Explore Programs
All high-quality apprenticeship programs consist of the following five core components:
- Business involvement
- Structured on-the-job training
- Related instruction
- Rewards for skill gains
- National industry-recognized credential
Registered Apprenticeship Programs are registered with the U.S. Department of Labor, Office of Apprenticeship. There are more than 1,200 occupations currently recognized as apprenticeable and more are continuously being added. Registered Apprenticeship Programs can be customized for your specific needs with time-based, competency-based and hybrid models. RAPs are a proven model of apprenticeship that has been validated by the Department of Labor.
Industry Recognized Apprenticeship Programs are validated by a Department of Labor recognized Standards Recognition Entity. Please note that Utah does not have any existing IRAPs and the development of any new programs has been put on hold as the Executive Order that created the program has been rescinded.
Funding Sources
With many apprenticeship grants currently available in Utah, right now is a great time to start or expand your apprenticeship program. The following grants can help offset the costs for related technical instruction or on-the-job training:
The Department of Workforce Services : Career and Education Services funding is managed by Workforce Services with the goal of expanding and diversifying apprentices in Utah. Funding can be used toward classroom training for the apprentice or on-the-job training costs reimbursed to the employer.
Weber State University grant: Weber State is partnered with Apprenti, an apprenticeship sponsor, on this grant to provide support for apprenticeships in IT-related fields. While Weber State received the grant, the project spans the state so individuals can also attend other schools. The grant also includes some on-the-job training funds for small employers with fewer than 50 employees.
Southern Utah University grant: This is a multi-state grant expanding apprenticeship opportunities for cybersecurity in clean energy and advanced manufacturing.
Health Resources and Services Administration grants: The University of Utah and Utah State University both have HRSA grants currently available to paraprofessionals in behavioral health working specifically with substance and behavioral health issues.
Governor’s Office of Economic Development: The Utah State Legislature approved $2 million in one-time funding for work-based learning and apprenticeships. The Governor’s Office of Economic Development manages this funding.
If you are interested in connecting directly with these grants, contact us at apprenticeship@utah.gov or 801-628-4051.
Success Stories
Associated General Contractors of Utah
Challenge:Associated General Contractors of Utah is a not-for-profit trade organization that represents the commercial construction industry, consisting of approximately 600 member companies statewide. With Utah’s continual growth, the need to hire and retain highly skilled employees in construction continues to rise. Additionally, federal funding on highway construction projects require an allotted number of apprenticeship hours.
Solution: AGC sees the value apprenticeship provides to its members in hiring and retaining skilled workers. It acts as an intermediary between member companies and the Department of Labor, Office of Apprenticeship to oversee six apprenticeship programs for the construction trades. The sponsoring employers provide on-the-job training and AGC partners with Mountainland Technical College for classroom training. Each year there are approximately 200 to 250 apprentices working through the apprenticeship programs to seek journeyman status. About 50 to 60 apprentices graduate each year. As the need for apprenticeship continues to grow, AGC is currently building a training facility that includes welding booths, fall protection towers and form building.
Utah Transit Authority
Challenge: In the late 1990s, Utah Transit Authority realized that the rapid change in technology made it difficult to keep staff up to date on the training necessary to do their jobs. As technological advances have continued to increase over the last several decades, UTA’s apprenticeship program has helped combat this challenge.
Solution: UTA developed its own in-house apprenticeship program and related instruction training for two active apprenticeship programs — bus transit repair and body shop repair. It trains 30 to 35 apprentices yearly with 10 to 15 graduates per year. Through a hybrid model based on both competency and time, apprentices can complete the programs at their own pace depending on their competency of skills. In general, the programs take three years to complete and help build positive morale among employees. On average, maintenance employees will stay with UTA for 38 years. Because of its success in hiring and retaining quality employees through apprenticeship, UTA is continuing to evolve by adding three additional apprenticeship programs.
Rural Water Association of Utah
Challenge: Rural Water Association of Utah is a non-profit organization consisting of public and private water and wastewater systems in cities and municipalities. It noticed a big gap in the number of workers who were retiring opposed to the number of new employees it could hire. Jobs weren’t being replenished by a younger workforce.
Solution: RWAU started working with its sister state associations that had seen similar aging workforce trends and is now part of a sister state apprenticeship program from a national group. After working with the Department of Labor, Office of Apprenticeship and Workforce Services, it set up two apprenticeship programs in water and wastewater. RWAU now serves as an intermediary between potential apprentices and its membership base by providing classroom instruction and support throughout the process.