Considerations for Sponsoring IT Apprenticeships
Discover the terminology, benefits, and challenges of sponsoring IT apprenticeships. Learn why sponsoring apprenticeships can help replenish your workforce, foster employee loyalty, and enhance productivity. Explore the various IT opportunities available and potential pitfalls to avoid.
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Presentation Transcript
IT Apprenticeships: Sponsorship Considerations
Apprenticeship Terminology: YA = Youth Apprenticeships Integrates high school and work Complete industry-specific classroom and OJL requirements Earn a DWD Certificate of Occupational Proficiency RA = Registered Apprenticeships Post-secondary education, through mainly OJT A job must exist for the apprentice to be trained Earn a Journeyworker status
Apprenticeship Terminology: (Continued) Sponsors: An employer or committee operating an apprenticeship program BASERS Bureau of Apprenticeship Standards Electronic Registration system Your company s interface to BASIS BASIS Bureau of Apprenticeship Standards Information System
Business reasons for employers to consider sponsoring apprenticeships: Replenish Your Skilled Workforce Attract more applicants Employee Engagement Fosters Loyalty Apprentices tend to stay longer than other recruits Apprentices tend to be more committed to the business Increase productivity/competitive advantage Impressive ROI SHRM and U.S. Department of Commerce Studies $1.47 for every dollar invested
Other good reasons to sponsor apprenticeships: Disadvantaged and under-represented applicants have a chance to develop professional careers. Some expenses may be partially reimbursed, such as through ACAP Veterans may use their VA education benefits Mentoring is intrinsically rewarding
IT Opportunities: IT Service Desk 4 Sponsors, 4 completed apprenticeships Cybersecurity Analyst - New Data Analyst 1 apprentice Software Analyst 15 apprentices w/Apprenti Broadband Service Tech: 3 apprentices, 1 completed
What could go wrong? Apprentices could leave after completion This is often due to three factors: Inequity of total compensation package Unprofessional management styles Organizational Culture is not supportive Not doing Stay Interviews Continue Stop - Start Simple surveys Recruiting doesn t stop with the hire: It s daily
What could go wrong? No time for training OJT In the short run, yields are less. ROI comes from the marathon, not the sprint. Partner with stakeholders such as Apprenti, that helps with the apprenticeship administration. Apprenti screens, finds candidates, assessment interviews 14 weeks technical training: (Ex. Java, Software Analyst) Apprenti s success rate is 84% retention, and a 30% cost savings over traditionally sourced talent.
How to Get Started: Fill out a sponsor application on the DWD website This shows interest and establishes eligibility. No commitment exists until an apprenticeship begins. If your company is already a sponsor for traditional apprenticeships, it s much easier: Speak to an Apprenticeship Training Representative (ATR) to set up the framework.
