To learn more about our program, check out these helpful Q&As:
How is DCCP authorized?
Denver Construction Careers Program (DCCP) is specifically defined and authorized by city ordinance. The DCCP ordinance can be found here.
What Rules & Regulations in the D.R.M.C. apply to DCCP?
DCCP Rules and Regulations were adopted in May 2024. They can be found in the About Us section of the DCCP website.
Does DCCP publish regular or annual reports?
DCCP publishes annual reports that can be located in the About Us section of the DCCP website.
Pre-Apprenticeships and Apprenticeships
What is a pre-apprenticeship program?
Pre-apprenticeships can increase access to high-wage careers for individuals with barriers to employment, benefiting employers and sponsors by expanding recruitment pools of diverse candidates and preparing workers to enter and succeed in the trades. These programs may be developed for youth or adults and may vary in length and delivery method. The U.S. Department of Labor defines quality pre-apprenticeship programs as those that incorporate the following:
- Connection to existing apprenticeship programs
- Industry-approved training and curriculum
- Opportunity to earn an industry-recognized credentials
- Hands-on learning with a career focus
- Access to supportive services and career counseling
The U.S. Department of Labor and Apprenticeship Colorado use specific criteria to define high-quality pre-apprenticeship programs: connections to apprenticeship programs, industry-approved training and curriculum, industry-recognized credentials, hands-on learning, and access to supportive services and career counseling.
Why does DCCP approve pre-apprenticeship programs?
Contractors will receive credit for the hours worked for employees who have successfully participated in a pre-apprenticeship program. The DCCP approval process allows our contractors to know that approved programs are high-quality, vetted, and aligned with industry need. The approval process is also intended to drive partnerships between contractors/employers and pre-apprenticeship programs, directly connecting talent pipeline partners with employment opportunities.
List of DCCP Approved Pre-Apprenticeship Partners can be found here on our pre-apprenticeship webpage.
How can my organization become a DCCP Approved Pre-Apprenticeship Program?
You will need to submit an application online and upload the following information:
- Program syllabus
- Registered apprenticeship program partnership agreements/letters of support
- Partnership agreements and letters of support should include:
- RA Program Name
- Program Contact
- Length/history of partnership
- Numbers of prior apprentices hired and/or planned apprentices to be hired
- Specific occupations
- Description of any planned recruitment activities designed to drive the enrollment and employment of pre-apprentices in the RAP, including participating in job fairs, presenting to student cohorts, attending graduation events, etc.
Applications are accepted on a rolling basis. Please visit our pre-apprenticeship webpage for additional information.
What is a Registered Apprenticeship Program (RAP)?
A RAP is an industry-driven, high-quality career pathway where employers can develop and prepare their future workforce, and individuals can obtain paid work experience, receive progressive wage increases, classroom instruction, and a portable, nationally recognized credential.
As an employer, how do I set up a Registered Apprenticeship Program (RAP)?
We encourage you to visit the State website: Apprenticeship Colorado as they offer a variety of resources for employers interested in setting up a RAP.
What are the resources available to small businesses interested in setting up RAPs?
In partnership with the State of Colorado, DCCP hosts RAP informational sessions on a quarterly basis. To find out more information, please email dccp@denvergov.org
Additional information can be found through the state website Apprenticeship Colorado
What are the benefits of setting up a Registered Apprenticeship Program (RAP)?
Benefits to employers
- Increased employee retention as apprentices that complete a registered apprenticeship program.
- A stable and reliable talent pipeline of qualified workers.
- Customized training that is tailored to industry needs.
- Provides leadership opportunities to current employees, increasing their engagement with the employer as they mentor apprentices.
- Enhance the skills of existing workers through apprenticeship participation, train new employees, and plan for employee succession.
- A safer workplace due to the program’s emphasis on safety training.
- Keep employees up to date with industry trends, changes, skills, and technologies.
- Increase diversity, equity, inclusion, and accessibility by lowering barriers to access and developing inclusive practices.
Benefits to individuals
- Earn a paycheck while learning new skills that are sought by employers.
- Receive wage increases as skills and knowledge increase.
- Alternative to a four-year degree as no prior experience is required in many registered apprenticeship programs.
- A new way to start down a career pathway in a variety of industries like healthcare, IT, education, skilled trades, construction, hospitality, public sector, and more.
- Mentorship from current employees helps apprentices master job competencies and gain confidence.
- A structured approach to training that allows apprentices to immediately apply what they are learning on the job and grow continuously.
DCCP Program Requirements
How are target hire and apprenticeship utilization goals determined?
If a city-funded project has a construction value of $10M and above, it will be subject to the workforce requirements outlined in the DCCP ordinance.
Does the ordinance apply to all city agencies?
Yes. If any city-funded construction contract or work order meets the DCCP threshold, the ordinance will apply.
Do target hire and apprenticeship utilization goals apply to projects with a construction value below $10 million?
Workforce requirements do not apply to projects with a construction value below $10 million. If an agency would like for workforce to be included in any procurements, the Executive Director of any city agency may request a determination from DCCP.
How was the $10 million dollar threshold established?
DCCP conducted an analysis on several city projects to evaluate their performance. DCCP compared the size of the project and the project budget and determined that the $10 million dollar threshold gives enough workforce engagement and apprenticeship opportunity.
What are the target hire categories?
Individuals living in priority neighborhoods of economic need within Denver, graduates of DCCP approved pre-apprenticeship programs, and veterans.
Why does the program track individuals who live in statistical neighborhoods vs. by zip code?
Zip codes are too large and irregularly drawn as compared to the City and County of Denver boundaries. By moving to statistical neighborhoods, all prioritized areas are made up of 100% Denver residents.
Who is responsible for meeting target hire and apprenticeship utilization goals on a project?
The awarded contractor is responsible for fulfilling all contractual obligations including workforce requirements.
What projects are excluded from Workforce Requirements?
Emergency contracts and work orders, paving contracts, and work orders, contrary to law or agreement, subject to state or federal workforce development programs. Projects that are deemed excluded will still need to meet limited workforce requirements.
What happens if a contractor does not meet the target hire and apprenticeship utilization goals?
If a contractor does not meet the target hire and apprenticeship utilization goals, they will work with their DCCP program manager to create a compliance plan. Contractors must demonstrate a good faith effort to comply with DCCP requirements. A contractor's failure to meet or exceed applicable requirements may result in a penalty of thirty-one dollars ($31.00) for each hour not achieved up to a maximum of three percent (3%) of the maximum contract amount.
What is the apprentice-to-journeyman ratio?
As determined by the City and County of Denver Auditor’s office, the ratio is one to one (1:1).
What are the city workforce conveners?
DCCP believes in partnering with community organizations that support the construction talent pipeline. We encourage our contractors to establish relationships with these organizations to help fulfill their contractual obligations. Our current workforce conveners can be found on the DCCP website.
Reporting
How are target hire and apprenticeship hours tracked on projects?
We track hours by utilizing the city prevailing wage system (LCPTracker) and report out on this data using the data visualization tool Power BI.
How often is this data collected?
The DCCP team works with the project’s Workforce Coordinator to compile and report out on a quarterly basis using to-date cumulative data to monitor the project’s progress on meeting or exceeding the workforce requirement goals.