Employer-first Apprenticeship Framework
Remove the persistent obstacles to employer ROI
Remove the persistent obstacles to employer ROI
Apprentage at a Glance
Apprentage is Turbine’s intelligent apprenticeship engine for employers and sponsors who need to stand up programs fast without drowning in paperwork. Convert job requirements into governed pathways, capture on-the-job evidence as work happens, and orchestrate every stakeholder from a single command center.
AI-assisted launch kits assemble pathways, evidence standards, and communications in hours. Supervisors coach from mobile prompts, registrars receive audit-ready packets automatically, and leadership monitors proficiency, retention, and productivity in real time.
One interface synchronizing tasks, evidence, messaging, and compliance across the program lifecycle.
Apprentage automates evidence capture, approvals, and reporting so every stakeholder stays coordinated and every requirement stays on track.
- Generates role-aligned pathways from your job descriptions in hours
- Captures in-flow OJT evidence with mobile and voice logging (VELA)
- Maintains a living digital audit trail with automated validations
- Automates RAPIDS, PIRL, and regulatory submissions
- Surfaces dashboards for risk, proficiency, and ROI across cohorts
- Employers who need to prove ROI and retention gains without expanding headcount
- Sponsors and intermediaries packaging audit-ready evidence across multiple cohorts
- Workforce boards and training providers aligning RTI with on-the-job performance
Apprentage runs on Turbine’s graph architecture, marrying compliance automation, in-flow OJT capture, and ROI analytics in one governed workspace—no disconnected LMS, spreadsheets, or manual uploads required. With verifiable outcomes aligned to WIOA performance indicators, Apprentage is built for Pay for Success models that reward measurable results.
Explore Apprentage Case Studies
See how organizations are using Apprentage to manage apprenticeships at scale and improve OJT documentation:
Features
Clone or Build Anew
Option to import pre-validated occupational frameworks or build a better one.
Clone Successful Programs
Customize an existing, standards-based one (e.g., from O*NET or RAPIDS databases).
Manage Agreements & Onboarding
Ensure full compliance from day one. Centralize agreement management, automate apprentice onboarding, and track participant progress with confidence.
AI‑Powered Logbooks
Transform recordkeeping with AI-driven accuracy. Logbook data is automatically validated, categorized, and analyzed for faster compliance and insight.
OJT Task Capture
Capture and track on-the-job training tasks with ease. Assign, monitor, and verify completion of tasks to ensure quality and compliance.
Real‑Time Observability
Gain a live view of your apprenticeship ecosystem. Monitor participation, performance, and equity metrics to ensure every learner thrives.
RTI Tracking
Track RTI participation and performance data with ease. Monitor to ensure quality and compliance. Connect RTI to OJT skills and competencies for comprehensive tracking.
Dynamic Wage Scales
Create, manage, and adjust wage progressions tailored to occupation, region, or sponsor policy—all with integrated approval tracking.
Evidence-backed reporting & logbooks
Generate logbooks, RAPIDS exports, and PIRL-ready summaries from live records. Every activity links to proof, so reviews take minutes instead of days.
Compliance & Reporting
Compliance-guided onboarding in one view
Launch new cohorts with governed templates that surface checklists, approvals, and evidence capture in real time. Sponsors, intermediaries, and supervisors see the same status so nothing slips.
Outputs & Benefits
Actionable reports, prioritized interventions, and auditable deliverables.
Actionable KPIs
Auto-computed KPIs with owner-assigned playbooks for rapid remediation.
Proactive Risk Mitigation
Early-warning prioritization to focus resources on at-risk cohorts.
Compliance-Ready Reports
Policy-aligned exports mapped to WIOA, TEGL, ETA templates and regulatory formats.
Scalable Delivery
Repeatable reporting pipelines ready for regional and statewide rollouts.
Thanks Debbie!
Key Benefits for Employers and Sponsors
Highlights synthesized from recent Apprentage deployments and RAG-assisted insights.
Less administrative red tape
Replace fragmented spreadsheets and forms with one governed system so staff focus on coaching, placements, and measurable outcomes.
Automated, audit-ready compliance
Built-in alignment with PIRL and industry standards keeps documentation audit-ready with 99.9% accuracy and eliminates manual errors.
Faster onboarding and cohort launches
Digitized agreements, RTI, and OJT tracking streamline setup, cutting onboarding time by up to 30% and making new cohorts repeatable.
Unified collaboration hub
Sponsors, employers, apprentices, and training providers share one workspace to manage milestones, evidence, and communications in sync.
Real-time visibility and ROI insight
Dashboards surface program health, ROI, and compliance readiness so you can scale confidently while boosting workforce productivity.
Apprentage: Core Components → Impacts
A simple view of what Apprentage includes and the outcomes employers see.
- Proactive Compliance (WIOA & PIRL Agents)
- Agreement workflows
- Skills assessment
- Onboarding tracking
- ROI analytics
- Individual Training Plans
- Actionable Pathways
- RTI-Employer-OJT Alignment
- TurbineLMS
- Pre-apprenticeship (VELA PreRA)
- Pre-apprenticeship talent pipeline
- 70% faster program development
- 50% lower admin load
- Automated RAPIDS-compliant reporting
- Higher completion & retention
- AI course builder + LMS delivery
Stand Up a New Apprenticeship in Just Three Hours
Guided by Turbine’s Managed AI team and aligned with WIOA, RAPIDS, and ETA-671 registration standards. Sponsors, employers, and education partners move from setup to validation in three hours—with full compliance, data governance, and ROI tracking.
- Hour 1
Create or Clone Apprenticeship Program
Start from the Training Program Dashboard. Add a new program or duplicate an existing one. If duplicating, import all details (RTI hours, OJT hours, competency-based designation). If creating from scratch, enter the occupation name (e.g., Millwright) and ZIP code to auto-pull data from O-Net. Define instruction (e.g., 450 hours) and OJT (e.g., 2700 hours). Set duration (e.g., 18 months), start and end dates, and assign one or more employers.
WIOA Reference: §121(c) coordination with employers; §134(c)(2) program activity approval. - Hour 2
Import & Customize Competencies
Import occupational competency models from O-Net or other pre-approved frameworks. Review each competency group, target hours, and unique group ID. Customize hours to reflect employer priorities or local standards. Add or edit competency groups directly within the apprenticeship’s “Competency Tab.” Connect related LMS courses (e.g., Mechatronics midterm, MEC technician final) and designate instruction providers.
WIOA Reference: §122(b)(1)(C) recognized credentials; 20 CFR 680.450(a) occupational alignment. - Hour 3
Add RTI Partners & Validate Launch
From the Sponsor Dashboard, access the “Instruction Providers” tab. Add existing RTI/education partners or create new ones. Assign them to your apprenticeship for related technical instruction delivery. Invite employers, apprentices or key stakeholders. Map LMS courses, enable digital tracking of RTI completions, and validate data for PIRL and RAPIDS exports. Conduct an internal review to ensure the program meets ETA-671 standards, and finalize registration with state or federal partners.
WIOA Reference: §121(h)(4) shared infrastructure (LMS integration); §116(b)(2)(A)(i)(IV) credential and measurable skill gains tracking. - Ongoing
Monitor, Optimize & Expand
Use Apprentage dashboards to track apprentices’ OJT hours, RTI progress, and competency completion. Adjust program parameters as needed. Generate ETA-9179 QNPR reporting and ROI summaries for your MOU / IFA review cycle. Expand the framework to new occupations or employer partners as performance data validates success.
WIOA Reference: §116(b)(2)(A) performance accountability; 2 CFR 200.303 internal control review.
Why Pay for Success Fits Apprentage
In a constrained fiscal environment, PFS rewards intermediaries that deliver verifiable outcomes—exactly what Apprentage does best.
Outcome Reliability Converts to Capital
Apprentage already aligns employers, education providers, and public workforce systems around measurable outcomes. Under PFS, upfront capital comes from impact investors while repayment is triggered by outcomes Apprentage already tracks and manages—decoupling growth from annual appropriations cycles.
Apprenticeships Are Uniquely Financeable
Unlike most workforce programs with fuzzy or lagging outcomes, apprenticeships offer clear start and completion points, observable wage progression, and credentials aligned with WIOA primary indicators. This reduces measurement ambiguity, lowers transaction costs per PFS deal, and increases investor confidence.
PFS Rewards Ecosystem Managers
PFS favors intermediaries that orchestrate employers, training providers, and support services—not standalone training operators. Apprentage controls quality across the apprenticeship lifecycle and aggregates demand across employers, making it the single accountable entity that investors and governments want.
WIOA Pay-for-Performance Ready
WIOA explicitly authorizes Pay-for-Performance contracting under Title I §134(d)(1)(A)(i), but states have struggled to operationalize it. Apprentage supplies the data infrastructure, PFS supplies the risk capital, and states supply outcome payments—making Apprentage a WIOA-compliant performance contractor without requiring procurement overhauls.
From Grantee to Outcome-Backed Platform
Apprenticeship demand is rising while public budgets are constrained. PFS future-proofs Apprentage by attracting new stakeholders (impact investors, co-investing employers) and positioning it as infrastructure rather than a grantee. This shift—from grant recipient to outcome-backed workforce platform—makes apprenticeships investable at scale.
Sources: A Big Bet on Apprenticeships in a Frozen Labor Market (RealClearEducation, Jan 2026); America Forward & AFA Pay for Success Policy Brief (Jan 2026); WIOA statute and Pennsylvania apprenticeship implementation practices.
Explore PFS PartnershipWIOA PIRL compliance chat bot
Get instant answers on apprenticeship compliance requirements, PIRL reporting standards, and WIOA guidelines. Pre-trained on federal regulations, state policies, and best practices to help sponsors and employers stay audit-ready.
GACC Apprenticeship Program (Manufacturing)
Summary from GACC analysis (2023–2025)
Annual net savings $11k+ from manual process elimination
Scaled to 140+ apprentices without adding proportional staff
77.5% agreement signature rate; 96.8% complete within 72 hours
Correlates with quality and daily productivity (|r| > 0.7); +37.3 pts vs comparison cohort
8,000 digital records across 13 programs (full audit trails)
Competency development accelerated vs. traditional methods
Regulatory documentation complete and export-ready
Methodology
- Mentor approval rate = (approved records / total records) x 100; cohort-level weighted across all apprentices.
- Time window: 2023-2025 (case study scope).
- GACC vs comparison: 94.7% vs 57.35% (+37.3 pp).
- Strong correlation threshold: |r| > 0.7 (descriptive, not causal). Examples: engagement → quality; daily productivity → approvals; longer duration → quality.