Idaho has developed the state’s first junior software programming apprenticeship.
Software development occupations are the “hottest jobs” in Idaho as projected by the Idaho Department of Labor. Department analysts expect job opportunities in this area to grow by almost 37 percent from 2014 to 2024, and jobs pay a median wage above $80,000 per year.
To meet this demand and take advantage of these exciting opportunities for job seekers, ApprenticeshipIdaho partnered with the Idaho Technology Council (ITC) to create new IT apprenticeships, including the state’s first junior software programming apprenticeship. Candidates attend a 12-week, full-time immersive coding bootcamp at CodeWorks Boise (funded in part with SAE grant funds). Students learn both front-end and back-end technologies, and work in groups under the supervision of experienced mentors to create fully functional real-world applications. At the 9th week of training, select students have an opportunity to interview with In Time Tec, a software development company, to become a registered apprentice, which leads to a recognized credential as a Junior Software Programmer. In Time Tec recently hired two apprentices from CodeWorks’ first class and is committed to hiring more. The state partners, meanwhile, are working with other interested employers to expand opportunities.
Dan Puga, President of In Time Tec, says, “Access to talent has been a critical challenge for technology companies in Idaho for several years, and the gap has continued to widen. We are excited to have partnered with the ITC, Idaho Department of Labor, and CodeWorks Boise to provide an alternative pathway…so companies can grow and thrive and…people [can] get into the software development field who never saw it as a possibility before.”
Alisa Bondurant, ITC program manager, stresses that “finding an employer sponsor who is willing to take a risk on a full-time software programmer from a non-traditional background can be long and arduous. But stand strong, as they do exist, and, once you have one employer, more will follow. Try to build a flexible enough program so that multiple employer sponsors can join in without having to make changes to their hiring processes, and you don’t have to change the standard each time you add an employer.”
Source: Apprenticeship Connections Newsletter – May 2018
More information: John Russ, Idaho Department of Labor