Apprentice - An individual who is employed to learn an apprenticeable occupation and is registered with a sponsor in an approved apprenticeship program.

Apprenticeable Occupation - A skilled trade(s) or craft(s), which has been recognized by the United States Department of Labour, Office of Apprenticeship, Training, Employer, and Labour Services (OATELS) or the WSATC and meets the criteria established in WAC 296-05.

Apprenticeship Agreement - Written agreement between an apprentice and either the apprentice's employer(s), or an apprenticeship committee acting as agent for employer(s), containing the terms and conditions of the employment and training of the apprentice.

Apprenticeship Committee - A quasi-public entity approved by the WSATC to perform apprenticeship and training services for employers and employees.

Apprentice Program - A plan for administering an apprenticeship agreement(s). The plan must contain all terms and conditions for the qualification, recruitment, selection, employment, and training of apprentices, including such matters as the requirement for a written apprenticeship agreement.

Apprenticeship Training, Employer, and Labour Services (ATELS) - Federal apprenticeship agency that oversees federal apprenticeship program registration and standard changes and approvals.

Approved - Approved by the WSATC or a person or entity authorized by the WSATC to do so.

Assessment Fee - As used in TESDA, this term means the amount charged to the examinees/candidates for the administration of competency assessment. It shall be based on the cost of supplies and materials as well as other administrative and technical expenses. (Implementing Guidelines on PTQCS)

Assessment Moderation - The process of establishing comparability of judgments of standards of candidate’s performance across different assessors, assessment center and venues, in order to ensure that assessment is valid, reliable and fair. (Implementing Guidelines on PTQCS)

Competency Standard - A Competency Standard is an industry determined specification of performance that describes the minimum skill, knowledge and attributes necessary to be applied in the performance of a particular function in the workplace.

As used in TESDA, this term refers to industry-determined specification of competencies required for effective work performance. They are expressed as outcomes and they focus on workplace activity rather than training or personal attributes and capture the ability to apply skills in new situations and changing work organization. (Training Regulations Framework)

*See Table 2*

1. A general overall plan of the content or specific materials of instruction that the school should offer the student by way of qualifying him for graduation or certification of entrance into a professional or vocational field; or
2. A body of prescribed educational experience under school supervision, designed to provide an individual with the best possible training and experience to fit him for a trade or profession. (Manual of Policies and Guidelines on the Establishment and Operation of Public and Private TVET Institutions, First Ed., 2001) and
3. Any type of instructional and learning materials to be delivered using a computer and/or internet. (TESDA Circular No. 37, s. 2009, Implementing Guidelines in the Registration of E-Learning Training Program)

{slider ** Table 2: The Components of the Competency Standard include:}

Class of Worker - Classified to seven categories, namely:

1. Work for private household – these are employed persons working in a private household for pay, in cash or in kind;
2. Work for private establishment – these are persons working in a private establishment for pay, in cash or in kind. This category includes not only persons working for a private industry but also those working for a religious group, missionary, unions, and non-profit organizations. Examples of persons working for a private establishment are public transport drivers who do not own the vehicle but drive them on boundary basis, persons working in public works projects on private contractors, dock hands or stevedores, cargo handlers in railroad station or piers, etc.;
3. Work for government/government corporation – these are persons working for the government or a government corporation or any of its instrumentalities. This category of worker includes the following workers: chaplains in the Armed Forces of the Philippines, Filipinos working in embassies, legation, chancelleries or consulates of foreign government in the Philippines and those working in international organizations of Sovereign States of Governments like the United nations (UN), World health Organization (WHO), etc.;
4. Self-employed – these are persons who operate their own businesses or trades and do not employ paid workers in the conduct of their economic activities. This category includes workers who worked purely on commission basis and who may not have regular working hours;
5. Employers – these are persons who employ one or more paid employees in the operation of their businesses or trades. Thus, domestic helpers, family drivers and other household helpers who assist in the family-operated business, regardless of time spent in this activity, are not hired employees in the enterprise/business. A farm or business proprietor who is assisted purely by such domestic help is not also considered an employer;
6. Worked with pay on own-family operated farm or business – members of the family who receive cash or fixed share of the produce as payment for their services in a farm or business operated by another member living in the same household; 
7. Work without pay on own-family farm or business – members of the family who assist another member in the operation of the family farm or business enterprise and who do not receive any wage or salary for their work. (NSO)

Employed - Include all those who, during the reference period are 15 years old and over as of their last birthday and are reported either:

1. At work - those who do any work even for one hour during the reference period for pay or work without pay on the farm or business enterprise operated by a member of the same or related by blood, marriage or adoption; or
2. With a job but not at work – those who have a job or business but are not at work be it temporary or temporary illness/injury, vacation or other reasons. Likewise, persons who expect to return or to start operation of a farm or business enterprise within two weeks from the date of the enumerator’s visit, are considered employed. (NSO)

Employment Rate

1. Percentage of the total number of employed persons to the total number of persons in the labour force. (NSO)
2. As used in TESDA, the term refers to the ratio (in percent) of employed TVET graduates to the total number of graduates.

Enterprise-Based Program - Training program being implemented within companies/firms. These programs can be any of the following: (Revised Guidelines in the Implementation of Apprenticeship and Learnership Programs)

1. Apprenticeship Program;
2. Learnership Program;
3. Dual Training System.

(National Training System Glossary, Australia http://www.dest.gov.au/ sectors / training training_ skills/policy_issues_reviews/key_issues/nts/glo/Labour Force The population 15 years old and over, whether employed or unemployed, who contribute to the production of goods and services in the country, (NSO)

Probation - Initial: The period following the apprentice's acceptance into the program which is limited in time by these rules and during which the apprentice's appeal rights are impaired. Disciplinary: A time assessed when the apprentice's progress is not satisfactory. During this time the program sponsor may withhold periodic wage advancements, suspend or cancel the apprenticeship agreement, or take further disciplinary action. A disciplinary probation may only be assessed after the initial probation is completed. During the disciplinary probation, the apprentice has the right to file an appeal of the committee's action with the WSATC (as described in WAC 296-05-009) 

National Certificate Level - Refers to the four (4) qualification levels defined in the PTQF. Where the worker in:

1. NC I performs a routine and predictable tasks; has little judgment; and, works under supervision;
2. NC II performs prescribe range of functions involving known routines and procedures; has limited choice and complexity of functions, and has little accountability;
3. NC III performs a wide range of skills; works with some complexity and choice; contributes to problem solving and work processes; and, shows responsibility for self and others; and
4. NC IV performs a wide range of applications; have responsibilities that are complex and non-routine; provides some leadership and guidance of others; and, performs evaluation and analysis of work practices and the development of new criteria and procedures. (TESDA Circular No.23, s. 2008 – Implementing Guidelines on PTQCS)

National Community College - A rationalized and  integrated system for the governance of tertiary level education which  will be in the form of a multi-campus college incorporating a number of  existing institutions such as the John S. Donaldson Technical Institute,  the San Fernando Technical Institute, the Point Fortin Government  Vocational Institute, the Eastern Caribbean Institute of Agriculture and  Forestry, the Metal Industries Company Ltd, the Joint Services Staff College and Ministry of Health Nursing Programmes.

National Human Resource Management Information System (NHRMIS) - A computerized human resource management database system to be managed by the Ministry of Labour and Co-operatives.

National Training Plan - A strategy for  effectively identifying the level and type of training required and  putting in place appropriate provision to raise the nation's skill-base,  in keeping with the NTA's policies, vision, mission, goals and  objectives.

Orientation - A workshop held at a Workforce Assessment Centre to officially inform applicants about the PLAR System