As I stand at the threshold of my eldest child’s high school graduation, a surge of pride and anticipation fills my heart. His ambition to become an architect, a dream he’s held since the fifth grade and a role valued within the APPA community, reflects his aspirations for a fulfilling future. Yet, my parental concerns have led me to ponder alternative paths such as skilled trade apprenticeships—knowing the value they offer. As we navigate the complexities of financial aid and scholarship searches, it is evident that his heart is set on a university education—a sentiment echoed by many of his peers—shedding light on the preferences of the Generation Z workforce.
Generation Z Preferences
Generation Z (Gen Z), typically defined as individuals born between the mid-1990s and early 2010s, has distinct career preferences and priorities. While individual preferences can vary, several common themes emerge regarding what Gen Z wants in a job:
- Purpose and Meaning: Gen Z seeks meaningful work that aligns with their values and allows them to positively impact the world. They are drawn to companies and organizations with clear missions and a social and environmental responsibility commitment.
- Work-Life Balance: Work-life balance is important to Gen Z, who prioritize flexibility and autonomy in their work arrangements. They value opportunities to pursue personal interests and maintain a healthy balance between their professional and personal lives.
- Career Growth and Development: Gen Z highly values career advancement and skill development opportunities. They seek employers who offer training programs, mentorship opportunities, and clear pathways for progression within the organization.
- Diversity and Inclusion: Diversity and inclusion are critical considerations for Gen Z when evaluating potential employers. They value workplaces prioritizing diversity, equity, and inclusion and are committed to creating a welcoming and inclusive environment for all employees.
Technology and Innovation: Gen Z, having grown up in the digital age, is tech-savvy and seeks opportunities to work with cutting-edge technology and innovative solutions. They are drawn to companies that embrace technology and offer opportunities for learning and growth in this area.- Financial Stability: Gen Z values purpose and meaning in their work and also prioritizes financial stability and opportunities for financial growth. They seek employers who offer competitive salaries, benefits packages, and opportunities for financial advancement.
- Flexibility and Remote Work: Gen Z values flexible work arrangements and is drawn to companies offering remote work options and flexible scheduling. They appreciate the ability to work from anywhere and value employers who prioritize work-life balance.
Overall, Gen Z seeks meaningful work, opportunities for growth and development, a healthy work-life balance, and a supportive and inclusive work environment. Employers meeting these needs will likely attract and retain top Gen Z talent.
Apprenticeship & Training Program Modifications
With this knowledge, this is a pivotal moment where facilities professionals must reevaluate their approach to education and training, especially for skilled trade programs like electricians, plumbers, carpenters, welders, and masons. Are facilities apprenticeship programs aligned with the needs and aspirations of today’s learners? Are modern technologies and methodologies being leveraged to enhance their learning experience?
To attract and retain Gen Z talent in the skilled trades, intentional strategies that resonate with the values and preferences outlined above are needed. Below is a list of ways that apprenticeship and in-house training programs can be updated:
- Interactive Online Learning Modules: Develop interactive online modules complementing hands-on training. Utilize multimedia resources, virtual simulations, and gamified learning experiences to engage apprentices and reinforce critical concepts.
- Flexible Scheduling Options: Offer flexible scheduling options, including evening and weekend classes, to accommodate apprentices’ diverse lifestyles. This allows individuals to effectively balance work, education, and personal commitments.
- Mentorship and Peer Support Programs: Establish mentorship programs where experienced professionals guide and support apprentices. Encourage peer-to-peer learning and collaboration through group projects, workshops, and forums.
- Industry-Relevant Curriculum: Ensure the curriculum reflects current industry standards, best practices, and emerging technologies. Incorporate real-world case studies, guest lectures from industry experts or equipment representatives, and hands-on projects that simulate on-the-job experiences.
- Specialized Training Tracks: Offer specialized training tracks within apprenticeship programs to cater to specific skill sets or career pathways. For example, a carpentry apprentice may have the option to specialize in finish carpentry, cabinetmaking, or framing techniques.
- Soft Skills Development: Integrate soft skills development into the curriculum, including communication, teamwork, problem-solving, and leadership skills. These essential skills complement technical competencies and prepare apprentices for success in diverse work environments.
- Continuous Feedback and Assessment: Implement a system for continuous feedback and assessment to track apprentices’ progress and identify areas for improvement. Provide regular performance reviews, constructive feedback, and opportunities for self-reflection and goal setting. Ensure that trainers are skilled in their pedagogy and communication styles.
- Industry Certifications and Credentials: Provide opportunities for apprentices to earn industry-recognized certifications and credentials that enhance their marketability and career prospects. This may include certifications in safety protocols, equipment operation, or specialized techniques.
- Modernizing Facilities and Equipment: Invest in state-of-the-art facilities and equipment to create a conducive learning environment. Incorporate advanced technologies, such as 3D printers, CNC machines, and robotics, to expose apprentices to cutting-edge tools and techniques.
- Community Engagement and Outreach: Forge partnerships with local high schools, workforce development organizations, and industry associations to expand apprenticeship opportunities and promote awareness of skilled trades careers. Host open houses, career fairs, and outreach events to showcase the benefits of apprenticeship programs.
- Purposeful Recruitment Strategies: Tailor recruitment efforts to appeal to Gen Z’s values and preferences. Highlight the hands-on nature of apprenticeships, opportunities for career advancement, and the potential for meaningful work. Use social media platforms and online forums to reach younger audiences and showcase the benefits of a career in the skilled trades.
Adopting these modernization strategies can revitalize apprenticeship programs in facilities management and empower the next generation of skilled trade professionals to thrive in their careers. Facilities professionals can build a brighter future for the skilled trades—one that embraces innovation, inclusivity, and lifelong learning.
Adopting these modernization strategies can revitalize apprenticeship programs in facilities management and empower the next generation of skilled trade professionals to thrive in their careers.
In embracing the evolution of apprenticeship programs, it is essential to recognize the profound impact these changes can have on the future of skilled trades. Modernizing the approach will attract top talent and ensure that apprentices are equipped with the skills and knowledge needed to succeed in today’s rapidly evolving workforce.
Imagine a future where apprenticeship programs serve as incubators for innovation, where hands-on experience is complemented by cutting-edge technology and industry expertise. It’s a future where skilled trade professionals are valued for their technical prowess and ability to adapt, collaborate, and lead in a dynamic and ever-changing environment.
As facilities professionals embark on this transformation journey, they can remain steadfast in their commitment to excellence and inclusivity. Facilities can embrace change as an opportunity for growth and progress, knowing that the future of skilled trades depends on the ability to innovate and adapt to the needs of tomorrow.
New Opportunity: Dual Apprenticeship Degree
Integrating academic learning with practical experience has become increasingly paramount in the ever-evolving landscape of education and workforce development. A new opportunity that would appeal to Gen Z is creating a bachelor’s degree program providing a Department of Labor (DOL) apprenticeship certification. This presents a unique opportunity to bridge the gap between theory and practice, academia, and industry.
Designing such a program requires careful consideration of curriculum, partnerships, and accreditation processes. Here are some examples of how a bachelor’s degree can be created that seamlessly integrates academic coursework with hands-on apprenticeship experience while ensuring compliance with DOL standards:
- Curriculum Integration: Develop a comprehensive curriculum combining academic coursework and practical training modules. The curriculum should cover core academic subjects relevant to the field of study, supplemented by apprenticeship-specific modules designed to provide hands-on experience and practical skills.
- Competency-Based Learning: Structure the program around competency-based learning outcomes, aligning academic coursework with DOL apprenticeship standards and requirements. Each module should focus on specific competencies and skills that apprentices must demonstrate upon completion.
- Apprenticeship Placement: Partner with industry employers to provide apprenticeship opportunities for students enrolled in the program. Establish formal agreements with employers to ensure apprentices receive meaningful work experience and mentorship in their chosen field.
- Faculty Expertise and Training: Recruit faculty members with academic credentials and industry experience to teach in the program. Provide ongoing training and professional development opportunities to faculty members to ensure they are familiar with DOL apprenticeship standards and best practices.
- Hands-On Learning Environments: Invest in state-of-the-art facilities and equipment to create hands-on learning environments for apprentices. Collaborate with industry partners to provide access to real-world work settings and projects that align with DOL apprenticeship requirements.
- Integrated Assessments: Implement a system of integrated assessments that evaluate academic learning and practical skills development. The assessments should be aligned with DOL apprenticeship standards and include a combination of written exams, practical demonstrations, and portfolio assessments.
Mentorship and Support Services: Provide mentorship and support services to apprentices throughout their academic and apprenticeship journey. Assign each apprentice a mentor who can provide guidance, feedback, and support as they navigate their educational and professional development.- Accreditation and Certification: Seek accreditation from relevant accrediting bodies for the bachelor’s degree program, ensuring it meets academic standards and requirements. Additionally, work with the DOL to obtain certification for the apprenticeship component of the program, demonstrating compliance with apprenticeship standards and regulations.
- Flexibility and Accessibility: Design the program to be flexible and accessible to a diverse range of learners, including traditional students, working professionals, and non-traditional learners. Offer options for full- and part-time enrollment and online and hybrid learning formats to accommodate different schedules and learning preferences.
- Continuous Improvement and Evaluation: Establish processes for continuous improvement and evaluation of the program, soliciting feedback from students, faculty, employers, and other stakeholders. Use data and feedback to identify areas for improvement and adjust to ensure the program remains relevant and practical.
Following these guidelines can create a bachelor’s degree program that provides students with a solid academic foundation and equips them with the practical skills and industry certifications needed to succeed in the workforce. By bridging academia and apprenticeship, the next generation of skilled professionals can be empowered to thrive in their chosen fields and make meaningful contributions to society.
Commitment to the Future
As the custodians of educational infrastructure, our duty to facilities communities extends beyond providing maintenance services. We must inspire and innovate pathways to new work and create inclusive environments that stimulate growth so that a new breed of workers and leaders is cultivated.
Here are some direct steps to enact meaningful change:
- Embrace Diversity and Inclusion: Implement initiatives to attract underrepresented groups. Create mentorship programs and support networks to foster a sense of belonging. Address biases and barriers to ensure equal opportunities for all.
- Promote Career Pathways: Develop clear pathways for organizational advancement. Provide access to training and development opportunities. Showcase success stories of employees who have risen through the ranks.
- Leverage Technology: Invest in cutting-edge tools and software to streamline processes and enhance efficiency. Utilize virtual and augmented reality for immersive learning experiences. Stay abreast of industry trends and innovations.
- Foster a Culture of Innovation: Encourage creativity and experimentation among staff. Establish forums for idea-sharing and collaboration. Recognize and reward innovative solutions that drive positive change.
By taking these concrete steps, facilities can usher in a new era of education and training in facilities management—one responsive to the needs of our apprentices and the demands of our rapidly evolving world.
References:
OpenAI. (2024). ChatGPT. Retrieved from https://openai.com/chatgpt
Apprenticeship.gov. (2024). Retrieved from https://www.apprenticeship.gov
Inside Higher Ed. (2023, July 25). Will ‘Apprenticeship Degrees’ Come to America? Retrieved from https://www.insidehighered.com/opinion/views/2023/07/25/will-apprenticeship-degree-come-america-opinion
Indiana Business Research Center. (2023). Apprenticeships: At the crossroads of education and talent development.Retrieved from https://www.ibrc.indiana.edu/ibr/2023/special/article1.html
Jamie K. Gayer, SHRM-CP, is the senior HR director at Indiana University Bloomington. She can be reached at [email protected].
