Upgrading Informal Apprenticeship in Jordan UNDP YE project launch – July 2012

Characteristics of Apprenticeship

2 Way Relation Embedded in a Contract

Why is there a need for formal apprenticeship in Jordan? High drop out and low retention after graduation; Trainee may be motivated by wage subsidies rather than committed to the field of work; Employer may be motivated by free labour rather than committed to learning process; Strong gender gap in terms of type of occupations and work after training;

Contract articles can include.. What is the content, the process of training and tracking system? What are working conditions and working hours? What assessment and certification? Quality management: who will ensure the quality of the youth production / services? Can apprentice can set up new business in same field? Be hired another business? How long should apprentice work to allow for cost recovery? What happens if the contract is breached? What liability in case of destruction equipment? What social protection for apprentices?

WHAT CAN BE DONE? Skills tracking system (e.g.: with UNRWA in Gaza) Negotiate assessment and certification with VTC system Improving career guidance to ensure the choice of the young Jordanians is not driven by the wage subsidies but a genuine choice of future occupations. In particular bring him/her to the worksite from day 1.. Negotiate tripartite contract (training center – trainee – employer) that includes all items Gender awareness at recruitment time to promote non traditional skills