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  • Can small establishments that are not the Hiltons or Double trees join the program as they don’t have same department levels?

    Yes provided that, the small hotel will be willing to take the apprentices throughout their training programmes and assign them to a qualified and experienced staff to guide them. Normally what we can do is allocate an apprentice who has interests in the departments the small hotel has strength in. In the first, year when apprentices need to rotate in all departments, two things can happen: The small hotel, can request another friendly hotel with the departments that are missing in their own, the apprentice can go there and train for a couple of weeks to get the experience. This arrangement can also be facilitated by HAT through requesting any other partner Hotel, to accommodate some apprentices for a couple of weeks in a particular department. However, the small Hotel should at least have 3 fully functional departments reflecting all the skills and competencies that are required.

  • What is the prescribe curriculum?

    NCT can provide a summary of this, but often what happens is that the curriculum covers everything that the apprentice goes through at the college and at the workplace. What is made available for industry /hotels are all key skills and competencies that they need to get mostly in a practical way (through practicing and doing) but we also expect that, during the industry training, the workplace supervisor and trainers will inculcate professional culture relevant to the occupation/career in hospitality. The Hotel will integrate the apprentices in the standards, culture, attitude and orientation of the profession, with mentoring, coaching and guidance provided by all responsible. Through this way, the apprentice will not only learn skills related to the tasks (hard skills) but also learn the soft skills such as innovation, problem-solving interpersonal skills, work ethics, attention to details and excellence, time management and any related technological applications related to his/her job or career. In short, there will be a log book that shows, what the apprentices will learning and by when. It will be shared with the Hotels once an agreement is achieved and they commit to participating.

  • When does the second semester start?

    Semesters will depend on the first date the apprentices actually start training at the college.
    The cycle is:
    A semester has 15 weeks, each semester the apprentices start at the college for 6 weeks; then they go to the industry for 9 weeks. Each semester they study one module which corresponds to a department at the Hotels for example if the module they cover is on Food production. They will attend all units under the department of food production during their hotel training. If the Module is housekeeping they attend all units or subunits in the department of Housekeeping.
    For the first year, the apprentices will rotate in all departments throughout the year. For the second year, the each apprentice will focus /specialize in one department of interest and or ability
    Refer to the brochure it has programme arrangements

  • Do the hotels get to interview the candidates?

    Yes, but we advise that the interview should be on general knowledge and gauging their interest and levels of general knowledge and awareness of self and surrounding, sharpness etc. - unless there is serious reason to doubt the apprentice, Hotels interview should be an assessment to allow the Hotels staff to know where and how to start with the new apprentice. The focus at this stage should not be to turn the apprentice down but rather, to assess the gaps and establish readiness and or levels of general understanding. The stricter screening should have been done by the recruitment committee to ensure that the ones take to the Hotels meet the basic minimum standards. Many Hotels are very strict with English, we advise that it should not be the only factor for leaving or taking an apprentice, we should look for things far more than just good English.

  • How does the TOT work?

    Once we have identified committed Hotels, We organize an orientation ToT with staff (mostly supervisors, heads of departments and sometimes HR) but mostly we like the supervisors, department heads and actual staff who will training the apprentice. HAT will write to each participating Hotel to nominate a maximum of 4 staff who will be directly involved in supervising and or training the apprentice. The aim of the TOT is:

    1. First to brief them about the concept; then discuss with them in details our expectations from them, detailing the monitoring tools, their roles, and responsibilities.
    2. They also share the reality at workplace, and flexibilities and approaches that can be used to ensure the apprentice get the best out of the programme and that, the prescribed programme is implemented.

    This is important because, if the departments are not properly covered, skills and competencies are not properly mastered, the apprentice will fail to graduate because of meeting the set standards and it might lead to failure and frustration to all of us. So the objective to be on the same page. This is also followed up with the NCT during their visitation sessions which is scheduled twice every semester. Normally ToT should be held 3 weeks before the apprentices report t to the Hotels. ILO supports and co-facilitates this ToT.

  • Is there health Insurance covered for the students (NHIF) by NCT?

    Yes, it is mandatory due to nature of this training approach that all apprentices have a health insurance coverage. Normally this is part of their own or parent’s contribution. NHIF has student premium that is paid at 50,000 Tsh. Apprentices are required to get their NHIF card through the college which can easily coordinate on their behalf. Unless a student has proof of Health insurance coverage, it is mandatory that they get one through the college by paying 50,000 for that. However for emergency injuries at the workplace, the Hotel will apply company policy to attend emergency issues such as small accidents, first aid response etc. we, however, hope that all hotels adhere to OSH regulation in all staff safety measures.

  • Can candidate join hotels from July?

    This will really depend on our schedule of our starting date. But practically there will be times when the apprentices will be at the hotels beyond July.

  • What is in the contract between students and Hotel?

    There is an apprenticeship contract template that has been shared with you. It is pretty general but clear on most of the things. Hotels can study it and suggest comments especially if they feel it contradict some of their practices or a national labour law. In most counts, we expect that apprentices be treated just like any other employ except when issues of pay, insurance, and benefits. These are the clauses that are different to fit the apprenticeship conditions. It is also imperative that each Hotel taking apprentices signs this contract. It is easier and removes a lot of questions.

  • What is the Commitment contract between HAT and Hotels?

    The Commitment contract is just that! A contract that spells out the partnerships and commitment to work together to implement the programme with each partner has its roles and responsibilities clearly spelled, it is not legally binding but it’s a document that binds two partners together.

  • If Hotel has existing employees interested in the apprenticeship program, is this a possibility and how does it work?

    Yes, there is possibilities however the employee must meet the entry qualifications/criteria as per NACTE /NCT and with regards to college base fee, either the Employers will cover for it or self-sponsor by employee or family.


Laura Minde, Project Coordinator