Tag Archives: Newfoundland/Labrador

Good News for Canadian Coastal Apprentices

From the Atlantic …

Atlantic_provinces_mapBy Shaund Wikimedia Commons


Sorry for not posting for so long but I have been in class for the last week attending PIDP 3250 Instructional Techniques and completing my assignments for PIDP 3230 before that but now it is time to get back to my blog and update what is happening in the world of Canadian apprentices.   Great news for apprentices in Atlantic Canada, the four provincial governments have signed a memorandum of agreement to establish common training, certification and standards.   This will allow apprentices to move from province to province as they pursue their trade and not have to reregister with each jurisdiction.

This goes a long way towards solving one of the biggest hurdles that Canadian apprentices face, the existence of thirteen different and competing systems in the provinces and territories.   This makes it difficult when apprentices have to change jurisdictions in order to keep working in order to get the hours needed so they can qualify as a journeyperson.

Hopefully other provinces will follow suit and we can have a national apprenticeship system so apprentices can work where needed and carry their log book and hours with them and not face the hassle of having to reapply every time they cross a provincial or territorial border.

To the Pacific


By  Robert C. Michelson Wikimedia Commons

Anyone in British Columbia looking for a job as an Apprenticeship Advisor?  The Industry Training Authority is looking for Apprenticeship Advisors.  A total of 15 will be in place across the province by December 2014.   The main job of the  Apprenticeship Advisors is to work with stakeholders to raise awareness of BC’s apprenticeship program and provide guidance to apprentices and their employers.

This comes about after a study  commissioned by the ITA found that:

Participants reported that frustration among apprentices seems to be widespread and ongoing throughout the apprenticeship journey, yet there was no clear place for feedback or help.  Sponsors also expressed concern with the lack of information they receive about their roles and responsibilities.

Now apprentices and their employers will have someone from their local community that they can turn to for advice.  This should help increase apprentice retention rates.   Apprenticeship Advisors are already in place in Prince George, Kelowna, Nanaimo, and Terrace.

Anyone interested in applying can learn more from the ITA website.   Click here for more information about your local Apprenticeship Advisor


Journeyperson Mentorship Program

In Newfoundland/Labrador the Department of Advanced Education and Skills has a Journeyperson Mentorship Program that provides funds to eligible employers to hire a journeyperson to mentor an apprentice to allow their apprentices to get the training and hours to complete their apprenticeship.

Journeypersons in provincially recognized trades, that require 4500 hours or more of combined school and work hours are eligible to be mentors.  An employer can choose a person who is currently employed in their field or is retired from their field who has at least five years experience.

This program is open to private employers particularly small and medium sized businesses in the profit or non-profit sector who “Have the capacity to employ a minimum of three apprentices and pay all associated employment expenses from own resources.”  They must also have an office location base in the province and be able to provide a minimum of six months work in the trade.

Apprentices must be registered with the provincial apprenticeship program or be eligible to register.  Journeyperson/mentors must have a “Certificate of Qualification” in a NL designated trade along with a minimum of five years experience with a minimum of two years employment as a journeyperson in the trade in the last ten years.

This is a great idea for the employers because it compensates companies that train apprentices by allowing them to hire skilled journeypersons to mentor and train them, building a productive team of employees.  It is good for journeypersons because it encourages them to take a more active role in training and mentoring apprentices.  It reaches out to our retired journeypersons and allows them to share their knowledge acquired over years of work in the field.  Finally for apprentices they get the training, mentoring and hours so they can successfully complete their trade and maybe one day become mentors themselves.

Advance Education and Skills