Registered Apprenticeship Programs

Supply Chain Logistics Management

Supply Chain Logistics Managers play a crucial role in orchestrating the movement of goods and information across the supply chain, aiming to achieve efficiency, cost-effectiveness, and customer satisfaction.

Program Length: 1 ½ years

Certifications Earned:

  • • SCPro™ Fundamentals Transportations Operations Certification
  • • Lean Six Sigma for Supply Chain (LS3C)
  • • ASCM Certified in Logistics Transportation & Distribution (CLTD)

Industrial Production Management

Industrial Production Managers are responsible for overseeing the entire production process, from planning and resource allocation to quality control and process improvement. Their role is vital in maintaining efficient and effective manufacturing operations while ensuring that products meet high-quality standards.

Program Length: 1 ½ years

Certifications Earned:

  • • ASCM Principles of Manufacturing Management
  • • Lean Six Sigma Green Belt (LSSGB)
  • • ASCM Certified in Production & Inventory Management (CPIM)

Production, Planning and Expediting Clerk

Production, Planning, and Expediting Clerk plays a vital role in managing the logistical and scheduling aspects of production processes. By coordinating orders, materials, and resources, they contribute to the efficient functioning of manufacturing operations and help maintain customer satisfaction.

Program Length: 1 ½ years

Certifications Earned:

  • • SCPro™ Fundamentals Demand Planning Certification
  • • Lean Six Sigma Green Belt (LSSGB)
  • • CSCMP SCPro™ Level One Certification

Hear how GovState’s Supply Chain Apprenticeship Program is assisting Uesco Industries, Inc.

Watch on YouTube

10 Reasons to Implement Registered Apprenticeship Programs

Skill Development: Apprenticeship programs provide structured training that helps apprentices acquire the specific skills and knowledge needed for the company's industry and operations.

Tailored Workforce: Companies can shape apprentices' training to match their specific needs, ensuring that new hires are well-prepared for the organization's unique requirements.

Reduced Recruitment Costs: Apprenticeship programs enable companies to cultivate their own talent pool, reducing the need for expensive external hiring and recruitment processes.

Improved Employee Retention: Apprentices who receive training and invest time in the company are more likely to stay with the organization, reducing turnover rates.

Enhanced Company Culture: Apprenticeship programs foster a culture of mentorship and learning, as experienced employees become mentors, leading to a more supportive work environment.

Diverse Perspectives: Apprentices bring fresh ideas and perspectives, contributing to innovation and problem-solving within the company.

Talent Pipeline: Apprenticeships create a pipeline of skilled workers, ensuring a steady supply of qualified employees as the company grows or experiences turnover.

Addressing Skill Gaps: Companies can address industry-specific skill gaps by training apprentices in areas where talent is scarce.

Positive Public Image: Implementing apprenticeship programs demonstrates the company's commitment to workforce development and can enhance its reputation in the community.

Long-Term ROI: While there's an initial investment in training, the long-term benefits, such as increased productivity and reduced recruitment costs, often yield a strong return on investment.

Components of an Apprenticeship Program

A registered apprenticeship program consists of several key components that ensure its structure, quality, and effectiveness. These components are designed to provide a structured learning experience for apprentices, combining on-the-job training with related instruction.

Occupational Standard or Description: A clear and detailed description of the occupation, outlining the skills, competencies, and tasks that the apprentice will learn and perform.

On-the-Job Training (OJT): The core of the apprenticeship program, OJT involves hands-on learning in the workplace under the guidance of experienced mentors or journeypersons.

  • • A Work Process Schedule details the specific tasks and skills that apprentices will learn at various stages of the program.This schedule guides the progression of apprentices' training over the course of the program.

  • • Clear learning objectives outline what apprentices should achieve during each phase of their on-the-job training. These objectives help track progress and ensure that apprentices are acquiring the necessary skills.

Related Instruction: Classroom training that complements the OJT. This instruction provides theoretical knowledge and helps apprentices understand the underlying concepts of their work.

  • • Structured Curriculum: outlines the sequence of topics covered in both the on-the-job training and related instruction. The curriculum ensures that apprentices receive a comprehensive and progressive learning experience.

Qualified Instructors and Mentors: Trained and experienced mentors, journeypersons, supervisors, or instructors guide apprentices through their training and provide support, feedback, and evaluation.

  • • Regular assessments of apprentices' skills and knowledge are conducted to gauge their progress and ensure they meet the required standards.

Industry Standards and Regulations: The apprenticeship program aligns with industry standards, regulations, and quality benchmarks to ensure that apprentices are prepared to meet industry requirements.

  • • The program is registered with the Illinois Department of Labor (DOL).

Upon successful completion of a program, apprentices receive nationally recognized credentials that validate their skills and qualifications.



Phone: 708.534.4099