Registered apprenticeships are expanding beyond the construction trades, most notably into tech roles. That growth could lead to twists on the typical apprenticeship, including accelerated versions that allow participants to test out of being taught skills they already possess.
Build Carolina is an intriguing example of what could be possible with tech apprenticeships. Its approach leans on competency-based education and assessment, meaning the federally registered apprenticeship program can be completed in roughly six months—far less than the three-plus years needed for most apprenticeships in the construction trades.
The small nonprofit based in Greenville, S.C., has its roots in the coding bootcamp space and is focused on the gap between education and career, says Kaity Miller, Build Carolina’s COO. “We pick up our apprentices after they’ve had their skills training, but are lacking in any real-job experience.”
Many of those apprentices are career changers, she says, who bring both technical skills and the professional ones that employers want. They participate in apprenticeship tracks across software engineering, data analytics, cloud computing, and AI and machine learning, typically working for companies outside the tech industry.
Build Carolina has worked with the U.S. Department of Labor and Apprenticeship Carolina—which manages earn-and-learn programs for South Carolina’s two-year technical college system—to provide credit for the prior education of apprentices.
“We’ve helped launch tech careers for former carpenters, EMTs, military vets, cosmetologists, event planners, caregivers, machine operators, teachers, physical therapists, and PhD students,” Miller says.
Competency and Quality: The program design, training, and skill development in Build Carolina’s apprenticeships are robust, says Bhavani Arabandi, a principal research associate at the Urban Institute, who has kicked the tires on those programs. For example, she says, the apprenticeship tracks include much more than the 144 hours of related technical instruction that are required in federally registered programs.
“Some folks learn material faster than others,” says Arabandi. “There’s no need to keep people for a whole year or 18 months if they’re ready.”
Competency-based education’s potential in apprenticeship cannot be overstated, says Josh Laney, who recently stepped down as the director of Alabama’s Office of Apprenticeship and is now vice president of apprenticeship and work-embedded learning at the Competency-Based Education Network.
In apprenticeship language, the term “competency-based” typically only refers to how on-the-job learning is measured, Laney says. More of that approach is needed, he says, while also being vigilant about ensuring quality so competency-based apprenticeships aren’t just a way to cut training times.
Laney says apprenticeship in this country is generally headed in the right direction with on-the-job learning. For example, about half (48%) of Alabama’s active apprenticeship programs are competency-based, versus time-based or hybrid programs. However, that share is probably higher than it is in most states.
It’s a different story with competency-based education and the instructional component of registered apprenticeships, Laney says. Even in the best apprenticeships, competency-based coursework is virtually nonexistent. And that’s a missed opportunity.
For Build Carolina, the competency-based approach means instruction can be adjusted along with fast-moving tech market trends while incorporating feedback from employers around South Carolina. The curriculum is constantly updated by instructors who also work in the field, which helps ensure that graduates have current, in-demand skills.
“A registered apprenticeship that uses quality competency-based education in the related technical instruction side and competency-based measurement in the on-the-job learning side would be the best of both worlds,” Laney says.
Employer Buy-In, Public Support: Demand for Build Carolina’s apprenticeships far outstrips the number of slots it can offer. Despite spending nothing on marketing since the program was created in 2021, the nonprofit has received 486 applications for 64 available apprenticeships.
“We have so many eager, talented individuals who just want their chance at their first tech job,” says Miller. “At the same time, we hear from employers about the struggle to find talent close to home and how they cannot afford to compete with West Coast salaries.”
Arabandi says Build Carolina selects its apprentices and employer partners with care. The nonprofit charges participating employers a $10K program fee, which covers the recruitment, vetting, prepping, instruction, mentorship, and Labor Department administrative requirements. She also praises the inclusion of strong mentorship and other supports, which set apprentices up for career success.
Even so, Miller says the program often has been a hard sell, particularly for smaller startups.
“Registered apprenticeships are a new concept in tech, and employers don’t always understand the differences or the advantages of an apprenticeship versus an internship,” Miller says. “Because of this, many employers don’t understand why they should pay an apprentice $26/hr when they have been paying interns $10/hr or nothing at all.”
However, once they take the plunge, employers typically come back as repeat hosts of Build Carolina’s apprentices.
The tech talent hub has received state and federal grant money, which allows it to reduce participation cost for companies. The grants come through Apprenticeship Carolina, which helped stand up the program initially and provides support for onboarding apprentices.
Federal support has been minimal, however. And Build Carolina could use more public funds to encourage employers to participate.
Tech apprenticeships are on the rise in the U.S. A recent analysis from the Government Accountability Office found that computer-related occupations were the third-most common registered apprenticeships last year, accounting for 7% of roughly 660K active apprentices.
Arabandi says time-based apprenticeships make sense in the trades, where safety training and related requirements are particularly necessary. But she says tech and other industries may call for different approaches, for both businesses and apprentices.
The Kicker: “Individuals are starting with a lot of different experiences,” says Arabandi. “It cannot just be business as usual.”