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.     ...
How will you fill your critical roles?Continue trying to fill the   Or change the box?  same old box of job     requiremen...
There are many solutionsApprenticeship Programs are one solution, and they’re  a solution that many businesses can impleme...
Apprenticeshipprograms forsoftware developersare on the rise.Formalapprenticeshipprograms forsoftware developershave been ...
But wait. Why?Apprentices are: Enthusiastic Moldable LoyalApprenticeships: Grow culture through relationships Expand ...
Recommended Reading
To Create an Apprenticeship Program Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Tr...
Mentor > Team > Business Owner1. A mentor who is excited to work with a beginner2. A team that is willing to incorporate a...
Sustainable Ratio Exceeding an overall 1:1 practitioner:apprentice ratio    is A Bad Idea   Apprentices working with app...
Culture over Curriculum Unlearn the classroom-based education model Don’t focus on curriculum Do focus on creating a be...
In the Trenches Hands-on, real world learning is how  apprenticeships have always worked Apprentices should spend the ma...
Pet Project An independent project A “Breakable Toy” Must be inherently interesting to the apprentice Often leads to t...
Milestones Periodic milestones force you to make the decision to    hire, continue, or fail the apprentice   An oversigh...
Milestone Meetings Experience report from the trenches Pet project demo Pet project code review 10 minute presentation...
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 Tre...
Um, we already have an internship programApprenticeship          Internship High commitment in     Temporary student  bo...
Finding viablementors tendsto be thelimiting factorwhen people arelooking to startor expand theirapprenticeshipprograms.  ...
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/apprentice...
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Apprenticeship Programs

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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

Published in: Education, Technology, Business
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Apprenticeship Programs

  1. 1. Apprenticeship Programs CLOSE THE TALENT GAP by David H. Hoover
  2. 2. 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
  3. 3. How will you fill your critical roles?Continue trying to fill the Or change the box? same old box of job requirements?
  4. 4. There are many solutionsApprenticeship Programs are one solution, and they’re a solution that many businesses can implement.
  5. 5. 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.
  6. 6. But wait. Why?Apprentices are: Enthusiastic Moldable LoyalApprenticeships: Grow culture through relationships Expand your hiring abilities Create next-generation expertise
  7. 7. Recommended Reading
  8. 8. To Create an Apprenticeship Program Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
  9. 9. 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
  10. 10. 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
  11. 11. 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
  12. 12. 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
  13. 13. Pet Project An independent project A “Breakable Toy” Must be inherently interesting to the apprentice Often leads to tech specialty
  14. 14. 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
  15. 15. 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
  16. 16. Feedback Loops Milestone-level: retrospective Weekly-level: mentor meeting Daily-level: pair programming, code reviews
  17. 17. Apprenticeship Program Ingredients Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
  18. 18. 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
  19. 19. Finding viablementors tendsto be thelimiting factorwhen people arelooking to startor expand theirapprenticeshipprograms. Be a Mentor
  20. 20. Thank Your MentorsVisit http://apprentice.us and tell us about the people who helped you get here.
  21. 21. Q&A AND THANKS FOR YOUR TIME! Slides athttp://www.slideshare.net/redsquirrel/apprenticeship-programs by David H. Hoover @redsquirrel

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