Governance Structure

Program Administration


Program Mission

An Institution that allows individuals especially youth from vulnerable backgrounds to attain a holistic, practical apprenticeship in the world of F&B and Hospitality with hopes that they have a better chance to change their life trajectory.

The Agak Agak Program recruits individuals from vulnerable backgrounds into the Agak Agak apprenticeship program. Apprentices will attain a holistic on the job training in order to equipped them with the skills and know how in the world of F&B and Hospitality. Apprentices will also be exposed to leadership training on various businesses, administration process and procedures and will be given exposure to career opportunities and skill building to provide them with opportunities that will change their life trajectory.
The Program Director may establish an Apprenticeship Training Committee (ATC) to carry out the responsibilities and duties required of a Program Sponsor as described in the Standards of Apprenticeship. We may also elect to administer the program without the services of an ATC should we be capable of administering the duties ourselves

Core Values

  • Excellence
  • Integrity
  • Collaboration
  • Love of learning
  • Perseverance
  • Creativity

Standards of the Apprenticeship Program

Program Sustainability

Operational Suatainability

Program Sustainability
  • High Need Community Engagement (Recruitment of Apprentices) Targeted areas in Kuala Lumpur
  • Build strong relationships with Schools, religious bodies, NGO’s and community entities that work within this proximity
  • Target 6 - 12 apprenticees a year

Partnership Engagement
  • Target to build relationships with medium F&B business (café, restaurants, bakeries etc.), hotels, design focus businesses (photography, graphic etc.), hospitality/F&B schools/colleges/centres,

Community Engagement
  • Engage in events and activities that encourage community to get involved (bazzars, community cooking classes etc.)
  • Traditional marketing covers (newspaper, radio, magazines etc.)
  • Social Inclusion - Total amount of money channeled to community-in-needs through employment or supplier engagement

Program Key Performance Indicators
  • Significant impact on Apprentices life trajectory by monitoring their progress 1 year post graduating from Agak Agak Program
  • Measuring impact on Partners through commitment levels and feedback on program and instilling Agak Agak Initiative into their business
  • Measuring impact on the community through customer satisfaction about the eatery and their perception of the industry as a whole
  • Starting age of an apprentice to be not less than 18 and no more than 35.
  • Selection of apprentices on the basis of qualified circumstances of the application form, interview and assessment.
  • A schedule of work processes in which an apprentice is to receive training and experience on the job.
  • Fair compensation to provide the apprentice with knowledge in technical subjects related to the occupation for a minimum of 144 hours per year and a minimum of 2,000 hours of OJL per year.
  • Proper supervision of on-the-job training with adequate facilities to train apprentices.
  • Periodic evaluation of the apprentice’s progress, both on-the-job and in related instruction.
  • The maintenance of records.
  • Employer-employee cooperation.
  • Recognition for successful completions.
  • Nondiscrimination in all phases of apprenticeship.

Operational Sustainability
  • Adherent to fair working hours and honour 5 day weeks, for all employees
  • All proceeds and profit made within the Agak Agak Eatery and events at APW will be regenerated into the company to sustain and maintain its program and operations.
  • Agak Agak will also be adhere to fair wages that are competitive to other like minded business as we value employees as part of the success of this program and eatery

Operations Key Performance Indicators
  • Securing of funding for infrastructure and program
  • Employment of core team and key roles by November 2016 to run operations and administration of Agak Agak.
  • Restaurant doors to the public 1st November 2016 and our Financial KPI include breaking even and covering cost of the running and operations as well as the program in March 2017.
  • Open Book Finance - Adherence to the Agak Agak Initiative Financial Model

Our Financial Distribution Model

Our Financial Distribution Model – Admin and Operations
40% of our budget is set aside to pay for maintain excellent daily running’s and operations for our Social Enterprise. This amount includes Human Resources, Admin, Purchasing and Finance activities and most importantly ensuring the foundations of the business is solid

Our Financial Distribution Model – Infrastructure
25% of the budget will be utilized to ensure we have a solid infrastructure for our training ground. Meaning that we will have adequately functioning kitchen, eatery and kitchen equipment to utilize to train our apprentices.

Our Financial Distribution Model - Program
35% of the budget is set to develop, prepare and execute the program whilst covering various other activities such as recruitment, selection and onboarding the apprentices. This budget will also go towards the training and development of the apprentices throughout their time with Agak Agak.

Our Financial Distribution Model - Reinvestment

40% of all profits made will be funneled back into Agak Agak for program and training centre improvements through new equipment acquirement, additional program improvements, trainer’s fees, bonuses for high performing apprentices, and remunerations and to encourage entrepreneurship initiatives for graduating apprentices.

Inclusiveness and Equitable
We work in an inclusive and equitable manner. We make conscious efforts to engage partners, supporters and community to ensure the quality of our eatery and apprenticeship program is up to the standards we wish to uphold to make the impact that we want to make. We do this by consistently asking for feedback and having sharing/round table discussions and talks.