In 2016, DOL commissioned an evaluation of the AAI grants to build evidence about the effectiveness of registered apprenticeship for apprentices and employers. The AAI evaluation includes four sub-studies. This report presents results from the employer return-on-investment (ROI) sub-study. The key finding is two-thirds of employers interviewed for the study at least recoup their apprenticeship investments, and that the median return on investment is $1.44, or $144 for every $100 invested.
In 2021, it’s all about rapid skill building at scale.
Career Pathways Descriptive and Analytical project, which included a portfolio of three studies: a meta-analysis on the impacts of career pathways program approaches; a longitudinal career trajectories and occupational transitions study; and an exploratory machine learning study. Each study fills important gaps in the evidence base.
Evaluator Julie Strawn, co-author of the brief Building Career Pathways Programs & Systems: Insights from TAACCCT and third-party evaluator Heather McKay as they share findings and observations of grantees’ experiences with strategies used to build career pathways.
Clearly defined career paths & on-the-job skills development are job-quality elements that affect worker well-being.
The Department of Labor’s Employment and Training Administration (DOLETA) released the Career Pathways Toolkit. The enhanced Toolkit features the Introduction, Resources and the Six Key Elements of Career Pathways. Each element now includes embedded – and writeable – worksheets to help State and local teams with implementation.
Career readiness is a foundation from which to demonstrate requisite core competencies that broadly prepare the college educated for success in the workplace and lifelong career management.
The toolkit provides a six-step sustainability process, with accompanying worksheets, for consortia.
Competency models are a resource for both the business and jobseeker customer. They provide a framework for business and industry to clearly articulate their workforce needs. Competency models also provide a basis on which curriculum developers and training providers can ensure courses and programs include the relevant content. The models provide a map for jobseekers of the skills required for successful careers in an industry. They help to articulate the essential competencies required for occupational licenses and certifications, the credentials that ensure that a worker has the necessary skills to be successful at work. https://www.careeronestop.org/competencymodel/info_documents/LFCC-CaseSummary.pdf
Competency models identify the knowledge, skills, and abilities necessary for success in an occupation or industry. Because of this, models are a resource for developing credentials such as educational diplomas, certificates, and degrees; registered apprenticeship certificates; personnel certifications; or occupational licenses that ensure workers are prepared to face work-related challenges and activities.
Massachusetts employers need skilled workers to fill their job openings in many technical fields including advanced manufacturing and mechatronics occupations.
As we know, OJT and other work-based learning programs can be valuable business engagement activities. ETA developed this OJT Toolkit for the public workforce system to support development of an OJT work-based learning/training strategy utilizing WIOA resources. The Toolkit offers a main section on Policies and Procedures, as well as additional program-related forms to help implement an OJT strategy to support businesses and job seekers.