You see it every day on job sites across the Carolinas. You feel it when you are trying to bid on a new project. The skilled labor shortage is not just a headline; it is a real problem that impacts your business and our entire industry.
For years, we have been told registered apprenticeships are the answer, but the system feels stuck in the past. It is time we finally modernize registered apprenticeships to meet today’s challenges. A strong nation requires a skilled workforce, and our current approach needs an upgrade.
We have a massive gap between the workers we need and the skilled professionals ready to build America’s future. Pushing people into a slow, rigid training system isn’t working for employers or for ambitious people who want to make a great career. To create a stronger workforce and secure good jobs for American workers, we must modernize registered apprenticeships.
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Registered apprenticeship programs sound great on paper. They are a structured way for someone to learn a trade through on-the-job training and classroom instruction. This model has been around for decades, and for a long time, it served its purpose well.
But the numbers today paint a worrying picture. The construction industry needs a massive influx of new talent to keep up with demand, especially with new investments in infrastructure and advanced manufacturing. According to an analysis by Associated Builders and Contractors (ABC), we will need about 439,000 new workers in 2025 alone to meet the needs of growing industries.
Now, let’s look at what the current government-registered apprenticeship programs (GRAPs) are producing. In fiscal year 2024, approximately 290,000 apprentices were enrolled in these programs. From that pool, fewer than 40,000 actually completed their training, becoming apprentice completers ready to fill critical roles.
That is not a small gap; it is a canyon that threatens our ability to execute essential projects. This shortfall impacts everything from our national supply chain to our transition toward clean energy. We cannot build a better America without the construction workers to do the job.
So, what is holding the system back? Why aren’t more people starting and finishing these programs? A big part of the problem is that many GRAPs are just too rigid and often require a set number of training hours, regardless of an apprentice’s actual skill level.
Imagine a new apprentice who picks up a skill incredibly fast, far exceeding the pace of the curriculum. Instead of allowing them to advance, the system forces them to log more hours to check a box. This practice holds back talented workers and frustrates employers who need skilled people on the job now.
The long completion times also discourage people from signing up. A multi-year commitment can feel overwhelming to someone eager to start earning a good wage and building their career. This one-size-fits-all approach does not keep pace with the fast-paced modern construction world and fails to create efficient career pathways.
Thankfully, there is a better way. We do not have to be stuck with an outdated model. ABC chapters and member companies are already proving that flexible, modern workforce training methods work, championing an all-of-the-above approach to workforce development.
One powerful tool is competency-based progression. This model focuses on what an apprentice knows and can do, not just how many hours they have spent in a classroom. When someone masters a skill, they move on to the next one, which makes training more efficient and motivating for everyone involved.
We are also seeing success with models like just-in-time task training. This gives workers the specific skills they need right before they start a new task on a job site. It is practical, effective, and keeps projects moving forward while building a more versatile and skilled workforce.
These innovative approaches prepare people for safe, productive careers much faster than old, inflexible programs. This type of talent development is crucial for meeting the demands of a modern economy. Such programs often receive support from a local workforce development board, which understands the specific needs of its community.
Work-based learning is at the center of this modern approach. People learn best by doing, especially in a hands-on field like construction. By prioritizing on-the-job experience supported by targeted education, we can create a learning ecosystem that works for everyone, from the apprentice to the employer.
This is not about cutting corners; it is about training smarter. ABC and its members invested an incredible $1.6 billion in workforce development in 2023 alone. This massive investment helped upskill 1.3 million course attendees through hundreds of programs that combine safety, craft, and management training.
These programs show that we can build a world-class workforce without getting tangled in red tape. The focus is on results, safety, and giving people the tools they need to succeed in a rewarding career. This commitment also strengthens our national capacity to build America and support its growing industries.
At ABC Carolinas, we are dedicated to fostering a culture of safety across the construction industry. Our comprehensive safety training programs are designed to equip professionals with the skills and knowledge needed to maintain safe and productive worksites.
If you are wondering whether these flexible, merit-based programs are popular, you have to follow the data. An analysis of U.S. Department of Labor data shows a clear trend. Nonunion GRAPs are growing much faster than their union-affiliated counterparts, reflecting a shift in the labor workforce development landscape.
Let’s break it down. Between fiscal years 2019 and 2024, the number of people participating in nonunion GRAPs jumped by over 40%. For union programs, that growth was just over 10%. This difference tells a story about where the industry is heading and what workers are choosing for their career pathways.
The growth in the number of people completing these programs is just as telling. Nonunion program completions grew by nearly 32% in that same period, while union program completions grew by just over 13%. More people are choosing nonunion apprenticeship pathways, and they are successfully finishing them at a higher rate.
| Growth (FY 2019 to FY 2024) | Nonunion GRAPs | Union GRAPs |
|---|---|---|
| Program Participant Growth | +40.7% | +10.7% |
| Program Completer Growth | +31.7% | +13.4% |
| Number of Providers | +25% | -7% |
In 2024, a complete 84% of all construction industry registered apprenticeship providers were nonunion. This is not an accident. It reflects a deep need in our industry for training that is accessible, flexible, and aligned with the merit shop philosophy that drives most construction businesses in America.
State-level organizations are also taking notice. The Alaska Department of Labor & Workforce Development and agencies like Industrial Relations Honolulu are observing these trends to serve their populations better. This growth is a clear indicator that the industry is adapting to modern demands.
Here is another statistic that might surprise you. While unions represent just 10.3% of the U.S. construction workforce, they continue to operate a majority of the nation’s GRAPs. They account for roughly 69% of all participants in the registered system.
This creates a significant disconnect. The vast majority of the construction workforce is nonunion, but their training options within the registered system are disproportionately small. This imbalance limits registered apprenticeship opportunities and reinforces the need for a more inclusive approach to labor workforce development.
By expanding and supporting all types of high-quality training, we can open doors for hundreds of thousands of aspiring craft professionals, including those in underserved communities. This is not about choosing one model over the other. It is about creating a level playing field where the best ideas and best programs can thrive, whether through a private grant program or public funding.
Empowering Your Voice in Construction Policy
The ABC Carolinas Government Affairs team is dedicated to advancing the interests of our members, workers, apprentices, and the merit shop philosophy at the local, state, and federal levels.
This conversation is now happening at the highest levels. ABC recently sent a letter to the U.S. Senate Committee on Health, Education, Labor and Pensions. The letter was submitted ahead of a hearing on the future of registered apprenticeships, and its message was direct.
Congress must modernize and expand the system to support all high-quality training programs. This includes industry-recognized programs, competency-based models, and both nonunion and union GRAPs. To truly expand registered apprenticeship opportunities, we need to create more pathways to success, not fewer.
Kristen Swearingen, ABC’s vice president of government affairs, put it perfectly. She said, “A balanced approach that values all proven workforce development models—both union and nonunion—best ensures the construction industry can meet the nation’s growing needs.” This is the path forward to a stronger middle class.
Policymakers should reject any requirements that would limit opportunities or favor one type of program. Placing unnecessary restrictions on industry-recognized programs would be a huge step backward. It would hurt the very American workers we are trying to help and slow down our industry at a time when America needs us to build more than ever.
Instead of restrictive policies, the government should focus on flexible funding solutions like formula grants. An apprenticeship expansion formula could direct resources where they are most effective, such as through the Apprenticeship Building America grant program. The focus of any executive order or new legislation should be on results, not on preserving an outdated system.
The need for skilled construction professionals is not going away. Our country is counting on us to build the infrastructure of tomorrow, from renewable energy projects fueled by the Inflation Reduction Act to modernized factories. We cannot meet that demand with a workforce development system from yesterday.
We need to create a flexible, inclusive, and modern system that prepares people for good jobs and helps our industry thrive. It is time for a new approach that recognizes the value of all high-quality training. This includes leveraging partnerships with entities like a community college or a workforce development board in places from Juneau to Jefferson City.
By embracing competency-based learning and supporting a wide range of training options, we can close the skills gap. ABC Carolinas and our members are committed to leading the charge. Now is the time for Congress to act and finally modernize registered apprenticeships for the 21st century.
