Taking on an apprentice is good for business. A study completed by the Canadian Apprenticeship Forum in 2009 found that for every $1 spent on apprenticeship training, a business receives an average of $1.47 in benefits. It’s also great for the NWT workforce. That’s because having a greater number of trained Northerners means more of the benefits from large-scale developments stays in the North.
Apprentices earn while they learn. Skilled tradespeople are in high demand and there will continue to be lots of job opportunities across Canada, and especially in the Northwest Territories. For more information about apprenticeship in the NWT, please contact your regional ECE Service Centre.
Apprenticeship Information at a Glance
The Apprenticeship Contract
- The Apprenticeship Contract is an agreement between the employer and the apprentice.
- The terms and conditions are required by the Act and Regulations and are set out on the contract form.
- If there is no activity for two years, a new contract is required.
Previous Trade Experience and or Technical Training
- Coursework and trade experience completed within the last ten years may be considered as credit and applied to the contract. The trade experience must be accepted by the employer signing the contract. All information must be presented at the time of signing.
- In larger companies, it is important to ensure that the person signing on behalf of the employer has the authority to sign such a contract. The employer is responsible for ensuring that a journeyperson is available to train the apprentice. The journeyperson must be certified in the trade that the apprentice is registered. However, there are some exceptions to this rule, including the trades of Housing Maintainer and Hairstylist. Please refer to the Trade Description and Guidelines for trade–specific information.
Transfer of Contracts
- When an apprentice changes employers, the apprentice is responsible for ensuring that their Apprenticeship Contract is transferred to the new employer. The contract can be transferred to a new employer by filling in the Transfer of Contract form, found in the green (or blue) book in the Apprentice Record Book. The forms are behind the book’s flap. Hours in the record book cannot be credited to apprentices unless the Transfer of Contract is complete.
Process of Transferring a Contract
- The new employer and the apprentice complete the Transfer of Contract form.
- The original employer should complete a Time Credit Sheet on the final day of employment. This ensures that all time worked is recorded in the Record Book.
Note: If the apprentice has been inactive or terminated for two years, Transfer of Contract is inappropriate. In this situation a new contract should be drawn up.
To discuss Apprenticeship Contracts please contact your regional ECE Service Centre.
Instructions to the Employer - The Apprenticeship Record Book
“Evaluation of Performance” in the yellow “Time Credit Book” must be completed. Indicate (circle or underline) the apprentice's current level of performance and indicate (circle or underline) if the apprentice is performing at, below or above their current level. The apprentice will not be issued a new status card or progress unless the “Evaluation of Performance” is complete.
Update the Time Credit Sheet:
- Every 3 to 4 months;
- Just before apprentice attends any technical training; or
- When an apprentice ends/leaves your employ.
- When the apprentice has completed their technical training and the required work experience time, and is performing at the journeyperson level, complete the “Certificate of Qualification” (page 2 of the Apprentice Record Book) and a Time Credit Sheet. With written support of the employer, the apprentice can be certified with 80 per cent of work experience completed.
Evaluating the Apprentice
- An apprentice may not advance to the next level of Apprenticeship until the employer has completed the Evaluation of Performance section supporting advancement to the next level. The Employer may use the Skills Employee Evaluation Check List profile section, course outline, and Red Seal National Occupational Analysis as guidelines for evaluation or for planning an apprentice’s on-the-job training and day-to-day work assignments.
Employer’s considerations when assessing and evaluating the apprentice
- Quality of Work:
- Consider how work measures up to activity standards in skills accuracy, thoroughness, neatness, technical excellence, and use of tools safely in a correct and appropriate manner.
- Quantity of Work:
- Consider only the volume of work produced, and how it compares with shop standards.
- Judgment & Common Sense:
- Consider ability to proceed with the job without being told every detail.
- Consider ability to meet changing conditions, to “pitch-in” on emergency jobs and to respond to new procedures.
- Consider willingness to make suggestions for solving problems, desire for self-improvement and resourcefulness on the job.
- Consider attitude towards the job and towards co-workers. How do they react to him/her? Can he/she work well with others?
- Consider only how you can count on this person for punctuality and conscientiousness. Does he/she require constant supervision?
- Consider only how well this person will carry through with the job, which includes cleaning up, regardless of the amount of supervision. Willingness to be held accountable for his/her work.
- Consider only attitude toward all general regulations, including shop standards and rules.
- Safety Consciousness:
- Consider overall regard for safety of self and other, e.g. wearing of safety goggles, boots, hard hat, etc., and general safety work habits.