State Work-based Learning Toolkits: State work-based learning (WBL) toolkits provide guidance to educators, administrators and other career development professionals about effective WBL program implementation in that state. In June, Advance CTE created a tracker of state WBL toolkits. According to the tracker, of the 54 states and territories analyzed, 41 currently have WBL toolkits. The tracker lets users filter by key components that WBL toolkits may include, such as WBL definitions, training forms and employer resources, and explore innovative approaches used by toolkits. You can find a more in-depth analysis of Advance CTE’s State WBL Toolkit Innovation Tracker here.
The Case for Paid Work-based Learning: Recently, New America conducted a study of paid WBL program models at five community colleges across the nation to better understand their design, goals and outcomes. Currently, it is estimated that around one million students receive offers for unpaid internships each year, which can pose significant barriers for students from historically underserved backgrounds. Through interviews with program directors and senior campus administrators, New America found the following themes present among the paid WBL models studied:
- Paid WBL programs enhance a community colleges’ retention strategy, with prior evidence showing that paid experiential learning opportunities can result in higher retention rates.
- On-campus or local paid WBL opportunities can alleviate barriers related to transportation as well as work and family obligations.
- Many programs offered various wraparound services such as reimbursements for travel and course expenses, childcare vouchers and career readiness services.
- Programs were funded in a variety of ways including COVID-19 federal relief funding, donor contributions, corporate sponsorships and local or state appropriations.
- Programs reported a lack of longitudinal data on student outcomes and could only share baseline demographic data on student participation trends.
Equity in Apprenticeships for Young People: Recently, Jobs for the Future (JFF) analyzed federal Registered Apprenticeship data between 2010 and 2020 to gain insight about the demographics and outcomes of youth apprentices – those aged 16 to 24. The following are some of the study’s key findings:
- Between 2010 and 2020, the number of youth apprentices grew 113%, a much faster rate than registered apprentices of all ages.
- When compared to the general population, Hispanic youth are slightly overrepresented as young apprentices (21%) while Black youth are underrepresented (8%).
- Women compromised about 7% of all young apprentices and the top occupations between men and women vary, with women in more service-oriented careers and men in more trades-related careers.
- The average hourly exit wage for all young apprentices was $31. White and Hispanic apprentices roughly matched this average, while Black apprentices made $23 per hour. Additionally, the hourly exit wage for female apprentices was $18 per hour, $13 less than male apprentices.
Tech Apprenticeships in Missouri: In 2020, the Missouri Chamber Foundation created the Industry-Driven IT Apprenticeship Program, which is a four-year program funded by a U.S. Department of Labor grant that provides reimbursements to IT companies that are creating or expanding Registered Apprenticeship programs. Recently, the foundation released new data on the program’s progress over the past two years:
- More than 700 apprentices have completed the program.
- Over 95% were hired for permanent, full-time jobs with an average starting salary of $61,000.
- More than 640 of the participating apprentices identify as a person of color and 605 as women.
- Since its inception, the program has funded 113 apprentices with disabilities and 40 veterans.
- The program is on track to create more than 5,300 total apprenticeships.
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