This article was written for our sponsor, Wake Tech Community College

Jay Poulos needs to hire electricians at Code Electric.

Throughout the country, especially in places that are growing like our region, employers like Poulos are facing increasing anxiety about filling those needed job roles. In fact, the Bureau of Labor Statistics projects there will be 80,000 electrician openings per year over the next decade.

However, two years ago, Poulos cracked a hiring code that allows him a talent pipeline of skilled employees: the WakeWorks® Apprenticeship program at Wake Tech.

It’s a match that benefits both the students and the business and eases hiring stress and cost for Poulos.

Code Electric currently employs 20 apprentices. Poulos, a project manager and apprenticeship coordinator, connected with WakeWorks® two years ago. He says Wake Tech delivers the quality training he expects.

"They learn more," Poulos said. "There are things that the apprenticeship program goes over that some of our jobs will never see. It makes a more well-rounded electrician or more well-rounded employee."

Meeting business needs

"Our apprenticeship programs are driven by demand from the community," says John Wojcik, Senior Director of the WakeWorks® Apprenticeship program and training at Wake Tech. "I just listen to the community, and I try to provide the conduit, the workforce development tool, which apprenticeship is."

Sue Holaday, Chief Human Resources Officer at Summit Design and Engineering Services, says apprenticeships allow the company and apprentice to build a relationship.

"If you're hiring from outside, you're paying top dollar, and you're taking a chance on that person. Their skill level might not be where it needs to be. Maybe they're not going to be a good fit for your organization," Holaday said.

On the other hand, companies participating in the apprenticeship program hire a student who is eager to learn, ready to work, and whose education and job-specific training is provided free-of-charge to the student and the company. Through hands-on mentorship, both employer and apprentice have time to decide if the culture is a good fit. On graduation, the apprentice has the skills, training and qualifications to become a valued, long-term team employee.

Keeping it simple

Wojcik believes in keeping the apprenticeship process simple.

"From a contractor standpoint, it's a little bit of a learning curve," Poulos said "But it's a very easy process. You become a participating partner."

First, the company signs a contract with WakeWorks® outlining expectations and commitments for both sides.

For the company, that means developing a list of core competencies that the employer expects the apprentice to achieve over time. This competency framework is used to develop the student's job training plan that meshes with the curriculum at Wake Tech and serves as a benchmark for student progress.

The company also sets a progressive wage schedule, which increases an apprentice's pay based on hours of work completed and skills attained.Companies are expected to maintain a safe learning environment and a mentor who provides on-the-job training.

The apprentice works an agreed number of hours at the company while also attending classes at Wake Tech. Classes and labs can be online or in-person, so some flexibility may be required during a workday to ensure students complete their school work. The program requires approximately 2,000 hours of training and 144 hours of classroom instruction each year.

A WakeWorks® coordinator liaises with the student and company throughout the semester, checking in to assess an apprentice's progress against the competency framework, and ensuring both sides meet the terms of the agreement.

"It is a very interactive and collaborative process," Holaday said. "And [Wake Tech] does all the paperwork!"

At the end of their apprenticeship, students earn a Journeyworker certificate, which confirms mastery of skills in their field.

"What they get through the school, and the hands-on-training we can provide them, can allow them to become a great employee," Holaday said. "It's a win-win for the organization because it gives us people with the right skills, and the employee sees that investment in them and hopefully will continue on with us."

Homegrown hiring solutions

Wake Tech apprenticeships span more than 20 diverse occupations from accounting to carpentry and beyond, with 130 employers participating as business partners.

For Wojcik, a company partnership with Wake Tech is a no-brainer.

"Why do you want to hire a third party to do your training when you can get it for free from the community college?" Wojcik asks. "Why are you not using us for your onboarding, for leveling up as far as skills go within your company?"

"Everybody should be using Wake Tech and WakeWorks® because it is easy," Poulos said. "It's like the big red easy button from Staples."

This article was written for our sponsor, Wake Tech Community College