Here are some common questions and information on how to get started.
Registered Apprenticeships are innovative work-based learning and post-secondary earn-and-learn models that meet national standards for registration with the U.S. Department of Labor (or federally recognized State Apprenticeship Agencies).
- Build a talent pipeline for highly-skilled employees with industry credentials.
- Lower costs of advertising and recruiting.
- Reduce turnover rates.
- Enhance employee loyalty and motivation.
- Invest in talent that can keep pace with the latest industry advances.
- Solution for workforce retirements of highly-skilled and experienced workers.
- Create career pathway for employees.
- Apprentices can play a role in future recruiting of talented employees.
Registered Apprenticeship training is distinguished from other types of workplace training by several factors: (1) participants who are newly hired (or already employed) earn wages from employers during training; (2) programs must meet national standards for registration with the U.S. Department of Labor (or federally-recognized State Apprenticeship Agencies; (3) programs provide on-the-job learning and job-related technical instruction; (4) on-the-job learning is conducted in the work setting under the direction of one or more of the employer's personnel; and 5) training results in an industry-recognized credential.
Any company that is interested in offering apprenticeships that are currently available through Nevada's
Apprenticeship Project or is interested in developing a new apprenticeship program.
Apprentice can be a new hire or a current employee.
No minimum or maximum number of apprentices required.
First, an employer would consider offering apprenticeships to meet the needs of the company for a
highly-skilled labor force. If it seems like on-the- job training, coupled with classroom instruction is the
right way to hire by training, then an apprentice program is right for the business.
Employers can partner with Nevada's Apprenticeship Project to offer apprenticeships by signing an
Employer Acceptance Agreement for an existing apprenticeship program. If an apprenticeship program
for a new occupation is needed, contact Nevada's Apprenticeship Project and they can help develop a
new program specific for your needs.
Once an apprenticeship program is in place the employer will need to ensure they provide
mentorship/supervision for the apprentice, just as they would with any employee. The employer will
also need to ensure the apprentice receives scheduled evaluations, and possible wage increases, as
outlined in the apprenticeship agreement. Nevada's Apprenticeship Project team handles all of the
administrative requirements for managing an apprenticeship.
Apprenticeship sponsors develop highly skilled employees by hiring through training. Once established, apprenticeship programs also reduce turnover rates, increase productivity, lower the cost of recruitment, and increase safety in the workplace/job site.
The apprenticeship program is designed to improve and streamline the hiring, training and retention processes for employers and apprentices. Since apprenticeship employers typically report a high retention rate with their sponsored apprentices, this decreases turnover and the costs associated with recruiting and hiring positions.
There's no application fee or other costs to access Nevada's Apprenticeship Project. The employer is responsible for any tuition expenses for training the apprentice, however, American Apprenticeship Initiative grant funding is available to cover up to $2,000 for tuition per apprentice. Nevada's Apprenticeship Project will also help determine eligibility for additional funding opportunities.
An apprentice is considered a full employee of the company and is compensated fairly through the company's regular payroll.
A workforce is a dynamic and changing resource. Hiring an apprentice is, in many ways, like hiring a fully-trained skilled worker. Through proper development, coaching, training, clear policies and a reasonable level of accountability and consequences, hiring apprentices should not result in any risk greater than an existing human resource recruitment program.
Yes. If a company does not see progress or evaluates the apprentice as a less-than-ideal fit for the position or company culture, the employer can terminate the apprentice at any time. There is nothing within a registered apprenticeship program that conflicts with employer rights in a right-to-work state such as Nevada.
Truckee Meadows Community College is the Registered Apprenticeship (RA) Program Sponsor and handles all RA program paperwork. Companies can elect to sponsor their own program too. Contact Nevada's Apprenticeship Project to discuss this option.
It's up to each business individually. In some businesses, it's best for the human resources department
to administer the apprentice program. They are usually the most familiar with hiring, workplace policies,
benefits, compensation, and training/coaching. In other companies, it may be mostly handled through
the departments where the apprentices are actually working. Nevada's Apprenticeship Project team can
make recommendations and offer ideas about what might work for each interested company.
There are currently over 1,000 occupations for which registered apprenticeship programs have been
established across the nation. These occupations span a broad range of industry clusters and
demonstrate the power of the registered apprenticeship model to build a 21st century workforce.
Programs include an industrial maintenance mechanic, CNC machine operator and Certified Nursing
Assistant, plus many more.
The mentor is selected by the company and should be fully competent in the occupation of the
apprentice. They should represent the sort of employee to which you want the apprentice to aspire to
become. Although no formal training is required, we do recommend a brief mentorship training to help
provide tips on the best way to mentor apprentices.
Nevada's Apprenticeship Project team can work with you to identify an educational partner for the
Related Technical Instruction component of the apprenticeship program. There are no restrictions on
what educational provider employers use.
Each program is unique and depends on the specific classroom and on-the- job components. Working
directly with Nevada's Apprenticeship Project team will ensure efficiency and timeliness for launching a
To offer one of our existing apprenticeship programs, you can start immediately by signing an Employer
Acceptance Agreement. To develop and launch a new program, an average timeline is about three
months from conception to launch. This includes structuring the program, identifying mentors, seeking
program approval and hiring the apprentices.
Begin by contacting a member of Nevada's Apprenticeship Project.
- Sign an employer agreement with TMCC to participate in the Registered Apprenticeship Program.
- Select an apprentice.
- Negotiate starting salary and hire date with apprentice.
What are the Details?
- Company provides On the Job Training (OJT) component of the Registered Apprenticeship program with an identified experienced mentor.
- If available, Nevada's Apprenticeship Project can provide a qualified pool of apprentice applicants to company.
- Nevada's Apprenticeship Project staff provides Train-the-Trainer program for company mentors.
- Company required to give apprentice annual salary increases until Registered Apprenticeship program completion to reflect skill and knowledge increase.
- Nevada's Apprenticeship Project tracks apprentice hours and progress throughout program.
- Optional: Company may contract with apprentice to remain an employee 1-2 years after completion of Registered Apprenticeship program.
- Optional: Company may contract with apprentice to repay any costs of Registered Apprenticeship program invested in their education to date if company terminates their employment, apprentice fails a course, or apprentice decides to quit and does not complete the Registered Apprenticeship program.
"Partnering with Nevada''s Apprenticeship Project to launch our Carson City apprenticeships was the ideal choice," Larry Harvey, human resources director for Click Bond, said in a press release. "We were able to fast-track the approval process and we are confident that the classroom instruction that our apprentices will receive at TMCC and WNC will be of the highest quality."
"Launching an apprentice program was the right, next step for Alsco," said Mark Kotsios, general manager of Alsco Inc., in a recent press release. "An apprenticeship allows us to tailor an employee's education specifically to their hands-on daily job functions. Working with Nevada's Apprenticeship Project was fast and easy for every step of the process."