In the workforce development world, "apprenticeship" has become a catch-all term. You will often hear employers or educators refer to any hands-on training as an apprenticeship.
However, from a programmatic standpoint, definitions determine dollars.
For training providers, colleges, and workforce organizations, confusing these terms isn't just a semantic error; it is an operational risk. If you mix them up, you risk misaligning employer expectations, failing compliance audits, or missing out on specific state and federal funding streams.
Here is the fast, plain-English breakdown of what these models actually are and when you should use them.
A 60-second glossary (plain English)
- OJT (On-the-Job Training): Training delivered by an employer while the participant is doing productive work in a paid job—typically documented through an agreement/contract when publicly funded (like WIOA).
- Apprenticeship: A structured “earn and learn” pathway that combines paid work-based learning with classroom/technical instruction to build occupational skill over time.
- Registered Apprenticeship (RAP): An apprenticeship that’s formally approved/validated by the U.S. Department of Labor or a State Apprenticeship Agency and results in a portable, nationally recognized credential.
- Pre-apprenticeship: A program designed to prepare individuals to enter and succeed in a registered apprenticeship (a RAP)—often a shorter on-ramp that builds readiness and connects participants to an actual apprenticeship opportunity.
Comparison snapshot (what’s different in practice)
The simplest way to remember it: apprenticeship is a structured form of work-based training, and RAP is apprenticeship with formal validation and a recognized completion credential.
What makes a RAP “different” (without the jargon)
A RAP isn’t “more work-based learning.” It’s work-based learning with a defined backbone—so employers, training partners, and apprentices all know what “completion” means.
In practice, a RAP commonly includes:
- Paid work experience guided by a qualified supervisor/mentor
- Related instruction (the classroom or technical learning that supports the job)
- Progressive skill development with evaluation (hours-based and/or competency-based)
- Wage progression as apprentices advance
- A portable, nationally recognized credential at completion
For program operators, this backbone is the point: it’s what enables consistency across employers, clearer outcomes, and easier handoffs when staff or partners change.
Where pre-apprenticeship fits (the “bridge,” not the finish line)
A pre-apprenticeship is not just “short training before a job.” Done well, it’s a purpose-built on-ramp into apprenticeship—especially for participants who need foundational skills, confidence, or navigation support before starting an earn-and-learn pathway.
The Department of Labor emphasizes that quality pre-apprenticeships typically include elements like industry-aligned training, hands-on experience, facilitated entry into a RAP (a real connection to an apprenticeship partner), and strategies that increase access for underrepresented participants.
If your program doesn’t have a clear, supported pathway into apprenticeship (not just “we encourage people to apply”), it may be great training—but it’s probably not a pre-apprenticeship in the way funders and apprenticeship partners mean it.
Where generic OJT fits (and when it’s enough)
OJT is often the right tool when the goal is speed: rapid onboarding, short-cycle upskilling, or a targeted transition into a specific employer role.
Under the Workforce Innovation and Opportunity Act (WIOA), OJT is defined as training provided by an employer while the participant is engaged in productive work, and it’s commonly supported through an employer agreement/contract (especially when public dollars are involved).
The tradeoff: OJT can be lighter-weight than apprenticeship, but it can also be harder to scale across multiple employers unless you standardize the training plan, supervision expectations, and evidence you collect.
A quick decision guide (choose the model that matches your goal)
Use this as a “start here” filter:
- Choose OJT if you need fast onboarding or a short, employer-specific upskilling plan.
- Choose apprenticeship if you want a career pathway with defined skill progression over months/years.
- Add pre-apprenticeship if your participants need a readiness bridge and you can offer a real on-ramp into apprenticeship.
- Choose RAP if you want the apprenticeship model plus formal validation and a portable completion credential that holds up across employers and cohorts.
What to track (bare minimum, no paperwork factory)
Regardless of model, you’ll move faster if you decide up front what “progress” means and how you’ll show it.
A practical minimum set to track:
- Work-based learning progress: hours and/or competencies completed
- Supervisor/mentor verification: who observed and approved progress
- Related instruction completion: what was taught, when, and whether it was completed
- Milestones: evaluations, wage steps (if applicable), and completions
RAPs, in particular, require program standards that address how on-the-job learning and evaluation are integrated—so defining (and capturing) evidence isn’t optional once you register.
Why Craft (because operations matter)
No matter what you call your model, the operational pain point is the same: evidence ends up scattered across spreadsheets, emails, and disconnected systems.
Craft Connect is built to help programs simplify tracking, prove outcomes, and stay audit-ready by centralizing work-based learning evidence (like hours and progress) and making reporting easier for program teams and partners. If you’re moving from “informal OJT” to structured apprenticeship—or scaling across employers—having a purpose-built system can keep your staff focused on outcomes instead of chasing documentation.
Next steps
Pick one pathway (one occupation, one employer cluster, one cohort) and answer three questions:
- Which model matches our goal—OJT, apprenticeship, pre-apprenticeship, or RAP?
- What does “completion” mean in plain language?
- What evidence will we collect weekly so reporting isn’t a scramble later?
Get those right, and everything else—partner alignment, funding conversations, and quality improvement—gets dramatically easier.
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