Michigan’s Apprenticeship Training

1. Michigan’sApprenticeship Training The Future of Apprenticeship Training in Healthcare

2. Key Outcomes For This Presentation • To describe what is happening in the state with healthcare apprenticeships • To explain how we can work together and utilize the apprenticeship training system • To let you know where and how to get information • To make all of us available to you anytime

3. Healthcare Workforce: Setting the Stage • Healthcare is one of the nation’s largest industries. • Healthcare occupations will grow twice as fast as all others this decade • The health care industry is expected to account for one out of every six new jobs created by 2012. • (Source: U.S. Bureau of Labor Statistics)

4. What Occupations? • 15 of the 30 fastest growing occupations are concentrated in health services.(Source: U.S. Bureau of Labor Statistics) • Medical Assistants (59% growth) • Home Health Aides (48% growth) • Medical Records and Health Information Technicians (47% growth) • Dental Assistants (43% growth) • EMT and Paramedics (33% growth) • Pharmacy Technician (29% growth) • Surgical Technologists (28% growth) • Nursing Aides, orderlies and attendants (25% growth) • LPN (20% growth)

5. Healthcare Workforce Issues: • “Nearly all states will experience a shortage of healthcare workers in the next 20 years.” (National Governors Association) • Shortages will affect all occupational categories • States are already experiencing shortages • Healthcare workforce development is a long-term effort • Shortages are expected for 20+ years • Solutions must target all age groups and all career levels • It’s NOT just about nursing • Growing demand for ALL healthcare occupations • Predicted supply shortfalls for healthcare occupations • Shortages pose serious threats to healthcare delivery

6. Healthcare Workforce Solutions: • Great variety of model practices have been identified • New worker pipelines – most numerous models • Incumbent worker career ladders – most successful • Displaced workers – more information needed • Successful models incorporate high levels of collaboration between employers, educators and professional associations • Successful models exhibit flexibility in education and training programs (i.e. flexibility in locations, scheduling and administration)

7. Apprenticeship and Healthcare • Apprenticeship can help meet current and future demand for healthcare jobs. • Attract and recruit new entrants to the healthcare labor force • Help incumbent healthcare workers gain new skills, knowledge, and responsibilities • Transition displaced workers into healthcare careers

8. Review the Basics – What is Apprenticeship? • First and foremost - It is employment, a career • Referred to as Industry's Training System • A person is hired and trained in all aspects of the profession by a skilled employee of the company who is proficient in the occupation • Provides clearly defined standards which are commonly recognized throughout the industry • Provides portable certification for the apprentice • Apprentice earns while he/she learns • Provides the apprentice with progressive wage increments

9. Apprenticeship’s Two Components: OJL and RTI • On-the-Job Learning (OJL) • The profession is taught by the employer in a practical way through structured, systematic and supervised work-based learning experience • Requires a minimum of 2000 hours of manual, mechanical and/or technical skills and knowledge • Depending upon the occupation, the term of apprenticeship may last from 1-6 years • There are over 800 apprenticeable occupations

10. Second Component: • Related Technical Instruction (RTI) • Apprenticeship requires a minimum of 144 hours of related classroom instruction for each year of the training • Depending upon the occupation and where appropriate, related instruction may be obtained through high schools, technology centers, community colleges, universities, correspondence, distance learning and/or the sponsor • Supplements OJL

11. Student Register Learn in Classroom or Lab setting Earn a Certificate or Degree Obtain a Paycheck Apprentice Register Learn at Work & Obtain a Paycheck Earn a Nationally Recognized, Portable Certificate of Completion Possibly earn an Associate Degree, which may lead to a Baccalaureate Degree What is the difference between Schooling and Apprenticeship?

12. What Kind of Individual is Suitable for Apprenticeship? • Successful Apprentices • Are strongly directed and motivated • Are willing to make long-term training commitments to both school and work • Possess mechanical and mental abilities to master the techniques and technology of the apprenticeship • Have a firm understanding of reading, writing and mathematics

13. Structures systematic form of training Develops an employee who "fits" into the organization Provides Local, State and National Recognition Reduces turnover Attracts applicants Ensures industry-recognized training standards Reduces training costs Assures suitable related classroom instruction Fosters long-term employee commitment Offers progressive wage increments Develops a competent employee, who is capable of advancing What are the Advantages for Sponsoring Employers?

14. Identifies detailed and planned training schedule Offers Local, State and National Recognition Improves job security Provides incentive for self-improvement Establishes long-term employer commitment Assures appropriate related instruction Opportunity to achieve journeyperson status Provides an increasing scale of wages "Earn while you learn" Assures OJL by a skilled journeyperson Jump start toward a rewarding career Opportunity to achieve Associate and/or Baccalaureate Degrees What are the Advantages for Apprentices?

15. Michigan Health Care Apprenticeship Examples: • CAEL Health Career Lattice Program • Council for Adult and Experiential Learning • PHI Home Health Aide Apprenticeship • Paraprofessional Healthcare Institute • CVS Pharmacy Technician

16. Council for Adult and Experiential Learning • Career Lattice Program • Initiative to address the nursing shortage • Development of a career lattice model focused on increasing CNAs, LPNs, and RNs • Three Rungs of Training: • CNA Apprenticeship Program • LPN Apprenticeship Program • Online LPN to RN

17. What are the Goals of the CAEL Program? • Development of pilot CNA and LPN competency-based apprenticeship programs • Link to national online nursing programs that provide for LPNs to become RNs • Encourage careers in nursing, particularly among underrepresented groups • Create support networks for adult learners • Promote best practices in educational policy

18. What are the Sites and Partners? • Nine States are piloting the project which now includes Michigan • SW Regional Skill Alliance • Each site partnered with healthcare employers, associations, community colleges, Workforce Investment Boards, One Stops

19. What does the Sioux FallsGSS Model Look Like? • Good Samaritan Society (GSS) • Nation’s largest non-profit long-term care/senior housing organ. • 240 facilities - 25 states - 24,000 staff - 28,000 residents • GSS CNA Apprenticeship Training Program • Apprentices are employed • On-the-job learning is competency-based • Evaluation and advancement of the apprentice is based on demonstration of competencies • Related instruction offered in flexible ways to suit the needs of adult learners and include units on Problem Solving, Stress Management, and Interpersonal Skills • Use of mentors and peer groups support the work and learning

20. GSS Pilot Training Model • 3 Levels of CNA Training – Approx. 1 year • Level I – Entry Level CNA • Level II – CNA Advanced Training • Level III – Specialization in geriatric, dementia, restorative care and peer mentoring • Currently has 134 apprentices participating • Improved retention rates from 34% to 79%

21. CAEL Initiative in Michigan • Progress to date • MOU signed between DLEG and CAEL • SW Mi RSA selected as demonstration site • Jeanne Konrad selected as site coordinator • MCTI is a partner • Success so far • Met with different organizations • Three have shown commitment • Next Steps…

22. Paraprofessional Healthcare Institute (PHI) HHA Apprenticeship • Home Health Aide Apprenticeship (new apprenticeable occupation) - resembles the GSS model • Pilots in Philadelphia, Indiana, and Michigan • Goals of the project: • Improve home health aide (HHA) retention • Increase HHA job satisfaction • Improve consumer satisfaction • Increase provider agencies’ reputation • Enhance workforce system partners’ collaboration

23. Why have a Home Care Aide (HHA) Apprenticeship? • Creates a nationally recognized and credentialed occupation issued by DoL. • Enhances worker’s skills • An identified standard for employers and consumers • Enhances initial and ongoing training and builds on current training resources. • Brings home care to the attention of the state and national workforce systems. • Create potential to leverage workforce training funds.

24. Benefits Continued • Creates an internal and external career ladder. • Peer mentors focus on improving retention by: • coaching aides in problem solving, and • improving quality • improving consumer satisfaction • improving case referrals. • Brings home care to attention of community colleges. • Wage increases tied to improved competencies. • Enhanced supervisory practices.

25. Current HHA Model – Level 1 • Months 1-4: • After initial (minimum 16-hours) training, aide is hired and gains on-the-job learning with peer mentor and supervisor support. • Complete initial/entry related instruction of 75 to 150 hours. • Training includes communications and problem-solving modules; PHI has curriculum to offer. • With successful evaluation, apprentice is issued a DoL credential, pay raise, and moves on to specializations. • Can result in Medicare home health aide certification OR can begin with incumbent workers who are certified.

26. HHA Level 2 - Specializations • Months 5-12 • Apprentices select 2 specialties and receive 40 classroom hours and 4 months on-the-job learning from mentor and supervisors • Current specialties are: • Peer Mentor • Dementia care • Hospice and palliative care • Working with consumers with disabilities • Working with consumers with mental illness • Other specialties may be added by an employer, i.e. geriatrics • With completion of each specialty, pay raise and DoL credential

27. Three Demonstration Sites • Harbor Home Healthcare • Petoskey and Traverse City, MI • Private duty home health agency • Heritage Community • Kalamazoo, MI • Independent & assisted living homes • Lutheran Home Care • Frankenmuth, MI • Private duty home health agency

28. One More: CVS Pharmacy • Nation’s leading pharmacy retailer • Over 5,000 stores in 38 states • Just bought out Eckerd Drug • Working with Goodwill Industries of Greater Detroit, implementing a plan to move disadvantaged individuals from unemployment-underemployment to self-sufficiency by creating the Retail/Pharmacy Career Track. • CVS has a year-long competency-based training and certification for Pharmacy Support Staff • Pharmacy Service Associate – approx. 1 month • Pharmacy Technician – approx. 5 months • Lead Technician – approx 6 months • Looking to take our current time-based Pharmacy Tech model and offer the CVS competency-based model in 3 levels with 3 credentials

29. Other Sites for More Information • www.doleta.gov/atels_bat/ • Bureau of Apprenticeship and Training • bat.doleta.gov • List of Current Registered Employers • www.aboutmasci.org • MI Apprenticeship Steering Committee, Inc. • www.cael.org/healthcare.htm • CAEL/DOL Healthcare Lattice Program • www.good-sam.com/ • The Evangelical Lutheran Good Samaritan Society • www.paraprofessional.org/ • The Paraprofessional Healthcare Institute • www.directcareclearinghouse.org • National Clearinghouse on the Direct Care Workforce • www.cvs.com/corpInfo/careers/pharmacy_technicians.html • CVS Pharmacy Technician Careers

30. Let’s work together to prepare individuals and employers for the apprenticeship training system to improve MI Health Care workforce US DOL -Dave Jackson, Apprenticeship Rep. USDOL/BAT, 315 W. Allegan, Room 209, Lansing, MI 48933 (517) 377-1746 - (517) 377-1517 (fax) - jackson.dave@dol.gov CAEL - Jeanne Konrad, Site Coordinator Health Career Lattice Program W. E. Upjohn Institute for Employment Research 222 S. Westnedge Ave., Kalamazoo, MI 49007-4628 (269) 349-1533 - konrad@upjohninstitute.org PHI -Maureen Sheahan, Michigan Practice Specialist Paraprofessional Healthcare Institute 20996 Inkster Road, Southfield, MI 48034 (248) 376-5701 - msheahan@paraprofessional.org Any questions?