Our full-time staff gain valuable experience managing and mentoring our apprentices, which helps employees develop stronger managerial skills and further strengthens our organizational leadership capacity.
We have found that our hardworking apprentices contribute thousands of hours through meaningful and cost-effective work that helps Pinnacol raise our operational bandwidth.
Apprentice participants lighten the load for more seasoned employees, allowing them greater concentration on the more technical parts of their jobs.
Often, apprentice graduates finish the program ready to work for you and meet — and sometimes exceed — your talent needs.
The time spent in the program allows apprentices to understand your company culture and expectations, and so they become productive their very first day as full-time employees.
Each day, our program staff collaborates with internal stakeholders, apprentice coaches, supervisors and leaders to keep the program running smoothly. Other duties include:
Facilitating connections between students from different schools and backgrounds is a key part of helping the program succeed.
We conduct weekly group apprentice meetings in addition to our other community building efforts, including:
We stay nimble and aim to provide a wide range of exposure across departments at Pinnacol to help with the placement process.
Apprentices begin as generalists, exploring various short-term placement opportunities that align with their interests.
During their second year, apprentices are then able to select a long-term pathway that not only best suits their skills and interests, but also can help lead to employment opportunities after the program.
Yes. Our aim is to prepare our apprentices for promising careers at Pinnacol.
Each year several apprentices are hired as valued full-time Pinnacol team members in various roles across the organization.
Pinnacol has seen firsthand the value an apprenticeship program can add to your business, with a high level of return on investment.
Contact CareerWise Colorado to learn more about hosting a program.
The overhead investment for the program is contingent upon the model and the design of the organization.
At a minimum, businesses should be prepared to cover the salary and supplemental training costs of each apprentice.
At scale, considerations like dedicated staff are warranted. Our experience is that approximately a 1:10 program staff to apprentice ratio is a best practice.
Our team consists of three staff members, including a program lead, manager and coordinator.
Each team member supports various aspects of the program from visioning and program design to program implementation and execution.
Typical Pinnacol Apprenticeship Program timeline: