Apprenticeship

Applying students must have completed the following areas to qualify for Apprenticeship Program:

1. Pre Apprenticeship at TechCenter

• See pre apprentice page for more details.
• Completion of at least 150 hours in pre apprentice program.
• Completion of all training components.

2. IT Certification

• Passing of national IT certification exam for job role applying for:
  • CompTIA A+ for the job - Computer Support Specialist (15-1232.00)
  • CompTIA Network+ for the job - Systems Administrator (15-1244.00)
  • CompTIA Security+ for the job - Cyber Security Support Technician (15-1212.00)

Applying students must have completed the Pre Apprentice program.  The following are the federal/state requirements for Apprenticeship:

• Minimum Age:
  • Must be at least 16 years old.
• Education:
  • Generally must have a high school diploma or GED.
• Legal Right to Work:
  • Must be legally eligible to work in the U.S.
• Application & Selection:
  • Complete an application through a registered program.
  • May involve an interview, testing, or pre-apprenticeship completion.
• Training Commitment:
  • Agree to complete: 2,000+ hours of paid on-the-job training (OJT) over 1–5 years.
  • 144+ hours per year of related classroom instruction (RTI).
• Workplace Behavior:
  • Follow employer policies and program rules. Be accountable to both the employer and the program sponsor.

Earn While You Learn

• Get paid from day one — no need to choose between work and education.
• Unlike unpaid internships or college debt, you’ll gain experience and income at the same time.
• You don’t pay to work in IT — you get paid to grow into it.

Hands-On Experience with Real Employers

• You’ll work on actual IT systems, networks, help desks, or cybersecurity tools.
• Gain practical experience that employers value more than just classroom knowledge.
• Instead of just reading about routers or cloud systems, you’ll be the one configuring them.

Start a Career Without College Debt

• Apprenticeships are debt-free pathways into high-paying tech roles.
• Many apprentices become full-time IT specialists making $50k–$80k+ annually within a few years.
• Compare: IT apprentices = income + career vs 4-year degree = debt + delayed job hunt

Faster Path to Advancement

• Employers love to promote apprentices—they know your work ethic, skills, and reliability.
• You’ll move up faster than peers who are just starting out after school.
• Many apprentices become full-time in under a year—and move into leadership in 2–3.

Be Part of the Future Tech Workforce

• Tech isn’t just a job, it’s the future of every industry: healthcare, education, security, entertainment.
• With AI, cybersecurity, cloud computing, and data growing fast, IT pros are in high demand.
• Every business today needs IT — and you’ll be their go-to expert.

Support and Mentorship

• You won’t be alone. You’ll have:
• On-the-job mentors
• Classroom instructors
• Career coaches or coordinators
• This guidance helps you succeed both professionally and personally.

Tech Support Specialist

• Computer Support Specialist
• O*NET-SOC CODE: 15-1232.00
• RAPIDS CODE: 2018CB.
• 2,000 hours on the job training (OJT)
• 328 hours of related instruction (RI).
• Apprentices shall be paid a progressively increasing schedule of wage of $25.00 industry average.

Network Support Specialist

• Systems Administrator
• O*NET-SOC CODE: 15-1244.00
• RAPIDS CODE: 1132CB
• 2,000 hours on the job training (OJT)
• 591 hours of related instruction (RI).
• Apprentices shall be paid a progressively increasing schedule of wage of $31.00 industry average.

Cyber security Support Technician

• Cyber Security Specialist
• O*NET-SOC CODE: 15-1212.00
• RAPIDS CODE: 2050CB.
• 2,000 hours on the job training (OJT)
• 753 hours of related instruction (RI).
• Apprentices shall be paid a progressively increasing schedule of wage of $35.00 industry average.

A+

• ONET - Computer User Support Specialists (15-1232.00).
• BLT - Occupational Outlook Handbook for Computer Support Specialists.
• BLT - Occupational Employment and Wage Statistics for Computer Support Specialists.

Network+

• ONET - Computer Network Support Specialists (15-1231.00).
• BLT - Occupational Outlook Handbook for Computer Network Support Specialists.
• BLT - Occupational Employment and Wage Statistics for Computer Network Support Specialists.

Security+

• ONET - Information Security Analysts (15-1212.00).
• BLT - Occupational Outlook Handbook for Information Security Analysts.
• BLT - Occupational Employment and Wage Statistics for Information Security Analysts.

• Approved Program Standards:
  • The Antelope Valley Adult Education is a Registered Apprenticeship Program (RAP) with the Department of Labor (DOL) and California Departments of Apprenticeship Standards (DAS).
  • Must develop or adopt and register an Apprenticeship Standards document with DOL or DAS, outlining:
  • Occupation details
  • Wages & progression
  • Training content
  • Supervision methods
  • Work processes
• On-the-Job Training (OJT):
  • Provide structured OJT with qualified journey-level workers or mentors.
  • Maintain documentation of apprentice work hours and competencies.
• Related Technical Instruction (RTI):
  • Coordinate with an educational provider (e.g., adult school, community college) to deliver classroom training.
  • Ensure training meets the 144-hour/year requirement.
• Wage Progression:
  • Apprentices must be paid on a progressive wage scale—starting lower than a full journey worker but increasing with skill and time.
• Equal Opportunity & Nondiscrimination:
  • Must comply with Title 29 CFR Part 30 (EEO regulations).
  • Maintain a fair selection process and avoid discrimination.
• Supervision and Recordkeeping:
  • Keep and submit reports on apprentice progress.
  • Periodically review apprentice development and provide evaluations.
• Agreement Filing:
  • Submit an Apprentice Agreement (Form DAS 1) for each apprentice.

Build a Custom Talent Pipeline

• Train apprentices to meet your organization’s specific tools, workflows, and standards.
• Avoid the time and cost of retraining college grads with mismatched skills.
• Apprenticeships create loyal employees familiar with your tech stack and culture.

Cost-Effective Workforce Development

• Apprentices start at a lower wage and increase as they gain skills.
• Many programs qualify for state/federal incentives or grants to offset training costs.
• You get productive team members while they learn—not after graduation.

Close the IT Skills Gap

• 75% of IT leaders report difficulty finding skilled workers (CompTIA).
• Apprenticeships address the shortage by upskilling individuals from your community.
• Especially valuable in areas with limited access to traditional 4-year tech degrees.

Enhance Diversity, Equity & Inclusion (DEI)

• Apprenticeships provide non-traditional entry points into IT careers.
• Attract talent from underrepresented communities, career changers, or veterans.
• Build a more inclusive workforce while meeting social responsibility goals.

Increase Retention and Engagement

• Apprentices who “earn while they learn” are more likely to stay long term.
• Companies that invest in training see up to 80% higher retention (DOL data).
• Apprentices often become your best full-time employees.

Demonstrated Return on Investment (ROI)

• U.S. Department of Labor data shows a $1.47 ROI for every $1 invested in apprenticeship.
• Lower recruitment costs, faster onboarding, and improved productivity add long-term value.

Improve Your Company Brand

• Workforce development
• Community growth
• Forward-thinking hiring practices
• This enhances your reputation with clients, stakeholders, and potential employees.

Reduced Recruitment Costs

• Average cost to hire a mid-level IT employee can exceed $4,000–$10,000 (time, ads, interviews, HR overhead).
• Apprenticeship programs build talent from within or your local network, reducing dependence on third-party recruiters or job boards.
• Many apprentices convert to full-time employees, cutting repeat hiring cycles.
• Example: One apprentice converting to full-time could save thousands vs hiring externally twice for the same position over 2–3 years.

Faster Productivity Onboarding

• Apprentices learn your systems and tools from day one, unlike many grads who may lack real-world, hands-on experience or have bad IT habits.
• Tailored training means apprentices become productive sooner than traditional hires who may need re-training.
• IT Insight: Instead of unlearning school-taught legacy software, your apprentice can learn your cloud stack (e.g., AWS, Azure, Salesforce) in real time.

Lower Turnover = Long-Term Gains

• Turnover in IT is expensive, costing up to 30–50% of an employee’s annual salary to replace.
• Apprenticeship fosters loyalty. Studies show apprentices stay longer, often 3–5+ years after completing programs.
• Reduced churn leads to more cohesive teams and knowledge retention.
• Security Benefit: In cybersecurity, longer retention means less risk due to reduced onboarding/offboarding cycles.

Fill Skill Gaps Strategically

• IT moves fast—apprentices can be trained in emerging technologies relevant to your evolving projects.
• This is more agile than waiting for college programs to catch up or paying premium salaries for niche roles.
• Example: Need more M365, cloud techs, or Help Desk agents? Use apprenticeships to scale teams affordably.

Tax Credits & Funding Offsets

• In California and nationally, apprenticeship sponsors may qualify for:
• State apprenticeship training reimbursements.
• Federal workforce development grants.
• WOTC (Work Opportunity Tax Credit) for qualifying hires.
• These programs offset wages, RTI costs, and even mentor time in some cases.
• Savings Tip: In some cases, up to 50% of training wages can be subsidized.

Boost in Employer Brand & Market Value

• Companies known for building local talent attract positive media, loyal clients, and community trust.
• Tech clients (especially government/enterprise) increasingly value social impact hiring in contracts and RFPs.
• Apprenticeships signal long-term commitment, not short-term staffing fixes.

Incumbent Worker apprenticeships are structured, employer-driven training program that allows current employees to gain new skills, certifications, and career advancement opportunities while remaining in their jobs. This type of apprenticeship combines on the-job training with related technical instruction, enabling workers to upskill or re-skill in response to evolving industry needs.

Employers benefit by retaining experienced employees, reducing hiring costs, and improving workforce productivity:

• A structured training program that allows current employees to gain advanced IT skills.
• Employees earn certifications and industry-recognized credentials while working.
• Mixes on-the-job training with formal instruction (classroom/online).

Cost Savings on Hiring & Turnover

• Reduced Recruitment Costs - Developing talent internally is more cost-effective than hiring externally.
• Lower Turnover Rates - Employees are more likely to stay when provided career growth opportunities.
• Stronger Company Loyalty - Upskilled employees feel valued, increasing engagement and retention.

Competitive Advantage & Innovation

• Future-Proofing the Workforce -  Employees stay updated on cybersecurity, cloud computing, and AI trends.
• Faster Adaptation to Tech Changes - Skilled employees help implement new technologies with minimal disruption.

Leadership Development & Succession Planning

• Internal Promotions - Creates a pipeline for IT leadership roles, reducing the need for external hires.
• Knowledge Retention - Experienced employees pass down knowledge to apprentices, strengthening company expertise.

Computer Support Specialist (15-1232.00)

Systems Administrator (15-1244.00)

Cyber Security Support Technician (15-1212.00)

• CompTIA: Tech Jobs Report
• CompTIA: State of the Workforce