Brief Intro

PATAM2 will significantly expand and sustain apprenticeship in the United States in the advanced manufacturing and maritime sectors. These two linked sectors:

  • Share trouble recruiting workers;
  • Face unprecedented labor-market, competitive, and regulatory shifts that threaten productivity and demand for future labor;
  • And, significantly contribute to economic prosperity in Washington (WA) with 181,000 jobs and over $16 billion in economic activity.

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Partnership for Advanced Technology Apprenticeships in Manufacturing and Marine Engineering:
An American Apprenticeship Initiative (AAI) grant funded through the Department of Labor

AAI Image

Project Goals:

While this partnership will serve at least 1,000 apprentices in Washington (WA) in the advanced manufacturing and maritime sectors, more importantly, it will create infrastructure to significantly scale and sustain apprenticeships into the future by focusing on both ends of the apprenticeship pipeline: improving pathways into apprenticeship; and expanding and improving its employer base.

We currently have 200 registered apprentices in existing programs including Marine Paint, Heat/Frost Insulators, Maritime Deck, Boilermakers, AJAC manufacturing programs, Puget Sound Electrical and a few others.

Objectives:

  1. Create three new apprenticeship programs, including first-in-the-nation programs in maritime engineering and certified safety specialist, as well as a new program in CNC programming
  2. Improve pathways into apprenticeship by:
    • Developing common competencies for advanced manufacturing pre-apprenticeships and pre-employment programs;
    • Implementing a new pre-apprenticeship in maritime and another in fundamental skills in engineering and manufacturing where feeders to apprenticeship are lacking;
    • Creating an apprenticeship navigator system to help people successfully navigate the continuum of apprentice experiences.
  3. Improve and expand the employer base by:
    • Piloting and demonstrating the effectiveness of on-the-job training consultants;
    • Creating an employer intermediary system through contracts with organizations such as local Workforce Development Councils;
    • Piloting a new Red Book of advanced manufacturing standards that will create portability for workers moving between companies while reducing company costs by eliminating the need to re-certify workers.
  4. Recruit at least 300 participants from underrepresented populations by:
    • Partnering with community-based organizations to enhance recruitment of Veterans, women, youth, minorities, and disabled workers.

AAI Grant Update, June 2018

The AAI grant continues to work with partners along the I-5 corridor to expand the role of pre-apprenticeship and apprenticeship for job seekers looking for training/work. The goal is to build the registered apprenticeship/pre-apprenticeship knowledge of staff and partners so they can to continue to support clients who are interested in pursuing this option after the grant is completed. Partnership work includes:

  • AAI Navigators are working with Workforce Business Services Teams (BST) to identify employers interested in apprenticeship and building capacity of the BST to include apprenticeship as an option to meet workforce needs when talking with employers.
  • Snohomish recently conducted their first employer roundtables about apprenticeship at the WDC that included 8 employers, the AAI navigator, an L&I rep and two employers who currently have programs.
  • Through our relationship with the Seattle King County Business Services Manager Labor & Industries will be doing a presentation at the June Society for Human Resource Management meeting entitled
    “Understanding and Dispelling Myths of Apprenticeship.”
  • AAI grant partnering with NW Center of Excellence for Marine Manufacturing & Technology to develop a supporting infrastructure for marine industry apprenticeship training in the Pacific NW.
  • AAI grant is supporting navigation services for AJAC to develop youth apprenticeship programs, expanding capacity of their Manufacturing Academy pre-apprenticeship, a Return on Investment study with manufacturing employers, mentorship matters training for employers and providing support for employers to improve their on the job training.
  • Seattle Maritime Academy is partnering with Seattle Skills Center to develop a high school Underway Vessel Operations pre-apprenticeship. Curriculum being developed for Fall 2018 start date. Will seek recognition as a pre-apprenticeship in 2019.

Also, because of the AAI grant:

  • WSATC approved a Certified Safety Specialist RA – partnership between employer (Intuitive Safety Solutions) and Edmonds Community College.
  • WSATC provided recognition for Fundamental Skills in Manufacturing & Engineering pre-apprenticeship at Clover Park Technical College. The goal is to recruit more transitioning military personnel into program. AJAC is working with students to get them placed with manufacturing employers; students can also articulate into an electrical apprenticeship.
  • The purchase of new technology/equipment for several programs has been made to ensure apprentices are being trained on equipment/technology used on the job. These include close to 50 laptops with software that is used on the job in manufacturing, industrial coatings and heat/frost insulator apprenticeships, a simulator for the marine engineering apprenticeship being developed, and updated equipment for several other programs.
  • A DACUM was held in February with employers to learn how the Washington State Apprenticeship system can be of the most use to them. While there has been a great deal of discussion about how to work with employers to connect them with apprenticeship, at this event we listened to employers and utilized their advice and recommendations to improve outreach about apprenticeship in our state. Using this information, we will develop a training curriculum for anyone doing outreach to employers about apprenticeship to ensure they provide employers with the information they need to make an informed decision about apprenticeship as a workforce strategy.
  • Over $50,000 in support service funding (tuition, work clothes/tools, etc.) to people transitioning into apprenticeship has been provided during their first year. It has been shown that support, during this first year, is critical to apprentice retention.
  • AAI grant apprentice data includes:
    • 456 registered apprentices in 13 different programs
    • 12% women, while low is still higher than the national average
    • 40% Hispanic, people of color or veterans