Spotlight on Registered Apprenticeship: A workforce pathway with proven benefits
Among a plethora of workforce strategies that can play a part in developing a strong energy workforce, DOE is especially focused on creating, scaling and improving access to Registered Apprenticeship Programs (RAPs). This emphasis is based on the proven value this type of workforce pathway can hold for workers, employers, and the competitiveness of industries critical to propelling the clean energy transition.
Below are several reasons why DOE is focused on growing the availability and accessibility of Registered Apprenticeship opportunities in the energy sector.
1) More RAPs generally translates to more high-quality training pathways for workers to connect to good quality careers in the energy workforce.
Registered Apprenticeship is an “earn while you learn” pathway, where workers earn a wage from day one with wage progressions as they obtain more skills. Workers receive a combination of on-the-job and classroom training, leading to an industry-valued credential. The combination of these strategies has been shown to effectively equip people with skills to not only perform the technical tasks required of many energy jobs (e.g. electrician, line maintainer, power-line distribution erector), but also to obtain rewarding careers and to succeed in their fields.
Workers who complete RAPs earn an average of $77,000 in their first year on the job. This is higher than the average salary of a worker in their twenties with a college degree ($52,000), and more than double the average salary of a worker in their twenties without a college degree ($30,000). Over the course of their career, a worker who’s completed a RAP can earn about $300,000 more in wages and benefits, compared to workers who have not.
- Interested in becoming an Apprentice? Learn how to connect to a Registered Apprenticeship Program near you using this tool from the Department of Labor: Apprenticeship Finder
2) RAPs are a proven way for employers to develop and retain a workforce equipped with in-demand skills.
Registered Apprenticeship Programs benefit employers by developing and improving the retention of a skilled workforce, which boosts organizational productivity and firm-level outcomes. On average, employers realize an average return on investment of $1.47 for every $1 invested on RAPs. One survey of employers that participated in apprenticeship program(s) found that nearly all of the responding firms experienced reduced turnover and improvements in their talent pipelines.
- Are you an employer or other institution interesting in participating in or creating an apprenticeship program? Learn how to create an apprenticeship program: Create a Program | Apprenticeship.gov.
3) RAPs can contribute to boosting the competitiveness of domestic industries.
RAPs support the aim of building and retaining an energy workforce where workers have robust safety training, comprehensive skillsets, and credentials that are valued by employers across an industry. These are factors that are vital to the global competitiveness of any industry. Additionally, by being a Registered Apprenticeship Pprogram, the training is built on a nationally recognized framework, which helps the workers in training gain necessary skills faster than if individual employers were to pursue creating a training program that meets only their skills demands.
- Are you an institution looking to leverage existing programs or to collaborate with other institutions to create a new program? Learn how to partner with an intermediary here: Join an Existing Program | Apprenticeship.gov.
Key Workforce Development Resources and Analysis
Map a Career in Clean Energy
Explore maps that detail potential career trajectories in clean energy. Map a Career in Clean Energy | Department of Energy
Explore DOE’s training, education and engagement of the STEM workforce
DOE supports a range of STEM training, education, and engagement opportunities that recognize the needs and challenges for creating a future DOE STEM workforce that is agile and innovative. DOE understands that there are many pathways for students and professionals to enter into or advance within the STEM workforce. As such, DOE’s efforts are designed to provide a continuum of training and engagement opportunities—from the K-12 level to the skilled technical worker and the Ph.D.-trained scientist or engineer level—aligned with DOE STEM workforce needs as well as the U.S. workforce development needs that are closely tied to critical DOE mission goals. DOE STEM | Department of Energy
High-Road to the Middle- Class Map
The High Road to the Middle- Class map is designed to spotlight high road training programs (HRTPs) – that implement demand-driven workforce strategies advancing job quality, equity, and worker voice – that can train America’s infrastructure, clean energy, and manufacturing workforce. By leveraging partnerships with both employers and labor, these programs deliver worker-centered and industry-driven training that is connected to employer needs and regional labor market demands for a skilled workforce. This map can serve as an important resource for employers, labor unions, federal grant recipients, public workforce system stakeholders, job seekers, and state, local, Tribal, territorial, and federal government partners to help them meet their workforce needs and develop new equitable pathways to quality jobs. We encourage users to leverage this map to develop and scale partnerships with high road training programs as they apply for DOE funding for deployment projects. High Road to the Middle Class | U.S. Department of Labor
Models that Illustrate Key Competencies Across Energy Subsectors
View the skills that are essential for workplace success across industry and occupations in a variety of Competency Models. These models are designed to promote an understanding of the skill sets and competencies essential to educate and train a globally competitive workforce. Industry Models | Competency Model Clearinghouse
BWI National Guideline Standards for Battery Machine Operator Occupation
The Battery Workforce Initiative (BWI), led by the U.S. Department of Energy, finalized a key tool to help aide in the development of a skilled workforce for the nation’s competitive domestic battery industry. Crafted in concert with the U.S. Department of Labor, the National Guideline Standards (NGS) for the Battery Machine Operator occupation provides a detailed list of the skill requirements and competencies for workers in advanced battery manufacturing facilities. Employers, joint labor-management organizations, educators, and others may use this framework to design and implement Registered Apprenticeship programs that are responsive to the needs of the industry for workers, both entry-level employees and incumbent workers, who wish to upgrade their skills and knowledge. The standards are certified by the U.S. Department of Labor. National Guideline Standards for Battery Machine Operator | netl.doe.gov
Resources on Additional Workforce Development Pathways and Approaches
The US Department of Labor has developed a framework for quality pre-apprenticeship programs (also referred to as apprenticeship readiness programs). This framework identifies the characteristics of quality pre-apprenticeship programs, as follows:
- Direct partnership with Registered Apprenticeship program sponsors, allowing for quality pre-apprenticeship programs to be designed and delivered with input from RAP sponsors and provide a clearly articulated pathway for entry into Registered Apprenticeship programs upon successful completion of the pre-apprenticeship program.
- Collaboration with Registered Apprenticeship sponsors to promote apprenticeship to other employers as a preferred means to develop a skilled workforce and to create career opportunities and pathways for individuals.
- Meaningful training combined with hands-on experience replicating a workplace, while observing proper supervision and safety protocols, which does not displace incumbent paid employees and is approved by the Registered Apprenticeship sponsor with whom the pre-apprenticeship program is partnering.
- Access to career and supportive service during the program throughout the pre-apprentice’s transition into a RAP and following that helps participants remain in the program (such as, but not limited to, child and dependent care, transportation assistance, mentoring, and counseling).
- Strategies that increase access and entry to Registered Apprenticeship opportunities for underrepresented populations that will allow participants to successfully enter into and persist in RAPs. These involve:
- Thoughtful and targeted recruitment strategies focused on outreach to one or more populations underrepresented in local, state, and national RAPs;
- Educational and pre-vocational services, as well as design of instruction and training to assist underrepresented populations in overcoming barriers for entering and succeeding in RAPs;
- Activities introducing participants to Registered Apprenticeship programs and assistance in applying for those programs.
Explore Pre-Apprenticeship | Apprenticeship.gov
Collaboration between pre-apprenticeship and registered apprenticeship program sponsors is essential. Beyond collaboration and MOUs, DOE especially prioritizes pre-apprenticeship programs that have established articulation agreements with registered apprenticeship programs to afford direct or preferential entry for pre-apprenticeship program completers into registered apprenticeship.
Youth apprenticeships are programs specifically designed to serve youth, ages 16-24. These programs combine technical classroom instruction, often including the opportunity to earn college credit, with paid work experience. While earning competitive wages and obtaining relevant training and experience to start their careers, youth apprenticeships provide the foundation to choose multiple career pathways: enroll in college, begin employment, or choose a combination.
Most youth apprenticeship programs fall into one of two types of models:
- Pre-Apprenticeship Programs for youth which prepare students to enter a RAP
- Students take courses directly related to the apprenticeship field, in addition to their required high school coursework, which count towards high school graduation
- They participate in on-the-job learning activities, which can county toward entry into an apprenticeship program
- Students can apply to a RAP leading up to or upon high school graduation
- RAPs that begin in high school, community college, or dual enrollment opportunities allow youth to start their Apprenticeship while still a student
- Students become a registered apprentice through an agreement signed by the student and employer
- The work portion of the program is flexible and is done when school is not in session or through a formal work-study program
- Students take courses at their high school and/or community and technical college, in additional to their high school coursework, which counts toward high school graduation
- Student may complete the RAP during high school or continue after graduation. For dual enrollment students, the RAP continues and is completed at the college
Sector strategies bring together industry and workforce partners to address workforce needs at a regional scale or in particular industries, while advancing career opportunities in good jobs and promoting economic mobility. The Department of Labor’s Employment and Training Administration (ETA) released an updated Sectoral Strategies Framework, which provides workforce system practitioners clear concepts and essential elements for successfully implementing sector partnership and strategies. This resource details the background of sector strategies, including its purpose and value proposition, key term definitions, and delineation of roles and functions within sector partnerships.
Spotlight on Workforce Development Programs and Policies
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Taxpayers can qualify for 5x increased credit or deduction amounts of certain clean energy tax incentives in the IRA if they adhere to prevailing wage and registered apprenticeship utilization guidance.
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Small- and medium-sized manufacturers may be eligible to receive a no-cost assessment provided by DOE Industrial Training and Assessment Centers (ITACs).March 5, 2026