Apprenticeship Glossary

TERMS	ACRONYM	DEFINITION
Apprentice		An individual who is employed to learn an occupation, working under the supervision of a qualified journeyperson, and is registered with a sponsor in an approved apprenticeship program.
Apprenticeable Occupation		A skilled trade or craft profession that requires special abilities and has been recognized by the U.S. Department of Labor 's Office of Apprenticeship. https://www.onetonline.org/find/all
ApprenticeOhio	AO	Ohio’s State Apprenticeship Agency (SAA). https://jfs.ohio.gov/job-services-and-unemployment/job-services/job-programs-and-services/apprentice-ohio/apprentice-ohio
Apprenticeship Agreement	AA	An agreement between the apprentice and the employer setting out the employment arrangements that apply to the apprenticeship. It must be signed at the start of the apprenticeship by the apprentice and the employer. https://www.apprenticeship.gov/sites/default/files/ETA_Form_671_Section_II.pdf
Competency-based apprenticeship		An apprenticeship program model where the apprentice is evaluated based on the competencies achieved in the program–not the number of hours completed.
Educational Training provider	ETP	An organization on the register of apprenticeship training providers and appointed by an employer for the delivery of training and on-program assessment, as part of an apprenticeship program.
Employer		Any person, company, or organization employing an apprentice, whether or not such person or organization is a registered sponsor and party to an apprentice agreement with the apprentice.
Equal Employment Opportunity	EEO	The Equal Employment Opportunity regulations for Registered Apprenticeship Programs prohibit discrimination on the basis of race, color, religion, national origin, sex (including pregnancy, sexual orientation, and gender identity), disability, age (40 or older), sexual orientation, and genetic information. https://www.apprenticeship.gov/help/equal-employment-opportunity#top https://www.dol.gov/sites/dolgov/files/ETA/apprenticeship/pdfs/Apprentices_and_Job_Seekers_Fact_Sheet.pdf
Hybrid-based apprenticeship		An approach that requires the apprentice to complete a specified minimum number of on-the-job-learning hours and related technical instruction hours and also demonstrate competency in the defined subject areas.
Intermediary		Third-party organizations like colleges, workforce development agencies, unions, professional associations, etc., that the US Department of Labor approves to sponsor programs for employers they work with.
Internship		A position where a trainee or student works for an organization, sometimes without pay (typically anywhere between a few weeks to a year), to gain work experience or satisfy requirements for a qualification, certificate, or credential.
Journeyperson		A worker who has attained a level of skill, abilities, and competencies recognized within an industry as having mastered the skills, abilities, and competencies required for the occupation. Practical experience must be equal to or greater than the term of apprenticeship. Often a supervisor/manager, lead staff for a unit, etc.
Mentor		A mentor is a professional who has reached the current position by acquiring their knowledge and experience and to the mentee/apprentice to help them progress with fewer mistakes and a clearer outlook on what they want to achieve. In apprenticeship, a mentor is focused on training people while doing the work tasks together with an experienced trainer. They receive theoretical learning, as well, but the greatest part of being an apprentice is practice. This has been the oldest form of employee training, from the times of guilds and small manufacturing workshops. A traditional mentorship is a relationship between two people where the individual with more experience, knowledge and connections (often a journeyperson or subject matter expert) shares what they have learned with a more junior individual within a certain industry. The more senior individual is the mentor, and the more junior individual is the mentee. In an organizational setting, a mentor influences the personal and professional growth of a mentee. https://www.apprentix.io/post/5-key-roles-of-mentors-in-apprenticeship-programs
Nationally- recognized industry credential		An industry-recognized credentials include: all occupational licenses and registries provided by state or national professional boards and industry certifications from a valid third party. You may be awarded credit that will apply toward graduation through completion of credentials (certifications) or workforce training.
Office of Apprenticeship	OA	Entity responsible for registering and overseeing Registered Apprenticeship Programs in designated states. OAs provide technical assistance and support to program sponsors, answer questions about the apprenticeship model, guide partners on each phase of developing a program, connect businesses to training providers, and advise partners on available funding sources to support apprenticeships. Registers and oversees programs in states without a recognized SAA through state field offices. In some circumstances, OA may register a program in a state with an SAA Staff members are U.S. Department of Labor federal employees Registers all programs through standard documentation Utilizes the Registered Apprenticeship Partners Information Data System (RAPIDS) system for registration, oversight, and tracking of apprentice progress and apprenticeship compliance. https://www.apprenticeship.gov/about-us/apprenticeship-system
Ohio State Apprenticeship Council	OSAC	As a State Apprenticeship Agency Ohio has the Ohio State Apprenticeship Council which advises the Agency on the Registered Apprenticeship system of Ohio. • In 2016 ODJFS branded ApprenticeOhio
On-the-job training	OJT	The application of learning and hands-on training by the apprentice. On-the-job training focuses on the skills and knowledge an apprentice must learn during the program to be fully proficient in the role.
Pre-Apprenticeship Program	PA	A program or set of training activities designed to prepare individuals for entering and succeeding in a registered apprenticeship program. These programs are often targeted toward individuals who may need to develop additional skills or knowledge before entering a formal apprenticeship
Prevailing wage		A wage rate set by the Department of Labor Standards (DLS) that applies to workers on public construction projects and other public works contracts.
Registered Apprenticeship Partners Information Database System	RAPIDS	RAPIDS will serve as your primary platform for managing your apprentices, occupations, job openings, and other relevant program information. Your local Apprenticeship Training Representative (ATR) is available to provide technical assistance if needed.
Registered Apprenticeship Program	RAP	An industry-driven, high-quality career pathway where employers can develop and prepare their future workforce, and individuals can obtain paid work experience, receive progressive wage increases, related technical instruction, and a portable, nationally recognized credential.
Related Technical Instruction	RTI	A systematic form of instruction that teaches the apprentice technical knowledge that applies to the job, typically provided in a classroom or online.
Sponsor		Any person, association, committee, or organization operating an apprenticeship program and in whose name the program is registered and approved. A program sponsor may be an employer or an intermediary organization.
Standards of apprenticeship	SOA	A written agreement containing plans for the operation and administration of the apprenticeship program and all terms and conditions for the qualifications, recruitment, selection, employment, and training of apprentices.
State Apprenticeship Agency	SAA	Entity, recognized by OA to act on behalf of the federal U.S. DOL to register and oversee programs in their recognized state. SAAs provide technical assistance and support to program sponsors, answer questions about the apprenticeship model, guide partners on each phase of developing a program, connect businesses to training providers, and advise partners on available funding sources to support apprenticeships. The U.S. Department of Labor awarded “State Apprenticeship Agency” status to the Ohio Department of Job & Family Services in 1957 https://www.apprenticeship.gov/about-us/apprenticeship-system
Time-based apprenticeships		Are models known for their structured approach: 2,000 hours of on-the-job training per year and 144 hours minimum of related technical instruction.
Wage Schedule		Refers to the progressive wage increases built into a registered apprenticeship that occur when an apprentice acquires new competencies or reaches a certain number of hours completed. Both time and competency-based programs follow similar wage structures. However, they may differ in what triggers wage progression. In time-based programs, wages are tied to an apprentice’s total on-the-job hours (typically with at least one wage). Competency-based programs link wage progression to a specific number of competencies achieved. Hybrid programs can use either approach.
Work process (or processes) schedule	WPS	The skills and competencies an apprentice must be proficient in to become a fully-qualified employee for the occupation.