To achieve the goals and objectives of the company through its primary activity of training individuals in various trades and applying these skills in practical life.

How to Join Us:

You can apply for the National Training Program by visiting the company’s institutes and completing the enrollment application, either in paper form or electronically through the following link:
Click here

Required Documents:

• Copy of the Family Book
• Copy of the ID showing the national ID number
• Copy of the latest academic qualification
• Four recent personal photos
• Medical clearance certificate from a government medical center
• Copies of anyexperience certificates, if available

    Fees and Financial Information:

• Training at The National Employment and Training Company is free of charge across all stages of the company’s standard programs.
• The company charges a non-refundable application fee of one Jordanian Dinar, payable at any of the company’s institutes.
• All services provided by the company are free, including work attire, safety boots, curriculum materials, and certificates.

The company covers the cost of the initial issuance of the certificate upon

• successful program completion. This certificate is issued by the Skills Development Authority.
• Trainees are charged 5 Jordanian Dinars for a replacement certificate, in addition to 1 Dinar for verification.
• For exam retakes, trainees pay 5 Jordanian Dinars for the theoretical exam and 10 Jordanian Dinars for the practical exam.
• A daily deduction is made from each trainee's monthly allowance for each day of absence, calculated based on (number of absence days / total days in the month).
• If a trainee damages any material, its cost is deducted from their monthly benefits.
• Each trainee receives a monthly allowance of 25 Jordanian Dinars for transportation and 50 Jordanian Dinars as a stipend for supporting professions, and 25 Jordanian Dinars for transportation and 75 Jordanian Dinars as a stipend for construction-related professions.

• Withdrawal and Dismissal Instructions:
• Trainees may withdraw before the training programs commence by choosing not to confirm their enrollment.
• Trainees may withdraw during training by submitting a withdrawal request to the Training Department.
• Trainees may withdraw by ending their service before the scheduled end of the training period.
• Trainees are dismissed if they demonstrate technical incompetence.
• Trainees are dismissed for any violation as specified in the company’s internal policies.

           Trainees are dismissed for habitual absenteeism if they fail to attend

                  regularly and exceed allowable absence limits.

• Trainees are dismissed if sentenced by a competent court to a term exceeding fourteen days, or if they are detained for more than fourteen days.
• Trainees are dismissed if they harm the reputation of the Hashemite Kingdom of Jordan, the Jordanian Armed Forces, or The National Employment and Training Company.
• Trainees are dismissed for any reason deemed by the company as just cause to protect its interests, such as misconduct, internal policy violations, or assaulting a trainer or any company employee.
• Trainees are dismissed due to absenteeism if their non-consecutive absences reach 16% of the total training days or if consecutive absences reach 5% at any stage of training.

• General Information about Training:

The training methodology at The National Employment and Training Company comprises several stages:

1. 1. Recruitment
   2. Enrollment
   3. National Training
   4. Vocational Training
   5. Field Training
   6. On-the-Job Training
   7. Job Placement (permanent employment opportunities) post-graduation

Recruitment Process
Announcements for the start of each training course are made across all company institutes in the various governorates of the Kingdom through the following media channels:

Print Media: Newspapers, brochures,

• • reports, pamphlets, posters
  • Audio Media: Radio interviews, news reports
  • Visual Media: News, video reports

Training Stages

National Training Stage
The National Training Stage lasts for one month, totaling 112 training hours, and includes physical fitness, life skills, vocational guidance and counseling, as well as religious and national lectures. The aim of the National Training is to refine the trainee's character and prepare them properly based on commitment, discipline, and seriousness in work through:

• Vocational guidance for trainees and studying their career interests and tendencies.
• Changing the social cultural perception of the economic and professional value of skilled trades.
• Developing the trainees' physical abilities through military training and fitness programs.
• Instilling and enhancing a spirit of loyalty and belonging to the nation and the Hashemite leadership.

Promoting teamwork and a collective spirit

Vocational Training Stage

The Vocational Training Stage lasts for 14 weeks, totaling 390 training hours, during which trainees are trained in the workshops and classrooms of the company's institutes, encompassing both theoretical and practical training.

The objective of the Vocational Training Stage is to equip trainees with the essential theoretical and practical skills for each trade they are being trained in. Trainees are placed in a training environment that simulates the labor market, and the training curricula are based on the latest European standards in vocational training.

Success Criteria and Retake of Vocational Exams:
A trainee is considered successful if they achieve a score of 50% or higher in the following four areas (collectively). A candidate will pass the vocational exam if they meet the requirements for success in both the theoretical and practical assessments.

Field Training Stage

The field training (On-the-Job Training)- (OJT):

lasts for 8 weeks, totaling 384 training hours. This stage aims to enhance trainees' competencies by allowing them to practice the skills they learned in real-world projects within private and public sector companies and institutions. It focuses on developing their communication skills and ability to work in genuine workplace environments in both sectors

Time frame:
The company has adopted a strategy for the employment and training of 2500-300s apprentices per year, balanced with the realities and needs of the labour market.

Training atomsphere and methodology

The National Employment and Training Company has made great strides in providing curricula that are consistent with advanced international experience in building specialized training programmes in accordance with modern scientific methods that meet the requirements of the local market in all its construction disciplines.
 
The company's training institutes

Training classes

Training workshops   
The National company has professional training workshops  prepared according to the Global Operator Processing System and equipped with modern training equipment  that simulates the training reality to achieve the best training results ( in the attachment you will find a  model image of the training needs used to carry out the tasks).

Professional trainers practise their job in various workshops in the vocational training institutes of the National Employment and Training company, implementing theoretical classes in training halls, giving lectures, conducting tests and applying practical exercises within training workshops. The content of this manual therefore focuses mainly on the educational methodologies and methods for training in the workshops.


Field and private sector training

Training in offshore companies is based on participatory training, which is complementary training within private and public companies and in cooperation between training providers and employers, where employers are required to hire escorts. (An accompanying instructor) to supervise trainees during their training at these companies, where they are agreed on administrative and technical matters of interest to the trainees, in accordance with clear employment contracts indicating the duties of the trainees and the type and time of the trainer and identifying the supervisory and responsible bodies responsible for the conduct and evaluation of the training process.