Killer Apprenticeship

Summary

What does it take to have a killer apprenticeship that grows to producing approximately 5% of a global steward population? 5% is one crew leader leading 24 people. The model is job creation - it is what average people (rablle) do that matters in terms of maintaining democracy.

There are several challenges to excellence:

1. Learning Compression - compressing 20 trades into the time it would take to learn one. Keys: on-the-job learning; learning how to learn; philosophy of life or moral intelligence for fire under the pants; Rapid Learning Facility; Product Ecology - products are related. Construction Set Approach - product ecologies, via modularity, with high Degeneracy. Collaboration - compressing the time of tasks because there are 24 people in a basic cohort - if everyone knows how to do it, any step takes a short time. Teaching - program is structured such that RLF involves the recon scout doing it first, noticing any issues, making improvements, and then teaching - using available materials. Open Source - swarm collaboration on documentation in which everything is open knowhow. Economic power - collaboratively-learned rapid earning capacity. RLF->REF = Rapid Learning Facility to Rapid Earning Facility, as a debt reduction program at industrial levels of productivity which is $100-200/hr, or $2k per day (one person 24 hour capacity). Common every day product of high demand - housing, solar hydrogen, manufacturing. Housing includes plants and machines.
2. Teaching Innvoation - Sublimation Method, RLF, Philosophy of Life, Group Project with 1000 apprentices. Edge of Knowledge - get there rapidly by open RLF learning, meaning you start with state of art, not hazing. Scout concept - one person learns RLF moduel - and they teach it. Apprentices cycle through this.
3. Overload - Learning How to Learn and Philosophy of Life are key. Modularity is key. Cross-fertilization is key - if something tires you, learn it in a different field of endeavor because eventually all field cross-fertilize each other. To keep interest level up, we shift to different tasks and skills, becuase there is so many of them. Keep it to a 5 day week. Must be avid philosopher in its essential definition of the word
4. Stewardship Orientation - you are entering to become a peak performer Steward. You must come in with sound body and mind, or commit to cultivating the same. At the 4 year mark, you can choose the Ph.D. level of Global Stewardship, where you are awarded an earned $50M/year budget for global problemsolving in an area of your choice. For example - fix law. Fix technology. Etc. That means you have to grow your organization to a $1B working budget.

Competency

To build a house is a big deal with 20 trades - the compression required is stated above. From there, documenting and designing things as group collaboration up to 1000 people seamlessly in 4 years. First year is learning collaboration at the scale of 24 Person Swarm CAD. Second year it is 48, third year it's 200, and 4th year it is 1600 people seamless.

Testing

1. Badge for every tool, skill, technique (around 700 total), earn at your own pace. Key: provide the modular curruculum (study, practice in RLF, test). Only upon successful completion of badges, and their verification - can you continue. Badges are secured initially, but must be maintained by Continuing Education. Badges are dated, meaning techniques and skills evolve. Time stamp on wiki documents all badge evolution.
2. Testing and Documentation - transparent time-lapse video to spec. Spec for test video is defined clearly in the Test for the specific badge. Badges in build are largely physical performance, but going to collaboration and design - we shift more to computers. For leadership, teaching, soft skills - badges are designed as other applied, hands-on projects.

Numbers

1. Market Size - choosing widely used products. Housing is 2M starts per year, and 2/300 M in the KC area means market size of 10k homes per year locally, meaning sufficient for about 20 campuses. Market is clearly sufficient for the Campus level of operation.
2. Startup Capital - set up as hybrid learning-earning organization. Materials Production Capacity focus (solar steel, concrete, plastic) means we invest in the PV panels and machines required to get there. High focus on open source inverter, and hydrogen compression.
3. Growth Rate - 24 for first cohort will be a big milestone.
4. Pay - 2 day work-study starts at $12.50 minimum wage
5. Start is 3000 hours per house - 1300 sf, and 4000 hours for 2000 sf. 200 hours per day, means 20 day build. Radical still. 2 days per week work means 2.5 months to completion. $12.50 pay means $37k build of 1300sf, for $60k materials, we are still $123k lower than competition for a high quality product.
6. Runway issues - for 90 day sale cycles, we need the 3 month runway, double it. 6 months.
   1. Need to have runway for 6 months, which is $20k per month initially, so $120k runway minimum.

Operation

We all start with building homes as a key to financial sustainability. Tuition pays for the learning, which is largely development of Rapid Learning Facility capacity, which has a positive feedback loop on production and productization because RLF tools are essential and productive.

For 24 people, startup curriculum is:

1. 2 days build, mix of RLF module production and site work/installation.

Links

• OSE Apprenticeship