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Check out this awareness campaign in the UK I found that's chocked full of resources!  Skills for Health is a UK health sector council aimed to develop a skilled, flexible and productive workforce to improve the quality of health and healthcare.  They've held a series of England wide events, to raise awareness of Apprenticeships. The first part of the Health Sector Apprenticeship Toolkit, which covers the ‘Employer journey’, was launched during four events which saw around 800 people from across the health sector hear from employers, the National Apprenticeship Service (NAS), trade unions, and apprentices with their line managers, as they shared their experiences.

The PowerPoint presentations, videos and workshops are available so take a look for yourself.

I'm always interested to learn about pre-Apprenticeship and Registered Apprenticeship opportunities for youth - for instance, Dr. John Gaal's Middle Apprenticeship Program work in St. Louis.  I just came across this article in the Canadian news, which highlights one young man's really wonderful experience in a Registered Apprenticeship program, and again makes the case for the positive impacts Apprenticeship experiences have on youth.  Note these observations from the founder of this particular program, Eric Newell:

"Newell has noticed three main things happen when students go into the program. First, their marks go up, sometimes dramatically. CAREERS gives out scholarships and many students have averages higher than 80 per cent.

'Secondly, when they come back to the classroom . . . they're much more mature,' he says. 'They understand why they're studying math.'

"Third, everyone else in the class notices these kids. After all, the pay isn't too shabby for a high school student."

I hope that those of you who are working to engage youth in pre-Apprenticeship and Registered Apprenticeship opportunities and increase career exploration at the secondary education level will continue to share your work with all of us here on the CoP!

Advancing Registered Apprenticeship


On August 5, the Employment and Training Administration (ETA) announced approximately $6.5 million in grants to assist national industry and employer associations and labor-management organizations in advancing Registered Apprenticeship (RA).  Eleven grantees will use the funding to develop programs that use the 21st century RA framework established through our recently revised regulations (Oct 2008). 


To help spread the word on this project we’ve put together a fact sheet that provides an overall project overview and brief descriptions of each grantee’s proposed grant activities.  These projects will use innovative and integrated approaches to training the U.S. workforce through apprenticeships that include hybrid training models and the use of interim credentials to acknowledge an apprentice’s skill progression.  Projects cover development of apprenticeship programs on everything from green construction to advanced culinary certifications; and utilize modern training options including technology-based classroom instruction and collaborations with secondary and post-secondary educational institutions.


In case you missed it, here is a link to the ETA news release announcing the grants (grantee names and funding amounts are also included).  Also see the link to the Advancing RA Grants Fact Sheet.  Please feel free to download and distribute the fact sheet.


Grant funding.  Innovative strategies being implemented throughout the nation. Workers being trained through integrated partnerships between the RA, public workforce and educations systems……It’s a good day in RA! 

Senator Ted Kennedy, Registered Apprenticeship and Healthcare
We have lost a great American leader and champion of labor, education and healthcare.  Senator Kennedy’s stamp is on all the major legislation of the last four decades that has helped workers and their families—minimum wage, Family and Medical leave, student loan legislation, No Child Left Behind, Serve America Act—just to name a few.  Passing healthcare reform, giving quality healthcare access to all Americans, was his final passion.  He was also a steadfast friend of the Registered Apprenticeship community and spoke at the 50th anniversary celebration of the Fitzgerald Act, the 1937 legislation that governs Registered Apprenticeship.

The intersection of healthcare reform and Registered Apprenticeship has come together in Senator Kennedy’s last major effort, the Affordable Health Choices Act, landmark legislation that passed the Senate’s Health, Education, Labor and Pensions (HELP) Committee on July 15.  The 615-page document focuses on stronger prevention, better quality of care and use of information technology.  Senator Kennedy and the committee had the foresight and vision to include Registered Apprenticeship in the Act as part of a career pathway and healthcare innovation.

Not everyone sees the connection between Registered Apprenticeship and healthcare.  The model can be an integral part of healthcare reform by providing rigorous training to frontline healthcare workers that helps professionalize and stabilize these occupations.  It also prepares employees to be able to climb a career ladder into higher-level occupations.  Registered Apprenticeship is a way to train healthcare workers and address some of the workforce issues including recruitment and retention, training a quality workforce and improving quality of patient care.   The potential in Registered Apprenticeship is that worker skill levels can be raised along with patient care without huge cost increases.  This can lead to jobs with higher wages as workers show their increased value, creating the opportunity for upward mobility.   Additionally, if entry- and middle-level healthcare workers are better trained, then higher level professionals—nurses and doctors—will be free to do the clinical work they are trained to do instead of lower level tasks.  This model provides a clear career lattice to higher level occupations—in essence—providing a clear pathway out of poverty for many individuals who might not otherwise have an opportunity for a career in healthcare.

This is the potential that Senator Kennedy and the committee saw in including Registered Apprenticeship:   the ability to improve worker skill development, retention and patient care.  Let’s hope this small but significant piece remains in the final legislation.

Below are excerpts of the Act pertaining to Registered Apprenticeship.

Registered Apprenticeship in Affordable Health Choices Act, Title IV: Health Care Workforce

Source: PDF of bill on Senate Health Education and Labor Committee (HELP) website

Also see the Committee press release and summary dated July 15, 2009

Subtitle A: Purpose and Definitions

Page 422 – HEALTH CARE CAREER PATHWAY.—The term ‘‘health care career pathway’’ means a rigorous, engaging, and high quality set of courses and services that—

(A) includes an articulated sequence of academic and career courses, including 21st century skills;

(B) is aligned with the needs of healthcare industries in a region or State;

(C) prepares students for entry into the full range of postsecondary education options, including registered apprenticeships, and careers

(D) provides academic and career counseling in student-to-counselor ratios that allow students to make informed decisions about academic and career options;

(E) meets State academic standards, State requirements for secondary school graduation and is aligned with requirements for entry into postsecondary education, and applicable industry standards; and

(F) leads to 2 or more credentials, including—

(i) a secondary school diploma; and

(ii) a postsecondary degree, an apprenticeship or other occupational certification, a certificate, or a license.

Page 424 –(5) REGISTERED APPRENTICESHIP PROGRAM.—The term ‘‘registered apprenticeship program’’ means an industry skills training program at the postsecondary level that combines technical and theoretical training through structure on the job learning with related instruction (in a classroom or through distance learning) while an individual is employed, working under the direction of qualified personnel or a mentor, and earning incremental wage increases aligned to enhance job proficiency, resulting in the acquisition of a nationally recognized and portable certificate, under a plan approved by the Office of Apprenticeship or a State agency recognized by the Department of Labor.

Subtitle B:  Innovations in Health Care Workforce

Section 411 – National Health Care Commission - Establishes national commission tasked with reviewing health care workforce and projected workforce needs. The overall goal of the commission is to provide comprehensive, unbiased information to Congress and the Administration about how to align federal health care workforce resources with national needs. Information could be utilized by the Congress when providing appropriations to discretionary programs or in restructuring other federal funding sources. The Commission would leverage existing federal resources and programs including the expertise and work of: the U.S. Department of Health and Human Service, including the Health Resources and Services Administration, the U.S. Department of Education, and the U.S. Department of Labor, and other appropriate federal agencies. (411)

Registered apprenticeship is included in the specific topics to be reviewed by the Commission in its annual review of health care workforce and annual reports

Page 438 - (B) health care workforce education and training capacity, including the number of students who have completed education and training, including registered apprenticeships; the number of qualified faculty; the education and training infrastructure; and the education and training demands, with projected demands during the subsequent 10 and 25 year periods, and including identified models of education and training delivery and best practices;

Section 412:  State health care workforce development grants - Competitive grants are established for the purpose of enabling state partnerships to complete comprehensive planning and to carry out activities leading to coherent and comprehensive health care workforce development strategies at the state and local levels. Grants would be used to support innovative approaches to increase the number of skilled health care workers such as health care career pathways for young people and adults.  (412) (as defined in Section 401, which includes registered apprenticeship).




So often, we in the apprenticeship community become frustrated at the scant attention given registered apprenticeship by the K-12 education system.  Youth have little or no knowledge of this fantastic Earn While You Learn model, and how can they, when neither their teachers nor counselors are familiar with its features and benefits?

I just finished serving on the Region 6 panel that reviewed our states' plans to spend their American Recovery and Reinvestment Act funds on workforce development.  As OA's representative on the panel, I had the opportunity to contribute information about the terrific work our OA staff and our counterparts in the SAA states are doing to integrate apprenticeship with state and local workforce systems.  I also learned a lot from my ETA colleagues about some exciting initiatives, and would like to share this information with all of you.

Washington State Department of Labor and Industries sponsors a website called Experience Apprenticeship, and it's geared to high school students, as well as their parents and teachers.   Using a colorful, eye-catching design, it grabs your attention, and piques a young person's curiosity by being very specfic:  You can EARN while you LEARN.  The website concentrates on five major industry groups where apprenticeships are available.  In addition to the building and construction trades, website visitors can learn about health care, manufacturing, food preparation and service, and public safety.

There's also a tab with lots of information for parents and educators, explaining how apprenticeships work, credentials that can be earned through apprenticeship, and other important facts.

I like how the message comes across in a friendly way that isn't condescending to the student. Here's an example from the page titled "Why should you choose an apprenticeship?"

A secure future. With an apprenticeship, you’ll have the chance to gain the skills and technical know-how to become one of the best in your field. Achieving such a high level of skill will lead to a higher salary and greater job opportunities. And that will mean that your future is secure.

I really liked this quiz for potential apprentices.  You can take the quiz yourself by clicking this link:

Quiz questions, yes or no
Are you a “kinesthetic” learner? That is, do you learn best by doing?
Do you like working with other people?
Do you like doing “hands-on” activities at school (such as science labs)?
Are you good at solving problems?
Do you like it when someone demonstrates how to do something?
Are you willing to work hard for your goals?
Are you persistent? Are you willing to keep trying until you succeed?
Are you dependable? Can other people count on you?
Do you want to learn skills that will get you a good job?
Do you want to be paid while you learn your job?

Kudos to Washington State for creating this website.  Check it out!




I came across an interesting blog by David Ferguson "Learning by Doing," and his perspective on how apprenticeships fit into the context of social learning and informal learning.  I agree with his thoughts on outcome-focused rather than time-focused metrics.  Rich Davy, who works as a field representative for registered apprenticeship /State of Minnesota responded, " Apprenticeship law in the US changed last year so that employers could have ( if they chose) a competency based apprenticeship using testing( performance and/or theoretical) /assessment to confirm competency. Most apprenticeship programs are also governed by ratio (journeyman to apprentice) requirements to avoid employers taking advantage of apprentices for “cheap labor”. There are many apprenticeship programs evolving in the US in occupations other that the traditional construction trades. I see informal and social learning playing a very important role in successful apprenticeship programs if the employer can make the technology and know how available for apprentices."

Check out the blog and let us know what you think.

Kansas Registered Apprenticeship connects through LinkedIn.


The Kansas Registered Apprenticeship program recently established a group on LinkedIn.  LinkedIn is a business-oriented social networking site that is used primarily for professional networking. 


We anticipate this group will be a great way to reach out to new employers and create interest in Registered Apprenticeship while expanding their knowledge base about the program.  Employers will also be able to learn more about funding opportunities to help support their Registered Apprenticeship program throughRegistered Apprenticeship (RA) Works! and RA Scholarships.


What new and innovative things are you doing to make a connection with employers in your state?


Why Apprenticeship?  What's in it for me?

In my forty years involved in apprenticeship I was always asked .....Why Apprenticeship?

Those of us who have been involved know the answers but may not realize that we do,  or we are keeping it a secret.  Employers ask why they should consider apprenticeship when they can just hire the people they need to do the job only to find out that the individual may not have been trained at all but simply went through a course, or a simple training program. 


  • Apprenticeship ensures that the completer has learned all aspects of the trade and has met certain standards of that trade.
  • Apprenticeship offers the employer a trained individual (because the employer was the trainer).
  • Apprenticeship provides the employer with a retention rate of employees that is better than that of non participants.
  • Apprenticeship allows the employer to pay participants as the become more proficiant.
  • Apprentices who are veterans can receive VA educational benefits .
  • Employers pay wages in direct relationship to the apprentice's skills, knowledge and abilities.
  • Apprentices learn from experienced journeyworkers (mentors).
  • Apprentices learn the most recent advances in technology.
  • Apprenticeship can be adapted to any industry
  • Apprenticeship is not just a union training program.
  • Apprenticeship is not political.
  •  Apprenticeship connects job seekers looking to learn new skills with employers looking for qualified workers.
  • Apprenticeship is business-driven, a customizable program.
  • Business may qualify for state tax benefits or other financial support.


  • Apprentices are paid while learning, being able to support themselves while learning a trade or occupation.
  • Apprentices learn a trade that can be a stepping stone to further advancement or to master the occupation they are in.
  • Although there is related instruction required in apprenticeship, a large part of mastering the trade is hands-on learning, which may not be the case in an academic setting.
  • Many incoming apprentices have college behind them which can help to qualify for the program.
  • Depnding on the sponsor (employer), Apprentices can get credit for previous experience. 

Some states don't promote apprenticeship, they monitor it or regulate it.  In today's difficult times, staff has been cut back and information on apprenticeship can be scarce but with the internet, much information is out there in the public domain.  More information can be learned on the USDOL new apprenticeship website


Honoring the Best
Posted on August 13, 2009 by John Gaal, EdD
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Honoring the Best

Some of you may be aware of an organization called the International Foundation of Employee Benefits Plans (IFEBP). For those who are not familiar with the IFEBP, it provides an array of educational services to various audiences (i.e., public, private, labor, management, etc.) that are directly or indirectly impacted by issues concerning employee benefits, compensation, and financial literacy.

In 2008, the Training & Education Committee (T&E Cmte) of the IFEBP began honoring those registered apprenticeship (RA) programs that are considered the best of the best. Several categories exist including, but not limited to, Lifetime Achievement, Best Practices for programs with 250 or less apprentices and Best Practices for programs with over 250 apprentices. (In fact, the inaugural winner of the Lifetime Achievement Award was Mr. Anthony Swoope, former National Director of the US-DOL’s Office of Apprenticeship.) This is a great opportunity to honor those programs and individuals who have added value to their respective industries by means of promoting RA. As the current chair of the T&E Cmte, I highly recommend that interested parties participate in the soon-to-open nomination process. The awards will be presented at the IFEBP’s 2010 Trustees Institute for Jointly Managed T&E Funds to be held in Las Vegas, NV next January.


Click here for more information.



Be a Great Journeyman
Posted on August 10, 2009 by Thao Nelson
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Editor's note:  A message from our featured apprentice turned journeyman, Jennifer Murphy.  A journeyman is like a mentor, both roles make a difference!  Listen to Jennifer's experience and let us know your stories about mentors and how they've changed your life.

You never know exactly what you’re in for when they introduce you to your journeyman.  He could be friendly and fun, no-nonsense, old, young, energetic, lazy, clever, or anything under the sun.  If you’re lucky you get someone who you can connect with at least a little bit, and those are the ones that stand out in your mind when you look back on your apprenticeship.  The really good ones.  Also (come to think of it) the really bad ones.  You certainly LEARN from both.  It’s important because at the end of the apprenticeship you yourself will BE a journeyman and if you haven’t gotten it figured out how to settle into a groove and get work done well and efficiently by then... well it’s sink or swim time.  

I’ve heard horror stories of how apprentices were treated by journeymen in the past.  According to some of the stories I’ve heard it used to be common for journeymen to yell at apprentices, ban them from the elevator so that they would have to take the stairs or ladders to upper floors, or make them roll up extension cords which were dragged through puddles of tobacco spit all over the floor.  Fortunately for everyone, times have changed and the new attitude is that everyone is treated with respect.  I’m very glad for this progressiveness.   I think it definitely makes everyone happier and removes some unnecessary stress from our lives.  Also the work moves along more safely and efficiently.  

When you “click” with your journeyman the work goes well, the day passes quickly, and you look forward to your day more.  You are more open to learning.  I had a journeyman named Oz with whom I got along well, but I was always asking questions and making suggestions when what he wanted was for me to just do the task he asked me to do the way he asked me to do it.  Once, exasperated, he said to me, “One day when you are a journeyman you are going to call me up and tell me “Thank You for being such a good journeyman! I can’t believe what a difficult apprentice I was!”  We both laughed, but just this week I had almost the same experience with one of my own apprentices!  I was a little overwhelmed with all the work on my plate and trying to prioritize everything and plan my materials.  So when I set one of my apprentices upon a task and he kept asking me if he could do it all these other ways instead of how I told him to do it I had a mind flash back to Oz.  I laughed.  Apprentices should always be thinking about what they’re doing, and finding better solutions, so he didn’t do anything wrong, but sometimes you gotta just dig in and get started.  

One of the things I struggle with is knowing how much information to give to my apprentices.  I don’t want to insult them by telling them what to do step by step, but I also don’t want to assume they know everything they need to know.  It’s a hard balance.  I’m also working to figure out the right size chunks to break the job down into manageable tasks.  It’s all falling into place.  I’m getting more comfortable in my role as a journeyman and more confident that the job will turn out alright.  Just today, for the first time I had this strange experience where I set my apprentice on a task and came back to check on his progress.  The work was done EXACTLY as I had pictured it in my mind.  It felt a little like magic!  It felt like I had just thought up the installation and “poof” it was there!  I told my apprentice and he laughed, but I was really very impressed.  I don’t know if I’m doing a better job of explaining what I want or if he is just catching on to how I like to see stuff done.  Probably both. 
Each year, members of the OA staff are asked to nominate individuals from their respective regions, or the national office for those staff located in the national office, for the “Associate of the Year” award.   This prestigious award recognizes employee exceptional service and accomplishments have had a marked impact on the Office of Apprenticeship.  All OA staff are eligible, and can be nominated by their co-workers, their supervisors, or themselves.   In FY 2009, OA staff have selected the following outstanding individuals to be our Regional and National Office Associates of the Year.  

National Office – Mr. James Conley is recognized for the dedication and service to Office of Apprenticeship staff, as well as the public and private sectors.  As a team leader in the Division of Program Administration and Management Services, one of Jim’s key responsibilities is to ensure that all data analysis and information about Registered Apprenticeship developed by the national office are reviewed for accuracy, credible source documentation, and responsiveness to the request.  Whenever he is called upon to provide information, Jim always responds in an expeditious and professional manner.  For any information request, he ensures that the information is accurate and can be verified.  Jim is a very valuable and reliable source for technical information to OA’s field staff, as well as a serving a critical point of contact for coordinating multiple national office activities.   

Region I (Boston) - Mr. Howard “Howie” Carney is recognized for his unfailing commitment to registered apprenticeship in Rhode Island and in the Region.  State Director Carney recently returned from medical leave and part time employment and has worked steadfastly to catch up on work while also training a new Rhode Island state employee.  During his recuperation from major surgery and his part time return to work, Howie adapted to new technologies and was able to keep up with work in a variety of new ways.  He maintained contact with his state and federal partners and was positive and considerate of others throughout this period.  Additionally, Mr. Carney was the first Region I staff to exceed performance standards for completing Quality Assurance Assessments and Equal Employment Opportunity (EEO) reviews and is largely responsible for the Region’s good standing in this performance element.  

Region 2 (Philadelphia) – Mr. Ronald Leonard, an Apprenticeship and Training Representative (ATR) in Philadelphia, Pennsylvania  is recognized for has systematically promoted registered apprenticeship by creating an extensive network that includes the Delaware Valley Innovation Network, a WIRED grant recipient; the Chester County Workforce Investment Board (WIB) and their One-Stop Youth Center; the Bucks County WIB; the Lehigh Valley WIB; education partners including the Southeastern PA Tech Prep Consortium; the Philadelphia Academies; Pennsylvania Biotechnology Center; advisory committees at Northeast High School in Philadelphia; the Lehigh Carbon Technical Institute in Schnecksville; the School District of Philadelphia’s Office of Career and Technical Education; and community colleges in Delaware County, Northampton County, and the City of Philadelphia.  This list could go on and on.  Ron does an excellent job of networking, provides outstanding technical assistance, and always represents the Office of Apprenticeship with enthusiasm and professionalism!  ATR Leonard’s dedication OA, his commitment to quality, and service and support to apprenticeship sponsors go far beyond the requirements of his position.
Region 3 (Atlanta) – Ms. Linda V. Seals, Administrative Officer is recognized for continuing to provide unyielding, professional, prompt and efficient serves to assist staff in Region 3, as well as staff outside the region.  Ms. Seals has provided exceptional support to the Regional Director and Regional Executive Assistant (REA)  She assisted the REA in making her transition easier by sharing her expert knowledge and provided training on WEBPARS, E-Power, and Time & Attendance and E-Travel management and other departmental office systems.   Ms. Seals also assisted OA’s National Office in reconciling budget issues due to the recent retirement of the OA Senior Budget Officer.  Ms. Seals is a team player and always ready to step up to the plate and should be commended for her expert knowledge and unlimited skills and abilities.  

Region 4 (Dallas) - David A. Gaither, Region 4’s REA, is recognized for his numerous contributions that are instrumental helping the region meet or exceed its goals.  Dave’s communication and coordination skills are tremendous asses for OA’s internal staff and our external partners.   In addition to his numerous normal duties as the REA, REA Gaither has also planned, coordinating and developed presentation materials for two major conferences: the Dallas Action Clinic in January 2009, and Employment and Training Administration’s (ETA) Region 4 Recovery and Reemployment Forum in May 2009.   Preparation for the Dallas Action Clinic required numerous hours of planning and coordination with National Office staff, Region 4 ETA staff, hotel staff and event contractor staff, and OA regional staff.  As a result of his leadership in orchestrating this event by all accounts the Dallas Action Clinic set the mark that all other Action Clinics would need to strive to meet.  REA Gaither’s actions have brought and continue to bring great credit to this region and the Office of Apprenticeship.  

Region 5 (Chicago) – Mrs. Kim Davis-Jones
, Region 5’s REA is recognized for her pivotal role as the coordinator for the Chicago Action Clinic held in December 2008.  Her exceptional role with attention to detail and recruitment has driven Region 5 to a higher level in developing partnerships within the workforce development arena achieving a commitment toward excellence and future expansion of 21st century apprenticeship.  Regardless of whose job it is, Kim accepts each challenge with personal responsibility.  She displays the epitome of great attitude, leadership, motivation to others and dedication toward successful completion of assignments.  

Region 6 (San Francisco) - Mr. Lymus Capehart is recognized for his numerous contributions to promoting apprenticeship in Region 6, and in the healthcare industry in particular.   As Apprenticeship and Training Representative (ATR) in Alaska since July 2000, Lymus works in a busy two person office with a challenging workload that at times changes due to shifting priorities, budget constraints, economic conditions.  He is a natural leader and a valuable team player.  His ability to adapt and to stay focused while working on multiple projects remains impressive.  These qualities have proven to be priceless as we work to promote and expand the registered apprenticeship system in Alaska.  Program sponsorships have grown from fewer than 100 active programs in FY 2000 to over 300 today with increasing numbers in high growth industries.  ATR Capehart’s experience and expertise in healthcare has also resulted in approval of new occupations and registration of new programs which further secures the registered apprenticeship’s role as a workforce development program in healthcare. 

Congratulations to all and let us know how you feel about our exceptional associates!
At the Dallas "Collaborate for Success" Action Clinic, I had the pleasure of working as a facilitator with the Montana team.  They developed many great plans for how to advance Registered Apprenticeship as a talent development strategy in their state.  So, I was really excited to see this August 3rd article in the Great Falls Tribune, which highlights the launch of the Montana Department of Labor and Industry's new "Apprenticeship Montana" Web site.  Please take a few minutes to look at the site - it's a fantastic example of outreach and awareness-building for both potential apprentices (geared toward middle and high school students) AND parents.  I particularly enjoyed the interactive "top ten" list on the "Why should you consider an apprenticeship?" portion of the Web site, which does a great job of appealing to youth interests (e.g. "Learn skills for a rewarding career with no educational debt!" and "Own a cool rig - not a clunker").

I think Montana has developed a really great - and replicable - outreach and education tool here.  Way to go, Team Montana - I hope you will keep us posted on your efforts!

"Apprenticeship, in my opinion, is the best training method known to man." 

- Joachim Schaf, Chef Instructor, RMCC

Apprenticeships for.... chefs?  What is this new malarky?!? I've heard that we're expanding our ideas about what industries we use the apprenticeship training model in, but this is really pushing the envelope!  I saw this video today about the Chef Apprenticeship Program at Red Rocks Community College and just absolutely loved it, and wanted to share it with everyone. 

Through this program, students are spending 3 years on the job, getting paid while learning how to become a professional chef.  These students graduate to work in some of the highest-paid culinary jobs around the world, including the Ritz Hotel chain and the Island of Capri.  It's one thing to be able to do what you love, but another thing entirely to have someone pay you to learn how to do it, then hand you a job that pays you even more, and has the potential to take you to exotic places!  I have friends and family who have spent their own hard-earned money to graduate from culinary school, only to have a hard time finding a job that pays enough to pay the rent.  If only they had known that Registered Apprenticeship is for more than just electricians and plumbers.... [sigh].  But, this just proves the point that we have a lot of work to do to get the word out about what RA can do across so many previously untouched industries -- what amazing job potential we can bring to this sluggish market! 

Ace of Cakes, watch out -- the Apprentices are going to give you a run for your money!!