Veteran I.T. Training, Apprenticeship & Consultancy

Military Network

- Veteran I.T. Training, Apprenticeship & Consultancy
Specifically, as applicable to apprenticeship, recruitment and sourcing of veterans interested in and pursing, I.T. training, certification and apprenticeship roughly 8+ years. If veteran has an interest in employment or change of employer, successful placement by means of networking veterans with applicable job boards, HR managers, Recruiters and Staffing companies. Offer assistance to veterans on how to fine tune their skills with processes of interviewing techniques, proper development of their resume, networking, etc.

 *  Veteran Centric - IT Training, Certification and Apprenticeship Programs
⦁    25+ years IT Training and Certification Industry (B2B and B2C); sourcing of veterans interested in and pursing I.T. training and certification
⦁    Includes Government Agencies, Private Sector, Fortune 500 / 100 Companies, County, City, Military
⦁    Nationwide exposure with Corporations, Military National Guard (Nationwide), Veterans, IT Technical training centers (multiple schools Nation wide)
⦁    Experience with recruiting, registration and documentation of sponsor organizations
⦁    Experience with recruitment of apprentice candidate - Civilian and Veterans, National Guard Members, Active Duty (8570) (I.T. and veteran I.T. Centric)

Raise the profile, participation in and successful completion of the new National Apprenticeship system.

Strategic alliance with DoL, State Agencies, in conjunction with WIB's, as associated with WIOA and the Workforce Investment Network. Such alliances will assist with effective participation of both sponsors and apprentices. Proper delivery and utilization the apprenticeship equates to better trained workforce, competitiveness among industry and employers, better employment opportunities for military veterans.

⦁    Raise the profile, participation in and successful completion of the new National Apprenticeship system.
⦁    Specific focus: Military, Veterans, Disabled Military Veteran, employment needs of National Guardsmen,  Air Guard and Active Duty out processing;
⦁    better trained workforce, competitiveness among industry and employers, better employment opportunities for military veterans.
⦁    Profile enhancement of New Apprenticeship system by marketing and promoting to specific target markets.
⦁    Becoming viable resource providing assistance to military veterans and their spouses  with regards to IT centric technical training, certification and apprenticeship, by means of the new National I.T. Apprenticeship initiative.

Business Process

Utilizing basic premise of project management, working towards efficient and successful application of the new apprenticeship initiative. The following action items directly correlate with effective participation of both sponsors and apprentices. Proper delivery and utilization equates to better trained workforce, competitiveness among industry and employers, better employment opportunities for military veterans.

Encouraging the adoption of best practices of the new Apprenticeship System by forming:

⦁    Strategic relationships with government agencies, private companies, publicly traded, C level executives, concentrated  leadership in the I.T. arena.

⦁    Concentrated efforts seeking and leading to increased participation among sponsor organizations.

⦁    Successful recruitment of veterans as apprentices with focus on their completion of applicable apprenticeship, training and certification programs.

⦁    Marketing, recruiting, registration and documentation of Sponsor organizations

⦁    Marketing, recruitment of apprentice candidates - Civilian and Veterans, National Guard Members, Active Duty (8570)

⦁    Marketing and recruiting of Sponsor organizations, through organizations such ATSD, SHRM

⦁    Target marketing, networking, to various unions with regards to assistance of gaining momentum of the new Apprenticeship model.

⦁    Target marketing, networking, through various unions with regards to craft employee's, encouraging them to consider apprenticeship if this is not already built into the structure of their companies hiring and training options.

⦁    Nationwide strategic alliance with Veterans Administration specifically through Vocational, Rehabilitation and Employment Services (VRE / Ch. 31),  Workforce Investment Network's, VocRehab on State Level, Staffing and Recruiting Companies,


⦁    To Sponsor organizations - Nation Wide

⦁    To Apprentices - Nation Wide

⦁    On behalf of members of the Military Network, for which I am President. The group has 8500+ members, sub groups nationwide with an average of 50 to 100+ each, coupled with an IT Specific group of 800+, other groups as well...lot of exposure. I personally communicate with these groups daily, consisting sharing information related to apprenticeship, IT, employment trends, our economy, training options, etc. These groups are comprised mainly of veterans and decision makers.

About Registered Apprenticeship
These are tough economic times but there's never been a more exciting time for Registered Apprenticeship, the public workforce system, education and other partners to collaborate to get more Americans re-skilled and ready to compete for good-paying jobs as our nation recovers and puts people back to work.

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Apprenticeship as a Training Methodology and a Business Performance Improvement Driver

Apprenticeship is a proven training strategy that involves both On-the-Job Learning (OJL) and Instructor Led Training (ILT) provided by classroom instruction or Computer Based Training (CBT). The uniqueness of apprenticeship as a training methodology lies in the coordinated and combined use of structured OJL and related ILT.  Individuals master the practical aspects of work by performing work tasks under the guidance of a more experienced or journeyworker coach. 

Theoretical aspects of work are mastered during the related ILT.  This arrangement ensures the individual's employability and guarantees competent workers for an employer by providing for the learning of a complete range of relevant skills and knowledge during training.

The synergy resulting from the combination of ILT and highly contextualized OJL delivered through the apprentice-coach interactions and other methods shorten the time required to bring a worker up to predictable productivity.  In the traditional model of IT training, classroom education is followed by on-the-job experience whereby an individual first spends a substantial amount of time in general schooling with little or no hands-on experience prior to employment. 

Under the traditional model, the worker’s credentials are based solely upon the fulfillment of the classroom training, which can be very general and non-specific to the work at hand, requiring workers to extrapolate general principles to specific work activities.  Quite often workers find these kinds of extrapolations difficult, which reduce the value and relevancy of their training and make the credential an incomplete indicator of competency.

The apprenticeship approach overcomes such training deficiencies.  Under apprenticeship ILT, highly contextualized OJL, competency validation, certification and performance measurement are combined elements in a worker’s credentialing process.  The result is a better-trained worker who becomes fully productive in a shorter time.

Apprenticeship is changing the workforce educational paradigm in America.  To be competitive in a 21st century global economy, workers’ credentialing must include demonstrated competency on the job.  Classroom instruction remains an important part of a worker’s training, but performance on the job remains the target measure of competency.

Apprenticeship in IT

Apprenticeship has long been established as an effective methodology for training and developing employees in the “construction trades” such as plumbing, electrical, sheet metal, etc.  Recently the apprenticeship concept has been introduced to the IT industry.  Through two consecutive grants from the DOL, CompTIA performed the research and development necessary to create a 21st century apprenticeship system that ultimately became NITAS.

According to the June 2003 Report to Congress titled “Education and Training for the Information Workforce” employers seek workers who possess a specific combination of technical skills and experience, often coupled with a college degree, personal skills, and business or industry knowledge.  Therefore, the IT professional needs to be a well-rounded employee with technical knowledge and skills along with business and communication skills.  The National IT Apprenticeship System (NITAS) is a ready-made apprenticeship system to help produce well-rounded, highly productive workers in the shortest possible period of time.

In addition to being a training strategy, apprenticeship is a value creation strategy for employers.  Apprenticeship operates on a pay for performance basis. Employers can hire workers that are partially trained and pay those workers commensurately.  Then, using the apprenticeship principles and the NITAS tools, the workers become productive quickly allowing the employer to secure high value throughout the apprenticeship period.

National Information Technology Apprenticeship System:

The System is a nationwide IT workforce development program for the U. S. Information Technology Industry.  The NITAS program provides U.S. IT employers with the ability to secure competitive advantage through increasing the productivity of its IT workforce in the shortest possible period of time. 

National IT Apprenticeship System (NITAS)
Database Services Concentration

Program Guide

Introduction to the NITAS Database Services Concentration

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Another scandal..Another scandal... There is a new investigation into alleged misconduct and improper prescriptive practices by Cincinnati VA chief of staff according to cryptic messages from the agency. At the center of the allegations is acting chief of staff is a thoracic surgeon Barbara Temeck, MD. The investigation involves prescriptive privileges and scripts written for numerous people including VISN 10 director Jack Hetrick. Hetrick recused himself from the investigation since it involves his wife... [read on] Get the rest Numerous state attorney generals are demanding that the US Department of Veterans Affairs reinstate GI Bill benefits for veterans defrauded by for-profit colleges. Attorney generals (AGs) in California, Connecticut, Illinois, Kentucky, Massachusetts, New Mexico, Oregon and Washington sent Secretary Bob McDonald a letter demanding restoration of GI Bill benefits. The justification is that for-profit colleges uses deceptive tactics to recruit veterans while the agency failed to verify education quality. According to Illinois AG Lisa Madigan: “Veterans earn educational benefits through their heroic service to our country… They should not return home and become targets of predatory, bogus colleges whose only interest in our veterans is to profit off them. It’s critical that our tax dollars allow student veterans to get a true education and the opportunities it provides.” The problem with the schools was that they promised veterans jobs after graduation that never materialized. In fact, those colleges provided such low quality educations that employers do not accept nor would other colleges accept them for transfer credits. Recruiters used proven psychotherapy techniques to manipulate veterans into enrolling. VA then paid benefits without verifying the claims made by such colleges. Veterans used up the benefits without the result they were promised. GI BILL RESTORATION STRATEGY The AGs are also suggesting VA adopt the following four strategies to protect veterans moving forward. According to Progress Illinois, those strategies are: Exercising current federal statutory authority to provide relief to these veterans. In cases where the VA has authorized the use of benefits contrary to its own governing statutes and regulations, federal law (38 U.S.C. §503) provides the VA discretion to offer equitable relief that would give back to the veterans full eligibility and entitlement to their benefits that they have lost from the schools’ conduct. Restoring these benefits would allow the veterans to obtain an education that will help them advance their careers. Triggering Automatic Reviews. The VA should establish that a review to exercise this discretion will automatically take place in any of the following cases: (1) when the U.S. Department of Education, a state regulatory agency, or a state attorney general takes a regulatory or enforcement action against a school; (2) when a court enters a judgment against a school, or (3) upon application by a veteran or a group of veterans alleging that an education program or college has utilized advertising, sales, or enrollment practices which are erroneous, deceptive, or misleading. Taking Proactive Steps To Provide Full and Accurate Information. The VA should take proactive steps to guarantee that veterans will be furnished full and accurate information about their education options to prevent them from enrolling in schools that employ aggressive and misleading marketing practices. Increasing Cooperation. The VA should continue and increase its support of efforts of state regulatory agencies and attorneys general in protecting veterans from misconduct. So what do you think about the plan? Should veterans receive the benefit, or harm, of their own educated choice of attending for-profit colleges? Or, should VA reinstate the GI Bill benefits of veterans defrauded? I used to be rather cynical about this, but VA does have a fiduciary duty to ensure colleges provide the quality education they promise before approving a veteran’s attendance. The past two presidential administrations were clearly asleep at the wheel while veterans were ripped off.