Through private-public apprenticeship partnerships in key industry sectors, National Advanced Manufacturing Apprenticeship Project (NAMAP) will build and scale pre-apprenticeship, registered apprenticeship, and industry-recognized apprenticeship programs in organizations, industry and higher education in a broad range of occupations that support the advanced manufacturing sector.Learn More Contact Us
The National Advanced Manufacturing Apprenticeship Project (NAMAP) is funded by the U.S. Department of Labor’s Scaling Apprenticeship Through Sector-Based Strategies grants through H-1B visa fees,— as part of $183.8 million in grants awarded to 23 private-public apprenticeship partnerships in the key industry sectors of information technology, advanced manufacturing and health care nationwide.
The NAMAP will build and scale pre-apprenticeship, registered apprenticeship, and Industry-Recognized Apprenticeship programs (IRAP) in a broad range of occupations that support the advanced manufacturing sector. NAMAP comes with four industry-leading employer partners that anchor the nation’s industrial defense complex: General Dynamics Electric Boat (EB), International Business Machines (IBM), Lockheed Martin (LM), and Pratt & Whitney (PW).
The NAMAP will serve a diverse population by training unemployed and underemployed job seekers and incumbent workers, with an emphasis on veterans, military spouses, transitioning service members, women, people of color, and ex-offenders.
The advanced manufacturing industry represents significant job growth over the next decade, with a quarter of the manufacturing workforce being over the age of 55. Advanced manufacturing career paths lead to a multitude of good jobs characterized by living wages, good benefits, diverse occupations, and multiple paths for advancement. The substantial industry growth demands middle-skilled workers be developed and up-scaled to fill voids that will be created over the next decade from the retirement of Baby Boomers.
Apprenticeship is an industry-driven, high-quality career pathway where employers can develop and prepare their future workforce, and individuals can obtain paid work experience, classroom instruction, and a nationally-recognized, portable credential. Employers can choose to register their programs with the U.S. Department of Labor (DOL) to show prospective job seekers that their apprenticeship program meets national quality standards.
There are five key components of an apprenticeship. These components differentiate apprenticeships from other types of workplace training programs in several ways:
More about the five key components of an apprenticeship
Scaling Apprenticeships promote large-scale expansion of apprenticeships across the nation by supporting the training of thousands of apprentices in new or expanded programs and by assisting industry partners in their efforts to create and scale the new or expanded apprenticeship program.
NAMAP grant funds may be used to subsidize the training and education cost for apprentices enrolled in the programs to utilize some third-party education providers to implement sector-based programs including reimbursing employers for some of the extraordinary cost of On –the- Job Training (OJT). An important aspect of the apprenticeship program is offering the apprentices the opportunity to apply what they are learning to their work through well-designed and highly structured work experiences. While apprentices are learning on the job, your program design should include mentoring support and guidance on industry, culture and industry workforce policy and procedures.
Registered Apprenticeship programs include short-term (as little as 5-week) and longer-term (up to 2- year) programs, with an emphasis on competency-based and hybrid programs that lead to employment for un- and under-employed apprentices and advancement opportunities for incumbent workers.
Pre-Apprenticeship programs are models for just-in-time response to employer talent needs. Pre-apprenticeship models have proven to quickly prepare and immediately place inexperienced workers in middle-skill manufacturing jobs on pathways to higher-skill careers. These models engage employers in the development of customized assessment tools and classroom training curricula. Apprentices complete pre-apprenticeship training in 5-10 weeks, allowing them to enter On –the- Job Training (OJT) and employment more quickly while increasing Institution of Higher Education (IHE) capacity to produce a high volume of skilled workers.
Incumbent Worker Training apprenticeship programs offer employers a viable strategy for upskilling their incumbent workers. Such training increased the skills and credentials for these workers to advance in their careers and assist employers in strengthening the skills of their existing workforce. Applicants that propose to serve incumbent workers must work with employer(s) and employer partners to develop apprenticeship programs designed to fill existing or protected job vacancies in middle-skilled to high-skilled positions.
Related Technical Instruction (RTI) training gives apprentices credit for skills already developed and allowing apprentices to move through coursework base on the mastery of a set skills and/ or on-line course work, or distance learning modules, that build work based skills and competencies.
NAMAP Project Director
Grant Project Assistant
Grant Finance Assistant
Grant Research Analyst
The following anchor employers, associations, and partners will work together in support of grant activities: