This study was conducted by staff from Abt Global, which co-administers CLEAR. The review of this study was conducted by ICF, which co-administers CLEAR and is trained in applying the CLEAR implementation study guidelines.
Citation
Highlights
- The study’s objective was to examine the implementation of the American Apprenticeship Initiative (AAI) which provides grants to expand Registered Apprenticeship Programs. This profile focuses on the Central New York Regional Apprenticeship Program.
- The study authors conducted an implementation evaluation using data obtained through interviews, a survey, and programmatic data obtained from DOL's Apprenticeship Quarterly Performance Report (QPR) system.
- The study found that the Workforce Development Board (WDB) was important in establishing on-the-job learning (OJL) and related technical instruction (RTI). They found RTI providers, registered apprentices with the state, and paid for RTI and OJL costs for employers. The WDB registered 76 apprenticeship programs with AAI grant funds in manufacturing and information technology. Of these programs, most were time-based with smaller proportions of competency-based or hybrid. At the time of the study, the WDB registered 396 apprentices (exceeding their goal) and served 482 pre-apprentices (achieving 80% of their goal).
- A strength of the study is the detailed information about program operations, spotlighting employer engagement and the Revere Copper Product's electrician registered apprenticeship program. However, one limitation is that the study authors do not provide details about their data collection methods.
- There was no companion impact study.
Intervention Examined
Central New York Regional Apprenticeship Program
Features of the Intervention
- Type of organization: Sub-state government agency
- Location: Multi-site in New York
- Population served and scale: Veterans; Women; Racial/ethnic minorities; Individuals with disabilities; Non-college aged adults; 396 apprentices and 482 pre-apprentices
- Industry focus: Manufacturing; Information Technology
- Intervention activities: On-the-job learning (OJL); Related technical instruction (RTI); Supportive services.
- Organizational partnerships: Employers; Education; Workforce Development Boards; Community-based organizations
- Cost: Not included
- Fidelity: Not included
The U.S. Department of Labor’s (DOL) American Apprenticeship Initiative (AAI) provided $175 million in grants to expand Registered Apprenticeship Programs (RAPs) in areas that did not have many registered apprentices and for populations underrepresented in RAPs (e.g., women, Veterans, racial or ethnic minorities, individuals with disabilities, non-college aged adults). Beginning in 2015, DOL awarded five-year AAI grants to 46 grantees nationwide.
The Workforce Development Board (WDB) of Herkimer, Madison, and Oneida Counties, a nonprofit organization, received a $2,998,116 AAI grant. The WDB created and operated the Central New York Regional Apprenticeship Program, which served 19 counties in central upstate New York. RAPs were available in advanced manufacturing, information technology (IT), and cybersecurity. The WDB facilitated on-the-job learning (OJL), related technical instruction (RTI), identified RTI providers, registered apprentices with the state agency, and paid employers for RTI and OJL costs. AAI grant funds were used for grant staff salaries, RTI and OJL costs, and supportive services (e.g., gas, uniforms, tools, books, childcare, referrals to local agencies). RTI funding was limited to $5,000 per apprentice, while OJL funding was capped at $10,000 per apprentice.
Many apprentices were incumbent workers. Pre-apprenticeship programs targeted those who were unemployed, underemployed, or new hires that need additional skills. The pre-apprentices were in line for an apprenticeship program.
Features of the Study
The WDB was one of ten grantees selected to participate in the implementation evaluation. Selection criteria included participation in a recruitment sub study, grantee institution type (i.e., state agency, sub-state agency, college, or sector-based organization), progress toward target enrollees, and prior history with RAPs.
In the apprenticeship program, 85% of the participants were men. Among them, 38% were under 25 years old and 49% were between 25 and 44. The racial breakdown included 7% Hispanic (of any race), 72% White, 14% Black, and 8% Asian. Additionally, 8% were Veterans and 1% were people with disabilities. In the pre-apprenticeship program, 82% of the participants were men, 24% were under 25 years old and 52% were between 25 and 44. The racial breakdown included 4% Hispanic (of any race), 86% White, 5% Black, and 4% Asian. Also, 9% were Veterans and 4% were people with disabilities.
Interviews were conducted in person during site visits in spring 2019 and over the phone in fall 2020 due to COVID-19 restrictions. A survey was conducted with a grantee representative between June and July 2019. Programmatic data were obtained from DOL's Apprenticeship Quarterly Performance Report (QPR) system. The study authors do not include information about the number of interviews conducted or their analytic methods.
Findings
Intervention Activities/Services
- The study found that the WDB registered 76 apprenticeship programs using AAI grant funds in manufacturing, IT, and other occupations. Most (59%) were time-based, 38% were competency-based, and 2% were hybrid programs.
- At the time of the study, the WDB registered 396 apprentices (113% of their 350 goal) and served 482 pre-apprentices (80% of their 600 goal).
Implementation Challenges and Solutions
- The study found that the WDB helped Revere Copper Product Inc. resurrect an electrician RAP. The employer representative reported that the RAP allowed them to train individuals in everything they did and that most stayed with the company after the apprenticeship ended.
- WDB grant staff partnered with many agencies including the Manufacturers Association of Central New York (MACNY), Mohawk Valley Community College, State University of New York (SUNY) colleges, the Workforce Development Institute, and Tooling U-SME. MACNY was successful in bringing in small and mid-size firms given the extensive support they provided.
- Employer engagement efforts that used phone calls, emails, and brochures were unsuccessful. The staff changed their approach to connect with partners who already had relationships with employers, such as MACNY, Mohawk Valley Community College, the Workforce Development Institute, and the state apprenticeship agency. As the program progressed, word of mouth became an effective strategy.
- The WDB hoped to sustain the program through Workforce Innovation and Opportunity Act (WIOA) funding and a women's pre-apprenticeship/apprenticeship state grant.
- The study found that employers wanted to join the program to replace retiring skilled workers and because OJL and RTI costs were provided. Employers with concerns or questions about apprenticeships (e.g., the process, paperwork, costs, fear of losing trained employees, ongoing reporting burden) found it helpful to have detailed discussions and meet with other employers who run apprenticeship programs.
- COVID-19 made recruiting employers difficult since previous in-person outreach was temporarily halted (it later moved to virtual), and many employers slowed or froze hiring. RTI that could be offered remotely was transitioned to online.
Considerations for Interpreting the Findings
The study authors provide details about the program operations. They emphasize the significant role of MACNY in engaging employers effectively. Additionally, they provide insights into the Revere Copper Product's electrician RAP, which includes details about RTI, OJL, and the certificates and credentials awarded. However, little information was provided about data collection methods and analyses in this report.