N.C. Department of Labor Apprenticeship and Training Bureau FY

N.C. Department of Labor Apprenticeship and Training Bureau FY 2008 Annual Report Cherie Berry Commissioner of Labor Table of Contents I. II. III. IV. A. B. C. D. E. F. G. H. I. J. K. L. M. N. O. P. Q. R. Mission Statement .............................................................................................................3 Vision Statement................................................................................................................3 HIGHLIGHTS FROM 2007-2008 .......................................................................................3 2007-2008 PERFORMANCE AND ACHIEVEMENTS .......................................................3 Registrations, Cancellations, Completions and Total Served.............................................3 Registrations and Completions by Standard Occupational Classification ..........................4 Top Occupations Registrations ..........................................................................................6 Completion Rate ................................................................................................................8 Wage Rate Upon Completion ............................................................................................8 Quality Assessments .........................................................................................................9 Statewide Program Development ......................................................................................9 State Approving Agency (SAA) for the Veterans Administration ......................................10 Employer Tool Kit.............................................................................................................12 Incarcerated Apprentices .................................................................................................12 Construction Apprenticeship Contests at State Fair.........................................................14 Lineman’s Rodeo .............................................................................................................16 Web Application ...............................................................................................................17 Sponsors Survey..............................................................................................................18 Economic Development Activities ....................................................................................18 WIA/Apprenticeship Integration........................................................................................19 Competency-based Programs .........................................................................................20 Apprenticeship Success Stories.......................................................................................20 1. Articles A. East Senior Learns Landscaping by Tending to Biltmore Gardens…………19 B. Apprenticeship Opens Doors for Career Opportunities …………..………….21 C. Watson Electrical Winston-Salem Division Productive New Program for Youth Apprenticeship ……………………………………………………………………22 D. Letter from Tom Hodges………………………………………………………….24 2. Table: 2007-2008 Apprentice Data by County…………………………………...…….25 2 I. Mission Statement Promote the development, registration and completion of apprenticeship and on-the-job training programs that provide North Carolina employers with quality trained and highly skilled workers. II. Vision Statement The Vision of the Bureau is to expand the registered Apprenticeship Advantage. III. Highlights from 2007-2008 • • • • The total number of new registrations in 2007-2008 was 5,598. The number of completions from the apprenticeship program in 2007-2008 was 3,959. The total number served during 2007-2008 was 16,929. Overall completion rate from July 2001 through June 2008 was 71 percent of apprentices completing requirements of both on-the-job training and classroom related instruction training. The overall average completion wage rate for 8000 hour completers in 2007-2008 was $17.96. Veterans in registered apprenticeship programs received over $7,000,000 in GI Bill benefits to date. A demonstration lineman’s rodeo was held in June 2008. The Bureau is developing a new web-based computer application with more updated features to assist in registration and will allow sponsors to enter their data for registration information on line. • • • • IV. 2007-2008 PERFORMANCE AND ACHIEVEMENTS A. Registrations, Cancellations, Completions and Total Served • • The number of new registrations (5,598) in 2007-2008 increased by 17 percent from the number of new registrations (4,794) in 2006-2007. The number of completions in 2007-2008 was 3,959. Completions are apprentices that have completed their apprenticeship training program that includes the on-the-job training and related instruction components and that earn their nationally recognized journeyworker certificate as well as receive the journey-worker level of wages. This includes occupations in terms of 2000 hours through 10,000 hours plus related instruction. The number of cancellations in 2007-2008 was 2,932. This was a decrease in 3 • cancellations compared to the number cancelled (3,043) in 2006-2007. Cancellations are registrants who exit their program before earning a journey-worker certificate. Apprentices that exit an 8000 hour program for example, after completion of 6000 hours would still be considered a cancellation. • Chart A provides a 10-year trend line of the number of new registrations, cancellations, completions, active apprentices, and total served. • Apprenticeship programs are spread throughout the state, with some counties being more active than others. Table 1 shows the 2007-2008 apprentice data by county. B. Registrations and Completions by Standard Occupational Classification • • Categorizing registrations and completions by Standard Occupational Classification (SOC) help to demonstrate the diversity of apprenticeship and training in North Carolina. In Charts B and C, the SOC categories were used to show the data through pie charts for active apprentices and registrations. 4 5 C. Top Occupations Registrations • The diversity of apprenticeship and training in North Carolina is further demonstrated by the top occupations registered for 2007-2008. The top occupations among active apprentices, new registrations and completions are shown in the tables below. Top Occupations # active 2184 662 618 540 517 299 253 248 222 167 TOP OCCUPATIONS AMONG ACTIVE APPRENTICES Occupation CORRECTIONAL OFFICER FIRE FIGHTER POLICE OFFICER POWERLINE TECHNICIAN ELECTRICIAN BROADBAND TECHNICIAN ELEVATOR CONSTRUCTOR MECHANIC STATE TROOPER PRODUCTION EQUIPMENT OPERATOR - MACHINING MAINTENANCE MECHANIC # active 393 224 106 58 41 39 38 35 30 30 TOP OCCUPATIONS AMONG APPRENTICES WHO COMPLETED Occupation CORRECTIONAL OFFICER FIRE FIGHTER HEALTH CARE TECHNICIAN COOK POLICE OFFICER GRADING AND PAVING EQUIPMENT OPERATOR INSIDE JOURNEYMAN WIREMAN/INDUSTRIAL/COMMERCIAL TRUCK MECHANIC POWERLINE TECHNICIAN PRODUCTION EQUIPMENT OPERATOR - MACHINING TOP OCCUPATIONS AMONG ACTIVE APPRENTICES (BY TERM OF TRAINING) 10000 HOUR- Top Occupations by Term of Training OCCUPATION # ACTIVE PLUMBER PIPEFITTER HVAC SERVICE TECHNICIAN 8000 HOUR- Top Occupations by Term of Training OCCUPATION 24 16 10 # ACTIVE POWERLINE TECHNICIAN /Electrical Distribution Lineman ELECTRICIAN MACHINIST CARPENTER MAINTENANCE MECHANIC MILLWRIGHT TRUCK MECHANIC INDUSTRIAL ELECTRICIAN REPAIRER SCREW MACHINE OPERATOR HVAC SERVICE TECHNICIAN SHEET METAL WORKER LOGISTICS ENGINEER 618 348 136 86 83 71 68 61 58 58 54 38 6 MAINTENANCE ELECTRICIAN TOOL & DIE MAKER 6000 HOUR- Top Occupations by Term of Training OCCUPATION 35 33 # ACTIVE FIRE FIGHTER BROADBAND TECHNICIAN ELEVATOR CONSTRUCTOR MECHANIC STATE TROOPER BRICKLAYER COOK ELECTRICIAN GRADING AND PAVING EQUIPMENT OPERATOR MAINTENANCE MECHANIC MECHANIC/MILLWRIGHT 4000 HOUR- Top Occupations by Term of Training OCCUPATION 575 283 253 248 104 95 93 66 38 34 # ACTIVE CORRECTIONAL OFFICER POLICE OFFICER II PRODUCTION EQUIPMENT OPERATOR - MACHINING PRODUCTION EQUIPMENT OPERATOR - ASSEMBLY FIREFIGHTER POLICE OFFICER I MAINTENANCE MECHANICAL/ELECTRICAL TECH II CHEMICAL PLANT OPERATOR III SCHOOL FACILITIES/MAINTENANCE PIPEFITTER 2000 HOUR- Top Occupations by Term of Training OCCUPATION 2037 292 158 141 79 73 65 51 38 37 # ACTIVE POLICE OFFICER DETENTION OFFICER HEALTH CARE TECHNICIAN FUNERAL SERVICE LICENSEE HEALTH CARE TECHNICIAN 323 145 129 86 79 TOP OCCUPATIONS AMONG APPRENTICES WHO COMPLETED FY 2007-2008 (BY TERM OF TRAINING) 10000 HOUR- Top Occupations by Term of Training OCCUPATION # ACTIVE PLUMBER 2 PIPEFITTER 1 8000 HOUR- Top Occupations by Term of Training OCCUPATION TRUCK MECHANIC Powerline Technician LOGISTICS ENGINEER ELECTRICIAN INSIDE JOURNEYMAN WIREMAN/INDUSTRIAL/COMMERCIAL ELECTRICAL DISTRIBUTION LINEMAN SCREW MACHINE OPERATOR AUTOMOBILE MECHANIC INDUSTRIAL ELECTRICIAN REPAIRER TOOL & DIE MAKER 6000 HOUR- Top Occupations by Term of Training OCCUPATION FIRE FIGHTER # ACTIVE 202 # ACTIVE 35 30 22 21 17 13 13 12 12 11 7 COOK GRADING AND PAVING EQUIPMENT OPERATOR ELEVATOR CONSTRUCTOR MECHANIC PUMPER-GAUGER (PETRO-CHEMICAL) State Trooper OFFSET PRESS OPERATOR Broadband Technician INJECTION MOLDING TECHNICIAN HEAVY DUTY REPAIRMAN (CONSTRUCTION EQUIPMENT) 4000 HOUR- Top Occupations by Term of Training OCCUPATION CORRECTIONAL OFFICER Police Officer Production Equipment Operator - Machining Production Equipment Operator - Assembly FIREFIGHTER Police Officer HVAC SERVICE TECHNICIAN-RESIDENTIAL CHEMICAL PLANT OPERATOR III Combination Welder Maintenance Mechanical/Electrical Tech II 2000 HOUR- Top Occupations by Term of Training OCCUPATION HEALTH CARE TECHNICIAN Maintenance Mechanical/Electrical Tech I CORRECTIONAL OFFICER TEACHER ASSISTANT Heavy Equipment Operator Level II CHEMICAL PLANT OPERATOR 11 CHEMICAL PLANT OPERATIONS MASTER CRAFTSMAN Journeyman Lineman FUNERAL SERVICE LICENSEE MACHINIST 58 39 28 15 7 7 7 6 6 # ACTIVE 335 33 30 28 22 22 13 10 9 9 # ACTIVE 106 24 23 23 10 10 9 8 8 7 D. Completion Rate • The completion rate for those apprentices that began their apprenticeships after July 1, 2001, and completed the program prior to June 30, 2008, is 71 percent. This completion rate is determined by apprentices entering the program that completed both the on-thejob training and related classroom instruction training with the term of apprenticeship ranging from 2,000 hours to 10,000 hours. During this period, 13645 apprentices completed all requirements of the program while 5442 cancelled out of the program prior to successful completion of the program. • E. Wage Rate Upon Completion Status Cancelled Completed Total Completion Rate # 5442 13645 19087 71% 8 • • The average wage rate for apprentices that completed an 8000 hour apprenticeship programs was $17.96. The overall completion wage rate for all completers in 2007-2008 was $14.33. This includes completion of apprenticeship programs from 2,000 hours through programs that require 10,000 hours. It should be noted that most of the related instruction required for successful completion of the program is paid for by most sponsors. Because apprenticeship is an earn while you learn opportunity, the apprentice receives a progressive wage rate through the term of apprenticeship and in most instances does not incur any educational expenses during the term of apprenticeship for the required related classroom training. Term 10,000 8,000 6,000 4,000 2,000 Completion Wage Rate $ 21.00 $ 17.96 $ 14.47 $ 15.33 $ 13.29 • • F. Quality Assessments All active programs with apprentices are required to have a quality assessment every two years and active programs with five (5) or more apprentices annually. (The purpose of the quality assessment is to review the overall program including work process, related instruction, wage scale, program information to insure the quality of the program.) G. Statewide Program Development • Statewide programs are more efficient in terms of establishing standards, servicing, and more efficient for sponsors to operate. Working with other state agencies, business and industry, a number of new statewide programs were either in development or established in 2007-2008. These initiatives include: ⇒ Time Warner Cable - registered 312 apprentices in a pilot program for the occupation of Broadband Technician. The pilot was very successful and Time Warner Cable will now roll out the apprenticeship program statewide. Plans are in place to register 700800 apprentices in the occupation of Broadband Technician. ⇒ Apprenticeship staff worked with the NC Optometric Association to develop a statewide program for the new occupation of Paraoptometric Technician. Most of the tasks and competencies have been identified for the position are currently working on the related instruction that will be required. Next steps will be to obtain acceptance from the association and approval on the new occupation by the Apprenticeship Council by 2008-2009. First completion ceremony at Time Warner Cable, Charlotte Division 9 H. State Approving Agency (SAA) for the Veterans Administration • The Apprenticeship and Training Bureau contracted with the Department of Veterans Affairs in October 2004 to become the State Approving Agency for GI Bill benefits to eligible veterans training in OJT and apprenticeship. During the 2007-2008 fiscal year, the bureau approved 32 new apprenticeship programs and 4 new OJT programs. During this year, the bureau has submitted 65 new occupations to the VA for approval. The bureau registered 432 apprentices that are eligible for and applying for GI Bill benefits. Eligible veterans in North Carolina have received over $7 million in GI Bill benefits through apprenticeship and on-the-job training. These benefits are tax-free dollars that go directly to the veterans through their participation in apprenticeship training programs. Chart D shows the details on when this funding was acquired. • • • 10 • A VA Handbook has been developed to assist sponsors in the process required to obtain VA approval and to provide completed examples of forms that need to be submitted to VA for the veteran to apply for benefits. This handbook is available online and in hard copy. The online version can be found at: http://www.nclabor.com/appren/veterans/veteran_handbook.htm Welcome home postcards were mailed to over 2,500 returning veterans from military service to welcome them back home to North Carolina and thank them for their service to our country. Information is provided to advise them of apprenticeship training opportunities within the state to assist in getting them back into the workforce and to assist them with career options to prepare for their future. Apprenticeship Consultants attend Transition Assistance Briefings (TAP) at the military bases in North Carolina to also alert those returning from military service about apprenticeship opportunities in North Carolina. Supervisory Visits were completed on all VA approved programs that have veterans receiving benefits during the year. The Dept. of Veterans Affiars requires an annual supervisory visit to make sure the program is up-to-date, wage information is current and required records are being maintained. 11 • • • I. Employer Tool Kit • An Employer Toolkit has been developed to provide information online to potential employers regarding the benefits of the program and how to register a program. Employers, especially new sponsors and potential new sponsors, have asked for this information as a guide on how to begin the apprenticeship program. The toolkit is available online and in hard copy. The online version can be found at http://www.nclabor.com/appren/Employer percent20toolkit/employer_toolkit.htm. Transition to Trainer • The job profiling specialists developed a Transition-to-Trainer workshop for our sponsors designed for journey workers who are responsible for training apprentices. Benefits of the workshop include: ⇒ ⇒ ⇒ ⇒ ⇒ • Better trainers for supervised on-the-job training Earlier productivity from apprentices More well-trained apprentices Increased confidence and the ability to train both journey workers and apprentices Improve image of trades training which will attract top-notch candidates Two Transition-to-Trainer workshops were completed this year with twenty participants completing the training at Ingersol Rand. J. Incarcerated Apprentices • According to the N.C. Department of Corrections, one of the most important factors affecting the success of ex-offenders is their ability to get hired and hold a steady job. An ex-offender who is gainfully employed is three times less likely to commit another crime. Statewide efforts are underway through a joint partnership with N.C. Department of Correction and N.C. Department of Labor to enhance and grow this opportunity to those facilities involved with apprenticeship or on-the-job training. Staff at institutions with apprenticeship programs often report improved relationships between inmates and staff working in an apprenticeship program and also a decrease in the number of infractions committed by inmates in the apprenticeship program. Statewide meetings and planning sessions are occurring at this time to roll out a statewide initiative in many of the correction facilities. The goal of this program is to bridge the gap from incarceration to employment and provide credentialing of skills obtained while incarcerated that would provide job opportunities upon release. The Inmate Construction Program is operated by the DOC Central Engineering and Divisions of Prisons in conjunction with the NC Department of Labor. Inmates in the construction program can work toward apprenticeship certification while working and training on major construction projects within the prison system. The program is also supported by North Carolinas Association of General Contractors. Apprentices recently assisted in completion of a 1500 bed prison facility in Tabor City. 12 • • • • An apprenticeship consultant now has major responsibilities to work with all correction facilities to provide support and guidance in apprenticeship training to enhance the inmate program. We have registered 1183 inmates in 16 different facilities since inmate apprenticeship programs began in North Carolina. Out of the 1183 inmate apprentices registered, 428 have completed, 548 have cancelled out of the program before completing all requirements, and 207 are still active in the following occupations: DOT Code 977381010 719261010 860381022 860381022 819384010 860381022 844364010 313361014 030162022 712381018 159224010 842361030 824261010 899261014 187167106 319137010 315361010 971382014 637261014 973381018 861381018 169167034 651382042 840381010 862281022 862381030 221367014 222387050 972281022 237367050 Occupation BINDERY TECHNICIAN PRINTING Biomedical Equipment Technician CARPENTER Carpenter Combination Welder Commercial Carpentry Tradesman CONCRETE FINISHER Cook DATA ENTRY MACHINE OPERATOR DENTAL LABORATORY TECHNICIAN Dog Trainer DRY WALL MECHANIC ELECTRICIAN FACILITIES MAINTENANCE TECHNICIAN Food Service Manager Food Service Supervisor Foodservice Specialist GRAPHIC ARTIST/ILLUSTRATOR HVAC TECHNICIAN LETTERPRESS OPERATOR MASON OFFICE MANAGER, ADMINISTRATIVE SERVICES OFFSET PRESS OPERATOR PAINTER PIPEFITTER PLUMBER PRINTING ESTIMATOR SHIPPING CLERK STRIPPER TRAVEL AND TOURISM OPERATOR • • At a recent graduation at the Nash Print Plant, several inmates were given the opportunity to speak. Not only did these inmates learn a marketable trade, but they also gained self-confidence and a sense of pride in their accomplishments that many of them had never felt. Seventy five inmates have graduated from the Nash Apprenticeship Program. Graduation day 13 Robert A. Autry, flanked by N.C. Department of Corrections Secretary Theodis Beck and N.C. Commissioner of Labor Cherie K. Berry, speaks to fellow graduates and guests during a ceremony for graduates of the Apprenticeship program of the North Carolina Correction Enterprises Print Plant at Nash Correctional Institution on Monday, August 4, 2008. Sixteen graduates received certificates on completing apprenticeship programs in printing trades including press operator, bindery technician, and photographer/lithographic technician. Commissioner Berry was keynote speaker for the ceremony. (Enterprise photo by Burnette.) K. Construction Apprenticeship Contests at State Fair Apprenticeship contests in bricklaying, electrician, carpenter, plumbing and HV/AC-R were held at the N.C. State Fair. Registered apprentices from across the state competed with other apprentices in the contests. Each contest has an apprenticeship committee that is made up of apprenticeship sponsors who assist in the development of the contests and assist in recruiting other sponsors to participate along with recruiting the materials needed for the contests. Top 3 Winners at the 2007 Apprenticeship Contests at the N.C. State Fair 4th Annual HV/AC-R Contest October 15, 2007 1st Place, Les Daniels, Siemens Building Technologies 2nd Place, Ronald Todd Deaton, Air One Industries 3rd Place, Jenne Lee Kelso, Siemens Building Technologies 14 . 54th Annual Masonry Contest October 15, 2007 1st Place, Patrick J. Wilson, Jon Barbee Masonry Contractors 2nd Place, Joseph S. Wainwright, McGee Brothers, Inc. 3rd Place, David Gantt, Beam Construction Co. Inc 23rd Electrical Contest October 17, 2007 1st Place, Michael D. Claar, Watson Electrical Construction LLC 2nd Place, Ernest K. Hartley, Starr Electric Company, Inc. 3rd Place, Christopher Januzys, Watson Electrical Construction LLC 15 22nd Carpentry Contest October 18, 2007 1st Place, Chris A. Parrish, Collins Homes 2nd Place, Daniel Simmons, Simmons Construction 3rd Place, Derik Partin, Lewis Building Company 21st Annual Plumber/Pipefitter Contest October 19 1st Place, Kenny A. Frable, C L Warters LLC 2nd Place, James R. Coward, C L Warters LLC 3rd Place, Paul T. Jones, C L Warters LLC L. Lineman’s Rodeo • On June 7, 2008, a demonstration project for the Lineman’s Rodeo was held at the State Fairgrounds during the Spring Festival to showcase the occupation and to recruit new employees. Those participating were individual lineman apprentices and teams of linemen doing specific electrical powerline work, a pole top rescue and a live line electrical demonstration. Areas of the demonstration project included the following: 16 ⇒ Pole Top Rescue—This demonstration is a simulated rescue of an injured lineman from ⇒ a utility pole. Another lineman will climb, secure and lower the injured lineman to the ground for first aid and CPR if necessary. ⇒ Pole Mounted Transformer—Demonstrates the actual changing out of an overhead transformer on a distribution line utility pole. This may require climbing and working from a bucket truck. ⇒ Cross Arm Change-Out—In this demonstration, the linemen will be installing, changing and removing horizontal cross arms and bracing on a utility pole. This may require climbing and working from a bucket truck. ⇒ Pad Mounted Transformer—This demonstration will be the setting, connecting and removal of a pad mounted transformer. This is typical of the transformers supplying underground power in many neighborhoods. Pole Top Rescue Live Line Electrical Demonstration Cross Arm Change-Out Pole Mounted Transformer An organization planning committee is in place to begin development of annual Liineman’s Rodeo competition. M. Web Application 17 The Bureau is in the process of developing a new web-based computer application that will allow our sponsors to log onto a website and enter information to register, cancel, complete, and amend apprentices. ⇒ The system has been designed using a combination of Javascript and Coldfusion technology, and will be using Oracle 9. ⇒ The bureau will be doing testing in August and September, with the anticipated date of October 6, 2008 for the system to go live. ⇒ This system will allow for faster turnover of the registration and completion process, ability to for the sponsors to have access to their program as well as the Bureau, and will keep everyone up-to-date on the status of apprentices and programs. ⇒ The new application will update, streamline and provide a system that is ready to grow with Apprenticeship and provide business and industry a more direct tool to manage their apprenticeship program. N. Sponsors Survey • An Apprenticeship and Training Survey was completed on June 30, 2008. To view this survey, link to our website at http://www.nclabor.com/appren/2008ApprenticeshipSurveyResults.pdf O. Economic Development Activities • The Apprenticeship and Training Bureau has developed partnerships with Workforce Development Boards and local community colleges across the state to promote technical skills training and the Career Readiness Certificate (CRC). In these efforts, department staff have presented to the National Workforce Investment Board conference in Washington, DC, and the Workforce Innovations 2008 conference in New Orleans. The presentations described successes in using WIA economic Development Incumbent Worker grants to implement apprenticeship programs in industry including Douglas Battery in Winston-Salem and Impressions Marketing in Craven County. Douglas Battery received a $37,500 grant that was used to pay for the 512 hours of related instruction upgrade training at Forsyth Community College for 14 Senior Maintenance Mechanics in the apprenticeship program. Impressions Marketing received a 37,000 grant to implement both on-the job training and apprenticeship for adults and youth. Apprenticeship staff partnered with WIA Region Q staff to provide ACT job profiling and task analysis to three manufacturing occupations serving 165 trainees and apprentices. At the State Workforce Development conference, the Impressions Marketing Group received the Governor’s Award for Excellence in Workforce Development. The Bureau partnered with the Capital Area Workforce Development Board in Raleigh on a $550,000 Youth-Build grant to serve 32 at risk youth in pre-apprenticeship construction skills occupations. 18 • • • • • • • Apprenticeship Consultants have also presented to local joblink centers across the state. The Bureau has partnered with the NC Community College System to market the Career Readiness Certificate (CRC) to North Carolina businesses as an achievement indicator of success in completing apprenticeship and training programs. P. WIA/Apprenticeship Integration Re-Wiring Apprenticeship: Advancing Registered Apprenticeship for the 21st Century • During the past few years, ETA with the US Dept. of Labor has initiated a number of significant efforts to transform and elevate the U.S. workforce investment system to be more responsive to 21st century global economic needs, to better leverage resources and form strategic partnerships. ⇒ Among the efforts, in July 2007, ETA issued a Training and Employment Guidance Letter (TEGL), “Leveraging Registered Apprenticeship as a Workforce Development Strategy for the Workforce Investment System,” to show the system that Registered Apprenticeship is an effective approach to building a modern, high-skilled workforce. ⇒ Following the TEGL, a team was formed in August 2007 made up of ETA staff from the Office of Apprenticeship and the Office of Workforce Investment as well as state partners from State Apprenticeship Agencies including North Carolina, Kansas and Washington. The team’s mission was to develop a strategic plan and implement action items to integrate Registered Apprenticeship activities in every state in the nation. ⇒ This has resulted in partnerships to incorporate Registered Apprenticeship into workforce plans and activities in states such as Alaska, Washington, Kansas, North Carolina, Idaho, South Carolina and interest in others on what to do and how to it. ⇒ The team has produced marketing materials, “how-to” webinars, and made presentations to national and state audiences. During the summer of 2008, the team undertook an assessment to look at WIA-Registered Apprenticeship partnership in the states to try to establish a baseline of activity which is now being analyzed. The team is now working on regional forums to bring together Registered Apprenticeship, WIA and other key partners to focus on how they can better leverage each others resources and develop a partnership. Individuals will attend as part of a state team and they will develop a customized plan with at least three next steps to implement when they return to their states after the forums. The first forum is scheduled for Chicago in December 2008 with additional forums following in different states nation wide. • The meetings will include the following: ⇒ ⇒ ⇒ ⇒ Why Registered Apprenticeship is a key strategic partner and building the partnership Performance Measurements and Funding Registered Apprenticeship Structural and Operational Opportunities Incorporating Registered Apprenticeship into Economic Development Strategies and WIRED Regions 19 ⇒ Registered Apprenticeship and Hard-to-Serve Populations Q. Competency-Based Programs With the increasingly fast addition of new technology and skills to the workplace, we have seen the need for more competency-based programs. These competency-based open entryopen exit hybrid apprenticeship programs allow apprentices to complete their training sooner than traditional programs if they have completed the related instruction and can demonstrate competency in all aspects of the job. The job must first be analyzed in order to identify the tasks and competencies needed in an occupation. The Bureau employs two ACT WorkKeys job profilers to assist business and industry in developing these programs which include a competency checklist to be used as part of the structured on-the-job learning in addition to the traditional work processes. The profiling process can involve a complete WorKKeys profile or a task analysis, depending on the needs of the sponsor. In both scenarios, the information is gathered from observing the job and interviewing subject matter experts (the people actually performing the job). The tasks and competencies identified from these sessions are used to develop the competency checklist. In the case of a WorkKeys profile, the basic skill levels to enter the job and perform effectively are also identified. These skill levels are useful to our sponsors in evaluating applicants for apprenticeship as well as identifying the present skill levels of their incumbent population and offering remediation if needed. Sponsors report the assistance provided to them as a valuable tool in identifying the tasks required in the occupation. This in-depth analysis enables the company to develop more customized related instruction and provides structure for the on-the-job learning that takes place in apprenticeship. Many sponsors find the profiling exercise identifies process issues that can be addressed, facilitating continuous improvement and improving productivity and morale within the company. NCDOL Job Profilers presented at the 2008 National WorkKeys Conference in Indianapolis, Indiana, to showcase how we utilize the WorkKeys system to enhance the development of quality apprenticeship training programs for our sponsors and to develop training for new occupations as well as assist in upgrading skills in existing occupations. R. Apprenticeship Success Stories Article A East senior learns landscaping by tending to Biltmore gardens Published: Tuesday, March 4, 2008 at 4:30 a.m. Last Modified: Tuesday, March 4, 2008 at 8:26 a.m. Like many seniors in high school, Jeffrey Harris was getting tired of sitting in a classroom seven hours a day and was anxious to begin life in the real world. JOSH CYPHER/TIMES-NEWS Jeffrey Harris prunes a rose bush Monday at the Biltmore Estate, shortly after receiving a certificate for a completed apprenticeship. Fortunately for him, Harris got the chance to jump-start his trade. 20 Instead of heading to East Henderson High School every morning during his senior year, he took a different path. Harris began leaving his Tuxedo home at 5:45 a.m. to be at the historic Biltmore Estate in Asheville by 7 a.m. He put in a regular 40-hour week as a landscaper. For Harris, this was not just a job. Instead of being taught at a desk about horticulture, he learned hands-on all the skills he needed to continue his career. While working at the estate, Harris has a wide variety of responsibilities from mowing and weeding to installing new plants and maintaining planted areas on the vast property. He helps with pest control, mulching and staking for falling plants. Last month, Harris received his Journeyman Certificate in Landscaping/Horticulture from the North Carolina Department of Labor. To earn the certificate, he had to complete 3,000 hours in the apprentice program. "This 'Earn While You Learn' work-based experience is the perfect way for a student to meet his or her career goal by combining on-the-job work experience and required course work," says Becky Varnadore, industry and education coordinator for Henderson County Schools. Although there are 50 academic internships in Henderson County, Harris is one of only two school-sponsored apprentices. There is a large difference between the internships and the apprenticeships. With internships, students spend class time in a work environment to help them determine if the career path they have chosen is right for them. Internships can last for a semester or a school year. In the apprenticeships, students are employed by the business they work with and may continue two to three years after high school. Henderson County is working to create more apprentice partnerships with businesses and industry. Varnadore is working to create apprenticeships in machining and one in heating and air conditioning. "Apprenticeship training is a very valuable recruitment incentive for a business," Varnadore says. "The employer gets a worker who is eager to learn and committed to the business. Often, apprentices become lifetime employees." Each apprentice is hired and must follow a training plan for the career they have chosen. They must take 144 hours of related course work for every 2,000 hours of on-the-job training. Henderson County students have been involved with apprenticeships in graphic design/printing, computer networking, automotive technology and even culinary arts. Harris is thankful to his former horticulture teacher, Joyce Pruitt, for supporting his apprenticeship. "She has done so much for me, and I want her to know how much I appreciate everything," Harris says. "I wouldn't be here if it weren't for Mrs. Pruitt." Harris is the second student to become an apprentice at the Biltmore Estate from Pruitt's class, but the first to complete it. "Identifying students with sincere interest in a career, determination and strong work ethic is the key," Varnadore says. "When I visited Jeffrey at the Biltmore Estate last week, his supervisor Bruce Ballard was so complimentary of his work performance. In fact, Ballard had just offered Jeffrey a full-time position." Ballard selected Harris from a pool of three applicants. "Jeffrey is here every day, on time, and works very hard," Ballard says. "This is a great opportunity for students to get involved in a career early without wasting time. I would have loved to have had this kind of opportunity when I was in high school." 21 Harris has enjoyed his time working at the famous estate more than he would have following a more traditional school route. "I can't see myself behind a desk," Harris says. "It is beautiful out here." Article B Apprenticeship Open Doors for Career Opportunities When I began the Apprenticeship2000 program, I could never have imagined the doors that would open for me in the years following my graduation. In fact, I had no idea that training I was to receive during the program itself would be so rewarding. Following one year studying Manufacturing Technology at CPCC, I found my feet in the Electronic Technology program. This program and the people involved, both from the community college and from Max Daetwyler Corp., pushed me to excel. When my class graduated from the program, most of us with an extra year under our belts since we had changed our majors, we were excited and well prepared for the adventures we would undertake in the future. To this day I am still thankful to my fellow graduates for inspiring me to work so hard as it has paid off so beautifully. My graduation from the Apprenticeship2000 program coincided perfectly with a rise in demand for the electro-mechanical engraving machines being sold by Max Daetwyler Corp. So perfectly in fact that I had opportunities for further training and later production work with these machines both at a sister company in Ohio and our mother company in Switzerland. The end effect of these opportunities was a move to Switzerland sponsored by the firm. I am still enjoying employment at Max Daetwyler AG, in Switzerland. Since this time my position has changed from the production of machines to the servicing of machines. I was again given an opportunity to further my development within the firm with additional training on laser engraving machines. At this time I am fully qualified to assemble, test, install and repair two of the most interesting machines in our industry. The assembling and testing of machines is done here in Switzerland. The installation and repair of machines encompasses a world-wide territory. Most recently I completed a laser engraver installation in Russia. However, a small list of the countries I have had the luck to work in includes: Mexico, Japan, Malaysia, India, Turkey, France, Poland, Germany and Italy. Nothing could have helped me prepare for this exciting career better than the Apprenticeship2000 program. 22 Article C Watson Electrical Winston-Salem Division Productive New Program for Youth Apprenticeship Winston-Salem Forsyth County Career Technology Center partnered this summer with Watson Electrical Winston-Salem Division in a unique, innovative effort to maximize production and training with Youth Apprenticeship. Randy Jones, NCCER Electrical Instructor for the High School Technology Center, approached Mike Watkins, Hiring & Training Administrator for Watson Electrical, with a proposition to enhance his Electrical Training Program by employing himself and several of his students over their summer break. Mike and Division Manager, David Garner, visited Randy’s class and spoke with Randy and his students to work out the details and get a first-hand look at his students. Randy and two of his students, Cory Bogart and Cody Parrish, who had just finished their Junior Year of High School, were hired in June. Reports from Supervisors and Foremen have been nothing but praise for the Youth Apprenticeship Team! Working primarily at the North Carolina School of Arts Dormitory Renovation Project under the supervision of Billy Cavanaugh (Top Picture L/R ), Cory and Cody have had the opportunity to use their skills acquired in the classroom, as well as develop new ones, and performed above normal production levels in a safe and professional manner. Comments such as, ‘…it’s rare to find young 17 year olds to work as hard and be as professional as these two…’ are common comments from supervisors and managers at the division. The great success of this innovative program goes back to the quality education and commitment of the High School Instructor and Career and Technology Administrators in aligning the school’s programs with industry need. Watson Electrical’s Award Winning Registered Apprenticeship Program is based on the National Center for Construction Education and Research’s (NCCER) national and industry standardized curricula. The NCCER curricula have been adopted by the North Carolina Department of Public Instruction (NCDPI) for its Career and Technology Programs. In July 2008 NCDPI was approved as an NCCER Accredited Training Sponsor as a state-wide effort in aligning secondary education and training with industry needs. Randy and the Winston-Salem Division have aided tremendously in the state-wide effort, according to Tim Eldridge, NCDPI Education Consultant. This overwhelming success exemplifies the outcome of concerted efforts of secondary schools and industry when partnering together for common goals. Watson Electrical looks forward to Cody and Cory returning to work during their senior year and also selecting Watson Electrical as their choice for a career! Opportunities abound at Watson Electrical for them to further their education and training and become vital contributors to the construction industry in North Carolina. (L/ R) Cory Bogart, Cody Parrish (L/R) Billy Cavanaugh , Cory Bogart, Cody Parrish and Randy Jones Student-employees have the opportunity to work as they were taught in school to achieve quality production, safely, and hone their skills for unlimited futures in the electrical industry. Thanks so much to the students seeking careers at Watson Electrical, their instructors, administrators and families that support them! 23 Article D Tom Hodges CMP Metalworking Sales Engineer Widia Inc. West Jefferson, N.C. 28694 I cannot even begin to tell you how proud I am to have completed my apprenticeship in North Carolina. It has led me to many opportunities during my career. I have worked as a tool and die maker. I have been a manufacturing manager with the responsibility of supervising a 15 man tool room. I have been a manufacturing manager in Virginia and was able to start a tool and die apprenticeship program there. I am currently an applications engineer for Widia Inc. Widia is one of the most prominent tool manufactures in the world. At every turn what impressed the people that hired me to do these jobs was not my college degree, it was the fact that I was a journeyman tool and die maker. My apprenticeship has taken me very far. So you see these patches and this card means a lot to me and I thank you for seeing that I received them. Again, I appreciate your efforts. 24 Table: 2007-2008 Apprentice Data by County NAME ALAMANCE ALEXANDER ALLEGHANY ANSON ASHE AVERY BEAUFORT BERTIE BLADEN BRUNSWICK BUNCOMBE BURKE CABARRUS CALDWELL CAMDEN CARTERET CASWELL CATAWBA CHATHAM CHEROKEE CHOWAN CLEVELAND COLUMBUS CRAVEN CUMBERLAND DARE DAVIDSON DAVIE DUPLIN DURHAM EDGECOMBE FORSYTH FRANKLIN GASTON GATES GRANVILLE GREENE GUILFORD HALIFAX HARNETT HAYWOOD HENDERSON HERTFORD HOKE HYDE IREDELL JOHNSTON JONES LEE Registered 6 79 28 Completed 13 30 2 161 7 134 56 2 15 230 174 44 7 Cancelled 25 19 1 22 Active 46 83 1 83 15 4 301 131 5 34 146 359 195 26 1 7 30 40 5 54 20 1 312 743 6 27 26 92 653 12 226 45 103 1 114 58 619 47 2 12 32 11 35 37 92 1 17 Total Served 79 145 4 267 23 4 483 187 35 65 450 598 280 40 1 9 52 163 14 54 2 65 115 459 1207 37 48 64 364 981 37 273 48 209 2 213 76 827 105 4 27 73 54 40 1 52 133 1 40 NAME LENIOR LINCOLN MACON MADISON MARTIN MCDOWELL MECKLENBURG MITCHELL MONTGOMERY MOORE NASH NEW HANOVER NORTHAMPTON ONSLOW ORANGE PAMLICO PASQUOTANK PENDER PERQUIMANS PERSON PITT RANDOLPH RICHMOND ROBESON ROCKINGHAM ROWAN RUTHERFORD SAMPSON SCOTLAND STANLY STOKES SURRY SWAIN TRANSYLVANIA TYRRELL UNION VANCE WAKE WARREN WASHINGTON WATAUGA WAYNE WILKES WILSON YADKIN Registered 49 1 4 41 660 43 Completed 12 37 3 5 14 199 142 2 79 37 9 17 30 2 204 8 1 7 16 147 11 1 14 18 Cancelled 1 26 5 1 30 46 168 20 2 13 184 43 7 24 13 18 20 3 1 21 28 6 30 4 46 9 3 6 718 1 2 4 29 5 291 26 1 34 42 4 2932 Active 21 89 1 1 32 54 975 48 8 384 163 6 46 153 11 36 12 1 2 40 47 61 88 1 86 27 7 117 4 537 1 1 1 50 1599 5 Total Served 18 151 9 2 67 260 1330 210 12 13 644 243 22 75 196 31 224 25 3 2 67 91 214 131 10 146 50 16 120 70 4 1281 2 3 19 87 3 2087 48 6 4 187 29 182 11 16915 203 141 3 20 185 255 32 13 6 1 18 6 8 163 322 1 17 16 237 438 4 79 31 41 180 57 318 21 1 17 23 13 10 19 58 5 48 1 29 16 73 64 44 7 2 3 97 12 2 11 2 12 27 1 12 38 18 139 14 8 1 44 1 16 7 38 24 1 8 37 7 5 7 26 28 273 29 14 37 24 179 10 1 4 15 10 13 49 35 1 1 225 19 8 1 38 112 137 448 30 11 1 252 193 11 36 2 59 83 11 35 29 1 7 4 36 1 9 10 60 4 32 10 3 690 15 12 9 197 22 33 21 47 1 5598 113 7 14 3959 41 22 123 7 9818 25