Sinclair360

Cooperative education (co-op) programs have come a long way since their inception at the University of Cincinnati in 1906. Co-ops provide an opportunity for students to gain professional work experience related to their majors.

 These days Sinclair Community College is dedicated to giving students a leg up through its own engineering technology apprenticeship program. This program allows students to gain on-the-job experience within their field of study, while still being enrolled at Sinclair. “The whole idea is to get them experience and get them a job,” said Professor Terry Maiwurm, who has initiated and led the co-op efforts within Sinclair for the last nine years.

 In order to be eligible for the program, students must maintain at least a 2.5 grade-point average and successfully complete one quarter of classes at Sinclair. Students earn three academic credits per quarter for 20 hours a week of career-related work experience and six academic credits for 40 hours of career-related experience.

 By taking part in these co-op opportunities, students present themselves as possible candidates for full-time jobs. A staggering 75 percent of students who participate in the apprenticeship program are given full-time positions at the respective companies for which they interned.

 Many of these student interns are displaced workers from other companies. Jeff Verrillo came to Sinclair for a one-year program after being laid off. He participated in Sinclair’s STEP II tooling and machining program, then decided to complete a two-year program in Computer Aided Manufacturing. While doing so, he participated in the engineering technology apprenticeship program at GE Aviation. After graduation Verrillo was offered a job with the company and is now a full-time employee. He has also helped other Sinclair students secure GE Aviation jobs.

 The co-op program would not be successful without the support of Dayton-area companies, who make it possible for students to work. Through the program employers also realize a variety of positive outcomes, such as a reduction in costs for recruitment and training, as well as a ready supply of worthy employees.

By Claire McCann

Claire McCann is a senior public relations major and marketing minor at the University of Dayton. Contact her at claire.mccann@sinclair.edu