Try an exercise in role playing. Have someone play the part of the employer. Someone else should interview the employer about literacy- what does the employer want? Now fill in the above chart again, this time from the employer's point of view.
Choosing the type of program that is best for your union may depend on whether your union already has a training strategy or training language in its collective agreement. This issue should be discussed with your local leadership and regional or national leadership.
A union-run program: this is the ideal way to go. Union-run programs give the union control over the delivery model, content, design and administration. The union negotiates with the employer for some form of funding which is then used to establish and run the program.
Joint programs: many employers will only agree to support training if the program is jointly run. At a minimum, unions must have a truly equal say in any joint program (co-determination). This means the union has an equal say or a veto over what goes on. The union must ensure that it has a truly equal say in any joint program. Unions should try to gain as much autonomy as possible in terms of design and content, as well as program administration.
Avoid, at all costs, employer-run training programs. If companies make all the decisions and call the shots, much of the reason for unions becoming involved is lost. Workers will likely feel threatened about the employer's motivation for offering such a program.
It is critical to bargain the content of basic skills programs. Content should never be left to the employer alone to determine.
Guaranteeing at least joint control over curriculum can help ensure that program content will be labour positive, worker-centred and recognize the worker as a whole person with a wide range of responsibilities.
An exciting aspect of basic skills programming is that skills can develop using any thematic content that is relevant to the participants.
Content areas can include: