生物技术制造学徒

Executive Summary This report explores how organizations in emerging technology fields can develop anddeploy apprenticeship programs as a workforce development strategy by focusing onlessons learned from the North Carolina Life Sciences Apprenticeship Consortium(NCLSAC).It is intended as a guideline for stakeholders considering the creation of anapprenticeship program in biomanufacturing, and as aprimer for policymakers tobetter understand the process. The NCLSAC was developed in response to workforce challenges in NorthCarolina’sbiopharmaceutical manufacturing sector, a critical industry in the state’s economy. Itwas one of several initiatives funded through the U.S. Economic DevelopmentAdministration’s (EDA) Build Back Better Regional Challenge (BBBRC). Through acase study based on interviews with key participants involved in theconsortium’sdevelopment, this report provides insights into how apprenticeship programs can helpaddress skill gaps, build a resilient workforce, and supplement other workforcedevelopment initiatives, especially for emerging technology industries. Key Findings and Broader Implications While there is no one-size-fits-all roadmap for apprenticeship programs, the insightsfrom the NCLSAC case study can serve as a helpful framework for organizationsconsidering apprenticeships. These insights, structured around three key phases—program exploration, program design, and program implementation—provide guidancefor evaluating workforce needs, designing a program that aligns with industryrequirements, and executing it successfully. ●In theprogram explorationphase, companies should first assess workforceneeds and gaps, evaluate whether apprenticeships are an appropriate solution,and begin building partnerships. Involving industry leaders, educationalinstitutions, and community organizations from the outsetis critical to aligningthe goals of the apprenticeship program with the needs of all parties involved.●In theprogram designphase, organizations must choose an apprenticeshipmodel, ensure alignment with industry needs, and consider whether a pre-apprenticeship program is necessary to prepare participants. Different industriesand regions may require tailored approaches to apprenticeship design andimplementation. Flexibility in structure and content ensures that the programaddresses specific workforce demands.●Lastly, duringprogram implementation, it is crucial to coordinate internalcompany logistics and recruit apprentices effectively. Continuous feedback from Center for Security and Emerging Technology |1 apprentices, employers, and other stakeholders is vital for refining the programover time and ensuring it remains responsive to changing industry needs. To assist companies in navigating these considerations, we have outlined a set ofguiding questions that can be used at each stage of the apprenticeship developmentprocess. Ultimately, while each apprenticeship program must be designed with its specificcontext in mind, the lessons learned from the NCLSAC case study provide valuableguidance for those seeking to leverage apprenticeships to meet workforce challengesand createnew opportunities for diverse talent. By carefully considering the insightsand questions outlined in this report, organizations can lay the groundwork to useapprenticeships to address workforce shortages, enhance U.S. competitiveness, andprovide good jobs and valuable pathways to technically skilled careers for individuals. Table of Contents Introduction...............................................................................................................................................4Methodology............................................................................................................................................7Findings and Case Study......................................................................................................................8Program Exploration..............................................................................................................................91. Assess the Current State of theWorkforce..........................................................................92. DetermineIf Apprenticeships Could Meet Identified Workforce Needs..................103. Assess Pre-Existing Resources and Stakeholders,Then Build Partnerships.........12Program Design....................................................................................................................................164. Choose an Apprenticeship Program Model and Organizational Structure..............165. Integrate Industry Needs and Feedback..............................................................................196. Decide Whether to Include a Pre-Apprenticeship...........................................................19Program Implementation..................................................................................................................227. Coordinate C