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Alaska Operating Engineers/Employers Training Trust
 
 
Apprenticeship Standards
Posted On: Feb 22, 2018

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STANDARDS OF APPRENTICESHIP

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DEVELOPED BY

ALASKA OPERATING ENGINEERS/EMPLOYERS

TRAINING TRUST

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FOR THE OCCUPATIONS OF:

HEAVY EQUIPMENT OPERATOR

HEAVY DUTY MECHANIC

LUBRICATION SERVICER / MATERIALS DISPOSAL TECHNICIAN

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APPROVED BY

U.S. DEPARTMENT OF LABOR

OFFICE OF APPRENTICESHIP

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Date: November 28, 1973 Program No. AK000730004

Revised: January 26, 2017

TABLE OF CONTENTS

Page

Foreword ii

Definitions iii

SECTION I. Program Administration 1

SECTION II. Equal Opportunity Pledge 3

SECTION III. Affirmative Action Plan 3

SECTION IV. Qualifications for Apprenticeship 3

SECTION V. Selection of Apprentices 4

SECTION VI. Apprenticeship Agreement 5

SECTION VII. Ratio of Apprentices to Journeyworkers 5

SECTION VIII. Term of Apprenticeship 6

SECTION IX . Probationary Period 6

SECTION X. Hours of Work 6

SECTION XI. Apprentice Wage Progression 7

SECTION XII. Credit for Previous Experience 7

SECTION XIII. Work Experience 8

SECTION XIV. Related Instruction 8

SECTION XV. Safety and Health Training 9

SECTION XVI. Supervision of Apprentices 9

SECTION XVII. Records and Examinations 9

SECTION XVIII. Maintenance of Records 10

SECTION XIX. Certificate of Completion of Apprenticeship 10

SECTION XX. Notice to Registration Agency 10

SECTION XXI. Cancellation and Deregistration 10

SECTION XXII. Amendments and Modifications 11

SECTION XXIII. Adjusting Differences/Complaint Procedure 11

SECTION XXIV. Collective Bargaining Agreement 12

SECTION XXV. Transfer of an Apprentice and Training Obligation 13

SECTION XXVI. Responsibilities of the Apprentice 13

SECTION XXVII. Technical Assistance 14

SECTION XXVIII. Signature Page Adopting Apprenticeship Standards 15

Appendix A - Work Process Schedules and Related Instruction Outline

Appendix B - Sample Apprenticeship Agreement

Appendix C - Affirmative Action Plan

Appendix D - Qualifications and Selection Procedures

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FOREWORD

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These Alaska Operating Engineers / Employers Training Trust (AOEETT) Apprenticeship Standards have as their objective, the training of Operating Engineers skilled in all phases of the industry. The Sponsor recognizes that in order to accomplish this, there must be well-developed on-the-job learning combined with related instruction.

This recognition has resulted in the development of these Standards of Apprenticeship. They were developed in accordance with the basic standards recommended by the U.S. Department of Labor, Office of Apprenticeship, as a basis from which the Sponsor can work to establish an apprenticeship training program that meets the particular needs of the area.

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DEFINITIONS

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APPRENTICE: Any individual employed by the employer meeting the qualifications described in the Standards of Apprenticeship who has signed an Apprenticeship Agreement with the local Joint Apprenticeship & Training Committee (JATC) providing for training and related instruction under these Standards, and who is registered with the Registration Agency.

APPRENTICESHIP AGREEMENT: The written agreement between the apprentice and the local JATC setting forth the responsibilities and obligations of all parties to the Apprenticeship Agreement with respect to the Apprentice’s employment and training under these Standards. Each Apprenticeship Agreement must be registered with the Registration Agency.

APPRENTICESHIP ADMINISTRATOR/COORDINATOR: Individual(s) designated by the Program Sponsor to supervise or have charge and direction of administering the Apprenticeship Program, and overseeing apprentices.

APPRENTICE ELECTRONIC REGISTRATION (AER): Is an electronic tool that allows for instantaneous transmission of apprentice data for more efficient registration of apprentices and provides Program Sponsors with a faster turnaround of their submissions and access to their apprenticeship program data.

CERTIFICATE OF COMPLETION OF APPRENTICESHIP: The Certificate of Completion of Apprenticeship issued by the Registration Agency to those registered apprentices certified and documented as successfully completing the apprentice training requirements outlined in these Standards of Apprenticeship

COLLECTIVE BARGAINING AGREEMENT: The negotiated agreement between the Union and signatory employer that sets forth the terms and conditions of employment.

Competency-BASED OCCUPATION: An occupation using an apprenticeship approach that requires the attainment of manual, mechanical, or technical skills and knowledge, as specified by an occupation standard and demonstrated by an appropriate written and hands-on proficiency measurement.

ELECTRONIC MEDIA: Media that utilize electronics or electromechanical energy for the end user (audience) to access the content; and includes, but is not limited to, electronic storage media, transmission media, the Internet, extranet, lease lines, dial-up lines, private networks, and the physical movement of removable/transportable electronic media and/or interactive distance learning.

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EMPLOYER: Any person or organization employing an apprentice, whether or not such person or organization is a party to an Apprenticeship agreement with the apprentice. A person, business, or company signatory to this sponsor’s standards that is responsible for providing hours of work, supervision, wages, and/or benefits to apprentices in its employ as registered under these standards.

EMPLOYER SPONSORED APPLICANT: One who is gainfully employed by a Signatory Employer, who applies as an applicant into the apprenticeship program, and meets the minimum qualifications as described in these standards, thereby qualifying for immediate registration into the apprenticeship program.

Hybrid OCCUPATION: The hybrid approach measures the individual apprentice’s skill acquisition through a combination of specified minimum number of hours of on-the-job-learning and the successful demonstration of competency as described in a work process schedule.

JOB CORPS CENTERS: Any of the Federally-funded Job Corps Centers throughout the U.S. and Puerto Rico. Job Corps annually serves approximately 65,000 youth and young adults between 16-24 years of age. Sponsors who wish to hire Job Corps graduates trained in any occupation covered under these Standards, and who meets the minimum qualifications for apprenticeship, may do so via the Direct Entry provision described in Appendix D Selection Procedures.

JOINT APPRENTICESHIP & TRAINING COMMITTEE (JATC): A JATC comprised of an equal number of representatives appointed by the Union and by the Employer in whose name these Standards of Apprenticeship will be registered. Sub-committees, as defined above, may also be established under these Standards, within the same geographical area, and shall be subject to the parent committee.

JOURNEYWORKER: A worker who has attained a level of skills, abilities, and competencies recognized within an industry as mastery of the skills and competencies required for the occupation. The term may also refer to a mentor, technician, specialist, or other skilled worker who has documented sufficient skills and knowledge of an occupation, either through formal apprenticeship or through practical on-the-job experience and formal training.

O*NET-SOC CODE: The Occupational Information Network (O*NET) codes and titles are based on the new Standard Occupational Classification (SOC) system mandated by the federal Office of Management and Budget for use in collecting statistical information code. The O*NET classification uses an 8-digit O*NET-SOC code. Use of the SOC classification as a basis for the O*NET codes ensures that O*NET information can be readily linked to labor market information such as occupational employment and wage data at the national, State, and local levels.

ON-THE-JOB LEARNING (OJL): Tasks learned on the job in which the apprentice must become proficient before a completion certificate is awarded. The learning must be through structured, supervised work experience.

PRE-APPRENTICESHIP: Pre-apprenticeship services and programs are designed to prepare individuals to enter and succeed in Registered Apprenticeship programs. Quality pre-apprenticeship programs contribute to the development of a diverse and skilled workforce by preparing participants to meet the basic qualifications for entry into one or more Registered Apprenticeship programs. Through a variety of unique designs and approaches, pre-apprenticeship programs can be adapted to meet the needs of differing populations being trained, the various employers and sponsors they serve, and specific opportunities within the local labor market.

PROGRAM SPONSOR: The JATC in whose name the Standards of Apprenticeship will be registered, and which will have the full responsibility for administration and operation of the apprenticeship program: Alaska Operating Engineers/Employers Training Trust (AOEETT); P.O. Box 0989; Palmer, AK 99645.

REGISTERED APPRENTICESHIP INFORMATION DATA SYSTEM (RAPIDS): The Federal system which provides for the automated collection, retention, updating, retrieval and summarization of information related to apprentices and apprenticeship programs.

REGISTRATION AGENCY: Means the U.S. Department of Labor, Office of Apprenticeship or a recognized State Apprenticeship Agency that has responsibility for registering apprenticeship programs and apprentices; providing technical assistance; conducting reviews for compliance with Title 29, CFR parts 29 and 30 and quality assurance assessments: U.S. Department of Labor, Office of Apprenticeship; 605 West 4th Avenue, Room G30; Anchorage, Alaska 99501.

RELATED INSTRUCTION: An organized and systematic form of instruction designed to provide the apprentice with the knowledge of the theoretical and technical subjects related to the apprentice’s occupation. Such instruction may be given in a classroom, through occupational or industrial courses, or by electronic media or other forms of self-study approved by the Registration Agency.

STANDARDS OF APPRENTICESHIP: This entire document including all appendices and attachments hereto, and any future modifications or additions approved by the Registration Agency.

SUPERVISOR OF APPRENTICE(S): An individual designated by the program sponsor to supervise or have charge and direction of an apprentice.

Time-Based OCCUPATION: An occupation using an apprenticeship approach that measures skill acquisition through the individual apprentice’s completion of at least 2,000 hours of on-the-job learning as described in a work process schedule.

TRANSFER: A shift of apprenticeship agreement from one program to another or from one employer within a program to another employer within that same program, where there is agreement between the apprentice and the affected apprenticeship committee or program sponsor

UNION: Any of the Local Unions affiliated with the International Union of Operating Engineers Local No. 302, State of Alaska, and which is party to an appropriate labor agreement with employer(s).

WORKKEYS:* The WorkKeys® assessment system is a comprehensive employability skills assessment tool designed by the American College Testing program ( ACT) to help employers and individuals develop better workplace skills. WorkKeys® assessments match an individual’s employability skills with the demands of a particular occupation. Employability skills are those skills that an individual will need to be successful in the workplace. The fit between skills and the demands of the job has a direct impact on a person’s ability to gain and retain employment.

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SECTION I. - PROGRAM ADMINISTRATION

The Local Joint Apprenticeship & Training Committee (JATC) in whose name these Standards of Apprenticeship are registered shall be composed of an equal number of representatives appointed by the employer and the union.

Responsibilities of the Local JATC:

    • Establishing and registering Standards of Apprenticeship with the Registration Agency, and ensuring adherence to them.
    • Establishing and maintaining rules and requirements governing the policies, administration, supervision, and training of apprentices. The rules and requirements shall be in conformity with the collective bargaining agreement and with these Apprenticeship Standards. A copy of such rules and requirements, and any changes to them, shall be provided to the Registration Agency and the apprentice.
    • Determining the need for new apprentices, including when apprenticeship openings will be available and selecting apprentices in accordance with the Selection Procedures attached hereto and made a part of the Apprenticeship Standards.
    • Initiating and signing all Apprenticeship Agreements for apprentices and forwarding them to the Registration Agency for approval and registration. In addition, the local JATC will notify the Registration Agency and other appropriate parties of the cancellation, suspension, extension, reinstatement, or completion of apprentices.
    • Arranging for apprentices to get the required on-the-job learning and related technical instruction that will provide them with the diversity of training delineated in the attached Work Process Schedule and Related Instruction Outline.
    • Monitoring and evaluating apprentices' progress, including the review of apprentices' records to insure apprentices are fulfilling their responsibilities under the program. The local JATC will review, approve and document all apprentice actions including hours, content, and progress of training on the job and in related instruction; step progressions; disciplinary actions; poor evaluations; corrective action plans; successful completions; cancellations; and any other performance or attendance-related issues. Written minutes of the meeting will be kept.
    • Hearing and adjusting complaints regarding Apprenticeship Agreement violations.
    • Certifying the apprentice has completed both the required on-the-job learning and related technical instruction, and submitting such certification to the Registration Agency with request for issuance of the Certificate of Completion of Apprenticeship.
    • Annually reviewing the Affirmative Action Plan, good faith efforts, and Selection Procedures, updating the Affirmative Action Plan and goals/timetables, and modifying the Affirmative Action Plan and Selection Procedures as a result of the review, when appropriate. Such review will include an analysis of the Local JATC’s success in meeting its goals, the good faith efforts made, and the impact each element of the Affirmative Action Plan and Selection Procedure had on meeting its goal.
    • Maintaining all records relating to the recruitment, selection, employment and training of apprentices for a minimum of five years from the last date of action.
    • Transfer apprentices when one employer is unable to provide diversified training or fulfill the obligations under the apprenticeship agreement to another employer under the same program, with consent of all parties to the Agreement.
    • Notifying the appropriate Registration Agency of all new apprentices to be registered, credit granted, suspensions for any reason reinstatements, extensions, completions and cancellations with explanation of causes and notice of completions of Apprenticeship Agreements.
    • The apprentice will be provided with a copy of the written rules and policies and will sign an acknowledgment receipt of same. This procedure will be followed whenever revisions or modifications are made to the rules and policies.

Responsibilities of the Participating Employers:

All employers of apprentices must satisfy the Sponsor that they can meet the following qualifications:

    • Be financially responsible.
    • Have the necessary facilities to assure safe and effective training.
    • Assure that apprentices work under the direct supervision of qualified journeyworkers/mentors.
    • Meet the ratio requirements as set within these standards.
    • Employers will designate a "supervisor of apprentices" who is responsible for coordinating training and education of apprentices with the Sponsor and to provide records of training progress to the Sponsor.
    • To see that the apprentices are rotated from job process to job process in accordance with the intent of these standards and in accordance with the schedule of work experience included in these Standards.
    • Notify the Sponsor within 45 days of all new apprentices to be registered, credit granted, suspensions for any reason, reinstatements, extensions, completions, and cancellations with explanation of causes and notice of completions of Apprenticeship Agreements.
    • Agree to adhere to the program as administered by the Sponsor, including the selection of apprentices and all Equal Employment Opportunity and Affirmative Action provisions.

Employers who do not meet the above qualifications for participation in the apprenticeship program will not employ apprentices registered under these Standards.

SECTION II. - EQUAL OPPORTUNITY PLEDGE – Title 29 CFR 29.5(b)(21) and 30.3(b)

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 JATC 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 (CFR), part 30, as amended (insert state regulations here, if applicable).

SECTION III. - AFFIRMATIVE ACTION PLAN – Title 29 CFR 29.5(b)(21) and 30.4

If the Sponsor employs five or more apprentices, the local JATC will adopt an Affirmative Action Plan and Selection Procedures as required under Title 29, CFR part 30. It will be attached as Appendix C.

SECTION IV. - QUALIFICATIONS FOR APPRENTICESHIP – Title 29 CFR 29.5(b)(10)

Applicants will meet the following minimum qualifications:

A. Age

Apprentices must be 18 years of age by the time of registration as an apprentice.

B. Education

A high school diploma or GED equivalency is required, or an associate or bachelor degree from an accredited college.

An applicant who is seventeen (17) years of age and is participating in a school-to-work program or equivalent and who otherwise meets all qualifications may be rated and ranked and placed on the list of eligible applicants. Such an applicant must be eighteen (18) years of age prior to being registered into the apprenticeship program.

C. Physical

Applicants will be physically capable of performing the essential functions of the apprenticeship program, with or without a reasonable accommodation, and without posing a direct threat to the health and safety of the individual or others. Applicants will be screened for the current illegal use of drugs on acceptance into the program and prior to being employed. Applicants may be required to pass a physical agility test and fitness test.

D. Driver’s License

A valid driver’s license is required to apply with no DUI (driving under the influence) convictions in the previous three years. For those areas of Alaska with no road system, verification of passing a driver’s license written test is required with the application and a valid license must be attained prior to start of training. If accepted as an apprentice, a valid Alaska driver’s license is required prior to start of training.

E. Background Check

Applicants must provide a five-year criminal background history report.

F. Work Keys Assessment

Applicants must complete a Work Keys assessment through one of the Alaska Job Centers and provide assessment results at time of application, with a minimum level of four (4) in the areas of reading for information, applied mathematics and locating information.

Required Documentation: Birth certificate copy, driver’s license or proof of passing written test (for rural applicants with no road system), 5-year Department of Motor Vehicles (DMV) history report, 5-year criminal background check, DD-214 (if applicable), education transcripts and diplomas, GED scores, social security card, and applicable training certificates, and Work Keys assessment results.

SECTION V. - SELECTION OF APPRENTICES – Title 29 CFR 30.5

Selection into the apprenticeship program will be in accordance with the selection procedures made a part of these Standards (Appendix D).

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SECTION VI. - APPRENTICESHIP AGREEMENT – Title 29 CFR 29.3(d) and (e) and 29.5(b)(11)

After an applicant for apprenticeship has been selected, but before employment as an apprentice or enrollment in related instruction, the apprentice will be covered by a written apprenticeship agreement (Appendix B) signed by the local JATC and the apprentice and approved by and registered with the Registration Agency. Such agreement will contain a statement making the terms and conditions of these standards a part of the agreement as though expressly written therein. A copy of each Apprenticeship Agreement will be furnished to the apprentice, the local JATC, the Registration Agency, and the employer and the union, if appropriate.

An additional copy of the Apprenticeship Agreement will be provided to the Veteran’s State Approving Agency for those veteran apprentices desiring access to any benefits to which they are entitled.

Prior to signing the Apprenticeship Agreement, each selected applicant will be given an opportunity to read and review these Standards, the local JATC’s written rules and policies, the Apprenticeship Agreement and the sections of the Collective Bargaining Agreement (CBA) that pertain to apprenticeship.

The Registration Agency will be advised within forty-five (45) days of the execution of each Apprenticeship Agreement and will be given all the information required for registering the apprentice.

SECTION VII. - RATIO OF APPRENTICES TO JOURNEYWORKERS- Title 29 CFR 29.5(b)(7)

A numeric ratio of apprentices to journeyworkers consistent with proper supervision, training, safety, and continuity of employment and applicable provisions in collective bargaining agreements, except where such ratios are expressly prohibited by the collective bargaining agreements. The ratio language must be specific and clearly described as to its application on the job site, workforce, department or plant.

The employer shall utilize apprenticeship ratios of a minimum of one (1) apprentice for every one to five (1 to 5) journeyworkers regularly employed, as follows:

Apprentice Journeymen

1 1-5

2 6-10

3 11-15

And so on…

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SECTION VIII. - TERM OF APPRENTICESHIP – Title 29 CFR 29.5(b)(2)

The term of the occupations registered in these Standards of Apprenticeship and the required hours of related instruction will be specified below and as stated in the Work Processes and Related Instruction Outlines (Appendix A). Full credit will be given for the probationary period.

Occupation

RAPIDS Code

Term of Training

Related Instruction

Heavy Equipment Operator (Operating Engineer)

0365HY

4,000 to 6,000 Hours

640 Hours

Heavy Duty Mechanic

(Maintenance Mechanic)

0022

8,000 Hours

640 Hours

Lubrication Servicer / Materials Disposal Technician

1050

4,000 Hours

400 Hours

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SECTION IX. - PROBATIONARY PERIOD – Title 29 CFR 29.5(b)(8), (b)(20)

All applicants selected for apprenticeship will serve a probationary period of not less than 1,000 hours of OJL. The probationary period cannot exceed twenty-five (25) percent of the length of the program, or one-year (1), whichever is shorter.

During the probationary period either the apprentice or the local JATC may terminate the Apprenticeship Agreement, without stated cause, by notifying the other party in writing. The records for each probationary apprentice will be reviewed prior to the end of the probationary period. Records may consist of periodic reports regarding progression made in both the OJL and related instruction, and any disciplinary action taken during the probationary period.

Any probationary apprentice evaluated as satisfactory after a review of the probationary period will be given full credit for the probationary period and continue in the program.

After the probationary period the Apprenticeship Agreement may be canceled at the request of the apprentice, or may be suspended or canceled by the JATC for reasonable cause after documented due notice to the apprentice and a reasonable opportunity for corrective action. In such cases, the JATC will provide written notice to the apprentice and to the Registration Agency of the final action taken.

SECTION X. - HOURS OF WORK

Apprentices will generally work the same hours as journeyworkers, except that no apprentice will be allowed to work overtime if it interferes with attendance in related instruction classes.

Apprentices who do not complete the required hours of OJL during a given segment will have the term of that segment extended until the required number of hours of training are accrued.

SECTION XI. - APPRENTICE WAGE PROGRESSION – Title 29 CFR 29.5(b)(5)

Apprentices will be paid a progressively increasing schedule of wages during their apprenticeship based on the acquisition of increased skill and competence on the job and in related instruction. Before an apprentice is advanced to the next segment of training or to journeyworker status, the local JATC will evaluate all progress to determine whether advancement has been earned by satisfactory performance in their OJL and in related instruction courses. In determining whether satisfactory progress has been made, the JATC will be guided by the work experience and related instruction records and reports.

The progressive wage schedule will be an increasing percentage of the journeyworker wage rate as established in the CBA. The percentages that will be applied to the applicable journeyworker rate are shown on the attached Work Process Schedule and Related Instruction Outline (Appendix A). In no case will the starting wages of apprentices be less than that required by any minimum wage law which may be applicable.

SECTION XII. - CREDIT FOR PREVIOUS EXPERIENCE – Title 29 CFR 29.5(b)(12) and 30.4(c)(8)

The JATC may grant credit towards the term of apprenticeship to new apprentices who demonstrate previous acquisition of skills or knowledge equivalent to that which would be received under these Standards.

Apprentice applicants seeking credit for previous experience gained outside the supervision of the local JATC must submit the request at the time of application and furnish such records, affidavits, and other (insert requirements) to substantiate the claim. Applicants requesting such credit who are selected into the apprenticeship program will start at the beginning wage rate. The request for credit will be evaluated and a determination made by the local JATC during the probationary period when actual on-the-job and related instruction performance can be examined. Prior to completion of the probationary period, the amount of credit to be awarded will be determined after review of the apprentice’s previous work and training/education record and evaluation of the apprentice’s performance and demonstrated skill and knowledge during the probationary period.

An apprentice granted credit will be advanced to the wage rate designated for the period to which such credit accrues. The Registration Agency will be advised of any credit granted and the wage rate to which the apprentice is advanced.

The granting of advanced standing will be uniformly applied to all apprentices.

SECTION XIII. - WORK EXPERIENCE – Title 29 CFR 29.5(b)(3) and 30.8

During the apprenticeship, the apprentice will receive such OJL (seat time) and related instruction in all phases of the occupation necessary to develop the skill and proficiency of a skilled journeyworker. The OJL will be under the direction and guidance of qualified journeyworkers.

SECTION XIV. - RELATED INSTRUCTION – Title 29 CFR 29.5(b)(4)

During each segment of training each apprentice is required to participate in coursework related to the job as outlined in Appendix A. For each occupation, the recommended term of apprenticeship will include no less than 144 hours of related instruction divided between 40 hours related technical instruction and 104 hours practical training (skill training or seat-time) at the facility dedicated to training each apprentice for each year of the apprenticeship. Apprentices agree to take such courses as the JATC deems advisable.

The local JATC will secure the instructional aids and equipment it deems necessary to provide quality instruction. In cities, towns or areas having no vocational school or other schools that can furnish related instruction; the apprentice may be required to take an alternate form of instruction that meets the approval of the JATC and Registration Agency.

Apprentices will not be paid for hours spent attending related instruction classes.

If applicable, the JATC will inform each apprentice of the availability of college credit.

Any apprentice who is absent from related instruction classes, unless officially excused, will satisfactorily complete all course work missed before being advanced to the next period of training. In cases of failure of an apprentice to fulfill the obligations regarding related instruction (or OJL) training without due cause, the local JATC will take appropriate disciplinary action and may terminate the Apprenticeship Agreement after due notice to the apprentice and opportunity for corrective action.

To the extent possible, related instruction will be closely correlated with the practical experience and training received on the job. The local JATC will monitor and document the apprentice’s progress in related instruction classes.

The local JATC will secure competent instructors whose knowledge, experience, and ability to teach will be carefully examined and monitored. If applicable, when possible, the local JATC may require the instructors to attend instructor training classes.

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SECTION XV. - SAFETY AND HEALTH TRAINING – Title 29 CFR 29.5(b)(9)

All apprentices will receive instruction in safe and healthful work practices both on-the-job and in related instruction that are in compliance with the Occupational Safety and Health Standards promulgated by the Secretary of Labor under 29 U.S.C. 651 et seq., as amended, dated December 29, 1970, and subsequent amendments to that law, or State Standards that have been found to be at least as effective as the Federal Standards.

Apprentices will be taught that accident prevention is very largely a matter of education, vigilance, and cooperation and that they should strive at all times to conduct themselves in their work to ensure their own safety and that of their fellow workers.

SECTION XVI. - SUPERVISION OF APPRENTICES – Title 29 CFR 29.5(b)(14)

The local JATC and employer will be responsible for the training of the apprentice on the job. Apprentices will be under the general supervision of the employer and under the direct supervision of the journeyworker to whom they are assigned. The supervisor of apprentice(s) designated by the employer shall, with the advice and assistance of the local JATC be responsible for the apprentice’s work assignments ensuring the apprentice is working under the supervision of a skilled journeyworker, evaluation of work performance, and completion and submittal of progress reports to the local JATC.

No apprentice will be allowed to work without direct journeyworker supervision.

SECTION XVII. - RECORDS AND EXAMINATIONS – Title 29 CFR 29.5(b)(6)

Each apprentice may be responsible for maintaining a record of his/her work experience/training on-the-job and in related instruction and for having this record verified by his/her supervisor at the end of each week. The apprentice will authorize an effective release of their completed related instruction records from the local school authorities to the local JATC. The record cards and all data, written records of progress evaluations, corrective and final actions pertaining to the apprenticeship, will be maintained by and will be the property of the local JATC. This record will be included in each apprentice’s record file maintained by the local JATC.

Before each period of advancement, or at any other time when conditions warrant, the local JATC will evaluate the apprentice’s record to determine whether he/she has made satisfactory progress. If an apprentice’s related instruction or on-the-job progress is found to be unsatisfactory, the local JATC may determine whether the apprentice will continue in a probationary status, or require the apprentice to repeat a process or series of processes before advancing to the next wage classification. In such cases, the local JATC will initiate a performance improvement plan with the apprentice.

Should it be found that the apprentice does not have the ability or desire to continue the training to become a journeyworker, the local JATC will, after the apprentice has been given adequate assistance and opportunity for corrective action, terminate the Apprenticeship Agreement.

SECTION XVIII. - MAINTENANCE OF RECORDS – Title 29 CFR 29.5(b)(23) and 30.8(e)

The local JATC will maintain for a period of five (5) years from the date of last action, all records relating to apprentice applications (whether selected or not), the employment and training of apprentices, and any other information relevant to the operation of the program. This includes, but is not limited to, records on the recruitment, application and selection of apprentices, and records on the apprentice’s job assignments, promotions, demotions, layoffs, terminations, rate of pay, or other forms of compensation, hours of work and training, evaluations, and other relevant data. The records will permit identification of minority and female (minority and non-minority) participants. These records will be made available on request to the Registration Agency.

SECTION XIX. - CERTIFICATE OF COMPLETION OF APPRENTICESHIP – Title 29 CFR 29.5(b)(15)

Upon satisfactory completion of the requirements of the apprenticeship program as established in these Standards, the local JATC will so certify in writing to the Registration Agency and request that a Certificate of Completion of Apprenticeship be awarded to the completing apprentice(s). Such requests will be accompanied by the appropriate documentation for both the OJL and the related instruction as may be required by the Registration Agency.

SECTION XX. - NOTICE TO REGISTRATION AGENCY – Title 29 CFR 29.3(2)(d) and (e) and 29.5(b)(19)

The Registration Agency will be notified within forty-five (45) days of all new apprentices to be registered, credit granted, suspensions for any reason, reinstatements, extensions, modifications, completions, cancellations, and terminations of Apprenticeship Agreements and causes.

SECTION XXI. - CANCELLATION AND DEREGISTRATION – Title 29 CFR 29.5(b)(18)

These Standards will, upon adoption by the local JATC be submitted to the Registration Agency for approval. Such approval will be acquired before implementation of the program.

The Alaska Operating Engineers/Employers Training Trust reserves the right to discontinue at any time the apprenticeship program set forth herein. The Registration Agency will be notified promptly in writing of any decision to cancel the program.

Deregistration of these Standards may be initiated by the Registration Agency for failure of the local JATC to abide by the provisions herein. Such deregistration will be in accordance with the Registration Agency’s regulations and procedures.

Within fifteen (15) days of cancellation of the apprenticeship program (whether voluntary or involuntary), the local JATC will notify each apprentice of the cancellation and the effect of same. This notification will conform to the requirements of Title 29, CFR part 29.8.

SECTION XXII. - AMENDMENTS OR MODIFICATIONS – Title 29 CFR 29.5(b)(18)

These Standards may be amended or modified at any time by joint agreement between the Local Union and Management Representatives provided that no amendment or modification adopted will alter any Apprenticeship Agreement in force at the time without the consent of all parties. Such amendment or modification will be submitted to the local JATC for approval and will then be submitted to the Registration Agency for approval and registration prior to being placed in effect. A copy of each amendment or modification adopted will be furnished to each apprentice to whom the amendment or modification applies.

SECTION XXIII. - ADJUSTING DIFFERENCES/COMPLAINT PROCEDURE - Title 29 CFR 29.5(b)(22), 29.7(k) and 30.11

The local JATC will have full authority to supervise the enforcement of these Standards. Its decision will be final and binding on the employer, the union, and the apprentice, unless otherwise noted below.

If an applicant or an apprentice believes an issue exists that adversely affects his/her participation in the apprenticeship program or violates the provisions of the Apprenticeship Agreement or Standards, relief may be sought through one or more of the following avenues, based on the nature of the issue:

Title 29 CFR 29.7(k)

For issues regarding wages, hours, working conditions, and other issues covered by the CBA, apprentices may seek resolution through the applicable Grievance and Arbitration procedures contained in the Articles of the CBA.

The local JATC will hear and resolve all complaints of violations concerning the Apprenticeship Agreement and the registered Apprenticeship Standards, for which written notification is received within fifteen (15) days of violations. The local JATC will make such rulings as it deems necessary in each individual case and within thirty (30) days of receiving the written notification. Either party to the Apprenticeship Agreement may consult with the Registration Agency for an interpretation of any provision of these Standards over which differences occur. The name and address of the appropriate authority to receive, process and make disposition of complaints is:

Apprenticeship Program Administrator

Alaska Operating Engineers/Employers Training Trust

P.O. Box 0989

Palmer, AK 99645

Title 29 CFR 30.11

Any apprentice or applicant for apprenticeship who believes that he/she has been discriminated against on the basis of race, color, religion, national origin, or sex, with regard to apprenticeship or that the equal opportunity standards with respect to his/her selection have not been followed in the operation of an apprenticeship program, may personally or through an authorized representative, file a complaint with the Registration Agency or, at the apprentice or applicant’s election, with the private review body established by the program sponsor (if applicable).

The complaint will be in writing and will be signed by the complainant. It must include the name, address, and telephone number of the person allegedly discriminated against, the program sponsor involved, and a brief description of the circumstances of the failure to apply equal opportunity standards.

The complaint must be filed not later than one hundred eighty (180) days from the date of the alleged discrimination or specified failure to follow the equal opportunity standards, and in the case of complaints filed directly with the review body designated by the Program Sponsor to review such complaints, any referral of such complaint by the complainant to the Registration Agency must occur within the time limitation stated above or thirty (30) days from the final decision of such review body, whichever is later. The time may be extended by the Registration Agency for good cause shown.

Complaints of harassment in the apprenticeship program may be filed and processed under Title 29, CFR, part 30, and the procedures as set forth above.

The local JATC will provide written notice of their complaint procedure to all applicants for apprenticeship and all apprentices.

SECTION XXIV. - COLLECTIVE BARGAINING AGREEMENT (CBA) – Title 29 CFR 29.11

Nothing in this part or in any apprenticeship agreement will operate to invalidate:

        • Any apprenticeship provision in any collective bargaining agreement between employers and employees establishing higher apprenticeship standards; or
        • Any special provision for veterans, minority persons, or women in the standards, apprentice qualifications or operation of the program, or in the apprenticeship agreement, which is not otherwise prohibited by law, Executive Order, or authorized regulation.

SECTION XXV. - TRANSFER OF AN APPRENTICE AND TRAINING OBLIGATION - Title 29 CFR 29.5(13)

The transfer of an apprentice between apprenticeship programs and within an apprenticeship program must be based on agreement between the apprentice and the affected apprenticeship committees or program sponsors, and must comply with the following requirements:

      • The transferring apprentice must be provided a transcript of related instruction and on-the-job learning by the committee or program sponsor;
      • Transfer must be to the same occupation; and
      • A new apprenticeship agreement must be executed when a permanent transfer occurs between the program sponsors.

If the local JATC is unable to fulfill his/her training obligation due to lack of work or failure to conform to these Standards the local JATC will make every effort to refer the apprentice with his/her consent to another signatory employer for interim or permanent placement with another registered apprenticeship program. This will provide the apprentice an opportunity for continuous employment and completion of their apprenticeship program. The apprentice must receive credit from the JATC for the training already satisfactorily completed.

SECTION XXVI. - RESPONSIBILITIES OF THE APPRENTICE

Apprentices, having read these Standards formulated by the local JATC and signed an Apprenticeship Agreement with the JATC, agree to all the terms and conditions contained therein and agree to abide by the JATC’s rules and policies, including any amendments, serve such time, perform such manual training, and study such subjects as the Committee may deem necessary to become a skilled Operating Engineer.

In signing the Apprenticeship Agreement, apprentices assume the following responsibilities and obligations under the apprenticeship program:

    • Perform diligently and faithfully the work of the occupation and other pertinent duties assigned by the JATC and the employer in accordance with the provisions of these Standards.
    • Respect the property of the employer and abide by the working rules and regulations of the employer, union and the local JATC.

C. Attend and satisfactorily complete the required hours in the OJL and in related instruction in subjects related to the occupation as provided under these Standards.

D. Maintain and make available such records of work experience and training received on the job and in related instruction as may be required by the local JATC.

E. Develop and practice safe working habits and work in such a manner as to assure his/her personal safety and that of other workers.

F. Work for the employer to whom the apprentice is assigned for the completion of apprenticeship, unless reassigned to another employer or the Apprenticeship Agreement is terminated by the local JATC.

G. Conduct themselves at all times in a creditable and ethical manner, realizing that much time, money, and effort are spent to afford them an opportunity to become a skilled journeyworker.

H. The apprentice will be provided with a copy of the written rules and policies and will sign an acknowledgment receipt of same. This procedure will be followed whenever revisions or modifications are made to the rules and policies.

SECTION XXVII. – TECHNICAL ASSISTANCE

Technical Assistance such as that from the U.S. Department of Labor, Office of Apprenticeship, State Apprenticeship Agencies, and vocational schools--may be requested to advise the local JATC.

The local JATC is encouraged to invite representatives from industry, education, business, private and/or public agencies to provide consultation and advice for the successful operation of their training program.

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SECTION XXVIII. - OFFICIAL ADOPTION OF APPRENTICESHIP STANDARDS:

The Alaska Operating Engineers / Employers Training Trust hereby adopts these Standards of Apprenticeship on this 26th Day of January, 2017.

REPRESENTING THE ALASKA OPERATING ENGINEERS / EMPLOYERS TRAINING TRUST

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Signature (Chairperson)

Jason Alward

Printed Name

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Signature (Secretary)

Derek Betts

Printed Name

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REGISTRATION

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Registered as by U.S. Department of Labor’s Office of Apprenticeship as required by Title 29 of the Federal Code of Regulations, parts 29 and 30.

On behalf of U.S. Department of Labor, Office of Apprenticeship:

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John P. Hakala

Alaska State Director

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Date of Revision: January 26, 2017

Appendix A

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OCCUPATION SCHEDULE: HEAVY EQUIPMENT OPERATOR

O*NET/SOC CODE: 47-2073-02

RAPIDS CODE: 0365HY (OPERATING ENGINEER)

This schedule is attached to and a part of the Apprenticeship Standards for the above identified occupation.

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1. TERM OF APPRENTICESHIP

The term of hybrid apprenticeship shall consist of 4,000 to 6,000 hours of on-the-job training, as well as the successful completion of practical and written competencies. The program will be supplemented with the required hours of related technical instruction.

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2. RATIO OF APPRENTICES TO JOURNEYWORKERS

A numeric ratio of apprentices to journeyworkers consistent with proper supervision, training, safety, and continuity of employment and applicable provisions in collective bargaining agreements, except where such ratios are expressly prohibited by the collective bargaining agreements. The ratio language must be specific and clearly described as to its application on the job site, workforce, department or plant.

The employer shall utilize apprenticeship ratios of a minimum of one (1) apprentice for every one to five (1 to 5) journeyworkers regularly employed, as follows:

Apprentice Journeymen

1 1-5

2 6-10

3 11-15

And so on…

3. APPRENTICE WAGE SCHEDULE

Apprentices shall be paid a progressively increasing schedule of wages based on a percentage of the current journeyworker wage rate, as follows, or as per the applicable collective bargaining agreement.

School-to-Apprentices will be paid 30 percent of journeyworker hourly wage for Equipment Operator and Mechanic trades for a maximum of 2,000 hours.

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Period

Wage

OJL Hours

Related Training Component

1st

60%

1,000 Hours

Satisfactory Progress

2nd

65%

1,000 Hours

Complete 1st Year

3rd

70%

1,000 Hours

Satisfactory Progress

4th

75%

1,000 Hours

Complete 2nd Year

5th

80%

1,000 Hours

Satisfactory Progress

6th

85%

1,000 Hours

Complete 3rd Year

The current journeyworker Heavy Equipment Operator wage is $40.03 per hour.

To be advanced to the next level the apprentice must have completed both the on-the-job learning (OJL) hours and the related training component, as stated above.

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4. SCHEDULE OF WORK EXPERIENCE

During the term of apprenticeship, the Apprentice shall receive such instruction and experience, in all branches of the occupation, as is necessary to develop a practical and versatile worker. Major processes in which Apprentices will be trained (although not necessarily in the order listed) and approximate hours (not necessarily continuous) to be spent in each are as follows:

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WORK PROCESSES

HEAVY EQUIPMENT OPERATOR

COMBINED

MINIMUM HOURS

COMBINED

MAXIMUM HOURS

PRIMARY EQUIPMENT GROUP:

    • Scraper
    • Dozer
    • Loader
    • Grader
    • Backhoes/Excavators (All Types)
    • Cranes (All Types)
    • Grade and Paving Equipment
    • Plant Equipment
    • Dredge
    • Grade Checker
    • Asphalt Roller
    • Articulating Truck

3,000

4,000

Note: Apprentice must meet the combined minimum hours and competencies in at least two primary equipment group areas.

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ALTERNATE EQUIPMENT GROUP:

    • Forklifts (All Types)
    • Roller
    • Skidsteer
    • General Equipment (Air Tugger, Pumps, Compressors, Drills, Hoists, Winches, etc.)

1,000

2,000

Note: Apprentice must meet the combined minimum hours and competencies in at least two alternate equipment group areas.

TOTAL HOURS

4,000

6,000

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5. SCHEDULE OF RELATED INSTRUCTION

The related instruction outlines the courses that provide the technical ability that supplements the on-the-job training. It is through the combination of both the on-the-job training and the related technical instruction that the apprentice can reach the skilled level of the occupation. Under a registered apprenticeship, a minimum 144 hours of related instruction for each year of the apprenticeship is recommended. The following is the suggested course curriculum during the term of apprenticeship.

Related Instruction Provider: Program Sponsor

Methods: Classroom, shop, electronic media

Year One: 12 weeks = 480 hours

Year Two: 2 weeks = 80 hours

Year Three: 2 weeks = 80 hours

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CORE REQUIREMENTS

Hours

Description

8

Introduction to Apprenticeship

10

OSHA 10 Hour Construction Safety w/ Forklift Training

16

MSHA Part 48B Training

8

First Aid and CPR

3

Union Meetings (three per year)

40

Equipment Orientation

80

CDL Practical and Written

8

North Slope Training Cooperative (NSTC) Certification

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HEAVY EQUIPMENT OPERATOR

Hours

Description

40

Plant Equipment

40

Grade Checking

40

Motor Grader/Compactor

40

Dozer/Scraper

40

Loader

40

Grade and Paving Equipment

40

Tractor Loader Backhoe/Excavator

80

Commercial Driver’s License

40

Crane (Overhead, Mobile)

40

Articulated Trucks

40

Supervisor Training

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ANNUAL REFRESHERS

Hours

Description

8

HAZMAT/CDL

8

MSHA Part 46/48 Training

4

First Aid and CPR (Per 2 year)

40

CDL Medical (Per 2 Year)

NSTC (Per governing body requirement)

NCCCO (Per 5 Year)

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Appendix A

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OCCUPATION SCHEDULE: HEAVY DUTY MECHANIC

O*NET/SOC CODE: 49-3031-00

RAPIDS CODE: 0022 (MAINTENANCE MECHANIC)

This schedule is attached to and a part of the Apprenticeship Standards for the above identified occupation.

1. TERM OF APPRENTICESHIP

The term of time-based apprenticeship shall consist of 8,000 hours of on-the-job training, as well as the successful completion of practical and written competencies. The program will be supplemented with the required hours of related technical instruction.

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2. RATIO OF APPRENTICES TO JOURNEYWORKERS

A numeric ratio of apprentices to journeyworkers consistent with proper supervision, training, safety, and continuity of employment and applicable provisions in collective bargaining agreements, except where such ratios are expressly prohibited by the collective bargaining agreements. The ratio language must be specific and clearly described as to its application on the job site, workforce, department or plant.

The employer shall utilize apprenticeship ratios of a minimum of one (1) apprentice for every one to five (1 to 5) journeyworkers regularly employed, as follows:

Apprentice Journeymen

1 1-5

2 6-10

3 11-15

And so on…

3. APPRENTICE WAGE SCHEDULE

Apprentices shall be paid a progressively increasing schedule of wages based on a percentage of the current journeyworker wage rate, as follows, or as per the applicable collective bargaining agreement.

School-to-Apprentices will be paid 30 percent of journeyworker hourly wage for Equipment Operator and Mechanic trades for a maximum of 2,000 hours.

Period

Wage

OJL Hours

Related Training Component

1st

65%

1,250 Hours

Satisfactory Progress

2nd

70%

1,250 Hours

Complete 1st Year

3rd

75%

1,250 Hours

Satisfactory Progress

4th

80%

1,250 Hours

Complete 2nd Year

5th

85%

1,250 Hours

Satisfactory Progress

6th

90%

1,750 Hours

Complete 3rd Year

The current journeyworker Heavy Duty Mechanic wage is $40.03 per hour.

To be advanced to the next level the apprentice must have completed both the on-the-job learning (OJL) hours and the related training component, as stated above.

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4. SCHEDULE OF WORK EXPERIENCE

During the term of apprenticeship, the Apprentice shall receive such instruction and experience, in all branches of the occupation, as is necessary to develop a practical and versatile worker. Major processes in which Apprentices will be trained (although not necessarily in the order listed) and approximate hours (not necessarily continuous) to be spent in each are as follows:

WORK PROCESSES

HEAVY DUTY MECHANIC (EQUIPMENT / TRUCKS)

APPROXIMATE HOURS

GROUP-1: ALL HEAVY DUTY MECHANICS

    • Shop Practices

      • Clean and inspect all types of equipment and components
      • Shop safety
      • General repair methods

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250

  • General Engine Repair

    • Trouble shoot engine performance
    • Trouble shoot cylinder head complaints
    • Remove and install cylinder heads
    • Perform valve adjustment
    • Inspecting cylinder heads
    • Reasons for NDT, Magna-fluxing
    • Cleaning and checking water passages
    • Cleaning ring grooves, fitting piston and ring for clearance
    • Assembling pistons to rods
    • Honing and boring cylinders
    • Cleaning oil passages
    • Inspect main and rod bearing
    • Install main and rod bearings
    • Checking oil clearances
    • R/I, inspect timing gears
    • Install camshaft bearings
    • Pressure test oil systems
    • Dial indicating run out on fly wheel housing
    • Check compression
    • Use electronic test equipment

1,350

  • FUEL SYSTEMS

    • Trouble shoot diesel fuel systems
    • R/I injectors and perform adjustment
    • Trouble shoot and adjust carburetors
    • Repair fuel lift and injection pumps
    • Check and service fuel filter and supply systems

250

  • ELECTRICAL SYSTEMS

    • Trouble shoot electrical systems
    • Use proper electrical schematics
    • Use proper electrical test equipment
    • Repair, make up and install wire circuits
    • Trouble shoot/repair/adjust, voltage regulator/generator/alternator/starter
    • Time electrical ignition systems

1,000

  • COOLING SYSTEMS

    • Trouble shoot for over/under cooling
    • Check thermostats
    • Clean water passages
    • Installing new gaskets on radiator tanks
    • Pressure check cooling systems
    • Adjusting fan belts and fan clutches

150

  • TRANSMISSION AND DIFFERENTIALS

    • Trouble shoot transmissions, torque converters, differentials and gearboxes
    • Remove and install transmissions, torque converters, differentials, and drives boxes
    • Rebuild transmissions, torque converters, and gear boxes (adjust preload and backlash)
    • Rebuild and Adjust steering clutches and linkage
    • Install and adjusting ball/timken bearings bushings and oil seals
    • Use proper measuring equipment

1,000

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  • FINAL DRIVE

    • Trouble shoot final drive used in off/on highway equipment
    • Remove/install/adjust, final drives, axles, gears, bearings, and oil seals
    • Adjust tracks, wheel bearings, and brakes
    • Repair, service, adjust air compressors, brake actuators, boosters, valves and regulators
    • Use hydraulic press equipment

500

  • TRUCKS, PICKUPS, AND RUBBER-TIRED EQUIPMENT

    • Trouble shoot and repair front axles/steering components
    • Clutch removal, replacement, and adjustment
    • Replace springs (coil and leaf)
    • Know the hazards of split rim wheels
    • Certify in air brake repair

400

  • HYDRAULIC SYSTEMS

    • Trouble shoot hydraulic systems
    • Repair and service cylinders, valves, and power control units
    • Use hydraulic schematics for repair and servicing

1,000

  • WELDING

    • Acetylene: Cutting, brazing and welding
    • Electric: Cutting and welding
    • Hard surfacing
    • Layout

1,000

  • REPAIR AND MAINTENANCE OF SELF-PROPELLED AND STATIONARY EQUIPMENT EXCLUSIVE OF ENGINES

    • Trouble shoot and repair of associated systems and subsystems

650

  • SERVICE OILER

    • On highway/Off highway
    • Crane and hoisting
    • Stationary

400

TOTAL HOURS

8,000

5. SCHEDULE OF RELATED INSTRUCTION

The related instruction outlines the courses that provide the technical ability that supplements the on-the-job training. It is through the combination of both the on-the-job training and the related technical instruction that the apprentice can reach the skilled level of the occupation. Under a registered apprenticeship, a minimum 144 hours of related instruction for each year of the apprenticeship is recommended. The following is the suggested course curriculum during the term of apprenticeship.

Related Instruction Provider: Program Sponsor

Methods: Classroom, shop, electronic media

Year One: 12 weeks = 480 hours

Year Two: 2 weeks = 80 hours

Year Three: 2 weeks = 80 hours

CORE REQUIREMENTS

Hours

Description

8

Introduction to Apprenticeship

10

OSHA 10 Hour Construction Safety w/Forklift

40

OSHA 40 Hour HAZMAT

16

MSHA Part 48B Training

8

First Aid and CPR

3

Union Meetings (three per year)

40

Equipment Orientation

80

CDL Practical and Written; Hazmat Endorsement

8

North Slope Training Cooperative (NSTC) Certification

8

Supervisor Training

40

Introduction to Heavy-on Highway

40

Introduction to Heavy-off Highway

40

Rigging & Signaling

100

Caterpillar University – Electronic Media

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HEAVY DUTY MECHANIC

Hours

Description

20

Introduction to Shop Procedures

20

Heavy Duty Systems and Repair (Hydraulics, Electrical, Powertrains, Engines, Fuel, Cooling and Lube)

20

Lube, Oil, Filters & Preventative Maintenance

80

Welding, Basic

80

Gas and Diesel Engines

80

Powertrains and Power-shift Transmissions

80

Air Brakes

80

Suspension and Undercarriage

80

Electrical/Electronics, DC/Mobile Computers

80

Preventative Maintenance and Inspections

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ADVANCED MECHANIC SKILLS

Hours

Description

120

AC Electrical I

120

AC Electrical II

40

Power Generation

80

Hydraulics

80

Welding, Advanced

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ANNUAL REFRESHERS

Hours

Description

8

HAZMAT/CDL

8

MSHA Part 48B Training

4

First Aid and CPR (Per 2 year)

8

CDL Medical (Per 2 Year)

NSTC (Per governing body requirements)

40

NCCCO (Per 5 year)

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OCCUPATION SCHEDULE: LUBRICATION SERVICER / MATERIALS DISPOSAL TECHNICIAN

O*NET CODE: 49-9099.99

RAPIDS CODE: 1050

This schedule is attached to and a part of the Apprenticeship Standards for the above identified occupation.

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1. TERM OF APPRENTICESHIP

The term of time-based apprenticeship shall consist of 4,000 hours of on-the-job training, as well as the successful completion of practical and written competencies. The program will be supplemented with the required hours of related technical instruction.

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2. RATIO OF APPRENTICES TO JOURNEYWORKERS

A numeric ratio of apprentices to journeyworkers consistent with proper supervision, training, safety, and continuity of employment and applicable provisions in collective bargaining agreements, except where such ratios are expressly prohibited by the collective bargaining agreements. The ratio language must be specific and clearly described as to its application on the job site, workforce, department or plant.

The employer shall utilize apprenticeship ratios of a minimum of one (1) apprentice for every one to five (1 to 5) journeyworkers regularly employed, as follows:

Apprentice Journeymen

1 1-5

2 6-10

3 11-15

And so on…

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3. APPRENTICE WAGE SCHEDULE

Apprentices shall be paid a progressively increasing schedule of wages based on a percentage of the current journeyworker wage rate, as follows, or as per the applicable collective bargaining agreement.

School-to-Apprentices will be paid 30 percent of journeyworker hourly wage for Equipment Operator and Mechanic trades for a maximum of 2000 hours.

Period

Percent

OJT Hours

Related Training Components

1st

60%

0 – 1000 hours

Satisfactory Progress

2nd

65%

1001 – 1500 hours

Complete Year-1

3rd

70%

1501 – 2000 hours

Satisfactory Progress

4th

75%

2001 – 2500 hours

Satisfactory Progress

5th

80%

2501 – 3000 hours

Complete Year-2

6th

85%

3001 – 3500 hours

Satisfactory Progress

7th

90%

3501 – 4000 hours

Satisfactory Progress

The current journeyworker Lubrication Servicer/Materials Disposal Technician wage is $40.03 per hour.

To be advanced to the next level the apprentice must have completed both the on-the-job learning (OJL) hours and the related training component, as stated above.

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4. SCHEDULE OF WORK EXPERIENCE

During the term of apprenticeship, the Apprentice shall receive such instruction and experience, in all branches of the occupation, as is necessary to develop a practical and versatile worker. Major processes in which Apprentices will be trained (although not necessarily in the order listed) and approximate hours (not necessarily continuous) to be spent in each are as follows:

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WORK PROCESSES

LUBRICATION SERVICER/MATERIALS

DISPOSAL TECHNICIAN

APPROXIMATE HOURS

A) FUEL SYSTEMS 600 Hours

  1. High Pressure Fuel Systems and Engines

      • Proper Identification and Maintenance of Low and

        • Alcohol
        • Ethers
        • Gas
        • Diesel
        • Kerosene
      • Types of Filters – New & Older Engines

        • Select replacement filters
        • Change fuel filters
        • Bleed fuel systems
      • Maintenance and Minor Repair of Fuel Transfer Pumps

B) COOLING SYSTEMS 300 Hours

      • Inspection of all types of Cooling Systems
      • Servicing of Cooling System Components
      • Maintain Correct Coolant Mixtures and Levels
      • Select Proper Additives for Specific Equipment and

Weather Conditions

C) TRANSMISSIONS & DIFFERENTIALS 300 Hours

      • Check Oil Levels
      • Inspect Oil Seals (Transmission, Differential, and Engine)
      • Identify Proper Oil and Filter Types for Specified Equipment
      • Drain and Replace Oils
      • Change Filters
      • Collect and Analyze Oil Samples
      • Inspection and Service of Track Rollers
      • Inspection and Service of Final Drives
      • Grease and Lubricate Fittings, Linkages, and

Drive Assemblies

D) HYDRAULIC SYSTEMS 600 Hours

  1. New & Older Hydraulic Systems

      • Determine the Correct Service Requirements
      • Inspect Fluid Levels
      • Change Oils
      • Drain and Refill Hydraulic System
      • Replace Filters
      • Clean Screens
      • Determine Correct Oil and Viscosity Type for Specified

Equipment and Weather Conditions

E) AIR SYSTEMS 200 Hours

  1. Operations

    Contaminants

      • Inspect and Maintain Pressurized Air Systems
      • Monitor Proper Alcohol Additive Levels for Cold Weather
      • Drain Air System Petcocks to Evaluate Fluids for Oils and
      • Drain and Refill Entire Air System
      • Replace and Service Wet & Dry Air Cleaners
      • Assess Indoor & Outside Air Conditions for Changeovers

F) INTERPRETING HAZMAT REGULATIONS 200 Hours

      • Interpret Federal, State and Local Rules & Regulations
      • Recognize & Identify Hazardous Materials
      • Respond to Inquiries

G) DEVELOPING HAZMAT PROCEDURES AND PLANS 200 Hours

      • Classify Materials
      • Interpret Materials Safety Data
      • Ensure Regulatory Compliance
      • Develop Forms & Records
      • Provide For and Revise Updates

H) MANAGING, SAMPLING & HANDLING HAZARDOUS 1,000 Hours

MATERIALS

      • Managing of Hazardous Materials
      • Ensure Regulatory Compliance
      • Maintain Inventory Control
      • Control Proper Usage
      • Control Storage of Hazardous Materials
      • Ensure Proper Disposal of All Hazardous Materials

I) EMERGENCY RESPONSE 250 Hours

      • Prepare Response Plan
      • Reporting Requirements
      • Incident Reports (Spills)
      • Safety Plans
      • Reaction to Toxic Materials
      • Different Types of Solvents
      • Communication – Written, Verbal & Computer
      • Must Acquire Hazmat Certification

J) ADMINISTRATION & RECORDS 350 Hours

  1. and Parts Catalogs

      • Review Service and Operations Manuals,
      • Review HazMat Regulations
      • Manage Materials and Bulk Oils Inventory
      • Record Equipment Maintenance and Repair Information
      • Maintain Current Files and Records
      • Maintain the Storage & Disposal Records of Hazardous Materials
      • File and Record Equipment Cost Summaries

TOTAL HOURS 4,000

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5. SCHEDULE OF RELATED INSTRUCTION

The related instruction outlines the courses that provide the technical ability that supplements the on-the-job training. It is through the combination of both the on-the-job training and the related technical instruction that the apprentice can reach the skilled level of the occupation. Under a registered apprenticeship, a minimum 144 hours of related instruction for each year of the apprenticeship is recommended. The following is the suggested course curriculum during the term of apprenticeship.

Related Instruction Provider: Program Sponsor

Methods: Classroom, shop, electronic media

Year One: 5 weeks = 200 hours

Year Two: 5 weeks = 200 hours

FIRST YEAR

A) COMMERCIAL DRIVERS LICENSE 80 Hours

Hazmat Endorsement as Required by State & Federal Law

B) GENERAL KNOWLEDGE 40 Hours

      • Fuel & Water Systems
      • Transmissions & Differentials
      • Hydraulic & Air Systems

C) RECORD KEEPING 40 Hours

      • Cost & Operating Data
      • Monthly & Cumulative Cost Summary
      • Service Record On Equipment & Machines

D) SAFETY 40 Hours

  1. HazMat Technician

      • Potential Job Hazard Related to Work as a Service Oiler/
      • Personal Safety Prevention

TOTAL 200 Hours

SECOND YEAR

A) ACQUIRE AND MAINTAIN HAZARDOUS 40 Hours

MATERIAL CERTIFICATION / SECURITY AWARENESS

B) INTERPRETING REGULATIONS – OSHA, DOT, EPA 20 Hours

C) DEVELOP PLANS & PROCEDURES 20 Hours

      • Classify Materials
      • Develop Forms and Records
      • Maintain Records

D) MANAGING & HANDLING OF HAZARDOUS MATERIALS 40 Hours

  1. Materials.

      • Ensure Regulatory Compliance
      • Control Proper Usage and Storage of Hazardous
      • Transportation of Hazardous Materials Permits and

Manifests.

E) SAFETY & RESPONSE 40 Hours

      • Gather Information About Incident
      • Implement Response Plan
      • Report Injury or Spills
      • Direct Use of Emergency Equipment and Cleanup
      • Following Organizations Policies & Procedures

F) RECORD KEEPING AND FILES 40 Hours

Communication, Verbal, Written & Computer

TOTAL 200 Hours

APPENDIX B

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SAMPLE APPRENTICESHIP AGREEMENT FORM

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Appendix C

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AFFIRMATIVE ACTION PLAN

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ADOPTED BY

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ALASKA OPERATING ENGINEERS/EMPLOYERS

TRAINING TRUST

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AS REQUIRED UNDER TITLE 29 OF THE

CODE OF FEDERAL REGULATIONS, PART 30

AMENDED MAY 12, 1978

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DEVELOPED IN COOPERATION WITH THE

U.S. DEPARTMENT OF LABOR

OFFICE OF APPRENTICESHIP

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Date: January 26, 2017 Program No. AK000730004

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SECTION I - INTRODUCTION

The Alaska Operating Engineers/Employers Training Trust enters this Affirmative Action Plan (AAP) with good faith for the purpose of promoting equality of opportunity into its registered apprenticeship program. The local JATC seeks to increase the recruitment of qualified women and/or minorities for possible selection into the apprenticeship program in the event women and/or minorities are underutilized in the apprenticeship program. The JATC hereby adopts the following nondiscriminatory pledge and the AAP.

This AAP is a supplement to the Apprenticeship Standards. Any changes made by the local JATC will become part of this written AAP, once approved by the Registration Agency.

SECTION II - EQUAL OPPORTUNITY PLEDGE

The local JATC commits to the following Equal Opportunity Pledge:

"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 JATC 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."

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SECTION III - UTILIZATION AND ANALYSIS, GOALS AND TIMETABLES

To ensure full utilization of minorities and women in the apprenticeship program, the JATC will conduct analyses to determine whether minorities and/or females are being underutilized and, if they are, will establish appropriate goals for the full utilization of minorities and/or women in apprenticeship. To determine whether underutilization exists, the JATC will analyze at least the following five factors:

    • The size of the working age minority and female (minority and nonminority) population in the program sponsor’s labor market area;
    • The size of the minority and female (minority and nonminority) labor force in the program sponsor’s labor market area;
    • The percentage of minority and female (minority and nonminority) participation as apprentices in the particular occupation as compared with the percentage of minorities and women (minority and nonminority) in the labor force in the program sponsor’s labor market area;
    • The percentage of minority and female (minority and nonminority) participation as journeyworkers employed by the employer or employers participating in the program as compared with the percentage of minorities and women (minority and nonminority) in the sponsor’s labor market area and the extent to which the sponsor should be expected to correct any deficiencies through the achievement of goals for the selection of apprentices; and
    • The general availability of minorities and women (minority and nonminority) with present or potential capacity for apprenticeship in the program sponsor’s labor market area.

Underutilization exists if there are fewer minorities and/or women in the registered occupation(s) in the sponsor’s apprenticeship program than would reasonably be expected in view of all relevant factors. If the sponsor detects underutilization of minorities and/or women in its apprenticeship program in the registered occupation(s), it will establish goals for the selection of minority and/or female applicants. (For further instructions, see the attached affirmative action plan workforce analysis worksheet.) The sponsor will make good-faith efforts to meet its goals.

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SECTION IV - OUTREACH AND POSITIVE RECRUITMENT

The local JATC’s AAP includes the following "checked" outreach and positive recruitment efforts that would reasonably be expected to increase minority and women’s participation in apprenticeship by expanding the opportunity of minorities and women to become eligible for apprenticeship selection. Once those efforts have been checked, the local JATC will set forth the specific steps they intend to take under each identified effort. The local JATC will identify a significant number of activities in order to enable it to meet its obligation under Title 29, CFR, part 30.4(c).

    1. R The JATC will disseminate information concerning the nature of the apprenticeship, requirements for admission to apprenticeship, availability of apprenticeship opportunities, sources of apprenticeship applications, and its equal opportunity policy to the following:

      • Registration Agency
      • Women’s Organizations/Centers
      • Local Schools
      • Employment Service Centers
      • One Stop Centers
      • Vocational Education Schools
      • Other outreach programs and community organizations, including those that can effectively reach minorities and women
      • Newspapers, including those circulated in the minority community and among women
      • Social media outlets (Facebook, Twitter, Instagram, LinkedIn, etc.)

The JATC will be accepting applications only at specified intervals must disseminate the above information at least 30 days in advance of the earliest date for application at each interval.

B. R Participation in annual workshops conducted by employment service agencies for the purpose of familiarizing school, employment service and other appropriate personnel with the apprenticeship program and current opportunities.

C. R Cooperation with school boards and vocational educational systems to develop programs for preparing students to meet the standards and criteria required to qualify for entry into the apprenticeship program.

D. £ Internal communication of the local JATC’s equal opportunity policy should be conducted in such a manner to foster understanding, acceptance, and support among the local JATC’s various officers, supervisors, employees, and members, and to encourage such persons to take the necessary action to aid in meeting its obligation under Title 29, CFR, part 30.

E. £ Engaging in programs such as outreach for the positive recruitment and preparation of potential applicants for apprenticeships; where appropriate and feasible, such programs will provide for pre-testing experience and training. In initiating and conducting these programs, the local JATC may be required to work with other sponsors and appropriate community organizations. The local JATC will also initiate programs to prepare women and encourage women to enter traditionally male programs.

F. R Encouraging the establishment and utilization of programs of pre-apprenticeship, preparatory trade training, or others designed to afford related work experience or prepare candidates for apprenticeship. The JATC will make appropriate provisions in its affirmative action plan to assure that those who complete such programs are afforded full and equal opportunity for admission into the apprenticeship program.

G. £ Utilizing journeyworkers to assist in the implementation of affirmative action in the apprenticeship program.

H. R Granting advance standing or credit on the basis of previously acquired experience, training, skills, or aptitude for all applicants equally.

I. R Other appropriate action to ensure that the recruitment, selection, employment, and training of apprentices during their apprenticeship will be without discrimination because of race, color, religion, national origin, or sex (e.g., general publication of apprenticeship opportunities and advantages in advertisements, industry reports, articles, etc., use of present minority and female apprentices and journeyworkers as recruiters; career counseling; development of reasonable procedures to ensure employment opportunity, including reporting systems, on-site reviews, briefing sessions).

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Identify Action:

The applicant log system captures the inquiries into the apprenticeship program. This will be a two-fold process: first we will to be able to tailor our outreach by seeing if persons are contacting the JATC after an initial contact e.g. job fairs, and second by reminding them of apprenticeship opportunity when the advertisement is opening.

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SECTION V - ANNUAL REVIEW OF AFFIRMATIVE ACTION PLAN

The local JATC will make an annual review of its current AAP and its overall effectiveness and institute any revisions or modifications warranted. The review will analyze (independently and collectively) the affirmative action steps taken by the local JATC for evaluating the positive impact, as well as the adverse impact in the areas of outreach and recruitment, selection, employment, and training. They will work diligently to identify the cause and effects that result from their affirmative action measures.

The JATC will continually monitor these processes in order to identify the need for a new affirmative action effort and/or deletion of ineffective existing activity(ies). All changes to the AAP must be submitted to the Registration Agency for approval. The local JATC will continually monitor the participation rates of minorities and women in the apprenticeship program in an effort to identify any type of underutilization. If underutilization exists, corrective action will be immediately implemented. The goals and timetables also will be reviewed periodically as determined by the Registration Agency and updated where necessary.

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SECTION VI – OFFICIAL ADOPTION

The Alaska Operating Engineers/Employers Training Trust hereby adopts this Affirmative Action Plan on this 26th Day of January, 2017.

REPRESENTING THE ALASKA OPERATING ENGINEERS / EMPLOYERS TRAINING TRUST:

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Signature (Chairperson)

Jason Alward

Printed Name

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Signature (Secretary)

Derek Betts

Printed Name

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REGISTRATION

Registered as by U.S. Department of Labor’s Office of Apprenticeship as required by Title 29 of the Federal Code of Regulations, parts 29 and 30.

On behalf of U.S. Department of Labor, Office of Apprenticeship:

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John P. Hakala

Alaska State Director

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Date of Registration: January 26, 2017

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AFFIRMATIVE ACTION PLAN

WORKFORCE ANALYSIS WORKSHEET

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A. SPONSOR INFORMATION

Program Number:

AK000730004

Name of Sponsor:

Alaska Operating Engineers / Employers Training Trust

Address:

P.O. Box 0989

City/State/Zip Code:

Palmer, AK 99645

Contact Person:

Mike Holcomb, Training Trust Administrator

Phone Number: 907-746-3117

Fax Number: 907-745-6136

E-mail Address:

mholcomb@aoeett.org

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B. OCCUPATIONAL INFORMATION

Type of Selection Method Used: Alternative

Labor Market Area description: State of Alaska

Occupational Title

RAPIDS Code

O*NET/SOC Code

Operating Engineer

0365HY

47-2073-02

Heavy Duty Mechanic

0022

49-3031.00

Lubrication Servicer / Materials Disposal Technician

1050

49-9099.99

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C. LABOR MARKET AREA DATA

Total Population in Labor Market Area *710,231 (2010 U.S. Census)

Number of Women:

340,603

48% of labor area

Number of Minorities:

224,029

32% of labor area

Working Age Population in Labor Market Area *525,750 (2005-2009 American Community Survey Labor Force; complied by AK Department of Labor, Research & Analysis Section)

Number of Women:

258,675

49% of labor force

Number of Minorities:

162,317

31% of labor force

Apprentices in Particular Craft in Labor Market Area **

(Alaska Construction Industry – 2011 RAPIDS data)

Total Active Apprentices

2012

Number of Women:

131

6.5% of apprentices

Number of Minorities:

474

23.6% of apprentices

The General Availability of Minorities and Women with the Present or Potential Capacity for Apprenticeship in Program Sponsor’s Labor Market Area. ***

Number of Women:

258,675

49% of labor force

Number of Minorities:

162,317

31% of labor force

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Resources for obtaining labor market information:

* http://www.census.gov/hhes/www/eeoindex/page_c.html

** Data available from Registration Agency.

*** Program Sponsors may use any reasonable method for determining the general availability of minorities and women with the present or potential capacity for apprenticeship, including relying on the data recorded in Section C for "Total Labor Force", "Working Age Population", and "Apprentices in Particular Craft" to propose the entries for "The General Availability of Minorities and Women."

D. SPONSOR’S WORKFORCE DATA

D-1 Total Number/Percentage of Journey/Craft Workers Employed

Journeyworkers

Total

Women

Minorities

Heavy Equipment Operator

2083

183

9%

898

43%

Heavy Duty Mechanic

353

0

0%

126

36%

Lubrication Servicer / Materials Disposal Technician

202

2

1%

79

39%

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D-2 Total Number/Percentage of Apprentices: 110

Apprentices

Total

Women

Minorities

Heavy Equipment Operator

73

22

30%

26

36%

Heavy Duty Mechanic

37

0

0%

9

24%

Lubrication Servicer / Materials Disposal Technician

0

0

0%

0

0%

E. ADDITIONAL RESOURCE DATA FOR CONSIDERATION IN ESTABLISHING GOALS

Source

Minority rate of participation

Female rate of participation

Registered Apprenticeship Partners Information Data System (RAPIDS): *

Alaska Construction Industry – 2011 RAPIDS data

23.6 percent

6.5 percent

EEOC Occupational Employment Data: **

N/A

N/A

* Data available from Registration Agency

** http://www.eeoc.gov/stats/jobpat/jobpat.html

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F. DETERMINATION OF UTILIZATION – ANALYSIS

Occupation

Female Underutilization

Minority Underutilization

Heavy Equipment Operator

No

No

Heavy Duty Mechanic

Yes

No

Lubrication Servicer / Materials Disposal Technician

No Apprentices

No Apprentices

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G. SPONSOR’S GOALS:

The program sponsor proposes and agrees to make a good faith effort to attain the goal of selecting 10% minorities and 20% females during the next EEO Review cycle for each underutilized occupation. These goals will not be used to discriminate against any qualified applicant on the basis of race, color, religion, national origin or sex.

The number of new apprentices to be hired during the next year (or selection period) is estimated to be:

Occupation

Estimated Number of

New Apprentices

Heavy Equipment Operator

18

Heavy Duty Mechanic

13

Lubrication Service / Materials Disposal Technician

1

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H. REGISTRATION AGENCY APPROVAL:

Sponsor Registration Agency

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Sponsor’s Signature Registration Agency Signature

Mike Holcomb John P. Hakala

Typed Name Typed Name

Training Trust Administrator Alaska State Director

Title Title

January 26, 2017 January 26, 2017

Date Signed Date Signed

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Instructions for Preparing and Completing this Worksheet

The purpose of this workforce analysis worksheet is to establish a benchmark against which the demographic composition of the sponsor’s apprenticeship program can be compared. The sponsor must separately determine the availability of minorities and women for each occupational title represented by the program. In determining availability, the sponsor must consider, at the very least, the factors identified at 29 CFR 30.4(e) in order to determine whether barriers to equal employment opportunity may exist with a particular occupational title.

Part A: The Program Sponsor information section may be prepared by the sponsor representative or servicing Registration Agency Representative.

Part B: Occupational information will be taken from the registered program standards, and may be prepared by the sponsor representative or servicing Registration Agency Representative. A Workforce Analysis Worksheet must be completed for each occupational title identified.

Part C: Sponsors must use the most current and discrete statistical data available in determining availability estimates for the labor market area specified by the sponsor in Part B. Census data is one example of an appropriate source of statistical information. Other sources include data from local job service offices and data from colleges or other training institutions. Where possible, the Registration Agency has provided examples of appropriate sources of data.

For purposes of this section, the term "labor force" is defined to include both those individuals who are employed and those who are unemployed but looking for employment. The term "working age population" means persons ages 15 years and over whether or not they are currently in the labor force or looking for employment.

Part D: The Program Sponsor must provide current workforce data as described in Part D. If the sponsor utilizes either Selection Method §30.5(b) (1) or (2), the data in D-2 will be reflective of the "pool" from which selections will be made. If the sponsor utilizes the Selection Method under §30.5(b) (3) or (4), the data in D-2 will be reflective of the current apprentices registered in the program.

Part E: Additional Resource Data for consideration in establishing reasonable goals will be provided by the Registration Agency. This data will provide a snapshot of the national labor force for the given occupation title.

Part F: Utilizing the data found in Parts C, D and E, the Program Sponsor is to determine if minorities and/or women are underutilized and must check the appropriate response.

Part G: If the Program Sponsor’s analysis determines that minorities and/or women are underutilized, the Sponsor, utilizing the resource data found in Parts C, D and E, will establish goals which are reasonable in consideration of the results which could be expected from its good faith efforts to make its overall affirmative action program successful. The Registration Agency will review and access the proposed goals and if found to be reasonable and attainable, will acknowledge receipt of the Sponsors goals for minorities and/or women.

Proposed goals for minorities and/or women that are lower than the current participation rate under the Program Sponsor will not be approved.

Appendix D

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QUALIFICATIONS AND SELECTION PROCEDURES

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ADOPTED BY

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ALASKA OPERATING ENGINEERS/EMPLOYERS

TRAINING TRUST

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DEVELOPED IN COOPERATION WITH THE

U.S. DEPARTMENT OF LABOR

OFFICE OF APPRENTICESHIP

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The certification of this selection procedure is not a determination that, when implemented, it meets the requirements of the Uniform Guidelines on Employee Selection Procedures (41 CFR, part 60-3) or Title 29, CFR part 30. Note that selection procedures may need to be modified to provide reasonable accommodations to qualified individuals with disabilities

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Date: January 26, 2017 Program No. AK000730004

SECTION I. - MINIMUM QUALIFICATIONS

Applicants will meet the following minimum qualifications:

A. Age

Apprentices must be 18 years of age by the time of registration as an apprentice.

B. Education

A high school diploma or GED equivalency is required, or an associate or bachelor degree from an accredited college.

An applicant who is seventeen (17) years of age and is participating in a school-to-work program or equivalent and who otherwise meets all qualifications may be rated and ranked and placed on the list of eligible applicants. Such an applicant must be eighteen (18) years of age prior to being registered into the apprenticeship program.

C. Physical

Applicants will be physically capable of performing the essential functions of the apprenticeship program, with or without a reasonable accommodation, and without posing a direct threat to the health and safety of the individual or others. Applicants will be screened for the current illegal use of drugs on acceptance into the program and prior to being employed. Applicants may be required to pass a physical agility test and fitness test.

D. Driver’s License

A valid driver’s license is required to apply with no DUI (driving under the influence) convictions in the previous three years. For those areas of Alaska with no road system, verification of passing a driver’s license written test is required with the application and a valid license must be attained prior to start of training. If accepted as an apprentice, a valid Alaska driver’s license is required prior to start of training.

E. Background Check

Applicants must provide a five-year criminal background history report.

F. Work Keys Assessment

Applicants must complete a Work Keys assessment through one of the Alaska Job Centers and provide assessment results at time of application, with a minimum level of four (4) in the areas of reading for information, applied mathematics and locating information.

Required Documentation: Birth certificate copy, driver’s license or proof of passing written test (for rural applicants with no road system), 5-year Department of Motor Vehicles (DMV) history report, 5-year criminal background check, DD-214 (if applicable), education transcripts and diplomas, GED scores, social security card, and applicable training certificates, and Work Keys assessment results.

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SECTION II. - APPLICATION PROCEDURE

    • Applicants will be accepted at specified intervals. Every person requesting an application will have one made available upon signing and being recorded in the applicant log.
    • All applications will be identical in form and requirements. The application form will be numbered in sequence corresponding with the number appearing on the applicant log so that all applications can be accounted for. Columns will be provided on the applicant log to show race/ethnic and sex identification and the progress by dates and final disposition of each application. The applicant log will include the geographic market area that apprentices are selected from (see Selection Procedures, Section III.A.).
    • Before completing the application, each applicant will be required to review the Apprenticeship Standards and will be provided information about the program. If the applicant has any additional questions on the qualifications or needs additional information to complete the application, it will be provided by the local JATC.
    • Receipt of the properly completed application form, along with required supporting documents will constitute the completed application.
    • Completed applications will be checked for minimum qualifications. Applicants deficient in one or more qualifications or requirements or making false statements on their application will be notified in writing of their disqualification. The applicant will also be notified of the appeal rights available to them. No further processing of the application will be taken.
    • Applicants meeting the minimum qualifications and submitting the required documents will be notified where and when to appear for an interview.

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SECTION III. - SELECTION PROCEDURES

    • The local JATC will schedule the interview and evaluation sessions. All applicants who have met the minimum qualifications and have submitted the required documents must be notified of the date, time, and place to appear. Qualified applicants may be selected for apprenticeship based on their geographic locations or districts as stipulated in the Collective Bargaining Agreement, providing that an employment opportunity exists in that area that will support the apprenticeship. All qualified applicants will be interviewed and evaluated for selection within 60 days of their application date.
    • The interviewer(s) will rate each applicant during the interview on each of the factors on the applicant rating form taking into account the information on the application and required documents, if applicable. The interviewer will record the questions asked and the general nature of the applicant’s answers. The interviewer will then prepare a written summary of his or her judgment of the applicant derived from the interview.
    • After completing the interview and evaluation of the applicants, the individual rating scores of the interviewer(s) will be added together and averaged to determine the applicant’s final rating.
    • Applicants will be placed on a Ranking List according to their scores at the evaluation session, with the applicant having the highest score being at the top of the list, and all applicants then listed in descending order based on score. Each Geographic selection will be ranked individually.
    • As openings for the registration of new apprentices occur, the highest ranked applicant will be notified of selection by telephone. It will be the responsibility of the applicant to keep the JATC informed of their current mailing address and telephone number.
    • Selected applicants must respond to the notice of selection within 48 hours of notice. If applicants cannot be reached by telephone, their names will be passed and notice sent to their address by Certified Mail-Return Receipt Requested, or an equivalent mail tracking/delivery method, to determine if the applicants are still interested. If no response is received in fifteen (15) working days from the written notice, the applicant’s name will be removed from the list. Only one certified notice will be mailed.
    • Qualified applicants remaining on a preceding ranking list will automatically be carried forward on the new ranking list and slotted in wherever their rating score placed them for a period of two (2) years, unless the applicant has been removed from the list by their own written request or following failure to respond to an apprentice opening. Applicants who were not placed during the two (2)-year period that were on the ranking list, will be required to reapply.
    • During the two (2)-year period, applicants who feel that their qualifications have improved since their original rating may submit documented evidence of such additional experience or training and request reevaluation and rating at the next regular processing cycle.

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SECTION IV. - DIRECT ENTRY

JATC’s who wish to invoke the direct entry provision may do so without regard to the existing selection procedure used for entry into the apprenticeship program. Individuals selected into the apprenticeship program via direct entry shall meet the required minimum qualifications and only include those individuals described below who have received training or employment in an occupation directly or indirectly related to the occupation(s) registered in these Standards. The JATC will award Credit for Previous Experience in accordance with Section XII of these Standards, and will pay the apprentice(s) at the wage rate commensurate with their skill attainment. The Credit for Previous Experience shall be awarded without regard to race, color, religion, national origin or sex. The methods for direct entry shall include the following:

    • Youth who complete a Job Corps or Alaska Military Youth Academy preparatory training program in any occupation covered in these Standards, who meet the minimum qualifications of the apprenticeship program, may be admitted directly into the program. The JATC will evaluate the training received for granting appropriate credit on the term of apprenticeship. Entry of Job Corps or Alaska Military Youth Academy graduates will be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program.)
    • Military Veterans who completed military technical training school and/or participated in a registered apprenticeship program or related craft while in the military in the occupations registered in these standards, may be given direct entry into the apprenticeship program. The JATC shall evaluate the military training received for granting appropriate credit on the term of apprenticeship and the appropriate wage rate. The JATC will determine what training requirements they need to meet to ensure they receive all necessary training for completion of the apprenticeship program. Entry of Military Veterans shall be done without regard to race, color, religion, national origin, or sex. Military veterans who are registered with the Helmets to Hardhat program will also be given consideration with regards to direct entry into the apprenticeship programs. (Note: This is a method of direct entry into the apprenticeship program.)
    • An employee of a non-signatory employer not qualifying as a journeyworker when the employer becomes signatory, will be evaluated by the JATC in accordance with the procedures for the granting of credit for previous experience, and registered at the appropriate period of apprenticeship based on previous work experience and related training. Any employee not eligible for receipt of credit must make application in accordance with the normal application procedures. Entry into the program through this method shall be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program.)
    • An individual who signs an authorization card during an organizing effort, wherein fifty-one percent (51%) or more of the employees have signed authorization cards, whether or not the employer becomes signatory, and is an employee of the non-signatory employer and does not qualify as a journeyworker, will be evaluated in accordance with the procedures for the granting of credit for previous experience and registered by the JATC at the appropriate period of apprenticeship based on previous work experience and related training. Any employee not eligible for receipt of credit must make application in accordance with the normal application procedures. Entry into the program through this method shall be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program). For such applicants to be considered they must:

1. Be employed in the JATC’s jurisdiction when the authorization card was signed;

2. Have been employed by the employer before the organizational effort commenced; and

3. Have been offered the opportunity to sign authorization cards and be evaluated along with all other employees of the employer; and provide reliable documentation to the JATC to show they were an employee performing Operating Engineers work prior to signing the authorization card.

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Upon completion of their required courses for high school graduation, the student/apprentice will be expected to continue in the program as a full time apprentice. It is further understood that if the student/apprentice does not complete the required course material for high school graduation the apprenticeship agreement will be canceled. In essence; no school, no work.

The minimum education requirement shall be waived for participants who are accepted and indentured as student/apprentices in the school to apprenticeship linkage program. At no time will the student/apprentice be less than seventeen (17) years of age.

Student/apprentices participating in the school to apprenticeship linkage program shall work a reduced workday and workweek while attending and completing their high school requirements.

It is the understanding and intent of all concerned parties (Education, Employer, Sponsor, Apprentice, and Registration Agency) that the conditions of work for school to work apprentices shall be the same as other apprentices employed, and shall be governed by the approved apprenticeship standards.

Prior to enrolling any student into the School-to-Apprenticeship program, the registration agency will need to approve a formal School-to-Apprenticeship Linkage Agreement with the participating High School.

    • An employee of a non-participating employer who becomes a new member employer of the sponsoring organization who does not qualify as a journeyworker when the employer becomes a member, will be evaluated by the Sponsor in accordance with the procedures for the granting of credit for previous experience, and registered at the appropriate period of apprenticeship based on previous work experience and related training. Any employee not eligible for receipt of credit must make application in accordance with the normal application procedures. (Note: This is a method of direct entry into the apprenticeship program.)
    • An individual who is or who has worked for a signatory or non-signatory employer and who, of his/her own choosing, solicits membership as a journeyworker and does not qualify as a journeyworker, will be evaluated in accordance with the procedures for the granting of credit for previous experience and registered by the JATC at the appropriate period of apprenticeship based on previous work experience and related training. Any employee not eligible for receipt of credit must make application in accordance with the normal application procedures. Entry into the program through this method shall be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program).
    • School to Apprenticeship Linkage Agreement: The School to Apprenticeship Linkage program is an innovative approach to education and training, which allows qualified high school students to effectively bridge the gap between high school and the world of work by means of the apprenticeship system. High school students who are selected for entry into the program shall be employed part-time as registered apprentices while completing their secondary education.
    • Transfer of Apprenticeship: In order to transfer an apprenticeship agreement between two (2) local Operating Engineers JATC registered apprenticeship programs, the following requirements must be met:
      • The apprentice must submit a written request for transfer, describing in detail the needs and reasons upon which the request is based.
      • The apprentice’s sponsoring JATC must agree to the transfer.
      • The receiving JATC must agree to the transfer.
      • The two Operating Engineers Unions must agree to the transfer.
      • The receiving JATC shall have complete access to all apprenticeship records pertaining to the transferring apprentice.
      • Upon being accepted by the receiving JATC, the apprentice existing apprenticeship agreement shall be terminated.
      • Indenture proceedings shall be initiated with the receiving JATC and the appropriate Registration Agency. The Registration Agency will be provided with all documentation necessary and/or required to verify that the transfer is justifiable.
      • Apprentices accepted for transfer will be given full credit for on-the-job training experience and related instruction successfully completed while indentured in an International Union of Operating Engineers apprenticeship program.
      • The transferring apprentice must:

        • Complete an application form, accurately responding to all questions.
        • Provide the receiving JATC official documentation pertaining to their participation in the apprenticeship program that they are transferring from. An official copy of all records established with the sponsoring JATC (including a copy of the application form and the apprenticeship agreement properly registered with the Registration Agency) and other information submitted shall be provided to the receiving JATC. The receiving JATC will examine all documentation submitted before granting permission to transfer. All such records shall become part of the receiving JATC’s permanent files.
      • The transferring apprentice shall be subject to a probationary period of 1,000 hours.

An announcement of apprenticeship openings shall be disseminated at least thirty (30) days In advance of the earliest date for accepting applications. Applications shall be accepted for a minimum of two (2) weeks following the thirty (30) day announcement period. Applicants shall be interviewed, ranked, and selected as outlined in these approved JATC selection procedures.

    • Technical School Graduates: Those who graduate from an accredited technical training school that has been reviewed and approved by the Operating Engineers Joint Apprenticeship and Training Committee (JATC), in recognition of the critical training they have already received for occupations registered in these Standards of Apprenticeship, may be given direct entry into the apprenticeship program. With the approval of the local JATC, such a new apprentice will start at the apprentice wage rate recommended by the JATC for graduates of that particular program. The JATC will determine as to those new apprentices what training requirements they need to meet to ensure that they receive all the necessary training for completion of the apprenticeship program. Entry of technical training school graduates shall be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program).
    • Former Inmates: Former inmates of Department of Justice - Bureau of Prisons (BOP), or of the Alaska Department of Corrections (ADOC) who have participated in or have successfully completed a specific BOP/ADOC apprenticeship program or preparatory training program, where the JATC agrees to admit such inmates without regard to race, color, religion, national origin, or sex and all individuals receive equal consideration. The JATC will evaluate the training received for granting appropriate credit on the term of apprenticeship. (Note: This is a method of direct entry into the apprenticeship program.)
    • Geographic Market Selection: Individuals residing in areas of rural Alaska may be recruited and selected for apprenticeship in their geographic area, providing that an employment opportunity exists that will support the duration of the apprenticeship. The Program Sponsor will utilize current labor market information along with employer commitment(s) to determine whether the area can sustain the apprenticeship.
    • IUOE Members: International Union of Operating Engineers (IUOE) journeyworker members may request a change or revision to their classification and/or a change from their current apprenticeable occupation to another occupation and receive direct entry to the apprenticeship program sponsored by their local union. For entry into the program, the applicant must:

  1. Additionally, to determine placement, the applicant should:

      • Complete an application form and provide the required documentation.
      • Take the same skills and aptitude test used for evaluation and placement of apprentices into the program, if applicable.

    • Pre-Apprenticeship Preparatory Programs Beneficial to Apprenticeship: Individuals who complete a structured pre-apprenticeship training program in any occupational areas covered in these Standards of Apprenticeship and who meet the minimum qualifications of the apprenticeship program, may be admitted directly into the program. The candidate shall provide official documentation confirming that they meet the specific requirements of the pre-apprenticeship program, such as: completion/graduation certificates, transcripts, notarized letters of confirmation and sworn statements. The JATC will evaluate the training received for granting appropriate credit on the term of apprenticeship. Entry of pre-apprenticeship candidates shall be done without regard to race, color, religion, national origin, or sex. (Note: This is a method of direct entry into the apprenticeship program.)
    • Participating Employers may select apprentices from an eligible pool of current employees by using the employer's established promotion policy. Employers of sponsored applicants must be approved by the JATC, and sponsored applicants must meet the minimum qualifications of the apprenticeship program. Such applicants will be evaluated for prior work experience and training received to grant appropriate credit on the term of apprenticeship. (Note: This is a method of direct entry into the apprenticeship program.)

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SECTION V. - COMPLAINT PROCEDURE

A. Any apprentice or applicant for apprenticeship who believes that he /she has been discriminated against on the basis of race, color, religion, national origin, or sex, with regard to apprenticeship or that the equal opportunity standards with respect to his/her selection have not been followed in the operation of an apprenticeship program, may personally or through an authorized representative, file a complaint with the Registration Agency or, at the apprentice or applicant’s election, with the private review body established by the local JATC (if applicable).

B. The complaint will be in writing and will be signed by the complainant. It must include the name, address, and telephone number of the person allegedly discriminated against, the JATC involved, and a brief description of the circumstances of the failure to apply equal opportunity standards.

C. The complaint must be filed not later than 180 days from the date of the alleged discrimination or specified failure to follow the equal opportunity standards, and, in the case of complaints filed directly with the review bodies designated by the JATC to review such complaints, any referral of such complaint by the complainant to the Registration Agency must occur within the time limitation stated above or 30 days from the final decision of such review body, whichever is later. The time may be extended by the Registration Agency for good cause shown.

D. Complaints of harassment in the apprenticeship program may be filed and processed under Title 29, CFR part 30, and the procedures as set forth above.

E. The local JATC will provide written notice of their complaint procedure to all applicants for apprenticeship and all apprentices.

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SECTION VI. - MAINTENANCE OF RECORDS

The local JATC will keep adequate records including a summary of the qualifications of each applicant, the basis for evaluation and for selection or rejection of each applicant, the records pertaining to interviews of applicants, the original application for each applicant, information relative to the operation of the apprenticeship program, including, but not limited to, job assignment, promotion, demotion, layoff, or termination, rates of pay or other forms of compensation or conditions of work, hours including hours of work and, separately, hours of training provided, and any other records pertinent to a determination of compliance with the regulations at Title 29, CFR part 30, as may be required by the U.S. Department of Labor. The records pertaining to individual applicants, selected or rejected, will be maintained in such manner as to permit the identification of minority and female (minority and non-minority) participants.

Each sponsor must retain a statement of its affirmative action plan for the prompt achievement of full and equal opportunity in apprenticeship, including all data and analysis made pursuant to the requirements of Title 29, CFR 30.4. Each sponsor also must maintain evidence that its qualification standards have been validated in accordance with the requirements set forth in Title 29, CFR 30.5(b).

In addition to the above requirements, adequate records will include a brief summary of each interview and the conclusions on each of the specific factors, e.g., motivation, ambition, and willingness to accept direction which are part of the total judgment. Records will be maintained for 5 years from the date of last action and made available upon request to the U.S. Department of Labor or other authorized representative.

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SECTION VI. - OFFICIAL ADOPTION OF SELECTION PROCEDURES

The Alaska Operating Engineers/Employers Training Trust hereby adopts these Selection Procedures on this 26th Day of January, 2017.

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REPRESENTING THE ALASKA OPERATING ENGINEERS / EMPLOYERS TRAINING TRUST:

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Signature (Chairperson)

Jason Alward

Printed Name

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Signature (Secretary)

Derek Betts

Printed Name

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REGISTRATION

Registered as by U.S. Department of Labor’s Office of Apprenticeship as required by Title 29 of the Federal Code of Regulations, parts 29 and 30.

On behalf of U.S. Department of Labor, Office of Apprenticeship:

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John P. Hakala

Alaska State Director

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Date of Registration: January 26, 2017

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