JFF's Apprenticeship & Work-Based Learning Blog

One of our nation’s most successful job training strategies is at risk of losing momentum. Supporters must take action to maintain apprenticeship gains if the pandemic leads to recession.

The federal work-study program is a valuable resource for many low-income students, but it’s not always providing the meaningful work experiences students need. JFF calls on policymakers to update the program to make it relevant for today’s students.

In this op-ed, Eric Seleznow provides an overview of why apprenticeship in America is at an inflection point and explains the role of businesses in continuing the momentum.

Manufacturer Lippert Components offers a bilingual apprenticeship program to help the 33% of their team members who are Latinx reach their fullest potential.

Seeing a need across the industry, Treehouse has developed a business model from placing underrepresented workers into tech apprenticeships.

Talent and workforce leaders at Mercy Health + Saint Joseph Mercy Health System share steps they took to diversify their apprenticeship cohorts to be more reflective of the communities they serve.

Coleman Spohn Corp. President Lonnie Coleman explains why a diverse apprenticeship program is a key component for his business.

The Americans with Disabilities Act (ADA) has been in effect for nearly three decades, but youth and adults with disabilities still lack sufficient career opportunities. A new initiative aims to change that.

Pre-apprenticeships can help workers from underrepresented populations become “apprenticeship ready.” But these programs lack consistent standards and expectations. JFF’s framework can help new or established programs become effective and equitable, opening new paths to apprenticeship and, ultimately, careers.

A USDOL announcement has opened a 60-day public comment period in which individuals and organizations from across the country can weigh in on the proposed rule change.

Retail careers can play an integral role in helping people develop competitive future-proof skills. The retail industry is primed to offer opportunities for workers to continually hone the skills least susceptible to automation—human skills.

22 companies and industry associations explored what’s working on incorporating equity into their workforce and where further assistance and movement is needed.

This bill establishes a new initiative to grow and expand highly successful intermediaries.

Apprenticeship can help health care employers recruit, train, and retain top-level talent.

Companies show that when apprenticeship is used as part of a business strategy, everybody wins.

Tech companies can’t wait around for their workforce to meet their needs. If these employers get engaged in apprenticeship, they can actively build their talent pools.

The Higher Education Act hasn’t been updated for nearly 11 years. It’s time to make the law work for today’s students, and JFF’s policy team has the solutions.

Creating a comprehensive modern apprenticeship system in California will require a change in the way the state designs, launches, and implements programs.

Adaptable apprenticeships collaboratively design the program's learning component so that it is recognized and valued across an industry or sector.

The DOL's IRAP accreditation process should be put on hold pending more specific guidelines.

Increasing the development and uptake of equitable, high-quality apprenticeship models will require accessibility, structured pre-apprenticeships, and strong intermediaries.

Apprenticeship can offer an alternative to college and open doors to many career opportunities.

JFF joins new Partnership to Advance Youth Apprenticeship (PAYA) as national partner.

Read highlights of our recent webinar, Understanding Competency-Based Apprenticeship Models.

Will growth come at the expense of quality? US apprenticeship task force releases final recommendations on expansion to new industry sectors. JFF urges high standards, equal access.

JFF is working with the American Hotel and Lodging Association and the National Restaurant Association Education Foundation on the national Hospitality Sector Apprenticeship to expand apprenticeship opportunities in new communities.

Most apprentices are employed at the conclusion of their programs, going on to earn an average starting salary of $60,000 a year. But for far too many women and people of color, this is too good to be true.

The technological advances of the past 40 years have fueled the Fourth Industrial Revolution which has greatly impacted the modern workplace. The First Industrial Revolution used water and steam power to mechanize production; the Fourth Industrial Revolut

The Center for Young Professionals, a Swiss nonprofit center for basic banking education, is the focus of this final blog on the extremely successful Swiss apprenticeship system.

With Delaware Technical Community College's Advanced Manufacturing Pathways Program, high school seniors train for in-demand manufacturing careers by participating in paid summer internships with local companies.

Education, workforce, business, and philanthropic leaders gather at the Career Pathways Lab co-hosted by Jobs for the Future, Linked Learning Alliance, and The Wonderful Company in Beverly Hills, California.* This month, Jobs for the Future (JFF) organize

The value of apprenticeships is even more pronounced when they provide pathways for individuals who face barriers to entering the middle class. How can we make sure that apprenticeships are a real option for workers from every community, including women and minorities?

Summer can be one of the most transformational times of the year for high school students. This became evident after I traveled to Morristown, Tennessee, to see a group of high school students present their summer internship experiences at the

“Helping the World Run Better” is no small feat, but that is what the largest worldwide independent software manufacturer, SAP, endeavors to do with its products and services. SAP’s 280,000 customer organizations produce 78% of the world’s food and 82%