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Grants to South Dakota Organizations, Businesses, and
IHEs to Develop and Expand Apprenticeship Programs

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South Dakota Department of Labor and Regulation (DLR)

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Grants of up to $30,000 to South Dakota industry associations, IHEs, businesses, and organizations to develop and expand apprenticeship programs to increase on-the-job training and instruction. An Intent to Submit must be filed prior to applying. Funding is intended to create a pipeline of qualified workers in the state.

The South Dakota Department of Labor and Regulation (DLR) is seeking to enhance the number of Registered Apprenticeships within the State. DLR will assist in developing and implementing comprehensive strategies to support apprenticeship expansion; engage industry and workforce intermediaries, employers, and other partners to expand and market apprenticeship to new sectors and underserved populations; enhance State Capacity to conduct outreach and work with employers to start new programs; and expand and diversify participation in apprenticeship through State innovations, incentives, and system reforms. The Department is helping States to bring together the right partners to strengthen their apprenticeship systems.

Registered Apprenticeship Program
A Registered Apprenticeship Program is a customized, structured way of learning a skilled occupation that prepares workers for jobs – and meets your business needs for a highly skilled workforce by combining on-the-job training and related technical instruction. All apprenticeship programs consist of five core components:

- Direct Business Involvement
Employers are the foundation of every apprenticeship program and the skills needed by their workforce are at the core. Businesses must play an active role in building the program and be involved in every step of designing and implementing the apprenticeship.

- On-the-Job Training
Every program includes structured on-the-job training (OJT). Apprentices receive hands-on training from an experienced mentor at the job site for typically a minimum of one year. OJT is developed by mapping the skills and knowledge the apprentice must learn over the course of the program to be fully proficient at the job. While employers provide the mentors and identify the skills and knowledge to be learned through OJT, partners can support the employers in developing the approach to OJT and identifying resources to support this component (such as an OJT contract with the local workforce system).

- Related Instruction
Apprentices receive related instruction that complements on-the-job training. The instruction delivers the technical and academic competencies that apply to the job and can be provided by a community college, a technical school, an apprenticeship training school – or by the business itself. It can be provided at the school, online, or at the job site. Education partners often collaborate with business to develop the curriculum based on the skills and knowledge needed for the job. Partners work together to identify how to pay for the related instruction. A variety of fund sources may be leveraged to cover the costs, such as employers’ contributions, apprentices’ contributions, scholarships and loans, and training funds contributed by the workforce system.

- Rewards for Skill Gains
Apprentices receive an increase in pay as their skills and knowledge increase. Employers start by establishing an entry wage and an ending wage and built-in progressive wage increases as skill benchmarks are met by apprentices. Progressive wage increases help reward and motivate apprentices as they advance through their training.

- National Occupational Credential
Every graduate of a Registered Apprenticeship program receives a nationally-recognized credential. As you build the program, keep in mind that apprenticeship programs are designed to ensure that apprentices master every skill and have all the knowledge needed to be fully proficient for a specific occupation.

Quality Pre-Apprenticeship Program
A Quality Pre-Apprenticeship is a program or set of strategies designed to prepare individuals to enter and succeed in a Registered Apprenticeship program. Each Quality Pre-Apprenticeship program has a documented partnership with at least one, if not more, Registered Apprenticeship Program. A Quality Pre-Apprenticeship program is one that incorporates the following elements:

- Approved Training and Curriculum
Training and curriculum based on industry standards and approved by the documented Registered Apprenticeship partner(s) that will prepare individuals with the skills and competencies needed to enter one or more Registered Apprenticeship Program(s).

- Strategies for Long-Term Success
Strategies that increase Registered Apprenticeship opportunities for under-represented, disadvantaged or low-skilled individuals, such that, upon completion, they will meet the entry requirements, gain consideration, and are prepared for success in one or more Registered Apprenticeship program(s) including the following:

- Strong recruitment strategies focused on outreach to populations underrepresented in local, state, and national Registered Apprenticeship programs;
- Educational and pre-vocational services that prepare individuals to meet the entry requisites of one or more Registered Apprenticeship programs (e.g., specific career and industry awareness workshops, job readiness courses, English for speakers of other languages, Adult Basic education, financial literacy seminars, math tutoring, etc.); and
- Assist in exposing participants to local, state, and national Registered Apprenticeship programs and provides direct assistance to participants applying to those programs.

- Access to Appropriate Supportive Services
Facilitates access to appropriate supportive services during the Quality Pre-Apprenticeship program and a significant portion of the Registered Apprenticeship program.

- Promotes Greater Use of Registered Apprenticeship to Increase Future Opportunities
To support the ongoing sustainability of the partnership between Quality Pre-Apprenticeship providers and Registered Apprenticeship sponsors, these efforts should collaboratively promote the use of Registered Apprenticeship as a preferred means for employers to develop a skilled workforce and to create career opportunities for individuals.

- Meaningful Hands-on Training that Does Not Displace Paid Employees
Provides hands-on training to individuals in a simulated lab experience or through volunteer opportunities, which possible, neither of which supplants a paid employee but accurately simulates the industry and occupational conditions of the partnering Registered Apprenticeship sponsor(s) while observing proper supervision and safety protocols.

- Facilitated Entry and/or Articulation
When possible, formalized agreements exist with Registered Apprenticeship sponsor(s) that enable individuals who have successfully completed the Quality Pre-Apprenticeship program to enter directly into a Registered Apprenticeship program and/or include articulation agreements for earning advanced credit/placement for skills and competencies already acquired.

Apprenticeable Occupation

An apprenticeable occupation is one which is specified by industry and which must:

- Involve skills that are customarily learned in a practical way through a structured, systematic program of on-the-job supervised learning
- Be clearly identified and commonly recognized throughout an industry
- Involve the progressive attainment of manual, mechanical or technical skills and knowledge which, in accordance with the industry standard for the occupation, would require the completion of at least 2,000 hours of on-the-job learning to attain
- Require related instruction to supplement the on-the-job learning

Distinguished Career Pathway

A Career Pathway is a series of structured and connected education programs and support services that enable students, often while they are working, to advance over time to better jobs and higher levels of education and training. Each step on a career pathway is designed explicitly to prepare students to progress to the next level of employment and/or education. Career pathways target jobs in industries of importance to local and regional economies. They are designed to create avenues of advancement for the underemployed, the unemployed, incumbent workers, new and future labor market entrants, and to produce a steady supply of qualified workers for employers.

Career pathway programs address employers’ entire workforce pipeline needs—from entry level to higher skilled—and draw on innovations in instruction and program design to help students succeed. While there are many variations of career pathway models, they typically incorporate the following elements:

- Strategic partnerships comprised of employers, education and training providers, and community-based organizations in key industries and occupational sectors
- Multiple ways to enter and exit postsecondary pathways, with marketable credentials at each step, linking noncredit and credit training and short-term certificates with longer-term credentials
- Active participation by employers in pathway development, worksite training, internships, placements, or financial support for worker learning to address regional workforce needs
- Innovations in program content and delivery such as new technical certificates and diplomas contextualized and accelerated basic skills, flexible class schedules, experiential learning, cohort-based instruction, and combinations of online and face to face instruction
- Integrated support services, such as career and academic coaching, financial aid, access to public benefits, or other safety net supports provided by a range of partners including community-based organizations

GrantWatch ID#:

GrantWatch ID#: 184282

Estimated Size of Grant:

- New Sponsor: Does not currently have an active Registered Apprenticeship program. Programs that have been inactive for
more than five years are also considered new.
(Base funding of $20,000; maximum of $30,000 with key factor incentives)

- Existing Sponsor: Currently has an active registered apprenticeship program in South Dakota but interested in adding additional occupations. Programs that have been inactive for less than five years are also considered existing.
(Base funding of $10,000; maximum of $20,000 with key factor incentives)

- New Quality Pre-Apprenticeship Program: Does not currently have an active Quality Pre-Apprenticeship program.
Programs that have been inactive for more than five years are also considered new.
(Base funding of $2,000; maximum of $10,000 with key factor incentives)

Term of Contract:

Length of Contract: December 1, 2018 – September 30, 2020

Additional Eligibility Criteria:

Every Registered Apprenticeship program has a “sponsor.” The sponsor is responsible for the overall operation of the program. Sponsors can be a single business or a consortium of businesses. They can also be a range of workforce intermediaries, including an industry association or a joint labor-management organization. Community colleges and community-based organizations can also serve as sponsors for Registered Apprenticeship programs. Regardless of who serves as the sponsor, apprenticeships are always employer driven, and employers are involved throughout the process.

Pre-Application Information:

The Intent to Submit must be received by DLR no later than September 30, 2018. Completed applications must be submitted by October 19, 2018. Award recipients will be announced on November 13, 2018 during National Apprenticeship Week.

Watch a recording of the Informational Webinar:

Contact Information:

Before starting your grant application, please review the funding source's website listed below for updates/changes/addendums/conferences/LOIs.

Email applications to:

Rebecca Long

URL for Full Text (RFP):

Geographic Focus:

USA: South Dakota