As a U.S. Department of Labor (DOL) Registered Apprenticeship Program (RAP), this apprenticeship follows a nationally recognized training model that blends hands-on experience with formal instruction and provides:

• Structured learning integrated into the flow of work
• Access to mentorship, wage progression, and industry-recognized credentials
• Eligibility for potential grants and tax credits for employers

Maintaining RAP status strengthens credibility with educators and workforce development partners while preserving key benefits for apprentices and NECA contractors.

Who manages the program?
ELECTRI partners with American Apprenticeships Work (AAW) to manage the program. AAW ensures the apprenticeship meets DOL standards, provides ongoing support to apprentices and employers, and facilitates a structured learning experience.

What are the key features of the program?

• Competency-based, on-the-job training
• Online, self-paced technical instruction
• Electrical industry-specific education
• A dedicated support network for apprentice success

• Project planning and scheduling
• Financial management and budgeting
• Documentation and compliance
• Jobsite safety and risk management
• Team leadership and communication

The curriculum also emphasizes business and data skills to support long-term career development.

How is the program structured?
The program blends on-the-job training with online instruction, requiring approximately 5 hours per week of Related Technical Instruction (RTI):

• Industry Technical Training (3 hours/week): Live and on-demand sessions focused on electrical project management.
• Professional Skills Training (1 hour/week): Development of communication, leadership, and business skills.
• Weekly Success Partnership Meeting (1 hour/week): One-on-one coaching sessions for guidance and accountability.

RTI averages 10% of the apprentice’s workweek, providing flexibility to complete training within standard work hours. However, learning may take longer in the initial months as apprentices get accustomed to the structure and develop an approach that works best for them.

Apprentices who are completely new to the industry may require extra time to work through the curriculum, as they are encountering many of the concepts for the first time. Employers and mentors should be prepared to provide additional support and guidance during this phase to help apprentices build confidence and competency.

Who teaches the apprenticeship?
We utilize a variety of training platforms tailored to the industry, such as NECA and etA training, as well as resources outside the industry, including training from the Project Management Institute and other professional development courses. All training is delivered as online, on-demand instruction.

What is the class setting like?
Most courses are webinar-style, consisting of different modules and individual assignments. Additionally, there is a group project component where apprentices collaborate with others through online meetings.

Will the apprentices have materials to reference at the end of the apprenticeship?
Yes, apprentices will have access to a comprehensive collection of training materials for future reference.

Are the classes recorded for the apprentices to reference later?
Yes, all lessons are recorded and available for apprentices to revisit as needed.

Who is a good candidate for the apprenticeship?
The NECA/ELECTRI Project Management Apprenticeship is designed to create new opportunities and career pathways in the electrical industry by helping individuals grow into project management roles. The program supports contractors in developing new talent while ensuring the industry’s skilled workforce remains strong.

Ideal candidates include:

• Current employees looking to transition into project management
• Office staff who need structured project management training
• Early-career professionals interested in the electrical industry
• Individuals with transferable skills from construction, engineering, or related fields
• Field workers who are transitioning into office-based roles and want to apply their hands-on experience to project management

This apprenticeship serves as a training pathway for future project leaders, helping NECA contractors develop talent from within while complementing the industry’s broader workforce development efforts.

How does the enrollment process work?

1. A NECA contractor company enrolls in the program and selects the apprentice(s) they wish to sponsor.
2. The contractor submits an enrollment form to ELECTRI.
3. Onboarding begins 1-2 months before the cohort start date. This includes paperwork, program orientation, and initial training preparations.
4. Apprentices begin their cohort and complete the yearlong training.

When is the enrollment deadline?
Cohorts launch monthly, but contractors should enroll at least 2-3 months before their desired start date to allow enough time for onboarding.

For example, to join the June 2025 cohort, enrollment should be completed before April 2025.

How many apprentices can a company enroll?
Contractors can enroll as many apprentices as they can effectively support. However, placement is determined on a first-come, first-served basis, so early enrollment is recommended.

Upcoming start dates:

• Cohort 9: Onboarding begins May 2025 | Classes run July 2025 – July 2026
• Cohort 10: Onboarding begins June 2025 | Classes run August 2025 – August 2026
• Cohort 11: Onboarding begins July 2025 | Classes run September 2025 – September 2026

How can a contractor enroll apprentices?
Contractors can complete the enrollment form or contact Anna Jochim at Anna.Jochim@electri.org for assistance or more information.

What happens after submitting the enrollment form?
Once a contractor submits the form:

• They will receive a confirmation email from ELECTRI with next steps.
• The onboarding process will begin 1-2 months before the cohort start date.
• An ELECTRI representative will reach out to finalize details and provide resources.

Can an apprentice complete the program while working full-time?
Yes! The program is designed to fit into the regular work schedule. Learning happens online and on-the-job—not in a traditional classroom setting.

What does the 4-week learning cycle look like?

• Weeks 1-3: Training, coaching sessions, and applying skills on the job.
• Week 4: No new coursework—this is a catch-up week for practicing skills, preparing for check-ins, and reinforcing what you’ve learned. Coaching may still occur.

How is the learning delivered?
Training is hands-on and integrated into their work. It’s more than just watching videos—the apprentice will complete quizzes, activities, and real-world assignments. Regular discussions with the coach, mentor, and peers help connect learning to daily tasks.

How will the progress be tracked?
Each month, apprentices will review what they learned with their coach and mentor. In these meetings, they will share key takeaways and real-world examples of how they applied the skills on the job.

What kind of project work will the apprentice complete?
Apprentices work on real projects at the company and complete at least one team-based assignment. In the final quarter, they complete a capstone project to showcase their project management expertise.

What if the apprentice falls behind?
The program is flexible. The fourth week of each cycle provides time to catch up, and their coach and program support team are available to help.

What kind of support is available?

• Weekly coaching to reinforce learning
• A workplace mentor for on-the-job guidance
• Program Support Specialists for check-ins and assistance
• Industry expert sessions and peer discussions

Will the apprentice have opportunities to connect with industry professionals?
Yes! Apprentices participate in bi-monthly NECA/ELECTRI speaker sessions featuring industry leaders. There are also optional monthly community discussions to exchange insights with fellow apprentices.

What certification will the apprentice receive?
Upon completion, apprentices earn a nationally recognized USDOL Certificate of Apprenticeship as well as the NECA/ELECTRI Certificate of Apprenticeship, validating the training in electrical project management.

How is this different from traditional classroom learning?
This is a learn-by-doing program. Instead of just taking courses, apprentices apply what they learn in real-world settings and receive feedback from experienced professionals.

How does the coach support apprentices?
AAW assigns a dedicated coach to each apprentice to provide guidance, ensure accountability, and support progress throughout the program.

What factors do company owners and supervisors consider before enrolling an apprentice?

1. Cost vs. Return on Investment (ROI)
   Contractors evaluate the financial investment of the program, including fees and potential travel costs, against the long-term benefits.

   📌 Key question: Will this training help the employee become a more effective project manager, leading to better-managed jobs, fewer cost overruns, and increased profitability?

2. Time Away from Work & Productivity Impact
   Employers assess how much time the apprentice will be away from regular job responsibilities.
   Since this program is designed for working professionals, they consider:

• • Whether the apprentice can balance coursework with their job.
  • If the company has the capacity to adjust workloads or delegate tasks.

3. Alignment with Business Goals & Workforce Development
   As a contractor-led, non-bargained program, this apprenticeship is tailored to the needs of electrical contracting businesses. Employers who view project management as a critical skill for company growth are more likely to invest in this program.

   📌 Key question: Will this training help develop future project leaders who understand electrical contracting, industry best practices, and effective management strategies?

Are financial assistance options available?
ELECTRI and AAW are exploring grant and tax credit opportunities. However, employers should be prepared to cover the full cost if external funding is unavailable.

What is the Wesco Cares Credit?
NECA contractors have the opportunity to apply for the 2025 Wesco Cares Credit, designed to support the development of apprentices enrolled in the NECA/ELECTRI Project Management Apprenticeship. Each company may receive credits for up to three apprentices in 2025. Credits are awarded on a first-come, first-served basis while funding remains available.

• Large Contractors are eligible for a $1,000 credit per enrolled apprentice.
  Definition: A large contractor is a company that has logged 900,000 or more man-hours annually over the past three years.

• Small and Mid-Size Contractors are eligible for a $2,000 credit per enrolled apprentice.
  Definition: Small and mid-size contractors are companies that have logged fewer than 900,000 man-hours annually over the past three years.