The opinions expressed in this presentation are those of the speaker. The International Foundationdisclaims responsibility for views expressed and statements made by the program speakers.

Best Practices in Job Training and Apprenticeship Retention

Adine O. FormanExecutive Director

Hospitality Training AcademyLos Angeles, California

Dr. John S. Gaal, CEA, MCCTE

Director, Training and Workforce DevelopmentSt. Louis‐Kansas City 

Carpenters’ Regional CouncilSt. Louis, Missouri

Sean W. StricklandChief Executive OfficerOntario Construction 

SecretariatToronto, Ontario

3-1

The opinions expressed in this presentation are those of the speaker. The International Foundationdisclaims responsibility for views expressed and statements made by the program speakers.

Sean W. StricklandChief Executive Officer

Ontario Construction SecretariatToronto, Ontario

Ontario’s Construction Apprentices: Early Insights on Who Registers, Who Completes, Who Quits and Why

3-2

Troubling Apprenticeship Completion Trends

3-3

Troubling Apprenticeship Completion Trends

• Numerous studies suggest that less the 50% of apprentices complete their apprenticeship

• Huge opportunity cost in terms of:– Lost productivity– Costs to the education system, training

facilities and employers– Lower wages– Lost workers

3-4

ONTARIO

487,000 workers

$85 billion market

91,000 new workers needed

CANADA

1.4 million workers

$250 billion market

330,000 new workers needed

Demand for Workers

3-5

Demand for Workers

3-6

Why a Longitudinal Study?

• To develop a broader understanding of apprentices’ experience and behaviours

• To identify triggers and/or barriers to completing • To enhance our understanding of completion rates by

trade• To share what we learn with training and industry

stakeholders to enhance the experiences of apprentices and improve completion rates in Ontario

Who Registers? Who Completes? Who Quits? And Why?

3-7

Our Partners

Employment Ontario

3-8

Barriers to Apprenticeship Completion

Three Broad Categories• Labour Market Factors• Individual Apprentice Factors• Apprenticeship Program Factors

3-9

Barriers:Labour Market Factors

Labour Market Factors• High unemployment rates are

associated with low completion rates (Bilginsay, 2003; Brunello, 2009; Coe, 2013)

• 37% of apprentices had suffered periods of unemployment (Sharpe and Gibson,2005)

• Apprentices lured by job opportunities outside their program

3-10

Barriers:Individual Characteristics

Individual Characteristics• Evidence that there are fewer completions

among older apprentices (Prasil, 2005)

• Older apprentices may have more family and financial commitments

• Gender—Completion is higher for men when control for trade (Laporte and Mueller, 2011)

• Employer concerns over the literacy and mathematical skills of apprentices (CAF, 2004)

3-11

Barriers:Program Characteristics

Program Characteristics• Duration of program • Compulsory or voluntary• Union status • Time spent in technical training (in-class)• Mentoring opportunities

3-12

Opportunity for construction industry apprentices to:• Interact with other

apprentices• Participate in surveys• Help shape the future

of the apprenticeship system in Ontario

Web Portal

3-13

The Surveys

Recruitment Survey• Apprentice characteristics (age, gender, family

circumstances, previous experience, etc.)• Apprenticeship program (training, length of

program, mentorship, etc.)• Labour market environmentWelcome Survey• Experience to date as an apprentice• Motivation for entering apprenticeship program• In-School training

3-14

The Surveys

Survey 1• Progress to date (in-school, work experience)• Family background (parent education, exposure to trades)• Current employment statusSurvey 2• Knowledge and use of government grants and incentivesSurvey 3• Ethnicity/Family Background• Challenges/barriers experienced during apprenticeship

Time-varying factors will be updated throughout the study

3-15

Summary Statistics Female 7.1%

Foreign Born 11.4%

Member of a Union 57.3%

Father has Apprenticeship 22.3%

Father Works in Construction 42.8%

Average Age 28.5

Average Years of Schooling 12.5

Number of Apprentices in Sample 723

Apprentice Profile

3-16

Apprentice Profile

3-17

Government Grant/Incentive Awareness

3-18

Why?• 37% indicate working at

a job related to their apprenticeship

• 11% note their employer has made it difficult to take time off to attend in-school training

• 9% indicate health or other personal circumstances

Behind in Classroom Training

3-19

Why?• 75% report that significant

periods of unemployment• 7% reported they are

taking time away to earn income from jobs unrelated to their apprenticeship

• 4% indicate health or other personal circumstances

Behind in Work Experience

3-20

Do those that are indicate they are behind have different individual

characteristics?

3-21

Behind in Classroom TrainingYes No

Female 7.0% 6.7%

Foreign Born 18.3% 10.1%Member of a Union 62.3% 59.8%

Father has Apprenticeship 18.3% 23.2%Father Works in Construction 45.1% 42.3%Average Age 30.4 28.4

Average Years of Schooling 13.2 13.4Number of Apprentices in Sample 71 327

Behind in Classroom Training

3-22

Behind in Work ExperienceYes No

Female 10.8% 6.2%Foreign Born 12.0% 11.2%Member of a Union 61.0% 59.9%

Father has Apprenticeship 15.9% 24.2%Father Works in Construction 39.0% 44.2%

Average Age 29.8 28.6Average Years of Schooling 13.5 13.2Number of Apprentices in Sample 83 321

Behind in Work Experience

3-23

Summary—Progress Through Apprenticeship

• No evidence to suggest that those who are behind are older, less educated or less likely to be unionized

• Those who are on track are more likely to have a father with an apprenticeship or working in construction

• Those behind on schooling more likely to be foreign born.

3-24

Ongoing Status of Research

• Close to 1,200 apprentices participating in the panel

• Ongoing recruitment of apprentices through 2016

• Three surveys per year to update apprentice profile and experience

Stay tuned for further updates and findings

3-25

Discussion

1. What barriers to completion have you experienced or witnessed?

2. What programs, initiatives or tactics have you used to address apprenticeship retention and completion in your organization?

3. What would you like to ask an apprentice?

3-26

The opinions expressed in this presentation are those of the speaker. The International Foundationdisclaims responsibility for views expressed and statements made by the program speakers.

The Hospitality Training Academy (HTA)

Adine O. FormanExecutive Director

Hospitality Training Academy Los Angeles, California

3-27

The HTA

• 501(c)(3) non-profit• Labor-management partnership/Taft-

Hartley Fund• Provides benefits to UNITE HERE Local 11

– 22,000 union members in Los Angeles and Orange County

• Provides outreach, training and placement• Facilitates entry and advancement in

hospitality and food service careers

3-28

Classes/Trainings

• Room Attendant Apprenticeship• Culinary Apprenticeship (in DOL Approval Process)• ESL• Customer Service Training• Barista/Server/Cashier Training (48 Hours)• ServSafe Food Handler‘s Certification• TiPS Safe Alcohol Service Training• Wine classes• “Upskilling” classes

– Culinary Classes– Wine knowledge

• Computer Literacy

3-29

Our Goals

• For Workers– Well trained workforce– Healthy work environment– Safer dining environment– Opportunity for advancement

3-30

Our Goals

• For Employers– Ease the burden of management– Highest level of customer service– Eliminate disciplinary problems– Grow businesses

3-31

Job Placement Areas• Cook/Prep Cook• Busser• Server/Cocktail Server/Banquet Server• Host/Hostess• Bartender• Cashier• Room Attendant/Housekeeping• Retail Sales• Barista• Front Desk Agent• Dishwasher/Steward/Utilities

3-32

The Hospitality Sector

• Los Angeles’ largest job generator• Brings in billions of dollars in revenues and

annual taxes• Tourism industry affects the financial health

of Los Angeles• It is the second most visited city in the US by

international travelers• Among the top 5 most visited cities by US

residents

3-33

Key Takeaways

• The HTA partners with UNITE HERE Local 11• The HTA eases burdens of employers and

protects workers• Provides trainings and job assistance to

workers• We pair well trained workers with healthy

work environments, that pay a good wage with benefits, in a thriving industry

3-34

Session Evaluation

Click here to evaluate this session.

Thank you!

We appreciate your feedback.

ATE03 - Best Practices in Job Training and Apprenticeship Retention