Executive Summary

This report explores how organizations in emerging technology fields can develop and deploy apprenticeship programs as a workforce development strategy by focusing on lessons learned from the North Carolina Life Sciences Apprenticeship Consortium (NCLSAC). It is intended as a guideline for stakeholders considering the creation of an apprenticeship program in biomanufacturing, and as a primer for policymakers to better understand the process.

The NCLSAC was developed in response to workforce challenges in North Carolina’s biopharmaceutical manufacturing sector, a critical industry in the state’s economy. It was one of several initiatives funded through the U.S. Economic Development Administration’s (EDA) Build Back Better Regional Challenge (BBBRC). Through a case study based on interviews with key participants involved in the consortium’s development, this report provides insights into how apprenticeship programs can help address skill gaps, build a resilient workforce, and supplement other workforce development initiatives, especially for emerging technology industries.

Key Findings and Broader Implications

While there is no one-size-fits-all roadmap for apprenticeship programs, the insights from the NCLSAC case study can serve as a helpful framework for organizations considering apprenticeships. These insights, structured around three key phases—program exploration, program design, and program implementation—provide guidance for evaluating workforce needs, designing a program that aligns with industry requirements, and executing it successfully.

• In the program exploration phase, companies should first assess workforce needs and gaps, evaluate whether apprenticeships are an appropriate solution, and begin building partnerships. Involving industry leaders, educational institutions, and community organizations from the outset is critical to aligning the goals of the apprenticeship program with the needs of all parties involved.
• In the program design phase, organizations must choose an apprenticeship model, ensure alignment with industry needs, and consider whether a pre-apprenticeship program is necessary to prepare participants. Different industries and regions may require tailored approaches to apprenticeship design and implementation. Flexibility in structure and content ensures that the program addresses specific workforce demands.
• Lastly, during program implementation, it is crucial to coordinate internal company logistics and recruit apprentices effectively. Continuous feedback from apprentices, employers, and other stakeholders is vital for refining the program over time and ensuring it remains responsive to changing industry needs.

To assist companies in navigating these considerations, we have outlined a set of guiding questions that can be used at each stage of the apprenticeship development process.

Ultimately, while each apprenticeship program must be designed with its specific context in mind, the lessons learned from the NCLSAC case study provide valuable guidance for those seeking to leverage apprenticeships to meet workforce challenges and create new opportunities for diverse talent. By carefully considering the insights and questions outlined in this report, organizations can lay the groundwork to use apprenticeships to address workforce shortages, enhance U.S. competitiveness, and provide good jobs and valuable pathways to technically skilled careers for individuals.