Ensure quality, strengthen image

Ensure quality, strengthen image

Despite some easing, the number of apprentices is still declining in all federal states. The reasons for this are varied. The top priority is demographic development and the resulting “battle” for young people that training companies and (higher) schools are fighting among themselves. In addition, an outdated image of the carpentry profession persists in many minds. Whatever the case: investing both energy and financial resources pays off and is essential - because training secures the profession and counteracts the shortage of skilled workers. In order to get to the bottom of the individual approaches to solving burning questions, the Tischler Journal asks the countries. Vienna, Lower Austria and Salzburg are the first.

“Special case” Vienna

“The situation is special in Vienna,” says Ludwig Weichinger-Hieden, federal apprentice supervisor and Vienna state guild master. Around 45 apprentices would be trained in around thirty companies in Vienna, not including inter-company training centers. With 1,100 member companies of the Vienna Guild, the number seems very small: "Of these companies, 65 companies have a carpentry workshop. The rest are made up of wood designers and assembly carpenters. We are seeing growth especially in the area of ​​"assembly of furniture sets". “We don’t really enjoy this new trade, for which there are hardly any guidelines,” explains Weichinger-Hieden, why “appearances are deceptive.” Manufacturing companies have been losing one or two of them every year for the last ten years, mainly through retirements. If there is no successor in the family or if nothing has been invested in the last few years, succession is usually difficult. "In addition, rents often rise to an unaffordable level when a company is taken over. Anyone who has to pay 3,000 euros for a workshop with two hundred square meters will think about becoming self-employed several times," said the state guild master. As far as apprentices are concerned, there are enough candidates applying to the remaining companies - unfortunately the majority of them are not sufficiently pre-qualified, and in many cases the language barrier stands in the way of starting a career. When asked about the inter-company training in which Vienna has played a pioneering role, Weichinger-Hieden sees the integrative training through Wien Work as a useful addition.

Course program starting

If an apprentice is accepted into a Viennese company, a lot of support and further training is offered. The guild offers special courses for apprentices Training, which begin at the same time as the school year in September. Registration for the usually one-day workshops is done through the companies, and the costs are subsidized up to 75 percent. The units make you “fit for the job”; there are tips, among other things, for the right demeanor; in a second course, punctuality, reliability and independent work are discussed. "The state guild supports all companies that take on an apprentice with a one-off amount of 200 euros in the first year of training. This money could be invested in such a course, for example," explains Weichinger-Hieden. The specialist courses are also interesting for everyone, e.g. B. on the subject of floor laying as well as the active network of carpenters and architects, led by master carpenter Franziska Brugger.

Federal state exchange

The mutual opening of training and further education measures, which Vienna, Lower Austria and Burgenland have recently been practicing, is not just limited to apprentices. This happened at the technology days and the district events in Lower Austria, and Vienna also offers its course program to others. "This is a great thing from which everyone benefits. Each federal state gains more participants, the network becomes larger, the input more diverse," says Ludwig Weichinger-Hieden happily.

Common path

Such togetherness is also particularly important to David Rößl. He is the youngest in the group of people responsible for apprentices and has been in office since October 2023. His predecessor, Stefan Zamecnik, who laid the foundation for much of the apprenticeship work, is now active as state guild master. “We want to follow a common path in training with all federal states, benefit from others and be happy to pass on our experiences,” says David Rößl. Solo actions by the federal state such as: B. in recent years in terms of masterpieces will no longer exist with the new team. "Communication among the state apprentice supervisors is currently very good and we are all pulling in the same direction. Because we all have one challenge in common - to stabilize the number of apprentices, ideally to increase them, and to ensure the quality of training at a high and up-to-date level."

“It could be more”

The current apprentice numbers for 2025 are not yet available in Lower Austria; In 2024, 397 apprentices were trained in the professions of carpentry, carpentry technology and coopering in 188 training companies in the country. In 2021 there were 432, in 2016 435, and in 2010 there were 685 trainees. "Basically, the number of apprentices in the industry has stabilized somewhat after sharp declines in recent years. However, there could be more. When it comes to training companies, however, we have a very good offer," says Rößl.

Quality preserved

In general, David Rößl sees a major challenge in combining modern technical requirements and traditional craft techniques in training. "In order to achieve this balancing act, trainers must be open to modern technologies, but they must not forget the roots of the profession. If you do not close yourself to one side or the other and thereby reconcile these requirements, then the balancing act has been successful."

Uniform training level

This is where Ludwig Weichinger-Hieden comes into play in his role as federal apprentice supervisor: "We have already achieved a lot in cross-state cooperation. The focus is, among other things, on making the final apprenticeship examination uniform throughout the country, while of course taking a certain local color into account. In Tyrol, for example, carvings are an issue, while in Vienna, more attention is paid to safety-related measures." We are currently in the process of revising the technical discussions as part of the LAP - the current “question and answer game” should become a competency-oriented task that requires a solution-oriented answer from the candidate. When it comes to master craftsman examination regulations, we are currently evaluating a few points: “We are proud of this cross-state cooperation, which does not exist in many industries.”

Make achievements visible

But back to Lower Austria: Since this year, the winners of the apprentice competitions have been displayed on two 16-sheet posters in the catchment area of ​​the respective training companies. This campaign even made it into the country's highest-circulation newspaper - a great success and an important step towards greater visibility. "This type of honor was very well received. The apprentices and the companies are proud of their achievements and of being able to show them to a wider public," says David Rößl. As a further measure, the guild is supporting the trade fair appearance of the Pöchlarn State Vocational School at the School & Work training and further education fair in Wieselburg, this year from September 25th to 27th. This serves the inter-company recruitment of apprentices and the cultivation of the profession's image. Advice is also offered for both sides on all legal questions relating to teaching, as well as specific advice Course funding.

“Carpenter only” does not apply

Are there enough training companies? "Yes." Are there enough trainees? "No." These clear answers come from Fritz Schwab, who has been the state apprentice manager in Salzburg for around ten years: "Of course, the increasing number of EPUs, which are primarily active as assembly carpenters, means that training companies are no longer available. But that is not a serious problem. The decline in apprentices is more dramatic. We are currently recording fewer registrations in the first vocational school class in Salzburg than ever before. Stopping this decline is really driving us to despair." What exactly is that about? Mainly due to the reasons mentioned at the beginning - the general decline in young people “willing to train” and the strong school competition. In addition, there is the image problem that still prevails: "We simply have to anchor in people's minds that you don't start an apprenticeship as a carpenter just because you are unwilling to learn or are too bad for school. That's why it is so important to convey all the possibilities, the diversity and the equivalence of the apprenticeship certificate and the master craftsman's examination with other qualifications," says Schwab. The well-functioning apprenticeship option with a high school diploma, for example, is an argument that can be presented to parents. In many cases, they are the ones who advise their children against the apprenticeship profession because they have in mind outdated job profiles and a way of dealing with apprentices that fortunately no longer occurs today.

Re-start for educational leave

"Training has to pay off. It should be more lucrative to learn and work in a profession than not to do so," adds Schwab, who mentions, among other things, benefits that are available for schoolchildren and students, but not for apprentices or master students.

In this context, the Salzburger also criticizes the abolition of educational leave for those "who really need it, such as master's students. Because it is a financial challenge to bridge eight months or more." The politicians' plans to reactivate educational leave with more precise controls are definitely to be welcomed.

Pass on recognition

Once young people have entered the profession, one thing is particularly important for Fritz Schwab: "I used to pay far too little attention to passing on positive customer feedback. From the start of the career, it is extremely important to experience appreciation and be proud of your profession," the master carpenter reminds himself. He now always passes on such feedback. He also actively promotes self-confidence in those apprentices who take their final apprenticeship examination with him. "We have an extremely beautiful, diverse and creative profession and everyone can be proud of their skills. I simply don't accept the statement 'I'm just a carpenter'," says Schwab.

The best advertising

Back to the image again: parents are a crucial factor in promoting a change in thinking, as are the young people themselves: if they find it interesting to do an apprenticeship as a carpenter, if they enjoy their job, if they see meaning, success and opportunities for advancement, then they will also speak up for the craft in their circle of friends. "If the protagonists advertise themselves, that's the best way. Because young people listen most to their friends," says Fritz Schwab, who has already had similar experiences in his own company.