Released on May 21, 1998
Post-Secondary Education and Skills Training Minister Joanne Crofford,George Pellerin, Chair of the Provincial Apprenticeship Board (PAB),
Paul McLellan, Vice-Chair of PAB and Dr. Art Knight, President of
SIAST, today announced a new commission will manage the renewal of the
Apprenticeship and Trade Certification system in Saskatchewan.
"Apprenticeship is a good investment," Crofford said. "A new and
innovative partnership with business, labour and trainers will result
in increased access, more relevant training for today's marketplace
and in more flexible, convenient delivery for apprentices and their
employers. It will help employers to get the skilled workers they
need and help young people to take advantage of employment
opportunities.
Apprenticeship renewal includes:
a commitment by the provincial government to backfill for federal
funding withdrawal in apprenticeship training of almost
$5 million annually and an incremental $555,000 this year to meet
the increased demand for training. This will provide technical
training for 2,800 apprentices in 1998-99 - 11 per cent more than
last year.
a greater role for business and labour in decision making to
ensure a responsive and relevant training system;
increased access to apprenticeship training;
a strengthened industry/SIAST partnership to ensure high quality
responsive training to better meet the needs of industry and
apprentices;
increased promotion of apprenticeship as a quality career
option for young people; and
a human resource planning approach to better address current
and future industry skill needs and opportunities for
ensuring access to high quality employment for all segments
of Saskatchewan's population.
This approach has been developed after extensive consultations
led by a partnership of industry (business and labour), trainers
and government. It addresses the gap created by the federal
government's decision to withdraw funding support from
apprenticeship training and a growing demand for apprentices.
Legislation supporting renewal will be introduced in spring,
1999.
There are currently over 4,800 apprentices in Saskatchewan in
technical and workbased training - almost as many as full-time
certificate/diploma students at SIAST - and over 8,000 employers
employing journeypersons and apprentices. In the immediate term,
work will continue in the area of testing and developing
innovative approaches to apprenticeship training and increasing
young people's awareness of the career opportunities in the
trades.
"The strength of apprenticeship is the willingness of employers
and workers to work together to support their common interest in
training," said George Pellerin. "This announcement today gives
us another tool to advance our mutual goals, in partnership with
the provincial government and the training delivery system."
Paul McLellan noted, "From an industry perspective, this
announcement is an important step forward. It clearly signals
that the provincial government is willing to work jointly with
employers and tradespeople to secure the future of apprenticeship
in Saskatchewan."
"SIAST is working with its partners to strengthen its training
delivery to better meet the needs of industry," said Dr. Knight.
"The primary role of SIAST in apprenticeship training will be
made even stronger through this renewal plan."
"Training improves access to jobs for Saskatchewan people," added
Crofford. "Investing in people and in our future, through
education and training, is one of the government's top
priorities. Education and training is essential to youth
employment, industry competitiveness and quality of life through
meaningful employment. Apprenticeship renewal is fundamental to
this broad range of Saskatchewan priorities."
Responding to labour market needs and creating access to job
opportunities for Saskatchewan people are key elements of the
Saskatchewan Training Strategy: Bridges to Employment announced
last year. Apprenticeship renewal is a key part of the training
strategy.
To access apprenticeship training information, call
1-800-597-8278 or visit www.sasked.gov.sk.ca/careers/appship/ -
the department's web site.
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For more information, contact:
Wayne McElree
Post-Secondary Education and
Skills Training
Regina
Phone: (306)787-2093
Dr. Art Knight
SIAST
Regina
Phone: (306)933-7328
MEDIA BACKGROUNDER 1
Industry/Stakeholder Consultation and Recommendations on
Apprenticeship Renewal
For several years it has been apparent to members of the Provincial Apprenticeship Board that
significant changes were facing the apprenticeship system. Federal funding withdrawal from
apprenticeship training, the changing composition of the Saskatchewan labour force and the
incorporation of new trades and new sectors into the apprenticeship system are driving this
change. The Board wanted to set the agenda for change rather than react piecemeal to external
decisions and factors.
In early 1996 the Provincial Apprenticeship Board (PAB) produced a vision paper for the future
of apprenticeship, calling for a more direct role for industry in the management of the
apprenticeship system. Presently, industry plays an advisory role in apprenticeship through a set
of government appointed boards. The vision paper generated discussion on the future of
apprenticeship and industry's role in it. It was clear that further consultation was needed.
In the summer and fall of 1996, the PAB led a major consultation on the future of apprenticeship.
All stakeholders, including employers, workers, unions, employer associations, government and
training delivery institutions, participated in the discussions about the future of apprenticeship.
Eleven public meetings were held throughout the province. All Trade Advisory Boards
discussed the issues and several meetings were held with organizations or corporations which
have a strong involvement with apprenticeship.
These consultations produced a report which summarized the views of hundreds of individuals
and organizations concerned about apprenticeship and identified critical issues facing the system.
A key recommendation in the report was to develop several options for renewing the
apprenticeship system which would address the critical issues. The development of options for
renewing apprenticeship was guided by a tripartite committee which included representatives of
industry (employers and workers), government and training deliverers. The committee presented
its options and an evaluation of the options to the Provincial Apprenticeship Board in May 1997.
The PAB identified an industry-led model as its preferred option for the future of apprenticeship.
In the view of the members of the PAB, this model, in which industry and government share
authority for the management of apprenticeship, is the best structure to meet the needs of
apprenticeship and meet the challenges facing the system. An industry-led model could be
achieved through a non-departmental government agency, a treasury board crown corporation, a
commission or similar structure.
The PAB's recommendation was unanimously endorsed by representatives of all Trade Advisory
Boards meeting with the PAB in June last year. The Chair of the Provincial Apprenticeship
Board formally communicated industry's recommendation for the future structure of
apprenticeship to the Minister of Post-Secondary Education and Skills training in June 1997.
MEDIA BACKGROUNDER TWO
Apprenticeship Renewal Plan
The fundamental goal of apprenticeship renewal is to strengthen the industry training culture of
the apprenticeship system in Saskatchewan. A genuine partnership between industry and
government is required to achieve the goal of strengthening the industry training culture.
Extensive consultations and thorough study of the challenges facing the apprenticeship system
have created a broad consensus that a meaningful management role for industry is essential to
maximizing the benefits of apprenticeship to employers, workers and the provincial economy.
The province and the Provincial Apprenticeship Board have structured task teams to study the
issues facing apprenticeship and make recommendations. A summary of the issues on which the
task teams are working is provided below.
Management Structure/Sectoral Approach/Board Representation
A task team is working on the related issues of a management structure, sectoral approach and
board representation. This group will develop principles for the apprenticeship structure and
organization drawn from the consultation and review that were conducted over the past two
years. Issues which the task team will address include the following:
the management structure which best meets the objective of strengthening the industry training
culture in apprenticeship;
À" À developing an apprenticeship system which creates incentives for industry to become more
involved in skill development and its support;
dual accountability to government and industry in a renewed apprenticeship structure;
an industry sectoral approach to accommodate the complex needs of an increasingly diverse
apprenticeship system;
strategic planning approach for long-term positioning of the apprenticeship system;
À" À criteria for individual's appointment to the board; and
À" À the role and responsibilities of the board.
Innovation in Training
Apprenticeship is workplace-based training system in which, originally, all theory and practical
skills were learned on the job. An institutional training piece has evolved in recent decades,
although some occupations which have recently opted into the apprenticeship system do not have
an institutional training component. As Saskatchewan's economy changes and a new
competitive environment emerges, innovative approaches to training delivery are required. The
issues which this task team will address include:
developing strategic alliances with post-secondary education and training institutions to assist
with such matters as training workplace trainers, curriculum development and examinations;
using new technology and multi-media approaches to training delivery in the apprenticeship
sector;
À" À on-going training and skill development of certified journeypersons;
improving employers and apprentices accessibility to the expertise vested in the institutional
training system;
À" À pursuing more joint ventures between public sector training institutions and private sector
groups to access additional funds and improve the cost-effectiveness of training;
À" À clustering related occupations to improve lateral mobility, transferability, articulation and
reciprocity;
À" À identifying apprenticeship training needs and developing relevant training responses using
the post-secondary education and skills training planning processes; and
scheduling and locating courses more conveniently for apprentices.
Communications and Promotion
The communications and promotion task team will develop a general vision statement for
apprenticeship, around which a set of principles will be constructed. The vision and principles
will serve as a foundation for the work of the group in creating a strategic communications plan
for apprenticeship. Some of the specific tasks which will be undertaken include:
working with other task teams, industry advisory boards, government and training partners to
develop the key messages around apprenticeship renewal and the promotion of
apprenticeship;
developing a strategy for apprenticeship communications and promotion;
À" À identifying the audiences with which the apprenticeship system must communicate;
adapting the communications and promotion strategy in order to present the message effectively
to the various audiences while maintaining consistent content;
identifying the sources of support for the communication and promotion function;
building alliances/partnerships with public and private sector organizations with which the
apprenticeship system must work, including other ministries of the provincial government
where there is a compelling advantage; and
assessing the impact of the sectoral approach on the communications and promotion strategy and
adapting the message and strategy to accommodate sectors.
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Human Resource Planning
The human resource development strategy task team is addressing the issues of attracting,
training and retaining capable individuals for the apprenticeship labour force. Some of this
group's specific tasks include:
creating a human resource development strategy for the apprenticeship sector;
incorporating equity principles and practices in the human resource development strategy so that
equity groups will be integrated into the system rather than seeking parallel systems, and so
that they will have every opportunity to meet industry's standards and compete effectively;
identifying the role which the purchasers of goods and services can play in advancing a human
resource development strategy for apprenticeship;
addressing access to apprenticeship employment and training for equity group members and
youth;
maintaining the integrity of apprenticeship, which is an on-the-job training system, by adequately
addressing the workplace training component;
À" À developing a leadership role for industry by promoting the linkage of private sector hiring to
equity and youth access and skills development; and
À" À examining apprenticeship workforce against projected need and developing plans for
succession needs, as well as incremental positions.
Apprenticeship Funding and Technical Training Fees
The task team working on apprenticeship funding and technical training fee issues has been
asked to consider some specific questions and develop recommendations. It will also address the
fundamental issues related to apprenticeship funding and fees. Specific issues to be addressed
include:
obtaining a broadly based investment from all beneficiaries of the system through a redesigned
fee structure;
seeking innovative ways to access and maximize federal funding available to apprenticeship;
À" À maximizing private sector investment in apprenticeship;
generating revenue from industry to cover any incremental administrative costs for a co-management structure;
transitional cost for the implementation of a new management structure; and
À" À positioning provincial funding which has been committed to backfill for federal funding
withdrawal.
MEDIA BACKGROUNDER THREE
Saskatchewan Apprenticeship and Trade Certification Program
Forty-four (44) designated trades and 4,822 registered apprentices comprise the apprenticeship
and trade certification program in Saskatchewan (January 1998). Forty of the designated trades
are voluntary apprenticeship trades where apprenticeship training is encouraged but not required
in order to work in the trade. Apprenticeship training is compulsory for individuals working in
the refrigeration, electrician, plumber and sheet metal worker trades.
Apprenticeship is an agreement between an individual who wants to learn a skill and an
employer who needs a skilled worker. Apprenticeship training emphasizes the importance of on-the-job training, supervised by a qualified journeyperson, combined with technical in-school
training components which reflect the needs and standards of industry. Industry involvement
ensures that training is meaningful and relevant to the labour market and that certification is
widely accepted.
Individuals must be working in the trade of their choice in order to qualify for apprenticeship
training. Employers request that an employee become indentured as an apprentice. All
registrations for apprenticeship in the province are automatically accommodated through the
Apprenticeship and Trade Certification Unit.
Apprenticeship training consists of several levels of training and apprentices generally enroll in
one technical training course per year. The majority of technical courses are offered through the
Saskatchewan Institute of Applied Sciences and Technology (SIAST). Training is also
contracted through private training providers and some trades training takes place in other
provinces. Technical training usually occurs in blocks of time six to ten weeks in length, but
new approaches are being tested.
During apprenticeship training, apprentices are supervised by certified journeypersons, who help
them to develop the knowledge, skills and attitudes necessary to work in the trade. The rate of
journeypersons to apprentices is defined in the regulations under The Apprenticeship and Trade
Certification Act. The regulations are enforced by the Apprenticeship and Trade Certification
Unit.
Apprentices who have successfully completed all levels of technical training and have worked
the prescribed number of hours on the worksite, are eligible to write the journeyperson trade
examination in order to become certified in a designated trade. A Certificate of Completion of
Apprenticeship and a Journeyperson Certificate of Qualification are issued to apprentices who
successfully complete the journeyperson examination.
In participating trades, completing apprentices and holders of provincial/territorial Journeyperson
Certificates of Qualification can challenge an Interprovincial Standards "Red Seal" examination.
If successful, a "Red Seal" is attached to their provincial Journeyperson Certificate of
Qualification. Workers at the journeyperson level are then qualified to work in their trade in any
participating province/territory where the "Red Seal" designation is recognized.
The apprenticeship program is administered by the Apprenticeship and Trade Certification Unit
of Saskatchewan Post-Secondary Education and Skills Training. The Provincial Apprenticeship
Board, Trade Advisory Boards and the Curriculum and Examination Development Boards
provide and advise industry relevance, and validate apprenticeship training and trade
certification.
MEDIA BACKGROUNDER FOUR
Fast Facts About Apprenticeship and Trade Certification
Number of registered apprentices in Saskatchewan from January 1, 1997 to December 31, 1997:
Total: 4,822
À8 À Women: 560
À8 À Men: 4,262
There are 44 designated trades in Saskatchewan. Thirty-four are "Red Seal" trades
(interprovincial standards) in Saskatchewan.
AGRICULTURE
Agricultural Machinery Technician
Custom Harvester
Horticulture TechnicianPork Production Technician
CONSTRUCTION
Boilermaker
Bricklayer
Carpenter
Cement Finisher
Crane and Hoist Operator
Boom Truck Operator "A"
À" À Boom Truck Operator "B"
À" À Conventional Crane Operator
À" À Hoist Operator
À" À Hydraulic Crane Operator
À" À Tower Crane Operator
Drywall and Acoustical Mechanic
Electrician
Floorcovering Installer
Glassworker
Horticulture Technician
Insulator
Industrial Mechanic (Millwright)
Ironworker Reinforcing Rebar
Ironworker Structural
Locksmith
Painter and Decorator
Plasterer
Plumber
Power Lineperson
Refrigeration Mechanic
Roofer
Sheet Metal Worker
Sprinkler Systems Installer
Steamfitter-Pipefitter
Tilesetter
MOTIVE/MANUFACTURING/MAINTENANCE
Electrician
Electronics Assembler
Industrial Instrument Mechanic
Industrial Mechanic (Millwright)
Machinist
Power Lineperson
Steel Fabricator
Welder
Production line Welder Works
MOTIVE POWER/MECHANICAL REPAIR
Agricultural Machinery Technician
Aircraft Maintenance Engineer Technician
Automotive Service Technician
Heavy-Duty Equipment Mechanic
Motor Vehicle Body Repairer
Motor Vehicle Body Refinisher
Truck and Transport Mechanic
TOURISM/HOSPITALITY/SERVICE
Barber - Stylist
Cook
Cosmetologist
Electronics Technician
Food and Beverage Person
Guest Services Representative
Horticulture Technician
Partsperson
Water Well Driller
Numbers of journeyperson certificates issued to apprentices in Saskatchewan in 1997:
480 with Interprovincial Certification; 50 without.
Trades with largest number of apprentices:
Carpenter - 620
À8 À Automotive Service Technician - 459
À8 À Electrician 457
Newly designated trades (non-traditional):
Electronics Assembler (recommended March '98)
À8 À Custom Harvester (recommended March 98)
À8 À Pork Production Technician (January '96)
À8 À Food and Beverage Person (January 96)
À8 À Guest Services Representative (January 96)
À8 À Water Well Driller (January '96)
À8 À Horticulture Technician (January '96)
Newly designated proficiency:
Production Line Welder (March '97)
Average age of an apprentice in Saskatchewan is 24.1 years.
Approximately 50% of Saskatchewan apprentices are youth aged 18 to 24 years.
About 8,000 employers hire journeypersons or apprentices.
MEDIA BACKGROUNDER FIVE
Innovative Delivery Of Apprenticeship Training
Apprenticeship is a method of training that combines on the job training with short periods of
classroom training. Traditionally, the classroom component has been delivered during the day in
a specified block of time at a technical institute. The training process, along with all other
aspects of the apprenticeship system, is managed by the Apprenticeship and Trade Certification
Unit. Innovative approaches are being taken to deliver courses. Some examples are:
Stronger Industry Role:
Industry has accepted a stronger role in delivering training. For the trades of Food and
Beverage Person and Guest Services Representative, the Saskatchewan Education Tourism
Council (STEC) formed a training committee to indenture apprentices and manage the
training for these apprentices. Journeyperson certificates are issued to apprentices by the
Apprenticeship and Trade Certification Unit once STEC advises the apprentices have
completed all training and examinations required.
Accelerated Technical Training:
In some workplaces changing technology requires tradespeople to have knowledge and skills
in more than one trade. The requirement to have people who are certified in both the
electrician and industrial instrument mechanic trades is growing. A project is currently
underway to review the curriculum of both trades and match up common competencies to
reduce the length of training required to receive journeyperson certification in both trades.
Front-end Preparation Training:
Apprenticeship training initiatives for women working in non-traditional trades include front-end training in academics and special life skills approaches. Initiatives for Aboriginal
apprentices have been delivered in northern communities and on reserves with specific
academic uprading provided at the front-end.
Off-campus Training:
Through the Job Start/Future Skills training program, apprenticeship training has been
delivered at the job site for truck and transport mechanic, partspersons, automotive service
technician, heavy duty equipment mechanic, motor vehicle body repairer and plumber trades.
Pork Production Technician training has been provided via satellite and an increasing number
of courses are being delivered off campus in small towns and cities. A new Cook Day
Release Program commenced for the first time in Swift Current in the fall of 1997. This is a
three year commitment for training in this community.
Bob Guthrie
Provincial Apprenticeship
Board
Regina
Phone: (306)787-1933