As interest in the skilled trades increases, more schools and career-readiness programs need a better entry point for learners to start exploring and preparing for their future careers. Fortunately, pre-apprenticeships offer the perfect way for learners to get foundational knowledge and experience that will be the perfect jumping-off point for a range of lucrative, fulfilling careers in the trades.
Pre-apprenticeships serve all ages and demographics, with 71% of participants earning an industry-recognized credential and 63% entering a registered apprenticeship program upon completion. Keep reading to explore what all entails a pre-apprenticeship program and what it takes to run a successful one.
What Is a Pre-Apprenticeship?
A pre-apprenticeship program prepares individuals for a full apprenticeship or employment by providing career exploration and foundational skills and knowledge.
These flexible programs are designed to help learners explore career pathways and bridge the gap between career interest, training, and employment. Many successful pre-apprenticeship programs are housed at high schools and colleges, but they can be offered to learners of all ages and demographics. The average completion rate is 81%.
Pre-apprenticeships can be occupation-specific and are beneficial for workforce development, especially in rural areas where access to traditional training may be limited. The most popular pre-apprenticeship pathways include:
- Construction (32%)
- Manufacturing (21%)
- Computer/IT (22%)
- Healthcare (17%)
Pre-Apprenticeship vs. Apprenticeship
Pre-apprenticeships are a pathway to registered apprenticeships, but they are not the same. They are generally shorter and less rigid than full apprenticeships, lasting from a few months to a year. Pre-apprenticeships may include related technical instruction (RTI), on-the-job training (OJT), or both.
| Pre-Apprenticeship | Youth Apprenticeship | Full Registered Apprenticeship | |
|---|---|---|---|
| Age | All ages (typically 16+, but be sure to check your state’s specific policy) | 16-24 | 18+ |
| Program content | Career exploration, OTJ or RTI (approx. 150 hours) | 2,000 hours of OTJ, 144 hours of RTI | OTJ, RTI, mentorship, and earning an industry-recognized credential |
| Duration | A few months to a few years | At least 1 year | 1 to 6 years |
| Format | Part-time, may be paid or unpaid | Part-time, paid | Full-time, paid with at least 1 wage increase |
Like youth apprenticeships, pre-apprenticeships prepare individuals for a full apprenticeship or full-time employment. Unlike youth apprenticeships, which typically target in-school youth, pre-apprenticeships are open to a wider range of ages, including adult career changers.
Key Components of a Pre-Apprenticeship Program
Requirements for pre-apprenticeship programs vary from state to state, but most quality programs contain these components.
1. Registered Apprenticeship Program Sponsor
Pre-apprenticeship programs must be sponsored by at least one registered apprenticeship program (RAP), with a curriculum approved through the sponsor. Other partnerships with schools, employers, or workforce development organizations are crucial for success.
2. Training with Hands-On Experience
Hands-on learning is highly encouraged in pre-apprenticeship programs, whether that’s labs, simulations, or work experience. However, it must not replace work that an employee would normally do. This keeps the focus on “simulated experience” rather than entry-level labor that might displace paid employees.
3. Career Exploration
While full apprenticeships provide a deep dive into one profession, pre-apprenticeships give learners surface-level exposure to multiple career paths so they can discover which one they enjoy. Early career exploration, particularly for youth, is one of the top benefits of a pre-apprenticeship program.
4. On-the-Job Training (OJT) or Related Technical Instruction (RTI)
Pre-apprenticeships are incredibly flexible and can include RTI, OJT, or both. For example, a student could take a short online course in Introduction to HVAC. Then, they could spend several hours shadowing an HVAC professional in the field.
“Related technical instruction (RTI) is the foundational knowledge that is really needed to put those hands to work and understand the concepts around the job-related tasks,” explains Dona Thompson, Manager of Apprenticeship Services for Interplay Learning. “On-the-job training (OJT) is where all that technical knowledge is being put into action.”
5. Pathway to a Registered Apprenticeship
The main goal of a pre-apprenticeship is a direct pathway for students to enter a registered apprenticeship after completion.
“A pre-apprenticeship is shorter and easily digestible, but the goal is to go into a full apprenticeship. We also see employment as a successful outcome for this model,” says Thompson.
How to Start a Pre-Apprenticeship Program
Because requirements are less standardized for pre-apprenticeship programs, understanding how to start can be the hardest part. If you’re excited about pre-apprenticeship benefits and want to bring it to your school or area, here’s how to begin.
1. Research and Plan
The first step is to research regulations in your area. In some states, the Department of Labor governs apprenticeships and pre-apprenticeships, while in others a state agency oversees them.
Next, coordinate with employers and industry groups to find out which skills shortages exist that pre-apprenticeships could help to bridge. These relationships and partnerships will be crucial for recruitment and long-term sustainability.
Then, work through the logistics for hosting a pre-apprenticeship program. Will it be entirely online, or will you need classroom space? Can you provide wraparound support like multi-language access and childcare support, or find a partner who can?
2. Find a Sponsor
Since pre-apprenticeships require a sponsor, reach out to local registered apprenticeship programs (RAPs) to find one willing to sponsor your program. Emphasize the benefits to the RAP, including a qualified pipeline of learners. If your organization is already a RAP, you will have a streamlined path. Connect with workforce boards and economic groups for additional support.
3. Build a Model and Outline
Once you have a plan and a sponsor, it’s time to build your model and curriculum. This can be built from scratch, or it can use an out-of-the-box program from a provider like Interplay Learning.
In order to submit a plan for approval, you will need to create a written plan with the following elements:
- A written agreement with a RAP.
- Information about how your curriculum aligns with your target occupation and local employment needs.
- An outline of how you plan to address the RTI or OTJ elements.
- Information about your facilities, staff, and complaint processes.
- A plan for how you will evaluate performance at an individual participant and program level.
A partner like Interplay Learning can streamline this process by compiling these materials, writing a training plan, and providing a customizable pre-apprenticeship curriculum.
4. Recruit Participants
Finally, it’s time to recruit participants and launch. Pre-apprenticeship programs were specifically designed to expand access for underserved communities into skilled careers, so keep that in mind as you market your program. Nine in ten pre-apprentices are from underrepresented populations, offering a unique opportunity to diversify apprenticeship pools. Consider these tactics to effectively reach them:
- Use a mix of digital and physical marketing appropriate to your target audience.
- Provide materials in multiple languages and make them accessible for individuals with disabilities.
- Organize workshops, facility tours, or career fairs at locations like schools or community centers. You can even co-host events with trusted organizations to build credibility.
- Educate both parents and learners about the value and wages in the career paths you’re targeting. For example, pre-apprentices see an average earnings boost of 92% after completion.
- Build a referral pipeline with trusted partners like employment agencies, schools, and nonprofits.
5. Integrate Technology
Finally, consider how you can integrate technology to boost enrollment and engagement in a pre-apprenticeship program. Immersive, interactive online learning can enhance accessibility and retention through 3D simulations, virtual reality (VR), and micro-learning.
“There are a lot of ways that people learn, and we’ve seen a lot of advancements by utilizing online learning,” says Thompson. “A lot of people think that virtual learning is trying to replace hands-on training, but that’s not the goal. The goal is to increase learning and retention with simulations.
“For example, when a learner has used a simulation to explore a motor and see the different pieces around it, that really helps with recognition whenever they do get a chance to go on the job.”
Additional benefits to online learning are expanded access to pre-apprenticeships in rural areas or for adult learners with limited access to childcare and transportation and creating safer learning experiences.
“Our simulation content essentially creates a lab space anywhere, and this can result in a larger pool of possible applicants to diversify the workplace. Pre-apprenticeships can demonstrate the quality of training that an applicant brings to a job.” shares Thompson. Having a virtual lab also means that learners can practice new skills in a risk-free environment, meaning they can do dangerous tasks, such as basic electrical wiring, without risking the safety of themselves or those around them.
Extending Access to Apprenticeships and Qualified Talent
We know how successful registered apprenticeships have been, given their long history. Pre-apprenticeships follow a similar model, creating a diverse pipeline of learners with a versatile pathway into registered apprenticeships and skilled trades.
These programs can complement CTE programs and workforce readiness to expose youth and career changers to promising career paths.
“Pre-apprenticeships alleviate the challenge of the geographic location and ensure that we get consistent, repeatable results. That’s something local employers and other providers struggle to deliver at large scale,” says Thompson. “Ultimately, pre-apprenticeships help to ensure that employers get workers with the right skills.”
To learn more, access Interplay Learning’s Pre-Apprenticeship Webinar or contact our team for state-specific pre-apprenticeship planning.
