Michigans Apprenticeship Training

1
MichigansApprenticeship Training

• The Future of Apprenticeship Training in
  Healthcare

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Key Outcomes For This Presentation

• To describe what is happening in the state with
  healthcare apprenticeships
• To explain how we can work together and utilize
  the apprenticeship training system
• To let you know where and how to get information
• To make all of us available to you anytime

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Healthcare Workforce Setting the Stage

• Healthcare is one of the nations largest
  industries.
• Healthcare occupations will grow twice as fast as
  all others this decade
• The health care industry is expected to
  account for one out of every six new jobs
  created by 2012.
• (Source U.S. Bureau of Labor Statistics)

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What Occupations?

• 15 of the 30 fastest growing occupations are
  concentrated in health services. (Source U.S.
  Bureau of Labor Statistics)
• Medical Assistants (59 growth)
• Home Health Aides (48 growth)
• Medical Records and Health Information
  Technicians (47 growth)
• Dental Assistants (43 growth)
• EMT and Paramedics (33 growth)
• Pharmacy Technician (29 growth)
• Surgical Technologists (28 growth)
• Nursing Aides, orderlies and attendants (25
  growth)
• LPN (20 growth)

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Healthcare Workforce Issues

• Nearly all states will experience a shortage of
  healthcare workers in the next 20 years.
  (National Governors Association)
• Shortages will affect all occupational categories
• States are already experiencing shortages
• Healthcare workforce development is a long-term
  effort
• Shortages are expected for 20 years
• Solutions must target all age groups and all
  career levels
• Its NOT just about nursing
• Growing demand for ALL healthcare occupations
• Predicted supply shortfalls for healthcare
  occupations
• Shortages pose serious threats to healthcare
  delivery

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Healthcare Workforce Solutions

• Great variety of model practices have been
  identified
• New worker pipelines most numerous models
• Incumbent worker career ladders most successful
• Displaced workers more information needed
• Successful models incorporate high levels of
  collaboration between employers, educators and
  professional associations
• Successful models exhibit flexibility in
  education and training programs (i.e. flexibility
  in locations, scheduling and administration)

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Apprenticeship and Healthcare

• Apprenticeship can help meet current and future
  demand for healthcare jobs.
• Attract and recruit new entrants to the
  healthcare labor force
• Help incumbent healthcare
  workers gain new skills,
  knowledge, and responsibilities
• Transition displaced workers
  into healthcare careers

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Review the Basics What is Apprenticeship?

• First and foremost - It is employment, a career
• Referred to as Industry's Training System
• A person is hired and trained in all aspects of
  the profession by a skilled employee of the
  company who is proficient in the occupation
• Provides clearly defined standards which are
  commonly recognized throughout the industry
• Provides portable certification for the
  apprentice
• Apprentice earns while he/she learns
• Provides the apprentice with progressive wage
  increments

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Apprenticeships Two Components OJL and RTI

• On-the-Job Learning (OJL)
• The profession is taught by the employer in a
  practical way through structured, systematic and
  supervised work-based learning experience
• Requires a minimum of 2000 hours of manual,
  mechanical and/or technical skills and knowledge
• Depending upon the occupation, the term of
  apprenticeship may last from 1-6 years
• There are over 800 apprenticeable occupations

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Second Component

• Related Technical Instruction (RTI)
• Apprenticeship requires a minimum of 144 hours of
  related classroom instruction for each year of
  the training
• Depending upon the occupation and where
  appropriate, related instruction may be obtained
  through high schools, technology centers,
  community colleges, universities, correspondence,
  distance learning and/or the sponsor
• Supplements OJL

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What is the difference between Schooling and
Apprenticeship?

• Apprentice
• Register
• Learn at Work Obtain a Paycheck
• Earn a Nationally Recognized, Portable
  Certificate of Completion
• Possibly earn an Associate Degree, which may lead
  to a Baccalaureate Degree

• Student
• Register
• Learn in Classroom or Lab setting
• Earn a Certificate or Degree
• Obtain a Paycheck

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What Kind of Individual is Suitable for
Apprenticeship?

• Successful Apprentices
• Are strongly directed and motivated
• Are willing to make long-term training
  commitments to both school and work
• Possess mechanical and mental abilities to master
  the techniques and technology of the
  apprenticeship
• Have a firm understanding of reading, writing and
  mathematics

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What are the Advantages for Sponsoring Employers?

• Structures systematic form of training
• Develops an employee who "fits" into the
  organization
• Provides Local, State and National Recognition
• Reduces turnover
• Attracts applicants
• Ensures industry-recognized training standards

• Reduces training costs
• Assures suitable related classroom instruction
• Fosters long-term employee commitment
• Offers progressive wage increments
• Develops a competent employee, who is capable of
  advancing

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What are the Advantages for Apprentices?

• Identifies detailed and planned training schedule
  
• Offers Local, State and National Recognition
• Improves job security
• Provides incentive for self-improvement
• Establishes long-term employer commitment
• Assures appropriate related instruction

• Opportunity to achieve journeyperson status
• Provides an increasing scale of wages
• "Earn while you learn"
• Assures OJL by a skilled journeyperson
• Jump start toward a rewarding career
• Opportunity to achieve Associate and/or
  Baccalaureate Degrees

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Michigan Health Care Apprenticeship Examples

• CAEL Health Career Lattice Program
• Council for Adult and Experiential Learning
• PHI Home Health Aide Apprenticeship
• Paraprofessional Healthcare Institute
• CVS Pharmacy Technician

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Council for Adult and Experiential Learning

• Career Lattice Program
• Initiative to address the nursing shortage
• Development of a career lattice model focused on
  increasing CNAs, LPNs, and RNs
• Three Rungs of Training
• CNA Apprenticeship Program
• LPN Apprenticeship Program
• Online LPN to RN

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What are the Goals of the CAEL Program?

• Development of pilot CNA and LPN competency-based
  apprenticeship programs
• Link to national online nursing programs that
  provide for LPNs to become RNs
• Encourage careers in nursing, particularly among
  underrepresented groups
• Create support networks for adult learners
• Promote best practices in educational policy

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What are the Sites and Partners?

• Nine States are piloting the project which now
  includes Michigan
• SW Regional Skill Alliance
• Each site partnered with healthcare employers,
  associations, community colleges, Workforce
  Investment Boards, One Stops

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What does the Sioux FallsGSS Model Look Like?

• Good Samaritan Society (GSS)
• Nations largest non-profit long-term care/senior
  housing organ.
• 240 facilities - 25 states - 24,000 staff -
  28,000 residents
• GSS CNA Apprenticeship Training Program
• Apprentices are employed
• On-the-job learning is competency-based
• Evaluation and advancement of the apprentice is
  based on demonstration of competencies
• Related instruction offered in flexible ways to
  suit the needs of adult learners and include
  units on Problem Solving, Stress Management, and
  Interpersonal Skills
• Use of mentors and peer groups support the work
  and learning

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GSS Pilot Training Model

• 3 Levels of CNA Training Approx. 1 year
• Level I Entry Level CNA
• Level II CNA Advanced Training
• Level III Specialization in geriatric,
  dementia, restorative care and peer mentoring
• Currently has 134 apprentices participating
• Improved retention rates from 34 to 79

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CAEL Initiative in Michigan

• Progress to date
• MOU signed between DLEG and CAEL
• SW Mi RSA selected as demonstration site
• Jeanne Konrad selected as site coordinator
• MCTI is a partner
• Success so far
• Met with different organizations
• Three have shown commitment
• Next Steps

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Paraprofessional Healthcare Institute (PHI) HHA
Apprenticeship

• Home Health Aide Apprenticeship (new
  apprenticeable occupation) - resembles the GSS
  model
• Pilots in Philadelphia, Indiana, and Michigan
• Goals of the project
• Improve home health aide (HHA) retention
• Increase HHA job satisfaction
• Improve consumer satisfaction
• Increase provider agencies reputation
• Enhance workforce system partners collaboration

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Why have a Home Care Aide (HHA) Apprenticeship?

• Creates a nationally recognized and credentialed
  occupation issued by DoL.
• Enhances workers skills
• An identified standard for employers and
  consumers
• Enhances initial and ongoing training and builds
  on current training resources.
• Brings home care to the attention of the state
  and national workforce systems.
• Create potential to leverage workforce training
  funds.

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Benefits Continued

• Creates an internal and external career ladder.
• Peer mentors focus on improving retention by
• coaching aides in problem solving, and
• improving quality
• improving consumer satisfaction
• improving case referrals.
• Brings home care to attention of community
  colleges.
• Wage increases tied to improved competencies.
• Enhanced supervisory practices.

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Current HHA Model Level 1

• Months 1-4
• After initial (minimum 16-hours) training, aide
  is hired and gains on-the-job learning with peer
  mentor and supervisor support.
• Complete initial/entry related instruction of 75
  to 150 hours.
• Training includes communications and
  problem-solving modules PHI has curriculum to
  offer.
• With successful evaluation, apprentice is issued
  a DoL credential, pay raise, and moves on to
  specializations.
• Can result in Medicare home health aide
  certification OR can begin with incumbent workers
  who are certified.

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HHA Level 2 - Specializations

• Months 5-12
• Apprentices select 2 specialties and receive 40
  classroom hours and 4 months on-the-job learning
  from mentor and supervisors
• Current specialties are
• Peer Mentor
• Dementia care
• Hospice and palliative care
• Working with consumers with disabilities
• Working with consumers with mental illness
• Other specialties may be added by an employer,
  i.e. geriatrics
• With completion of each specialty, pay raise and
  DoL credential

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Three Demonstration Sites

• Harbor Home Healthcare
• Petoskey and Traverse City, MI
• Private duty home health agency
• Heritage Community
• Kalamazoo, MI
• Independent assisted living homes
• Lutheran Home Care
• Frankenmuth, MI
• Private duty home health agency

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One More CVS Pharmacy

• Nations leading pharmacy retailer
• Over 5,000 stores in 38 states
• Just bought out Eckerd Drug
• Working with Goodwill Industries of Greater
  Detroit, implementing a plan to move
  disadvantaged individuals from unemployment-undere
  mployment to self-sufficiency by creating the
  Retail/Pharmacy Career Track.
• CVS has a year-long competency-based training and
  certification for Pharmacy Support Staff
• Pharmacy Service Associate approx. 1 month
• Pharmacy Technician approx. 5 months
• Lead Technician approx 6 months
• Looking to take our current time-based Pharmacy
  Tech model and offer the CVS competency-based
  model in 3 levels with 3 credentials

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Other Sites for More Information

• www.doleta.gov/atels_bat/
• Bureau of Apprenticeship and Training
• bat.doleta.gov
• List of Current Registered Employers
• www.aboutmasci.org
• MI Apprenticeship Steering Committee, Inc.
• www.cael.org/healthcare.htm
• CAEL/DOL Healthcare Lattice Program
• www.good-sam.com/
• The Evangelical Lutheran Good Samaritan Society
• www.paraprofessional.org/
• The Paraprofessional Healthcare Institute
• www.directcareclearinghouse.org
• National Clearinghouse on the Direct Care
  Workforce
• www.cvs.com/corpInfo/careers/pharmacy_technicians.
  html
• CVS Pharmacy Technician Careers

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Lets work together to prepare individuals and
employers for the apprenticeship training system
to improve MI Health Care workforce

• US DOL - Dave Jackson, Apprenticeship Rep.
• USDOL/BAT, 315 W. Allegan, Room 209, Lansing, MI
  48933
• [phone] - [phone] (fax) -
  jackson.dave_at_dol.gov
• CAEL - Jeanne Konrad, Site Coordinator
• Health Career Lattice Program
• W. E. Upjohn Institute for Employment Research
• 222 S. Westnedge Ave., Kalamazoo, MI 49007-4628
• [phone] - konrad_at_upjohninstitute.org
• PHI - Maureen Sheahan, Michigan Practice
  Specialist
• Paraprofessional Healthcare Institute
• 20996 Inkster Road, Southfield, MI 48034
• [phone] - msheahan_at_paraprofessional.org

Any questions?