HEAVY EQUIPMENT OPERATOR

Heavy Equipment Operator Standards

What is a Heavy Equipment Operator “Heavy Equipment” describes many types of machines used on a construction site, including cranes, forklifts, bulldozers, excavators, backhoes, graders, front-end loaders and paving equipment. Learning to run the equipment is a small part of being an operator.  Journey level operators have a broad range of skills and experience in a variety of projects and production work that keeps operators employable from project to project.   An equipment operator must build a knowledge base in grades and stakes, health and safety, project organization and production tasks to meet the needs of the industry.

What does it take to be a successful apprentice operator?   A successful apprentice operator must have a good work ethic and, since you will be working on expensive and potentially dangerous equipment, a responsible and safety conscious attitude.  You need to have an ability and desire to work out doors in all conditions and be prepared to work the hours needed by the contractors. 

Overtime is common since contractors often want to make the best of good weather conditions or want to stay on schedule, if not ahead of it.  Operators must often finish specific tasks before other trades can begin their work.  If you have children, this requirement makes reliable and flexible child-care essential.  Planning and an ability to deal with seasonal downtime (a fact of life in the construction industry) are critical considerations in choosing this career.

     As an apprentice, you may be working for many different employers during your training and reliable transportation is very important. 

HEAVY DUTY REPAIRER

HDR Apprenticeship Standards,

What is a Heavy Duty Repairer? 

Heavy Duty Repairer (HDR) is the title given to the Mechanics of the Construction Industry.  HDRs repair, rebuild and service the equipment and machinery that makes the Construction Industry run.  They work to keep the equipment productive and are usually responsible for fuel, change oil and routine preventative maintenance on the heavy equipment and machinery.  Fabrication work, troubleshooting, and shop work are all involved in this occupation.

What does it take to be a successful apprentice HDR? 

A Heavy Duty Repairer must have a good work ethic and a responsible and safety conscious attitude.  HDRs often work out doors in all conditions and you should be prepared to work the hours needed by the contractor.

Overtime is common for HDRs.  The construction project cannot move ahead if machinery or heavy equipment is broken down and not operating.  The repairs often will happen after the regular work crew has left for home.  Routine fueling, lubricating and preventive maintenance is also done during non-production time.  If you have children, this requirement makes reliable and flexible child-care essential.  Planning and an ability to deal with seasonal downtime (a fact of life in the construction industry) are critical considerations in choosing this career.

As an apprentice, you may be working for many different employers during your training and reliable transportation is very important. 

TECHNICAL ENGINEER

Technical Engineer Apprenticeship Standards

What is a TECHNICAL ENGINEER? 

Technical Engineer (Tech) is the title given to journey level individuals who are the Construction Site Surveyors.  They are the professionals that lay out the construction project according to the specifications and details in the project plans.  Their responsibilities are to accurately setup, control and monitor these critical specifications for project completion.  Techs use state of the art equipment including satillite positioning, geodometers and laser to assure accuracy and precision.  This occupation is math intensive and requires attention to details.

What does it take to be a successful apprentice Tech?

A Technical Engineer must have a good work ethic, strong math skills, basic understanding of computers and a responsible and safety conscious attitude.  Techs often work out doors in all conditions and you should be prepared to work the hours needed by the contractor.

Overtime is common for Techs.  The construction project cannot move until the techs have determined that any earthmoving or construction is within the plan's tolerances. Plan reading and an understanding of metrics will become essential skills you will develop as a Tech.  Constant readings taken to ensure compliance with specifications happens during the work day as well as after the regular work crew has left for home. If you have children, this requirement makes reliable and flexible child-care essential.  Planning and an ability to deal with seasonal downtime (a fact of life in the construction industry) are critical considerations in choosing this career.

As an apprentice, you may be working for many different employers during your training and reliable transportation is very important. 

STANDARDS OF APPRENTICESHIP

Geographical Area , Minimum Qualifications, Selection Procedures, Equal Employment Opportunity Plan, Term of Apprenticeship, Probation Period, Ratio of Apprentices to Journey Level Workers, Apprentice Wages and Wage Progression, Work Processes, Related Training, Administrative/Disciplinary Procedures, Committee-Responsibilities and Composition, Council Required Polices,

Adopted by

APPROVED BY the

Oregon State Apprenticeship and Training Council (OSATC) and Recognized by the Washington State Apprenticeship and Training Council (WSATC) under the Terms and Conditions of the Reciprocal Agreement

REGISTERED WITH the

Apprenticeship and Training Division

Oregon State Bureau Labor and Industries

800 NE Oregon Street

Portland, Oregon 97232

APPROVAL:

APPRENTICESHIP STANDARDS

The Oregon State Apprenticeship and Training Council (OSATC) has the authority to develop, administer, and enforce apprenticeship program standards (Standards) for the operation and success of an apprenticeship or on-the-job-training program in the State of Oregon. Apprenticeship programs and committees function to administer, exercise or relinquish authority only with the consent of the OSATC and only apprentices registered with or recognized by the Oregon State Bureau of Labor and Industries (BOLI), Apprenticeship and Training Division (ATD) will be recognized by the OSATC. Parties signatory to these apprenticeship standards declare that their purpose and policy is to establish and sponsor an organized system of registered apprenticeship and training education.

These Standards are in conformity with and are to be used in conjunction with the Apprenticeship Rules, Chapter 839-011 OAR (Oregon Administrative Rules); Apprenticeship and Training Statutes, Chapter 660 ORS (Oregon Revised Statute); The National Apprenticeship Act, 29 U.S.C. (United States Code) 50; Apprenticeship Programs, Title 29 Part 29 CFR (Code of Federal Regulations); and Equal Employment Opportunity in Apprenticeship and Training, Title 29 Part 30 CFR which collectively govern the employment and training in apprenticeable occupations. They are part of the apprenticeship agreement and bind all signers to compliance with all provisions of registered apprenticeship. 

If approved by the council, such amendment(s) and such changes as adopted by the council shall be binding to all parties on the first day of the month following such approval. Sponsors shall notify apprentices and training agents of changes as they are adopted by the council. If and when any part of these Standards becomes illegal, as it pertains to federal and/or state law, that part and that part alone will become inoperative and null and void, and the Bureau of Labor and Industries (BOLI) may recommend language that will conform to applicable law for adoption by the OSATC. The remainder of the Standards will remain in full force and effect.

See ORS Chapter 660 & OAR 839-011 for the definitions necessary for use with these Standards. 

I.         GEOGRAPHIC AREA COVERED:

The sponsor only has authority to recognize training agents (employers) that maintain their principal place of business inside of the geographical area covered by these standards. Training agents that maintain their principal place of business outside of the geographical area covered by this standard may only be recognized as traveling training agents when working in geographic area covered by this standard. The Sponsor will ensure compliance with the provisions for traveling training agents and of any Reciprocity Agreement recognized by the OSATC. (See ORS 660.137 / OAR 839-011-0260 / OSATC Policy # 16)

The geographic area covered by these standards shall be all counties in the State of Oregon.

These standards shall also cover Clark, Skamania, Klickatat, Cowlitz, Wakiakum and the southern half of Pacific counties in the State of Washington under the terms and conditions of the reciprocal agreement.

II.       MINIMUM QUALIFICATIONS:

Minimum qualifications must be clearly stated and applied in a nondiscriminatory manner (See ORS 660.126 (1b). Documentation must be provided for all minimum qualifications:

III.      CONDUCT OF PROGRAM UNDER OREGON EQUAL EMPLOYMENT OPPORTUNITY IN APPRENTICESHIP PLAN (OAR 839-011-0200):

Standards must include the Oregon Equal Employment Opportunity in Apprenticeship and Training Pledge (See OEEOA Section 4)

THE SPONSOR HEREBY ADOPTS:

"The recruitment, selection, employment and training of apprentices during their apprenticeship shall be without discrimination because of race, sex, color, religion, national origin, age, disability or as otherwise specified by law. The sponsor shall take positive action to provide equal opportunity in apprenticeship and will operate the apprenticeship program as required by the rules of the Oregon State Apprenticeship and Training Council and Title 29, Part 30 of the Code of Federal Regulations."

Sponsors with five (5) or more apprentices in an apprenticeable occupation must adopt an Equal Employment Opportunity Plan and Selection Procedures and submit the plans for Council approval. (See OAR 839-011-0200 / Sections 5 & 6 of the Oregon Equal Employment Opportunity in Apprenticeship (OEEOA) / Council policy # 23).

A.      SELECTION PROCEDURES:

The committee shall select apprentices from a pool of eligible applicants according to the following procedure: (ORS 660.137 (3) / OEEOA section 6)

1.      All out of work apprentices in good standing will be offered the opportunity for re-employment prior to new applicants being registered in conformance with the committee’s approved initial employment policy.

2.   Selection shall be "on the basis of qualifications alone”. This means that apprentices are chosen in an open and competitive process from those applicants meeting the minimum qualifications for the trade solely on the basis of their qualifications compared to those of other applicants.

      a.   Examples of objective standards by which comparative qualifications may be determined are: school diplomas/transcripts or their equivalents such as a GED; occupation specific essential physical requirements; previous work experience.

      b.   To permit review, adequate records of the selection process will be kept and made available to the Council upon request. Included will be a summary sheet for each interview noting the score received on each of the specific factors covered in the interview. Such records will be retained for at least five years.

3.   Dissemination of Information:

      a.   Thirty days prior to the beginning of each quarter the sponsor shall establish the number of applicants that will be accepted based upon an evaluation of the labor market needs.

      b.   An application shall be made available to anyone who is interested regardless of any other consideration.

      c.   All applications shall be made available at a central point(s) as identified in the public notice.

      d.   Whenever an application is provided to an individual, an electronic or paper record shall be made detailing to whom the application was provided, the manner by which it was provided (US mail, in person, via fax or other electronic means). Such record shall also track the history of the application noting the date the application was provided to the individual, date it was returned to the program sponsor, and final disposition of the application.

      e.   Everyone expressing an interest in being considered for the program shall first be required to complete an application. It must be signed, dated and delivered to the designated central point(s).

      f.    Each applicant shall be provided a copy of the standards to read and an information sheet explaining the basic requirements for entrance into the program including documentation which must be submitted in support of the application.

      g.   The program sponsor shall record when the application was provided, the date returned to the central point (s), date documentation requirements were met (if different) and whether the individual has met the minimum qualifications

      h.   The committee will review all applications and schedule interviews for all individuals that meet the minimum qualifications as established in this standard.

      i.    Individuals that do not provide documentation of meeting the minimum qualifications will be notified that their application has been rejected, including what qualifications were not documented and their appeal rights.

      j.    The committee will invite the number of applicants established in the opening announcement to the orientation (four week training session).

      k.   Applicants not qualifying for or failing to attend and satisfactorily completing the orientation will be notified that their application has been rejected.

      l.    Each rejected applicant will be given an opportunity to participate in a discussion with committee staff to explore methods to improve the applicant’s score on future applications.

      m.  During the interview the committee will consider documentation provided by the applicant with their completed application.

      n.   The documentation may include:

            1. School transcripts.

            2. Post secondary education.

            3. Vocational Training.

            4. Certificates of completion of any additional training.

            5. Letters of recommendation from previous employers.

4.   List of Eligible Applicants:

      a.   Applicants who have been placed in a pool of eligibles shall be retained on lists of eligibles subject to selection for a period of two years. After the program sponsor has exhausted their list of eligibles, or at any time they wish to re-open the list, they may start a new selection process. If a new list is established, prior to the termination of two years, eligibles on the old list shall be placed on the new list according to their scores without the necessity of reapplying. They shall be retained on this new list for the remainder of their two-year eligibility.

      b.   Applicants may be removed from the list before the expiration of two years by their request or following their failure to respond to an apprentice job opportunity. Such notice of a failure to respond and subsequent removal from the list shall be given the applicant by certified mail. Applicants shall be afforded a reasonable period of time to respond to an apprentice job consistent with the customs and practices of the industry. All individuals on the pool of eligibles shall be treated equally in determining such period of time. It shall be the responsibility of the applicant to keep the sponsor informed of his/her current mailing address. The program sponsor in conformance with its “initial employment policy” may restore to the list of eligibles those applicants who have petitioned and received a favorable review of their case.

5.   Exceptions:

      a.   Experienced apprentices who completed their probationary period in this registered program or a similar registered program in another jurisdiction during the previous five years shall be permitted to return to the program, as far as practical, and pick up their training where they left off instead of re-entering as beginning apprentices providing they were not terminated for cause.

      b.   Individuals who:

            establish a minimum of one year valid previous experience or training creditable to the term of apprenticeship and;

            are being sponsored for apprenticeship by an employer attached to the program sponsor and;

            meet the minimum entry qualifications

            may at the discretion of the program sponsor; be registered as apprentices.

No employer shall be permitted to exercise this exception more than once in a 12 month period.

      c.   If an employer has not participated in the training of an apprentice under ORS 660 for at least two years (24 calendar months) prior to seeking entry or re-entry in to the apprenticeship program, the employer may select as his/her initial apprentices, without going to the pool of eligibles, those bona fide employees who have been on their payroll for at least three months (ninety days-700 hours-) prior to the employer's request for an apprentice and who meet the minimum qualification for entry into the trade or craft.  Once the initial selection of apprentices has been made, the employer is thereafter restricted to obtaining apprentices from either the program sponsor's out of work apprentices, or when not available, from the pool of eligibles.

B.     EQUAL EMPLOYMENT OPPORTUNITY PLAN:

1.   A sponsor's commitment to equal opportunity in recruitment, selection, employment and training of apprentices shall include the adoption of a written affirmative action plan. (See OAR 839-011-0200 / OEEOA sections 5 a, b and c)

2.   In addition the sponsor will set forth the specific steps that it will take under this plan, review and update the specific steps that it will take to implement the plan at least yearly and submit the updated steps to the Apprenticeship and Training Division (ATD) for review and approval. (OEEOA section 5 & 8)

3.   Numerical goals and timetables for the selection of minority and female apprentices shall be included with the sponsor’s annual updated steps. (OEEOA section 5 & 8)

4.      The sponsor hereby adopts the following activities in order to enable it to meet its affirmative action obligations.

C.     DISCRIMINATION COMPLAINTS:

1.      Any apprentice or applicant for apprenticeship who believes they have been discriminated against with regards to apprenticeship by the committee may file a complaint. (See OAR 839-011-0200 / OEEOA Section 11)

2.      The basis of the complaint may be:

a.      Discrimination on the basis of race, sex, color, religion, national origin, age, disability or as otherwise specified by law by a sponsor or a sponsor's program

b.      The equal employment opportunity plan has not been followed; or

c.   The sponsor's equal employment opportunity plan does not comply with the requirements of the Oregon Equal Employment Opportunity in Apprenticeship Plan.

2.      Any such complaint must be filed with the Director of the Apprenticeship and Training Division (Secretary of the OSATC) in writing within 180 days of the alleged illegal discrimination or specified failure to follow the equal opportunity requirements.

3.      The written complaint must include the name, address and telephone number of the person allegedly discriminated against, the sponsor involved and a description of the circumstances of the complaint.

4.      For complaints dealing with program operations see section X of this document.

IV.  TERM of APPRENTICESHIP:

1.   The term of apprenticeship will not be less than 2,000 hours of work experience in the apprenticeable occupation identified in this Standard. (See ORS 660.126 (d))

2.   The term of apprenticeship must be stated in hours unless otherwise required by a collective bargaining agreement, civil service or other governing regulation. (See ORS 660.126)

3.   The sponsor may accelerate, by an evaluation process, the advancement of apprentices who demonstrate abilities and mastery of the occupation to the level for which they are qualified. (See ORS 660.137 (4))

4.   When the apprentice is granted advanced standing, the employer must pay the apprentice at the appropriate wage per the wage progression schedule specified in these standards. (See ORS 660.142)

NOTE: In licensed occupations the apprentice must complete the minimum hours of documented legal experience.

      The term of apprenticeship shall be 8000 hours of employment.

V.      INITIAL PROBATIONARY PERIOD:

1.   All apprentices are subject to an initial probationary period, stated in hours of employment during this time; an apprenticeship agreement may be terminated without cause. It is the period following the effective date of the apprentice's current registration into the program and during which the apprentice's appeal rights are restricted. (See ORS 660.126 (1g)

2.   The initial probationary period must be reasonable in relationship to the full term of the apprenticeship unless otherwise required by Civil Service, CBA or law. (the registration agency recommends that this not exceed twenty percent (20%)  (See ORS 660.126 (1g))

3.      During the initial probationary period either party to the agreement may terminate the apprenticeship agreement upon written notice to the Apprenticeship and Training Division of the Oregon Bureau of Labor and Industries. (See ORS 660.126 (1g) & ORS 660.060 (6))

4.      An appeal process is available to apprentices who have completed the initial probationary period. (See ORS 660.060 (6) & (7) and section X of this standard)

      The probationary period shall be the first 2000 OJT hours of employment and successful completion of one (1) term of related training after the current registration to this standard. (See ORS 660.126 (g))

VI.    RATIO OF APPRENTICES TO JOURNEY LEVEL WORKERS:

1.   There shall be a maximum numeric ratio of apprentices to journey-level workers consistent with proper supervision, training, safety and continuity of employment. (See ORS 126 (1f))

2.   The ratio shall be specifically and clearly stated as to its application to the job site, workforce, department, shift, plant or combination therein. (See ORS 660.126 (1f))

3.   The Sponsor will assure that apprentices are under the supervision of competent and qualified journey-level workers on the job who are responsible for the work being performed, to ensure safety and training in all phases of the work. (See ORS 660.126 (1f), OAR 839-011-0140 (2g), OAR 839-011-0360) 

      The ratio of apprentices to journey-level worker shall not be more than one (1) apprentice to the first one (1) journey-level worker on the project (excluding supervision) . Additional apprentices are authorized at a ratio of apprentice for each additional journey-level workers as listed on the ratio matrix below. (See ORS 660.126 (f))

1-4 operating engineers                                  1 apprentice permitted

5-9 operating engineers                                  1 apprentice required, two total permitted

10-19 operating engineers                              2 apprentices required, three total permitted

20-24 operating engineers                              3 apprentices required, four total permitted

25-29 operating engineers                              3 apprentices required, five total permitted

30 or more operating engineers                     1 additional apprentice required for each 10 operating

                                                                           engineers,

                                                                        1 additional apprentice is permitted for each five operating

                                                                           engineers.

VII.   APPRENTICE WAGES and WAGE PROGRESSION:

1.   The apprentice shall be paid according to a progressively increasing schedule of wage based on specified percentages of the average journey-level wage consistent with skills acquired. (See ORS 660.126 (1h))

2.   Wage progressions shall be indicated in hourly or monthly periods (the registration agency recommends the use of hour periods) set by the Sponsor. (See ORS 660.126 (h))

3.   The entry wage will not be less than the federal or state minimum wage rate, whichever is higher.  (See ORS 660.142 (4))

4.   The wage listed in this standard at all periods establishes a minimum and a higher wage may be required by other applicable federal law, state law, respective regulations, or by a collective bargaining agreement. (See ORS 660.126 (1h), ORS 660.137 (6), ORS 660.142 & OAR 839-011-140 (2f))

5.      The sponsor must re-determine the average journey-level wage at least annually and submit the new average journey wage to the Director of the Apprenticeship and Training Division with a statement explaining how such determination was made and the effective date of the new average journey wage. (See ORS 660.137 (6))

6.   Upon approval by the Director, the Division will notify all training agents and apprentices of the new wage. (See ORS 660.142 (2))

      The average wage for those journey-level workers employed by the participating employers in this occupation on January 1, 2004 is $26.93per hour .       

VIII. WORK PROCESSES:

1.   The apprentice shall receive the necessary instruction and experience to become a journey-level worker versed in the theory and practice of the occupation. (See ORS 660.155 / ORS 660.157 / OAR 839-011-0360)

2.   The following is a condensed schedule of work experience that every apprentice shall follow as closely as conditions will permit. (See ORS 660.126 (1c) OAR 839-011-0360; OAR 839-011-0140

      NOTE:       In licensed occupations apprentices must complete the minimum required total hours prior to being referred to the license examination.

Work processes                                                                                       Approximate hours     

NOTE: The committee realizes that the completion of 8000 hours of on-the-job training is the ideal, but recognizes that most apprentices will not be able to fulfill the total amount of hours specified in every work process as set forth in this standard. When an apprentice is unable to fulfill the total work hours in each work process the committee will evaluate the apprentice’s knowledge, skills and abilities and provide appropriate additional related instruction to assure that competency is acquired in each work process. The evaluation and summary of the additional instruction will be noted in the apprentice’s file.

IX.    RELATED/SUPPLEMENTAL INSTRUCTION:

1.   The apprentice must attend related/supplemental instruction for at least 144 hours per year unless otherwise stated in this standard. Time spent in related/supplemental instruction will not be considered as hours of work, and the apprentice is not required to be paid for time so spent. (See ORS 660.126 (1e))

2.   The Committee must provide for instruction of the apprentice during the related/supplemental instruction in safe and healthful work practices in compliance with the Oregon OSHA regulations and applicable federal and/or state regulations. (See ORS 660.137)

3.   In case of failure on the part of any apprentice to fulfill the related instruction obligation, the sponsor has the authority to withhold the apprentice’s periodic wage advancement; or with a reasonable opportunity to remedy deficiencies, suspend, or cancel the Apprenticeship Agreement. (See ORS 660.157 (4))

4.   Clock hours of actual attendance by the apprentice in related/supplemental instruction classes at the community college, training trust or other approved training provider shall be documented and tracked by the Committee. (See ORS 660.157 (2a))

5.   Related instruction activities must be at the direction of a qualified instructor. (See ORS 660.157 (3))

      Methods of related/supplemental training must consist of one or more of the following: (See ORS 660.157)

e.   ( X )      Training trust;

A minimum of 160 hours of related training shall be required during each year the apprentice is registered in the program. (See ORS 660.126 (e))

The following is a summary of related instruction including required class hours in each element of instruction. A committee may establish and submit clear objectives and outcomes in lieu of hours for each class subject. (See ORS 660.157)

Course                                                                                                                        Hour

X.      ADMINISTRATIVE/DISCIPLINARY PROCEDURES:

See: ORS 660.120 OAR 839-011-0073

1.      Local committee rules or policies and any employment requirement such as driver’s license, drug test etc. will be located in this section.

2.      The committee may include provisions for committee-imposed “disciplinary probation,” which is a time assessed when the apprentice's progress is not satisfactory; a “disciplinary probation” may only be used to provide an opportunity for the apprentice to correct deficiencies and cannot affect the apprentice’s appeal rights after the initial probation is completed. ( See ORS 660.137 (4))

3.      During disciplinary probation the committee may withhold periodic wage advancements, suspend or cancel the apprenticeship agreement, or take other disciplinary action. ( See ORS 660.137 (4))

4.      The apprentice has the right to file an appeal of the committee's disciplinary action with the Director of the Apprenticeship and Training Division. (See Ors 660.137 (4))

5.      Complaint and Appeal Procedures:

a.      Each committee shall adopt and submit complaint review procedures for Division approval.

b.      All approved committees are expected to administer the program's approved complaint review process in a fair and consistent manner. (See ORS 660.120, ORS 660.060 & OEEOA Section 9)

c.      Complaints that involve matters covered by a collective bargaining agreement are not subject to the complaint review procedures in this section. (See ORS 660.126 (2))

d.      After the initial probationary period the apprenticeship agreement may be canceled by a written request from the apprentice. (See ORS 660.126 (1g) ORS 660.060 (7))

e.      After the initial probationary period the committee may only suspend, cancel or terminate the apprentice agreement for good cause, which includes but is not limited to: failure to report to work, nonattendance at related instruction, failure to submit work progress reports and lack of response to committee citations. (See ORS 660.060 (7))

i.         Due notice and a reasonable opportunity for correction must be provided to the apprentice.

ii.       Upon suspension a written notice must be provided to the apprentice and to the Apprenticeship and Training Division.

iii.      Upon cancellation a written notice must be provided to the apprentice and to the Apprenticeship and Training Division.

f.        Each committee shall utilize the following procedures and time lines for disciplinary action (cancellation or termination). Committees may adopt and submit alternate complaint procedures for Division review and approval providing the procedures are reasonably expected to offer equal protection to the apprentice. (See ORS 660.060 (8))

i.         At least 22 days prior to potential disciplinary action by a committee

o        The committee must notify the apprentice in writing of alleged reason for the proposed disciplinary action and potential action to be taken if the allegation is substantiated

o        The decisions are effective immediately upon committee action

o        The committee will send written reason(s) for such action to the apprentice by registered or certified mail and will include the appeal rights of the apprentice

ii.       Within 30 days of receipt of committee decision the apprentice may request reconsideration of the action taken by the committee

o        The apprentice’s request for the local committee to reconsider their disciplinary action must be submitted in writing and must include the reason(s) the apprentice believes the committee should reconsider the disciplinary action.

iii.      Within 30 days of apprentice’s request for reconsideration

o        The local committee must provide written notification of their final decision including the appeal rights of the apprentice if the committee upholds its decision on the disciplinary action

g.      If the apprentice chooses to pursue the complaint further

i.         Within 30 days of notification of the committee’s final action

o        The apprentice must submit the complaint describing in writing the issues associated with the disciplinary action to the Director of the Apprenticeship and Training Division

o        The apprentice must describe the controversy and provide any backup information

o        The apprentice must also provide this information to the local committee/organization

ii.       Within 60 working days the Director of the Apprenticeship and Training Division will complete a review of the record

o        If no settlement is agreed upon during review, the Director must issue a non-binding written decision resolving the controversy.

h.      If the apprentice or local committee disputes the Director’s decision

                                                i.      Within 30 days of Director’s decision the dissenting party must submit a request for the OSATC to hear its case

o        Request must be in writing

o        Must specify reasons supporting the request

o        Request and supporting documents must be given to all parties

o        OSATC Rules and Policy Sub-Committee conducts hearing within 45 days and reports its findings to the next regular quarterly meeting of the OSATC

o        The OSATC renders a decision based on the sub-committee’s report.

ii.       Within 30 days of the OSATC meeting

o        The Secretary of the OSATC issues the decision in writing

XI.    COMMITTEE – RESPONSIBILITIES AND COMPOSITION:

The following is an overview of the requirements associated with administering an apprenticeship committee and/or program.  These provisions are to be used in conjunction with the corresponding ORS and/or OAR.

1.      The committee is the policymaking and administrative body responsible for the operation and success of this Apprenticeship program.

2.      The committee is responsible for the day-to-day operation of the apprenticeship program and must be knowledgeable in the application of Chapter 660 ORS, OAR 839 division 011 and other law and rule as appropriate to the occupation(s).

3.      Sponsors must develop policies and procedures for committee operations (ORS 660.060 (8), ORS 660.135, ORS 660.137, OAR 839-011-0170). The committee’s specific policies pertaining to the operation of the program are included in this standard. The procedures for the implementation of the approved policies are maintained by the committee. After approval by the division the approved procedures shall be distributed to all apprentices and training agents.

4.      Committees must convene meetings at least semi-annually that are attended by a quorum of committee members as defined in the approved Standards. (See ORS 660.137 (4))

a.      A quorum for a local joint or trade committee shall consist of at least two (2) members representing the employers and two (2) members representing the employees. (See ORS 660.135 (3), ORS 660.145)

b.      Conference call meetings may be conducted in lieu of regular meetings but must not exceed the number of attended meetings during a calendar year and may not authorize disciplinary action of apprentices. (See ORS 660.060 (8))

c.      Minutes of all meetings must be submitted to the Apprenticeship and Training Division within 10 working days of the meeting. (See OAR 839-011-0170)

5.      Program Operations (ORS 660.135, ORS 660.137, OAR 839-011-0170, OAR 839-011-0200:

a.      The Committee will record and maintain records pertaining to the local administration of its Apprenticeship Program and make them available to the OSATC or its representative on request.

i.         These records include, but are not limited to

o        Selection of applicants

o        Administration of the apprenticeship program

o        Affirmative action plans

o        Documentation necessary to establish a sponsor's good faith effort in implementing its affirmative action plan

o        Qualification standards

b.      Records required by the Oregon Equal Employment Opportunity in Apprenticeship rules (OAR 839-011-0200) will be maintained for five (5) years; all other records will be maintained for five (5) years after the final action taken by the committee on the apprenticeship agreement.

c.      The following must be submitted by all programs through the Apprenticeship Representative assigned to assist the committee:

i.         Apprenticeship Registration Agreement – within the first 90 days of employment as an apprentice. (See ORS 660.020, OAR 839-011-0088) (In licensed occupations registration must occur prior to employment in the trade)

ii.       Committee Minutes – within 10 working days of the meeting. (See OAR 839-011-0170)

iii.      Authorized Training Agent Agreements – within 10 working days of committee action to approve the training agent. (ORS 660-020)

o        Interim recognition may be authorized by committee policy but may not exceed 90 calendar days.

o        Any recognition of a training agent prior to formal action of the committee must be in conformance with the committee’s council approved policy.

iv.     Revision of Occupation Standards - as necessary, no later than 45 days prior to OSATC meeting. (See OAR 839-011-0030) (Programs should review their Standards at least annually)

o        Forms are available from the Apprenticeship Representative. If approved by the OSATC, such amendment(s) and such changes as adopted by the OSATC will be binding to all parties on the first day of the month following OSATC approval.

v.       Revision of Committee Member Composition as necessary (included in committee minutes). (See OAR 839-011-0074)

vi.     Average Journey Level Wage – at least annually or whenever changed (included in minutes and by letter to the Director summarizing how the average wage was determined). (See ORS 660.137 (6), ORS 660.142)

vii.    Authorization of Signature - as necessary (See ORS 660.135 (4))

viii.  Authorization for issuance of initial license may be granted after the committee is found to be in compliance for operational purposes (See Council Policy #22)

d.      Adopt, as necessary or as directed, local program policies and procedures for the administration of the apprenticeship program in compliance with this Standard. (See ORS 660.060 (8), ORS 660.120 (2), OAR 839-011-0073)

i.         Policies must be submitted to the OSATC for review and approval.

ii.       Procedures must be submitted for Division (ATD) approval and inclusion by reference in this Standard prior to implementation.

6.      Apprentice Management:

a.      Applicants accepted by the committee, who have documented legal experience creditable to the apprenticeship in the skilled occupation or in some other related capacity, may be granted advanced standing as apprentices. (See OAR 839-011-0088 (3a) Apprentices admitted to advanced standing will be paid the wage rate for the period to which such credit advances them. (In licensed occupations previous credit must be documented legal experience)

b.      Each apprentice (and, if under 18 years of age, the parent or guardian) will sign an Apprenticeship Agreement with the Sponsor, who will then register the Agreement, with the Apprenticeship and Training Division of the Bureau of Labor and Industries within the first 90 days of employment as an apprentice. (See ORS 660.020 (1), ORS 660.060, OAR 839-011-0088)

c.      The Apprenticeship and Training Division must be provided a copy of the committee minutes approving any change of disposition or modification of the Registration Agreement within 10 working days of the committee meeting. (See OAR 839-011-0170)

i.         Requests for disposition or modification of Agreements include: (1) Certificate of completion, (2) Additional credit, (3) Suspension, military service, or other, (4) Reinstatement, (5) Cancellation, (6) Re-rates, (7) Holds, (8) Examination Referral, (9) Corrections, (10) Limited Supervision-electrical, (11) Phased Supervision-plumbing.

d.      Rotate apprentices in the various processes of the skilled occupation to ensure the apprentice is trained to be a competent journey-level worker. (See ORS 660.137 (2c), OAR 839-011-0265.

e.      At least once every six months the sponsor must review and evaluate each apprentice’s progress and take action to advance based on the apprentice’s progress or hold the apprentice at the same level for a reasonable period and opportunity for corrective action or terminate for continued inadequate progress. (See ORS 660.137 (4))

f.        The evidence of such action will be the record of the apprentice's progress on the job and during related/supplemental instruction

i.         If the apprentice’s progress is not satisfactory, the committee has the obligation to withhold the apprentice’s periodic wage advancements, suspend or cancel the Apprenticeship Agreement, or take other disciplinary action as established under the “Administrative/Disciplinary Procedures.”

g.      The committee has the obligation and responsibility to provide insofar as possible, reasonably continuous employment for all apprentices in the program. (See ORS 660.126, ORS 660.020)

i.            The committee may arrange to transfer an apprentice from one training agent to another or to another committee when the committee is unable to provide reasonably continuous employment, or they are unable to provide apprentices the diversity of experience necessary for training and experience in the various work processes as stated in this Standard.

                                                 ii.         If, for any reason, a layoff of an apprentice occurs, the Apprenticeship Agreement will remain in effect unless canceled by the committee.

h.      An apprentice who is unable to perform the on-the-job portion of apprenticeship training may, if the apprentice so requests and the committee approves, participate in related/supplemental instruction classes, subject to the apprentice obtaining and providing written medical approval for such participation.  However, time spent will not be applied toward the on-the-job portion of apprenticeship training. (See ORS 660.126 (i))

i.         The committee will hear and adjust all complaints of violations of apprenticeship agreements. (See ORS 660.137)

j.         Upon successful completion of apprenticeship, as provided in these Standards, and passing any examination that the committee may require, the committee will recommend that the Oregon Commissioner of Labor award a Certificate of Completion of Apprenticeship. (See ORS 660.137, ORS 660.205)

7.      Training Agent Management:

a.      Offer training opportunities on an equal basis to all employers and apprentices. (See OAR 839-011-0084)

b.      Grant equal treatment and opportunity for all apprentices through reasonable working and training conditions and apply those conditions to all apprentices uniformly. (See OAR 839-011-0200, Council Policy # 13)

c.      Provide training at a cost equivalent to that incurred by currently participating employers and apprentices. (See OAR 839-011-0084)

d.      An employer shall not be required to sign a collective bargaining agreement or join an association as a condition of participation. (See OAR 839-011-0162)

e.      Determine the adequacy of an employer to furnish proper on-the-job training in accordance with the provisions of these Standards. (See ORS 660.137)

f.        Require all employers requesting approved training agent status to complete a training agent application and comply with all Oregon State apprenticeship laws and the appropriate apprenticeship Standards. (See ORS 660.137)

g.      Submit approved training agent agreements to the Apprenticeship and Training Division within 10 working days of committee approval with a copy of the agreement and/or the list of approved training agents and committee minutes where approval was granted. (See OAR 839-011-0170)

h.      Make periodic checks of approved training agents and withdraw approval when approval qualifications are no longer met or when it appears to the committee that the employer is in violation of the terms of the apprenticeship agreement, standards, rules, regulations and policies of the committee or OSATC. (See ORS 660.137) 

i.         If a committee acts to withdraw training agent status from an employer the action must be recorded in the committee minutes and submitted to the Apprenticeship and Training Division within 10 working days of the committee action. (See OAR 839-011-0170)

8.      COUNCIL REQUIRED POLICIES: (See ORS 660.120 - ORS 660.137)

a.      Credit for prior experience

b.      OJT requirements (hours, work processes, rotation/partial rotation, monthly progress reports, timelines, applicable penalties)

c.      Related training requirements (attendance, grades)

d.      Complaint procedures           

e.      Process for the review and evaluation of apprentice progress

f.        Advancement requirements (re-rates, completions)

g.      Disciplinary process (appearances, holds, cancellations)

h.      Training agent requirements (approval, discipline, removal)

i.         Traveling training agent policy

j.         Initial employment policy

k.       Placement procedures for out-of-work apprentices

l.         License requirements, including exam referral and completion requirements (for licensed trades only)

9.      Optional Policies

10.  Composition of Committee:

a.      Joint apprenticeship and training committees must be composed of an equal number of employee and employer representatives composed of at least four principal members but no more than eight principal members. An alternate member may be appointed for each principal member. A quorum shall consist of at least two employer members and two employee members. (See ORS 660.135; OAR 839-011-0074)

b.      Trades apprenticeship and training committees must be composed of an equal number of employee and employer representatives composed of one principal employee and one principal employer member for each occupation covered by the trades committee. An alternate member may be appointed for each principal member. A quorum shall consist of at least two employer members and two employee members. (See ORS 660.145; OAR 839-011-0074)

c.      Employee representatives shall not be supervisors as defined by the National Labor Relations Act (as amended). (See OAR 839-011-0074)

d.       Employee representatives shall be skilled practitioners of the trade, except;

e.      A labor organization which is the recognized bargaining representative may designate elected representatives as employee members. (See ORS 660.135 & OAR 839-011-0074)

f.        The committee shall elect a chairperson and a secretary from the committee members. One of the offices must be held by an employer member and one office must be held by an employee member.

g.      Committee members or officers may be removed for failure to abide by ORS 660 or the rules and policies of the council or committee. (See OAR 839-011-0078)

The program administered by this committee is a: JATC

            (See ORS 660.135) or (ORS660.145)

The employer representatives shall be:

(See attached committee list)

The employee representatives shall be:

            (See attached committee list)

   XII. SUBCOMMITTEE:

Subcommittee(s) may be approved by the sponsor but may only recommend actions to the parent Committee. 

 XIII. TRAINING DIRECTOR/COORDINATOR/ADMINISTRATOR/CONTACT PERSON:

The Sponsor may employ a person(s) as a full or part-time Training Coordinator(s)/Training Director(s)/Administrator(s).  This person(s) will assume responsibilities and authority for the operation of the program as are specifically delegated by the Sponsor.

STATE OF OREGON

APPRENTICESHIP AND TRAINING COUNCIL

OR SW-WA IUOE LOCAL 701 & AGC JATC

MA# 1041

HDR Work Processes, Related Training, Wage Schedule, Ratio, Duties of an Apprentice , Minimum Qualifications of an Employer, Duties of an Employer, Non-Discrimination in Selection, Approved Bargaining Agreement, Periodic Review, Credit for Previous Experience, Transfer of Apprentices and Continuity of Employment, Certificate of Completion, Apprenticeship Agreement,

1.  The occupation to be taught under these standards is:  Heavy Duty Repairer

                                              (OPERATING ENGINEER)

                                              DOT#: 859.683-010

MINIMUM QUALIFICATIONS FOR APPLICANTS

2.     The minimum qualifications for applicants are:

        a.        Applicant must be at least eighteen (18) years of age.

        b.        Must be a high school graduate with diploma or have GED certificate.

GEOGRAPHICAL AREA

3.     These standards apply to the geographic area of the entire State of Oregon.

HOURS OF EMPLOYMENT

4.  Approximately 6,000 hours of on-the-job training are required for completion of apprenticeship.

WORK PROCESSES AND APPROXIMATE HOURS

5.       The work processes to be learned and the approximate hours required for each are:

 

a. Diesel and gasoline engine repair		2,000 hours
b. Electrical systems		500 hours
c. Cooling systems		250 hours
d. Gear train		2,250 hours
e. Hydraulic systems			500 hours
f.   Welding		250 hours
g. Small engine repair			250 hours
	TOTAL	6,000 hours

The Committee realizes that the completion of 6,000 hours on-the-job training is the ideal, but recognizes that most apprentices will not be able to fulfill the total amount of hours specified in each and every work process as set forth in the standards.

RELATED TRAINING

6.       A minimum of  144 hours of related training shall be required each year unless determined otherwise by the committee. Related training may cover the following subjects:

        Year One (1) - 144/160 hours

                CPR/First Aid

                Trade Specific Safety and Health Orientation

                Fuels and Lubricants

                Preventive Maintenance

                Introduction to Welding and Fabrication

                Occupational Safety and Health

                Gasoline and Diesel Engines (Introduction)

                Power Train Systems (Introduction)

                Hydraulic Systems (Introduction)

                Basic Electrical Systems

        Year Two (2) - 144/160 hours

                Occupational Safety and Health

                Gasoline and Diesel Engines (Continued)

                Power Train Systems (Continued)

                Advanced Hydraulics

                Welding and Fabrication

        Year Three (3) - 144/160 hours

                Occupational Safety and Health

                Gasoline and Diesel Engines (Continued)

                Advanced Hydraulics

                Advanced Electrical Systems

                Technical Data Research Techniques

WAGE SCHEDULE

7.     The average wage for those journeymen employed by the participating employer in the occupation on January 1, 2004 is $26.93 per hour.

The progressive wage rate to be paid the apprentice is:

1st period: 0 - 2,000 hours		80% of average wage
2nd period: 2,000 – 3,000 hours		85% of average wage
3rd period: 3,001 – 4,000 hours		90% of average wage
4th period: 4,001-6,000 hours		95% of average wage

The average wage in this occupation will be updated by this Committee at least annually and will be recorded in the minutes of the Committee.

RATIO

8.     When the individual employer employs five (5) or more, up to and including nine (9) operating engineers, exclusive of supervision on the job site, they shall employ at least one (1) apprentice. When the individual employer employs ten (10) or more, up to and including nineteen (19) operating engineers, exclusive of supervision on the job site, they shall employ at least two (2) apprentices. When the individual employer employs twenty (20) or more, up to and including twenty-nine (29) operating engineers, exclusive of supervision on the job site, they shall employ three (3) apprentices. Thereafter, the employer shall employ at least one (1) additional apprentice for each ten (10) operating engineers over thirty (30).

STATE OF OREGON
APPRENTICESHIP AND TRAINING COUNCIL

OR SW-WA IUOE LOCAL 701 & AGC JATC

MA# 1041

TECH Work Processes, TECH Related Training, TECH Wage Schedule, TECH Ratio, Duties of an Apprentice , Minimum Qualifications of an Employer, Duties of an Employer, Non-Discrimination in Selection, Approved Bargaining Agreement, Periodic Review, Credit for Previous Experience, Transfer of Apprentices and Continuity of Employment, Certificate of Completion, Apprenticeship Agreement,

1.     The occupation to be taught under these standards is:  Technical Engineer

                                                 (OPERATING ENGINEER)

                                                 DOT#: 859.683-010

MINIMUM QUALIFICATIONS FOR APPLICANTS

2.     The minimum qualifications for applicants are:

        a.        Applicant must be at least eighteen (18) years of age.

        b.        Must be a high school graduate with diploma or have GED certificate.

GEOGRAPHICAL AREA

3.     These standards apply to the geographic area of the entire State of Oregon.

HOURS OF EMPLOYMENT

4.        Approximately 6,000 hours of on-the-job training are required for completion of apprenticeship.

WORK PROCESSES AND APPROXIMATE HOURS

5.       The work processes to be learned and the approximate hours required for each are:

a. Use and care of hand tools (other than survey equipment) Truck stocking, supplies		50 hours
b. Use and care of survey hand tools: Bob, Hand level, Peanut, Torpedo, tapes, chalkline, Rod, scale bubble, calculator		100 hours
c. Use and care of rods, chains, etc. Care and adjustment, temperature corrections, tension		200 hours
d. Communications: Hand signals, radios		50 hours
e. Marker stakes: Symbols		250 hours
f.  Slope staking		250 hours
g. Leveling: Benchmarks, turnpoints, notes, theory, closure		350 hours
h. Radial staking		600 hours
i.  Hubs, points, and monuments		100 hours
j.  Use & Care of Instruments		1,800 hours
k. GPS Operation		400 hours
l.   Notekeeping & Sketches		300 hours
m.Computations & Coordinate Geometry		500 hours
n. Plans & Plan Reading/Interpretation.Site plan, civil structural, architectural/mechanical		500 hours
o. Data collection/manipulation,  Data collectors, computer use		300 hours
p. Grade checking   Grades & Stakes Verification		250 hours
	TOTAL	6,000 hours

The Committee realizes that the completion of 6,000 hours on-the-job training is the ideal, but recognizes that most apprentices will not be able to fulfill the total amount of hours specified in each and every work process as set forth in the standards.

RELATED TRAINING

6.        Approximately 144 hours of related training shall be required each year unless determined otherwise by the appropriate apprenticeship committee. Related training will cover the following subjects:

        a.     First Aid

        b.        General occupation orientation

        c.        Grades and planes

        e.        Plans and Plan reading

        f.        Computer Aided Design

        g.        Upper level math (algebra, calculus, trig, geometry)

        h.        Safety and Health in the industry

        i.        Equipment instruction (safety, operations and use)

        j.        Professional conduct and Ethics of the Trade

WAGE SCHEDULE

7.     The average wage for those journeymen employed by the participating employer in the occupation on January 1, 2001 is $26.32 per hour. The progressive wage rate to be paid the apprentice is:

The average wage in this occupation will be updated by this Committee at least annually and will be recorded in the minutes of the Committee.

RATIO

8.       On any project on which an individual Employer employs one (1) technical engineer, one apprentice may be employed. However, when the individual employer employs four (4) technical engineers the next technical engineer to be employed shall be an apprentice. For each additional five (5) technical engineers employed an additional apprentice must be the next technical engineer employed. Additional apprentices in excess of the above stated mandatory ratio are permitted but shall not exceed a ratio of one apprentice for each journey level technical engineer employed.

PROBATIONARY PERIOD

9.             The probationary period shall be 2,000 hours of OJT while in the program and one term of related training as being the requirements for the probationary period. During such period, either party to the agreement may terminate the apprenticeship agreement upon written notice to the Apprenticeship Division of the Bureau of Labor and Industries.

AFTER THE PROBATIONARY PERIOD

10.           The apprenticeship agreement may be canceled at the request of the apprentice or may be suspended, canceled or terminated by the Committee for good cause, with due notice to the apprentice and a reasonable opportunity for correction and with written notice to the apprentice and to the Apprenticeship Division of the Bureau of Labor and Industries of the final action taken by the Committee.

DUTIES OF AN APPRENTICE

11.           The apprentice is required to sign an apprenticeship agreement and apply oneself both on the job and in the related training program and continually strive to become a skilled journeyman. The apprentice must not miss work or related training classes except for good cause. The apprentice must comply with the provisions of these standards and any applicable agreement.

MINIMUM QUALIFICATIONS OF AN EMPLOYER

12.           The minimum qualifications of an employer in apprenticeship facilities, training and working conditions are:

The employer must have and maintain at all times sufficient plant facilities, equipment and fully trained journeymen to train in the work processes and comply with the provisions of these standards. A valid certification by the appropriate apprenticeship committee that the employer is an appropriate training agency shall be prima facie proof of compliance with this section.

        Working conditions of apprentices shall conform with all laws and regulations affecting their health, welfare and safety.

DUTIES OF AN EMPLOYER

13.           The employer shall take all steps necessary to see that each apprentice works under and with competent journeymen in the occupation for which the apprentice is being trained and is assigned to working and learning tasks so that the apprentice masters the on-the-job training and related instruction.

        The employer must comply with the provisions of these standards and any agreement applicable to the sponsor's program. The employer, on forms approved by the Council, must make regular reports to the appropriate apprenticeship committee.

NONDISCRIMINATION IN SELECTION AND EMPLOYMENT

14.           The recruitment, selection, employment and training of apprentices during their apprenticeship shall be without discrimination because of race, color, religion, national origin or sex. The sponsor will take affirmative action to provide equal opportunity in apprenticeship and will operate the apprenticeship program as required under Title 29 of the Code of Federal Regulations, Part 30, and Equal Employment Regulation of the Oregon State Apprenticeship and Training Council.

APPROVED BARGAINING AGREEMENT

15.           If the apprentice job is covered by a collective bargaining agreement, the lawful provisions thereof shall supplement, or prevail over, these standards if there is a conflict between the bargaining agreement and standards. The employer or employer's association shall simultaneously furnish to the union, if any, which is the collective bargaining agent of the employees to be trained, a copy of its application for registration and of the apprenticeship program, etc.

PERIODIC REVIEW, EVALUATION AND MAINTENANCE OF PROGRESS RECORDS

16.           It shall be the duty of the sponsor to review and evaluate the apprentice's progress in job performance and related instruction and the maintenance of appropriate progress records. The basic evidence of such advancement shall be the record of the apprentice's progress on the job and during related instruction. If such progress is not satisfactory, the sponsor shall have the right to withhold their periodic wage advancements, suspend or revoke the Apprenticeship Agreement, or make such recommendations, it feels desirable. A recordkeeping system shall be established by the sponsor for such purposes.

CREDIT FOR PREVIOUS EXPERIENCE

17.           Applicants accepted by the sponsor, who have creditable experience in the skilled occupation or in some other related capacity, may be granted advance standing as apprentices with commensurate wages for any progression steps so granted.

TRANSFER OF APPRENTICES AND CONTINUITY OF EMPLOYMENT

18.           It shall be the obligation and responsibility of the sponsor to provide insofar as possible, continuous employment for all apprentices in its program. If unable to provide apprentices the diversity of experience necessary for all-around training and experience in the various processes of the occupation, as set forth in the apprenticeship agreement; or where the sponsor's business is of such character as not to provide reasonably continuous employment, the sponsor may arrange for transferring their training obligation to another employer under the same program with consent of the apprentice and apprenticeship committee or program sponsor. If, for any reason, a lay-off of an apprentice occurs, the apprenticeship agreement shall remain in effect, unless canceled by the sponsor.

CERTIFICATE OF COMPLETION

19.           Upon successful completion of apprenticeship, as set forth in these standards, and passing such examination as the sponsor may require, sponsor shall recommend that the registration agency issue a Certificate of Completion of apprenticeship.

MODIFICATIONS, CANCELLATION AND DEREGISTRATION OF PROGRAM

20.           These standards may be modified or changed, for the betterment of the apprenticeship system, by submitting proposed modification(s) or change(s), in writing to the registration agency for approval.

        Cancellation and deregistration of the program may be accomplished voluntarily, by a written request from the sponsor to the registration agency, or by formal deregistration proceedings.

REGISTRATION AGENCY RECORD REQUIREMENTS

21.           It shall be the responsibility of the sponsor to establish and maintain such apprenticeship records as may be required by the registration agency and other applicable laws.

APPRENTICESHIP AGREEMENT

22.           Each apprentice (and, if under eighteen (18) years of age, the parent or guardian) shall sign an Apprenticeship Agreement with the sponsor, who shall then register such agreement with the registration agency before employment or attendance at related instruction classes. Following such registration, all signatory parties thereto shall receive copies. Specifically, or by reference, the apprenticeship agreement shall incorporate these standards of apprenticeship.

AUTHORIZED REGISTRAR

23.           Name and address of authorized representative and agency identification of registration agency:

Bureau of Labor and Industries

Apprenticeship and Training Division

800 NE Oregon #32

Portland, OR 97232

g:\atd\masters\standard\1xxx\10413650

Orig:        12-10-76

Rev:        9-20-01

SELECTION PROCEDURE

OREGON SW WASHINGTON IUOE LOCAL #701 & AGC JATC

MA# 1041

Section 1        Definitions:

A.    "Council" means the Oregon Sate Apprenticeship and Training Council.

B.  "Program Sponsor" means the Oregon/SW Washington IUOE Local 701 & AGC Heavy Equipment Operators Joint Apprenticeship and Training Committee established pursuant to ORS 660 and registered with the Council.

C.  "Director" means the State Director of Apprenticeship and Training (or his/her designee) authorized to act on behalf of the Council.

Section 2        Selection of Apprentices:

A.  Selection shall be "on the basis of qualifications alone".  This means that apprentices are chosen in an open and competitive process from those applicants meeting the minimum qualifications for the trade solely on the basis of their qualifications compared to those of other applicants.

  1.  Examples of objective standards by which comparative qualifications may be determined are: school diplomas/transcripts or their equivalents such as a GED; occupation specific essential physical requirements; previous work experience.  Both actual selection for and entry into apprenticeship will be on the basis of comparative qualifications alone.

  2.  Where the number of applicants meeting the minimum qualification requirements is greater than the number established for the pool of eligibles, "qualifications alone" means, in addition to the above, applicants are ranked on the basis of their interview performance and are selected on the basis of their rankings.

  3.     To permit review, adequate records of the selection process will be kept and made available to the Council upon request.  Included will be a summary sheet for each interview noting the score received on each of the specific factors covered in the interview.  Such records will be retained for at least five years.

B.        Exceptions:

1.     As part of the affirmative action program for the program sponsor, a female or minority individual may be selected from the pool of eligibles regardless of standing. If no such individuals are available in the pool, an individual may become an apprentice, if otherwise meeting the minimum entry qualifications, upon referral from a program sponsor approved entity (e.g., apprenticeship preparatory program, clearinghouse organization(s), etc.).  Such approved entities shall be listed in the Affirmative Action Plan and reviewed/revised by the program sponsor from time to time for effectiveness and quality of referrals.

2.        Experienced apprentices who gained their experience in this registered program or a similar registered program in another jurisdiction, shall be permitted to return to the program, as far as practical, and pick up their training where they left off instead of re-entering as beginning apprentices.

3.        Individuals who:

        -      establish a minimum of one year valid previous experience or training creditable to the term of apprenticeship and,

         -      are being sponsored for apprenticeship by an employer attached to the program sponsor and;

         -      meet the minimum entry qualifications;

        may, at the discretion of the program sponsor, be registered as apprentices.  No employer shall be permitted to exercise this exception more than once in a 12 month period.

4.     If an employer has not participated in the training of an apprentice under ORS 660 for at least two years (24 calendar months) prior to seeking entry or re-entry in to the apprenticeship program, the employer may select as his/her initial apprentices, without going to the pool of eligibles, those bona fide employees who have been on their payroll for at least three months (ninety days) prior to the employer's request for an apprentice and who meet the minimum qualification for entry into the trade or craft.  Once the initial selection of apprentices has been made, the employer is thereafter restricted to obtaining apprentices from either the program sponsor's out of work apprentices, or when not available, from the pool of eligibles.

Section 3        List of Eligible Applicants:

A.        Applicants who have been placed in a pool of eligibles shall be retained on lists of eligibles subject to selection for a period of two years.  After the program sponsor has exhausted their list of eligibles, or at any time they wish to re-open the list, they may start a new selection process.  If a new list is established, prior to the termination of two years, eligible on the old list shall be placed on the new list according to their scores without the necessity of reapplying.  They shall be retained on this new list for the remainder of their two-year eligibility.

B.        Applicants may be removed from the list before the expiration of two years by their request or following their failure to respond to an apprentice job opportunity.  Such notice of a failure to respond and subsequent removal from the list shall be given the applicant by certified mail, return receipt requested.  Applicants who have been accepted in the program shall be afforded a reasonable period of time to respond to an apprentice job opportunity consistent with the customs and practices of the industry.  All individuals on the pool of eligibles shall be treated equally in determining such period of time.  It shall be the responsibility of the applicant to keep the sponsor informed of his/her current mailing address.  The program sponsor may restore to the list of eligibles those applicants who have petitioned and received a favorable review of their case for either removal at the applicants request, or for a failure to respond to an apprenticeship job opportunity.

Section 4        Dissemination of Information:

A.    There shall be at least thirty (30) days of public notice in advance of the earliest date for application for entry to the apprenticeship program.  The public notice shall be disseminated in accordance with the program sponsor's affirmative action plan.  The length of time for the program opening shall be at least two weeks to accept applications for entry to the apprenticeship program.

B.    Should the program sponsor elect to receive applications throughout the year, the notice referred to above shall be regularly disseminated, but not less than semi-annually.

Section 5        Complaint Procedure:

Any applicant or apprentice who believes that he/she has been discriminated against on the basis of race, color, religion, national origin, sex or sexual orientation may file a complaint in writing with the Council.  The complaint shall be processed in accordance with the administrative rules of the Council.

Section 6        Selection Procedure:

A.        Introduction:

  1.     An application shall be made available to anyone who is interested regardless of any other consideration.

  2.     All applications shall be made available at a central point(s) as identified in the public notice referred to in section 4.A. above.

  3.  Whenever an application is provided to an individual, an electronic or paper record shall be made detailing to whom the application was provided, the matter by which it was provided (US mail, in person, via fax or other electronic means).  Such record shall also track the history of the application noting the date the application was provided to the individual, date it was returned to the program sponsor, and any final disposition of the application.

  4.     The program sponsor may elect to take applications throughout the year as individuals express an interest or the program sponsor may designate specified intervals for the acceptance of application is in accordance with Section 4.

  5.  Interviews will be offered to all who meet the minimum qualifications.  The program sponsor reserves the right to schedule the interviews at a time convenient for the program sponsor.

  6.  When the program sponsor elects to take applications throughout the year or during specified intervals, interviews shall be held periodically.  In this case, all applicants who meet the minimum qualifications shall be interviewed and processed to final disposition before any individual is accepted or rejected.

  7.  Applicants not interviewed because they failed to schedule an interview, attend their scheduled interview or failed to meet any or all of the minimum qualifications will not be considered any further for entry to the program.  Such individuals may reapply at a later opportunity.

B.    Step by Step Procedure for Each Applicant:

  1.  Everyone expressing an interest in being considered for the program shall first be required to complete an application.  It must be signed, dated and delivered to the designated central point(s).

  2.  Each applicant shall be provided a copy of the standards to read and an information sheet explaining the basic requirements for entrance into the program including documentation which must be submitted in support of the application.

  3.     The program sponsor shall record when the application was provided, the date returned to the central point (s), date documentation requirements were met (if different) and whether the individual has met the minimum qualifications.

  4.  Individuals not meeting the minimum requirements will be so notified in writing following the date which the program sponsor acted to reject their application.

  5.  Where the program sponsor elects to take applications throughout the year or during specified intervals they will periodically (approximately every 90 days) consider those applications from individuals who do not meet the minimum qualifications and reject them and notify the individual in writing.

  6.  When the program sponsor rejects an application for failure to meet the minimum qualifications, failure to schedule an interview or failure to attend a scheduled interview, this action shall be recorded as the "Final Disposition" in application's history and shall include the date of the program sponsor's action.

C.        Procedure of Interviews:

  1.     List all qualified applicants who have completed their application in order of date of completion of application with the oldest date being first.

  2.  Break the list up into smaller groups for each interview session.  Allow a reasonable amount of time for each interview.

  3.  Interview sessions will be scheduled to provide enough time to interview all applicants.

  4.  Applicants will be notified in writing of the date, time and place of their interview.

  5.  Individuals conducting the interview will be provided all pertinent information on each applicant prior to their scheduled interview.

D.    The Interview Session

  1.     The applicant shall be called before the program sponsor's designated interview committee and put at ease by brief general conversation.  It is recognized that this is an important step for the applicants as they may be under considerable stress and nervous tension.

  2.     The interview committee shall ask a question of the applicant with the purpose in mind of finding out as much as possible about the applicant as an individual and about their potential for success as an apprentice and a journey level worker; including, but not limited to:

          -  Is the individual interested in the trade or just looking for a job?

          -  What is their attitude toward hard work; have they ever done any?

                -             Does the applicant indicate a sense of responsibility for performance, materials, safety and productivity?

                -            Are they able to work under supervision and take orders?

                -             Can they demonstrate teamwork and communication skills?

                -             What is the applicants attitude toward school; is attendance at related training seen as an opportunity or a requirement?

                -            Is there a demonstrated understanding of all that will be expected of the applicant if accepted as an apprentice?

  3.  Each interview committee member shall grade the applicant in terms of their overall judgment as to whether the applicant is an individual who is likely to complete the apprenticeship.  Scores should take into account the information from the application and the factors brought out in the interview.  Scoring must be against a standard of what the industry needs, not merely as a comparison to the other applicants.

  4.     To permit review, informational material used for evaluation and scoring of each applicant shall be retained for at least five years.

E.        Selection from Program Sponsor's Scores

  1.  Selection of individuals from the list of interviewed applicants will not occur until all interview sessions are completed.

  2.     All selected individuals shall be required to communicate with the Program Sponsor on a monthly basis, in writing, to remain active on the eligible list.

  3.  Individuals failing to communicate in writing each month shall be removed from the eligible list and so notified in writing.

________________________________                                                               

         Committee Chair                             Committee Secretary

Date approved:  September 18, 1997                 

                                          __/s/ Stephen Simms________

                                Stephen Simms, Secretary

                                Oregon State Apprenticeship and Training Council

                                Bureau of Labor and Industries

                                    Apprenticeship and Training Division

APPLICATION SCORING SYSTEM

Qualifying applications will be reviewed and scored according to the following list of categories.  The points in each category will vary. The maximum number of points an application can receive is 100.  For credit of points you must provide verifiable documentation such as a copy of the drivers license, high school/ college transcripts, letters on company letterhead from previous employers, course and other kinds of certificates.

·         Valid Drivers License                                 

·         Class “A” Commercial Drivers License                     

·         High School, Community College, or private classes in          

Industrial Education, Shop, Drafting, Arts and

Crafts, Building Construction, Home Economics,

Reading and Composition

·         Math - a grade of “C” or better for one year                      

in High School or equivalent

·         Algebra - High School grade of “C” or better for             

one year or equivalent

·         Geometry - High School grade of “C” or better for       

one year or equivalent

·         Trigonometry - High School grade of “C” or better        

for one year of equivalent

·         Physical Education - High School passing grade for      

one year or equivalent

·         Work Experience:  

    Construction                                                                       

    General

• Americore, Military, Peace Corps, Vista   Successful completion of commitment time

·         Graduate of an approved pre-apprenticeship program        

       such as B-FIT and Job Corps

The purpose of scoring applications and interviews is intended to bring into the program the people who are the most qualified and most likely to successfully complete the program.

Hints to Being A Successful Applicant

   You can apply to our program at any time throughout the year.  The number of applicants we accept is based on variables such as projected work in the State of Oregon and S W Washington and number of apprentices in the program.  It is our intention to be able to provide training opportunities as consistently as possible given our Northwest climate and the work environment.  The combined application and interview scores will provide a ranked list, highest score on top, of applicants that will be cut off at the determined number being accepted into the program.

The minimum requirements are that you are at least 18 years old and have a high school diploma or a GED. To be competitive, we make recommendations about what to submit with your application as you read on. If you are not ready to apply or need help pursuing what you need to make a competitive application, there are organizations that provide pre-apprenticeship training and assistance.

Oregon Tradeswomen, Inc., Portland Youthbuilders, and the Job Core are approved pre-apprenticeship programs available to you.

The Application

The applications are scored based on your education, experience and training (Application Scoring System).  The most successful applicants will have a resume and substantial documentation to support the past work history, high school and post high school education, additional training and activities detailed in the resume to submit with the application.

We recommend that you to prepare a documentation packet that will increase you chances of success.  We advise that you get any high school transcripts you do have, regardless of whether you have a GED or a diploma, because we can give points to various course work with a C or better such as physical education, shop, arts and crafts, and any industrial education classes with C better.  Documentation of job experience, both general and industry related, should also be included.  Letters of recommendation or job description are the most powerful documentation of employment, however, other documentation is acceptable.

 The application scoring is weighted in the area of math so if your math needs improvement or you need a refresher, go to a community college, take a math placement test and enroll in the indicated math class.  This will give you recent math skills or provide proof of your present math skills and indicate your desire to be successful in this career.  You absolutely need math skills to be a skilled, knowledgeable operating engineer! Community Colleges also offer other course work related to construction such as welding and plans reading that if time permits will be advantageous to the applicant. 

Another item would be a Class A CDL, or at least a permit obtained by studying and taking the written exam.  This will give you additional points and again indicate your dedication to this career.

Careful preparation of the application packet can make the difference so we encourage applicants to make the effort to put together an application that shines.  It is our observation that when the packet has been carefully and conscientiously prepared, that a successful interview follows.

The Interview

     The interview is conducted by panels of employers and journeyman operators looking for smart, skilled and motivated individuals for the apprenticeship program. The questions are formulated to determine the applicant’s commitment and aptitude for the occupation applied for and the initiative taken to learn about, prepare for and pursue a career in the construction industry as an Operating Engineer.  This is an opportunity for the applicant to present her or himself and demonstrate the qualities that they have that makes them a good candidate for the Operating Engineers Apprenticeship Program.  The scores submitted by the panel members are averaged and results in the final interview score.

The Ranking  

     The application and interview scores are added together and ranked with high scores on top.  The number accepted into the program will be the top of the ranked list and will be notified to attend a 1-month pre-employment orientation at the Eugene Training Center. 

The Pre-Employment Orientation

     This is classroom and hands on instruction to prepare the successful applicant for the first dispatch.  It is an opportunity for the training center to evaluate the potential apprentices and express the expectations and rules of the program. 

The Cost

     There is no explicit cost for the apprenticeship program.  The first 2000 hours of on-the-job training pays 80% of journey wage and is with contractors building projects throughout the State of Oregon and S.W. Washington.  However, there are implicit costs considering that if the work is away from home, there is typically no per diem or mileage paid.  Additionally, there are no wages paid for the 160 hours of related training required each year of apprenticeship, usually conducted at the Eugene Training Center, and room and board are not provided.  Consequently, good planning and budgeting are crucial elements of being successful in this program.

     Operating Engineers Training offer apprenticeships in three occupations.  Heavy Equipment Operator, Heavy Duty Repairer and Technical Engineer.  An applicant may apply for any or all occupations but will be accepted into only one apprenticeship.

Union 

When you are dispatched to your first job, you will be expected to join Local 701 and remain in good standing with the Local at all times. Information about IUOE Local 701 can be found on the website http://www.iuoe701.com