Presented by: SAQA Workshop
Allyson Lawless 4 June 2010
Candidate Engineering Training – a funded phase?
The stages to engineering professional registration
B Tech Min 4 yrs
Stage 1ECSA
B Sc Min 4 yrsGrade 12
(Exemption)
ND CivilP1& P2
Min 3 yrsGrade 12 or Equivalent
Stage 0
ND CivilP1& P2
Grade 12 or Equivalent
CAN
DID
ATE P
HASE MINIMUM 3 YEARS
STAGE 2STAGE 1
REG
ISTR
ATIO
N W
ITH
EC
SA
?L
Outcomes required for registration
Ability to:Define, investigate, analyseDesign or developComprehend and apply advanced knowledgeManage part or all of an engineering activityRecognise and address social, cultural, environmental effectsMeet legal and regulatory requirementsCommunicate clearly
Must have developed: Sound judgementEthical behaviourDecision making abilityProfessional skills
Few registrations under 30
0%
25%
50%
75%
100%
35 34 33 32 31 30 29 28 27 26
% o
f tot
al a
ge g
roup
White Pr Eng Black Pr EngMale Pr Eng Female Pr Eng
The skills acquisition pyramid – requires one-on-one skills transfer by ‘knowledgeable others’
Competence reqr’d for registration
Training today – largely private sector
Activity ConsultingContractin
gLM/DMs Metros Provinces Ave
Offer workplace training
74% 72% 42% 67% 85% 62%
Regularly supervise graduate's work
54% 20% 27% 50% 48% 43%
Regularly check graduate's work
67% 24% 27% 40% 48% 53%
Regularly attend site meetings with graduates
61% 44% 36% 50% 33% 51%
Provide a mentor 45% 20% 23% 50% 29% 38%
Rotate graduates 19% 24% 5% 40% 33% 24%
Coaching versus mentoring
COACHING MENTORING
Focus on task Focus on progress
Short term Long term
Explicit feedback Intuitive feedback
Developmental skills Developmental capabilities
Shows where Helps you work it out
Knowledge coaching
‘Deep smarts’ as Harvard Business School see the term, is the intuition, judgement, and knowledge, both explicit and tacit, that is stored in the heads and hands of employees.This accumulated expertise is what makes an organization viable.It is essential to capture and transfer that knowledge. One way to do that is through coachingTransfer will never take place without a willing, skilful coach and a receptive, able learner.If transfer is not adequately structured, the ‘smarts’grow more shallow as they are passed down the line.
Rotation may be necessary
In-house Consulting ContractingMunicipalitiesLaboratories Centres of Excellence
Teaching strategies
Foundation knowledge, learnt largely by rote, internalised. Problem : work ethic and foundation skills no longer developed
Thinking & reasoning skills. Problem : only teaching outcomes does not develop this
Creating own knowledge and problem solving. Problem : only teaching processes, and not concepts so does not allow generalisation
The human synthesizer
Need individualised training to address weaknesses and
strengths per graduate at all levels – including technical , personal and professional
development
Need individualised training to address weaknesses and
strengths per graduate at all levels – including technical , personal and professional
development
Key elements for success
Care - Mentor and supervisor must never forget the maxim ‘I don’t care what you know until I know that you care’ Josh McDowell
Time – without adequate time spent supervising and coaching, inadequate transfer will take place.
Three to five hours a week for first six months, Three hours next six months, Two to three hours a week second year and One to two hours a week third year
Set goals – Plan training and let the graduate see where (s)he is goingGive graduates responsibility – but be available to monitor, advise, review - huge frustrations when treated as ‘babies’Work with groups, each reviewing and solving their own and others projects and problemsUse inquiry techniques – don’t tell but question and guide Retired capacity – need to hire retired capacity specifically for this process, as existing production staff do not have this sort of time for coaching
Cognitive apprenticeship
Modelling –by the supervisorCoaching – the learner practicing while the coach offers feed backScaffolding – providing support which is gradually reduced as the learner becomes more proficient Articulation – getting trainees to describe their reasoning or problem solving processesReflection – comparing their own reasoning or problem solving processes with those of an expert or peerExploration – where trainees take on problem solving without
Expensive process – requires funding – look to SETAs…Suggest R 90 000 per candidate – similar to apprenticeship. 20% for
each of the first three years, provided progress logged on ECSA website, and balance on registration.
Professional apprenticeship
Suggest a slightly different model for graduates, as they have already been exposed to the theorySpecify project –by the supervisorStimulate recall of prior learning or enhance prior learning –coach Coaching – the learner practicing while the coach offers feedbackScaffolding – providing support which is gradually reduced as the learner becomes more proficient Articulation – getting trainees to describe their reasoning or problem solving processesReflection – comparing their own reasoning or problem solving processes with those of an expert or peerExploration – where trainees take on problem solving without, or with limited support
Recognise Canidateship for Stage II
Encourage companies to Employ retired mentors and supervisorsOrientate graduates, supervisors and mentors on the processEnsure adequate rotation and exposure to all facets of the project cycle
Liaise with DOHET to Recognise engineering workplace training as an ‘candidateship’Advise SETAs that they should pay levies against these training costs
Liaise with National Treasury to Offer tax incentives on this ‘candidateship’, as is the case when students are registered on a learnership
Liaise with ECSA to Publish outcomesDevelop a method of accommodating and assessing progressive submissions
The Candidate Academy (launched by SAICE/CESA)
Portfolio of Evidence files – for recording training and filing signed ECSA forms as each period of training is completed
The Journal programme for planning, recording and assessment of progress on the road to registration Dedicated hands-on courses for young graduates to have their first practical experience in the hands of experts plus received follow-up coaching if required. Courses include:
Contract management and quality control
Road construction and maintenanceTransport planning Water reticulationSewage reticulationThe Road to Registration for CandidatesThe Road to Registration for Supervisors, mentors and HR
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