There is a labor shortage in the turfgrass industry and a diminishing supply of skilled and qualified professionals at every point of entry. The workforce dedicated to the care and maintenance of turfgrass on golf courses continues to be impacted despite an increased demand for golf in recent years. Stakeholders across the industry have called for labor interventions that combine increased access to education with the removal of barriers to career development. An apprenticeship program could improve recruitment and retention of individuals in the turfgrass industry through the mastery of relevant occupational skills and mentorship from industry leaders. A multi-year study has assessed the improvement of self efficacy in those apprentices enrolled in a one-year apprenticeship program using the Social Cognitive Theory of Career Development. Apprentices (n=33) in the first two years of the Greenkeeper Apprenticeship Program (GAP) were surveyed pre and post-program to address two objectives: (1) establishment of baseline competencies and improvement in turfgrass science knowledge and (2) capacity for increased self-efficacy through skill development and mentorship support. Results documented changes in self efficacy related to skill sets needed to complete tasks on a golf course, increased critical thinking frequency from both the apprentice and mentor perspectives, and improved career readiness in participants through changes in stated professional goals and confidence to take steps to advance careers through additional education and certification. Results indicate a potential pathway for bridging the gap in employment and removal of barriers facing those entering into the industry and looking towards career advancement. Future work will focus on studying tailored mentorship based on background, learning styles, and maintenance crew culture as well as improved assessment of work-based skill sets needed for contemporary turfgrass management that integrates increased use of technology and data-driven decision making.