Sector Initiatives and Apprenticeships: Policy and Practice Lessons from WRTP/BIG STEP. Webinar 2014 NNSP Virtual Conference December 4, 2014

Transcription

1 Sector Initiatives and Apprenticeships: Policy and Practice Lessons from WRTP/BIG STEP Webinar 2014 NNSP Virtual Conference December 4, 2014

2 Jim Torrens Program Manager National Network of Sector Partners (NNSP) Insight Center for Community Economic Development Jack Mills Director National Network of Sector Partners (NNSP) Insight Center for Community Economic Development

3 Things to listen for in today s webinar 1. WRTP s demand-driven approach and emphasis on employers with quality jobs 2. WRTP s new Industrial Manufacturing Technician apprenticeship model 3. How the Community Workforce Partnership supports success in Apprenticeship Readiness programs 4. Policy recommendations to make WIOA more effective in supporting registered apprenticeship

4 Mark Kessenich President and Chief Executive Officer Wisconsin Regional Training Partnership (WRTP/BIG STEP) Rhandi Berth Vice President Wisconsin Regional Training Partnership (WRTP/BIG STEP) Jeff Smith President USW Local 3740

5 NNSP Virtual Conference This Week Thursday, December 4 11:00 AM 12:30 PM Pacific Fair Chance Practices to Support Employment of People with Criminal Records Friday, December 5 9:00 10:00 AM Pacific Dealing with The New Scarlet Letter : What Research Tells Us about Negotiating the U.S. Labor Market with a Criminal Record Friday, December 5 9:00 10:00 AM Pacific Dealing with The New Scarlet Letter : What Research Tells Us about Negotiating the U.S. Labor Market with a Criminal Record For more details about these and other webinars in the virtual conference, visit

6 @NNSP #NNSPVC

7 Participate in online discussion and networking about apprenticeships and sector initiatives after this webinar.

8 Open and close your Panel Check your audio Submit text questions Note: this webinar is being recorded. After the webinar, links to the recording, slideshow, and supporting materials will be sent to the address you provided. They will also be posted to the virtual conference resource page:

9 Mark Kessenich President and Chief Executive Officer Wisconsin Regional Training Partnership (WRTP/BIG STEP) Rhandi Berth Vice President Wisconsin Regional Training Partnership (WRTP/BIG STEP) Jeff Smith President USW Local 3740

10 Sector Initiatives & Apprenticeships: Policy and Practice Lessons

11 Agenda I. Overview of WRTP/ BIG STEP II. Best Practices New Apprentice Model Community Workforce Partnership III. Recommendations for WIOA Implementation

12 I. Overview of WRTP / BIG STEP

13 Our mission is to enhance the ability of industry to recruit and develop a diverse, qualified workforce in the construction and manufacturing, and emerging sectors of the regional economy. WRTP/BIG STEP is a workforce development intermediary with an innovative nationally recognized model that centers around an approach designed to be: Worker Centered Industry Led Community Focused

14 2013 Center of Excellence Outcomes Individuals Served 1,943 Individuals Trained 939 Placed in Employment 888 Apprenticeships 260 Youth Served 331 Average Placement Wage $16.92/hour

15 High Road Workforce Development Intermediary Model

16 What Makes Us Different Unlike traditional job training programs- demand not supply driven Our strategies and trainings are driven, developed, and conducted based on employer and industry designed demand Our model is built on our relationships within the industry, specifically with quality employers who provide family supporting wages and strong benefits

17 What We Do Recruit and Assess job-ready candidates from a wide range of community based referral partners Prepare qualified candidates for employment and advancement opportunities Provide nationally renowned INDUSTRY DESIGNED preemployment training opportunities Placement and Retention services link career and apprenticeship ready candidates to the trades and opportunities

18 How we do it Work directly with employers and Training Coordinators to ensure that individuals are prepared for a career in the skilled trades or apprenticeship placement Resource development strategies - public, private and philanthropic resources to support trainings

19 More than a placement Talent Retention & Performance Improvement Services Industry-specific essential skills training Customized industry driven on-the-job training Workplace mentoring, incumbent worker trainings and retention services Positive attendance workshops

20 II. Best Practices New Apprentice Model

21 Recognized for these Practices White House Recognition for our IMT development Construction User s Roundtable (CURT) National Workforce Development Award for best Workforce Development Program

22 WHY INDUSTRIAL MANUFACTURING TECHNICIAN?

23 New Industrial Apprenticeship Industrial Manufacturing Technician Apprenticeship Aimed at Production/ Operator worker 18 months in duration ( 3000 hours) Incorporates four MSSC Modules Employer can customize 40 hours WRTP/BIG STEP has resources that could cover the related instruction Upon completion apprentice receives Journeyworker card

24 IMT Description Accommodates food, metal, plastic and other manufacturing industries Provides Flexibility to incorporate specific industry needs Competency based training in the workplace Has related instructional components (such as web-based, classroom, time & schedule flexible) It takes apprx months to complete

25 Meeting Industry Need More Math More Technology Different Career Paths More Computers More different credentials Different Skills All these are needed to succeed in today's manufacturing environment

26 Partnerships Are Key Structured labor-management strategy Key partners Tech Colleges MSSC BAS/DOL BAT

27 Stackable Credentials IMT journey worker card MSSC modules and Certified Production Technician credential Leads to an Associate Degree in Applied Sciences Can lead to higher skilled apprenticeship (ex. Machine Repair) IMT creates a new career path into manufacturing careers in the manufacturing industry!

28 Lessons Learned Speaking the same language The apprenticeship and other workforce worlds use the same words... with very different meanings - i.e. OJT Have to show that we're not fracturing or dumbing down the trades Very different approaches to apprenticeship and other workforce programs within and across states

29 II. Best Practices Community Workforce Partnership

30 Community Workforce Partnership The Community Workforce Partnership (CWP) is a formal network of community based organizations that provide specialized services often needed to address barriers to employment for Milwaukee residents, including lack of transportation, childcare, education, employability skills, re-entry, and income support.

31 WHY CWP? To increase community participation in WRTP/BIG STEP employment and training opportunities through formal communication and streamlined approach to participant preparation and referral

32 Why WRTP/ BIG STEP Leadership in this Effort? Entering Apprenticeship Readiness programs at times requires more resources and skill level than those we seek to serve. Requirements include: Sixth grade math and reading level Ability to pass drug screen and physical exam 18 or older Driver s License

33 III. Recommendations for WIOA Implementation

34 Linking Best Practice to Policy DOL request for WIOA implementation feedback Lifetime opportunity to impact the workforce system WRTP/BIG STEP demonstrated excellence linking typically underrepresented to Registered Apprenticeship system.

35 Workforce Innovation Opportunity Act Opportunity to better link Registered Apprenticeships and the new Legislation

36 Advantages of Registered Apprenticeship for job seeker An immediate job, start working on day one Provides pay while the apprentice learns Nationally recognized credential Provides career advancement

37 For the Employer Customized training Increased productivity] Enhanced Retention State talent pipeline Proven training model

38 Highlights of Recommendations Recommendation: Allow for the kind of time to succeed in Registered Apprenticeships. - The current rules Exit a participant as soon as they enter the Registered Apprenticeship system Rationale: Current policy emphasizes short-term, very course specific training - Registered Apprenticeship can last 18 months to 5 years

39 Recommendation Technical Assistance for all levels on RAs Their value Required resources Rationale There is very little understanding of the Registered Apprenticeship system Value to employers Role in addressing the skills gap Providing well-defined career pathway

40 Recommendation Provide a continuum for exiting Changes should include redefinition of the Performance Measures that provide the ability to acknowledge RAs. Rationale Current WIA practiceclose-out the participant once they become an apprentice Starting an Apprenticeship is the starting point for an apprentice not the end

41 Recommendation State workforce systems need to strengthen incentives for Local Boards to promote Registered Apprenticeships Rationale Valuing and implementing a system that requires greater emphasis on Registered Apprenticeships is a paradigm shift.

42 OVERALL PROVIDED FOURTEEN RECOMMENDATIONS REGARDING REGISTERED APPRENTICESHIPS AND WIOA IMPLEMENTATION

43 ARE YOU READY TO START OR EXPAND YOUR APPRENTICESHIP PROGRAM?

44 Contact Information Mark Kessenich WRTP/BIG STEP Center of Excellence 3841 W. Wisconsin Ave. Milwaukee, WI WRTP/BIG STEP

45 Questions

46 Comments CC photo credit: DerrickCoetzee

47 NNSP Virtual Conference This Week Thursday, December 4 11:00 AM 12:30 PM Pacific Fair Chance Practices to Support Employment of People with Criminal Records Friday, December 5 9:00 10:00 AM Pacific Dealing with The New Scarlet Letter : What Research Tells Us about Negotiating the U.S. Labor Market with a Criminal Record Friday, December 5 9:00 10:00 AM Pacific Dealing with The New Scarlet Letter : What Research Tells Us about Negotiating the U.S. Labor Market with a Criminal Record For more details about these and other webinars in the virtual conference, visit

48 Join us immediately after the webinar for online discussion and networking about apprenticeship and sector initiatives. To participate, search for the NNSP group in LinkedIn or visit for more information.

49

50 After the webinar.

51 Thank you! Jim Torrens Program Manager National Network of Sector Partners Insight Center for Community Economic Development Jack Mills Director National Network of Sector Partners (NNSP) Insight Center for Community Economic Development

52 CC photo credit: vistamommy