|
Industry Outlines:
For information about other industries, consult the
DETYA Jobguide
|
  
East Coast Apprenticeships Concentrates on
Traditional Trades - Apprenticeships
Apprenticeships
- General Conditions
An apprenticeship is a structured
program of training and employment for people to learn a trade or gain
vocational training. The following explains what is involved in an apprenticeship.
The
Training Agreement
The Training Agreement (historically called an "indenture")
is a legally binding contract that allows an employer (East Coast) and apprentice to
undertake an apprenticeship. The training agreement is signed and completed
by the employer (East Coast), the apprentice, and the parent or guardian if the apprentice
is under 18 years. It is then lodged with the relevant government authority
Conditions
of Employment
Under the training agreement, the employer agrees
to train the apprentice in an appropriate range of work, and to pay him
or her the correct wages and entitlements under the specific industrial
award or workplace agreement. The employer (East Coast) also agrees to arrange "off
-the- job" training with a training provider and to release the apprentice
to attend this training. The apprentice agrees to attend and perform work
as directed, in a courteous and professional manner, and attend "off-the-job"
training as required. Many apprenticeships now provide for some of the
training to be completed and assessed on the job.
The
Training Record Book
is issued to an apprentice after a Training Agreement has been registered
and approved. The apprentice must enter their work details into the training
book each week. The employer must also verify the apprentice's entries.
Apprentices who do not maintain these records may be penalized. It is
important to fill out the training record book regularly as it is an important
record of the skills you have achieved and the work you have done.
Apprentices are different from other employees
in that they are hired under a contract (the Training Agreement). An apprentice or trainee can be suspended or fined for any of the following
reasons:
1. Being absent from work without the employer's
consent;
2. Disobeying lawful orders of the employer
or supervisor;
3. Dishonesty or gross misbehaviour;
4. Not attending off-the-job training.
Length
of training
The length of the training period is determined
by the State Training Council for each apprenticeship. It will usually
vary depending upon the particular apprenticeship,
the apprentice's previous experience in the same trade or vocation, and
how quickly they achieve the required skills. Efforts to move
apprentices to early completion are currently a part of State Government
strategies, subject strictly to the achievement of competency. Recognition of prior learning
and experience can, in some cases reduce the overall period of the apprenticeship.
Probation
A probation period is part of all apprenticeships
and is included in the length of the training agreement. It is a trial
period for both the employer and the apprentice. The probation period
for apprenticeships is normally 3 months.
Completion
of an apprenticeship
The apprenticeship is completed on the attainment
of skills or competencies approved for that apprenticeship. The apprentice
is awarded a tradesperson certificate in their chosen trade. If a person
decides to do pursue further qualifications credit is given for the study
already completed.
Cancellation
of the apprenticeship
The Training Agreement may be cancelled in three
ways:
1. During the probation period by either party
giving one week's notice.
2. By mutual agreement of employer and apprentice
after the probation period.
3. On information or a complaint received by
the State Training Council, including the Apprentice's failure to pass
college training.
An apprentice can enter another Training
Agreement with another employer after the cancellation of the previous.
Wages
Under apprenticeship programs, most apprentices
receive a wage which is a percentage of a qualified tradesperson's wage.
The percentage is set by the Industrial Relations Commission and takes
into account the completion of a pre-vocational or pre-apprenticeship
courses. Increasingly, apprenticeships are based on the demonstration
of competencies (or the ability to perform a task at the workplace). In
this case, the wage percentage is determined according to the competencies
gained.
Hours
Apprentices' hours of work, overtime, holidays, sick leave, superannuation
and other penalty provisions are the same as those for a tradesperson
under the same industrial award. If the apprentice is covered by a federal
award, then the apprentice receives a wage based on that particular award.
An apprentice has the same entitlement to workers' compensation as other
employees in their trade calling or vocation.
For further information contact Workers'
Compensation on (07) 3231 9750.
Tools
Most apprentices are entitled to receive a supply
of tools to a specified value each year from their employer.
On
the Job training
Most training of apprentices and trainees is
on-the-job (in the workplace). The person supervising the apprentice is
responsible for communicating and explaining the necessary skills and
processes of the trade or vocation.
Off
the job training
Most apprentices are still required to complete
some of their training away from the workplace. Courses are offered on
a 'block release' or a 'day release' system, or a combination of both.
An apprentice on 'block release' attends classes for a number of weeks
at a time, while 'day release' involves attendance at off-the-job training
usually for one or two days each week. The timetable of training is determined
by the training provider [college] according to demand for that course.
Penalties may be imposed on apprentices who do not attend off-the-job
training, or on employers who prevent them from attending.
Approved Work-based Training
A number of apprenticeships are now available
in which the apprentice can be trained entirely in the workplace by the
employer, in consultation with a registered training provider. The registered
training provider assists the employer and apprentice with the development
of a training plan that ensures the apprentice receives the proper training
and support throughout the training period. More information can be obtained
from you local DET office.
Transfers
An apprentice may need to seek alternative employment
in order to complete the apprentice period. ( e.g.. where the employer
is in financial difficulties). In these circumstances, the Training Agreement
is cancelled and a new agreement is opened with the new employer. (Credit
will be granted for all the apprentice's previous training).
Financial
Assistance
Apprentices who need to live away from home
may be eligible for a variety of allowances. For further information contact
your local Centrelink or DET offices.
Educational
Requirements
Employers in most trades prefer applicants who
have completed at least year 10. However it is becoming more common for
employers to take those who have completed year 12 or a pre-vocational
training course. Students interested in a traineeship or apprenticeship
should consider studying vocational subjects as a part of their year 11
or year 12 studies.
|
