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Aftermarket Apprentice Program (AAP)

The purpose of the apprentice program is to provide an opportunity for selected applicants to combine work experience, on-the-job training, and classroom instruction to learn the skills required to support customers after product delivery and provide G&W with a skilled employee.

AAP Oversight Committee

Members of the apprenticeship steering committee are as follows:

• Aftermarket Director
• VP Human Resources
• VP Global QA and Operations
• Training Manager
• Manager, AMS Services
• *Illinois BIS Representative (advisory capacity)

The committee is responsible for:

• Program administration
• Applicant selection
• Establishing minimum standards of education, experience, and performance of apprentices
• Determining required classroom training
• Selecting and training the OJT trainers
• Determine the quantity and quality of experience on the job and ensuring it is available
• Evaluating the apprentice’s progression through the program
• Maintaining all records
• Certify competence in each step of the program
• Increasing the apprentice’s wages when competence is demonstrated
• Awards the ‘Certificate of Completion when the apprentice has satisfactorily completed the required course work and OJT

The Committee will meet monthly to ensure program objectives are being met; they will meet quarterly to assess progress and confirm the following quarter's activities; the competency assessments of the apprentice will also be discussed.

Application Process

Applicants must be current G&W employees with more than one year of tenure and no performance or attendance issues. Any formal disciplinary action within the prior 6 months will disqualify an individual from consideration. Applications must be done online in Clear Company, including an attached resume.

Applicants who are interviewed, but not selected will be personally notified by the Manager, AMS Services of the reasons for the hiring decisions.

Selection Process

The committee will interview all eligible and qualified candidates. The combination of the applicant’s performance in their current role and the interview will be used to select the apprentice.

Length of Program

The program is 1 year in length. Approximately 168 of the 250 working days will be OJT in the work cells. The remainder of the time will be training, assisting the field service team, product support specialists, and RGA team (see attachment). At the end of the year-long rotation, the apprentice will return to their respective work cell and be “on-call” for AMS field service

Responsibility of the Apprentice

Apprentices agree to the following terms and conditions of the program:

• Perform to the best of their ability the work of an aftermarket technician and other pertinent responsibilities as assigned by G&W
• Respect G&W’s property/tools and abide by all rules and policies
• Attend and satisfactorily complete the required classroom hours and in related instruction in subjects required of the program. A grade of ‘C’ or better in all course work is required.
• Maintain and make available records of work experience and training received on the job and in related instruction

Hours of work

The apprentice will attend class on days. The on-the-job instruction will take place mainly on first shift, but there will involve field service that may require any shift, and possibly weekends. Apprentices need to be able to work all shifts for field service with proper notice.

Travel

If selected after the completion of the program, this position would require 80% travel.

Payment for tools

G&W will define and supply a starter set of tools and safety equipment used for field service.

Reimbursement for classroom instruction

Any course work required from an external source will be provided through the educational assistance program. All rules and regulation of that policy will apply. External coursework is expected to be limited and spread throughout the year.

Attendance Policy

Attendance is required at all classes as dictated by the course syllabus.

Progressions and continuation in the program are highly dependent on a good attendance record.

Repayment requirements

Repayment guidelines will be dictated by the Educational Assistance Program.

G&W Electric is proud to be an Equal Opportunity Employer. All employees and applicants will receive consideration for employment without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law.

VEVRAA Federal Contractor