Non-Union Apprenticeship Employer Information

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 a career pathway for employees.
• Apprentices can play a role in future recruiting of talented employees.
• Increase the diversity of your workforce

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 or is interested in developing a new apprenticeship program. Apprentice can be a new-hire or a current employee and 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 TMCC’s Apprenticeship Office 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 TMCC’s Apprenticeship Office and they can help develop a new program specific to 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. TMCC’s Apprenticeship Office 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. Depending on the pool of eligible employees, employers can hire minimally qualified employees and through the Apprenticeship program develop highly qualified workers.

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.

Employers are responsible for the fees related to the apprenticeship. Grant funding is often available to offset the cost to the employers.

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 not meeting program expectations, 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 TMCC’s Apprenticeship Office 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 handled through the departments where the apprentices are actually working.

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.

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.

Each program is unique and depends on the specific classroom and on-the- job components. Working directly with TMCC’s Apprenticeship Office will ensure efficiency and timeliness for launching a program.

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.