This toolkit is for workforce development practitioners looking to implement a Registered Apprenticeship program for healthcare in their community. The resource analyzes the model and mission of Registered Apprenticeship programs and how they can help underrepresented, low-skilled workers gain experience in the field. The document outlines the rules and regulations of Registered Apprenticeship along with its calculated benefits. It also discusses pre-apprenticeship programs, which are offered to those who have a good attitude and work ethic but may not have the experience to join the Registered Apprenticeship program immediately.
Mentorship is a widely discussed issue within the program due to its cost. Costs of mentors (apprentice trainers) within the program will ultimately pay for itself, based on the following assumptions:
- Mentors will contribute to an improvement in workforce training, which will increase the quality of care and retention of personnel resulting in cost-saving on both accounts.
- Mentors will train for their roles in ways that contribute to departmental leadership and internal career pathways, valued by employers and their workforce.
- Several states and sponsors are working to find ways to reduce the cost of mentorship if it does not fulfill expectations.
Registered Apprenticeship requires its trainees to learn on the job and in the classroom through Related Technical Instruction. This results in workforce and education experience for each apprentice. Educational providers must sign off on the completion of educational instruction before the apprenticeship may be awarded. The decision of whether the trainee has completed their apprenticeship ultimately lies with the local apprenticeship sponsor.
This 20-page toolkit was produced in March 2017.
Major Findings & Recommendations
The following recommendations were identified for successful implementation:
- Establish a point of contact to oversee the apprenticeship program.
- Establish an outreach plan to ensure apprentices are selected from a diverse pool of qualified candidates.
- Develop a candidate screening and selection process that is well-publicized to provide your recruitment pool with an opportunity to apply.
- Apprentice registration should include an orientation and follow the federal or state apprenticeship procedures.
- Include on-the-job learning (OJL).
- Provide related technical instruction RTI.
- Provide support for apprentices through mentors and supervisors
- Investigate supportive services, including financial aid.
- Coordinate the apprenticeship program including coordination of the apprentices’ learning
- Maintain a file on each apprentice with the required documents.
- Conduct continuous improvement reviews and develop a sustainability plan.