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WORKFORCE DEVELOPMENT


Argentum’s Apprenticeship Program Passes the 1,200 Participant Goal


By Megan Robinson T


he Healthcare Apprenticeship Ex- pansion Program (HAEP) has met a major milestone by enrolling 1,211


participants in the first year of the grant. Argentum is the lead applicant and fiscal agent for the $6 million project, which is be- ing funded by a four-year U.S. Department of Labor—Employment and Training Ad- ministration Closing the Skills Gap grant. The HAEP collaborative is addressing


the skills gap in health care and health care IT occupations by expanding apprentice- ship pathways for positions including CNAs, LPNs, RNs, and rehab technicians. In addition, it is creating new apprenticeship programs for health care leadership posi- tions such as nursing directors and executive directors. Argentum and its partners plan to enroll and support over 7,200 apprentices by February 2024. Meeting this enrollment milestone did not


come without challenges—especially during the pandemic, when attracting and retaining health care talent faced significant hurdles. However, several HAEP employer part-


ners successfully framed the apprenticeship model as an innovative way to reward and recognize the many employees who demon- strated such remarkable dedication and commitment to their residents and families during the pandemic. “For years, Signature HealthCARE has


leveraged apprentice-modeled programs to develop leaders and encourage direct care- givers to continue their growth and devel- opment. We know that these programs add value to the individual, the organization, and the residents we serve, through im- proved skills and increased retention,” says Victoria Alexander-Carney, vice president of learning and development with Signa- ture HealthCARE.


36 SENIOR LIVING EXECUTIVE JULY/AUGUST 2021


A Welcome Incentive Employers have leveraged several hall- marks of a registered apprenticeship model to recruit new employees, retain existing workforce, and incentivize and reward em- ployees: on-the-job training, support from a trained mentor, and guaranteed wage in- creases that lead to a recognized credential. Nearly 30 percent of HAEP apprentices are incumbent workers and 85 percent of HAEP apprentices stayed in the program during the first year. While apprenticeship models offer many


benefits to employers, there are additional benefits embedded in the program. For example, HAEP apprentices have access to support services provided by Family Scholar House (FSH), a key partner in the project. FSH coaches are available to help ap-


prentices navigate challenges such as ac- cess to childcare and basic needs, as well as career coaching and life skills training. Employees may be hesitant to talk to a supervisor about external challenges that may prevent them from being successful at work. Having a trusted advisor and coach with FSH ensures HAEP apprentices have an additional safety net.


Supportive services TalentGro, a division of Hamilton-Ryker®


,


is a total workforce development solution that helps find and cultivate talent for em- ployers; it serves as the apprenticeship inter- mediary to help HAEP employers launch and sustain their programs.


Hamilton-Ryker’s


TalentGro division has been instrumental in providing a menu of services to HAEP employers including those to help launch their programs, recruit apprentic- es, gain supportive mentors, and adhere to federal reporting requirements. “We are excited for our employer partners


Megan Robinson Project director, Apprenticeships and workforce development Argentum


that have embraced the HAEP program, as it means they have the backing and resourc- es to bring their workforce goals of building career pathways and improve retention to fruition,” COO Shari Franey says.


Looking toward the future Argentum has officially onboarded 10 em- ployer partners into the HAEP collaborative and anticipates welcoming more over the next year. The current cohort is eligible to receive training reimbursements to cover a portion of apprentice training costs, which have been primarily focused on training caregivers, certified nursing assistants and licensed professional nurses. Additional benefits are available to employers desig- nated as small businesses, which is defined by the funding sources as having 50 or fewer employees.


To learn more about HAEP and apprenticeship, visit argentum.org/haep.


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