Apprenticeship and Certification Board 2011-2012 … · gouvernance de la Commission et un rapport...

Apprenticeship and Certification Board 2011-2012 Annual Report

Table of ContentsExecutive Summary .....................................................................................1

Sommaire exécutif ......................................................................................3

Letter from the Chair ..................................................................................5

Governance and Committees .....................................................................6

The Vision ....................................................................................................8

Apprenticeship Manitoba .........................................................................10

Strategic Plan Review ...............................................................................11

Updating program standards ......................................................................12

Increasing participation and completion of target groups in apprenticeship ........................................................................................15

Promoting apprenticeship to youth ............................................................16

Employer engagement ...............................................................................17

Review designation of new trades ...............................................................18

Review of the General Regulation and standardization of trade regulations ....................................................................................19

Clarification of Board processes ...................................................................19

Exploration of Multiple Assessment Pathways/ Occupational Performance Standards .........................................................20

Exploring pilot projects ...............................................................................20

For more information ........................................................ Inside back cover

Executive SummaryThe Apprenticeship and Certification Board provides leadership and direction to ensure a relevant, accessible, responsive and effective apprenticeship system.

This annual report accounts for and communicates the activities performed by the Apprenticeship and Certification Board (Board) which relate to the goals and objectives pledged by the Strategic Plan 2011-2012. The Board consulted with stakeholders in its decision-making process and in setting priorities for 2011-2012.

• Updating program standards Program standards involve both technical training standards and regulations. To ensure ongoing relevance, one of the Board’s core responsibilities is the updating of program standards and regulations. In 2011-2012, the technical training and regulations for 17 trades were updated.

• Increasing participation and completion of target groups in apprenticeship In response to this priority, the Board’s Governance Standing Committee (GSC) completed a research plan and developed a discussion report outlining the issues and challenges relating to the goal of increasing participation and completion of women, Aboriginal persons, new Canadians, and persons with disabilities in the apprenticeship system. Each of these groups is under-represented in the trades in Manitoba and across Canada. The priority cannot be fully addressed in one year, but will continue to be a priority for the Board into the next planning year and beyond.

• Promoting apprenticeship to youth In 2011, the GSC also completed a research project studying the transition of youth as they leave high school to further understand possible entrance barriers to apprenticeship. As part of its Strategic Plan consultation process, the Community Liaison Standing Committee (CLC) also met with two groups of education stakeholders, practitioners, and decision-makers

to discuss youth involvement and engagement in Apprenticeship. Building relationships with these stakeholders is an important consideration toward the continued effort to increase youth understanding and participation in the trades.

• Employer engagement The CLC continues to engage employers through meetings and events with industry stakeholders. During the 2011-2012 year the CLC met with several stakeholders to discuss employer engagement, including employer groups, educators, labour unions and Aboriginal groups to help inform the Strategic Plan for 2012-2013. The Board also supports the Province of Manitoba’s Apprenticeship Training and Development policy for publicly funded capital projects.

• Review designation of new trades Through the work of Provincial Advisory Committees (PACs) and the Program Standards Standing Committee (PSSC), the Board designated the following six new voluntary trades this past year:

– Domestic Gasfitter and Gasfitter on April 20, 2011, Railway Car Technician on August 19, 2011, Diesel Engine Mechanic on August 19, 2011, Rig Technician on August 19, 2011, Pre-engineered Building Erector on January 9, 2012

• Review of the General Regulation and Standardization of Trade Regulations In 2011-2012, the Board approved a work plan for the GSC to review the General Regulation and implement changes to the trade regulations with the goal of streamlining them under the General Regulation. The Board also approved the GSC to review options to standardize the language that sets wage rates in trade regulations. These options will be reviewed in 2012-2013.

• Clarification of Board processes In its advisory capacity, the Board provides a governance and leadership role in the co-ordination of a relevant, accessible and responsive apprenticeship and certification

Apprenticeship And certificAtion BoArd • 2011-2012 AnnuAl report

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system in Manitoba. In a governance capacity, it is responsible for the development of an annual strategic plan based on consultations with stakeholders to identify and provide leadership on issues that have an impact on the apprenticeship system as a whole.

– The Board met with Provincial Advisory Committee (PAC) Chairs on December 6, 2011 to clarify the role and mandate for both the Board and PACs under The Apprenticeship and Certification Act.

– The Program Standards Standing Committee (PSSC) sent out a letter to all PAC members advising them of the 2012-2013 Strategic Discussion guide requesting feedback regarding the priorities for the Board identified in the Strategic Plan.

– The Nominating Standing Committee (NSC) was directed to develop an orientation guide for PAC members to clarify the role of PAC members.

• Exploration of Multiple Assessment Pathways (MAP)/Occupational Performance Standards (OPS) The exploration of MAP and OPS remains of interest to the Board. As time and resources permit, the Board has maintained association with the Canadian Council of Directors of Apprenticeship (CCDA) throughout this process to learn of new developments. Apprenticeship Manitoba staff attended the Assessor Training workshops along with two Manitoba Assessors each from the Cook and Heavy Duty Equipment Technician trades.

• Exploring pilot projects Pilot projects are a mechanism to test new concepts and delivery methods. The Board was engaged with the following projects in 2011-2012:

– An “Orientation to the Trades” course will be available to High School Apprenticeship Program (HSAP) students in 2012-2013.

– The Board implemented a pilot project for a Practical Experience Record Book for the trade of Cook.

– An online technical training program called e-Apprenticeship was launched in 2011-2012. E-Apprenticeship allows Manitobans in urban, rural and Northern communities to study and work close to their homes and families.

– Apprenticeship Manitoba is currently developing a Northern Apprenticeship Training Co-op Pilot Project in Thompson, Manitoba in order to address unique recruitment and training needs in Northern industries.


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Sommaire exécutif La Commission de l’apprentissage et de la reconnaissance professionnelle joue un rôle de leadership et d’orientation pour veiller à ce que le régime d’apprentissage soit pertinent, accessible, adaptable et efficace.

Le présent rapport annuel fait état des activités réalisées par la Commission de l’apprentissage et de la reconnaissance professionnelle (la Commission) qui se rapportent aux objectifs énoncés dans le plan stratégique 2011-2012. La Commission a consulté des intervenants dans le cadre de son processus de prise de décisions et d’établissement des priorités pour l’exercice 2011-2012.

• Mise à jour des normes des programmes Les normes des programmes comprennent à la fois des normes et des règlements relatifs à la formation technique. La Commission veille à la mise à jour des règlements et des normes des programmes afin d’assurer leur pertinence. En 2011-2012, elle a procédé à la mise à jour des règlements et des normes techniques qui touchent 17 métiers.

• Hausse de la participation des groupes cibles en apprentissage et de leur achèvement En réponse à cette priorité, un plan de recherche a été élaboré par le comité permanent sur la gouvernance de la Commission et un rapport de discussion a été préparé, soulignant les enjeux et les défis liés à l’objectif d’accroître la participation des groupes de femmes, de personnes autochtones, de nouveaux Canadiens et de personnes handicapées, et leur achèvement dans le régime d’apprentissage. Chacun de ces groupes est sous-représenté dans les métiers au Manitoba et dans l’ensemble du Canada. Cette priorité ne peut être complètement réglée en une année. Elle continuera d’être une priorité pour la Commission pendant la prochaine année de planification et par la suite.

• Promotion de l’apprentissage auprès des jeunes En 2011, le comité permanent sur la gouvernance a également terminé un projet de recherche

sur la transition des jeunes lorsqu’ils terminent l’école secondaire afin de mieux comprendre les obstacles potentiels à l’accès à l’apprentissage. Dans le cadre de son processus de consultation sur le plan stratégique, le comité permanent de liaison communautaire a également rencontré deux groupes composés d’intervenants, de praticiens et de décideurs dans le domaine de l’éducation afin de discuter de la participation des jeunes et de leur engagement à l’égard de l’apprentissage. L’établissement de liens avec ces intervenants est un facteur important dans le cadre des efforts continus visant à accroître la participation des jeunes et leur compréhension à l’égard des métiers.

• Engagement de l’employeur Le comité permanent de liaison communautaire continue à faire participer les employeurs dans le cadre de rencontres et d’activités avec les intervenants de l’industrie. Au cours de l’exercice 2011-2012, le comité a rencontré plusieurs intervenants pour discuter de l’engagement de l’employeur, y compris des groupes d’employeurs, des éducateurs, des syndicats et des groupes autochtones afin de recueillir des renseignements pour le plan stratégique de 2012-2013. La Commission appuie également la politique de formation et de perfectionnement en matière d’apprentissage de la Province du Manitoba pour les projets d’immobilisations financés par l’État.

• Examen de la désignation de nouveaux métiers Dans le cadre des travaux des comités consultatifs provinciaux et du comité permanent sur les normes de programmes, la Commission a désigné les six métiers à reconnaissance professionnelle volontaire suivants au cours du dernier exercice :

– Monteur d’installations au gaz résidentiel et monteur d’installations au gaz le 20 avril 2011, technicien de wagon de chemin de fer le 19 août 2011, mécanicien de moteurs diesel le 19 août 2011, technicien en forage (pétrolier et gazier) le 19 août 2011 et monteur de charpentes pour bâtiments industrialisés le 9 janvier 2012.


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• Examen du règlement d’application et normalisation des règlements relatifs aux métiers En 2011-2012, la Commission a approuvé le plan de travail du comité permanent sur la gouvernance pour qu’il examine le règlement d’application et mette en œuvre les modifications aux règlements relatifs aux métiers dans le but de les simplifier en vertu du règlement d’application. La Commission a également approuvé que ce comité examine les options afin de normaliser le libellé qui établit les taux de salaire dans les règlements relatifs aux métiers. Ces options seront examinées en 2012-2013.

• Clarification des processus de la Commission Dans le cadre de son rôle consultatif, la Commission fournit un rôle de gouvernance et de leadership dans la coordination d’un régime d’apprentissage et de reconnaissance professionnelle pertinent, accessible et adaptable au Manitoba. Dans le cadre de son rôle de gouvernance, la Commission est chargée de créer un plan stratégique annuel fondé sur les consultations avec les intervenants afin de déterminer les enjeux qui auront des répercussions sur le régime d’apprentissage dans son ensemble, et de fournir du leadership à cet égard.

– La Commission a rencontré les présidents des comités consultatifs provinciaux le 6 décembre 2011 afin de clarifier le rôle et le mandat de la Commission et des comités en vertu de la Loi sur l’apprentissage et la reconnaissance professionnelle.

– Le comité permanent sur les normes de programmes a envoyé une lettre à tous les membres des comités consultatifs provinciaux, les informant du guide de discussion stratégique de 2012-2013 qui demande des commentaires concernant les priorités de la Commission qui sont indiquées dans le plan.

– Le comité permanent sur les candidatures a reçu la directive de concevoir un guide d’orientation pour les membres de comités consultatifs provinciaux afin de clarifier leur rôle.

• Exploration de Multiple Assessment Pathways (MAP)/Occupational Performance Standards (OPS) L’exploration de MAP et d’OPS demeure d’intérêt pour la Commission. Selon le temps et les ressources disponibles, la Commission est demeurée associée au Conseil canadien des directeurs de l’apprentissage dans le cadre de ce processus afin de connaître les nouveaux développements. Le personnel d’Apprentissage Manitoba a participé aux ateliers de formation des évaluateurs avec deux évaluateurs du Manitoba, un pour le métier de cuisinier et un pour le métier de technicien d’équipement lourd.

• Exploration de projets pilotes Les projets pilotes sont des mécanismes qui servent à mettre à l’essai de nouveaux concepts et de nouvelles méthodes de prestation. La Commission a participé aux initiatives suivantes en 2011-2012 :

– Un cours d’introduction des métiers sera offert aux élèves du Programme d’apprentissage au secondaire en 2012-2013.

– La Commission a également procédé à la mise en œuvre d’un projet pilote de carnet d’expérience pratique pour le métier de cuisinier.

– Un programme de formation technique en ligne, appelé e-Apprenticeship, a été lancé en 2011-2012. Ce programme permet aux Manitobains des régions urbaines, rurales et du Nord d’étudier et de travailler tout en demeurant près de leur foyer et de leur famille.

– Apprentissage Manitoba est en train de concevoir un projet pilote de formation en apprentissage en coopérative dans les régions du Nord, à Thompson, au Manitoba, afin de répondre aux besoins en matière de recrutement et de formation qui sont propres aux industries du Nord.


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Letter from the Chair

Peter BjornsonMinister of Manitoba Entrepreneurship, Training and TradeRoom 333, Legislative Building450 BroadwayWinnipeg, Manitoba R3C 0V8

Dear Minister:

On behalf of the Apprenticeship and Certification Board, I am pleased to submit the Annual Report for the fiscal year of April 1, 2011 to March 31, 2012.

As mandated by The Apprenticeship and Certification Act, the Board is required to develop an annual strategic plan, based on consultations with stakeholders, and then report on the accomplishments of the strategic plan through an annual report. The Annual Report provides an opportunity for the Board to be accountable for its work as well as report the accomplishments of the preceding year.

Though the Board has responsibility for setting the legislative and policy framework for the delivery of services, we acknowledge that it is the dedicated efforts of the management and staff at Apprenticeship Manitoba that transform our intentions into tangible services to clients.

We also would like to acknowledge the many participants in the apprenticeship and certification system who support the Board’s work, including the many organizations and stakeholders within Manitoba as well as our interprovincial counterparts.

We look forward to the ongoing work with you and your Department to meet Manitobans’ growing expectations in the area of apprenticeship training and trades certification.

Sincerely,

Original signed by

Leonard HarapiakChairApprenticeship and Certification Board


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The Apprenticeship and Certification Board (Board) provides a governance and leadership role within its advisory mandate to co-ordinate a relevant, accessible and responsive apprenticeship and certification system in Manitoba. The Board’s governance role involves responsibility for the development of an annual strategic plan based on consultations with stakeholders to identify and provide leadership on issues that have an impact on the apprenticeship system as a whole.

The Board is comprised of a Chair and a maximum of 13 members. The Chair is the official spokesperson for the Board, and is responsible for the communications between the Board and the Minister. Five members represent the interests of

employees, five represent the interests of employers, two members represent the public interest and one non-voting member represents the interests of apprentices.

The Minister of Entrepreneurship, Training and Trade is responsible for appointing Board members and the Chair. The Board, in turn, appoints Provincial Advisory Committees (PACs) from which it receives and reviews recommendations about trade regulations, training standards, examinations and certification requirements.

Apprenticeship Manitoba provides the necessary technical and administrative support to the Board and the PACs.

Governance and Committees

The Apprenticeship and Certification Board Front Row (left to right): Leonard Harapiak (Chair), Ron Stecy, Marc Lafond, Dave Martin, Bob Senff, Anita Campbell.

Back Row (left to right): Doug Lauvstad, Allan Beach, Ryan Einarson, Ron Koslowsky, Rick Ullman. Missing: Jamie McNabb, Greg Ware, Mark Schmidt.


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OrganizationThe Board’s 2011-2012 organization structure is illustrated in the Organization Chart below. The Vision, Mission, Principles, Critical Priorities, and Roles and Responsibilities of the Board are also outlined in the following section.

Minister Manitoba Entrepreneurship, Training and Trade

Apprenticeship and Certification Board

Apprenticeship Manitoba

Nominating Standing

Committee

Governance Standing

Committee

Community Liaison

Standing Committee

Program Standards Standing

Committee

Annual Strategic Plan

Annual Report

Industry and

Stakeholders

Provincial Advisory

Committees (PACs)


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The VisionThe Apprenticeship and Certification Board provides leadership and direction to ensure a relevant, accessible, responsive and effective apprenticeship system.

MissionTo deliver an enhanced apprenticeship and certification system in Manitoba by effectively meeting the changing needs of apprentices and employers, promoting greater stakeholder engagement, and improving transparency and accountability of the Board to the Minister of Entrepreneurship, Training and Trade as well as to stakeholders.

The Board ensures its accountability by striving to:

• Establish certification standards that meet industry needs.

• Establish program and delivery standards to ensure quality technical and practical training.

• Be respectful of the individual and shared responsibilities and the expertise and experience of Apprenticeship Manitoba.

• Develop an Annual Strategic Plan and Annual Report documenting the Board’s work for each planning year.

• Report to and advise the Minister of Entrepreneurship, Training and Trade.

• Provide an apprenticeship system that is a viable, equitable post-secondary option.

PrinciplesThe following values/principles will provide the foundation for our decision-making and our conduct in carrying out the mandate of the Board.

1. Fiduciary rather than Representative Capacity We will act for the greater good and in the best interests of the apprenticeship and certification system, seeking to advance the achievement of our mandate.

2. Policy and Strategy Focus The Board will establish strategic direction and policy for the apprenticeship and certification system in Manitoba and will respect the management and implementation responsibilities of Apprenticeship Manitoba.

3. Commitment We will respect that an effective board team requires individual as well as group commitment. Our individual commitment is reflected in the level of our preparation, attendance and participation as well as the portrayal of apprenticeship in our community associations.

4. Safe and Respectful Environment We will create and maintain a healthy environment for Board deliberations that respects the multiple perspectives and diverse experiences of our Board members while ensuring we remain focused on our mandate and responsibilities.

5. Integrity and Courage We will be open, honest and transparent in all interactions and do what is right regardless of its impact on each of us individually.

6. Single Voice After sufficient deliberation and a fair voting process, we will publicly and privately support the work and decisions of the Board.

7. Informed Decision-making We will base our decisions on factual, objective and empirical information where available and not on perception or innuendo.


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Roles and ResponsibilitiesThe Board is responsible for:

• promoting apprenticeship training and certification;

• supporting employer and employee participation in apprenticeship and certification;

• advising the minister about the training needs of Manitobans and the needs of the Manitoba labour market for skilled and trained tradespersons;

• participating in interprovincial apprenticeship initiatives; and

• developing an Annual Strategic Plan and Annual Report outlining Board priorities and activities for each year.

The Board has four standing committees solely comprised of Board members:

1. Governance and Planning Standing Committee (GPSC) – advises the Board with respect to the development of the annual strategic plan and annual report, and performs other functions assigned by the Board.

2. Community Liaison Standing Committee (CLC) – serves as a liaison between the Board and stakeholders and participants in the apprenticeship systems; builds and maintains relationships with stakeholders in the apprenticeship system. The CLC also advises the Board about Manitoba’s needs for skilled and trained persons, and how to meet those needs.

3. Program Standards Standing Committee (PSSC) – develops and revises apprenticeship programs, including content, training standards and examinations, and the qualifications required for certification in designated trades and designated occupations. The PSSC also works to upgrade qualifications, and the content of regulations made and proposed to be made respecting designated trades and designated occupations.

4. Nominating Standing Committee (NSC) – establishes and maintains a list of potential candidates for appointment to the Provincial Advisory Committee (PACs) and other committees established by the board.

When establishing a list of potential candidates for appointment to the PAC for a designated trade or designated occupation, the nominating standing committee must:

• consultwithrepresentativesofemployersandemployees in the trade or occupation; and

• ensurethateachcandidateisassociatedwith and knowledgeable about the trade or occupation.


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Apprenticeship ManitobaThe Board receives assistance from Apprenticeship Manitoba (AM), which provides technical, administrative and financial support to the Board and PACs. AM is responsible for the administration of The Apprenticeship and Certification Act, the Apprenticeship and Certification – General Regulation, the Apprenticeship and Trades Qualification Fees Regulation, the Appeals Procedure Regulation, the Administrative Penalty Regulation, and apprenticeship programs for over 55 trades designated under the Act. The Branch also co-ordinates the training and qualifications system that delivers accredited, structured, workplace-based skills and technical training to apprentices, leading to journeyperson certification.

AM provides further support to the Board by helping the Board reach goals set within the annual strategic plan. In its role within this partnership, AM

promotes trades training and certification to industry standards; co-ordinates information and planning for the designation of new trades; develops competency standards and curricula in co-operation with Manitoba industry and other provincial/territorial apprenticeship systems; processes requests for the accreditation of training programs to designated trade standards; assists underrepresented groups to access apprenticeship training; counsels on trades careers and certification matters; and performs other essential support services to facilitate apprenticeship training and certification.

The Executive Director of AM is the Secretary to the Board, and is the main contact for inter-provincial and pan-Canadian apprenticeship initiatives. The Executive Director is responsible for consulting with industry, and represents Manitoba at the Canadian Council of Directors of Apprenticeship (CCDA).

CURRENT ACTIVITIESA total of 1,815 apprentices were newly registered during the 2011-2012 fiscal year and as of April 1, 2012 there were over 8,500 active apprentices registered in the apprenticeship system.

Year Total Apprentices

Active Completed New Registrations

2011-2012 8,586 1,122 1,815

“Apprenticeship Manitoba is honoured to support the Board’s strategic direction and provide assistance with increasing the awareness of, and participation in, the

apprenticeship and certification system in Manitoba.”

Jacqueline Ratté Kohut, A/Executive Director, Apprenticeship Manitoba


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Strategic Plan ReviewThis Annual Report accounts for and communicates the activities performed by the Board which relate to the goals and objectives pledged by the Strategic Plan 2011-2012. The Board consulted with stakeholders in its decision-making process and in setting priorities for 2011-2012. The consultation process consisted of a variety of methods, including in-person meetings, requests for written responses, and solicitation of responses from the public through the Apprenticeship Manitoba website.

The Strategic Plan 2011-2012 committed to the following priorities:

Primary Priorities• Updating program standards

• Increasing participation and completion of target groups

• Promoting apprenticeship to youth

• Employer engagement

• Review designation of new trades

• Review of trade regulations and the General Regulation

• Clarification of Board processes

Secondary Priorities• Exploration of Multiple Assessment Pathways/

Occupational Performance Standards

• Exploring pilot projects

An overarching priority not listed here involves raising public awareness of the benefits that flow from apprenticeship training and certification. The Board commits to engage in outreach and advocacy on behalf of the apprenticeship training and certification system, particularly through the activities of the four standing committees, to promote it at all levels of government, industry, educational system and the general public.

Additionally, the Board encourages the Manitoba government to continue to position apprenticeship training and certification as a viable and valuable post-secondary education option of first choice.

The following is a breakdown of the nine commitments and the achievements pertaining to each in 2011-2012.


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PRIMARY PRIoRITIES

n Updating program standardsProgram standards involve both technical training standards and regulations. Technical training means school-based instruction to apprentices including theoretical units associated with the trade, which the apprentice then applies during on-the-job training. Based on the recommendations from Provincial Advisory Committee (PAC) members and the Program Standards Standing Committee (PSSC), the Board sets the benchmark for program standards, placement level tests, certification examinations and accreditation.

Regulations, on the other hand, set the rules that outline what is and is not permissible in an apprenticeship program. The Board approves the creation, updates and amendments of trade regulations based on recommendations from the PACs and the PSSC.

To ensure ongoing relevance, one of the Board’s core responsibilities is the updating of program standards and regulations. Specific PACs discuss potential changes to technical training standards and regulations to keep trade standards relevant and up-to-date, and to respond to any legislated changes that may affect their respective trades. PACs provide trade-specific expertise which helps inform the PSSC and the Board as it formulates its recommendations. PAC meetings will vary year to year, depending on the trade regulations and programs standards identified for updating during the planning year. PACs will only meet in the specific fiscal year that their trade is identified for updating.

The following trades were identified for technical training development:

Trade Status Date

Domestic Gasfitter Completed May 2011

Gasfitter Completed May 2011

Water and Wastewater Technician Completed April 2011

Refrigeration and Air Conditioning Mechanic – Commercial Completed April 2011

Refrigeration and Air Conditioning Mechanic – Residential Completed April 2011

Automotive Service Technician Completed June 2011

Motor Vehicle Body Repairer (Metal and Paint) Completed February 2012

Steamfitter–Pipefitter Completed May 2011

Plumber Completed May 2011

Cook Completed November 2011

Transport Trailer Technician Completed February 2012

Pre-Engineered Building Erector Completed March 2012

Construction Craft Worker Completed September 2011

Carpenter Completed January 2012

Automotive Painter Completed February 2012

Railway Car Technician Completed March 2012

Diesel Engine Mechanic Completed March 2012


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The following trades were identified for regulatory development:

Trade Status Date

Ironworker (Generalist) Registered February 3, 2012

Motor Vehicle Body Repairer (Metal and Paint) and Automotive Painter

Registered October 17, 2011

Cook Registered February 3, 2012

Bricklayer Registered February 3, 2012

Pre-Engineered Building Erector Registered January 9, 2012

Water and Wastewater Technician Registered February 1, 2012

Rig Technician Registered August 19, 2011

Railway Car Technician Registered August 19, 2011

Gasfitter Registered April 20, 2011

Diesel Engine Mechanic Registered August 19, 2011 Additional trades completed in 2011-2012 based on work initiated in 2010-2011 include amendments to the following trade regulations:

Trade Status Date

Bricklayer Registered October 17, 2011

Carpenter Registered October 17, 2011

Machinist Registered October 17, 2011

Landscape Horticulturist Registered January 9, 2012

Plumber Registered August 31, 2011

Steamfitter-Pipefitter Registered August 31, 2011

Tool and Die Maker Registered October 17, 2011


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The following trades were identified for regulatory development in 2011-2012 and have been carried over to the 2012-2013 Strategic Plan at various stages:

Trade 2011-2012 2012-2013

Steel Fabricator Labour market analysis was completed

The Board is evaluating options in 2012-2013

Boilermaker Labour market analysis was completed


Power Electrician The PAC completed consultation and recommendations

The Board is to finalize its decision in 2012-2013

Industrial Instrument Mechanic Labour market analysis was completed


Glazier Labour market analysis was completed


Refrigeration and Air Conditioning Mechanic

The PAC and Board completed consultation and recommendations

Registered on June 14, 2012

Aircraft Maintenance Journeyperson

The PAC and Board completed consultation and recommendations

Registered on May 16, 2012

In addition to updating the technical training standards and regulations for the above trades, the PSSC met with trade PACs to discuss upcoming updates to program standards in the trades for the 2012-2013 year. The PACs also provided feedback to the PSSC regarding Board decisions throughout the year in order to help inform progress in the trades.

The Board also recognizes that there is a growing trend towards the use of “green” technologies and processes in technical training standards. This is an important consideration going forward and the Board has begun to review changes in training standards through a green lens. This past year, the Community Liaison Standing Committee (CLC) met with representatives of the Canadian Green Building Council, Manitoba Chapter, to discuss the council’s work on the integration of green building technologies in Manitoba. Ongoing discussions with the Council and other green technology stakeholders will help inform future development of technical training in an environmentally responsible way.

Also completed this past year was a cross-jurisdictional survey to investigate the degree to which green technologies and processes are incorporated into technical training standards. Apprenticeship Manitoba currently includes green technologies in the following trades: Automotive Service Technician, Machinist, Tool and Die Maker, Pork Production Technician, Refrigeration and Air Conditioning Mechanic (Commercial and Residential), Painter/Decorator and Landscape Horticulturist. In 2012-2013, the Board will begin developing curriculum partnerships with associations and organizations that have an understanding of green technologies and processes in terms of how they relate to existing trades.


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It has been well documented that there is a growing shortage of tradespersons across the country as well as in Manitoba, and that this trend is set to continue unless drastic action is taken to address the issues around why this is so. In response to this priority, the Board’s Governance Standing Committee (GSC) completed a research plan and developed a discussion report outlining the issues and challenges relating to the goal of increasing participation and completion of women, Aboriginal persons, new Canadians, and persons with disabilities in the apprenticeship system. Each of these groups is under-represented in the trades in Manitoba and across Canada.

To increase awareness of and participation in the trades, it is first necessary to research and analyze the potential and actual barriers experienced by individuals in these target groups. The Community Liaison Committee (CLC) found that some overarching themes in terms of lessons-learned included challenges such as persistent stigmatization of the trades within society and a trade workplace culture that is largely unwelcoming to target groups due to a variety of social and systemic issues.

As part of its Strategic Plan consultation process for 2012-2013, the CLC met with representatives from the Aboriginal Skills and Employment Training Strategy (ASETS) to discuss opportunities for increasing the level of Aboriginal awareness and engagement in skilled trades. They also discussed barriers to the successful completion of apprenticeship programs and other skilled-trades training related issues. These consultations are expected to continue in the long-term.

The priority of increasing the participation of women, persons with disabilities, Aboriginal people and new Canadians is one that cannot be fully addressed in one year. It will continue to be a priority for the Board into the next planning year and beyond.

CURRENT ACTIVITIESThe number of active female apprentices in non-traditional trades for 2011-2012 was 190 out of a total of 8,586 active apprentices. Women in non-traditional trades, which exclude Hairstylist, Esthetician (including Nail Technician and Skin Care Technician), Electrologist, and Cook; therefore constituted 2% of all active apprentices.

Year Women in Non-traditional Trades


2011-2012 190 16 30

Percentage 2.2% 1.4% 1.6%

Continual efforts were made in 2011-2012 to respond to the training needs of the Aboriginal community. By the end of the 2011-2012 fiscal year there were 679 active self-declared Aboriginal apprentices registered in Manitoba, and 140 new registrations across all trades.

Year Aboriginal Apprentices


2011-2012 679 119 140

Percentage 8% 11% 8%

n Increasing participation and completion of target groups in apprenticeship


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CURRENT ACTIVITIESThe High School Apprenticeship Program (HSAP) assists with early entry into the trades and builds awareness and interest through the option of practical, paid on-the-job work experience in the skilled trades for high school youth. In the 2011-2012 fiscal year, there were 836 active HSAP participants, an increase of 21% from the previous year. There were also 329 new HSAP registrations for 2011-2012, which constituted 18% of all new registrations.

Year HSAP

Active New Registrations

2011-2012 836 329

Percentage 9.7% 18%

n Promoting apprenticeship to youth

In 2011, the Board’s Governance Standing Committee (GSC) also completed a research project studying the transition of youth as they leave high school in order to further understand possible entrance barriers to apprenticeship. The report found that there are three main factors in youth decision making: environmental influences, work experience, and individual will. Further, family income and socioeconomic status was found to be the strongest determinant of a young person’s educational and vocational choices. Some ongoing challenges to youth apprenticeship include a lack of awareness about apprenticeship, lack of co-ordination between schools and apprenticeship programs, continued stigmatization of the trades in society, limited accessibility to vocational training during high school, and perceived cost to both employers and apprentices. The GSC made a recommendation to the Board to continue evaluating these challenges, as well as the successes that have been documented, to gain a clearer picture of how to proceed with future initiatives.

As part of its Strategic Plan consultation process, the Community Liaison Committee (CLC) met with two groups of education stakeholders: practitioners (representatives from the colleges, the Technical Vocational Initiative and school divisions), and decision makers (Superintendents and Trustees) to discuss youth involvement and engagement in apprenticeship. Building relationships with these stakeholders is an important consideration toward the continued effort to increase youth awareness of and participation in the trades.

The Board was also represented in a presentation at the Manitoba School Board Annual Convention, focusing on opportunities for enhancing learning through existing options for applied/integrated learning in non-traditional classrooms and curricula; specifically, the apprenticeship model.

HSAP INCENTIVEThe High School Apprenticeship Program (HSAP) Incentive is a policy created by Apprenticeship Manitoba in 2010 with the purpose of increasing employer and youth engagement in HSAP and the post-secondary apprenticeship and training certification system. Eligible apprentices receive a tuition exemption for one level of technical training for each 220 hours of practical training through the HSAP. This incentive aims to encourage youth to pursue a career in the skilled trades, and is designed to increase youth transition and retention rates from secondary to post-secondary apprenticeship training in Manitoba. Since the incentive was implemented in 2011, 76 HSAP participants have taken advantage of it.


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CAPITAL PRojECTS INITIATIVEApprenticeship Manitoba is engaged with employers who seek to work on capital projects. In 2011-2012, the Government of Manitoba implemented the first phase of the Apprenticeship Training and Development Policy. As of 2014-2015, the Manitoba government will only employ bidding contractors and subcontractors that are party to an active apprenticeship agreement and employ certified journeypersons for work in designated trades on publicly-funded capital projects. The following steps will be implemented in the lead-up to this requirement:

• AsofJuly1,2011,biddingcontractorswith more than 20 of their own employees and all mechanical contractors, bidding and/or subcontractors, are required to be engaged in apprenticeship training.

• Beginninginthefiscalyear2012-13, bidding contractors with more than 10 of their own employees, and sub-contractors with more than 20 of their own employees, will be required to be engaged in apprenticeship training.

• Beginninginthefiscalyear2013-14, all bidding contractors as well as sub-contractors with more than 10 of their own employees will be required to be engaged in apprenticeship training.

• Beginninginthefiscalyear2014-15, all bidding contractors and subcontractors will be required to be engaged in apprenticeship training.

n Employer engagementThe Community Liaison Committee (CLC) continues to engage employers through meetings and events with industry stakeholders. During the 2011-2012 year, the CLC met with several stakeholders to discuss employer engagement, including employer groups, educators, labour unions and Aboriginal groups, to help inform the 2012-2013 Strategic Plan.

The CLC and Program Standards Standing Committee (PSSC) also met with the following stakeholders to discuss various topics:

• Canadian Association of Oilwell Drilling Contractors

• Manitoba Geothermal Energy Alliance

• Construction Electrician industry stakeholders, including: Merit Contractors, Manitoba Building Trades Council, Christian Labour Association of Canada, Manitoba Electrical League, International Brotherhood of Electrical Workers, Construction Labour Relations Association of Manitoba

• Railway representatives from Canadian National, Canadian Pacific, VIA Rail and the Canadian Auto Workers Union

The Board also supports the Province of Manitoba’s Apprenticeship Training and Development policy for publicly-funded capital projects, which supports the increase of employer participation in apprenticeship.

TAx INCENTIVESThe Manitoba government provides a number of financial incentives for both apprentices and employers. For apprentices, the government provides: • subsidiesforthemajorityoftuitionfees

for technical training• TuitionFeeIncomeTaxRebate• HSAPFinancialIncentive

For employers, the government provides:• Early-LevelApprenticesHiringIncentive

(ELA-HI)• Advanced-LevelApprenticesHiring

Incentive (ALA-HI)• JourneypersonsHiringIncentive(J-HI)


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n Review designation of new trades Through the work of Provincial Advisory Committees (PACs) and the Programs Standards Standing Committee (PSSC), the Board designated the following six new voluntary trades this past year:

Trade Designation Date Levels Hours Per Level

Domestic Gasfitter April 20, 2011 2 1,800

Gasfitter April 20, 2011 2 1,800 plus a prerequisite of a Domestic Gasfitter certificate of qualification or licence

Railway Car Technician August 19, 2011 3 1,800

Diesel Engine Mechanic August 19, 2011 3 1,800

Rig Technician August 19, 2011 3 1,620*

Pre-Engineered Building Erector

January 9, 2012 2 1,800

*The technical training is offered in Alberta

There are also two trades currently under review for potential designation in the next planning year. Sloped Roofer has been designated as a trade in principle, and the operationalization of its designation will be moving forward in 2012-2013. Aircraft Maintenance Engineers in Avionics is also being evaluated for designation. Consultation is being undertaken and the decision whether or not to proceed with the designation of this trade will be made in 2012-2013.

All of the above trades are voluntary. Requests for compulsory certification must be submitted by written request to the Minister; designation of compulsory certification trades is no longer the responsibility of the Board.


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n Clarification of Board processesIn its advisory capacity, the Board provides a governance and leadership role in the co-ordination of a relevant, accessible and responsive apprenticeship and certification system in Manitoba. In a governance capacity, it is responsible for the development of an Annual Strategic Plan based on consultations with stakeholders to identify and provide leadership on issues that have an impact on the apprenticeship system as a whole. The Board has four standing committees which are designed to allow Board members to focus on particular areas of interest and allow specific issues to be dealt with at a more detailed level.

Provincial Advisory Committees (PACs) are also appointed by the Board and are responsible for giving the Board advice on training standards required for their respective trades. The PACs include equal representation from employers and employees as well as a Chair.

The Board met with PAC Chairs on December 6, 2011 to clarify the role and mandate for both the Board and PACs under The Apprenticeship and Certification Act. The steps taken to clarify Board processes included the following:

• The Program Standards Standing Committee (PSSC) sent out a letter to all PAC members, advising them of the 2012-2013 Strategic Discussion guide and requesting feedback about Board priorities identified in the Plan.

• The Nominating Standing Committee (NSC) was directed to develop an orientation guide for PAC members to clarify the role of advisory committee members.

n Review of the General Regulation and standardization of trade regulations

In 2011-2012, the Board approved a work plan for the Governance Standing Committee (GSC) to review the General Regulation and implement changes to the trade regulations with the goal of streamlining them under the General Regulation. This work plan will be operationalized over the upcoming years according to annual priorities set out in the Strategic Plan. The Board also approved the GSC to review options to standardize the language that sets wage rates in trade regulations. These options will be reviewed in 2012-2013.


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SECoNDARY PRIoRITIES

n Exploration of Multiple Assessment Pathways (MAP)/ Occupational Performance Standards (OPS)

n Exploring pilot projects Pilot projects, such as exploring online delivery of technical training or examining different sequencing approaches to technical and on-the-job training, are a mechanism to test new concepts and delivery methods. The Board will continue to pursue pilot projects, where appropriate, to further enhance the apprenticeship training and certification system and to promote a culture of innovation.

An “Orientation to the Trades” course will be available to High School Apprenticeship Program (HSAP) students in the upcoming 2012-2013 school year. The course will allow high schools to issue a course credit for up to 35 hours on one HSAP high school credit (110 hours) with a provision for Prior Learning Assessment and Recognition. A communications strategy will promote the course among stakeholders.

The Board also implemented a pilot project for a Practical Experience Record Book for the trade of Cook. The pilot will end in June 2012 and the results and recommendations will be reviewed.

An online technical training program called e-Apprenticeship was launched in 2011-2012. E-Apprenticeship allows Manitobans in urban, rural and Northern communities to study and work close to their homes and families. Budget 2011 committed $2.1 million to developing online training for trades.

Apprenticeship Manitoba initiated engagement with the Northern Manitoba Sector Council (NMSC) in response to their request to provide an alternate model of sequencing the delivery of apprenticeship training for Northern residents. Apprenticeship Manitoba is currently developing a Northern Apprenticeship Training Co-op Pilot Project in Thompson, Manitoba, to address unique recruitment and training needs identified by the NMSC to training more apprentices in Northern industries.

The exploration of MAP and OPS remains of interest to the Board. As time and resources permit, the Board has maintained association with the Canadian Council of Directors of Apprenticeship (CCDA) throughout this process to learn of new developments. Apprenticeship Manitoba staff attended the Assessor Training workshops along with two Manitoba assessors each from the Cook and Heavy Duty Equipment Technician trades. The MAP pilot is a pan-Canadian initiative led by the CCDA, which is in the process of exploring the use of OPS

and enhanced methods of assessment (beyond the current multiple-choice Red Seal examination) to determine competency for certification.

The Board is also committed to ensuring that standards for training and certification are rigorously adhered to. The Program Standards Standing Committee (PSSC) plays a pivotal role in building and maintaining close relationships with trade-specific subject matter experts to ensure training standards are being met.


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FoR MoRE INFoRMATIoN, contact:Apprenticeship and Certification Boardc/o Manager of Board Operations and Relations1010 – 401 York AvenueWinnipeg MB R3C 0P8 Phone: 204-945-3337 Fax: 204-948-2539 www.manitoba.ca/tce/apprent/board

USEFUL LINkSFor a list of informative links for employers, apprentices, stakeholders and jurisdictions, please visit: www.manitoba.ca/tce/apprent/links.

http://www.manitoba.ca/tce/apprent/links

Apprenticeship and Certification Board 2011-2012 … · gouvernance de la Commission et un rapport...

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