Course: INDUSTRIAL RELATIONS (IR) Spring – 2021 Presented To Sir Sohaib Baig Presented By Misbah Kanwal 9804 Umair Bhatti 62090 Rabia Nawaz 61280 Kanwar Humayun 60483

1. APPRENTICESHIP
Industrial Relations
ABSTRACT
Detaileduptodate informationregarding
Apprenticeshipanditspracticesinthe industrywith
the collaborationof STEVTA & a reporton Hill park
Hospital.
PresentedTo
Sir SohaibBaig
Presented By
Misbah Kanwal 9804
Umair Bhatti 62090
Rabia Nawaz 61280
Kanwar Humayun 60483

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Table of Contents
APPRENTICESHIP HISTORY ..................................................................................................... 5
WHAT IS APPRENTICESHIP ...................................................................................................... 6
APPRENTICESHIP CONTRACT ................................................................................................. 7
APPRENTICESHIP CYCLE.......................................................................................................... 8
APPLICABILITY OF LAW....................................................................................................... 8
ELIGIBILITY OF APPRENTICESHIP ..................................................................................... 9
RECRUITMENT & SELECTION............................................................................................ 10
APPRENTICESHIP PERIOD................................................................................................... 10
COST OF APPRENTICESHIP................................................................................................. 10
Training Module of Apprenticeship Program........................................................................... 11
Stipend and Working Conditions for An Apprentice................................................................ 11
Income Tax Relief for Employer .............................................................................................. 12
Termination of apprenticeship contract..................................................................................... 12
Obligations of employers .......................................................................................................... 12
Obligations of apprentices......................................................................................................... 13
Counseling and placement service ............................................................................................ 14
Advice and guidance to employers- .......................................................................................... 14
Powers of Entry, inspection etc. ................................................................................................ 15
Delegation of power.................................................................................................................. 15
Penalties and procedure............................................................................................................. 16
Power to exempt–...................................................................................................................... 16
Saving........................................................................................................................................ 17
Act to override other laws-........................................................................................................ 17
Powers to make rules................................................................................................................. 17
Repeal. –.................................................................................................................................... 18
STATEMENT OF OBJECTS AND REASONS ...................................................................... 18
Penalty....................................................................................................................................... 18
Counseling and Placement Services.......................................................................................... 19
Other Provisions in Apprenticeship Ord. .................................................................................. 19
Apprenticeship Statistics (Pakistan – 2013) ................................................................................. 19
Benefits of Apprenticeship............................................................................................................ 20

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Five key benefits of apprenticeships for employers.................................................................. 20
2. Apprenticeships increase staff loyalty and retention............................................................. 20
3. Apprenticeships increase a company's bottom line............................................................... 21
4. Apprenticeships free up existing staff time........................................................................... 21
5. Apprentices can revitalize a company................................................................................... 22
Characteristics of Apprenticeship ................................................................................................. 22
Progress of Apprenticeship over the years.................................................................................... 23
Procedure at a glance .....................................................................Error! Bookmark not defined.
Strengths........................................................................................................................................ 24
Weaknesses ................................................................................................................................... 25
Opportunities................................................................................................................................. 26
Threats........................................................................................................................................... 27
Recommendations......................................................................................................................... 27
Sindh Technical Education & Vocational Training Authority ..................................................... 28
Government of Sindh.................................................................................................................... 29
History....................................................................................................................................... 29
Mission...................................................................................................................................... 30
Vision........................................................................................................................................ 30
Objectives.................................................................................................................................. 30
Apprenticeship-Definition......................................................................................................... 31
What’s the role of STEVTA? ................................................................................................ 31
How many board members do you have?.............................................................................. 31
How many programs are currently offered? In how many fields? ........................................ 33
Are there any specific criteria for girls, boys, adolescent, or disable person? Or is there any
specific course for boys only or girls only?........................................................................... 33
How many students are currently doing apprenticeship? And what is the average ratio of
passing out students on annual basis?.................................................................................... 33
What is the shortest and longest time period of any apprenticeship program? ..................... 33
Do industries give them probationary period of three months? ............................................ 33
What is the hiring procedure after completing apprenticeship program? At which percent
you hire them? ....................................................................................................................... 34
What stipend amount do industries pay during first, second and third year? ........................ 34
Do industries pay them monthly or weekly basis? ................................................................ 34

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What is the ratio of theoretical and practical training?.......................................................... 35
If employee breach the contract after probationary period, how do you treat him/her? ....... 35
If at any time after probationary period you are unable to continue your program, how do
you compensate apprentice then? .......................................................................................... 35
What are the minimum qualifications or skills required for apprenticeship? And what is the
age requirement? Or what is the eligibility criteria? ............................................................. 35
Where do industries you advertise these vacancies? ............................................................. 36
Does employment exchanges applicable? ............................................................................. 36
What are the working hours for them? And rules for leaves and holidays?.......................... 36
Do industries get income tax relief on apprenticeship scheme? ............................................ 36
If any apprentice fails to carry out terms of the apprenticeship contract after probationary
period, how do you treat him/her?......................................................................................... 36
Do you have Apprenticeship fund? Or offer apprenticeship programs on behalf of any other
organization?.......................................................................................................................... 36
What is the role of NVQF? Does it assist you to provide direction, support and an enabling
environment to implement training for skills development? ................................................. 37
What are the causes of very low ratio of apprenticeship in Pakistan?................................... 37
According to your vision, you develop workforce meeting local and international labor
market needs. How much do you think you have achieved your vision?.............................. 37
Do you people refer or foreign placement center coordinate with you? ............................... 37
Apprenticeship Practices On Hill Park Hospital........................................................................... 38
VISION ..................................................................................................................................... 38
MISSION .................................................................................................................................. 39
CORE VALUES ....................................................................................................................... 39
Integrity.................................................................................................................................. 39
Ownership.............................................................................................................................. 39
Positive Spirit......................................................................................................................... 39
Innovation.............................................................................................................................. 39
Teamwork .............................................................................................................................. 39
Organizational chart .................................................................................................................. 40
Apprentices’ ratio .................................................................................................................. 40
Total numbers of employees.................................................................................................. 40
Training Programs ................................................................................................................. 41
Time Duration........................................................................................................................ 41

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Probationary Period ............................................................................................................... 41
Hiring of trained Apprentices ................................................................................................ 41
Ratio of theoretical and practical training ............................................................................. 41
Breach of the Contract ........................................................................................................... 41
Eligibility criteria................................................................................................................... 42
Advertisement of these vacancies.......................................................................................... 42
Selection Criteria ................................................................................................................... 42
Working hours & leaves and holidays................................................................................... 42
Questionnaire (Hill Park Hospital)............................................................................................ 42

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Acknowledgement
We would like to thank Allah for being our pillar of strength and for His guidance through this
project. We would also like to thank Him for making it possible for us to reach this far, and for
helping us on all stages.
We are privileged to express our sense of gratitude to our respected mentor and teacher Sir
Sohaib Baig whose unparalleled knowledge, moral fiber and judgment along with his know-
how, was an immense support to patch this project.
Then we would like to thanks to all those who helped us in various capacities in undertaking this
project and devising the report. Thank for their co-operation and compliance that have been
helpful in various phases.

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APPRENTICESHIP HISTORY
Apprenticeship Program in Pakistan was initially introduced in 1958 – voluntary for private
sector – setting example in PIA, Railways etc.
But officially it was introduced in 1960, when Pakistan witnessed a massive wave of
industrialization. Even the American corporate giant, Esso Corporation (it later changed its name
to Exxon Corporation and exists today as Engro Corporation) set up a fertilizer plant at Daharki
in interior Sindh. In order to facilitate the employers in effectively managing their manufacturing
units, Gen Ayub Khan’s government promulgated the Apprenticeship Ordinance, 1962.
Apprenticeship Ordinance, 1962 and Rules, 1966 Federal Law, application by Provincial
TEVTA in Provinces.
WHAT IS APPRENTICESHIP
"Apprentice" means a person who is undergoing into a trade, graduate or technician
apprenticeship training, hold a technical vocational qualification, diploma or a degree from a
recognized institution, in pursuance of a contract of apprenticeship including those in informal
sector but shall not be treated as worker or any class of workers other than trainee.
"Apprenticeship" means a system of training which combines practical training in an
establishment and theoretical training in a registered institute in pursuance of a contract of
apprenticeship.
According to ILO and Pakistan Apprenticeship Ordinance 1962:
Apprenticeship is "any system by which an employer undertakes by contract to employ a
young person and to train him or have him trained systematically for a trade for a period the
duration of which has been fixed in advance and in the course of which the apprentice is bound
to work in the employer's service".

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Here “designated trade” means any trade or occupation or any subject field in engineering,
technology, service, vacation or management. So it is applicable in the hospitals too. While
“Establishment” means an industrial, commercial, business, mining, exploration, services or
any other organization including those in informal sector as the competent authority may, by
notification in the official Gazette.
APPRENTICESHIP CONTRACT
The Employers and the Apprentices at the time of apprentice’s recruitment sign a contract known
as Apprenticeship Contract – covering the following:
• The particulars of employers and apprentices
• Trade of training
• Date of commencement and completion of training and
• payment of stipend.
No person shall be engaged as an apprentice to undergo apprenticeship in a designated trade
unless such person enters into an apprenticeship contract with the employer as may be prescribed
by the authority.
The competent authority shall not register an apprenticeship contract unless it is satisfied that
the person described as an apprentice in contract possesses prescribed minimum eligibility
requirement.
Once an apprentice is selected, a contract is signed between the employer and apprentice. This
contract stipulates duties both for employer and apprentice. The contract, once signed, can't be
altered or amended without the prior approval from the competent authority.
Every apprentice undergoes a probationary period of three months from the date of his
appointment. During the probation period, the employer as well as the apprentice is free to
terminate the contract.

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APPRENTICESHIP CYCLE
APPLICABILITY OF LAW
The Apprenticeship Ordinance is applicable to all industrial establishments
 Employing 50 or more workers,
 With 5 workers in an apprentice-able trade
It covers areas including responsibilities of employers and apprentices and other legal
requirements like recruitment of apprentices, apprenticeship contract, duration of training,
payment of stipend, training procedure and final testing & certification.

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Currently, there are around 160 apprenticeable trades in the country. It is the responsibility of
competent authority i.e., government to declare a trade as apprenticeable i.e. where apprentices
can to be trained.In Pakistan, the tradition of Apprenticeship is weaker where negligible ratio
even less than 1 % - of the youth enters and completes apprenticeship. Tradition of
apprenticeship training in different countries is summarized in Table 1.
 Source: Paul Ryan (2000); TEVTA (Punjab, Pakistan)
 Table 1. Percentage of Young People Undergoing
 Apprenticeship in Different Countries
 Status of Apprenticeship
 Austria 42%
 UK (MA) 14%
 Germany 57%
 France 15%
 Netherlands 30%
 Denmark 41%
 Ireland 9%
 Pakistan <1
The law requires that at least 20% of total persons employed in apprenticeable trade (s) are
required to be recruited by the industrial establishment.
ELIGIBILITY OF APPRENTICESHIP
Age limit for apprentices is 15-20 years (in Sindh Province, this limit is 14-25 years). However,
the Competent Authority can extend age limit for some of the trades. The fundamental
requirement is that no child below the age of fourteen should be hired as an apprentice.
The minimum educational qualification is Matric (SSC). However, it varies from trade to trade and is
publicly notified by the employer in advance with the approval of competent authority

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RECRUITMENT&SELECTION
Recruitment of an apprentice is done by the following a set procedure.
 Vacancies are advertised in important newspapers
 Employer also provides information on educational qualification of
apprentices
 Employment exchanges are also intimated about these vacancies (in Sindh
only)
 A written test of the candidates is held
 A viva-voce test i.e. those who qualify the written test are interviewed
 Final selection is made and selected candidates are informed accordingly.
APPRENTICESHIP PERIOD
 The apprenticeship period is decided in advance and the employer specifies this period in
the advertisement. The competent authority determines the duration of apprenticeship by
taking into account:
o Nature and job description of trade
o Expected degree of skill expected by a worker before entering the employment
 Likely duration required for attaining the desired proficiency in trade
 Normally, the period of apprenticeship ranges from six months to three years.
 Practical training and related theoretical instruction and job-practice needed in a trade for
development of desired skill level
 Minimum educational qualification as laid down for entrance as an apprentice
COST OF APPRENTICESHIP

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All the costs related to apprenticeship program are borne by the employer. This includes training
costs, theoretical instruction costs, stipend costs, advertisement costs etc.
Training Module of Apprenticeship Program
 The apprenticeship program has two components
 On-Job-Training (OJT)/Theoretical Instruction
 Off-Job-Training/Practical Training
The law requires that at least 75% of an apprentice's working hours be devoted to practical
training while 25% be allocated for theoretical instruction.
Practical training is imparted within the industry through on-the-job training. Theory is
arranged in the vocational training institutes. The apprentice goes for institutional training in
ATC (Apprentices Training Centre) twice during the period of three years, in case of
availability of institutional training facility. The first session is called Basic while the second
is called Advance Institutional training.
Stipend and Working Conditions for An Apprentice
In accordance with Apprenticeship Rules 1966, the employer shall pay a weekly or
monthly stipend to the apprentice at following rates.
 50% of the wages of a skilled worker during the first year of apprenticeship
 60% of the wages of a skilled worker during the second year of apprenticeship
 70% of the wages of a skilled worker during the third year of apprenticeship
 100% of the wages of a skilled worker on completion of three years of apprenticeship
(if it continues)
 He/She is also entitled for cost of living allowance and dearness as admissible under
the relevant law.
 Working hours, leave and holidays are same for apprentices as for other workers.

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 Apprentice cannot become member of trade union during Apprenticeship training
Income Tax Relieffor Employer
An employer, who starts apprenticeship scheme, gets income tax relief on any
expenditure incurred by him on the operation of an apprenticeship program.
Termination of apprenticeshipcontract
1. The apprenticeship contract shall terminate on completion of the period of
apprenticeship.
2. Either party to the apprenticeship contract may in writing inform the other party for
termination of the contract during its pendency: Such application shall be sent by post to
the other party of the contract. If both parties agreed, the contracts hall be terminated
accordingly.
3. If a party is aggrieved of such termination it shall submit its grievance to the authority
and decision of the authority thereon shall be final:
Provided that where a contract is terminated in case of failure on the part of the—
employer to carry out the terms and conditions of the contract, the employer shall pay to
the apprentice an amount equal to double the amount of stipend for the remaining period;
the part of the— apprentice, he shall refund to the employer cost of training which shall
not exceed the amount of three months stipend paid, however, this condition shall be
waived of by the competent authority on genuine grounds or unavoidable circumstances
which compel an apprentice to terminate the apprenticeship contract.
Obligations of employers

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 be bound to ensure proper compliance with the provisions of this Act and the rules
made thereunder in his establishment;
 introduce and operate an apprenticeship programme in his establishment within such
time as may be prescribed;
 train apprentices in a proportion of minimum five percent or more of the total number
of persons employed on an average, in his establishment, or in such other proportion
as the competent authority may, by order in writing, determine in respect of his
establishment:
 if an employer chooses not to train apprentices in proportion as required under this
Act, he shall pay training contribution to apprenticeship fund which shall be in
proportion to training cost he would have otherwise incurred in meeting his liability
or he may get required number of persons trained from any other establishment at his
cost.
 Be responsible to ensure that an apprentice receives within the normal working hours
related theoretical instructions to the extent as may be specified by the authority.
 Bear the cost of training of apprentices during his apprenticeship within the industry,
excluding the cost of training at an institute, which shall be borne by the authority.
 Not, without the approval in writing of the competent authority, engage any person as
an apprentice who has been an apprentice with another employer and has left his
apprenticeship or been terminated by such other employer on disciplinary grounds;
and
 Be responsible to notify well in time an apprenticeship opportunity including job
openings in his establishment on designated websites of the authority in a manner that
as the competent authority may specify.
Obligations of apprentices
 learn his trade conscientiously and diligently and shall endeavor to qualify himself as
a skilled worker on the completion of his apprenticeship;

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 attend the practical training and related theoretical instructions according to the
programme laid down by the employer;
 carry out all lawful orders of the employer or his representative relating to his
apprenticeship and shall fulfill his obligations under the contract of apprenticeship;
 submit himself to any assessment, test or examination held from time to time for
assessing the progress of his training;
 in case any grievance against his employer arising out of his apprenticeship, approach
the competent authority for redressal of the grievance. If the same is not redressed,
shall abide by decision of the competent authority;
 and not, except with prior approval in writing of the competent authority, leave his
apprenticeship after completion of his probationary period as may be prescribed
 An apprentice should be bound to obtain and get renewed on periodical basis his
registration to be recognized as skilled worker or technician or professional in a
designated trade in which he has successfully completed apprenticeship training in a
manner as may be prescribed.
Counseling and placementservice
The authority shall -
 establish facilities or career counseling and placement of the apprentices at such
places and in such manner as may be prescribed;
 publish periodical newsletters, information bulletins in print and electronic media
including authority's website on career counseling and placement services including
information on but not limited to new and emerging trades, market skills, trades and
employment opportunities; and
 publish an annual report on progress of apprenticeship training programme.
Advice and guidance to employers-

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Subject to the provisions of this Act and the rules, the competent authority shall offer to the
employers all possible technical advice and guidance in all matters relating to the apprenticeship
programme run by the employers in their establishments in accordance with the provisions of
this Act and the rules.
Powers ofEntry, inspection etc.
1.- Subject to any rules made in this
behalf, the competentauthorityshall evolve and implement an effective monitoring and
evaluation system and may-
(a) with such assistants, if any. as it thinks fit, enter, inspect and examine an establishment or
part thereof at any reasonable ' time;
(b) examine any apprentice employed therein or require the production of any register,record or
other documents maintained in pursuance of this Act and take on the spot or otherwise statement
of any person which it may consider necessary for carrying out the purposes of this Act;
(c) make such examination and inquiry as it may deem fit ln order to ascertain whether the
provisions of this Act and the rules are being observed in the establishrnent; and
(d) exercise such other powers as may be prescribed.
2. Notwithstanding anything contained in sub-section (l), no person shall be compelled under this
section to answer any question or make any statement, which may tend directly or indirectly to
incriminate him.
Delegationof power
-Subject to any rules made in this behalf the competent authority may, by order in writing, direct
that any power conferred upon it by or under this Act shall be exercisable also by such officer
subordinate to it and subject to such conditions as may be specified in the order.

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Penaltiesandprocedure
{1)lf any employer'-
(a) fails to engage the number of apprentices he is required to engage under this Act: or
(b) fails to carry. out the terms and conditions of a contract of apprenticeship; 0r
(c) refuses or neglects to famish any information required to be furnished by him; or
(d) furnished or causes to be furnished any information which is not believed to be true; or
(e) refuses or neglects to afford the competent authority or an officer authorized by it, any
reasonable facility for making an entry, inspection, examination or inquiry authorized by or
under this Act and the rules; or
(f) engages an apprentice otherwise than in accordance with the provisions of this Act and the
rules: or
(g) otherwise contravenes any provisions of this Act and the rules,
he shall be liable to a penalty which may extend up to twice the amount required to be paid as
minimum stipend for the period of non-compliance to the minimum number of apprentices as
required to be trained under this Act.
The amount ofany fine shall be deposited in the apprenticeship fund.
(2) The authority may determine and decide the penalty under this Act:
Provided that an aggrieved person may file an appeal to the authority through apprenticeship
committee within thirty days of imposition of a penalty- under this Act. The decision of the
authority thereon shall be final.
Powerto exempt–
The Federal Government may, on advice of the authority, in consultation with apprenticeship
committee and by notification in the official Gazette, exempt conditionally, any establishment or
class of establishment from all or any ofthe provisions ofthis Act for not more than one year, in
case of natural calamity.

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Saving
-Nothing in this Act applies to an establishment which has not been in existence at least for a
period of twoyears.
Act to override other laws-
The provision of this Act shall have
overriding effect notwithstanding anything to contrary contained in any other law for the
time being in force.
Powers to make rules
(I) The authority shall, with approval of the Federal
Government and in consultation with apprenticeship committeemake rules for carrying
out the purposes ofthis Act.
(2) In particular and without prejudice to the generality of foregoing powers, such rules may
provide for all or any of the following matters,
namely:-
(a) Methods and conditions of engagement selection and the period of probation of apprentice;
(b) conditions and terms of a contract of apprenticeship:
(c) method and procedure governing settlement of disputes between an apprentice and his
employer
(e) system, condition and procedure for formalizing informal apprenticeships including
recognition of prior learning of informal
(0 conditions sector of employment apprentices; of apprentices after raining;
(g) procedure for registration or licensing apprentices and its
renewal;
(h) procedure of discipline, welfare, supervision and control of apprentices;
(i) forms of records to be maintained by the employers pertaining to the training of apprentices:
(j) assessment procedure, periodical tests. final examination and grant of certificates on
successful completion of training;

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(k) composition, constitution and functions of, and filling of vacancies in, the apprenticeship
committee and procedure to be followed by such committee in discharge of its functions;
(D training of female and disabled persons;
(m) code ofconduct and ethics;
(n) environment, health and safety; and
(o) welfare schemes for apprentices including but not limited to health insurance, group
insurance etc. during the entire period oftraining.
Repeal. –
The Apprenticeship Ordinance, 1962 (LVl of 1962) is hereby repealed to the extent of such areas
in the Federation as are not included in any province.
STATEMENTOF OBJECTS AND REASONS
The Government of Pakistan encourages to developing, promoting and regulating systematic
apprenticeship programme in the industry to secure certain minimum standards of skills and
vocational training facilities in various fields. The Federal Education and Professional Training
have proposed a draft the Apprenticeship Bill, 2017.
The Bill is designed to achieve the aforesaid object
Penalty
If any apprentice fails to carry out terms of the apprenticeship contract or, during the
period of his training, voluntarily quits such apprenticeship or there are continued adverse
reports regarding the progress of his training or he is terminated for misconduct which
include insubordination and breach of the rules shall be liable to the payment of such
refund of expenses and compensation as may be prescribed which shall not be more than
three stipends paid to him during period of training.

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Counseling and PlacementServices
 Establish facilities for career counseling and placement of the apprentices at such
places and in such manner as may be prescribed;
 Publish periodical newsletters, information bulletins in print and electronic media
including authority’s website on career counseling and placement services
including information on but not limited to new but emerging trades, market
skills, trends and employment opportunities; and
 Publish an annual report on progress of apprenticeship training program.
Other Provisions in Apprenticeship Ord.
• Tripartite Advisory Committee
• Inspection of Apprenticeships
• Incentives and Penalties for Employers
Apprenticeship Statistics (Pakistan – 2013)
• Notified 1,929
• Registered 1,769
• Operating 1,225
• On roll apprentices 13,403
• Apprentices deputed at ATCs 1,092
• Apprentices at OJT / In Plant Training 12,311
• Pass out apprentices 59,348
Female apprentices
• On Roll 25

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• Pass outs 227
Benefits of Apprenticeship
An Apprenticeship is, first and foremost, a job and comes with substantial training and
thedevelopment of transferable skills, which is beneficial to both the employer and the
employee. Most of the training is on-the-job working with a mentor, to learn job specific
skills in the workplace.
Five key benefits of apprenticeships for employers
More and more employers today are waking up to the benefits of apprenticeships. This
can either be employing a new member of staft as an apprentice or encouraging an
existing employee to further their career by taking an apprenticeship.
An apprenticeship allows an individual to study for a work-based qualification that can
significantly improve their future earning power and career enjoyment. But it also
provides many benefits for the employer.
Here are five key benefits of apprenticeships:
1. Apprenticeships provide skilled workers forthe future
Apprenticeship training helps employees to improve their skills, which will benefit the
company in the long term.
An apprenticeship will also ensure that the skills developed are matched to the company's
future needs. This will help fill any skills gaps and allow the business to source future
managers and leaders from within.
2. Apprenticeships increase staff loyalty and retention

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Employees who have been trained in-house tend to be highly motivated, committed to the
company and supportive of its business objectives. An apprenticeship encourages
employees to think of their job as a career and to stay with the company for longer, which
reduces recruitment costs. Offering an apprenticeship to an existing member of staff
shows that you see them as an integral part of the workforce and are happy to invest in
their future.
According to data from the National Apprenticeship Service, 92% of companies that have
taken on apprentices believe this leads to a more motivated and satisfied workforce and
80% have seen a significant increase in employee retention.
3. Apprenticeships increase a company's bottom line
Investing in staff trained through apprenticeships has a positive effect on a company's
finances, making it more competitive.National Apprenticeship Service data has shown
that 81% of consumers favor using a company that takes on apprentices. You can even
calculate the return on investment of an apprenticeship on your business on the
organization’s website. Furthermore, as companies receive funding for each apprentice
they take on, it means they don't have to spend as much to recruit new staff.
4. Apprenticeships free up existing staff time
As a business grows, staff often find their time is taken up by smaller tasks when they
should be concentrating on their key areas of work.Delegating these basic jobs to an
apprentice allows them to learn and take responsibility, while freeing up the time of your
more experienced staff. Better allocation of work should make your business more
productive.

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5. Apprentices can revitalize a company
Apprentices often bring a fresh approach and a positive attitude into the workplace,
which can have a knock-on effect on existing staff. By embarking on an apprenticeship,
they are showing themselves to be willing to learn and can bring new ideas into the
company.
As apprentices come from a range of backgrounds - including high caliber candidates
who do not want the costs of going to university - they can bring fresh insight into your
business activities.
Finally, a company that is willing to invest in people by supporting apprenticeships is
showing appositive approach to Corporate Social Responsibility, which is good for
attracting both customers and future high-quality staff.
Characteristics of Apprenticeship
Oldest method of acquiring skills
Learning takes place on the job
Based on learn cum earn basis
Can cater variety of trades
Reliable & economical system
Employment opportunities after training
Opportunity for employer to select best workers
Procedure at a glance
Advertisement by employer in newspaper
Applications by candidates
Written test / Interview
Final selection of apprentices by employer
Start of apprenticeship
Monthly stipend to be paid by employer
Registration of apprenticeship contract with competent authority

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All training material to be provided by employer
Practical on the job training by employer
Related Theoretical Instructions by employer
Change of trade (if any) by competent authority
Premature termination (if any) by competent authority
Periodical tests by employer
Final test by employer
Certification of apprenticeship by competent authority
Progress of Apprenticeship over the years
More than 30,000 (Thirty thousand) apprentices have been passed out in the
Sindh so far.
A target to reach 3000 (Three thousand) apprentices per year by the end of year 2020.

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Strengths
• Complete legislation from identification of Industries to Certification of apprentices.

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• Availability of infrastructure in the form of TEVTA institutes and administrative
offices and staff.
• Flexibility of training
• Dual system of apprenticeship is under practice.
• Institutional training portion is about 33 percent for certain trades, which is imparted in
state run institutes.
• Training period for about 97 percent trades is 3 years depending upon the nature of
trade. (However the system is flexible enough to allow the employer adjustment of period
as per his needs).
• Apprentices are paid stipend by the training firm making apprenticeships attractive
specifically for the poor youth.
• Skills and operations lay down the minimum proficiency of skills that apprentices must
attain for certification.
• 210 apprentice-able trades encompassing all major sectors of large scale industry
Weaknesses
• No representation of chambers of commerce and industry and trade unions/associations
in Apprenticeship Training matters.
• Passive attitude of the employer towards Apprenticeship Training.
• Poor standardization due to lack of consolidated tests and exams system for certification
of due completion of apprenticeship.
• Absence of skills and operations for many of the apprentice-able trades and hence no
institutional training for these trades.
• Outdated skills and operations for many of the existing apprentice-able trades.

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• Lack of modern machinery and equipment in the institute designated for institutional
training of apprentices.
• Sluggish and poor qualified field administration and teaching staff.
• Apprenticeship Training stressed only for traditional sectors of craft and engineering at
skilled worker level.
• Poor social status of Apprenticeship qualification as only the poor opts for it, mostly to
avail stipend.
• A little awareness about Apprenticeship Training scheme in general public, especially
amongst youth.
• Poor quality of pass-outs in the absence of standardization and strict compliance of final
test and exams
• Lack of commitment for excellence both by Apprenticeship administration and
employer.
• No options available for vertical mobility of qualification for apprentices.
• Limited scope. Law is applicable to industrial organization only.
• No integration of apprenticeship program with formal TEVT system as such no vertical
mobility.
• Rigidly and bureaucratic control in the implementation of apprenticeship
• No direct financial incentive to employers operating apprenticeship program.
Opportunities
• Spreading apprenticeships to the sectors like…
• Construction and Real Estate
• Business Administration

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• Customer Care
• Hospitality
• Retail
• Health and Social Care
• Beauty
• Bringing medium scale establishments under the purview of apprenticeship training.
• Involving chambers of commerce and industries to ameliorate employer attitude
towards apprenticeship training.
• Exploiting the support of international donors to revamp apprenticeship training in
Pakistan.
Threats
• Passive attitude of the employer towards Apprenticeship Training.
• Overall lack of industry especially of primary nature
• Recurrent economic and other crises that destabilizes the industry bringing on
uncertainty and business risks.
• Existing employees and apprentices suffer when apprentices are used as full substitutes
for those already employed since this can lead to downward pressure on employees’
wages. Apprentices are equally disadvantaged by such practices since they fail to acquire
a broad range of skills and may be dismissed altogether at the end of the apprenticeship
Recommendations
• Bipartite-Engagement in Apprenticeships (Employer-Trade Union)

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• Updating Legislation
• Financing Apprenticeship (from employer-centric to balanced approach)
• Quality of Apprenticeships (standardization of test and exams for on-the-job and off-the-
job training for certification)
• Mass Awareness on Apprenticeship Opportunities (General public especially the youth is
mostly unacquainted with Apprenticeship Training and the various options available).
Sindh Technical Education & Vocational Training Authority

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Government of Sindh
History
At the time of Independence, Technical Education was offered in the Engineering Colleges with
total annual intake capacity of about 350 students in three fields of Engineering (Civil, Electrical
& Mechanical). The 1st Polytechnic Institute, now Govt. College of Technology (GCT), Karachi
was established in 1955 with assistance of Ford Foundation, USA. Now, there are 252 TEVT
institutions in all over the province.
In Sindh, TEVT administration until recently was in fragmented manner and controlled by three
different departments i.e. 182 Institutes - Education & Literacy, 34 Institutes - Labour and 16
Institutes by Social Welfare Department. Due to lack of coordination these Departments were
performing overlapping functions, especially in the area of Vocational Trainings and do not
focus on effective control and did not align to Federal / Provincial Policy Framework. Besides,
STEVTA

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infrastructure of these institutions in terms of buildings, equipment, machinery and faculty did
not meet national and international standards. Due to proficiency gaps trained manpower was not
acceptable to local & international labour markets.
Keeping in view, the changing Domestic and International labor market requirement and in line
with the scheme of reorganization of TEVT Institutions adopted by other provinces, Government
established Sindh TEVTA to undertake & manage TEVT Institutions in the province. In order to
extend complete autonomy & effective management, the policy making task has been entrusted
to the STEVTA Board consisting of eminent professionals, from Public & Private Sector,
Representatives from leading industries, universities etc. Sindh Cabinet in its meeting held on
28th February 2009 entrusted, the administrative control of all TEVT Institutions of the Province
to STEVTA
Mission
Skill for employability and sustainable socio-economic development.
Vision
Sindh TEVTA provides demand driven, flexible and inclusive skills training to develop a
competitive workforce, and to meet the needs of the local labor market including those in the
informal economy. The training shall be competency-based quality assured, and industry-led.
The training also contributes to the economic growth, promotes lifelong learning, enhances
enterprise competitiveness, and supports the development of rural community.
Objectives
Promote employability and lifelong learning through competency-based, high quality and
relevant skills training.

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Strengthen linkages with industry and promote Public Private Partnership (PPP).
Promote access and equity in training for specific groups including those in the informal
economy and rural areas.
Apprenticeship-Definition
An apprenticeship is a system of training a new generation of practitioners of a trade or
profession
with on-the-job training with some accompanying study (classroom work and reading).
Most of apprenticeship training is done while working for an employer who helps apprentices to
learn their trade or profession, in exchange for their continued work for an agreed period.
The apprenticeship is normally carried out under a tripartite contract agreement between an
apprentice, an employer and the state representative.
What’s the role of STEVTA?
STEVTA (Sindh Technical Education & Vocational Training Authority) is a government
governing body that is being regulated by 14 members and their source of funding is
government. The Government of Sindh established Sindh TEVTA to enhance the employability
of young men and women through skills development and their mainly purpose is to monitor &
control of training programs in industries / centers as per law and having record of passed out
candidates. All technical colleges and institutes are under this umbrella. All industries that
provide apprenticeship training are registered in STEVTA.
How many board members do they have?
STEVTA (Sindh Technical Education & Vocational Training Authority) is a government
governing body that is being regulated by 14 members. STEVTA governing body consist of
following member:
S No. Title Designation
1 Chairman (STEVTA) CM Sindh / Special Assistant for CM

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Sindh
2-3 Two Members Provincial Assembly (MPAs)
elected by Provincial Assembly
Members
4 Secretary
of the Administrative Department
Members
5 Secretary
Finance Department
Members
6 Secretary
Education & Literacy Department
Members
7 Secretary
Labor & Industries Department
Members
8 Secretary
Social Welfare Department
Members
9 Secretary
Information Technology Department
Members
10 Regional Director
National Vocational & Technical Education
Commission (NAVTEC)
Members
11 Chairman
Sindh Board of Technical Education (SBTE)
Members
12 Representative
from Mehran University of Engineering &
Technology (MUET)
Members
13-14 Two Representative
from Industrial Community
Members
15 Representative
from Agriculturists
Members
16 Managing Director
Sindh TEVTA
Members / Secretary

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How many apprenticeable trades are in present?
Currently STEVTA is offering apprenticeship program in 167 different trades Some of them
are mentioned here Mechanical, Electronics, Bio Medical, Civil, Computer IT, Electrical &
Electronics.
Are there any specific criterias for girls, boys, adolescent, or disable person? Or is
there any specific course for boys only or girls only?
There are no specific criteria for boys and girls or for disable person for apprenticeship
program, and disable persons can’t enroll themselves.The age limit for any apprenticeship
program is from 14-25, age relaxation can be granted to some specific trades, but not more
than 2 years. There are no such specific courses for boys only or girls only but it depends on
the work place status and all depend on the industry who offer training programs.
How many students are currently doing apprenticeship? And what is the average
ratio of passing out students on annual basis?
Around 4000 candidates are enrolled in different trades and average pass out ratio is around
1000 per year.
What is the shortest and longest time periodof any apprenticeship program?
There is no any shortest apprenticeship program because apprenticeship program is from 2-3
years program, but except that we provide short course and shortest time period for that
program is 6 months but they are not come under apprenticeship ordinance.
Do industries give them probationary periodof three months?
Yes, there is 3-month probation period.

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What is the hiring procedure after completing apprenticeship program? At which
percent they recruit them?
No employer is bound to hire the trainees after completing apprenticeship program at any
percentage.
What stipend amount do industries pay during first, second and third year?
Stipend amount vary from trade to trade but % of stipend remain same.
If there is 3-year program then it will be as:
1st year 55% of average salary of relevant trade/ skilled
worker
2nd year 65% of average salary of relevant trade/ skilled
worker
3rd year 75% of average salary of relevant trade/ skilled
worker
if there is 2-year program then it will be as
1st year 70% of average salary of relevant trade/ skilled
worker
2nd year 80% of average salary of relevant trade/ skilled
worker
And it is the minimum stipend amount, some companies are offering more than this amount.
Indus motors, Pak Suzuki, Pakistan Refinery, National refinery, Sparco.and there is no any
case of regarding nonpayment of stipend by the employer. In this Covid pandemic when
industries are closed, but they paid stipend to their apprentices.
Do industries pay them monthly or weeklybasis?
Yes, stipend amount is being paid on monthly basis, along with payroll of salaries
employees.

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What is the ratio of theoretical and practical training?
There is 20% theoretical and 80% practical training.
If employee breach the contract after probationary period, how do you treat
him/her?
If any employee breach the contract then first, we try to settle down the case by
compromising with both parties, two explanation letters are given to that apprentice and a
premature permission group formed regarding permission of permission of cancellation of
that trade contract otherwise not any penalty or charges are being applicable. Like in Simons
Pakistan company, they hired all students having A1 grades, major students breach the
contract when they having another good opportunity (college or university).
If at any time after probationary period employer is unable to continue the
program, how do you compensate apprentice then?
As we discussed that if any employer breach the contract or unable to continue the program,
they have to provide justification, otherwise penalty or charges are being applicable as per
act, we have faced one case of General tyre and Ghotki institute both cases have different
scenarios but both have to compensate.
What are the minimum qualifications or skills required for apprenticeship? And
what is the age requirement? Or what is the eligibility criteria?
Minimum qualification for apprenticeship is matric, but some of trade are also being offered
for middle passed out candidates as well, secondly age limit for any apprenticeship program
is from 14-25. Eligibility criteria differ from industry to industry and also varies from trade to
trade we cannot prescribe a perfect value or numbers.

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What are the working hours for them? And rules for leaves and holidays?
Working hours are 8 normally excluding lunch break, apprentice can’t join any labor union
and there are no any annual leaves because an apprentice is a trainee and not come under a
definition of a labor of employee. Sometimes employer himself give them bonus too, it’s all
upon an employer choice but as per law they are not eligible for bonus. Sic leaves and casual
leaves are granted as per law.
Do industries get income tax relief on apprenticeship scheme?
Only 0.1 % tax relief is granted on the machinery which is used in the apprenticeship trade
and for the training of apprentice. Other than there is no any tax relief on any other thing.
If any apprentice fails to carry out terms of the apprenticeship contract after
probationary period, how do you treat him/her?
Employer send a letter to that apprentice and to STEVTA, and if there is not any possible
solution then gives him premature termination.
Where do industries you advertise these vacancies?
Industries advertise in the national newspaper and it is essential to advertise these vacancies.
Does employment exchanges applicable?
Yes, but this is not STEVTA job, they are not related to employment exchange.
Do you have Apprenticeship fund? Or offer apprenticeship programs on behalf of
any other organization?
There is no apprenticeship fund, apprenticeship act is proposed ordinance in the assembly it
is not implemented.

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What is the role of NVQF? Does it assist you to provide direction, support and an
enabling environment to implement training for skills development?
Yes it provide assistance and provide trainings to them but NVQF is still in the process of
implementing and till now it is not fully implemented but gradually implementing. There is
mechanism of training called NVTT (National Vocational Training Technique) in which they
informed through letter to the STEVTA regarding training of specific trades and expertise
which they required. STEVTA provide them data of trainees.
What are the causes of very low ratio of apprenticeship in Pakistan?
Because our law is not covering services sector, it is only covering industrial sector. There is
an amendment in the assembly regarding approval of services sector, once it approve there
will be significant increase in the ratio of apprenticeship in the country.
According to your vision, you develop workforce meeting local and international
labor market needs. How much do you think you have achieved your vision?
Almost 80% they are satisfied.
Do you people refer or foreignplacement center coordinate withyou?
This is the job of OEC (Overseas Employment Corporation). STEVTA is not related to this,
however the apprenticeship certificate is internationally acceptable and students can easily
get job abroad after completing their program.

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Hill Park Hospital
VISION
Park Hill Hospital values “The Ramsay Way”, that is:
We are caring, progressive, enjoy our work and use a positive spirit to get things done.
We take pride in our work and actively seek new ways of doing things better.
We value integrity, credibility and respect for the individual.

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MISSION
We value integrity, credibility and respect for the individual.
We build constructive relationships to achieve positive outcomes for all.
We believe that success comes through recognizing the value of people and encouraging that
value through professional and personal development.
CORE VALUES
Furthermore, Park Hill Hospital is committed to:
Integrity
We are honest, reliable, consistent and trustworthy and we value other people.
Ownership
We take pride and ownership in our work practices, professionalism and service to the
community.
Positive Spirit
We strive to promote a positive spirit through our own example.
Innovation
We encourage creativity and diversity to deliver excellent customer service and achieve positive
organizational outcomes.
Teamwork
We value teamwork to achieve our aspirations and goals through sharing ideas and
responsibilities in an environment of mutual respect.

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Organizational chart
Training ratio
Currently Hill park hospital is offering training for nursing and for paramedical staff, and
currently on average they have 10-12 apprentices which are working under supervision of
senior paramedical staff.
Total numbers of employees
Total number of employee in hospital are 300-350 including paramedical staff, admin and
technical and janitorial staff as well.

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Training Programs
They are offering training program for nursing staff only, while for other paramedical staff
they are being trained under supervision of senior medical staff.
Time Duration
Training program for nursing staff is for about 6 months after completing their nursing study.
Probationary Period
Every new joiner has to complete 3 month probation period, during this period he/she can
leave his/her training program.
Hiring of trainees
Yes they hired but if there is any vacancy available in the hospital, after successfully
completing their training program, hiring is based on the basis of their performance and test
results.
Ratio of theoretical and practical training
For all paramedical staff it depend on respective field but for mostly it is 80% practical
training and 20% theoretical. As nursing students has completed most of their theoretical
training in nursing schools that’s why it is mostly practical training.
Breach of the Contract
Apart from the apprentice and the organization- they haven’t faced any scenario for
breaching of contract after probation period but if in future it will happen case will be treated
as per act and management decision.

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On the other situation if any trainee fails to comply with provided instructions for training
program or unable to carry out apprenticeship so he may be informed multiple time, as first
he informed verbally, then written letter is issued then legally his/her contract is terminated.
Eligibilitycriteria
They are offering training in different paramedical field and every training program has their
own defined criteria/requirement, and individual should have completed their respective
study for their respective training program.
Advertisement of these vacancies
They normally use our recruitment tolls and except that some of nursing Schools are having
collaboration with their hospital for their smart student to get them trained for their
organization.
SelectionCriteria
Well qualified candidate are being hired on our recruitment and selection protocol who have
successfully completed their prerequisite studies.
Working hours & leaves and holidays
Working hour for them are 6 hour in a day including break time for 30 minutes and they are
being entitled for their exam leaves as paid leaves during their training period and except that
all government observed holiday are being observed as leave for them as well.
Questionnaire (Hill Park Hospital)
1. How many employees are currently doing training( male & female ratio) in your
hospital? And how many total numbers of employees are in your hospital?
2. How many training programs are you offering?

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3. What is the time duration for all?
4. Do you give them probationary period of three months?
5. Do you hire them after completing program? On what percentage?
6. Do you pay them monthly or weekly basis?
7. What is the ratio of theoretical and practical training?
8. If employee breach the contract after probationary period, how do you treat him/her?
9. If at any time after probationary period you are unable to continue your program, how do
you compensate apprentice then?
10. What are the minimum qualifications or skills required for apprenticeship? And what is
the age requirement? Or what is the eligibility criteria?
11. Where do you advertise these vacancies?
12. What is the criteria of selecting the appropriate candidate?
13. What are the working hours for them? And rules for leaves and holidays?
14. If any apprentice fails to carry out terms of the contract, how do you treat him/her?