Work-Based Learning in Green Energy Occupations

Whether through formal internships, Registered Apprenticeships, short-term projects, or on-the-job training, work-based learning (WBL) is an essential part of building a skilled and productive workforce in fields like solar energy, home energy performance, and other green energy industries. The ability to apply practical skills on the job is a key part of career readiness. Work-based learning ensures that graduates and trainees are ready to immediately meet workforce needs. 

Robust WBL systems can create a stronger talent base for businesses, reduce the cost of hiring and on-boarding employees, and streamline the training process for new hires. WBL can also:

• Increase awareness of the industry, relevant career pathways, and companies that are hiring.
• Ensure individuals are equipped with the latest industry-specific skills and competencies.
• Offer businesses an opportunity to vet new hires. 
• Reduce installation errors and expensive, time-consuming call-backs.

There are multiple types of work-based learning. These can include:

1. Job Shadowing: Short-term experience aimed at career exploration.
2. Internships and Fellowships: Designed to give students and trainees a structured opportunity for career exploration, skill development, and networking. An example of a fellowship is the GRID Alternatives SolarCorps Fellowship, an 11-month paid program across multiple GRID offices. 
3. Co-Operative Education (Co-Op): Combines classroom training with work experience, usually tied to a post-secondary degree program. Find a training program in your area and filter by dozens of tags by checking out the Connect Now page on Green Workforce Connect. 
4. Apprenticeships: A Registered Apprenticeship is a career path that includes on-the-job training under the supervision of a mentor. Individuals also receive related technical instruction (in-person or virtually) from a community college, a technical school, or an apprenticeship training school—or by the employer itself. Most apprenticeships take two or more years to complete, with construction trades often taking four or five years. Upon the completion of an apprenticeship, the individual is issued a nationally recognized credential that recognizes them as a skilled practitioner for the occupation. Through apprenticeship programs, employers cultivate a skilled workforce tailored to their specific needs, while reducing training costs and increasing productivity. 
5. On-the-Job Training: Practical post-hire training located on the job site, usually consisting of an experienced worker conferring skills to a new employee or upskilling an incumbent employee to perform tasks of higher complexity. Learn more about the importance of training for employers in our resource.

Planning a Work-Based Program

The best work-based learning programs are employer-derived and designed to address specific skill gaps and long-term talent needs. The first step in planning a work-based learning program is to identify goals for the business and potential trainees. Possible goals might include establishing a program that: 

1. Supports participants as they explore career pathways. For this goal, good options include job shadows, short-term projects, or competitions.

2. Provides participants with the skills and credentials they need for entry-level employment within the clean energy industry. Appropriate options to meet this goal include internships and co-ops.

3. Incorporates ongoing education and training to assist with career growth while contributing to the business’s bottom line with increasing efficiency and productivity. An apprenticeship would be an effective way to meet this goal.

Be sure to set realistic expectations for the work-based learning program. This isn’t a short-term solution that will fill the skills gap on day one. Trainees will need some time to get up to speed and may not be able to work full-time hours right away. Making a proactive investment in training will help businesses build a group of talented and skilled workers.This is a sustainable, scalable solution, not an overnight fix.

Other factors to consider early on: 

• How many trainees are needed, considering overall demand for projects and likelihood of turnover? 
• What skills need to be developed? This includes not only skills needed at the entry level, but also mid- to high-level skills that will be needed to address growth and turnover in the next 3-5 years. Consider not only technical skills, but also “people skills” (professionalism, communication, integrity, initiative, etc.). 
• The local American Job Center may offer workshops that cover some of these qualifications. There are also adult basic education and literacy programs that can assist candidates while they are going through a work based learning program. Check out the resource on Green Workforce Connect; Local Workforce Boards: Your Key to Recruitment and Retention to learn more about American Job Centers and local workforce development boards. 
• What other costs and resource needs should you consider? For instance, some Registered Apprenticeship programs include classroom instruction at an off-site training facility, and in some cases, employers cover the cost of tuition.

While WBL requires upfront planning and realistic expectations about training timelines, it offers a sustainable, scalable solution for long-term workforce development that strengthens both individual careers and entire industries.. By investing in work-based learning, employers not only address immediate talent needs but also contribute to building a skilled and competitive workforce.