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Worth its weight in gold: An ACE IT success storyhe was studying, showing up ontime for school and was speak-ing with pride and confidenceabout what he wanted to dowhen he finished high school.”

“I found out about the programthrough Vicki Schenk, the highschool’s Woodwork teacher,”says Curtis, “she saw that I wouldbe good at carpentry and sheintroduced me to my instructorGrahame Carson.”

Grahame has been an ACE ITCarpentry instructor for sevenyears. “The ACE IT program isworth its weight in gold. Peoplejust don’t realize what a profoundeffect it has on our students,” saysGrahame. “Being an instructorin the program gives me boththe challenge and opportunityto nurture students who come tomy class with little or no confi-dence and then to see themdevelop into valuable assets tothis community, just like Curtis.”

For Curtis, the program has givenhim direction and somethingto get excited about. “I found I

really enjoyed carpentry and withthe help of Grahame, I was ableto secure an apprenticeshipbefore I had even finished mylast day of school.”

Grahame’s hope is that the pro-gram continues to become morepopular for students in BC. “Allyou need to do to succeed likeCurtis is have a good attitude,be determined to work hard inyour studies, and absorb all theknowledge that you possiblycan,” says Grahame.

• Learn more about how youcan get involved in the ACE ITprogram.

Eight years ago, ITA introduced aprogram called the AcceleratedCredit Enrollment in IndustryTraining (ACE IT) in BC includingSquamish Secondary School inpartnership with Kwantlen Poly-technic University. The highlysuccessful ACE IT program allowshigh school students to take firstlevel technical training, givingthem dual credit for high schoolcourses and apprenticeship orindustry training programs. Theprogram has provided trainingfor over 15,000 students, guidingthem on a path to a successfulcareer in the trades—Curtis Shardis one of those students.

Curtis, a grade 12 student atSquamish Secondary School,hadn’t found something thatinterested him yet in his highschool curriculum. “Curtis’ careerfuture was never very clear tous,” says Wendy Shard, Curtis’mother, “— at least before hestarted the ACE IT program.But then it became clear that hefound his path. All of a sudden

ITA at work: Seizing opportunities andbuilding a skilled BC As the newly appointed Chief Executive Officer, I am pleased and honoured to lead the Industry TrainingAuthority (ITA) at this crucial time for skills training in BC. ITA has the opportunity to re-engineer itsapproach in order to transform into a high-performance, customer-focused organization that is timely,responsive, and labour market demand driven. It is our goal to build a skilled workforce to match theregional and sectoral needs, including labour demands.

ITA has been working hard to develop a Transition Plan to address the recommendations in the B.C.’sSkills for Jobs Blueprint and The Industry Training Authority and Trades Training in B.C.: Recalibrating forHigh Performance (McDonald Report). The action plan is based on four pillars: …continued/5

I N T H I S I S S U E

ITA at work

Action Plan forLNG Trades Training

Doing It Right:A best practices guide

Employer Profile:Mearl’s Machine Works

Growing your company:Tips for recruiting and hiring

Program Updates

Apprenticeship Advisor Career

Apprenticeship AdvisorCrystal Bouchard

Question of the Quarter

Vicki Schenk, Squamish Secondary SchoolWoodwork teacher with Curtis Shard, ACE ITparticipant.

VOLUME 1 | ISSUE 2

Fall 2014

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ITA at workITA has been hard at work since the launch of the B.C.’s Skills for Jobs Blueprint and therelease of the recommendations in The Industry Training Authority and Trades Training inBC: Recalibrating for High Performance (McDonald Report). Here are just a few of thetwenty plus actions ITA has delivered on over the past three months.

STRATEGYITA Transition Plan: A road map to skills for BC

ITA’s first step was to create a Transition Plan in response to therecommendations in the independent review and those made bythe BC government. The Transition Plan focuses on four key areas:

• Transform Industry Relations • Re-align Training Investment

• Launch LNG Action Plan • Enhance ITA Capability

In the first 90 days of the Transition Plan, ITA has delivered on over 20actions and will continue to execute the plan over the coming months.

• Learn more about the Transition Plan and ITA’s plan to transforminto high-performance, customer-focused organization that is timely,responsive, and labour market demand driven.

TRAININGITA Introduces BC’s 48th Red Seal Trade: Construction Craft Worker

Construction Trade Helpers and Labourers are at the top of the list ofin-demand liquefied natural gas (LNG) occupations with an anticipateddemand up to 11,800 Construction Trade Helpers and Labourers by 2018.In response to this demand, ITA has taken the small but crucial stepof introducing the Construction Craft Worker Red Seal certification.

The certification will help to amplify and raise the standard of excellencefor the Construction Craft Worker trade. This will help ensure that BritishColumbians are trained and first in line for these upcoming jobs.

• Learn more about the trade and keep informed of trainingopportunities.

SUPPORTMaking Connections: Six more Apprenticeship Advisors hired

Adding to the team of the first four Apprenticeship Advisors alreadyon-the-ground in Kelowna, Nanaimo, Prince George and Terrace, ITAhas hired an additional six Advisors. The new Advisors will be locatedin the Lower Mainland, Kamloops, Victoria, Dawson Creek and Cranbrook,and will be in place at the end of September.

In addition to building knowledge of the BC apprenticeship system,advising apprentices and sponsors, boosting apprentice success andsupporting apprentice and sponsor connections, three ApprenticeshipAdvisors located in Cranbrook, Kamloops and the North Shore,will also focus on recruiting and supporting Aboriginal apprentices

within those communities. By the end of December 2014, a total of15 Apprenticeship Advisors will be working across BC.

• Learn more about the Apprenticeship Advisors in your area.

FUNDINGInvestment in critical trades seats means more opportunitiesfor trades students

As part of the B.C.’s Skills for Jobs Blueprint, the BC government hasinvested $6.8 million to create an additional 1,424 critical trades seats,including 889 foundation and 535 apprenticeship seats at 14 publicpost-secondary institutions throughout the province. ITA has allocateda further $3.75 million from the Learner Demand Fund to reduceapprenticeship waitlists in top demand trades.

The funding is a strategic investment in building a trained workforcethat will be ready for jobs in the LNG and other industries. ITA iscommitted to working with partners in industry, training and educationto respond to the growing labour demand.

PROMOTIONBC Lions roar back into schools for another year of theLions in the House initiative

ITA is excited to announce that starting January 2015, the Lions in theHouse initiative, presented by CN Rail, will make over 20 school visitsthroughout the province to talk to youth about opportunities in theskilled trades. The interactive sessions with BC Lions players showthe power of choice and reminds youth that there are many pathwaysto a successful career.

• To learn more about the Lions in the House initiative.

Since 2008, the number of Aboriginal Peoples taking trades traininghas doubled. The increase, in part, can be attributed to the efforts madeby Aboriginal employment agencies, First Nations, post-secondaryschools, industry and trade unions with the help of Labour MarketAgreement (LMA) funds.

The lessons that they’ve learned along the way to better attract, trainand retain Aboriginal tradespeople have been outlined by ITA in thebest practices guide, Doing it Right. Here are some of the learningsthat will help guide training providers and program coordinators:

• Be open-minded and flexible. With more single parent households,higher unemployment and higher competition for job opportunitiesin First Nations communities, employers should offer flexible sched-uling, as well as additional services and training to make trades moreapproachable to Aboriginal Peoples.

• Highlight success stories. In marketing and program promotion,highlight Aboriginal participants who have successfully completed

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Recent liquefied natural gas (LNG) data indicates that a scenario withfive LNG plants constructed in BC between 2015 and 2024 wouldcreate a total industry investment of $175 billion and up to 10,000 jobs:58,700 direct and indirect construction jobs, 23,800 permanent directand indirect jobs for operations.

With numbers like these, LNG has quickly become a priority for theBC Government and ITA and is the driving force behind the devel-opment of An Action Plan for LNG Trades Training. Responding tothese labour demands from the LNG industry is one of the four keypillars outlined in ITA’s Transition Plan.

ITA worked with Geoff Stevens, Chair of BC’s Natural Gas WorkforceStrategy Committee, to build a plan that ensures British Columbians,including First Nations communities, are first in line for jobs. Theplan has been reviewed and validated by key industry stakeholderswhich includes updates to the action priorities. In the first stagesof the plan, ITA has set out eight actions that the organization willdeliver on:

• Establish an LNG/natural gas Sector Advisory Group that willprovide direct input to government and ITA on matters relatingto workforce development for the sector.

• Finish developing the ITA occupational standards for theConstruction Craft Worker trade program.

• Develop a specialized Construction Craft Worker FoundationProgram targeted at First Nations individuals.

• Increase youth participation with a focus on high-demandLNG-related trades.

• Complete the hiring of 15 Apprenticeship Advisors across BC,five of whom will be focused on supporting and recruiting theAboriginal community.

Listening and responding to industry:An Action Plan for LNG Trades Training

• Develop a communications strategy focused on trades-relatedemployment and training opportunities in the LNG sector.

• Establish provincial/interprovincial occupational standards fora range of service jobs in the upstream sector.

• Conduct further research into an alternative sponsorship/grouptraining model for smaller employers that provides enhancedsupports and allows apprentices to complete their apprentice-ships with a number of employers.

ITA will continue receiving input from industry on the confirmedactions, and will further explore input from stakeholders on theproposed actions while reviewing availability of resources.

• Learn more about ITA’s Action Plan for LNG Trades Training.

training. Inform communities, friends and family of what one oftheir peers has accomplished via social media networks.

• Make a long-term commitment to training. Offer services to assistprospective candidates to secure employment after having com-pleted training or apprenticeships. Post-training programs haveproven to be the key ingredient to retaining Aboriginal Peoples onthe work site, and moving them through to completing a trade.

• Find out more best practices.

Doing it Right: A best practices guide forcreating success for Aboriginal Peoples in the trades

“It shouldn’t matter whether you’rea man or a woman in the trades. If awoman can pull her own weight justas most men do, then she has everyreason to be there.”

– Female Apprentice

Although this sentiment is echoed bymost employers interviewed during arecent look into the status of womenin the trades, women continue to beunderrepresented in the trades dueto the perpetuation of certain myths

about hiring women, including those related to their physical strength.

In an effort to debunk myths like this one and help employers stan-dardize hiring practices, ITA developed a first of its kind resourcein BC called Leveling the Field: A Best Practices Guide to EmployingWomen in the Trades.

The guide covers recruitment and hiring, orientation, developing andmaintaining a safe and welcoming workplace, and retention. Here aresome of the insights from the practical guide and tips when it comesto recruiting and hiring women in this industry:

Mike Hall, owner of Mearl’s Machine Works, is an example of a BCemployer taking advantage of the skilled trades training system andusing it to his benefit.

Mearl’s large scale general machine shop offers full services in pumps,air compressors, drill rigs and supplies, bearings and power trans-mission products, fabrication, welding, and millwrighting. In orderto maintain a business that offers such a wide spectrum of services,Mike has to build a skilled workforce. “We are always trying to grow—gain more customers and provide more services,” says Mike. “Butwe need more people to do that, so finding skilled trades people isof high importance.”

One of the best ways to grow a company is to hire apprentices, whichis exactly what Mike has been doing. He currently has three activeapprentices and just recently had two more finish their certificationby completing their required work hours at his shop.

When hiring apprentices, Mike has the support of ITA’s Apprentice-ship Advisor in Kelowna, Finbar O’Sullivan, whose job is to helpconnect apprentices with employers and guide them through theapprenticeship journey. By having Finbar on the ground locally, Mikeis able to ensure the smoothest process possible.

Mearl’s Machine Works is also leveraging mobility to help their com-pany prosper. Although the company is locally owned and operated,Mearl’s Machine Works is highly mobile, doing work all over BCand even into Alberta. The company even operates a mobile servicetruck that they can take anywhere to make repairs in the field.

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Photo: Marc Smith

Mearl’s Machine Works: Growing a skilled workforce E M P L O Y E R P R O F I L E

Mike’s engagement with the skilled trades training system is a greatexample of how using the resources available, including trainedapprentices and Apprenticeship Advisors, can help your companygrow into a well-oiled machine.

• Read the 30 Day Adventures blog post about Mearl’s MachineWorks.

• Watch a video with Mike Hall about his company.

Mike Hall, owner of Mearl's Machine Works with Finbar O'Sullivan, ITA KelownaApprenticeship Advisor.

• Diversify your pool of candidates. The larger the pool of qualifiedcandidates, the better the chance of finding the workforce you need.Diversity, not just gender diversity, but diversity in experiences, knowl-edge and skills is seen as a strength.

• Be positive, supportive and open-minded. Try to embrace flexibleschedules and collaborative work environments. By accommodatinga wider audience, you can create a more attractive work environment.

• Strive for gender-neutrality. For instance, consider using gender-neutral terms like ‘tradesperson’ as this can be an indicator for womenas to how welcome they would be in the company.

• Strive for consistency. In your hiring practices, ask all applicants thesame questions in an interview scenario. That way, a level playingfield is created from the start, suggesting a transparent hiring processto those being considered.

These tips are a great starting point to ensure that your businesshires the most qualified people for the job. Find more tips and insightsin the full guide.

Read how BC Hydro is addressing best practices in recruitmentand retention.

Stay tuned for the next edition of Trades Talk where we will highlightsome of the best practices for orientation and retention.

Growing your company: Tips for recruiting and hiring tradeswomen

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A Certificate of Recognition is presented to Brutus Truck Bodies in Penticton by Scott Hamilton,MLA Delta North, Dan Ashton MLA Penticton, Minister of Jobs, Tourism and Skills Training,Shirley Bond and ITA CEO Gary Herman with Gerry Turchak, owner of Brutus Truck Bodies.

Program UpdatesITA recently issued these Official Program Standards Notifications(OPSNs) covering BC trades training. Changes specified in theseOPSNs should be read in conjunction with individual program profiles.

Changes were made to the following programs:

• Construction Electrician: Program Review and Update.

• Machinist and Metal Fabricator: ITA Standardized Level Exams.

• Marine Mechanical Technician: Launch of Marine MechanicalTechnician Program.

• Standard Level Exams: Calculating and Reporting Marks forApprenticeship Programs with Standard Level Exams.

• Domestic/Commercial Gasfitter (Class B); Gasfitter (Class A):Program Review and Update.

• Welder: Reactivation of Welder B and A Modular Pathway Extension.

• Heavy Mechanical Trades:Heavy Duty Equipment Technician – Level 1;Truck & Transport Mechanic – Level 1;Diesel Engine Mechanic – Level 1;Transport Trailer Technician – Level 1;Launch of ITA Standard Level Exams.

• Plumber; Sprinkler System Installer; Steamfitter/Pipefitter; Tilesetter:Launch of ITA Standard Level Exams.

• Production Horticulturist: Error in Assessment Guidelines.

ITA is looking to hire five additional ITA Apprenticeship Advisorsin the following regions: North East Region (Prince George), NorthWest Region (Prince Rupert) and three in the Lower Mainland toservice Greater Vancouver, the Tricities area and the Fraser Valley.Apprenticeship Advisors will be responsible for helping buildknowledge and awareness of the BC apprenticeship system, andproviding guidance to both apprentices and employer sponsors whohave questions, concerns, or who need support in some capacity.If this sounds like the right fit for you or someone you know, findout more about the role or apply at: www.itabc.ca/careers

Join the ITA team:Apprenticeship Advisors needed

Seizing opportunities and building a skilled BC from /1

1. Transform Industry RelationsITA has introduced an in-depth industry engagement approach toensure alignment of BC’s training system with industry demand.This approach includes the establishment of nine Sector AdvisoryGroups (SAG) representing key trade sectors, as well as the intro-duction of four Industry Relations Managers (IRM) to overseebroader industry engagement. View IRM contact information atitabc.ca/industry.

2. Launch LNG Action PlanITA has developed an Action Plan for Liquefied Natural Gas (LNG)trades training based on consultations with industry that aligns withregional and sectoral demands.

3. Re-Align Training InvestmentITA is working with government to develop and establish a trans-parent process for making training investment decisions alignedwith labour market demand targets (jobs).

4. Enhance ITA CapabilityFunctions carried out by the Industry Training Organizations (ITOs)that relate to trades training and apprenticeship will be transferredto ITA and 15 Apprenticeship Advisors will be brought in to helpprovide on-the-ground support across BC. The 15 ApprenticeshipAdvisors, including five Aboriginal-focused Advisors, will bein place by December 2014. ITA will also ensure that it has thecapability needed to deliver on other government expectations.

Since the release of the Transition Plan in May, we have hit the groundrunning, delivering on a number of key actions within the first 90 days.We are working closer with industry and employers and we have beenout in the community recognizing and thanking our local employersfor their commitment to growing the skilled trades in BC.

Ultimately, our goal is to have the pulse on industry by listening closelyto labour demands and then responding to those needs. I look forwardto working with all of the skilled trades stakeholders so we can aligntraining, funding, apprentices, and employers to give British Columbiansthe ability to fully seize the work opportunities in this province.

I invite you to learn more about the Transition Plan on our website orby watching a short video.

Gary Herman, Chief Executive Officer

ITA has introduced Apprentice-ship Advisors to help enhanceITA capability. Crystal Bouchard,based in Terrace, is one of thefirst four on-the-ground work-ing already. ITA has since hiredan additional six Advisors anda total of 15 advisors will be inplace by December 2014.

ITA Trades Talk: How did your career in the trades begin?

Crystal: I grew up in a trades family so I always knew it was an optionfor me. I decided to try it out and became a Professional Class 1 Driverworking in BC and Alberta in the oil and gas industry. After four years,I transitioned from a front-line job to behind-the-scenes roles suchas a women in trades program coordinator, an employment coach andapprentice program lead at WorkBC.

ITA Trades Talk: Since then, you’ve joined ITA as the Terrace Appren-ticeship Advisor. What does your role entail?

Crystal: My job is to provide support and guidance to apprenticesand employers to ensure their success. That is achieved by raisingawareness about the BC apprenticeship system and improvingengagement. Being on the ground and able to meet with peoplein-person is crucial to increasing participation in the system.

ITA Trades Talk: You are considered one of the ApprenticeshipAdvisors with Aboriginal subject-matter expertise. What is yourpersonal connection and experience working with Aboriginal commu-nities in BC?

Crystal: My First Nations ancestry is Innu First Nation (Montagnais)from Mashteauiatch, Quebec. I have also held many positions thathad a focus on Aboriginal employment including being an AboriginalEducation and Culture Program Worker at SD20 in Trail, AboriginalAdvisory Board Member at Selkirk College, Aboriginal Trades CareerCoach and Women in Trades Program Coordinator at T.R.A.D.E.Sand Aboriginal Liaison at WorkBC.

ITA Trades Talk: What is most frequently asked by apprentices?

Crystal: Most apprentices come to me with questions about wherethey can find the training program they want and how they can getfunding for it. This information isn’t easy to find because it doesn’t

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?Question of the QuarterITA’s Trades Talk poses a question to readers each quarter, andpublishes responses in subsequent issues of Trades Talk. TheQuestion of the Quarter will also be posted on the ITA Facebook pageand responses are also welcomed there.

This quarter, we want to know: How would you like to see ITA engage with industry over thenext 12 months?

Email your answers and comments to tradestalk@itabc.ca

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Trades Talk strives to reporton the issues and challengesthat matter to you. We wantto hear your solutions, bestpractices and success stories.

We would also appreciateyour feedback on Trades Talkand any suggestions you have.

Email your comments to

tradestalk@itabc.ca.Follow uson Twitter

all live in one spot but I’m able to provide suggestions based on eachof their individual situations and then direct them to the resourcesthey need.

ITA Trades Talk: Do you feel you’re making a positive impact in yourlocal trades training system?

Crystal: The community is excited about the local opportunities inthe LNG and mining sectors but it isn’t always obvious on how to takeadvantage of those opportunities. I’ve been able to visit employers,talking to them about how they can build a skilled workforce to matchthe demand. In just seven months, I’ve been able to help registerdozens of apprentices by building relationships between local employ-ers and apprentices and by assisting with administration tasks.

ITA Trades Talk: What insight can you provide as to why a career inthe trades is beneficial?

Crystal: By investing in a four year apprenticeship program, you areable to come out with a widely-recognized certification with little tono debt and more importantly, a satisfying career that is challenging,creative and financially rewarding.

• Learn more about Crystal and the other Apprenticeship Advisors.

Meet Terrace Apprenticeship Advisor, Crystal Bouchard

Facts about the North Coast/Nechako Region

• 910 Registered apprentices

• 166 Employer sponsors in Terrace

• 3,600 new job openings between 2010 and 2020: – 1,530 expansion– 2,070 replacement

• Growing sectors:– Manufacturing– Transportation– Natural Gas

• Top three trades in demand:– Machinery and Transportation Equipment Mechanics– Carpenters and Cabinet Makers– Heavy Equipment Operators

• By 2020, it is expected that there will be a total of 6,400tradespeople working in the area