A new article in The Advertiser today reports on the decline in the number of apprenticeships. Despite this, we have a huge demand from employers wanting to hire apprentices.
The biggest obstacle seems to be the number of under 21’s who either do not have a drivers license or have lost their licenses. The Government needs to consider reversing the policy that requires people to be on their ‘L’ plates for 12 months. Along with this, the loss of a drivers license can result in being completely excluded from working in the building and construction industry. Using public transport to get to different job sites, some of which are located in new suburbs without any infrastructure – is not practical or even possible most of the time.
Below is the article from The Advertiser:
THE number of traineeships and apprenticeships being undertaken in South Australia has continued to decline, a new report shows.
South Australia’s Training and Skills Commission 2017 Annual Report, tabled in State Parliament on Tuesday, showed last year there were 15,700 apprentices and trainees in training from 17,100 the year before – an 8.2 percent drop. An estimated 6100 apprentices and trainees successfully completed their training contract in the 12 months between July 1, 2016 and June 30, 2017 – again down from the year before when there was 6700 – a drop of 9 percent.
In the report, Commission chair Michael Boyce said SA has followed a national trend.“Apprenticeship and traineeship activity has declined nationwide since July 2012 due to multiple factors,” Mr Boyce said.“The significant decrease in traineeship activity was primarily driven by the removal of almost all funding to employers for employing existing workers under the Australian Government’s Australian Apprenticeships Incentives Programme.“Challenging economic conditions reduced apprenticeship commencements between 2012-13 and 2015-16.“However, the impact of these changes has lessened in the past three years, with preliminary data indicating apprenticeship commencements have stabilised, while the decline in traineeship commencements has slowed.”The new State Government has promised $100 million over the forward estimates to create 21,000 new apprenticeships or traineeships in SA. Last month The Advertiser revealed the new program to expand skills training for young people in SA will start from July, despite ongoing negotiations to unlock $100 million in crucial federal cash.
Big congratulations to Haydon Ashby, of Semaphore South, South Australia, for being awarded Apprentice Bricklayer of the Year 2017 in the HIA-Stratco state annual Apprentice & Trade Contractor Awards, held recently in Adelaide. Haydon is now in his third year, employed by HIA under a Group Training Organisation (GTO) arrangement where his host employer is Michael Quaini bricklayer based in Cowandilla, Adelaide.
Haydon started work with Michael in early 2016 and has proven through his diligence and skill to be a worthy recipient of this award, as judged by field officers employed by HIA. There was only one bricklaying Award made by HIA and sponsor Stratco, covering all bricklaying apprenticeship years, so it is a strong recognition of effort to have achieved this award – well done Haydon!
I attended the event and on behalf of Australian Brick and Blocking Foundation (ABBTF) and presented this important award to Haydon. It was an honour and a pleasure to see SA’s apprentices from several trades, receive acknowledgement for their strong performances.
Just a bit more information on the role of Group Training: For bricklayers not wanting to directly employ an Apprentice, Group Training is an excellent way to introduce new apprentices into your business without carrying the administration with the GTO employing and training the apprentice.
The host employer is a tradesperson who provides actual onsite training and as such pays the Group Training company a fee for the time that the apprentice spends onsite. There are advantages to this arrangement. For example some tradespeople want apprentices but do not want the responsibility of accruing or paying holiday pay, sick leave, and superannuation or training costs as such. Some tradesmen do not want the direct responsibility of overseeing the offsite training component and coordination of their apprentices to attend a local Training Provider (RTO), such as TAFESA, as part of the Certificate III completion. And some feel they may not have long term work and cannot sustain an apprentice for three to four years.
For apprentices it’s an alternative pathway to direct employment with a bricklayer, providing them instead with a ‘host’ employer while being employed by the GTO, in this case HIA. GTO vs RTO explained.
ABBTF Regional Manager North West
by Robert Bolton
There’s been another steep fall in the number of people doing apprenticeships – although the government claims there are positive signs in the details.
At the end of September, there were 291,925 apprentices in training, that was 5.6 per cent fewer than at the same time in 2016. Trade apprenticeship commencements were down by 3.2 per cent year on year and non trade commencements down by 5.2 per cent. The government says although trade apprenticeships were down year on year, the quarter on quarter result shows an improvement of 4.2 per cent.
The Business Council of Australia, which has been pushing for an overhaul of the vocational sector said the apprenticeship system needs restoring.
Chief executive Jennifer Westacott said this meant restoring employer incentives, reducing unnecessary red tape and removing barriers that prevent employers from hiring apprentices.
“We need to get our act together and focus on the vocational system. We need transformational change so Australians can access education and training throughout their lives.
“Our tertiary system must be joined at the hip to industry. Without reform, we’ll lose new businesses and new activities to other countries.”
The chief executive of the Australian Industry Group, Innes Willox, said the overall trend continues a long-term slide in participation to the lowest level for a decade.
“The national level fell below 300,000 for the first time in September 2015. Since December 2015 the quarter levels of participation have ranged between the current figure of 262k and 285k.
“While there is improvement in some industry sectors, the overall levels of participation in this major training pathway continue to be a real concern to business and demonstrate the need for targeted and coordinated government invention.”
The minister for vocational education and skills Karen Andrews said the biggest single issue was raising vocational education and training as a good pathway for school leavers – since it has to compete against universities.
She said the overall decline showed the importance of the government’s $1.5 billion Skilling Australians Fund to arresting the slide. The fund was announced in 2017 and binds the states to match commonwealth spending. But so far no state government has committed to the agreement.
“The Federal Government has funding available right now for states and territories to sign up to the Skilling Australians Fund and submit projects so we can work together to address looming skills shortages in priority industries,” the minister said.
“The money hasn’t started to flow, states need to sign off on the agreement. There’s no reason why states can’t be putting proposals up to us”
But researcher Peter Noonan, from the Mitchell Institute, says more funding is not the issue.
He says the decline in apprenticeships reflects wider trends in the labor market. Employers are retaining existing skilled workers rather than putting on new ones.
“You can’t blame the decline on funding. Because the apprenticeships are fully funded. It’s more to do with general regard for skills training. There needs to be higher priority about skills training in the national conversation.”
He said the most alarming trend was community and personal service workers where training is down 7 per cent year on year and down 28 per cent compared to 2012.
“Ageing and child care are in demand and the accreditation system means people have got to be accredited. You would hope there would be more people coming through getting those qualifications.
TAFE directors said the Skilling Australians Fund may have come too late. CEO of TAFE Directors Australia Craig Robertson said the problem is employers were walking away from taking on apprentices because the system was too difficult to engage with.
“The Government has taken its eye off the ball by its sole focus on schools and universities and has forgotten about VET and the vast majority of working age Australians who need a strong robust VET system.”
Some sectors have shown especially sharp declines over the longer time frame – including Engineering, ICT and science technicians which are down nearly 70 per cent since 2012 and clerical trainees down 58 per cent.
Overall the current number of apprentices in training – at just under 262,000 compares to 443,000 in 2012.
A YOUNG plumber was only paid one-fifth of what he was owed. When he asked his boss about it, all he got was abuse.
A MAN who told his employee to “seriously, f**k off” after the worker complained about being ripped off has copped a hefty fine.
Michael Patrick Pulis was slugged with a $21,500 penalty, while his company, Pulis Plumbing Pty Ltd, was hit with a further $100,000 fine.
Judge Grant Riethmuller found the employee — a 20-year-old plumber’s labourer — had been underpaid by $26,882 for work done in Melbourne, Geelong and Bendigo in Victoria over a period of just three months in late 2014.
Judge Riethmuller slammed Mr Pulis for his “outrageous exploitation of a young person” and said his conduct had been “nothing short of avarice”.
Mr Pulis paid the man an apprentice rate of just $12.18 per hour despite not having actually signed him up as an apprentice — which meant he was entitled to a far higher hourly rate of $37.08 for ordinary hours and up to $74.16 an hour for overtime.
Because the Fair Work Ombudsman had previously warned Mr Pulis that labourer rates must be paid unless an apprenticeship arrangement was formally registered, Judge Riethmuller found the underpayments had been deliberate.
The worker had only been paid one-fifth of what he was entitled to, and he also missed out on meal and travel allowances as well as leave and termination entitlements.
The employee worked 10- to 12-hour days and was never given feedback about his work, however, after three months on the job Mr Pulis told him his skills were not at a second-year apprentice level.
“The conduct is worse than simply underpaying an employee who has had difficulty obtaining work elsewhere, as the respondents also held out the lure of an apprenticeship to this young man: a particularly significant career and life goal for a young person who is not academically inclined,” Judge Riethmuller said.
“The amount of the underpayment, in comparison to the payments actually made, is significant.
“Remarkably, five of his previous apprentices were employed for less than 100 days.”
The judge said an apprenticeship was supposed to involve mentoring and training and that “in this sense, the employer is in a position of trust with respect to the apprentice”.
“A further loss on the part of the employee in this case is that the time working for the respondents cannot be counted against his apprenticeship because of the failure to sign and lodge the appropriate documentation.”
The young man was back-paid only after the Fair Work Ombudsman commenced legal action.
Mr Pulis and his company were also found to have breached record-keeping and pay slip laws and failed to comply with a Notice to Produce records issued by a Fair Work inspector.
Fair Work Ombudsman Natalie James said the conduct could only be described as deliberate.
“It is simply unacceptable to exploit any worker in such a way and the conduct is even more abhorrent when you consider the response the worker received for doing nothing more than asking for what he was lawfully entitled to,” Ms James said.
The Fair Work Ombudsman’s newly released Record My Hours smartphone app has been designed to help vulnerable young workers such as the labourer in question.
It uses geofencing technology to provide workers with a record of the time they spend at their workplace, and it can be downloaded from the App Store and Google Play.
The Certificate II in Construction (CPC20112) is often referred to as a ‘Pre-apprenticeship’ course. This is because employers looking to hire apprentices frequently recruit current students and graduates. Our next course starts 30th January 2018. The course will focus developing hand skills across tiling, bricklaying and plastering.
If you have been considering becoming an apprentice, but you’re not sure which trade to focus on, this course will give you an insight into several different trades as well as basic concreting and scaffolding. You will also have the opportunity to work alongside existing apprentices to find out what working in the building industry is like.
The course is open to applicants over 16 years old. Government funding is available to most applicants via the State governments WorkReady programme. Students enrolled at High School who are over 16 can also complete the course under TGSS funding.
The goal of this course is to help students into work within the building and construction industry. We have employers who are currently looking to hire apprentices and during the course, you will have the opportunity to be placed into work experience. Employers are generally seeking people under 21 with a drivers license and vehicle. There are employers willing to consider adult apprentices, but they are much less common than junior apprenticeships. If you would like to know more, or have any questions please contact us on 8367 5615.
Originally published: news.com.au
AFTER receiving their high school results over the past fortnight, graduates across Australia will be thinking long and hard about their options.
But while they’re going through their course options and preparing job applications, anxious about the dwindling graduate employment rate and competition for positions, there’s one category of jobs that will likely be overlooked.
Analysis by jobs website Adzuna has revealed the jobs that Australians just aren’t interested in, with trades and construction coming out on top.
With minimal qualifications required, you’d think trades would be a popular choice.
The report showed that while jobs advertised in the construction industry has increased by 10 per cent, apprenticeship commencements were down 5.6 per cent year on year.
Adzuna CEO Raife Watson called on schools to remind students of the option of vocational education and training as an alternative to university.
“Despite reports that the residential construction boom in Sydney is starting to wind down, we continue to see growth year-on-year in advertised vacancies across a wide selection of job roles in trades and construction,” he said.
“The primary concern for the construction industry is the continued decline in apprenticeship commencement rates.”
Mr Watson said there was a “stigma” associated with TAFE studies and apprenticeships that Australia needed to work to remove.
“Twenty-three university graduates compete for each role, whereas in some Australian states, two jobs are available for all qualified apprentices,” he said.
“I expect this number to increase in the coming years as apprenticeship numbers continue to decline.”
In South Australia, where school leavers’ results were released this morning, graduates are being urged to consider taking on a trade or traineeship.
Business SA says apprenticeships and traineeships are viable career options as Australia faces a skills shortage across a range of industries.
Sharyn Davies, from Apprenticeship Support Australia which is administered by Business SA, said a high score in year 12 is not a guarantee for future success.
“It’s more important for young people to follow their passions,” she said.
“When we are doing something that aligns with our strengths, skills and passions, we have a higher level of wellbeing and are more likely succeed in building a successful career.”
We have employers seeking Bricklaying, Tiling and Solid Plastering apprentices. The Certificate II in Construction aims to get students work ready, and into an apprenticeship.
Employers typically want applicants to be under 21, with a drivers license and some experience or a Cert II in Construction. There are opportunities for those over 21, usually in labouring jobs, but sometimes as adult apprentices.
Our next course starts Tuesday January 30th and runs for 10 weeks at 15 Jacobsen Crs, Holden Hill. Government-funded eligibility has been improved so more people have the opportunity to study.
Call us on 8367 5615 or email email@example.com for more information.
Dates for 2018:
30/01/2018 – 06/04/2018
06/03/2018 – 11/05/2018
01/05/2018 – 06/07/2018
8am – 3:30pm Tuesday – Friday for 10 weeks at 15 Jacobsen Crs, Holden Hill.
This qualification requires 9 core units of competency and 6 electives to be completed. For more information on this training course and employability skills, please visit training.gov.au
Qualification Code: CPC20112
Total qualification: Approx 500 hours depending on electives
|Unit Code||Unit Title||Hours|
|CPCCOHS2001A||Apply OHS requirements and procedures in the construction industry||20|
|CPCCCM10012A||Work effectively in the General Construction Industry||20|
|CPCCCM1013A||Plan and organise work||20|
|CPCCCM1014A||Conduct workplace communication||20|
|CPCCCM1015A||Carry out measurements and calculations||20|
|CPCCCM2001A||Read and interpret plans and specifications||36|
|CPCCCM2006B||Apply basic levelling procedures||8|
|CPCCCO2013A||Carry out concreting to simple forms||20|
|CPCCCM2005B||Use construction tools and equipment||96|
|CPCCCM2010B||Work Safely at Heights||8|
|Unit Code||Unit Title||Hours|
|CPCCCM2008B||Erect and dismantle restricted height scaffolding||40|
|CPCCCM2009A||Carry out basic demolition||32|
|CPCCSF2004A||Place and fix reinforcement materials||80|
|CPCCSP2003A||Prepare surfaces for plastering||40|
|CPCCCM2007B||Use explosive power tools||16|
|PLUS ONE OF THE FOLLOWINGUse wall & floor tiling equipment
Fix standard plasterboard wall sheets
Use solid plastering tools and equipment
Use bricklaying tools and equipment
Did you know that choosing a bricklaying apprenticeship will put you financially ahead of a 3 Year Bachelor’s Degree by about $110,000 by your 3rd year? You will have earned a training wage while you learned a craft-based skill, plus your training fees are reimbursed by your employer and your tool costs are relatively minimal.
Meanwhile, the university student is paying fees upfront and relying on unskilled casual work to subsidise living expenses with no specific job prospect at the finish. In fact, the report referred to below states that it takes an average of 4.7 years for a uni grad to find full time work in their industry of study.
Read the rest of the article: https://www.becomeabricklayer.com.au/brickies-blog/trade-apprenticeship-pay-rates-put-you-110000-ahead-of-uni-grads-after-year-3-of-study/
Getting an apprenticeship in South Australia can lead to a long term career in the Building and Construction Industry. That means working outdoors, earning an income while you study and having the opportunity to eventually be your own boss. The tricky part can be choosing which trade is the best fit. Pre-apprenticeship courses are an excellent way to try a number of trades before selecting which one you most enjoy.
Many people select the trade they want to focus on based on knowing someone working in that field. That doesn’t necessarily mean its the trade for you, but it is a good way to find out what working in the industry is like. At FCTA – Building Careers we have developed a pre-apprenticeship programme that allows people to try bricklaying, tiling, plastering, basic concreting and scaffolding. These are also the trades we train apprentices in. That means if you enrol in a pre-apprenticeship course with us, you will be working on some projects with existing apprentices. This is a great way to find out more about the trade.
Currently, we have a number of employers urgently looking to hire apprentices. The majority are after people under 21 who have a drivers license and car. If you are in the process of getting your license, most will consider your application. Adult apprenticeships aren’t as readily available. This is because the employer is paying anyone over 21 at the full rate. Many times employers will prefer to hire people over 21 as labourers instead.
The difference between labouring and an apprenticeship is a ‘Contract of Training’. That means that apprentices sign a binding contract with employers to work for them under the apprenticeship scheme. The benefits for apprentices are that they are paid to go to trade school to complete a Certificate III in their trade of choice, that’s the ‘earn and learn’ tag sometimes mentioned. Contracts are normally for 4 years, so getting an apprenticeship offers both job security and further education.
To help get an apprenticeship in Adelaide you can enrol in a pre-apprenticeship course, approach trades people directly or contact group training organisations (GTO). GTO’s are places like the HIA, TABMA, Maxima, CEG who hire apprentices directly and then place the apprentice with a ‘host’ employer. The Government has also set up a great website that explains the pathways for apprentices https://www.aapathways.com.au/
If you are considering an apprenticeship and you have questions, you can always arrange a time to talk to us or come in for a meeting. Our pre-apprenticeship courses run through out the year. If you would like to enrol, please call on 8367 5615 or email firstname.lastname@example.org. The dates for our next courses are:
05/09/2017 – 10/11/2017
30/01/2018 – 06/04/2018
06/03/2018 – 11/05/2018
01/05/2018 – 06/07/2018
Advertised positions are often posted on Gumtree, Facebook, Seek & Indeed Jobs. Each morning a summary of these advertised roles are posted to our Facebook page.
Hiring a new employee is an important decision for your business. We have specialised resources to help you find the right person, get them started and meet your obligations under workplace laws.
Tips for hiring new staff
There are a few things you should know when you’re hiring staff, especially if you’re doing it for the first time.
Know the law
There are laws which give employees rights including minimum wages, pay slips, leave and notice of termination. You also need to know about tax, superannuation and workplace health and safety.
Thinking about hiring
Assess the current and future needs of your business and define the role you want to fill.
Attract the right people
Once you have a clear idea of the role you want to fill, advertise the position. Make sure the right people hear about it and want the job.
Choose the right person
Shortlist job applicants whose skills and experience best match the role, and ask interview questions that focus on the skills and abilities needed for the role.
Make an offer
Once you’ve chosen someone, contact them to offer them the job. It’s best to follow this up in writing with a letter of offer.
Start on the right foot
Invest time in a thorough introduction because this will help you get the most from your new employee. It will also make sure that your employee feels well-informed, welcomed and equipped to do their job.
Have a productive workplace
Meet with your new employee to set goals, expectations and training needs during the first few weeks. Then schedule regular catch-ups to talk about how they’re going.
Resources for hiring new staff
Once you’ve hired someone, you can provide them with our Guide to starting a new job (DOCX 39.9KB)(PDF 235.7KB) or Guide to starting an apprenticeship (DOCX 68.6KB)(PDF 1.7MB), to help them understand their rights and obligations.