Profile of Participants - Interprovincial Standards …Profile of Apprentices vi The probability of completion is related to a large number of factors, including age, gender, education

National Apprenticeship Survey 2007

Profile of Participants

Robert Crocker

Atlantic Evaluation and Research Consultants

Trent Craddock Marjorie Marcil John Paraskevopoulos Human Resources and Skills Development Canada

December 2010


Profile of Apprentices iii

The Canadian Council of Directors of Apprenticeship would like to thank the

authors, Robert Crocker, Trent Craddock, Marjorie Marcil and John

Paraskevopoulos, as well as Human Resources and Skills Development

Canada for making this report possible. The opinions and interpretations in this

publication are those of the authors and do not necessarily reflect those of the

Government of Canada.



Executive Summary

This report is one of a series based on analysis of data from the 2007 National

Apprenticeship Survey. Its purpose is to extend the scope of an initial national

overview (Statistics Canada, 2008) and a parallel set of provincial reports, by

including more detail on the entry characteristics, apprenticeship experiences,

exit characteristics and labour market activities of the populations included in

the survey. In addition to giving a national overview of these features, this report

also presents comparative results by major trade group (the top 10 trade

groups)1 and by jurisdiction (provinces and territories).

The summary section (Section 7) gives a tabular summary of both the national

and the comparative results. Underlying the many detailed results are several

general threads. Some of these may help answer questions of interest to policy-

makers, while others raise further questions. A qualitative summary of the main

findings is given below. In this case, variations across trade groups and

jurisdictions are noted, but the specific groups or jurisdictions are not identified.

Interested readers should consult the charts or the summary tables for this

information.

The average age of entry to apprenticeship is close to 26 years. This

suggests that apprenticeship is not the first training or work activity

considered by most of those who do eventually register.However, the

results do not reveal why this is so.

Most apprentices register after working or attending school. In general,

registration in apprenticeship does not seem to be a response to

unemployment before entry.

Many of the groups that are generally considered disadvantaged in the

labour market (particularly women, immigrants and visible minorities and

persons with disabilities) are under-represented in apprenticeship. The

notable exception is persons of Aboriginal background, where the

proportion of apprentices is similar to that for the population as a

whole.The picture for this group might look slightly different if age

distributions were to be considered, as the Aboriginal population is

younger on average than the general population.

1 The ten top trade groups, in order of total numbers are electricians, carpenters/cabinet

makers, automotive services, plumbers/pipefitters/steamfitters, hairstylists/estheticians, machinists, heavy duty equipment mechanics, welders, millwrights, and food services. For summary purposes, the names of combined trades are abbreviated to carpenters, hairstylists and plumbers.


Profile of Apprentices iv

Women tend to be concentrated in two trade groups, hairstyling and food

services.Other groups examined do not show such strong concentration

in specific trades.

Interest in the trade is the main reason for registration. However, there

are wide differences across trades and jurisdictions in the range of

reasons given.For example, having the trade as a hobby is common

forhairstylists and automotive services apprentices, while the expectation

of a better job or better pay is more prominent for welders and plumbers.

A relatively high proportion of apprentices have had parents or other

relatives in the trades, suggesting an intergenerational aspect to trades

work. The results do not indicate whether the influence of this factor is

stronger for the trades than for other occupations.

Some apprentices take technical training before registration but most

take it after (the combination of the two was not examined). There are

wide variations across trade groups and jurisdictions in the proportions of

apprentices using each of these routes.

Apprentices take technical training primarily through community colleges.

Specialized vocational, trades and apprenticeship schools account for a

somewhat smaller proportion, while private colleges account for the

smallest proportion in all trade groups except hairstylist; in that trade,

these institutions account for about half the training. There are wide

variations across trade groups and jurisdictions in the percentages using

community colleges and specialized institutions. Although the overall role

of private colleges is small, it also varies across jurisdictions.

Most respondents rated their technical training as excellent or good, and

relatively few find the training difficult.

Employment Insurance (EI) and employment income are the largest

sources of financial support for apprentices while enrolled in technical

training. However, the use of EI varies widely across trades and

jurisdictions.

Most apprentices defined as long-term continuers had worked as

apprentices in the week before the survey. Again, this proportion varies

fairly widely across trade groups and jurisdictions.

Only a small percentage had worked as apprentices outside their

province of registration, again with significant variations across trade

groups and jurisdictions.


Profile of Apprentices v

Responses to the on-the-job component of training are generally quite

positive. On the question of whether the training covered sufficient tasks

to prepare apprentices for the certification exam, differences among

trade groups are greater than those among jurisdictions, suggesting that

difficulties in this area may be trade specific.

Most completers and discontinuers reported that they were employed at

the time of the survey. It should be kept in mind that the survey was

conducted at a time of high employment and the effect of the subsequent

recession on employment in the trades cannot be determined from the

study.

Average hourly wages and annual incomes for completers were in the

range of $28 per hour and $59,000 per year, respectively, at the time of

the survey. The comparable figures for discontinuers indicate an

observed2 hourly wage premium of 10% and an annual income premium

of 13% for completers. The largest difference in labour market outcomes

between completers and discontinuers is in the proportions who were

working in their trade (57% for completers, compared to 18% for

discontinuers) at the time of the survey.

Employment rates and incomes vary across jurisdictions and more

strongly across trade groups.

Time to completion is generally longer than the nominal duration of

apprenticeship programs. This seems to be more related to employment

than to other factors, with jurisdictional differences following the pattern

of employment rates.

Similarly, the main reasons for discontinuation and the barriers to

completion of apprenticeship seem to be job related. However, no single

reason stands out as dominant in a way that would suggest an

appropriate policy response designed to reduce the incidence of

discontinuation.

Sixty percent of long-term continuers reported that they had actually met

minimum requirements for completion. According to the definition of

completion, this group should have been classified as completers.

However, these individuals may not have written or passed the

certification exam, so they may consider themselves as continuing their

apprenticeship until they are certified.

2 The observed difference is the absolute difference in incomes between the two groups,

without controlling for other variables, such as age or education, that may influence the difference. Other studies in this series examine labour market outcomes in greater detail, with controls for other relevant variables.


Profile of Apprentices vi

The probability of completion is related to a large number of factors,

including age, gender, education level, disability and quality of on-the-job

training. Again, however, none of these factors seems to be decisive or

dominant.

Most of the respondents are in Red Seal trades and most completers

hold Red Seal endorsement.



Table of Contents

Executive Summary ........................................................................................... iii

Acknowledgements ............................................................................................ iii

Foreword ............................................................................................................ iv

Statistical Notes ................................................................................................. vi

1 Introduction .............................................................................................. 1 1.1 Purpose .................................................................................................... 1 1.2 Background .............................................................................................. 1 1.3 The 2007 NAS.......................................................................................... 2 1.4 Research Questions ................................................................................. 5

2 Entry Characteristics and Experience ...................................................... 6 2.1 Age at Registration ................................................................................... 6 2.2 Education Levels ...................................................................................... 7 2.3 Other Demographic Characteristics ......................................................... 7 2.4 Reasons for Not Registering Earlier ......................................................... 8 2.5 Reasons for and Influences on Registration ............................................ 9 2.6 Previous Work Experience and Credit ................................................... 11 2.7 Barriers to Entry ..................................................................................... 12

3 The Apprenticeship Experience ............................................................. 13 3.1 Technical Training .................................................................................. 13 3.2 On-the-Job Training ............................................................................... 15 3.3 Mobility ................................................................................................... 18

4 Apprenticeship Completion .................................................................... 20 4.1 Overview ................................................................................................ 20 4.2 Apprenticeship Status Groups ............................................................... 21 4.3 Time in the Program and Time to Complete .......................................... 22 4.4 Discontinuation....................................................................................... 23 4.5 Completion by Age of Registration ......................................................... 25 4.6 Completion by Education Level .............................................................. 26 4.7 Completion by Selected Demographic Factors ...................................... 26 4.8 Completion by Other Entry Characteristics ............................................ 27 4.9 Completion by Technical Training .......................................................... 28 4.10 On-the-Job Training Factors Related to Completion .............................. 29 4.11 Certification ............................................................................................ 30 4.12 Labour Market Activities ......................................................................... 32



5 Profile by Trade Group ........................................................................... 35 5.1 Definition of Trade Groups ..................................................................... 35 5.2 Age of Registration by Trade Group ....................................................... 36 5.3 Education Levels by Trade Group .......................................................... 37 5.4 Demographic Characteristics by Trade Group ....................................... 38 5.5 Reasons for Registering and Influences on Registration

by Trade Group ...................................................................................... 39 5.6 Technical Training by Trade Group ........................................................ 41 5.7 On-the-Job Training by Trade Group ..................................................... 45 5.8 Labour Market Outcomes by Trade Group ............................................. 47 5.9 Time to Completion by Trade Group ...................................................... 49

6 Profile by Jurisdiction ............................................................................. 51 6.1 Age at Registration by Jurisdiction ......................................................... 52 6.2 Education Levels by Jurisdiction ............................................................ 53 6.3 Demographic Characteristics by Jurisdiction ......................................... 54 6.4 Reasons for Registering and Influences on Registration

by Jurisdiction ........................................................................................ 57 6.5 Technical Training by Jurisdiction .......................................................... 58 6.6 On-the-Job Training by Jurisdiction ........................................................ 62 6.7 Labour Market Outcomes by Jurisdiction ............................................... 64 6.8 Average Time to Completion by Jurisdiction .......................................... 66

7 Summary and Conclusions .................................................................... 68 7.1 Summary ................................................................................................ 68 7.2 Conclusions ........................................................................................... 74

References ....................................................................................................... 77

Appendix A: Data Tables .................................................................................. 78

Appendix B: NAS methodology ....................................................................... 106



List of charts and tables

Charts

2.1 Distribution of Age at Registration .......................................................... 6

2.2 Education Levels at Registration ............................................................ 7

2.3 Other Demographic Characteristics of Those Entering

Apprenticeship ....................................................................................... 8

2.4 Antecedents to Registration ................................................................... 9

2.5 Reasons for and Influences on Registration ........................................ 10

2.6 Previous Trade-Related Work Experience and Credit for Prior

Experience ........................................................................................... 11

3.1 Type of Technical Training and Institutional Setting ............................. 14

3.2 Sources of Support for Technical Training ........................................... 14

3.3 Perceptions of the Quality of Technical Training .................................. 15

3.4 Employment Experiences as Apprentices ............................................ 16

3.5 Perceptions of the Quality of On-the-Job Experience .......................... 17

3.6 Obstacles Encountered During Apprenticeship .................................... 18

3.7 Work and Registration Outside Home Province ................................... 19

4.1 Apprenticeship Status at the Time of Survey ....................................... 22

4.2 Time in Program by Apprenticeship Status .......................................... 23

4.3 Main Reasons for Discontinuation ........................................................ 24

4.4 Completion by Age at Registration ....................................................... 25

4.5 Completion by Education Level ............................................................ 26

4.6 Completion by Selected Demographic Factors .................................... 27

4.7 Completion by Other Entry Characteristics .......................................... 28

4.8 Completion by Technical Training ........................................................ 29

4.9 Completion by On-the-Job Training ..................................................... 30

4.10 Attempts at Certification Exam: Those Without Certification ................ 32

4.11 Interprovincial Red Seal Exam ............................................................. 32

4.12 Labour Market Indicators for Completers and Discontinuers



at Time of Survey ................................................................................. 34

4.13 Average Hourly Wages and Annual Incomes for Completers and

Discontinuers ....................................................................................... 35

5.1 Top Ten Trade Groups ......................................................................... 37

5.2 Average Age of Registration by Trade Group ...................................... 38

5.3 Education Levels by Trade Group ........................................................ 39

5.4 Relatives in the Trade by Trade Group ................................................ 41

5.5 Selected Reasons for Registering as an Apprentice

by Trade Group .................................................................................... 42

5.6 Time of Technical Training by Trade Group ......................................... 43

5.7 Type of Technical Training by Trade Group ......................................... 44

5.8 Type of Technical Training Institution by Trade Group ......................... 45

5.9 Quality of Technical Training by Trade Group ...................................... 46

5.10 EI Payments During Technical Training by Trade Group ..................... 47

5.11 On-the-Job Work Experience by Trade Group ..................................... 48

5.12 On the Job Supervision and Preparation for Certification by

Trade Group ......................................................................................... 49

5.13 Percent of Completers and Discontinuers Employed

by Trade Group .................................................................................... 51

5.14 Average Hourly Wage and Annual Income of Completers

and Discontinuers by Trade Group ...................................................... 51

5.15 Time to Completion by Trade Group .................................................... 52

6.1 Average Age of Registration by Jurisdiction ......................................... 54

6.2 Education Levels by Jurisdiction .......................................................... 55

6.3 Percentage of Women by Jurisdiction .................................................. 56

6.4 Aboriginal Apprenticeship and Census Populations by Jurisdiction ..... 57

6.5 Visible Minority Apprenticeship and Census Populations

by Jurisdiction ...................................................................................... 58

6.6 Parents and Other Relatives in the Trade by Jurisdiction .................... 59

6.7 Reasons for Registering in the Trade by Jurisdiction ........................... 60

6.8 Time of Technical Training by Jurisdiction ........................................... 61


Profile of Apprentices v

6.9 Types of Technical Trainingby Jurisdiction .......................................... 62

6.10 Technical Training Institution by Jurisdiction ........................................ 63

6.11 Quality of Technical Training by Jurisdiction ........................................ 64

6.12 On-the-Job Work Experience by Jurisdiction ....................................... 65

6.13 On the Job Supervision and Preparation for Certification by

Jurisdiction ........................................................................................... 66

6.14 Percent of Completers and Discontinuers Employed

by Jurisdiction ...................................................................................... 67

6.15 Average Hourly Wage and Annual Income of Completers

and Discontinuers by Jurisdiction ......................................................... 69

6.16 Average Time to Completion by Jurisdiction ........................................ 69

Tables

7.1 Entry Characteristics ............................................................................ 71

7.2 The Apprenticeship Experience ........................................................... 73

7.3 Completion and Certification ................................................................ 74

7.4 Labour Market Outcomes ..................................................................... 75



Acknowledgements

This report could not have been produced without the cooperation and

assistance of a large number of people. The authors are grateful to all of those

who were involved in the development and production of the National

Apprenticeship Survey and, especially, to the respondents to the survey.

Our thanks also go to Tamara Knighton of the Centre for Educational Statistics,

Statistics Canada for facilitating access to the National Apprenticeship Survey

data and to the members of the National Apprenticeship Survey Research

Advisory Panel for reviewing the report.


Profile of Participants iv

Foreword

The National Apprenticeship Survey (NAS) 2007 looks at factors affecting the

completion, certification and transition of apprentices to the labour market. It

builds on the content and experience gained through two previous surveys on

apprentices, the first completed in 1989 and 1990 and the second in 1994 and

1995. The 2007 survey was a collaborative effort on the part of Human

Resources and Skills Development Canada (HRSDC), apprenticeship

authorities in each of the provinces and territories, and Statistics Canada. The

work was carried out under the guidance of the Canadian Council of Directors

of Apprenticeship (CCDA).

Many academics and stakeholders contributed to the design of the survey

instrument. Most importantly, the survey would not have been possible without

the 30,000 current and former apprentices who took the time to respond to the

survey questionnaire.

Work on the 2007 survey began in 2005. Provincial and territorial governments

provided guidance regarding the kind of information to be collected and relevant

data concerning apprenticeship registrations in their jurisdictions. HRSDC

contributed the financial resources to execute the 2007 NAS and, in its capacity

as a CCDA member, managed the external advisory process necessary to

design the survey. Statistics Canada provided survey design expertise and

administration capabilities to carry out the survey.

A National Overview Report and overview reports for jurisdictions (provinces

and territories) were completed in 2008. Following this, a program of research

was launched to conduct secondary analysis of the survey data and produce

more detailed reports focusing on topics identified by stakeholders as of interest

for apprenticeship policy. This report is one in a series that presents the results

of this work. The following is a full list of the reports in this series:


Profile of Participants v

Author(s) Title

Robert Crocker, Trent Craddock, Marjorie Marcil and John Paraskevopoulos

Profile of Participants

John Alan Brown, Donald Thomas and Robert Crocker

Motivation to Enter Apprenticeship

Benoit Cadieux Factors Influencing Completion of Apprenticeship

Kemi Medu Interprovincial Mobility

Errington Charlton, Rosalyn Hu and Susan Stowe

Perceptions of the Quality of Training

Kristal Hurrell The Impact of Compulsory Certification on Apprenticeship in Canada

Nina Ahmed Labour Market Outcomes of Canadian Apprentices

Nina Ahmed Influence of Labour Market and Economic Conditions on Completion and Long-Term Continuation of Apprenticeship in Canada

Samuel Laryea and Kemi Medu Participation of Women, Immigrants and Aboriginal People in Apprenticeship Programs

HRSDC, the CCDA and Statistics Canada wish to thank all who participated in

developing and responding to the survey.


Profile of Participants vi

Statistical Notes

Samples and sampling error

The results presented in this report are based on samples. Separate samples were selected

for jurisdictions (province or territory), major trade groups and completion status (completer,

discontinuer, long-term continuer).The results from the samples are therefore estimates of

those that would have been achieved had all members of the populations been included in

the survey.The actual results may differ from their population values for a variety of reasons,

including sampling error or unreliability in responses to questionnaire items.This error must

be considered when making inferences from the sample to the population or when making

comparisons across groups.

Standard errors and confidence intervals

A statistic called the standard error is commonly used as the measure of error.Standard

errors may be computed for most statistics such as means or percentages using established

techniques.Standard errors are reported in tables, along with the statistic being reported, to

give a sense of the precision of the statistic.In practice it is more common to represent the

sampling error in terms of a range within which the actual population value is expected to

fall.This range is known as a confidence interval.Confidence intervals are reported as a

number with a ± (plus or minus) sign which represents the range above or below the

reported value in which the population value is expected to be found with a specified level of

probability, typically 95%.This leads to the common expression found in reporting surveys

that a result is accurate within some percentage range (typically 3 to 5%) 95 times out of 100

(or 19 times out of 20).Error computations are based on actual sample sizes as errors are

strongly related to sample size.

Statistical significance

When making comparisons between groups (such as the difference in percentages

employed across trades), the difference is said to be statistically significant if the observed

difference is greater than the sum of the confidence intervals for the groups being compared.

Weights

The ratio of population size to sample size gives a statistic called the weight which is applied

when combining results across groups. This ensures that each population or sub-population

is represented in the combined results in proper proportion to the group size.For example,

large provinces will usually carry larger weights than small provinces. All results given in this

report use weighted data so the results can be said to represent the whole population.


Profile of Participants vii

0 20 40 60 80 100

Group D

Group C

Group B

Group A

Percent

Graphical presentations and error bars

Most of the results in this report are presented as percentages of respondents answering

particular questions and categories within questions.The results are presented mainly in the

form of graphs, designed to give an at-a-glance view of response patterns and, where

appropriate, of differences between groups. On bar graphs, the actual response percentages

are attached to the left side of each bar as shown in the example below.Tables supporting the

graphs are given in the Appendix.

The graphs also allow confidence intervals to be presented as error bars, which consist of

lines on either side of the bar corresponding to the width of the confidence interval.These

error bars are also shown in the example graph.The error bars may be used as a quick guide

to whether the observed differences are statistically significant.If the error bars for any two

groups overlap, the difference between these groups should be considered to be within the

margin of error. If the error bars do not overlap, the difference can be considered statistically

significant.

In this example, Groups A and B are not significantly different from each other because their

error bars overlap. Groups C and D are both significantly different from A and B because the

error bars for each of these pairs do not overlap. Finally, although Groups C and D are, in

percentage terms, more different from each other than Group C is from Group B, Groups C

and D are not significantly different because their error bars are relatively large and

overlapping.

44

59

71

74


Profile of Participants 1

1 Introduction

1.1 Purpose

This report is one in a series of research studies based on analyses of data

from the National Apprenticeship Survey (NAS), 2007. The backdrop to the

series is the increased need for skilled tradespeople in Canada. Recruiting new

apprentices and establishing appropriate conditions to ensure high-quality

training and high levels of apprenticeship completion are among the most

important goals of public policy. The NAS 2007 was designed to provide data

related to these goals.

This report presents a portrait of apprentices and those who had recently

completed apprenticeship in Canada, based on the NAS 2007.The report

examines the demographic characteristics of respondents, factors related to the

decision to register as an apprentice, experiences with the technical and on-the-

job training components of apprenticeship, along with exit characteristics and

outcomes.These are presented initially for the population as a whole and then

for sub-populations based on the major sampling strata of apprenticeship status

at the time of the survey (completer, long-term continuer or discontinuer),

jurisdiction (provinces and territories) and trade group.

1.2 Background

More than two million skilled tradespeople help Canada maintain and build a

strong, competitive economy. Apprenticeship training is the formal method of

acquiring the skills and knowledge necessary to become a credentialed

tradesperson in Canada. Apprenticeship training combines practical on-the-job

training or work experience (typically accounting for 80% to 90% of the

apprenticeship) with formal in-school technical training (typically 10% to 20%).

During the period leading up to the 2007 NAS, Canada experienced many

years of strong economic growth, which led to an increase in labour market

demand for highly skilled and trained tradespeople. In addition to strong

demand, demographic pressures in the skilled trades labour force led to

concerns regarding future labour supply. With the steadily increasing median

age of individuals in the trades, the number of retirements is expected to

increase significantly over the next decade. This has led to concerns about

potential future shortages of workers in the trades.



A key objective of the NAS research program was to broaden the

understanding of apprenticeship so that all stakeholders can work together to

help the apprenticeship system respond to the changing demands of individual

apprentices, employers and the knowledge-based economy.

The NAS Canada Overview Report (Menard, et, al. 2008) provides some basic

information on the demographic characteristics of individuals who undertake

apprenticeship training. This report builds on the Statistics Canada study by

examining key demographic and socio-economic variables nationally and for

the sub-populations identified. In so doing, this report helps deepen our

understanding of those who undertake apprenticeship programs and analyzes

the characteristics of apprentices who complete their apprenticeship versus

those who are long-term continuers and discontinuers.

Most of the results presented in this report are descriptive and comparative

across the main sample strata. Other reports in this series examine specific

issues of policy interest in greater detail. As noted earlier, these include

motivation to enter apprenticeship, mobility of apprentices, factors related to

completion, labour market outcomes, quality of training, trade regulation and the

participation of selected target groups. Readers interested in any of these topics

are referred to these reports.

1.3 The 2007 NAS

The 2007 NAS was a telephone survey done by Statistics Canada to gather

information on the training and employment experiences of apprentices across

Canada. The sample population for the survey was randomly selected from a

list of those registered as apprentices with their provincial or territorial

authorities between 2002 and 2004, and who met the sampling criteria for the

three groups identified below. A total sample of approximately 67,000

respondents was targeted and a sample of 30,572 was achieved.

Survey respondents were selected based on their apprenticeship status in

2002, 2003 or 2004, as reported by provincial or territorial apprenticeship

authorities. Respondents confirmed their apprenticeship status by answering a

set of screening questions at the beginning of the NAS questionnaire. Their

status in 2007 determined the sequence of questions they were subsequently

asked.

It is important to note that the sample coverage for Quebec differs from that for

other provinces. The NAS frame for Quebec consisted mainly of the



construction trades. Only one non-construction trade (industrial electrician) was

available for sampling. Comparisons of results for Quebec with those for other

jurisdictions should be treated with extreme caution unless the same trades are

being compared.

The screening questions used to categorize respondents were designed to help

capture information about the various pathways people follow while pursuing

trade qualifications through apprenticeship programs. While apprenticeship

programs are typically structured with two types of required training (in-class

and on-the-job training), followed by exams and certification, apprenticeship is a

flexible system with many entry points and routes to completion. Some people

work in a trade for a number of years before registering and taking their in-class

training. Others, who have enough work experience, may challenge the

examination withoutregistering as apprentices or completing in-class training,

thus becoming trade qualifiers. This accounts for the presence in the survey

results of less traditional pathways to becoming a journeyperson, such as the

discontinuers with certification.

The last apprenticeship survey, the 1995 National Apprenticed Trades Survey

(NATS), focused only on two groups of apprentices: “completers,” those who

had completed their apprenticeship programs; and “discontinuers,” those who

had dropped out of their programs before completion. The 2007 survey added a

new group of apprentices, “long-term continuers,” comprising those who had

remained in their programs for one and a half times the expected duration or

longer. The purpose of including this group was mainly to try to understand why

some apprentices take longer than the nominal time to complete their

apprenticeship programs. Thus, the three sampled groups are as follows:

long-term continuers: people who were stillregistered apprentices in 2004 and

who had been registered apprentices for more than one and a half the

prescribed duration time required to complete their apprenticeship programs and

who had not earned their certification by 2004

completers: people who had been registered apprentices and had

completed their apprenticeship programs (with or without certification)

between 2002 and 2004

discontinuers—people who had been registered apprentices at some

point in the past and had discontinued their apprenticeship programs

between 2002 and 2004.

Expanding on the previous survey, the 2007 NAS aimed to investigate the

factors affecting apprentices’ completion and certification, and to measure their



transition to the labour market. The specific objectives were to better

understand:

why some registered apprentices do not complete their programs,

how completion affects the labour market outcome of trainees, and

why some apprentices take much longer than expected to complete their

programs.

Between January and May 2007, the survey collected information from the

three groups of apprentices. Each group was asked a common set of questions

as well as a separate set of questions specific to their situations. The questions

focused on the following areas:

Pre-apprenticeship educational, training, and work experiences

Experiences concerning technical training and work as an apprentice

Reasons why discontinuers do not complete their program

Difficulties encountered during apprenticeship

Experience with the certification process

Employment since the apprenticeship program

General social-demographic characteristics

About half of the 1995 questionnaire content was considered still relevant to the

current context of apprenticeship programs and was adapted for use in the

2007 NAS. In addition, the 2007 survey included a component on apprentice

mobility, to respond to the emerging issue of apprentices migrating from one

jurisdiction to another during or after their programs. The 2007 NAS also

included a component to examine the apprenticeship experiences of

newcomers to Canada. More detailed information on the survey methodology

may be found in Appendix B and on the Statistics Canada website

(http://www.statcan.gc.ca/cgi-

bin/imdb/p2SV.pl?Function=getSurvey&SDDS=3160&lang=en&db=imdb&adm=

8&dis=2).

http://www.statcan.gc.ca/cgi-bin/imdb/p2SV.pl?Function=getSurvey&SDDS=3160&lang=en&db=imdb&adm=8&dis=2



1.4 Research Questions

This report addresses the following questions:

What are the basic demographic and entry-level characteristics of

apprentices?

What are the training and employment experiences of apprentices?

What are the exit characteristics and labour market outcomes of

apprentices?

How do these characteristics and experiences differ by apprentice status

at the time of the survey, jurisdiction and trade?

The first three questions are examined at a national level in sections 2, 3 and 4

of the report. Sections 5, 6 and 7 break down selected results by apprenticeship

status (completers, long-term continuers and discontinuers), by jurisdiction

(provinces and territories) and by selected trade groups (usually the top 10

trades in terms of population size). Results are reported by trade and

jurisdiction in separate sections to allow people concerned with specific trades

or with jurisdictional policy to view these results independently of the overall

national results. Because of the large number of possible comparisons, the

latter sections focus mainly on factors for which statistically significant

differences judged to be of policy relevance were found.

2 Entry Characteristics and Experience

2.1 Age at Registration

Chart 2.1 shows the age distribution of respondents at the time of registration in

their apprenticeship program, and the mean and median age of registration.

Several things are apparent from this chart. First, even though entry levels peak

at about 20 years, age of entry is spread over a range almost as wide as a

normal career span. The median age (that at which half of entering apprentices

are both above and below) is approximately 24 years, while the mean (average)

is closer to 26 years. These results suggest that, for most entrants,

apprenticeship is not their first career choice following high school.

Chart 2.1 Distribution of Age at Registration



1

2

3

4

5

6

7

8

9

10

<18 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 ≥49

Perc

ent

Years



2.2 Education Levels

Chart 2.2 shows that a large majority of apprentices had completed at least high

school education before registration. About one-third had participated in some

form of post-secondary education. Relatively few had completed post-

secondary programs.

Chart 2.2 Education Levels at Registration

2.3 Other Demographic Characteristics

Chart 2.3 shows some further demographic characteristics of the respondent

population. Where available, the relevant figures from the 2006 Census are also

given.

This chart shows that women are substantially underrepresented in

apprenticeship, comprising 10% of apprentices compared with their population

representation of 52%. Three other groups—immigrants, visible minorities and

those whose home language is neither English nor French (these groups

overlap considerably)—are also underrepresented, each with about one-third

the numbers expected on the basis of their proportion in the Canadian

population.



Chart 2.3 Other Demographic Characteristics of Those Entering Apprenticeship

Aboriginal people are represented in apprenticeship at about the same level as

their population proportion. Only a small proportion reported that they use both

official languages, either at home or at work. Relatively few apprentices

reported having a disability at the start of their apprenticeship.

2.4 Reasons for Not Registering Earlier

Close to 60% of respondents indicated that they were aware of apprenticeship

while in high school. Nevertheless, the age distribution shows that many

apprentices do not register until they are in their mid-20s or later.

Why is apprenticeship a late-entry field? Respondents’ reasons for not entering

earlier are shown in Chart 2.4. Having a job and attending school are the

dominant reasons. Small proportions of respondents cited lack of knowledge of

and interest in the trades or apprenticeship.

Chart 2.4 also shows what respondents were doing in the 12 months before

they became apprentices. This information is consistent with the previous

results, in that most respondents were either working or in school.

Chart 2.4 Antecedents to Registration

Taken together, these results suggest that many individuals have other priorities

or opportunities in the years right after high school and that they don’t put off

entering apprenticeship primarily because they are unemployed or due to more

specific trades-related factors, such as lack of knowledge or interest.

2.5 Reasons for and Influences on Registration

Whatever their reasons for not entering earlier, the respondents to this survey

did eventually find their way into apprenticeship. The obvious next question,

therefore, is why they decided to register and what influenced that decision.

Chart 2.5 shows responses to some questions on motivation for registering as

an apprentice. These results indicate, first, that a substantial proportion of

respondents had parents, relatives or friends in the trades. While we have no

information on how this compares to other occupations or careers, this does

suggest substantial inter- and intra-generational influence.



44

18

12

5

16

59

68

26

3

0 20 40 60 80

Had a job

Attending school

Did not know what to do

Could not get sponsor/no work available

No knowledge/not interested

Aware of apprenticeship while in HS

Work

Attending school

Unemployed

Re

aso

ns f

or

no

t e

nte

rin

ge

arl

ier

.

Ma

in a

ctivity

in p

revio

us

12 m

on

ths

Percent



Parent

Other relatives

Friends

Interest in the trade

Expected good/better pay

Expected steady job

HS or college program

HS work experience

Knowledge from previous job

Other persons

Hobby

Sig

nific

ant

oth

ers

in

the

trad

eR

easons fo

rre

gis

tration

Influ

ences o

nre

gis

tration

Percent

Chart 2.5 Reasons for and Influences on Registration3

It is clear from the second set of responses that registration is more strongly

influenced by interest in the trade than by the more specific economic

expectations of steady work or better pay. This is important because it suggests

that finding ways to stimulate interest could be a productive means of

encouraging entry into the trades.

Finally, the third set of responses indicates that personal influences from

friends, relatives or others (the latter includes employers, co-workers, unions

and teachers) are stronger than other sources of influence. It is interesting that

previous work experience and having a trade-related hobby are stronger

sources of influence than school or college programs.

3 In many of the charts in this report, percentages across categories for a single question may

add up to more than 100% because multiple responses were permitted. In other cases, the sum is less than 100% because of missing data or because the “other” category was omitted from the chart. This is usually obvious and will not be noted for individual charts.

21

32

37

51

23

16

14

10

28

51

25

0 20 40 60

2.6 Previous Work Experience and Credit

Chart 2.6 shows the percentages of respondents who reported previous

experience related to their apprenticeship program. While only a small

proportion already had a job or knowledge in the trade, somewhat more

indicated that they had previously done trade-related work. Taking technical

training before becoming an apprentice is an interesting approach because it

contrasts with the more traditional approach of first finding an employer.

However, it appears that not all of those taking this route receive credit for this

prior training. More common is the practice of receiving credit for previously

worked hours.

All of this relates to the issue of prior learning assessment and recognition

(PLAR), although it is not clear whether those reporting credit received it

through a formal PLAR process. What this does illustrate is that credit for

previous experience is fairly common and that this can facilitate progress

through an apprenticeship program.

Chart 2.6 Previous Trade-Related Work Experience and Credit for Prior Experience



11

25

31

39

21

0 20 40 60

Already had job or knowledge in trade

Had previous trade-related work

Took technical training before registration

Credit for hours prior to registration

Credit for prior technical training

Percent



2.7 Barriers to Entry

Relatively few respondents reported any type of barrier to entry. Difficulty in

finding an employer was the most common, with 17% noting this as a barrier. A

further 12% identified other forms of barriers, most of which were employment

or training related. However, of these, no single issue was reported by over 2%

of respondents. Overall, therefore, this group seems not to have encountered

any significant single barrier to entry, other than those related to employment.

Of course, these respondents were all successful registrants. NAS gives no

information on barriers encountered by others who might have been interested

or who attempted to register but were unsuccessful.



3 The Apprenticeship Experience

3.1 Technical Training

Close to half of all respondents indicated that they had taken technical training

after registering as an apprentice. Chart 3.1 shows the types of technical

training taken and the institutional settings in which training occurred.

The traditional pattern of block release of three weeks or more remains the

dominant form of technical training. However, since this has implications for job

continuity, other forms are also used, including shorter block times, day release

(presumably one day at a time) and self-pacing (which includes evening or

weekend work, and various forms of distance education). Together, these now

account for close to 40% of technical training. Despite the growth of Internet

accessibility and programming, distance education (which includes Internet or

correspondence ) accounts for only a small proportion of technical training.

The second set of results in Chart 3.1 shows that close to two-thirds of

apprentices take technical training via community colleges or CÉGEPs, with

training at trade, vocational or apprenticeship centres accounting for most of the

remainder. Private institutions accommodate only a small proportion. However,

it is possible that some private institutions are also included in the trade,

vocational or apprenticeship centre category.

Chart 3.2 shows the sources of financial support for technical training. EI or

welfare4 is the predominant source. In combination with the extensive use of

long block release, this suggests that many respondents are likely laid off for a

period to take technical training. Employment income is also a major source,

with personal savings being of somewhat lesser importance. Many other

sources were cited—such as government support, unions or other family

income—but none of these accounts for over 2% of the total.

4 The term “welfare” was the one used in the questionnaire. EI and welfare were not separated

in the question asked.



0 20 40 60 80

Before registering

After registering

Block release, three weeks or more

Block release, less than three weeks

Day release

Self-paced

Distance education

High school

Private institution

Union or company school

Trade/vocational/apprenticship centre

Community college/CÉGEP

Techn

ical

train

ing

Type o

f te

ch

nic

al

train

ing

Type o

fin

stitu

tio

n

Percent

Chart 3.1 Type of Technical Training and Institutional Setting

Chart 3.2 Sources of Support for Technical Training

0 20 40 60 80

EI/welfare

Employment income

Other

Personal savings

Percent

30

46

63

5

15

20

5

5

4

5

29

56

52

42

27

21



Respondents’ perceptions of some aspects of the quality of technical training

are shown in Chart 3.3. Most apprentices have a positive view of their technical

training, with only a small proportion indicating that they found the training

difficult.

Chart 3.3 Perceptions of Quality of Technical Training

3.2 On-the-Job Training

Respondents who were still apprentices at the time of the survey (continuers)

were asked about their immediate employment experience. All respondents

were asked about changes in employment and other transitions during their

apprenticeship period. Chart 3.4 shows the responses to these questions.

The results for continuers indicate that, while about three-quarters had worked

in the week before the survey and a further 10% had a job to which they could

return, fewer than half actually worked as apprentices during that reference

week. This finding suggests that some apprentices may be working at jobs that

do not contribute to their progress through their program.

Chart 3.4 Employment Experiencesof Apprentices

The data on number of employers indicate that about half of all respondents

have only one employer during their apprenticeship. The remainder change

jobs at least once during their program. Chart 3.4 indicates that the primary

reason for job change is lack of work or end of project (including change in

employer status, such as change in ownership, retirement or bankruptcy).

Smaller proportions change to seek better prospects. Many reasons other than

those explicitly given in the chart were also cited, including family obligations,

transportation problems, relocation, and perceived harassment or

discrimination. None of these account for over 5% of the total.

Chart 3.5 gives responses to questions on some aspects of the quality of on-

the-job training. The pattern here is similar to that for technical training, with

most giving positive responses to supervision and preparation for the

certification exam and relatively few reporting that they found the work difficult.



74

10

44

50

21

29

35

9

9

16

10

0 20 40 60 80

Worked last week

Had a job but did not work

Worked as apprentice last week

One

Two

Three or more

Work not available

End of project

Looking for more experience/advancement

Seeking better working conditions

Seeking better employer/self-employment

Co

ntin

uers

Nu

mb

er

of

em

plo

yers

duri

ng

app

ren

ticeship

Rea

so

ns f

or

cha

nge

of

em

plo

yers

Percent



Chart 3.5 Perceptions of Quality of On-the-Job Training

Finally, Chart 3.6 shows responses regarding obstacles or barriers encountered

during apprenticeship. The predominant responses relate to financial aspects,

including insufficient funding, lack of employment and various costs (fees, tools

and so on). Women reported problems with co-workers, including harassment

or discrimination, more often than men did. This was especially true for women

in trades where women are most underrepresented—that is, in all trades other

than hairstyling and food services.5

5 The report in this series entitled Participation of Selected Target Groups in Apprenticeship

provides more detail on this point.



Chart 3.6 Obstacles Encountered During Apprenticeship

3.3 Mobility

Chart 3.7 shows that relatively few respondents work or register6 outside their

province of original registration during their apprenticeship. Of these, most

receive credit for work done outside the province. Of those who do transfer their

registration, most are able to do so with credit for their work in the province of

origin.

6 It was not clear from the questions asked whether apprentices actually transfer their

registration or whether they register in more than one province at the same time.

Chart 3.7 Work and Registration Outside Home Province



8

3

71

76

0 20 40 60 80 100

Worked outside province of registration

Registered in more than one province

Received credit

Was able to transfer creditOf t

hose

wh

o d

id

Percent



4 Apprenticeship Completion

4.1 Overview

The primary labour market development goal for the public agencies involved in

apprenticeship is to produce sufficient qualified persons to meet labour market

demand. Completion of apprenticeship is, therefore, one of the most important

policy issues facing apprenticeship systems. Even though participating in

apprenticeship may be valuable even to those who do not complete it,7

qualification in a trade is generally associated with certification and, for most,

the main route to certification is completion of apprenticeship.

As a cross-sectional study, NAS cannot be used to compute completion rates.8

However, it is possible to examine the probability of an individual being a

completer rather than a discontinuer or a long-term continuer, as a function of

demographic factors or aspects of training. The broad hypothesis examined in

this section is whether specific respondent characteristics affect the likelihood

that a person will complete the program. Most of the percentages given may be

interpreted as probabilities of completion (more specifically, the probability of

being a “completer,” as defined by the sampling frame) for those possessing or

not possessing specific characteristics.

Several of the reports in this series are concerned with completion and, in

particular, with factors contributing to completion and with labour market

outcomes of completers compared with those of discontinuers. Therefore, this

report only briefly summarizes the comparative statistics across the status

groups. Readers are encouraged to consult the other reports on completion for

more detailed results and, particularly, for models that examine combined

effects.

7 See Section 4.12 for a comparison of labour market outcomes for completers and

discontinuers. The report in this series entitled “Labour Market Outcomes of Canadian Apprentices” addresses this point in more detail. However, the NAS does not provide any information on others in the labour market with characteristics similar to those of discontinuers. The latter would be needed to more fully investigate the value of incomplete apprenticeships. 8 Computing completion rates is best done using longitudinal studies of particular entry cohorts.

The most recent such study (Morissette, 2008) showed that between 50% and 60% of apprentices who began in the early 1990s in three provinces (Ontario, Alberta and New Brunswick) had completed their program. Furthermore, between 5% and 12% of the apprentices in these cohorts were still continuing after 11 years.



4.2 Apprenticeship Status Groups

As indicated earlier, the survey population consisted of three status groups:

completers, discontinuers and long-term continuers. These were originally

identified from administrative records during the reference period (2002 to

2004). Status was updated at the time of the survey (2007), and any change of

status was recorded. The pattern of status changes is complex and will not be

detailed here.9 Status at the time of the survey is the relevant variable for the

analyses reported in this section.

Chart 4.1 shows the percentage of respondents in each of these groups at the

time of the survey, with further breakdowns by certification status within the

groups. Completers form the largest group, reflecting both the initial sample and

the fact that many respondents (approximately 13% of the total) had completed

their programs in the interval between the reference period and the survey.

Chart 4.1 shows that there is not a complete match between the nominal status

given in the first set of results and whether individuals had completed minimum

requirements or become certified. Significantly, a large proportion of long-term

continuers reported that they had actually met minimum requirements for

completion. This suggests that these individuals either have not written or have

failed the certification exam, and are still calling themselves apprentices. While

most completers reported that they were certified, some of those included in the

sample frame as discontinuers may have progressed as far as the certification

exam. Finally, the normal expectation is that discontinuers would not be

certified. However, those in this group who did report being certified are likely

made up of those who challenged the exam after documenting sufficient hours

to meet the work requirements of apprenticeship (commonly known as “trade

qualifiers”);those who are certified in trades other than the one for which they

registered as apprentices; and, perhaps, others who simply misreported their

status.

9 The data show some unexpected status changes, such as changes from completer to

discontinuer. These may reflect changes in trade (for example, a person may have completed in one trade, switched to another and then discontinued in the second trade) or may be a function of differences between administrative records for the reference period and self-reports at the time of the survey. While these may influence the absolute values of some of the results, comparisons remain valid as long as a consistent definition of status (in this case, that at the time of the survey) is used.

Chart 4.1 Apprenticeship Status at Time of Survey

4.3 Time in the Program and Time to Complete

The concept of time in the program has different meanings for people in each of

the three status groups. For completers, this is the total time in the program,

leading to completion or to certification. For discontinuers, the time is the time to

discontinuation. For long-term continuers, a relatively arbitrary criterion (being in

the program for 1.5 times the nominal program duration) was used to select

those who would be included in this group. Time in the program for this group

thus has meaning only in relation to the nominal time needed to complete, with

no job interruptions or delays in technical training. For most trades, this is four

years. However, a few trades have shorter (two or three years) or longer (five

years) durations. There are also some variations in duration within trades

across jurisdictions. Most of these variations are not crucial to the results

presented here.

Chart 4.2 shows the average total time in the program for the three groups.

These are nominal times from the start of the first apprenticeship to 2007, and

include interruptions or changes. These results show that long-term continuers

spent, on average, more than double the nominal duration (four years in most

trades) without completing. Completers took about 25% longer, on average,

than the nominal time. Most discontinuers left relatively early in their program,

with more than three-quarters leaving within four years and an average time in

the program of 3.2 years. It is worth noting that good economic conditions



27

56

17

60

89

75

0 20 40 60 80 100

Long-term continuer

Completer

Discontinuer

LTC with minimum requirements

Completer with certification

Discontinuer without certification

All

With

in the

se

sub-g

roups

Percent

generally prevailed during this period. It is possible that these times would be

longer in periods of less robust economic activity.

Chart 4.2 Time in Program by Apprenticeship Status

4.4 Discontinuation

It is difficult to trace the precise flows of individuals across the three status

groups from the reference years, 2002 to 2004, to the survey year, 2007.

However, it is possible to give a brief report on status changes during the 2004

to 2007 time period, with particular reference to discontinuation.

Approximately 34% of respondents were classified as discontinuers during the

reference period, while 17% were discontinuers during the 2007 survey period.

This seems to suggest that many individuals restarted their programs in the

interval. It is also possible that administrative records and self-reports do not

match in some cases. For example, although some jurisdictions limit the time

that an apprentice can remain in the program while inactive, individuals might

not know about or reflect this limitation when asked to report their status in the

survey.



23

42

18

8

9

0 20 40 60

0-4 years

5-9 years

10-14 years

15-19 years

20 or more years

Percent

Long-Term Continuers

57

34

6

2

1

0 20 40 60

Percent

Completers

77

16

4

1

1

0 20 40 60

Percent

Discontinuers



0 10 20 30 40 50

Not enough work/insufficient income

Better job offer

Completed the program/already certified

Disliked work/conditions

Lost interest in the trade

Illness/disability

Other

Percent

Of the discontinuers in 2007, just over 4,000 or 24% reported that they had

completed the requirements for certification. While this seems contradictory to

the status of discontinuation, the existence of trade qualifiers and those who

may be certified in other trades may account this status. The above results

suggest that obtaining a certificate without completing apprenticeship is not

uncommon and that discontinuation does not mean that individuals have ended

their involvement in the trade.10

Chart 4.3 shows the main reasons discontinuers give for not completing their

program. It is clear from these data that work-related issues are the dominant

reasons. In particular, significantly more respondents cited not enough work or

income than any other single reason. As in other cases where the survey

requested reasons, respondents gave a large number of other specific reasons,

including family responsibilities, relocation, insufficient financial assistance and

return to school. However, individually, most of these accounted for only a small

proportion of discontinuations.

Chart 4.3 Main Reasons for Discontinuation

10 This point is addressed more directly in the section on labour market outcomes.

16

10

9

8

8

7

44

4.5 Completion by Age of Registration

In the analyses that follow, to allow the results to be interpreted as

probabilities11 of completion for those possessing specific characteristics, the

percentages of completers relative to the total of completers and discontinuers

were computed for the characteristics of interest. Long-term continuers are

omitted from these computations because their ultimate completion status is

unknown.12

Chart 4.4 the percentages of completers by age at the time of registration. This

shows that those who register between the ages of 20 and 29 are more likely to

complete than those either younger or older at registration. Those who register

at age 40 or older are significantly less likely to complete than those who begin

at any younger age.

Chart 4.4 Completion by Age at Registration

11 The probability of an event is defined as the ratio of those experiencing the event (in this

case, completion of apprenticeship) to the total number in the population of interest (in this case, completers + discontinuers). Probabilities are expressed as percentages in this report for consistency with other results. 12

The figures given in this section are appropriate for the group comparisons of interest in this report. However, these figures should not be used as estimates of actual completion rates, because of the cross-sectional nature of the data and because the eventual status of long-term continuers is unknown.



76

81

80

75

69

50 60 70 80 90 100

< 20

20-24

25-29

30-39

40+

Probability of completion (%)

4.6 Completion by Education Level

Chart 4.5 shows the probability of completion, by education level at the time of

registration. Those with less than a high school education are significantly less

likely to complete than those having higher education levels. However, having

more than high school education has no significant effect on the probability of

completion, compared to completing high school.

On the surface, these results suggest that requiring high school graduation as a

condition of registration could help improve completion rates. On the other

hand, this would eliminate the 70% of non-high school graduates who would

complete, if given an opportunity. This reflects the classic trade-off in education

between offering opportunities to the largest number of people versus using

selection techniques to improve outcomes.

Chart 4.5 Completion by Education Level

4.7 Completion by Selected Demographic Factors

Chart 4.6 shows the probability of completion, by selected demographic factors.

Most of the differences are relatively small. However, the differences are

statistically significant for all but the language groups. Females are more likely

to complete than males, non-Aboriginal persons than Aboriginal persons, visible

minorities than non-visible minorities, and persons without disabilities than

those with disabilities (in this case, the figures for disabled persons include both



70

79

78

78

50 60 70 80 90 100

Less than high school

Completed high school

More than high school

Completed college/university




those who became disabled before registration and those who became disabled

after registration).

Chart 4.6 Completion by Selected Demographic Factors

4.8 Completion by Other Entry Characteristics

Chart 4.7 shows the probabilities of completion13 for several other entry

characteristics. Again, most of the differences across the categories are small.

Having entry problems other than difficulty in finding an employer is associated

with lower probability of completion than that of difficulty in finding an employer.

Previous job experience as an influence on entry is associated with lower

probability of completion than is the influence of high school or college

programs. Having previous job experience is associated with lower probability

of completion than either having taken previous technical training or having

received credit for that training. This result is consistent with other results that

indicate that technical training before entry has a positive effect on completion.

13 The probabilities represent the ratio of completers to completers-plus-discontinuers, with

long-term continuers excluded. These probabilities should not be interpreted as completion rates. These probabilities are higher than the overall long-term completion rate, as some long-term continuers are also not likely to complete.

Chart 4.7 Completion by Other Entry Characteristics

4.9 Completion by Technical Training

Chart 4.8 shows the probabilities of completion, by various characteristics of

technical training. Among the various types of job release used, only day

release is significantly different, yielding a higher probability of completion than

other forms of release. As for the type of institution in which technical training

was taken, private colleges yield a significantly higher probability of completion

than other institutions. Those taking technical training in community colleges

have a slightly but significantly lower probability of completion than those taking

training in private colleges, and a slightly but significantly higher probability than

those taking training in trade, vocational or apprenticeship institutions, or in

other types of institutions, such as union or company schools. Finally, those

who find technical training difficult experience a significantly lower probability of

completion than those who do not.



79

80

79

77

75

78

73

80

77

79

77

84

82

50 60 70 80 90 100

Interest in trade

Expect good pay

Expect steady job

Has job in trade

Others

Difficulty finding an employer

Other problems in entry

HS or college program

Previous job experience

Hobby

Had worked at the trade previously

Received credit for prior technical…

Took technical training before registration

Re

asons fo

rre

gis

tration

Difficu

ltie

sIn

flu

ences o

nre

gis

tration

Pre

vio

us

expe

rien

ce


Chart 4.8 Completion by Technical Training

Note: These numbers include only those who took technical training after completion and are thus comparable only within this chart and not with results in earlier charts.

4.10 On-the-Job Training Factors Related to Completion

Chart 4.9 shows the probability of completion, by a number of factors related to

the on-the-job component of apprenticeship. It indicates that having more

employers during apprenticeship and doing a sufficient range of tasks to

prepare for the certification exam are both associated with a higher probability

of completion. These two factors may be linked, as it is likely that having more

employers will increase the range of tasks to which the apprentice is exposed.

On the other hand, those who reported that they had worked outside their

province of registration were less likely to complete than those who stayed

within that province. Whether the respondent finds the work as an apprentice

difficult is not significantly related to the probability of completion.



85

85

85

89

90

81

85

80

80

85

50 60 70 80 90 100

Took technical training after registering

Technical training by long blocks

Technical training self-paced

Technical training day release

Private college

Trade/vocational/apprenticeship centre

Community college

Other

Agree

Disagree

Type o

f te

ch

nic

al

train

ing

Techn

ical tr

ain

ing

institu

tio

n

Fou

nd

tech

nic

al

train

ing

difficu

lt


Chart 4.9 Completion by On-the-Job Training

4.11 Certification

Approximately 45% of respondents were classified as completers during the

reference period, 2002 to 2004, while 58% were in this category in 2007. This

implies that 13% of those who were long-term continuers during the reference

period had completed by 2007.14 As the above results indicate, this conveys

only part of the completion picture, because some discontinuers had also

become certified without having their status shift to that of long-term continuer.

In addition, approximately 6% of completers reported that they had not become

certified. Presumably, these are individuals who had not taken or passed the

certification exam. These two figures suggest some trade-off between the

numbers who became certified without completion and those who completed

without becoming certified.

14 Note that this is not a measure of the overall completion rate because those completing under

“normal” conditions—that is, within 1.5 times the nominal program length—were not included in the sample.



74

79

84

79

71

76

78

83

77

50 60 70 80 90 100

One

Two

Three or more

Yes

No

Agree

Disagree

Yes

No

Nu

mbe

r of

em

plo

yers

durin

gap

pre

nticeship

Suffic

ien

tta

sks to

pre

pare

for

cert

ific

ation

exam

Fou

nd w

ork

as a

nap

pre

ntice

difficu

lt

Work

ed

ou

tsid

eth

epro

vin

ce


Completers who were not certified but who had met the minimum requirements

for certification, as well as discontinuers without certification, answered a series

of questions about their attempts to become certified. Chart 4.10 summarizes

their responses.

Only about one-third of those considered eligible under the above criteria had

attempted the certification exam. Of these, over half had attempted it only once.

Close to 40% of those who did not pass had received feedback on their

attempts. Just under half of all those eligible indicated their intention to write the

exam, or to write it again if they had already attempted it. Of those not intending

to write or repeat, about half (including those who had retired) indicated that this

was because they were no longer working in the trade. Close to 10% of

respondents gave additional specific reasons. These include a wide variety of

reasons, such as health, dislike of the exam, scheduling difficulties and family

responsibilities. Close to 25% gave other unspecified reasons.

Those who had become certified (including certified discontinuers) answered a

similar set of questions. These results are complex because separate questions

were asked of those in and not in interprovincial Red Seal trades; those for

whom the Red Seal and provincial certification exams were combined; and

those whose exams were separate. A brief summary of results related to Red

Seal trades is given in Chart 4.11. Further investigation of the more detailed

results by those concerned with the Red Seal program might be warranted.

Chart 4.10 Attempts at Certification Exam: Those Without Certification



32

58

28

14

41

46

51

24

13

10

9

0 10 20 30 40 50 60

Attempted certification exam

One

Two

Three or more

Received feedback after attempts

Planning to write (again)

No longer working/not interested

Other

Already passed

Certification not required to work in the trade

Feel unprepared

Num

be

r of

atte

mpts

Th

ose

unsu

c-

cessfu

l

Rea

so

ns f

or

not

pla

nn

ing

to

wri

te a

gain

Percent

Chart 4.11 Interprovincial Red Seal Exam

Chart 4.11 shows that almost all of those certified are in the Red Seal trades

and most hold the Red Seal endorsement in their trades. Relatively few

attempted the Red Seal exam more than once. Of those who were

unsuccessful, just under half had received feedback and close to half

expressed their intention to write again. The dominant reason for not wanting to

write again is not intending to leave the province.

4.12 Labour Market Activities

Overall, 84% of respondents reported that they were working in 2007, during

the week before the survey. A further 10% were unemployed and 6% were not

in the labour force. For the purposes of examining labour market outcomes,

only completers and discontinuers were considered part of the labour force,

because work as apprentices was considered for survey purposes to be training

and not labour market activity.15 This section compares completers and

discontinuers on selected labour market indicators. More details on labour

market outcomes are presented in other reports in this series.

15 In retrospect, not collecting labour market outcome data on long-term continuers is a

limitation of the survey, since apprentices are considered to be paid “wages” and also because many long-term continuers were found to be working at jobs other than those yielding credit toward completion.



87

83

49

8

43

46

49

10

13

29

0 10 20 30 40 50 60 70 80 90 100

Trade is a Red Seal trade

Have IP (Red Seal) certification

IP and certification exams the same

Wrote IP exam more than once if separate

Received feedback

Planning to write again

Do not intend to leave the province

No longer working/not interested

Certification not required to work in the trade

Other

.

Th

ose

unsu

c-

cessfu

l

Rea

so

ns f

or

not

pla

nn

ing

to

wri

te a

gain

Percent



0 20 40 60 80 100

Employed

Working in their trade

Permanent job

Full-time job

Monetary satisfaction

Extended benefits

Percent

Completers Discontinuers

Chart 4.12 gives some comparative labour market indicators for completers and

discontinuers at the time of the survey. It is important to note that these figures

reflect the fact that the survey was conducted at a time of high labour force

activity and concern about shortages of workers in the skilled trades. The

situation at the time of writing (mid-2009) may be quite different because of the

recession.

The results show a high level of labour market participation for both groups, with

more than 80% of respondents indicating that they had worked during the

reference week. Most of the other indicators are also quite positive. There are

statistically significant differences favouring completers on all of these

indicators. The most striking result is that for the percentage of individuals

working in their trade. This indicates that close to half of completers were

working at the time of the survey in occupations other than their trade and that a

large majority of discontinuers were not only no longer apprentices but also

appeared to have left the trade area.

Chart 4.12 Labour Market Indicators for Completers and Discontinuers at Time of Survey

This indicates that partial completion is, for most, not a route to working in the

trade at a level lower than that which would demand full completion but, rather,

is a route out of the trade altogether. Even for completers, a 57% participation

rate in their trade suggests considerable loss of labour market capacity in the

trades.

88

57

73

79

68

73

82

18

64

70

63

64



0 10 20 30 40 50 60 70

Hourly wages ($0.00)

Annual income ($,000)

Completers and discontinuers answered further questions about their income

levels. Specifically, Chart 4.13 shows hourly wages for the week before the

survey and annual income for the previous 12 months. Completers earn

significantly more than discontinuers by both measures. Proportionally, the

difference in hourly wage is slightly smaller than the difference in annual

income, suggesting that discontinuers may work fewer hours in a year. Although

these results are in the expected direction, the fact that the difference is

relatively small (discontinuers’ wages are close to 90% those of completers)

raises the question of whether the earnings premium associated with

completion is sufficient to offset the opportunity costs of continuing to

completion, especially where completion takes considerable time. They also

raise the question of the value of apprenticeship participation, even without

completion. These questions are beyond the scope of the 2007 NAS but

warrant further investigation.

Chart 4.13 Average Hourly Wages and Annual Incomes for Completers and Discontinuers

Completers Discontinuers28

59

25

53



5 Profile by Trade Group

The preceding three sections presented a national profile of apprentice

characteristics and factors related to entry into apprenticeship, the training

experience, completion and labour market outcomes. However, because

decisions on apprenticeship policies and practices are often made by agencies

representing specific trades and because comparative information may be of

interest to stakeholders within the trades, a breakdown of the results by trade is

appropriate. It was decided to present the analysis by trade separately from the

overall national profile because the two may be of interest to different

audiences.

5.1 Definition of Trade Groups

It is difficult to convey a clear picture of the occupational areas in which

tradespeople work because the four-digit coding within the National

Occupational Classification (NOC) is not refined enough to capture individual

trades as commonly identified. Therefore, an extended classification system

(referred to as NOC+2) was developed to group the trades reported by the

respondents into categories resembling familiar names for trades or trade

areas. The NAS respondents gave more than 300 specific trade names in

response to the question on trade. Although many of these were local in nature,

almost all could be fitted into the NOC+2 categories. Because of small numbers

in many of the categories, the NOC+2 codes were further grouped into 22

broader categories. In practice, only the top 10 (or sometimes fewer) categories

were used in the various reports in this series because, even with the

consolidation, the small numbers in some categories were not amenable to

more detailed breakdowns.

The proportion of the total respondent population in each of the top 10 trade

groups is given in Chart 5.1. This shows only four trade groups that each

account for over 10% (10,000 persons or more) of the total population. Most

trades actually have very small numbers. For example, the “other” category in

the chart includes more than 200 trades that have an average of about 100

persons per trade. It is evident from this why this report and others in the series

usually give breakdowns by trade only for the largest groups.

Chart 5.1 Top 10 Trade Groups

Note: Error bars are not plotted because most are too small to be visible and the statistical significance of differences in numbers by trade is not of interest.

5.2 Age of Registration by Trade Group

Chart 5.2 gives the average age at registration for those in the top 10 trade

groups. These differences are relatively small. The entry age for and machinists

is lower than for other trades and lower than the national average. Electricians

and carpenters/cabinetmakers have an average age of entry slightly above the

national average.



16

13

11

8

7

6

5

4

4

4

23

0 5 10 15 20 25

Electrician

Carpenter/cabinet maker

Automotive service

Plumber/pipefitter/steamfitter

Hairstylist/esthetician

Heavy equipment mechanic

Machinist

Welder

Millwright

Food service

Other

Percent

Chart 5.2 Average Age at Registration by Trade Group

5.3 Education Levels by Trade Group

Chart 5.3 shows the level of education of respondents, by trade group, using

three main categories for education level. The percentages completing high

school are not very different across the trades. The main differences are in the

remaining two categories. Welders and carpenters are more likely than other

trades to have less than a high school education, while machinists and

electricians are less likely to be in that category. Electricians are more likely

than those in any other trade to have taken or completed some form of post-

secondary education, while the opposite is true for automotive services and

welders.



26.2

24.7

25.1

25.8

25.8

25.8

25.9

26.1

26.6

26.7

27.1

22 23 24 25 26 27 28

All trade groups

Machinist

Automotive services




Welder

Food services

Millwright


Electrician

Average age at entry



0 10 20 30 40 50

Automotive service

Welder


Machinist



Food service

Millwright


Electrician

All trade groups

Percent

Less than High School

Chart 5.3 Education Levels by Trade Group

5.4 Demographic Characteristics by Trade Group

Because of the large number of possible relationships, detailed charts by trade

are not given for the demographic groups. Some of the major results are

summarized below. Further analyses for three specific target groups—women,

immigrants and Aboriginal people—are given in another report in this series.

The 10% of women in the trades are concentrated mainly in two trade

groups, hairstylist/esthetician (92% female) and food services (32%

female). All other trades average less than 2% female representation,

with only one (welder) having as high as 3%.

Aboriginal persons are about equally represented, at close to 5%, in all

of the major trade groups. Significantly more than the national average

(6%) are found in the carpenter/cabinetmaker group, but fewer (3%) are

machinists.

The 5% of tradespeople who are members of visible minorities show a

broader distribution across the trades than other groups. Visible minority

persons are more likely than average to be found in the

hairstylist/esthetician (13%), automotive services (12%), food services

(10%) and machinist (8%) groups than in other groups. They are also

less likely than average to be found among carpenters/cabinetmakers

14

20

14

7

15

12

13

11

22

8

14

60

54

52

52

51

51

48

45

44

41

49

0 20 40 60 80 100

0.62

1.07

0.86

0.71

0.67

0.74

0.96

0.86

0.67

0.46

0.19

Percent

High School

26

25

34

41

33

37

39

44

33

51

37

0 20406080100

0.62

1.07

0.86

0.71

0.67

0.74

0.96

0.86

0.67

0.46

0.19

Percent

Some or Completed Post-

Secondary

(2%); millwrights and plumbers/pipefitters/steamfitters (3% each); and

electricians (4%).

The pattern for those whose home language is neither English nor

French is similar to that for visible minorities because these two groups

overlap.

Persons with disabilities are represented at about 8% overall, with

slightly higher percentages in food services (12%) and hairstylist/

esthetician (10%) trades.

5.5 Reasons for Registering and Influences on Registration by Trade Group

Chart 5.4 gives a breakdown, by trade group, of the percentages of

respondents reporting that they had parents or other relatives working in the

trade. This shows a clear intergenerational pattern in all trades, particularly

among carpenters/cabinetmakers. Fewer of those in food services and

hairstylist/esthetician groups than in most other trades had parents in the trade.

It is not clear whether this is related to the prevalence of women in these two

groups or to other factors, such as growth in these trades.

Chart 5.4 Relatives in Trade by Trade Group



33

25

22

20

20

19

18

16

13

10

21

0 10 20 30 40 50




Welder

Electrician

Automotive service

Millwright

Machinist

Food service


All trade groups

Percent

Parent

48

33

32

34

31

30

24

29

22

27

32

0 10 20 30 40 50

Percent

Other Relative



0 20 40 60 80


Automotive service

Food service



Electrician

Machinist

Millwright

Welder


All trade groups

Percent

Interest inthe Trade

0 20 40 60 80

Percent

Trade as a Hobby

0 20 40 60 80

Percent

Expected Better Job or Pay

Chart 5.5 gives selected reasons for registering as an apprentice, by trade

group. Interest in the trade is the dominant reason for entry among members of

most trade groups. An exception iswhere having the trade as a hobby was cited

as frequently as interest in the trade. More generally, the pattern for having the

trade as a hobby is similar to that for interest in the trade, and it might be

expected that these two would be highly correlated.

However, the pattern for expectation of better job or pay is in the opposite

direction, with the trades in which fewer respondents show interest being those

for which a better job or pay is expected. The mechanical trades tend to be the

ones for which interest is lowest but expectation of higher pay is highest, while

the opposite seems to be the case for the service trades.

As we shall see, these patterns are consistent with actual wages in these

groups of trades, suggesting that persons tend to enter the service trades more

out of interest and the mechanical trades more out of job or pay expectations.

That said, it is important to point out that more respondents cited interest than

job or pay in all trades except plumber/pipefitter/steamfitter. The latter also had

significantly fewer respondents than any other group who reported having the

trade as a hobby.

Chart 5.5 Selected Reasons for Registering as an Apprentice by Trade Group

68

66

58

55

53

52

49

47

46

37

51

43

63

41

29

40

16

15

25

22

5

25

5

13

11

21

25

24

27

26

36

33

23



0 50 100


Machinist

Electrician

Automotive service

Food service


Millwright

Welder



All trade groups

Percent

Took Technical Training Before Registration

0 10 20 30 40 50 60

Percent

Took Technical Training After Registration

5.6 Technical Training by Trade Group

Chart 5.6 shows the percentages of respondents who take technical training

before or after registering as an apprentice. Overall, about 30% reported having

taken technical training before, and close to 50% after, registration. In all trades

except hairstylist/esthetician, technical training is more often taken after than

before. (The categories are not mutually exclusive, and many apprentices take

both types of training.) There is wide variation among trades in the percentages

who take technical training before registration (range 21% to 49%), but

somewhat less variation in those taking this training after registration (range

37% to 57%).

Chart 5.6 Time of Technical Training by Trade Group

49

46

39

36

34

32

29

27

23

21

31

42

55

48

57

43

55

57

51

37

50

46



0 20 40 60 80 100

Welder



Electrician

Food service

Automotive service


Millwright

Machinist


All trade groups

Percent

Long Block Release

0 20 40 60 80 100

Percent

Self-Paced

Chart 5.7 shows two of the main forms of technical training by trade group. For

most trades, the most common form is long-block release, though there are

wide variations across trades in the percentages using this form. The main

exception is hairstylist/esthetician, where roughly equal percentages of

apprentices took each of the two main forms of training.

Chart 5.7 Type of Technical Training by Trade Group

Chart 5.8 shows that a large majority of apprentices in most trades take their

technical training in community colleges. The proportions of plumbers/

pipefitters/steamfitters and electricians taking community college courses are

smaller, but they still account for a majority of people in these trades. Only

among carpenters/cabinetmakers and hairstylists/estheticians do less than a

majority of group members take technical training at community colleges. In the

case of carpenters/cabinetmakers, a larger percentage use specialized trade,

vocational or apprenticeship schools than use community colleges. Private

colleges are a significant source of technical training only for

hairstylists/estheticians.

88

72

72

71

66

64

60

59

47

31

63

4

9

19

19

9

15

29

14

27

28

20



0 20 40 60 80 100

Machinist

Food service

Automotive service

Welder


Millwright


Electrician



All trade groups

Percent

CommunityCollege

0 20 40 60 80 100

Percent

Trade/Vocational/ Apprenticeship

School

0 10 20 30 40 50 60

Percent

PrivateCollege

Chart 5.8 Type of Technical Training Institution by Trade Group

2

Note: The scale for the private college graph is different from the others to accommodate the

values plotted.

Chart 5.9 shows that apprentices in most trades rated their technical training

highly, as excellent or good. Welders, food services, plumbers/pipefitters/

steamfitters and carpenters/cabinetmakers gave significantly higher ratings than

the overall average, while heavy equipment mechanics, electricians and

machinists gave ratings below the average for all trades. Machinists, in fact,

gave ratings lower than those for any other trade. The percentages reporting

that they found the technical training difficult were mostly small. The exception

was in the electrician trade, where the percentage was higher than for any other

trade.

86

82

79

78

78

77

56

56

35

18

56

10

11

14

17

15

17

33

32

43

20

29

0

4

2

2

2

1

2

1

47

4

Chart 5.9 Quality of Technical Training by Trade Group

Note: The scales for these two graphs differ to accommodate the values plotted.

Employment Insurance (EI) is the most common source of financial support for

apprentices while they are taking technical training. Chart 5.10 breaks down the

proportions of apprentices receiving EI payments, by trade group. This shows

considerable variation across the groups. More welders reported receiving EI

payments than any other trade, despite the fact that welders have the highest

annual earnings among the trade groups. At the opposite extreme, few

hairstylists/estheticians reported receiving such payments.



91

86

84

81

80

79

78

75

74

66

79

0 20 40 60 80 100

Welder

Food service



Automotive service


Millwright


Electrician

Machinist

All trade groups

Percent

Technical Training QualityExcellent or Good

12

9

8

12

13

11

12

11

21

14

14

0 10 20 30 40 50

Percent

Found Technical Training Difficult

Chart 5.10 EI Payments During Technical Training by Trade Group

5.7 On-the-Job Training by Trade Group

Chart 5.11 shows selected aspects of the on-the-job work experience of

apprentices. In most trade groups, over three-quarters of long-term continuers

(those who were still apprentices at the time of the survey) had worked during

the previous week. The percentages reporting that they had worked during the

week before the survey are above the all-trade average for most of the trade

groups, mainly because the average is affected by the significantly lower

employment rate for carpenters/cabinetmakers. Overall, about half of all

respondents worked for more than one employer during their apprenticeship,

with the percentages being significantly higher than average for electricians,

plumbers/pipefitters/ steamfitters, welders and carpenters/cabinetmakers, and

significantly lower than average for heavy equipment mechanics, millwrights,

machinists and hairstylists/estheticians. The percentages who reported working

outside their province are generally small but vary across trades. Millwrights,

electricians, plumbers/pipefitters/steamfitters and welders are more likely than

others to work outside their province of registration. The opposite is true for

automotive services, machinists and hairstylists/estheticians.



69

59

56

55

49

43

41

35

30

10

46

0 20 40 60 80 100

Welder


Automotive services


Electrician


Food services

Millwright

Machinist


All trade groups

Percent



Chart 5.11 On-the-Job Work Experience by Trade Group

Note: The scale for the work outside the province graph is different from the others to

accommodate the values plotted.

Chart 5.12 shows respondents’ views of the state of supervision during their

apprenticeship and their views on whether their on-the-job experience covered

sufficient tasks to prepare them for the certification exam. There is relatively

little variation across trades in the percentages indicating that they were

supervised at all times. Relative to the all-trade average, fewer machinists,

carpenters/ cabinetmakers and electricians agreed that they had completed

sufficient tasks to prepare for the certification exam. Percentages agreeing were

higher than the national average for hairstylists/estheticians, welders,

automotive services, heavy equipment mechanics and plumbers/pipefitters/

steamfitters.



50 60 70 80 90 100


Welder

Automotive service

Machinist



Millwright

Food service


Electrician

All trade groups

Percent

Supervised at All Times

50 60 70 80 90 100

Percent

Sufficient Tasks to Prepare for

Certification Exam

Chart 5.12

On-the-Job Supervision and Preparation for Certification, by Trade Group

5.8 Labour Market Outcomes by Trade Group

Two of the other reports in this series focus on labour market outcomes, so only

a brief summary by trade is given here.

Chart 5.13 shows the percentage of completers and discontinuers reporting that

that they were employed in the previous week, for the top 10 trade groups.

Significant differences in employment rates, favouring completers, were found

overall and for most trade groups. The exceptions are heavy equipment

mechanics, millwrights, food services workers and plumbers/pipefitters/

steamfitters.

89

88

87

86

82

82

81

79

78

77

81

86

81

82

73

80

68

77

78

82

71

77

Charts 5.14 gives average hourly wages and average annual incomes for

completers and discontinuers, by trade group.16 Completers have significantly

higher incomes than discontinuers, by both measures. The pattern across

trades is similar for both measures. Welders have the highest incomes, while

food services and hairstylists/estheticians are at the low end of the scale. The

income position of automotive services is interesting, as this group has one of

the highest employment rates but some of the lowest wages. The variations in

hourly wages are relatively smaller than those in annual incomes. This is likely

related to the fact that annual income is influenced by the total time worked in a

year and by non-employment income.

Chart 5.13 Percent of Completers and Discontinuers Employed by Trade Group

16 Respondents reported relatively extreme incomes (as high as several hundred thousand

dollars) in some cases. These extremes tend to increase both mean incomes and the confidence intervals. The error bars are thus particularly large for these comparisons. Median incomes are actually lower than means because medians are less influenced by extremes. However, means are reported because there is no simple way to compute the confidence intervals for medians.



96

95

93

93

91

91

89

87

85

80

88

92

85

83

90

85

86

89

86

74

75

82

60 70 80 90 100


Automotive services

Machinist

Millwright

Welder

Electrician

Food services




All trades

Percent


Chart 5.14 Average Hourly Wage and Annual Income of Completers and Discontinuers, by Trade Group

5.9 Time to Completion by Trade Group

Chart 5.15 gives the time to completion, by trade group. These figures should

be interpreted in terms of the nominal length of the program. For most of the

trades (those plotted in blue), the nominal length is four years.17 In these trades,

including carpenter/cabinetmaker, electrician and plumber/pipefitter/ steamfitter,

apprentices take, on average, from 1.5 to 1.9 times the nominal time to

complete. People in other trades average close to one year longer than the

nominal time. Apprentices in the two three-year trades, welder and food

services, take about 1.5 times longer, while those in the only two-year trade,

hairstylist/esthetician, take just under 1.5 times the nominal time, on average.

17 There are some variations in nominal lengths across jurisdictions. For most trades, there are

only one or two exceptions to the general pattern. The values shown in the chart are those for the majority of provinces, as given by the Ellis Chart (http://www.ellischart.ca).



36.68

31.72

31.29

30.97

29.08

27.74

26.21

23.37

17.74

15.10

27.79

34.13

27.33

28.24

26.53

27.63

24.00

22.19

21.53

17.13

16.90

25.17

0 10 20 30 40 50

Welder


Millwright

Electrician



Machinist

Automotive services

Food services


All trades

Hourly wage ($0.00)


84

68

68

66

67

57

59

52

37

28

59

84

61

61

55

62

48

48

47

34

28

53

0 20 40 60 80 100

Annual income $,000

http://www.ellischart.ca

Chart 5.15 Average Time to Completion by Trade Group



7.9

6.8

6.1

5.5

5.1

4.9

5.1

5.0

4.4

4.4

2.8

0 2 4 6 8 10


Electrician


Automotive services

Millwright


Machinist

Welder

Food services


All trade groups

Years

4 year

3 year

2 year



6 Profile by Jurisdiction

Although there is a strong national interest in labour market development in the

skilled trades, apprenticeship is considered part of the education system and is

thus the responsibility of the provinces and territories. Comparative results

across jurisdictions might therefore be expected to shed light on the

management of the apprenticeship systems, and on the recruitment,

completions and working conditions of apprentices. This section therefore

parallels the previous one, using jurisdictions as the basis for cross-tabulation.

In comparing jurisdictions, it is important to reiterate that the sample in Quebec

was limited to the construction trades plus one industrial trade (industrial

electrician). In most cases, therefore, it is not appropriate to compare Quebec

directly with other jurisdictions, because of the unique characteristics of training

and employment in construction.

Nunavut was not included in the initial sampling frame, although some

respondents were located in that territory at the time of the survey. Because of

small sample sizes, data for the three territories have been combined in the

presentation of results.



20 25 30 35 40

Prince Edward Island

New Brunswick

Quebec

Nova Scotia

Manitoba

British Columbia

Saskatchewan

Newfoundland and Labrador

Alberta

Ontario

Territories

Canada

Percent

6.1 Age at Registration by Jurisdiction

Chart 6.1 gives the average age at registration, by jurisdiction. With the

exception Prince Edward Island, which appears to be an anomaly, average

ages are not highly variable. Age of entry in New Brunswick, Quebec and Nova

Scotia is significantly higher than the national average; in Alberta and Ontario, it

is significantly lower. All other jurisdictions are close to the national average.

Chart 6.1 Average Age at Registrationby Jurisdiction

38.2

27.9

27.7

27.0

26.4

26.3

25.9

25.9

25.5

25.5

25.2

26.2

6.2 Education Levels by Jurisdiction

Chart 6.2 shows the distribution of education levels, by jurisdiction. New

Brunswick is notable for having a significantly lower percentage than other

jurisdictions of respondents with less than a high school education. Ontario and

Saskatchewan also have significantly lower than average percentages in this

category. The opposite is true for Quebec. Close to half of the respondents in

all jurisdictions except Quebec reported having a high school education. In

general, the western provinces have fewer apprentices with some or a complete

post-secondary education, while Quebec has the highest proportion in this

category. Thus, apprentices in Quebec are more likely than average to be at

one or other of the extremes in education level. Again, it is important to keep in

mind the difference in the sampling frame for that province.

Chart 6.2 Education Levels by Jurisdiction

* Results should be used with caution because of small sample size.



12

5

15

14

16

16

11

13

13

24

30

16

0 10 20 30 40 50

Saskatchewan

New Brunswick*

Manitoba

Newfoundland and…

Alberta

British Columbia

Ontario

Prince Edward Island*

Nova Scotia

Quebec

Territories

Canada

Percent

Less ThanHigh School

58

57

56

54

54

53

50

48

45

27

40

47

0 20 40 60 80

Percent

HighSchool

30

38

30

33

31

31

39

39

43

48

30

38

0 10 20 30 40 50 60

Percent

Some or Completed

Post-Secondary

6.3 Demographic Characteristics by Jurisdiction

Because jurisdictional differences in demographic characteristics tend to be

larger than those found across trade groups, the breakdown in this section is

more detailed than that in the trade group section.

Chart 6.3 shows the representation of women, by jurisdiction. Although women

are significantly underrepresented in all jurisdictions, these variations are quite

wide, with close to half the jurisdictions being either above or below the national

average. Because of the concentration of women in two trade groups—

hairstylist/esthetician and food services. This raises the question of whether the

observed differences are a consequence of differences across jurisdictions in

these two trades, and particularly in relation to the hairstylist/esthetician trade.

Further analysis shows this to be the case. For example, the four provinces with

the highest proportions of women were also found to have the highest

proportions of hairstylists/estheticians compared with the national average of

7% for that trade (Manitoba, 22.1%; Saskatchewan, 13.2%; Ontario, 11.8%;

and Newfoundland and Labrador, 11.5%).

Chart 6.3 Percentage of Women by Jurisdiction

Chart 6.4 shows the representation of Aboriginal persons, by jurisdiction, and

compares that with the 2006 Census population of Aboriginal people. As



21

17

15

13

11

10

9

8

5

3

2

10

0 5 10 15 20 25

Manitoba

Saskatchewan

Ontario


Alberta

Territories

British Columbia


Nova Scotia

New Brunswick

Quebec

Canada

Percent

indicated earlier, Aboriginal people cannot be said to be underrepresented

relative to the population as a whole. Nevertheless, the chart shows that this

group is underrepresented in the jurisdictions where they make up the highest

proportion of the population—specifically, the Territories, Manitoba and

Saskatchewan.18 On the other hand, Aboriginal people are slightly

overrepresented in Newfoundland and Labrador and in Ontario, although the

proportions are small with respect to both populations and apprentice numbers

in both cases.

Chart 6.4 Aboriginal Apprenticeship and Census Populations by Jurisdiction

Note: Figures for Prince Edward Island are suppressed because of small sample size.

Chart 6.5 shows the percentages of those identified as visible minorities within

each jurisdiction for the 2007 NAS and the 2006 Census. It is evident that

18 Comparisons with census figures may be affected by the fact that the Aboriginal population is

younger than the Canadian population as a whole. The age-specific results may differ from those given.



35

13

11

7

6

5

3

3

2

2

5

53

15

15

5

6

5

2

3

3

2

4

0 10 20 30 40 50 60

Territories

Manitoba

Saskatchewan


Alberta

British Columbia

Ontario

Nova Scotia

New Brunswick

Quebec

Canada

Percent

Aboriginal apprentices (NAS) Aboriginal population (Census)

visible minorities are underrepresented in apprenticeship in every Canadian

jurisdiction. Proportionally, Manitoba has the highest representation; visible

minorities make up 6% of apprentices versus their total representation of 10% in

the population. Quebec has the lowest representation; visible minorities make

up 1% of apprentices compared with their total representation of 9% of the

population. However, for Quebec, this is specific to the trades included in the

sample and may not be representative of all trades in that province. In fact,

earlier results indicated that visible minorities are represented in larger

proportions in trades such as hairstylist/esthetician and food services worker,

which are not part of the Quebec sample.

These results are similar to those found for apprentices whose first language is

neither English nor French (as these populations overlap), so separate figures

are not presented for the latter group. In the case of persons with disabilities,

representation does not differ significantly across jurisdictions, so the detailed

results are not presented.

Chart 6.5 Visible Minority Apprenticeship and Census Populations by Jurisdiction

Note: Data for Prince Edward Island, Newfoundland and Labrador, and the Territories are

suppressed because of small sample sizes.



10

8

6

6

2

1

1

1

5

25

23

14

10

4

4

9

2

16

0 5 10 15 20 25 30

British Columbia

Ontario

Alberta

Manitoba

Saskatchewan

Nova Scotia

Quebec

New Brunswick

Canada

PercentApprentices Census

6.4 Reasons for Registering and Influences on Registration by Jurisdiction

Chart 6.6 shows the percentages by jurisdiction, of respondents reporting that

they had parents or other relatives in the trade. In both cases, the variations

across jurisdictions are smaller than the variations across trade groups reported

earlier. For parents, an east/west division is apparent, with those in the eastern

provinces generally being more likely to have had a parent in the trade than

those in the west. Those in Prince Edward Island and Quebec are more likely,

and those in British Columbia and Manitoba less likely, to have other relatives in

the trade.

Chart 6.6 Parents and Other Relatives in Trade, by Jurisdiction

Chart 6.7 gives selected reasons for registering in apprenticeship by jurisdiction.

The variations in percentages reporting interest in the trade are relatively small.

However, significantly fewer apprentices in Manitoba, Nova Scotia and New

Brunswick than in other jurisdictions gave this as a reason. As for having the

trade as a hobby, the variations are also small, especially relative to those

found across the trade groups. Respondents in the Territories, Newfoundland



27

26

25

22

21

20

19

19

19

18

16

21

0 10 20 30 40 50


Quebec

New Brunswick

Nova Scotia

British Columbia


Ontario

Territories

Alberta

Manitoba

Saskatchewan

Canada

Percent

Parent

38

39

31

32

25

31

31

30

31

27

30

32

0 10 20 30 40 50

Percent

Other Relative



0 10 20 30 40 50 60 70 0 20 40 60 80

Percent

Trade asa Hobby

0 20 40 60 80

and Labrador, Ontario, and Manitoba were more likely than the national

average to give this as a reason. Fewer Quebec respondents gave this as a

reason. However, this is a clear case in which differences in the trade mix for

Quebec would be expected to affect the results.

The percentage giving expectation of a better job or pay as a reason is higher

than the national average for those in Alberta and lower for those in

Newfoundland and Labrador, Ontario, and Prince Edward Island.

Chart 6.7 Reasons for Registering in Trade by Jurisdiction

6.5 Technical Training by Jurisdiction

Chart 6.8 gives the percentages reporting that they took technical training

before or after registering as apprentices. In the case of training before

registration, about half the provinces are above and half below the national

average of 31%. Overall, a larger proportion of apprentices took their technical

training after registration than before registration (although the two are not

mutually exclusive). Differences among jurisdictions are not particularly large,

although taking training after registration is less common in Quebec and

Manitoba than in other jurisdictions. Again, the Quebec result may reflect the

trade mix, though it is also likely that it is related to the usual structure of

59

55

53

53

52

49

49

47

46

42

41

51

Territories

Newfoundland and…

Ontario

Quebec

Saskatchewan

Alberta

British Columbia


Manitoba

Nova Scotia

New Brunswick

Canada

Percent

Interest inthe Trade

35

32

31

15

26

26

26

28

31

25

21

0

25

23

17

19

24

24

27

24

14

21

21

21

23

Percent

Expected Better Job or Pay

apprenticeship in Quebec, where technical training is taken before entry into

apprenticeship.

Chart 6.8 Time of Technical Training by Jurisdiction

Chart 6.9 shows the percentages of apprentices who reported taking technical

training through long-block release (three weeks of more) or in self-paced

mode. In this case, the differences among jurisdictions are quite large. In six

jurisdictions, at least 75% of respondents indicated that they took their training

via long-block release. However, the proportions are considerably smaller in

other jurisdictions, especially Ontario and Quebec. Self-paced technical training

is relatively uncommon in most jurisdictions. Again, Ontario and Quebec are the

main exceptions.



38

37

36

35

35

30

28

28

25

24

22

31

0 20 40 60 80

Nova Scotia

Manitoba

Ontario

Quebec


New Brunswick

Territories

Saskatchewan

British Columbia

Alberta


Canada

Percent

Technical TrainingBefore Registration

57

41

55

27

53

54

55

52

52

50

46

46

0 20 40 60 80

Percent

Technical Training After Registration

Chart 6.9 Type of Technical Training by Jurisdiction

Chart 6.10 shows the jurisdictional breakdown of the types of institutions in

which technical training took place. Aside from Quebec, which is clearly

anomalous, there are substantial variations across jurisdictions. New Brunswick

has a significantly higher percentage use of community colleges than any other

jurisdiction. On the other hand, this use is significantly lower in Saskatchewan,

British Columbia, and Newfoundland and Labrador than in other jurisdictions.

(The Canada average is not particularly meaningful here because the Quebec

figures are so different from all others that they have a significant impact on the

average.)

The general pattern across institutions is that the lower the use of community

colleges, the greater the use of specialized trade, vocational and apprenticeship

schools. Use of private colleges is relatively low in all jurisdictions, though it is

significantly higher in Newfoundland and Labrador than elsewhere.



86

82

81

80

79

78

72

67

63

51

28

63

0 20 40 60 80 100

Territories

New Brunswick

Alberta


British Columbia

Saskatchewan

Nova Scotia


Manitoba

Ontario

Quebec

Canada

Percent

Long Blocks

7

7

8

9

7

15

13

14

22

58

20

0 20 40 60 80 100

Percent

Self-Paced

Chart 6.10 Technical Training Institutions by Jurisdiction

Note: The scale for the private colleges chart is different to accommodate the values plotted.

Chart 6.11 shows that ratings of the quality of technical training are generally

excellent or good across jurisdictions. There are some statistically significant

differences, with the Territories and Alberta having ratings significantly higher

and Nova Scotia and New Brunswick significantly lower than the national

average. Relatively few respondents reported that they found the technical

training difficult, and differences among jurisdictions in this regard are generally

not statistically significant.



90

79

75

74

74

73

72

65

62

57

4

56

0 20 40 60 80 100

New Brunswick

Nova Scotia

Manitoba

Ontario

Territories

Alberta


Saskatchewan

British Columbia


Quebec

Canada

Percent

CommunityColleges

4

12

9

12

24

18

14

24

26

25

70

29

0 20 40 60 80 100

Percent

Trade/Vocational/Apprenticeship

Schools

1

1

7

6

0

4

0

8

3

11

1

4

0 5 10 15 20

Percent

Private Colleges

Chart 6.11 Quality of Technical Training by Jurisdiction

Note: The scales for these two charts are different to accommodate the values plotted.

6.6 On-the-Job Training by Jurisdiction

Chart 6.12 shows substantial variation across jurisdictions in the percentage of

long-term continuers who reported working during the week before the survey.

Those in the west and Ontario are more likely to have worked than those in the

east, Quebec or the territories.

Chart 6.12 also shows variation across jurisdictions in the percentage of long-

term continuers reporting that they had more than one employer during their

apprenticeship. Respondents in Newfoundland and Labrador and in Quebec

are more likely to have had multiple employers than those elsewhere.

Percentages of respondents having more than one employer are lower than

average in Ontario, New Brunswick and the western provinces other than

Alberta.



88

82

81

80

79

78

78

77

74

72

71

79

0 20 40 60 80 100

Territories

Alberta

Saskatchewan

British Columbia


Ontario

Quebec

Manitoba


Nova Scotia

New Brunswick

Canada

Percent

Technical Training Quality Excellent or Good

14

14

13

13

11

14

13

16

10

13

16

14

0 10 20 30 40 50

Percent

Found Technical Training Difficult

Finally, although the proportions who had worked as apprentices outside their

province of registration are relatively small overall, there are again significant

variations across jurisdictions. The percentages are particularly high in

Newfoundland and Labrador and particularly low in British Columbia and

Ontario.

Chart 6.12 On-the-Job Work Experience by Jurisdiction

Chart 6.13 shows relatively small variations across jurisdictions in the

percentages indicating that they were supervised at all times during

apprenticeship. Percentages indicating continuous supervision are above the

national average in New Brunswick, Nova Scotia, Saskatchewan and Ontario,

while none are significantly below. This is because of the small differences and

the relative size of the confidence intervals.

On the question of whether sufficient tasks had been covered to prepare

apprentices for the certification exam, the results for Quebec are again

anomalous and should be interpreted in light of the trade mix for that province;

they are not directly comparable to results for other jurisdictions. Prince Edward

Island stands out as significantly higher than most other jurisdictions on this

measure, while Ontario and Alberta are significantly lower than most others.



85

84

82

79

78

74

73

71

65

57

56

74

0 20 40 60 80 100

British Columbia

Alberta

Ontario

Saskatchewan

Manitoba

Nova Scotia


Territories

New Brunswick

Quebec


Canada

Percent

Worked Last Week(Continuers)

40

50

45

46

42

53

51

50

44

61

68

50

0 20 40 60 80 100

Percent

More than One Employer During Apprenticeship

6

10

4

14

13

13

12

17

9

7

23

8

0 10 20 30 40 50

Percent

Worked Outside the Province of

Registration

Comparisons with the national average are also not meaningful here because

of the influence of the Quebec results on the average.

Chart 6.13

On-the-Job Supervision and Preparation for Certification by Jurisdiction

6.7 Labour Market Outcomes by Jurisdiction

Chart 6.14 shows the percentage of completers and discontinuers reporting that

that they were employed in the week before the survey interview. This shows a

general pattern of employment rates higher than the national average in the

western provinces and Ontario, and lower than the national average in

Newfoundland and Labrador. The Quebec results are not directly comparable to

those of other provinces because of the sampling differences.



88

85

85

83

82

81

80

79

79

79

79

81

50 60 70 80 90 100

New Brunswick

Nova Scotia

Saskatchewan

Ontario

Territories

Alberta

British Columbia



Manitoba

Quebec

Canada

Percent

Supervised at All Times

82

83

83

79

84

79

81

83

87

82

64

77

50 60 70 80 90 100

Percent

Sufficient Tasks to Prepare for Certification

Exam



60 70 80 90 100

British Columbia

Alberta

Saskatchewan

Territories

Manitoba

Ontario


Nova Scotia

New Brunswick


Quebec

Canada

Percent

Chart 6.14 Percent of Completers and Discontinuers Employed by Jurisdiction

Note: Results for Prince Edward Island discontinuers are suppressed because of small sample

size.

Chart 6.15 gives average hourly wages and annual incomes for completers and

discontinuers by jurisdiction. It shows that incomes in Alberta and the territories

are higher than the national average, while those in most other jurisdictions are

below the national average. (Again, Quebec is not comparable.) Differences in

hourly wages between completers and discontinuers are statistically significant,

favouring completers in most jurisdictions. However, most of the differences

between the two groups in annual incomes are not statistically significant.

93

93

93

93

92

91

90

86

85

79

72

88

90

89

86

85

85

82

80

81

73

70

82



10 20 30 40

Territories

Alberta

Quebec


British Columbia

Saskatchewan

Ontario

Manitoba

Nova Scotia

New Brunswick


Canada

Hourly wage ($0.00)

20 40 60 80

Annual income ($,000)

Chart 6.15 Average Hourly Wage and Annual Income of Completers and Discontinuers by Jurisdiction

6.8 Average Time to Completion by Jurisdiction

Chart 6.16 shows the average time to completion, by jurisdiction. In general,

training lasts significantly longer than the national average in Quebec,

Newfoundland and Labrador, and Nova Scotia. Respondents in the western

provinces (other than Saskatchewan) and Ontario take significantly less time to

complete their program than the Canada average. This is generally consistent

with the employment figures in the previous section. This point is important for

understanding the issue of completion rates and is the subject of further

investigation in other reports in this series.

34.09

32.07

28.32

27.87

27.50

26.98

25.47

23.92

23.12

22.30

21.36

27.79

22.30

29.48

23.11

24.21

24.69

25.11

22.15

21.42

20.95

20.60

21.06

25.17

68

73

54

58

59

58

54

51

49

48

47

59

47

66

43

54

52

54

46

44

45

45

49

53

Chart 6.16 Average Time to Completion by Jurisdiction



7.37

6.52

5.92

5.36

5.34

5.02

4.57

4.43

4.36

4.02

5.04

0.0 2.0 4.0 6.0 8.0

Quebec

Nova Scotia



New Brunswick

Saskatchewan

Ontario

Manitoba

Alberta

British Columbia

Territories

Canada

Time (years)



7 Summary and Conclusions

This report is one of a series based on analysis of data from the 2007 National

Apprenticeship Survey (NAS). Its purpose is to extend the scope of an initial

national overview (Statistics Canada, 2008) and a parallel set of provincial

reports, by including more detail on the entry characteristics, apprenticeship

experiences, exit characteristics and labour market activities of the populations

included in the survey. In addition to giving a national overview of these

features, this report also presented comparative results by major trade group

(the top 10 trade groups)19 and by jurisdiction (provinces and territories).

7.1 Summary

It is difficult to give a concise summary of the large number of variables

examined in the report. Therefore, the approach taken here is to combine the

national results with those for trade groups and jurisdictions. This gives the

broad picture, as well as allowing explicit comparisons across trades and

jurisdictions that may help readers identify differences that might be relevant for

policy or practice in apprenticeship. The following tables summarize the main

findings based on entry, the apprenticeship experience, completion and labour

market outcome. The summaries are a mix of quantitative and qualitative

statements, and they do not include every specific comparison. Readers are

encouraged to examine the charts more closely for more detailed information.

19 The top 10 trade groups, in order of total numbers, are electrician, carpenter/cabinetmaker,

automotive services , plumber/pipefitter/steamfitter, hairstylist/esthetician, machinist, heavy equipment mechanic, welder, millwright, and food services . For summary purposes, the names of combined trades are abbreviated to carpenter, hairstylist and plumber.



Table 7.1

Entry Characteristics

Factor National Result Trade differences Jurisdictional differences

1

Age of entry Widely distributed; median 24, mean 26

Carpenters/cabinet makers and electricians higher than average; machinists and automotive services lower than average

East generally higher than average; Ontario and Alberta lower than average

Education levels Most have at least high school education. Just over one-third have some post-secondary education

More carpenters and welders and fewer machinists and electricians have less than high school education. More electricians and fewer welders and automotive services have post-secondary education.

New Brunswick, Ontario and Saskatchewan also have significantly lower than average percentageswith less than high school education. The western provinces have fewer apprentices with some or complete post-secondary education.

Participation of women

About 10% of apprentices are women.

Women are concentrated mainly in hairstyling and food services

Higher than the national average in Manitoba, Saskatchewan, Ontario and Newfoundland and Labrador; lower in Nova Scotia andNew Brunswick. This is related to differences inthe mix of trades in the different jurisdictions.

Participation of Aboriginalpersons

Generally close to what is expected from Census figures.

More carpenters and fewer machinists than the national average

Generally lower than expected in jurisdictions with the highest Aboriginal populations, Manitoba, Saskatchewan and the Territories

Immigrants and visible minorities

Represented at about one-third the population expectation

More likely than average to be hairstylists, automotive services, food services and machinists; less likely to be carpenters/cabinet makersmillwrights, plumbers/ pipefittters/steamfitters

Slightly better represented in Manitoba and Saskatchewan than in other jurisdictions

Persons with disabilities

About 8% of apprentices.[Population data not available]

Slightly higher representation in hairstyling and food



services

Personal influences on entry

About 20% have parents and 30% other relatives in the trade

Higher for carpenters/cabinet makers; lower for parents in hairstyling

Slightly higher in Prince Edward Island; slightly lower in British Columbia and Manitoba

Reasons for Registration

Interest in the trade is dominant. Hobby and expectation of better job or pay also prominent

Wide differences across trades; interest and hobby highest for hairstylists and automotive services;Expectation of better pay highest for other mechanical trades.

Interest lower in Nova Scotia, New Brunswick and Manitoba.Hobby higher in Territories, Newfoundland and Labrador and Ontario. Job or pay higher in Alberta, lower in Newfoundland and Labrador, Ontario andPrince Edward Island.

1 As noted earlier, results for Quebec should not be directly compared with those for other jurisdictions

because of differences in the mix of trades sampled in Quebec. Although Quebec results are presented throughout the report, they are not included in the summaries to avoid the risk of explicit comparison.



Table 7.2

The Apprenticeship Experience

Factor National Trade differences Jurisdictional differences

Technical training

Time About one-third took technical training before, about half after registration

Wide variations for before entry , less variation for after.

Fairly wide variations before but no jurisdiction stands out.Manitoba lower than others for after.

Mode Mainly block release Wide variations in long block release; highest for welders lowest for hairstylists.

More than 7% long block release in most jurisdictions. Lower in Ontario. Self-paced highest in Ontario.

Institutions Mainly community colleges

More than 75% community colleges in six of the ten largest trades; lower for plumbers/pipefitters/ steamfitters, electricians, carpenters and hairstylists

Highest for community colleges in New Brunswick, lower than others in Saskatchewan, British Columbia and Newfoundland and Labrador. Private colleges highly variable but small in most jurisdictions

Quality High ratings of quality (close to 80% rating training “excellent or good) Few found technical training difficult

Higher than average ratings by welders, food services, plumbers, carpenters; lower by heavy equipment mechanics, electricians and machinists. Small differences in difficulty but higher than average for electricians

Highest in Territories and Alberta; lowest in Nova Scotia andNew Brunswick.

Main source of support

EI and employment income

Wide variations.Highest for welders, lowest for hairstylists.

On-the-job training

Worked in week prior to survey (continuers only)

74% overall Higher for automotive services and carpenters, lower for welders

Higher in West and Ontario; lower in East and territories

Multiple employers during apprenticeship

50% overall Higher for carpenters, electricians, plumbers; lower for machinists and millwrights

Higher in Newfoundland and Labrador; lower in Lower in British Columbia, Saskatchewan, Manitoba



and New Brunswick

Worked outside province of registration

8% overall Highest for welders; lower for automotive services, hairstylists, machinists

Highest in Newfoundland and Labrador, lower in British Columbia andOntario.

Supervision 80% supervised at all times

Small variations Small variations

Sufficient preparation for certification exam

77% overall Highest for hairstylists, lower for machinists, carpenters, electricians

Small variations

Table 7.3

Completion and Certification

Factor National Result Trade differences

Jurisdictional differences

Time to completion

5.0 years average Varies with nominal length of apprenticeship.Proportionally highest for carpenters, electricians, plumbers

Significantly longer than average in Quebec, Newfoundland and Labrador and Nova Scotia. Significantly shorter than average in the western provinces.

Reasons for discontinuation

Widely varied but more job-related than personal

Not examined1

Not examined

Attempts at certification

About 40% made 2 or more attempts.

Not examined Not examined

Red Seal 87% in Red Seal trades. 83% of completers have Red Seal certification


Obstacles to completion

Mainly job-related; insufficient income, lack of work, cost of tools


Factors influencing probability of completion

More likely to complete if they :

are younger

have high school education or more

female

Not examined Note that private school technical training is a significant factor only for hairstylists.

Not examined



are visible minority

are non-Aboriginal

are not disabled

took technical training before entry

received credit for prior technical training

had ore than one employer

didsufficient tasks to prepare for certification exam

worked outside the province of registration

Most differences are small

1Some factors were not examined by trade and jurisdiction because this would have required three-way

cross-tabulations which would have increased the complexity of interpretation.Others yielded no significant differences.



Table 7.4

Labour Market Outcomes

Factor National result Trade differences

Jurisdictional differences

Employed last week

88% for completers, 82% for discontinuers

Higher for millwrights, heavy equipment mechanics, machinists and automotive services; lowest for carpenters.

Higher in West, lower in East.Newfoundland andsignificantly lower than any others

Average hourly wage

Approximately $28 for completers, $25 for discontinuers

Large differences; highest for welders, lower for food services and hairstylists

Highest in Territories andAlberta. Lower in East and Manitoba

Average annual income

Approximately $59,000 for both groups

Large differences; highest for welders, lower for food services and hairstylists

Highest in Territories and Alberta; lower in East and Manitoba

7.2 Conclusions

Underlying the many detailed results presented in this report are several

general threads. Some of these may help answer questions of interest to policy-

makers, while others raise further questions. A more qualitative summary of the

main findings is given below. Variations across trade groups and jurisdictions

are noted, but specific groups or jurisdictions are not identified. Interested

readers should consult the charts or the summary tables for this information.

Apprenticeship is a late-entry field for many individuals. This suggests

that apprenticeship is not the first training or work activity considered by

most of those who do eventually register. However, the results do not

reveal why this is so.

Most apprentices register after a period spent working or attending

school. In general, registration in apprenticeship does not seem to be a

response to unemployment.

Many of the groups generally considered somewhat disadvantaged in

the labour market (particularly women, immigrants, members of visible

minorities and persons with disabilities) are underrepresented in

apprenticeship. The notable exception is Aboriginal people, although the

picture for this group might look slightly different if age distributions were

considered.

Women tend to be concentrated in two trade groups,

hairstylist/esthetician and food services worker. Other groups examined

do not show such a strong concentration.



Interest in the trade is the main reason for registration. However, there

are wide differences across trades and jurisdictions in the range of

reasons given.

A relatively high proportion of apprentices have had parents or other

relatives in the trades, suggesting an intergenerational aspect to trades

work. The results do not indicate whether the influence of this factor is

stronger for the trades than for other occupations.

Some apprentices take technical training before registration, and most

take it afterward. (A combination of the two approaches was not

examined.) There are wide variations across trade groups and

jurisdictions in the proportions using each of these routes.

Apprentices take technical training primarily through community colleges.

Specialized vocational, trade and apprenticeship schools account for a

somewhat smaller proportion, while private colleges account for only a

small proportion in all trade groups except hairstylist/esthetician. In that

trade, these institutions account for about half the training. There are

wide variations across trade groups and jurisdictions in the percentages

using community colleges and specialized institutions. Although the

overall role of private colleges is small, this also varies across

jurisdictions.

Most respondents rated their technical training as excellent or good, and

relatively few found the training difficult.

Employment Insurance (EI) and employment income are the largest

sources of financial support for technical training. However, the use of EI

varies widely across trades and jurisdictions.

Most long-term continuers had worked as apprentices in the week before

the survey. Again, this varies fairly widely across trade groups and

jurisdictions.

Only a small percentage of respondents had worked as apprentices

outside their province of registration, again with significant variations

across trade groups and jurisdictions.

Responses to the quality of the on-the-job component of training were

generally quite positive. Differences among trade groups on the question

of whether the training covered sufficient tasks to prepare apprentices for

the certification exam are greater than those among jurisdictions,

suggesting that difficulties in this area may be trade specific.

Most completers and discontinuers were employed at the time of the

survey. However, the survey was conducted at a time of high

employment, and the impact of the current recession on employment in

the trades cannot be determined from the study.



Average hourly wages and annual incomes at the time of the survey

were relatively high (in the range of $28 per hour and $59,000 per year,

respectively).

On all indicators used, the labour market outcomes for completers are

better than those for discontinuers. The largest difference is for the

percentage working in their trade, with only 18% of discontinuers working

in their trade at the time of the survey, compared with 57% of completers.

Employment rates and incomes vary across jurisdictions, and more

strongly across trade groups.

Most respondents, in all trade groups and jurisdictions, are satisfied with

their incomes.

Time to completion is generally longer than the nominal duration of the

apprenticeship program. This fact seems to be more related to

employment than to other factors, with jurisdictional differences following

the pattern of employment rates.

Similarly, the main reasons for discontinuation and the barriers to

completion of apprenticeship seem to be job related. However, no single

reason stands out as dominant in a way that would suggest an

appropriate policy response designed to reduce the incidence of

discontinuation. Indeed, the labour market outcomes for discontinuers do

not differ strongly from those for completers.

The probability of completion is related to a large number of factors,

including age, gender, education level, disability and quality of on-the-job

training. Again, however, none of these factors seems to be decisive or

dominant.

Most of the respondents were in Red Seal trades, and most completers

held Red Seal endorsement.



References

Menard, M., F. Menezes, C.K.Y. Chan and M. Walker.National Apprenticeship

Survey: Canada Overview Report. Ottawa: Statistics Canada, 2008,

catalogue number 81-598-X, no. 001.

Morissette, D. Registered Apprentices: The Cohort of 1993, a Decade Later—

Comparisons With the 1992 Cohort. Ottawa: Statistics Canada, 2008,

catalogue number 81-595-M, no. 063.



Appendix A: Data Tables

Table A2.1

Age at Registration

Percent Standard error (SE)

<20 18 0.22 20–24 35 0.32 25–29 19 0.23 30–39 20 0.23 40–49 7 0.14

50+ 1 0.07

Total N 105,057

Table A2.2

Education Level at Registration

Percent SE

Less than high school 16 0.22 High school 47 0.47 Some post-secondary 15 0.21 Trade/vocational certificate or diploma (DEP in Quebec) 9 0.12 Completed college 11 0.16

Completed university 2 0.08

Total N 105,057



Table A2.3

Other Demographic Characteristics of Those Entering Apprenticeship

Percent: NAS

Percent: census SE

Female 10 n/a 0.16

Aboriginal 5 4 0.11

Visible minority 6 16 0.14

Non-Canadian by birth 7 20 0.15

Home language French 22 n/a 0.22

Home language other than English or French 3 11 0.10 Bilingual at home or work 4 n/a 0.11

Disabled 3 n/a 0.10

Total N 105,057

Table A2.4

Antecedents to Registration

Percent SE

Reasons for not entering earlier Had a job 44 0.44

Attending school 18 0.32 Did not know what to do 12 0.23 Could not get sponsor or no work available 5 0.17 No knowledge of trade or not interested 16 0.29

Total N 61,965

Aware of apprenticeship while in high school 59 0.59

Total N 105,057

Main activity in previous 12 months Work 68 0.68

Attending school 26 0.26 Unemployed 3 0.10

Total N 105,057



Table A2.5

Reasons for and Influences on Registration

Percent SE

Significant others in trade Parent in trade 21 0.49 Other relatives in trade 32 0.62 Friends in trade 37 0.72

Reasons for registration Interest in trade 51 1.00 Expected good/better pay 23 0.45 Expected steady job 16 0.45

Influences on registration High school or college program 14 0.38 High school work experience 10 0.35 Knowledge from previous job 28 0.55 Other persons 51 1.00 Hobby 25 0.50

Total N 105,057

Table A2.6

Previous Trade-Related Work Experience and Credit for Prior Experience

Percent SE

Already had job or knowledge in trade 11 0.16 Had previous trade-related work 25 0.25 Took technical training before registration 31 0.31 Credit for hours prior to registration 39 0.39 Credit for prior technical training 21 0.21

Total N 105,057



Table A3.1

Type of Technical Training and Institutional Setting

Percent SE

Before registering 30 .30

Technical training After registering 46 0.46

Type of technical training Block release, three weeks or more 63 0.38 Block release, less thanthree weeks 5 0.20

Day release 15 0.30

Self-paced 20 0.34

Distance education 5 0.19

Type of institution High school 6 0.21

Private institution 5 0.17 Trade, vocational or apprenticeship school 33 0.39

Community college or CÉGEP 64 0.38

Total N 48,843

Table A3.2

Sources of Support for Technical Training

Percent SE

EI/welfare 52 0.42

Employment income 42 0.42

Other 27 0.35

Personal savings 21 0.36

Total N 30,572



Table A3.3

Perceptions of Quality of Technical Training

Percent SE

Equipment excellent or good 80 0.40

Learned things would not have learned on job 76 0.38

Technical training helped them do better job 76 0.38

Found training difficult 14 0.27

Total N 55,058

Table A3.4

Employment Experiences as Apprentices

Percent SE

Continuers Worked last week 74 0.59

Had job but did not work 10 0.35

Worked as apprentice last week 44 0.58

Total N 28,048

Number of employers during apprenticeship One

50 0.40

Two 21 0.25 Three or more 29 0.29

Total N 105,057

Reasons for change of employers Work not available 35 0.38

End of project 9 0.22 Looking for more experience/advancement 9 0.22 Seeking better working conditions 16 0.32 Seeking better employer/self-employment 10 0.25

Total N 52,448



Table A3.5

Perceptions of Quality of On-the-Job Training

Percent SE

Supervised at all times during apprenticeship 81 0.81

Did sufficient tasks to prepare for certification exam 76 0.76

Found work as apprentice difficult 14 0.19

Total N 105,057

Table A3.6

Barriers Encountered During Apprenticeship

Percent SE

Insufficient income/delays in funding 35 0.35 Inconsistent work/lack of work 25 0.25 Fees/cost of toolsnot tax deductible 23 0.23 Apprenticeship administration 18 0.22 Employers not following rules 18 0.22 Working conditions 15 0.22 Harassment/discrimination 10 0.19 Lack of/inadequate supervision 7 0.15

Total N 105,057

Table A3.7

Work and Registration Outside of Home Province

Percent SE

Worked outside province of registration 8 0.17 Registered in more than one province 3 0.10

Total N 93,192

Of those who did Received credit 71 0.99

Total N 7,402

Was able to transfer credit 76 1.52

Total N 3,245



Table A4.1

Apprenticeship Status at Time of Survey

Percent SE

All Long-term continuer (LTC) 27 0.27 Completer 56 0.56 Discontinuer 17 0.22

0.00

Within these sub-groups LTC with minimum requirements 60 0.60 Completer with certification 89 0.36 Discontinuer without certification 75 0.60

Total N 105,057

Table A4.2

Average Time in Program by Apprenticeship Status

Mean (years) SE

Completers 5.0 0.1 Discontinuers 3.2 0.1

Long-term continuers 9.0 0.1

Table A4.3

Main Reasons for Discontinuation

Percent SE

Not enough work/insufficient income 16 0.53 Better job offer 10 0.44 Completed program/already certified 9 0.39 Disliked work/conditions 8 0.43 Lost interest in trade 8 0.43 Illness/disability 7 0.38 Other 44 0.74

Total N 17,355



Table A4.4

Probability of Completion, by Age at Registration

Percent SE

< 20 76 0.5 20–24 81 0.5 25–29 80 0.5 30–39 75 0.5 40+ 69 1.0

Total N 76,816

Table A4.5

Probability of Completion, by Education Level

Percent SE

Less than high school 70 0.99 Completed high school 79 0.39 More than high school 78 0.54 Completed college/university 78 0.55

Total N 76,816

Table A4.6

Probability of Completion, by Demographic Factors

Percent SE

Female 80 0.88 Male 77 0.31

Aboriginal 71 1.14 Non-Aboriginal 77 0.31

Visible minority 80 1.12 Non-visible minority 77 0.31

Home language English or French 77 0.31 Home language other than English or French 80 1.44

Disabled 70 1.12 Non-disabled 78 0.31

Total N 76,816



Table A4.7

Probability of Completion, by Other Entry Characteristics

Percent SE

Reasons for registration Interest in trade 79 0.5 Expect good pay 80 0.7 Expect steady job 79 0.8 Has job in trade 77 1.1 Others 75 1.1

Difficulties Had difficulty finding employer 78 0.8 Other problems in entry 73 1.1

Influences on registration High school or college program 80 0.8

Previous job experience 77 0.7

Hobby 79 0.7

Previous experience Had worked at trade previously 77 0.7 Received credit for prior technical training or work 84 0.7 Took technical training before registration 82 0.6

Total N 76,816

Table A4.8

Probability of Completion, by Technical Training

Percent SE

Type of technical training Took technical training after registering 85 0.34 Technical training by long blocks 85 0.34 Technical training self-paced 85 0.68 Technical training day release 89 0.71

Technical training institution Private college 90 1.35

Trade, vocational or apprenticeship school 81 .65 Community college 85 .34 Other 80 1.20

Technical training difficult Agree 80 0.88 Disagree 85 0.42

Total N 76,816



Table A4.9

Probability of Completion, by On-the-Job Training

Percent SE

Number of employers during apprenticeship One 74 0.44

Two 79 0.63 Three or more 84 0.59

Did sufficient tasks to prepare for certification exam Yes 79 0.40

No 71 0.57

Found work as apprentice difficult Agree 76 0.69 Disagree 78 0.39

Worked outside province Yes 83 1.32

No 77 0.39

Total N 76,816

Table A4.10

Attempts at Certification Exam: Those Without Certification

Percent SE

Number of attempts

Attempted certification exam 32 0.49 One 57.9 1.04 Two 28 0.77 Three or more 14 0.61

Total N 33,185

Those unsuccessful Received feedback after attempts 41 0.98 Planning to write (again) 46 0.51

Total N 10,468

Reasons for not planning to write again No longer working/not interested 51 0.71

Other 24 0.61 Already passed 13 0.45 Certification not required to work in trade 10 0.45 Feel unprepared 9 0.41

Total N 17,235



Table A4.11

Interprovincial (IP) Red Seal Exam

Percent SE

Trade isRed Seal trade 87 0.87 Have IP (Red Seal) certification 83 0.83

Total N 51,062 IP and certification exams are same 49 0.44

Total N 43,240 Wrote IP exam more than once, if separate 8 0.41

16,988

Those unsuccessful Received feedback 43 1.25 Planning to write again 46 1.19

Total N 6,078 Reasons for not planning to write again Do not intend to leave province 49 2.57

No longer working/not interested 10 1.12 Certification not required to work in trade 13 1.77 Other 29 2.24

Total N 3,691



Table A4.12

Labour Market Activity of Completers and Discontinuers at Time of Survey

Percent SE

Activities last week Worked 83 0.83 Had permanent job 71 0.71 Had job but did not work 7 0.18 Self-employed 12 0.21 On temporary layoff 3 0.11 Had job to start later 2 0.09

Job satisfaction With money made 87 0.87 With working conditions 93 0.93

Hours per week usually worked 30 or fewer

3.1 0.13

31–40 75.3 0.45 More than 40 21.5 0.28

Total N 76,816

Table A4.13

Average Hourly Wage and Annual Income

for Completers and Discontinuers

Mean: completers

Mean: discontinuers SE:completers SE:discontinuers

Hourly wages ($0.00) 27.79 25.17 0.1 0.23 Annual income ($000s) 59.23 51.79 0.25 0.49

Total N 76,816



Table A5.1

Top 10 Trade Groups

Percent SE

Electrician 16 0.23 Carpenter/cabinetmaker 13 0.18 Automotive services technician 13 0.18 Plumber/pipefitter/steamfitter 10 0.17 Hairstylist/esthetician 7 0.13 Machinist 5 0.12 Sheet metal worker 5 0.11 Welder 4 0.12 Millwright 4 0.12

Food services worker 4 0.11 Other 20 0.24

Total N 105,057

Table A5.2

Average Age at Registration by Trade Group

Average age SE

All trade groups 26.2 0.0

Machinist 24.7 0.2 Automotive services technician 25.1 0.1 Plumber/pipefitter/steamfitter 25.8 0.2 Hairstylist/esthetician 25.8 0.2 Heavy equipment mechanic 25.8 0.2 Welder 25.9 0.2 Food services worker 26.1 0.2 Millwright 26.6 0.2 Carpenter/cabinetmaker 26.7 0.1 Electrician 27.1 0.1

Total N 105,057



Table A5.3

Education Levels by Trade Group

Less than high

school High

school

Some or completed

post- secondary

SE: less than high

school SE: high

school SE: post-

secondary

Automotive services technician 14 60 26 0.62 1.02 0.76

Welder 20 54 25 1.07 1.14 1.28

Heavy equipment mechanic 14 52 34 0.86 1.25 1.18 Machinist 7 52 41 0.71 1.35 1.19

Plumber/pipefitter/steamfitter 15 51 33 0.67 1.08 0.90

Hairstylist/esthetician 12 51 37 0.74 1.22 1.12 Food services worker 13 48 39 0.96 1.39 1.46

Millwright 11 45 44 0.86 1.45 1.40

Carpenter/cabinetmaker 22 44 33 0.67 0.89 0.74 Electrician 8 41 51 0.46 0.70 0.66

All trade groups 14 49 37 0.19 0.39 0.33

Total N 105,057

Table A5.4

Relatives in Trade by Trade Group

Percent:parent

Percent: other

relative SE:parent SE: other

relative

Carpenter/cabinetmaker 33 48 0.79 1.55 Heavy equipment mechanic 25 33 1.02 2.00 Plumber/pipefitter/steamfitter 22 32 0.82 1.61 Welder 20 34 1.12 2.19 Electrician 20 31 0.59 1.15 Automotive services technician 19 30 0.70 1.38 Millwright 18 24 1.02 2.01

Machinist 16 29 0.93 1.83 Food services worker 13 22 0.96 1.88 Hairstylist/esthetician 10 27 0.65 1.28

All trade groups 21 32 0.25 0.49

Total N 105,057



Table A5.5

Selected Reasons for Registering as an Apprentice by Trade Group

Interest in

trade

Trade as

hobby

Expected

better

job/pay SE:interest

SE:

hobby

SE:

job

Hairstylist/esthetician 68 43 5 0.95 1.13 0.52

Automotive services

technician 66 63 13 0.79 0.75 0.57

Food services worker 58 41 11 1.52 1.53 0.96

Carpenter/cabinetmaker 55 29 21 0.83 0.70 0.64

Heavy equipment mechanic 53 40 25 1.27 1.15 1.02

Electrician 52 16 24 0.78 0.51 0.60

Machinist 49 15 27 1.28 0.96 1.10

Millwright 47 25 26 1.36 1.26 1.31

Welder 46 22 36 1.34 1.15 1.36

Plumber/pipefitter/steamfitter 37 5 33 1.00 0.43 0.89

All trade groups 51 25 23 0.41 0.25 0.23

Total N 105,057

Table A5.6

Time of Technical Training by Trade Group

Before entry After entry

SE: before

SE after

Hairstylist/esthetician 49 42 1.17 1.08 Machinist 46 55 1.33 1.43 Electrician 39 48 0.66 0.63 Automotive services technician

36 57 0.87 1.03

Food services worker 34 43 1.30 1.38 Heavy equipment mechanic 32 55 1.14 1.31 Millwright 29 57 1.17 1.47 Welder 27 51 1.10 1.33

Carpenter/cabinetmaker 23 37 0.67 0.77 Plumber/pipefitter/steamfitter 21 50 0.80 1.06


Total N 105,057



Table A5.7

Type of Technical Training by Trade Group

Long-block

release Self-

paced SE: long

block SE:

self-paced

Welder 88 4 1.14 0.79 Heavy equipment mechanic 72 9 1.45 0.91 Plumber/pipefitter/steamfitter 72 19 1.29 1.08 Electrician 71 19 0.99 0.80 Food services worker 66 9 2.13 1.33 Automotive services technician

64 15 1.03 0.79

Carpenter/cabinetmaker 60 29 1.08 1.17 Millwright 59 14 2.02 1.35 Machinist 47 27 1.60 1.63 Hairstylist/esthetician 31 28 1.60 1.52


Total N 48,843

Table A5.8

Type of Technical Training Institution by Trade Group

Percent: community

college

Percent: trade

school

Percent: private college

SE: community

college

SE: trade

school

SE:private

college

Machinist 85.63 9.91 0.00 1.1 1.00 0.0 Food services worker 81.61 11.45 4.04 1.2 1.42 0.8 Automotive services technician

78.89 14.07 2.39 1.1 0.76 0.4

Welder 78.28 16.94 1.88 1.8 1.44 0.5 Heavy equipment mechanic

77.76 15.18 1.54 1.6 1.15 0.4

Millwright 77.13 16.81 1.57 1.8 1.43 0.4 Plumber/pipefitter/ steamfitter

56.31 33.05 0.86 1.4 1.26 0.2

Electrician 56.18 32.32 1.51 1.0 0.90 0.2 Carpenter/cabinetmaker

34.96 43.23 0.71 1.0 1.12 0.2

Hairstylist/esthetician 17.56 19.76 47.39 1.3 1.32 1.6

All trade groups 55.89 28.66 4.03 0.4 0.37 0.2

Total N 48,843



Table A5.9

Quality of Technical Training by Trade Group

Ratingexcellent or

good

Found training difficult

SE: rating

SE: difficulty

Welder 90.53 11.57 2.18 1.16 Food services worker 86.32 8.72 3.19 1.10 Plumber/pipefitter/steamfitter 83.56 7.63 2.32 0.95 Carpenter/cabinetmaker 81.22 11.51 1.65 0.71 Automotive services technician 80.30 12.79 1.63 0.79 Hairstylist/esthetician 78.87 10.57 2.33 1.07

Millwright 77.65 12.20 2.73 1.22 Heavy equipment mechanic 75.06 11.33 2.50 1.14 Electrician 74.48 21.40 1.65 0.79 Machinist 65.97 13.80 2.93 0.88

All trade groups 78.89 13.57 0.73 0.27

Total N 48,843

Table A5.10

EI Payments as Main Support for Technical Training by Trade Group

Percent SE

Welder 69.0 1.8 Plumber/pipefitter/steamfitter 59.1 1.4 Automotive services 56.2 1.2 Heavy equipment mechanic 55.4 1.6 Electrician 48.8 0.9 Carpenter/cabinetmaker 42.6 1.1 Food services 41.5 2.2 Millwright 35.2 1.8 Machinist 30.1 1.7 Hairstylist/esthetician 10.1 1.0

All trade groups 45.7 0.4

Total N 55,272



Table A5.11

On-the-Job Work Experience by Trade Group

Worked last week

(contin-uers)

More than one

employer

Worked outside

province SE: last

week SE:

employer SE:

outside

Heavy equipment mechanic 88 43 6.4 1.58 1.3 0.6 Millwright Automotive

86 31 11.1 1.64 1.2 0.9

services 86 50 1.7 0.95 0.9 0.2 Machinist 84 36 3.3 1.51 1.4 0.5 Food service 80 49 6.9 1.45 1.4 0.7 Electrician 77 56 9.5 1.39 0.7 0.4 Plumber/pipefitter/ steamfitter 75 59 10.0 1.95 1.1 0.6 Welder 73 54 14.0 3.01 1.4 1.0 Hairstylist/ esthetician 70 43 1.5 2.38 1.1 0.3 Carpenter/ cabinetmaker 61 59 8.3 1.09 0.9 0.5

All trade groups 74 50 7.6 0.51 0.4 0.2 Total N 28,048 105,057 100,910



Table A5.12

On-the-Job Supervision and Preparation for Certification by Trade Group

Percent: supervised at all times

Percent:did sufficient

tasks SE:

supervision SE:

tasks

Hairstylist/esthetician 89 86 0.71 0.69 Welder 88 81 0.79 0.73 Automotive services 87 82 0.52 0.49 Machinist 86 73 0.77 1.18 Heavy equipment mechanic 82 80 0.65 0.64 Carpenter/cabinetmaker 82 68 0.49 0.68

Millwright 81 77 0.89 1.39 Food services 79 78 1.42 1.40 Plumber/pipefitter/steamfitter 78 82 1.09 0.57 Electrician 77 71 0.62 0.71


Total N 105,057

Table A5.13

Percent of Completers and Discontinuers Employed by Trade Group

Mean:completers Mean:discontinuers SE:

completers SE:discontinuers

Welder 84 84 3.71 15.75

Plumber/pipefitter/steamfitter 68 61 1.73 5.08

Millwright 68 61 1.29 3.35

Electrician 66 55 0.87 2.47

Heavy equipment mechanic 67 62 1.85 7.75

Carpenter/cabinetmaker 57 48 1.20 2.33

Machinist 59 48 1.50 4.23

Automotive services 52 47 0.99 2.08

Food services 37 34 1.57 3.50

Hairstylist/esthetician 28 28 0.95 3.35

All trades 59 53 0.46 1.29

Total N 52,127 17,497




Table A5.14

Average Hourly Wage and Annual Income of Completers and

Discontinuers by Trade Group

Hourly ($0.00)

Annual ($000s)

SE: hourly

SE: annual

Hourly ($0.00)

Annual ($000s)

SE: hourly

SE: annual

Welder 36.68 84 1.51 3.71 34.13 84 4.54 15.75

Plumber/pipefitter/ steamfitter 31.72 68 0.61 1.73 27.33 61 1.69 5.08

Millwright 31.29 68 0.51 1.29 28.24 61 1.28 3.35

Electrician 30.97 66 0.35 0.87 26.53 55 1.05 2.47

Heavy equipment mechanic 29.08 67 0.64 1.85 27.63 62 2.80 7.75 Carpenter/ cabinetmaker 27.74 57 0.47 1.20 24.00 48 1.21 2.33

Machinist 26.21 59 0.56 1.50 22.19 48 1.58 4.23

Automotive services 23.37 52 0.41 0.99 21.53 47 1.04 2.08

Food services 17.74 37 0.63 1.57 17.13 34 1.18 3.50

Hairstylist/esthetician 15.10 28 0.46 0.95 16.90 28 1.93 3.35

All trades 27.79 59 0.18 0.46 25.17 53 0.46 1.29

Total N 52,127 17,497

Table A5.15

Average Time to Completion by Trade Group

Average (years) SE

Carpenter/cabinetmaker 7.9 0.22 Electrician 6.8 0.14 Plumber/pipefitter/steamfitter 6.1 0.18 Automotive services 5.5 0.13 Millwright 5.1 0.14 Heavy equipment mechanic 4.9 0.14 Machinist 5.1 0.19 Welder 4.4 0.18 Food services 4.4 0.21 Hairstylist/esthetician 2.8 0.14

All trade groups 5.0

Total N 58,499



Table A6.1

Average Age at Registration by Jurisdiction

Percent SE

Prince Edward Island 38.2 0.4 New Brunswick 27.9 0.1 Quebec 27.7 0.1 Nova Scotia 27.0 0.1 Manitoba 26.4 0.1 British Columbia 26.3 0.2 Saskatchewan 25.9 0.2 Newfoundland and Labrador 25.9 0.2 Alberta 25.5 0.1

Ontario 25.5 0.1 Territories 25.2 1.2

Canada 26.2 0.0

Total N 105,057

Table A6.2

Education Level by Jurisdiction

Less than high

school High

school

Some or completed

post-secondary

SE: less than high

school

SE: high

school SE: post-

secondary

Saskatchewan 12 58 30 0.94 1.57 1.36

New Brunswick* 5 57 38 0.92 1.93 1.71

Manitoba 15 56 30 1.13 1.50 1.45 Newfoundland and Labrador 14 54 33 1.17 1.82 1.60

Alberta 16 54 31 0.43 0.59 0.55

British Columbia 16 53 31 0.64 0.91 0.72

Ontario 11 50 39 0.35 0.55 0.55

Prince Edward Island* 13 48 39 4.11 5.73 5.53

Nova Scotia 13 45 43 1.23 1.93 1.83

Quebec 24 27 48 0.56 0.55 0.63

Territories 30 40 30 4.14 4.36 4.14

Canada 16 47 38 0.22 0.37 0.34

Total N 105,057

* Use with caution because of small sample size



Table A6.3

Percentage of Women by Jurisdiction

Percent SE

Manitoba 21 0.7 Saskatchewan 17 0.6 Ontario 15 0.4 Newfoundland and Labrador 13 0.7 Alberta 11 0.4 Territories 10 1.6 British Columbia 9 0.5 Prince Edward Island 8 1.1 Nova Scotia 5 0.3 New Brunswick 3 0.2

Quebec 2 0.1

Canada 10 0.2

Total N 105,057

Table A6.4

Aboriginal Apprenticeship and Census Populations by Jurisdiction

Percent SE Census

Territories 35.1 2.8 52.8 Manitoba 12.8 0.6 15.4 Saskatchewan 11.4 0.5 14.9 Newfoundland and Labrador 6.5 0.5 4.7 Alberta 5.5 0.3 5.8 British Columbia 5.0 0.4 4.8 Ontario 3.4 0.2 2.0 Nova Scotia 3.1 0.2 2.7 New Brunswick 2.2 0.2 2.5 Quebec 1.8 0.2 1.5

Canada 4.5 0.1 4.0 Prince Edward Island x 1.3

Total N 105,057x Suppressed to meet the confidentiality requirements of the Statistics Act.



Table A6.5

Visible Minority Apprenticeship and Census Populations by Jurisdiction

Percent SE Census

British Columbia 9.6 0.5 24.8 Ontario 8.1 0.3 22.8 Alberta 6.1 0.3 13.9 Manitoba 6.0 0.5 9.6 Saskatchewan 2.1 0.3 3.6 Nova Scotia 1.3 0.1 4.2 Quebec 1.3 0.1 8.8 New Brunswick 0.6 0.1 1.9

Canada 5.4 0.1 16.2

Newfoundland and Labrador x

1.1 Prince Edward Island x 1.4 Territories x 3.9

Total N 105,057 x Suppressed to meet the confidentiality requirements of the Statistics Act.

Table A6.6

Parents and Other Relatives in Trade by Jurisdiction

Percent: parent

Percent: other

SE: parent

SE: other

Prince Edward Island 27 38 1.76 1.96 Quebec 26 39 0.57 0.51 New Brunswick 25 31 0.59 0.69 Nova Scotia 22 32 0.48 0.52 British Columbia 21 25 0.67 0.73 Newfoundland and Labrador 20 31 0.98 1.11 Ontario 19 31 0.48 0.49 Territories 19 30 2.33 3.01 Alberta 19 31 0.54 0.58 Manitoba 18 27 0.67 0.80 Saskatchewan 16 30 0.61 0.87

Canada 21 32 0.25 0.32

Total N 105,057



Table A6.7

Reasons for Registering in Trade by Jurisdiction

Percent: interest

Percent: hobby

Percent:job/pay

SE: interest

SE: hobby

SE: job/pay

Territories 59 35 23 3.56 2.80 2.37 Newfoundland and Labrador 55 32 17 1.21 1.09 0.82 Ontario 53 31 19 0.58 0.50 0.48 Quebec 53 15 24 0.68 0.40 0.55 Saskatchewan 52 26 24 0.68 0.75 0.70 Alberta 49 26 27 0.69 0.65 0.67 British Columbia 49 26 24 0.92 0.77 0.77 Prince Edward Island 47 28 14 1.42 1.83 1.57 Manitoba 46 31 21 0.87 0.87 0.72 Nova Scotia 42 25 21 0.55 0.47 0.46 New Brunswick 41 21 21 0.73 0.53 0.55

Canada 51 25 23 0.41 0.25 0.23

Total N 105,057

Table A6.8

Time of Technical Training by Jurisdiction

Percent: before

Percent: after SE: before SE: after

Nova Scotia 38 57 0.56 0.46 Manitoba 37 41 1.00 0.79 Ontario 36 55 0.58 0.61 Quebec 35 27 0.60 0.46 Prince Edward Island 35 53 1.81 1.59 New Brunswick 30 54 0.66 0.80 Territories 28 55 2.86 3.30 Saskatchewan 28 52 0.80 0.67 British Columbia 25 52 0.71 0.99 Alberta 24 50 0.59 0.69 Newfoundland and Labrador 22 46 0.97 1.24

Canada 31 46 0.31 0.40

Total N 48,843



Table A6.9

Type of Technical Training by Jurisdiction

Percent: long block

Percent: self-paced

SE: long block

SE: self-paced

Territories 86 x 2.31 0.00 New Brunswick 82 7 0.57 0.49 Alberta 81 7 0.49 0.47 Prince Edward Island 80 8 2.95 1.67 British Columbia 79 9 1.19 0.69 Saskatchewan 78 7 1.17 0.57 Nova Scotia 72 15 0.72 0.56

Newfoundland and Labrador 67 13 1.55 1.15 Manitoba 63 14 1.20 0.92 Ontario 51 22 0.82 0.63 Quebec 28 58 0.97 1.22

Canada 63 20 0.38 0.34

Total N 48,843 x Suppressed to meet the confidentiality requirements of the Statistics Act.

Table A6.10

Technical Training Institution by Jurisdiction

Percent: community college

Percent: trade school

Percent:private college

SE:community college

SE:trade

school

SE:private

college

New Brunswick 90 4 1 0.63 0.37 0.19 Nova Scotia 79 12 1 0.79 0.52 0.13 Manitoba 75 9 7 1.34 0.93 0.73 Ontario 74 12 6 0.81 0.49 0.35 Territories 74 24 x 3.97 3.50 0.00 Alberta 73 18 4 0.95 0.74 0.35 Prince Edward Island 72 14 x 2.68 1.92 0.00 Saskatchewan 65 24 8 0.97 0.99 0.65 British Columbia 62 26 3 0.98 1.08 0.44 Newfoundland and Labrador 57 25 11 1.83 1.47 0.91 Quebec 4 70 1 0.33 0.70 0.18

Canada 56 29 4 0.45 0.37 0.16

Total N 48,84

3



Table A6.11

Quality of Technical Training by Jurisdiction

Percent: rating

excellent or good

Percent: found

training difficult

SE: rating

SE: difficulty

Territories 88 14 2.09 4.31 Alberta 82 14 0.41 0.62 Saskatchewan 81 13 1.07 1.33 British Columbia 80 13 0.56 0.81 Newfoundland and Labrador 79 11 1.28 1.64 Ontario 78 14 0.36 0.47

Quebec 78 13 0.41 0.57 Manitoba 77 16 1.48 0.73 Prince Edward Island 74 10 4.64 5.35 Nova Scotia 72 13 1.53 1.64 New Brunswick 71 16 1.53 1.96

Canada 79 14 0.20 0.27

Total N 48,843

Table A6.12

On-the-Job Work Experience by Jurisdiction

Worked last week

(continuers)

More than one employe

r

Worked outside

province

SE: last

week

SE:employers

SE: outsid

e

British Columbia 85 40 6 1.02 0.91 0.41 Alberta 84 50 10 1.01 0.70 0.38 Ontario 82 45 4 0.57 0.49 0.21 Saskatchewan 79 46 14 1.89 0.59 0.58 Manitoba 78 42 13 2.03 0.79 0.62 Nova Scotia 74 53 13 1.04 0.70 0.39 Prince Edward Island 73 51 12 4.91 2.47 1.33

Territories 71 50 17 4.68 3.02 2.72 New Brunswick 65 44 9 1.42 0.66 0.43 Quebec 57 61 7 1.19 0.49 0.33 Newfoundland and Labrador 56 68 23 1.69 1.15 0.98

Canada 74 50 8 0.51 0.40 0.15

Total N 28,048 105,05

7 100,91

0



Table A6.13

On-the-Job Supervision and Preparation for Certification by Jurisdiction

Percent: supervised at all times

Percent:did sufficient

tasks SE:

supervision SE: tasks

New Brunswick 88 82 0.44 0.41 Nova Scotia 85 83 0.34 0.33 Saskatchewan 85 83 0.51 0.50 Ontario 83 79 0.33 0.32 Territories 82 84 1.80 1.84 Alberta 81 79 0.40 0.40

British Columbia 80 81 0.96 0.56 Newfoundland and Labrador 79 83 1.19 0.66 Prince Edward Island 79 87 1.19 1.31 Manitoba 79 82 0.55 0.57 Quebec 79 64 0.31 0.51

Canada 81 77 0.32 0.46

Total N 105,057

Table A6.14

Percent of Completers and Discontinuers Employed by Jurisdiction

Percent employed:complete

rs

Percent employed:discontinu

ers SE:

completers

SE: discontinuer

s

British Columbia 93 90 0.75 1.17

Alberta 93 89 0.47 0.71

Saskatchewan 93 86 1.12 2.06

Territories 93 85 3.81 4.92

Manitoba 92 85 1.20 2.05

Ontario 91 82 0.36 0.91

Prince Edward Island 90 0.00 0.00

Nova Scotia 86 80 1.29 2.73

New Brunswick 85 81 1.28 2.11

Newfoundland and Labrador 79 73 1.42 4.24

Quebec 72 70 0.72 0.98

Canada 88 82 .35 .33

Total N 52,127 17,497




TableA6.15

Average Hourly Wage and Annual Income

for Completers and Discontinuers by Jurisdiction

Hourly ($0.00)

Annual ($000s)

SE: hourly

SE: annual

Hourly ($0.00)

Annual ($000s)

SE: hourly

SE: annual

Territories 34.09 68 1.19 1.92 22.30 47 1.26 0.03

Alberta 32.07 73 0.29 0.75 29.48 66 0.73 0.02

Quebec 28.32 54 0.16 0.39 23.11 43 0.40 0.01

Newfoundland and Labrador 27.87 58 0.52 1.00 24.21 54 2.11 0.07

British Columbia 27.50 59 0.28 0.74 24.69 52 0.54 0.01

Saskatchewan 26.98 58 0.37 0.91 25.11 54 0.50 0.01

Ontario 25.47 54 0.17 0.40 22.15 46 0.50 0.01

Manitoba 23.92 51 0.22 0.57 21.42 44 0.36 0.01

Nova Scotia 23.12 49 0.19 0.45 20.95 45 0.41 0.01

New Brunswick 22.30 48 0.16 0.42 20.60 45 0.49 0.01

Prince Edward Island 21.36 47 0.43 1.40 21.06 49 1.38 0.06

Canada 27.79 59 0.09 0.23 25.17 53 0.24 0.01

Total N 52,127 17,497

Table A6.16

Average Time to Completion by Jurisdiction

Mean (years) SE

Quebec 8.87 0.28

Newfoundland and Labrador 7.11 0.21 Nova Scotia 6.92 0.19 Prince Edward Island 5.84 0.55 Ontario 5.46 0.14

New Brunswick 5.28 0.17

Saskatchewan 5.02 0.18

Territories 4.98 0.54

Manitoba 4.54 0.17 Alberta 4.27 0.14 British Columbia 3.96 0.15

Canada 5.63 0.05

Total N 105,057



Appendix B: NAS methodology

The 2007 National Apprenticeship Survey (NAS) is a cross-sectional survey

designed to collect data directly from Canadian apprentices. These apprentices

were contacted by Statistics Canada between January and May 2007 and

responded to a voluntary telephone survey. It should be noted that the sample

represents three specific types of apprentices and not the entire apprentice

population. The survey results provide a cross-section—a snapshot of all the

groups at one point in time.

Target population

For the 2007 NAS, a selected person was considered in scope for the survey if

he or she had engaged in some apprenticeship activities between 2000 and

2004. The 2007 NAS targeted registered apprentices in the 10 provinces and

the three territories based on their apprenticeship status. Thus, the results are

not representative of all apprentices. The survey targeted the following three

groups of apprentices.

Completers: They were identified as such by the 12 jurisdictions20. The term

refers to people who completed their apprenticeship program in 2002, 2003 or

2004 and who were not registered in any apprenticeship training as of

December 31, 2004.

Discontinuers: They were identified as such by the 12 jurisdictions.The term

refers to those who stopped their apprenticeship in 2002, 2003 or 2004 and

who were not registered in any apprenticeship training as of December

31, 2004.

Long-term continuers: They were active apprentices as of December 31,

2004, who registered as apprentices before 2000 and who had been registered

in the same trade’s apprenticeship program for over one and a half times the

prescribed duration, as of 2004. Approximately 19% of the 2004 continuers

were long-term continuers.

Excluded from the target population were apprentices who were registered in

any apprenticeship training as of December 31, 2004, and who were within the

normal bounds of the prescribed duration for their training. This group

represented 81% of all continuers as of 2004.

20 Nunavut data were unavailable for the survey



The target population was first determined at the creation stage using the

definitions above. While collecting data, Statistics Canada asked the individuals

to confirm their apprenticeship activities as of 2000 and 2004. If their confirmed

apprenticeship status did not fall within one of the three target population

groups, they were considered out of scope for the survey.

Sample frame

The survey sampling frame was based on lists of registered apprentices

provided by the provincial and territorial jurisdictions for the targeted reference

years (2002, 2003 and 2004). These lists contained all the information needed

to stratify and select the sample, such as the apprentice’s status, registration

year, trade or training program, age, and gender. The lists also included contact

information, such as the apprentice’s address and phone number. Some

jurisdictions also provided a second source of contact information.

The sampling frame was assessed to evaluate its coverage, and the quality and

uniformity of the information for the 12 jurisdictions. It was necessary to link the

apprentices from the three reference years in order to classify each apprentice

in the right status group (long-term continuers, completers or discontinuers) and

to eliminate duplicates within and across jurisdictions.

Frame status

Number



Table B3.1

Number of apprentices on frame, by jurisdiction and frame status

Jurisdiction Long-term continuers Completers Discontinuers Total

Newfoundland and Labrador 2,430 545 2,255 5,230

Prince Edward Island 5 315 45 370

Nova Scotia 730 1,245 1,110 3,085

New Brunswick 365 1,300 1,295 2,960

Quebec 12,030 7,740 12,085 31,850

Ontario 19,650 14,410 13,740 47,795

Manitoba 530 2,160 1,635 4,325

Saskatchewan 510 2,390 2,005 4,905

Alberta 1,800 14,240 13,005 29,045

British Columbia 310 6,815 8,190 15,315

Yukon 35 65 85 190

Northwest Territories 20 110 180 310

Canada 38,405 51,340 55,630 145,375

Note: Numbers have been rounded to the nearest five.

Table source: Statistics Canada,Canada Overview Report 2007, NationalApprenticeship

Survey, catalogue number 81-598-X, 2008.

Sample design

Statistics Canada used three variables to stratify the survey sample: jurisdiction,

apprentice status and main trade group. There were 12 jurisdictions, three

apprentice statuses and seven main trade groups. These variables produced a

total of 231 strata.

A national sample size of at least 30,000 respondents was necessary to provide

reliable estimates for each stratum. A minimum sample was allocated to each

stratum and the remaining sample was allocated proportionally to the number of

apprentices in each stratum. In several strata, a census of apprentices was

selected. This sampling method resulted in the selection of a census of

apprentices for small provinces and territories.



Within each stratum, a random sample of apprentices was selected. The

sample was allocated in seven steps. First, the sample was allocated by final

status (expected status at time of collection), then by frame status. Third, a

minimum number of cases were allocated by stratum, then take-all strata were

determined. Fifth, the remaining cases were proportionally allocated. Finally,

adjustments for tracing and response rates were made, and augmentation for

cases with no useful contact information was done.

Table B3.2 shows the total number of cases, allocated by jurisdiction and frame

status, that Statistics Canada’s regional offices received and used to do the

survey. The targeted sample of 30,000 respondents was collected from this

sample, in order to reach the minimum precision for all domains of interest. The

goal was a coefficient of variation (CV) of 33.3% for an estimated proportion of

10% in as many strata as possible, and a CV of approximately 16.6% for an

estimated proportion of 25%.

Number



Frame status

Table B3.2

Collection sample size, by jurisdiction and frame status

Jurisdiction

Long-term continuers

Completers Discontinuers Total


1,435 5451 1,965 3,945


Nova Scotia 7301 1,2451 1,1101 3,085

New Brunswick 3651 1,3001 1,2951 2,960

Quebec 2,855 3,180 4,820 10,850

Ontario 4,510 5,635 5620 15,760

Manitoba 5301 1,335 1,6351 3,500

Saskatchewan 5101 1,410 2,0051 3,925

Alberta 1,080 5,515 5,305 11,900


Yukon 351 65 851 190


Canada 12,375 23,700 27,830 63,905

1. Represents a take-all cell. Note: Numbers have been rounded to the nearest five. Table source: Statistics Canada, Canada Overview Report 2007, National Apprenticeship Survey, catalogue number 81-598-X, 2008.

A much higher than expected out-of-scope rate was observed in some strata

during the first half of collection. Consequently, Statistics Canada decided to

add sample to make up for the lower than expected number of respondents.

Number



Frame status

Table B3.3

Allocation of raw sample by jurisdiction after

additional sample (based on frame status)

Jurisdiction

Long-term

continuers Completers Discontinuers Total

Newfoundland and

Labrador 1,825 5451 2,2501 4,620


Nova Scotia 7301 1,2451 1,1101 3,085

New Brunswick 3651 1,3001 1,2951 2,960

Quebec 3,615 3,180 4,820 11,610

Ontario 7,010 5,635 5,620 18,260

Manitoba 5301 1,335 1,635 3,500

Saskatchewan 5101 1,410 2,005 3,925

Alberta 1,080 5,515 5,305 11,900


Yukon 351 651 851 190


Total 16,020 23,700 28,115 67,835

1. Represents a take-all cell.

Note: Numbers have been rounded to the nearest five.

Table source: Statistics Canada,,Canada Overview Report 2007, National

Apprenticeship Survey, catalogue number 81-598-X, 2008.

Response rates

Survey response rates are good indicators of the usefulness of the population

sample, the effectiveness of the collection processand the quality of the

estimates produced. Table B3.4 shows the response rates during the 2007 NAS

collection phase, at the national and jurisdictional levels.



Number Percentage

Table B3.4 (cont’d)

Response rates, by jurisdiction and frame status

Jurisdiction and frame status

Total sample size

Responding apprentices

Response rate at collection


4,624 1,531 42.7

Long-term continuers 1,826 652 46.3

Completers 544 365 71

Discontinuers 2,254 514 30.9

Prince Edward Island 364 201 68.6

Long-term continuers 2 1 100

Completers 317 178 69.8

Discontinuers 45 22 59.5

Nova Scotia 3,084 1,818 73.1

Long-term continuers 729 467 77.6

Completers 1,247 912 79.1

Discontinuers 1,108 439 60

New Brunswick 2,960 1,696 66.2




Quebec 11,612 5,815 63.2

Long-term continuers 3,614 1,934 69.9

Completers 3,179 2,088 72.5

Discontinuers 4,819 1,793 50.4

Ontario 18,261 7,237 49.2


Completers 5,633 3,647 68.8


Manitoba 3,500 1,758 58.3




Table B3.4 (cont’d)

Response rates, by jurisdiction and frame status



Jurisdiction and frame

status

Total sample

size

Responding

apprentices

Response rate at

collection

Number Percentage

Saskatchewan 3,925 1,918 55.1




Alberta 11,900 5,534 50.8

Long-term continuers 1,079 700 67

Completers 5,517 3,333 62.5


British Columbia 7,112 2,860 45.8


Completers 3,033 1,708 59.6


Yukon 189 78 44.1




Northwest Territories 310 126 42.7




Canada 67,841 30,572 53.7


Completers 23,699 15,157 67.7


Table source: Statistics Canada, Canada Overview Report 2007,National

Apprenticeship Survey, catalogue number 81-598-X, 2008.



Estimation and weighting

The principle behind estimation in a probability sample such as the 2007 NAS is

that each person in the sample “represents,” besides himself or herself, several

other persons not in the sample. To produce estimates from survey data that

are representative of the target population, a weight is given to each person

who responded to the survey questions. This weight corresponds to the number

of persons represented by the respondent for the target population. The

weighting phase calculates this number for each record. This weight appears on

the micro data file and must be used to derive meaningful estimates from the

survey.

The weighting for this survey was done in two phases.In the first phase, weights

are identified based on the sample selection.In the second phase, those

weights were modified based on the final distribution of respondents. The first-

phase weight is the inverse of the probability of selection of the apprentice. This

first-phase weight was then multiplied by a second-phase adjustment factor. For

the purposes of the second- phase adjustment, response homogeneous groups

(RHGs) were created based on the characteristics of the respondents and the

non-respondents. The adjustment factor is simply the inverse of the observed

weighted response rate in each RHG.

For variance estimation, the two-phase approach of the Generalized Estimation

System (GES) was used.

Data accuracy

While considerable effort was made to ensure high standards throughout the

collection and processing of data, the resulting estimates are inevitably subject

to a certain degree of error. There are two major types of error: non-sampling

and sampling.

Non-sampling errors may result from frame imperfections and non-responses.

Due to frame imperfection, a large proportion of apprentices (25.9%) in the

sample were out of scope (that is, they did not engage in apprenticeship

activities during the target reference period). They were out of scope because

they said that they had never been apprentices or that they not been

apprentices during the targeted reference years. Provincial/territorial out-of-

scope rates ranged from 10% to 40%. The out-of-scope rate was 7.8% for

completers, 35% for long-term continuers and 39.3% for discontinuers.

Percentage



Frame status

Table B3.5

Out-of-scope rates, by jurisdiction and frame status

(calculated from resolved units only)

Jurisdiction

Long-term

continuers Completers Discontinuers Total

Newfoundland and

Labrador 38.5 7.5 52.8 39.9

Prince Edward Island ... 25.8 26.7 26.1

Nova Scotia 21.3 9.3 45.9 24.6

New Brunswick 7.6 5 40 18.8

Quebec 30.1 12.4 40.2 28.7

Ontario 52.4 8.2 39 32.5

Manitoba 22 5.1 38.1 21.2

Saskatchewan 14.1 5.5 31.9 18.6

Alberta 4.7 5.1 33.8 15.2

British Columbia 10.6 8.8 40 23.1

Yukon 13.3 2.4 25.7 13.2

Northwest Territories 20 3 16.2 10.3

Canada 35 7.8 39.3 25.7

Table source: Statistics Canad, Canada Overview Report 2007, National

Apprenticeship Survey, Catalogue number 81-598-X, 2008.

There is an important coverage difference for Quebec in comparison to the

other provinces. In Quebec, the construction trades are almost the only trades

represented in the 2007 NAS frame. La Commission de la construction du

Québec (CCQ) provided the list of apprentices for the construction trades.

Emploi-Québec (EQ) provided a list for four non-construction trades. However,

this list was incomplete, as it did not include completers for three of the four

trades. As a result, only one trade (industrial electrician) was kept in the 2007

NAS frame from the EQ list of apprentices. Therefore, comparisons of estimates

between Quebec and other provinces should be avoided unless they compare

similar trades.



A major source of non-sampling errors in surveys is the effect of non-response

on the survey results. The extent of non-response varies from partial non-

response (failure to answer just one or some questions) to total non-response.

Total non-response occurred because the interviewer was unable to contact the

respondent, no member of the household was able to provide the information or

the respondent refused to participate in the survey. Total non-response was

handled by adjusting the weight of individuals who responded to the survey to

compensate for those who did not respond.

In most cases, partial non-response to the survey occurred when the

respondent did not understand or misinterpreted a question, refused to answer

a question or could not recall the requested information. In partial and item non-

response cases, donor imputation was performed for certain variables. The

variables imputed were the wages and salaries-related variables of the labour

force and most recent job modules.

The basis for measuring the potential size of sampling errors is the standard

error of the estimates derived from survey results. Because of the large variety

of estimates that can be produced from a survey, the standard error of an

estimate is usually expressed relative to the estimate to which it pertains. This

resulting measure, known as the coefficient of variation (CV) of an estimate, is

obtained by dividing the standard error of the estimate by the estimate itself and

is expressed as a percentage of the estimate.

Note

Nunavut data were unavailable for the survey.

Documents

Profile of Participants - Interprovincial Standards …Profile of Apprentices vi The probability of completion is related to a large number of factors, including age, gender, education