A Registered Apprenticeship is a training program implemented by a company which provides academic instruction and on-the-job training for participating employees. The U.S. Department of Labor has approved over 830 skilled occupations for Registered Apprenticeships. These rigorous training programs are governed by well-defined guidelines and standards set by the Department of Labor's Bureau of Apprenticeship and Training (BAT), relating to the length of an apprenticeship, classroom instruction, job duties and working conditions. A typical apprentice is a high school graduate at least 16 years of age. Upon successful completion of a Registered Apprenticeship, the apprentice receives a Certificate of Completion from the U.S. Department of Labor, a nationally-recognized credential, and journeyperson status in his/her trade.

Registered Apprenticeships can benefit companies by helping to build a workforce of highly-skilled employees. Because apprentices are paid employees, these programs can provide growth opportunities for key individuals within the organization, as well as enable a company to recruit quality job candidates.

Registered Apprenticeships require a long-term commitment by both the employer and the apprentice. An apprentice must be sponsored by the employer, who administers and pays for the program. A trade union may also be involved in the apprenticeship. Apprenticeships usually last between 1 and 6 years, requiring an extensive investment of time, personnel and financial resources by the company. The employer and apprentice sign an Apprenticeship Agreement, in which the employer agrees to comply with the program standards as outlined by the Department of Labor and make every effort to keep the apprentice employed. The apprentice agrees to faithfully perform required job duties and complete the necessary classroom instruction.

Traditionally, apprenticeships were used to train workers in skilled trades, although Registered Apprenticeships have been recently developed for public service occupations such as forfeiting and law enforcement. Because Registered Apprenticeships have specific competency requirements, occupations which lend themselves to measurable academic and skills testing are particularly well-suited.

• Registered Apprenticeships require apprentices to train under experienced journeypersons. Identify those employees in your organization who are certified journeypersons or master craftsmen, as they will teach and supervise the apprentices.
• Form an Apprenticeship and Training Committee consisting of certified journeypersons, master craftsmen and company management, as well as union representatives, if applicable. This committee should identify target occupations for Registered Apprenticeships and plan the apprenticeship program. Their responsibilities include reviewing apprentice applications, interviewing, testing and approving applicants. The Committee consults with the State Apprenticeship Council and the regional representatives of the U.S. Department of Labor's Bureau of Apprenticeship and Training (BAT), regarding federal apprenticeship standards, equal employment opportunity, safety and similar matters. The Committee also consults with BAT to determine modifications in standards to meet specific industry needs.

A Registered Apprenticeship program is an expensive investment. Even large companies with the resources to form an in-house apprenticeship program can benefit from the many resources available in the community. There are also creative alternatives to in-house programs that allow smaller companies to implement Registered Apprenticeships. The following examples, which are by no means comprehensive, illustrate some of the resources available to companies.

• Contact your Texas Workforce Commission, Private Industry Council or Tech-Prep School-to-Careers Consortium to help identify financial and educational resources. Your company may qualify for financial assistance through state agencies like the Texas Higher Education Coordinating Board, the Texas Education Agency and the Texas Department of Commerce Smart Jobs program.
• Many companies in the same industry can pool their resources to develop joint apprenticeship programs.
• Union companies may develop a Registered Apprenticeship program in conjunction with a trade union. The union co-sponsors the apprenticeship and offers union membership to the apprentice upon completion of the program.
• There may be existing training programs in your community that can be tailored to suit your needs. School district Career and Technology Education programs, community colleges and private technical schools may be able to provide testing, educational resources and classroom facilities.

Because an apprentice is an investment, companies want to ensure that selected apprentices possess the necessary aptitude, skill and commitment required by the process. Recruiting viable candidates can be successfully accomplished by tapping into a variety of resources.

• Current employees can provide a qualified pool of candidates. Registered Apprenticeships provide excellent growth opportunities for employees who have demonstrated their ability and commitment to the company. Employees who complete Registered Apprenticeships can become great company assets, and are generally very loyal. The opportunity for a Registered Apprenticeship can be a way to reward an exceptional employee. The employee gains respected credentials and greater earning power, while the company gains a highly-motivated, skilled individual.
• Companies may consider offering apprenticeship opportunities to high school seniors involved in related Career and Technology Education programs. When contacting schools in your area, ask to speak with a teacher involved with Career and Technology Education programs, or call your school district office.
• Community college technical programs are often excellent sources for qualified candidates. Contact the appropriate departmental office or the Career Placement Office.
• Private technical schools can also be a good source for qualified applicants.

Registered Apprenticeships usually last about 4 years, but range from 1 to 6 years. Apprenticeships require 2,000 hours of on-the-job training per year. During this time, apprentices learn the mechanics of the skill under the supervision of journeypersons or master craftsmen. As the apprenticeship progresses, the apprentice performs the work under less and less direct supervision. In addition to the hands-on training provided, the apprentice must attend at least 144 hours of related classroom instruction per year. Academic and skills tests must be passed before the apprentice can advance through each phase of the program.

• Your Apprenticeship and Training Committee should design and organize classroom training. Classes are taught by experienced, certified journeypersons or master craftsmen, and require the study of trade manuals, textbooks and other educational materials. Classes include detailed instruction and discussion of how tasks are performed and what safety precautions must be taken. Classes can be held on the company premises or at another location, such as a school or college. Classes can be scheduled during the day or in the evening. Some programs allow for correspondence course work with supervised testing. Instructors should be identified, recruited and trained. All classroom instruction and testing mechanisms must comply with USDL BAT standards.
• The Committee should design on-the-job training. Records of the apprentices' job training and skill testing must be kept and periodically reported to the BAT. Organized procedures and mechanisms for training, testing and record-keeping must be designed in compliance with BAT standards.
• The BAT will consult with your Apprenticeship and Training Committee to offer assistance in adapting the program to company needs and ensuring compliance. Registered programs must meet federally-approved standards relating to job duties, classroom instruction, safety and working conditions.

Apprentices who successfully complete registered programs receive Certificates of Completion from the U.S. Department of Labor or a federally-approved State Apprenticeship Agency. These credentials are recognized worldwide as the measure of a skilled professional.

Companies who want to implement a formal Department of Labor Registered Apprenticeship program must file an application for approval of their program with the BAT. The application process requires extensive preparation and planning. The BAT is available to help companies prepare their applications. When the application is approved, the company may commence its program.

The Apprenticeship and Training Committee is responsible for reviewing applications and selecting apprentices. Apprentices are employees. Generally, their pay starts at about half of an experienced journeyperson's wages, and increases periodically throughout the apprenticeship period, based on their mastery of the required job skills.

• Qualified candidates should be recruited and should fill out a detailed application.
• The Committee should interview prospective apprentices and determine their merits based on qualifications for the job and the company's needs. The interview should be handled just like any professional employment interview.
• Many companies choose to administer company-designed or standardized tests to measure skills, interests and aptitudes. These tests may be given in-house or by an educational institution, such as a community college. Some popular standardized tests include the TABE (Texas Adult Basic Education) test, which measures reading level, comprehension and math ability; or the CAPS and COPS tests, which measure interests and aptitudes. Although testing of applicants is not required by BAT standards, many companies believe that testing helps them ensure the success of their apprentices in the program.
• Criteria for placement in the program should be developed and administered by the Committee. Demonstration of skill and written examinations can be used to determine advanced placement for high school Career and Technology Education students, graduates of related community college and technical school programs, or experienced employees. The Committee may choose to offer advanced placement into the program.

Selected candidates should be approved by the Committee and a date set to begin the apprenticeship. The apprentice should fully understand and sign the Apprenticeship Agreement before beginning the program.

The Committee should oversee and evaluate the program as it progresses, consulting with the BAT and refining the program. The Committee should keep in touch with the BAT on a regular basis and notify the BAT of any changes in the program.

• The Committee should keep organized records of the apprentices' on-the-job training and skills testing and periodically report to the BAT, as required.
• The Committee should keep organized records of classroom education and test scores and report to the BAT as required.
• The Committee should hold quarterly meetings and record minutes.