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 Wisconsin Apprenticeship Growth and Enhancement Strategies (WAGE$) program.
- The study authors conducted an implementation evaluation using data obtained through interviews, a survey, and programmatic data obtained from DOL's Apprenticeship Quarterly Performance Report (QPR) system.
- The study found that WAGE$ collaborated with 11 Workforce Development Boards (WDBs) and provided funding for apprenticeship liaisons at each board. These liaisons were responsible for reaching out to employers, working with Apprenticeship Training Representatives (ATRs), and identifying individuals from underrepresented populations. WAGE$ registered 207 apprenticeship programs using AAI grant funds across various sectors. Slightly more than half were competency-based, and the rest were time-based or hybrid programs. At the time of the study, WAGE$ registered 689 apprentices (achieving 69% of their goal).
- A strength of the study is the detailed information about program operations, particularly around the functions of the apprenticeship liaisons. Additionally, there is a program spotlight on the mechatronics technicians that provides detailed information on related technical instruction, on-the-job learning, certificates, and credentials. 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
Wisconsin Apprenticeship Growth and Enhancement Strategies (WAGE$)
Features of the Intervention
- Type of organization: State government agency
- Location: Multi-site in Wisconsin
- Population served and scale: Veterans; Women; Racial/ethnic minorities; Individuals with disabilities; Non-college aged adults; 689 apprentices
- Industry focus: Health care and social assistance; Manufacturing; Information Technology
- Intervention activities: On-the-job learning (OJL); Related technical instruction (RTI); Supportive services.
- Organizational partnerships: Employers; Education; Workforce Development Boards
- 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 Bureau of Apprenticeship Standards (BAS) within the Wisconsin Department of Workforce Development received a $5,000,000 AAI grant. BAS designed and operated the Wisconsin Apprenticeship Growth and Enhancement Strategies (WAGE$) program, which covered the state of Wisconsin. AAI grant funds were used for WAGE$ staff salaries, strategic planning at local workforce development boards (WDBs), and apprenticeship liaisons at 11 local WDBs. Apprenticeship liaisons reached out to employers, worked with Apprenticeship Training Representatives (ATRs), and identified individuals from underrepresented populations. WAGE$ allowed the 11 local WDBs to identify the occupations most in demand. For instance, northern Wisconsin needed information technology (IT) skills due to its tourism sector, the Green Bay area needed advanced manufacturing, and Madison needed healthcare workers because of its scientific and hospital industries.
WAGE$ staff collaborated with the Worldwide Instructional Design System to help create a curriculum. They worked alongside representatives from colleges and businesses. The Wisconsin technical college system provided RTI, except for healthcare jobs, where training was done internally. Employers were identified using existing contacts and cold calls to businesses. WAGE$ recruited participants from the Workforce Innovation and Opportunity Act (WIOA) program, the Reemployment Services and Eligibility Assessment (RESEA) program, community organizations, technical colleges, and youth apprenticeship programs. However, most registered apprentices (92%) were incumbent workers and did not come from underrepresented groups. Some nonincumbent workers were youth apprentices with the employer.
Features of the Study
BAS was one of ten grantees selected to participate in the implementation study. 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, 90% of the participants were men. Among them, 19% were under 25 years old and 69% were between 25 and 44. The racial breakdown included 6% Hispanic (of any race), 83% White, 5% Black, and 4% Asian. Additionally, 7% were Veterans and there were no participants 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 WAGE$ worked closely with the local WDBs, funding apprenticeship liaisons at each whose tasks were to conduct outreach with employers, coordinate with ATRs, and identify individuals from underrepresented populations.
- WAGE$ registered 207 apprenticeship programs using AAI grant funds in manufacturing, healthcare, IT, and other occupations (which included installation, maintenance, and repair). A little more than half (53%) were competency-based, and the rest were time-based or hybrid programs.
- At the time of the study, WAGE$ registered 689 apprentices (69% of their 1,000 goal).
Implementation Challenges and Solutions
- The study found that the new mechatronics technicians RAP helped small and mid-sized manufacturing companies that could not afford to hire several people with specialized skills in the specific areas covered by the new RAP, such as mechanical engineering, electrical engineering, coding, and welding.
- Employers often preferred to give apprenticeship opportunities to their current employees, making it hard to place people from underrepresented groups.
- Few apprentices were placed in IT in part because employers were concerned that the apprenticeship would be unable to stay current. Another challenge was encountered with the healthcare apprenticeship since trainees were not allowed to be paid due to accreditation rules.
- The staff believed sustainment was likely because of the knowledge acquired, the partnerships formed or improved (e.g., with businesses and ATRs), and the interest from employers.
- WAGE$ received a DOL State Expansion Grant and an Apprenticeship State Expansion grant to continue their work for another three years. The staff aimed to expand pre-apprenticeship and youth apprenticeship programs and involve more Tribal communities, allowing more people from underrepresented groups to participate.
- COVID-19 led to fewer apprenticeship opportunities because employers prioritized rehiring laid-off workers. Also, there was a 3-month pause in employer outreach, which eventually shifted to virtual methods.
Considerations for Interpreting the Findings
The study authors provide details about the program operations, particularly around the functions of the apprenticeship liaisons. Additionally, there is a program spotlight on Lakeshore Technical College's Mechatronics' Technician program that includes detailed information about the RTI, OJL, and certificates and credentials awarded. However, little information was provided about data collection methods and analyses in this report.