STOBER unveils Apprenticeship 2.0 during National Apprenticeship Week

During the five-week program, apprentices will also be assisted in enrolling for school, completing the Free Application for Federal Student Aid (FAFSA), making a schedule, and learning essential skills.  Once the five-week program is completed, the apprentice can continue to work in an apprentice capacity in the concentration that interests them most.

At STOBER, employee development is the most important aspect of business, and the company’s various development programs are a major determining factor in current and future success.  Families, communities, and schools develop people to a certain point, and once someone is employed at STOBER, the company is very intentional about continuing personal development.  STOBER’s personal development programs include pre-apprenticeships, apprenticeships, co-ops, mentorship/shadowing opportunities, and tuition reimbursement.

“Apprentices receive both the education and experience that is needed to make them successful in the manufacturing field,” said Hiatt.  “It is a unique opportunity where you get paid to learn and get paid to use that knowledge all without occurring any student debt.”

STOBER’s Apprenticeship Program began to create a talent pipeline intended to help fill the company’s staffing needs.  At the time, the company had about 65 employees, and began finding it increasingly difficult to locate fully qualified candidates to fill all the positions the company needed to grow and succeed.  Because STOBER is a family-owned subsidiary of a German company, the concept of employer-funded apprenticeships was familiar through STOBER headquarters in Pforzheim, Germany. 

At STOBER, apprentices work 30 hours per week while spending 10 hours per week in class.  Classes are typically at MCTC, but can also be held at other colleges and universities depending on curriculum needs.  STOBER pays for the apprentice’s tuition, books, and 10 “workday hours” per week spent in class, plus their full benefits package.  The apprentice also earns a competitive wage throughout the program and is usually able to earn an associate’s degree or bachelor’s degree without incurring any student debt.

This week, STOBER celebrates National Apprenticeship Week (NAW), a nationwide celebration where employers, industry representatives, labor organizations, community-based organizations, workforce partners, educational institutions, and Federal, State, and Local government agencies showcase the successes and value of apprenticeship for strengthening our economy by developing a highly skilled workforce to meet industry needs, creating pathways for career seekers to catapult into good jobs, and advancing racial and gender equity. 

To date, STOBER Drives in Maysville has had more than 50 apprentices graduate from the apprenticeship program in nine different disciplines.  Those graduates are among the company’s best employees, and many are currently in leadership positions within the company. 

The commitment to people development stretches beyond just apprenticeships at STOBER—the company also has opportunities for high school students and offers tuition reimbursement for every employee to further their education. Pre-apprentices, often high school students, work onsite for 15 hours per week and earn a Journeyman’s certificate and experience in multiple disciplines.

In addition to tuition reimbursement for all employees to further their education, the company also offers a Jump Start Scholarship for anyone who wants to pursue school, but may not have the funds pay for the education up front and wait to be reimbursed. 

To learn more about opportunities at STOBER, visit our Career page at the link below. For more information about STOBER’s apprenticeship program, visit our Career page at the link below, or email joey.hiatt@stober.com.