Training Program Safely Continues
From the start of the pandemic in March 2020, it was clear SMW Local 104 and Bay Area Industry Training Trust Fund (JATC Training Trust Fund) had some decisions to make about safely continuing the apprenticeship training program while maintaining high industry standards. We caught up with JATC co-administrators Ben Rivera and Tim Myres to discuss how the program flexed and what changes might stay as we continue to move forward.
1. Several apprenticeship programs stopped classes for six months or more during the initi al stages of COVID-19. The JATC Training Trust Fund chose to move forward.
What were the key factors driving that decision?
Our first step was to create an innovative solution that was realistic and would keep things on schedule. Students were onboard with attending class remotely. So, on to creating our plan.
Investing in the transition of curriculum development in our data base played a key role in maximizing distance learning. Staff committed to and learned various software, web-based meeting platforms and became skilled and knowledgeable with these tools. Some apprentices didn’t have necessary tools for remote learning, but the ITI and JATC Training Trust Fund helped bridge that gap by getting iPads to those apprentices who needed them.
We recognized that the apprenticeship program is a lifeline for many who choose this as their career path. These apprentices know that every six months they’ll receive a financial increase that allows them to make purchases like a family home or car. The JATC Training Trust Fund know the importance of following through on their commitment to keep the program moving ahead and on schedule, because it’s not just the apprentices who depend on that, but their families too.
2. What was the most challenging part of flexing the program?
At the beginning it was adjusting the curriculum to accommodate distance learning objectives and reviewing and adjusting the training schedule to accommodate the changing environment of state and county health mandates.
But there were also the logistical challenges and keeping abreast of governances that differed among counties and cities and understanding the variety of guidelines set forth by the CDC and OSHA. We needed to meet the challenges of accepting new behavior patterns and maintaining morale. Understanding, kindness, and empathy was the order of the day.
3. What changes implemented in the past year do you anticipate remaining with the program?
Distance learning isn’t the best path for instruction for all things, but in some cases, it was very productive and well received. Going forward, it has a place in the training toolbox.
The training staff is excited and motivated to find new innovative solutions to help our apprentices become the best journey people they can be. This type of change is one of the positives to come from COVID forcing us to forge a new plan and it looks like it’s here to stay!
4. What are some lessons you’ve learned over the past 14 months?
Plan early and have a contingency plan in place. You made not need it, but it’s better to be prepared.
Lean on your team and make sure they have the tools and resources they need for an emergency; this will help create a positive team attitude for everyone.
Communicate, communicate then communicate some more. LISTEN, be respectful, kind, and understanding; this will go a long way! Don’t be afraid to challenge yourself, peers and staff and celebrate when a particular challenge is successful. Our training team has the expertise, commitment, resilience and perseverance to keep the program moving forward regardless of what is thrown at them.
The program as a whole and the people who make up and support the team have displayed resilience perseverance and the ability to find solutions. From the instructors and administrative staff to the trustees and students, we have achieved accomplishments through collaboration and purpose.
We could not be prouder of our team. They have done an outstanding job!