Narrative: b. 2.

State Strategy

In 2014, the Talent Investment Agency launched MI-AIM (Apprenticeship, Internship and Mentoring): The Path to Work-based Learning Career Opportunities in Michigan. MI-AIM provides a comprehensive outreach and communications strategy, resources and technical assistance with the “aim” of creating more Registered Apprenticeships while promoting other types of work-based learning. MI-AIM is a statewide collaborative launched in partnership with more than 70 stakeholders from the workforce system, community colleges, universities, secondary education, business associations, unions, and others.

Some of the early outcomes of this initiative include having leveraged the MI-AIM partner network to produce a Funding and Resources Guide which identifies a number of federal, state and private funding sources which can be leveraged to support apprenticeships, and providing input to the Governor’s Skilled Trades campaign, which is designed to promote in-demand opportunities in the skilled trades. In addition to the special web pages on mitalent.org that feature facts to clear up some misperceptions regarding skilled trades, educational resources, and videos by Mike Rowe and Tom Daldin have been designed to show K-12 students the benefits of selecting the skilled trades as a career option, including both traditional and emerging industries and occupations all of which are apprenticeable.

Finally, during the American Apprenticeship grant solicitation the MI-AIM partner network was engaged to advise and inform the Talent Investment Agency on a state-level proposal which culminated in the development of its Michigan Apprenticeship Success Network (MASN) concept. MASN proposes establishing “Apprenticeship Success Coordinators” (ASCs) within each of the ten Prosperity Regions. These ASCs will be able to serve as local resources, acting as an extension of United States Department of Labor Office of Apprenticeship field staff to help promote Registered Apprenticeship. Although the Talent Investment Agency’s proposal was not funded, the work produced through this collaboration has served as a blueprint for creating a foundation that can leverage existing infrastructure and partners to establish a statewide apprenticeship network.

MASN will be built upon a foundation of substantial investment and numerous progressive initiatives which have created a positive climate for Registered Apprenticeships. The initiatives have helped to elevate apprenticeship as a proven and cost effective training model, which is in turn helping the state achieve its goals related to job creation, and increasing opportunities for individuals to access in-demand education and training opportunities.

No doubt, two key partners who play a critical role in helping expand apprenticeship are the United States Department of Labor Office of Apprenticeship and the Michigan Works! Agencies that make up Michigan’s workforce system. One approach that Talent Investment Agency has had success with is aligning state-level initiatives and funding with these key partners to increase the uptake of new Registered Apprenticeship. For example, the Skilled Trades Training Fund (STTF) provides funding for businesses toward the first year of training and for the establishment of United States Department of Labor registered apprenticeships. The STTF application process requires that an employer work through their local Michigan Works! Agency and that any STTF-funded apprenticeships be registered with the USDOL. This has helped to introduce many new employers to the Michigan Works! System while ensuring that the MWA can evaluate whether there are opportunities to leverage other workforce programs/funding to support the apprenticeship. STFF funded over 180 new apprenticeships in fiscal year 2015. For fiscal year 2016 the STTF has already funded 338 new apprenticeships and the plan is to double the amount of STFF set-aside for supporting USDOL Registered Apprenticeship to $2million in Fiscal Year 2017.

The Talent Investment Agency is in the process of rolling out a similar approach with its Michigan Advanced Technician Training (MAT2) program, an educational model that allows companies to “grow their own” employees and ensure a future pipeline of qualified talent. It is a working partnership between the Talent Investment Agency, industry leaders, and colleges to directly involve employers in creating highly skilled, capable and readily employable graduates. Across the four occupational areas for which MAT2 has programs (mechatronics, technical product design, information technology, and computer numeric controls) there are currently more than 130 students with 46 sponsoring companies. This past year MAT2 expanded outside of Southeast Michigan for the first time when the mechatronics program was offered at Baker College of Cadillac and MAT2 added its fourth occupational program with the launch of CNC at Kalamazoo Valley Community College.

The Talent Investment Agency just received State Administrative Board approval to move forward with offering MAT2 Employer Training Grants which will provide $5,000 per new employee to establish USDOL Registered Apprenticeships for MAT2 companies willing to sponsor employee(s) in one of the targeted MAT2 occupational programs for cohort year 2016. The grant would cover 50% of the first year tuition for most MAT2 programs. For MAT2 companies with MAT2 employees, in cohort 2015, who are not yet registered for an USDOL Apprenticeship, and are in the second program year, the company may be eligible for a grant of $3,000 per employee. For MAT2 companies with MAT2 employees, who are in cohort 2014 or 2013, who are not yet registered for an USDOL Apprenticeship, and are beginning the third program year or will finish the training as of the end of August 2016, the company may be eligible for a grant of $2,000 per employee.

The purpose of the MAT2 Employer Training Grants is threefold: 1) recruit more employers for the MAT2 program; 2) increase the number of MAT2 companies registering their programs with the U.S. DOL Office of Apprenticeship; and 3) better integrate MAT2 with the broader workforce and talent system.

The Governor’s Talent Investment Board has continued to play a prominent role in exploring strategies for apprenticeship expansion including having established a specific committee focused on increasing work-based learning opportunities for students 16 years of age and older. An initial approach adopted by this committee has been to focus on the Michigan Department of Education’s ongoing efforts to remove barriers that are preventing 16 and 17 year olds from participating in work-based learning opportunities through state approved CTE programs. Any potential solutions or preliminary recommendations resulting from this work could then be applied toward increasing Youth apprenticeship through CTE/Early College programs. For example, there is an opportunity to align MAT2 (which utilizes the apprenticeship training model) with existing CTE/Early College programs to drill down further into the K12 system. Potentially, students could start the MAT2 program as juniors or seniors--creating a continuous stream of prospective applicants, cut down on the time and money it takes to produce a current MAT2 graduate, which will in turn help to maximize the considerable investment the state has already made in this program.

When MEDC Talent Enhancement was phased out as a result of the recent state-level reorganization, which established the Department of Talent and Economic Development and created the new Talent Investment Agency, the decision was made to move remaining talent programs over to the Talent Investment Agency. With the Talent Investment Agency now responsible for the day-to-day administration of MAT2, and other work-based learning initiatives, there is an opportunity to better align and integrate these programs with other components of the talent system to ensure their long-term success and sustainability.

Adult and Dislocated Worker Requirements — Registered Apprenticeships

For eligible participants, local WIOA Adult and Dislocated Worker funds may be used for:

• Pre-apprenticeship training, such as remediation and/or basic job skills training, to prepare an individual for a Registered Apprenticeship program;
• Case management, prior to, and during a Registered Apprenticeship program;
• On-the-job training, in the form of employer reimbursement for the extraordinary costs of training;
• Related training instruction in the form of tuition assistance, books, supplies, etc., when the training provider is on Michigan Training Connect;
• Supportive services, including transportation and child care assistance, and
• Follow-up services.

Registered Apprenticeship programs will remain on the Michigan Training Connect as long as they remain registered, and are not subject to the same performance reporting requirements as other training programs, thereby streamlining requirements and facilitating the design and delivery of work-based training opportunities.

Michigan is supporting the expansion of Registered Apprenticeships, and promoting the placement of Registered Apprenticeships programs on Michigan Training Connect into our strategy and services.

Pre-Apprenticeship Training: For workers who may not have the fundamental skills to succeed in a Registered Apprenticeship program and youth who are exploring career options, pre-apprenticeship training programs act as a bridge. These training programs, which are operated by education, community or faith-based organizations, can help apprenticeship candidates decide on an occupational track, develop foundational skills, and improve productivity once employed. Pre-apprenticeship programs operate an approved plan under which candidates participate in a short, intensified training period in a school or training center, with the intent to place them into Registered Apprenticeships upon completion or soon after completion of the program.

Pre-apprenticeship describes a program or set of strategies designed to prepare individuals to enter and succeed in a Registered Apprenticeship program, and has a documented partnership with at least one, if not more, Registered Apprenticeship program(s). A quality pre-apprenticeship program is one that incorporates the following elements:

• Training and curriculum based on industry standards and approved by the documented Registered Apprenticeship partner(s) that will prepare individuals with the skills and competencies needed to enter one or more Registered Apprenticeship program(s).
• Strategies that increase Registered Apprenticeship opportunities for under-represented, disadvantaged or low-skilled individuals, such that upon completion they will meet the entry requirements, gain consideration, and be prepared for success in one or more Registered Apprenticeship program(s).
• Access to appropriated support services.
• The use of the Registered Apprenticeship program as a preferred means for employers to develop a skilled workforce and to create career opportunities.
• Meaningful hands-on training that accurately simulates the industry and occupational conditions of the partnering Registered Apprenticeship sponsor(s), while observing proper supervision and safety protocols.
• Facilitated entry and/or articulation.

Pre-apprenticeships may be used to provide work experiences that can help participants obtain the skills needed to be placed into a Registered Apprenticeship. Pre-apprenticeship programs provide training to increase math, literacy, and other vocational skills needed to gain entry to a Registered Apprenticeship program. A pre-apprenticeship program, funded with an Individual Training Account, must have at least one apprenticeship partner; such pre-apprenticeship programs must possess, or develop, a strong record of enrolling their pre-apprenticeship graduates into a Registered Apprenticeship program. Pre-apprenticeship programs must be on the state’s eligible training provider list in order for participants to utilize an Individual Training Account.

Pre-apprenticeship programs are added to the list of work experiences for youth under the WIOA. Local youth programs must coordinate pre-apprenticeship programs to the maximum extent feasible with Registered Apprenticeship programs, and require at least one documented partnership with a Registered Apprenticeship program. Quality pre-apprenticeship programs play a valuable role in preparing entrants for a Registered Apprenticeship and contribute to the development of a diverse and skilled workforce. Pre-apprenticeship programs can be adapted to meet the needs of participants, the various employers and sponsors they serve, and the specific employment opportunities available in the local market. Pre-apprenticeship training programs have successfully demonstrated that obstacles, such as low math skills, poor work habits, lack of access to transportation, and the lack of knowledge of sector opportunities can be overcome when coordinated training and support are provided.