High school or vocational school education is often a prerequisite for entry into an apprenticeship program. Provisions of apprenticeship agreement regularly include length of apprenticeship; a progressive scale of wages; work processes to be taught; and amount of instruction in subjects related to the craft or trade, such as characteristics of materials used, physics, mathematics, estimating, and blueprint reading.

Apprenticeability of a particular craft or trade is best evidenced by its acceptability for registration as a trade by a State Apprenticeship agency or the Federal Bureau of Apprenticeship and Training. Generally, where employees are represented by a union, apprenticeship programs come under the guidance of joint apprenticeship committees composed of representatives of the employers or the employer association and representatives of the employees. These committees may determine need for apprentices in a locality and establish minimum apprenticeship standards of education, experience, and training. In instances where committees do not exist, apprenticeship agreement is made between apprentice and employer, or an employer group.

The title APPRENTICE is often loosely used as a synonym for beginner, HELPER (any industry) Master Title, or TRAINEE (any industry). This practice is technically incorrect and leads to confusion in determining what is meant. Typical classifications for apprentices are BLACKSMITH APPRENTICE (forging); MACHINIST APPRENTICE (machine shop); PLUMBER APPRENTICE (construction).

ELIGIBILITY AND REQUIREMENTS

Registered apprenticeship program sponsors identify the minimum qualifications to apply into their apprenticeship program. The eligible starting age can be no less than 16 years of age; however, individuals must usually be 18 to be an apprentice in hazardous occupations. Program sponsors may also identify additional minimum qualifications and credentials to apply, e.g., education, ability to physically perform the essential functions of the occupation, proof of age. All applicants are required to meet the minimum qualifications. Based on the selection method utilized by the sponsor, additional qualification standards, such as fair aptitude tests and interviews, school grades, and previous work experience may be identified.

BENEFITS FOR APPRENTICES

Through the Apprenticeship Agreement, an apprentice, as an employee, receives supervised, structured on-the-job training combined with related technical instruction. The on-the-job training provides the diversity of training required to perform at a highly skilled level and the related instruction provides the technical knowledge required to perform at a highly skilled level. Some registered apprenticeship programs also have dual accreditation through post-secondary institutions which apply credit for apprenticeship completion towards an Associate Degree.

A progressively increasing schedule of wages is based on the journeyworker's hourly wage of the apprentice's occupation. These increases occur with satisfactory progress in both related instruction and on-the-job training until wages reach 85 to 90 percent of the rate paid the journeyworker in the occupation.

Upon completing a one to four year (2,000 hours to 8,000 hours) apprenticeship, the worker receives an Apprenticeship Completion Certificate and is recognized as a qualified journeyworker nationwide. This Certificate is one of the oldest, most basic, and most highly portable industry credentials in use today. The Certificate is issued by a federally approved State Apprenticeship Council or Agency or, in those States not having such an agency, by the Bureau of Apprenticeship and Training.