Apprenticeship Programs
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![Page 1: Apprenticeship Programs](https://reader033.fdocuments.in/reader033/viewer/2022061112/54568388af795950098b4e44/html5/thumbnails/1.jpg)
CLOSE THE TALENT GAP
Apprenticeship Programs
by David H. Hoover
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The Talent Gap in the United States represents unprecedented latent human potential
Nearly 20% of 18-24 year olds in the US are unemployed.
Meanwhile…
50% of US employers are unable to hire into critical roles.
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How will you fill your critical roles?
Continue trying to fill the same old box of job
requirements?
Or change the box?
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There are many solutions
Apprenticeship Programs are one solution, and they’re a solution that many businesses can
implement.
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Need more software developers?Grow them.
Apprenticeship programs for software developers are on the rise.
Formal apprenticeship programs for software developers have been popping up since the 90’s.
I’ve been involved in apprenticeship since 2002.
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But wait. Why?
Apprentices are:EnthusiasticMoldableLoyal
Apprenticeships:Grow culture through relationshipsExpand your hiring abilitiesCreate next-generation expertise
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Recommended Reading
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To Create an Apprenticeship Program
Mentor > Team > Business OwnerSustainable RatioCulture over CurriculumIn the TrenchesPet ProjectMilestonesFeedback Loops
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Mentor > Team > Business Owner
1. A mentor who is excited to work with a beginner
2. A team that is willing to incorporate a beginner
3. Business owners who are willing to allow beginners to participate
4. A champion to lay these foundations
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Sustainable Ratio
Exceeding an overall 1:1 practitioner:apprentice ratio is A Bad Idea
Apprentices working with apprentices on Real Stuff is like planting pain
Some mentors will be able to handle more than one apprentice at a time
All mentors will need to take time off from mentoring
Be patient, don’t rush it
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Culture over Curriculum
Unlearn the classroom-based education model
Don’t focus on curriculumDo focus on creating a beginner-friendly
culture Lunchtime study groups Lead by example: Ask the stupid questions
A learning-oriented culture takes pressure off your mentors
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In the Trenches
Hands-on, real world learning is how apprenticeships have always worked
Apprentices should spend the majority of their time elbow-to-elbow with the team
Will be overwhelming at first, but after about 2 months, they should be contributing regularly
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Pet Project
An independent projectA “Breakable Toy”Must be inherently interesting to the
apprenticeOften leads to tech specialty
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Milestones
Periodic milestones force you to make the decision to hire, continue, or fail the apprentice
An oversight group of 4-8 people attend a “milestone meeting” to help make the decision
Expectations should be “knock my socks off” highTypical program is 6 months with 2-month
milestonesBe consistentUse your entry-level criteria for hiring
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Milestone Meetings
Experience report from the trenchesPet project demoPet project code review10 minute presentation by the apprenticeRetrospectiveMake the hire/continue/fail decisionMentor communicates decision
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Feedback Loops
Milestone-level: retrospectiveWeekly-level: mentor meetingDaily-level: pair programming, code reviews
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Apprenticeship Program Ingredients
Mentor > Team > Business OwnerSustainable RatioCulture over CurriculumIn the TrenchesPet ProjectMilestonesFeedback Loops
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Apprenticeship Internship
High commitment in both directions
Working toward employment
Strong mentoring component
Half a year or more
Temporary student worker
Typically during summer vacation
May have mentoring involved
A couple months
Um, we already have an internship program
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Be a Mentor
Finding viable mentors tends to be the limiting factor when people are looking to start or expand their apprenticeship programs.
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Thank Your Mentors
Visit http://apprentice.us and tell us about the people who helped you get here.
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AND THANKS FOR YOUR TIME!
Q & A
by David H. Hoover@redsquirrel
Slides athttp://www.slideshare.net/redsquirrel/apprenticeship-programs