2. Employment & Training
3. Apprenticeship
4. YA Employers
5. YA Employment

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.

Interviews

• YA coordinators, employers and students arrange interview times and locations
• Employer reviews employment applications
• Employer interviews student candidates
• Employer selects YA student(s) to hire

Hiring

• 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

Mentoring

Workplace mentors are one of the most critical elements which often determine the success of a youthapprenticeship. One mentor may work with more than one YA student at a worksite, and the mentor may assignmultiple "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 2020
• Obtain additional resources for mentoring from your YA coordinator

On-the-job Training

• 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 competenciesspecified 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 competenciesif 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 ensurethey are learning the required competencies
• Mentors rate each competency as the YA student acquires and demonstrates the skill accordingto the performance criteria. A competency may be revisited and the score raised as the YA studentbecomes more proficient at the worksite.
• The mentor and YA student go over the Skills Standards Checklist regularly to record progressand plan future steps to complete the required competencies
• "Entry Level" criteria should be interpreted to mean "able to do the task satisfactorily withsome supervision"
• Mentors participate in progress reviews with the YA student, school staff and/or YA instructors,and parent(s)/guardian(s)

Termination

• 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 tothe 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 tofind another employer and/or retain the YA student
• If a YA student voluntarily withdraws, encourage them to complete the current semester's classso 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 grievancemay be filed following the local program's grievance policy