The Ironworkers International, Ironworker Management Progressive Action Cooperative Trust (IMPACT), and the National Training Fund are exploring new approaches to recruiting, training and communicating with new apprentices.

We are implementing a long list of innovative strategies, including, but not limited to:

• Designing local union Web sites specifically to target local apprentices
• Providing an online application system for interested apprentices, which is accessible 24/7
• Implementing "block" training, where apprentices come in for training for a full week, four times a year, as opposed to attending traditional evening training
• Using a correspondence model of distance learning, where the apprentice reads, studies, submits assignments and receives feedback while living and working at great distances from the local union training center. The apprentice comes in for testing and hands-on training during specific blocks during the year
• Allowing apprentices and probationary members to slot into a program (after a skill assessment) at many different entry times throughout the year, as opposed to only once a year
• Connecting all apprenticeship coordinators in the United States and Canada with an e-mail discussion group (listserv)
• Developing a centralized online tracking system, which stores hundreds of pieces of information on each apprentice

"Today's apprentices are very different than the apprentices from previous generations. Today's apprentices grew up in an environment full of technology, and live and communicate differently than those who entered unions in the past," Ironworker General President Joseph Hunt told The Construction User in February. "We are confident that these approaches will improve our ability to prepare members to meet the needs of our employers."