Programme Details
Mission: To positively alter attitudes and behaviours of socially marginalized young citizens of Trinidad and Tobago.
Vision: To transform socially marginalised young adults into empowered citizens and improve their quality of life through the use of best practices in developing their self esteem, employability, sensitivity to the natural environment and sense of national pride.
Target Group: Citizens of Trinidad and Tobago aged 18 to 25 years.
Course Duration:
Cycle I: October - March.
Cycle II: April - September.
Funding:
Government-funded.
Staffing: Staffed by active and retired members of the Ministry of National Security's Trinidad and Tobago Defence Force.
Concept & Design: Kurt Lewin's three-phase concept; unfreezing, transformation, refreezing.
Life Skills Learned: anger management, conflict resolution, conservation and agriculture, disaster preparedness, entrepreneurship and financial literacy, gender issues, goal setting, HIV/AIDS through drug abuse, incest and rape, obeying the law, occupational health and safety, personal hygiene, professional image, proper parenting, self esteem building, sexual/reproductive health, team building.
Courses Offered: Air Conditioning and Refrigeration, Auto Electrical, Auto Mechanic, Barbering, Building Maintenance, Cable-laying, Carpentry, CCC Literacy, Child Care, Clerical Assistant, Computer Training, Conservation, Culinary Arts, Electrical, Front Desk Operations, Geriatric Nursing, Hairdressing, Interior Decorating, Office Procedures, Physical Training, Plumbing, Pre School, Public Relations, Secretarial Work, Telecommunications, Welding, Wood Work.
The Civilian Conservation Corps (CCC) Programme
The Trinidad and Tobago Defence Force has been an appropriate and satisfactory choice in creating and implementing the Civilian Conservation Corps (CCC). The Defence Force brings elements of discipline, mobilization strategy, commitment to duty, and possession of positive attitudes to the programme and its participants.
The presence of the Defence Force also instils in programme participants and the wider community a sense of discipline and respect, both of which are necessary for the programme's success. The mix of retired and serving members of the Defence Force brings a wealth of knowledge, skills and experience to the Civilian Conservation Corps, a wealth which is entirely unique to the programme, and which cannot be replicated in any work force in our society.
CCC Trainee Selection
Unlike other vocational training programmes, the Civilian Conservation Corps specifically seeks to attract 18-25 year-olds who have low levels of formal education and are only marginally involved in community activities, and as such are less likely to succeed in our society.
Consequently, during the selection period, CCC recruiting staff give preference to applicants who have limited or no academic or vocational qualifications, little or no work experience, come from single-parent or no-parent households, possess low self esteem, or are at risk of being delinquent or susceptable to criminal activity.
CCC Programme Design
The CCC programme addresses two (2) important factors, namely (i) self development and attitudinal change and (ii) skills training, civic mindedness and environmental conservation.
The CCC operates two (2) cycles per fiscal year, each lasting six (6) months. Cycle I runs from October to March, Cycle II from April to September. Every cycle currently accommodates approximately 1,200 trainees nationwide.
The programme employs a theoretical model of psychological and social change. The model was developed by German-American psychologist Kurt Lewin and is entitled Lewin's Theory of Change.
Lewin's theory states that lasting psychological change occurs after three important stages: (I) unfreezing existing negative attitudes, (II) transforming to positive attitudes, and (III) refreezing with positive attitudes. The CCC programme is unique in Trinidad and Tobago as it specifically utilises Lewin's three-stage theory in its overall design of each cycle's training schedule.
Phase I: During the first two (2) months of each cycle, all trainees nationwide participate in a synchronised induction (unfreezing) programme that is unique to the CCC. Phase I aims to:
- lay the foundation for creating positive attitudinal change in the trainees,
- empower trainees to better understand the challenges of adult life and to appreciate that there are ways to meet and beat these challenges, and
- encourage trainees to better understand themselves and relate well to others.
Trainees undergo physical training, and learn about:
- anger management
- building self esteem
- conflict resolution
- conservation and agriculture
- disaster preparedness
- entrepreneurship and financial literacy
- gender issues
- HIV/AIDS through drug abuse
- incest and rape
- obeying the law
- occupational health and safety
- personal hygiene
- professional image
- proper parenting
- setting goals
- sexual and reproductive health
- team building
Phase II: For the next three and one-half (3 ½) months, trainees learn on-the-job skills in one vocational skill of their choice. Trainees also gain numerous opportunities to actively practice the values, attitudes, behaviours and techniques they learned in Phase I (transforming).
The CCC programme offers practical training in a wide variety of vocational skills, including Culinary Arts, Hairdressing, Office Procedures, Welding, Plumbing, Electrical, Air Condition and Refrigeration, Secretarial Work, Child Care, Computer Training, CCC Literacy, Cable-laying, Physical Training, Auto Mechanic, Carpentry, Geriatric Nursing, Interior Decorating, Pre School, Building Maintenance, Telecommunications, Wood Work, Auto Electrical, Barbering, Clerical Assistant, Public Relations, Front Desk Operations, and Conservation.
Phase III: The last two (2) weeks of each cycle involves reinforcing (refreezing) the positive attitudes and attributes trainees learned. The trainees attend The World of Work seminars, and learn about Business Development (hosted jointly with NEDCO, the National Entrepreneurship Development Company).
The CCC programme is unique in another important aspect. Upon graduation, a select group of successful graduates also gain the opportunity to be recruited as CCC junior staff in the positions of Junior Team Commanders and Assistant Team Commanders (click here to read more). These graduates interact with trainees, and exhibit the skills, knowledge, attitudes and values that the programme seeks to instil in new trainees. This particular aspect of our programme has been successful especially because these junior staff members act as role models for new trainees.