What the US Gets Right About Green Energy Training (And What the UK Could Potentially Implement) 

Right, so whilst we’ve been talking about the UK’s green jobs situation, it’s worth looking at what’s happening across the pond. Because honestly, some of the approaches in the US to renewable energy workforce development are pretty interesting, and there might be lessons here for how the UK could do this better. 

Let me tell you about what’s happening in New York State, and why it matters for UK electricians thinking about their career trajectory. 

The New York Approach: $500K Grants That Actually Connect Training to Jobs 

The Westchester-Putnam Workforce Development Board recently got awarded a $500,000 grant by the New York State Department of Labour as part of its “Growing the Clean Energy Workforce” initiative. This is part of a larger $5 million state-wide programme supporting high-quality pre-apprenticeship and training programs. 

Here’s what makes this different from a lot of UK green jobs rhetoric: the grant (called “Westchester for the Future”) will fund clean energy career training for 50 local individuals, with a specific focus on creating equitable pathways to employment. Not just training. Employment. 

The funding covers training in renewable energy, building electrification, electric vehicle charging infrastructure, and other green industries. But the crucial bit is that it’s administered by the New York State Department of Labour and supported by the New York Power Authority through its Office of Just Energy Transition. 

They’re not just throwing money at training providers and hoping for the best. They’re coordinating between state agencies, power authorities, and actual employers. They are forcing companies, government bodies, and training providers to the table.  

How It’s Actually Structured 

What caught my attention is how they’ve thought about the whole pipeline, not just the training bit: 

Pre-Apprenticeship to Apprenticeship Pathways 

The programme explicitly bridges connections between programme completers and employers across the region who are seeking skilled talent in the clean energy space. So you’re not getting trained and then left to figure out employment on your own. To be fair to the UK they are looking at something similar, a pre course to apprenticeships, to reduce the number of drop outs that start it, but never finish it, data points to anything between 30-50% d epending on industry.  

Wraparound Services 

They’re providing support services like childcare and transportation to ensure people can actually complete the training. Because let’s be real, if someone can’t afford childcare or transport to get to training, the fanciest renewable energy course in the world is useless to them. As the course is literally worlds away from what they actually need.  

Focus on Disadvantaged Communities 

Priority in scoring goes to programmes operating within or serving disadvantaged communities. This isn’t just about creating any jobs. It’s about creating accessible pathways for people who typically get left out. 

The Bigger Picture – show me the money – New York’s $45 Million Investment 

This $500K grant is actually part of a much larger $45 million Apprenticeship and Pre-Apprenticeship Clean Energy Training Initiative. The scale here is notable. 

The initiative specifically targets: 

• Building electrification and energy efficiency technologies 

• Renewable energy generation, interconnection, transmission, distribution, and storage 

• Electric vehicle charging station installation and repair 

Projects can receive up to $750,000, with an additional $150,000 available if they include K-12 career awareness and outreach. So they’re thinking about the pipeline from school age through to employment. 

What the UK Could Learn From This 

Here’s where I think the US approach has some advantages over what we’re doing in the UK: 

1. State-Level Coordination

The New York Power Authority is directly involved in workforce development. Imagine if National Grid, national employers and pension funds in the UK were actively coordinating training grants and employer connections. We don’t really have that level of integration between energy infrastructure and workforce development. (pension funds have been actively been investing in green energy via third parties for years) 

2. Realistic Numbers with Accountability

They’re saying “we’re training 50 people” or “30 participants” per grant. Not “400,000 jobs by some vague future date.” The numbers are specific, trackable, and tied to actual funding that has to produce results. For too long UK training grants have been a bit vague, linked to e mployment as a bonus pay out, rather than a fundamental part of the whole journey.  

3. Multiple Funding Streams

New York has different grant programmes for different needs: 

• Direct Entry Pre-Apprenticeship (DEPA) programmes 

• Apprenticeship Expansion Grants (AEG) 

• Growing the Clean Energy Workforce (GCEW) grants 

This means providers can apply for what actually fits their model, rather than trying to squeeze into one-size-fits-all funding. 

4. Employer Engagement Built In

The programmes require demonstration of employer partnerships and pathways to employment. You can’t just run a training course in isolation and call it workforce development. The UK does cover this but the desired outcome is still to be seen.  

What Global-Ready Training Looks Like: 

International Employer Connections 

Our in-house recruitment team doesn’t just work with local Birmingham employers. We have connections with companies operating internationally who need qualified UK electricians for overseas contracts or multi-country projects. 

Adaptable Skill Sets 

The US approach emphasises “clean energy” broadly (solar, wind, EV, battery storage, building electrification) rather than super-narrow specialisms. That adaptability is valuable. You’re not just an “EV installer” or just a “solar guy.” You’re a qualified electrician with renewable energy competencies that work across technologies and markets. 

The Reality Check: It’s Not Perfect Over There Either 

To be fair, the US also has challenges. Their apprenticeship system is fragmented across states. Their electrical licensing varies wildly (some states require licenses, others don’t). And they’ve got their own version of unsubstantiated green jobs promises. 

But the structured funding approach, the integration between state agencies and employers, and the focus on complete pathways (not just training) are things the UK could absolutely adopt. 

What We’re Doing at Elec Training 

We can’t control government policy or how Skills Bootcamp funding gets allocated in the UK. But we can control how we prepare our learners for a global market: 

1. Internationally-MindedTraining 

Our courses cover UK standards thoroughly (because that’s what you need to work here), but we also give context about international approaches. So you understand how what you’re learning fits into the broader global renewable energy landscape. 

2. Multiple Market Preparation

Through our in-house recruitment team, we’re connecting qualified electricians not just with local opportunities, but with companies operating internationally. If you want to work on renewable energy projects in Europe, the Middle East, or elsewhere, having UK qualifications is actually an advantage. You just need to be positioned correctly. 

3. Adaptable Skill Stacks

Rather than pushing people into one narrow specialism, we encourage building a stack: solid electrical foundation (Level 2, Level 3, NVQ), then adding complementary skills (EV charging, solar, battery storage, smart home tech). That versatility makes you valuable across different markets and project types. 

4. Real Employment Focus

Like the New York programmes, we don’t just train you and wave goodbye. Our recruitment team is actively working to place qualified electricians into employment. That’s the bit most UK training providers miss, and it’s what the US model gets right. 

Learn From What Works 

The US isn’t perfect, and their renewable energy workforce development has its own issues. But the structured, coordinated approach in states like New York shows what’s possible when you actually think about the complete pathway from training to employment. 

For UK electricians, the focus isn’t “move to America” (though if you want to work internationally, it’s an option o nce you’re qualified). The takeaway is to choose training providers who think beyond just delivering a course. 

Look for providers who: 

• Have employer connections (not just “we’ll help you write a CV”) 

• Understand the international landscape 

• Stack qualifications strategically 

• Provide genuine employment support 

• Think about career pathways, not just training courses 

The green energy transition is global. Your career doesn’t have to be limited to one market. But you need proper qualifications, strategic upskilling, and a training provider who actually understands how to position you for opportunities wherever they exist. 

Want to discuss how to build a qualification pathway that prepares you for UK and international opportunities? 

Call us on 0330 822 5337. We’ll give you an honest assessment of where you are, what you need, and what opportunities actually exist both in the UK and internationally for someone with your background.