IV. RERATING AND ADVANCEMENT
- Each apprentice must realize this is a four-year program. An
apprentice cannot overrun either OJT or schooling. After an apprentice
has been given credit for previous experience, he/she will be rerated
on a six-month basis.
- To qualify for rerate increases, an apprentice must be evaluated by
his/her employer and class instructor to the satisfaction of the
committee. Advancement (rerating) in the apprenticeship program is not
"granted" to an apprentice, it must be earned. Each
apprentice is expected to advance in the apprenticeship at six-month
intervals. Rerates completed in December become effective in January
and rerates completed in June become effective in July. NO EXCEPTIONS.
- No apprentice shall be allowed to start related training mid year.
If hired during the middle of a school year, the apprentice must
understand that he or she will begin related training with the next
class at the beginning of the next related training year. He/she will
not be rerated at six (6) month intervals until completion of the
first semester.
- To qualify for scheduled increase, an apprentice must have
maintained an average "70%" or above in class work.
Apprentices not receiving a passing grade for each six month period
will be required to retake the class. Additionally, the apprentice
will be "held" in place at rerating time.
- Monthly Progress Reports (MRP’s) must be completed by the
apprentice, signed by the employer, validated by the instructor, and
turned into the Coordinator by the 10th of each month. The Apprentice
shall keep a copy of his/her completed MRP’s for the duration of the
Apprenticeship.
- When an apprentice’s advancement is withheld due to problems with
on-the-job-training, related training, or for failure to submit
Monthly Progress reports as previously stated, The advancement shall
not be considered again before the next regular rerate committee
meeting.
- Should an apprentice be held twice consecutively, for the same
reason, he/she will be cited to appear before the committee. If the
issue is not resolved by the next committee meeting, action taken may
include cancellation from the program.
- Failure to satisfactorily progress in the program may be considered
by the committee as cause to recommend cancellation of the apprentice.
Considerations of the committee:
- Class attendance and grades
- MPR’s
- Attitude
- Work quality
- Safety
- Employers recommendations
- Each apprentice is expected to acquire minimum required OJT hours
during each six (6) month period. Apprentices who do not accrue these
hours will not be considered for advancement. Minimum hours can be
found in this handbook.
- State Journeyman Test recommendations will not be made until the
apprentice has attained a passing grade in the 4th year class and
completed the required OJT hours.
- The progressive wage rate to be paid the apprentice is a percentage of the
Journeyman base wage determined by an annual survey of all Area III training
agents.
The progressive wage rate paid is:
|
1st period |
0 to 699 hours |
40% of average wage |
|
2nd period |
Min. 700 hours + pass 1st Year Fall Term |
50% of average wage |
|
3rd period |
Min. 1,600 hours + pass 1st year |
55% of average wage |
|
4th period |
Min. 2,400 hours + pass 2nd year Fall Term |
60% of average wage |
|
5th period |
Min. 3,200 hours + pass 2nd Year |
65% of average wage |
|
6th period |
Min. 4,200 hours + pass 3rd Year Fall Term |
70% of average wage |
|
7th period |
Min. 5,200 hours + pass 3rd Year |
75% of average wage |
|
8th period |
Min. 6,200 hours + pass 4th Year Fall Term |
80% of average wage |
|
Refer to Exam |
Min. 8,000 hours + pass 4th Year |
License |
* NOTE: Apprentices in the 8th period with a minimum of 6,500 OJT hours and
a committee recommendation will be issued a "limited supervision"
card.
  
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