South Florida Manufacturers Association GNJ Machining Apprentice Program Policy Handbook DOT Code Program Number; FL

Transcription

1 South Florida Manufacturers Association GNJ Machining Apprentice Program Policy Handbook DOT Code Program Number; FL Revision 5 Effective: June 26, 2016

2 COMMITTEE POLICY HANDBOOK South Florida Manufactures Association GNJ - Machining Apprentice Program 1. COMMITTEE ADMINISTRATION Joint Apprenticeship Training Committee 1.1 Communications All communications and inquiries should be made to the coordinator, located at the committee s administrative office, at the following address: South Florida Manufacturers Association GNJ Machining Apprentice Program 1000 West McNab Rd Pompano Beach, FL Phone: (954) Fax: (954) Requests to Appear Employers and apprentices wishing to address the committee should submit requests to the committee administrator prior to the next schedule committee meeting. The committee encourages such requests to be submitted to the administrative office no later than the 10 th day of each month. 1.2 Notification to Appear Apprentices who do not comply with the GNJ or Atlantic Technical Center policies will be cited to appear before the committee. Apprentices who do not comply with a notification will be sent a letter via registered mail citing the apprentice to the following committee meeting for a proposed cancellation of the apprenticeship agreement. Failure to appear at this meeting will result in a cancellation of the agreement, and a letter will be mailed to the apprentice stating the reasons for cancellation and his/ her appeal rights. 2. APPRENTICE POLICIES 2.1 Qualifications of an Apprentice Applicants for apprenticeship shall possess the following minimum qualifications, which are directly job related: 1. At least 18 years of age. 2. Physically capable of performing the work of the trade. 3. Must be a high school graduate, possess a GED or complete the same in order to advance into the second phase/level. Revision 5 Effective Page 2 of 16

3 2.2 Selection Procedure 1. Applicants for apprenticeship must apply to the GNJ Committee. 2. Applicants are screened by the GNJ Committee on the basis of selection criteria approved by the Registration Agency. 3. Applicants who meet the screening requirements and are accepted by the GNJ Committee as eligible for apprenticeship are then referred to participating employers who are hiring. 4. If the employer states in writing to the GNJ Committee their intent to hire an eligible applicant referred, that applicant is indentured by the GNJ Committee and hired by the employer. Veterans and pre-apprentices will receive the same consideration. A list of participating employers shall be kept current by the GNJ Committee. 2.3 Probationary Period Apprentices enrolled under these standards shall be subject to a probationary period during the first 365 days of the apprenticeship. During the probationary period, the Apprenticeship Agreement may be terminated by either party of the agreement upon written notice to the Registration Agency without stated cause. The probationary period must be reasonable in relation to the full apprenticeship term; with full credit for such period toward completion of apprenticeship. 6A (h) FAC 2.4 Continuity The committee is obligated to provide, as far as practical, continuous employment for all its apprentices. A part of that responsibility is shared by you, the apprentice, by reporting to the program administrator to be placed on the out-of-work list. Apprentices looking for work must report to the administrator once a month for the duration that they are out of work. Apprentices on the out-of-work list will be referred to participating employers requesting an apprentice. Apprentices must work for this committee s approved participating employers. Any work performed for a non-participating employer result in a proposed cancellation from the program and OJT hours worked for non-approved training agents will not be recognized. 2.5 Term of Apprenticeship The term of apprenticeship shall be 8,000 hours, approximately 48 months, of continuous on the job (OJT) employment (including the probationary period) consistent with training requirements established by industry practice and 576 hours of related training. Hours in related instruction are excluded from those in OJT. Each year, the apprentice must successfully complete a minimum of 2,000 hours in OJT and 144 hours of related training consisting of 72 hours in Web Based Training and 72 hours in Classroom Training. Revision 5 Effective Page 3 of 16

4 2.6 Work Process Overview The work process of the apprentice program falls into specific activities and related training. The combination of the on the job training, classroom instruction and web based instruction will total 8,000 hours over a 4 year period, 2,000 hours per year. This is further broken down as follow: Total Program OJT Requirements, 8,000 hours Item Suggested On the Job Training Overview Total Hours Year 1 Year 2 Year 3 Year 4 Benchwork - Hand Tools, Deburring, Polishing, Fitting, etc Saw - Horizontal, Vertical Drill Press Inspection Milling - Conventional / CNC 2, Turning - Conventional / CNC 2, Grinding - Surface, Blanchard, Cutter, Cylindrical Fixturing - Work Holding Machine Maintenance Total 8,000 2,000 2,000 2,000 2,000 Related Instruction Requirements, 576 hours. Revision 5 Effective Page 4 of 16

5 2.7 Monthly OJT Hours Tracking Form (MHTF) Each apprentice must submit a complete and accurate MHTF for each month that s/he is registered as an apprentice, whether the apprentice is working or not, to the class room instructor the 1 st class following the end of the month recorded. During the summer class break, an Apprentice Committee Member will pickup the MHTF from the apprentice at their work location, or it may be submitted directly to the Committee. Failure to maintain accurate (which is to include current address and phone number as well as accurate OJT information) and timely MHTFs will result in the apprentice receiving a citation to appear to the next committee meeting. Timely MHTFs are defined as no more than one MHTF received late or missing during a six-month period; January through June, or July through December. MHTFs for the month of December must be received on time in order to progress to the next level. Improperly reporting hours not worked as hours worked on an MHTF will result in the following action: First Violation will result in the apprentice being given a Verbal Warning. All incorrect hours deducted Second Violation will result in the apprentice receiving a Written Warning and being placed on one-year probation. All incorrect hours will be deducted Third Violation will result in termination from the apprenticeship and training program. 2.8 Related Training (classroom instruction) Related Training will be provided through a combination of classroom training and web based training. Classes will be held at Atlantic Technical Center or where directed by the committee. Classes will be held one night a week during fall and spring terms and will provide 72 hours of related training material. Legitimate religious and/or military conflicts will be addressed on an individual basis. Failure to attend related training class, as reported to the committee by the related training instructors, will result in a proposed cancellation. See 6A (2)(d) FAC Failure to attend the Related Training as provided through Atlantic Technical Center will not be acceptable due to the limited number of classes per semester. Each apprentice will be allowed only one (1) excused absence per semester/school term and this will need to be made up within two weeks. Any absences beyond the first during a semester will be considered unexcused and result in the following action First Violation will result in the apprentice being given a Verbal Warning Second Violation may result in the apprentice receiving a Written Warning and up to being placed on a one-year probation. Revision 5 Effective Page 5 of 16

6 2.8.3 Third Violation will result in termination from the apprenticeship and training program. 2.9 Web Based Training (on-line instruction and simulation) The web based portion of related training material will provide 72 hours of the 144 hours required annually. Curriculum is established and reviewed annually by the committee and assigned to apprentices depending on their year of study. Participating Employers agree to allow web based home study of related material for those apprentices having access to the internet. For those without internet access, participating employers will provide computer access and allotted time for the apprentice to study at their place of employment during non work hours. All testing of related material will be conducted in a supervised setting. Atlantic Technical Center will be responsible to administer tests and document results for each apprentice. The committee or program coordinator will have access to custom reports documenting students' performance, including class completions, test results, login times, and much more Class Registration and Tuition (Atlantic Technical Center) Registration for classes, for the Spring and Fall terms, is mandatory. Failure to register will result in a proposed cancellation. Tuition will be paid according to the participating company s policy. Failure to comply with the participating company s policy on tuition payment will result in a proposed cancellation Class Books Apprentices will not be required to obtain any specific books for class. Apprentices will however be provided with a list of suggested books for purchase which will enhance their learning experience Tools of the Trade Apprentices will be required to possess at minimum the following tools of the trade within the first 30 days of class. Questions on specifics or additional tool of the trade may be directed towards your instructor. Year 1: 6 Dial Calipers, 0 1 Micrometer, Safety Glasses Year 2: As Determined Year 3: As Determined Year 4: As Determined 2.13 Advancement in the Program Apprentice records are reviewed annually for advancement consideration (advancement in the apprenticeship program from the present period of progress to the next period) at the January and committee meeting. Advancements will be based on: timeliness of MHTFs as specified in policy 2.2 recommendations from employer and instructor Revision 5 Effective Page 6 of 16

7 completion of required 72 hours of related classroom training from the last completed calendar year (min hours) completion of 2000 hours of OJT as outlined in policy 2.3 completion of Web Based related training, as outlined in policy 2.3 Possession of a high school diploma or GED Apprentices that have not qualified for advancement because of insufficient on-thejob training/related training (OJT/RT) hours may be allowed to continue OJT/RT training for up to 30 days under a probationary advancement. Upon completing the applicable requirements listed in policy #2.6, the apprentice will be re evaluated for advancement by the committee. Failure to complete the require training hours during this probationary advancement will result in the apprentice failing to advance as listed in policy The MHTFs must be submitted at the first class following the recorded month of training, and must be signed by the apprentice s supervisor The advancement, if granted, will become effective the first day of the following month If the apprentice s advancement is held for cause (as stated above in policy 2.6), the apprentice is in administrative probation for six months and no request for evaluation will be considered until the completion of the probationary status. The next evaluation following administrative probation status will be the next semiannual evaluation (January/July evaluation) Program Advancement Schedule Period 1 to 2 Minimum of 2000 OJT hours and successfully completing assigned project(s) and earning a minimum of 75% on each year s final exam (assigned NIMS Exam and possession of high school diploma or GED. Period 2 to 3 Minimum of 2000 OJT hours and successfully completing assigned project(s) and earning a minimum of 75% on each year s final exam (assigned NIMS Exam. Period 3 to 4 Minimum of 2000 OJT hours and successfully completing assigned project(s) and earning a minimum of 75% on each year s final exam (assigned NIMS Exam Completion of the Program Qualifications for the completion of the apprenticeship program will be: a minimum of 8,000 OJT hours in the work experience categories listed in section 2.6, attendance and completion of all related training classes and terms, and recommendation from the committee and sponsoring employer. See ORS (1); OAR WORK EXPERIENCE CATEGORIES (OJT HOURS) (A) Bench Work (B) Saw Horizontal, Vertical 500 hours 500 hours Revision 5 Effective Page 7 of 16

8 (C) Drill Press (D) Inspection (E) Milling Conventional / CNC (F) Turning Conventional / CNC (G) Grinding Surface, Blanchard, Cutter, Cylindrical (H) Fixture Work Holding (I) Machine Maintenance 250 hours 750 hours 2,250 hours 2,250 hours 500 hours 750 hours 250 hours 8,000 hours Upon satisfactory completion of the term of apprenticeship, the committee will request from the Registration Agency, through the Servicing Representative, that a Certificate of Completion be awarded. 6A (2)(o) FAC 2.16 Indirect Supervision Apprentices engaged in on-the-job training shall be under the direct supervision of a journeyman. The hours of work for apprentices shall be the same as those for journeymen in the occupation covered by these standards and in conformity with State and Federal Laws. In assigning work to apprentices, however, due consideration shall be given to the variety of operations necessary to develop their occupational skills. Overtime will not interfere with attendance at related instruction classes. 6A (2)(n) FAC 2.17 Failure to Advance Apprentices not re-rated (advanced in the program) will be held at the current period and given a period of time, not to exceed the next scheduled re-rate, to make the necessary accomplishments to qualify for advancement. Failure to make the required accomplishments may result in being held for a maximum of one year from the original hold in period before proposed cancellation Prior Machining Experience Credit for previous experience or training in the occupation may be allowed, such credit to be stated on the apprenticeship agreement. Apprentices who receive credit for previous experience or training shall be paid, upon entrance, the wage rate of the period to which such credit advances them. The registration agency recognizes that the program sponsor has authority to establish procedures for granting credit to apprentices for previous work and/or training experience. However, to ensure consistency among program sponsors in awarding credits, the registration agency requires that these procedures include the following basic requirements: No more than fifty percent of the apprenticeship program duration can be awarded to an apprentice, i.e., number of months credited to an apprentice for prior work and/or training experience, unless the apprentice is transferring from another registered apprenticeship program in a related trade. Revision 5 Effective Page 8 of 16

9 All credit granted of more than 1000 hours of on the job training will require an evaluation method which, at a minimum, shall incorporate the following: Consideration of time worked in the specific occupation, or in a related occupation; and Consideration of wages earned by the incoming apprentice. Program sponsors must maintain documentation as to how credit was granted to an apprentice for a period of five (5) years. Documentation must be made available to the registration agency upon request. Individuals who receive credit toward the completion of an apprenticeship program must enter a related instructional program at a level commensurate with the amount of credit awarded. Before an apprentice who was awarded credit for prior work and/or training experience can receive an Apprenticeship Completion Certificate from the State of Florida, he shall be required to demonstrate a mastery of the same instructional material as those apprentices who have completed the entire training program. All program sponsors who want to award credit to an apprentice for a registered apprenticeship program must develop and include procedures for meeting the standards of that program and have these available for review. Exceptions to the above policy may be granted when requested by a program sponsor and a determination is made by the registration agency that such exception does not undermine the quality of apprenticeship training and favors the welfare of the apprentice. 6A (2)(l) FAC 3. Participating Employers Qualifications As defined in Chapter 6A-23, Florida Administrative Code, A Participating Employer means a business entity which (i) is actively engaged by and through its own employees in the actual work of the occupation or trade being apprenticed, (ii) employs, hires and pays the wages of the apprentice and the journeyman serving as qualified training personnel training the apprentice, (iii) evaluates the apprentice, and (iv) is signatory party to a collective bargaining agreement or signatory to a participating employer agreement with the program sponsor, which will be registered with the Registration Agency. 6A (2) FAC 3.1 Place of Business The employer s primary place of business must be within the committee s geographical area of jurisdiction. South Florida, consisting of West Palm Beach, Broward and Miami- Dade Counties. 3.2 Participating Employer Application The employer may go on line to the South Florida Manufacturing Association s web site to down load the application packet. Upon request, a printed copy may also be mailed a perspective employer. The application packet consisting of the following documents: Apprenticeship Agreement Revision 5 Effective Page 9 of 16

10 3.2.2 Wage Survey One time Application Fee of $ Equipment Survey 3.3 Site Review Upon receipt of the completed application with the appropriate attachments, the training agent subcommittee may contact the employer to arrange physical inspection of the employer s primary place of business. 3.4 Consideration of Application At the next regularly scheduled meeting of the committee following the employer s site review, consideration of the employer s application will be made. Upon approval, the Participating Employer will be given a new OJT training packet consisting of training expectations of the employer, a training program sponsor certificate, the SFMAP affirmative action plan, apprentice release forms, the current wage scale, a list of participating employers, member contact information. 3.5 Acceptance In seeking approval as a participating employer, the employer agrees to adhere to the standards of this apprenticeship program as approved by the committee and the Florida Department of Education, Division of Workforce Education - Apprenticeship, as well as to all laws and regulations of the state and federal government as to employment policy, safety. 3.6 Apprentice Wages The employer agrees to pay not less than the following wage rate to the apprentice during each period of apprenticeship. (This period may be expressed in hours, months, or year; wage rates are required to be expressed in percent of journeyman's wage, and may not be less than 35% of the journeyman's rate during the first period or less than 75% in the last period. In no event shall the apprentice wage rate be less than the minimum wage prescribed by Federal Law.) 6A (2)(e) FAC Periods % Rates 1 st 2,000 hrs 55 $ nd 2,000 hrs 61 $ rd 2,000 hrs 68 $ th 2,000 hrs 75 $13.70 Machinist Journeyperson Wage Rate $18.15, as of June 23, 2016, work week is 40 hours. A wage survey of all active and/or current Participating Employers has been completed on the above date to arrive at the established journeyperson hourly rate listed above. 3.7 Ratio Participating employers agree to follow the journeyman to apprentice ratio per the standards of this committee s apprenticeship program. Each employer may employ not Revision 5 Effective Page 10 of 16

11 more than one apprentice for each employed journeymen in the apprenticeable occupation. It shall be the responsibility of the committee/sponsor to ensure the allowable ratio is maintained. 6A (2)(g) FAC 3.8 Proper Supervision All apprentices must always be under direct supervision of a journeyman or supervisor on the job-site of an approved participating employer. Direct supervision means that apprentices and their supervisors (journey-level or higher) must be on the same job-site. Supervision by means of a telephone only is not allowed Safety Training The employer shall instruct the apprentice in safe and healthful work practices and shall ensure that the apprentice is trained in facilities and other environments that are in compliance with the Occupational Safety and Health Standards promulgated by the Secretary of Labor under Public Law , dated December 29, 1970, or state standards that have been found to be at least as effective. 6A (i) FAC 3.11 Request for an Apprentice Participating employers who request list of qualified apprentices will be provided their information at least 90 days prior to the beginning of the new training year. The request should be submitted to the committee via the administrative office Committee Policies Failure to comply with the apprenticeship and training policies of this committee will result in a review by the committee of the participating employer s status in the program and may result in the employer being removed from the participating employer list. Loss of approved participating employer status will result in all apprentices currently working for that employer being notified within 30 days, that they are no longer working with a participating employer and that any hours worked following the removal date will not be accepted as OJT hours Release of Apprentices Participating employers are requested contact the committee administrator any time that an apprentice is released from his/her employer Wage Survey Participating employers are required to comply with Florida Statute 6A (2)(e)(4) FAC and provide the SFMAP with annual wage information regarding their Journeymen Machinists. Employers who fail to provide their committee with the information shall be terminated as Participating Employers 6A (2)(e)(4) 4. COMMITTEE COMPOSITION / OPERATIONS 4.1 Membership The apprenticeship committee shall be composed of seven members. The committee shall include a Chairman and a Secretary. The Committee shall meet quarterly and as often as Revision 5 Effective Page 11 of 16

12 necessary to conduct business. The committee shall determine such matters as a quorum, and the time and place of regular and special meetings. 4.2 Officers The committee members shall elect a chairperson and a secretary from the existing members. The officers shall serve no less than one-year and no more than two years without a contested, secret ballot election. Elections shall be held in the 3 rd quarter committee meeting or as needed. Members from the main committee will chair subcommittees formed by the main committee. 4.3 Meetings The committee will regularly meet, at a minimum of once each quarter. Subcommittees will meet in between regular committee meetings as needed. 4.4 Agenda Employers and apprentices wishing to address the committee should submit a request to the administrator by the 10 th of the month of the regularly scheduled meeting. 4.5 Complaint Resolution Procedure An Employer or apprentice who has a grievance with the committee s policies, decisions, or operations may produce the grievance to writing and present it to the administrator by the 10 th of the month of a regularly scheduled committee meeting. The grieving party will be invited to attend a meeting of the committee to present the grievance and attempt resolution. 4.6 Political Activity No committee member, or delegate acting on behalf of the committee, will direct apprentices to perform political activities of any sort or to make progress in or retention in the apprenticeship program dependent on the performance of such activities. Political activities can include, but are not limited to, posting flyers, placing yard signs, working on phone banks, mailings, collecting funds, etc. 4.7 Equal Employment Opportunity Any committee member, participating employer, sponsor or representatives who act on behalf of the committee, training agents or sponsors shall: Provide equal opportunity in the recruitment, selection, employment and training of apprentices without regard to race, color, religion, sex, sexual orientation, national origin, martial status, age (provided the individual is 18 years or older), mental or physical disability or association with anyone of a particular race, color, sex, sexual orientation, national origin, marital status, age or religion and; Uniformly apply rules and regulations concerning, but not limited to, equality of wages, periodic advancement, promotion, job performance, rotation among all work processes of the trade/occupation, assignment of work, imposition of penalties or other disciplinary matters and all other aspects of the administration of an apprenticeship program to all apprentices during their apprenticeship according to the United States Code, Code of Federal Regulations. Title 29 of the Code of Federal Regulations, Part 30. Revision 5 Effective Page 12 of 16

13 4.8 Affirmative Action The committee enters this program with the understanding that it will be sincere in making a good faith effort to increase and maintain the number of minority and female apprentices necessary to at least equal the percentage of minorities and females in the area. This program consists of affirmative acts that may be altered and supplemented as experience indicates. The committee shall provide equal opportunity in apprenticeship for those indentured to or seeking entrance into this apprenticeship program for the purpose of learning the program. To provide equal opportunities in the recruitment, selection, employment, training and advancement of minority and female apprentices, the committee agrees to make the following affirmative action commitments: Disseminate information concerning the nature of apprenticeship, availability of apprenticeship opportunities, sources of apprenticeship applications, and the equal opportunity policy of the committee. Such information shall be disseminated at least 30 days in advance of the earliest date for application at each interval. Information will be disseminated to government employment service offices, local schools, women's centers, outreach programs, principal minority groups, women's organizations and community organizations which can effectively reach minorities and women. This information shall also be published in newspapers which are circulated in the minority community and among women as well as the general areas in which the program sponsor operates. Copies of this information shall be sent to the Registration Agency field office that services the respective program When possible, participate in workshops conducted by employment service agencies for the purpose of familiarizing schools, and the employment service with apprenticeship training and its current opportunities Cooperate with local school boards and vocational education systems to develop programs for preparing students to meet the standards and criteria required to qualify for entry into apprenticeship programs Encourage the establishment and utilization of pre-apprenticeship, preparatory trade training, or other programs, designed to afford related work experience or to prepare candidates for apprenticeship, the committee shall make appropriate provision in its Affirmative Action Plan to assure that those who complete such programs are afforded full and equal opportunity for admission into the apprenticeship program Utilize present minority and female apprentices and journeymen to assist in the implementation of the programs Affirmative Action Plan Grant advance standing or credit on the basis of previously acquired experience, training, skills or aptitude for all applicants equally. Revision 5 Effective Page 13 of 16

14 4.8.7 Engage in such other activities, when identified, that may further the entry of minorities and/or females into apprenticeship. Title 29 CFR Part Harassment Any committee member, participating employer, sponsor or representatives who act on behalf of the committee, participating employer or sponsors shall provide a workplace training site free from harassment of any kind, including but not limited to, sex, sexual orientation, race, color, religion, national origin, political affiliation, marital status, age, mental or physical disability or association with anyone of a particular sex, sexual orientation, race, color, age, national origin, political affiliation, martial status or religion and uniformly apply rules and regulations concerning harassment to all employees Work Experience Apprentices with work experiences equaling less than 50% of the hours listed for each work process set forth in the standards, will be given adequate related training to compensate for the lack of on-the-job training. A written statement will be included in the apprentice s file noting the specific extra related training credits granted in compensation for less than 50% of specific work experience requirements 4.11 Administrative Fees No committee member, sponsor or participating employer shall charge or cause charges to be levied against an apprentice for purposes of financially supporting the administrative, clerical or organizational cost of operating the apprenticeship program. This policy does not affect any requirement that a registered apprentice be required to pay the normal cost of tuition for the Apprentice Program. Revision 5 Effective Page 14 of 16

15 South Florida Manufacture Association GNJ, Machining Apprenticeship Program ACKNOWLEDGEMENT (Please sign, date and return this page) Apprentices are required to sign the acknowledgement signature sheet signifying their agreement to comply with the committee s apprenticeship standards, affirmative action plan, selection procedures and policies. I acknowledge receipt of the foregoing policies of employers and apprentices to be read and observed by all apprentices and employers as prescribed by the South Florida Manufacturers Association GNJ Machining Apprentice Program Committee. Acknowledgement of Receipt of the Adult Apprenticeship Policy Handbook I acknowledge receipt of a copy of the South Florida Manufacturers Association GNJ Machining Apprentice Program Policy Handbook. This handbook contains policies and regulations that apply to me as an apprentice and by which I agree to be bound. I further agree to be bound by any amendments that may be legally adopted by the committee and communicated to me. Apprentice signature: Print name: Date: Participating Employers are required to sign the acknowledgement signature sheet signifying their agreement to comply with the committee s apprenticeship standards, affirmative action plan, selection procedures and policies. I acknowledge receipt of the foregoing policies of employers and apprentices to be read and observed by all apprentices and employers as prescribed by the South Florida Manufacturers Association GNJ Machining Apprentice Program Committee. Acknowledgement of Receipt of the Adult Apprenticeship Policy Handbook I acknowledge receipt of a copy of the South Florida Manufacturers Association GNJ Machining Apprentice Program Policy Handbook. This handbook contains policies and regulations that apply to me and my company as a training agent and by which I/we agree to be bound. I/we further agree to be bound by any amendments that may be legally adopted by the committee and communicated to me/us. Participating Employer signature: Print name: Print company name: Date: Revision 5 Effective Page 15 of 16

16 Revision Details 1. Revision 1 Changes: a. Statement of Related Training Attendance Policy (section 2.8) b. Change of testing requirements to unsupervised (section 2.9) c. Officer election timing change to include or as needed (section 4.2) 2. Revision 2 Change: a. Reduces the size of the Board of Directors from seven to six to ensure representative by most qualified individuals. Committee membership (section 4.1) 3. Revision 3 Changes: a. Section 2.12 Tools of the Trade: Reduced to three items for Year 1 b. Section 2.14 Program Advancement Schedule: Added: Successfully completing assigned project(s) and achieving a minimum of 75% on each year s final exam (assigned NIMS Exam). 4. Revision 4 Change: a. Section 3.6 Apprentice Wage: Wage rates changed as a result of completed survey of August 5, Revision 5 Change: a. Section 3.6 Apprentice Wage: Wage rates changed as a result of completed survey of June 23, 2016 Revision 5 Effective Page 16 of 16