenticeship director for the state of
Georgia and I think I pretty much made
almost everybody in this room at one
time or another in some session so we're
gonna have a good session today we're
gonna talk a little bit about
apprenticeship we're gonna play a game
first what do you know about
apprenticeship kind of seems like fair
question who's eligible to sponsor a
registered apprenticeship program
anybody well give me a little more than
that it can be a college based
organization it could be a consortium of
workforce development boards you could
do that too anyone can be a sponsor you
are correct
we have prizes too we have prizes we
feed you need more sugar you know what
what is a registered apprenticeship
program comprised of it's comprised of
our register I'm sorry related training
and instruction like classroom training
and a work based program like a.j T and
our in couple worker training bingo you
got it thank you
now does anybody have an idea of what
the entry requirements are into
registered apprenticeship and who sets
them the employer right and what do we
generally look for in an entry into a
program the wanting to do it wanting to
do it is always a good one you know I've
hired many
people who don't want to work and it
doesn't work out well they well the the
entry requirements are generally some
type of educational requirement some
type of in many cases of physical
requirement in other cases they could
actually still be using background
checks and drug testing and there are
some elements such as CDL or maybe some
licensure that a person could have
but the person who determines that is
the employer this is the employers
program now our job is to make sure
there's nothing in there that is nothing
more than just a barrier well you're
going to be a typist but you need to be
able to lift 50 pounds what what you
need a mass just agreed to to be a
plumber well you probably do but no so
our job is to make sure that there's no
disparate type of relationship there
where people are discriminated against
how do I find out if an occupation is
eligible for registered apprenticeship
program it's an easy one
here's the answer write us talk to any
other technical colleges they'll help
you there's over 2,000 registered
occupations
I'm sure if your xylophone is broken we
have a xylophone repairman program for
you so we can take care of you one more
howing
sure what kind of administrative work is
required to put together a registered
apprenticeship program minimal it's
really it's good you can have a whole
bag it's minimal and as we would say in
New York it's even more minimal if you
go through a technical college it's very
minimal it's one sheet of paper for a
federal government program that's pretty
good even your 1040ez wasn't that short
how do you get started
hey no yeah don't pay attention to any
of the phone numbers or email addresses
on my card because they were all wrong
because these are the cards I use when
I'm in the prison programs just kidding
just kidding
I'll bring you some ask questions all
the way through here but we'll make sure
pretty soon we're gonna be throwing the
candy so it'd be better all right so
what bill and I hope to do
Kathleen come up and talk for me what
feeling I hope to do for those of you
who do have a little bit of insight
which it seems you do but to build on
that and we also wanted to demonstrate
our relationship a lot of companies when
they hear the word DOL the Department of
Labor they get really nervous but we
want them to know it is friendly and we
are here to guide the process so bill
and I work together daily whether that
be good or bad but we do so I first want
to start off very simple this is nuts
and bolts of apprenticeship so we're
going to be very simple if you have
questions please stop well we'll go
through questions and you guys can throw
them at us and we'll do our best to
answer so we want to define what is a
registered apprenticeship and is a
system in which or a training program in
which we provide and we pair on-the-job
learning which is taught by the employer
and what we call related technical
instruction and the related technical
instruction piece can be taught by many
different entities one a college one of
our technical colleges we partner with
it can also be taught within the
training provider itself the company or
it can be an outside entity the whole
purpose of registered apprenticeship is
to create an industry standard as bill
said out of all of our DOL what we call
work processes
they've all been vetted nationally we've
got companies at the table that say
these are the basic skill sets we're
looking for and in turn you as your
company get to customize and we'll talk
a little bit about that
it's always asked what is the difference
between
OJT and registered apprenticeship it's
it's a very fine line of distinction the
one thing about registered
apprenticeship and you'll see these
elements here
it's an employer driven program
completely how he mentions it we talk to
the employer we work with the employer
the employer drives the process it's not
my job to tell the employer I think this
is the way you should do it you know
they don't do that I think the folks
here who have been in apprenticeship
understand how that works they drive the
process they have to be directly
involved its employer driven its
structured it's paid on the job it is a
positive placement from day on these
people who are parentheses are getting
wages from day one and what's important
and I tell my folks is to give you a
sense of ease don't hire somebody before
you send them to the workforce board
because once they get certified once
once they get hired they're not gonna
get anything from the board they're done
there's not gonna be an ITA there's
gonna be nothing so it's structured it's
paid related instruction is though we
have a minimum of 144 hours a year for
every 2,000 hours of work however there
are companies that deliver their own
training is on the job there's on on the
web training there's correspondence
training there's other ways an
individual can get it we encourage folks
to use the bricks and mortar as much as
possible doesn't mean that it's better
or worse but it's available and in many
cases hope the hope career grant can
kick in to help defer some of those
costs reward for skill gains I lots of
fancy schmancy word what it means is the
longer you're in a program the more
valuable valuable you are to the
employer and as such you have a
progressive wage you come in day one you
don't even know where the bathroom is
but hopefully within six months
you can go side-by-side with some of the
mentors and actually do some of these
functions and lastly it is a credential
and that's what I really like about the
Technical College's and the other
institutions where they get a credential
they'll get a US Department of Labor
credential when individual completes and
in many cases a certificate a degree or
a diploma from the schools
additionally we certify the employer as
a person or an organization and is
meeting the standards of the US Labor
Department in terms of a training
platform and in some cases it helps them
out with a whole array of different
programs that they're involved in so
essentially if you wanted to break this
down if you are talking with a company
there's no there's three major
components to an apprenticeship and
notice it is very flexible it's
customized and it's a proven model we've
already talked about industry drives the
program they select their employees from
their current employees or new hires
it's also apprenticeship as a job Bill's
talked about that here's a job right
from day one it's a job you are an
employee of that company you are subject
to all the rules all the restrictions
all the gains of that company and what's
important also is there are two parts
and I think was mentioned two points to
apprenticeship you go to work and go to
school if either one of those is not
being done by the apprentice guess why
they're out it doesn't work it's not one
or the other it's both and that's really
important and there are many ways like
we talked about before to deliver the
related instruction online I have a lot
of linemen across the country do you
think they can go down to North Georgia
Tech every day they're in Milwaukee
they're in you know you name it there or
someplace else they do things online and
many of the schools have been flexible
enough to be able to to adopt their own
programs to meet their standards and
their needs and I think in case that
Greg could even mentioned that in his
programs there's flexibility at the
school level to make sure that we meet
the needs of the employer and they're
being trained for that employer we also
have camp
like Mohawk and they have their own
training modules within their company so
the company themselves are doing the
related instruction so that's really
important for for folks to know that
there's so many options when we talk
about the three components of what we
have up here and truly industry sets the
standard you know it used to be where
you became an apprentice you worked all
day in with the school all night that's
pretty much it and an apprentice always
looked tired because they went to school
three nights a week and they went to
work five days a week a lot of it has
changed related instruction has changed
the way people work has changed you
could have an individual who is in a CNA
program who's completed their technical
instruction already and now they can go
and do the apprenticeship program you
have individuals from the military who
are very completed the instruction that
you can count that also so you could see
there's many ways to do this
there's front-loaded you could do it
incrementally I have one company that
does employees stand downs twice a year
and they bring all their employees in
and we have an instructor go to them so
it's as flexible as you want to make it
and the way I describe it is it's only
limited by your imagination and how much
money we can get to the system so next
we want to talk about is
pre-apprenticeship so this is something
we're hearing lots and lots and lots
about and we're really encouraging for
folks to kind of take on this initiative
so let's let's talk about
pre-apprenticeship pre-apprenticeship is
not registered it's going to be before
the registered apprenticeship program so
these are programs we see maybe our
short period of times short weeks it can
be things such as work for forklift we
have a couple forklift training cert
certain safety trainings also what we
find in these these are good for
individuals learning soft skills for
them to being introduced maybe they're
going into a company and they're not
quite sure where they fit in that
company to kind of give them the choices
of occupations to choose from or the
company choose them in occupation the
one thing that's really important about
pre-apprenticeship it needs to bridge to
a registered apprenticeship so once that
pre apprenticeship or that apprentice
finishes the pre-apprenticeship it
bridges straight into what we call a
registered apprenticeship and the best
part of this what skill gain they
received in pre-apprenticeship skill
gained being hands-on or even in their
related instruction they can get what we
call prior learning they should get
credit for that as they start their
registered apprenticeship portion so we
have is this just a model of what you
can see of how we can bridge we start
with pre apprenticeship with the related
instruction the on-the-job training it
will then bridge into their regular
registered apprenticeship and then of
course at the end they'll receive that
credential whatever the credential be
whether it's from the US Department of
Labor or whether it is from a training
provider such as a college where they
can receive a TCC which is a technical
certificate of credit a diploma or a
degree and the important part of a
pre-apprenticeship is what's your
employment rate in Georgia right now
come on three point one three point two
percent
have you ever had it this low before
we're getting to the level now that the
individuals we need to get into the
workforce don't have like Holly
mentioned some of the job-ready skills
we just call them soft skills when did
that change job-ready skills but more
importantly is we're looking for
non-traditional employment so if you're
able to say women want to get involved
in the construction trades which was
very lucrative very good business to get
into but they don't have the fundamental
skills in it you do a pre-apprenticeship
program to give them the knowledge of
the tools of the equipment of the
environment so then they can start
competing for those jobs in those trades
if you want to be a machinist you may
need some training on metallurgy or you
may need some other training that will
get you qualified for it now yeah does
the pre learning credit applied
dependent is that dependent upon whether
it's
I'm a skill-based or a hybrid
apprenticeship doesn't matter we can we
can adjust it doesn't matter because in
reality everything is competency based
in reality so if you're looking for a
particular topical area in these in the
standards or the work process and the
person has completed it you give them
credit for the competency they gained
and also the time that was associated
with it make sense but the
pre-apprenticeship piece is where we're
gonna have to go and you know
pre-apprenticeship and youth
apprenticeship get confused very very
often let's just use the word
pre-apprenticeship because it's before
apprenticeship and I really don't care
who's in it
there's no age there's no age you know
it has to do with their knowledge of
that particular occupation now does
anybody here go back to the old days of
jtpa
alright anybody go back to Sita anybody
go back to manpower development act oh
geez yeah get him a walker I'll tell you
90 95 well well you know in the old days
we we ran and you're for me with MDTA
although the model was called train and
pray that's what we did it was the train
in pre model you trained people for
something and you pray they got a job
that was the model now did that work no
it didn't work you think we spent a few
millions of dollars in that yeah this
here is what's going to work what's
going to work is when you start bringing
in the individuals who are not part of
the labor force
today there are dislocated people there
are displaced homemakers there's
individuals with disabilities there's
folks who have been overlooked for way
too long people of color have been
discriminated against in entree into
certain occupations this is the way to
do it we get people trained get them to
a point where the employer says you're
the right
today for this job and that's what's
really important here is trained folks
and get them in and how we you know we
get along just perfectly well and the
important part about this is we're not
doing that training in praying we're
doing training and we're gonna link them
to where they need to go because
otherwise it's a finite job you come to
my office you'll work for six months or
three months or three days and then
won't finish we're finished do you
really want to do that that's wasting
your time you may get some little
knowledge but you're not really going
anywhere but if you link them and there
are certain models around the state and
show how we'll talk about it there are
actually linking programs together
Mohawk was a great example of it is that
the college and career academies is that
what schools get doing that and there
are other programs that are doing that
so this is really important you have to
help us find the new pipelines for
talent and workers 3.1% when I was in
back in school of million years ago 3.1%
was a structural unemployment and that
was it
you couldn't get lower so we have great
growth we have great attrition nobody
here could retreat but a lot of people
are retiring and we have a skill gap
there's eight million jobs in this
country going empty and we have about 6
million people sitting on the side so
this is the avenue the question is are
employers requiring this as kind of a
vetting system so individuals can
participate well what I'll tell you is
many of the employers are the ones who
are sponsoring and our workforce boards
are actually helping pay for some of
that through testing through some wages
subsidization and so on it's not a
requirement but it helps the individual
meet the minimum requirements