Registered apprenticeship training in the US construction industry

Abstract

Purpose -This paper aims to compare the performance of building trades apprenticeship programs in the USA, sponsored jointly by employers and unions, with those sponsored unilaterally by employers. It reviews enrolment and graduation rates, including participation of women and minorities. The article also looks behind the numbers to examine the operation of apprenticeship. It reviews the evolution of joint programs, including institutional arrangements and recent innovations to cope with the challenging characteristics of construction labor markets. Design/methodology/approach -Statistical comparisons by type of program sponsor are carried out using individual-level data on registered apprenticeship for the period 1996-2003. Evolution of apprenticeship programs is discussed in a historical perspective. Findings -Joint programs (with union participation) were found to have much higher enrolments and greater participation of women and ethnic/racial minorities. Joint programs also exhibit markedly better performance for all groups on rates of attrition and completion. Joint programs have developed various innovations, including college credit for training and scholarship loans to expand apprenticeship and improve quality and retention, although there are no quantitative evaluations of the effectiveness of many of these specific measures. Research limitations/implications -Statistical information includes about 65 percent of all registered apprentices in the USA. Practical implications -The paper shows that alternative forms of training sponsorship have substantially different effects on enrolment and graduation. Identification of the practices, that improve enrolment and retention, and their widespread adoption would enhance the effectiveness of training programs. Originality/value -The dataset used in this paper has not yet been used in any publications. The findings regarding joint programs are notable, in view of the skilled labor shortages facing the construction industry in the USA.

An Employer Survey on Industrial Sector Involvement in Malaysian National Dual Training System

“…Glover and Bilginsoy (2005) found youth apprentice program was also introduced in United States of America to prepare young American school leavers with appropriate working skills prior to joining the workforce. Glover and Bilginsoy (2005) found 75 percent of apparentice programs are related to electrical field in the construction industry. Meanwhile Stockmann (1997) found in Latin America, apparentice program act as a solution to the lack of skill workers problem in modern work industry.…”

The United States Army and the Sergeant Problem: The Army's Systemic Inability to Produce Enough Sergeants and a Proposal to Fix it

“…128 Many apprenticeship programs are also partnered with local school districts or community colleges to reduce the costs associated with providing classroom instruction. 129 Many apprenticeship programs also achieved higher education accreditation assisting participants in earning an Associate's degree or contributing to a Bachelor or Masters degree. 130 apprenticeship for a trade is viewed as an academic failure for a school and school district.…”

Developing the future workforce through apprenticeships : a case study of an industry-education partnership.

“…Moreover, research on apprenticeships in the U.S. generally has focused on adult apprentices typically in their mid-to late twenties (Glover & Bilginsoy, 2005;Hamilton & Hamilton, 1992;Lerman, 2012). Hence, this study sought to address the gaps in the literature on apprenticeship programs targeted at youth in the United…”

“…Currently in the U.S., registered apprenticeships tend to be concentrated in traditional fields such as construction and manufacturing (electrical, pipe-fitting, carpentry, shipbuilding, maintenance, machining, welding, and tool and die). However, in recent years, other emerging industries have participated in apprenticeship programs such as healthcare, law and technology (Glover & Bilginsoy, 2005;Lerman, 2008).…”

“…This system offers about 350 training occupations that are recognized in the labor market by integrating work and school based learning, thus preparing students for future employment (Field, Hoeckel, Kis, & Kuczera, 2009;OECD, 2010;Walden & Troltsch, 2011). On the other hand, the U.S. apprenticeship system relies on employment-based, post-secondary training for young adults where the average age of the apprentice is 27 years (Glover & Bilginsoy, 2005;Hamilton & Hamilton, 1992;Lerman, 2012). Further studies of apprenticeship systems in Canada (Taylor & WattMalcolm, 2007) and Great Britain (Fuller & Unwin, 2005) show that their programs contribute to preparing a sizeable number of youth for careers.…”