Presenters:

Mrs Elphege Joseph – CEO, The National Training Agency Mr Reynold John – Metal Industries Company Limited

15 th November 2010

Stakeholder Consultation

On the Establishment of a National Apprenticeship System / Policy for Trinidad and Tobago

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Overview

 International  Historical  Current perspectives on Apprenticeship training  Government’s thrust towards a certified and competent workforce

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

International Context

 Apprenticeship Systems are tried and tested systems of learning that have been successfully implemented in a number of countries including:  UK  Germany  Australia  Canada  Parts of Africa

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Historical Perspectives of Apprenticeship Training

o Royal Victoria Institute o Board of industrial training o San Fernando Technical Institute o John Donaldson Technical Institute o Government Vocational Center o Metal Industries Company Ltd.

o o o o o Petrotrin/Texaco T&TEC PTSC CARONI TRINMAR

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

What is Apprenticeship?

A system of training regulated by law or custom which combines on-the-job training and work experience while in paid employment with formal off-the-job training.

The apprentice enters into a contract of training or training agreement with an employer which imposes mutual obligations on both parties.

Source : ILO

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Context

Global opportunities and challenges

•

Foreign markets and investment

•

Regional integration and agreements

•

Global knowledge and new technologies

•

Climate change and eco-efficiency (3) Collect and disseminate information on current and future skills requirements and the supply of skills National Development Strategy Technology policy Macroeconomic policy Trade and investment policy Labour market policy Skills development policies

•Responsive (current skills demand) •Mitigative (shocks) •Strategic (development) •Forward-looking (future skills demand) •Coordinated (effectiveness) •Attentive to target groups (social inclusion)

(2) Build up individual competencies and social capabilities (1 ) Upgrade technology and diversify production structure (enterprises, workplaces , value chains)

Key Outcomes of National Apprenticeship Systems



Workforce Development – Structured Plan



Skilled Workforce – Aligned to long term needs of the country.



Benefits international competitiveness.



A partnership between Government, Industry and Workers.

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

What is a National Apprenticeship Programme (NAP)?

• A NAP is a

flexible

,

competence-based

,

employer-oriented

structured skills training programme. • It involves: o Employers, Apprentices and Providers of Training o A Dual Training System – Employer and Institution o On-the-job or Workplace Training and off-site learning / Institution o Contract of Apprenticeship • The period of apprenticeship culminates in an industry-recognized qualification, e.g. Caribbean Vocational Qualification

(CVQ) "APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Modalities of Apprenticeship Training



Employer-Based



Training Provider-Based



Institution-Based

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

EMPLOYER BASED APPRENTICESHIP

APPRENTICESHIP MODALITIES

MODALITY A

Apprenticeship Programmes in Mechanical Maintenance, Instrumentation and Control.

Certification - CVQ Level 2 Apprentices can obtain either CVQ Unit Awards or the full CVQ Qualification over their Apprenticeship period.

EMPLOYER BASED APPRENTICESHIP PERIOD FROM 1 TO 4 YEARS "APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

APPRENTICESHIP MODALITIES

MODALITY B MODALITY C INSTITUTION TRAINING PROVIDER FULL TIME / PART TIME ON EVENINGS "APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

APPRENTICESHIP MODALITIES

MODALITY C MODALITY B AWARDING BODY (Certification) DUAL SYSTEM OF TRAINING DUAL SYSTEM OF TRAINING TRAINING PROVIDER FULL TIME, PART TIME ON EVENINGS DUAL SYSTEM OF TRAINING MODALITY A INSTITUTION FULL TIME, PART TIME ON EVENINGS EMPLOYER APPRENTICESHIP PERIOD FROM 1 TO 4 YEARS

Benefits

For Employers:

• • •   Skilled workers trained to industry/employer specifications to produce quality results-new talent Increased productivity and knowledge transfer due to well-developed on-the job learning- improve bottom line Enhanced retention. Research has shown that >80% registered apprentices were still employed nine months after registration as apprentices-Motivated workforce.

An emphasis on safety training that may reduce worker compensation costs.

A stable supply of new skilled workers-reduce skills shortages

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Benefits

• • • •

For Apprentices:

Immediate employment in jobs that usually pay higher wages and offer career growth opportunities.

Higher quality of life and skills versatility.

Portable credentials recognized nationally and often globally.

Formal articulation arrangements between apprenticeship training programmes and training institutions that create increased opportunities for credit and future degrees.

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Best Practices

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

The Dual System of TVET in Germany

A system of 3 learning venues:

Firm

A system of 3 important documents:

Interplant Vocational Training Centre Vocational Training Contract Training Regulations

A system of 3 main persons involved:

Apprentice Mastercraftsman / Instructor

A system of 3 controlling institutions:

BiBB Chambers

A system of 3 cooperative stakeholders:

Framework by government (National Government and Federal State Governments)

A system of 3 essential objectives:

Social Partner 1: employers learning practice Nationwide: easy access to world of work / employability Vocational School Voc. School Curricula Teacher Vocational Training Boards Social Partner 2: employees Übernahme‘/ Employment

Journeyman examination Intermediate examination Practical training Inter plant Company v.t. theory Vocational School 4th year of apprenticeship Int.pl.

v.t. Company Vocational School 3rd year of apprenticeship int.pl.

v.t.

Company Vocational School 2nd year of apprenticeship School examination BiA Inter-plant Vocational Training-center Company Vocational School Specialized Vocational School (Imparting of theory and practice) 1st year of apprenticaship

Log Book Verification Practical training Practical / theory School examination Inter plant Company v.t. CommunityCollege 4th year of apprenticeship Int.pl.

v.t. Company CommunityCollege 3rd year of apprenticeship int.pl.

v.t.

Company CommunityCollege 2nd year of apprenticeship BiA Inter-plant Vocational Training-center Company CommunityCollege 1st year of apprenticaship

Towards a National Apprenticeship System for Trinidad and Tobago

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Vision of the National Apprenticeship Policy

To ensure that a structured and harmonized Apprenticeship System is developed to continuously supply the nation with individuals who have the requisite skills and competencies, to face the demands of constant change and technological advances within the world of work and other productive endeavours.

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Key Functions Of The National Apprenticeship System

•A unified National Apprenticeship System •Demand driven, producing an excess pool of skilled labour. •Emphasis on ‘practical learning’ rather than talk and chalk lectures.

•Students have the opportunity continue to further education.

• Participatory; involving all concerned, especially the social partners •The training provided will aim primarily at nationals of Trinidad and Tobago in the first instance.

•The system will be modular in design. •The financing of the system will be based on: •Government financing / incentives • Employers’ Contributions

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Goals of the National Apprenticeship System

 To forge an active joint-venture Apprenticeship System between the private and public sectors.

 To produce the human resource requirements with the requisite competencies.

 To bridge the gap between ‘school’ and the world of work  To provide the environment enriched with opportunities for all citizens.

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

The National Apprenticeship System

 The National Apprenticeship System is the overarching framework for the implementation and coordination of Structured Apprenticeship Training Programmes in Trinidad and Tobago, leading to the award of the Trinidad and Tobago National Vocational Qualification (TTNVQ) / Caribbean Vocational Qualification (CVQ).

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

The National Apprenticeship System

 The National Apprenticeship System as an integral component to TVET and the National Training System should be:

-Flexible -Efficient -Effective -Equitable -Sustainable -Relevant "APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

What do we require?

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

What do we have in place?

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Present Status Of Apprenticeship Training in T&T

 No legal authority  Industrial training act  National Training Agency  Private apprenticeship programmes  Training providers apprenticeships (MIC, NESC)  MSTTE Programmes (OJT, MUST & RETRAINING)  Other Ministries (YAPA, FSAP)

TVET Operating Model using CBET Approach Caribbean Vocational Qualifications Labour Market Needs & Analysis Development of Assessment tools and Instruments Occupational Analysis Development of Standards & Qualifications Development of Instructional Materials Training Intervention Assessment of Learners Award of Certification (Unit Awards & CVQs)

29

Key Objectives

 The CVQ encourages and sustains a positive attitude towards lifelong learning, while focusing on foundation skills, health and safety, literacy and numeracy and the work environment.

 It is a competency based certification with focus on knowledge, skills and attitudes.  The CVQ caters for varied learning styles and capabilities including the disable.

 The CVQ will stimulate creative, innovative and entrepreneurial skills in students

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Key Objectives

 It also Allows for the flexible articulation of students within the general education system & smooth transition to the world of work (seamless system of education)  It supports the units of competence by recognizing institutional training and structured workplace placements  Supports re-entry as well as the deferral of individuals within the system

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Organizations General Public

NTA Career Map Model Career Mapping for TVET

Career Development/ Workforce Development Students Workforce Articulate Career Paths Guidance Officers Web Presence Provide Career Guidance Assessors NTA In-house users Sector Wide Industry Alignment TVET Practitioners National Training Agency Career Map Occupational Standards Development NTA Career Maps: CBET Approach

To provide a comprehensive resource in Career Development / Workforce Development geared towards the TVET Community To establish a comprehensive data map, which identifies key job roles and an overview of the skills required across various sectors of industry To assist TVET Professionals by illustrating the options for professional development via progression along a career path in selected sectors of industry

Career Tools Labor Market Information Informed Strategic Planning

APPRENTICESHIP FRAMEWORK QUALIFICATIONS FRAMEWORK PROFESSIONAL

APPRENTICESHIP (GRADUATE INTERN LEVEL FOUR AND ABOVE)

ADVANCED

APPRENTICESHIP (TECHNICIAN – LEVEL THREE)

FOUNDATION

APPRENTICESHIP (CRAFT - LEVEL ONE AND TWO)

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING" LEVEL 5

SENIOR MANAGER

LEVEL 4

GRADUATE PROFESSIONAL

LEVEL 3

TECHNICIAN/ SUPERVISOR

LEVEL 2

CRAFT/ SKILLED WORKER

LEVEL 1

SEMI-SKILLED

Management Information System to Support a National Apprenticeship System

 To effectively manage the National Apprenticeship System a Management Information System would be required The Management Information System should provide the following: 1.

The mechanism to easily collect data from all users within the system 2.

A central storage for all data related to apprenticeship 3.

The ability to process the data collected to support the various apprenticeship model (Employer based / Institution based) 4.

Reports and other output that would aid in effective decision making

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Internet

Management Information System to support the National Apprenticeship System

Employer Apprentice

MIS Files

Employer Details Registration and Certification Info.

Management Reports MIS

Approved Employees -Approved Training Providers -Registered Apprentices -Registered Trainers, Assessors and Verifiers -Apprentice Assessment Results etc

Stakeholders

Training Provider, Assessor and Verifier Details Training Provider Input Processing Output

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

SEAMLESS APPRENTICESHIP ACCESS AND SUPPORT SYSTEM

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

MODEL FOR APPRENTICESHIP TRAINING IN TRINIDAD AND TOBAGO

Social Programmes Secondary Schools Public/ Private Sector Training Providers PLAR/ Diagnostic Testing

MSTTE Legislation & Financial Support

NTA Co-ordination & Regulation INSTITUTION TRAINING

Off-the-Job Training

Dual Mode of Training EMPLOYER

On-the-Job Training Assessment CVQ Certification Further Education Employment within current organization Other Employment

INPUT THROUGHPUT OUTPUT

MuST

KEY STAKEHOLDERS

National Training Agency (Awarding Unit) NATIONAL APPRENTICESHIP SYSTEM OJT Retraining "APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Critical Success Factors - Government

    Legislation Legal Agreements Communication Strategy Regulating and Monitoring (Quality Assurance Mechanism)  Financial and fiscal incentives  Vision and Economic policy-National Plan  Policy on Tertiary Education, TVET and lifelong learning

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Critical Success Factors

–

NTA

 MOU with Training Providers, Institutions and Universities  Qualifications Framework  Registration Criteria  Center Approval Criteria  Apprenticeship Standards  Registry of Employers, Trainers and Apprentices  Training (Assessor/ Train The Trainer)  Occupational Standards

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Critical Success Factors

–

Awarding Body (NTA)



Certification

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Critical Success Factors - Industry

 OJT-information, placement, mentoring.

 Occupational standards-SAC, Lead Bodies  Apprenticeship contracts and record keeping  Financial contribution  Supportive workplace environment  Monitoring/Assessment and evaluation  Resources (Human and non human)

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Critical Success Factors

–

Training Providers

         Registration Curriculum – General & Industry Specific (aligned to needs) Instructional/Training Materials (Instructional & Learner Guides For Trainers And Trainees) Structured classroom training Continuous assessment Apprenticeship Implementation Instruments Human Resources Financial Resources Physical Resources

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

Critical Success Factors

• Agreement between Government and Employers • An agreement between apprentice and employer/institution/training provider.

• Training Plan /Budget • Secretariat • Community based support-church, school, industry.

• Evaluation/Feedback Process

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

KEY CONSULTATION DISCUSSION POINTS

      What legislation is required for the National Apprenticeship System?

What arrangements should exist between government and employers?

What should be the contractual arrangements for the Apprentices?

What incentives are required be it fiscal or otherwise for the system?

What should be the standard duration period for Apprenticeships?

What should be the stipulated minimum age for an Apprentice

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

RATIONIZATION OF THE OJT PROGRAMME WITHIN THE NATIONAL APPRENTICESHIP SYSTEM

· · · · · Policies, Guidelines, General Framework, Legislation, Financing

MSTTE POLICY NTA NAS SECRETARIAT (NAS UNIT) SYSTEM ADMINISTRATION (ENTERPRISE) PROVIDERS OF TRAINING

T& TEC ATLANTIC LNG POWER GEN

OJT (ADMINISTRATIVE) (INSTITUTION) PROVIDERS OF TRAINING

YTEPP NESC GVC MuST SERVOL

NTA PLAR SYSTEM NATIONAL APPRENTICESHIP PROGRAMME PROGRAMME APPRENTICE PLACEMENT APPROVED TRAINING CENTRE (ATC) NTA PLAR SYSTEM CERTIFICATION COMPETENT, CERTIFIED, INNOVATIVE, ENTERPRISING, ENTREPRENEURIAL WORKFORCE "APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

THANK YOU

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"

"APPRENTICESHIP - A TRIED AND TESTED SYSTEM OF LEARNING"