Message from the Chair .............................................................................................................................. 1

Background Information .............................................................................................................................. 2

Introduction .......................................................................................................................................................................... 2

The Interprovincial Standards Red Seal Program .......................................................................................... 2

How a Red Seal Endorsement is obtained .................................................................................................... 2

Scope and Value of the Red Seal Program.................................................................................................... 3

The Canadian Council of Directors of Apprenticeship (CCDA) .................................................................... 3

Mandate and Objectives .............................................................................................................................. 3

Purpose ........................................................................................................................................................ 3

Governing Principles .................................................................................................................................... 3

Interprovincial Alliance of Apprenticeship Board Chairs (IPA) ........................................................................ 4

Operating Environment .................................................................................................................. 4

Major Activities, Initiatives and Accomplishments in 2011 ............................................................ 6

A) Governance and Accountability ............................................................................................................................ 6

Governance Renewal .................................................................................................................................... 6

Stakeholder Relations .................................................................................................................................. 6

Strategic Planning ........................................................................................................................................ 7

B) Strengthening the Interprovincial Standards Red Seal Program.............................................................. 7

Innovations in Standards Development and Assessment.............................................................................. 7

Strengthening the Red Seal Initiative ............................................................................................................ 7

CCDA Research Project on the Recognition of Quebec's Assessment Processes for

Processes for Red Seal Endorsement .......................................................................................................... 9

Interprovincial Standards and Examination Committee (ISEC) Activities ................................................ 9

ISEC Professional Development Working Committee.................................................................................. 10

Service Standards for Red Seal Product Development .............................................................................. 10

National Occupational Analysis.................................................................................................................... 10

Examination Development .......................................................................................................................... 11

Assistance to Candidates .......................................................................................................................... 13

Interprovincial Program Guides (IPGs) ........................................................................................................ 12

Language Benchmarking of the Red Seal Trades........................................................................................ 12

Integration of Essential Skills into Apprenticeship ...................................................................................... 13

C) Policy and Innovation .............................................................................................................................................. 14

Table of Contents

Canadian Council of Directors of Apprenticeship Annual Report 2011

D) Communication, Promotion and Outreach .................................................................................................... 15

Promotion of the Red Seal Program .......................................................................................................... 15

Outreach Activities ...................................................................................................................................... 15

Red Seal Website ........................................................................................................................................ 16

E) Interjurisdictional and International Collaboration ........................................................................................ 16

Foreign Trained Workers .............................................................................................................................. 17

Forum of Labour Market Ministers (FLMM) ................................................................................................ 17

Statistical Information ................................................................................................................................ 18

Red Seal Statistics .......................................................................................................................................................... 18

Top 10 Red Seal Trades by Number of Red Seals Issued in 2011 .............................................................. 18

Top 10 Red Seal Trades - Largest Number of Red Seals Issued, by Trade, Since Inception ...................... 18

Total Number of Red Seals Issued by Province/Territory ............................................................................ 18

Statistical Profiles ............................................................................................................ 19

Overview of Registered Apprentices in Red Seal Trades (1991 to 2009) .................................................... 19

Number of New Registrations for the Top 10 Red Seal Trades in 2009 ...................................................... 20

Number of Apprenticeship Completions for the Top 10 Red Seal Trades in 2009 ...................................... 20

Participation of Women in Red Seal Trades 1991 to 2009 .......................................................................... 21

Age and Gender of New Apprenticeship Registrants (2009)........................................................................ 21

Number of Newly Registered Apprentices in Red Seal Trades in 2009 ...................................................... 22

Interprovincial Standards Red Seal Program Fast Facts ............................................................................ 23

Members of the CCDA (March 2012) .................................................................................................... 24

Appendix A ...................................................................................................................................................... 26

Overview of the 2009-2012 Strategic Plan...................................................................................................... 26

Appendix B ...................................................................................................................................................... 27

CCDA Governance Structure ................................................................................................................................ 27

Table of Contents

Message from the Chair

1

Canadian Council of Directors of Apprenticeship Annual Report 2011

Industry and

governments

across the

country are

increasingly

focused on

ensuring that

Canada has the

skilled trades

workforce

required to meet

current and projected labour market needs.

As the Standard of Excellence for the skilled

trades for over 50 years, the Red Seal has the

potential to play a significant role in achieving

that objective. Through 2011, the Canadian

Council of Directors of Apprenticeship (CCDA)

worked diligently to ensure that the Red Seal

Program is up to the challenge.

We heightened our commitment to continuous

improvement through the ongoing work of the

Strengthening the Red Seal Initiative. This

includes development of an enhanced

standards model for the Red Seal and possibly

new forms of assessment to complement the

Red Seal written exam.

The year was characterized by an increased

emphasis on consultation with industry

stakeholders – both on the Strengthening the

Red Seal Initiative and on the CCDA’s strategic

directions to inform the development of the

CCDA’s strategic priorities over the next few

years.

Our commitment to evidence-based decision

making was the impetus for several important

research projects described in this annual

report that deepened our collective

understanding of the nature of apprenticeship

and how it can be improved.

And, finally, our focus on the success of Red

Seal candidates was manifested by pioneering

work on essential skills support, including

tools to help apprentices prepare for their

date with the Red Seal exam.

Given the increased fiscal pressures at all

levels of government, moving forward, the

CCDA will need to be disciplined in prioritizing

those activities which provide Canadians with

value and return on investment.

In conclusion, my thanks to all who have

contributed to our successes of the past year:

my fellow CCDA Directors, Human Resources

and Skills Development Canada (HRSDC), the

members of the Interprovincial Standards and

Examination Committee (ISEC) and the

CCDA’s numerous committees, the

Interprovincial Alliance of Apprenticeship

Board Chairs (IPA), and – of course – industry

stakeholders.

Kevin Evans

Chair, CCDA

IntroductIon

The CCDA’s annual report documents

progress achieved in implementing the CCDA’s

strategic priorities outlined in the CCDAStrategic Plan 2009-2012. The CCDA’s annual

report reflects an ongoing commitment to

transparency and accountability.

The Interprovincial Standards Red Seal Program

Since its inception in the early 1950’s, the Red

Seal Program has come to be recognized

throughout Canada as an industry-endorsed

standard of excellence for the skilled trades.

The Red Seal Program was initially established

by the provincial, territorial and federal

governments to develop industry-defined

pan-Canadian standards to facilitate the

mobility of certified skilled workers across

Canada. Through the Program, apprentices

who have completed their training and

experienced tradespeople may challenge the

interprovincial Red Seal examination and, if

successful, receive a Red Seal endorsement

on their provincial or territorial trade certificate.

The Red Seal Program is managed and

delivered by the CCDA.

In an interprovincial labour market where

professional certificates or licenses are

recognized by all jurisdictions under the

Agreement on Internal Trade (AIT), the Red

Seal provides the assurance that workers are

qualified according to common standards of

knowledge and competency as defined by

Canadian industry. This assurance is the result

of a rigorous process involving contributions

from industry experts throughout the country.

The Red Seal remains a time-tested standard

of excellence and an endorsement that is

known and trusted by industry.

The Program encourages harmonization of

provincial and territorial apprenticeship training

and certification programs by developing and

maintaining interprovincial standards of

qualification for Red Seal trades.

How a Red Seal Endorsement is obtained

Through the Red Seal Program, apprentices

who complete their training and certified

journeypersons who pass the interprovincial

Red Seal examination receive a Red Seal

endorsement on their trade certificate (usually

a provincial or territorial Certificate of

Qualification). Eligible uncertified, but

experienced, skilled trades workers may also

challenge interprovincial Red Seal examinations

and, when successful, will receive a Red Seal

endorsement on their certificate.

The CCDA promotes the Red Seal

endorsement as a prestigious credential, and

industry’s standard of excellence in the skilled

trades. The Red Seal Program facilitates

labour mobility for the skilled trades.

Background Information

2

Scope and Value of the Red SealProgram

In 2011, the Red Seal Program included fifty-

two trades, representing approximately

81% of registered apprentices (as of 2009).

Approximately 26,500 Red Seals are issued

annually. The Program offers many advantages

in the current labour market. For skilled

tradespersons, the Red Seal is a prestigious

symbol of professional pride. Many

consumers see the Red Seal endorsement

as the industry standard for competency,

which gives workers with this endorsement

a competitive advantage. Many employers

ask for the Red Seal endorsement as a hiring

requirement because industry respects and

recognizes the credential.

The Red Seal Program provides options for the

apprenticeship authority in each jurisdiction

while recognizing that apprenticeship training

and trade certification are the responsibilities

of each province and territory. Moreover, by

encouraging standardization of apprenticeship

and certification programs in the province and

territories, the Red Seal provides workers

who obtain this endorsement automatic

professional recognition throughout Canada.

the canadIan councIl of dIrectors ofapprentIceshIp (ccda)

Mandate and Objectives

The CCDA has the custodial authority and is

responsible for the management and delivery

of the Interprovincial Standards Red Seal

Program. The CCDA is a voluntary partnership

between the federal, provincial and territorial

governments. The CCDA is composed of the

provincial and territorial administrators

responsible for apprenticeship and two

representatives from HRSDC.

The CCDA facilitates collaboration with

industry to build a skilled trades labour force

and to facilitate the mobility of this labour force

in Canada by means of a system of common

interprovincial competency standards.

The CCDA enables its members, and the

CCDA as a national collective of Directors of

Apprenticeship, to engage in research and

evidence-based analysis in support of the

CCDA’s mandate, objectives and strategic

directions and the objectives and strategic

directions of the members’ respective

apprenticeship and trade certification

systems and programs.

Purpose

The purpose of the CCDA is:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• To provide a forum for inter-jurisdictional

collaboration to facilitate the development

of a certified, highly skilled and mobile

trades workforce in Canada; and.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• To provide a means by which decisions

made by members about their respective

apprenticeship and trade certification

programs are informed by the most current

and accurate evidence-based statistical

analysis and research.

Governing Principles

The CCDA is committed to the followinggoverning principles: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Engagement: provide the opportunity

for all members to participate fully in all

aspects of the Red Seal Program; provide

the opportunity for stakeholders to

participate fully in defining common

interprovincial standards for the skilled

3

Canadian Council of Directors of Apprenticeship Annual Report 2011

trades, as exemplified by the Red Seal

Program; and develop and maintain

collaborative relationships with

stakeholders on issues of common interest.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Transparency: pursue its mandate in an

open and transparent fashion towards its

members and stakeholders; and provide for

means of communicating its decisions,

activities and results to its members and

stakeholders in a timely fashion.

• Accountability: be accountable to

its members and stakeholders.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Decision-making: provide for policy

and direction that are guided by strong

evidence-based analysis and supported

by clear justification.

4

Interprovincial Alliance of Apprenticeship Board Chairs (IPA)

The IPA was established in 1997 and is comprised of Board Chairs of apprenticeship

training and certification systems in the provinces and territories. The mandate of the

IPA is to foster interprovincial cooperation in industry training by facilitating dialogue

and liaising between apprenticeship, trade certification and workplace training systems

in the provinces and territories.

IPA members provide significant support and advice to the CCDA on matters related to

apprenticeship and the Red Seal Program through participation in CCDA meetings. The

IPA is also represented on various CCDA committees, such as the Stakeholder Relations

Committee, the Strategic Initiatives Committee, the Research Committee, and the

Communications and Promotions Committee, as well as project-specific groups.

Operating Environment

The CCDA’s activities are influenced by the broader economic environment.

In 2010-2011 the global economy remained

fragile, but the Canadian economy has

recovered from the global recession better

than most other industrialized countries.

Although apprenticeship registrations

decreased during the recession, the number

of active apprentices and apprenticeship

completions for Red Seal trades in Canada

has seen an overall increase in the number

of new apprentices, active apprentices, and

apprenticeship completions over the last

decade. Apprenticeship registrations are

projected to increase as the economy

continues to improve.

Governments are interested in ensuring that

Canada has the skilled trades workforce in

place to meet current and anticipated labour

market needs, especially with modest

economic growth and pronounced shortages

in the skilled trades in some sectors and regions

(e.g. construction, oil sands and shipbuilding).

Demographically-induced skills shortages will

be further exacerbated by new and on-going

projects that will stimulate trades employment.

Apprenticeship is an industry-driven system –

employers, not the apprenticeship authorities,

make the decision to hire and train. Thus,

industry will play an important role in helping

Canada to meet these demands.

The CCDA continues to work to strengthen the

Red Seal Program and to better understand

and address significant challenges to

Canada’s apprenticeship systems, such as:

apprenticeship completion rates, employer

participation in apprenticeship training, the

under-representation of key groups such as

women and immigrants, and challenges

related to essential skills. The CCDA is also

working to better understand how the

credentials and qualifications of foreign trained

workers in Red Seal trades across Canada are

assessed and how these processes could be

improved and made more consistant to help

meet the demand for skilled workers in

Canada. Developing, attracting and retaining

talent to address existing and future labour

market challenges is critical to Canada’s

long-term economic success.

5

Canadian Council of Directors of Apprenticeship Annual Report 2011

Canadian Chamber of Commerce –“Top 10 Barriers to Competitiveness”(February 2012)

• “Canada’s critical shortage of skilledlabour is at the top of just abouteverybody’s list. Many of our memberstold us that finding staff with the rightexpertise and training is their greatestchallenge. Having qualified people iscritical to their competitiveness and to their very survival.”

• “Better trained workers are essential to improving Canada’s productivity. A more highly skilled workforce willproduce value-added goods andservices and the [adoption] of newtechnologies that can maximizeproductivity and improve the quality of life for all Canadians.”

Construction Sector Council,“Construction Looking Forward –National Summary: An Assessment of Construction Labour Markets from 2011-2019” (April 2011)

• “Construction, prompted by fiscalstimulus in 2009 and 2010, continuesto be a leading growth industry acrossCanada. Indeed, recession in 2009was just a brief interruption in morethan 10 years of expansion. Two keydrivers – demographics and majorprojects – are pulling labour marketsin opposing directions. Demographicpatterns are slowing growth by limitingthe available workforce and restrictinghousing starts. At the same time,government and industry are planninglarge resource projects in response to domestic needs and internationaldemands.”

a) Governance andaccountabIlIty

In response to increased expectations

from industry and governments, the CCDA

established governance and accountability

as one of its strategic priorities for 2009-2012.

Governance Renewal .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• The CCDA implemented a new governance

structure in 2011 that was more closely

aligned with its strategic priorities and

directions to facilitate their implementation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• An updated Terms of Reference has been

developed for the CCDA and terms of

references have been developed for its

Standing Committees to support the

implementation of the new governance

structure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

The Strategic Plan 2009-2012 calls for the

CCDA to enhance its “governance structure

and accountability practices to ensure that the

CCDA operates in a transparent and

accountable fashion.”

In 2011, the CCDA continued to implement the

new overall governance structure approved in

2010. A more detailed structure was approved

and implemented which includes several

Technical Committees and more project-

oriented task forces that report to the CCDA

through four Standing Committees (Executive,

Governance, Stakeholder Relations and

Strategic Initiatives).

Terms of Reference for the CCDA and its

Standing Committees were adopted in October

2011. All other technical committees and task

forces are developing or updating their Terms

of References. Committees and taskforces also

developed annual work plans, which will help

the CCDA to plan and coordinate its activities.

The CCDA’s new governance structure can be

found in Appendix B.

CCDA members have engaged their respective

senior officials to provide information and seek

input on the CCDA’s activities and strategic

directions. In addition, a presentation was

developed for the CCDA Chair on the CCDA’s

efforts to strengthen the Red Seal Program for

an early 2012 meeting of the Senior Officials of

the Forum of Labour Market Ministers (FLMM)

to provide an update on the CCDA’s priorities

and key initiatives to contribute to an efficient

labour market and discuss areas of

collaboration between the CCDA and FLMM.

Stakeholder Relations .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• The CCDA has engaged stakeholders on its

strategic directions and key initiatives as it

advances work to strengthen the Red Seal

Program and ensure the Program meets

labour market needs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• For example, the CCDA met with construction

industry leaders in February 2011 to discuss

ongoing engagement, seek input on its

strategic directions, and provide an update

on the Strengthening the Red Seal Initiative.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Major Activities, Initiatives and Accomplishmentsin 2011 by Strategic Priority

6

The CCDA Stakeholder Relations Committee

is responsible for ensuring that the CCDA

builds and sustains effective relationships with

key national stakeholder groups because the

Red Seal is, and must remain, an industry-

driven program. The Stakeholder Relations

Committee acts as the focal point for

stakeholder dialogue, consults with key

stakeholders on issues of common interest

and makes recommendations to the CCDA

on matters related to stakeholder relations.

The CCDA values input from stakeholders, as

it is indispensable to realizing the vision of the

Red Seal as the standards program of choice

based on the value it represents to industry,

apprentices and participating jurisdictions.

The CCDA held a consultation session with

national construction industry stakeholders in

February 2011 in Ottawa to create a foundation for

ongoing high-level dialogue, seek input and advice

on the CCDA’s strategic directions and provide an

update on the CCDA’s initiative to strengthen the

Red Seal Program. Participants were supportive

overall of the Red Seal Program, appreciated the

opportunity to engage with the CCDA on a number

of issues, and provided constructive feedback. In

addition, the Stakeholder Relations Committee met

with several national apprenticeship stakeholders

over the course of the year. CCDA members

continue to engage industry stakeholders in

their respective jurisdictions.

Strategic Planning

Work has begun to develop the CCDA’s

strategic directions for the next few years (2013-

2016). This will set out a road map to guide the

work of the CCDA over the next three years.

The CCDA will continue to obtain high-level

advice from senior officials and industry

stakeholders on the CCDA’s strategic

priorities. A strategic planning session will

be held at the CCDA’s June 2012 meeting.

Once the CCDA finalizes its strategic

directions, it will revise its Performance

Measurement Plan to report more effectively

on its achievements and assess its results.

b) strenGthenInG theInterprovIncIal standards red seal proGram

Innovations in StandardsDevelopment and Assessment

Strengthening the Red Seal Initiative

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Over 1300 stakeholders responded to

an on-line survey in 2011 to inform the

Strengthening the Red Seal Initiative.

There was general support for enhanced

assessments such as practical tests, in

addition to the Red Seal written examination,

especially for trade challengers.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Over the past three years, the CCDA has been

engaged in the Strengthening the Red Seal

initiative – an initiative designed to enhance

skills assessment through the exploration of

an enhanced standards model and additional

forms of assessment beyond the current Red

Seal examination.

The CCDA gathered information to inform the

Strengthening the Red Seal initiative through

a series of national consultations and pilot

projects that focused on exploring additional

forms of assessment. Enhanced skills

assessments, such as practical tests, would

ensure all skilled tradespeople have a fair

opportunity to demonstrate competency.

This would be particularly beneficial to trades

challengers whose skills were gained outside

of a formal apprenticeship program, including

foreign trained workers.

7

Canadian Council of Directors of Apprenticeship Annual Report 2011

Pilot projects (2008-2011):

An initial pilot for the Cook trade took place in

British Columbia in 2008. This was followed by

national pilots in two trades (Cook and Heavy

Duty Equipment Technician) involving four

jurisdictions. The pilots tested the concept of

using multiple forms of assessment against

a common standard. The assessment

methods included a portfolio review, written

examination, technical interview with trained

assessors and practical tests. In total:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• 51 challengers were assessed for

competency at the Red Seal level;. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• 27 were issued a Red Seal endorsement

after their initial assessment;. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Reassessment of those challengers

deemed “not yet competent” is ongoing.

The pilots determined that:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Multiple assessments were beneficial for,

and accessible to, trades challengers as

well as candidates faced with challenges

(learning disabilities, and language and

cultural challenges) and foreign-trained

workers;. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• while the pilots were expensive to

administer, there may be opportunities to

reduce costs and streamline the process;.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• the multiple assessment methodology is as

rigorous as the multiple choice Red Seal

exam currently in place, and is effective

in identifying skills gaps.

National consultations:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• In 2010, 17 in-person consultations were

held to engage over 300 stakeholders in

a meaningful discussion. These were

followed in 2011 by an online survey which

reached beyond the in-person participants

to over 1300 stakeholders including strong

participation from tradespeople, employers,

educators and labour representatives from

all jurisdictions. Most participants were

certified in a trade, held a Red Seal, or

had completed a formal apprenticeship

program. The vast majority of participants

placed a high value on the Red Seal.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• On the issue of assessment, key findings

demonstrated:

– general support for additional forms of

assessment, in particular, practical tests,

in addition to the Red Seal examination,

especially for trade challengers;

– strong support for national

standardization of assessment

for apprentices and challengers;

– there is concern about the cost and

feasibility of administering multiple

forms of assessment in the future.

Next steps:

Based on the results of the consultations and

pilot findings, in October 2011, the CCDA

decided to move forward with the next phase

of the initiative. In the short term (October 2011

– March 2013) the CCDA will focus on the

identification of an optimal structure, content

and development process for a national

standard which is the core of the Red Seal

Program. The costs and feasibility of the use

of multiple assessments will also be analyzed,

allowing the CCDA to make a decision on

whether to move forward with the exploration

of a multiple assessment model in the next

phase of the initiative. Throughout these

activities, the CCDA will continue to engage

and communicate with its stakeholders.

A final report on the pilots and national

consultations will be distributed in spring 2012

to stakeholders and posted on the Red Seal

website.

8

CCDA Research Project on

the Recognition of Quebec’s

Assessment Processes for

Red Seal Endorsement

In 2009, the CCDA formed a Working Group

with representation from HRSDC, Quebec,

Ontario, New Brunswick, British Columbia,

Alberta and Saskatchewan, to explore the

possibility of authorizing Quebec to award

the Red Seal endorsement using its own

certification processes for Red Seal trades.

The intent of the initiative was to determine

the equivalency of Quebec’s assessment

processes for two trades in relation to the Red

Seal process. The underlying concept being

that equivalent processes should produce

certified journeypersons with a similar level

of competence as those with a Red Seal.

The Working Group developed a draft

framework that set out guiding principles

and conditions to be met in order to grant

equivalency. This framework was tested within

a research project, led by an independent

evaluator, using two trades from Quebec:

Bricklayer (Commission de la construction du

Québec - CCQ) and Electrician (Ministère de

l’Emploi et de la Solidarité sociale - MESS).

The results of the research showed that

Quebec’s assessment processes were

equivalent to the Red Seal processes.

Following this evaluation, the CCDA conducted

an analysis of Quebec’s written examinations

through an independent evaluator and

Subject Matter Experts (SMEs). This analysis

determined that although the processes were

equivalent, neither the Bricklayer nor the

Electrician examinations were equivalent to the

Red Seal exam in their current form. Given the

research results the CCDA decided that the

equivalency project has come to a conclusion.

Members of the CCDA have stated that they

continue to see value in ensuring Quebec’s full

participation in the Red Seal Program and are

willing to engage in further discussions with

Quebec to achieve this result.

Interprovincial Standards andExamination Committee (ISEC)Activities

The ISEC is a working committee that reports to

the CCDA. It is considered the “engine room” of

the Red Seal Program and provides a vital link

for industry partners to develop current and

relevant standards to facilitate the development

of a certified competent and mobile skilled

trades workforce. The ISEC is composed of one

member from each province and territory and

two members from HRSDC. This committee is

responsible for the ongoing development and

maintenance of Red Seal standards (National

Occupational Analyses – NOAs) and

interprovincial examinations based on

those standards. The ISEC also oversees the

development of Interprovincial Program Guides

(IPGs) which are used to assist provinces and

territories to design apprenticeship training plans

and curricula that meet the national standard.

All Red Seal products are developed in close

consultation with Canadian industry and the

ISEC represents one of the CCDA’s most

direct links with trades’ representatives

through its work planning and product

development activities.

ISEC also plays an important role by gauging

emerging industry trends in regards to trade

standards. It is responsible for surveying

industry and making recommendations for new

trade designations. Equally important is the

ongoing monitoring of how industry is using

existing Red Seal standards. This is critical to

ensure that the Program continues to respond

to industry’s needs and that investments can

be made where industry’s needs are greatest.

9

Canadian Council of Directors of Apprenticeship Annual Report 2011

In 2011, ISEC has been active in surveying

industry about the designation of new Red Seal

trades, as well as closely examining trades

where the standards seem not to have been

supported by industry. For some trades, there is

low registration of apprentices and there are few

people challenging the Red Seal exam. The

resources that go into a new cycle of standards

and examination development may be better

applied to other trades. Keeping its finger on the

pulse of the trades has helped ISEC to maintain

current and responsive Red Seal standards.

ISEC Professional Development

Working Committee

In March of 2011, the ISEC Professional

Development Committee conducted its annual

training session. The training focused on the:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• development of the Table of Specifications

(TOS); . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• National Occupational Analysis (NOA)

review and validation/weighting process;.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Essential Skills Tools for the trades; and.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• examination security best practices.

A total of twenty-seven participants were

engaged in the successful training session,

including provincial, territorial and HRSDC

staff members.

National Occupational Analyses

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

To ensure Red Seal products remain up-to-date,

the following activities were undertaken in 2011:.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Standards development workshops wereheld for eleven Red Seal trades:

– Baker

– Floorcovering Installer

– Tower Crane Operator

– Heavy Equipment Operator

– Mobile Crane Operator (Hydraulic)

– Insulator (Heat and Frost)

– Cabinetmaker

– Rig Technician

– Motorcycle Mechanic

– Recreational Service Vehicle Technician

– Agricultural Equipment Technician.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

10

Service Standards for Red Seal Product Development

The implementation of service standards in 2007 has helped to keep Red Seal

products up-to-date, to monitor activities, and to encourage collaboration from all

partners. Through frequent consultations with industry, all standards and examinations

are kept current. Every Red Seal trade is examined on a four-year cycle to determine

whether the trade’s standard is up-to-date or needs to be revised. For example, the

number of interprovincial Red Seal examinations based on up-to-date NOAs has now

reached 100%, which is a clear achievement. Proactive planning and collaboration

ensures that these products will remain up-to-date and relevant to industry.

• Three National Occupational Analyses(NOAs) were reviewed and updated withthe participation of industry subjectmatter experts from across Canada:

– Automotive Service Technician

– Cook

– Hairstylist. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Nine NOAs were published during the year:

– Appliance Service Technician

– Industrial Electrician

– Construction Electrician

– Automotive Service Technician

– Bricklayer

– Cook

– Hairstylist

– Painter and Decorator

– Baker.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

A National Occupational Analysis (NOA) is

the Interprovincial occupational standard that

describes what skilled workers “must know

and be able to do” to be competent in a Red

Seal trade. The standard outlines the scope,

occupational trends and essential skills of

a trade and provides a logical structure for

grouping required knowledge and key

competencies. The development and

validation of an NOA is a collaborative process

involving “on the tools” trade experts from

across Canada. It is the source document for

the development of the Interprovincial Red

Seal exam. It is used in the development of

jurisdictional apprenticeship training curricula,

and fosters standardization in training and

certification among jurisdictions.

In 2011, NOA development activities were

undertaken for three new trades designated

Red Seal by the CCDA in October 2010: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Heavy Equipment Operator;. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Tower Crane Operator; . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Mobile Crane Operator (Hydraulic).

NOAs are available through the Red Seal

Website at: www.red-seal.ca.

Examination Development

Interprovincial Red Seal examinations are used to

determine whether apprentices and experienced

tradespersons meet the pan-Canadian standard

in a particular Red Seal trade. In 2011, ten

item bank workshops were held to update

interprovincial Red Seal examinations. Item bank

workshops are held to review and develop banks

of questions used to create various exams for

specific Red Seal trades. In addition, forty-eight

new examinations for thirteen Red Seal

trades were released from the Interprovincial

Computerized Examination Management System

(ICEMS). ICEMS streamlines the development of

thousands of exam questions and administration

of the hundreds of versions of interprovincial

exams for all Red Seal trades.

11

Canadian Council of Directors of Apprenticeship Annual Report 2011

Assistance to Candidates

Various tools have been developed and posted on the Red Seal Website to assist

candidates in their preparation for interprovincial Red Seal examinations. These

popular tools include an overall Exam Preparation Guide, and Exam Counselling

Sheets and Sample Questions for each trade.

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• To develop Interprovincial Red Sealexaminations, ten item bankdevelopment workshops were held:

– Appliance Service Technician

– Bricklayer

– Construction Electrician

– Cook

– Hairstylist

– Industrial Electrician

– Ironworker (Generalist)

– Plumber

– Steamfitter/Pipefitter

– Tool and Die Maker.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Interprovincial Program Guides (IPGs)

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• To assist provincial/territorial staff todesign apprenticeship curriculum andtraining plans, three IPGs were publishedin 2011:

– Metal Fabricator (Fitter)

– Welder

– Powerline Technician.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• IPGs are now available for 23 trades.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

The Interprovincial Program Guides (IPG)

represent the minimum common core content

for the development of jurisdictional training

standards and outlines and is intended to

assist provincial/territorial program

development staff in the design of

apprenticeship curriculum and training plans.

The objectives of the IPG initiative are:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• to provide a common base for the

development of jurisdictional training

plans or outlines;

• to increase the consistency and currency of

apprenticeship training across the country; . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• to improve mobility of apprentices; and .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• to create efficiencies in time and resources.

IPGs allow for greater consistency in

apprenticeship training and transparency

in standards.

The IPG initiative began as a partnership

of several interested jurisdictions and the

Government of Canada. Currently, participating

jurisdictions include Newfoundland and

Labrador, Nova Scotia, Prince Edward Island,

New Brunswick, Manitoba, Saskatchewan

and British Columbia.

In 2011, IPG development activities were

undertaken for the Tower Crane Operators and

Mobile Crane Operators (Hydraulic), two new

trades designated Red Seal by the CCDA in

October 2010. IPGs were published for three

trades and a new development process was

developed and used to update existing IPGs.

See the full list of IPGs on the Red Seal

Website at: www.red-seal.ca.

Language Benchmarking of the Red Seal Trades

Language Benchmarking of Red Seal

examinations is intended to ensure that

language does not become an unnecessary

barrier to certification in the trades. An initial

analysis conducted in 2007 confirmed that

the language level used in several trades’

workplaces (typically intermediate) is the

same as the reading competency levels

required for these tradespeople to challenge

the Red Seal examinations.

12

The objective of the project in 2011 was to

determine if the current reading competency

levels of other English and French Red Seal

examinations are also at a similar level to the

workplace and to verify that the language

levels are consistent over time.

In January 2011, the Centre for Canadian

Language Benchmarks (CCLB) was tasked

with conducting an analysis of the language

demands of two Red Seal trades: Construction

Electrician and Motor Vehicle Body Repairer.

The results show that the reading competency

requirements are still at an intermediate level.

The CCLB also provided recommendations

to decrease the reading levels on Red Seal

examinations where required.

Further analysis of other Red Seal trades

is planned for 2012.

Integration of Essential

Skills into Apprenticeship

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• To help apprentices build their essentialskills, tools were developed for thefollowing trades:

– Ironworker

– Refrigeration and Air Conditioning

Mechanic

– Truck and Transport Mechanic

– Steamfitter/Pipefitter

– Industrial Electrician . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Other tools developed:

– Essential Skills Workbook for the Skilled

Trades with Answer Guide

– Essential Skills for the Skilled Trades

Postcard .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• 171,926 copies of tools requested in 2011 .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• As result of the CCDA working group’s

submission to the Canadian Apprenticeship

Journal, for the first time in the Journal’s

history, the Editorial Board added a call to

action to their readers to integrate essential

skills into their policies, programs and

practices. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

In 2011, the Essential Skills and Apprenticeship

Technical Committee focused on increasing

awareness and dissemination of essential skills

resources. With seven new essential skills tools

for the skilled trades published in 2011, a total

of 34 resources are available free of charge from

the HRSDC and Red Seal Websites.

Efforts to increase awareness included the

publishing of six articles contributed jointly by

the technical committee for the summer edition

of the Canadian Apprenticeship Journal. The

articles highlighted what is happening across

the country to integrate essential skills into

apprenticeship systems. Additionally, the

initiative was featured as a best practice

model on partnering at a national conference.

A Program Review was initiated to assess the

effectiveness and efficiency of the initiative

and to inform future directions. Field research,

including a literature review, administrative

data and document review, survey, key

informant interviews, case studies and

a final report will be completed in 2012.

13

Canadian Council of Directors of Apprenticeship Annual Report 2011

c) polIcy and InnovatIon

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• To increase knowledge on apprenticeship

and better inform policy advice and

decisions, the CCDA has released four

research reports based on the 2007

National Apprenticeship Survey (NAS).

These reports have been made available

through the Red Seal Website. The

remaining five reports based on the 2007

NAS will be made available in 2012. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

In 2011 the CCDA Research Committee

updated its Multi-Year Research Plan to better

align research priorities with the Strategic Plan.

The ongoing project on the Completion,Certification and Outcomes of Apprentices,

moved ahead with the formation of four

federal-jurisdictional research teams. With

support from Statistics Canada the project

will use empirical data to explore the labour

market outcomes of skilled trade workers who

have or have not completed apprenticeship

training or gained certification.

To support the CCDA’s work to strengthen the

Red Seal Program, a new research project was

launched to determine the optimal structure,

content and development process for enhanced

Red Seal standards that could support the

development of the Red Seal exam, as well as

other forms of assessments. The project will

be informed by national and international best

practices. The final report is expected to be

completed in the summer of 2012.

Through the Red Seal Website, the CCDA

made available the following four research

reports based on the 2007 National

Apprenticeship Survey (NAS):. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Perceptions of the Quality of Training.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Interprovincial Mobility.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Motivation to Enter Apprenticeship.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• The Impact of Compulsory Certification

on Apprenticeship in Canada

The remaining five reports based on the 2007

NAS will be made available in 2012.

The CCDA, in collaboration with HRSDC,

Statistics Canada and the Council of Ministers

of Education Canada (CMEC), had a six-

question survey module on the skilled trades

pilot tested, and accepted for inclusion in the

2012 Programme for International Student

Assessment (PISA) survey. The survey module

is designed to reveal the perceptions,

awareness, aspirations and exposure youth

have to skilled trade occupations. The survey

will be administered to 18,000 youth in schools

across Canada during the spring of 2012.

14

Registered Apprenticeship Information System (RAIS)

In July 2011, Statistics Canada released the 2009 data from the Registered

Apprenticeship Information System (RAIS) which revealed the early effects of the

recent economic downturn. Job losses in apprenticeable occupations were greater

than in all other occupations combined, and this can been seen in the RAIS data as the

number of new registrations in Red Seal trades declined by 25%. More findings from

the RAIS are presented in the Statistical Profiles section of this report.

d) communIcatIon, promotIonand outreach

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• To increase awareness of the Red Seal

Program, the CCDA has:

– begun to develop a new communications

strategy for the Program, working with a

communications firm;

– published its 2010 Annual Report,

summarizing its activities and

accomplishments, and distributed three

editions of the Red Seal e-Newsletter

and 45,800 Red Seal pamphlets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• More than 6,900 NOAs were distributed to

provide information on what skilled workers

“must know and be able to do” to be

competent in a Red Seal trade. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

The CCDA is committed to increasing awareness

of the Red Seal Program as a standard of

excellence for the skilled trades among

apprentices, industry, partners and the general

public. Through its communication, promotion and

outreach strategic priority, the CCDA is developing

and maintaining strong ties with key apprenticeship

stakeholders and partners and increasing public

awareness of the Red Seal Program.

Outreach Activities

The Red Seal Program continues to be

promoted through a variety of outreach

activities. The value of the Red Seal Program

was presented to numerous educators,

students, employers and industry stakeholders

through the use of the Red Seal kiosk. This

kiosk travelled to two national events in 2011: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Cannexus – an event hosted by the

Canadian Education and Research

Institute for Counselling (Ottawa, ON) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Skills Canada National Competition

(Quebec, QC)

Numerous promotional materials, including

brochures, lapel pins, kit folders and magnets

were distributed at these events through the

kiosk. These materials were also distributed

at the following local and regional events: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• 2011 Provincial Skills Canada Competition

(Edmonton, AB).. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• 2011 Ontario Technological Skills

Competition (Waterloo, ON).. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Canadian Apprenticeship Forum –

Apprenticeship: IT WORKS! (Toronto, ON) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• HortEast Conference and Trade Show

(Moncton, NB)

15

Canadian Council of Directors of Apprenticeship Annual Report 2011

Promotion of the Red Seal Program

In 2011, Ms. Shirley Dul of Edmonton was awarded the first ever CCDA Red Seal Award

of Excellence. The award recognizes outstanding achievement in the development and

promotion of apprenticeship and trade certification in Canada by an individual working within

the apprenticeship system. Ms. Dul, former Assistant Deputy Minister of Alberta Advanced

Education and Technology and Executive Director of Apprenticeship and Industry Training,

received her award during the CCDA Fall meeting in Ottawa, Ontario. Under her leadership,

the number of registered apprentices in Alberta grew from 20,000 to nearly 70,000.

Red Seal Website

The Red Seal Website (www.red-seal.ca) is the

primary communications portal of the CCDA.

All promotional materials are designed to drive

requests for Red Seal information to this

Website. The site provides a directory of

informational resources, including links to

provincial and territorial apprenticeship

authorities. The Red Seal e-Newsletter is

also featured on the Website.

In 2011, the CCDA undertook a vast project

to make the Red Seal Website fully compliant

with the Government of Canada’s Treasury

Board Common Look and Feel 2.0 (CLF 2.0)

and the Web Content Accessibility Guidelines

2.0 (WCAG 2.0). The project was successfully

completed in November 2011, resulting in

improved accessibility for visitors to the

Website. The changes improve the Website’s

navigation and usability. As a result, Red Seal

products are now available in alternate

formats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• From January to December 2011, the

Red Seal Website had over 225,000 unique

visitors, resulting in more than a million

page views.

e) InterjurIsdIctIonal andInternatIonal collaboratIon

Interjurisdictional and international

collaboration is another CCDA strategic

priority. Its goal is to encourage and increase

collaboration across jurisdictions and with

international partners in order to improve the

Red Seal Program and share best practices

and knowledge related to apprenticeship

training and certification.

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

KEY RESULTS:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Jurisdictions are collaborating on a number

of partnerships and projects. For example:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• The Atlantic Apprenticeship Council

(AAC) continues to provide a forum for

collaboration. Atlantic Directors of

Apprenticeship are currently pursuing the

development of a Business Competency

Endorsement for Journeypersons to

provide a pathway and recognition for

journeypersons seeking to move into

business and entrepreneurial positions.

There is interest in a common program that

would be recognizable across the Atlantic

provinces. Recognition of business

management and entrepreneurial skills

obtained through training is one step

toward encouraging life-long learning,

easing succession planning and ownership

transition for businesses. Nova Scotia is

leading the project’s final phase. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Ontario and Quebec continue to address

shared issues and common challenges

and pursue new opportunities through the

Ontario-Quebec Trade and Cooperation

Agreement.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Manitoba continues to provide Aircraft

Maintenance Journeyperson training for

apprentices from other jurisdictions.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Manitoba and Saskatchewan are in a

partnership on e-apprentice which applies

distance education technologies to

support apprenticeship technical training.

E-Apprentice is an innovative solution and

alternative learning pathway that enables

apprentices to participate in the

apprenticeship and certification model

through on-line technical training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

16

• Saskatchewan has been leading a Foreign

Qualification Assessment Initiative with all

jurisdictions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Saskatchewan and Alberta are partnering

on establishing baseline standards for the

evaluation and assessment of candidates

for trade certification.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

• Alberta continues to work closely

with the three territories in supporting

apprenticeship training, using curriculum

and level exams, and offering technical

training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Foreign Trained Workers

In an effort to better understand the

assessment and recognition processes

across the country of the credentials and work

experience of foreign trained workers in the Red

Seal trades, the Saskatchewan Apprenticeship

and Trade Certification Commission

commissioned a study which looked at the

processes in each province and territory. This

study was published in 2011 and shared with

the CCDA. The CCDA subsequently set up a

task force to analyze the recommendations in

the study and provide advice on next steps.

The task force met in December 2011 to

develop recommendations which were

discussed by the CCDA in early 2012.

There is increasing interest in examining how

to address skills shortages and how best to

use foreign trained workers to help address

these shortages. Given that, the CCDA will

continue to examine the development of

consistent approaches to the assessment

of the qualifications and work experience

of foreign trained workers as they pertain

in the Red Seal trades.

Forum of Labour Market Ministers(FLMM)

The Forum of Labour Market Ministers

comprises the labour market ministers from

the provinces, the territories and the federal

government. It was established in 1983 to

promote interjurisdictional discussion and

cooperation on labour market issues.

The FLMM has identified strengthening

apprenticeship systems as a shared priority.

The CCDA has been working with the FLMM

through an Ad-Hoc officials-level working

group examining issues such as barriers to

apprenticeship entry and completion. As part

of this process, a presentation was developed

for the CCDA Chair to deliver to Senior Officials

of the FLMM on the Red Seal Program in order

to increase awareness of the role of the

Program in contributing to an efficient labour

market, key CCDA initiatives, and areas of

collaboration between the FLMM and CCDA.

17

Canadian Council of Directors of Apprenticeship Annual Report 2011

red seal statIstIcs

18

... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

NOTE: The first Red Seals were issued in 1959 to apprentices that successfully completed the

Motor Vehicle Repairer interprovincial examination.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

1. Construction Electrician 4,519

2. Automotive Service Technician 2,304

3. Carpenter 2,251

4. Plumber 1,791

5. Industrial Mechanic (Millwright) 1,483

6. Truck and Transport Mechanic 1,478

7. Welder 1,462

8. Heavy Duty Equipment Mechanic 1,214

9. Cook 864

10. Steamfitter/pipefitter 856

1. Construction Electrician 94,571

2. Automotive Service Technician 82,799

3. Carpenter 43,204

4. Industrial Mechanic (Millwright) 37,627

5. Heavy Duty Equipment Mechanic 32,432

6. Welder 32,324

7. Plumber 32,121

8. Cook 25,366

9. Steamfitter/Pipefitter 18,813

10. Industrial Electrician 14,612

Statistical Information

Alberta 161,400 7,853

Ontario 158,975 8,440

British Columbia 96,861 3,460

Saskatchewan 28,817 1,520

Manitoba 29,295 1,218

Nova Scotia 23,298 819

New Brunswick 22,736 936

Newfoundland & Labrador 19,262 595

Prince Edward Island 3,526 156

Quebec 2,018 65

Yukon 1,662 54

Northwest Territories 1,345 67

Nunavut* 50 4

* Nunavut commenced issuing Red Seals on their own certificates during calendar year 2001.

** Calendar Year

Since Inception 2011**JURISDICTION

Top 10 Red Seal Trades by Number of Red Seals Issued in 2011

Total Number of Red Seals Issued by Province/Territory

Top 10 Red Seal Trades – LargestNumber of Red Seals Issued, by Trade, Since Inception

IssuedTRADESIssuedTRADES

19

Canadian Council of Directors of Apprenticeship Annual Report 2011

The Registered Apprenticeship Information System (RAIS) is an annual survey conducted by Statistics

Canada since 1974. The purpose of the survey is to gather information from provinces and territories

on individuals who receive training or certification within a trade where apprenticeship training is being

offered. Results from the 2009 RAIS were released in July 2011 and are therefore included in this report.

In 2009 the number of new registrations in Red Seal trades decreased by 25.3% to 54,573

compared to 2008. Completions increased by 9.2% to 25,980 while the number of continuing

apprentices increased by just 2.0% to a total of 275,640.

Statistical Profiles

Overview of Registered Apprentices in Red Seal Trades (1991 to 2009)

01991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

300,000

New Registrations

Continuing Apprentices

Apprenticeship Completions250,000

NU

MB

ER

OF

AP

PR

EN

TIC

ES

YEAR

200,000

150,000

100,000

50,000

20

As stated above, overall there were 54,573

new apprenticeship registrations in Red Seal

trades in 2009, a decrease of 25.3% from the

previous year. The table below shows the

number of new registrations for the top ten

Red Seal trades in 2009. New registration in

these ten trades accounted for nearly two-

thirds (65.5%) of all new apprenticeship

registrations in Red Seal trades in 2009.

As stated above, overall apprenticeship

completions in Red Seal trades grew

9.2% from 23,799 in 2008 to 25,980 in

2009. The table below shows the number of

apprenticeship completions for the top ten

Red Seal trades in 2009. Almost three-quarters

(71.2%) of apprenticeship completions in

Red Seal trades were in these ten trades.

1. Carpenter 8,043

2. Construction Electrician 7,422

3. Hairstylist 4,320

4. Automotive Service Technician 3,705

5. Plumber 3,135

6. Welder 2,466

7. Steamfitter/Pipefitter 1,908

8. Cook 1,725

9. Heavy Duty Equipment Technician 1,569

10. Industrial Mechanic (Millwright) 1,431

1. Construction Electrician 94,571

2. Carpenter 3,156

3. Hairstylist 2,043

4. Automotive Service Technician 1,887

5. Welder 1,776

6. Plumber 1,515

7. Steamfitter/Pipefitter 1,071

8. Industrial Mechanic (Millwright) 1,044

9. Heavy Duty Equipment Technician 951

10. Truck and Transport Mechanic 693

Number of New Registrations for the Top 10 Red Seal Trades in 2009

Number of ApprenticeshipCompletions for the Top 10 Red Seal Trades in 2009

2009TRADE2009TRADE

21

Canadian Council of Directors of Apprenticeship Annual Report 2011

Participation of Women in Red Seal Trades (1991 to 2009)

The graph below shows that the participation of women in Red Seal trades has increased in both

completions and continuing apprentices while new registrations fell by 13.4% to 6,540 compared

to 2008. However since 1991, the number of females registering in Red Seal trades grew by 364%

(from 1,797 to 6,540), the number of continuing female apprentices increased by 528% (from

4,845 to 25,593), and the number of female apprenticeship completers more than doubled from

1,089 to 2,658.

Age and Gender of New Apprenticeship Registrants in 2009

In 2009, the median age of new apprenticeship registrants in Red Seal trades was 24 for

males and 22 for females. Males made up 88.0% (48,030) of all new registrations, while females

represented the remaining 12.0% (6,540). Almost three-quarters (72.8%) of all new apprenticeship

registrants in Red Seal trades were under the age of 30.

01991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

NU

MB

ER

OF

FEM

ALE

S

YEAR

5,000

10,000

15,000

20,000

25,000

30,000

New Registrations

Continuing Apprentices

Apprenticeship Completions

AG

E G

RO

UP

# of New Apprentices

Under 20

20-24

25-29

30-34

35-39

40-44

45-49

50+

2,0000 4,000 6,000 8,000 10,000 12,000 14,000 16,000

Female

Male

22

Number of Registered Apprentices in Red Seal Trades in Canada in 2009

British Columbia

Yukon

NorthwestTerritories Nunavut

Alberta

Saskatchewan

Manitoba

OntarioQuebec

Nova Scotia

Newfoundlandand Labrador

NewNewBrunswickBrunswick

NewBrunswick

PrincePrinceEdwardEdwardIslandIsland

PrinceEdwardIsland

2,3438,412

1,9477,257

15,70898,037

10,11649,875

1,0114,695

1,2334,647

1,1403,912

186615

13,90567,521

6,79829,775

27162

87435

72294

CANADA54,573275,640

blackNumber of Newly RegisteredApprentices in Red Seal Trades in 2009

WhiteNumber of Continuing Apprentices in Red Seal Trades at the end of 2009

Source: Registered Apprenticeship Information System (RAIS), 2009

Program established to develop Occupational Standards in 1952.*

549,245 Red Seal Endorsements issued since inception of examinations in 1959.

423,234 Red Seal Endorsements issued to Apprentices since inception.

126,011 Red Seal Endorsements issued to Trade Qualifiers since inception.

69% increase in Red Seals issued in the last 10 years (2002-2011).

Over 189,000 Red Seals issued in the last 10 years.

52 designated Red Seal Trades.

In 2009, approximately 81% of apprentices were registered in a Red Seal designated trade.

Updated Essential Skills profiles have been created for 29 of the Red Seal trades.

48,343 Red Seal examinations were written in 2011.

33,644 Apprentices wrote Red Seal examinations in 2011 – 78% pass rate.

11,390 Trade Qualifiers wrote Red Seal examinations in 2011 – 59% pass rate.

28,212 Red Seal examinations completed successfully in 2011 – 73% pass rate.

25,187 Red Seals issued in 2011.

Top 5 Red Seal trades in 2011:

- Construction Electrician

- Carpenter

- Industrial Mechanic (Millwright)

- Automotive Service Technician

- Plumber

* Quebec joined the program in 1971 and Nunavut joined the program in 1999. All other jurisdictions have participated since 1952.

for further information concerning the Interprovincial standards red seal program, please visit

our website at www.red-seal.ca.

Interprovincial Standards Red Seal Program Fast Facts

23

Canadian Council of Directors of Apprenticeship Annual Report 2011

24

neWfoundland & labrador

Mr. Cliff Mercer, DirectorApprenticeship and Trades Certification Division

Department of Advanced Education and Skills

1st Floor, West Block

Confederation Building

100 Prince Philip Drive

ST. JOHN’S, NL A1B 3R4

Tel: 709-729-2350 – Fax: 709-729-5878

e-mail: cliffordmercer@gov.nl.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Quebec

Mr. Gilles Dubé, Director Direction de la qualification réglementée

800, Tour de la Place Victoria, 27th Floor

MONTREAL, QC H4Z 1B7

Tel: 514-873-0800 x 36422

Fax: 514-873-2189

e-mail: gilles.dube@mess.gouv.qc.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

nova scotIa

Mr. Joe Rudderham, DirectorApprenticeship Training Division

Department of Labour and Advanced Education

2021 Brunswick Street, P.O. Box 578

HALIFAX, NS B3J 2S9

Tel: 902-424-5296 – Fax: 902-424-0488

e-mail: rudderjs@gov.ns.ca . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

ontarIo

Ms. Virginia Hatchette, Director ApprenticeshipMinistry of Training, Colleges and Universities

900 Bay Street, 23rd Floor Mowat

TORONTO, ON M7A 1L2

Tel: 416-326-5849 – Fax: 416-326-5653

e-mail: virginia.hatchette@ontario.ca

prInce edWard Island

Ms. Susan LeFortManager of Apprenticeship

Department of Innovation and Advanced Learning

Post Secondary and Continuing Education

Atlantic Technology Centre, Suite 212

P.O. Box 2000, 90 University Ave.

CHARLOTTETOWN, PE C1A 7N8

Tel: 902- 368-4625 – Fax: 902-368-6144

e-mail: sflefort@gov.pe.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

manItoba

Ms. Jacqueline Ratté Kohut, A/Executive DirectorManitoba Entrepreneurship, Training & Trade

Norquay Building

1010 - 401 York Avenue

WINNIPEG, MB R3C 0P8

Tel: 204-945-3339 – Fax: 204-948-2539

e-mail: Jacqueline.RatteKohut@gov.mb.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

neW brunsWIcK

Dan Mills, DirectorApprenticeship & Certification

Post Secondary Education, Training and Labour

470 York Street

First Floor, Room 110, Chestnut Complex

FREDERICTON, NB E3B 5H1

Tel: 506-444-3657 – Fax: 506-453-5317

e-mail: Daniel.mills@gnb.ca

Members of the CCDA (March 2012)

25

Canadian Council of Directors of Apprenticeship Annual Report 2011

sasKatcheWan

Mr. Joe Black, CEOSaskatchewan Apprenticeship &

Trade Certification Commission

2140 Hamilton Street

REGINA, SK S4P 2E3

Tel: 306-787-2209 – Fax: 306-787-5859

e-mail: joe.black@gov.sk.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

alberta

Mr. Mark Douglas, DirectorAdvanced Education and Technology

Apprenticeship and Industry Training

10th Floor, Commerce Place

10155-102 Street NW

EDMONTON, AB T5J 4L5

Tel: 780-427-4601 – Fax: 780-422-7376

e-mail: Mark.Douglas@gov.ab.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

nunavut

Mr. David Lloyd, DirectorCareer Development Services and

Adult Special Projects

Department of Education

P.O. Box 1000, Stn 980

IQALUIT, NU X0A 0H0

Tel: 867-975-5648 – Fax: 867-975-5635

e-mail: DLloyd@gov.nu.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

brItIsh columbIa (chaIr of ccda)

Mr. Kevin Evans, Chief Executive OfficerIndustry Training Authority

800 - 8100 Granville Avenue

RICHMOND, BC V6Y 3T6

Tel: 778-785-2406 – Fax: 778-785-2401

e-mail: kevans@itabc.ca

northWest terrItorIes

Ms. Laurie Morton, DirectorAdvanced Education Division

Education, Culture & Employment

Box 1320

YELLOWKNIFE, NT X1A 2L9

Tel: 867-873-7552 – Fax: 867-873-0200

e-mail: Laurie_Morton@gov.nt.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

yuKon

Ms. Judy Thrower, DirectorTraining Programs, Advanced Education Branch

Department of Education

Government of Yukon

P.O. Box 2703

WHITEHORSE, YT Y1A 2C6

Tel: 867-667-5133 – Fax: 867-667-8555

e-mail: Judy.Thrower@gov.yk.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

human resources and sKIlls development

canada (hrsdc)

Same address for all HRSDC employees:

Trades and Apprenticeship / Métiers et apprentissage

Human Resources and Skills Development Canada

140 Promenade du Portage

Phase IV; 5th Floor, Box 526

GATINEAU, QC K1A 0J9

Ms. Catherine Scott, Director

Tel: 819-994-3453 – Fax: 819-997-0227

e-mail: catherine.scott@hrsdc-rdhdcc.gc.ca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Ms. Jessica Gibbs, ManagerProgram Analysis

Tel: 819-953-7439 – Fax: 819-994-0202

e-mail: jessica.gibbs@hrsdc-rhdcc.gc.ca

26

Appendix A

overvIeW of the 2009-2012 strateGIc plan

Canadian Council of Directors of Apprenticeship (CCDA)STRATEGIC PLAN 2009-2012

VISIONThe CCDA is a leader in the development of innovativeindustry-driven standards, competency assessment and

skills recognition in the trade.

Governance andAccountability

Enhance governancestructure andaccountability practicesto ensure that CCDAoperates in atransparent andaccountable fashion

A governance structurethat advances theachievement of CCDA’sstrategic priorities

An accountabilityframework thatidentifies outputs,outcomes andperformance measures

Engagement offederal/provincial-territorial senior officialsto share information and provide strategicguidance to the CCDA.

Engagement of nationalindustry to providestrategic advice to the CCDA

Strengthening theInterprovincialStandards Red Seal Program

Undertake activities in cooperation withjurisdictions, industry,tradespeople and other stakeholders to strengthen the Red Seal Program

Quality Red SealProgram products,management anddelivery that meet the needs of industry

Innovation and excellencein apprenticeshiptraining, assessment andcertification as they relateto the Red Seal trades

Occupationalperformance standardsframework thatsupports skillsformation and skillsrecognition/assessmentfor the Red Seal trades

Alternative assessmenttools/methods tointerprovincial Red Seal examinations

Policy andInnovation

Conduct research andanalysis that providestrategic value andsupport innovativeapproaches toapprenticeship trainingand certification,including the Red Seal Program

Research strategies thatreflect and support theCCDA’s vision, missionand strategic priorities

Capacity in the provincesand territories toundertake policydevelopment andresearch to inform andsupport the CCDA’s policyand research agenda

Support for andcollaboration with otherresearch, policy andacademic forums toexpand the body of knowledge in Canada related toapprenticeship and the skilled trades

Communication,Promotion andOutreach

Develop and maintainstrong linkages with key apprenticeshipstakeholders andpartners

Increased publicawareness of the Red Seal Program as a valuable and prestigiousendorsement

Proactive collaborationwith industry groupsand other apprenticeshipstakeholders

A strong strategicrelationship withindustry through theInterprovincial Allianceof Apprenticeship Board Chairs (IPA)

Interjurisdictionaland InternationalCollaboration

Enhanced interprovincial and internationalcollaboration on best practices andknowledge related toapprenticeshiptrainingand certification

A pan-Canadian forum forjurisdictions to share bestpractices, knowledge andresearch

A pan-Canadianframework of assessmentand certification products,processes and proceduresthat promote efficient useof jurisdictional resourceswhile respectingjurisdictions’ rights and responsibilities

Collaboration with internationalgovernments andauthorities on labourmobility, qualificationframeworks, andknowledge, researchand best practices in apprenticeship andthe skilled trades

STRATEGIC DIRECTIONS AND GOALS

OPERATING PRINCIPLES

MISSIONTo provide a forum for inter-jurisdictional collaboration that facilitates the development of a certified, highly

skilled and mobile trades workforce.

Industry-driven Rigorous Accessible Responsive Transparent Accountable Innovative

27

Canadian Council of Directors of Apprenticeship Annual Report 2011

Appendix B

ccda Governance structure

Executive StrategicInitiatives

StakeholderRelations Governance

ICEMS Working Group FOIP

Planning andPerformance

Communication/Promotion

Research

ProfessionalDevelopment

IPG

Standing Committee

ISEC Policies andProcedures

Foreign QualificationRecognition

ICEMS SteeringCommittee DND/CCDA/HRSDC Strengthening the

Red Seal

CCDA

Essential Skills

Technical Committee

Taskforce

Notes

28