Career Opportunities to Become a Carpenters Apprentice

Please post this email and share with interested parties.

September 2, 2012

Opportunities to Become a Carpenters Apprentice (click here to visit our website)

New England Carpenters’ Union Apprenticeship Program is a 501(c)(3) organization that provides accepted applicants, the opportunity to learn a trade. Apprentices earn a pro-rated salary while receiving their free training to become Journeyman Carpenter with the New England Regional Council of Carpenters.

Who: Anyone age 17 or older who is a high-school graduate or has a GED. High-school seniors may apply with letters from their schools stating that they are eligible to graduate within three months (high school students should be attending informational sessions in December, January and February if they want to be eligible immediately after graduation).  Women, minorities, and veterans are strongly encouraged to apply.

How does someone apply?

·         Prospective applicants must attend an informational session. Informational sessions run approximately one hour.

·         Applications to become an apprentice are distributed at the conclusion of informational sessions.

·         Attendance for the entire informational session is mandatory. Late arrivals will be denied admission to that session.

Scheduled Informational Sessions:

Burlington, VT:
                         Local Union 1996, 5 Gregory Drive, Burlington, VT 05403

·         Saturday September 15, 2012, 8:00 AM

·         Wednesday, January 30, 2013 6:00 PM

Portland, ME: First Wednesday of January, April, July, October at 6:00 PM
                       Local Union 1996, 63 Bishop St, Portland, ME 04103

·         Wed, October 3, 2012 - 6:00 PM

·         Wed, January 2, 2013 - 6:00 PM

·         Wed, April 3, 2013 - 6:00 PM

Manchester, NH: Second Wednesday of January, April, July, October at 6:00 PM
                         Local Union 118, 146 Lowell St, Manchester, NH 03104, 2nd floor

·         Wed, October 10, 2012 - 6:00 PM

·         Wed, January 9, 2013 - 6:00 PM

·         Wed, April 10, 2013 - 6:00 PM

Boston, MA: First Monday of the month at 9:00 AM or 3:00 PM
                    Boston Carpenters Training Center, 750 Dorchester Avenue, 2nd Floor, Dorchester, MA 02125

·         Mon, 09/10/2012 - 9:00 AM or 3:00 PM – Date changed Due to Labor Day Holiday

·         Mon, 10/01/2012 - 9:00 AM or 3:00 PM

·         Mon, 11/05/2012 - 9:00 AM or 3:00 PM

·         Mon, 12/03/2012 - 9:00 AM or 3:00 PM

Millbury, MA: Third Wednesday of the month at 6:00 PM
                      New England Carpenters Training Center, 13 Holman Rd, Millbury, MA 01527

·         Wed, 09/19/2012 - 6:00 PM

·         Wed, 10/17/2012 - 6:00 PM

·         Wed, 11/28/2012 - 6:00 PM – Date changed Due to Thanksgiving Day Holiday

·         Wed, 12/19/2012 - 6:00 PM

Application fees for the carpentry apprenticeship program:

·         Effective August 1, 2012 there is a Non-Refundable Application Processing Fee that must be included with applications for apprenticeship.

·         All Applications must be accompanied by Money Order or Bank Cheque made payable to NECTF in the amount of $65.00.

·         The fee is charged to defray the cost of processing applications. It is due at the time an application is submitted. The fee is non-refundable and, therefore, will not be returned if you later decide you didn't want to apply, your application is disapproved, you do not take the required test(s) or you are not successful on the interview. Also, the fee payment cannot be transferred to another application.

What is a Carpenters’ Apprenticeship?

Apprenticeship is a training program where you earn wages while you learn to become a skilled carpenter. Apprenticeship combines classroom studies with on-the-job training supervised by a trade professional. Much like a college education, it takes several years to become fully trained in the trade that you choose. Unlike college, though, as an apprentice you’ll earn while you learn. At first, you’ll make less money than skilled workers; but as you progress, you’ll get regular raises. Once you have mastered the craft, you will receive professional wages.

Who can be a carpenter apprentice?

Any woman or man meeting the minimum requirements!  Women and minorities are strongly encouraged to apply.

Apprentices must be at least 17 years old and in good health. A physical may be required. S/he must pass a drug and alcohol test.

A high school diploma or GED is preferred. However an Applicant may provide proof of satisfactory completion of a pre-job preparatory course in Carpentry of at least six (6) months, such as United Brotherhood of Carpenters Job Corps, or other approved carpentry apprentice preparatory course. Documentable on-the-job training of six (6) months or 1500 hours experience as a carpenter would also qualify an applicant as having met the minimum educational requirements.

What are the rewards of apprenticeship training?

The rewards of apprenticeship training are the good wages and benefits you receive as a member of the United Brotherhood of Carpenters and Joiners of America (UBC). There are over half a million UBC members in the United States and Canada. You'll be working under the protection of a union contract for a good contractor. This means you will become eligible to have health insurance, a pension and an annuity. It pays to be the best you can be, a well-trained Union Carpenter.

Equal Opportunity:

The New England Carpenters Apprenticeship and Training Funds are committed to equal opportunity for applicants. The recruitment, selection and training of apprentices during their apprenticeship shall be without discrimination because of race, color, religion, national origin, sex, age, creed, handicap, marital status, ancestry, sexual orientation, arrest record, conviction record, or membership in the military forces of the United States. The ATF will take affirmative action to provide equal opportunity in apprenticeship, and we will operate the apprenticeship program as required under Title 29 of the Code of Federal Regulations, Part 30 and all other applicable laws.

For more information, contact the Apprenticeship Office at:

New England Carpenters Training Fund - Apprenticeship Office 13 Holman Rd, Millbury, MA 01527

Phone: (508) 792-5443 or (617) 782-4314

Sign-up to receive our Apprenticeship e-Newsletter:        www.NECarpentersTraining.org/faq

Find us on Facebook:                                                        www.facebook.org/nectf

Training for women in construction (UK only)

Training for women in construction

---

21/11/2011 10:13:00

Retrieved from: http://www.constructaquote.com/79/section.aspx/1899/women-in-construction-industry

If you’re a woman working in the construction industry and want to push ahead in your career, a new training programme from the Construction Industry Training Board (CITB) is offering subsidised training. As part of the ‘Women and Work’ programme the ConstructionSkills have design two short courses to support women in the construction industry move into management roles. The courses are specific to women working in construction and aim to give them knowledge and skills to progress up the career ladder in the industry.

A spokesperson for the CITB said, ‘As part of our work to deliver the right skills for economic growth locally and nationally, we invest industry funds to help construction businesses up-skill their workforce, enabling them to meet new challenges and take advantage of business opportunities.’

‘The Women and Work programme gives women a helping hand to improve their current skills, or learn something completely new, whatever their goal.’ The programme offers a three day introduction to the construction industry for new comers and a five day Institute of Leadership and Management course specifically tailored to the needs of the industry, for women in management. The courses are being held at locations across the UK and run until March 2012.

Women attending are fully subsidised and their employers are asked to contribute towards costs, £90 for the 3 day course and £180 for the 5 day course and funding in kind by time of work for attendance.

To be eligible to apply for the course you must be over 16, living in the UK (the courses are open to women from Northern Ireland, Scotland, Wales and England), currently working for a construction company. Find out more by contacting the Women and Work programme on 0300 456 5037. Places are limited so act now if you’re interested.

Are you a woman working in the construction industry, what challenges do you face progressing in management? What training and support do you need?

Attention Boston Residents: Building Pathways Pre-Apprenticeship Program

Quick read: Here is the flyer for the 7-week construction training program that starts in February. Interested Boston residents who meet the requirements must attend an info session to join the program.

Retrieved from an email from a project coordinator of the Building Pathways Career Opportunities

Building Pathways Building Trades Pre-Apprenticeship Program

Dear Friend,

The Building Pathways Pre-Apprenticeship Program is a 7-week construction training program. Participants of Building Pathways will be placed into the construction trade of their choice upon completion of our training program. There are 15 slots available in our second training cycle starting on February 27, 2012. Outreach has begun for Cycle 2. I have attached outreach flyers to this email. The dates on these flyers are most likely the last available dates for outreach sessions.

Applicants must attend an information session to begin the process of being selected for the program. Applications will be given to those who are interested in the Building Pathways Program after the information session (info session takes about an hour). People are paid $1500.00 for their participation in the 7-week training program and placed into an apprenticeship upon completion of the program (Carpentry, Electrical, Plumbing, etc.). This is a great opportunity for Boston residents.

...

I sincerely think this is a good opportunity for Boston residents that meet the requirements on the flyer. Please call or email me with questions.

Thank you. I appreciate your help.

Sincerely,
Brian Doherty, Project Coordinator

Building Pathways Building Trades Pre-Apprenticeship Program

Phone: 617-282-2242

On-the-Job Training: Federal Highway Administration Needs to Strengthen Program Assessment

Retrieved from:

http://www.gao.gov/products/GAO-11-703

On-the-Job Training: Federal Highway Administration Needs to Strengthen Program Assessment

GAO-11-703 September 7, 2011

Highlights Page (PDF)   Full Report (PDF, 51 pages)   Accessible Text   Recommendations (HTML)

Summary The Federal Highway Administration's (FHWA) on-the-job training program-- a relatively small part of the federal aid highway program--requires states to implement job training programs to provide traditionally underrepresented groups with opportunities in highway construction. To increase the effectiveness of state job training programs, FHWA grants up to $10 million annually for supportive services, such as job placement assistance. This report examines the extent to which (1) FHWA's job training program enhances training and career opportunities for these groups, (2) FHWA oversees the job training programs, and (3) supportive services provide assistance to these programs. To address these topics GAO reviewed federal legislation, good management practices identified in prior GAO reports, FHWA documents, and proposals and reports submitted by states. GAO conducted an in-depth examination of these efforts in four states, and interviewed a cross-section of FHWA staff, state officials, and industry groups. It is unclear the extent to which FHWA's on-the-job training program enables women, minorities, and economically disadvantaged individuals to reach journeylevel status in the highway construction trades, although stakeholders believe it can create some opportunities. FHWA's decentralized management of the program--in which state transportation agencies and FHWA's division offices are generally responsible for program implementation--has led to a wide range of practices. As a result, the types of training opportunities created by the program vary from state to state in terms of, for example, the length of training and the entities involved in providing training. In addition, the extent that state programs focus on creating training opportunities for traditionally underrepresented groups differs. The limited amount of useable information available on program results varies among states. As a result, FHWA does not know how well the program is doing, and GAO could not accurately determine how many trainees participate in the program or the demographics of those trainees; however, GAO estimates that several thousand likely participate in any one year. FHWA's oversight approach does little to assess program results. FHWA lacks clear criteria that articulate what states are supposed to accomplish through their job training programs. While some broad program expectations are stipulated in guidance and regulations, FHWA acknowledges some of these are outdated. Furthermore, FHWA's oversight approach does not determine the overall effectiveness of state programs or measure state progress. For example, although state transportation agencies are required to submit achievement information on an annual basis to FHWA division offices, states submitted this information using a wide range of different output terms and different demographic and trade classification categories. GAO has reported that program criteria are key aspects of results-oriented performance management. Through a separate program, FHWA provides funding for a variety of activities intended to increase the overall effectiveness of the on-the-job training program, but its overall stewardship of the program is limited. FHWA's supportive services program provides grants for locally tailored initiatives, such as skills training, child care, and career awareness events, that directly and indirectly link to job training programs. However, there is insufficient data to determine how effective these efforts have been in enhancing job training opportunities. Although FHWA has articulated the types of data states should collect and report, the agency does not know, and GAO could not determine, the number of participants in the supportive services program or its effect, in part because grantees do not always provide information about their program results. However, GAO estimated that there are about 10,000 people participating in any one year. Furthermore, past performance information is not required of applicants or scored during funding reviews. Given that many grantees are funded repeatedly, good management practices suggest that using past performance information can inform and improve recipient selection approaches. Program results are important for making budgetary and programmatic decisions. Without insight into program activities, FHWA cannot ensure that funding is used effectively. GAO recommends that FHWA (1) strengthen on-the-job training program criteria, (2) create and implement an oversight approach for its job training program, and (3) evaluate the extent to which supportive services programs have met their goals and use this information to inform future funding decisions. The agency generally agreed with these recommendations and provided technical comments, which were incorporated as appropriate. Recommendations Our recommendations from this work are listed below with a Contact for more information. Status will change from "In process" to "Open," "Closed - implemented," or "Closed - not implemented" based on our follow up work. Director: David J. Wise Team: Government Accountability Office: Physical Infrastructure Phone: (202) 512-5731 Recommendations for Executive Action Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should direct the FHWA Administrator to strengthen criteria--through regulations, guidelines, or other mechanisms--so that states have a clear understanding of how the on-the-job training program should be implemented and the results state programs are intended to accomplish. Agency Affected: Department of Transportation Status: In process Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information. Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should direct the FHWA Administrator to create and implement an oversight mechanism that (1) holds states accountable for meeting federal training criteria and (2) clearly stipulates how FHWA will assess state program effectiveness, including what type of program achievement data states are to submit and how such data will be used. This oversight mechanism should include assessing the effectiveness of its division offices in overseeing state activities. Agency Affected: Department of Transportation Status: In process Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information. Recommendation: To establish accountability for meeting the programs' goal of increasing the participation of traditionally underrepresented groups in the highway construction workforce, the Secretary of Transportation should, for the supportive services program, develop an approach to (1) evaluate the extent to which grantees have met their proposed annual goals and (2) integrate the results of this evaluation into FHWA's funding decisions for supportive services programs. Agency Affected: Department of Transportation Status: In process Comments: When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.