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Youth Apprenticeship Employment
The work-based learning component of the YA Program is designed to provide an on-the-job learning environment for students by being "apprenticed" to an experienced mentor.
As with all apprenticeship programs, the work-based learning component is the primary method for teaching the required competencies, the local business becomes an extension of the classroom for the YA student. The required Related Technical classroom instruction is intended to support the work-based learning experience by providing theoretical knowledge and, when needed, providing appropriate skill development.
- YA Coordinator arranges interview times and locations with employers and student candidates
- Employer reviews employment applications
- Employer interviews student candidates
- Employer selects YA student(s) to hire
- Employer notifies local YA Coordinator of student selection
- Employer, YA Coordinator, and YA student agree upon pay schedule and hours of work
- Employer, YA Coordinator, and YA student sign Education/Training Agreement (ETA)
- Student participates in New Employee Orientation and Safety training at worksite
Workplace mentors are one of the most critical elements which often determine the success of a youth apprenticeship. One mentor may work with more than one YA student at a worksite, and the mentor may assign multiple "trainers" to instruct the YA student while they rotate among various departments.
- Employer assigns worksite mentors to supervise and train YA student(s)
- Employer allows mentors to attend special mentor training classes provided by the local YA consortium
- Effective Mentor Qualifications and Mentor Responsibilities can be found in the Youth Apprenticeship Regulations, Policy, and Procedures Manual 2018
- Obtain additional resources for mentoring from your YA coordinator
- YA Student completes training provided as required
- YA Student demonstrates maturity and responsibility to the employer
- YA Student communicates training needs to employer
- Employer provides worksite training required to meet the Skill Standard Checklist competencies specified in the applicable YA program
- This requirement means that while the YA student may be hired under one particular job function, he/she must be allowed to rotate and perform other functions in other departments to meet competencies if some of them are not normally a part of that job function
Worksite Performance Evaluation
- Employer reviews, evaluates, and reports on the YA student's job performance regularly to ensure they are learning the required competencies
- Mentors rate each competency as the YA student acquires and demonstrates the skill according to the performance criteria. A competency may be revisited and the score raised as the YA student becomes more proficient at the worksite.
- The mentor and YA student go over the Skills Standards Checklist regularly to record progress and plan future steps to complete the required competencies
- "Entry Level" criteria should be interpreted to mean "able to do the task satisfactorily with some supervision"
- Mentors participate in progress reviews with the YA student, school staff and/or YA instructors, and parent(s)/guardian(s)
- Every effort should be made to provide opportunities for the YA student to succeed in the program
- Employers may dismiss or fire YA students who do not comply with work rules or requirements.
- Employer will notify the local YA coordinator prior to termination and a meeting of all parties to the ETA should be held, unless the violation is serious enough to warrant immediate dismissal
- If the YA student is fired for cause, the ETA is void and the YA consortia is not obligated to find another employer and/or retain the YA student
- If a YA student voluntarily withdraws, encourage them to complete the current semester's class so that graduation credit may still be granted for courses, which were successfully completed
- If a YA student believes s/he has been discriminated against or dismissed unfairly, a grievance may be filed following the local program's grievance policy