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The National Training Agency and Quality Apprenticeships in Trinidad & Tobago
What is an Apprenticeship?
The NTA is affiliated with the International Labour Organisation (ILO) and ascribes to its definition of apprenticeship.
An apprenticeship is an integrated system of education and training which combines practical work experience (on-the-job) with related technical (off-the-job) training. It is a paid job learning experience, which combines. a clearly defined and structured period of training and applied technical knowledge and skills for a related occupation. The successful completion of a formal assessment allows apprentices to obtain a recognized qualification.
The NTA recognises and promotes the ILO’s. Quality Recommendations on Apprenticeships No.208 which encourages, “a strong commitment to take effective measures to prevent and eliminate exploitation, discrimination, violence and harassment against apprentices and to provide adequate and effective remedies”.
Main Features/ Components of a Quality Apprenticeship
Dual (Two Parts)
The dual components, i.e. on the job and off the job training are intentionally and closely intertwined.
Commitment
It includes written contracts between apprentice and apprentice owner/s.
Rewards
There is a substantial work-based component which must include paid wages with a progression scale.
Alignment
Corresponds to a specific occupation and specific occupational standards.
Certification
It is systematic and long term and ensures apprentices are trained and certified to the highest skill level required for an occupation.
Relevance
Linked to the labour market.
Do you know there is a difference between apprenticeships and internships?
While there are similarities between apprenticeships and internships, they are not considered the same. The table provides a summary of the key features of apprenticeships versus internships.
| Features | Apprenticeship | Internship |
|---|---|---|
| Remuneration/Wage Progression | Yes | Probably |
| Written contract/Agreement | Yes | Possibly |
| Legal framework | Yes | Possibly |
| On-the-job training | Yes | Yes |
| Off-the-job training (Classroom/Lab) | Yes | No |
| Formal assessment | Yes | Possibly |
| Recognized qualification/certification | Yes | No |
| Duration | 1-4 years | Up to 12 months |
| Aligned to Specific Occupations | Yes | No |
| Age Specific | No | No |
| Structured Mentorship | Yes | No |
How do Apprenticeships benefit Stakeholders?
Apprenticeships offer numerous benefits to companies, apprentices/learners, and training institutions. The list below outlines the notable advantages of apprenticeships:
- Skilled/ Diverse Workforce: Apprenticeship programmes help build a pipeline of skilled workers tailored to the specific needs of the industry, reducing skills gaps and ensuring a competent workforce.
- Innovation and Competitiveness: A well-trained workforce can drive innovation and improve the industry’s competitive edge in the global market.
- Standardization and Quality: Apprenticeships help in standardizing skills and maintaining high-quality standards within the industry.
- Positive Corporate Image: Supporting apprenticeship programmes enhances an employer’s reputation as a responsible and community-oriented organization, attracting talent and boosting public relations.
- Fiscal perk or Financial Incentives: Monetary benefits may be offered to companies participating in structured apprenticeship schemes.
- Practical Experience: Apprenticeship is a great way for an apprentice to bridge the gap between finishing education and kick starting his/her career. Apprentices gain hands-on experience in real-world settings, making them job-ready upon completion of the programme.
- Earn While You Learn: Unlike traditional education, apprentices earn a wage while learning, reducing financial barriers and allowing them to support themselves.
- Career Advancement: Completing an apprenticeship can lead to higher job security, better career prospects, and potential for further advancement within the industry.
- Skill Development: Apprentices acquire both technical and soft skills, including problem-solving, teamwork, and communication, which are valuable in any career.
- Recognition and Credentials: Many apprenticeship programmes provide formal qualifications and certifications that are recognized by employers and industry bodies. This aids in validating skills and knowledge and help apprentices demonstrate their value to future employers.
- Increase in Employability: Greater success in finding employment after pursuing a TVET pathway.
- Mentoring on the job: mentors help apprentices learn new skills, achieve heir goals, maximize strengths and address weaknesses.
- Enhanced Curriculum Relevance/Tailored Training Programmes: Collaborating with industry partners ensures that the curriculum remains up-to-date with current industry standards and practices, making the training more relevant and effective. It facilitates specialized training programmes, catering to specific skills and needs, thus differentiating themselves from other training providers
- Increased Enrolment and Retention: Apprenticeship programmes attract more students who prefer a practical, hands-on approach to learning. This can lead to higher enrolment rates and better retention as students see clear pathways to employment.
- Strengthened Industry Connections: Partnerships with employers and industry bodies enhance the institution’s network, facilitating better placement opportunities for graduates and increasing the institution’s credibility.
- Improved Employment Outcomes: Institutions with strong apprenticeship programmes tend to have higher employment rates for their graduates, boosting the institution’s reputation and attractiveness to prospective students.
- Feedback for Continuous Improvement: Regular interaction with industry partners provides valuable feedback that helps institutions continuously improve their programmes, ensuring they meet the evolving needs of both students and employers.