Apprenticeship and Certification Board Developing Strategic Directions for 2012/2013 Discussion Guide for stakeholder engagement

Transcription

1 Apprenticeship and Certification Board Developing Strategic Directions for 2012/2013 Discussion Guide for stakeholder engagement SUBMISSIONS DUE: December 9, 2011 Introduction On April 1, 2010, the Apprenticeship and Certification Act was proclaimed to allow the Apprenticeship and Certification Board (herein Board ) to better plan apprenticeship training and certification in Manitoba. Section 4 of the new legislation requires the Board to prepare an annual strategic plan based on consultations with stakeholders. This discussion guide has been designed to provide stakeholders with background information and lay out the areas that the Board is considering for It also outlines the process for stakeholders to provide feedback to the Board. Background The apprenticeship training and certification system in Manitoba has been enhanced as a response to changing economic demands, increased need for skilled labour and increased need for opportunities for young people in Manitoba. The starting point for enhancing the apprenticeship training and certification system was the Government of Manitoba s 2007 commitment to increase capacity by creating 4,000 new apprenticeship seats over four years. To assist in meeting this important goal, the Apprenticeship Futures Commission (herein AFC ) was convened with the mandate to hold broad consultations with stakeholders in late 2007 and issue recommendations in March A total of 23 recommendations were outlined and all 23 recommendations were accepted by the Government of Manitoba. The Apprenticeship Futures Commission report can be found at A vast majority of the recommendations have been fully or partially implemented to date thanks in large part to new legislation, The Apprenticeship and Certification Act which was proclaimed on April 1, The new Act enhances the governance role of the Board and the Board is coordinating a strategic planning process, with emphasis on greater outreach and consultation. The purpose of the strategic plan to provide a relevant, accessible and responsive apprenticeship training and certification system in Manitoba. Apprenticeship Manitoba is responsible for implementing apprenticeship training and certification for over 55 trades. Apprenticeship Manitoba is implementing a service transformation strategy to reform its systems and processes with the goal of improving service delivery to clients. These enhancements undertaken by the Board, Apprenticeship Manitoba and the Government of Manitoba take place against the backdrop of the work of the Canadian Council of Directors of Apprenticeship (CCDA), an inter-jurisdictional partnership of Apprenticeship and Certification Board: Strategic Planning Discussion Guide 1

2 provincial/territorial directors of apprenticeship and Human Resources and Skills Development Canada representatives. Consultation Process With a focus on making further enhancements to the apprenticeship training and certification system, the Board is committed to gathering feedback in order to develop the strategic direction for Some face to face meetings will be held in addition to soliciting written responses from a diverse array of stakeholders. This consultation process will help to ensure that the final plan meets the needs of stakeholders and industry while also outlining and prioritizing goals for the Board and Apprenticeship Manitoba. Your feedback on these areas, and areas not listed here, will be vital for the Board to plan the future of the apprenticeship training and certification system in Manitoba. Comments received during this consultation will be collated and the draft Strategic Plan will be prepared with consideration of the feedback received. The Board will then submit the final document to the Minister of Entrepreneurship, Training, and Trade for final approval. Areas for focus in The Board is soliciting feedback on the following subject areas under consideration for Please submit a written response regarding the topics you believe the Board should pursue and why, and comment as to whether you believe the Board should pursue any additional topics not listed below. This list is presented in alphabetical order and does not indicate any particular order of priorities. 1. Employer Engagement: Promoting the benefits of apprenticeship to employers who do not currently register apprentices is an important aspect of apprenticeship. The Apprenticeship Futures Commission consultations revealed that some employers hire journeypersons but are not engaged in training apprentices. Recommendation #13 of the AFC recognizes that the success of the apprenticeship program was contingent on increased employer participation. Increasing employer engagement and participation was identified as a primary priority of the Board in To encourage employer participation, the Government of Manitoba has implemented a new tendering policy for all capital projects that increases requirements for employers to be engaged in the apprenticeship program on publicly tendered capital projects. Both the federal and provincial levels of government have also created new tax incentives to encourage employers to hire new apprentices, continuing apprentices, and certified journeypersons. Further consultation with employers is essential and the Board continues to see the importance of this priority for The Board would like to receive your feedback on what steps need to be taken in order to increase employer engagement. 2. Multi Level Program Accreditation: Apprenticeship Manitoba recognizes tradesrelated courses or programs of study offered by other training insitutions. Over 100 programs have been accredited throughout the province. Credits from an Apprenticeship and Certification Board: Strategic Planning Discussion Guide 2

3 accredited program can be applied to the technical training requirements of an apprenticeship. Accreditation serves the following three purposes. First, accreditation was developed to identify quality trades training programs that meet Apprenticeship technical training standards. Secondly, it was developed to recognize successfully completed technical training to eliminate duplication of an apprentice s prior learning. Lastly, it was developed to assist in the transition of students from secondary school and post-secondary training programs into apprenticeship training through prior learning. There are accredited programs in Manitoba that provide training for the trades up to level one of an apprenticeship. There are also some accredited programs that provide training for level 2 or higher in designated trades. These trades include Agricultural Equipment Technician, Truck and Transport Mechanic, Heavy Duty Equipment Technician, Cook, Machinist, Tool and Die Maker, Construction Electrician, Industrial Electrician, Power Electrician, and Industrial Instrument Mechanic. The Board will be formulating a policy regarding the number of levels of technical training that can be accredited. The Board requests feedback from industry stakeholders and training providers regarding the following questions: how many levels of a trade-related program should an accredited program conduct? Are there any trade specific exceptions that should be taken into consideration? Is this a priority to stakeholders and are there any additional factors that should be taken into consideration by the Board in order to address this issue? 3. Participation and Completion of Targeted Groups: Identified as a priority for , the Board recognizes the participation and completion of targeted groups is a systemic issue that cannot be addressed within the timeline of a single year. The Board commits itself to advancing efforts to address this complex issue in Targeted groups in apprenticeship include: Women Persons with disabilities Aboriginal People New Canadians The Board will be focusing on understanding the participation and completion rates of targeted groups. The Board is interested in utilizing other advisory structures as the Board may now establish additional advisory committees under the Apprenticeship and Certification Act. The Board is interested in receiving your input on how the representation of women, persons with disabilities, Aboriginal People and new Canadians can be increased in the apprenticeship training and certification system. The Board would also like to receive feedback on the importance of this priority for Apprenticeship and Certification Board: Strategic Planning Discussion Guide 3

4 4. Review of the General Regulation and Designated Trainer Provision: As a multiyear project which was identified as a primary priority in the Strategic Plan, the Board continues to be committed to reviewing and revising the Apprenticeship and Certification General Regulation to ensure it is consistent with the Apprenticeship and Certification Act which was proclaimed on April 1, Designated Trainer: As a part of the review of the General Regulation, the Board would like to receive feedback on the designated trainer provision. In s. 10(1), a designated trainer is defined as an experienced tradesperson without a certificate of qualification that may be considered equivalent to a journeyperson for the purposes of supervising the practical experience of an apprentice. In order to qualify, the person must make an application acceptable to the Director demonstrating that he/she has been employed in the trade for 1.5 times the term of apprenticeship within the last 10 years and has experience in 70% of the tasks of the trade. A designated trainer can only apply in non-compulsory trades. The designated trainer provision helps to provide access to the apprenticeship training and certification in Manitoba. The designated trainer provision in the General Regulation is set to expire on March 1, The designated trainer provision in the General Regulation is separate from designated trainer provisions in new trades, which is not under review by the Board. The following trades have designated trainer provisions: Computer Numerical Control Machinist, Floorcovering Installer, Partsperson, Sheet Metal Worker, Landscape Technician, Crane and Hoist Operator Power Generation and Transmission, Water and Wastewater Technician, Welder, Bricklayer, Insulator, Cook, Lather, Pork Production Technician, Roofer. The Board would like your feedback on the following questions regarding the designated trainer provision. 1. (a) Should the designated trainer provision in the General Regulation be a short term solution to ensure there are enough experienced tradespersons to supervise apprentices? If so, what strategies should the Board consider to phase out the designated trainer provision to ensure that there are enough journeypersons able to train apprentices?; or (b) Should the designated trainer provision in the General Regulation be considered a long term program element that is a part of the apprenticeship and certification system in Manitoba? 2. Currently the designated trainer provision in the General Regulation requires that the tradesperson demonstrates that he/she has been employed in the trade for 1.5 times the term of apprenticeship within the last 10 years. Is requiring years of experience within a finite set period of time a neccessary and important consideration in determining qualifications? Apprenticeship and Certification Board: Strategic Planning Discussion Guide 4

5 5. Updating Program Standards: The Program Standards Standing Committee has established a draft work plan (below and in no particular order) for the timely review of technical training standards and regulations. This involved identifying which trades need updating in terms of the technical training standards or regulations and prioritizing them. A. Trades identified for technical training development: a) Sloped Roofer b) Pre-Engineered Building Erector c) Gas Turbine Repair and Overhaul Technician d) Esthetician e) Machinist f) Tool and Die Maker g) Pork Production Technician The Board would be like to receive feedback as to which additional training standards require additional updating and the prioritization of that work. B. Trades identified for regulatory development: a) Sloped Roofer b) Carpenter c) Transport Trailer Technician d) Concrete Finisher e) Crane and Hoisting Equipment Operator f) Insulator (Heat and Frost) g) Sprinkler System Installer h) Floorcovering Installer i) Esthetician j) Pork Production Technician The Board would be like to receive feedback as to which additional regulations require additional updating and the prioritization of that work. C. Trades identified for certification exam development: a) Bricklayer b) Machinist c) Tool and Die Maker d) Motor Vehicle Body Repairer/Painter e) Carpenter f) Lather g) Cabinetmaker h) Concrete Finisher i) Agricultural Equipment Technician j) Glazier The Board would be like to receive feedback as to which additional certification exams require updating and the prioritization of that work. Apprenticeship and Certification Board: Strategic Planning Discussion Guide 5

6 D. The Board would also like to solicit feedback on the recently adopted use of a green lens for the skilled trades. The Board is requesting your feedback on which trades should be considered under a green lens in reviewing training standards to meet current practices of the trade. More specificially, the Board would like feedback on what trades have or are experiencing increased reliance and use of sustainable work practices, processes or technology that should be included in the technical training for the trade. The Apprenticeship and Certification Board also responds to requests for the designation of new trades. Potential new trades may require regulatory development and technical training and exam development in as needed by industry. 6. Youth Involvement and Engagement: As a multi-year project which was identified as a primary priority in the Strategic Plan, the Board recognizes the importance of continuing to build interest and awareness of apprenticeship among youth. There are two main youth initiatives currently being addressed by the Board. a) HSAP: The High School Apprenticeship Program (HSAP) is designed to facilitate early entry into the trades and build awareness and interest through the option of practical, paid on-the-job work experience in the skilled trades to high school youth. b) Broader Youth: In the 2011/2012 Strategic Plan, the Board focused on youth and the broader education system. As an initial step towards engaging youth, the Board has undertaken in a research project studying the transition for youth as they leave high school in order to understand possible entrance barriers to apprenticeship. The Community Liaison Standing Committee is undertaking steps to make contacts with the broader education system in order to create pathways to increase awareness and interest at middle school and high school levels. The Board would like to investigate academic courses offered in school to determine which courses contribute to or detract from a youth s success in apprenticeship. The Board would like to receive your input regarding the continued importance of focusing on youth apprenticeship for and what additional steps do you feel are needed to encourage more youth to consider apprenticeship. 7. Practical Experience Achieving Scope of the Trade: Apprenticeship Futures Commission Recommendation #17 recommends that the Apprenticeship Branch work with trade and employer associations to identify and implement mechanisms to enhance the overall quality of on-the-job training. In , the Board approved a pilot project to assist the employer and their apprentice to achieve scope of the trade in Cook. An Apprentice Practical Training Log Book has been developed to track and monitor apprentices on-the-job practical training progress. Apprenticeship and Certification Board: Strategic Planning Discussion Guide 6

7 The Board would like to receive your input regarding the importance of addressing scope of the trade in practical training.should developing tools to monitor on-the-job training be a priority for the Board? In Summary: The apprenticeship training and certification system has been developed in recent years and the Board is looking to your input as to how the system can be further developed to the benefit of all Manitobans. These areas of focus are not exhaustive. Please feel free to recommend additional areas that are not listed in this discussion guide. Please provide your written response (note, , fax and mail submissions will be accepted) by December 9, 2011 to the Board at the following contact information: Written submissions may be directed to: Apprenticeship and Certification Board Apprenticeship Manitoba York Avenue Winnipeg MB, R3C 0P8 Fax : apprenticeshipfeedback@gov.mb.ca The Board thanks you in advance for reviewing this guide, and looks forward to your comments and ideas. Apprenticeship and Certification Board: Strategic Planning Discussion Guide 7