Apprenticeship Information
INFORMATION FOR EMPLOYERS...
How Apprenticeship Works
Why You Should Invest in Apprenticeship
Benefits of Training Apprentices
Reasons to Invest in Apprenticeship
Employer/Training Agent Responsibilities
SO YOU WANT TO BE AN APPRENTICE...
WHAT IS APPRENTICESHIP?
Residential Carpenter Apprentice
"Training Today for Tomorrow's Workforce"
What Is Apprenticeship?
The apprenticeship method of training – a skilled worker passing on craft knowledge to another – is almost as old as recorded history.
Since the Middle Ages, skills have been passed on through a master-apprentice system in which the apprentice was indentured to the master for a specified period of years. The apprentice usually received food, shelter and clothing in return for the work the apprentice performed while under the apprentice indenture. Today’s apprenticeship programs provide a more formalized and structured system of training.
Eight Essential Components of Apprenticeship Training
Structured Training
Apprenticeship is a training strategy that:
- Combines supervised, structured on-the-job training with related instruction.
- Is sponsored by employers, employer associations or labor/management groups that have the ability to hire and train in a working environment. The employment opportunity is the most basic requirement for any apprenticeship. Without the job, there is no on-the-job training. On-the-job training represents about 90 percent of the program.
- Provides quality related instruction.Related instruction is theoretical and technical, and is usually provided by the Community College System, a university or a company recognized training. Related instruction is a key part of each apprenticeship and is required by apprenticeship regulations. Apprentices are required to participate in a minimum of 144 hours of related instruction a year.
Skilled Training
Apprenticeship is a training strategy that prepares people for skilled employment by conducting training in bona fide and documented employment settings. The content of training, both on-the-job and related instruction, is defined by the industry.
Apprenticeship is a training strategy with requirements clearly stated in federal and state laws and regulations. The National Apprenticeship Act of 1937 (also known as the Fitzgerald Act) provides the guidance from the federal level. Washington Administrative Code, Chapter 296-05, provides additional state requirements. These regulations establish minimum requirements for apprenticeship standards, such as:
Apprenticeship is a training strategy that leads to a Certificate of Completion and officially recognized craftsman status. The completion certificates are issued by the Washington State Apprenticeship and Training Council. These credentials are nationally recognized.
Apprenticeship is a training strategy that involves a tangible investment on the part of the apprentice, program sponsor, individual employer or labor/management group. An apprentice’s investment is the time to learn skills and to perfect those skills on the job.
Apprenticeship is a training strategy that pays wages to apprentices during the term of their apprenticeships. These wages are a portion of the skilled wage rate that increases throughout the training program in accordance with a predetermined wage scale. The entry wages must average no less that 50 percent of the journeyman rate of pay for the occupation and must be above the minimum wage rate.
Apprenticeship is a training strategy in which participants learn by working directly under the supervision of skilled workers, mentors or craftsmen in the occupation.
Apprenticeship is a training strategy that involves a written agreement between the
Residential Carpenter Apprentice
"Training Today for Tomorrow's Workforce"
REAL SKILLS. REAL JOBS. REAL WORK.
Apprenticeship is a rewarding but demanding choice that requires determination, commitment, attitude and physical conditioning to succeed. For those who meet the challenges of apprenticeship, the rewards are substantial. A journey level worker is guaranteed an excellent wage and benefits anywhere in the United States
PREPERATION OVERVIEW
Combined Training
Apprenticeship combines classroom studies with on-the-job training under the supervision of a journey level craft person or trade professional. After completing an apprenticeship program, your journey level status provides an additional benefit of nationwide mobility at journey level scale.
Apply to be an Apprentice
Once you have decided on a trade, apply to the Washington State approved apprenticeship program in your area offering training in that trade. Apprenticeship programs usually only bring in new apprentices where there are enough jobs to keep all apprentices working. Some trades only accept applications at certain times of the year. Others require that you find a job in the trade before you are accepted into the program.
The Rewards
Apprenticeship is a rewarding but demanding choice that requires determination, commitment, attitude and physical conditioning to succeed. For those who meet the challenges of apprenticeship, the rewards are substantial. A journey level worker is guaranteed an excellent wage and benefits anywhere in the United States. Apprenticeship is one of the best ways to acquire the work experience and training to establish yourself in a career.
QUALITIES OF A SUCCESSFUL APPRENTICE
Good Work Ethic
Shows up every day, on time, for work and school. Always has back-up day care and transportation plans. Works hard at a steady pace.
Positive Attitude
Listens and learns on the job and in school. Works with others as a team to build the project. Follows directions of crew leaders regardless of the manner in which they are given. (Directions are often given quickly and may sound angry because the immediacy of the job situation demands it. This is not the time for sensitive feelings.)
Aptitude
Aptitude for the trade/occupation and some work history (paid or unpaid). Has some experience doing construction, production, or other comparable work or transferable skills. Has proven potential to be good worker. Any continuous employment or training with a good attendance record can indicate this, even if not related to the trade/occupation.
Physical Condition
Some apprenticeships require both physical strength and endurance. In those programs that do, you must be able to work in a physically demanding environment for extended periods of time in all weather conditions. Some programs may require you to work at heights and in enclosed areas. You are very safety conscious in all work.
Drug Free
Drug free and can pass drug/alcohol tests that are given randomly to workers.
Driver License
Valid Washington State driver license and good driving record. Has reliable transportation, preferably owns a car. (Companies may send you to another job in the middle of the day and you need to be able to get there. The contractor may need you to drive a company truck.) Also is willing to drive to where the work is; which may be some distance and may not be on a bus line.
English Language
Good comprehension of the English language. This includes both verbal and written comprehension for successful learning on the job and in school.
Education
Education required of the trade - usually GED or high school diploma.
Math
Good basic math skills as some trades require geometry or algebra. Some apprenticeships require accurate reading of a tape measure.
Tools
Good basic knowledge of hand and power tools and how to use them safely if going into a trades-related apprenticeship.
Life Situation
Stable living situation and a phone. This means managing personal issues such as credit or relationships so they do not interfere with work or school performance. It also means resolving undependable transportation or childcare issues.
Trade Requirements
Meets the minimum requirements for chosen trade.
Values the apprenticeship system as an excellent way to learn skills and develop a career while making a good living wage with benefits.
Enjoys the Work
Chooses a trade that he/she really enjoys and wants to learn. You need to like the work in order to stay with it when times are tough.
Understands the System
It can be a complicated process to become an apprentice. You may have to wait to be interviewed since apprenticeship programs only accept the number of apprentices they can keep working steadily. This is very different from just applying for a job. You need to be both patient and persistent. If a person truly values and understands the system, they won’t give up. You may need a survival job until the apprenticeship starts.
Makes a Commitment
Apprenticeship program sponsors invest time and money training apprentices. They want apprentices who will complete their program and stay employed within the industry that has invested time and money into an individual's career training.
APPRENTICESHIP FREQUENTLY ASKED QUESTIONS
Residential Carpenter Apprentice
"Training Today for Tomorrow's Workforce"
Q. What Is An Apprentice?
An Apprentice is a person/individual who is employed to learn an apprenticeable occupation and is registered with a sponsor in an approved apprenticeship program.
An apprentice is a highly motivated individual who undertakes a long-term training program. An apprentice may be a man or a woman, someone newly entering the workforce or looking to upgrade current skills. She or he may already be working in the construction trades or in service or industrial occupations. An apprentice's beginning salary, about half of the salary of a fully-trained worker, increases as the apprentice learns and performs more complex tasks. They spend a minimum of 144 hours a year studying theory and practical application in classrooms taught by journey level teachers. Classroom work helps the apprentice take on more difficult tasks at the job.
Q. What Is An Apprenticeship Agreement?
An apprenticeship agreement is a required written agreement between an apprentice, the program committee and the Department of Labor and Industry containing the terms and conditions of employment and training experiences during the learning period. Items typically incorporated are provisions for instruction, overtime regulations, minimum wage schedules, and approximate time schedule for training in different aspects of the trade.
Q. How Do I Become An Apprentice?
Choose your trade carefully. Be sure it makes the most of your special talents. Visit worksites and ask people about their jobs. Would you enjoy doing what they do? Remember, apprenticeship is a commitment that prepares you for a lifetime career.
Q. Why Should I Choose Apprenticeship?
Workers who finish apprenticeships generally earn more during their working years than those who don't learn their skills in a formal training program. Apprentices who become journey-level workers usually advance more rapidly than other workers. Higher-paying jobs often come more quickly. Some apprentices move into supervisory positions within just a few years.
Q. What Occupations Are Available?
There’s a wide range of occupations available, from automotive mechanic to water pipe worker. Not all programs are available in all parts of the state. The variety of available occupations depends on local industry needs. The Spokane Home Builders Apprenticeship Committee currently offers a Residential Carpentry program.
Q. Who Sponsors Apprenticeship Programs And How Are They Regulated?
Apprenticeship programs are sponsored by joint employer and labor groups, individual employers, and/or employer associations. The sponsor of an apprenticeship program plans, administers, and pays for the program. Registered apprenticeship, traditionally associated with the trades in construction, precision, craft and repair, is now available in hundreds of occupations.
When program sponsors voluntarily request state approval of their training programs, they also voluntarily choose to come under various state and federal regulations affecting the conduct of their training programs. The approved apprenticeship/training standards set forth the terms and conditions of training. Representatives of the Department of Labor & Industries Apprenticeship Section assist program sponsors with local administration of their training programs. Labor & Industies Apprenticeship Section works with approximately 300 program sponsors throughout the state in developing and keeping current their individual apprenticeship/training standards. The Apprenticeship Section is responsible for the reproduction of all apprenticeship/training standards.
Q. How Do I Apply For An Apprenticeship Program?
Individual apprenticeship committees take applications for their program. They advertise that they are accepting applications through an opening announcement. Applicants can find apprenticeship opening announcements posted at the Department of Labor and Industries website, local schools, community colleges, Employment Security Department offices, local newspapers, and community based organizations. Announcements contain the details about the application process.
An individual can contact the Department of Labor and Industries Apprenticeship Section or Regional Offices for a copy of the apprenticeship booklet and a list of trades, to include current and former trades. Once the individual receives this information, he/she can contact directly, any of the programs listed in the Apprenticeship booklet to inquire about current opportunities, or they want more information about a trade/program, they can contact the Apprenticeship Section for copies of a program standard which covers the trade that they want to get into. Basically, it is up to the individual to contact the program sponsor about applying for an apprenticeship program.
Q. Do Apprentices Get Paid For Their Work?
Yes! Usually, the wage scale begins at 50 percent of the journey-level worker’s rate and increases progressively with satisfactory completion of on-the-job training hours and related supplemental instruction classes.
Q. What Are Apprentice Wages?
The journey level wage is determined by an annual wage survey. Wages in the various skilled occupations and localities vary; most apprentices start at approximately 50% of the current skilled rate. The apprentice is on a progressive wage scale with regular scheduled file reviews by the administrator. Training agents are required to pay no less than the wages as indicated by the percent of journey level pay that the apprentice has been re-rated to.
Q. What Is A Journeyman?
A journeyman, now referred to as journey-level worker or journey-person, who has sufficient skills and knowledge of a trade, craft, or occupation, either through formal apprenticeship training or through practical on-the-job work experience, to be recognized by a state or federal registration agency and/or an industry as being fully qualified to perform the work of the trade, craft, or occupation. Practical experience must be equal to or greater than the term of apprenticeship.
Q. What Is "On-The-Job Training"?
“On-the-Job training” (OJT) happens at an actual work-site. Apprentices practice trade and real-word problem solving under supervision as they rotate through all aspects of their particular selected trade. Some apprenticeship programs require up to 10,000 hours of on-the-job training.
Q. What Is “Related Supplemental Instruction”?
During the “classroom” portion of the apprenticeship program, apprentices learn theory and technical knowledge related to the trade, and practice new skills in a simulated setting. The program sponsor determines the classroom curriculum. Registered apprenticeship programs must provide a minimum of 144 hours per year of classroom training. However, some apprenticeship programs require many more classroom hours.
Q. How Much Does The Program Cost?
The tuition cost for the current year is $660.00 excluding textbooks. If you choose to purchase your textbook and workbook, the cost is an additional $65.00 for the textbook and $20.00 for the workbook. These costs are subject to change each July.
Q. Who Pays For The Program?
You do. Tuition and book fees are due and payable at the time of registration for that year.
Q. What Other Costs Must Be Paid By The Apprentice?
It’s important for apprentices to have reliable transportation available in order to get to a job on time, travel from job site to job site or run errands associated with the job. The program requires that apprentice has their basic tools and appropriate work clothes, work boots and safety equipment such as gloves or goggles. The apprentice will also be required to attend First Aid/CPR courses throughout their apprenticeship. The current cost to the apprentice is $25.00.
Q: Do I Get My Money Back If I Drop Out During The Year?
No. Tuition for this program is non-refundable.
Q. How Do You Decide Who Is Selected?
Selections are based on a combination of: Completed application, recommendations, school grades, prior trade and/or work experience, proof of physical fitness, access to transportation, personal interview, and math assessment.
Q. How Will I Know If I Have Been Selected?
We will send you written notice of your selection or rejection, and will provide details on the next step you must take.
Q. How Long Must I Wait for an Opening?
The waiting period, from the date an application is filed, to placement in an apprenticeship program varies, and can last from two weeks to two years. If you are qualified and selected to join the apprenticeship program, you will be placed in the "eligible pool." Employers use this pool to fill apprenticeship vacancies as they become available.
Q. Does Apprenticeship Qualify For Veteran’s Education Benefits?
Yes, if your benefit allotment has not been totally used, and if your time limitation for use of benefits has not expired.
Q. Do Apprentices Get Health Benefits Through The Apprenticeship Program?
No, the committee does not provide any health benefits; however your employer may, depending on the company you work for and their policies.
APPLICATION PROCESS
Residential Carpenter Apprentice
"Training Today for Tomorrow's Workforce"
Minimum Qualifications
Age: Not less than eighteen (18) years of age
Education: Possess High School or College Diploma or GED (provide copies)
Physical: Be physically able to perform the work of the trade
Testing: None
Other: Possess a valid driver license. Dependable transportation.
The term of apprenticeship is 8,000 hours of on-the-job work experience and the apprentice is required to attend 144 hours minimum per year of related supplemental instruction. A Certificate of Completion will be issued by the Washington State Apprenticeship and Training Council as well as the National Association of Home Builders and Spokane Home Builders Association.
Pre-application classes and training tips include general math skills, algebra, geometry, blueprint reading, drafting, and woodshop.
Selection Procedure
1. The Spokane Home Builders Association Apprenticeship Committee recruits and registers apprentices based on the needs of the industry as determined by the Apprenticeship Committee.
2. Applications will be available on a year round basis to interested individuals at:
Spokane Home Builders Association
Apprenticeship Office
5813 E. 4th Avenue, Suite 201
Spokane Valley, WA 99212
9 a.m. - 4 p.m., Monday through Friday
(509) 532-4990
3. The application is to be completed and returned to the Apprenticeship Office within 30 days, together with required documentation. No action will be taken on applications that are not completed within 30 days.
4. Applicants shall provide a copy of their Social Security card, High School Diploma or College Diploma or G.E.D., and valid Driver License as part of the completed application.
5. All applicants submitting a completed application and required documentation shall be notified, by letter within 30 days of receiving completed application, of their opportunity to enter into the apprenticeship program by the Training Director.
6. An individual, who has received notification of apprenticeship opportunities, has 30 days to deny, accept or request to remain within the eligibility pool. If the applicant fails to respond within 30 days of notification, the individual will be removed from the eligibility pool.
7. Applicants submitting a completed application shall remain active within the eligibility pool for a period of two years from the date of application, unless removed at any earlier date by their own request or by failing to respond to the committee when notified of selection opportunity.
8. EXCEPTIONS:
a. Successful graduates completing a trade specific Job Corps program or a Committee approved College Carpentry Program may receive direct entry into the apprenticeship program as soon as they meet the minimum qualifications.
b. Graduates of pre-apprenticeship programs that have an articulation agreement with this Apprenticeship Committee may be offered direct entry based on industry needs, provided that such graduates meet the minimum requirements of this program.
c. Individuals relocating from another SAC/ATELS approved Apprenticeship Program may receive direct entry into the apprenticeship program as soon as they meet the minimum qualifications.
d. Spokane Home Builders Association Apprenticeship Committee agrees to admit into apprenticeship an employee of an employer, not qualifying as a Journey level person, when the employer becomes a member, or is a member, of the Spokane Home Builders Association or one of its local chapters without regard of race, color, religion, national origin, or sex. Such individuals shall be evaluated by the Apprenticeship Committee, using consistent, standard, nondiscriminatory means and registered at the appropriate period of apprenticeship based on the skill and knowledge of the applicant. For such applicants to be considered, they must meet minimum qualifications.
General Procedures
All apprentices employed in accordance with these Standards are subject to a probationary period not to exceed the first 500 hours of employment.
The apprentice will be paid a progressively increasing schedule of wages based on specified percentages of journey-level wage consistent with skills acquired. These may be indicated in hours or monthly periods set by the sponsor. The entry wage will not be less than the minimum wage prescribed by the Fair Labor Standards Act, where applicable, unless a higher wage is required by other applicable federal law, state law, respective regulations, or by collective bargaining agreement.
The sponsor may accelerate, by an evaluation process, the advancement of apprentices who demonstrate abilities and mastery of the occupation to the level for which they are qualified. When the apprentice is granted advanced standing the sponsor must notify the employer/training agent of the appropriate wage per the wage progression schedule specified in these Standards.
The apprentice must attend related/supplemental instruction. Time spent in related/supplemental instruction will not be considered as hours of work, and the apprentice is not to be paid for time so spent.
It shall be the apprentice's responsibility to notify the Spokane Home Builders Associations' Apprenticeship Committee's Training Director of any change of address and/or phone number on file for contact purposes.
It shall be the apprentice's responsibility to maintain a progress record of work experience performed in accordance with the appropriate classification schedule. Such records shall be forwarded to the Director's office, no later than the 10th day of the following month, after they have been signed by the employer or an appropriate journey level representative of the employer. These records shall contain the apprentice's (a) name, (b) classification, (c) employer, (d) months and year of report, (e) hourly wage, as well as hours of work performed.
Each apprentice shall be required to exercise the same diligence in related classroom work as he/she does in on-the-job training to perform assigned tasks in the classroom in accordance to industry standards at the job site. The determination by the Apprenticeship Committee of an apprentice's progress and fitness for the trade shall be based in part on the proficiency shown in subjects covered in the related trade instruction as well as on the job.
Apprentices must have reliable/adequate transportation to and from the job site as well as Related Supplemental Instruction training classes.
An apprentice who shows advanced proficiency on-the-job due to training received prior to entrance into the apprenticeship program may be eligible for re-evaluation after serving his/her probationary period. A written request for re-evaluation must be presented to the Apprenticeship Committee with adequate documentation. Adequate documentation will include both a letter of recommendation from the instructor as well as current employer. It shall be the responsibility of the apprentice to prove past experience or training.
Apprentices, regardless of wages received, shall be as such until he/she has fulfilled all of the program requirements and has been reclassified as a Journey-level worker.
No apprentice shall act as a foreman, contractor, or employer.
Extended periods of unemployment will be construed as an unfulfilled training requirement, and the Apprenticeship Committee may place the apprentice in suspension until employment is regained.
There will be no discrimination in apprenticeship employment during apprenticeship including, but not limited to, job assignment, promotion, layoff, termination, rates of pay, or other forms of compensation, or conditions of work. All apprentices employed shall be subject to the same job performance requirement.
All apprentices must procure prescribed tools as advancements occur.
Periodic Examinations: Manipulative and related supplemental training examinations, together with on-the-job evaluations, shall be administered to each apprentice, and the apprentice must pass satisfactorily all such examinations and evaluations to advance.
The apprentice shall satisfactorily complete a final examination in both practical and related subjects before completion of apprenticeship.
Misconduct or failure of the apprentice to make proper progress on the job and/or related supplemental instruction shall be sufficient cause for cancellation of their Agreement by the Apprenticeship Committee in accordance with WAC 296.05.009 and WAC 296.05.316(21).
Apprenticeship Program Standards
The following is a link to the full program standards and the work processes for this occupation.
The full program standards are in Adobe Acrobat format while the work processes are in web page format. Download Acrobat Viewer. Files can be received in a different format by contacting the Apprenticeship Section of the Department of Labor and Industries.
Contact Education & Training Director, Kim Waseca-Love, for questions concerning all educational programs.
HOW APPRENTICESHIP WORKS
Residential Carpenter Apprentice
"Training Today for Tomorrow's Workforce"
How Apprenticeships Work
Registered apprenticeship programs start with the formation of an apprenticeship committee made up of industry members—both business owners and workers.
Committees develop program guidelines that include:
- Criteria for becoming an apprentice.
- Skill and proficiency requirements to reach journeyworker level.
- Number of apprenticeship openings.
- Wage rates and progressions based upon demonstrated competencies.
- Required course curriculum to complement on-the-job training.
- Supervision methods.
- Equal opportunity procedures.
Companies can offer registered apprenticeships either as a training agent or as a sponsor.
Registered apprenticeships are made up of the following components:
Structured and supervised training
- Apprenticeships provide on-the-job training under the direction of experienced journeyworkers.
- Related instruction (minimum of 144 hours each year) is provided by Washington community and technical colleges.
- Apprenticeships last from one to six years.
Laws and regulations
- Registered apprenticeships are governed by federal and state laws.
- Parties enter into a written agreement called an apprenticeship registration that specifies length of training, related school requirements, an outline of the skills of the trade to be learned and wages the apprentice will receive.
- Apprentices earn wages during the term of their apprenticeship.
- Wages are a portion of the skilled wage rate and increase throughout the training program in accordance with a predetermined wage scale.
- Successful completion of a registered apprenticeship program leads to a nationally recognized certificate of completion and official journeyworker status.
- Apprentices manage their time, keep work records, attend classes and progress in their apprenticeship program. Apprentices may also be required to pay for tuition or books.
- Employers pay wages, oversee on-the-job training, monitor attendance at training classes and evaluate progress.
WHY YOU SHOULD INVEST IN APPRENTICESHIP
Residential Carpenter Apprentice
For Employers – Registered Apprenticeships – Good for Business
Residential Carpenter Apprentice
"Training Today for Tomorrow's Workforce"
Need more reasons to invest in apprenticeship?
Apprenticeship is an efficient and cost effective system that can help businesses become more productive. For example, apprenticeship:
- Gives sound return on business investment. A recent study showed that, on average for each dollar invested, private employers received a benefit of $1.38 – net return of $ 0.38. (“Return on Apprenticeship Training Investment.” Canadian Apprenticeship Forum. June 2006).
- Is a low cost training program. Community colleges, the state and apprentices all “chip in” to cover the cost of the classroom training.
- The apprenticeship training coordinator and committee manage the training program.
- Easier recruiting as apprentices are drawn to the many benefits of apprenticeship programs.
- Pays lower wages when the apprentices begin and increase as they become more productive.
- Provides an effective way to screen new employees, both during and after the program.
- Establishes a probationary period to make sure the employee fits the employer’s needs.
- Captures expertise of your experienced employees who pass knowledge on to new, less skilled apprentices.
- Provides a method to formally train your employees - on your job-site or in your facility, on your equipment - to fit your needs.
- Increases productivity. “Homegrown” employees are more productive. Motivated and highly trained workers produce better products, have better work habits and are absent less often.
- Increases worker safety. Classroom study, coupled with on-the-job training, helps workers better understand their jobs and their accompanying risks, and helps them avoid job-related injuries, saving employers time and money.
- Reduces labor turnover. Apprentices see the time and energy spent in the classroom as a long term investment in their careers. Apprenticeships foster loyalty.
More information on benefits can be found at the Washington State Labor and Industries Apprenticeship website: http://www.lni.wa.gov/TradesLicensing/Apprenticeship/Employers/Benefits.asp
REASONS TO INVEST IN APPRENTICESHIP
Residential Carpenter Apprentice
"Training Today for Tomorrow's Workforce"
If you own or manage a construction company, you make investment decisions all the time. Some of the major decisions include investing in your shop/office, investing in your fleet, and investing in your equipment.
These are all tangible investments. You can see, touch and feel a vehicle. You can actually watch your equipment make money for your company. The more it is used, the more money you make.
Successful companies realize that their employees are one of their most valuable investments. As with any investment, it needs to be developed. Your workforce has to be a positive reflection of your company. If it is not, you will know it through dissatisfied customers and cost overruns. To assist you in making a decision to invest in your workforce, here are three reasons that companies consider when training apprentices.
Productivity
It is a simple fact that someone who is properly trained on a technique or skill can out produce someone who has not been trained. If you need proof, hire someone “off the street” and ask him or her to layout a building based on a set of plans. Now, give the same task to someone who was trained in site layout. Compare the results.
Consider this: what if everyone in your company was either in apprenticeship training or had completed an apprenticeship? What would that do for productivity?
Retention
There have been a number of studies that have shown that employees who are trained tend to stay working for the same employer longer. In addition, they use fewer sick days. One of the reasons is most likely the difference between having a job and having a career. Long-term training, like apprenticeship, typically has more value. In general, those who are in jobs tend to move to other jobs. Those who are in careers tend to stay in those careers.
It is very simple. Would you rather “get a job” or be training for a career? One does not “get” to be a doctor, lawyer, or any other profession. Every profession requires education, training, and experience. The same is true for construction professionals.
Quality
The apprenticeship training process instills a sense of pride in the trade and for the quality of work being put in place. The training environment in both the classroom and in the field is such that it is simply not acceptable to “slap things together.” This increases the overall standard of quality.
Here is another take on quality. Companies that offer apprenticeship-training opportunities often attract higher quality applicants. The person who wants to serve an apprenticeship is one who is willing to make a commitment to the trade and to your company.
It all comes down to a willingness to invest in your most valuable resource – your employees. Training apprentices is one of the best ways to accomplish this. If you invest in your employees, you will see direct benefits. Take the first step and find out more about how you can make the apprenticeship training process work for you. You will be glad you did.
Who Benefits from OJT?
EMPLOYERS benefit by developing a highly skilled workforce to meet the demands of the future and the opportunity to diversify their workforce. Employers may pay registered apprentices a reduced hourly wage during training. In-House OJT trainees shall be paid full prevailing wage for the type of work performed.
THE PUBLIC benefits from family wage jobs that add to the economic health of the community.
- Apprentices cannot be placed in work situations that would cause them to miss scheduled related training classes. Training agents must contact the Committee immediately if a conflict arises so that other related training options can be identified.
- Each apprentice employed by the training agent must be directly supervised on-the-job by a qualified journey level worker. An authorized representative of the training agent is required to also sign Monthly Progress Reports for each apprentice employed, verifying the amount and type of work performed.
- The Committee will notify the training agent in a timely fashion of any committee actions affecting the training agent or an apprentice employed by the training agent.
- The Committee is responsible for the costs and expenses associated with the operation of the apprenticeship program. Apprentices cannot be charged for administrative, clerical, or organizational costs. Apprentices are required however, to pay for related training classes.
- Training agents are required to pay no less than the wage as indicated by the percent of journey level pay that the apprentice has been re-rated to. The journey level wage is determined by an annual wage survey that is required by law. Training agents will receive written notice of any changes to the rate of pay for apprentices.
INFORMATION FOR CONTRACTORS/EMPLOYERS
Most Commonly Asked Questions
Which state-approved trades are trained in the program?
The program is approved for the following occupation: Residential Carpenter.
On what type of projects can we use apprentices?
All SHBA registered apprentices can work in their specified occupation of ‘Residential Carpenter’ on construction projects anywhere within the geographical area as stated in our standards.
Some apprentices who are already registered in the program, and who already have attained various skill levels may be temporarily unemployed. If so, they are available to be dispatched for work. We may also refer new applicants who are ready and eligible to begin their apprenticeship to your company.
Can I register a current employee who is not a fully qualified journeyperson into the program?
Yes. They may enter the program and will be given appropriate credit according to their skill level.
What is the journeyman-to-apprentice ratio?
The maximum ratio permitted under our training standards is one apprentice for every one journey level worker on the job-site.
In what geographic areas are apprentices allowed to work?
SHBA registered apprentices may work at projects anywhere within Spokane, Stevens, Grant, Whitman, Pend Oreille, Ferry, Adams and Lincoln counties..
Where do apprentices receive their required classroom instruction?
SHBA's Apprenticeship & Training Trust operates a fully equipped and staffed training center in Spokane Valley. Apprentices attend school at the training center one night a week and one Saturday a month beginning in September each year and usually ending the first week in May for a minimum of 144 hours per year.
How much does an apprentice pay to get into the program?
Current tuition for apprentices attending training is $660.00 per year. The apprentice is also required to purchase a textbook and workbook that is required for classroom instruction.
We are firmly committed to increasing the number of skilled construction workers and producing our industry's future workforce by providing the highest level of training and education to registered apprentices.
Tomorrow's Construction Professional must be well educated, highly trained and possess the skills, ideas, vision and flexibility to meet the ever-changing needs of the industry.
.jpg)
.jpg)