Job training and apprenticeship programs
Filter results by
Search HelpKeyword(s)
Type
Geography
Survey or statistical program
- Registered Apprenticeship Information System (43)
- National Apprenticeship Survey (21)
- Adult Education and Training Survey (3)
- Access and Support to Education and Training Survey (3)
- Canadian Survey on Disability (2)
- Labour Force Survey (2)
- Survey of Advanced Technology (2)
- Programme for the International Assessment of Adult Competencies (2)
- Youth in Transition Survey (2)
- Postsecondary Student Information System (2)
- Canadian Survey on Business Conditions (2)
- Workplace and Employee Survey (1)
- Canadian Community Health Survey - Annual Component (1)
- Survey of Literacy Skills Used in Daily Activities (1)
- National Graduates Survey (1)
- Programme for International Student Assessment (1)
- Longitudinal and International Study of Adults (1)
- Survey of Innovation and Business Strategy (1)
- National Household Survey (1)
Results
All (126)
All (126) (0 to 10 of 126 results)
- Table: 33-10-0302-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: OccasionalDescription: Percentage of enterprises that arranged training or development activities to employees, by North American Industry Classification System (NAICS) code and enterprise size, based on a one-year observation period. Training and development activities include job specific training, managerial training, training in new technology, training in new business practices, training in international business, digital skill training, data literacy skill training, coaching and mentoring for employees, and other training or development.Release date: 2024-04-30
- 2. Workplace training for persons with disabilities, aged 15 years and over, by age group and genderTable: 13-10-0885-01Geography: CanadaFrequency: Every 5 yearsDescription: Differences in the number and proportion of persons with disabilities who participated in workplace training, by province and territories (grouped), age group and gender, Canada.Release date: 2024-03-28
- Data Visualization: 71-607-X2021018Description: A data visualization tool to help understand trends and patterns in Canadian apprenticeship longitudinal indicatorsRelease date: 2023-12-14
- Table: 37-10-0194-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Cross-sectional income data are reported in 2018 constant dollars as two measures, including and excluding those with self-employment income. Data are available for selected trades, by sex and type of certification, for Canada, provinces, and the Atlantic region.Release date: 2023-12-14
- Table: 37-10-0195-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Longitudinal income data are reported in 2018 constant dollars as two measures, including and excluding those with self-employment income. Data are available for selected trades, by sex and type of certification, for Canada, provinces, and the Atlantic region.Release date: 2023-12-14
- Table: 37-10-0204-01Geography: Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Mobility indicators are available for the following trade groups: selected 15 Red Seal trades, other Red Seal trades, all Red Seal trades, non-Red Seal trades and all trades. The size and direction of journeyperson movements are reported one and three years after certification, by mode of certification and type of mobility. Data on cohort size, median age at certification, tax filers, and the number of journeypersons who filed tax in the province of certification are also available.Release date: 2023-12-14
- 7. Net mobility indicators of newly certified journeypersons, one and three years after certificationTable: 37-10-0205-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Mobility indicators are available for selected trades and trade groups, by mode of certification and type of measurement. These indicators include journeypersons who did not move from the province of certification (absence of mobility), those who moved (out), the province or grouped territories they moved (in) and differences between these two indicators (net), by type of mobility, one and three years after certification. The size and median age of cohorts at certification, as well as the number of tax filers contributing to these estimates are also provided.Release date: 2023-12-14
- Data Visualization: 71-607-X2020016Description:
This interactive tool details the number of registered apprentices, certifications and trade qualifiers by reference year, province and territory, sex and by trade.
Release date: 2023-12-05 - Table: 37-10-0089-01Geography: Canada, Province or territoryFrequency: AnnualDescription: Count of all certificates by age groups, sex, major trade groups, apprentice or trade qualifier indicator, red seal or non-red seal indicator for Canada, provinces and territories for the most recent five years OR data is available historically since 1991.Release date: 2023-12-05
- Table: 37-10-0137-01Geography: Canada, Province or territoryFrequency: AnnualDescription:
Number of apprenticeship program registrations in the top eleven Red Seal trades in 2014 by age group, sex and registration status, Canada, provinces and territories.
Release date: 2023-12-05
- Previous Go to previous page of All results
- 1 (current) Go to page 1 of All results
- 2 Go to page 2 of All results
- 3 Go to page 3 of All results
- 4 Go to page 4 of All results
- 5 Go to page 5 of All results
- 6 Go to page 6 of All results
- 7 Go to page 7 of All results
- ...
- 13 Go to page 13 of All results
- Next Go to next page of All results
Data (42)
Data (42) (0 to 10 of 42 results)
- Table: 33-10-0302-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: OccasionalDescription: Percentage of enterprises that arranged training or development activities to employees, by North American Industry Classification System (NAICS) code and enterprise size, based on a one-year observation period. Training and development activities include job specific training, managerial training, training in new technology, training in new business practices, training in international business, digital skill training, data literacy skill training, coaching and mentoring for employees, and other training or development.Release date: 2024-04-30
- 2. Workplace training for persons with disabilities, aged 15 years and over, by age group and genderTable: 13-10-0885-01Geography: CanadaFrequency: Every 5 yearsDescription: Differences in the number and proportion of persons with disabilities who participated in workplace training, by province and territories (grouped), age group and gender, Canada.Release date: 2024-03-28
- Data Visualization: 71-607-X2021018Description: A data visualization tool to help understand trends and patterns in Canadian apprenticeship longitudinal indicatorsRelease date: 2023-12-14
- Table: 37-10-0194-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Cross-sectional income data are reported in 2018 constant dollars as two measures, including and excluding those with self-employment income. Data are available for selected trades, by sex and type of certification, for Canada, provinces, and the Atlantic region.Release date: 2023-12-14
- Table: 37-10-0195-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Longitudinal income data are reported in 2018 constant dollars as two measures, including and excluding those with self-employment income. Data are available for selected trades, by sex and type of certification, for Canada, provinces, and the Atlantic region.Release date: 2023-12-14
- Table: 37-10-0204-01Geography: Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Mobility indicators are available for the following trade groups: selected 15 Red Seal trades, other Red Seal trades, all Red Seal trades, non-Red Seal trades and all trades. The size and direction of journeyperson movements are reported one and three years after certification, by mode of certification and type of mobility. Data on cohort size, median age at certification, tax filers, and the number of journeypersons who filed tax in the province of certification are also available.Release date: 2023-12-14
- 7. Net mobility indicators of newly certified journeypersons, one and three years after certificationTable: 37-10-0205-01Geography: Canada, Geographical region of Canada, Province or territoryFrequency: AnnualDescription: Mobility indicators are available for selected trades and trade groups, by mode of certification and type of measurement. These indicators include journeypersons who did not move from the province of certification (absence of mobility), those who moved (out), the province or grouped territories they moved (in) and differences between these two indicators (net), by type of mobility, one and three years after certification. The size and median age of cohorts at certification, as well as the number of tax filers contributing to these estimates are also provided.Release date: 2023-12-14
- Data Visualization: 71-607-X2020016Description:
This interactive tool details the number of registered apprentices, certifications and trade qualifiers by reference year, province and territory, sex and by trade.
Release date: 2023-12-05 - Table: 37-10-0089-01Geography: Canada, Province or territoryFrequency: AnnualDescription: Count of all certificates by age groups, sex, major trade groups, apprentice or trade qualifier indicator, red seal or non-red seal indicator for Canada, provinces and territories for the most recent five years OR data is available historically since 1991.Release date: 2023-12-05
- Table: 37-10-0137-01Geography: Canada, Province or territoryFrequency: AnnualDescription:
Number of apprenticeship program registrations in the top eleven Red Seal trades in 2014 by age group, sex and registration status, Canada, provinces and territories.
Release date: 2023-12-05
Analysis (75)
Analysis (75) (60 to 70 of 75 results)
- 61. Training as a Human Resource Strategy: The Response to Staff Shortages and Technological Change ArchivedArticles and reports: 11F0019M2001154Geography: CanadaDescription:
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 - 62. Innovation and Training in New Firms ArchivedArticles and reports: 11F0019M2000123Geography: CanadaDescription:
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 - 63. Innovation, Training and Success ArchivedArticles and reports: 11F0019M1999137Geography: CanadaDescription:
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 - 64. An international comparison of employee training ArchivedArticles and reports: 75-001-X19980013595Geography: CanadaDescription:
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 - Journals and periodicals: 89F0096XGeography: CanadaDescription:
These highlights provide a brief summary of the report 'Employee training: an international perspective', the latest monograph released using data from the International Adult Literacy Survey. The report provides new insights into training issues in seven countries: Canada, the United States, Switzerland, the Netherlands, Poland, Germany and Sweden. The study examines full-time paid workers between the ages of 25 and 60, who had been employed for at least 42 weeks in the 12 months preceding the survey (about nine months in the previous year). (Although the self-employed account for a growing share of the work force, they are not included in the analysis.)
Release date: 1997-12-16 - 66. Employee Training: An International Perspective ArchivedArticles and reports: 89-552-M1997002Geography: CanadaDescription:
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 - 67. Job-related education and training - Who has access? ArchivedArticles and reports: 81-003-X19970013089Geography: CanadaDescription:
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 - Articles and reports: 11F0019M1995086Geography: CanadaDescription:
This study examines the factors influencing a firm's decision to train, using data taken from several recent Statistic Canada surveys that explore advanced technology use by Canadian manufacturing plants. Advanced technology adoption has been both rapid and pervasive, leading to concerns about whether technology use is associated with an increase or a decrease in workers' skills. Based on the data collected through two surveys, this paper examines the relationship between technology use and the skill level of workers. It does so by first reporting on the opinions of managers of Canadian manufacturing establishments, who indicate that technology use leads to skill increases. Second, this paper examines the relationship between a plant's decision to train and certain other characteristics of the plant, including its technology use. Third, it investigates the factors related to the location of training in order to determine whether the training done by plants imparts primarily generic skills or plant-specific skills. Finally, it reports on survey results that show plants that introduced new technologies had to increase their expenditures for training.
Release date: 1995-11-30 - Articles and reports: 75-001-X19950031638Geography: CanadaDescription:
Does graduation from a university co-op program provide advantages in the job market? A comparison of graduates of university co-op programs with their non co-op counterparts.
Release date: 1995-09-05 - 70. Human Capital Development and Innovation: The Case of Training in Small and Medium Sized Firms ArchivedArticles and reports: 11F0019M1995074Geography: CanadaDescription:
This study examines the characteristics of small and medium-sized firms that perform training. It uses data taken from a recent Statistics Canada survey that permit firms' training decisions to be analyzed within the broader context of their many activities and strategies.
The study finds strong evidence for the hypothesis that human capital development facilitated by training is complementary to innovation and technological change. Training incidence is found to be closely related to the importance that a firm gives to research and development, the use of new technologies, and numerous other strategies that are related to innovation. Training is also greater where a firm emphasizes quality and a comprehensive human-resource strategy. The results point to the inherent complementarity of technology and human resources policy.
Release date: 1995-03-30
- Previous Go to previous page of Analysis results
- 1 Go to page 1 of Analysis results
- 2 Go to page 2 of Analysis results
- 3 Go to page 3 of Analysis results
- 4 Go to page 4 of Analysis results
- 5 Go to page 5 of Analysis results
- 6 Go to page 6 of Analysis results
- 7 (current) Go to page 7 of Analysis results
- 8 Go to page 8 of Analysis results
- Next Go to next page of Analysis results
Reference (9)
Reference (9) ((9 results))
- Classification: 12-590-XDescription:
The Classification of Instructional Programs (CIP) is used for classifying instructional programs according to field of study. CIP was originally created by the National Center for Education Statistics (NCES) in the United States. It is a hierarchical classification. The classification provides a detailed description of each instructional program class together with illustrative examples of the types of instructional programs found in that class. Illustrative examples are also provided of closely related programs that are classified elsewhere. In addition, the classification includes an introduction to CIP and an alternative structure for the aggregation of field of study data. CIP has a ten-year revision cycle.
Release date: 2022-11-08 - Surveys and statistical programs – Documentation: 37-20-00012022006Description:
This 2021 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: 2022-09-27 - Surveys and statistical programs – Documentation: 37-20-00012021003Description:
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 2019 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: 2021-06-24 - Surveys and statistical programs – Documentation: 37-20-00012020005Description:
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 pathways of newly registered journeypersons by cohort size and selected trades, for Canada, all provinces and for grouped territories.
Release date: 2020-12-09 - Surveys and statistical programs – Documentation: 37-20-00012020001Description:
This technical reference guide is intended for users of the Education and Labour Market Longitudinal Platform (ELMLP). The data for the products associated with this release are derived from integrating the Registered Apprenticeship Information System (RAIS) 2008 to 2017 data with other administrative data on earnings. Statistics Canada has derived a series of indicators on educational pathways and labour market outcomes for registered apprentices by select trades, cohorts of apprentices, by sex, for Canada, all provinces, the Atlantic region, and for grouped territories.
Release date: 2020-03-16 - Surveys and statistical programs – Documentation: 3142Description: The objective of this survey is to gather information on enrolments in trade/vocational training programs offered by community colleges and related institutions in Canada.
- Surveys and statistical programs – Documentation: 3154Description: The survey compiles data on the number of registered apprentices taking in-class and/or on-the-job training in trades that are either Red Seal or non-Red Seal and where apprenticeship training is either compulsory or voluntary. It also compiles data on the number of provincial and interprovincial certificates granted to apprentices or trade qualifiers (challengers).
- Surveys and statistical programs – Documentation: 3160Description: There is a critical need in Canada for highly skilled tradespeople. Apprenticeships in trades are a major source of skilled workers for the Canadian economy. The National Apprenticeship Survey collects information to understand apprenticeship-related issues. This includes the factors that affect apprentices' completion and certification before, during and after their involvement with their apprenticeship.
- Surveys and statistical programs – Documentation: 3842Description: This survey, which was conducted in 1985, 1986, 1987, 1988 and 1989, identified the number of Alberta-registered apprentices and Alberta-certified journeymen who were active in their trade, as well as the trades in which they were active. The 1989 survey also identified the number of apprentices and journeymen willing to work fewer hours per week at the same hourly rate but with an equal reduction in pay and benefits.
- Date modified: