Apprentice / Trainee Care

Victoria experienced an average increase of 60% in apprentice and trainee commencements as companies took advantage of government incentives in 2021 according to the National Centre of Vocational Education Research (NCVER). Some are increasing intakes and others hiring for the first time.

Financial incentives are enticing, prior to committing to hiring there are a few questions to ask yourself:
• What is the motive for hiring apprentices or trainees?
• Can you provide practical opportunities for all facets of the qualification?
• Will you be able to afford the position once incentives finish?
• Do you have a robust selection/ onboarding process?

There are associated responsibilities and administration work for the employer that must be understood and taken seriously to ensure good outcomes. Otherwise, there is a high risk of apprentices abandoning their training (NCVER 2014).

Preparation
Prior to recruiting, prepare your staff by making them aware of their responsibilities and administrative responsibilities:
• Prepare a detailed induction process (emphasis on safety).
• Assign mentors or buddies.
• Students need time blocked out for off the job studies.
• Authorised staff may need to review and sign off work logbooks.
• There may be competency-based elements, understand their requirements and implications.
• Confirm payroll staff understand pay rates and progression thresholds.
• Choose and contact an Australian Apprenticeship Support Network (AASN).
• Decide whether you are likely to retain the individual post-graduation.

The following links provide information for apprentices, trainees and employers. The AASN provider will be your main source of information.

Apprentice & Trainee
https://www.apprenticeships.vic.gov.au/apprentices-andtrainees/

Employer
https://www.apprenticeships.vic.gov.au/employers/whatis-an-apprenticeship-or-traineeship-2/

AASN Locator
https://www.australianapprenticeships.gov.au/search-aasn

Commencement and Beyond
Once you have chosen candidates, an AASN, qualification to be studied and a Registered Training Organisation (RTO). Organise a meeting between the company, the new hire and AASN who inform all parties of their rights and obligations as required by the government and sign the contract. Work with the RTO to agree on the subjects to be studied (Training Plan) which must be signed by all parties prior to commencing the training.

Apprentices or Trainees may be inexperienced or be mature with several years’ experience. Structure the induction according to their background, if it is their first job then a more in-depth process will be required. It is your responsibility to provide a safe working environment for their physical and mental wellbeing.

You may see the term “Nominal Hours or Duration” for the student to complete a qualification. This is a notional figure; some may complete sooner others later. The employer approves the final sign off for completion once the person has proven competent.

Non-completion
According to NCVER, the non-completion rate of qualifications has been between 45-55%. For example, almost 23 thousand trainees abandoned their course in early 2021.

Example of non-completions across Australia

(National Centre for Vocational Education Research)

There are various “at risk” factors. Following are some issues to consider and monitor:
• Has the person relocated to take up the position and is it their first time away from home?
• 60% that cancel their apprenticeship do so during their first year. (NCVER)
• Employment-related reasons are the most cited reasons for not completing an apprenticeship. These include experiencing interpersonal difficulties with employers or colleagues, being made redundant, not liking the work and changing career. (NCVER)
• If the student is not being given sufficient off-site training, proper opportunities for practical experience on the job or not being advanced to the next level they may opt to cancel or transfer the contract.
• Depending on their stage of life some apprentices or trainees experience a crisis period around the third year and opt to resign.

Research shows that providing counselling services and mentors significantly reduces risk of non-completion (PC 2020).

The desired outcome is that the employees gain skills and a qualification, the Employer and Industry gain qualified people.

Sources and References
National Centre of Vocational Education Research (NCVER 2022)
https://www.ncver.edu.au/research-and-statistics/
visualisation-gallery/latest-vet-statistics

NCVER (2014) “Understanding the non-completion of Apprentices”

Productivity Commission (2020) “National Agreement for Skills
and Workforce Development Review” Productivity Commission
Study Report, December 2020

Ross Kelly
www.rosskellyconsulting.com.au

Business Operations Reviews and general business functionality.

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