Frequently Asked Questions – Training Agents

It is important that apprentices work with an experienced journeyman to learn the trade. Each trade requires specific areas in which they must receive on the job training - it is the responsibility of the training agent to ensure that the apprentices are allowed the opportunity to fulfill these requirements. If your company does not perform a certain type of work, you will need to return the apprentice to the program to be dispatched to another company. Additionally, you will be asked to perform periodic evaluations of the apprentices.

Apprentices are paid at a lower rate than the journeymen you employ. Both trades begin an apprentice at a lower rate (60% for carpenters and laborers, and 65% for operators). As apprentices gain more work hours and a higher skill level, their pay scale increases accordingly in 5% increments (upgrades are awarded every 1000 hours).

Yes, if you have individuals in your company that you would like to put through the program, they can be brought in through direct-entry (no waiting list or interview required).  However, once a part of the program, it is the responsibility of the program to ensure that they receive the training they need, both in the classroom and on the jobsite, to graduate the program.  This means that if an individual is laid off from your company, they can be dispatched to another company during that time.

No, apprentices are required to attend a certain number of training hours per year (160 hours). The AGC will work to provide training in a way that will have minimum impact on the apprentices work schedule and yours.  However, because these are required hours, it is important that you work with the apprentice to allow them time to attend classes.  Classes will be scheduled as far in advance as possible to allow adequate time to make other arrangements if necessary.

Please contact AGC Apprenticeship Assistant Director Jessica Moody at jmoody@nwagc.org with additional questions.