Targeted Outreach, Recruitment, Selection and Retention
What targeted outreach, recruitment, and retention activities does a sponsor need to engage in if it finds that its apprenticeship program is underutilized?
There are some specific targeted outreach, recruitment, and retention activities that all sponsors whose programs are underutilized must engage in. Those activities are:
- Disseminating information to organizations serving the underutilized group regarding the nature of apprenticeship;
- Advertising openings for apprenticeship opportunities in appropriate media;
- Cooperating with local school boards and vocational education systems to develop and/or establish relationships with pre-apprenticeship programs; and
- Establishing linkage agreements or partnerships with pre-apprenticeship programs, community-based organizations, advocacy organizations, or other appropriate organizations.
What are linkage agreements?
Linkage agreements are agreements or partnerships that sponsors can enter into with various organizations, including pre-apprenticeship programs, community-based organizations, advocacy organizations, or other appropriate organizations or referral sources, that can leverage the resources and knowledge of that organization to help the sponsor connect with qualified applicants from various populations. Linkage agreements do not need to be highly formal, detailed arrangements, but rather are intended to be straightforward, dynamic partnerships that can be easily tailored to meet sponsors' needs. The types of agreements, and how many agreements should be entered into, should be determined by the specific needs of each sponsor.
What information must the complaint to a Registration Agency contain?
Each complaint must be in writing and contain: (1) the apprentice's name, address and telephone number, or other means of contacting the apprentice; (2) the identity of the individual or entity that the apprentice alleges is responsible for the discrimination or failure to follow the equal opportunity standards; (3) a short description of the actions that the apprentice believes were discriminatory or a failure to follow the equal opportunity standards and why the apprentice believes these actions were discriminatory; and (4) the signature of the apprentice or the apprentice's authorized representative.
What are the requirements relating to selection of apprentices?
In contrast to the previous rule, which permitted four specific selection methods, the new rule provides much greater flexibility, allowing sponsors to select apprentices through any selection method, as long as it does not discriminate on any of the protected bases and complies with the requirements for selection devices under the Uniform Guidelines on Employee Selection Procedures. Additionally, selection methods must be uniformly and consistently applied to all applicants and apprentices. Visit the Resources to Identify Non-discriminatory Apprenticeship Selection Procedures information for more details on this topic.
- General Questions
- Nondiscrimination/Equal Employment Opportunity Provisions
- Complaint Information
- Affirmative Action Program Requirements
- Sponsor Workforce and Utilization Analyses
- Targeted Outreach, Recruitment, Selection and Retention
- Affirmative Action Requirements Related to Individuals with Disabilities