Engineering Electrical/Electronic Trade (Electrical Mechanic)
Apprenticeship and traineeship details
Please refer to the Declaration Policy for the requirements relating to apprenticeships and traineeships.
Please refer to the Norfolk Island Policy for apprenticeships and traineeships on Norfolk Island.
Type:
Apprenticeship
Job summary:
Apprentices undertaking this role would be involved in the installation, repair and maintenance of electrical wiring systems and circuits and the connection of power supplies (internal/external) to these items. The apprentice may work in an established workshop/workplace or may work from a mobile work station (i.e.: mobile van) or work in an on-site situation. The apprentice may work in the following main areas:- Installation: commercial, maintenance, factory/contract, electrical control, electronic control, or a combination of these areas.
Apprentices involved in this type of work would use specialised measuring equipment and a range of hand tools, work form detailed drawings and be expected to use the following equipment: ladders (preferably non-conducting, gas brazing equipment, soldering equipment, insulation and continuity tester (meggar), tong tester, multi-meter, electric and hand tools and lifting equipment. Apprentices would generally employed by large manufacturing/engineering firms to carryout the repairs and maintenance of factory.
Australian Standard Classification of Occupations:
ELECTRICIANS
Sub-industry:
GENERAL ELECTRICIAN
Restricted calling:
This is a
Restricted calling (Restricted
calling information)
- Full-time
- Part-time
- Casual NOT PERMITTED in Queensland
- School-based
The lodgment of a second training contract where one of the training contracts is full-time will be reviewed by the Department to determine if each of the parties to each training contract can meet their obligations. There must be a clear separation between the training and employment requirements for each training contract and must not be replicated through the one occupation only.
Minimum of 15 hours per week over each 4 week period throughout duration of apprenticeship/traineeship.
7.5 hours per week of paid employment. This may be averaged over a 3 month period.
Over the period of a year, the employer must provide at a minimum the equivalent of 375 hours (50 days).
Apprentices/trainees with a disability are entitled to work less than 15 hours per week when averaged over a 4 week cycle. They must be a holder of a disability pension and Pension concession card to be approved.
Other requirements for school-based:
School-based requirements
Students not enrolled in years 10, 11 or 12 may be eligible to enter a SAT provided there are exceptional circumstances warranting consideration and all other entry requirements are met, including being of an age where it is legal to undertake paid employment.
Before a student not in years 10, 11 or 12 commences a SAT, a business case supporting the arrangements must be provided to and approved by the Department of Employment, Small Business and Training (DESBT).
Delivery of training to school-based apprentices
Limits have been imposed on the amount of institutional training which may be delivered to school-based apprentices, based on the nominal term of a full time training contract. The limit for this apprenticeship in a school-based mode is a maximum of 33.3% of the competencies.
Apprenticeship Probation/Duration Details:
All apprenticeships have a nominal term - this is the timeframe that is on the Apprenticeship training contract. Some apprenticeships also have an Expected Duration. The Expected Duration is the amount of time that it's reasonably expected someone could become competent and complete their Apprenticeship. Apprentice's Training Plans are developed using the Expected Duration timeframe rather than the contract's nominal term.
| Mode | Start Date | End Date | Probation Period (days) | Nominal Term (months) | Expected Duration (months) |
|---|---|---|---|---|---|
| Full-time | 23/08/2006 | 90 | 48 | 48 |
Progression Points within Expected Duration:
To achieve a reasonable rate of progression and completion within the expected duration (48 months) it is anticipated an apprentice would achieve 24 specified competency points within each 12 month period of the apprenticeship.
Minimum education standard:
Nil
Minimum entry age:
The Child Employment Act states that the minimum age for apprentices and trainees is 13 years of age, unless otherwise stated.
Entry Requirements:
Students not enrolled in years 10, 11 or 12 may be eligible to enter a SAT.
As a general rule, only Australian citizens and New Zealand citizens who have entered Australia on a valid passport have unrestricted rights to employment in Australia.
Visa holders may engage in apprenticeships or traineeships provided their work rights allows this, based on information and advice provided by the Australian Government.
Supervision requirements
Please refer to the Declaration policy, table 15 for the requirements on supervision.
Modified supervision arrangements available: NO
Employers are required to provide, or arrange to provide the facilities, range of work, supervision and training as detailed in the training plan.
Qualified person for apprenticeships
1. A person who has satisfactorily completed an apprenticeship in the apprentice's calling in Australia, and is the holder of a completion certificate issued under an Act, or
2. A person who holds a certificate of recognition issued under an Australian Act, certifying the person has the necessary skills and knowledge in the calling, or
3. An Australian tradesperson in the apprentice's calling, as defined under a specific industrial instrument, or
4. A New Zealand tradesperson in the apprentice's calling whose occupation may be recognised under the Trans-Tasman Mutual Recognition (Queensland) Act 2003, or
5. A person who holds a relevant qualification in the apprenticeship calling, or
6. A person individually, or persons collectively, who has/have documented competence (i.e. a testamur/qualification and associated record of results or a statement of attainment as recognised under the Australian Qualifications Framework, achieved through an RPL or training pathway) in all the competencies the employer is required to provide training for under the apprentice's training plan.
And, where a worker is required to have a licence to practice the calling/occupation, the qualified person holds a current workers licence.
While there is no set ratio required for the number of supervisors to apprentices or trainees it is generally accepted for apprenticeships there is one supervisor to each apprentice, this may be relaxed as an apprentice gains skills and experience or where an apprentice commences with existing skills and experience.
Adequate supervision of apprentices and trainees cannot solely be provided from an offsite location by electronic means. Electronic means include, but are not limited to, telephones, radios and webcams.
The level of supervision will normally range between direct, general and broad as per the below guidelines:
- Direct - Close monitoring of work ensuring understanding and identifying potential risks and/or hazards
- General - Occasional monitoring to ensure progress is occurring
- Broad - Quality checking of completed tasks.
Licensing requirements - NIL
Status:
Phasing Out
Qld declaration date:
09/08/2006
Implementation date:
23/08/2006
Transitional arrangements:
Registered training organisations must refer to the
Australian Skills Quality Authority
General direction: Transition & teach-out
for transition and teach-out arrangements on superseded Training Packages and accredited courses.
Supervising registered training organisations are required to ensure the training plan
aligns with the most recent qualification.
Training and/or assessment to apprentices in MEM30405 CANNOT be conducted past 31 January 2025.
Qualification details
Name:
Certificate III in Engineering - Electrical/Electronic Trade
Qualification code:
MEM30405
Qualification content:
Click here for more details
Training package:
MEM05 - Metal and Engineering Training Package - MEM05
Status:
Phasing Out
Queensland User Choice program funding details
The Queensland User Choice program funds Skills Assure suppliers (RTOs) for the provision
of services to eligible apprentices and trainees.
For more information, please visit
User Choice in Queensland.
Funded under the User Choice Program:
No
Industrial relations details
Since 1 January 2010, all private sector employers and employees in Queensland, including apprentices and trainees,
have their wages and conditions of employment covered by the Fair Work Act 2009 and modern awards. This legislation
is administered by the Commonwealth Government Fair Work Ombudsman's office.
https://www.fairwork.gov.au/pay/minimum-wages/apprentice-and-trainee-pay-rates.
Apprentices and trainees are considered employees and may receive entitlements the same as other employees such as:
annual leave, sick leave, public holidays, superannuation, workers compensation and allowances. Apprentices and trainees
must also receive a pay slip to cover full details of the pay for each pay period. Pay slips have to be given to an
employee (including apprentices and trainees) within 1 working day of pay day and be either in electronic form or paper hard copy.
Parties should make enquiries with the Fair Work Ombudsman on Ph: 13 13 94 or at
http://www.fairwork.gov.au
to determine the correct industrial instrument and entitlements.
When employment is ceasing the employer or the employee (apprentice/trainee) must provide the appropriate notice periods
as per the relevant award or registered workplace agreement. A notice period is the length of time that an employer or
employee (apprentice/trainee) has to give to end employment. Additional information about notice periods can be found
at: http://www.fairwork.gov.au/ending-employment/notice-and-final-pay.
Unfair dismissal is when an employee (apprentice/trainee) is dismissed from their job in a harsh, unjust or unreasonable
manner. Additional information about unfair dismissal can be found at:
http://www.fairwork.gov.au/ending-employment/unfair-dismissal.
Public sector and local government workers in Queensland remain under the state industrial relations system. Additional
information about wages and conditions of employment for employees (apprentices/trainees employed by state or local government)
can be found at: https://www.forgov.qld.gov.au/working-in-the-public-service/directives-awards-and-legislation/pay-awards-and-agreements.
Apprenticeship/Traineeship note details
| Date of note | File note |
|---|---|
| 08/05/2012 |
Provided by the Electrical Safety Office: The Electrical Regulatory Authorities Council (ERAC) has reviewed the Metals and Engineering Training Package qualification, MEM30405, and has determined that it is not satisfactory for eligibility for the issue of an electrical mechanic or equivalent licence. All Australian jurisdictions have decided not to accept the qualification for eligibility for an electrical mechanic licence. In Queensland an electrical mechanic licence or equivalent will not be issued in respect of an MEM30405 qualification awarded after 30 September 2014. Transitional arrangements will apply to applicants who were issued the qualification prior to the aforementioned date so that currently enrolled and formerly qualified students are not unduly disadvantaged and will have a means of demonstrating competence for the issue of a licence. Under the transitional arrangements, applicants for an electrical mechanic licence whose underpinning qualification is MEM30405 will need to meet additional measures in the following: - provision of a statement from an RTO in consultation with the employer that on job experience has been assessed to ensure that the 66 ERAC essential capabilities have been met, and - provision of a statement that competency 10.3AA (capstone) has been achieved and has addressed the ERAC 32 critical competencies, and - provision of a statement signed by the RTO, employer and applicant that details the scope and type of electrical installation wiring carried out in the training. Licence applications will be assessed by the principal licensing officer to determine that the applicant has performed to an adequate standard sufficient electrical installation work and has the underpinning knowledge and skill to support competence in the trade work of an electrical mechanic. |