What Is a Registered Apprenticeship Program (RAP)?

If you work in education, workforce development, or training, you likely already run programs where learners get hands-on experience. You might call them internships, clinicals, co-ops, or practicums.

You are already doing the heavy lifting of training. A Registered Apprenticeship Program (RAP) is simply the version of that training that is formally recognized by the U.S. Department of Labor (DOL) or a State Apprenticeship Agency (SAA). That one change—registration—can dramatically shift how employers, funders, and learners perceive your program.

By the end of this post, you’ll understand exactly what a RAP is, why that "Registered" label changes your access to funding, and how to take the first step toward building one.

What is a Registered Apprenticeship Program (RAP)?

A Registered Apprenticeship Program (RAP) is a structured earn-and-learn training model that combines paid, on-the-job training with job-related classroom or online instruction, and is validated/registered by either the U.S. Department of Labor or a recognized State Apprenticeship Agency. In other words, it’s not “training that happens at work.” It’s a program with defined skill goals, a plan to reach them, and oversight that confirms the program meets apprenticeship standards.

What makes it “registered”?

Plenty of programs mix work experience and instruction. What makes a program registered is that an official apprenticeship authority (DOL Office of Apprenticeship or an SAA) reviews and approves core program elements—then maintains a formal record of the program. Apprenticeship.gov describes the system and who registers programs

Put simply:

• A work-based learning program can be excellent.
• A registered apprenticeship is excellent and formally validated.

That validation isn’t a rubber stamp. Registration typically means you’ve documented how learning will happen, how progress is measured, and what the apprentice earns at completion.

The core components (in plain language)

When programs register, they usually have to define a few building blocks that training operators already recognize:

1. On-the-job learning plan (what gets learned at work): a structured list of competencies/tasks apprentices will learn while working, often documented as a “work process” or similar plan.
2. Related instruction (what gets learned off the job): classroom, online, or hybrid instruction that supports the occupation and reinforces job skills.
3. Mentorship/supervision: someone responsible for coaching and confirming skill progress on the job.
4. Wage progression: pay increases over time as skills and proficiency grow.
5. A recognized credential: a completion credential that is nationally recognized through the registered apprenticeship system.

If you’re a college or training provider, that may sound like: a defined work-based syllabus, aligned instruction, supervised practice, clear milestones, and a credential people trust.

Why should you care?

1) Credibility that’s easy to explain

Registration gives you a simple, external proof point: this program meets apprenticeship standards and is overseen by an official apprenticeship authority. That clarity can help with employer recruitment (“this is a proven model”), internal approvals, and stakeholder confidence—especially when you’re scaling beyond a single employer site. Start here for DOL’s overview of apprenticeship as a training model:

2) A portable, recognized outcome

Registered apprenticeships culminate in a recognized credential. For program operators, that matters because it turns completion into something employers understand without a long explanation. It also helps your program feel less like a one-off partnership and more like a pathway that can expand across multiple worksites.

3) Funding becomes more reachable (and easier to justify)

Funding is complex and varies by state and partner, but the practical takeaway is simple: registered programs tend to be easier to align to funding requirements because expectations and outcomes are clearly defined.

A few common funding streams training operators explore:

• WIOA (Workforce Innovation and Opportunity Act): WIOA Title I funds can support training and supportive services, and DOL guidance explains how WIOA can connect to Registered Apprenticeship. Guidance:
• Perkins (CTE funding): Federal CTE guidance explicitly discusses the use of Perkins funds for Registered Apprenticeship Programs.
• Apprenticeship expansion grants and related initiatives: Apprenticeship.gov is the best starting point for current federal resources and links.

(Important note: this isn’t legal or compliance advice—think of it as a “where to look first” map.)

RAP vs. pre-apprenticeship vs. “regular” on-the-job training

These terms get confusing fast, so here’s a quick mental model:

• Registered Apprenticeship (RAP): the registered, validated program with a defined earn-and-learn structure.
• **Pre-apprenticeship:** a preparatory program designed to help participants enter and succeed in a registered apprenticeship (often focused on foundational skills and wraparound supports).
• On-the-job training (generic OJT): training that occurs at work, sometimes supported by workforce funding, but not necessarily registered or tied to a nationally recognized apprenticeship credential.

Do you already have the pieces? A quick self-check

If you can answer “yes” to most of these, you’re probably closer than you think:

• Learners do real work tasks under supervision (not just job shadowing).
• You provide structured instruction alongside the work.
• A supervisor/mentor can verify skill progression.
• You can define a clear completion outcome (skills + credential).
• You have (or can recruit) an employer partner ready to hire and train.

To see what “building a program” looks like in DOL’s model, start here.

What to do next (without getting lost in jargon)

1. Pick one occupation you can support well and that employers actually need.
2. Decide who will run the program (the “sponsor”)—an employer, a college/training provider, or an intermediary.
3. Sketch the two learning tracks: what’s learned at work vs. in instruction.
4. Talk to the right apprenticeship authority (DOL Office of Apprenticeship or your SAA) and ask: “What’s the cleanest registration path for our situation?” Start with Apprenticeship.gov’s registration page.

Ready to explore if RAP fits your program?

If you’re running training with employer partners, the best next step is a short “fit check”—before you invest time redesigning anything.

1. Map what you already have (your curriculum + outcomes) to what happens at the job site.
2. Choose one occupation and one committed employer partner to start small and learn fast.
3. Contact your apprenticeship authority (DOL Office of Apprenticeship or your State Apprenticeship Agency) and ask: “What’s the cleanest registration path for our situation?” Start here.

To learn how to convert your CTE program into an apprenticeship, begin with the Free Apprenticeship Masterclass Guide. If you need a full apprenticeship funding guide, download this guide.