Apprenticeship Program Management

This program establishes a standardized framework for onboarding, developing, and certifying apprentices within the manufacturing operation. It ensures that every apprentice receives consistent technical instruction, documented competency evaluations, and progressive wage adjustments tied to demonstrated skill acquisition. The program aligns with provincial regulatory requirements and industry-recognized trade standards while maintaining full traceability for audit and funding compliance.

The procedure applies to all direct-hire apprentices, co-op students registered in recognized trade programs, and cross-departmental transfer employees entering a new trade classification. All activities — from initial registration through final certification — are governed by the directives, roles, and tracking protocols defined herein.

This program applies to all departments within the manufacturing facility that employ apprentices in any of the following trade classifications: industrial mechanic (millwright), machinist, welder, electrician, instrumentation technician, and sheet metal worker. It covers full-time apprentices, registered trade students on work placements, and incumbent employees who are cross-training into a new trade under a formal apprenticeship agreement.

Exclusions: casual labourers, temporary agency workers, and employees enrolled in general safety training or non-trade professional development programs are not within scope. Contractors performing work on-site must maintain their own accredited apprenticeship programs and are not governed by this procedure.

• REGAll apprentices must be registered with the provincial training authority within 14 calendar days of their start date. Proof of registration must be filed in the apprentice's personnel record and the digital training log.
• MENTEach apprentice must be assigned a qualified journeyperson mentor who has completed mentor training within the past 12 months. Mentor-to-apprentice ratio shall not exceed 1:3 at any time.
• COMPCompetency assessments must be conducted at minimum every 90 days using the standardized task sign-off sheet. A minimum of three verified observations per competency block is required before sign-off.
• WAGEWage progression increases are contingent upon documented completion of all required competencies for the current level. No retroactive wage adjustments will be approved without signed competency records.
• AUDITApprentice files — including registration forms, competency logs, mentor meeting notes, and wage progression approvals — must be audit-ready at all times. The Operations Manager will conduct a quarterly file review and issue a compliance report.
• TERMTermination or withdrawal from the program must be documented with an exit interview, final competency summary, and notification to the provincial training authority within 10 business days.

• Operations Manager — Owns the program end-to-end. Approves registration, wage progression, mentor assignments, and quarterly audit reports. Ensures compliance with provincial regulations and internal policy.
• Journeyperson Mentor — Directly supervises the apprentice's on-the-job training. Conducts competency observations, provides weekly feedback, and completes task sign-off sheets. Must maintain a mentor log with dated entries.
• Training Coordinator — Maintains the digital training record system. Schedules 90-day assessments, tracks certification expiry dates, and coordinates technical classroom sessions with external training providers.
• HR / Payroll — Processes wage progression changes upon receipt of approved competency sign-off from the Training Coordinator. Maintains the apprentice personnel file and provincial registration documentation.
• Apprentice — Actively participates in training, maintains a personal competency log, notifies mentor of any gaps in learning opportunities, and adheres to all shop safety and quality standards.