NESAW/Employer Job Program

If you’re new to NESAW and what we do, please read this brief summary to see why our graduates are eminently qualified for employment in the architectural millwork industry.

We know how difficult and expensive it can be to properly train someone on the job – particularly when you’re still not sure if  he or she even has the aptitude for woodworking. So we suggest you let us do that training for you by teaching the fundamentals of cabinetmaking in a safe, professional environment.

We’re starting a new program specifically targeted to employers who are struggling to find qualified applicants in their geographic areas. We can’t guarantee that any of our students would be willing to relocate to you, so we’ve come up with a solution to still meet your needs. Here’s how it works:

  1. You identify a potential (or new) employee with the desire to develop or further his or her skills. This should be someone who is already in your geographic area and wishes to stay; possibly even a high school student who is just graduating.  In the latter case, we suggest you bring them in to your shop as an intern/helper for a few weeks before making a decision to enroll this program. The goal of this is to see if he or she fits in to your shop’s culture, has the desired work ethic, has an appropriate interest in woodworking. You could even give your prospect some small tasks to determine problem solving skills and ability to work independently. Keep in mind that any applicant must meed the NESAW entrance requirements.
  2. You draw up a contract agreeing to pay partial tuition at NESAW in return for continued employment at your shop. The amount you pay is negotiable between you and the candidate. NESAW offers reduced tuition to any student/employer enrolled in this program.
  3. You send that employee to NESAW for five months for training. At the end of the program, he or she returns to you (you get a loyal employee returning to you) with the skills, independence, and work habits you need to grow your business.

As an employer, you might consider adding the following parameters to the contract:

  • The student must work for you upon graduation or be on the hook for the employer-paid portion of the tuition. This could be prorated for a minimum period of employment, such as two years.
  • The student must perform to a particular standard in school.

Sound intriguing? If so, please call or email our director, Greg Larson, for more information and to work out a plan specific to your needs.