Apprenticeship Poster in the London Tube
Many countries have apprenticeship systems. The main components of an apprenticeship system are:
- Formal agreements between the apprentice and their employer;
- A recognized program that includes both work-based and classroom learning;
- A wage schedule with pay increases over the apprenticeship period;
- Direct participation in the company production process;
- Interaction with a trainer or mentor; and
- Occupational mastery certified by an external body.
Apprenticeship is not the same as technical vocational education and training (TVET). The latter, set in vocational schools, offers courses and enrolls students based on available teachers and budgets. These considerations are not directly tied to the labor market.
In contrast, apprenticeship slots arise only when employers create them. Employers invest their own money where they see the most need. Apprenticeship systems are therefore more closely tied to labor market demand than TVET systems.
For a comparison of apprenticeship systems across selected countries, see:
Overview of Apprenticeship Systems and Issues, Steedman Hilary, International Labor Office, November 2012.
Towards A Model Apprenticeship Framework: A Comparative Analysis of National Apprenticeship Systems, Smith, Erica and Ros Brennan Kemmis., et al. International Labor Office, 2013.
District of Columbia Public School System – Youth Apprenticeship Program, Ault, Mindy et al. American University Master’s program report, Washington, D.C., September 2014.
For more information on apprenticeship systems in other countries, see the Library.
