Veterans Seeking Civilian Careers: "Life By The Drop"- Stevie Ray Vaughan
Military-Civilian: Hot Jobs, Events, and Helpful Information for Veterans Seeking Civilian Careers: "Life By The Drop"- Stevie Ray Vaughan
President, Mil-Network
Military Network, ‘Professional Society of Warriors'
https://www.linkedin.com/groups/Military-Network-59436/about
Additionally
LinkedIn: http://www.linkedin.com/in/airbornecmldragon
Military Network
The Group was initially established in February 2008 and expanded and extended services with the continuing support of our members and partner group members.
Our Mission
- To achieve continuous improvement in the lives and well-being of all serving and former members of the Armed Forces and their families.
Our Goal
- To assist veterans as serving members to successfully transition into civilian life.
- To assist veterans, as former members, to optimize their potential.
- To lead a Veteran-driven economic recovery.
Our Role
To act as Facilitator, Mentor, Coach and to harness the unique skill-set and services of other Veterans to help you optimize their potential and build a fulfilling and successful life.
Specialties:
Veteran and Adult Education, Retention and Recruiting Strategy, Online and Traditional Education Delivery
Objective with Client needs in mind:
Develop the creation of long-term value from customers, markets, and relationships.
Strategic Planning
1. Define and develop the long-term strategic goals for Business Development, Partnerships and overall long term strategic context.
2. Identify new revenue-generation opportunities that enhance and promote Mission and Vision Statements
Business Planning
3. Analyze the progress of revenue-generation goals and make recommendations for adjustments/interventions as required
4. Identify opportunities to bid for and acquire new projects
5. Research and recommend grant and funding opportunities
6. Participate in proposal preparation as needed
Sales, Marketing and Business Development
7. Identify opportunities for both marketing and selling products and services
8. Actively close deals for new for profit and non-profit projects and initiatives
Client Relationship Management
9. Actively manage key relationships with existing and prospective clients
10. Work closely with partners, consultants and staff as needed on the delivery of service initiative
Veteran Referrals / Qualification Process
· Discussion about IT training completed with the veteran; various certifications he/she should consider (CompTIA, MS, Cisco, EC-Council) A+, Net+, Sec+, MCITP , CCNA, CCNA+Security, CEH, etc. All of which depends on status of the veteran as related to his / her IT back ground.
· Discussion about what benefits are available (GI Bill or Voc-Rehab): Funding source is discussed. If Post 911 GIB is applicable then C.O.E. is secured and provided with other documentation. If it is determined that VRE is the funding source, and if the veteran has NOT applied for VRE benefits, he/she will be directed to the e-benefits web portal so that he /she can apply and documentation that application for VRE benefits can be demonstrated by way of confirmation number (page). If VRE has already been secured and there is an established relationship with a case manager, this information will be secured and provided.
· Promoting Certification value, job market, shortages in IT Industry: Discussion with veteran with respect to value of certification to needs of decision makers and the leverage the certifications help differentiate between those that hold certifications vs. those that do not. While discussing with veteran, will direct him/her to indeed.com, have them search jobs in areas for A+, CCNA, Security, etc.; reinforce value of certifications
Examples of promotion - discussions with veterans will or may include:
IN-DEMAND CERTIFICATIONS Based on extensive feedback from employers
Knowledge is Power, and Certification is Proof.
If you have an IT, networking or cyber career in mind, academy courses can prepare you to earn globally-recognized Cisco certifications.
Cisco certified professionals have the expertise it takes to work successfully with today’s fast-evolving communications technologies, including cyber security, mobile communications, cloud computing, and more.
"Military personnel bring a level of maturity and self-reliance that is invaluable to employers. When you take the benefits and character-building of military training, and combine those with the depth and quality of a Networking Academy education, you have the ingredients for a very competitive and confident job candidate.”
— Lt. Col. Bill Philbrick, U.S.A. retired, former IT director for the U.S. Military Academy (West Point)
Military Veteran Workforce Collaboration
We align veterans with training programs which produce a clear pathway into and through career and technical educational programs which lead to life-sustaining jobs. Including community based programs and cooperative community relationships via community organizations, providing training and skill validation, sourcing and performing evaluations. Fostered relationships with local, state, and national programs.
Training and Guaranteed Job Placement Assistance -
Example, EC-Council University Programs: Bachelors, Masters and five Graduate Certificates options. EC-Council University is the academic wing of EC-Council, which offers the Master of Security Science Degree and five graduate certificates-Information Security Professional, IT Analyst, Digital Forensics, Disaster Recovery and Executive Leadership in Information Assurance. Get Certified with Master of Security Science (MSS) Program Offered at EC-Council University
Training and Guaranteed Job Placement Assistance - Military Veteran
EC-Council - information for networking
* SKILLED CYBER WARRIORS *
Certified Ethical Hacker (C|EH), Computer Hacking Forensics Investigator (C|HFI) and EC-Council Certified Security Analyst (E|CSA)/License Penetration Tester (L|PT) International Council of E-Commerce Consultants...
Training and Guaranteed Job Placement Assistance - Military Veteran
Master of Security Science
ENROLL TODAY The program is designed by the faculty at EC-Council University, all of whom are real life information security practitioners
"Our lives are dedicated to the mitigation and remediation of the cyber plaque that is menacing the world today " Jay Bavisi, President & CEO, EC-Council
At EC-Council we believe in making the world a better and safer place by helping nurturing and up-skiling cyber security professionals and providing end to end cyber security advisory and solutions. EC-Council is a member-based organization that certifies individuals in various cyber security skills. We are the owners and creators of the world famous Certified Ethical Hacker (CEH), Computer Hacking Forensics Investigator (CHFI) and Certified Security Analyst (ECSA)/License Penetration Tester (LPT) certifications and as well as many others certifications. Our work aims not only at professional Training & Certification but also at educating and promoting cyber-safe initiatives by increasing cyber-security awareness across the world. More than 700 partners and 350 subject matter experts in 145 countries worldwide work closely with us to help deliver the vision of a secure digital environment.
iClass EC-Council's Official Training Portal.
iClass is EC-Council’s Official Training Portal. Here you will find the most flexible, least expensive training options for Ethical Hacking (CEH), Computer Forensics (CHFI), Pen Testing, Incident Handling and a variety of IT Security courses from the entry level Secure Computer User course to our series of advanced courses delivered through the Center for Advanced Security Training (CAST).
iClass delivers EC-Council courses Live, Online, Self-Paced, Mobile, Onsite, and all training options include iLabs, online labs and certification Exams where applicable.
iClass The most flexible, least expensive training option.
In the iClass platform we offer a few different ways in which you can train.
1. iWeek, Live, Online
2. iLearn, Self-Paced Streaming Video
3. Mobile, Self-Paced, Tablet Device
4. Onsite, Training at Your Location
5. Self-Study, Coursware, ilabs, Exam
*iLabs is a cyber security range of virtual machines that allow you to practice all the concepts and methodologies taught in EC-Council's IT Security Certification courses.
==================
Veteran IT Apprenticeship
We have partnered with the Department of Labor and the Department of Veterans Affairs as part of the ApprenticeshipUSA program and developed a one-of-a-kind IT apprenticeship for veterans.
Benefits of the program include:
• Start Working from Day 1- This is full-time employment in an IT position
• Choose from 3 distinct technology tracks that are experiencing the most growth and highest earning potential (Security, Wireless, and Data Center/Cloud Networking)
• 5500 hours of structured on the job training- Get experience while you learn
• Attend over 20 of the most sought after official courses from vendors such as Cisco, CWNP, EC-Council, and more. Learn from experts holding the highest credentials in the market (CCIE, CWNE, etc.)
• Earn guaranteed wage increases as you gain skills and certifications and receive an additional tax-free housing allowance throughout your apprenticeship
We believe all education should produce a return on investment so we designed our program around the skill sets that are normally compensated in the $70,000-$150,000 salary range with a ten-year earning potential of greater than $1 million in salary
We are looking for companies, engineering teams, partners and others that want to take part in this exciting program to help launch veterans in IT careers.
We have screened, coached and evaluated these veterans all across the US. If you are looking for something different from the typical candidate that is only interested in what the company can do for them, if you want to hire someone that is dedicated, loyal and ready to get their hands dirty then you should consider employing one of our veterans as they go through the apprenticeship
They will go through cutting edge and relevant training in Data Center, Cloud, Security, Cyber Security and Wireless. We are giving them the same skills your team is trying to get, they will be cross trained in all these areas and we know the kind of engineers we will help them become. For you and your company, you can participate in a Department of Labor Apprenticeship program without all of the headache of running a government program, we will do all of that for you. Their training is funded through their benefits. So all you have to do is be willing to give them a chance to prove themselves, which they will no doubt do!
Contact us today to see how you can get involved! R@Mil-Net.us / http://mil-net.us
Its Time for a Change
Many in the industry believe there is no longer a return on investment in certification training. Especially with leading vendors in the market today. More and more engineers cheat on the exams, vendors charge ridiculous prices for the exam fees, official courses are full of marketing and cover so many topics that aren't relevant to the typical enterprise.
All of this while the engineering staff is responsible for more and more technologies. Why should a company invest so heavily in certification training when the values of certification are perceived to be lower and ultimately the engineers return to work after training without the depth they need to improve the environment.
We believe the value in the training never comes from the power point or book, it's from the the instructor. This is why we only use the top talent in the market, why not have a CCIE teach you CCNA? Even though we know that our customers are getting great value from our official certification courses because we use top talent and we offer the training at the lowest prices, we still understand the perception and the voice of the customer.
We are launching a special series of live workshops and courses aimed at answering this problem. We know what's in the official courses because we wrote many of them. We are not giving you a cheap alternative by cutting corners. We have simply put together something that focuses on the technology and typical job roles in the market today.
The knowledge is the same, sure you could sit through these courses and learn the core knowledge you need to cover certifications but we often recommend you either take the certification course or buy the cheap video recording of the slides and lab simulators offered by the vendors in addition to these courses if that is the most important thing to you.
If you want your team to attend a course your investing in and expect them to return and manage, deploy or design your environment better then these new NC-Expert courses are the answer.
Topics cover:
• Wireless
• Security
• Voice, Video and Collaboration
• Core Routing, Switching and Infrastructure
• Design
• Data Center
Courses are taught either in multi-day environments or through 2-hour live workshops.
FOREWORD
These apprenticeship standards have as their objective the training of Network Engineers (existing title: Internetworking Technician), skilled in all phases of the industry. The sponsor recognizes that in order to accomplish this, there must be well-developed on-the-job learning combined with related instruction.
This recognition has resulted in the development of these standards of apprenticeship. They were developed in accordance with the basic standards recommended by the U.S. Department of Labor, Office of Apprenticeship, as a basis from which the sponsor can work to establish an apprenticeship training program that meets the particular needs of the area.
SECTION I – PROGRAM ADMINISTRATION
Program Sponsors are responsible for the administration of all aspects of a Registered Apprenticeship program. Sponsor means any person, association, committee, or organization operating an apprenticeship program and in whose name the program is (or is to be) registered or approved. Program Sponsors, at their discretion, may establish an Apprenticeship and Training Committee (ATC) to carry out the responsibilities and duties required of a Program Sponsor as described in these Standards of Apprenticeship. If an ATC is established by the Program Sponsor, a list of the membership and the areas of expertise they represent must be provided to the Registration Agency. While the Office of Apprenticeship recommends that Program Sponsors utilize the services of an ATC, a Sponsor may also elect to administer the program without the services of an ATC.
Responsibilities of the Sponsor
A. Cooperate in the selection of apprentices as outlined in this program.
B. Ensure that all apprentices are under written apprenticeship agreements.
C. Review and recommend apprenticeship activities in accordance with this program.
D. Establish the minimum standards of education and experience required of apprentices.
E. Register the local apprenticeship standards with the Registration Agency.
F. Hear and resolve all complaints of violations of apprenticeship agreements. NC-Expert and Employer will work in cooperation to resolve any and all employee related issues.
G. Arrange evaluations of apprentices' progress in manipulative skills and technical knowledge. TRQINING ORG. and Employer assigned Mentor will conduct regular review sessions to evaluate progress through the program.
H. Maintain records of all apprentices, showing their education, experience, and progress in learning the occupation.
I. Certify to the Registration Agency that apprentices have successfully completed their apprenticeship program.
J. Notify, within 45 days, the Registration Agency of all new apprentices to be registered, credit granted, suspensions for any reason, reinstatements, extensions, completions and cancellations with explanation of causes.
K. Supervise all the provisions of the local standards and be responsible, in general, for the successful operation of the standards by performing the duties here listed. Cooperate with public and private agencies, which can be of assistance in obtaining publicity to develop public support of apprenticeship. Keep in contact with all parties concerned, including apprentices, employers, and mentors.
M. When notified that an apprentice’s related instruction or on-the-job progress is found to be unsatisfactory, the sponsor will determine whether the apprentice should continue in a probationary status and may require the apprentice to repeat a process or series of processes before advancing to the next wage classification. Should it be found in the course of this determination that the apprentice does not have the ability or desire to continue the training to become a mentor, the sponsor will, after the apprentice has been given adequate assistance and opportunity for corrective action, terminate the apprenticeship agreement, as provided in 29 CFR § 29. 7(h)(1)(2)(i) and (ii).
N. The sponsor will provide each registered apprentice with continuous employment sufficient to provide the opportunity for completion of his or her apprenticeship program.
If the sponsor is unable to fulfill its training and/or employment obligation in conformance with these standards, the sponsor will, per Section XXIII of these standards and with the apprentice’s consent, make a good-faith effort to facilitate a transfer of the apprentice to another registered sponsor for completion of the apprenticeship.
If conditions of business make it necessary to temporarily suspend the period of apprenticeship. Apprentices suspended for this reason will be given the opportunity to resume their active apprenticeships before any additional apprentices are employed. The suspension and reinstatement of apprentices shall be done in relation to retention of the most advanced apprentice and in accordance with the company policy for breaks in seniority
SECTION III - AFFIRMATIVE ACTION PLAN AND SELECTION PROCEDURES – 29 CFR §§ 29.5(b)(21), 30.4, and 30.5
Sponsors with 5 or more registered apprentices are required to adopt an affirmative action plan (Appendix C) and selection procedures (Appendix D), which will become part of these standards of apprenticeship. The Office of Apprenticeship encourages the development of these two plans for all programs regardless of apprentice numbers. However, for programs with fewer than 5 apprentices, these plans are not required, and the sponsor may continue to select apprentices in conformance with its current human resources and equal employment opportunity hiring policies.
SECTION X - APPRENTICE WAGE PROGRESSION – 29 CFR § 29.5(b)(5)
Apprentices will be paid a progressively increasing schedule of wages during their apprenticeship based on the acquisition of increased skill and competence on the job and in related instruction. Before an apprentice is advanced to the next segment of training or to fully proficient or mentor status, the sponsor will evaluate all progress to determine whether advancement has been earned by satisfactory performance in OJL and in related instruction courses. In determining whether satisfactory progress has been made, the sponsor will be guided by the work experience and related instruction records and reports.
The progressive wage schedule will be an increasing percentage of the fully proficient or mentor wage rate. The percentages that will be applied to the applicable fully proficient or mentor rate are shown on the attached Work Process Schedule and Related Instruction Outline (Appendix A). In no case will the starting wages of apprentices be less than that required by any minimum wage law that may be applicable
SECTION XI - CREDIT FOR PREVIOUS EXPERIENCE – 29 CFR §§ 29.5(b)(12) and 30.4(c)(8)
The sponsor may grant credit toward the term of apprenticeship to new apprentices. Credit will be based on demonstration of previous skills or knowledge equivalent to those identified in these standards.
Apprentice applicants seeking credit for previous experience gained outside the supervision of the sponsor must submit the request at the time of application and furnish such records, affidavits, and other current and valid certifications to substantiate the claim. An applicant who is a veteran and who wishes to receive consideration for military training and/or experience must submit a DD-214. Applicants requesting credit for previous experience who are selected into the apprenticeship program will start at the beginning wage rate. The request for credit will be evaluated and a determination made by the sponsor during the probationary period, when actual on-the-job and related instruction performance can be examined. Prior to completion of the probationary period, the amount of credit to be awarded will be determined after review of the apprentice’s previous work and training/education record and evaluation of the apprentice’s performance and demonstrated skill and knowledge during the probationary period.
An apprentice granted credit will be advanced to the wage rate designated for the period to which such credit accrues. The Registration Agency will be advised of any credit granted and the wage rate to which the apprentice is advanced.
The granting of advanced standing will be uniformly applied to all apprentices.
SECTION XII - WORK EXPERIENCE – 29 CFR § 29.5(b)(3)
During the apprenticeship, the apprentice will receive OJL and related instruction in all phases of the occupation necessary to develop the skill and proficiency of a skilled mentor. The OJL will be under the direction and guidance of the apprentice’s supervisor.
SECTION XIII - RELATED INSTRUCTION – 29 CFR § 29.5(b)(4)
Every apprentice is required to participate in coursework related to the job as outlined in Appendix A. A minimum of 144 hours of related instruction is recommended for each year of the apprenticeship. Apprentices agree to take such courses as the sponsor deems advisable. The sponsor will secure the instructional aids and equipment it deems necessary to provide quality instruction. In cities, towns, or areas having no vocational schools or other schools that can furnish related instruction, the sponsor may require apprentices to complete the related instruction requirement through electronic media or other instruction approved by the Registration Agency.
Apprentices will be paid for hours spent attending related instruction classes.
The sponsor will inform each apprentice of the availability of college credit (if applicable).
Any apprentice who is absent from related instruction will satisfactorily complete all coursework missed before being advanced to the next period of training. In cases of failure of an apprentice to fulfill the obligations regarding related instruction without due cause, the sponsor will take appropriate disciplinary action and may terminate the apprenticeship agreement after due notice to the apprentice and opportunity for corrective action.
To the extent possible, related instruction will be closely correlated with the practical experience and training received on the job. The sponsor will monitor and document the apprentice’s progress in related instruction classes.
The sponsor will secure competent instructors whose knowledge, experience, and ability to teach will be carefully examined and monitored. The sponsor may require the instructors to attend instructor training to meet the requirements of 29 CFR § 29.5(b)(4)(i)(ii) or state regulations.
SECTION XIV - SAFETY AND HEALTH TRAINING – 29 CFR § 29.5(b)(9)
All apprentices will receive instruction in safe and healthful work practices both on the job and in related instruction that are in compliance with the Occupational Safety and Health Administration standards promulgated by the Secretary of Labor under 29 U.S.C. 651 et seq., as amended, or state standards that have been found to be at least as effective as the federal standards.
SECTION XV - MAINTENANCE OF RECORDS – 29 CFR §§ 29.5(b)(6), 29.5(b)(23), and 30.8
Program sponsors are responsible for maintaining, at a minimum, the following records:
• summary of the qualifications of each applicant;
• basis for evaluation and for selection or rejection of each applicant;
• records pertaining to interview;
• the original application;
• records of each apprentice’s OJL;
• related instruction reviews and evaluations;
• progress evaluations;
• record of job assignments, promotions, demotions,
layoffs, or terminations, rates of pay; and
• any other actions pertaining to the apprenticeship
Program sponsors will also maintain all records relating to apprenticeship applications (whether selected or not), including, but not limited to, the sponsor’s outreach, recruitment, interview, and selection process. Such records will clearly identify minority and female (minority and nonminority) applicants and must include, among other things, the basis for evaluation and for selection or rejection of each applicant. For a complete list of records that each sponsor is required to maintain under 29 CFR § 30, please refer to 29 CFR § 30.8.
All such records are the property of the sponsor and will be maintained for a period of 5 years from the date of last action. They will be made available to the Registration Agency upon request.
SECTION XVI - CERTIFICATE OF COMPLETION OF APPRENTICESHIP – 29 CFR § 29.5(b)(15)
Upon an apprentice’s satisfactory completion of the requirements of the apprenticeship program established within these standards, the sponsor will so certify the completion to the Registration Agency and request that a Certificate of Completion of Apprenticeship be awarded to the completing apprentice. The Registration Agency may require that a record of completed OJL and related instruction for the apprentice accompany such requests.
Certificate of Training
A Certificate of Training may be requested from and issued by the U.S. Department of Labor’s Office of Apprenticeship, Office of the Administrator (the Registration Agency), only for a registered apprentice who has been certified by the sponsor as having successfully met the requirements to receive an interim credential as identified in these standards. The Registration Agency may require that a record of completed OJL and related instruction for the apprentice accompany such requests.
SECTION XVII - NOTICE TO REGISTRATION AGENCY – 29 CFR §§ 29.3(d), 29.3(e), and 29.5(b)(19)
The Registration Agency must be notified within 45 days of any apprentice action - e.g., registered, reinstated, extended, modified, granted credit, completed, transferred, suspended, canceled - and a statement of the reasons therefor.
SECTION XVIII - REGISTRATION, CANCELLATION, AND DEREGISTRATION – 29 CFR §§ 29.5(b)(18), 29.8(a)(2), and 29.8(b)(8)
These standards will, upon adoption by the sponsor, be submitted to the Registration Agency for approval. Such approval will be acquired before implementation of the program.
The sponsor reserves the right to discontinue at any time the apprenticeship program set forth herein. The sponsor will notify the Registration Agency within 45 days in writing of any decision to cancel the program.
The Registration Agency may initiate deregistration of these standards for failure of the sponsor to abide by the provisions herein. Such deregistration will be in accordance with the Registration Agency’s regulations and procedures.
The sponsor will notify each apprentice of the cancellation of the program and the effect of same. If the apprenticeship program is cancelled at the sponsor’s request, the sponsor will notify the apprentice(s) within 15 days of the date of the Registration Agency’s acknowledgment of the sponsor’s request. If the Registration Agency orders the deregistration of the apprenticeship program, the sponsor will notify the apprentice(s) within 15 days of the effective date of the order. This notification will conform to the requirements of 29 CFR § 29.8.
SECTION XXII - RESPONSIBILITIES OF THE APPRENTICE
Apprentices, having read these standards formulated by the sponsor, agree to all the terms and conditions contained herein and agree to abide by the sponsor’s rules and policies, including any amendments, and to serve such time, perform such manual training, and study such subjects as the sponsor may deem necessary to become a skilled mentor.
In signing the apprenticeship agreement, apprentices assume the following responsibilities and obligations under the apprenticeship program:
A. Maintain and make available such records of work experience and training received on the job and in related instruction as may be required by the sponsor.
B. Develop and practice safe working habits and work in such a manner as to assure his/her personal safety and that of fellow workers.
C. Work for the employer to whom the apprentice is assigned for the duration of the apprenticeship, unless the apprentice is reassigned to another employer or the apprenticeship agreement is terminated by the sponsor.
SECTION XXIII - TECHNICAL ASSISTANCE
Technical assistance, such as that from the U.S. Department of Labor’s Office of Apprenticeship, recognized state apprenticeship agencies, and vocational schools, may be requested to advise the sponsor.
The sponsor is encouraged to invite representatives from industry, education, business, private organizations, and public agencies to provide consultation and advice for the successful operation of its training program.
SECTION XXIV - DEFINITIONS
Some of these definitions may not apply to all registered apprenticeship programs – employers may add or delete definitions depending on their needs.
APPRENTICE: Any individual employed by the employer meeting the qualifications described in the standards of apprenticeship who has signed an apprenticeship agreement with the local sponsor providing for training and related instruction under these standards and who registers with the Registration Agency.
APPRENTICE ELECTRONIC REGISTRATION (AER): An electronic tool that allows for instantaneous transmission of apprentice data for more efficient registration of apprentices and provides program sponsors with a faster turnaround on their submissions and access to their apprenticeship program data.
APPRENTICESHIP AGREEMENT: The written agreement between the apprentice and the sponsor setting forth the responsibilities and obligations of all parties to the apprenticeship agreement with respect to the apprentice’s employment and training under these standards. Each apprenticeship agreement must be registered with the Registration Agency.
APPRENTICESHIP COMMITTEE (COMMITTEE): Those persons designated by the sponsor to act as agents for the sponsor in the administration of the program. A non-joint committee, which may also be known as a unilateral committee or (if it includes workers’ representatives) a group non-joint committee, has employer representatives but does not have a bona fide collective bargaining agent as a participant.
CAREER LATTICE: Career lattice apprenticeship programs include occupational pathways that move an apprentice laterally or upward within an industry. These programs may or may not include an interim credential leading to the Certificate of Completion of Apprenticeship credential.
CERTIFICATE OF COMPLETION OF APPRENTICESHIP: The credential issued by the Registration Agency to those registered apprentices certified and documented as having successfully completed the apprentice training requirements outlined in these standards of apprenticeship.
CERTIFICATE OF TRAINING: A credential that may be issued by the U.S. Department of Labor’s Office of Apprenticeship administrator to those registered apprentices whom the sponsor has certified in writing to the Registration Agency as having successfully met the requirements to receive an interim credential.
COMPETENCY-BASED OCCUPATION: An occupation using an apprenticeship approach that requires the attainment of manual, mechanical, or technical skills and knowledge, as specified by an occupation standard and demonstrated by an appropriate written and hands-on proficiency measurement.
ELECTRONIC MEDIA: Media that utilize electronics or electromechanical energy for the end user (audience) to access the content. Includes, but is not limited to, electronic storage media, transmission media, the Internet, extranets, lease lines, dial-up lines, private networks, and the physical movement of removable/transportable electronic media and/or interactive distance learning.
EMPLOYER: Any person or organization employing an apprentice, whether or not such person or organization is a party to an apprenticeship agreement with the apprentice. A person, business, or company signatory to this sponsor’s standards that is responsible for providing hours of work, supervision, wages, and/or benefits to apprentices in its employ as registered under these standards.
HYBRID OCCUPATION: An occupation using an apprenticeship approach that measures the individual apprentice’s skill acquisition through a combination of a specified minimum number of hours of on-the-job learning and the successful demonstration of competency as described in a work process schedule.
INTERIM CREDENTIAL: A credential issued by the Registration Agency, upon request of the appropriate sponsor, as certification of competency attainment by an apprentice.
JOB CORPS CENTER: Any of the federally funded Job Corps centers throughout the U.S. and Puerto Rico. Job Corps serves youths and young adults 16-24 years of age. Sponsors that wish to hire Job Corps graduates who are trained in any occupation covered under these standards and who meet the minimum qualifications for apprenticeship may do so via the direct entry provision described in Appendix D: Qualifications and Selection Procedures.
MENTOR: A worker who has attained a level of skills, abilities, and competencies recognized within an industry as mastery of the skills and competencies required for the occupation. The term may also refer to a mentor, technician, specialist, or other skilled worker who has documented sufficient skills and knowledge of an occupation, either through formal apprenticeship or through practical on-the-job experience and formal training.
O*NET-SOC CODE: The Occupational Information Network (O*NET) codes and titles are based on the new Standard Occupational Classification (SOC) system mandated by the federal Office of Management and Budget for use in collecting statistical information on occupations. The
O*NET classification uses an 8-digit O*NET-SOC code. Use of the SOC classification as a basis for the O*NET codes ensures that O*NET information can be readily linked to labor market information such as occupational employment and wage data at the national, state, and local levels.
ON-THE-JOB LEARNING (OJL): Tasks learned on-the-job in which the apprentice must become proficient before a completion certificate is awarded. The learning must be through structured, supervised work experience.
PROVISIONAL REGISTRATION: The 1-year initial provisional approval of newly registered programs that meet the required standards for program registration, after which program approval may be made permanent, continued as provisional, or rescinded following a review by the Registration Agency, as provided for in 29 CFR §§ 29.3(g) and (h).
REGISTERED APPRENTICESHIP PARTNERS INFORMATION DATA SYSTEM (RAPIDS): A federal system that provides for the automated collection, retention, updating, retrieval, and summarization of information related to apprentices and apprenticeship programs.
REGISTRATION AGENCY: The U.S. Department of Labor’s Office of Apprenticeship or a recognized State Apprenticeship Agency that has responsibility for registering apprenticeship programs and apprentices, providing technical assistance, conducting reviews for compliance with 29 CFR §§ 29 and 30, and conducting quality assurance assessments.
RELATED INSTRUCTION: An organized and systematic form of instruction designed to provide the apprentice with knowledge of the theoretical and technical subjects related to the apprentice’s occupation. Such instruction may be given in a classroom, through occupational or industrial courses, or by correspondence courses of equivalent value, electronic media, or other forms of self-study approved by the Registration Agency.
SPONSOR: Any person, association, committee, or organization that operates an apprenticeship program and in whose name the program is registered. That assumes the full responsibility for administration and operation of the apprenticeship program.
STANDARDS OF APPRENTICESHIP: This entire document, including all appendices and attachments hereto, and any future modifications and additions approved by the Registration Agency.
SUPERVISOR OF APPRENTICE(S): An individual designated by the program sponsor to supervise or have charge and direction of an apprentice.
TIME-BASED OCCUPATION: An occupation using an apprenticeship approach that measures skill acquisition through the individual apprentice’s completion of at least 2,000 hours of on-the-job learning as described in a work process schedule.
TRANSFER: A shift of apprenticeship registration from one program to another or from one employer within a program to another employer within that same program, where there is agreement between the apprentice and the affected apprenticeship committees or program sponsors.
WORK PROCESS SCHEDULE
Network Engineer (Existing Title: Internetworking Technician)
O-NET-SOC CODE:15-1143.00 RAPIDS CODE: 1038
Industry Certifications Earned (TST-W)
1. Cisco CCNA Routing & Switching -6%
2. Cisco CCNA Wireless -6%
3. CWNPs CWNA -6%
4. Cisco CCNA Cloud -6%
5. Cisco CCNA Cybersecurity -6%
6. EC Council CND -6%
7. CWNPs CWDP -6%
8. CWNPs CWSP -6%
9. CWNPs CWAP -6%
10. Cisco CCNP Wireless -6%
Industry Certifications Earned (TST-DC)
1. Cisco CCNA Routing & Switching -6%
2. Cisco CCNA Wireless -6%
3. CWNPs CWNA -6%
4. Cisco CCNA Cloud -6%
5. Cisco CCNA Cybersecurity -6%
6. EC Council CND -6%
7. Cisco CCNA Data Center -6%
8. Cisco CCNP Data Center -6%
9. Cisco Network Programmability Design and Implementation Specialist -6%
10. VMware VCP -6%
Industry Certifications Earned (TST-S)
1. Cisco CCNA Routing & Switching -6%
2. Cisco CCNA Wireless -6%
3. CWNPs CWNA -6%
4. Cisco CCNA Cloud -6%
5. Cisco CCNA Cybersecurity -6%
6. EC Council CND -6%
7. Cisco CCNA Security -6%
8. Cisco CCNP Security -6%
9. CISSP -6%
10. CEH -6%
Appendix A
Network Engineer (Existing Title: Internetworking Technician)
O-NET-SOC CODE:15-1143.00 RAPIDS CODE: 1038
Design and implement computer and information networks, such as LAN, WAN, intranets, extranets, wireless, data center and security infrastructures, includes Project Management and Cybersecurity skills.
ON THE JOB TRAINING SCHEDULE (OJT)
All apprentices complete Task 1 OJT
COMPETENCY APPROXIMATE HOURS
Task 1A. General Business Skills 500 Hours
Task 1A.1 Personal Effectiveness Competencies
1. Interpersonal Skills and Team Work
2. Integrity
3. Professionalism
4. Initiative
5. Adaptability and Flexibility
6. Dependability and Reliability
7. Lifelong Learning
8. Communication
9. Critical Thinking
Task 1A.2 Workplace Competencies
1. Teamwork
2. Planning and Organizing
3. Innovative Thinking
4. Problem Solving and Decision Making
5. Working with Tools and Technology
6. Business Fundamentals
Task 1A.3 Project Management
1. Project Management Processes
2. Initiating a Project
3. Planning a Project
4. Time Management
5. Budget, Quality Control and Communications
6. Risk, Procurement and Stakeholder Management
7. Executing
8. Managing Work, Scope, Schedules and Cost
9. Controlling the Project
10. Closing the Project
Task 1A.4 Team Leadership
1. Building and Leading an Effective IT Team
2. Building and Effective Trust Model
3. Managing Conflict
4. Encouraging Commitment and Ownership
5. Increasing the Team Standard of Excellence
6. Achieving the Right Results
Task 1B. Industry-Wide Technical Competencies 1000 Hours
Task 1B.1 Data/Voice Cable Installation and Termination
1. Safety Demonstration Throughout Performance is Required
2. Building Code Requirements and Floor Plans
3. Cable and Wire Installation
4. Termination Using Industry Standard Material
5. Basic Electrical Theory
Task 1B.2 Computers, Installation, Maintenance and Troubleshooting
1. Maintenance and Installation of Personal Computers
2. Maintenance and Installation of PC OS Software
3. Installation of Network PC’s and Software
4. Installation of Network Hardware
Task 1B.3 Modern IT Environments
1. Principals of IT
2. Fundamentals of Networking and Telecommunication
3. Wireless and Mobility
4. Network Security
5. Virtualization and Cloud Computing
6. Compliance and Regulations
Task 1B.3 Cybersecurity
1. Information Assurance
2. Risk Management
3. Incident Detection
4. Incident Response
Apprentices will choose a Technology Specialty Track (TST)
for
Task 2 and 3
Technology Specialty Track- Wireless (TST-W)
TST-W-Task 2A. Installation and Maintenance of Internetworking 1000 Hours
Task 2A.1 Components, Switches and Routers. Basic Internetworking Instruction and Familiarity
1. LAN Devices
2. WAN Devices
3. WLAN, WIFi and Wireless Devices
4. OSI Model
Task 2A.2 LAN Introduction and Familiarization
1. Segmentation
2. Full and Half Duplex
3. Ethernet
Task 2A.3 TCP/IP Protocol and Addressing
1. DOD Reference Model
2. IP Addressing Resolution
3. Subnetting
Task 2A.4 Basic Router Installation
1. Router Startup
2. User Interface
3. Designing Internetworking
4. Static, Default and Dynamic Routing
5. Interior Routing Protocols
6. Exterior Routing Protocols
Task 2A.5 Basic Router Configuration
1. Sources for Cisco IOS Software
2. Cisco IOS Commands
3. Accessing Other Routers
TST-W-Task 2B. Installation and Maintenance of Wireless 1000 Hours
Task 2B.1 Wireless Design
1. Requirements Analysis
2. Site Survey Procedures
3. Enterprise WLAN Design
4. Advanced WLAN Design
5. WLAN Deployment
6. Design Validation
Task 2B.2 Wireless Security
1. Security Fundamentals
2. Security Challenges
3. Security Policy
4. Authentication and Key Management
5. Encryption
6. Security Design
7. Secure Roaming
8. Network Monitoring
Task 2B.3 Wireless Analysis
1. Troubleshooting Processes
2. Communications Protocols
3. 802.11 Frames
4. WLAN Hardware
5. Spectrum Analysis
6. Wired Issues
TST-W-Task 3A. Advanced Internetworking Installation and Maintenance 2000 Hours
Task 3A.1 Installing, Configuring, Operating and Troubleshooting
1. Complex LAN
2. Complex WAN
3. Provide Access Security to Network Switches and Routers
4. Provide Increased bandwidth and End-to-End Resiliency Services
5. Provisioning Custom Queuing and Quality of Service
Task 3A.2 Designing Advanced Wireless Infrastructures
1. Customer WI-FI Design
2. Design for Data Coverage
3. Design for Voice and Real-time Applications
4. Design for Location and CMX
5. Design for Outdoor and High Density
6. Conduct a Site Survey
Task 3A.3 Deploying Advanced Wireless Infrastructures
1. Preparing for Deployment
2. Configure Advanced Capabilities in Data
3. Configure Advanced Capabilities in Voice and Real-time Applications
4. Configure Advanced Capabilities in Location
5. Configure Advanced Capabilities in Outdoor and High Density
Task 3A.3 Securing Advanced Wireless Infrastructures
1. Security Approaches in the Design
2. End Point and Client Security
3. Cisco Identity Services Engine and Security Management
4. Wi-Fi Infrastructure Security
5. Access Control
6. Monitoring
Task 3A.4 Troubleshooting Advanced Wireless Infrastructures
1. Troubleshooting Approaches
2. Identify and Repair Infrastructure Issues
3. Identify and Repair Wired-to-Wireless Issues
4. Identify and Repair Security Issues
Technology Specialty Track- Data Center (TST-DC)
TST-DC-Task 2A. Installation and Maintenance of Internetworking 1000 Hours
Task 2A.1 Components, Switches and Routers. Basic Internetworking Instruction and Familiarity
1. LAN Devices
2. WAN Devices
3. WLAN, WIFi and Wireless Devices
4. OSI Model
Task 2A.2 LAN Introduction and Familiarization
1. Segmentation
2. Full and Half Duplex
3. Ethernet
Task 2A.3 TCP/IP Protocol and Addressing
1. DOD Reference Model
2. IP Addressing Resolution
3. Subnetting
Task 2A.4 Basic Router Installation
1. Router Startup
2. User Interface
3. Designing Internetworking
4. Static, Default and Dynamic Routing
5. Interior Routing Protocols
6. Exterior Routing Protocols
Task 2A.5 Basic Router Configuration
4. Sources for Cisco IOS Software
1. Cisco IOS Commands
2. Accessing Other Routers
TST-DC-Task 2B. Installation and Maintenance of Data Center 1000 Hours
Task 2B.1 Introduction to Data Center Networking
1. Network Protocols and Host-to-Host Communication
2. Data Center Networking Concepts
3. Data Center Storage
4. Server Architecture
Task 2B.2 Introduction to Data Center Technologies
1. Data Center Network Virtualization
2. Deployment Models
3. Unified Computing System Overview
4. Automation and Orchestration
5. SDN and Application Centric Infrastructure (ACI)
TST-DC-Task 3A. Advanced Internetworking Installation and Maintenance 2000 Hours
Task 3A.1 Installing, Configuring, Operating and Troubleshooting
1. Complex LAN
2. Complex WAN
3. Provide Access Security to Network Switches and Routers
4. Provide Increased bandwidth and End-to-End Resiliency Services
5. Provisioning Custom Queuing and Quality of Service
Task 3A.2 Implementing Unified Computing
1. SAN Storage for Unified Computing
2. Security for Unified Computing
3. Operations and Maintenance for Unified Computing
4. Automating Unified Computing
Task 3A.3 Implementing Data Center Infrastructure
1. Data Center Protocols
2. Layer 3 Switching Features
3. Infrastructure Security
4. Infrastructure Storage Fabric
5. FCoE Unified Fabric
6. Storage Services
7. Maintenance, Management and Operations
Task 3A.4 Implementing Data Center Virtualization and Automation
1. Infrastructure Virtualization Implementation
2. NX-OS Configuration Automation
3. Application Centric infrastructure
4. ACI Constructs
5. Monitoring and Programmability
6. Enhanced Features
7. ACI Infrastructure Networking
Task 3A.5 Troubleshooting Data Center Infrastructure
1. Troubleshooting the Data Center LAN
2. Troubleshooting Unified Computing
3. Troubleshooting ACI
4. Troubleshooting SAN
Task 3A.6 Network Programmability
1. Programmability Fundamentals
2. Linux
3. Python
4. APIs and Automation Protocols
5. JSON, REST, XML, NETCONF
6. Data Models - YANG
7. SDN Controllers – OpenFlow, OpenDaylight, SDK
8. Network Operations and DevOps
Task 3A.7 VMware Server Virtualization
1. Software Defined Data Center
2. Creating Virtual machines
3. vCenter Server, vMotion and ESX
4. Virtual Networks
5. Virtual Storage
6. Resource Management and Monitoring
7. High Availability and Fault Tolerance
8. Scalability
9. Installation, Maintenance and Operations
Technology Specialty Track- Security (TST-S)
TST-S-Task 2A. Installation and Maintenance of Internetworking 1000 Hours
Task 2A.1 Components, Switches and Routers. Basic Internetworking Instruction and Familiarity
1. LAN Devices
2. WAN Devices
3. WLAN, WIFi and Wireless Devices
4. OSI Model
Task 2A.2 LAN Introduction and Familiarization
1. Segmentation
2. Full and Half Duplex
3. Ethernet
Task 2A.3 TCP/IP Protocol and Addressing
1. DOD Reference Model
2. IP Addressing Resolution
3. Subnetting
Task 2A.4 Basic Router Installation
1. Router Startup
2. User Interface
3. Designing Internetworking
4. Static, Default and Dynamic Routing
5. Interior Routing Protocols
6. Exterior Routing Protocols
Task 2A.5 Basic Router Configuration
1. Sources for Cisco IOS Software
2. Cisco IOS Commands
3. Accessing Other Routers
TST-S-Task 2B. Installation and Maintenance of Security 1000 Hours
Task 2B.1 Implementing Network Security
1. Security Concepts
2. Secure Network Devices
3. Layer 2 Security
4. Firewalls
5. VPN
6. Intrusion Detection and Protection
TST-S-Task 3A. Advanced Internetworking Installation and Maintenance 2000 Hours
Task 3A.1 Installing, Configuring, Operating and Troubleshooting
1. Complex LAN
2. Complex WAN
3. Provide Access Security to Network Switches and Routers
4. Provide Increased bandwidth and End-to-End Resiliency Services
5. Provisioning Custom Queuing and Quality of Service
Task 3A.2 Implementing Cisco Secure Access Solutions
1. Threat Mitigation through Identity Services
2. Identity Services Engine (ISE) Fundamentals
3. Advanced Access Control
4. Web Authentication and Guest Access
5. Endpoint Access Control
6. Troubleshooting
Task 3A.3 Implementing Cisco Edge Network Security
1. Secure Design Practices
2. Deploying Infrastructure Protection
3. Deploying NAT on Cisco IOS and Cisco ASA
4. Deploying Threat Controls on ASA and IOS
Task 3A.4 Implementing Cisco Secure Mobility
1. The Role of VPN in Security
2. Secure Site-to-Site Communications
3. Cisco FlexVPN Solutions
4. SSL VPNs
5. AnyConnect VPNs
6. Dynamic Access Policies
Task 3A.5 Implementing Cisco Threat Control
1. Web Security Appliance
2. Cloud Web Security
President, Mil-Network
Military Network, ‘Professional Society of Warriors'
https://www.linkedin.com/groups/Military-Network-59436/about
Additionally
LinkedIn: http://www.linkedin.com/in/airbornecmldragon
Military Network
The Group was initially established in February 2008 and expanded and extended services with the continuing support of our members and partner group members.
Our Mission
- To achieve continuous improvement in the lives and well-being of all serving and former members of the Armed Forces and their families.
Our Goal
- To assist veterans as serving members to successfully transition into civilian life.
- To assist veterans, as former members, to optimize their potential.
- To lead a Veteran-driven economic recovery.
Our Role
To act as Facilitator, Mentor, Coach and to harness the unique skill-set and services of other Veterans to help you optimize their potential and build a fulfilling and successful life.
Specialties:
Veteran and Adult Education, Retention and Recruiting Strategy, Online and Traditional Education Delivery
Objective with Client needs in mind:
Develop the creation of long-term value from customers, markets, and relationships.
Strategic Planning
1. Define and develop the long-term strategic goals for Business Development, Partnerships and overall long term strategic context.
2. Identify new revenue-generation opportunities that enhance and promote Mission and Vision Statements
Business Planning
3. Analyze the progress of revenue-generation goals and make recommendations for adjustments/interventions as required
4. Identify opportunities to bid for and acquire new projects
5. Research and recommend grant and funding opportunities
6. Participate in proposal preparation as needed
Sales, Marketing and Business Development
7. Identify opportunities for both marketing and selling products and services
8. Actively close deals for new for profit and non-profit projects and initiatives
Client Relationship Management
9. Actively manage key relationships with existing and prospective clients
10. Work closely with partners, consultants and staff as needed on the delivery of service initiative
Veteran Referrals / Qualification Process
· Discussion about IT training completed with the veteran; various certifications he/she should consider (CompTIA, MS, Cisco, EC-Council) A+, Net+, Sec+, MCITP , CCNA, CCNA+Security, CEH, etc. All of which depends on status of the veteran as related to his / her IT back ground.
· Discussion about what benefits are available (GI Bill or Voc-Rehab): Funding source is discussed. If Post 911 GIB is applicable then C.O.E. is secured and provided with other documentation. If it is determined that VRE is the funding source, and if the veteran has NOT applied for VRE benefits, he/she will be directed to the e-benefits web portal so that he /she can apply and documentation that application for VRE benefits can be demonstrated by way of confirmation number (page). If VRE has already been secured and there is an established relationship with a case manager, this information will be secured and provided.
· Promoting Certification value, job market, shortages in IT Industry: Discussion with veteran with respect to value of certification to needs of decision makers and the leverage the certifications help differentiate between those that hold certifications vs. those that do not. While discussing with veteran, will direct him/her to indeed.com, have them search jobs in areas for A+, CCNA, Security, etc.; reinforce value of certifications
Examples of promotion - discussions with veterans will or may include:
IN-DEMAND CERTIFICATIONS Based on extensive feedback from employers
Knowledge is Power, and Certification is Proof.
If you have an IT, networking or cyber career in mind, academy courses can prepare you to earn globally-recognized Cisco certifications.
Cisco certified professionals have the expertise it takes to work successfully with today’s fast-evolving communications technologies, including cyber security, mobile communications, cloud computing, and more.
"Military personnel bring a level of maturity and self-reliance that is invaluable to employers. When you take the benefits and character-building of military training, and combine those with the depth and quality of a Networking Academy education, you have the ingredients for a very competitive and confident job candidate.”
— Lt. Col. Bill Philbrick, U.S.A. retired, former IT director for the U.S. Military Academy (West Point)
Military Veteran Workforce Collaboration
We align veterans with training programs which produce a clear pathway into and through career and technical educational programs which lead to life-sustaining jobs. Including community based programs and cooperative community relationships via community organizations, providing training and skill validation, sourcing and performing evaluations. Fostered relationships with local, state, and national programs.
Training and Guaranteed Job Placement Assistance -
Example, EC-Council University Programs: Bachelors, Masters and five Graduate Certificates options. EC-Council University is the academic wing of EC-Council, which offers the Master of Security Science Degree and five graduate certificates-Information Security Professional, IT Analyst, Digital Forensics, Disaster Recovery and Executive Leadership in Information Assurance. Get Certified with Master of Security Science (MSS) Program Offered at EC-Council University
Training and Guaranteed Job Placement Assistance - Military Veteran
EC-Council - information for networking
* SKILLED CYBER WARRIORS *
Certified Ethical Hacker (C|EH), Computer Hacking Forensics Investigator (C|HFI) and EC-Council Certified Security Analyst (E|CSA)/License Penetration Tester (L|PT) International Council of E-Commerce Consultants...
Training and Guaranteed Job Placement Assistance - Military Veteran
Master of Security Science
ENROLL TODAY The program is designed by the faculty at EC-Council University, all of whom are real life information security practitioners
"Our lives are dedicated to the mitigation and remediation of the cyber plaque that is menacing the world today " Jay Bavisi, President & CEO, EC-Council
At EC-Council we believe in making the world a better and safer place by helping nurturing and up-skiling cyber security professionals and providing end to end cyber security advisory and solutions. EC-Council is a member-based organization that certifies individuals in various cyber security skills. We are the owners and creators of the world famous Certified Ethical Hacker (CEH), Computer Hacking Forensics Investigator (CHFI) and Certified Security Analyst (ECSA)/License Penetration Tester (LPT) certifications and as well as many others certifications. Our work aims not only at professional Training & Certification but also at educating and promoting cyber-safe initiatives by increasing cyber-security awareness across the world. More than 700 partners and 350 subject matter experts in 145 countries worldwide work closely with us to help deliver the vision of a secure digital environment.
iClass EC-Council's Official Training Portal.
iClass is EC-Council’s Official Training Portal. Here you will find the most flexible, least expensive training options for Ethical Hacking (CEH), Computer Forensics (CHFI), Pen Testing, Incident Handling and a variety of IT Security courses from the entry level Secure Computer User course to our series of advanced courses delivered through the Center for Advanced Security Training (CAST).
iClass delivers EC-Council courses Live, Online, Self-Paced, Mobile, Onsite, and all training options include iLabs, online labs and certification Exams where applicable.
iClass The most flexible, least expensive training option.
In the iClass platform we offer a few different ways in which you can train.
1. iWeek, Live, Online
2. iLearn, Self-Paced Streaming Video
3. Mobile, Self-Paced, Tablet Device
4. Onsite, Training at Your Location
5. Self-Study, Coursware, ilabs, Exam
*iLabs is a cyber security range of virtual machines that allow you to practice all the concepts and methodologies taught in EC-Council's IT Security Certification courses.
==================
Veteran IT Apprenticeship
We have partnered with the Department of Labor and the Department of Veterans Affairs as part of the ApprenticeshipUSA program and developed a one-of-a-kind IT apprenticeship for veterans.
Benefits of the program include:
• Start Working from Day 1- This is full-time employment in an IT position
• Choose from 3 distinct technology tracks that are experiencing the most growth and highest earning potential (Security, Wireless, and Data Center/Cloud Networking)
• 5500 hours of structured on the job training- Get experience while you learn
• Attend over 20 of the most sought after official courses from vendors such as Cisco, CWNP, EC-Council, and more. Learn from experts holding the highest credentials in the market (CCIE, CWNE, etc.)
• Earn guaranteed wage increases as you gain skills and certifications and receive an additional tax-free housing allowance throughout your apprenticeship
We believe all education should produce a return on investment so we designed our program around the skill sets that are normally compensated in the $70,000-$150,000 salary range with a ten-year earning potential of greater than $1 million in salary
We are looking for companies, engineering teams, partners and others that want to take part in this exciting program to help launch veterans in IT careers.
We have screened, coached and evaluated these veterans all across the US. If you are looking for something different from the typical candidate that is only interested in what the company can do for them, if you want to hire someone that is dedicated, loyal and ready to get their hands dirty then you should consider employing one of our veterans as they go through the apprenticeship
They will go through cutting edge and relevant training in Data Center, Cloud, Security, Cyber Security and Wireless. We are giving them the same skills your team is trying to get, they will be cross trained in all these areas and we know the kind of engineers we will help them become. For you and your company, you can participate in a Department of Labor Apprenticeship program without all of the headache of running a government program, we will do all of that for you. Their training is funded through their benefits. So all you have to do is be willing to give them a chance to prove themselves, which they will no doubt do!
Contact us today to see how you can get involved! R@Mil-Net.us / http://mil-net.us
Its Time for a Change
Many in the industry believe there is no longer a return on investment in certification training. Especially with leading vendors in the market today. More and more engineers cheat on the exams, vendors charge ridiculous prices for the exam fees, official courses are full of marketing and cover so many topics that aren't relevant to the typical enterprise.
All of this while the engineering staff is responsible for more and more technologies. Why should a company invest so heavily in certification training when the values of certification are perceived to be lower and ultimately the engineers return to work after training without the depth they need to improve the environment.
We believe the value in the training never comes from the power point or book, it's from the the instructor. This is why we only use the top talent in the market, why not have a CCIE teach you CCNA? Even though we know that our customers are getting great value from our official certification courses because we use top talent and we offer the training at the lowest prices, we still understand the perception and the voice of the customer.
We are launching a special series of live workshops and courses aimed at answering this problem. We know what's in the official courses because we wrote many of them. We are not giving you a cheap alternative by cutting corners. We have simply put together something that focuses on the technology and typical job roles in the market today.
The knowledge is the same, sure you could sit through these courses and learn the core knowledge you need to cover certifications but we often recommend you either take the certification course or buy the cheap video recording of the slides and lab simulators offered by the vendors in addition to these courses if that is the most important thing to you.
If you want your team to attend a course your investing in and expect them to return and manage, deploy or design your environment better then these new NC-Expert courses are the answer.
Topics cover:
• Wireless
• Security
• Voice, Video and Collaboration
• Core Routing, Switching and Infrastructure
• Design
• Data Center
Courses are taught either in multi-day environments or through 2-hour live workshops.
FOREWORD
These apprenticeship standards have as their objective the training of Network Engineers (existing title: Internetworking Technician), skilled in all phases of the industry. The sponsor recognizes that in order to accomplish this, there must be well-developed on-the-job learning combined with related instruction.
This recognition has resulted in the development of these standards of apprenticeship. They were developed in accordance with the basic standards recommended by the U.S. Department of Labor, Office of Apprenticeship, as a basis from which the sponsor can work to establish an apprenticeship training program that meets the particular needs of the area.
SECTION I – PROGRAM ADMINISTRATION
Program Sponsors are responsible for the administration of all aspects of a Registered Apprenticeship program. Sponsor means any person, association, committee, or organization operating an apprenticeship program and in whose name the program is (or is to be) registered or approved. Program Sponsors, at their discretion, may establish an Apprenticeship and Training Committee (ATC) to carry out the responsibilities and duties required of a Program Sponsor as described in these Standards of Apprenticeship. If an ATC is established by the Program Sponsor, a list of the membership and the areas of expertise they represent must be provided to the Registration Agency. While the Office of Apprenticeship recommends that Program Sponsors utilize the services of an ATC, a Sponsor may also elect to administer the program without the services of an ATC.
Responsibilities of the Sponsor
A. Cooperate in the selection of apprentices as outlined in this program.
B. Ensure that all apprentices are under written apprenticeship agreements.
C. Review and recommend apprenticeship activities in accordance with this program.
D. Establish the minimum standards of education and experience required of apprentices.
E. Register the local apprenticeship standards with the Registration Agency.
F. Hear and resolve all complaints of violations of apprenticeship agreements. NC-Expert and Employer will work in cooperation to resolve any and all employee related issues.
G. Arrange evaluations of apprentices' progress in manipulative skills and technical knowledge. TRQINING ORG. and Employer assigned Mentor will conduct regular review sessions to evaluate progress through the program.
H. Maintain records of all apprentices, showing their education, experience, and progress in learning the occupation.
I. Certify to the Registration Agency that apprentices have successfully completed their apprenticeship program.
J. Notify, within 45 days, the Registration Agency of all new apprentices to be registered, credit granted, suspensions for any reason, reinstatements, extensions, completions and cancellations with explanation of causes.
K. Supervise all the provisions of the local standards and be responsible, in general, for the successful operation of the standards by performing the duties here listed. Cooperate with public and private agencies, which can be of assistance in obtaining publicity to develop public support of apprenticeship. Keep in contact with all parties concerned, including apprentices, employers, and mentors.
M. When notified that an apprentice’s related instruction or on-the-job progress is found to be unsatisfactory, the sponsor will determine whether the apprentice should continue in a probationary status and may require the apprentice to repeat a process or series of processes before advancing to the next wage classification. Should it be found in the course of this determination that the apprentice does not have the ability or desire to continue the training to become a mentor, the sponsor will, after the apprentice has been given adequate assistance and opportunity for corrective action, terminate the apprenticeship agreement, as provided in 29 CFR § 29. 7(h)(1)(2)(i) and (ii).
N. The sponsor will provide each registered apprentice with continuous employment sufficient to provide the opportunity for completion of his or her apprenticeship program.
If the sponsor is unable to fulfill its training and/or employment obligation in conformance with these standards, the sponsor will, per Section XXIII of these standards and with the apprentice’s consent, make a good-faith effort to facilitate a transfer of the apprentice to another registered sponsor for completion of the apprenticeship.
If conditions of business make it necessary to temporarily suspend the period of apprenticeship. Apprentices suspended for this reason will be given the opportunity to resume their active apprenticeships before any additional apprentices are employed. The suspension and reinstatement of apprentices shall be done in relation to retention of the most advanced apprentice and in accordance with the company policy for breaks in seniority
SECTION III - AFFIRMATIVE ACTION PLAN AND SELECTION PROCEDURES – 29 CFR §§ 29.5(b)(21), 30.4, and 30.5
Sponsors with 5 or more registered apprentices are required to adopt an affirmative action plan (Appendix C) and selection procedures (Appendix D), which will become part of these standards of apprenticeship. The Office of Apprenticeship encourages the development of these two plans for all programs regardless of apprentice numbers. However, for programs with fewer than 5 apprentices, these plans are not required, and the sponsor may continue to select apprentices in conformance with its current human resources and equal employment opportunity hiring policies.
SECTION X - APPRENTICE WAGE PROGRESSION – 29 CFR § 29.5(b)(5)
Apprentices will be paid a progressively increasing schedule of wages during their apprenticeship based on the acquisition of increased skill and competence on the job and in related instruction. Before an apprentice is advanced to the next segment of training or to fully proficient or mentor status, the sponsor will evaluate all progress to determine whether advancement has been earned by satisfactory performance in OJL and in related instruction courses. In determining whether satisfactory progress has been made, the sponsor will be guided by the work experience and related instruction records and reports.
The progressive wage schedule will be an increasing percentage of the fully proficient or mentor wage rate. The percentages that will be applied to the applicable fully proficient or mentor rate are shown on the attached Work Process Schedule and Related Instruction Outline (Appendix A). In no case will the starting wages of apprentices be less than that required by any minimum wage law that may be applicable
SECTION XI - CREDIT FOR PREVIOUS EXPERIENCE – 29 CFR §§ 29.5(b)(12) and 30.4(c)(8)
The sponsor may grant credit toward the term of apprenticeship to new apprentices. Credit will be based on demonstration of previous skills or knowledge equivalent to those identified in these standards.
Apprentice applicants seeking credit for previous experience gained outside the supervision of the sponsor must submit the request at the time of application and furnish such records, affidavits, and other current and valid certifications to substantiate the claim. An applicant who is a veteran and who wishes to receive consideration for military training and/or experience must submit a DD-214. Applicants requesting credit for previous experience who are selected into the apprenticeship program will start at the beginning wage rate. The request for credit will be evaluated and a determination made by the sponsor during the probationary period, when actual on-the-job and related instruction performance can be examined. Prior to completion of the probationary period, the amount of credit to be awarded will be determined after review of the apprentice’s previous work and training/education record and evaluation of the apprentice’s performance and demonstrated skill and knowledge during the probationary period.
An apprentice granted credit will be advanced to the wage rate designated for the period to which such credit accrues. The Registration Agency will be advised of any credit granted and the wage rate to which the apprentice is advanced.
The granting of advanced standing will be uniformly applied to all apprentices.
SECTION XII - WORK EXPERIENCE – 29 CFR § 29.5(b)(3)
During the apprenticeship, the apprentice will receive OJL and related instruction in all phases of the occupation necessary to develop the skill and proficiency of a skilled mentor. The OJL will be under the direction and guidance of the apprentice’s supervisor.
SECTION XIII - RELATED INSTRUCTION – 29 CFR § 29.5(b)(4)
Every apprentice is required to participate in coursework related to the job as outlined in Appendix A. A minimum of 144 hours of related instruction is recommended for each year of the apprenticeship. Apprentices agree to take such courses as the sponsor deems advisable. The sponsor will secure the instructional aids and equipment it deems necessary to provide quality instruction. In cities, towns, or areas having no vocational schools or other schools that can furnish related instruction, the sponsor may require apprentices to complete the related instruction requirement through electronic media or other instruction approved by the Registration Agency.
Apprentices will be paid for hours spent attending related instruction classes.
The sponsor will inform each apprentice of the availability of college credit (if applicable).
Any apprentice who is absent from related instruction will satisfactorily complete all coursework missed before being advanced to the next period of training. In cases of failure of an apprentice to fulfill the obligations regarding related instruction without due cause, the sponsor will take appropriate disciplinary action and may terminate the apprenticeship agreement after due notice to the apprentice and opportunity for corrective action.
To the extent possible, related instruction will be closely correlated with the practical experience and training received on the job. The sponsor will monitor and document the apprentice’s progress in related instruction classes.
The sponsor will secure competent instructors whose knowledge, experience, and ability to teach will be carefully examined and monitored. The sponsor may require the instructors to attend instructor training to meet the requirements of 29 CFR § 29.5(b)(4)(i)(ii) or state regulations.
SECTION XIV - SAFETY AND HEALTH TRAINING – 29 CFR § 29.5(b)(9)
All apprentices will receive instruction in safe and healthful work practices both on the job and in related instruction that are in compliance with the Occupational Safety and Health Administration standards promulgated by the Secretary of Labor under 29 U.S.C. 651 et seq., as amended, or state standards that have been found to be at least as effective as the federal standards.
SECTION XV - MAINTENANCE OF RECORDS – 29 CFR §§ 29.5(b)(6), 29.5(b)(23), and 30.8
Program sponsors are responsible for maintaining, at a minimum, the following records:
• summary of the qualifications of each applicant;
• basis for evaluation and for selection or rejection of each applicant;
• records pertaining to interview;
• the original application;
• records of each apprentice’s OJL;
• related instruction reviews and evaluations;
• progress evaluations;
• record of job assignments, promotions, demotions,
layoffs, or terminations, rates of pay; and
• any other actions pertaining to the apprenticeship
Program sponsors will also maintain all records relating to apprenticeship applications (whether selected or not), including, but not limited to, the sponsor’s outreach, recruitment, interview, and selection process. Such records will clearly identify minority and female (minority and nonminority) applicants and must include, among other things, the basis for evaluation and for selection or rejection of each applicant. For a complete list of records that each sponsor is required to maintain under 29 CFR § 30, please refer to 29 CFR § 30.8.
All such records are the property of the sponsor and will be maintained for a period of 5 years from the date of last action. They will be made available to the Registration Agency upon request.
SECTION XVI - CERTIFICATE OF COMPLETION OF APPRENTICESHIP – 29 CFR § 29.5(b)(15)
Upon an apprentice’s satisfactory completion of the requirements of the apprenticeship program established within these standards, the sponsor will so certify the completion to the Registration Agency and request that a Certificate of Completion of Apprenticeship be awarded to the completing apprentice. The Registration Agency may require that a record of completed OJL and related instruction for the apprentice accompany such requests.
Certificate of Training
A Certificate of Training may be requested from and issued by the U.S. Department of Labor’s Office of Apprenticeship, Office of the Administrator (the Registration Agency), only for a registered apprentice who has been certified by the sponsor as having successfully met the requirements to receive an interim credential as identified in these standards. The Registration Agency may require that a record of completed OJL and related instruction for the apprentice accompany such requests.
SECTION XVII - NOTICE TO REGISTRATION AGENCY – 29 CFR §§ 29.3(d), 29.3(e), and 29.5(b)(19)
The Registration Agency must be notified within 45 days of any apprentice action - e.g., registered, reinstated, extended, modified, granted credit, completed, transferred, suspended, canceled - and a statement of the reasons therefor.
SECTION XVIII - REGISTRATION, CANCELLATION, AND DEREGISTRATION – 29 CFR §§ 29.5(b)(18), 29.8(a)(2), and 29.8(b)(8)
These standards will, upon adoption by the sponsor, be submitted to the Registration Agency for approval. Such approval will be acquired before implementation of the program.
The sponsor reserves the right to discontinue at any time the apprenticeship program set forth herein. The sponsor will notify the Registration Agency within 45 days in writing of any decision to cancel the program.
The Registration Agency may initiate deregistration of these standards for failure of the sponsor to abide by the provisions herein. Such deregistration will be in accordance with the Registration Agency’s regulations and procedures.
The sponsor will notify each apprentice of the cancellation of the program and the effect of same. If the apprenticeship program is cancelled at the sponsor’s request, the sponsor will notify the apprentice(s) within 15 days of the date of the Registration Agency’s acknowledgment of the sponsor’s request. If the Registration Agency orders the deregistration of the apprenticeship program, the sponsor will notify the apprentice(s) within 15 days of the effective date of the order. This notification will conform to the requirements of 29 CFR § 29.8.
SECTION XXII - RESPONSIBILITIES OF THE APPRENTICE
Apprentices, having read these standards formulated by the sponsor, agree to all the terms and conditions contained herein and agree to abide by the sponsor’s rules and policies, including any amendments, and to serve such time, perform such manual training, and study such subjects as the sponsor may deem necessary to become a skilled mentor.
In signing the apprenticeship agreement, apprentices assume the following responsibilities and obligations under the apprenticeship program:
A. Maintain and make available such records of work experience and training received on the job and in related instruction as may be required by the sponsor.
B. Develop and practice safe working habits and work in such a manner as to assure his/her personal safety and that of fellow workers.
C. Work for the employer to whom the apprentice is assigned for the duration of the apprenticeship, unless the apprentice is reassigned to another employer or the apprenticeship agreement is terminated by the sponsor.
SECTION XXIII - TECHNICAL ASSISTANCE
Technical assistance, such as that from the U.S. Department of Labor’s Office of Apprenticeship, recognized state apprenticeship agencies, and vocational schools, may be requested to advise the sponsor.
The sponsor is encouraged to invite representatives from industry, education, business, private organizations, and public agencies to provide consultation and advice for the successful operation of its training program.
SECTION XXIV - DEFINITIONS
Some of these definitions may not apply to all registered apprenticeship programs – employers may add or delete definitions depending on their needs.
APPRENTICE: Any individual employed by the employer meeting the qualifications described in the standards of apprenticeship who has signed an apprenticeship agreement with the local sponsor providing for training and related instruction under these standards and who registers with the Registration Agency.
APPRENTICE ELECTRONIC REGISTRATION (AER): An electronic tool that allows for instantaneous transmission of apprentice data for more efficient registration of apprentices and provides program sponsors with a faster turnaround on their submissions and access to their apprenticeship program data.
APPRENTICESHIP AGREEMENT: The written agreement between the apprentice and the sponsor setting forth the responsibilities and obligations of all parties to the apprenticeship agreement with respect to the apprentice’s employment and training under these standards. Each apprenticeship agreement must be registered with the Registration Agency.
APPRENTICESHIP COMMITTEE (COMMITTEE): Those persons designated by the sponsor to act as agents for the sponsor in the administration of the program. A non-joint committee, which may also be known as a unilateral committee or (if it includes workers’ representatives) a group non-joint committee, has employer representatives but does not have a bona fide collective bargaining agent as a participant.
CAREER LATTICE: Career lattice apprenticeship programs include occupational pathways that move an apprentice laterally or upward within an industry. These programs may or may not include an interim credential leading to the Certificate of Completion of Apprenticeship credential.
CERTIFICATE OF COMPLETION OF APPRENTICESHIP: The credential issued by the Registration Agency to those registered apprentices certified and documented as having successfully completed the apprentice training requirements outlined in these standards of apprenticeship.
CERTIFICATE OF TRAINING: A credential that may be issued by the U.S. Department of Labor’s Office of Apprenticeship administrator to those registered apprentices whom the sponsor has certified in writing to the Registration Agency as having successfully met the requirements to receive an interim credential.
COMPETENCY-BASED OCCUPATION: An occupation using an apprenticeship approach that requires the attainment of manual, mechanical, or technical skills and knowledge, as specified by an occupation standard and demonstrated by an appropriate written and hands-on proficiency measurement.
ELECTRONIC MEDIA: Media that utilize electronics or electromechanical energy for the end user (audience) to access the content. Includes, but is not limited to, electronic storage media, transmission media, the Internet, extranets, lease lines, dial-up lines, private networks, and the physical movement of removable/transportable electronic media and/or interactive distance learning.
EMPLOYER: Any person or organization employing an apprentice, whether or not such person or organization is a party to an apprenticeship agreement with the apprentice. A person, business, or company signatory to this sponsor’s standards that is responsible for providing hours of work, supervision, wages, and/or benefits to apprentices in its employ as registered under these standards.
HYBRID OCCUPATION: An occupation using an apprenticeship approach that measures the individual apprentice’s skill acquisition through a combination of a specified minimum number of hours of on-the-job learning and the successful demonstration of competency as described in a work process schedule.
INTERIM CREDENTIAL: A credential issued by the Registration Agency, upon request of the appropriate sponsor, as certification of competency attainment by an apprentice.
JOB CORPS CENTER: Any of the federally funded Job Corps centers throughout the U.S. and Puerto Rico. Job Corps serves youths and young adults 16-24 years of age. Sponsors that wish to hire Job Corps graduates who are trained in any occupation covered under these standards and who meet the minimum qualifications for apprenticeship may do so via the direct entry provision described in Appendix D: Qualifications and Selection Procedures.
MENTOR: A worker who has attained a level of skills, abilities, and competencies recognized within an industry as mastery of the skills and competencies required for the occupation. The term may also refer to a mentor, technician, specialist, or other skilled worker who has documented sufficient skills and knowledge of an occupation, either through formal apprenticeship or through practical on-the-job experience and formal training.
O*NET-SOC CODE: The Occupational Information Network (O*NET) codes and titles are based on the new Standard Occupational Classification (SOC) system mandated by the federal Office of Management and Budget for use in collecting statistical information on occupations. The
O*NET classification uses an 8-digit O*NET-SOC code. Use of the SOC classification as a basis for the O*NET codes ensures that O*NET information can be readily linked to labor market information such as occupational employment and wage data at the national, state, and local levels.
ON-THE-JOB LEARNING (OJL): Tasks learned on-the-job in which the apprentice must become proficient before a completion certificate is awarded. The learning must be through structured, supervised work experience.
PROVISIONAL REGISTRATION: The 1-year initial provisional approval of newly registered programs that meet the required standards for program registration, after which program approval may be made permanent, continued as provisional, or rescinded following a review by the Registration Agency, as provided for in 29 CFR §§ 29.3(g) and (h).
REGISTERED APPRENTICESHIP PARTNERS INFORMATION DATA SYSTEM (RAPIDS): A federal system that provides for the automated collection, retention, updating, retrieval, and summarization of information related to apprentices and apprenticeship programs.
REGISTRATION AGENCY: The U.S. Department of Labor’s Office of Apprenticeship or a recognized State Apprenticeship Agency that has responsibility for registering apprenticeship programs and apprentices, providing technical assistance, conducting reviews for compliance with 29 CFR §§ 29 and 30, and conducting quality assurance assessments.
RELATED INSTRUCTION: An organized and systematic form of instruction designed to provide the apprentice with knowledge of the theoretical and technical subjects related to the apprentice’s occupation. Such instruction may be given in a classroom, through occupational or industrial courses, or by correspondence courses of equivalent value, electronic media, or other forms of self-study approved by the Registration Agency.
SPONSOR: Any person, association, committee, or organization that operates an apprenticeship program and in whose name the program is registered. That assumes the full responsibility for administration and operation of the apprenticeship program.
STANDARDS OF APPRENTICESHIP: This entire document, including all appendices and attachments hereto, and any future modifications and additions approved by the Registration Agency.
SUPERVISOR OF APPRENTICE(S): An individual designated by the program sponsor to supervise or have charge and direction of an apprentice.
TIME-BASED OCCUPATION: An occupation using an apprenticeship approach that measures skill acquisition through the individual apprentice’s completion of at least 2,000 hours of on-the-job learning as described in a work process schedule.
TRANSFER: A shift of apprenticeship registration from one program to another or from one employer within a program to another employer within that same program, where there is agreement between the apprentice and the affected apprenticeship committees or program sponsors.
WORK PROCESS SCHEDULE
Network Engineer (Existing Title: Internetworking Technician)
O-NET-SOC CODE:15-1143.00 RAPIDS CODE: 1038
Industry Certifications Earned (TST-W)
1. Cisco CCNA Routing & Switching -6%
2. Cisco CCNA Wireless -6%
3. CWNPs CWNA -6%
4. Cisco CCNA Cloud -6%
5. Cisco CCNA Cybersecurity -6%
6. EC Council CND -6%
7. CWNPs CWDP -6%
8. CWNPs CWSP -6%
9. CWNPs CWAP -6%
10. Cisco CCNP Wireless -6%
Industry Certifications Earned (TST-DC)
1. Cisco CCNA Routing & Switching -6%
2. Cisco CCNA Wireless -6%
3. CWNPs CWNA -6%
4. Cisco CCNA Cloud -6%
5. Cisco CCNA Cybersecurity -6%
6. EC Council CND -6%
7. Cisco CCNA Data Center -6%
8. Cisco CCNP Data Center -6%
9. Cisco Network Programmability Design and Implementation Specialist -6%
10. VMware VCP -6%
Industry Certifications Earned (TST-S)
1. Cisco CCNA Routing & Switching -6%
2. Cisco CCNA Wireless -6%
3. CWNPs CWNA -6%
4. Cisco CCNA Cloud -6%
5. Cisco CCNA Cybersecurity -6%
6. EC Council CND -6%
7. Cisco CCNA Security -6%
8. Cisco CCNP Security -6%
9. CISSP -6%
10. CEH -6%
Appendix A
Network Engineer (Existing Title: Internetworking Technician)
O-NET-SOC CODE:15-1143.00 RAPIDS CODE: 1038
Design and implement computer and information networks, such as LAN, WAN, intranets, extranets, wireless, data center and security infrastructures, includes Project Management and Cybersecurity skills.
ON THE JOB TRAINING SCHEDULE (OJT)
All apprentices complete Task 1 OJT
COMPETENCY APPROXIMATE HOURS
Task 1A. General Business Skills 500 Hours
Task 1A.1 Personal Effectiveness Competencies
1. Interpersonal Skills and Team Work
2. Integrity
3. Professionalism
4. Initiative
5. Adaptability and Flexibility
6. Dependability and Reliability
7. Lifelong Learning
8. Communication
9. Critical Thinking
Task 1A.2 Workplace Competencies
1. Teamwork
2. Planning and Organizing
3. Innovative Thinking
4. Problem Solving and Decision Making
5. Working with Tools and Technology
6. Business Fundamentals
Task 1A.3 Project Management
1. Project Management Processes
2. Initiating a Project
3. Planning a Project
4. Time Management
5. Budget, Quality Control and Communications
6. Risk, Procurement and Stakeholder Management
7. Executing
8. Managing Work, Scope, Schedules and Cost
9. Controlling the Project
10. Closing the Project
Task 1A.4 Team Leadership
1. Building and Leading an Effective IT Team
2. Building and Effective Trust Model
3. Managing Conflict
4. Encouraging Commitment and Ownership
5. Increasing the Team Standard of Excellence
6. Achieving the Right Results
Task 1B. Industry-Wide Technical Competencies 1000 Hours
Task 1B.1 Data/Voice Cable Installation and Termination
1. Safety Demonstration Throughout Performance is Required
2. Building Code Requirements and Floor Plans
3. Cable and Wire Installation
4. Termination Using Industry Standard Material
5. Basic Electrical Theory
Task 1B.2 Computers, Installation, Maintenance and Troubleshooting
1. Maintenance and Installation of Personal Computers
2. Maintenance and Installation of PC OS Software
3. Installation of Network PC’s and Software
4. Installation of Network Hardware
Task 1B.3 Modern IT Environments
1. Principals of IT
2. Fundamentals of Networking and Telecommunication
3. Wireless and Mobility
4. Network Security
5. Virtualization and Cloud Computing
6. Compliance and Regulations
Task 1B.3 Cybersecurity
1. Information Assurance
2. Risk Management
3. Incident Detection
4. Incident Response
Apprentices will choose a Technology Specialty Track (TST)
for
Task 2 and 3
Technology Specialty Track- Wireless (TST-W)
TST-W-Task 2A. Installation and Maintenance of Internetworking 1000 Hours
Task 2A.1 Components, Switches and Routers. Basic Internetworking Instruction and Familiarity
1. LAN Devices
2. WAN Devices
3. WLAN, WIFi and Wireless Devices
4. OSI Model
Task 2A.2 LAN Introduction and Familiarization
1. Segmentation
2. Full and Half Duplex
3. Ethernet
Task 2A.3 TCP/IP Protocol and Addressing
1. DOD Reference Model
2. IP Addressing Resolution
3. Subnetting
Task 2A.4 Basic Router Installation
1. Router Startup
2. User Interface
3. Designing Internetworking
4. Static, Default and Dynamic Routing
5. Interior Routing Protocols
6. Exterior Routing Protocols
Task 2A.5 Basic Router Configuration
1. Sources for Cisco IOS Software
2. Cisco IOS Commands
3. Accessing Other Routers
TST-W-Task 2B. Installation and Maintenance of Wireless 1000 Hours
Task 2B.1 Wireless Design
1. Requirements Analysis
2. Site Survey Procedures
3. Enterprise WLAN Design
4. Advanced WLAN Design
5. WLAN Deployment
6. Design Validation
Task 2B.2 Wireless Security
1. Security Fundamentals
2. Security Challenges
3. Security Policy
4. Authentication and Key Management
5. Encryption
6. Security Design
7. Secure Roaming
8. Network Monitoring
Task 2B.3 Wireless Analysis
1. Troubleshooting Processes
2. Communications Protocols
3. 802.11 Frames
4. WLAN Hardware
5. Spectrum Analysis
6. Wired Issues
TST-W-Task 3A. Advanced Internetworking Installation and Maintenance 2000 Hours
Task 3A.1 Installing, Configuring, Operating and Troubleshooting
1. Complex LAN
2. Complex WAN
3. Provide Access Security to Network Switches and Routers
4. Provide Increased bandwidth and End-to-End Resiliency Services
5. Provisioning Custom Queuing and Quality of Service
Task 3A.2 Designing Advanced Wireless Infrastructures
1. Customer WI-FI Design
2. Design for Data Coverage
3. Design for Voice and Real-time Applications
4. Design for Location and CMX
5. Design for Outdoor and High Density
6. Conduct a Site Survey
Task 3A.3 Deploying Advanced Wireless Infrastructures
1. Preparing for Deployment
2. Configure Advanced Capabilities in Data
3. Configure Advanced Capabilities in Voice and Real-time Applications
4. Configure Advanced Capabilities in Location
5. Configure Advanced Capabilities in Outdoor and High Density
Task 3A.3 Securing Advanced Wireless Infrastructures
1. Security Approaches in the Design
2. End Point and Client Security
3. Cisco Identity Services Engine and Security Management
4. Wi-Fi Infrastructure Security
5. Access Control
6. Monitoring
Task 3A.4 Troubleshooting Advanced Wireless Infrastructures
1. Troubleshooting Approaches
2. Identify and Repair Infrastructure Issues
3. Identify and Repair Wired-to-Wireless Issues
4. Identify and Repair Security Issues
Technology Specialty Track- Data Center (TST-DC)
TST-DC-Task 2A. Installation and Maintenance of Internetworking 1000 Hours
Task 2A.1 Components, Switches and Routers. Basic Internetworking Instruction and Familiarity
1. LAN Devices
2. WAN Devices
3. WLAN, WIFi and Wireless Devices
4. OSI Model
Task 2A.2 LAN Introduction and Familiarization
1. Segmentation
2. Full and Half Duplex
3. Ethernet
Task 2A.3 TCP/IP Protocol and Addressing
1. DOD Reference Model
2. IP Addressing Resolution
3. Subnetting
Task 2A.4 Basic Router Installation
1. Router Startup
2. User Interface
3. Designing Internetworking
4. Static, Default and Dynamic Routing
5. Interior Routing Protocols
6. Exterior Routing Protocols
Task 2A.5 Basic Router Configuration
4. Sources for Cisco IOS Software
1. Cisco IOS Commands
2. Accessing Other Routers
TST-DC-Task 2B. Installation and Maintenance of Data Center 1000 Hours
Task 2B.1 Introduction to Data Center Networking
1. Network Protocols and Host-to-Host Communication
2. Data Center Networking Concepts
3. Data Center Storage
4. Server Architecture
Task 2B.2 Introduction to Data Center Technologies
1. Data Center Network Virtualization
2. Deployment Models
3. Unified Computing System Overview
4. Automation and Orchestration
5. SDN and Application Centric Infrastructure (ACI)
TST-DC-Task 3A. Advanced Internetworking Installation and Maintenance 2000 Hours
Task 3A.1 Installing, Configuring, Operating and Troubleshooting
1. Complex LAN
2. Complex WAN
3. Provide Access Security to Network Switches and Routers
4. Provide Increased bandwidth and End-to-End Resiliency Services
5. Provisioning Custom Queuing and Quality of Service
Task 3A.2 Implementing Unified Computing
1. SAN Storage for Unified Computing
2. Security for Unified Computing
3. Operations and Maintenance for Unified Computing
4. Automating Unified Computing
Task 3A.3 Implementing Data Center Infrastructure
1. Data Center Protocols
2. Layer 3 Switching Features
3. Infrastructure Security
4. Infrastructure Storage Fabric
5. FCoE Unified Fabric
6. Storage Services
7. Maintenance, Management and Operations
Task 3A.4 Implementing Data Center Virtualization and Automation
1. Infrastructure Virtualization Implementation
2. NX-OS Configuration Automation
3. Application Centric infrastructure
4. ACI Constructs
5. Monitoring and Programmability
6. Enhanced Features
7. ACI Infrastructure Networking
Task 3A.5 Troubleshooting Data Center Infrastructure
1. Troubleshooting the Data Center LAN
2. Troubleshooting Unified Computing
3. Troubleshooting ACI
4. Troubleshooting SAN
Task 3A.6 Network Programmability
1. Programmability Fundamentals
2. Linux
3. Python
4. APIs and Automation Protocols
5. JSON, REST, XML, NETCONF
6. Data Models - YANG
7. SDN Controllers – OpenFlow, OpenDaylight, SDK
8. Network Operations and DevOps
Task 3A.7 VMware Server Virtualization
1. Software Defined Data Center
2. Creating Virtual machines
3. vCenter Server, vMotion and ESX
4. Virtual Networks
5. Virtual Storage
6. Resource Management and Monitoring
7. High Availability and Fault Tolerance
8. Scalability
9. Installation, Maintenance and Operations
Technology Specialty Track- Security (TST-S)
TST-S-Task 2A. Installation and Maintenance of Internetworking 1000 Hours
Task 2A.1 Components, Switches and Routers. Basic Internetworking Instruction and Familiarity
1. LAN Devices
2. WAN Devices
3. WLAN, WIFi and Wireless Devices
4. OSI Model
Task 2A.2 LAN Introduction and Familiarization
1. Segmentation
2. Full and Half Duplex
3. Ethernet
Task 2A.3 TCP/IP Protocol and Addressing
1. DOD Reference Model
2. IP Addressing Resolution
3. Subnetting
Task 2A.4 Basic Router Installation
1. Router Startup
2. User Interface
3. Designing Internetworking
4. Static, Default and Dynamic Routing
5. Interior Routing Protocols
6. Exterior Routing Protocols
Task 2A.5 Basic Router Configuration
1. Sources for Cisco IOS Software
2. Cisco IOS Commands
3. Accessing Other Routers
TST-S-Task 2B. Installation and Maintenance of Security 1000 Hours
Task 2B.1 Implementing Network Security
1. Security Concepts
2. Secure Network Devices
3. Layer 2 Security
4. Firewalls
5. VPN
6. Intrusion Detection and Protection
TST-S-Task 3A. Advanced Internetworking Installation and Maintenance 2000 Hours
Task 3A.1 Installing, Configuring, Operating and Troubleshooting
1. Complex LAN
2. Complex WAN
3. Provide Access Security to Network Switches and Routers
4. Provide Increased bandwidth and End-to-End Resiliency Services
5. Provisioning Custom Queuing and Quality of Service
Task 3A.2 Implementing Cisco Secure Access Solutions
1. Threat Mitigation through Identity Services
2. Identity Services Engine (ISE) Fundamentals
3. Advanced Access Control
4. Web Authentication and Guest Access
5. Endpoint Access Control
6. Troubleshooting
Task 3A.3 Implementing Cisco Edge Network Security
1. Secure Design Practices
2. Deploying Infrastructure Protection
3. Deploying NAT on Cisco IOS and Cisco ASA
4. Deploying Threat Controls on ASA and IOS
Task 3A.4 Implementing Cisco Secure Mobility
1. The Role of VPN in Security
2. Secure Site-to-Site Communications
3. Cisco FlexVPN Solutions
4. SSL VPNs
5. AnyConnect VPNs
6. Dynamic Access Policies
Task 3A.5 Implementing Cisco Threat Control
1. Web Security Appliance
2. Cloud Web Security
Comments
Post a Comment