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Apprenticeship and the DSP: Growing Opportunity for Frontline Workers

Apprenticeship and the DSP: Growing Opportunity for Frontline Workers. BENEFITS: Why Apprenticeship? Why Now ? Intensive professional development aligned with DBHIDS priorities Pipeline of quality trained new hires Increased employee retention Facilitated mentoring

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Apprenticeship and the DSP: Growing Opportunity for Frontline Workers

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  1. Apprenticeship and the DSP: Growing Opportunity for Frontline Workers

  2. BENEFITS: Why Apprenticeship? Why Now? • Intensive professional development aligned with DBHIDS priorities • Pipeline of quality trained new hires • Increased employee retention • Facilitated mentoring • Standardization of competencies through on the job learning • Creation of viable career pathway with college credits • Technical Assistance support with startup and implementation, minimizing employer time commitment • Financial incentives to the employer and the employee

  3. AMERICAN APPRENTICESHIP INITIATIVE • Behavioral Health & ITApprenticeships • Opportunity Youth (ages 16-24,out-of-school, out-of-work) • Apprenticeship Model as aViable Workforce Strategy

  4. AMERICAN APPRENTICESHIP INITIATIVE • Customizable & Flexible • Formalize & Enhance Training • Compensation as Skills &Knowledge Increase • Develop a Pipeline of SkilledWorkers

  5. RECRUITMENT AND SCREENING: Assessment, Orientation, Industry Exposure 4 weeks PRE-APPRENTICESHIP: Competency- & Skill-Building, Career Exposure, Workplace Exposure 6 weeks SELECTION: Employer Interviews & Final Apprentice Selection 2 weeks REGISTERED APPRENTICESHIP in BEHAVIORAL HEALTH: “Direct Support Professional” Program with participating employers Approximately 1 year Related Instruction: BEHAVIORAL HEALTH TECHNICIAN TRAINING (300 hours) On-the-Job Learning: COMPETENCY-BASED APPLIED LEARNING WITH MENTORSHIP (2,000 hours) Jefferson Coursework: 24 CREDITS

  6. APPRENTICESHIP TRAINING OVERVIEW

  7. APPRENTICESHIP PROGRAM ELIGIBILITY • Youth ages 17-24 • Must possess high school diploma/equivalency • Satisfactory criminal history and FBI check approved by the employer • Satisfactory drug test • Completion of Pre-Apprenticeship Program • Offer of employment as an apprentice

  8. ROLES: Employer • Sign on to customizable “Standards of Apprenticeship,” and sponsor at least one Apprentice • Identify peer or supervisory mentors to provide mentoring to Apprentices, and support them to receive classroom and on-the-job training • Support weekly mentor/Apprentice meetings • Identify wage growth steps aligned with worker competency development

  9. ROLES: Workforce Intermediary (Training Fund) • Coordinate Registered Apprenticeship program across multiple employers and worksites • Prepare and submit “Standards” and other required documentation to the PA State Apprenticeship Council – minimize paperwork for worker and employer! • Provide counseling support to Apprentices, training/support to mentors, and Technical Assistance (TA) to participating employers • Administer Pre-Apprenticeship Program to prepare Apprentices for post-secondary educational success • Provide 300-hour technical training during Apprenticeship Program

  10. ROLES: Post-Secondary Partner (Jefferson) • Award 21 college credits for 300-hour Behavioral Health classroom training program • Award 24-credit transcript following successful completion of one3-credit course • TECHNICAL TRAINING AND COLLEGE CREDITS PAID BY GRANT FUNDS

  11. TIMELINE • November - February: Recruitment, selection, and preparation of Apprenticeship candidates • March-May: State Apprenticeship Council review/approval of program • February-May: Pre-Apprenticeship Program at 1199C Training Fund • June: Employer interviews and Apprentice selection finalized • May-June: Mentor training • July: One year Apprenticeship Program begins

  12. PROCESS FOR ESTABLISHING AN APPRENTICESHIP

  13. PROGRAM OUTCOMES * = not yet finalized

  14. JFF Case Study • JOBS FOR THE FUTURE (JFF) published an article highlighting the Training Fund’s pre-apprenticeship-to-apprenticeship program

  15. LESSONS LEARNED • Employer engagement and ongoing communication is critical for success of program • Cultural competence of employer impacts apprentice success • Apprentices require continuing support and resources • Trauma-informed approach to work and workforce sustainability

  16. ANY QUESTIONS?

  17. Contact Information: Angelica Velasquez (TRAINING FUND) 215-767-7840 ORavelasquez@1199ctraining.org THANK YOU FOR COMING!

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