Employer Apprenticeship FAQs

An apprenticeship combines paid, supervised on-the-job training with college-level classroom instruction. Employers use apprenticeship to transfer knowledge from experienced workers to the next generation while developing fully competent, multi-skilled employees.

With AJAC, approximately 93% of training happens on the job under the supervision of a journey-level mentor, while 7% takes place in the classroom, where apprentices learn the theory behind what they’re doing at work.

The core components of an AJAC apprenticeship are: 

• Structured, supervised on-the-job training
• College-level related classroom instruction
• Progressive wage increases
• Industry-recognized credentials upon completion

Program length varies by occupation, typically ranging from 18 months to 5 years.

AJAC is a registered apprenticeship committee with Washington State. We develop employer-driven training standards that outline skills, wage progression, classroom instruction, and supervision requirements.

Apprentices progress by completing required on-the-job training hours and passing their related classroom instruction, earning wage increases as they demonstrate competency.

Yes. Many employers use apprenticeship to upskill current employees by formalizing training, building advanced technical skills, and preparing workers for higher-level roles while they remain fully productive on the job.

AJAC works directly with each employer to understand workforce needs, identify the right apprenticeship program, and map training competencies to your shop floor. Once aligned, AJAC, the employer, and apprentice sign a formal apprenticeship agreement registered with Washington State Labor & Industries.

The employer, apprentice, and AJAC sign an apprenticeship agreement that outlines:

• Length of training
• Required classroom instruction
• Skills to be learned
• Wage progression

Upon completion, apprentices earn their Journey-Level Certificate.

Employers select their own apprentices. AJAC does not assign apprentices to companies.

Apprenticeship works well for manufacturers of all sizes that want to develop skilled talent internally, reduce turnover, and align training with their production needs. Both union and non-union companies across advanced manufacturing and related industries can participate.

Timelines vary, but many employers can begin within a few months. AJAC works closely with each company to streamline onboarding, align training standards, and guide the process from initial conversation to apprentice enrollment.

AJAC offers registered apprenticeship programs across advanced manufacturing, including machinists, technicians, maintenance, automation, logistics, plastics, and youth apprenticeships. Programs range from entry-level to advanced technical occupations. View our full list of occupations here. 

Upon completion, apprentices receive a Journey-Level Certificate, recognized industry-wide and eligible for community college credit. Learn more about the importance of a journey-level credential here. 

All on-the-job training occurs at your facility. Classroom instruction is offered online, in person, or in a hybrid format through partnering colleges and training centers.

Classes are typically held in the evenings (5:00–9:00 p.m.) on a Tuesday, Wednesday, or Thursday, minimizing disruption to production schedules.

AJAC’s classes are taught by experienced industry professionals who know manufacturing from the inside. Nearly all of our instructors are currently working in the field or are recently retired journey-level professionals, bringing real-world expertise directly into the classroom. With nearly 60 part-time instructors across our programs, apprentices learn from specialists in each occupation who understand current shop practices, emerging technologies, and the skills employers actually need—ensuring classroom instruction directly supports on-the-job training.

AJAC provides apprenticeship program management at no cost to employers. The primary employer cost is the apprentice’s wages.

Apprentices are responsible for tuition, textbooks, and materials. Most employers choose to cover some or all tuition, which is offered at a 50% reduced rate. The current out-of-pocket cost per class (each quarter) is $400.

Traditionally, there are wage increases associated with apprenticeship. The journey level wage (JLW) rate is the minimum wage apprentices will make upon completion of their program. That wage varies depending on occupation and length of program. L&I issues a minimum wage per occupation that applies to the state of WA and is determined only by the state minimum wage each year.

Employers can decide the JLW rate’s for their specific company for each occupation in which they have an apprentice enrolled. Apprentices are often starting at a higher rate and therefore many not see an increase directly tied to AJAC for some time. Employers can always pay above the JLW based on an individual apprentice’s starting wage at enrollment, skill level, and length of time at company or in the industry. Apprentices should be at or above the wage rate associated with the step based on the JLW at their employer.

Yes. AJAC actively pursues grants and funding opportunities to help offset employer and apprentice costs. Our team can help employers explore available incentives.

Employers agree to:

• Provide supervised on-the-job training
• Designate a qualified mentor
• Pay apprentice wages
• Monitor progress and evaluate performance
• Support completion of training requirements

AJAC guides employers through these responsibilities and provides ongoing support.

Apprentices must:

• Meet eligibility requirements
• Commit to the full program
• Complete required work hours and classes
• Submit progress reports
• Follow company and AJAC standards

AJAC manages program administration, compliance, reporting, instructor recruitment, classroom coordination, and apprentice tracking—removing administrative burden from employers.

AJAC is a registered apprenticeship sponsor. Our Regional Program Managers guide employers through all compliance requirements with Washington State Labor & Industries and federal regulations.

Yes. Apprentices are employees and may be laid off if necessary. AJAC asks employers to notify us so we can support the apprentice and explore other opportunities if appropriate.

AJAC provides academic support, class registration assistance, certifications (such as CPR/First Aid), progress tracking, and connections to financial aid and college pathways.

Employers report reduced turnover, improved productivity, stronger workforce stability, and a reliable pipeline of skilled workers trained specifically for their operation.

AJAC works with the employer and apprentice to identify challenges early and develop a plan for improvement, which may include additional support or a temporary break-in-training. Our goal is to help apprentices succeed while minimizing disruption for employers.

Retention rates are typically higher for apprenticeship graduates because they are trained specifically for your operation. Many employers hire apprentices into long-term roles after completion, strengthening workforce stability and ROI.

Yes. Apprenticeship creates a clear career pathway that helps employers develop future supervisors, lead workers, and technical leaders by building skills progressively over time.