What is Registered Apprenticeship?

Apprenticeship is one of the oldest forms of training in the world. It is a training program that involves learning on the job under the direction of a master or senior worker.

Ask employers in almost any industry if they have an apprenticeship program, and you’re sure to hear that, yes, they do. However, most do not realize that an apprenticeship is an official training program in the U.S. – not just an internship or some informal mentorship.

So what, exactly, is registered apprenticeship (sometimes referred to as Big A Apprenticeship)?

Registered Apprenticeship Program (RAP)

Registered Apprenticeship is built upon the traditional idea of apprenticeship but formalized and standardized.

A Registered Apprenticeship Program (RAP) is a structured training program that combines paid work experience with classroom instruction. That training program must be in an occupation that the Department of Labor (DOL) deems apprenticeable (for example, welders are apprenticeable; dog walkers are not). That apprenticeship must also meet a minimum standard that's been set for apprenticeships of that occupation.

(Depending on your state, you may not work directly with the DOL but a DOL-recognized state apprenticeship agency (SAA).)

In the U.S., the registered apprenticeship system dates back to 1937. In 1937, the National Apprenticeship Act, also known as the Fitzgerald Act, established the role of the Department of Labor to safeguard the welfare of apprentices, ensure equal access to programs, and provide integrated employment and training information to apprenticeship sponsors.

Registered Apprenticeship Components

Registered apprenticeship is a form of post-secondary training, much like college, that includes both classroom AND on-the-job training.

The core components of a registered apprenticeship program are on-the-job training, related technical instruction (ie., traditional classroom-style learning), and a wage progression.

On-the-Job Training

There are three different ways that this part can be structured:

1. Time-based

2. Competency-based

3. Hybrid

Time-based where after a specified number of hours are tracked and logged the apprentice is determined qualified or competent. For example, most electrical apprenticeships require 8,000 hours of training. Every 2,000 hours is considered a year of training. Traditionally, most apprenticeships in the U.S. have followed a time-based on-the-job training model.

Competency-based apprenticeships are more recent on-the-job training model. Instead of setting a total number of hours to be attained, apprenticeship programs outline a series of industry-agreed upon skills, or competencies. Completions of these competencies indicates proficiency, rather than a set amount of time.

Hybrid-based which is a combination of time and competency where the apprentice is given a total amount of time they need to spend in on-the-job training as well as a list of competencies they need to master during that time.

Related Technical Instruction

Related Technical Instruction (RTI) is another word for the traditional classroom. This is often consists of classroom instruction with practice in a simulated environment. RTI can be completed in a community college class, a union training center, or online, but the key differentiator is that it is not on-the-job.

RTI might be more theoretical where as on-the-job is immediately applicable. RTI also ensures a more well rounded education in the occupation than can often be given with on-the-job education alone.

For the bulk of apprentices, RTI is free or heavily discounted. Many employers pay any tuition costs related to RTI. Some even see RTI as part of the job and compensate the apprentice for hours spent in RTI. However, there is state and federal funding available to cover the cost if they do not.

Wage Scale

The last core part of a registered apprenticeship is an increasing wage that indicates the increasing skill of an apprentice. Here's a simple example of what a wage scale, or wage progression, might look like:

• Step 1: 2,000 hours at 50% of the journey worker wage

• Step 1: 4,000 hours at 65% of the journey worker wage

• Step 1: 6,000 hours at 80% of the journey worker wage

• Step 1: 8,000 hours at 90% of the journey worker wage

This wage increase happens in increments, and is determined by the employer in their apprenticeship standards. It allows the apprentice to have goals, accountability, and a long-term vision for their future as well as a reward for their investment in their own training.

The example above shows an apprentice earning more every time they completed an additional 2,000 hours, but some apprenticeships base wage increases on time-spent, percentage of competencies completed, RTI hours completed, or some combination of all fo these.

Registered Apprenticeship Credentials

Much like college, registered apprenticeship programs (RAPs) lead to an industry-recognized credential or apprenticeship certification. This is a credential that demonstrates your training has met a nationwide standard for training so, if you transfer to a different employer, your level of training can be trusted.

Beyond the apprenticeship certification, many apprentices accrue other certifications as part of their apprenticeship. Maybe they're in IT, and they earn several certifications from CompTIA. Or, they could be accruing AWS certifications as a welder, a state license as an electrician, or NIMS credentials as a machinist.

Finally, many registered apprentices have the opportunity to get college credit that they can use towards an Associate's Degree. In some cases, apprenticeships may even involved obtaining an Associate's Degree.

Registered Apprenticeship Employers

Apprenticeship programs are operated by both the public and private sectors employers. Regardless of the type of employer, they will need to register their apprenticeship with the Department of Labor to ensure it meets a previously established industry benchmark.

This investment in apprenticeship by employers is something many building contractors have been involved in for decades. Now, the U.S. is seeing increasing involvement from all kinds of employers -- IT firms, hospitals, professional services firms, small businesses, and more.

If you're an employer interested in running your own apprenticeship, there are all kinds of ways to get started. You can find your state's apprenticeship agency and reach out to them directly. You can find an industry intermediary. Or, you can reach out to us -- we'll make sure you're pointed in the right direction!