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Apprenticeship Programs

Apprenticeship Programs



These slides are based on the paper "Create an Apprenticeship Program: Bridge Your Talent Gap". ...

These slides are based on the paper "Create an Apprenticeship Program: Bridge Your Talent Gap".

Download the latest version at: http://s3.amazonaws.com/apprentice.us/Apprenticeship-Programs.pdf



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    Apprenticeship Programs Apprenticeship Programs Presentation Transcript

    • Apprenticeship Programs CLOSE THE TALENT GAP by David H. Hoover
    • Nearly 20% of18-24 year oldsin the US areunemployed.Meanwhile…50% of USemployers areunable to hireinto criticalroles. The Talent Gap in the United States represents unprecedented latent human potential
    • How will you fill your critical roles?Continue trying to fill the Or change the box? same old box of job requirements?
    • There are many solutionsApprenticeship Programs are one solution, and they’re a solution that many businesses can implement.
    • Apprenticeshipprograms forsoftware developersare on the rise.Formalapprenticeshipprograms forsoftware developershave been poppingup since the 90’s.I’ve been involvedin apprenticeshipsince 2002. Need more software developers? Grow them.
    • But wait. Why?Apprentices are: Enthusiastic Moldable LoyalApprenticeships: Grow culture through relationships Expand your hiring abilities Create next-generation expertise
    • Recommended Reading
    • To Create an Apprenticeship Program Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
    • Mentor > Team > Business Owner1. A mentor who is excited to work with a beginner2. A team that is willing to incorporate a beginner3. Business owners who are willing to allow beginners to participate4. A champion to lay these foundations
    • Sustainable Ratio Exceeding an overall 1:1 practitioner:apprentice ratio is A Bad Idea Apprentices working with apprentices on Real Stuff is like planting pain Some mentors will be able to handle more than one apprentice at a time All mentors will need to take time off from mentoring Be patient, don’t rush it
    • Culture over Curriculum Unlearn the classroom-based education model Don’t focus on curriculum Do focus on creating a beginner-friendly culture  Lunchtime study groups  Lead by example: Ask the stupid questions A learning-oriented culture takes pressure off your mentors
    • In the Trenches Hands-on, real world learning is how apprenticeships have always worked Apprentices should spend the majority of their time elbow-to-elbow with the team Will be overwhelming at first, but after about 2 months, they should be contributing regularly
    • Pet Project An independent project A “Breakable Toy” Must be inherently interesting to the apprentice Often leads to tech specialty
    • Milestones Periodic milestones force you to make the decision to hire, continue, or fail the apprentice An oversight group of 4-8 people attend a “milestone meeting” to help make the decision Expectations should be “knock my socks off” high Typical program is 6 months with 2-month milestones Be consistent Use your entry-level criteria for hiring
    • Milestone Meetings Experience report from the trenches Pet project demo Pet project code review 10 minute presentation by the apprentice Retrospective Make the hire/continue/fail decision Mentor communicates decision
    • Feedback Loops Milestone-level: retrospective Weekly-level: mentor meeting Daily-level: pair programming, code reviews
    • Apprenticeship Program Ingredients Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
    • Um, we already have an internship programApprenticeship Internship High commitment in  Temporary student both directions worker Working toward  Typically during employment summer vacation Strong mentoring  May have mentoring component involved Half a year or more  A couple months
    • Finding viablementors tendsto be thelimiting factorwhen people arelooking to startor expand theirapprenticeshipprograms. Be a Mentor
    • Thank Your MentorsVisit http://apprentice.us and tell us about the people who helped you get here.
    • Q&A AND THANKS FOR YOUR TIME! Slides athttp://www.slideshare.net/redsquirrel/apprenticeship-programs by David H. Hoover @redsquirrel