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10 Tips for Building an Educator Apprenticeship Program (continued)
- Marlene Megos
- Nov 20, 2024
- 4 min read
During National Apprenticeship Week 2024, we've had valuable opportunities to learn from colleagues at the National Center for Grow Your Own, the National Apprenticeship Network, the Educator Registered Apprenticeship (ERA) Intermediary, and many state and district personnel. I’ve compiled insights from my own learning over the past two years. For more resources, please see the section at the end to continue your learning.
As you plan to build your educator apprenticeship program, consider these essential tips:
. Tap Multiple Funding Sources
To create a sustainable apprenticeship program, it's vital to design programs that are low- or no-cost for candidates. Apprenticeships also require apprentices to earn a wage while they learn, which demands creative financing. Braided funding, which combines multiple funding streams, is critical to cover both program administration and apprentice wages. Consider partnering with Educator Preparation Providers (EPPs) that can significantly reduce tuition costs through partnership agreements. Leverage federal grants, like Pell Grants, or other local funding sources, and explore how district staff can serve as adjunct instructors to help lower overhead. Also, connect with your local workforce development board about WIOA funding and explore intermediary organizations that may offer free technical assistance to guide program development and connect you to additional funding sources. These partners can provide invaluable resources that help reduce financial burdens and improve program sustainability.
6. Get to Know the Needs of Potential Candidates
Understanding the unique needs of your candidates is essential. Recruitment should focus not just on sourcing candidates from afar but also on engaging your local community. Connect with local high school students, para-educators, and community members to learn about their career aspirations, educational backgrounds, and any barriers they face. For example, some apprentices may experience financial instability, limited access to higher education, or family obligations. By tailoring your apprenticeship program to address these challenges—offering services such as tutoring, childcare, or transportation stipends—you can significantly increase retention rates.
7. Look for Flexible Partners
Partnerships are critical to building a successful apprenticeship program. At a minimum, you need an employer (LEA), an approved technical instruction provider (or Educator Preparation Provider), and a sponsor. Understand your state’s landscape to identify who can fulfill each role. When partnering with EPPs, consider those offering programs in the specific discipline you want to build, and explore both two- and four-year colleges. Given declining enrollment in traditional educator preparation programs, some institutions may be open to re-imagining how they train future educators. Also consider alternative routes, education non-profits, and teacher unions, which can provide critical resources like mentoring services, curriculum development, and access to a wider pool of candidates. Many intermediaries offer free technical assistance, which can guide you through the registration and compliance processes, saving both time and resources. These partnerships help expand your program’s capacity and create a more diversified, sustainable initiative.
So, what considerations should you make once your program is built and candidates are ready to start their journey to becoming teachers?
More tips for building an apprenticeship program - considerations for Implementation:
8. Create a Culture of Collaboration
The success of Grow Your Own programs hinges on fostering a positive, supportive culture. This isn’t just about recruitment—it’s about creating an environment where apprentices feel valued. Building a culture of collaboration will ensure the long-term success of your program. Encourage mutual respect and learning between apprentices and journeyworkers. The apprentice can offer cutting-edge and culturally relevant pedagogy, while the journeyworker shares practical experience, content-specific pedagogy, and insights into classroom and school culture. Engage administrators and coaches in supporting apprentices through relationship-building, coaching conversations, and ensuring open and honest communication about progress. Collaboratively work toward helping apprentices become both teachers of record and valued members of their communities.
9. Provide Training to Mentors/Journeyworkers
Mentoring apprentices is a more intensive role than guiding student teachers, for two key reasons. First, journeyworkers typically work with apprentices for a year or more, compared to the 10-12 weeks most student teachers experience. Second, mentors are often tasked with assessing apprentices’ progress and ensuring they meet specific competencies, but may not have formal training in evaluation. To ensure your apprenticeship program’s success, provide ongoing training for mentors. Consider offering initial training at the program’s start, followed by periodic sessions (e.g., one day per month) to build skills in relationship-building, coaching, feedback, cultural competence, and understanding state certification and program expectations. As many Grow Your Own programs focus on building diverse teaching pipelines, mentors must be adaptable and committed to learning new, culturally relevant pedagogical approaches.
10. Create a Retention Plan
Retention is as crucial as recruitment. Develop a comprehensive retention plan that addresses the personal and professional challenges apprentices may face during their program and the first few years of teaching. This might include regular check-ins with program staff, ongoing professional development opportunities, affinity groups, careful consideration of job placement and access to a strong mentoring program. Ensuring that apprentices feel supported throughout their journey increases the likelihood that they will remain in the program—and ultimately be a standout for your students.
Conclusion: Building Partnerships for Sustainable Growth
When designing your apprenticeship program, remember that success isn’t just about a great curriculum or a strong mentor network. It’s about creating a community of practice, where apprentices and journeyworkers work together to build an inclusive, dynamic learning environment. Through braided funding, flexible partnerships, and fostering a culture of mutual learning, your program will not only fill teacher vacancies but will also contribute to the long-term success of apprentices.
By collaborating with state agencies, intermediary organizations, and local stakeholders, you can overcome financial barriers and expand opportunities for future educators. At Equate Education, we are dedicated to supporting the growth of apprenticeship programs and providing the operational platform necessary for seamless collaboration, data sharing, and transparency.
Let’s work together to create pathways to success for our future educators!
For more information, check out the following resources:
NYS Educator Workforce Development Hub
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