A strong workforce is one that is inclusive and provides opportunities for all residents seeking employment and opportunities for growth. Learn from colleagues that have developed promising workforce development programs tailored to their communities that tap into local and regional assets to target a diverse group of individuals. -Joe Barker, Executive Director, Southwest Tennessee Development District, Jackson, TN -Judge Steve Henry, Webster County, KY, and Secretary, Green River Area Development District, Owensboro, KY -Terry Treadaway, Director of Workforce Development, Three Rivers Planning and Development District, Pontotoc, MS -Moderator: Matt McCauley, CEO, Networks Northwest, Traverse City, MI

1. NADO Presentation
October 18, 2021
Local Apprenticeship
Program

3. Structure of WIOA in Mississippi
Secretary
U.S. Department of Labor
Employment Training Admin.
Governor, State of Mississippi
State Workforce Investment Board
MS Dept. of Employment Security
Delta Workforce Area
14 Counties
Chief Elected Officials
Local Workforce Board
MS Partnership Workforce Area
27 Counties
Chief Elected Officials
Local Workforce Board
Twin Districts Workforce Area
24Counties
Chief Elected Officials
Local Workforce Board
Southcentral MS Works
Workforce Area
17Counties
Chief Elected Officials
Local Workforce Board

4. 4 Local
Workforce Areas
Three Rivers PDD
Southern MS PDD
Central MS PDD
South Delta PDD
Each local area has a fiscal &
administrative agent that is
responsible for overseeing
the workforce areas.

5. • Each local area is responsible for WIOA Title 1 programs:
– Adult Programs
– Dislocated Worker Programs
– Youth Programs
• Each local area is responsible for:
– WIN Job Centers (American Job Centers)
– Youth Providers
Purpose of the Local Workforce Areas

6. The Mississippi Partnership Workforce Area
• Implements Workforce Programs utilizing WIOA Federal Workforce
Funds as well as other sources such as Appalachian Regional
Commission (ARC) and State Workforce Funds.
• The MS Partnership Workforce Board requires that a minimum of
50% of Federal Workforce Funds must be spent on training.
• WIOA allows for Fiscal/Administrative Agents to utilize up to 10% of
funds for Admin Costs – Three Rivers PDD spends 6% or less for
Admin Costs.
• Three Rivers PDD currently is managing approximately $15.9 million
in Workforce Funds.

7. Establishing the Baseline:
High-Demand Gap
High Demand jobs require more than a high school diploma but less than
a four year degree and often require specialized technical skills.
Source: Bureau of Labor Statistics, 2019. ONET, 2019.
36.3
36.3
26.9
15.4
63.3
21.2
0 10 20 30 40 50 60 70
Low-Skilled
Middle-Skilled
High-Skilled
Jobs Workers
High
Demand

8. • The Apprenticeship Program combines on-the-job training with academic instruction for those
entering the workforce.
• Creates strategic partnerships between Community Colleges and Industry.
• These partnerships foster opportunities for companies to hire qualified personnel, and
students to achieve real world experience and advance their educational goals simultaneously.
APPRENTICESHIP PROGRAM
NOTE:
This is a Local Industry Recognized
Apprenticeship Program. This is
not a DOL Registered
Apprenticeship Program.

9. APPRENTICESHIP PROGRAMS
Registered Apprenticeship
 Managed by DOL
 Generally 3-4 years in length
 Minimum of 2,000 hours of on the job
learning and minimum of 144 hours of
related training
 Receives a Certificate of Completion
from DOL
Non-Registered/Local Apprenticeship
 Managed by local workforce developers,
employers, & educators
 Length of apprenticeship is 2 years or
less
 On the job training and related training
determined by Employer & Local
Community College
 Receives a recognized certificate or
Associate Degree from the Community
College

10. TRPDD APPRENTICESHIP PROGRAM
Employers:
 Provide a safe workplace
 Supervise appropriately
 Maintain an open line of communication between
the employer, the apprentice, and the WIN Job
Center staff
 Provide feedback and evaluations of the
apprentice’s work performance
 Agree to pay the apprentice a minimum of
$12.00/hr
Apprentices:
 Must be recommended by their respective
Community College.
 Will go through a review/interview process with
partnering Employers and must be selected by a
partnering employer in order to be in this program.
 Must be eligible for WIOA to be enrolled into the
Apprenticeship Program.
 Must remain in good standing with their college &
instructors to continue in the program.
 Will be employees of the partnering Employer and
must adhere to all employer policies.
Employers are reimbursed 50% of the apprentices wages
up to $6,000 a year for a maximum of 2 years.

11. COMMUNITY COLLEGE PARTNERS

12. CAREER & TECHNICAL TRAINING
PROGRAMS
o Civil Engineering
o Construction Engineering
o Diesel Power
o Drafting, Design, & 3D
Modeling
o Electrical Technology
o HVAC
o Precision Manufacturing &
Machining
o Information Systems
o IT Networking
o Industrial Maintenance
o Welding

13. EMPLOYER PARTNERS

14. INTERVIEW DAY
• The Community College Instructors selects students who can attend the Interview
Day, assists the students with developing a professional resume, and prepares the
students for Interview Day.
• On Interview Day multiple employers will talk to the students and discuss their
capabilities and interests. Employers are provided private space if they want to
have one-on-one interviews with students or employers schedule interviews for a
later time.

15. BENEFIT FOR STAKEHOLDERS
– Skilled workers trained to organizational specifications
– Reduced turnover
– Pipeline for new, skilled workers
– Gains valuable & relevant work experience
– Applies classroom learning in hands-on work settings
– Builds relationships with potential employers
– Possible full-time job opportunity upon graduation
– Gets paid a competitive wage while getting education
– Highly skilled workforce
– Increased competitive edge in regional economy
– System to create and sustain economic growth

16. OUTCOMES
• Madeline Stanton- Drafting Graduate (May 2020)- This student was hired her first semester at Northeast to
apprentice at Ashley Furniture. She graduated after working as an apprentice for three semesters, and
Ashley hired her full-time. She is still working at Ashley Furniture, and has been promoted.
• Matthew Loveless- Industrial Maintenance Graduate (May 2020)- This student was hired after the
Interview Day his first semester to apprentice at ACCO Brands. He worked as an apprentice with ACCO
throughout his time in the industrial maintenance program, and received a full-time offer to work at ACCO
just before his graduation. He stated that ACCO, "Made me an offer I couldn't turn down!" Matthew is still
working at ACCO, and his younger brother (Samuel Loveless) has enrolled as a freshman industrial
maintenance student this year. We are working to get Samuel into an apprenticeship position.
• Jon-Michael Jackson- Drafting Graduate (May 2019)- This student was hired as a second year drafting
student to apprentice at Syntron Material Handlers. Jon-Michael gained valuable experience at Syntron
while finishing his program. He graduated in May 2019 after apprenticing two semesters. Mr. Melson now
communicates with Jon-Michael as he seeks to place new apprentices at Syntron, and Jon-Michael works
with these students as they apprentice. It is rewarding to see recent graduates being successful, but even
more so to see them assisting as we get new apprentices placed at their company.
Northeast MS Community College

17. OUTCOMES
School Year Total Graduates
# Hired by
Apprenticeship
Worksite
# Employed in
field of study
Post-Graduation
2018-2019 23 16 21
2019-2020 30 19 27
2020-2021 28 18 28
TOTAL 81 53 76
Itawamba Community College
65 % of graduates hired by Apprenticeship Worksite
94% of graduates employed after graduation

18. Questions / Comments