Reviews a 2010 Alaska Department of Transportation & Public Facilities (ADOT&PF) Training Program to demonstrate that apprenticeship programs improve the skills of women and minorities by providing them with the opportunity for, and access to, higher paying skilled trade jobs and achievement of journeyworker status.

"The purpose of this study is to measure the effectiveness of both trainees and apprentices in the Alaska Department of Transportation and Public Facilities On‐the‐Job Training (OJT) Program. Current information will prove or dissuade the notion that the Training Program component is not delivering a trained workforce. The purpose of this study is to measure the success based upon federally‐mandated objectives.

The data collected in the CRO database allows the program to be closely monitored by tracking reported training hours, gender, race and ethnicity demographics, trade descriptions, and returning apprentices. All information from the Department’s contractor and training programs provide information that is collected, reported, and analyzed from the forms. All the FHWA funded construction projects with either apprenticeship or trainee requirements in the CRO database have been used in this study. The first apprentices tracked in the system were in 1998 and trainees in 1999; the entire study contains data from January 1, 1998 to June 30, 2010" (p.4). (Abstractor; Author)

Full publication title: Successful On-the-Job Training Apprenticeship Vs. Training Programs on Federal Highway Administration (FHWA) Projects in Alaska

Major Findings & Recommendations

"The Department’s contractors prefer apprentices. Approximately 90.7% of the FHWA OJT projects requested apprentices from the USDOL Apprentice Program and account for 94.9% of reported training hours to fulfill the 645 Training Program requirements. Female apprentices complete more hours. Female apprentice hours report 80,181.75 more hours than the reported 3,542.75 hours for female trainees. Apprentices are employable. The 444 positions reported under an apprenticeship program were fulfilled by 290 individuals, whereas, each trainee only appears once in the program. More training opportunities have been provided to women and minorities in a registered apprenticeship program. Apprentices make journeyworker status. Sixty‐six percent of the apprentices completed the apprenticeship program and moved on to journeyworker status. Only one of the 23 trainees is working in the construction field, and journey status is unknown." (p.13) (Abstractor: Author)