You are not short on applicants. You are short on certainty.
Resumes arrive. Programs graduate cohorts. What you cannot tell from any of it is which candidates can actually hold a process, read a chart, and make a disposition call on a bad night.
So you hire, you train for months, and you do it again.
So you hire, you train for months, and a meaningful share leave for a dollar an hour down the road. Then you do it again.
The cost is not just the requisition. It is the months of process judgment that walk out with every departure, and the internal training you rebuild from the same starting point every time.
Five things that change the day a credential exists.
Screening signal before the interview.
A credential that means something narrows the field before you spend interview hours on it.
Shorter time to productivity.
When incoming technicians share a defined baseline, your internal training starts further up the curve.
A common vocabulary with your training pipeline.
Tell every community college and apprenticeship program in your region what competent looks like, once, in language they can build to.
Retention that is not purely wage-driven.
Professional identity, credentials, and a visible career ladder give technicians a reason to build rather than shop.
Industry-level influence.
Founding partners write the standard. Everyone else adopts it.
The formation year is the only year this is available.
NASPT is in its formation year. Founding partners are intended to help establish the association's standard of practice, competency framework, and first credential.
Participation includes
- A seat on the Employer Advisory Council, which ratifies the competency framework
- Input into the certification blueprint before it is finalized
- Early access to the credential for existing and incoming technicians
- Permanent recognition as a founding partner in association materials
- Access to national workforce data, retention benchmarks, and program quality research
- Connection to the educator and apprenticeship network in your region
Founding Employer Partner
$15,000
annually · proposed · limited to the formation cohort
Partnership is not open yet. This is the proposed structure for the formation cohort, published so employers can see what participation would involve before it opens.
We are not competing with you.
We do not place candidates. We do not sell training. We do not compete with your internal programs or your university partners.
We define the standard those programs build toward, and we certify the people who meet it.
NASPT is a new association, and its foundational standards work is designed to be grant-funded rather than paid for by partner contributions. Participation is intended to buy influence over the standard and early access to it, not the standard itself.
Where things stand
Tell us where your technician pipeline is breaking.
Partnership channels open as the association is established. Until then the case, the roadmap, and the intended structure are all published here.