Hiring an apprentice is an investment in their future and your business. Make the most of your new team member by preparing ahead of time. Managing an apprentice requires some administrative work, like tracking and logging their on-the-job hours. As well, the journeyperson overseeing the apprentice’s work may need some training tips and advice on mentoring.

In general, there are three main expectations of employers:

1. Employment – make sure the apprentice is paid according to the regulated minimum wage rate
2. Mentorship – ensure a journeyperson or designated trainer mentors the apprentice, providing guidance, feedback and opportunities for them to develop their skills
3. Progression – encourage and help the apprentice progress through the levels of their program

Apprentice to Journeyperson Ratio

Apprentice to journeyperson ratios are regulated under section 10 of the Apprenticeship and Certification — General Regulation. Employers must assign a certified journeyperson or designated trainer to supervise the on-the-job training and ensure apprentices are provided guidance, feedback and opportunities for them to develop their skills.

On October 30, 2024, the regulation changed to be a 1:1 apprentice to journeyperson ratio; it was previously a 2:1 ratio.

• New apprenticeship agreements entered into on or after October 30, 2024 will be subject to a 1:1 apprenticeship to journeyperson ratio.
• Apprenticeship agreements that were registered prior to October 30, 2024 will continue as 2:1, provided the following conditions were met:
  • The employer has been permitted to have their journeypersons supervise more than one apprentice.
  • The apprentices actively demonstrate continued progress in their apprenticeship program under their preexisting employment agreement.
  • The journeyperson does not take on additional apprentices.

Employers who meet specific requirements can apply for a ratio adjustment or use designated trainers if they require additional apprentices. Applications will be assessed on a case-by-case basis.

Forms:

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Journeyperson or Designated Trainer

Mentoring Apprentices

A designated trainer is an experienced tradesperson without journeyperson certification who is allowed to supervise and train an apprentice. Apprenticeship Manitoba allows employers to use a designated trainer in voluntary trades. Designated trainers are not allowed for any of the compulsory certification trades.

Designated trainers must have experience in 70 per cent of the scope of the trade and must have worked 1.5 times the term of apprenticeship within the past 10 years.

To apply to be a designated trainer, complete and submit the application along with a Work Experience Form for each applicable trade.

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Track and Report On-The-Job Hours

The employer is responsible for recording and posting the on-the-job hours that are worked by the apprentice. Note that hours must be worked over a minimum length of time, typically one year per level. Overtime hours do not allow for faster progression because a minimum amount of calendar time is also required to complete each level. Visit the trade profile to learn the required hours for each level of training.

How to Report On-the-Job Hours

AccessManitoba, a self-service web portal, is used to track and manage the progress of apprentices. As an employer, you will use AccessManitoba to “link” to your apprentice and report their on-the-job hours. Apprentices also use to the web portal to apply for apprenticeship, register their Apprenticeship Agreement, and schedule their technical training.

Employers are required to:

• report on-the-job hours before the apprentice is set to take technical training, or at minimum every 6 months
  • apprentices are not allowed to report their own hours in AccessManitoba
  • apprentices are encouraged to track their own hours and compare their log with yours to ensure all valid hours are reported
• report your apprentice’s total hours if your apprentice leaves your employment
  • you are required to let Apprenticeship Manitoba know in writing within 15 days of your apprentice’s last day of employment
  • Apprenticeship Manitoba will remove the apprentice from your business profile so it is important to report on their hours so they receive credit

If you require further assistance visit: AccessManitoba: Support/Tutorials or contact us

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Release for Technical Training

Release Your Apprentice for Technical Training

Technical training, in the classroom, is a vital part of your apprentice’s learning. It makes up about 20 per cent of the program and helps to reinforce and expand on what apprentices learn on the job.

As an employer, you are required to allow your apprentice to take time off work to attend technical training.

To prepare:

• Talk to your apprentice ahead of time to understand when technical training will be taking place for their trade and work with the apprentice to accommodate for them to be away for school.
• Anticipate your apprentice’s first technical training session will be six months (at minimum) to one year after the Apprenticeship Agreement with your apprentice is registered by Apprenticeship Manitoba.
• Consider if your apprentice has previous experience (HSAP, pre-employment or other) in the trade, as they may qualify to take technical training sooner.
• Encourage your apprentice to register as soon as classes are released.
• Invite the apprentice to check the website frequently for available courses in their preferred time slot as seats cannot be reserved.

Technical Training – learn more about locations, schedules and supports

Technical Training Costs

The Manitoba government subsidizes the technical training tuition for apprentices, on average by $5,926 per course. The apprentice’s personal contribution fee that is paid is only a portion of the total cost of training.

Your apprentice is expected to register and pay for their own training in AccessManitoba. However, some employers choose to pay for their apprentice’s technical training.

Financial supports are available to apprentices during technical training for costs such as lodging, commuting, child care and more. Encourage your apprentice to carefully review the available financial supports.

Financial Support During Technical Training – lodging, commuting, child care and more

To Pay for Your Apprentice’s Technical Training:

Some employers choose to pay for training, books, or provide other supports for apprentices while they are in technical training. In this case, the employer must register the apprentice for technical training and pay over the phone.

• Register by phone:
  • Winnipeg: 204-945-3337 (or during Technical Training Registration Week – call 204-945-4016)
  • Toll-free: 1-877-978-7233 (or during Technical Training Registration Week – call 1-888-945-4016)
• If registering more than one apprentice, payment must be made separately for each apprentice. Fees paid for each apprentice cannot be transferred to another apprentice.
• Employers should confirm training dates and locations with the apprentice before paying for the session.

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Get Started on the Job

Each apprentice will come to you with an existing set of abilities and learning style. Take the time to get to know them. Consider some of the ways people like to learn:

• Be welcoming and create a respectful and safe environment.
• Demonstrate the tasks. Explain how they need to be done and why they need to be done in a particular way.
• Help the apprentice improve by watching them practice tasks and respectfully correcting their mistakes.
• After an assignment, have them repeat the instructions back to you.
• Provide tasks appropriate to their experience.
• Explain how individual tasks fit into the bigger picture.
• Show tasks in a logical step-by-step process.
• Be available and open to questions and discussions.
• Recommend reading materials or resources for independent learning.

Workplace Orientation - Introduce your apprentice to their new workplace and to their chosen trade. Ensure your apprentice has:

• proper equipment for the job
• safety training and a good understanding of safety standards for the workplace
• been introduced to the certified journeyperson (or designated trainer) that will be training them on the job
• exposure and training for the full scope of the trade
• exposure to multiple work sites, if required, to gain experience in the full scope of the trade

The journeyperson and apprentice should review the requirements for each level (see trade profiles). If you need help, contact Apprenticeship Manitoba.

Essential Skills Training - Depending on the trade, certain skills are more important than others. Consider if your apprentice needs to improve their writing, reading, math or communication skills. If you think your apprentice requires upgrading, contact your Apprenticeship Training Coordinator or contact Apprenticeship Manitoba.

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Mentoring Resources

Being a journeyperson makes you an expert in your trade. However, teaching others what you know can be a new challenge. Here are some tips and resources to help you support your apprentice, so they learn the skills they need to succeed.

• Safety first – make sure your apprentice has safety equipment and understands workplace safety
• Have a training plan – look at the trade profile and review what is learned in each level of technical training, identifying the needed skills and work tasks
• Set reasonable and measurable goals – apprentices want to learn by doing but need tasks that are appropriate for their skill level
• Build trust and team – invite your apprentice to ask questions and reinforce that they are part of a team that works together
• Be aware of learning styles – people learn differently, some need to understand the why before they can do, while others need step-by-step instructions
• Recognize initiative, commitment and effort – while it is easy to focus on things that need improvement, encouragement is essential
• Be there – be available and open to questions, providing easy to understand corrections if the apprentice is unclear about a task
• Be patient – take the time to get to know your apprentice and appreciate where they are coming from
• Be inclusive – ask questions to become more informed, respectful, and open when it comes to identities that are different from your own
• Support physical and mental health - promote safe and healthy work practices and create awareness about useful resources

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