Tips on How to Start Your Own Apprenticeship

Apprenticeship programs are becoming more popular as industries are having a hard time finding and hiring skilled workers. Starting an apprenticeship program is an opportunity to train talent for your company and advance your own business at the same time. The key to a successful program is implementing the core of the program correctly.
November 11, 2021 | Business
By: Dana B
Dana came to Acuity in 2016 as a workers' compensation adjuster, where she focused on handling minor to catastrophic claims in multiple jurisdictions. She also has a background in the services industry, with experience in project management and cosmetology. She graduated with a degree in community engagement and education from the University of Wisconsin-Milwaukee and serves on the Board of Directors of Mental Health America in Sheboygan County. Outside of work and volunteering, Dana loves spending time with her daughters, cooking, and practicing yoga.

Author of Services & Retail Focus

Apprenticeship programs are becoming more popular as industries are having a hard time finding and hiring skilled workers. Starting an apprenticeship program is an opportunity to train talent for your company and advance your own business at the same time. The key to a successful program is implementing the core of the program correctly.

 

Follow these basic steps to help with the implementation of a successful apprenticeship.

 

  1. Decide on your goals for the program. You should specifically identify why you want to start an apprenticeship program and how it will benefit your company. You should think about how this program will further your company goals and what the structure of the program will look like. Also, remember that the program should benefit your company, but it is critical that it benefits the apprentice just as much.
  2. Will your program be a registered apprenticeship or a non-registered apprenticeship? There are two different types of apprenticeship programs. Deciding which to choose is essential for your program to thrive. When you decide on a registered apprenticeship, the National Apprenticeship Act provides legal assurances and protections for apprentices and ensures they receive a portable, nationally recognized credential. Some businesses choose a non-registered apprenticeship, or an apprenticeship may be unregistered for a time before the U.S. Department of Labor registers it. You are still required to comply with standard labor laws, and you may have fewer candidates apply for your apprenticeship. If you would like to register your program, you can do this via Apprenticeship.gov.
  3. Determine how classroom learning will be conducted and determine a payment structure. Whether you hire an educator to come to your place of business to run the course or provide internal classroom education yourself, you will need to determine what best fits your company and what you would like to accomplish. You can also partner with a vocational school or a community college to help with a lesson plan. Once you decide how you’re going to conduct the classroom learning, you will need to determine a salary for your apprenticeship program. Unlike most internship programs that pay minimum wage, an apprenticeship usually pays more. The pay for apprenticeship programs varies throughout the country, but the standard is $15 an hour.
  4. Set a training plan and a mentorship program. Apprenticeships provide on-the-job training with a very hands-on approach. You will need to determine who will perform the training, how often the training will take place, and how you will gauge progress and completion of the training. While training, it is essential that the people who are doing the training are experienced and know how to effectively train employees. Mentorships are mutually beneficial because they create a healthy relationship between the employee and the trainer. When starting a mentorship program, you will need to determine who will run your mentorship program and how to identify and select potential mentors.
  5. Onboard your apprentice through a smooth hiring process. Once you have put your apprentice through classroom learning and on-the-job training with the help of the mentorship program, the next step is to onboard the apprentice and hire them as a full-time member of your team. Building a relationship with the apprentice during their training is essential for your business and the goals of the program.
By: Dana B
Dana came to Acuity in 2016 as a workers' compensation adjuster, where she focused on handling minor to catastrophic claims in multiple jurisdictions. She also has a background in the services industry, with experience in project management and cosmetology. She graduated with a degree in community engagement and education from the University of Wisconsin-Milwaukee and serves on the Board of Directors of Mental Health America in Sheboygan County. Outside of work and volunteering, Dana loves spending time with her daughters, cooking, and practicing yoga.

Author of Services & Retail Focus