
###### We were glad to talk with **Julia Mericle** with the **Pittsburgh Business Times** about **Turbine**, our awesome collaboration with the fantastic folks at **CCAC Workforce Development**, and where we're going with the product.

---

# [Upstream Coding finds new uses for its digital learning management system](https://www.bizjournals.com/pittsburgh/news/2020/12/16/upstream-coding-finds-new-uses-for-its-system.html){target="_blank"}

Pittsburgh-based Upstream Coding, a software development bootcamp, created its Turbine learning management system platform as a way to house curriculum and operate its programming.

However, Upstream soon realized a target market for Turbine itself in supporting employee training and upskilling.

Upstream started collaborating with the Community College of Allegheny County Workforce program in September and recently established a partnership with the college to run almost all professional development courses through the platform, according to Josh Studl, co-founder of Upstream. Now, Upstream and CCAC plan to launch a “joint tech-centric upskilling and training initiative” in January or February 2021.

“We envision it as a regional workforce development and upskilling initiative to deliver job-ready technical programming and web development skills that are in-demand today,” Studl said. “We will be in-demand from the viable employers of the post-pandemic economy, and for the higher-wage jobs where these value-add skills can drive up productivity.”

[Read More]((https://www.bizjournals.com/pittsburgh/news/2020/12/16/upstream-coding-finds-new-uses-for-its-system.html))


Our Talk with Pittsburgh Business Times


Our great relationship with Mt. Lebanon Public Library continues to grow and we're excited about working with Jeremy and the library on range of creative applications of Turbine Workforce.  A white label experience for MLPL patrons will offer custom adult education courses built around library lectures, workshops and programming, and workforce development upskilling instruction. Turbine Workforce will power the library's [Virtual Learning Lab](https://mtlebanonlibrary.org/584/Virtual-Learning-Lab).

<img className='img-thumbnail text-center' src="/img/screenshots/mlpl/mlpl-virtual-learning-lab.png" width="100%" alt="" /> 
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Turbine to power the MLPL Learning Lab


Turbine adds more scale and flexibility to CCAC's courses for [MSSC Certified Production Technician (CPT)](https://www.msscusa.org/certification/production-certification-cpt/) for NCCRS credit and non-credit instruction. Turbine was chosen for its time-saving features and ability to manage both credit and non-credit students in one cohort, rather than need a course exclusive to NCCRS credit students.

#### About MSSC

<img className='float-left' src="https://www.msscusa.org/wp-content/uploads/2016/11/mssc-logo.png" width="10%" alt="" /> 

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Certifying over 100,000 candidates, the Manufacturing Skill Standards Council (MSSC)®, an industry-led 501(c)3 non-profit, is America's leader in training and certifying foundational technical competencies for front-line technicians for in-demand, higher wage, higher skill jobs in advanced manufacturing and supply chain logistics. Technicians with MSSC Certifications are qualified for 11.3 million jobs in front-line production, material handling, and distribution. 84% of executives surveyed agree there is a talent shortage in U.S. manufacturing.

<img className='img-thumbnail' src="/img/screenshots/mechatronics-turbine-workforce1.png" width="100%" alt="" />
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<img className='img-thumbnail' src="/img/screenshots/mechatronics-turbine-workforce2.png" width="100%" alt="" />
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CCAC delivering MSSC courses with Turbine


 MSSC has selected a list of nine rapidly emerging, data-intensive, “Industry 4.0” technologies that will profoundly influence manufacturing production processes and quality control.

 These technologies include:

- 5G
- Artificial Intelligence (AI)
- Industrial Internet of Things (IIOT)
- Additive (3D) Manufacturing
- Autonomous Robots
- Augmented Reality
- Data Analytics
- Nanomanufacturing
- Advanced Materials

Industry 4.0 technologies


It goes without saying that it is important to understand what is happening with a workforce system at the local level and up. Collecting data for each partner helps everyone else do their jobs better. They will be able to make improvements that will benefit job seekers and employers.  We're keyed in on this at Turbine to automate data capture for the local delivery org and employers and aligned with local delivery requirements - from directives to the layouts and formats that reporting are to be submitted in.

Here's a nice embed of Workforce Performance Results from the DOL Employment and Training Administration:

<div className='position-relative tableauPlaceholder' id='viz1630139250231'><noscript><a href='https:&#47;&#47;www.dol.gov&#47;'><img alt='Program Year 2019 ' src='https:&#47;&#47;public.tableau.com&#47;static&#47;images&#47;PD&#47;PDWPHexMapv7_4&#47;Story1&#47;1_rss.png' className="border-0" /></a></noscript><object class='tableauViz'  className="d-none"><param name='host_url' value='https%3A%2F%2Fpublic.tableau.com%2F' /> <param name='embed_code_version' value='3' /> <param name='site_root' value='' /><param name='name' value='PDWPHexMapv7_4&#47;Story1' /><param name='tabs' value='no' /><param name='toolbar' value='yes' /><param name='static_image' value='https:&#47;&#47;public.tableau.com&#47;static&#47;images&#47;PD&#47;PDWPHexMapv7_4&#47;Story1&#47;1.png' /> <param name='animate_transition' value='yes' /><param name='display_static_image' value='yes' /><param name='display_spinner' value='yes' /><param name='display_overlay' value='yes' /><param name='display_count' value='yes' /><param name='language' value='en-US' /><param name='filter' value='publish=yes'/></object></div>

<script type='text/javascript'> var divElement = document.getElementById('viz1630139250231'); var vizElement = divElement.getElementsByTagName('object')[0];   var scriptElement = document.createElement('script'); scriptElement.src = 'https://public.tableau.com/javascripts/api/viz_v1.js'; vizElement.parentNode.insertBefore(scriptElement, vizElement);</script>

[Source page](https://www.dol.gov/agencies/eta/performance/results)

WIOA Title I and III Annual Report Data: Program Year 2019


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Among the best qualities of the people and institutions working in the workforce development space is the willingness to improve. Sure, it's helpful to be that way when the Department of Labor more or less mandates it (and appropriately so). But nonetheless, the vast majority of the workforce practitioners who I've spoken with are generally open to new ideas and methods to improve local delivery, measurement and reporting.

I was going through the WIOA Adult Performance Report PY 2019 and two figures that seem very low jumped out at me for the Wagner‐Peyser Performance Report. The New Deal era Wagner-Payser Act established public employment services offices throughout the country to connect job-seekers with employers seeking new hires. I'm curious about the two points found on page 9 of [this DOL report](https://www.dol.gov/sites/dolgov/files/ETA/Performance/pdfs/PY%202019%20WIOA%20Performance%20Summary.pdf):

- **Repeat Business Customers Rate was 36%**
- **Employer Penetration at 7.7%**

<img className='text-center mx-auto' src="/img/post-images/WIOA report repeat businesses.png" width="70%" alt="" />

Why such low repeat rate for business customers at an already low penetration rate? No doubt a lot going on on the ground that is not reflected in the data but I speculate there is like a breakdown of process and tactics to 'renew the business'. At some level, employers are not getting a good product for their investment of time and resources to participate in the services. It stirs me to talk with people more to identify Turbine automations for administrative and reporting requirements that can reduce workload and time sink for employers to participate in workforce development programs.

I welcome anyone to reach out and chat about it, or offer ideas on features that would make their jobs easier.

Why so Low Employer Participation and Repeat Business Customers Rate?

We love all things big, bold and creative.

We especially love when big, bold and creative things from the (local) public sector. While much of the time such "plans" rely on perfect world scenarios, represent wishful thinking, or are just pander in PowerPoint, the contents are usually goal-setting and push our thinking in a progressive direction.

We enjoyed reading the Pittsburgh [2070 Mobility Vision Plan](#2070plan) that was revealed by the city's Department of Mobility and Infrastructure (DOMI). DOMI presents well-thought out set of guiding principles, metrics of success, policy frameworks and projects to be implemented.  We immediately saw DOMI's presentation as a pretty good, relatively actionable skills development plan for those in the city and regional workforce ecosystem (i.e., everyone). DOMI does us a really great public service by articulating here - in respectable detail and documentation- the policies and projects that are to deliver the Mobility Vision Plan.

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<p>The 2070 Mobility Vision Plan is an opportunity for bold and proactive thinking about the future of Pittsburgh to identify the connections and policies we need to ensure that, in a growing city, all residents will have the physical mobility they need to reach the economic mobility they seek.</p>
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    Department of Mobility and Infrastructure (DOMI) <cite title="Source Title">2070 Vision Mobility Plan</cite>
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We were particularly interested in skills that they identified as skills to develop today for jobs and careers of the future. While not a skills and workforce development plan per se, we read it with an eye to decoding the skills that city and county employees, industry, community colleges and community leaders will need to deliver so that workforces are able to implement this Plan - if even only 10% of the Plan - in next few years, over the next decade, and through to 2070. 

These principles and projects frame the need for developing and deploying new types of skills development to see that all workers and young people are sufficiently skilled and at the ready. The foundation for Pittsburgh's economic future rests on our workforce being able to adapt quickly to global demands for product or service and innovations - either exporting it or implementing it into our region. And to be clear - there are other cities out there salivating at the chance at attracting these projects and talent away.

We hear a lot today about a worker skills gap. A radically different approach to skills development is likely needed if the 2070 Vision Mobility Plan is to be implemented and impact realized. We think Turbine is one of those big, bold and creative techs that does skills development better.

We'd love to run a course program that that developed skills needed to make Vision Mobility 2070 a reality. And we're kicking around ideas on how to run a pre-apprenticeship around the plan. We welcome collaborators and have some ideas on a pre-apprenticeship framework and to involve a consortium of businesses and organizations.

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#### Breaking down the workforce skills needed for Pittsburgh's mobility future

##### Connecting to the World
- High-Capacity Transit Connection to the Airport
- Upgrade and Increase Frequency on Existing Intercity Rail Corridors
- High-Speed, Intercity Transit
- Vertical Takeoff and Landing Aircraft
- Corridors + Terminals
- National and Regional Urban
- Intermodal Terminal

##### Connecting to the Region
- High-Capacity Transit Corridors
- Complete Regional Trail Network
- Park-n-Ride | Park-n-Bike
- Highway Reclamation
- Congestion Management
- Freight Hubs | Freight Villages
- New and Improved River Crossings
- The Return of Regional Commuter Rail

##### Connecting Centers
- High-Frequency Transit Corridors
- Aerial Rapid Transit + Urban
- Escalators
- Completed Bike(+) Network Smart
- Street Operations
- Water Transit Network

##### Connecting Within Districts
- Sidewalk and Pedestrian
- Infrastructure and Safety
- High quality Bike(+) Streets
- Local Circulators and Shuttles
- Multimodal Mobility Hubs
- Shared and Managed Parking
- Restored Public Steps
- New Pedestrian / Bicycle
- Connections Highway
- Transformations

##### Managing the Street
- Ensuring Complete Streets Complete,
- Accessible Sidewalks Street Safety for All
- Climate Resiliency and Street Greening
- State of Good Repair
- Activated Streets for People
- Future-proofing with Smart Lighting, Electrification, and Communications

##### Managing Change
- Proactive Policy-Making
- Ensure Innovation is Solving Real Problems
- Practice Human-Centered Design
- Standardize Testing, Demonstration and Reporting
- Embrace Iteration and Incrementalism

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    <img className="card-img mb-3" width="28rem" src="/img/post-images/vision-2070/projects connecting the world.png" alt="Card image"/>
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  <iframe width="100%" height="600px" className="embed-responsive-item" src="https://apps.pittsburghpa.gov/redtail/images/15804_PGH_2070_Exec_Summary_09-23-21_WEB_FINAL.pdf"></iframe>
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Pittsburgh 2070 Mobility Vision Plan


### COMMON EMPLOYABILITY SKILLS

##### PERSONAL SKILLS
INTEGRITY: Treating others with honesty, fairness and respect
• Demonstrate respect for company’s time and property
• Accept responsibility for one’s decisions and actions
INITIATIVE: Demonstrating a willingness to work and seek out
new work challenges
• Take initiative in seeking out new responsibilities and work
challenges, increasing the variety and scope of one’s job
• Pursue work with energy, drive and effort to accomplish tasks
• Establish and maintain personally challenging, but realistic work goals
• Strive to exceed standards and expectations
DEPENDABILITY & RELIABILITY: Displaying responsible
behaviors at work
• Behave consistently, predictably and reliably
• Fulfill obligations, complete assignments and meet deadlines
• Follow written and verbal directions
• Comply with organization’s rules, policies and procedures
• Demonstrate regular and punctual attendance
ADAPTABILITY: Displaying the capability to adapt to new,
different or changing requirements
• Be open to learning and considering new ways of doing things
• Actively seek out and carefully consider the merits of new
approaches to work
• Embrace new approaches when appropriate and discard
approaches that are no longer working
• Effectively change plans, goals, actions or priorities to deal with
changing situations
PROFESSIONALISM: Maintaining a professional demeanor at work
• Demonstrate self-control by maintaining composure and keeping
emotions in check even in difficult situations
• Maintain professional appearance by dressing appropriately for
the job and maintaining personal hygiene
• Use professional language when speaking with supervisors,
co-workers and customers
• Maintain a positive attitude
• Take ownership of one’s work

##### PEOPLE SKILLS
TEAMWORK: Demonstrating the ability to work effectively
with others
• Establish a high degree of trust and credibility with others
• Interact professionally and respectfully with supervisors and
co-workers
• Develop constructive working relationships and maintain them
over time
• Use appropriate strategies and solutions for dealing with
conflicts and differences to maintain a smooth workflow
COMMUNICATION: Maintaining open lines of
communication with others
• Demonstrate sensitivity and empathy
• Listen to and consider others’ viewpoints
• Recognize and interpret the verbal and nonverbal behavior of
others
• Speak clearly, in precise language and in a logical, organized
and coherent manner
RESPECT: Working effectively with those who have diverse
backgrounds
• Demonstrate sensitivity and respect for the opinions,
perspectives, customs and individual differences of others
• Be flexible and open-minded when dealing with a wide range
of people
• Value diversity of approaches and ideas

##### Applied Knowledge
READING: Understanding written sentences and paragraphs in
work-related documents
• Read and comprehend work-related instructions and policies,
memos, bulletins, notices, letters, policy manuals and
governmental regulations
• Read and comprehend documents ranging from simple and
straightforward, to more complex and detailed
• Attain meaning and comprehend core ideas from written materials
• Integrate what is learned from written materials with prior
knowledge
• Apply what is learned from written material to work situations
WRITING: Using standard English to clearly communicate
thoughts, ideas and information in written form
• Prepare written materials that are easy to understand using
correct wording
• Communicate thoughts, ideas, information, messages and other
written information in a logical, organized and coherent manner
• Use correct grammar, spelling, punctuation and capitalization
• Write in a factual manner in a tone appropriate for the target
audience in multiple formats
MATHEMATICS: Using mathematics to solve problems
• Add, subtract, multiply and divide whole numbers, fractions,
decimals and percents
• Convert decimals to fractions; convert fractions to percents
• Calculate averages, ratios, proportions and rates
• Take measurement of time, temperature, distance, length,
width, height and weight; convert one measurement to another
• Translate practical problems into useful mathematical expressions
SCIENCE: Knowing and applying scientific principles and
methods to solve problems
• Understand basic scientific principles
• Understand the scientific method (i.e., identify problem, collect
information, form opinion and draw conclusion)
• Apply basic scientific principles to solve problems and complete
tasks
TECHNOLOGY: Using information technology and related
applications to convey and retrieve information
• Navigation and File Management
• Understand common computer terminology
• Use scroll bars, a mouse and dialog boxes to work within the
computer’s operating system
• Access and switch between applications and files of interest
• Adhere to standard conventions for safeguarding privacy and
security
• Internet and Email
• Navigate the Internet to find information
• Open and configure standard browsers
• Use searches, hypertext references and transfer protocols
(enter URLs)
• Send and retrieve electronic mail (email)
CRITICAL THINKING: Using logical thought processes to
analyze and draw conclusions
• Identify inconsistent or missing information
• Critically review, analyze, synthesize, compare and interpret
information
• Draw conclusions from relevant and/or missing information
• Test possible hypotheses to ensure the problem is correctly
diagnosed and the best solution is found


##### WORKPLACE SKILLS
PLANNING & ORGANIZING: Planning and prioritizing work to
manage time effectively and accomplish assigned tasks
• Able to plan and schedule tasks so that work is completed
on time
• Ability to prioritize various competing tasks
• Demonstrate the effective allocation of time and resources
efficiently
• Will take necessary corrective action when projects go off track
PROBLEM SOLVING: Demonstrating the ability to apply critical
thinking skills to solve problems by generating, evaluating, and
implementing solutions
• Able to identify and define the problem
• Will communicate the problem to appropriate personnel
• Capable of generating possible solutions
• Ability to choose and implement a solution
DECISION MAKING: Applying critical thinking skills to solve
problems encountered in the workplace
• Identify and prioritize the key issues involved to facilitate the
decision making process
• Anticipate the consequences of decisions
• Involve people appropriately in decisions that may impact them
• Quickly respond with a back-up plan if a decision goes amiss
BUSINESS FUNDAMENTALS: Having fundamental knowledge of
the organization and the industry
• Understand the importance of one’s role in the functioning of
the company and the potential impact one’s performance can
have on the success of the organization
• Recognize the importance of maintaining privacy and
confidentiality of company information, as well as that of
customers and co-workers, and comply with intellectual
property laws
• Understand the significance of maintaining a healthful and
safe environment and report any violations/discrepancies to
appropriate personnel
CUSTOMER FOCUS: Actively look for ways to identify market
demands and meet customer or client needs
• Understand and anticipate customer needs
• Provide personalized service with prompt and efficient
responses to meet the requirements, requests and concern of
customers or clients
• Be pleasant, courteous and professional when dealing with
internal and external customers or clients
• Evaluate customer or client satisfaction
WORKING WITH TOOLS & TECHNOLOGY: Selecting, using
and maintaining tools and technology to facilitate work activity
• Identify, select and use appropriate tools and technological
solutions to frequently encountered problems
• Carefully consider which tools or technological solutions are
appropriate for a given job, and consistently choose the best tool
or technological solution for the problem at hand
• Operate tools and equipment in accordance with established
operating procedures and safety standards
• Seek out opportunities to improve knowledge of tools and
technologies that may assist in streamlining work and improving
productivity
W

A Cross-Industry Approach to Foundational Skills


Having programming and technology skills are more important than ever before. There is a huge demand for workers with a technology acumen and comfort working with tech - and of course specific programming language skills. A recent study by Burning Glass Technologies found that jobs requiring programming knowledge pay an average of $91,000 per year--almost twice as much as those without programming requirements.

Programming skills are no longer exclusively for computer programming jobs. Data visualization, data science, and machine learning programming languages have become increasingly important to many industries--even ones that didn't exist ten years ago like Airbnb or Uber. This means programming knowledge is more critical than ever before.

There will also be programming jobs available in the future economy that we don't even know about today. As technology and programming continue to progress, programming knowledge is becoming more and more critical as a requirement on job listings for high paying jobs like those previously mentioned.

So where does one start?

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 More programming languages are being introduced every day, so it is overwhelming. So, start with HTML and CSS. End of story. You'll know when you're ready to move around the wheel.

Take it from me: it's never too late. I started to aggressively learn to code about five years at the ripe age of - well, in my late 30s. I know enough to work effectively with and around technology, which pretty much was my goal. And I wanted to learn for my kids, so I could give them coding challenges to earn their allowance. Today, my two-year-old son and I pair program, which is him on my lap banging away on an iPad keyboard and flaring out his arms to get fingers on my keyboard.


Programming Technologies for Future Jobs


Classification Principles and Coding Guidelines


https://www.bls.gov/soc/2018/soc_2018_class_prin_cod_guide.pdf

Classification Principles and Coding Guidelines


A [facinating piece](https://www.washingtonpost.com/business/2021/12/29/job-market-2021/) from the Washington Post offers some data-driven insights on today's labor market. The headline is eye-catching: "The most unusual job market in modern American history, explained" and this reader was hit immediately with provocation. A data visualization states 'Demand for workers has recovered, but the number of willing workers has not'.

> Then, the economy experienced two historic surprises. First, demand for workers came soaring back at a velocity almost never before
> seen. And second, despite companies going all out to hire, millions of workers either retired early or stayed on the sidelines. These
> two forces collided to create the most unusual job market in living memory — and an economy afflicted not by too few jobs, but too few
> workers.

Well, the data are clear: the number of people who have returned to the workforce today is fewer than were in the workforce in March 2020 or right before the coronavirus causing COVID-19 changed everything.

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Ok, so what's the point? Let's look past the data and think about the effect rather than the reason. I'll sum it up here rather cheekily: **_all roads lead to tech skills_**. If there is any semblance of hypothesis here it's that employers cannot - and will not - wait for the sidelined labor pool to back in the work game, and when workers do, tech skills will be even a de facto requirement for the exact same job. Precedent suggests this.

Each of the last four or five economic recoveries have been '[jobless recoveries](https://www.investopedia.com/terms/j/jobless-recovery.asp){target="_blank"}'. In broad strokes, employers use economic recessions to optimize and upgrade: redundancies are eliminated, workflows streamlined, inefficiencies are identified, overhead is cut and operating costs and COGS are slashed, and layoffs. Interest rates drop so to spur economic activity, and jumpstart hiring. But first, a wave of low-interest rate financing ensues: new technologies are integrated, new equipment and machinery is purchased or leased, facilities are improved. By the time hiring gets going, employers now have streamlined their workflows, automated process and integrated new technology into everything. Those out of work don't sit idle: they finance more education and acquire new and (hopefully) in-demand skills. Hiring eventually returns, but only the better-skilled get the jobs. Those who remained at the same skill level are in a precarious position. The job skills arms race has been on.

In today's context, what is that 'better skill' to have? Clearly, tech skills.

Today, employers are forging ahead and adapting to this new economy or the Industry 4.0 economy. Employers will make do with fewer workers by integrating technologies and automation and squeeze more production out of each worker. Workers who get the good jobs will have the skills - the acumen and comfort - to work with technologies or the basis of web fundamentals by which to learn _how_ to work with new platforms, apps and tech integrations.

So, as you can clearly see, all **_~~roads~~ pathways lead to tech skills_**.

This is a good segue to our collaboration with the **German-American Chamber of Commerce** on an innovative [pre-apprenticeship consortium](/pre-apprenticeship) model that aims to better upskill folks to a range of tech skills - basic web to 'work with tech' to advanced technologies - and provide actionable career pathways to real jobs.

All Pathways Lead to Tech Skills


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The Federal Aviation Administration announced the Community College of Allegheny County (CCAC) is an approved Test Administrator of the agency's Recreational Unmanned Aircraft Systems Safety Test (TRUST) and certification for recreational drone flyers.

CCAC chose Turbine as its preferred technology partner to deliver TRUST and deliver the unique user certificate token. Turbine was able to meet FAA requirements in platform functionality, user experience and accessibility.

With Turbine, CCAC delivers a fast and scalable asynchronous course and exam experience with automated certificate creation.

[CCAC TRUST website](https://trust.turbine.us.com/)

[Press Release – FAA Announces Approved Administrators for Recreational Drone Pilot Safety Test](https://www.faa.gov/news/press_releases/news_story.cfm?newsId=26243)

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FAA Announces Approved Administrators for Recreational Drone Pilot Safety Test


WIOA defines career pathways as a combination of rigorous and high-quality
education, training, and other services that—
- aligns with skill needs of industries in state and regional economies (Element 1);
- prepares individuals to be successful in a full range of secondary and postsecondary
education options (Element 2);
-  includes academic and career counseling,
as well as non-academic supports
(Element 3);
- includes, as appropriate, education offered concurrently with and in the same context
as occupational training (Element 4);
- organizes education, training, and other services to meet individual needs in a way
that accelerates educational and career advancement (Element 5);
- enables individuals to attain a secondary school diploma or its recognized
equivalent, and at least one recognized postsecondary credential (Element 6); and
- helps individuals to enter or advance within a specific occupation or
occupational cluster (Element 7).

Source: Workforce Innovation and Opportunity Act, Pub. L. 113–128, July 22, 2014, 128 Stat. 1425, Sec. 3(7). Element numbers added by authors.

What's the point of a career pathway?


It's on the roadmap...

![](/img/logos/brave/bat-logo-full-color@2x.png)

Tokenomics can Fundamentally Change Workforce Development & Upskilling


   <div className="c10 jan-blog">
      <p className="c6"><span className="c5 c4 c7">Turbine Release</span></p>
      <p className="c6"><span className="c2">2022-JAN-26</span></p>
      <p className="c0"><span className="c5 c7 c4"></span></p>
      <p className="c3"><span className="c5 c4 c9">1. Course Catalog Updates</span></p>
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      <p className="c3"><span className="c1 c4">1.1</span><span className="c1">&nbsp;</span><span className="c1 c4 c5">Search</span></p>
      <p className="c3"><span>A search bar has been added to the course catalog.</span></p>
      <p className="c6 c8"><span className="c2"></span></p>
      <p className="c6"><span className='blog1'><img alt="" src="/img/release-notes-imgs/jan26-22-imgs/image1.png" height="313.33px" className='img1' title=""/></span></p>
      <p className="c6 c8"><span className="c2"></span></p>
      <p className="c3"><span className="c1 c4">1.2</span><span className="c1">&nbsp;</span><span className="c1 c4">Search Engine</span></p>
      <p className="c3"><span className="c2">Courses will be displayed which partially or fully contain the search term in their course title, description or tags. After entering a search term, course groups will be collapsed and show the number of courses that match the search next to each group title.</span></p>
      <p className="c0"><span className="c2"></span></p>
      <p className="c3"><span className='blog2'><img alt="" src="/img/release-notes-imgs/jan26-22-imgs/image2.png" className='img2' title=""/></span></p>
      <p className="c0"><span className="c2"></span></p>
      <p className="c0"><span className="c2"></span></p>
      <p className="c3"><span className="c1 c4">1.2</span><span className="c1">&nbsp;</span><span className="c1 c4">Group Expand/Collapse</span></p>
      <p className="c3"><span className="c2">Course Groups can be expanded or collapsed using the &ldquo;Expand&rdquo; switch at any time. Each group can also be expanded or collapsed by clicking on the Course Group title. This feature is available while viewing courses in Group view.</span></p>
      <p className="c0"><span className="c2"></span></p>
      <p className="c3"><span className='blog3'><img alt="" src="/img/release-notes-imgs/jan26-22-imgs/image3.png" className='img3' title=""/></span></p>
      <p className="c0"><span className="c2"></span></p>
      <p className="c3"><span className="c1 c4">1.3</span><span className="c1">&nbsp;</span><span className="c1 c4">Group/List View</span></p>
      <p className="c3"><span className="c2">Organization owners have an additional control to display courses by Group or not by clicking &ldquo;Group&rdquo; and selecting &ldquo;List&rdquo;. This feature will eventually be accessible to all user roles.</span></p>
      <p className="c0"><span className="c2"></span></p>
      <p className="c3"><span className='blog4'><img alt="" src="/img/release-notes-imgs/jan26-22-imgs/image4.png" className='img4' title=""/></span></p>
   </div>

Release Notes Jan 26, 2022


<p><strong>Turbine Release</strong></p>
<p>2022-JAN-4</p>


<p><strong>1. Course Console Updates</strong></p>
<p><strong>1.1</strong> <strong>Content</strong></p>
<p>All other configurations have been removed from the “Content” tab except for topics.</p>


<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/77efedf9-d4c6-47d7-b766-f75da8cbc1d9.png" width="50%" height="auto"/></p>
<p><strong>1.2</strong> <strong>Pacing</strong></p>
<p>“Control Flow” is now known as “Course Pacing” and allows administrators to require users to complete a prerequisite Course before accessing the Course they are configuring.</p>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/3152d0ec-c38e-4b7c-a849-2b2d64cef956.png" width="50%" height="auto"/></p>
<p><strong>1.3</strong> <strong>Settings</strong></p>
<p>Various settings that used to be in the “Content” tab are now in the “Settings” tab.</p>
<ul>
<li><blockquote>
<p>“Categories” is now called “Tags”.</p>
</blockquote></li>
<li><blockquote>
<p>“Overview” is now called “Long Description”</p>
</blockquote></li>
</ul>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/951a00a2-f7b2-4f9a-bd00-3d34bddbb2c0.png" width="50%" height="auto" /></p>
<p><strong>1.3.1</strong> <strong>Course Video</strong></p>
<p>In the “Settings” tab a “Course Video” embed code can be configured. The video will be embedded on the Course Invitation page as seen below.</p>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/4458525e-be0b-402f-8faf-11e8a4940489.png" width="50%" height="auto" /></p>
<p><strong>1.4</strong> <strong>Branding</strong></p>
<p>Branding configurations including Course image and color are now in the “Branding” tab.</p>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/70aa8357-56be-4b09-92f2-c8376e8fa01e.png" width="50%" height="auto" /></p>
<p><strong>1.5</strong> <strong>Reporting</strong></p>
<p>Course-wide reporting on User enrollment, completion and skills gain are in the “reporting.”</p>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/3cd6c5f6-6075-471f-8922-33195e90bcec.png" width="50%" height="auto" /></p>
<p><strong>2. Challenges</strong></p>
<p><strong>2.1 Form Challenges</strong></p>
<p>A more robust challenge can be created for users to submit a response. URL challenges are still available.</p>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/b0fbc5ae-de34-4b55-a4aa-2e90441763f4.png" width="50%" height="auto" /></p>
<p><strong>2.1.1 Form Fields</strong></p>
<p>Available fields to collect user responses include, short text, long text, file upload and multiple choice.</p>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/71ce19f6-eb94-487e-8ad8-c621e8d4c78d.png" width="50%" height="auto"/></p>
<p><strong>2.1.1 Question Description</strong></p>
<p>A description is available on all question types which supports HTML including image upload.</p>
<p><img src="https://turbine-user-content.s3.us-east-2.amazonaws.com/user-content/3eQGxUkQ19eZ6sycbd6hT2/eb19658e-13c6-43e2-b1ef-dbdae14ee151.png" width="50%" height="auto" /></p>


Release Notes Jan 4, 2022



<img className='text-center align-self-center' src="/img/logos/SpaceTEC_Logo.jpeg" width="60%" alt="" />
{/* ![](/assets/img/logos/SpaceTEC_Logo.jpeg){:.text-center .mx-auto} */}

In an effort to provide the best, and most effective, preparatory experience possible, [SpaceTEC®](https://spacetec.us/){target="_blank"} is going with Turbine Workforce to deliver online technical materials and resources for the Certified Aerospace Technician Core exam. This move will provide a more modern, user-friendly and effective learning environment for technicians seeking SpaceTEC certification for a career in aerospace.

We are over the moon to work with SpaceTEC to help meet the growing demand for skilled workers and technicians in the aerospace industry.

We are also excited to eventually support the SpaceTEC [Schools-to-Space® Program](https://spacetec.us/schools-to-space/){target="_blank"} to provide primary and secondary STEM educators the tools to teach space.

SpaceTEC is a nonprofit organization that provides workforce development and education services to support the aerospace sector. SpaceTEC is based in Titusville, Florida, outside Cape Canaveral.

The competencies of the SpaceTEC Core Certification developed in coordination with the aerospace industry and employers affirm a robust knowledge and skill base that are mission critical: technical, mechanical, electrical, safety, materials, testing and measurement.


## **Core Certification Competencies**

{/* {% include components/accordion.html %} */}

SpaceTEC Selects Turbine Workforce for Certified Aerospace Technician® Core exam prep


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  <img src="/img/logos/Job-Skills-Institute-Logo.png" width="auto" height="250px" class="mx-auto img-thumbnail m-4" />
</div>
</div>

We're excited to welcome the [Job Skills Institute](https://jobskillsinstitute.com/){target="_blank"} to the customer family, and to support California workforce development. The Institute provides bilingual training and workshops on soft skills, leadership development, career transition planning, workplace excellence and state mandated harassment prevention training and a 4-week Job Skills Club in English & Spanish language cohorts.

Los Institutos ofrecen consultoría privada, facilitación de capacitación bilingüe en el sitio y en línea, capacitación empresarial y trabajo con y para la comunidad latina en educación y iniciativas de empoderamiento.

Most exciting is the collective growth roadmap that will be powered by Turbine. It's been a pleasure to get to know Celia Garcia and we're pumped to work with her and her team.


<div class="row">
  <img src="/img/logos/jobskillsclub.png" width="auto" height="550px" class="mx-auto img-thumbnail" />
</div>

Job Skills Institute goes big on Turbine Workforce


<div className="container">
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<img src="/img/logos/LBI.png" width="auto" height="150px" className="mx-auto" />
</div>
</div>

The Latin Business Institute selects Turbine Workforce for Spanish-language skills and career development and as the platform of choice to power its World Languages Center and its California workforce development programs. The institute provides bilingual training and workshops on soft skills, leadership development, career transition planning, workplace excellence and state mandated harassment prevention training and a 4-week Job Skills Club in Spanish language cohorts.

El instituto ofrece consultoría privada, facilitación de capacitación bilingüe en el sitio y en línea, capacitación empresarial y trabajo con y para la comunidad latina en educación y iniciativas de empoderamiento.

Latin Business Institute selects Turbine Workforce for Spanish-language skills and career development


We're excited to have been invited by the Community College of Allegheny County to support its participation in SAIL-CC, a 4-year project funded by the National Science Foundation to develop and deploy entry-level Computer Science/Information Technology curricula with community colleges for community colleges. SAIL-CC is an acronym for _The Social and Interactive Learning - Community College_ and the program will also provide professional development for participating faculty, and conduct learning science research.

The SAIL-CC program is powered by [Sail()<i class="fa-solid fa-arrow-up-right-from-square fa-2xs"></i>](https://sailplatform.org/){target="_blank"}, an AI-powered LMS developed by Carnegie Mellon University professor [Majd Sakr<i class="fa-solid fa-arrow-up-right-from-square fa-2xs"></i>](https://www.cs.cmu.edu/~msakr/){target="_blank"}. Professor Sakr leads a SAIL-CC platform team at [CMU's Block Center for Technology & Society<i class="fa-solid fa-arrow-up-right-from-square fa-2xs"></i>](https://www.cmu.edu/block-center/). The compelling case for why community colleges are receiving the attention and resources from faculty at America's top ranked Computer Science school was made clear in a Medium post from last December by the Block Center.

> In 2021, there were more than 609,000 open computer science jobs in the U.S., while only
> 71,000 new computer scientists graduated from American universities last year.
> Given the limited workforce available to fulfill the growing number of jobs in emerging
> technology fields, to remain competitive, the nation desperately needs new methods to
> effectively train the workforce of the future.
>
> Our community colleges, which currently number over 1,100 and train 11 million students
> represent a promising opportunity to help fill this gap, due to their focus on
> job-oriented student outcomes and programmatic alignment with employers’ needs. 
> [Faculty Spotlight: Professor Majd Sakr and the Sail() Platform <i class="fa-solid fa-arrow-up-right-from-square fa-2xs"></i>]
(https://medium.com/@CMUBlockCenter/ faculty-spotlight-professor-majd-sakr-and-the-sail-platform-63346aa335ce){target="_blank"}


<br/>
By the numbers presented in the Medium post, the US produced only enough new computer scientists last year to meet 11.5% of employer demand!

It makes sense that a platform like SAIL() with AI power would tackle the CS competency shortage. Even if the number of CS candidates doubled, could the academic system absorb them? Probably not. There probably aren't enough CS instructors in American post-secondary institutions to yield sufficient supply to meet employer demand.

So where does Turbine Workforce come in?

CCAC asked Turbine to build a custom integration with Sail() to manage user credentials and receive performance metrics and grades passed back from Sail().  Professor Sakr has been kind to provide our dev team with documentation on Sail()'s APIs. We expect to have a custom integration to Sail() built in short order.

Presently Sail() supports integration with three commercial enterprise LMSes for user management (the brand names of two of these LMSes begin with the letter B, and one begins with the letter C). CCAC uses one of the Bs for its credit-side learning. CCAC's Workforce department (non-credit-side) has saved thousands of hours of staff time with our automations, particularly enhanced attendance and automations for CEU tracking and certificate production.

But what won the day for Turbine here was our LMS's ease-of-use for everyone: admins, instructors and non-credit students. Turbine just flat out delivers a better user experience than the Bs and Cs out there, and CCAC sees B's leg of the customer capture relay as the weak point. And they're right.

Turbine delivers a modern web user experience and B doesn't. CCAC has some big plans for its SAIL-CC collaboration, and to those at CCAC Workforce, Turbine is the safer, higher upside option.

We're very excited to scale the SAIL-CC course offerings within the CCAC Workforce catalog and to other Turbine customers via our syndication application.

<img className='img-thumbnail m-0' src="/img/post-images/sail-cc/sail-cc-catalog.png" alt="" width="100%" />
{/* ![](/assets/img/post-images/sail-cc/sail-cc-catalog.png){:.img-thumbnail .m-0} */}
<figcaption class="text-right">Two SAIL-CC courses shown in the Turbine catalog view.</figcaption>

<img className='img-thumbnail' src="/img/post-images/sail-cc/sail-intro-computing.png" alt="" width="100%" />
{/* ![](/assets/img/post-images/sail-cc/sail-intro-computing.png){:.img-thumbnail} */}
<figcaption class="text-right">The SAIL-CC Intro to Computing in the Turbine class dashboard view.</figcaption>

---

[SAIL-CC<i class="fa-solid fa-arrow-up-right-from-square fa-2xs"></i>](https://www.mtsac.edu/president/cabinet-notes/2020-21/11-nov/1e_SAIL_Community_College_Collaborators.pdf){target="_blank"}

[CMU Learning Lab To Help Design, Develop Community College Computer Science Curriculum<i class="fa-solid fa-arrow-up-right-from-square fa-2xs"></i>](https://csd.cmu.edu/news/cmu-learning-lab-help-design-develop-community-college-computer-science-curriculum){target="_blank"}

Turbine to scale CCAC's delivery of CMU SAIL-CC


A headline caught my eye ["Chegg stock crashes amid 'issues of enrollment, the economy, and now inflation'"](https://finance.yahoo.com/news/chegg-stock-crashes-100006141.html). Chegg is an e-textbook and edu services company that I don't really care about, but it does have a market cap of $2.43B, so...I clicked.

Chegg lowered its guidance and investors bailed fast.  Chegg CEO Dan Rosenweig attributed the coming loss of customers and revenues to inflation and suggest that people are full-stop on their education and forced to enter the workforce full-time to keep pace.

Then, I get [this email](https://link.thebalance.com/view/5e8ee0894b2ef462153e44c4gff67.49ey/59f4892d) this morning from The Balance with the subject line: _Hiring Slows_.

<img src="/img/post-images/chegg/hiring-slows-email.png" width="75%" height="auto" class="mx-auto img-thumbnail m-4" />

Dear Mr. Rosenweig, sir, would hiring slow if your millions of customers are suspending their education and entering the workforce?

> Here's what Rosenweig said:

> "As noted in our fourth quarter call, we entered the year with momentum, however this trend has not
> continued at the level we expected," Chegg CEO Dan Rosensweig said on Monday evening earnings call. "The
> issues of enrollment, the economy, and now inflation have all impacted our industry. **Students continue
> to take fewer classes and those they do take are often less rigorous, with fewer or more limited
> assignments. With higher wages and increased cost of living, more people are shifting their priorities
> towards earning over learning**, resulting in a lower course load, or delaying enrollment in school at
> this time."

No doubt cost of living increases force people out of education and into the workforce. This migration is contrary to all that I'm hearing on customer discovery calls and discussions with clients: _Employers cannot find enough warm bodies to hire_.

> Here's what Kristin Myers, The Balance, Editor-in-Chief wrote in her email:

> This morning we got a glimpse of the national employment picture as jobs in the private sector increased
> by 247,000 in the month of April, down from March’s rise of 479,000 according to the payroll provider 
> ADP’s National Employment Report. While ADP’s report and the Labor Department’s report, which will be 
> released on Friday, don’t always mirror each other, the ADP figures do serve as a leading indicator of 
> labor market trends.
> **The numbers in ADP’s report came in below estimates, and significantly below March’s figures, 
> indicating hiring might be slowing in the U.S...**

Hmmmm...folks are not pursuing education and not entering the workforce? So, where are they?

Then, I remember a headline from a month ago: [Community college enrollment is down, but skilled-trades programs are booming](https://www.npr.org/2022/03/28/1086454046/2-year-skilled-trades-programs-booming)

[^2]: [The College Pay-off](https://cew.georgetown.edu/cew-reports/collegepayoff2021/), Georgetown University's Center on Education and the Workforce

This article leads us to [another](https://www.npr.org/2021/10/07/1043737586/college-degree-high-school-diploma-high-paying-trade-jobs) that highlights a big finding from a study from Georgetown University's Center on Education and the Workforce[^2] :

> **a growing number of people without a bachelor's degree are now out-earning those with one.**

I'll pump the breaks here. I'm not an economist (nor did I stay at a Holiday Inn Express last night), but I think Rosenweig has an easy scapegoat in inflation for the truer fact that his customer base is recognizing the poor return (of salary and potential salary) on their investment (tuition and overpriced, outdated ebooks) of undergraduate and graduate degrees. Technical education and gaining vocational skills have a much better ROI -- shorter time to acquire in-demand skills, ability to earn income while learning (work-based learning and apprenticeships) and clearly better long-term earnings potential.

Chegg's guidance, IMHO, is just one more leading indicator that the higher education bubble is letting out some air.

All this underscores why we at Turbine are focused on shortening the gulf between employers and the institutions - community colleges and Career & Technical Centers - tasked with developing the skilled workforce for the future American economy. Employers *must* get more involved in the skills development.

So, are people selling back their e-textbooks and acquiring technical, vocational job skills?

What do you think?






Did the higher education bubble let out some air?


![](/img/logos/loa-logo.webp)
{/* {:.text-center .mx-auto} */}

We're excited to welcome the [Library of Agile](https://www.libraryofagile.org/){target="_blank"} to the Turbine customer community. It is always great to bring in a new customer but especially when one recognizes outright the power of Turbine. Library of Agile is led by Pete Oliver-Kruger, who has built a potent repository of Agile instruction and tools. We look forward to converting the potential power of the Library into the job and leadership skills needed by organizational managers and leaders.

Library of Agile to power growth on Turbine


_Updated CCAC is to onboard another cohort of IMT apprenticeships in January 2023._

Community College of Allegheny County Workforce will run their Industrial Manufacturing Technician apprenticeships on Turbine. The 12 apprentices are from great regional companies: Impact Guard and McConway & Torley, LLC and it's an honor to work with them. The IMT is ~18mo program w/ 264 hours of coursework and 2,736 hours of on-the-job training. Turbine will deliver the courses and automate other admin, record keeping that will save thousands of hours of time for all involved! (scoop: an announcement on our #apprenticeship features suite will be made in Aug.)

Apprentices will take CCAC's MEC 100 & 102 courses on Turbine and upon completion are able to stand for the Certified Production Technician (CPT) Certificate from the Manufacturing Skill Standards Council (MSSA).

Includes modules in: Safety, Quality, Mfg Processes and Production, Maintenance Awareness

We appreciate the comment of support from Dr. Justin Starr, who is the professor of Mechatronics and Advanced Manufacturing at CCAC, and a great champion of Turbine and has been administering the MEC courses on Turbine for more than a year.

You can read the IMT course work [here](/assets/docs/apprenticeships/IMT General Course Schedule__2021.pdf).

![](/img/post-images/imt-ccac.png)


![](/img/post-images/starr-comments.png)





CCAC runs Industrial Manufacturing Technician apprenticeships on Turbine


<div
className="row justify-content-lg-between align-items-lg-center mx-5 py-4 py-lg-5"
>
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    RTI Course Groups
    </h2>
    <p className="mb-1">Drive and track skills development with synchronous or asynchronous technical instruction provided by regional community colleges or approved training providers.</p>
    <p>Offer RTI that does not require apprentices to drive to on-campus technical instruction allowing them to save time, reduce unnecessary vehicle wear and tear, and travel expenses.</p> <p> Because RTI is often a paid component of an apprenticeship, employers likely are to bear costs for on-campus instruction.</p>

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        <div className="col-sm-12 col-md-8 order-md-2">
            <div style={{padding:"56.13% 0 0 0", position:"relative"}}>
                <iframe src="https://player.vimeo.com/video/744630787?h=8e35e3205c&amp;badge=0&amp;autopause=0&amp;player_id=0&amp;app_id=58479" frameBorder="0" allow="autoplay; fullscreen; picture-in-picture" allowFullScreen style={{position:"absolute",top:0,left:0,width:"100%",height:"100%"}} title="RTI Groups Apprenticeship"></iframe>
            </div>
        </div>
    </div>

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RTI Course Groups for Apprenticeships


For Apprenticeship Sponsors
For OJT
For secure, unified Login credentials across all applications

<div className="container">

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    <div className="card col-lg-4">
        <a href="https://tellvela.com/" target="_blank">
        <img className="card-img-top" src="/img/tw-family/Vela_logo.svg" alt="Vela"/>
        </a>
      <div className="card-body">
        <p className="card-text">Voice-driven and LLM-powered OJT logbook for apprenticeship compliance and give employers unprecedented visibility into OJT.</p>
      </div>
    </div>
    <div className="card col-lg-4">
        <a href="/apprentage" target="_blank">
      <img className="card-img-top" width="auto" height="200px" src="/img/brands/apprentage/apprentage_text_logo.svg" alt="Apprentage"/></a>
      <div className="card-body">
        <p className="card-text">Apprentage is a complete platform to simplify, manage and scale employer-based training programs and registered apprenticeships.</p>
      </div>
    </div>

    <div className="card col-lg-4">
        <img className="card-img-top" src="/img/tw-family/TurbineLMS.svg" alt="TurbineLMS"/>
        <div className="card-body">
          <p className="card-text">TurbineLMS is a powerful system for actionable upskilling, assessment and connecting RTI to OJT and occupation competencies.</p>
        </div>
      </div>
  </div>
</div>


Next Generation of Turbine is coming very soon



<div className="container-fluid">
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    <h2>
      Industrial Robotics & Factory Automation
    </h2>
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<div style={{padding:'58.86% 0 0 0',position:'relative'}}><iframe src="https://player.vimeo.com/video/808632760?h=681b2bd308&amp;badge=0&amp;autopause=0&amp;player_id=0&amp;app_id=58479" frameBorder="0" allow="autoplay; fullscreen; picture-in-picture" allowFullScreen style={{position:'absolute',top:0,left:0,width:'100%',height:'100%'}} title="VEXcode V5 screenshots"></iframe></div><script src="https://player.vimeo.com/api/player.js"></script>
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        Conveyors, Sensors & Robotic Arm
      </h2>
      <p>The V5 Workcell utilizes a robotic arm and conveyor system, sensors, potentiometers and controllers and more that students build into a simulated professional workcell, automated micro-factory or assembly line. </p>
    </div>
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    <div className="col-sm-12 col-md-4 mb-4 mb-lg-0">
      <h2 className="h3">
        Robot Mastering
      </h2>
      <p>Workcell is a cost efficient option to instruct industrial robot mastering. Mastering an industrial robot is the process of identifying with precision the geometrical parameters in an robot’s kinematic structure. This is essential in making sure that the robot functions as programmed and completes its tasks safely, precisely and efficiently. Additionally, it provides roboticists with insight into how to make quick adjustments when needed, or how to enhance the accuracy and repeatability of robotic motion. The V5 VEX Workcell has potentiometers that are also used to know where the arm of the Workcell is in three-dimensional space.</p>
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      <h2 className="h3">
      </h2>
      <p>Educational robotics can be a powerful asset for addressing both computer science pedagogy and equity issues. Through robotics, students are able to bridge the gap between physical and virtual worlds, gaining an understanding of computer science in a meaningful and engaging way. Robotics can also empower learners who experience bias or lack of access in traditional avenues of learning, providing an additional gateway to computer science knowledge that has broad potential applications.</p>
    </div>
    <div className="col-sm-12 col-md-6 order-md-1">
      <img src="/img/post-images/workcell/workcell-quiz.png" className="img-fluid img-thumbnail" alt="" />
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    <img src="/img/post-images/workcell/vex-mars-math-expedition.png" className="img-fluid img-thumbnail" alt="" />
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<div className="col-sm-12 col-md-4 mb-4 mb-lg-0">
  <h2 className="h3">
    Commercial Space Sector
  </h2>
  <p> The VEX Continuum has many points of entry and customization into Space education. And provide effective resources that develop the skills, knowledge and understanding need for many different kinds of jobs involved in commercial space missions and launch operations. The VEX IQ, VEXcode VR, VEX EXP & V5 and V5 Workcell platforms are at the ready today, right now, to deliver curricula, games, challenges and employer-customized activities that drive workforce competencies and knowledge needed for a viable commercial Space industry.For example, parameters in VEXcode Vr challenges can be set to non-Earth environments and simulate missions to the Martian surface, deep space, Low Earth Orbit and the very accessible high-altitudes, like the Edge of Space zone. The Mars Math Expedition  Site when debris is cleared.In my view, this is a great example of how we make STEM learning interesting, imaginative and actionable for young people who are otherwise disconnected from academics. VEX offers a great way to jumpstart careers of experienced workers who won't upskill/reskill in a community college classNameroom for three hours on Wednesday nights, or by taking an _Intro to Physics_ className online.for manfucturing, scientific research, and good old fashioned human exploration.that will be commercially and privately accessible in their lifetimes (if not already).  job training and with total-package curricula and tools to on Mars. This is particularly useful as the  such as and, or even  These simulations and challeges can replicate real-world, off-earth scenarios - like operating robotic arms and conveyor systems from hundreds of thousands of miles away, if not more, in extreme conditions. And increasing their confidence and competency in engineering principles while developing their ability to think critically within complex aerospace scenarios.</p>
</div>
</div>
</div>


Turbine + VEX V5 Workcell is a Powerful Combo for Custom Employer-driven Workforce Training


https://vimeo.com/801044231?embedded=true&source=vimeo_logo&owner=152546564


Finding and retaining workers with strong occupational and employability skills can be difficult.37 Achieving a good fit between worker and employer means ensuring the former is able to use their skills effectively in the context of the latter’s organization. Employers vary in how they pursue that goal, often framed as “buy or build.” The employer using the buy approach hires workers with the required skills from the labor market. The employer using the build approach hires workers who initially may lack the required capabilities but trains them (whether in-house or through an outside provider) to become fully competent in the skills the employer needs. The estimates developed in this study capture the economic returns to employers choosing to build their own workforce through an AAI registered apprenticeship program.

Like all investments, the costs of registered apprenticeship primarily are incurred at the start; in this case, during the registered apprenticeship itself. The main cost is the compensation paid to the apprentice, followed by the lost value of production of the mentor during the registered apprenticeship period. Other costs include the costs of RTI, supplies and wastage, and registration costs. Once the registered apprenticeship period begins (i.e., worker is hired as an apprentice), the benefits of the registered apprenticeship flow, some during and some for several years after the registered apprenticeship ends, and the apprentice becomes a regular employee.
During the registered apprenticeship, the main benefit is the contribution of the apprentice to the employer’s productivity. If the benefits outweigh the costs, employers can recoup some of their investment during the registered apprenticeship itself.

After the registered apprenticeship ends, the value contributed by the registered apprenticeship completer ideally exceeds their compensation as a regular employee. Even though the value to the employer of the worker who has completed a registered apprenticeship is greater than their compensation, workers are not likely to leave the employer, due to the cost of changing jobs, due to imperfect information about the apprentice outside the employer, and due to the fact that it may be employer-specific knowledge that makes the apprentice more valuable to the training employer than to other employers (Wolter and Ryan 2011). Added to the former apprentice’s own productive contributions are indirect benefits, such as improved employee loyalty and engagement, pipeline of skilled workers reduced downtime, and process or product innovations.

Most employers more than recoup their investments in registered apprenticeship. Of the 68 employers surveyed, 46 (68 percent) achieved a positive net return over the 5 years since the registered apprenticeship ended, counting both direct and indirect benefits. Even when using the low valuation of apprentice productivity, two-thirds of employers gained financially from their registered apprenticeship investment. During the registered apprenticeship, 60 percent of employers recouped at least 80 percent of their costs, and almost 40 percent recouped their full costs. Thus, most apprenticeship investments yield a positive return at least by the fifth year after the apprenticeship and often sooner.

The median estimate of the employer’s return on investment in registered apprenticeship is 44.3 percent. This means that for every dollar invested in the apprentice, the employer ultimately earns $1.44 in benefits. This finding is consistent with prior research on individual registered apprenticeship programs.

Net returns to employers are higher when levels of productivity of apprentices are higher. Among the employers able to recoup their investments during the registered apprenticeship, the average productivity of apprentices was nearly 80 percent of the productivity of a fully qualified worker. Apprentices with employers with losses during the registered apprenticeship period averaged about 57 percent.

Total net benefits to employers varied widely, but the median employer experienced an almost $18,000 gain. For employers at the 75th percentile, total net benefits exceeded $100,000 per apprentice, whereas employers at the 25th percentile lost nearly $7,000 per apprentice. The median employer gained almost $18,000 per apprentice.

<div class="embed-responsive embed-responsive-1by1">
  <iframe class="embed-responsive-item" src="/assets/docs/apprenticeships/do-employers-earn-positive-returns-to-investments-in-apprenticeship.pdf"></iframe>
</div>

Lessons Learned
The study has important lessons for employers with registered apprenticeships, employers considering
registered apprenticeships, policymakers, and other stakeholders. Although the estimates apply only to
AAI employers, many of which are new to registered apprenticeship, these are the types of employers that
must offer registered apprenticeships if the U.S. registered apprenticeship system is to expand
significantly. Findings in this study suggest that employers are likely to do well when they emphasize
apprentice productivity and use registered apprenticeship to infuse their company with cultural and
organizational changes that provide indirect benefits beyond productivity.
• First, the finding that most employers gain from registered apprenticeship investments adds to the
compelling case for scaling up registered apprenticeships in the United States. This result is especially
notable because registered apprenticeship programs are often a new component of their talent
recruitment policies for many employers.
• Second, employers would experience greater returns to their registered apprenticeship investments if
the direct productivity benefits provided by the apprentice were higher. Greater returns could
potentially be accomplished if they take full advantage of the productivity of apprentices during and
soon after their training. Cost-effective programs begin giving apprentices productive tasks to
accomplish right away. For example, industrial maintenance technicians could conduct as much OJL
as feasible directly on machines that are in use, rather than on simulators or by shadowing mentors
who do machine maintenance.
• Third, the findings show that registered apprenticeships bring a range of benefits beyond the
apprentice’s productivity. Especially valuable is the improvement in the pipeline for skilled workers.
Nearly 60 percent of employers ranked this benefit as more valuable than the productivity gain of the
apprentice. One reason is the “option value” of having additional skilled workers in times of
uncertainty in demand for the employer’s products or services. Employers cannot know what business
conditions will be like at the end of an apprentice’s training, but a reliable pipeline of apprentices
gives them the option of retaining a skilled workforce in the future. A related benefit reported by
employers is more on-time deliveries, although only 30.9 percent of employers identified more ontime deliveries as more valuable than the productivity gain of the apprentice. Other important indirect
benefits are reduced turnover (48.6 percent identified the benefit as more valuable than the
productivity gain of apprentices), employee engagement and loyalty (55.8 percent), and improved
firm culture (50 percent).
• Fourth, the costs of RTI can be substantial for many employers, reducing their returns on their
investments. Higher RTI costs borne by employers are negatively correlated with net benefits during
the registered apprenticeship. For the 42 of 68 employers paying for RTI tuition and fees, the median
cost is $3,600 (the median for all 68 employers, including those not paying any RTI tuition and fees,
is $1,100). Gardiner et al. (2021) report that AAI grantees who provide financial support to employers
to pay for RTI made more progress towards their registered apprenticeship targets than grantees who
did not. Together, these findings suggest that employer incentives to pay for RTI could improve
employers’ returns to apprenticeship investments and contribute to robust registered apprenticeship
expansion. Financial support to employers for registered apprentices would also boost the employer
returns to apprenticeship investments during the registered apprenticeship program, when those
returns are lowest.
• Fifth, the wide range of estimates of employer returns may narrow as employers learn how to improve
their programs and minimize costs. Additional research could help determine the key factors that
drive differences in direct and indirect benefits. A limited follow-up to clarify estimates for selected
employers found that even some employers with estimated negative returns are planning to continue
and, in some cases, to expand their apprenticeship programs. The findings in this report indicate 
EXECUTIVE SUMMARY
Abt Associates Do Employers Earn Positive Returns to Investments in Apprenticeship? ▌ES-8
somewhat counterintuitively that positive returns are more difficult to achieve for larger employers,
registered apprenticeship programs in healthcare occupations, and longer registered apprenticeship
programs. This report discusses possible explanations for these findings and future research needs.
Finally, employers operating registered apprenticeship programs, policymakers, and other
stakeholders could publicize the ability of most employers to achieve positive returns to
apprenticeship investments. If more employers recognized the high likelihood of recouping their
registered apprenticeship investments, more employers would likely adopt registered apprenticeship
as a talent recruitment tool.
This report expands the evidence base on the costs and benefits of registered apprenticeship in the U.S.,
but it has limitations. The respondents to the Employer Survey were not randomly selected and are
distributed across many occupations, so it is difficult to infer anything about the experiences of specific
occupational programs. Although findings cannot be generalized to all employers that operate registered
apprenticeships generally, they are particularly valuable for understanding the experiences of employers
in nontraditional occupations new to registered apprenticeship, such as healthcare and IT, and where
apprenticeship is expanding. Almost 60 percent operated in either the healthcare and social assistance
industry (24 percent) or the manufacturing industry (35 percent). The occupational distribution of
apprentices described in the AAI Employer Survey is similar to the distribution of all AAI apprentices
across occupational categories, although apprentices nationally are more concentrated in the building
trades (Gardiner et al. 2021).
Certain costs and benefits are also difficult to measure, including the value of the apprentice’s
productivity and the indirect benefits of registered apprenticeship. Finally, the direct productivity benefits
of registered apprenticeship are projected into the future rather than directly measured, since even the
earliest AAI apprentices had only recently completed their registered apprenticeship programs at the time
of the survey. 

Models that Maximize Employer OJL Returns

Tell Vela


VEX Robotics provides educational robotics as a platform to drive STEAM education.

VEX Robotics have revolutionized STEM education with products that are effective, accessible, and affordable. The VEX brand is renowned and known worldwide. If you've not heard of it, chances are your kids or your younger workers have.

Beyond the products, VEX provides a supportive ecosystem of teaching tools, curriculum, [professional development](https://pd.vex.com/), and competitions. The result is a total package K-12 continuum that supports teacher STEAM capacity building, fosters dynamic, hands-on learning, and scales STEAM education across schools and districts.

And VEX does so in a way that excites and invigorates learners of all ages, and educators across disciplines. VEX Robotics is one of our earliest, if not, our first, partners and customers.

So we are especially pumped and proud to lean further into this relationship and support the VEX community with the full range of the Turbine platform.

This collaboration focuses on bringing employer-driven job skilling, on-the-job training, and registered apprenticeships into the VEX ecosystem.

<img src="/img/screenshots/vex/vex-cs-blocks.png" height="300px" />


### Why should employers work with VEX?
Well, after all, the millions of students who learn and compete on the continuum of VEX educational robots are the current and future employees of these companies -- and likely the most technically skilled ones on the payroll.

Employers that can integrate the VEX continuum into their OJT, hands-on learning, and upskilling will have more hands-on, engaging, and thus, more effective job training.  These employers will generate higher training ROI when these experienced VEXers act as peer instructors and mentors.  Now that's powerful! 

A Turbine-VEX combo presents a very compelling proposition for workforce development saddled with old ideas, registered apprenticeships with boring RTI, and employers seeking higher yield on-the-job training (OJT) and employee retention.

<img src="/img/screenshots/vex/vex-factory-automation.png" height="300px" />
{/* <hr> */}
<img src="/img/screenshots/vex/vex-cs-python.png" height="300px" />


Turbine-VEX Robotics Partnership to Deliver Higher OJT ROI for Employers

 + 

 + ### Unlocking the Future of Workforce Development with Apprentage: A New Era of Apprenticeship

In today's rapidly evolving job market, the demand for skilled workers is higher than ever. To address this need, traditional apprenticeship programs are undergoing a significant transformation with the introduction of Apprentage. This innovative platform is revolutionizing apprenticeship programs to meet the modern needs of businesses and job seekers, ushering in a new era of apprenticeship.

#### The Power of Apprentage Platform

At the core of this revolution is the Apprentage platform, which offers a comprehensive suite of features designed to streamline apprenticeship management. Organizations can tailor apprenticeship programs to align with their specific business objectives, ensuring that apprentices receive targeted training that meets industry standards. The platform's customization capabilities empower businesses to nurture talent effectively and drive workforce development initiatives forward.

#### Features Driving Success

Apprentage boasts a range of features that set it apart as a game-changer in the apprenticeship landscape. From seamless training customization to progress tracking for apprentices, the platform provides a user-friendly experience for both sponsors and apprentices. With efficient credential management and real-time monitoring of apprentices' development, Apprentage equips organizations with the tools they need to cultivate a skilled workforce.

#### User Usage Patterns

Users of the Apprentage platform have reported a significant increase in efficiency and effectiveness in managing apprenticeship programs. The intuitive interface and robust functionality have streamlined processes, allowing sponsors to focus on mentorship and skill development rather than administrative tasks. Apprentices, on the other hand, benefit from personalized training plans and clear pathways to career advancement, enhancing their overall learning experience.

#### Customer Success Scenarios

Numerous success stories have emerged from organizations that have embraced Apprentage as their preferred apprenticeship management solution. By leveraging the platform's capabilities, businesses have witnessed improved retention rates, increased productivity, and a more skilled workforce. Apprentage has enabled sponsors to nurture talent effectively, resulting in positive outcomes for both apprentices and the organizations supporting them.

In conclusion, Apprentage is reshaping the future of workforce development by reimagining apprenticeship programs for the digital age. With its innovative platform, tailored features, and focus on user success, Apprentage is paving the way for a new era of apprenticeship that meets the evolving needs of businesses and job seekers alike. Embrace the future of apprenticeship with Apprentage and unlock the full potential of your workforce development initiatives.

Unlocking the Future of Workforce Development with Apprentage: A New Era of Apprenticeship


_This is the first of several posts to come that will highlight the work we are doing with LLMs and vector embeddings. We are excited to share our progress and hope you enjoy reading about it._

Revolutionizing Apprenticeship Programs with Turbine's evolution of LLM Framework

Apprenticeships offer a unique opportunity for individuals to acquire valuable skills and education while earning a living. However, the complexity of the Registered Apprenticeship (RA) system poses challenges for employers and apprenticeship sponsors alike.

Turbine Workforce platform has taken a significant stride in addressing these challenges by wholesale integration of Large Language Models (LLMs), NLP transformers, vector databases into our tech stack.

**Turbine platform is effectively evolving into a framework to connect customer knowledge base, and RA metadata with large language models**, like GPT-4, GPT-3.5-turbo, Cohere, LLaMA. We are particularly interested in converting natural language into API calls or database queries. Skulls start to blow their tops around here when we talk about an LLM output that contain arguments to call functions. &#129327; &#128640;

**The impact and upside is pretty huge** for RA Sponsors and employers. Despite the clear benefits to employers and employees of RAs, the intricacies of the process often deter employers from engaging in the program, while apprenticeship sponsors struggle with labor and business regulatory compliance management.

**With Turbine, participation in RA programs will be simplified** and automated. Compliance with RA standards, federal requirements and alignment with regional workforce development systems will be the standard, not the exception.

Scaling Registered Apprenticeships can present challenges as well. These apprenticeships are meticulously designed to provide paid on-the-job training and comprehensive instruction, cultivating highly skilled professionals in specific occupations. These programs maintain rigorous standards that outline essential training and proficiency benchmarks apprentices must achieve to successfully complete the program. Typically, individuals accumulate a minimum of 2,000 hours of on-the-job learning, complemented by a recommended minimum of 144 hours of relevant instruction.

However, documenting OJT hours in a logbook can be burdensome, time-consuming, and often poorly executed. Consequently, evaluating skill progression and maintaining balance across the RA competency model often becomes subjective and lacks quantification.

**One way we have introduced LLMs to customers is with [VELA](https://tellvela.com/), our Voice-enabled logbook application.**

VELA effectively addresses this challenge by providing apprentices with a tool to verbally record their just completed task into VELA. The LLM classifies, parses, and creates a text embedding of the transcribed record, which, upon approval by the OJT manager, populates the logbook. Employers gain unprecedented visibility into the work their apprentices are doing, and accountability is built into the managers' approvals. The impact is a higher yield on the apprenticeship investment for employers.

RA Sponsors and employers can now utilize Turbine's LLM to create training plans, manage apprenticeship agreements, and track compliance. Employers can also leverage Turbine's LLM to participate in RA programs, gain insights on regulatory compliance, make data-driven decisions, and reach a broader pool of apprentices regardless of their location.

**Turbine's integration with LLM not only simplifies** and cost-effectively ensures compliance but also provides a centralized source for all compliance management data. This reduces the time spent on administrative tasks associated with managing the RA program, allowing employers to focus on other responsibilities and work more efficiently and effectively. Additionally, there is improved coordination with the Regional Workforce Development System, aiding in self-evaluation of the program and expediting RA certification.

**Turbine's LLM framework is a game-changer** for Registered Apprenticeships. This integration facilitates a smoother process for employers, apprenticeship sponsors, and beneficiaries, significantly reducing entry barriers for both parties. It paves the way for more Apprenticeships, benefiting employers by expanding the available labor pool and empowering apprentices as they gain valuable skills and knowledge while earning a salary.



Revolutionizing Apprenticeship Programs with Turbine's Integration of LLM Framework

 + 

 + # Innovating Apprenticeship: The Apprentage Advantage for Employers and Employees

In today's rapidly evolving job market, the need for skilled workers is more critical than ever. Apprenticeship programs have long been recognized as a valuable way to bridge the gap between education and employment, providing individuals with hands-on experience and employers with a pipeline of talented workers. One platform that is revolutionizing the apprenticeship landscape is Apprentage, offering a unique advantage for both employers and employees.

## Transforming Educational Experiences into Real-World Job Opportunities

Apprentage plays a crucial role in transforming educational experiences into real-world job opportunities. By combining classroom learning with practical work experience, Apprentage equips individuals with the skills and knowledge needed to succeed in today's competitive job market. Through hands-on training and mentorship, apprentices gain valuable insights into their chosen field, preparing them for a successful career ahead.

## Closing the Skills Gap with Apprentage

One of the key benefits of Apprentage is its ability to close the skills gap that often exists between education and employment. By providing a platform for individuals to gain practical experience in their chosen field, Apprentage ensures that they are well-equipped to meet the demands of the job market. Employers benefit from access to a pool of skilled workers who have been trained through the Apprentage program, reducing the time and resources required to onboard new employees.

## The Apprentage Platform and Features

The Apprentage platform offers a user-friendly interface that makes it easy for both employers and employees to navigate. Employers can create apprenticeship opportunities, set specific learning objectives, and track the progress of their apprentices through the platform. Employees, on the other hand, can browse through available apprenticeship programs, apply for positions that match their interests and skills, and receive feedback and guidance from experienced mentors.

## User Usage Patterns and Customer Success Scenarios

Users of the Apprentage platform have reported high levels of satisfaction with the program, citing its effectiveness in preparing them for the workforce. Employers have seen a significant improvement in the quality of their workforce, with apprentices bringing fresh perspectives and innovative ideas to the table. Employees have praised the hands-on nature of the program, which has allowed them to develop practical skills that are directly applicable to their chosen field.

In one customer success scenario, a small tech startup used the Apprentage platform to onboard a group of apprentices in software development. Over the course of the program, the apprentices worked on real projects, gaining valuable experience and contributing to the company's success. As a result, the startup was able to hire several of the apprentices as full-time employees, who continue to make significant contributions to the company's growth.

## Conclusion

Innovating apprenticeship programs like Apprentage are essential in today's fast-paced job market, where practical skills and real-world experience are highly valued. By bridging the gap between education and employment, Apprentage offers a unique advantage for both employers and employees, ensuring that individuals are well-prepared for the challenges of the workforce. With its user-friendly platform, valuable features, and proven success stories, Apprentage is leading the way in transforming educational experiences into real-world job opportunities.

Innovating Apprenticeship: The Apprentage Advantage for Employers and Employees


# Title: Maximizing ROI: How Apprentage Helps Employers Optimize Apprenticeship Programs

In today's competitive business landscape, employers are constantly seeking ways to maximize their return on investment (ROI) in various aspects of their operations. One area where ROI optimization is crucial is in apprenticeship programs. Apprenticeships offer a unique opportunity for employers to develop a skilled workforce while also benefiting from government incentives and tax credits. However, ensuring that apprenticeship programs deliver a positive ROI requires careful planning, monitoring, and optimization.

## The Role of Apprentage Platform

Enter Apprentage, a cutting-edge platform designed to help employers optimize their apprenticeship programs and maximize their ROI. The platform offers a range of features and tools that empower employers to make data-driven decisions and track the performance of their apprenticeship initiatives effectively. By leveraging the capabilities of Apprentage, employers can streamline their apprenticeship programs, identify areas for improvement, and ultimately enhance the overall success of their workforce development efforts.

## Key Features of Apprentage

### 1. ROI Templates and Insights

Apprentage provides clear ROI templates and data-driven insights that enable employers to quantify the benefits of their apprenticeship programs. By analyzing key metrics such as cost savings, productivity gains, and employee retention rates, employers can demonstrate the tangible impact of their apprenticeship investments. This transparency not only helps employers justify their participation in apprenticeship programs but also encourages them to optimize their initiatives for maximum ROI.

### 2. User Usage Patterns

The platform tracks user usage patterns to provide valuable insights into how employers are engaging with the platform and utilizing its features. By analyzing user behavior, Apprentage can identify areas of the platform that are most valuable to employers and optimize the user experience accordingly. This data-driven approach ensures that employers can make the most of the platform's capabilities and maximize the benefits of their apprenticeship programs.

## Customer Success Scenarios

### Scenario 1: Company A

Company A, a manufacturing firm, implemented an apprenticeship program using Apprentage. By leveraging the platform's ROI templates and insights, Company A was able to track the performance of its apprenticeship program and demonstrate a significant increase in productivity and employee retention. As a result, Company A saw a substantial ROI on its apprenticeship investment and continued to expand its workforce development efforts.

### Scenario 2: Company B

Company B, a technology startup, struggled to justify the cost of implementing an apprenticeship program. However, after adopting Apprentage and utilizing its data-driven insights, Company B was able to quantify the benefits of its apprenticeship initiatives and showcase a positive ROI to stakeholders. This success story not only boosted employee morale but also attracted top talent to Company B's apprenticeship program.

In conclusion, Apprentage plays a crucial role in helping employers optimize their apprenticeship programs and maximize their ROI. By providing clear ROI templates, data-driven insights, and user usage patterns, the platform empowers employers to make informed decisions, track the performance of their apprenticeship initiatives, and achieve tangible results. With Apprentage, employers can unlock the full potential of their apprenticeship programs and drive success in workforce development.

Maximizing ROI: How Apprentage Helps Employers Optimize Apprenticeship Programs.

 + 

 + **Transforming Apprenticeship Success Rates with Apprentage's Support**

Apprentage is revolutionizing the landscape of apprenticeship programs with its innovative platform designed to support and enhance the success rates of apprentices. By leveraging the unique features and capabilities of Apprentage, both apprentices and employers can experience a significant boost in completion rates and productivity levels.

**Platform Features and User Usage Patterns**

The Apprentage platform is built with a user-centric design that prioritizes ease of use and simplifies the management of apprenticeship programs. Through digital and voice-enabled features, the platform enriches the apprenticeship experience, leading to higher user engagement and understanding. By integrating predefined workflows and processes for tracking, reporting, compliance, and data analysis, Apprentage ensures that best practices are followed in apprenticeship management. Overall, it is a comprehensive software platform that provides data-driven insights to improve program outcomes.

**Customer Success Scenarios with Apprentage**

Customer success scenarios with Apprentage involve tailoring apprenticeship programs to meet specific industry, employer, and organizational requirements, ensuring a perfect fit for their goals. By utilizing AI-powered analytics for strategic development, customers can make data-driven decisions to enhance the effectiveness of their apprenticeship programs. These scenarios showcase how Apprentage empowers customers to optimize their apprenticeship initiatives and achieve remarkable success in their workforce development efforts.

In conclusion, Apprentage's support is a game-changer in transforming apprenticeship success rates. By offering a robust platform with user-friendly features and facilitating tailored solutions for customers, Apprentage is driving positive outcomes in the realm of apprenticeship programs. With Apprentage's support, the future of apprenticeship programs looks brighter than ever before.

Transforming Apprenticeship Success Rates with Apprentage's Support

 + 

 + **Navigating the Complexities of Registered Apprenticeships with Apprentage**

In the realm of workforce development and skills training, managing registered apprenticeships can often be a daunting task. However, with the innovative infrastructure as a service platform, Apprentage, navigating these complexities becomes a seamless and efficient process. 

**Apprentage Platform Features**

The "Apprentage" platform offers a range of key features that revolutionize apprenticeship management. From digitizing and automating paperwork to simplifying documentation processes, Apprentage streamlines the administrative burden associated with apprenticeships. Moreover, its monetization and membership features enable employers to host landing pages, create booking funnels for monetization, and promote sales within the platform. This comprehensive approach signifies a shift towards modernizing workforce development and skills certification.

**User Usage Patterns of Apprentage**

Users of Apprentage leverage the platform to meticulously track and document apprentices' competencies and skills. By ensuring consistency in the job book and facilitating competency sign-offs, Apprentage bridges the gap between HR departments and mentors. This user-centric approach enhances the overall efficiency and effectiveness of apprenticeship programs.

**Customer Success Scenarios with Apprentage**

Customer success stories with Apprentage showcase the platform's ability to tailor training and assessment tools to meet specific industry and employer needs. By offering customization options and AI-powered analytics for data-driven decision-making, Apprentage empowers organizations to achieve strategic development goals. These success scenarios highlight the transformative impact of Apprentage on program outcomes and long-term success in the realm of modern apprenticeships and training.

In conclusion, by embracing the capabilities of Apprentage, employers can navigate the complexities of registered apprenticeships with confidence and efficiency. The platform's innovative features, user-friendly interface, and customer-centric approach make it a valuable asset in the realm of workforce development and skills training. With Apprentage, the path to successful apprenticeship management is clearer than ever before.