Developing Future of Tomorrow's Training programmes
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- Barrie Rogers
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1 Transforming Tomorrow Apprenticeship at ArcelorMittal Dofasco Recruitment and Retention
2 Apprenticeship Recruitment CODA Program Co-Op Diploma Apprenticeship Program Manufacturing Engineering Technician Automation (Industrial Mechanic Millwright) Electrical Engineering Technician - Power Diploma Internal Postings External Postings Casual to Permanent
3 Coop Diploma Apprenticeship Program (CODA) CODA Program
4 Co-op Diploma Apprenticeship Program Overview Program Registration Workforce Planning HIRE POINT Trade Qualification Complete Secondary school graduates College Technician Program (4 month blocks = 32 months) Company Apprenticeship Training (less than 3 years) On-going Skill Development WT1 WT2 S1 S2 S3 S4 S J M S J M S J M S - College Semesters WT - Company Work Terms Graduate College Program with 2 year Technician Diploma, Basic, Intermediate, Advanced Trade School and 16 Months of Trade Experience Obtain C of Q
5 Co-op Diploma Apprenticeship Program What s in it for the employer? For the Employer Opportunity to recruit from a pool of interested enthusiastic apprenticeship hopefuls Ability to employ the co-op for 16 months prior to point of hire Ability to select the best available candidates First hand exposure to students work ethic and commitment prior to point of hire 4
6 Co-op Diploma Apprenticeship Program What s in it for the Student/Apprentice? For the Apprentice Ability to be signed as an apprentice while still attending school Ability to acquire16 months of experience as a student Ability to see the progression of apprenticeship and future opportunities Foot in the door for a full time position if they maintain their marks and performance 5
7 Internal Apprenticeship Postings Internal Postings
8 Internal Postings Post Internally Review Candidate Resumes Create the shortlist Validate they can be released Interview and assess Determine Apprenticeship start date Prepare Job Offers On-Board Identify special training needs and create plan Backfill for Vacancy Created Use Agency Determine Apprenticeship start date Review Candidate Create the shortlist Interview and Resumes assess Prepare Job Offers On-board Identify special training needs and create plan
9 Internal Postings Advantages Retention is very good Company seniority is higher at point of completion Already have established themselves within the company More likely to have established themselves in the community Have a good understanding of the operation they were in Familiar with Geography and tools of the company Disadvantages Hard to get approval to release A vacancy is created in the dept they leave Training of new employee has to start from scratch Release times often have to be adjusted when backfills have not been found.
10 External Apprenticeship Postings External Postings
11 External Postings Use Agency Review Candidate Resumes Create the shortlist Interview and assess Determine Apprenticeship start date Prepare Job Offers On-board Identify special training needs and create plan
12 External Postings Advantages No backfills required Plenty of candidates If starting a previously unsigned apprentice, we ve added to the overall apprentice pool which will eventually help with the Trade Shortage. Disadvantages Because there's plenty of candidates there's more work identifying the best We may be attracting apprentices from other companies who would then have to backfill If previous is correct we haven t added to the overall apprentice pool, just moved some around
13 Casual to Permanent Casual to Permanent
14 Casual to Permanent When the business need for Trades is greater than the availability of Tradespersons, and When our Co-op intake is not able to satisfy the needs We have looked at the graduating classes of the 2 Year Technician Programs There are graduates of the program that may not have participated in the Coop. These candidates have all of the same classroom participation as the CODA students and also have the exemption of trade school (if signed within 2 years of graduation) What they lack is the hands-on experience that the Co-ops received. We can take them on and sign them to the apprenticeship and offer them a casual work term (usually 1 year) If it is determined that they are meeting the expectations, they will be hired full time.
15 Casual to Permanent Advantages No backfills required Plenty of candidates If starting a previously unsigned apprentice, we ve added to the overall apprentice pool which will eventually help with the Trade Shortage. Disadvantages They don t have the experience of the Co-ops They have to be Oriented/On-boarded like a new Co-op.
16 Apprenticeship Journey Trades Competency Based Programs High Level Staircase design Scheduler Planner Leadership Equipment Specialist Trade Specialist Entry Level A, B or C Entry C CODA Program Entry B Some industry experience Entry A No previous experience Level 1 Level 2 C of Q Level 3 APPRENTICESHIP PROGRAM Level 4 BU Specifics Journeyperson Continuous Learning Curriculum
17 It is important to celebrate and recognize the completion of the Apprenticeship
18 Sometimes they`re reserved. 17
19 Sometimes they let it out 18
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