Over the past decade, federal and state policymakers and workforce development stakeholders have explored how to expand registered apprenticeship opportunities for young people ages 16 to 24. Because young apprentices often have limited workplace experience and are still navigating educational and personal transitions, they may require additional guidance and support to succeed in their programs. This brief describes factors that apprenticeship program sponsors and youth apprentices report can affect youth apprentices’ program completion. It summarizes findings from a study that explored apprenticeship program elements that support retention and completion, documents apprentices’ experiences, identifies common barriers to success and ways to address them, and suggests lessons for designing and delivering apprenticeship programs serving young people.

Why This Matters

Although apprentices receive benefits throughout their training, including skill building and higher wages, program completion is critical to realizing the full value of apprenticeship. Understanding the factors that help young people persist in and complete their programs can help sponsors, employers, educators, and policymakers strengthen youth apprenticeship quality, improve retention, and expand pathways into skilled careers.

What We Found

• Young apprentices benefit from multiple sources of support. Mentors often serve as the primary point of contact, but sponsors emphasized the important roles of supervisors, instructors, work-based learning specialists, apprenticeship coordinators, and student success staff members. Together, these individuals help apprentices navigate challenges, stay engaged, and progress through their programs.
• Structured progress monitoring helps identify and address challenges early. Sponsors described using individualized development plans and conducting regular check-ins, often quarterly, to assess apprentice progress, address concerns, and adjust supports as needed. These practices help prevent small issues from becoming barriers to completion.
• Flexibility and individualized support are essential for retention. Sponsors reported adapting program requirements, schedules, and supports to accommodate apprentices’ unique circumstances and needs. Programs that can respond to changing situations are better positioned to support persistence and improve retention outcomes.
• Effective mentor preparation strengthens the on-the-job learning experience. Sponsors improved mentoring quality through mentor training, careful selection of workplace partners, and ongoing engagement with mentors. These investments help mentors better understand young apprentices’ developmental needs and provide more effective guidance and support.
• Supportive services reduce barriers and promote success. Sponsors highlighted the importance of connecting apprentices to resources such as transportation assistance, child care, counseling, technology, and tuition support. When combined with strong supervision and mentoring, these services help apprentices overcome obstacles, remain engaged, and advance through their programs.

How We Did It

The brief summarizes data collected through interviews with 11 apprenticeship sponsors and an online survey of 51 youth apprentices in Colorado, Missouri, and South Carolina.