Red Seal Electrical Trades in Canada: A Policy Framework on National Standards, Apprenticeship and Journeyperson Skills Training

Transcription

1 Red Seal Electrical Trades in Canada: A Policy Framework on National Standards, Apprenticeship and Journeyperson Skills Training Research & Writing: Carol MacLeod Executive Director National Electrical Trade Council

2 Contents Message from the Officers 1. About the National Electrical Trade Council.. 1 Joint CECA-IBEW Sponsorship Board of Directors Mandate Industry-specific Resources & Services 2. CSA Personnel Certification Program Sponsored by NETCO:- Construction Electrician (NOC 7241) Solar Photovoltaic (PV) Systems Certified National Occupational Standards Interprovincial Standards Red Seal Program Overview of Red Seal program Impact of Agreement on Internal Trade (AIT) Changes to the Red Seal Program Proposed by the Canadian Council of Directors of Apprenticeship (CCDA) Trade Splintering Common Core Curriculum and Common Sequencing Compulsory Certification & Enforcement 4. Apprenticeship & Journeyperson Skills Training.. 13 Joint Apprenticeship & Training Committees (JATC) Essential Skills and Success in Apprenticeship Integration of Internationally Trained Electricians On-the-Job Training & Mentoring Journeyperson Skills Training Diversity/Equity National Electrical Trade Council 170 Attwell Drive, Suite 460 Toronto, ON M9W 5Z or netco@ceca.org

3 Message from the Officers Phil Flemming NETCO President & International Vice-President, First District, Canada International Brotherhood of Electrical Workers (IBEW) Eryl Roberts NETCO Treasurer & Executive Secretary Canadian Electrical Contractors Association (CECA) The National Electrical Trade Council (NETCO) is the national voice of the electrical industry in Canada. It is jointly sponsored and by the IBEW and CECA the electrical industry s primary stakeholders representing Labour and Management at the national level. Advocacy/Government Affairs is an integral element of our mandate. The breadth and inclusiveness of the IBEW-CECA partnership empower NETCO to speak on policy issues of importance to electrical contractors and IBEW Local Unions representing electrical apprentices and journeypersons across Canada. New and emerging policies set by governments (federal, provincial/territorial) have a significant impact on workforce development in the electrical industry. As a communications tool, this policy document is designed to: brief politicians, bureaucrats and others involved in policy making. articulate the electrical industry s overarching values and interests on high-priority issues. support NETCO s strategic lobbying initiative. This policy paper was originally developed in , with input from industry stakeholders. It is updated annually and posted on NETCO s web site ( It has proven to be a valuable lead-in to consultations with governments, the Canadian Council of Directors of Apprenticeship (CCDA) and others by providing background information on the electrical industry s values and beliefs.

4 1. About the National Electrical Trade Council Joint CECA-IBEW Sponsorship The Canadian Electrical Contractors Association (CECA) is the national voice of electrical contractors a federation of provincial and territorial electrical contractor groups. It represents the interests of more than 8,000 electrical contractors who directly employ 70,000 people and generate over $5 billion in revenues. The International Brotherhood of Electrical Workers (IBEW) is the largest electrical union in the world. The IBEW, First District, Canada is the national voice of IBEW Local Unions representing approximately 64,000 members. A significant proportion of IBEW members work as electrical apprentices and journeypersons in a range of industries including construction, utilities, manufacturing, government, health care and railroads. IBEW CECA NETCO The National Electrical Trade Council (NETCO) is jointly sponsored by CECA and the IBEW. The breadth and inclusiveness of the Labour- Management partnership between the electrical industry s primary national stakeholders support a strategic approach to workforce development. NETCO is the authoritative, pan-canadian voice of electrical contractors and IBEW Local Unions representing electrical apprentices and journeypersons working in every province and territory. It is industryfunded and industry-driven. CECA represents the interests of more than 8,000 electrical contractors who directly employ 70,000 people and generate over $5 billion in revenues. The IBEW, First District, Canada is the national voice of IBEW Local Unions representing approximately 64,000 members. NETCO is jointly sponsored by CECA and the IBEW. NETCO is the authoritative, pan- Canadian voice of electrical contractors and IBEW Local Unions representing electrical apprentices and journeypersons working in every province and territory. 1

5 1. About the National Electrical Trade Council NETCO was registered as a national not-for-profit company in 1999 as recommended by a labour market study 1 prepared under the guidance of CECA and the IBEW. The study recommended establishing a national, joint Labour-Management vehicle to build and maintain a skilled workforce and to capture new and emerging markets. It concluded that this would be best accomplished by: enhancing the focus on workforce development through apprenticeship and journeyperson skills training; and, parlaying new opportunities best addressed through a national approach. Under the leadership of IBEW International Vice President, First District, Canada Phil Flemming and CECA Executive Secretary Eryl Roberts, a pivotal agreement to jointly fund NETCO was reached in NETCO was operationalized in Board of Directors Phil Flemming and Eryl Roberts continue to serve as founding President and Treasurer respectively. Each of the two sponsoring organizations appoints three members to the Board of Directors. Officers Phil Flemming, President Bryan Leverick, Vice-President Eryl Roberts, Treasurer Directors (Affiliation) Colin Campbell (CECA) Gary Fitzpatrick (CECA) Sol Furer (IBEW) Kevin Levy (IBEW) Jean Marc Ringuette (IBEW) Thank you to NETCO s Board of Directors for sharing their wisdom and talent. The contributions of past members Rick Dalton (IBEW), Ron Stecy (IBEW) and the late Gerry O Brien (CECA) are acknowledged with appreciation. A labour market study prepared under the guidance of CECA and IBEW (Traurig & Sparks, 1997) pointed to the need for a nationallycoordinated approach to workforce development in the electrical industry. NETCO was registered as a national not-for-profit company in It was operationalized in 2006 following a pivotal agreement between the IBEW and CECA on joint funding. Phil Flemming (IBEW) and Eryl Roberts (CECA) continue to serve as founding President and Treasurer respectively. 1 Traurig & Sparks. (1997) The Electrical Trade, Connecting with the Future. Free download at 2

6 1. About the National Electrical Trade Council Mandate To promote national standards, apprenticeship and journeyperson skills training for the electrical industry in Canada, with a focus on the three Red Seal electrical trades (i.e., Construction Electrician, Industrial Electrician, Powerline Technician). To advocate on policy issues of importance to electrical contractors and IBEW Local Unions across Canada. NETCO facilitates national coordination of workforce development in the electrical industry. For example, in 2011 NETCO and CSA Standards jointly launched a national third-party independent personnel certification program for Construction Electricians installing and maintaining solar photovoltaic (PV) equipment in Canada. Advocacy on new and emerging issues is an important aspect of NETCO s policy/government affairs strategy. For example, NETCO has been a robust advocate for the electrical industry on changes to the Red Seal Program proposed by the Canadian Council of Directors of Apprenticeship (CCDA). Advocacy on new and emerging issues is an important aspect of NETCO s policy/government affairs strategy. NETCO has been a robust advocate for the electrical industry on changes to the Red Seal Program proposed by the Canadian Council of Directors of Apprenticeship (CCDA). NETCO offers a suite of industry-specific training resources to foster excellence in electrical trades training. Industry-specific Training Resources & Services NETCO offers a suite of industry-specific training resources to foster excellence in electrical trades training. For example, a 90-minute curriculum to improve test-taking skills when writing Red Seal Exams is available free of charge to electrical trades trainers. Numeracy Power an on-line assessment of foundation numeracy skills linked to success in apprenticeship is available on a cost-recoverable basis. NETCO sponsors an annual training conference to meet the professional development needs of stakeholders involved in apprenticeship and journeyperson skills training. 3

7 2. CSA Solar PV Personnel Certification Program Sponsored by NETCO CSA & NETCO Jointly Launch Construction Electrician (NOC 7241) Solar Photovoltaic (PV) Systems Certified The growth of the Canadian solar photovoltaic (PV) energy sector, the shortage of skilled labour and the need for safe and effective installation of solar PV systems have accelerated the requirement to identify and formally recognize competent system installation personnel. In 2011, CSA Standards (CSA) and NETCO jointly launched a national, third-party, independent personnel certification program for qualified electricians installing and maintaining solar photovoltaic (PV) systems in Canada. The program was funded by NETCO on behalf of the electrical industry. It reflects NETCO s position that all solar PV installation should be performed by qualified electricians working for licensed contractors under electrical permits. The name of the CSA program is Construction Electrician (NOC 7241) Solar Photovoltaic (PV) Systems Certified. It is the mechanism through which CSA serving as a third-party certifying body assesses and formally recognizes a journeyperson electrician s ability to meet national standards related to the installation and maintenance of solar PV systems. The certification is openly available to qualified personnel that wish to apply. Candidates are required to demonstrate that they have: 1. a Construction Electrician (NOC 7241) Certificate of Qualification; and, 2. completed a CSA recognized Solar PV Installation and Maintenance Training Program consisting of in-class and a practical (hands-on) component. The CSA program is an overlay to the Red Seal endorsement. It does not constitute a stand-alone occupation. This approach reflects the industry s commitment to journeyperson skills training. Journeyperson electricians have at least 8,000 hours of on-the-job training and 800 hours of classroom instruction acquired through a regulated apprenticeship. This is the foundation for additional solar PV training. In 2011, CSA Standards (CSA) and the NETCO jointly launched a national, third-party, independent personnel certification program for qualified electricians installing and maintaining solar photovoltaic (PV) systems in Canada. The program was funded by NETCO on behalf of the electrical industry. It reflects NETCO s position that all solar PV installation should be performed by qualified electricians working for licensed contractors under electrical permits. 4

8 2. CSA Solar PV Personnel Certification Program Sponsored by NETCO CSA Recognition of Training Providers CSA s Construction Electrician (NOC 7241) Solar PV Systems Certified program examines an individual's measurable knowledge and skill, rather than qualification based programs that consider an individual s education and general credentials. CSA will recognize (as opposed to accredit) a solar PV training curriculum if it aligns to the national standards and related test blueprint. Any training provider in Canada may submit its curriculum to CSA for review. A list of recognized training providers is posted on its web site. Prior to taking the CSA certification exam, journeyperson electricians must first participate in a solar PV training program recognized by CSA. Training providers should modify (align) their curriculum to prepare learners for success in installing and challenging the certification exam. The certification process is the actual measure of the knowledge, skills abilities (competency) of the individual. CSA Recognition of IBEW-ECA Training Providers in British Columbia and Ontario The training facilities jointly operated by the IBEW and Electrical Contractor Associations (ECA) at provincial and regional levels are centres of excellence. To date, CSA has formally recognized the solar PV training programs delivered by the following IBEW-ECA training providers: Electrical Contractors Association of Ontario and the IBEW- Construction Council of Ontario (ECAO/IBEW-CCO) the first in Ontario to achieve CSA recognition. Electrical Joint Training Committee, IBEW, Local 213 and Electrical Contractors Association of British Columbia the first in British Columbia (ECABC) to achieve CSA recognition. CSA will recognize (as opposed to accredit) a solar PV training curriculum if it aligns to the national standards and related test blueprint. Any training provider in Canada may submit its curriculum to CSA for review. To date, CSA has formally recognized the solar PV training programs delivered by two IBEW-ECA training providers. Congratulations to the ECAO/IBEW- CCO and the Electrical Joint Training Committee, IBEW, Local 213 and ECABC. NETCO also promotes best practices with respect to Instructor qualifications. It recommends that solar PV instructors validate their talent and expertise by earning the CSA certification. The two IBEW-ECA training providers recognized to date both exemplify this best practice. SAIT Polytechnic in Calgary is also CSA recognized. 5

9 3. National Occupational Standards Interprovincial Standards Red Seal Program Overview of Red Seal Program NETCO s promotion of national standards, apprenticeship and journeyperson skills training has a particular focus on the Red Seal electrical trades. The following three electrical trades are designated under the Red Seal Program: Construction Electrician; Industrial Electrician; Powerline Technician. (Occupational titles may vary by jurisdiction.) NETCO strongly supports the Red Seal Program. For over 50 years it has stood as a successful model for labour mobility. Tradespeople may obtain a Red Seal endorsement on their certificates by successfully completing a Red Seal exam. The Red Seal endorsement is widely recognized and respected as a standard of excellence by electrical industry stakeholders across Canada. The Red Seal symbolizes: opportunity for youth considering a career in the electrical trades. employability and lifelong learning for journeypersons. workforce skills competence for electrical contractors looking to expand their market. quality assurance and standards of excellence for consumers. The electrical industry is a significant stakeholder in the Red Seal Program. Construction Electrician is the top Red Seal trade in terms of the number of Red Seals issued annually. For example, in 2011 there were 4,519 Construction Electrician Red Seals issued. 2 The Canadian Council of Directors of Apprenticeship (CCDA) is responsible for the Red Seal Program. The CCDA is comprised of 13 provincial and territorial directors of apprenticeship and two representatives from Human Resources and Skills Development Canada. NETCO is seeking enhanced opportunities for stakeholder communication with the CCDA. NETCO strongly supports the Red Seal Program. The Red Seal endorsement is widely recognized and respected as a standard of excellence by electrical industry stakeholders across Canada. The electrical industry is a significant stakeholder in the Red Seal Program. Construction Electrician is the top Red Seal trade in terms of number of Red Seals issued annually. NETCO is seeking enhanced opportunities for stakeholder communication with the CCDA. 2 Human Resources and Skills Development Canada, CCDA 2011 Annual Report (pg. 18). Government of Canada, 6

10 3. National Occupational Standards Interprovincial Standards Red Seal Program Impact of Agreement on Internal Trade (AIT) In Canada 13 distinct provincial/territorial apprenticeship systems operate in parallel because education is a provincial/territorial responsibility. The federal government does not have regulatory power over training and certification in the skilled trades. The electrical industry sees the Red Seal Program as a vital pan-canadian vehicle for inter-jurisdictional coordination of apprenticeship. The Agreement on Internal Trade (AIT) is an intergovernmental trade agreement signed by Canadian First Ministers that came into force in Its purpose is to reduce and eliminate, to the extent possible, barriers to the free movement of persons, goods, services, and investment within Canada and to establish an open, efficient, and stable domestic market. 3 In August 2009, amendments to Chapter 7 of the AIT dealing with labour mobility went into effect. Compliance is mandatory for all signatory parties. These changes altered the landscape for regulated occupations in Canada and redefined the operating context of the Red Seal Program. In 2009, the Red Seal Program lost its fifty-year-old standing as the primary vehicle for interprovincial mobility of tradespersons. The AIT compels jurisdictions to recognize trade credentials from all other jurisdictions. It provides recognition of certified workers without the Red Seal endorsement as long as the scope of practice is equivalent. Formerly, skilled tradespersons certified in a Red Seal designated trade who held a provincial/territorial certificate without a Red Seal endorsement could be subject to a skills assessment prior to being certified to practice the same trade in another jurisdiction. Provinces/territories are legally obliged to recognize trade certifications issued by other jurisdictions based on provincial/territorial occupational standards as opposed to the national occupational standards at the heart of the Red Seal Program as long as the scope of practice is equivalent. This is of concern to the electrical industry because it erodes the power of national occupational standards and further fragments the apprenticeship systems in Canada. Changes to Chapter 7 of the Agreement on Internal Trade (AIT) altered the landscape for regulated trades in Canada and redefined the operating context of the Red Seal Program. In 2009, the Red Seal Program lost its fiftyyear-old standing as the primary vehicle for interprovincial mobility of tradespersons. This is of concern to the electrical industry because it erodes the power of national occupational standards and further fragments the apprenticeship systems in Canada. 3 Industry Canada, Internal Trade Secretariat-The Agreement on Internal Trade, Government of Canada, (accessed Feb. 6, 2011) 7

11 3. National Occupational Standards Interprovincial Standards Red Seal Program Changes to the Red Seal Program Proposed by the CCDA Changes to Chapter 7 of the Agreement on Internal Trade (AIT) opened the doors for the Red Seal Program to explore new models for standards and assessment. Over the past three years, the Canadian Council of Directors of Apprenticeship (CCDA) has led a research and consultation process that may result in transformational change to the Red Seal Program. The CCDA brands this as a Strengthening the Red Seal Program initiative and is exploring: migrating its national standards framework to a model based on Occupational Performance Standards (OPS). methods of assessment in addition to the multiple-choice examination. Two multiple assessment pilot projects were conducted. NETCO actively participated in several CCDA-sponsored consultations in At NETCO s invitation, CCDA representatives Joe Black and Leonard Harapiak had an exclusive consultation with NETCO s Board of Directors in April NETCO urged the CCDA to do a cost analysis and to identify the funding source(s) and whether funds will be redirected from training budgets. In July 2012 the CCDA released a report on lessons learned and next steps. 4 The report notes that it is possible to introduce a suite of assessment tools, including written and practical assessments, portfolio reviews and interviews with trained assessors. It reinforced the importance of developing standards to allow for both a written and practical assessment. As a lead-in to final decision-making, the CCDA is currently: undertaking a cost analysis of multiple forms of assessment; developing recommendations for a new standards format and development process; and, conducting a feasibility study to identify barriers in implementing the proposed changes to the Red Seal Program. Over the past three years, the Canadian Council of Directors of Apprenticeship (CCDA) has led a research and consultation process that may result in transformational change to the Red Seal Program. The CCDA is exploring a new standards format and development process that allows for multiple forms of assessment. In July 2012 the CCDA released a report on lessons learned and next steps. It is undertaking a costanalysis as recommended by NETCO. NETCO is actively tracking new developments. 4 Canadian Council of Directors of Apprenticeship (July 2012). Strengthening the Red Seal Program: Lessons Learned & Next Steps. 8

12 3. National Occupational Standards Interprovincial Standards Red Seal Program A Closer Look at the Occupational Performance Standards (OPS) Model Proposed by the CCDA A comparison between the current Red Seal model and Occupational Performance Standards (OPS) model being considered by the CCDA follows: 5 Current Red Seal Model Based on the development of National Occupational Analyses (NOA). Task Analysis & Competency Statements. Based on one whole standard per trade. NOA does not allow for credits for particular competencies to be transported between occupations. NOA used to develop multiplechoice exam questions. OPS Model Based on industry-set OPS designed to more broadly to support both skill acquisition and skill recognition. A library of OPS, each reflecting work activity in a particular setting or occupation, is central to this model. Work Activity Analysis & Competency Statements & Performance Criteria. OPS developed in blocks or units that together build a picture of competence. Trade certification represents a particular combination of these units, with some units appearing in multiple trades. Individuals achieve credit for competency at the unit level. This contributes towards the relevant certification. OPS used to develop multiple forms of assessment such as portfolios of evidence, written tests, oral interviews and practical assessments. NETCO is concerned that an OPS model appears to facilitate trade splintering. Additionally, the degree to which each form of assessment equally and consistently provides a true measure of individual competency is uncertain as is the potential for abuse. NETCO is concerned that an Occupational Performance Standards model appears to facilitate trade splintering. The need to effectively assess internationally trained tradespersons is a significant driver of the CCDA s Strengthening the Red Seal initiative. NETCO would welcome the opportunity to partner in developing a pan- Canadian practical assessment for the Red Seal designated trade of Construction Electrician. The need to effectively assess internationally trained tradespeople is a significant driver of the CCDA s Strengthening the Red Seal initiative. The electrical industry shares this interest with Canada s First Ministers and the CCDA. NETCO would welcome the opportunity to partner with the CCDA in developing a pan-canadian practical assessment for the Red Seal designated trade of Construction Electrician. 5 Human Resources and Skills Development Canada. Discussion Paper: A Fully Integrated Occupational Performance Standards Model, CCDA. (accessed Feb. 6, 2011), Note that this report is in the process of being moved to the CCDA s web site 9

13 3. National Occupational Standards Trade Splintering NETCO supports full-scope training training designed to build skills in all tasks outlined in the National Occupational Analysis (NOA) for each Red Seal trade ( NETCO does not support trade splintering training to a general knowledge area/skills set that represents a partial list of the tasks outlined in a NOA. The electrical trades are susceptible to skills poaching by other trades. In some jurisdictions, liberal use of exemptions has been used to mask a failure to enforce trade regulations. As a result, non-electrical trades may be empowered to do electrical work without prerequisite training or experience. Additionally special interest groups are lobbying to create new trades based, in part, on the skills sets embedded in electrical training standards (e.g., solar PV installers, fire alarm installers, entertainment electricians, neon sign electricians). NETCO believes that trade splintering compromises public and worker safety. The inherent dangers of working with electricity require a standard of excellence benchmarked to the full range of competencies assessed by Red Seal electrical exams. Trade splintering undermines the integrity of national standards and the Red Seal Program and poses barriers to labour mobility. NETCO supports specializations within a compulsory trade achieved through recognized training that leads to endorsements. For example, in Ontario the Fire Alarm certification is an endorsement to the electrical trade achieved through recognized training. The CSA personnel certification program for Construction Electricians installing and maintaining solar photovoltaic (PV) equipment is another example. This reinforces that competencies associated with a specialization do not form a stand-alone occupation but rather build on competencies already in place. They overlay the existing standards outlined in Red Seal National Occupational Analyses. NETCO supports full-scope training training designed to build skills in all tasks outlined in the National Occupational Analysis (NOA) for each Red Seal trade. NETCO does not support trade splintering training to a general knowledge area/skills set that represents a partial list of the tasks outlined in a NOA. NETCO supports specializations within a compulsory trade achieved through recognized training that leads to endorsements. The use of endorsements encourages lifelong learning. Industry supports this as a strategy in adapting to technological change and in preparing electrical contractors to open new markets. 10

14 3. National Occupational Standards Common Core Curriculum and Common Sequencing The Red Seal Program encourages standardization of provincial/territorial apprenticeship training and certification programs. This includes using a common terminology for occupational titles for trades in jurisdictions across Canada (e.g., Construction Electrician vs. Construction & Maintenance Electrician). Emphasis on improving the mobility of apprentices is required to promote the successful completion of apprenticeship. Common sequencing and common core curriculum are helpful in removing some of the barriers to mobility faced by apprentices. Apprenticeship is 85% on-the-job training and many apprentices must work in different jurisdictions to obtain the hours needed. Although entry-level educational requirements for entry into a Red Seal electrical apprenticeship vary across provinces and territories, many jurisdictions use a Grade 10 standard. NETCO believes that this is inadequate given the technological change in the electrical industry. Additionally, a lack of a harmonized approach to educational prerequisites across Canada decreases the focus on national standards and labour mobility. NETCO promotes establishing a minimum of Grade 12 or equivalent as the prerequisite for electrical apprenticeship. This comparatively higher requirement promotes completion of apprenticeship and a better return on training investments. Classroom apprenticeship training is delivered through Canada s community college system which receives significant public funding. Emphasis on improving the mobility of apprentices is required to promote the successful completion of apprenticeship. Common sequencing and common core curriculum are helpful in removing barriers to mobility faced by apprentices. NETCO promotes establishing a minimum of Grade 12 or equivalent as the prerequisite for electrical apprenticeship. 11

15 3. National Occupational Standards Compulsory Journeyperson Certification & Enforcement Compulsory certification refers to a prevailing provincial/territorial legislative requirement in which persons entering or working in a designated trade must possess a Certificate of Qualification or be registered as apprentices in order to work in that trade. NETCO supports compulsory journeyperson certification in all jurisdictions for the three trades in the Red Seal electrical family. NETCO thinks that it is timely to facilitate a nationally-coordinated initiative to achieve compulsory certification of the Powerline Technician trade in various provincial/territorial jurisdictions across Canada. NETCO s position that all Red Seal trades should be compulsory in all 13 provincial/territorial jurisdictions is linked to concerns about public safety, worker safety and productivity. The mandatory training and assessment protocols in place for compulsory trades (e.g., on-the-job training, in-school training, examinations and standards of excellence related to safety) contribute to the overall efficiency of the electrical industry. There should be standardized criteria for issuing provisional licenses that include a demonstration of skills. The spirit and intent of compulsory certification is undermined when provisional licensing is not based on a competency-based assessment of qualifications. The issue of enforcement is critical to the success of any system of compulsory certification. Enforcement is vital to ensure that workers have appropriate licenses. Provincial/territorial governments should muster the political will to allocate the resources needed for an effective enforcement regime that supports applicable laws and regulations. Vigilant enforcement of compulsory certification curtails the underground economy and thus yields dividends with respect to increased public revenue and improved safety records. Once compliance is achieved consideration should be given to increasing standards. NETCO supports enforcement of trade qualifications through a broad-based approach to inspection services. Cooperation and coordination across government departments and from government to government (i.e., interprovincial & intra-provincial) are critical in this regard. NETCO supports compulsory journeyperson certification in all jurisdictions for the three trades in the Red Seal electrical family. NETCO thinks that it is timely to facilitate a nationallycoordinated initiative to achieve compulsory certification of the Powerline Technician trade in various provincial/territorial jurisdictions across Canada. NETCO supports enforcement of trade qualifications through a broad-based approach to inspection services. 12

16 4. Apprenticeship & Journeyperson Skills Training Joint Apprenticeship & Training Committees (JATC) In the organized electrical construction industry, IBEW Local Unions and electrical contractors share a proud tradition of excellence in apprenticeship and journeyperson skills training. Joint Apprenticeship & Training Committees 6 (JATC) are jointly managed by electrical contractors and IBEW Local Unions the primary parties involved in the supply and demand for qualified tradespersons. JATCs are Labour-Management partnerships between IBEW Local Unions and local or provincials chapters of the Electrical Contractor Association (ECA). Each JATC operates within a defined geographic area. The primary purpose of a JATC is to meet the unionized electrical construction industry s demand for a highly trained and skilled workforce. JATCs facilitate apprenticeship by recruiting, selecting, assessing, counseling and overseeing or delivering apprenticeship training. Some JATCs also focus on journeyperson skills training. There are approximately 16 JATCs across Canada within the IBEW and Canadian Electrical Contractors Association (CECA) communities. Additionally, several IBEW Local Unions (construction and utility) own and operate training centres to deliver journeyperson skills training. JATCs are founded on industry-based Training Trust Funds derived from multi-employer collective agreements. Over the years, this sustainable financing has enabled JATC training infrastructures to become highly effective and sophisticated. Training Trust Funds are legal entities and own training facilities which are recognized as Centres of Excellence. Joint Apprenticeship & Training Committees (JATC) are jointly managed by electrical contractors and IBEW Local Unions the primary parties involved in the supply of and demand for qualified tradespersons. All JATCs facilitate apprenticeship by recruiting, selecting, assessing, counseling and overseeing or delivering apprenticeship training. Some also focus on journeyperson skills training. The stability of industry funding has enabled JATCs to grow and develop through careful long-term planning. Another reason for the success of JATCs is that they are jointly controlled by electrical contractors/employers and IBEW Local Unions the primary parties involved in the supply of and demand for qualified tradespersons. 6 This term is widely used across Canada; however, other terms such as Joint Apprenticeship Council, Joint Apprenticeship Committee and Local Apprenticeship Committee are also used. NETCO recommends using Joint Apprenticeship & Training Committee. 13

17 4. Apprenticeship & Journeyperson Skills Training Essential Skills and Success in Apprenticeship NETCO recognizes that strong Essential Skills (e.g., reading, numeracy, oral communication) contribute to success in apprenticeship leading to a Red Seal endorsement. Rusty or weak Essential Skills are a barrier to learning in electrical apprenticeship and a root cause of failure and drop out. NETCO is a leader in the integration of Essential Skills into National Standards for Red Seal electrical trades. It was among the first to champion a trade-specific National Essential Skills Strategy as recommended in a pivotal research study 7 endorsed by NETCO Essential Skills Needs Assessment of IBEW Members in Canada, Construction & Utility. Milestone achievements in the ongoing implementation of NETCO s National Essential Skills Strategy include: adopting Essential Skills benchmarks outlined in Essential Skills Profiles for Red Seal electrical trades prepared by Human Resources and Skills Development (HRSDC) as national standards. validating Essential Skills Profiles for Red Seal electrical trades revised by Human Resources and Skills Development Canada. developing Test-Taking Strategies for Red Seal Electrical Exams a 90-minute curriculum to build the reading skills needed to perform well on multiple-choice questions used in Red Seal exams. developing Numeracy Power an on-line assessment of foundation numeracy skills to identify learning needs and develop learning plans. (Funded by the Office of Literacy and Essential Skills, Government of Canada and developed in partnership with the Construction Sector Council.) embedding Essential Skills in a Guide to Best Practices for Joint Apprenticeship & Training Committees. showcasing leading-edge research analyzing the language demands of electricians and relating those demands to the Canadian Language Benchmarks as a best practice model at NETCO s 2012 Annual Training Conference. The research was sponsored by IBEW, Local 424 and the Electrical Contractors Association of Alberta. NETCO is a leader in the integration of Essential Skills into National Standards for Red Seal electrical trades. NETCO recognizes that strong Essential Skills (e.g., reading, numeracy, oral communication) contribute to success in apprenticeship leading to a Red Seal endorsement. Rusty or weak Essential Skills are a barrier to learning in electrical apprenticeship and a root cause of failure and drop out. 7 MacLeod, Carol. (2003) Essential Skills Needs Assessment of IBEW Members in Canada (Construction & Utiliity). IBEW, First District, Canada, Toronto, Ontario. Free download at 14

18 4. Apprenticeship & Journeyperson Skills Training Integration of Internationally Trained Electricians The integration of internationally trained electricians is on the radar of the electrical industry. Ensuring that internationally-trained electricians are able to contribute to the growth of the electrical industry as well as Canada s socio-economic development is a key to prosperity. Demographic trends have resulted in a new emphasis on immigration as a pathway to meeting labour market demands. An increasing proportion of net labour force growth is expected to come from immigration before the middle of the next decade. In some regions of the country, the need to optimize the electrical industry s workforce, regardless of country of origin, has become a pressing human resource challenge. Today, a growing number of electrical industry stakeholders are eager to better support internationally trained electricians achieve certification and the Red Seal endorsement. NETCO is interested in forging partnerships to research and develop best practices for the integration of internationally trained electricians that feature assessment and training protocols. In particular, this includes the development of a national practical assessment for the Construction Electrician trade. NETCO is also seeking opportunities to establish legally justifiable national occupational language standards for the Red Seal trades of Construction Electrician and Powerline Technician and relate those language demands to the Canadian Language Benchmarks. This builds on NETCO s expertise in Essential Skills. In 2011, the Saskatchewan Apprenticeship and Trade Certification Commission published research 8 that offers a better understanding of foreign credential and trade experience assessment practices used in Canadian apprenticeship jurisdictions. NETCO agrees with the report s observation that more could be done to better support internationally trained workers in their pursuit of Canadian credentials, especially with respect to the assessment of their existing credentials and trade experience toward provincial/territorial certification and the Interprovincial Red Seal endorsement. NETCO is interested in forging partnerships to develop best practices for the integration of internationally trained electricians that feature assessment and training protocols. In particular, this includes the development of a national practical assessment for the Construction Electrician trade. NETCO is also seeking opportunities to establish legally justifiable occupational language standards and relate those language demands to the Canadian Language Benchmarks. 8 Saskatchewan Apprenticeship and Trade Certification Commission (2011). Understanding the Assessment and Recognition of Foreign Trained Workers in the Red Seal Trades: A Cross-Canada Review of Methodology and Processes in Apprenticeship Systems to Assess and Recognize Credentials and Trade Experience. 15

19 4. Apprenticeship & Journeyperson Skills Training On-the-Job Training & Mentoring NETCO endorses the use of Mentoring as part of an overall strategy to maximize the quality and quantity of on-the-job teaching and learning. The construction and utility sectors are expected to lose a significant number of their most experienced workers due to workforce demographics. On-the-job training that engages qualified workers in building the workforce of tomorrow is an effective strategy for transferring skills and knowledge. While the quality of teaching skills is central to the success of this strategy, experience shows that those who are qualified to perform a job are not always effective in teaching others. Historically, the job of a journeyperson was to work and teach while the job of an apprentice was to work and learn. In the electrical construction industry, the journeyperson-apprentice relationship used to be synonymous with teacher-learner. Only 15% of an apprentice s time is spent learning in the classroom; 85% of learning occurs on-thejob. Today, the original vision of journeypersons as teachers has become eroded. NETCO s research suggests that there are three main barriers to involving journeypersons in facilitating learning with apprentices on-the-job. It is clear that a joint approach is required to address them. They include the: attitude held by some journeypersons that apprentices are there to carry their tools and get the coffee; absence of on-the-job teaching skills that enable journeypersons to facilitate learning among apprentices; and, competitive environment in which electrical contractors operate, leading to severe time pressures that are not always conducive to teaching and learning. NETCO endorses the use of Mentoring as part of an overall strategy to maximize the quality and quantity of on-the-job teaching and learning. On-the-job training that engages qualified workers in building the workforce of tomorrow is an effective strategy for transferring skills and knowledge. While the quality of teaching skills is central to the success of this strategy, experience shows that those who are qualified to perform a job are not always effective in teaching others. 16

20 4. Apprenticeship & Journeyperson Skills Training Journeyperson Skills Training The impact of technological change on the electrical construction industry has been enormous. Practical mechanisms to facilitate continuous learning for journeypersons should be enhanced. An ongoing commitment to journeyperson skills training is an important change-management strategy. It ensures that contractors have a skilled workforce available to compete in new markets. NETCO strongly endorses ongoing journeyperson skills training and a culture of lifelong learning. Trades training should be viewed as a continuum that starts with apprenticeship training and continues with ongoing journeyperson training to maintain skills currency. Learning should not stop when a tradesperson achieves journeyperson status. There are, however, challenges in promoting continuous learning among journeypersons. Particular efforts should be made to provide preparatory training for journeypersons with a provincial/territorial certificate who want to acquire a Red Seal endorsement. NETCO offers a curriculum (1.5 hour unit of instruction) on Test Taking Strategies for Red Seal Electrical Exams. This curriculum may be integrated into Red Seal preparatory training for apprentices and journeypersons. The impact of technological change on the electrical construction industry has been enormous. Practical mechanisms to facilitate continuous learning for journeypersons should be enhanced. An ongoing commitment to journeyperson skills training is an important changemanagement strategy. It ensures that contractors have a skilled workforce available to compete in new markets. 17

21 4. Apprenticeship & Journeyperson Skills Training Diversity/Equity NETCO endorses strategies to attract, train and retain people who have traditionally been under-represented in the three Red Seal electrical trades such as women, immigrants and Aboriginals. There should also be a focus on integrating injured and disabled workers into the workforce and modifying work for reasonable accommodation Diversity training should be introduced at the grass roots level in apprenticeship training and continue in ongoing journeyperson skills training. NETCO is open to exploring models to promote diversity and equity that are linked to regional labour market demographics and build on the strength of the electrical industry s trades training infrastructure. NETCO endorses strategies to attract, train and retain people who have traditionally been under-represented in the three Red Seal electrical trades such as women, immigrants and Aboriginals. There should also be a focus on integrating injured and disabled workers into the workforce and modifying work for reasonable accommodation. 18