CONSTRUCTION BOILERMAKER TRADE BOARD & INTERNATIONAL BROTHERHOOD OF BOILERMAKERS LOCAL 128 & BOILERMAKERS APPRENTICESHIP AND TRAINING TRUST FUND

Transcription

1 CONSTRUCTION BOILERMAKER TRADE BOARD & INTERNATIONAL BROTHERHOOD OF BOILERMAKERS LOCAL 128 & BOILERMAKERS APPRENTICESHIP AND TRAINING TRUST FUND 1

2 Executive Summary The Construction Boilermaker Trade Board represents the Stakeholders in Ontario. The CBTB consists of two bodies; the Boiler Contractor Association and the International Brotherhood of Boilermakers, Local 128. It is the position of the Construction Boilermaker Trade Board, unanimously, that the current ratios of 1:1; 3:1 journeypersons to apprentices be upheld. Therefore this proposal is being submitted on behalf of all six members of the Construction Boilermaker Trade Board. This will ensure that the Boilermaker job sites in Ontario maintain the quality and surpass standards; will ensure that the safety in Ontario achieves a high standard that not only protects the workers but also the general public and have an integral workforce. It is imperative to note the following rationale which supports the argument to maintain current standards; Contractors expect fully trained apprentices who have gained their experience through in class instruction as well as mentorship in the field by various journeypersons Quality tradespeople require intensive supervision during their formative years, which can only be accomplished through high ratios; The current ratios of 1:1; 3:1, will ensure ongoing health and safety for boilermakers, apprentices and to the Ontario public Supply and demand is currently being met though the existing ratio which negates reason to amend the current ratio 2

3 The current ratio allows for job accuracy and timely completion of tasks given to the Construction Boilermaker and any apprentice working with him/her while meeting the expectations of the contractor. Boilermakers; Who We Are The Boilermaker Union was organized in 1880, chartered in 1893, and is the oldest established union in the United States. In Ontario, the Boilermakers, Local 128 was charted in May of In today s workforce, Boilermakers work in the Industrial Commercial and Institutional sector (ICI), which includes; Steel Production, Ore Refining, Oil Refineries; in addition to, Pulp and Paper Mills. The Boilermaker Union additionally supplies workers to the Electrical Power Systems Construction Association (EPSCA), which incorporates Thermal Generating Stations, Nuclear Generating Stations, Hydro Electric Generating Stations and Steam Co-Generating Stations. In 1975, Ontario s Boilermakers Union developed the Boilermakers Apprenticeship and Training Fund. Primarily the fund was set up in order to provide training to Apprentices to ensure safety and skills are maximized throughout the province; in addition to, providing upgrading and training to Journeypersons. The Training Fund was developed in partnership with Boilermaker Contractors Association; and is currently made up of equal parts labour and contractors. Funding for this program is provided through membership contributions, received as a result of negotiated collective 3

4 agreements within the Union. The Training Fund is made up of 60 Contractors in Ontario. The Construction Boilermakers are provided training in four facilities throughout the province; Individual instruction is available in variety of welding procedures. Certificates can be obtained through the Canadian Welding Bureau (CWB), and the Technical Safety Standards Association (TSSA), for Pressure Vessel Tickets. Additionally, the Apprenticeship and Training Department employs one full time instructor to provide upgrading to journeypersons, and mandatory entry level training to all apprentices accepted into the program. A permanent Rigging Structure in Burlington allows for hands on training for all Boilermakers. The courses offered by the Boilermakers include, but are not limited to the following: Mandatory Entry Level Training Other Courses Offered Basic Construction Supervisory Confined Space Training 0 to 8 tonne mobile crane Fall Protection Training Intermediate and Advanced Rigging Asbestos Awareness Extended boom fork truck Lock and Tag Out Procedures Tube fitting and rolling Introduction to Rigging Exchanger Course Fork Lift Supervisory Arial Lift Platform 0 to 8 tonne mobile crane TSSA Propane CH02 Licence Intermediate and Advanced Rigging Certified Fit Tested Extended boom fork truck WHMIS Tube fitting and rolling Basic Construction Exchanger Course 4

5 The Scope of Practice of the Boilermakers Trade As per the Ontario Colleges of Trades and Apprenticeship Act , the scope of practice for Construction Boilermakers is defined as follows: The scope of practice for the trade of construction boilermaker includes, fabricating assembling, installing, constructing, erecting, altering, maintaining, repairing, disassembling, demolishing or testing any of the following systems or equipment, or any of their component parts or access assemblies, that are intended for industrial purposes and that are made of plate metal, structural metal or fibreglass; 1) Boilers. 2) Economizers. 3) Air heaters. 4) Downcomers. 5) Process equipment. 6) Tanks, bins, hopper and vats. 7) Pressure vessels 8) Heat exchangers 9) Condensers. 10) Permanently situated industrial fans. 11) Calandria. 12) Containment structures. 13) Pollution control systems. 5

6 14) Duct systems. 15) Furnaces. 16) Water towers and reservoirs. 17) Penstocks. 18) Scroll casings. 19) Flue gas stacks. (Ontario College of Trades and Apprentices Act ) The Apprenticeship Program, Established by the College The Apprenticeship program developed by the college is geared towards the Construction Boilermaker, and consists of a 6,600 man hour apprenticeship on the job, which also includes three terms at 240 hours each of in class instruction. In order to advance, a Certificate of Achievement must be obtained from Humber College and a Red Seal Certificate of Qualification must be achieved with a minimum of 70%. How the Journeyperson to apprentice ratio for the trade may affect the health and safety of apprentices and journeypersons working in the trade, and the public who may be affected by the work. Maintaining the ratio of apprentices to journeypersons in the Boilermaker field will result in a higher percentage of experience on job sites. Journeypersons have greater job experience than apprentices, which allows for less chance for error through inexperience or lack of knowledge. Maintaining a 1:1, 3:1 ratio s on the job site, decreases the risks for both the journeypersons and the apprentices with 6

7 regards to health and safety. This further allows for greater opportunity for the journeypersons to monitor the apprentices work closely, and correct any mistakes or oversights that may occur; as well as, to monitor safe work habits. The present ratio also facilitates a greater opportunity for quality learning and mentorship on the job. Due to the nature of the Boilermakers work, the safety of the public and the workers are paramount, and all precautions, including quality workmanship that not only meets standards but surpasses them, are gained through both in class instruction and onsite learning and mentorship. In a Refinery setting for example, a toxic vapour release could occur due to the improper installation of materials such as gaskets; large vapour releases could potentially affect the surrounding communities. Tube ruptures in exchangers may result in fire or explosion, as well as a gas release. Improperly torqued flanges on a pressure vessel could result in both equipment damage and cause potential serious injury or death. The above are only some examples of the potential risks to both workers and the public that that are reduced with ensuring the current 1:1, 3:1 journeyman to apprentice ratio is maintained. Since many Boilermakers are employed in nuclear facilities, where first time accuracy is required on all tasks performed, having more skilled journeyman, reduces task errors which could be catastrophic to the workers on site, as well as the public, should a breach of containment occur. Another issue that arises in 7

8 nuclear facilities is the amount of time allotment that each employee can stay in a radioactive environment. With skilled journeypersons, the work being completed will be accomplished with greater efficiency, which benefits workers, contractors and the owner s deadlines, as workers are more proficient in their work. A three to one ratio exposes the apprentices to a greater variety of skills, and increases their ability to be mentored with a higher success rate. A higher rate of journeypersons on the job ensures that the apprentice is both mentored as well as monitored throughout the learning phase of his or her career. There is a great emphasis in the ever changing industrial environment. Ensuring employees are up to date on revised regulations and new technologies is mandatory and our, journeypersons regularly assist the apprentices, by providing experience on upgrading. Without the experience on the job site, the apprentice may be left behind, due to the requirements of the journeyperson to complete the job scope, as opposed to having the time to mentor and teach. The affect of the journeyperson to apprentice ratio of the trade on the environment. As the nature of the Boilermakers work is such that potential errors in judgement, calculations, or the installation of components could result in catastrophic equipment failure, the probable incidents impacting the environment increases as the number of apprentices to journeypersons on the job site is 8

9 raised. Tasks that involve safety sensitive material require a knowledgeable and skilled work force to ensure environmental protections are in place. For example, in the nuclear field an increase in the amount of inexperienced workers on the site has the potential to result in radiation leaks; in an Oil Refinery, the potential for a toxic vapour release or an oil spill can be mitigated through experience and knowledge. There are many job applications in all aspects of the Boilermakers work that could result in spills or releases if the jobs are not performed to specification. The job site, for the safety of the workers, the public and to protect the environment requires the greater number of skilled journeypersons to ensure that environmental protections, as well as safety standards are in place. It is additionally imperative to the apprentices that they be given the opportunity to acquire the skills needed to complete all jobs safely and accurately, and in order to do so the learning environment that has been established with the three to one ratio accommodates those needs. The Economic Impact of the Ratio on the trade, training, and employers The economic impact for apprentices in the Boilermaker Union with regards to the three to one ratio is that each apprentice on the job site will receive a higher level of training, and therefore earn a greater skill base; becoming a more flexible and employable Boilermaker. A greater skill base will also ensure that the apprentice is employable, at an earlier stage in his career. 9

10 By decreasing the ratio standards from the current expectation, it would be expected to experience slower production for the employers and owner operators. Additionally, the lower skill and experience level of the apprentices on the job site may result in equipment damage, and increase work costs to the end user of the product that is being produced. In some instances this is the Ontario taxpayer or consumer of electricity. In order to produce apprentices with a high skill base, knowledge of both the tasks and safety, and the required understanding of all aspects of Boilermaker work, training on the job site is of great importance. The number of apprentices and journeypersons working in the trade The current number of active Boilermaker Apprentices within the province of Ontario is 226. It should be noted that Apprentices graduate from the program twice a year. Between January 2012 and June 2012, 100 Apprentices graduated. It is anticipated that an additional Apprentices will come into the program in January. The active journeypersons,including all retired Construction Boilermakers are Currently the Boilermaker Trade is set up to accommodate 350 apprentices to 1000 journeypersons, with training facilities that can adequately handle this ratio. 10

11 The rate of completion for apprentices in an apprentice training program for the trade The rate of completion for apprentices in the Boilermaker Apprenticeship Program from the year 2009 until present day is 89%. Prior to 2009, the rate was 70%. The introduction of a comprehensive training program for apprentices has resulted in the increase in completion. The journeyperson to apprentices ratio for similar trades in other jurisdictions Millwrights are skilled labourers working in similar work environments, at a 4 journeypersons to 1 apprentice ratio which is promoted to ensure a high quality of training is provided to the apprentice, in addition to providing owner operators with a high standard of job completion and accuracy. The supply of and the demand for journeypersons in the trade and in the labour market generally The current trend for supply and demand is regulated in the Boilermaker field, and is considered cyclical employment. When there is a high demand for Boilermakers all of the journeypersons and apprentices are employed. At lower demand times, there is a potential of reaching 80% employment of the journeypersons and a 60% employment rate for the apprentices however these estimates are generated during times of prosperity that Ontario, in the energy, sector has recently experienced but undoubtedly will not maintain. In the times of unemployment, both apprentices and journeypersons are encouraged to earn 11

12 additional experience through upgrading of any additional skill certificates, at any of the four Boilermaker Training facilities. The attraction and retention of apprentices and journeypersons in the trade Currently, the Boilermakers have two apprenticeship intakes per year in each of the regional offices; Burlington, Sudbury, Sarnia and Thunder Bay. The intakes range between 6 and 20 apprentices, and there is an approximately 98% retention. The high retention of apprentices can be attributed to the extensive screening, aptitude and training provided by the Boilermaker Apprenticeship Program. After serving an apprenticeship, some journeypersons move into different capacities within the construction industry. They may become project managers, safety professionals or may take full time maintenance jobs in steel mills, the petrochemical industry or Nuclear Generating Stations. Boilermakers that move into the above mentioned fields account for approximately 5% of the workforce. Average age of apprentices and journeypersons in the trade and the projected attrition of journeypersons working in the trade The average age of apprentices at this time in Ontario is approximately 26 the average age of the journeypersons within the Boilermaker organizations is 43. Accordingly, the projected rate of attrition for journeypersons is approximately 5% a year. 12

13 Conclusion In conclusion, the Construction Boilermaker is a trade which requires the maintenance of the journeyperson to apprentice ratio to remain at 1:1, 3:1, in order to continue to provide the industries that are accurately served, on time and with the safe completion of all jobs. Maintaining the ratio as it stands now is crucial for the health and safety of our members and the continued pursuit of our high industry standards in both training and job skills within our organization. Producing a program and employees built on integrity, skill, commitment and dedication to produce quality workmanship is of utmost importance and is learned both in class and in the field through collaboration between journeypersons and apprentices. It is in keeping with this high standard of excellence that we submit to maintain the current ratio of 1:1, 3:1 journeypersons to apprentice. References Ontario Colleges of Trades and Apprenticeship, act , published on e-laws: June 20, Printed in The Ontario Gazette: July 2, e.hm 13