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 Houston Community College.
- 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 name recognition of CVS Health and the no cost pre-apprenticeship at Houston Community College (HCC) generated interest in the pharmacy technician pre-apprenticeship and helped in recruiting low-income individuals. HCC registered 698 apprentices (exceeding their goal) and served 898 pre-apprentices.
- A strength of the study is the detailed information about program operations, particularly around eligibility for and the path through the pharmacy technician pre-apprenticeship and apprenticeship, related technical instruction, on-the-job learning, and the certificates and credentials awarded. 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
Houston Community College Apprenticeship Program
Features of the Intervention
- Type of organization: Community college
- Location: Multi-site in Texas
- Population served and scale: Veterans; Women; Racial/ethnic minorities; Individuals with disabilities; Non-college aged adults; 698 apprentices and 898 pre-apprentices
- Industry focus: Information Technology; Health care and social assistance; Construction
- Intervention activities: On-the-job learning (OJL); Related technical instruction (RTI; Supportive services
- Organizational partnerships: Employers
- 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 Houston Community College (HCC) system received a $4,292,955 AAI grant. The HCC system includes 22 campuses in and around Houston, Texas. HCC expanded their apprenticeship program to include information technology (IT) and healthcare, enhanced their plumbing RAP, and provided funds to Dallas College to implement a healthcare apprenticeship. AAI grant funds were used for staff salaries, training costs, on-the-job learning (OJL), equipment, and financial and other supportive services for pre-apprentices and apprentices. The target populations were women, Veterans, racial and ethnic minorities, and people with disabilities. The program hoped to graduate 620 registered apprentices.
JPMorgan Chase's apprenticeship program was only open to U.S. citizens who had an associate degree in IT and a grade point average of 3.25 or higher. For the pharmacy technician pre-apprenticeship, applicants needed a high school diploma or equivalent, a background check, a drug test, and a successful interview score above a cut score. The interview assessed areas like customer service, team-oriented behaviors, achieving results, following procedures, and stability. Pre-apprentices were required to pass a state licensing exam, undergo a more thorough background check, and complete a CVS virtual job interview to qualify for a 128-hour unpaid pharmacy placement. From this group, CVS chose its apprentices.
Features of the Study
The HCC system 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, 77% of the participants were men. Among them, 31% were under 25 years old and 62% were between 25 and 44. The racial breakdown included 43% Hispanic (of any race), 33% White, and 20% Black. Additionally, 7% were Veterans and 2% were people with disabilities. In the pre-apprenticeship program, 57% of the participants were women, 30% were under 25 years old and 55% were between 25 and 44. The racial breakdown included 26% Hispanic (of any race), 17% White, and 50% Black. Also, 4% were Veterans and 1% 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 revealed that HCC assisted in recruiting participants for CVS Health's pharmacy technician apprenticeship and provided targeted training to pre-apprentices. Furthermore, HCC supported JPMorgan Chase in registering three new RAPs: computer support specialist, network and computer systems administration, and computer systems analyst. Additionally, HCC contributed to updating an existing plumbing apprenticeship by procuring equipment used in digital layouts.
- The study found that the name recognition of CVS Health and the no cost pre-apprenticeship generated interest in the pharmacy technician pre-apprenticeship and helped in recruiting low-income individuals. Recruitment was also aided by having a large student body, and visiting Goodwill, United Way, and local workforce boards. Also, HCC's previous experience with apprenticeships meant they had staff and space to provide trainings.
- At the time of the study, HCC registered 698 apprentices (112% of their 620 goal) and served 898 pre-apprentices (HCC did not specify a pre-apprenticeship goal).
Implementation Challenges and Solutions
- The study found that HCC placed few apprentices with JPMorgan Chase due to the restrictive acceptance criteria. The program also encountered challenges with the CVS pharmacy technician pre-apprenticeship when participants did not pass the virtual interview and when CVS changed some positions from full-time to part-time.
- Having CVS Health as the initial and sole employer for pharmacy technicians enabled HCC to tailor the pre-apprenticeship program. However, when placements with CVS Health became challenging, HCC enlisted Walgreens as an additional placement site.
- The program adapted to COVID-19 challenges by first providing online training and lab simulations, and then transitioning to in-person labs.
Considerations for Interpreting the Findings
The study authors answered the research questions by describing the target occupational area, grant activities, program design, participant characteristics and recruitment, employer engagement, employer perceptions, sustainment plans, and lessons learned. Additionally, when programs were operated in multiple sites, the study authors described variation across those sites in the above areas, as applicable. However, little information was provided about data collection methods and analyses.