Following are a number of tips, adapted from the Canadian Apprenticeship Forum, on how to implement a successful apprenticeship program:
- Take your time when evaluating potential apprentices. Employers with a solid record of retention conduct a thorough assessment of candidates to ensure that the apprentice will adapt successfully to their company and remain with the business. See Attracting and Hiring for more information, tools and resources.
- Explain the nature of your business, how it works and how the apprentice fits into the “bigger picture”. Apprentices are motivated when they feel they are an imperative part of a growing progressive funeral home.
- Be mindful of the issues facing members of equity seeking groups and take care to ensure that all employees receive fair and equal treatment. For more information see Encouraging Diversity in the Workplace section within this HR Toolkit.
- Clearly identify your training objectives and work with the apprentice to develop a basic training plan that identifies their skill requirements, clarifies expectations and outlines a plan for monitoring the apprentice’s progress, involving both formal and informal monitoring.
- Communicate regularly with the mentor and apprentice to ensure an appropriate level of supervision is taking place. As the apprentice progresses, he/she will develop more confidence and will require less supervision. Adjusting the level of supervision accordingly will demonstrate your trust in your apprentice’s abilities and will go a long way to encouraging him/her to perfect skills independently.
- Conduct regular performance reviews and adjust your apprentice’s level of responsibility accordingly. Offer them new challenges and vary their job routine. This will ensure that your apprentice stays interested in their work and will also increase the overall skill base of the funeral home.
- Make sure your apprentice is released from work without penalty to attend in-class training. This will show your apprentice that you are committed to the completion of all aspects of their training program.
- Educate your staff on the value of training, and the importance of having apprentices on the job site. Fostering a positive working environment where apprentices feel appreciated by the funeral home and their peers will increase employee retention, thereby reducing future hiring and training costs.
- Demonstrate your commitment to training by visibly displaying training certificates and providing recognition for excellent employees. Encourage supplementary training where applicable by posting information about courses/seminars and encouraging staff to update their training.
- Review apprenticeship agreement with your apprentice (if applicable) and clearly define expectations of such agreement.
- Support mentor orientation. The mentor is the person who employs and or supervises and trains the apprentice on the job. The mentor is responsible for providing balanced work experience and workplace training in all phases of funeral services. Mentors will be invited to attend an orientation session before the apprentice begins the program.
Tools and Resources
The Canadian Apprenticeship Forum – check out the Help for Employers which includes information on incentives available and making apprenticeship work for your business.
