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RubyConf 2017: Great Expectations: Power-Charging Apprenticeship Programs by Louisa Barrett Apprenticeships are a great way to ramp up a newbie, but these programs are much tougher to successfully implement than many organizations expect. It is a surprisingly large investment to guide someone through the ups and downs of their first gig as a developer, and if you aren't prepared it can be a bad experience for everyone involved. Let's dig into what makes a robust and empowering apprenticeship, from full team buy-in to setting clear learning goals to providing a clear path to the optimum final outcome: a new full time junior developer and a team dedicated to investing in education.
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In her talk at RubyConf 2017, Louisa Barrett discusses the essential elements of establishing effective apprenticeship programs in software development. She emphasizes that while apprenticeships are valuable for onboarding new talent, they require careful planning and commitment from an organization to ensure a successful experience for both the apprentice and the team. Key Points Discussed: - **Value of Apprenticeships:** Apprenticeships are vital for teams as they introduce new perspectives and reenergize the work environment. They are worthwhile despite initial investments in time and resources. - **Team Buy-in:** It is crucial for the entire team, especially management, to understand and support the purpose of an apprenticeship, viewing it as an educational relationship where everyone benefits. - **Three Phases of Planning:** Barrett outlines three essential planning phases: 1. **Before Starting:** Clarify motivations behind launching the program and ensure complete team buy-in. 2. **Hiring:** Focus on finding candidates with potential rather than experience. Look for traits like curiosity, engagement, and communication skills. 3. **During Apprenticeship:** Establish structured progress tracking, regular evaluations, and a curriculum that accommodates different learning speeds. Incorporate a transparent rubric to help apprentices self-assess. - **Onboarding:** Provide a clear onboarding process, including access to resources, documentation, and expectations for performance. - **Creating a Supportive Environment:** Foster an atmosphere where apprentices can learn through trial and error without the fear of failing, encouraging them to own their learning experiences. - **Handling Endings:** Be respectful and supportive during the transition when an apprenticeship ends, whether it propels the apprentice into a new role or concludes their journey. This reflects positively on the team. In conclusion, Barrett insists that with proper planning, clear communication, and team involvement, any organization can establish a fulfilling apprenticeship program that benefits both the apprentice and the company. She encourages all teams to consider implementing such programs as a way to cultivate talent and enrich their working environment.
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