Apprenticeship Development Toolkit 

 

The Role of the Worksite Staff

Mentor Roles and Responsibilites include:

• Learning techniques for effective communication and interaction with apprentice
• Mediating between trainers, supervisors, owners and apprentice
• Informing apprentice about the workplace norms and customs, social aspects and expectations of the workplace
• Providing caring, consistent and concrete support and guidance to the apprentice

Supervisor/Trainer Roles and Responsibilities include:

• Explain responsibilities and expectations up front to apprentice and all appropriate staff
• Break tasks down to manageable components
• Assist in development of apprentice training plan with employer
• Provide instruction in job and industry related competencies
• Educate the apprentice in workplace safety
• Assess apprentice progress and certify skill achievement
• Report serious concerns, behavioural difficulties or apprentice needs to the employer

Best Practices for ON-THE-JOB Training

1. Training is an investment in the future of the company and in the future workforce.
2. Training is teamwork. Involve your apprentice and journeypersons/trainers in all aspects of the training process.
3. Show your commitment. Demonstrate your commitment to training by fostering a training culture in the workplace. Educate your staff on the value of training and that the apprentice is a valued asset. Provide recognition of excellence.
4. Get involved. Be informed about the Industry Training Authority in BC or the Trades Advisory Committee for your trade.
5. Maximize productivity while providing on the Job Training. Meaningful training will affect productivity cost. You need to allow sufficient time for training.
6. Motivation breeds productivity. Foster team work and demonstrate a good work ethic. Give your trainers and journeypersons authority and responsibility around the apprentices training.
7. Your employees are your greatest asset. Hire the right apprentice and journeypersons. Develop positive professional relationships with your employees. Set out clear expectations, recognize and reward and provide prompt feedback when required.
8. Show the apprentice your business. Take time to show your apprentice(s) around the work site. Explain the nature of your business, how it works and how the apprentice fits into the "bigger" picture. If the apprentice understands your commitment and investment to the business, you are more likely to benefit.
9. Involve your staff. Have regular meetings which include apprentices and journeypersons/trainers. Keep everyone informed of business expectations, quality control, productivity and efficiency requirements.
10. Provide informal and formal monitoring. Informal monitoring is daily observation and feedback. The apprentice needs to know where he stands. Formal performance reviews should include the apprentice, supervisor, journeyperson and should be documented in the apprenticeship record book. The formal evaluations should be done at regular intervals and always completed before the apprentice goes for apprenticeship straining at a training institution.
11. Consider assigning the apprentice a mentor. The apprentice should always have access to qualified and competent journeypersons.
12. Move the apprentice around. Vary his exposure to trade skills.
13. Keep your workplace up to date with the appropriate tools and technology.
14. Consider sharing the apprentice with another employer who offers work experience in areas you can't.
15. Encourage apprentices to take supplementary training courses and programs.
16. Develop a detailed training plan with training objectives and timelines.
    

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

Site managed by T.R.A.D.E.S. BC

Home | Table of Contents | Frequently Asked Questions | Agreement Forms