Michigan RAP sponsors now offer over 850 active RAPs in the state; however, some programs are more successful than others. One secret ingredient that maximizes RAP success is mentorship. A skilled mentor can make the difference between a registered apprentice simply completing a RAP and one who thrives in their work and career.  

Skilled mentors share their experience and expertise in a manner that helps apprentices learn more than just the needed technical skills. They provide guidance and insight that helps explain the ‘why’ and ‘how’ for task completion fostering a deeper occupational understanding overall. Additionally, a mentor's consistent support and encouragement motivate an apprentice, fosters a sense of investment and connection and boosts confidence leading to greater job satisfaction.

Mentorship is not just an added benefit; it's an essential ingredient for program success. Benefits from skilled mentors extend well beyond their contribution to apprentice’s skill development. Both the mentors themselves and employers reap benefits from the mentoring process.

• Mentors benefit by:
  • Feeling valued by “teaching their trade”
  • Learning even more, as they teach
  • Leaving a legacy

• Employers benefit as mentors:
  • Contribute to the development of a safe, highly skilled workforce
  • Reproduce productive and efficient skilled employees
  • Effectively increase overall employee retention

LEO CARR, ELITE SCHOOL MANAGEMENT

Leo H. Carr is a dedicated member of Elite School Management with a passion for transforming the PreK-12 educational sector. With four years of experience working with Registered Apprenticeship Programs (RAPs), Leo has successfully led three distinct programs: Educational Tech/Teacher Aide I (registered on December 31, 2019), K-12 Teacher (registered on March 10, 2023), and Early Childhood Educator (registered on August 23, 2023).

Leo believes the RAP model is an effective way to develop employees and close skills gaps. Despite RAP’s limited use in PreK-12 education previously Leo saw the potential to harness the model to benefit of educators and students alike. His commitment is demonstrated through an achievement he is proud of – helping five educators earn their Interim Teaching Certificates!

When he's not leading programs or advocating for educational excellence, Leo enjoys spending his spare time golfing and reading. His dedication to both personal and professional growth makes him a respected leader and mentor within the educational community.

ADINO MAY, GREAT LAKES WATER AUTHORITY

Adino “Dee” May serves as a Management Professional at the Great Lakes Water Authority (GLWA) and has dedicated approximately eight years to developing and managing Registered Apprenticeship Programs. Her journey began as a Training Specialist in 2017, where she launched GLWA's inaugural U.S. Department of Labor-approved Mechatronics Technician Apprenticeship. This program not only equipped participants with vital skills but also concluded with a 100 percent graduation rate and the successful employment of 19 out of 20 apprentices. Since that inaugural apprenticeship, Dee has recruited, coached and onboarded more than 70 apprentices in multiple apprenticeship programs. 

Dee's commitment to these programs stems from a passion for fostering life-changing opportunities and building professional careers that significantly impact southeast Michigan communities. Her work is driven by her desire to provide meaningful career paths in the skilled workforce and to create lasting legacies through employee development.

She takes immense pride in the strong bonds formed between GLWA leadership, journeypersons and apprentices, which have been instrumental in overcoming employment barriers and achieving remarkable success stories.

Dee dedicates her spare time to volunteering, where she aims to bring joy to nursing facility residents and provide essential supplies to homeless individuals. Her efforts reflect a deep commitment to community service.

In the article, “The Power of Partnership: How Working Together Creates Lasting Impact” Brittney-Nichole Connor-Savarda shares how combined efforts of partners can produce results greater than the sum of individual contributions by having promising practices for transparent communication.

In Michigan, stakeholders come together in Registered Apprenticeship partnerships to best serve the employers and apprentices. Partnerships can also include associations, educational partners, labor trades, Group Sponsors (Intermediaries), and workforce development organizations.

Goal: Think about a strategic partner and what value you bring to each other.

CHARLES “MOOSE” CLINE, IRONWORKER LOCAL 25 APPRENTICE

At 42, Charles “Moose” Cline embraced change to seek a more fulfilling path. He transitioned from a long retail career, as a meat manager at Kroger, to pursue an Ironworker Registered Apprenticeship Program (RAP) with Local 25 after completing the Washtenaw Community College Ironworkers pre-apprenticeship program.

Charles’ favorite aspects of being an Ironworker include the physical results of his labor – contributing to the construction of buildings in Detroit, lasting landmarks he can share with his family. He values the solidarity with fellow Ironworkers and the opportunity to work on unique and challenging projects.

Professionally, he is most proud of entering the RAP to advance his career and increase his earnings. Notably, he has achieved a foreman position at the Hudson’s site in Detroit installing glass curtain walls, a testament to his dedication and skill.

His success is attributed to a strong work ethic, modeled after his father, and a persistent belief in his own abilities. Charles advises those starting an apprenticeship to persevere through challenges, emphasizing “your age and size don’t matter.” He encourages accepting change and trusting that hard work will ultimately lead to personal and professional rewards.

GREAT LAKES WATER AUTHORITY: A BEACON OF APPRENTICESHIP EXCELLENCE

At the heart of Detroit, Michigan, Great Lakes Water Authority (GLWA) has transformed its Registered Apprenticeship Program (RAP) into a nationally recognized, award-winning initiative that supports apprentices and enriches the community.

GLWA’s RAP has offered opportunities in a variety of occupations, including:

• Electrician Maintenance
• Maintenance Technician
• Instrumentation Technician
• Water Technician
• IT Business Analyst

GLWA partners with local educational and union organizations to ensure apprentices receive comprehensive training and support, including Focus: HOPE, Macomb Community College, Henry Ford College, the American Federation of State, Municipal, and County Employees (AFSCME) Union and the International Brotherhood of Electrical Workers (IBEW), to name a few. GLWA also works closely with community partners who provide grant funding to help remove barriers to apprentice employment. These partners include Detroit Employment Solutions Corporation (DESC), Oakland County Michigan Works!, and Southeast Michigan Community Alliance (SEMCA).

GLWA's commitment to community outreach includes visiting high schools and introducing them to potential career opportunities in skilled trades and STEM fields. Even if students do not join GLWA, they are still equipped with valuable knowledge for their future careers.

The success of GLWA's RAP has not gone unnoticed. The program has received numerous accolades, including:

• 2024: Designated as an Apprenticeship Ambassador by the U.S. Department of Labor (USDOL)
• 2023: State of Michigan and USDOL Race to Talent with Registered Apprenticeship Champion Award
• 2022: Environmental Protection Agency (EPA), Making Water a Career of Choice Case Study and Webinar
• 2022: Michigan Apprenticeship and Training Association Apprentice Sponsor of the Year
• 2020: National Association of Clean Water Agencies National Environmental Achievement Award for Workforce Development

Some of GLWA's RAP success is witnessed through dedication to mentorship and continuous learning. Subject Matter Experts work closely with apprentices, offering tutoring and personalized support to assist apprentices on their journey. The program emphasizes the importance of a two-way learning process, where both apprentices and mentors teach and learn from each other.

GLWA celebrates the small wins and acknowledges the hard work of its apprentices and mentors, building strong relationships and fostering an environment where everyone feels valued and supported. With organization-wide wellness initiatives like the men's and women’s health groups and a young professionals’ network, GLWA ensures that apprentices have access to a supportive network.