A new apprenticeship program for aspiring greenkeepers could help golf course managers solve their labor-shortage issues while also streamlining the education process for both employer and employee alike.
The Greenskeeper II apprenticeship program by Tyler Bloom Consulting is a 4,000-hour training program designed to help put those without a formal turf education on a path toward a career in golf course maintenance.
The program provides on-the-job training combined with online instruction delivered through partnerships with university turf programs nationwide.
The program, which has been years in planning, recently was recognized by the U.S. Department of Labor's Office of Apprenticeship, which establishes nationally recognized standards and standardized training that ensures all candidates, regardless of their background, experience or location will have access to advanced educational resources and opportunities to develop their skills, Bloom said.
It provides confidence for the employee that the employer is committed to advancing them and their career. With on-the-job training there is some structure, but with this formal program, now it's real. Once they are enrolled in such a program it becomes real for the candidate.
The program also could open the door to providing financial incentives to employers for adopting such a structured educational program.
"Credit to New York," Bloom said. "New York already offers $5,000 in tax credits to offset education costs."
A shortage of labor has been an issue for a majority of golf course superintendents in recent years, according to industry reports.
Curriculum includes irrigation, pest management, fertility and cultural practices, and all who are admitted to the program must attain their respective state's pesticide applicator's license upon its conclusion.
The formal structure of a federally recognized program leads to its attractiveness, compared with a standard on-site training program, Bloom said.
"It provides confidence for the employee that the employer is committed to advancing them and their career," Bloom said. "With on-the-job training there is some structure, but with this formal program, now it's real. Once they are enrolled in such a program it becomes real for the candidate."
The program has been in the planning process for at least four years, but has been in overdrive for the past year. Several superintendents associations, Bloom said, already have reached out to express interest.
"Standardized training ensures that all candidates, regardless of their background or prior experience, have access to the advanced educational resources and opportunities for skill development, creating a level playing field for all applicants," said Bloom. "They'll also have networking opportunities designed to help candidates from diverse backgrounds connect with individuals who can offer guidance, support, and career opportunities."
Bloom also believes the program will lead to increased employee retention.
"From the jobseeker standpoint, it puts skin in the game," Bloom said. "You know the employer has committed to this kind of program."
The federally recognized program mirrors to a degree a program Bloom developed when superintendent at Sparrows Point in Maryland from 2014-20.
"This program is not just for elite clubs," he said. "Based on the program I set up at Sparrows Point, "The local daily fee club will find as much value if not more."
