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TRI CITY JOINT APPRENTICESHIP AND TRAINING COMMITTEE INC
LATHAM, NY · EIN 141609873 · Form 990 · FY2023 · Medium ($1M-$10M) · tricityjatc.org
revenue
$1.9M
expenses
$1.5M
net assets
$2.5M
employees
11
program ratio
67%
mission · from form 990

TRAINING AND INSTRUCTION FOR APPRENTICE ELECTRICIANS AS WELL AS CONTINUING EDUCATION AND TRAINING FOR JOURNEYMAN ELECTRICIANS.

profile · synthesized from sources

Tri-City JATC is a joint apprenticeship program established in 1979 that trains apprentice and journeyman electricians in New York's Capital Region. The organization provides tuition-free classroom instruction and paid on-the-job training through a five-year program co-sponsored by IBEW Local 236 and NECA Albany Chapter. Apprentices earn while they learn, receiving union wages, health benefits, and pension plans.

named programs · 3 · from sources

What they call their work

IBEW-NECA Electrical Apprenticeship
Five-year program combining 8,200 hours of on-the-job training with 900 hours of tuition-free classroom instruction for apprentice electricians
Inside Construction Electrician Apprentice (ICEA) Program
Training for electricians installing light, power, and communication systems in commercial and industrial buildings across the Tri-City region
Tuition-Free Related Classroom Training
900 hours of classroom instruction over five years covering electrical theory, safety, blueprint reading, and code compliance
activities · 2 groups

What they do

  • Union-Affiliated Trade Apprenticeship & Training 3 activities
    • Deliver electrical apprenticeship training
      Provides a five-year apprenticeship program combining at least 190 hours of tuition-free classroom instruction per year with 8,000 to 8,200 hours of paid on-the-job training through signatory contractors, leading to skilled electrician certification. The program includes instruction in electrical theory, AC-DC theory, conduit bending, blueprint reading, fire alarm systems, motors and controls, and programmable logic controllers.
    • Provide college credit for apprenticeship completion
      Grants up to 55 semester hours of college credit to apprentices who successfully complete the five-year program and attain Journeyman status.
    • Support applicant onboarding and program access
      Offers online-only apprenticeship applications and covers the cost of physical exams for accepted applicants. Requires new apprentices to attend orientation before beginning training, with programs starting annually in September.
  • Uncategorized 1 activity
    • Administer apprenticeship application and selection process
      Manages a structured application and selection process including administration of an aptitude test developed by the American Institutes for Research, requiring a minimum score of 5 out of 9 for eligibility, collecting a $25 non-refundable fee, and conducting personal interviews. Applicants receive a ranking letter within one week of the interview and are placed on a two-year eligibility list from which selections are made.
financials · form 990 · fy2023
revenue
Total revenue$1.87M
Contributions & grants$1.70M91%
Program service revenue$102K5%
Investment income$60K3%
Other revenue$9K
expenses
Total expenses$1.54M
Program expenses67%
Admin / overhead33%
Fundraising0%
Salaries & benefits$1.09M
Grants paid out$0
Largest expense lineCompensation
balance sheet
Total assets$2.64M
Cash$2.03M
Investments$0
Liabilities$160K
Net assets$2.48M
Liquid reserves15.8 mo
5 years on record · 2019–2023 · YoY revenue -1.5%
leadership · form 990 part vii · fy2023

Who runs it

paid leadership · 1
NameTitleHours/wkCompensation
WILLIAM BULGER TRAINING DIRECTOR 45 $126K
board members · 8
  • BRIAN HART — SECRETARY
  • CHRIS LAMBERT — TRUSTEE
  • JOE MINER — TRUSTEE
  • JOHN MOSHER — TRUSTEE
  • KYLE GROSS — TRUSTEE
  • MICHAEL MASTROPIETRO — CHAIRMAN
  • RALPH CIOFFI — TRUSTEE
  • STEPHEN CHAMBERLAIN — TRUSTEE
relationships · 16

Who they work with

  • American Council on Education Partner — Recommends college credit for successful completion of the apprenticeship program.
  • American Institutes for Research Partner — Collaborates with the American Institutes for Research to use its validated electrical trade aptitude test in the applicant screening process.
  • Electrical Training Alliance and Training Committee Network — Co-registers and supports the electrical apprenticeship program.
  • IBEW Partner — Co-delivers training curriculum covering the history and structure of the electrical trade union.
  • IBEW Partner — Joint apprenticeship program with the International Brotherhood of Electrical Workers.
  • International Brotherhood of Electrical Workers Partner — Jointly operates the apprenticeship program with NECA under the IBEW-NECA partnership model.
  • International Brotherhood of Electrical Workers Local 236 Partner — Co-sponsor of the Tri-City JATC apprenticeship program.
  • NECA Partner — Co-delivers training curriculum covering the history and structure of the electrical contracting association.
  • NECA Partner — Joint apprenticeship program with the National Electrical Contractors Association.
  • National Bureau of Apprentice Training Government — Registers the electrical apprenticeship program.
  • National Electrical Contractors Association Partner — Jointly operates the apprenticeship program with IBEW under the IBEW-NECA partnership model.
  • National Electrical Contractors Association Albany Chapter Partner — Co-sponsor of the Tri-City JATC apprenticeship program.
  • New York State Department of Labor Government — Registers the electrical apprenticeship program.
  • electrical Contractors Partner — Provides job training assignments for apprentices through partnerships with various electrical contracting firms.
  • electricprep.com Partner — Provides preparatory resources for the aptitude test through a linked website.
  • signatory contractor Partner — Contractors that employ apprentices for on-the-job training as part of the apprenticeship program.
strategies · 4

How they approach the work

Named approaches extracted from this org’s sources. Where others share an approach, follow it to see the full set of orgs running it.

  • Apprenticeship Model Integrating Classroom and On-the-Job Training
    methodology: apprenticeship_model
    By combining structured classroom instruction with supervised, paid on-the-job training, the organization develops skilled electricians because this dual approach reinforces theoretical knowledge with practical experience, leading to stronger workforce readiness and retention.
  • Earn-While-You-Learn Model to Support Retention and Access
    methodology: earn-while-you-learn
    By offering paid on-the-job training alongside tuition-free classroom education, the organization increases apprentice retention and broadens access to skilled trades because individuals can gain credentials without incurring debt or forgoing income.
  • Rotational Placement Across Contractors for Comprehensive Field Experience
    methodology: rotational_job_training
    By assigning apprentices to multiple electrical contracting firms, the organization ensures exposure to diverse work environments and practices because varied on-the-job experiences produce more adaptable, well-rounded journeymen.
  • Standardized Aptitude Assessment for Merit-Based Selection
    methodology: aptitude-testing
    By using a standardized aptitude test in math and reading comprehension, the organization identifies candidates most likely to succeed in rigorous technical training because cognitive readiness is a strong predictor of completion and performance in electrical apprenticeships.