For a long time, (inter-company) apprenticeships were popularly viewed as a kind of safety net. For those people who are struggling with social or private problems. Who cannot be easily integrated into the job market. Or for those who want to take a new direction. They all choose a path that is not entirely paved. Many stumbling blocks block the home straight.
“The teachers often leave the classroom in the middle of the unit. Many explain little, but expect a lot. This includes signing out every time you go to the toilet. This doesn’t make you feel empowered, but rather humiliated,” says a course participant who doesn’t want to read his name in the newspaper. Public perception is also different. In public forums, former participants report different experiences. A frequently mentioned point of criticism is that the quality depends heavily on the course, location and the speakers. While some describe the content as practical and attribute their entry into the job market to their further training, others criticize individual courses as “not very demanding or not very effective”.
What is certain, however, is that the trainees will ultimately take the final apprenticeship examination at the Chamber of Commerce. “This means that the same job profiles, curricula and examination requirements apply as in in-company apprenticeships,” emphasizes Franz-Josef Lackinger. He manages the business of the BFI Vienna and of course focuses on the advantages. This means there is no “direct pressure from a company that has to survive on the market every day. This often makes the crucial difference, especially for young people with breaks in their educational biography or difficult starting points.”
Around 1,100 young people are currently being trained in twelve disciplines – from mechatronics and e-commerce to electrical and building technology through to building construction, installation and building technology and sun protection technology. According to him, the apprenticeship completion rate in local schools is over 80 percent.
But you don’t just become fit for the job market through specialist knowledge. “Young people also need reliability, self-organization, basic digital skills, the ability to work in a team and a realistic picture of their career.” The institute’s task is to prepare them so that they can hold their own in the job. This includes practical phases, application training, tutoring and social-educational support, as the CEO explains. “We try to bring young people into contact with companies as early as possible – through internships, company partnerships, job dating and placement work.” Ideally, you will switch to an in-company apprenticeship during your training. Or, with the apprenticeship qualification, they not only have a certificate in hand, but also a concrete career perspective in mind.
Regardless of the subject area, inter-company training (ÜBA) is aimed at young people who want to do an apprenticeship but have not found a suitable company apprenticeship position. “They come to us via the employment service – that is the logic of this instrument.” Many are motivated and willing to train, but have poor prospects in the traditional apprenticeship market. On the one hand, because there are significantly more people looking for apprenticeships in Vienna than there are open apprenticeships. On the other hand, because companies are increasingly selective when awarding contracts. In addition, additional support is often necessary. “There are currently 5.4 apprenticeship seekers for every open apprenticeship position in Vienna. This shows how tough the competition is,” emphasizes Lackinger, who also heads adult education.
Successful completion of training is all the more important. A completed apprenticeship is still considered one of the most effective protective factors against unemployment – this also applies to the ÜBA. Ultimately, the decisive factor is the qualification itself. This makes a significant difference for young people: “On average, people who have completed an apprenticeship earn significantly higher incomes than people who have not completed vocational training and have better opportunities on the job market.”
However, the path to get there is not always straight. The drop-out rate is around ten percent. However, this value must be viewed against the background of the often complex realities of life. Dropping out of training rarely has just one cause.
30 to 40 percent are taken on by their internship companies in a regular apprenticeship. For many, the ÜBA is not only an alternative to in-company apprenticeships, but also the chance to obtain a recognized professional qualification and start a career.
