[ Focus: Adult training ]
individuals who need to become formally qualified. More than 6,000 trainees have signed up to the
current programme, which was launched in 2009, showing a clear appetite from industry for this alternative route of formal training to sit alongside the traditional apprenticeship schemes. All ECA members can take advantage of the
scheme – as with a JIB apprenticeship, firms do not have to be a member of the JIB to enlist a new recruit onto the programme. ‘Achievement of NVQ Level 3 is the industry
recognised standard for our sector, and while an apprenticeship is the traditional route into the industry, it is not the only option. Dwindling apprenticeship numbers mean we have to encourage other pathways. Older trainees bring a wealth of life experience to the table and are often a real asset to a business,’ says Steve Bratt, ECA group chief executive. ‘The JIB adult craft training scheme is designed to
recognise the need to properly manage those who are ineligible for an apprenticeship – usually adults – through a structured induction framework that includes the achievement of industry-recognised qualifications. Using this route guarantees that individuals achieve an industry-recognised outcome in a timely manner, and adds to the options that employers have to develop their staff.’
Benefits An added benefit of the scheme is that trainees complete the AM2 test as part of the programme. Traditionally embedded only within an apprenticeship, the introduction of the AM2 into the adult scheme now means there is a complete parity of competence between an apprentice and adult trainee. ‘When the scheme was reviewed in 2009, this
is something the industry was keen to address,’ says Iain Macdonald, chief executive of National Electrotechnical Training (NET). ‘With the introduction of the AM2 into the adult training programme, all electrical qualifiers, regardless of entry route, now undertake the same qualification and testing, so employers can be sure of their employees’ capabilities.’
Older heads ECA member Boulting Group has successfully used the scheme for a number of years. ‘Our strategy was not to flood our workforce with trainees in order to establish a lower squad rate for estimating purposes,’ explains Boulting Group director Terry Marston. ‘Our strategy and philosophy was to develop a separate development pipeline to our long- standing traditional young apprentice scheme.’ ‘Having adult trainees – who are generally
recruited from between the ages of 21 and 35 – means we can engage with young adults who have far greater life experiences and physicality than our tranche of young apprentices.’ Marston continues.
56 ECA Today September 2013
Through the scheme, employers can put unskilled employees on a formal training programme to achieve graded ‘electrician’ status
Case study
Marc Miller, Darke & Taylor ‘The trainee scheme has been ideal for me – at my age it’s not feasible to do an apprenticeship, so this was the ideal way to get qualified. ‘I started my career as an avionics engineer in the Army. When I
left there about six years ago I applied for a job with Darke & Taylor. I did have a lot of transferrable electrical skills, but my core work was microelectronics, which is obviously different to what was needed for my new role. ‘The company put me onto the adult trainee scheme, and I’m
currently in my last year. It has involved me studying at college in my own time, but that has worked well as it’s enabled me to fit it in around work and family. I’m currently working in reactive and planned maintenance and really enjoying it – I hope to do this as long as possible.’
SHUTTERSTOCK / LISA F. YOUNG
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