Download Transforming The skilled Trades in Canada

Transforming
the Skilled
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550
BILLION
the amount contributed to the Canadian
economy by the skilled trades
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the number of skilled trade workers
that will be needed in Canada by 2020.
319,000 new workers in the construction sector
106,000 Information and Communications Technology workers
100,000 workers in Canada’s mining sector
83%
98%
40%
of Canadians say Skilled Tradespeople
are important to their everyday lives
of Canadians admit they have hired a Skilled
Tradesperson at least once in the last few months
of all new jobs in the next two decades will be in the skilled
trades and technologies. In 1998, that number was less than 20%
Apprenticeships:
Learn while you Earn
430,452
Registered Apprentices in Canada in 2010
apprenticeship: allows students to learn a skilled trade while gaining paid on-the-job work experience.
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Depending on the trade, an apprenticeship
can take 2 to 5 years to complete.
Apprentices usually spend 40 to 44 weeks
a year on the job and go to school for
six to eight weeks.
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There are over 200 skilled trade careers
to choose from in Canada.
The average annual salary for a skilled
tradesperson is more than the average
Canadian wage.
Apprentices “learn while they earn”.
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RED SEAL PROGRAM
The Interprovincial Standards Red Seal Program acknowledges the bearer’s excellence in the trade and their
competence and ensures recognition of their certification throughout Canada without further examination. The
Red Seal Program is a recognized endorsement of interprovincial standard of excellence in the skilled trades.
80%
210,000
Percentage of Canadian Apprentices
that are Red Seals (as at the end of 2010)
Number of Red Seals issued
in the last 10 years.
Canada
Job
Grant
The centerpiece of the federal government’s
Economic Action Plan 2013
Canada faces ongoing shortages of skilled tradespeople and other professional occupations like electricians,
carpenters, engineers and more. The Economic Action Plan helps Canadians obtain the skills and training they
need to succeed in today’s economy by:
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Creating the Canada Job Grant.
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Creating opportunities for apprentices.
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Supporting job opportunities for all Canadians.
Upon full implementation, it is expected to provide nearly
130,000 Canadians each year with access to training
at eligible institutions, including community colleges,
career colleges and trade union training centres.
Skills/Compétences Canada
Founded in 1989, Skills/Compétences Canada (SCC) is a not-for-profit organization that actively promotes
careers in skilled trades and technologies. Skills Canada works with private and public sector partners to help
secure Canada’s future skilled labour needs while helping youth to discover rewarding careers.
SCC offers experiential learning opportunities including skilled trades and technology competitions for hundreds
of thousands of young Canadians through regional, provincial/territorial, national and international events, as
well as skilled trades awareness programs. For more information visit skillscanada.com.
Why Industry should
Invest in Skilled Trades
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Allow organizations to directly connect
with potential candidates
Raise awareness of career opportunities
in their sectors.
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Ensure the relevancy of training/skill sets.
Help them communicate with younger audiences
to increase the poolof potential candidates.
Indirectly impact curriculum.
Help shape the next generation of
skilled trade workers, fill the impending
workforce gaps and support future growth.
ROI for Industry
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The return on training investment for employers
represents an average revenue-cost benefit of
$1.47 for every dollar. That’s almost a 50% return,
and it’s getting better every year (Return on
Training Investment Report 2008’, CDN
Apprenticeship Forum).
- Other major benefits include productivity,
retention, increased safety, quality of work,
and reputation of business.
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The ability to build stronger workforce with the
appropriate skill sets to meet current and future
needs (recruitment.
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Enhanced business continuity
(i.e. laying the groundwork to avoid
the pending labour shortage crisis).
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Improved employee loyalty and reduced turnover.
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Access to a broader talent pool.
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Increased potential to engage high-level talent
“at source” and avoid costly bidding wars.
Test new equipment and materials,
and gather feedback.