Frequently Asked Questions
Career Seekers
What is an apprenticeship?
Apprenticeship is an industry-driven, high-quality career pathway where employers can develop and prepare their future workforce, and individuals can obtain paid work experience, classroom related-instruction, mentorship, and a portable credential.
How long are apprenticeship programs?
The length of an apprenticeship program varies, depending on the employer, the difficulty of the occupation, the industry, and the type of program.
Are there apprenticeship programs in high-growth industries?
An apprenticeship covers more than 1,000 occupations including careers in health care, cybersecurity, information technology, and energy. So yes, there are apprenticeship programs in high-growth industries.
How is apprenticeship different from other types of work-based training models?
Apprenticeship training is distinguished from other types of workplace training by several factors, including paid work experience, classroom related-instruction, mentorship, and a portable nationally recognized credential.
What is the difference between an apprenticeship and an internship?
The differences between internships and apprenticeships are the following: a hire vs work experience, length of time, structure, mentorship, pay, credentials, and college credit.
Employers
How long is a typical apprenticeship?
Program length varies by occupation, employer sponsor, and apprenticeship model. While many apprenticeships require apprentices to complete a minimum of 2,000 work hours, others (such as electricians) require upwards of 8,000 hours or more. Registered apprenticeships can be based on competencies rather than recorded hours (or a hybrid of hours and competencies). Competency frameworks allow apprentices to complete their programs on a variable basis as they demonstrate mastery. Most apprentices complete their programs within one to four years.
What is the return on investment for apprenticeships?
The returns on investment for employers can vary greatly and is generally favorable. Several variables shape the costs and benefits, such as industry and occupation, the market for apprentices, and institutional and regulatory frameworks. Apprenticeships are not a solution for all employees or roles within an organization; many firms find them valuable. Employers should view apprenticeships as a capital investment to account for short- and long-cycle costs, including benefits and indirect costs.
The most substantial direct cost is apprentice wages. Other factors include developing curricula and materials for training, mentor’s time, and equipment for training. The overall benefits to employers are savings on overtime expenses, increased revenue and productivity, and lower recruitment costs.
The duration of the training period affects employers’ return on investment. An employer can expect to see a return on investment because apprentices engage in productive activity along with relevant training.
Reducing the training period to minimize costs limits an employer’s ability to recoup those costs. The highest costs and lowest benefits are apt to be during the first year. The peak duration balances a reasonable likelihood of return for the employer within the training period while protecting an apprentice from being held with a lower wage long after performing at the level of an experienced worker.
How can employers improve return on investment?
Employers should consider the following adjustments that form return on investment for apprenticeships:
- a mix of activities the apprentice does and the duration of the training period
- a pay structure and credentialing
- criteria for selecting apprentices and depth of apprentice training and mentorship
What are the indirect costs and benefits of apprenticeships?
Employers should consider indirect factors when creating an apprenticeship. These indirect costs include overhead, human resources capacity, “red tape” for registering an apprenticeship, fulfilling compliance responsibilities, and certifying trainers; however, intermediaries such as GuilfordWorks offer assistance to employers to help reduce these costs.
Employers also report indirect benefits such as increased innovation, improved morale, lower turnover, less need for supervision, lower error rates, an opportunity to hire talent with company-specific knowledge, chances to develop future leaders, and the ability to increase your size labor pool.
How can small and medium-sized businesses enjoy the benefits of apprenticeships?
Small and medium-sized businesses often struggle to launch an apprenticeship program because of limited overhead and the capacity of human resources. Apprenticeship programs are least costly when they involve working with partnerships rather than bearing all costs internally within the company.
There are several options for cost-sharing. First, small businesses can participate in an existing industry partnership(s) or form a new partnership(s) to share costs for program design, equipment, outreach, etc. Second, use intermediaries that work with employers to train employees, provide assistance with the registration process, design the program, or recruit suitable candidates. Finally, to qualify as a registered apprenticeship, the program must involve some amount of related instruction. Connecting with publicly subsidized education related to the occupation can also reduce employer training costs, especially in the early stages of training.