Frequently Asked Questions

Industry Recognized Apprenticeship Program

Standards Recognition Entities (SREs)

  • The Administrator may suspend an SRE for 45 calendar days and may initiate review of an SRE if it receives information indicating that: (1) The SRE is not in substantial compliance with this subpart or; (2) The SRE is no longer capable of continuing as an SRE.

    The notice will include an explanation of the Office of Apprenticeship’s decision, including identified areas in which the SRE is not in substantial compliance or an explanation why the SRE is no longer capable of continuing as an SRE, or both, and necessary remedial actions, and must explain that the Administrator will derecognize the SRE in 45 calendar days unless remedial action is taken or a request for administrative review is made. 

    If the SRE does not take remedial action or request administrative review of the suspension, the Administrator will derecognize the SRE, notify the SRE in writing, and specify the reasons for the derecognition. The SRE may request administrative review within 45 calendar days of receipt of the notice. 

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  • Industry-recognized credentials are those that reflect the specific competencies needed for a given industry or occupational area. 

    Read More
  • No, Registered Apprenticeship Program metrics are specifically for Registered Apprenticeship Programs. There are separate IRAP metrics based on the requirements in the final rule. 

    Read More
  • Each year, an SRE must report to the Administrator, in a format prescribed by the Administrator, and make publicly available the following information on each IRAP it recognizes: 

    1. Up-to-date contact information for each IRAP; 

    1. The total number of new and continuing apprentices annually training in each IRAP under an apprenticeship agreement; 

    1. The total number of apprentices who successfully completed the IRAP annually; 

    1. The annual completion rate for apprentices. Annual completion rate must be calculated by comparing the number of apprentices in a designated apprenticeship cohort who successfully completed the IRAP requirements and attained an industry-recognized credential with the number of apprentices in that cohort who initially began training in the IRAP; 

    1. The median length of time for IRAP completion; 

    1. The post-apprenticeship employment retention rate, calculated 6 and 12 months after program completion; 

    1. The industry-recognized credentials attained by apprentices in an IRAP, and the annual number of such credentials attained; 

    1. The average earnings of an IRAP’s former apprentices, calculated 6 months after IRAP completion; 

    1. Training cost per apprentice; and 

    1. Basic demographic information on participants. 

    Read More
  • IRAPs must ensure that apprentices are paid at least the applicable federal, state, or local minimum wage and must notify apprentices of circumstances under which wages will increase. Thus, apprentices will have the information necessary to make informed decisions about IRAPs and compare wage offerings of different IRAPs. IRAPs are not required to have a progressive wage structure because different IRAPs will likely vary in duration and will represent a broad spectrum of industries with different market wage trends. Further, a progressive wage structure could limit employer participation in IRAPs, particularly for employers that would offer IRAPs that are limited in duration. This, by extension, could reduce or eliminate choices for individuals seeking apprenticeship opportunities.   

    Read More
  • The Department’s quality assurance role allows the Department to evaluate the SRE’s ability to fulfill its responsibilities to ensure that their IRAPs continue to satisfy the Department’s standards of high-quality apprenticeships. The Administrator may discharge recognition, review, suspend, and derecognize SREs.  

    Read More
  • The Office of Apprenticeship will review SRE applications quarterly in batches, and it will provide a denial of recognition with the reason(s) for denial. The notice will tell the applicant what it needs to do differently before resubmitting its application. The notice will also explain that a request for administrative review must comply with the service requirements contained in 29 CFR part 18.The Administrator will refer any requests for administrative review to the Office of Administrative Law Judges.

    Read More
    • Assess your workforce needs, consider how this new flexibility in apprenticeship could offer the right talent development solution, and develop a program. 

    • Familiarize yourself with the DOL standards for high-quality IRAPs. 

    • Identify trusted national industry leaders in your industry sector and encourage them to apply for recognition as an SRE. 

    • Monitor DOL’s IRAP website for up-to-date information about recognized SREs. 

    • Seek recognition from an SRE in your industry or occupational area. 

    • IRAPs that seek to train apprentices to perform construction activities cannot be recognized by SREs. 

    Read More
  • High-quality IRAPs include the following 10 key requirements:  

    1. Paid Work. IRAPs must ensure that apprentices are paid at least the applicable Federal, State, or local minimum wage. The program must provide a written notice to apprentices of what wages they will receive and under what circumstances their wages will increase.  

    1. Written Training Plan. IRAPs must have a written training plan, consistent with its SRE's requirements and standards. The written training plan, which must be provided to an apprentice prior to beginning an IRAP, must detail the program's structured work experiences and appropriate related instruction. The training plan must be designed so that apprentices demonstrate competency and earn credential(s), and provide apprentices progressively advancing industry-essential skills.    

    1. Written Apprenticeship Agreement. IRAPs must maintain a written apprenticeship agreement for each apprentice that outlines the terms and conditions of the apprentice's employment and training. The apprenticeship agreement must be consistent with its SRE's requirements.  

    1. Specialized Knowledge and Experience. IRAPs must train apprentices for employment in jobs that require specialized knowledge and experience and involve the performance of complex tasks.    

    1. Safety. IRAPs must provide a working environment for apprentices that adheres to all applicable Federal, State, and local safety laws and regulations and complies with any additional safety requirements of its SRE.   

    1. Equal Employment Opportunity. IRAPs must affirm their adherence to all applicable Federal, State, and local laws pertaining to EEO.  

    1. Credit for Prior Knowledge. IRAPs must provide credit for prior knowledge and experience to apprentices relevant to the instruction of the program.    

    1. Mentorship. IRAPs must provide apprentices structured mentorship opportunities throughout the duration of the apprenticeship that involve ongoing, focused supervision and training by experienced instructors and employees, to ensure apprentices have additional guidance on the progress of their training and their employability.  

    1. Industry-Recognized Credentials. IRAPs must provide apprentices industry-recognized credential(s) during participation in or upon completion of the program.  

    1. Disclosure of Costs and Fees. IRAPs must disclose to apprentices, before they agree to participate in the program, any costs or expenses that will be charged to them (such as costs related to tools or educational materials).

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    • SREs are responsible for recognizing or rejecting IRAPs in a timely manner. 

    • SREs must notify the Office of Apprenticeship within 30 days when they have recognized, suspended, or derecognized an IRAP, and include the name and contact information of the program. 

    • SREs are responsible for providing program and performance data to the Office of Apprenticeship in a timely manner. 

    • SREs are responsible for only recognizing high-quality IRAPs as set forth by the Department in the IRAP Final Rule. 

    • SREs must establish policies and procedures for recognizing, and validating compliance of, programs that ensure that SRE decisions are impartial, consistent, and based on objective and merit-based criteria. 

    • SREs will review programs and validate that they meet the high-quality criteria of an IRAP at initial recognition and on an annual basis. 

    • SREs must remain in an ongoing quality-control relationship with the IRAPs they have recognized, to include periodic compliance reviews and consideration of apprentices’ credential attainment, program completion, retention rates, and earnings. 

    • SREs must publicly disclose the credential(s) that apprentices will earn during their participation in or upon completion of an IRAP. SREs are responsible for developing policies and procedures for the suspension or derecognition of an IRAP that fails to comply with the SRE’s requirements. 

    • SREs are responsible for developing policies and procedures that require IRAPs’ adherence to applicable Federal, State, and local laws pertaining to EEO and reflect comprehensive outreach strategies to reach diverse populations. 

    • SREs are responsible for having policies and procedures for addressing complaints filed against their IRAPs. 

    • An SRE must notify the Administrator and must provide all related material information if: 

    • It makes any major change that could affect the operations of the program, such as involvement in lawsuits that materially affect the SRE, changes in legal status, or any other change that materially affects the SRE’s ability to function in its recognition capacity; or 

    • It seeks to recognize apprenticeship programs in additional industries, occupational areas, or geographical areas. 

    Read More
  • Yes. An SRE must have policies and procedures for addressing complaints filed by apprentices, prospective apprentices, an apprentice’s authorized representative, a personnel certification body, or an employer against each IRAP the SRE recognizes. An SRE must notify the public about the right of an apprentice, a prospective apprentice, the apprentice’s authorized representative, a personnel certification body, or an employer, to file a complaint with the SRE against an IRAP the complainant is associated with, and the requirements for filing a complaint. 

    Read More
  • IRAPs must apply to be added to the state ETP list, as is the case with any other prospective training provider. 

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  • No, there are no limitations or guidelines on fees that SREs can charge. However, an SRE must publicly disclose any fees it charges to IRAPs (29 CFR 29.22(n)). 

    Read More
  • Examples of acceptable documentation include but are not limited to: a financial plan and/or description of the costs associated with operating as an SRE; a description of the organization’s available funding sources to support SRE operations, including the duration of the funding; and/or a summary of the organization’s most recent audit findings supporting the organization’s financial solvency. 

    Read More
  • IRAP sponsors can establish a program using their own credentials or credentials developed by another agency or industry association; however, the SRE is responsible for validating that the credential is industry-recognized. 

    Read More
  • Yes, under 29 CFR 29.22(a)(4) the SRE is charged with recognizing and maintaining the recognition of IRAPs that meet the requirements in 29 CFR 29.22(a)(4)(i) through (x). These regulations put potential SREs on notice regarding the Department’s expectations for high-quality, high-performing programs. If the IRAP does not continue to fulfill its obligations, the SRE will hold the IRAP accountable as appropriate under the framework established by the Department. Additionally, 29 CFR 29.23 covers the Department’s quality assurance role in holding SREs accountable. 

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  • No, IRAPs and RAPs will work on parallel tracks with the support of the Department. The Registered Apprenticeship system has produced successful results in many industries for over 80 years and it will continue to do so. The industry-led, market-driven approach outlined in the IRAP final rule will give employers and other stakeholders the additional flexibility necessary to expand the apprenticeship model into new industries where registered programs are less prevalent and to address the diverse workforce needs of different industries and occupations. IRAPs provide a new apprenticeship pathway that lets industry organizations take the lead in identifying high-quality apprenticeship programs and opportunities based on the needs in their industry. 

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  • The IRAP final rule places comprehensive EEO responsibilities on both the IRAP sponsor and the SRE, instead of requiring compliance with the provisions of 29 CFR Part 30, which applies only to Registered Apprenticeship. To be recognized by an SRE as an IRAP, a program must affirm “its adherence to all applicable Federal, State, and local laws pertaining to Equal Employment Opportunity.” 29 CFR 29.22(i) provides that the SRE must have policies and procedures that both (1) “require IRAPs’ adherence to applicable Federal, State, and local laws pertaining to EEO” and (2) “facilitate such adherence through the SRE’s policies and procedures regarding potential harassment, intimidation, and retaliation (such as the provision of anti-harassment training, and a process for handling EEO and harassment complaints from apprentices).” 

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  • Yes, a new reporting system has been created for IRAP SREs. SREs that have been recognized by the U.S. Department of Labor will receive instructions on how to access the reporting system. The IRAP SRE reporting system is similar to RAPIDS but does not include individual-level data on each apprentice since SREs are only required to provide aggregate-level data for each program they recognize.

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General

  • The Administrator may suspend an SRE for 45 calendar days and may initiate review of an SRE if it receives information indicating that: (1) The SRE is not in substantial compliance with this subpart or; (2) The SRE is no longer capable of continuing as an SRE.

    The notice will include an explanation of the Office of Apprenticeship’s decision, including identified areas in which the SRE is not in substantial compliance or an explanation why the SRE is no longer capable of continuing as an SRE, or both, and necessary remedial actions, and must explain that the Administrator will derecognize the SRE in 45 calendar days unless remedial action is taken or a request for administrative review is made. 

    If the SRE does not take remedial action or request administrative review of the suspension, the Administrator will derecognize the SRE, notify the SRE in writing, and specify the reasons for the derecognition. The SRE may request administrative review within 45 calendar days of receipt of the notice. 

    Read More
  • Industry-recognized credentials are those that reflect the specific competencies needed for a given industry or occupational area. 

    Read More
  • No, Registered Apprenticeship Program metrics are specifically for Registered Apprenticeship Programs. There are separate IRAP metrics based on the requirements in the final rule. 

    Read More
  • Each year, an SRE must report to the Administrator, in a format prescribed by the Administrator, and make publicly available the following information on each IRAP it recognizes: 

    1. Up-to-date contact information for each IRAP; 

    1. The total number of new and continuing apprentices annually training in each IRAP under an apprenticeship agreement; 

    1. The total number of apprentices who successfully completed the IRAP annually; 

    1. The annual completion rate for apprentices. Annual completion rate must be calculated by comparing the number of apprentices in a designated apprenticeship cohort who successfully completed the IRAP requirements and attained an industry-recognized credential with the number of apprentices in that cohort who initially began training in the IRAP; 

    1. The median length of time for IRAP completion; 

    1. The post-apprenticeship employment retention rate, calculated 6 and 12 months after program completion; 

    1. The industry-recognized credentials attained by apprentices in an IRAP, and the annual number of such credentials attained; 

    1. The average earnings of an IRAP’s former apprentices, calculated 6 months after IRAP completion; 

    1. Training cost per apprentice; and 

    1. Basic demographic information on participants. 

    Read More
  • IRAPs must ensure that apprentices are paid at least the applicable federal, state, or local minimum wage and must notify apprentices of circumstances under which wages will increase. Thus, apprentices will have the information necessary to make informed decisions about IRAPs and compare wage offerings of different IRAPs. IRAPs are not required to have a progressive wage structure because different IRAPs will likely vary in duration and will represent a broad spectrum of industries with different market wage trends. Further, a progressive wage structure could limit employer participation in IRAPs, particularly for employers that would offer IRAPs that are limited in duration. This, by extension, could reduce or eliminate choices for individuals seeking apprenticeship opportunities.   

    Read More
  • The Department’s quality assurance role allows the Department to evaluate the SRE’s ability to fulfill its responsibilities to ensure that their IRAPs continue to satisfy the Department’s standards of high-quality apprenticeships. The Administrator may discharge recognition, review, suspend, and derecognize SREs.  

    Read More
  • The Office of Apprenticeship will review SRE applications quarterly in batches, and it will provide a denial of recognition with the reason(s) for denial. The notice will tell the applicant what it needs to do differently before resubmitting its application. The notice will also explain that a request for administrative review must comply with the service requirements contained in 29 CFR part 18.The Administrator will refer any requests for administrative review to the Office of Administrative Law Judges.

    Read More
    • Assess your workforce needs, consider how this new flexibility in apprenticeship could offer the right talent development solution, and develop a program. 

    • Familiarize yourself with the DOL standards for high-quality IRAPs. 

    • Identify trusted national industry leaders in your industry sector and encourage them to apply for recognition as an SRE. 

    • Monitor DOL’s IRAP website for up-to-date information about recognized SREs. 

    • Seek recognition from an SRE in your industry or occupational area. 

    • IRAPs that seek to train apprentices to perform construction activities cannot be recognized by SREs. 

    Read More
  • High-quality IRAPs include the following 10 key requirements:  

    1. Paid Work. IRAPs must ensure that apprentices are paid at least the applicable Federal, State, or local minimum wage. The program must provide a written notice to apprentices of what wages they will receive and under what circumstances their wages will increase.  

    1. Written Training Plan. IRAPs must have a written training plan, consistent with its SRE's requirements and standards. The written training plan, which must be provided to an apprentice prior to beginning an IRAP, must detail the program's structured work experiences and appropriate related instruction. The training plan must be designed so that apprentices demonstrate competency and earn credential(s), and provide apprentices progressively advancing industry-essential skills.    

    1. Written Apprenticeship Agreement. IRAPs must maintain a written apprenticeship agreement for each apprentice that outlines the terms and conditions of the apprentice's employment and training. The apprenticeship agreement must be consistent with its SRE's requirements.  

    1. Specialized Knowledge and Experience. IRAPs must train apprentices for employment in jobs that require specialized knowledge and experience and involve the performance of complex tasks.    

    1. Safety. IRAPs must provide a working environment for apprentices that adheres to all applicable Federal, State, and local safety laws and regulations and complies with any additional safety requirements of its SRE.   

    1. Equal Employment Opportunity. IRAPs must affirm their adherence to all applicable Federal, State, and local laws pertaining to EEO.  

    1. Credit for Prior Knowledge. IRAPs must provide credit for prior knowledge and experience to apprentices relevant to the instruction of the program.    

    1. Mentorship. IRAPs must provide apprentices structured mentorship opportunities throughout the duration of the apprenticeship that involve ongoing, focused supervision and training by experienced instructors and employees, to ensure apprentices have additional guidance on the progress of their training and their employability.  

    1. Industry-Recognized Credentials. IRAPs must provide apprentices industry-recognized credential(s) during participation in or upon completion of the program.  

    1. Disclosure of Costs and Fees. IRAPs must disclose to apprentices, before they agree to participate in the program, any costs or expenses that will be charged to them (such as costs related to tools or educational materials).

    Read More
    • SREs are responsible for recognizing or rejecting IRAPs in a timely manner. 

    • SREs must notify the Office of Apprenticeship within 30 days when they have recognized, suspended, or derecognized an IRAP, and include the name and contact information of the program. 

    • SREs are responsible for providing program and performance data to the Office of Apprenticeship in a timely manner. 

    • SREs are responsible for only recognizing high-quality IRAPs as set forth by the Department in the IRAP Final Rule. 

    • SREs must establish policies and procedures for recognizing, and validating compliance of, programs that ensure that SRE decisions are impartial, consistent, and based on objective and merit-based criteria. 

    • SREs will review programs and validate that they meet the high-quality criteria of an IRAP at initial recognition and on an annual basis. 

    • SREs must remain in an ongoing quality-control relationship with the IRAPs they have recognized, to include periodic compliance reviews and consideration of apprentices’ credential attainment, program completion, retention rates, and earnings. 

    • SREs must publicly disclose the credential(s) that apprentices will earn during their participation in or upon completion of an IRAP. SREs are responsible for developing policies and procedures for the suspension or derecognition of an IRAP that fails to comply with the SRE’s requirements. 

    • SREs are responsible for developing policies and procedures that require IRAPs’ adherence to applicable Federal, State, and local laws pertaining to EEO and reflect comprehensive outreach strategies to reach diverse populations. 

    • SREs are responsible for having policies and procedures for addressing complaints filed against their IRAPs. 

    • An SRE must notify the Administrator and must provide all related material information if: 

    • It makes any major change that could affect the operations of the program, such as involvement in lawsuits that materially affect the SRE, changes in legal status, or any other change that materially affects the SRE’s ability to function in its recognition capacity; or 

    • It seeks to recognize apprenticeship programs in additional industries, occupational areas, or geographical areas. 

    Read More
  • Yes. An SRE must have policies and procedures for addressing complaints filed by apprentices, prospective apprentices, an apprentice’s authorized representative, a personnel certification body, or an employer against each IRAP the SRE recognizes. An SRE must notify the public about the right of an apprentice, a prospective apprentice, the apprentice’s authorized representative, a personnel certification body, or an employer, to file a complaint with the SRE against an IRAP the complainant is associated with, and the requirements for filing a complaint. 

    Read More
  • IRAPs must apply to be added to the state ETP list, as is the case with any other prospective training provider. 

    Read More
  • No, there are no limitations or guidelines on fees that SREs can charge. However, an SRE must publicly disclose any fees it charges to IRAPs (29 CFR 29.22(n)). 

    Read More
  • Examples of acceptable documentation include but are not limited to: a financial plan and/or description of the costs associated with operating as an SRE; a description of the organization’s available funding sources to support SRE operations, including the duration of the funding; and/or a summary of the organization’s most recent audit findings supporting the organization’s financial solvency. 

    Read More
  • IRAP sponsors can establish a program using their own credentials or credentials developed by another agency or industry association; however, the SRE is responsible for validating that the credential is industry-recognized. 

    Read More

Sponsors

  • The Administrator may suspend an SRE for 45 calendar days and may initiate review of an SRE if it receives information indicating that: (1) The SRE is not in substantial compliance with this subpart or; (2) The SRE is no longer capable of continuing as an SRE.

    The notice will include an explanation of the Office of Apprenticeship’s decision, including identified areas in which the SRE is not in substantial compliance or an explanation why the SRE is no longer capable of continuing as an SRE, or both, and necessary remedial actions, and must explain that the Administrator will derecognize the SRE in 45 calendar days unless remedial action is taken or a request for administrative review is made. 

    If the SRE does not take remedial action or request administrative review of the suspension, the Administrator will derecognize the SRE, notify the SRE in writing, and specify the reasons for the derecognition. The SRE may request administrative review within 45 calendar days of receipt of the notice. 

    Read More
  • Industry-recognized credentials are those that reflect the specific competencies needed for a given industry or occupational area. 

    Read More
  • No, Registered Apprenticeship Program metrics are specifically for Registered Apprenticeship Programs. There are separate IRAP metrics based on the requirements in the final rule. 

    Read More
  • Each year, an SRE must report to the Administrator, in a format prescribed by the Administrator, and make publicly available the following information on each IRAP it recognizes: 

    1. Up-to-date contact information for each IRAP; 

    1. The total number of new and continuing apprentices annually training in each IRAP under an apprenticeship agreement; 

    1. The total number of apprentices who successfully completed the IRAP annually; 

    1. The annual completion rate for apprentices. Annual completion rate must be calculated by comparing the number of apprentices in a designated apprenticeship cohort who successfully completed the IRAP requirements and attained an industry-recognized credential with the number of apprentices in that cohort who initially began training in the IRAP; 

    1. The median length of time for IRAP completion; 

    1. The post-apprenticeship employment retention rate, calculated 6 and 12 months after program completion; 

    1. The industry-recognized credentials attained by apprentices in an IRAP, and the annual number of such credentials attained; 

    1. The average earnings of an IRAP’s former apprentices, calculated 6 months after IRAP completion; 

    1. Training cost per apprentice; and 

    1. Basic demographic information on participants. 

    Read More
  • IRAPs must ensure that apprentices are paid at least the applicable federal, state, or local minimum wage and must notify apprentices of circumstances under which wages will increase. Thus, apprentices will have the information necessary to make informed decisions about IRAPs and compare wage offerings of different IRAPs. IRAPs are not required to have a progressive wage structure because different IRAPs will likely vary in duration and will represent a broad spectrum of industries with different market wage trends. Further, a progressive wage structure could limit employer participation in IRAPs, particularly for employers that would offer IRAPs that are limited in duration. This, by extension, could reduce or eliminate choices for individuals seeking apprenticeship opportunities.   

    Read More

Complaints

  • The Administrator may suspend an SRE for 45 calendar days and may initiate review of an SRE if it receives information indicating that: (1) The SRE is not in substantial compliance with this subpart or; (2) The SRE is no longer capable of continuing as an SRE.

    The notice will include an explanation of the Office of Apprenticeship’s decision, including identified areas in which the SRE is not in substantial compliance or an explanation why the SRE is no longer capable of continuing as an SRE, or both, and necessary remedial actions, and must explain that the Administrator will derecognize the SRE in 45 calendar days unless remedial action is taken or a request for administrative review is made. 

    If the SRE does not take remedial action or request administrative review of the suspension, the Administrator will derecognize the SRE, notify the SRE in writing, and specify the reasons for the derecognition. The SRE may request administrative review within 45 calendar days of receipt of the notice. 

    Read More
  • Industry-recognized credentials are those that reflect the specific competencies needed for a given industry or occupational area. 

    Read More

State Apprenticeship Agencies

  • The Administrator may suspend an SRE for 45 calendar days and may initiate review of an SRE if it receives information indicating that: (1) The SRE is not in substantial compliance with this subpart or; (2) The SRE is no longer capable of continuing as an SRE.

    The notice will include an explanation of the Office of Apprenticeship’s decision, including identified areas in which the SRE is not in substantial compliance or an explanation why the SRE is no longer capable of continuing as an SRE, or both, and necessary remedial actions, and must explain that the Administrator will derecognize the SRE in 45 calendar days unless remedial action is taken or a request for administrative review is made. 

    If the SRE does not take remedial action or request administrative review of the suspension, the Administrator will derecognize the SRE, notify the SRE in writing, and specify the reasons for the derecognition. The SRE may request administrative review within 45 calendar days of receipt of the notice. 

    Read More
  • Industry-recognized credentials are those that reflect the specific competencies needed for a given industry or occupational area. 

    Read More
  • No, Registered Apprenticeship Program metrics are specifically for Registered Apprenticeship Programs. There are separate IRAP metrics based on the requirements in the final rule. 

    Read More
  • Each year, an SRE must report to the Administrator, in a format prescribed by the Administrator, and make publicly available the following information on each IRAP it recognizes: 

    1. Up-to-date contact information for each IRAP; 

    1. The total number of new and continuing apprentices annually training in each IRAP under an apprenticeship agreement; 

    1. The total number of apprentices who successfully completed the IRAP annually; 

    1. The annual completion rate for apprentices. Annual completion rate must be calculated by comparing the number of apprentices in a designated apprenticeship cohort who successfully completed the IRAP requirements and attained an industry-recognized credential with the number of apprentices in that cohort who initially began training in the IRAP; 

    1. The median length of time for IRAP completion; 

    1. The post-apprenticeship employment retention rate, calculated 6 and 12 months after program completion; 

    1. The industry-recognized credentials attained by apprentices in an IRAP, and the annual number of such credentials attained; 

    1. The average earnings of an IRAP’s former apprentices, calculated 6 months after IRAP completion; 

    1. Training cost per apprentice; and 

    1. Basic demographic information on participants. 

    Read More

Funding

  • The Administrator may suspend an SRE for 45 calendar days and may initiate review of an SRE if it receives information indicating that: (1) The SRE is not in substantial compliance with this subpart or; (2) The SRE is no longer capable of continuing as an SRE.

    The notice will include an explanation of the Office of Apprenticeship’s decision, including identified areas in which the SRE is not in substantial compliance or an explanation why the SRE is no longer capable of continuing as an SRE, or both, and necessary remedial actions, and must explain that the Administrator will derecognize the SRE in 45 calendar days unless remedial action is taken or a request for administrative review is made. 

    If the SRE does not take remedial action or request administrative review of the suspension, the Administrator will derecognize the SRE, notify the SRE in writing, and specify the reasons for the derecognition. The SRE may request administrative review within 45 calendar days of receipt of the notice. 

    Read More
  • Industry-recognized credentials are those that reflect the specific competencies needed for a given industry or occupational area. 

    Read More

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