Adaptive Construction Solutions, Inc. (ACS) is a veteran owned and staffed organization focused on providing meaningful work and debt-free career pathways to veterans and other underserved populations. ACS sponsors an employer-centric Department of Labor (DOL) Community-based Registered Apprenticeship program for occupations in multiple industries. To create effective and affordable Registered Apprenticeships, ACS builds programs with industry-recognized training while leveraging resources from workforce partners.
To assist employers in leveraging Registered Apprenticeship programs, ACS is structured to perform the following functions:
Registered Apprenticeship is an employer-driven, flexible workforce development strategy that can be customized to meet needs of every business. Apprentice builds skill through the combination of on-the-job training, mentorship and technical instruction. Apprentice can obtain paid work experience and earn a portable, nationally-recognized credential. Apprenticeships are a good way to reward high-performing entry-level employees and move them up the career ladder within the business. By leveraging apprenticeship programs, businesses can create a pipeline of skilled workers, reduce turnover, increase productivity, while lowering recruitment costs. Apprenticeships can be integrated into current training and human resource development strategies.
Employers are the foundation of every successful apprenticeship program and the skills needed by their workforce are at the core.
Apprentices receive on-the-job training from an experienced mentor for a period typically not less than one year.
Apprentices are provided on-line or classroom technical instruction to develop knowledge and competencies that apply to the job.
Apprentices receive incremental increases in wages as they gain higher level skills and knowledge.
Registered Apprenticeship programs result in a nationally-recognized credential after becoming fully proficient for a specific occupation.
There are many options for how the related instruction is provided to apprentices. Related instruction can be delivered in a traditional classroom environment, provided at a worksite, or completed on-line. It can take place during work hours or after work hours.
To meet the needs of employers and apprentices, programs can be designed to be time-based, competency-based, or a hybrid of the two.
workers complete a specific number of on-the-job training hours
workers demonstrate skills through proficiency testing
combines both time and competency based models
The training components can be arranged in different ways to develop a model that works for both businesses and apprentices.
In a traditional apprenticeship model, apprentices receive both related instruction and on-the-job training concurrently throughout the program.
In a “front-loaded” model, apprentices complete some related instruction before on a work site in order to learn the critical skills required to be safe and productive.
Programs can also be built using a “segmented” model in which apprentices alternate between related instruction and on-the-job training.
A pre-apprenticeship can also be built into the program, where essential basic skills are learned and then individuals are accepted into the apprenticeship program, sometimes receiving credit for prior experience.
Business partners (individual company, consortium of businesses) responsibilities include the following:
When developed and executed effectively, apprenticeships can provide relevant, paid, on-the-job training and development of skills that employers seek, and viable paths to worthwhile jobs that apprentices can build into productive, secure, and satisfying careers. Apprenticeships fill employers’ skill needs while reducing unemployment and providing a debt-free career path for young people. They can ease the transition from school to career, and remove barriers for students, including those with disabilities, who are faced with choosing between higher education and earning income.
6509 W Little York Rd
Houston, Texas 77040
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