Related Technical Instruction (RTI) is the classroom or online learning that anchors a Registered Apprenticeship Program (RAP). It gives apprentices the technical theory to match what they’re doing on the job. For many sponsors, though, the hardest part of building a RAP isn’t finding employers—it’s finding and managing the right RTI partners.
This post walks through what federal rules actually say about RTI, where to look for education providers, and how to structure partnerships that work in the real world.
1. What the DOL Actually Requires About RTI
Under federal regulations (29 CFR 29.5), every RAP must include organized related instruction in technical subjects related to the occupation. Programs must specify how many hours apprentices will complete and how that instruction connects to the job. The U.S. Department of Labor (DOL) frequently references a recommended benchmark of at least 144 hours of RTI per year, but that figure is guidance, not a universal hard minimum.
RTI can be delivered by different types of providers, including:
- Community or technical colleges
- Joint labor–management organizations and unions
- Employers or sponsors delivering their own in‑house classes
- Approved training providers, including online or hybrid options
The key is alignment: RTI should cover the technical subjects and work processes described in the program’s standards (often documented in Appendix A), so apprentices are learning the theory behind the tasks they perform at work.
2. Where to Find RTI Education Partners
You don’t have to build RTI alone. Several federal and state tools are designed to connect sponsors with education providers:
- Apprenticeship.gov Partner Finder lets you search by location and partner type (education provider, workforce board, sponsor, etc.), then view contact details and basic information about their apprenticeship experience.
- Industry intermediaries funded by DOL, such as Urban Institute or the American Association of Community Colleges (AACC), help employers identify colleges and training providers that can deliver RTI and stackable credentials.
- Community and technical colleges often deliver RTI that can count toward certificates or degrees, depending on the college’s credit and Credit for Prior Learning (CPL) policies.
- Workforce boards and State Apprenticeship Agencies (SAAs) can point you to Eligible Training Providers funded under WIOA and explain any state‑specific expectations for RTI.
- K–12 CTE and dual‑enrollment partners may already deliver instruction that can serve as RTI. In some states, such as Virginia, approved high school CTE courses are formally counted as the RTI component of youth Registered Apprenticeships.
3. How to Vet RTI Providers
Once you have a list of potential partners, a simple vetting framework keeps the conversation grounded:
- Curriculum fit: Do course outcomes match the technical subjects and work processes in your standards? Ask to see syllabi and map them to your Appendix A.
- Instructor qualifications: States and systems vary, but many expect RTI instructors to have appropriate licenses, degrees, or industry certifications—and some training in adult learning.
- Delivery model: Can the provider realistically support your apprentices’ schedules through evening, weekend, online, or hybrid formats, as DOL’s virtual apprenticeship guidance allows?
- Documentation and reporting: Will they reliably track attendance, grades, and competencies and share what you need for RAPIDS, WIOA, or state reporting?
- Credential value: Ideally, RTI leads to industry‑recognized credentials or college credit that stack toward a certificate or degree, as highlighted in AACC and state stackable‑credential guidance.
4. Structuring and Managing RTI Partnerships Over Time
The best RTI partnerships are built on clear expectations and ongoing communication, not one‑off emails.
Consider:
- Written agreements or MOUs that spell out RTI hours, delivery format, attendance expectations, grading and assessment, and how data will be shared between organizations.
- Regular check‑ins (monthly or each term) between the sponsor, employer supervisors, and RTI provider to review progress, discuss any changes to the job, and adjust coursework if needed.
- Shared tools for tracking progress so everyone can see RTI completion status alongside on‑the‑job learning, wage progression, and credentials earned.
- Continuous alignment between RTI and OJL by revisiting your standards or Appendix A when technology, regulations, or workplace tasks change.
Common challenges—like misaligned academic calendars, unclear documentation responsibilities, or curriculum that drifts away from real job tasks—are easier to solve when roles and rhythms are defined up front.
5. Bringing It All Together
RTI is not just a compliance checkbox. When sponsors choose the right education partners and manage those relationships intentionally, RTI becomes a strategic asset: apprentices learn faster, programs stay aligned with industry needs, and it’s easier to show funders and regulators what’s working.
Apprenticeship leaders don’t need to start from scratch. Federal tools, state agencies, colleges, and intermediaries are ready to help you find and structure RTI partnerships that fit your occupations and regions.
How Craft helps with RTI partnerships
Craft is built as an apprenticeship data platform for sponsors, education providers, and workforce partners. It helps you:
- Centralize RTI and on‑the‑job learning records in one place
- Map courses to competencies and work processes
- Give each partner the right level of access through role‑based views
- Generate audit‑ready reports that support DOL and state reporting
If you’re ready to make RTI partnerships easier to manage and easier to scale, schedule a demo of Craft and see how apprenticeship programs are using it to keep learners, employers, and education providers moving in the same direction.
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