About Registered Apprenticeships:

Registered Apprenticeship is an employer-driven method of training that pairs on-the-job learning with related technical instruction in order to increase apprentices’ skills. Manufacturers participating in The Network are interested in developing registered programs, which validate the apprenticeship’s quality and ensures that all apprentices who finish their training will earn a nationally recognized certificate of completion.


Benefits of Registered Apprenticeship:

The earn-and-learn model of registered apprenticeship is time tested and a proven way to increase the skills of young people and career changers. If finding qualified applicants for your high-skill job openings is a challenge—or if your highly skilled employees are nearing retirement—then apprenticeship is a logical solution to prepare your business for the future. These are just some of the benefits that apprenticeship provides:

  • Help recruiting and developing a highly skilled workforce
  • Improving productivity and the bottom line
  • Reducing turnover costs and improving employee retention
  • Creating industry-driven and flexible training solutions
  • Potential brand/product improvements via a highly-trained workforce
  • Opportunities to offset training costs.

Because Registered Apprenticeship is backed by the Department of Labor, you gain access to resources and funding that you couldn’t otherwise tap into. As part of The Network, your company is eligible for employer reimbursements, technical assistance, and a network of support.

A key element of apprenticeship is structured OJT. While most occupations include at least some on-the-job learning, it often happens informally and without much structure. By adopting the registered apprenticeship approach, you are committing to providing every apprentice with opportunities to learn a pre-determined set of skills. How you do this—and how you report it to the Office of Apprenticeship in your state—depends on the model you select. There are currently three options available, as described in Figure 2, below.

Time-Based Competency-Based Hybrid
Apprentices complete a required number of hours in OJT and RTI Apprentices progress at their own pace—they demonstrate proficiency through assessments, but are not required to complete a specific number of hours. Apprentices complete OJT within a range of hours and successfully demonstrate proficiency in predetermined competencies.

Programs that choose the Time-Based Model must develop a Work Process Schedule, which identifies the skills and processes an apprentice must learn and the number of hours of OJT the apprentice must complete in each skill. For instance, a machinist apprentice in a Time-Based program may be required to complete 1000 hours of training in the operation of machine tools. Most apprenticeable occupations have Work Process Schedules on file with the Office of Apprenticeship that would spell out suggested skills and related training hours; these can be modified to meet the demands of your company.

Programs that choose the Competency-Based Model must develop Core Competency Requirements, which identify the competencies an apprentice must master and the assessment or credentials they must complete in order to demonstrate their proficiency. In this model, the number of OJT hours is not prescribed, allowing an apprentice to move more quickly through the program or to spend more time to acquire a skill as needed.

Hybrid programs typically develop a Work Process Schedule similar to the Time-Based Model, but will also indicate when an apprentice must complete an assessment to demonstrate proficiency.

Advantages of a Competency Based Apprenticeship SystemSource: NIMS Competency-Based Apprenticeship Implementation Guide

  • Recognition of a journeyworker certification can more clearly communicate the level of skills attained and mastered
  • An apprentice can focus on mastering skills within an occupation at his or her own pace
  • An apprentice can move to the next skill level or achieve journeyworker status upon demonstration of the required competency
  • Programs can be designed to facilitate upward and/or lateral mobility by including competency standards in diverse skill areas within the training occupation
  • Cost savings can be achieved by reducing the amount of time needed for the training of some apprentices.

As a member of The Network you are eligible to participate in the MVMC Group Sponsored Model or to develop your company’s individual sponsored model. Which model you choose will determine which parts of this Blueprint you need to focus on.

Choose the group model if: Choose the individual model if:
Your company is small, you plan to hire a few apprentices each year, you need machinists, and/or you are comfortable making decisions by consensus with other manufacturers using the group model. Your company is large, you plan to hire more than five apprentices each year, you have the administrative capacity to manage your program, and/or you are prefer to have complete control over your program.

Companies participating in The Network will benefit from the AAI award through a number of services and incentives to support your company as you develop, expand, or improve your apprenticeship program.

Throughout the American Apprenticeship Initiative, MVMC staff is available to support manufacturers in developing their apprenticeship programs. The team can help your company:

    • Understand the registered apprenticeship training model
    • Identify existing models for the occupations you need
    • Connect you with appropriate resources to assist with your program
    • Draft Standards of Apprenticeship, on-the-job training, and classroom instruction outlines based upon your input
    • Submit your registration paperwork to the state apprenticeship agency for full recognition in the National Registered Apprenticeship System
    • Assist you with program updates as your workforce needs evolve

Employer Recruitment Brochure 1


We think so! The goal of the Network is to simplify and streamline the logistics so that you can focus on training your staff. Employers often tell us that apprenticeship isn’t a viable solution for their business because the rules and regulations are too confusing, or they don’t have the administrative staff to take on the paperwork required by the state or federal Office of Apprenticeship.


More than 1000 occupations are apprenticeable according to the Office of Apprenticeship, including some of the most common manufacturing jobs: machinist, welder, industrial maintenance technician, tool and die maker, and others. Whether you need to train one or 100 new employees, an apprenticeship can help.