Workplace Experience Learning Level 3

Who it is for. Experienced workers, supervisors and master craftspersons who have finished Workplace Experience Learning Level 2, or can show the same skills, and who host or plan to host trainees and apprentices. In Ghana's framework, National Proficiency II leads to National Certificate I. This module sits at about that level.

Why this matters

In the 2025 national survey, only about half of learners rated their workplace learning effective, a third rated it ineffective, and 27% got no feedback at all. Hosts said too few placements, weak links with schools, no incentives, transport costs and low stipends held them back. Good hosts and masters fix this.

Bridge from Level 2: what you already know

Level 3 moves you from peer coach to the accountable host, assessor and master. For general bookkeeping and business skills, see the Hub's Money Skills Level 2 and Entrepreneurial Thinking Level 2.

How the module works

Each unit has learning outcomes, performance criteria, the range and the evidence your assessor needs. You are judged Competent or Not Yet Competent.

Competency standard

Range. At least one trainee for at least four weeks. Evidence. Agreement; training plan; feedback sheets; safeguarding plan.

What a good host provides

• The report's fixes: formal partnerships and training plans, better supervision and mentoring, orientation on safety and employability before placement, and monitoring.
• Employers must give training, information and supervision suited to the worker's age and literacy, free protective equipment, separate toilets and washing facilities, and drinking water.
• The ILO's quality apprenticeship recommendation asks for supervision by qualified people, a fair balance of trainees to workers so trainees do not replace workers, and career guidance.
• About 200 companies are accredited by CTVET for workplace learning.

The weekly feedback conversation

Safeguarding

Competency standard

Range. Two practice assessments under an accredited assessor. Evidence. Assessment plans; records; feedback notes.

Who assesses

An assessor is a person accredited by CTVET to conduct assessments. Until you are accredited, you gather evidence and give feedback; the accredited assessor decides.

Principles and evidence

• Assessment should be systematic, consistent, open, flexible, appropriate, manageable and fair, without bias.
• Evidence must be valid, authentic, current, sufficient and reliable; testimonials may need checking.
• Portfolios are central, especially for informal-sector workers; evidence can combine a portfolio, a trade test and a panel interview.
• Each unit is either achieved or not achieved, and a Certificate of Competence can be given per unit.
• There must be a fair appeal process, and CTVET will sanction assessors who abuse the system.
• Keep physical evidence for at least 5 years and digital evidence for at least 20 years.
• CTVET's RPL page provides a guide, application form, competency checklists and lists of portfolio evidence.

Competency standard

Range. Own team of at least two. Evidence. Delegation notes; incident report; adjustment plan.

The law for leaders

• Employers must provide a fair discipline procedure and keep communication open.
• Employers must report occupational accidents and diseases to the right agency within 7 days; a worker may leave imminent danger without losing pay.
• Workmen's compensation covers casual and temporary workers, and employers must insure.

Disability and work

• The Labour Act gives special incentives to employers of persons with disability, requires notifying the nearest Labour Centre when you employ one, and requires the contract to state hours, pay, transport and any special arrangements. Notice to a worker with a disability is at least one month.
• The Disability Act's 2016 deadline for accessible public buildings was largely missed, and a stronger bill awaits Parliament.
• 54% of TVET institutions have learners with special needs; common supports are extra tutoring and mentoring, adjusted seating and assistive technology.

A performance conversation

1. Say what you saw, not what you think of the person.
2. Ask for their side.
3. Agree one change and a date to review.
4. Write it down and follow up.

Competency standard

Range. One apprentice (real or planned). Evidence. Signed agreement; training plan; release certificate template.

The law and good practice

• The minimum age to start an apprenticeship is 15, or after basic education.
• The master must train to the best of their skill, is responsible for harm during training, provides food unless agreed otherwise, and provides a safe, healthy environment.
• The agreement must be written and may include an allowance; no harmful induction rites; the master must issue a release certificate at the end; disputes go to the district labour officer.
• The ILO recommends a written agreement stating duties, place, length, pay, hours, leave, safety, social security, disputes, ending and the qualification gained; a parent signs for a minor.

The National Apprenticeship Programme

• NAP is run by the National Youth Authority and offers free training for 6–12 months; in Western North over 500 apprentices were placed with more than 100 master craftsmen, and it targets youth, women and persons with disabilities.
• In the Volta pilot, 2,060 apprentices trained with 412 master craftspersons, with stipends and start-up kits.
• Stipends are paid to masters and apprentices after validation, and participating workshops were insured. The programme began with a 10,000-youth target.
• CTVET trained master craftspersons in all 16 regions in August 2025 as trainers in competency-based training and RPL; two-thirds were women.
• The National Youth Authority's website links the NAP portal.

Old fees and new standards

A study of Accra apprenticeships found most masters charged entry fees, many charged graduation fees, and "chop money" often cost apprentices more than the fees. Fair, written terms protect both sides.

Competency standard

Range. Own workshop plan. Evidence. Registration checklist with costs; payroll sheet.

Choose a legal form

Companies file annual returns with financial statements.

Tax, permits and insurance

• Your Ghana Card number is your tax number.
• Sole traders may use the Modified Taxation Scheme; companies pay 25%.
• VAT is 20% in total from 2026; the goods threshold is GH¢750,000.
• In Sekondi-Takoradi most trades pay about GH¢100–200 a year for the Assembly permit.
• Insure your liability for workers, only with licensed insurers. Ask whether your policy covers trainees and apprentices.

Employing staff

• Pay at least GH¢21.77 a day.
• SSNIT: worker 5.5% plus employer 13%, paid by the 14th; register workers on hiring.
• PAYE: the first GH¢588 a month is tax-free; pay by the 15th.

Accessibility

Make your workshop step-free with a usable toilet; give instructions in written, picture and spoken form; write adjustments into agreements and notify the Labour Centre. The Disability Act bans job discrimination.

Competency standard

Range. One month of real or example records. Evidence. Books; statements; reconciliation; forecast.

The records

Keep tax records for at least 6 years and assessment evidence as in Unit 2.

Assets = liabilities + owner's equity. Depreciation = (cost − end value) ÷ years of use.

Worked example (all figures are examples)

Reconciliation and forecast

Match MoMo and bank books to statements each month. NAP stipends may arrive late, so forecast when they actually arrive.

Software and the calendar

Use a spreadsheet, or a free plan such as Zoho Books or Wave.

Competency standard

Range. Own workshop plan. Evidence. Business plan; cash forecast; pitch.

Finance and support

• The Ghana Enterprises Agency has Business Advisory Centres in Takoradi and nearby districts.
• The 2026 Budget allocated GH¢170 million to the National Apprenticeship Programme and GH¢401 million to the Women's Development Bank.
• The Bank of Ghana policy rate was 14%.

Location settings that give good returns

Business ideas and ingenuity

Market yourself

• A list of past apprentices and their certificates.
• Host references from training centres.
• Photos of a safe, accessible workshop on WhatsApp Business.

Capstone

Present to a panel: a one-page plan for your training workshop and a 12-month cash forecast.

1. Name four things a good host provides.
2. Name three safeguarding rules.
3. Who may make a final assessment decision?
4. What five qualities must evidence have?
5. How long must physical and digital assessment evidence be kept?
6. Within how many days must an occupational accident be reported?
7. What must a contract for a worker with a disability state?
8. What is the minimum age to start an apprenticeship?
9. What must a master issue at the end of an apprenticeship?
10. Name two ways NAP supports masters.
11. Write the accounting equation.
12. Why must apprentices not replace paid workers?

Best next reads: your Level 2 manual; CTVET's RPL policy; the ILO quality apprenticeships recommendation; the Hub's Money Skills Level 2 and Entrepreneurial Thinking Level 2.

What this module does not cover: trade skills (see your trade manual), becoming a CTVET-accredited assessor (apply to CTVET), and full HR management.

Every source used in this manual is listed, with links, in the Teacher Copy.