Job training and apprenticeship programs

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  • 1. Training participation, 2022
    Articles and reports: 14-28-0001202300100010
    Description: In the publication Quality of Employment in Canada, the Training participation indicator is the number of workers aged 25 to 64 who received job-related nonformal education and training in the last 12 months, expressed as a percentage of all workers in that age group.
    Release date: 2023-06-13
  • 2. Labour market outcomes of Indigenous journeypersons in Canada
    Articles and reports: 81-595-M2022001
    Description: This study analyses the representation of First Nations people, Métis and Inuit journeypersons in the skilled trades population and their labour market outcomes in term of earnings comparatively to the rest of journeyperson population.
    Release date: 2023-03-13
  • 3. Earnings indicators for certified journeypersons in Canada, 2020
    Articles and reports: 37-20-00012023003
    Description: This technical reference guide is intended for users of the Education and Labour Market Longitudinal Platform (ELMLP). The data products associated with this release are derived from integrating the longitudinal Registered Apprenticeship Information System (RAIS) with other administrative data. Statistics Canada has derived a series of indicators on the earnings of newly registered journeypersons by cohort size and selected trades, for Canada, all provinces and for grouped territories.
    Release date: 2023-03-13
  • 4. Indicators on the interprovincial and territorial mobility of certified journeypersons, 2020
    Articles and reports: 37-20-00012023004
    Description: This technical reference guide is intended for users of the Education and Labour Market Longitudinal Platform (ELMLP). The data products associated with this release are derived from integrating the longitudinal Registered Apprenticeship Information System (RAIS) data with other administrative data. Statistics Canada has derived a series of indicators on the pathways of newly registered journeypersons by cohort size and selected trades, for Canada, all provinces and for grouped territories.
    Release date: 2023-03-13
  • 5. Educational pathways of individuals who discontinue their apprenticeship programs
    Articles and reports: 81-595-M2022006
    Description:

    Using data from the Education and Labour Market Longitudinal Platform (ELMLP), this study looks at those apprentices who registered between 2008 and 2010 and discontinued their programs within six years of registration. Their future interactions with the Canadian post-secondary education system, up to 2020, are then profiled.

    Release date: 2022-09-27
  • 6. Enrolment of British Columbia high school graduates with special education needs in postsecondary education and apprenticeship programs: A case study of the class of 2009/2010
    Articles and reports: 81-595-M2021001
    Description:

    This is the first research paper by Statistics Canada using high school administrative data from the British Columbia (BC) Ministry of Education integrated with the Education and Labour Market Longitudinal Platform. It builds upon BC’s Student Transitions Project to answer the questions: Are high school graduates with certain types of special education needs less likely to attend postsecondary education than graduates without special education needs? Are graduates with certain types of special education needs more likely to delay entering postsecondary education than graduates without special education needs? If so, does the gap in enrolment close over time? Finally, this paper will examine whether graduates with certain types of special education needs are more or less likely to enter specific educational qualifications than graduates without special education needs within six years of graduating from high school.

    Release date: 2021-05-03
  • 7. Earnings indicators for certified journeypersons in Canada, 2008 to 2018
    Articles and reports: 37-20-00012021001
    Description:

    This technical reference guide is intended for users of the Education and Labour Market Longitudinal Platform (ELMLP). The data products associated with this release are derived from integrating the longitudinal Registered Apprenticeship Information System (RAIS) 2008 to 2018 data with other administrative data. Statistics Canada has derived a series of indicators on the earnings of newly registered journeypersons by cohort size and selected trades, for Canada, all provinces and for grouped territories.

    Release date: 2021-03-10
  • 8. Factors associated with the completion of apprenticeship training in Canada
    Articles and reports: 75-006-X202000100008
    Description:

    Apprenticeship training is the key pathway for an individual to become a skilled tradesperson in Canada. This study uses data from the Education and Labour Market Longitudinal Platform from 2008 to 2016 to examine which factors affect the certification rates of registered apprentices in Canada, including the impact of employment conditions during on-the-job training.

    Release date: 2020-12-09
  • 9. An exploration of work, learning, and work-integrated learning in Canada using the Longitudinal and International Study of Adults
    Articles and reports: 89-648-X2020001
    Description:

    This study examines the relationship between work, learning, and work-integrated learning for the 2012 Canadian population that graduated between 2012 and 2016 using new data from the Longitudinal and International Study of Adults.

    Release date: 2020-05-25
  • 10. How Do Women in Male-dominated Apprenticeships Fare in the Labour Market? Archived
    Articles and reports: 11F0019M2019008
    Description:

    Increasing women’s participation in male-dominated trades has been identified as a means of improving the supply of skilled tradespersons in Canada, creating a more diverse workforce, and increasing women’s wages. However, little information exists about women’s decision to enter male-dominated apprenticeship programs and their subsequent labour market outcomes. This study addresses both information gaps by examining the characteristics associated with women selecting male-dominated apprenticeship programs and their labour market outcomes relative to men who selected the same types of programs.

    Release date: 2019-03-13
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  • 41. New Evidence on the Determinants of Training in Canadian Business Locations Archived
    Articles and reports: 71-584-M2003005
    Geography: Canada
    Description:

    This paper studies the determinants of worker and workplace participation in training. It also present an analysis of the proportion of employees trained to evaluate the level of commitment of the employer to training.

    Release date: 2003-05-06
  • 42. Unions and training: a study based on the Adult Education and Training Survey Archived
    Articles and reports: 81-003-X20020016465
    Geography: Canada
    Description:

    This article explores the effects of unions on the incidence of job-related training, as well as the role unions play in influencing who pays for job-related training.

    Release date: 2003-02-17
  • 43. Barriers to job-related training Archived
    Articles and reports: 75-001-X20021036210
    Geography: Canada
    Description:

    This article examines barriers to job-related training, the groups that experience these obstacles and whether access to training has improved over time.

    Release date: 2002-03-20
  • 44. Liberal arts degrees and the labour market Archived
    Articles and reports: 75-001-X20010075883
    Geography: Canada
    Description:

    This paper describes the incidence of training activity and the duration of training episodes during the 1990s among adult Canadians who were not full- or part-time students.

    Release date: 2001-09-12
  • 45. Training as a Human Resource Strategy: The Response to Staff Shortages and Technological Change Archived
    Articles and reports: 11F0019M2001154
    Geography: Canada
    Description:

    This paper examines the ways that innovation status as opposed to technology use affects the training activities of manufacturing plants. It examines training that is introduced as a response to specific skill shortages versus training that is implemented in response to the introduction of advanced equipment.

    Advanced technology users are more likely to have workers in highly skilled occupations, to face greater shortages for these workers, and they are more likely to train workers in response to these shortages than are plants that do not use advanced technologies.

    The introduction of new techniques is also accompanied by differences in the incidence of training, with advanced technology users being more likely to introduce training programs than non-users. Here, innovation status within the group of technology users also affects the training decision. In particular, innovating and non-innovating technology users diverge with regards to the extent and nature of training that is undertaken in response to the introduction of new advanced equipment. Innovators are more likely to provide training for this purpose and to prefer on-the-job training to other forms. Non-innovators are less likely to offer training under these circumstances and when they do, it is more likely to be done in a classroom, either off-site or at the firm.

    These findings emphasize that training occurs for more than one reason. Shortages related to insufficient supply provide one rational. But it is not here that innovative firms stand out. Rather they appear to respond differentially to the introduction of new equipment by extensively implementing training that is highly firm-specific. This suggests that innovation requires new skills that are not so much occupation specific (though that is no doubt present) but general cognitive skills that come from operating in an innovative environment that involves improving the problem-solving capabilities of many in the workforce. These problem-solving capabilities occur in a learning-by-doing setting with hands on experience.

    Release date: 2001-04-04
  • 46. Innovation and Training in New Firms Archived
    Articles and reports: 11F0019M2000123
    Geography: Canada
    Description:

    Recent studies have demonstrated the quantitative importance of entry, exit, growth and decline in the industrial population. It is this turnover that rewards innovative activity and contributes to productivity growth.

    While the size of the entry population is impressive - especially when cumulated over time - the importance of entry is ultimately due to its impact on innovation in the economy. Experimentation is important in a dynamic, market-based economy. A key part of the experimentation comes from entrants. New entrepreneurs constantly offer consumers new products both in terms of the basic good and the level of service that accompanies it.

    This experimentation is associated with significant costs since many entrants fail. Young firms are most at risk of failure; data drawn from a longitudinal file of Canadian entrants in both the goods and service sectors show that over half the new firms that fail do so in the first two years of life. Life is short for the majority of entrants. Only 1 in 5 new firms survive to their tenth birthday.

    Since so many entrants fall by the wayside, it is of inherent interest to understand the conditions that are associated with success, the conditions that allow the potential in new entrepreneurs to come to fruition. The success of an entrant is due to its choosing the correct combination of strategies and activities. To understand how these capabilities contribute to growth, it is necessary to study how the performance of entrants relates to differences in strategies and pursued activities.

    This paper describes the environment and the characteristics of entrants that manage to survive and grow. In doing so, it focuses on two issues. The first is the innovativeness of entrants and the extent to which their growth depends on their innovativeness. The second is to outline how the stress on worker skills, which is partially related to training, complements innovation and contributes to growth.

    Release date: 2000-12-08
  • 47. Innovation, Training and Success Archived
    Articles and reports: 11F0019M1999137
    Geography: Canada
    Description:

    This paper describes the evidence that several Statistics Canada studies have developed on the importance of innovation to growth and the need for highly skilled workers in the innovation process. Rather than focusing on broad industry aggregates as is often done, we concentrate our attention on firms and their behaviour. This allows us to investigate the connection between the success of businesses and the strategies that they pursue.

    We find that the more successful firms attribute their success to having developed competencies in a wide range of areas-but that the common factor that most frequently distinguishes faster from slower growing firms is innovation. Innovators in turn place greater emphasis on training and acquiring skilled workers.

    The studies also show that the emphasis on highly skilled workers varies across industries. In goods industries, a training strategy complements an innovation strategy that focuses on R&D, the adoption of new advanced technologies, or the development of new processes. Small firms that are innovative train their workers when they introduce new machinery and equipment. In the service sector, the innovation strategy relies less on new capital and more on new skills embodied in the workforce. Here there is evidence that a training strategy, by itself, has more impact on the success of a firm-probably because it is more likely to be the innovation strategy of the firm.

    Release date: 1999-11-30
  • 48. An international comparison of employee training Archived
    Articles and reports: 75-001-X19980013595
    Geography: Canada
    Description:

    Important literacy and training questions can now be addressed without being hampered by a lack of comparable training data. Based on the International Adult Literacy Survey, this article looks at employee training in seven countries, including Canada. Training effort, sources of support, motivation, and characteristics of trainees are examined.

    Release date: 1998-03-25
  • 49. Employee Training: An International Perspective Archived
    Articles and reports: 89-552-M1997002
    Geography: Canada
    Description:

    This paper examines full-time paid workers between the ages of 25 and 60 in Canada, the United States, Switzerland, the Netherlands, Poland, Germany and Sweden.

    Release date: 1997-12-12
  • 50. Job-related education and training - Who has access? Archived
    Articles and reports: 81-003-X19970013089
    Geography: Canada
    Description:

    This article focuses on the incidence of job-related education and training among the population and among workers, differentiating whether or not the training activities were employer-supported. It also explores the likelihood of receiving job-related education and training in 1993 using two complementary statistical approaches: first, a direct reading of the distribution of participants in education and training compared with the distribution of the population, divided by major characteristics; and, second, the use of a statistical technique (logistic regression) that considers each characteristic while taking others into account. In the analysis, several characteristics were retained: four demographic characteristics (sex, age, educational attainment and province of residence) and seven labour market variables (labour market status, occupation, industry, job tenure, company size, total income and union status). (For the logistic regression analysis, all these variables were decomposed into a series of dichotomous variables).

    Release date: 1997-05-30
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