Apprentice Share

APPRENTICE-SHARE

Introduction

Apprentice-Share is a new concept within the trades industry. Apprentice-Share has two or more employers sharing an apprentice at different work sites over the four or more years of apprenticeship. It provides companies, specifically small businesses, with the chance to share an apprentice when they might not have the financial resources or work to support a full time employee for the indentured period.

Apprentice-Share Model

A generic apprentice share model has been created to assist the employers and the apprentice in developing their own specific model targeted to meeting their training and employment needs.

Apprentice-Share Agreement

The employers and apprentice will fill out the Apprentice-Share Agreement and the Apprentice-Share Worksheet documenting commitment and the process for implementation. It will be signed by all parties and everyone will receive a copy.

For a copy of the Apprentice Share Agreement download here (PDF)

For a copy of the Apprentice Share Worksheet download here (PDF)

Apprentice-Share Worksheet (legal size)
Apprentice-Share Worksheet (letter size)

The model identifies the employers as being equal in a training partnership that provides the apprentice with continual communication, support and a comprehensive training experience. The apprentice will report to each employer about day to day work duties and projects when he/she is working at their site. Apprenticeship considerations that will be handled by both employers and the apprentice in a collaborative format include:

• ITA registration process, roles and responsibilities
• Hiring process
• Employment scheduling
• Wages and benefits
• On the job training, supervision and evaluation
• Apprenticeship record book
• Apprenticeship training, scheduling and costs
• Employers roles and responsibilities
• Apprentice roles and responsibilities
• Tool allowance
• Upgrade training
• Slow periods, seasonal work

Barriers to Hiring Apprentices and Arguments for Apprentice-Share

Many employers have identified a need for a tradesperson but the following barriers prevent hiring an apprentice:

1. The local economy. A majority of work in a variety of trades is seasonal or contract work. The employers researched talked about the economy in Prince George being a feast or famine situation, especially in the construction fields. Some trades have peak work times and slow times. The employers would be able to share the apprentice at his or her busy time and then move him/her to the other business when the employer has a slow time. To successfully share an apprentice in this instance requires the appropriate selection of employers so that peak work times vary between the employers.

2. Apprentices cost the employer money. Most employers identified that an apprentice costs them money in production and downtime until the third year of apprenticeship. If the employers can share all apprenticeship costs, it alleviates some of the financial burden.

3. A four year full time apprenticeship is a huge commitment with the training and mentoring time required. Employers embraced the idea of a two year full time commitment or employment for four years part time.

4. Apprentices don’t get diversified training. Employers mentioned they usually hire an apprentice for one type of work and they don’t always meet the Apprenticeship Board training requirements for the four year trade. Apprentice Share provides the apprentice with the opportunity to work at different work sites, offering a broader range of work skills and exposure to a variety of work environments and responsibilities. For example, at one work site the apprentice might not be required to have customer service skills and at the other work site he/she might be expected to take the work order from the consumer.

"The Government of Canada has contributed funding to this initiative."