Apprenticeship programs you paid to have developed!

1. UNITED STATES I.T. WORKFORCE
LACKING REQUIRED SKILLS NECESSARY TO BE COMPETITIVE IN A
GLOBAL ECONOMY
I.T. Training & Certification
Certification Established benchmark decision makers utilize to make the wiser
choice.
Web Design, Infrastructure, System and Network Design and Management,
Software Development, Information Security, Cyber War-fare, Database
Management, Project Management. These pathways determine skills
needed.
APPRENTICESHIP... CHANGING THE WORKFORCE
TRAINING PARADIGM IN AMERICA.
National I.T. Apprenticeship System
Training Methodology & Business Performance Improvement
Driver
I.T. Certification ... Skill set validation
Military Network Introduces qualified veterans to qualified and
exceptional information technology trade schools,

2. • Leading to qualifications & certifications (unattainable elsewhere),
• Formal apprenticeship program, O.J.T, developed by industry
leadership,
• CompTIA and the Department of Labor, E.T.A.
BACKED BY EMPERICAL DATA!
• Proven training strategy involving On-the-Job Learning (OJL) and Instructor Led
Training (ILT) provided by classroom instruction or Computer Based Training
(CBT).
• Uniqueness of apprenticeship lies in the coordinated and combined use of
structured OJL and related ILT.
• Master the practical aspects of work by performing work tasks under the
guidance of a more experienced or journey-worker coach.
• Theoretical aspects of work are mastered during the related ILT.
• ensures the individual's employ-ability and
• guarantees competent workers for an employer by providing for the learning of a
complete range of relevant skills
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

3. incomplete indicator of competency.
The apprenticeship approach overcomes such training
deficiencies with the combined elements of:
• ILT, highly contextualized OJL, competency validation,
certification and performance measurement
Adding value and validity in a workers credentialing process.
Business Performance Improvement Driver
• shorten the time required to bring a worker up to predictable productivity.
• better trained worker - fully productive in a shorter time.
* CAREER SERVICES * RESUME PREPARATION * INTERVIEW COACHING
The result is a better trained worker who becomes fully
productive in a shorter time.
Having a working knowledge, skill-set validation and ability to apply
these skills are the determining factors decision makers see value in and
hire for.
ACTIVELY BRINGING OUR SERVICES TO: BUSINESSES, PEERS, ASSOCIATES
AND ACQUAINTANCES, THAT OFFER NEEDS AND OPPORTUNITIES UNIQUELY
AVAILABLE TO OUR WARRIOR’S