Group Training: Improving BC s Apprenticeship System

Transcription

1 Group Training: Improving BC s Apprenticeship System

2 Background & Context Apprenticeship completion rates in BC and other Canadian jurisdictions are similar at less than 50%. 1 The evolving nature of the economy have made it more difficult for sponsors to commit to a full 4- year apprenticeship term or have limited the ability of sponsors to provide full exposure of the trade as required for certification. 2 An increasing lack of human resource capacity within many small to mid-sized businesses in BC to manage administrative requirements of an apprenticeship. This is often compounded by a lack of knowledge on how the existing system works, the role sponsors play, and the importance of the apprenticeship system. 3 1 Statistics Canada, CAF 2 Colleges of Ontario, Transforming Ontario s Apprenticeship Training System 3 Industry Training Authority, Apprentice & Sponsor Supports Consultation Summary

3 Issues and Challenges with Current BC Apprenticeship Model: Background and Context Single employer sponsorship Not responsive full scope of trade requirements Not every employer can offer full scope of trade Administratively cumbersome for many employers Many SME employers do not have HR capacity to manage apprenticeships Not flexible to economic cycles and project based work Inability of apprentices to secure full duration apprenticeships Does not align with sub-contracting, contingent workforce models Low apprenticeship completion rates Too few journeypersons in system

4 Are You Frustrated With: The administrative burden of the current apprenticeship system? Amount of paperwork required to take an apprentice? Not finding the right apprentice? Not finding apprentices at all? The persistent lack of journeypersons? The amount of time and effort your company spends on trying to find and keep apprentices? Challenges to providing apprentices with the full scope of their trade? The lack of information and support for employers and apprentices?

5 A Better Way? There is a better way to manage apprenticeship training coming to BC. It is based on a highly successful 30+ year Group Training model from Australia It allows employers to focus on their core business and not cumbersome administration It removes the employer s administrative burden of having to secure and retain apprentices It provides employers with the flexibility around apprenticeships that their business requires

6 What is Group Training? Established in Australia, 1970 s To be established in BC Augments traditional apprenticeship system A mechanism through which the engagement and management of apprentices is outsourced to a third party which provides full support for apprentices and employers including: Screening and Assessment Upskilling Payroll and benefits administration Securing apprenticeship (or terms) for apprentices Working directly with training providers to identify apprentices

7 Benefits of the Group Training Model A response to: Market needs of SME employers Skill shortages Low apprenticeship completion rates Complexity of human resources Model utilizes Group Training Organizations (GTOs) and an Group Training Organization network GTO s sponsor apprentice and contract back to employer GTO manages all apprenticeship administration Not for profit model assures best outcomes for all Better information and data gathered on apprenticeship behaviour and experience

8 Benefits of the Group Training Model Employers reach out to GTO for apprentices Apprentices get help securing an employer for their indentureship Apprentices are recruited and prescreened by GTO GTO undertakes all ITA related activities on behalf of apprentice and employer The right apprentices enter training for the right reasons Will ensure more journeypersons because apprentices complete their trades

9 Mentoring (Australian Model) GTOs have structures of support related to career objectives, training and learning and personal support and development Psychosocial mentoring or pastoral care allows GTOs to provide a range of supports to apprentices to help deal with personal issues, within and outside the workforce, which may impact their capacity to work and learn Educational mentoring helps apprentices develop their competencies and complete their assignments, Work readiness mentoring assists apprentices with work readiness and appropriate workplace conduct and behaviour This mentoring occurs as apprentices are making important decisions about their career path often for the first time as part of the transition into the world of adult work These supports are ultimately all geared towards assisting apprentices successfully complete their training

10 By the Numbers (Australian Model) Secured over 1 million apprenticeships across Australia in last 25 years 150 GTO s in network Australia s largest employer of apprentices 100,000 host employers 35,000 apprentices and trainees 1 in 5 Indigenous apprentices and trainees 2/3 of GTOs have between 1 4 apprentices and trainees per client GTO average apprentice age is 19.6 yrs vs yrs for non-gto

11 Group Training in BC Apprentices are indentured by Group Training Organizations (GTO) Employers access apprentices through GTO on a fee for service basis GTO assumes full administrative responsibility for apprentice, including provision of pre-site training (i.e., safety), payroll, WCB, and training coordination Employer provides work placement for their aspect of the trade Apprentice can be shared across employers to ensure scope of trade

12 Thank you! We d like to know what you think of this new concept and how it can help your business. Please complete the brief survey at this link: If you have any questions about Group Training, please Doug MacLaren at dmaclaren@skillsourcebc.ca