NOVA SCOTIA

APPRENTICESHIP AGENCY

November 14, 2019

Proposed Training and Certification Concentrations for the Carpenter Trade

On behalf of the Apprenticeship Board, please find enclosed the consultation report concerning

the concept of Carpenter Trade Training and Certification Pathways in the four concentrations

that was the subject of a provincial wide consultation between January and March 2019. This

report details an approach that explored four concentrations (farmworker, framer, exterior

finisher, and interior finisher) to increase participation in trades training. The report was

developed as a result of a survey and series of 12 face-to-face consultations conducted by

Narrative Research (formerly Corporate Research Associates).

The findings of the report indicate that there was not wide support for developing additional

training pathways in the four concentrations. The Board acknowledges and agrees with the

report findings and will therefore not be moving forward with the introduction of concentrations

within the Carpenter trade at this time.

The Board looks forward to continuing to work with you to advance the Carpenter trade, and I

would like to thank you for your contribution and commitment to supporting the value of

apprenticeship and trade certification.

Sincerely,

Brad Smith

Chair, Nova Scotia Apprenticeship Agency Board

HALIFAX OFFICE Thompson Building, 1256 Barrington Street, BOX 578, Halifax. Nova Scotia B3J 2S9

T 902.424.5651 TF 1.800.494.5651 F 902.424.0717 nsapprenticeship.ca

Concentration Certifications in the Carpenter Trade

Final Report

June 2019

A number of years ago, the Apprenticeship Board formed a Carpenter Trade Advisory Committee (TAC) to explore the introduction of compulsory certification. The TAC developed an approach that created four concentrations (Formworker, Exterior Finisher, Interior Finisher, and Framer) to accompany the introduction of the trade as compulsory certified. The TAC consulted with stakeholder organizations on this approach, however, at that time, unanimous support was not achieved. Subsequently, the Apprenticeship Board adjusted the TAC mandate to specifically investigate the feasibility of the four concentrations, as a way to increase participation in training and certification and to better match the way in which human resources are utilized within the trade.

Background2

Carpenter:Formworker

Exterior Finisher

Interior Finisher

Framer

This exploration included a number of key objectives, most notably to:

• Understand how various stakeholders / stakeholder groups think and feel about the proposed certification approach;

• Assess whether stakeholders believe this proposed change would improve the way human resources are utilized within the trade;

• Gauge overall interest in such an approach and suggestions for implementation; and

• Gather relevant trade information from those working in the sector.

Ultimately, these results will be used to make informed decisions concerning if and how the government should proceed with provincial certifications in the four concentration of the Carpenter trade.

Research Methodology

Corporate Research Associates was commissioned by Nova Scotia Apprenticeship Agency (NSAA) on behalf of the Apprenticeship Board to undertake

this consultation on concentration certifications in the carpenter trade. More specifically, to meet project objectives, a two-phased research approach

was undertaken including both qualitative research (a series of in-person, moderated stakeholder engagement sessions) and quantitative research

(an online invitational survey). Both research phases included individuals directly involved in the carpentry trade in Nova Scotia, albeit in varying

capacities. The following provides further details on both research methodologies employed.

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Online Survey:

• # Completes: 456 completed surveys

• Collection: The survey link was ‘pushed out’ to NSAA stakeholder groups for distribution, posted on social media and posted on the Province’s website.

• Data Collection Period: January 29 to March 24, 2019

• Average Survey Length: 10 minutes

• Language: English only

Phase One: Stakeholder Engagement Sessions

Phase Two: Online Survey

In-Person, Stakeholder Engagement Sessions:

• # Sessions: 12 sessions held across the province, including in Lower Sackville, Halifax, Springhill, Sydney, Port Hawkesbury, Stellarton, Yarmouth, Kentville, Bridgewater, Truro, Dartmouth. Within HRM, sessions were held with the Construction Association of NS, and the Council of Carpenters, Millwrights and Allied Workers.

• # Participants: More than 120 participants were included across the various sessions

• Dates: January 29 to February 27

• Average Session Length: 1.5 hours

Note, all participants who attended an in-person engagement session were provided with a link to the online survey following the discussion. Once

all sessions were completed, the survey was distributed among various NSAA stakeholder groups from across the province and via social media. The

survey included a video which provided a brief overview of NSAA’s proposed approach to certification across the four areas of concentration.

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Executive Summary

Phase One: Stakeholder Consultation

Phase Two: Online Survey

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Executive Summary

Results of the Concentration Certification in the Carpenter Trade Consultation Initiative highlight that the carpenter trade in Nova Scotia requires attention. Findings clearly suggest that those engaged in the carpentry trade, including employers, feel that the full-scope, red seal carpenter has become increasingly undervalued by industry, governments and society generally, and that proceeding with provincial certifications in the four concentrations of the carpenter trade is not likely a viable solution, at this time.

Stakeholder Consultations

A series of twelve stakeholder consultation sessions across the province provided an opportunity to discuss labour market challenges facing the trade and better understand key stakeholders’ (employers, union representatives, journeypersons, apprentices and other workers) perceptions.

Across the province, employers face several key challenges when hiring carpenters, most notably a lack of an investment in apprenticeship and therefore a consequential lack of a skilled workforce, a perceived lack of ambition among youth, and the perception that carpentry is not seen as a desirable trade. Importantly, while a lack of trained workforce is deemed problematic, most attributed this to a lack of necessity for training in the carpenter trade, rather than a lack of available training. This is further exacerbated by businesses and unions not requiring certification as a condition of working and is an important consideration given that one premise of the proposed concentration certification is that training is desired or needed within the trade.

Participants attributed several key factors to the current and impending shortfall of certified carpenters – most notably the voluntary status of the trade. The apprenticeship training drop-off is credited to the lack of compulsory certification, thus eliminating any requirement for training, and providing a lack of financial motivation to do so. Further, the apparent shortage of journeypersons proves challenging in level progression.

The voluntary status of the trade was considered a significant problem for the trade in that participation in apprenticeship training depends on the union or the employer to register the trades worker as an apprentice and support them to complete their levels of training, as well as practical hours. Results suggest the intrinsic value of training and certification is not enough to motivate new entrants to pursue the apprenticeship pathway.

Working full scope of trade is general practice in rural communities and in the residential sector. While some single areas of concentration are not uncommon in Industrial, Commercial, and Institutional (ICI) sector and urban areas, having training across a wide range of skills is considered paramount in the trade. This presents an important consideration for the proposed four concentration pathways, given that many stakeholders believe a basic training across the full scope of the trade is necessary for any certified worker (including those specializing in only one area of concentration). If deemed imperative, it would be important for industry to develop an approach best suited to the trade’s needs and build consensus.

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Executive Summary (cont.)

Stakeholders were told that the Trade Advisory Committee (TAC) is considering a new optional certification approach that would potentially be more responsive to the way industry practices the trade currently. This approach involves recognizing four areas of voluntary concentrations in the carpenter trade and providing a training and certification pathway for each concentration. The proposed approach was presented and subsequently, attendees were asked for their reactions to the concept being considered.

Overall, the proposed approach for training and certification received a moderate response at best. Most participants offered limited positive reactions to the concept, although some stakeholders appreciated that the concept could provide an education alternative to some. Like other industries, there is a perception of a lack of passion from young people for the trade, however this is contrary to what came out in the consultation.

By contrast, the proposed approach evoked a strong emotional response from many stakeholders, who criticized the approach for being unnecessary, not effectively meeting industry’s needs, dividing the trade, and further devaluing carpentry. For many, the proposed approach was seen as detrimental to Red Seal certified carpenters. Few stakeholders envisioned this would be something they would subscribe to, and most did not consider it to be something that would meet an unmet need. Stakeholders questioned how this approach would effectively increase the number of Red Seal certifications in the province, although findings suggest some support for the concept may be evident if it was part of a larger plan to move the trade towards certification. Otherwise, findings from the stakeholder consultation clearly suggest introduction of such an approach would be met with clear opposition and would enjoy limited success.

Online Survey

Following the stakeholder consultation an online invitational survey was distributed to stakeholders, including businesses, union members and employees, across the province to collect a quantitative measure of opinion on the certification concept. Overall, a total of 456 respondents completed the survey and the following highlights key findings.

The survey included a variety of respondents, including businesses, union representatives and employees, among others. Businesses completing the survey generally reported having a limited number of employees working in the carpenter trade, with only one-third of businesses stating they employed 10 or more carpenters. Moreover, businesses reported a small percentage of their carpenters as having Red Seal certification. At the same time, union representatives also reported only a minority of their carpenter members as having Red Seal certification. That said, the bulk of employees completing the survey had their Red Seal or were actively pursuing it. Employees tended to be experienced in the trade, with employees having worked in the carpenter trade for more than a decade, on average.

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Executive Summary (cont.)

As expected, results show that despite the fact that the average employee reported having worked in the carpentry trade for more than a decade, a notable portion of the carpentry workforce would be ‘eligible’ for certification (i.e., employees without their Red Seal certification) in the various concentration areas. Further, those without Red Seal certification report having varied types of formal carpentry training, with close to three in ten having none.

Businesses and unions are largely supportive of workers seeking to start a pathway to certification. That said, results are not clear as to the scope of support these organizations would be open to providing, and there are several barriers in place that may impact support. Businesses cite a variety of issues that may prevent them from supporting employees seeking certification, with concern over workload and time away from work being most common.

Despite potential barriers to offering support, businesses also note a variety of motivators that would encourage them to support employee certification, with the provision of funding or financial assistance being most commonly mentioned. With only a slight majority of businesses being aware of the availability of financial supports for apprenticeship, findings suggest there is a clear opportunity to build awareness of available supports within the business sector.

Intention to obtain certification among employees is generally modest, with results showing certification as a exterior finisher and interior finisher being most popular. Conservatively, an estimated 12 to 22 percent of eligible carpenters (i.e., those without Red Seal certification) would realistically pursue certification in any one area of concentration. Interestingly, when asked which area of certification should be given priority if introduced, top priority is placed on framing and formwork, which is contrary to those with higher levels of interest in pursuing certification.

Overall, while the majority of survey respondents offer some level of support to the proposed initiative, only a small portion offer complete support of such an initiative, and the level of support varies notably across audience segments. In particular, unions, and employees with their Red Seal certification or those who are actively pursuing their Red Seal, were especially divided on this topic.

Reasons for supporting the approach are driven by a range of factors, with a perceived need for more certification and improved training and skills of carpenters being mentioned most often. Alternatively, reasons for opposition are more focused, with a notable portion of those opposed to the approach citing a belief that certification in the four concentration areas will weaken the trade overall, or a belief that Red Seal certification should be mandatory for the trade.

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Considerations

As the NSAA and TAC contemplate how to proceed with provincial certifications in the four concentrations of the Carpenter trade, findings of this two-phased research initiative suggest the following should be considered.

1. Introduction of provincial certifications in the four concentrations of the Carpenter trade should not be pursued in isolation.

Findings clearly underscore the challenges facing the trade and highlight that the carpenter trade is considered devalued. As mentioned, results suggest that proceeding with provincial certifications in the four concentrations of the Carpenter trade is not likely a viable solution, unless it is part of a clear pathway towards compulsory Red Seal certification. Stakeholders are not convinced that the availability of training in the carpenter trade is as much of a problem as a lack of requirement for training. For many, the proposed approach does not meet a true need within the trade.

While there are some differences between the findings from the two phases of the research, results clearly show the concept of certification is complex, with various nuances impacting support or opposition. Support varies notably depending upon a stakeholders’ personal situation and those who are currently Red Seal certified or actively pursing certification, as well as union representatives, are clearly divided on the issue. This suggests there would likely be real opposition with the proposed initiative. Moreover, realistic intentions of workers pursuing such training appear to be limited.

2. Examine other tactics/approaches to engage industry players in the promotion of certification to secure a viable future for the trade.

While findings do not suggest introduction of this approach is best, NSAA and TAC should examine opportunities to encourage industry players to elevate the trade and value of Red Seal, promote certification within the industry, and encourage workers to pursue certification. Clearly, it is imperative that the industry work collaboratively to develop an approach suited to its needs and build consensus.

3. Consider regulatory schemes and approaches to ensure carpentry trade is appropriately recognized and supported by industry.

As part of ongoing efforts to elevate the carpentry trade, consideration should also be given to the application of regulatory schemes and approaches designed to increase the value of Red Seal and encourage certification within the industry.

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Executive Summary

Phase One: Stakeholder Consultation

Phase Two: Online Survey

Phase one of this study involved a series of stakeholder consultations across 12 locations in the province. This allowed for open discussion on the proposed approach, including a deeper understanding of the varied concerns with this new approach for the carpentry trade. The following

information represents the thoughts of those who responded.

Context of Qualitative Research: Qualitative research is intended as moderator-directed, informal, non-threatening discussions with participants whose characteristics, habits and attitudes are considered relevant to the topic of discussion. This type of discussion allows for flexibility in exploring all areas that may be pertinent to the investigation. Qualitative techniques are used in marketing research as a means of developing insight and direction, rather than collecting quantitatively precise data or absolute measures. As such, results cannot be applied to the overall population under study, and must be used as directional insight only.

Labour Market – Shared Information 10

All those attending the Carpenter Trade Consultation Sessions had some level of involvement in the trades. To begin the sessions, information

was shared from a recent report published in November 2018 – the Nova Scotia Skilled Trades Workforce and Apprenticeship Training

Requirements Outlook (see appendix A). This information provided a broad overview of data on the labour market in Nova Scotia, including

details on the carpenter trade specifically. Attendees were told that the carpenter trade currently presents the greatest area of skill weakening

among all trades in Nova Scotia. More specifically, findings highlighted that from 2016 – 2017, significant retirements and demand in related

trades will require an estimated 800 new certified carpenters to meet the demand. Based on current apprenticeship certification completion

rates, a significant shortfall in certified carpenters is anticipated.

After sharing the information, discussion ensued, whereby attendees shared their thoughts on the current workforce climate in the carpenter

trade, hiring challenges and perceptions of what might prevent people from entering and / or completing their training.

Hiring Workers in the Carpenter Trade11

Key challenges when hiring carpenters primarily include a lack of skilled workforce, perceived lack of awareness among youth,and the perception that carpentry is not a desirable trade.

Across most locations, attendees discussed the challenges experienced when looking to hire carpenters. Many employers acknowledged that it can be difficult to find workers with an interest in long-term employment within the carpenter trade. While an aging population and diminished workforce (i.e. lack of skilled workforce) were considered problematic, participants also attributed a variety of other causes to this apparent shortfall of entrants to the trade, including the following:

Lack of Awareness amongst Youth: For some, it was felt that carpentry is not effectively positioned as a viable and desirable trade for youth in high school. Most agreed that the trades in general are often positioned as a lesser alternative to other occupations. Indeed, a lack of awareness or understanding of the trades as a viable career option was deemed problematic across locations. In high schools, some believed that guidance counsellors, teachers and principals often discourage students from pursuing a trade, positioning it as an undesirable or lesser of a career alternative than pursuing academic studies at university. This, in turn, contributes to youth not entering the trades.

Further, within the trades, it was perceived by some that other alternatives (e.g. plumber, electrician) are positioned as better options for young adults given that those trades require mandatory Red Seal certification that provides for increased mobility, wage progression and potentially job security.

“Getting smart kids in the trade is tough. The other trades (electricians, plumbers) are elevated because they have compulsory certification. Construction / carpentry is often considered a career of last resort.”

Perceived Lack of Ambition: Across locations, some employers are discouraged by what they perceive to be a lack of ambition among youth. It was generally felt that entrants to the profession often lack the work ethic needed to meet the demanding requirements of the trade. Indeed, the carpenter trade was considered physically challenging, involving working in often uncomfortable conditions. Accordingly, it was felt that sometimes workers begin employment, but are not prepared to work the hours or intensity required by the trade.

“I see a lack of enthusiasm with younger workers. They tell me ‘I don’t want to work that hard’.”

“Finding young people who want to work is a challenge.”

Hiring Workers in the Carpenter Trade (cont.)

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A few attendees involved in education within the trade felt that students often begin a program unsure of what they really want to do. Once some get a ‘taste’ of the trade, they discover that it is not what they envisioned, or that it is not what they really want to do. These participants felt that high school education and awareness on the trades has improved in recent years, but more work is needed to ensure students have a full understanding of what a career in the trade entails.

Further, some felt that the quality of entrants in the carpentry trade has deteriorated because of the lack of requirement to get a certification, with the carpenter trade being considered a lesser alternative to other trades that may require certification. In addition, a few indicated that they had seen a decline in basic math skills among some entrants, which in turn could result in an individual’s inability to complete the program.

“I see math competency as being really poor for some entrants. If they don’t have basic math skills, it will be difficult to be successful in this trade.”

When considering other challenges experienced when hiring a workforce, some stakeholders felt that a lack of trained workforce was problematic, however most attributed this to a lack of necessity for training and not a lack of available training. Some employers indicated that they prefer to train their own employees rather than hire trained workers, as they are then able to mould them in their processes and expectations.

“The homegrown employees are far better than someone I could call the union hall and get.”

Apprenticeship Training Participation13

Participants believe participation in apprenticeship training is connected to: the voluntary status of the trade; a shortage of journeypersons which proves challenging in level progression; and a lack of financial motivation to complete.

Once working within the trade, participants in most locations agreed that it is not uncommon to see a drop-off in apprentices completing their training. Those working within the education sector of the trade concurred that class sizes in subsequent levels of carpenter training are getting smaller. When asked why a drop-off in training is experienced, responses were generally consistent across locations, as outlined below:

1. Lack of Need/ No Requirement: The voluntary status of the trade was considered a significant problem in that participation in apprenticeship training depends on the union or the employer to register the trades worker as an apprentice and support them to complete their levels of training as well as practical hours. Respondents seem to indicate that the intrinsic value of training and certification was not enough to motivate new entrants to pursue the apprenticeship pathway. In addition, the very industry that hires carpenters do not seem to require certification as a condition of working.

“Why would you continue when you don’t need to? People take the path of least resistance.”

“There is no real need.”

“To go back to school when it’s not required doesn’t really make sense. There is no demand for the certification. If it’s not mandatory, why would it [certification] be necessary?”

“I rarely get asked for it. It’s not required. So I don’t require it from my workers. You will never get voluntary compliance if it’s not compulsory.”

“Where is this ‘demand’ coming from? I don’t demand it [as an employer]. There’s no requirement for it. If I can still make $25 – $28 an hour, why bother going back to school?”

“Right now, there is only maybe one project in fifty that the contract says you need to have a Red Seal.”

Participants felt that aside from an individual’s personal commitment to pursuing excellence in the trade, or a desire to live and work in another province, there is no real advantage to pursuing Red Seal Certification in the carpenter trade.

“Employers are not asking for it [certification] because it’s not compulsory. If it is not mandatory, it has no real value.”

Apprenticeship Training Participation (cont.)

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“Five weeks [training] without money and work is a waste when it’s not even recognized as a legitimate trade. Right now in NS it is of no benefit.”

In most locations, employers spoke of the negative influence of the underground economy on the carpentry trade and the implications this has had on winning business, securing employees, and the ability to retain employees.

“Anyone who wants to pick up a hammer can be a carpenter. It’s hard to compete with someone who is low bidding projects. Theircosts are very different [no business registration, no WCB]. They don’t have any training. We see lots of fishermen building homes. I can’t compete.”

“We are competing against those who work by themselves. They are not registered as a business, they don’t pay taxes, they are not paying WCB, they are not insured. What can we do? It’s unfair and very discouraging.”

“Contracts are not demanding certification. Those contracting the work do not see Red Seal Certification as an increased competency.”

The fact that anyone can get a building permit and that anyone can complete the work was considered a significant determent to the trade.

“You have seasonal workers collecting pogey and working as a carpenter under the table. Any unskilled worker can swing a hammer in Nova Scotia and call himself a carpenter.”

Indeed, lack of public education and awareness of the importance of certification resulted in a general acceptance that there may not be any merit in hiring a Red Seal carpenter. Some questioned why insurance companies and financial institutions granting financing for new construction are not readily identifying the risks associated with lack of certification and requiring compliance.

“There needs to be more education to the public, telling them what it [certification] means and what the difference is.”

Apprenticeship Training Participation (cont.)

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2. Lack of Journeypersons to Sign off: Carpenters agreed that it can be difficult to get sign-off of required skills given that many employers are not certified. A lack of or limited number of journeypersons presents a real challenge. While this challenge was not as prevalent in the industrial and commercial industry (ICI) sector given that insurance drives specific ratios, those working in residential often experience a lack of journeypersons.

“Employers aren’t certified to sign off the skills [for each block]. It’s hard to get everything signed off.”

“The ratio of journeymen to apprentice is not where it needs to be.”

“There are limited options. [In our community] there are ten companies that don’t have a licensed journeyman. There is no one to sign off an apprentice’s hours.”

“Our ratio is 1:1, but it can be difficult to meet that ratio. There are not enough journeypersons out there, since it’s not required.”

“The commercial sector is more organized, but residential is so cut throat.”

“Some employers aren’t certified to get the hours these fellas need.”

Similarly, some indicated that an apprentice often can’t complete all training within one company, given that it may not provide scope in the full range of work needed for the training. This was problematic in that an apprentice would have to leave a job and find alternate employment to secure experience and signoff as he / she looks to complete the training.

“You can’t do all your apprenticeship with one company.”

“Work in my industry is really concentrated. In order to get their papers in something else they would have had to leave [their current job].”

“[As an employer] I support an apprentice completing certification, and then they leave to get the hours they need for one block.”

Apprenticeship Training Participation (cont.)

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3. Lack of Financial Incentive: For many it makes little financial sense to complete their training. Indeed, after completing each successive level of training there is no guarantee of a corresponding increase in hourly wage. Several unionized workers indicated that their wages increase only as their hours increase, rather than with training block completion. Accordingly, apprentices may not be financially motivated to complete their training.

“There is no reason to complete your apprenticeship training. Your wages aren’t going to change so why bother?”

“Why would we waste our time or money to make the same amount?”

“There is not enough money in the trade to take time off for training.”

“Down here, you can make 100k doing lobster fishing. Why would you only want to make 40k doing [carpentry]?”

“…I have guys leaving me all the time for a dollar an hour more.”

Most apprentices, although not all, were aware of the various types of financial assistance offered to apprentices as they pursue their certification, including tuition, employment insurance coverage, and grants. That said, many concurred that the current incentives can be cumbersome to access and that even a short delay (i.e. two weeks) in receiving financial assistance during training is detrimental to pursuing further training.

“I went over a month with no pay. It’s hard to take when you have to keep paying the bills and when you know there is not much of an increase when you finish.”

“There is support there (grants), but it’s a hassle with unemployment. Why the two-week waiting time?”

“When you have to do a block, I can’t afford to give up part of my income.”

Some criticized the incentives that are provided.

“The incentives are a joke! The grants are taxable income. There is no real incentive to complete my certification.”

Apprenticeship Training Participation (cont.)

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4. Fear Factor: Given economic conditions in the province, participants also cited a lack of job security or fear of retaining a job after taking time away to complete the next block of training. It was felt that all employers are not necessarily onboard to support ongoing training given the challenges it can present to that employer’s ability to get a job done with a limited workforce.

“The fear factor is real with apprentices. You’re taking a chance that in six weeks the work won’t be there to come back to.”

“It depends on the company. It takes a certain-minded employer to invest in mentorship.”

“It costs you to stop working. It has to be worth it to do the training.”

5. Life Gets in the Way: Once someone is working within the trade, life often gets in the way of pursuing further training. Across multiple locations, participants mentioned that once they have a family, home or other commitments, it is unrealistic to contemplate further training.

“I am a 35 year old with three kids. Every penny counts.”

A few participants also mentioned that the time of year when the blocks are provided is problematic, given that training is often scheduled when work is busy.

“They don’t offer training during slow times of the year, but in March, when we’re ramping up full speed.”

“Timing of the classes- April through October- that’s prime working time.”

Finally, it warrants mention that a few employers had not experienced an apparent drop-off in apprenticeship training. These employers questioned if the drop-off could be attributed to apprentices leaving the province for work in Alberta, where they have likely finished or continued pursuit of their certification.

Scope of the Trade18

Working full scope of trade is general practice in rural communities and in the residential sector. While some single areas of concentration are not uncommon in ICI and urban areas, having training on a wide range of skills is considered paramount across the trade.

Participants were told that in Nova Scotia, the trade has evolved and changed with technology and new materials. Further, while some carpenters work full scope of trade, others focus on one area of concentration (e.g. framing, forming, etc.).

Across locations, attendees generally concurred that concentration on one specific scope of trade is more prevalent in urban settings and notsomething that is a reality in rural settings. Further, such specialization was considered more common in the ICI sector, rather than in the residential sector. It was felt that in most communities, it is necessary to have a broad knowledge of the entire trade in order to have a viable career in carpentry.

“In an urban setting you can be a specialist, but you can’t in a rural community – you have to know how to do it all.”

“There is not enough demand in one area to just do one thing. It would be the kiss of death.”

“In rural areas you could NEVER specialize in any one area. You couldn’t survive.”

“If you are not prepared to do the full gamut, you’ll be on unemployment.”

“If I hadn’t been trained in all four areas, I would have had trouble keeping a job.”

“In order to put food on the table we have to take all kinds of work.”

“Rurally, if you’re not qualified to do A to Z, you’re going on unemployment.”

Scope of the Trade (cont.)

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In multiple locations, participants underscored the importance of having those working in the trade properly trained on a wide range of skills, rather than being specialized in a more limited fashion. While most supported the notion of concentration in one area, it was felt such concentration would ideally be achieved only after a broad knowledge of the overall sector was completed. Again and again, the analogy of a general practitioner and a surgeon was cited.

“A surgeon doesn’t become a surgeon right away. He must be trained as a general practitioner (GP) first. You need to have the broad understanding BEFORE specialization.”

“To work as a carpenter effectively, you have to be able to work in 1-5 areas. You have to have a broad experience.”

“The versatility of the trade is not a problem, it’s a benefit.”

When considering why carpentry is a trade facing impending certification shortages, participants pointed out that other trades with mandatory certification are not in same situation.

“Ask yourself why trades with compulsory licensing and certification are not in this position!! Go to the other trades and see why it is working for them.”

“The trades that are full are the compulsory trades.”

“Sadly, we are working in a trade that is devalued and illegitimate.”

Better Meeting Industries’ Needs20

The need for compulsory certification was underscored when asked what is needed to better meet industry’s needs.

When asked what is needed to better meet industry’s needs, across stakeholder groups and locations, participants consistently voiced a resounding need for compulsory certification in the carpenter trade.

“We need more certified red seal carpenters. That’s one of the biggest things we hear in this industry.”

Four related needs were highlighted:

1. Mandatory certification for the carpenter trade, but phased in over time, understanding that an immediate compulsory certification is both unattainable and unrealistic;

2. A plan of action that demonstrates an understanding of the trade and the need for compulsory certification, including a timeframe to get there. It was suggested that this could include immediate introduction of the need for Red Seal / apprentices on jobs for government work;

3. Contractor Licensing - namely a requirement to have a Red Seal sign off on building permits. Like plumbing / electrical work, it was believed this would immediately minimize the underground economy to some extent, without requiring that all employees in a company are certified; and

4. Increased public education - educate the public on the importance of certification and what it means to the homeowner, including highlighting the risks associated with hiring an uncertified tradesperson.

A New Approach to Certification21

In recent years, the Nova Scotia Apprenticeship Agency has worked with industry to attempt to find a solution that meets the impending challenges in the trades - but with mixed success. At each consultation session, attendees were told that the Trade Advisory Committee (TAC) has already consulted on compulsory certification and support was not strong enough across the trade to endorse it.

With that in mind, TAC considered designing a new certification approach that would potentially be more responsive to the way industry practices the trade currently. This approach involves recognizing four areas of concentrations in the Carpenter trade and providing a training and certification pathway for each concentration. The proposed approach was presented at each of the 12 consultation sessions (see below image) and subsequently, attendees were asked for their reactions to the concept being considered.

Overall Reactions22

Overall, the proposed approach for training and certification received a moderate response at best.

Across locations, stakeholders were highly engaged in the conversation and for many, the discussion evoked a strong emotional response. With a history of unsuccessful consultation, there was some concern that discussions were being conducted to advise the trade of what changes were coming, rather than to sincerely consult stakeholders and seek their opinions. There was a clear perception that input in the past consultation was not necessarily informative, in that decisions were based on a select few rather than the needs or desires of the trade overall. This is an important point given that stakeholders’ expectations of this round of consultations are largely sceptical, cynical and doubtful of its eventual outcome.

Across locations, most participants offered limited positive reactions to the concept. The tables below outline key likes and dislikes of the proposed concept, with discussion following in subsequent slides.

Key Likes Of the ConceptEducation; provides certification in

one area; good differentiatorIndicator of a worker’s experience for

Employer

Good for labourers unsure of what to

do (small %)

Good for ICI that specializes

Good for subcontractors

Addresses the issue of the vastness of

the carpenter trade

Helps people to stay in Province

Easier to re-train

Not everyone wants to do 4 years

Provides a solution for ‘lazy’ people

Key Dislikes Of the ConceptNo incentive to completeNot compulsory / mandatoryNo financial benefitOnly valid in NS (not transferable / accepted elsewhere)Breaking up / watering down the tradeCertification could be perceived as ‘trumping’ Red Seal

for some workNot reflective of how the trade works (i.e. need strong

generalists)No protection of the tradeContrary to regional harmonizationMay disadvantage full Red SealRed Seal should be the standardWould not result in more certified carpentersNeeds to be a step towards compulsory certificationWould de-rail people from Red SealWaste of time & moneyNot needed / not driven by a need

Key Likes of the Concept23

Stakeholders appreciated that the concept could provide an education alternative to some.

After hearing details of the proposed concept, participants were asked what, if anything, they liked about the proposed certification concept.

Key Likes: Across locations, most participants offered limited positive reactions to the concept. In fact, in numerous locations, attendees were

unable to provide any positive attributes of the concept.

Some stakeholders acknowledged that any additional formal education is good to attain, so any type of certification would potentially be beneficial to the person taking the training. It was felt certification could prove useful to someone who is unsure of what they might want to do, or if a trade is a good option for them.

“I guess any education is good – any training is something you can’t lose.”

“I guess if you wanted to live in NS and do only that it would give you a credential. It would allow that person to specialize.”

“What I like is you’ll never lose a certification, for whatever section you’re in, you’d get to keep it and come back to it when you’re ready.”

“It would benefit the person who is in the trade, but it doesn’t help them become a carpenter, at all.”

Others believed such certification could potentially be useful for employers as it would provide an effective indicator of a labourer’s experience in a specific area. It was felt that large employers and those in the ICI sector, where areas of concentration were most prevalent, would potentially benefit the most from this approach as it would ensure workers are trained in the businesses’ area of speciality.

“As a business, this gives me some indication of what a person’s experience might be.”

A few stakeholders believed that this concept could offer an alternative to those who are not interested in pursuing the Red Seal, or if someone is interested in looking at a retraining initiative that can be done in a shorter period.

Key Dislikes of the Concept24

Across locations, participants criticized the approach for being unnecessary, not effectively meeting industry’s needs, dividing the trade, and further devaluing carpentry.

Key Dislikes: In most locations, reactions to the concept were not overly positive and the idea evoked a strong emotional response for some. This introduced a potential new provincial standard that would be deemed acceptable, but was considered contrary to the Red Seal standard.

“It undermines and devalues the carpenter name and trade.”

“This initiative is going to be the nail in the coffin of compulsory Red Seal trade. You have devalued the Red Seal stream. It’s the exact opposite of compulsory certification. The province is shooting us in the foot – we don’t need this.”

Many, in fact, felt the proposed certification would devalue the Red Seal certification by offering a cheaper (and less skilled) alternative for select services.

“Why would someone hire a Red Seal for framing at $50 / hr when they can pay $30/hr for someone with a framing certification? You’re adding unfair competition to Red Seal.”

“This is trying to get us to work for cheaper.”

“This is an assault on a journeyman. Unions boast that they are ‘well trained, work ready’. This way they will be able to get form workers cheaper than Red Seal.”

“This is creating a shortcut for people who don’t want to get Red Seal, and then they are trapped.”

Once again, it was felt that any certification should be mandatory and that without doing so, it would not help to solve the impending shortage gap in the trade.

“I’m not in business to fund an underground economy. I can’t lose one good person. This will push our trained people out.”

“I look at this as watering the trade down – it creates division in the trade.”

“This turns the carpenter trade into even less of a trade than what we are today.”

Key Dislikes of the Concept (cont.)

25

“You just took my trade and threw it in the toilet!”

It was felt that consumers would not be able to distinguish between this type of certification and that of a Red Seal. Some felt that this would lead to fewer people pursuing the Red Seal certification. Regardless, without being compulsory, some questioned the value of the approach.

“To hold any weight, it would have to be required by the industry.”

“If it is not mandatory – if we are not forced to do it (certification), it won’t solve a gap. If there is no requirement– there is no point.”

“I have made the commitment to go full scope. Without compulsory, you aren’t going to get more people working in the trade.”

Some stakeholders questioned how this approach is reflective of current regional harmonization.

“This slaps harmonization in the face. It would have to harmonize with NB/PE/NL.”

Across locations, stakeholders underscored the importance and need of compulsory Red Seal certification for the trade. It was felt that this concept was not effectively meeting a need, and in fact, many questioned where the need for this approach was identified.

“Why would I just trust provincial certification? I can go through Dupont and get certification as a finisher?”

It was felt that to legitimize the trade it was imperative that the full scope of the trade be understood and recognized collectively. As mentioned, it was felt this approach would further dilute the trade and create division within the trade.

“I’ve never met a carpenter that didn’t want compulsory certification.”

“We need government to lead. We are here [in this predicament] because they did not get the right information [at the last consultation]. This does not make sense. We need Red Seal compulsory certification, not non-required certifications that break up our trade.”

“This approach minimizes the trade. A home is most people’s largest expenditure. Who do you want working on your house?! Someone that is not certified?! We need to make the trade legitimate.”

Questions Related to the Concept26

Further, it was felt this approach would not effectively encourage people to pursue their Red Seal, since it would negate the need to do so for some. Indeed, stakeholders questioned how the concept would help to address the industry’s dilemma.

“The trade will not benefit from this. This approach will further divide the trade and will not incentivize anyone to get their Red Seal.”

“The trade has been undervalued for a long time. We are now going to lower the bar again – very discouraging.”

“The clear message sent is that the seasonal worker has another way to be legitimized.”

“Do you think [my employees] are gonna take a wage cut to go (learn to) do trim work?”

“We’re too rural for that here. On Cape Breton Island, you’d starve to death.”

Across locations, stakeholders had a wide-range of questions concerning such a potential approach, where greater clarity was need:

✓ What would the timeframe be? Does it need to be renewed once you have it?

✓ Would it be compulsory?

✓ How will this affect me (as a Red Seal)? Will it threaten Red Seal?

✓ How will this increase the number of certified carpenters?

✓ Has this been done elsewhere – successfully?

✓ Who would sign off on the experience? Right now there is not enough journeypersons to sign off work.

✓ Would federal government grants cover this?

✓ Given the wait lists for Red Seal blocks now, is there infrastructure to accommodate this training (without negatively impacting Red Seal)?

✓ Is this trying to deflect from compulsory certification?

✓ Would it be transferrable to other regions in Canada?

Final Thoughts27

As presented, stakeholders were not convinced that this approach would improve the way human resources are used within the trade. As mentioned, it was felt that this approach did not satisfy a need within the trade, but rather created further division or confusion and diluted the trade. In addition, it was felt that it would be detrimental to increasing pursuit of Red Seal certification, given that it would offer a cheaper (though less qualified) alternative for employers, consumers and unions.

“It’s not going to work. I see not benefit.”

“How will this increase the number of Red Seal certified carpenters?!”

“As an employer, I would hire for this, but would not pay more for this.”

While stakeholders expressed limited intention in taking part in such certification, it was felt that there would need to be an incentive to complete such optional certification. If introduced, the success of any such initiative would be dependent on the availability of the following:

✓ Grants;

✓ Free tuition;

✓ Employment Insurance (EI) benefits;

✓ An easy transition to go to school;

✓ Reduction of wait times for training; and

✓ A financial incentive to complete this certification (i.e. promise of making more money)

28

Executive Summary

Phase One: Stakeholder Consultation

Phase Two: Online Survey

Phase two of this study involved an online invitational survey with individuals who work in the Carpentry Trade in Nova Scotia. The purpose of this phase was to collect quantitatively precise data and explore reactions to a potential approach with industry whereby certifications would be based on the four concentrations of carpentry: Formworker; Exterior Finisher; Interior Finisher; and Framer.

The following infographic provides an overview of key highlights from this research phase, and the information represents the thoughts of those who responded.

Concentration Certifications in the Carpenter TradeKey Highlights from Online Survey

Methodology: 456 online surveys Data Collection: January 29 to March 24, 2019

Employees

Unionized employees are more likely than

those non-unionized to have their Red Seal

(51% vs. 16%)

6 in 10 employees had

their Red Seal or were actively

pursuing it

On average, unionized employees tend to be

working in the industry longer than their non-

unionized counterparts (18.4 yrs. vs. 9 yrs.)

!

That said…Employee Support for Proposed Approach

Unionized and non-unionized are equally as likely to offer some level of support for the

proposed new approach to training and certification (60% and 61%, respectively)

6/10

Employers & Union Representatives

Approx. 3/4 of

businesses (74%) and union representatives (77%) would provide

support to employees/members seeking certification

A strong minority of businesses (42%) and union representatives (31%) are unaware of the financial supports available for apprentices

Top Barriers to Support:

• Business: Workload / Time away from Work

• Unions: Dislike of breaking-up the trade into different skills

Business

1/2

Six in ten (62%) businesses offer some level of support for the proposed new approach to training and certification, while just under

one-half (46%) of union representatives offer the same level of support for the approach

6/10Union

Business / Union Support for Proposed Approach

30

Phase Two: Online Survey

Businesses & Union Representatives

Respondent Profile

EmployeesPriority Areas & Overall Interest

Respondent Profile 31

• The following infographic outlines the profile of survey respondents. As shown below, the vast majority of survey respondents were male, ranging in ages. While three-quarters (76%) work in the residential sector, more than half (53%) work in ICI. More than one-third of respondents were unionized employees, and one in five had attended the in-person stakeholder engagement sessions.

Occupation Category32

Survey respondents most commonly identified as a journeyperson or employee.

• Four in ten survey respondents identified as a journeyperson, while the same portion identified as an employee. One-quarter were apprentices, while slightly fewer identified as an employer/manager/supervisor or as being self-employed.

• Few report being unemployed, a pre-apprentice/student, retired or an union representative. (Table 1)

• As would be expected, among those currently employed (n=428), nearly nine in ten indicated that they work as a carpenter. (Table 2)

Occupation Category (cont.)

33

Those working outside of carpentry most commonly report working in residential construction or general contracting.

Those who reported working outside of the carpentry trade (n=51) were asked to identify the sector/trade they currently work in.

• Nearly two in ten non-carpentry respondents reporting working in residential construction, while one in ten work in general contracting.

• Fewer than one in ten work in alternative areas including, builder/construction (general), education/teaching, commercial construction, marine, scaffolding, and roofing. (Table 3)

Carpenter Trade Sector34

Carpenters most commonly report working within the residential sector.

Carpenters (n=377) were asked to identify the sector/trade they currently work in.

• Overall, three-quarters of carpenters report work in the residential sector, while close to half work exclusively in that sector. By comparison, just over one-half report working to some degree in the ICI sector, with two in ten working exclusively in that sector.

• Few report working in sectors other than residential and ICI. (Table 4)

The likelihood of being employed only within the residential sector decreases with age

(>30: 52%, 30-49: 46% and 50+: 33%).

Unionization35

A notable minority of survey respondents were unionized.

• Among those employed (n=441), more than one-third report being a unionized employee.

• Across regions, respondents living in Halifax and Cape Breton are more likely than those living elsewhere in the province to be unionized (HFX: 38% & CB: 46% vs. Rest of Mainland: 28%). (Table 5)

Those within the ICI sector are more than

twice as likely as residential workers to be unionized (59% vs.

21%).

Those 50+ yrs of age are more likely to be

unionized (50+: 54% vs. >30yrs: 25% and 30-

49yrs: 31%).

Participation at Town Halls36

Overall, few survey respondents attended one of TAC’s in-person stakeholder engagement sessions.

• Overall, only two in ten respondents reported having attended one of TAC’s stakeholder engagement sessions regarding certification options. (Table 9)

• Of note, those who are unionized were more likely than those non-unionized respondents to have attended an in-person engagement session (30% vs. 16%).

Those 50+ years of age were more likely than their

younger counterparts to have attended a Town Hall session (50+: 32% vs. >30:

17% and 30-49: 17%).

Those in the ICI sector were also more likely

than those in the Residential sector to

report having attended a session

(25% vs. 17%).

37

Businesses & Union Representatives

Respondent Profile

EmployeesPriority Areas & Overall Interest

Businesses: Overall, 100 businesses (employers, managers, supervisors) completed the survey.

Union Representatives: Only 13 union representatives completed the survey. The small sample size of this audience warrants caution in the interpretation of results for this section.

Number of Carpenters38

Businesses generally report having few full-time employees working in the carpenter trade, while the number of reported carpenters in unions varied widely.

Businesses (n=100) and unions were asked approximately how many full-time employees/members they have working in the carpenter trade in Nova Scotia.

Business

• Overall, businesses report having 11.5 employees on average working within the carpenter trade.

• Only one in ten businesses reported having more than 20 employees working within this specific trade. Interestingly, three percent of businesses reported having no employees working in the carpenter trade. (Table 10)

Unions

• Overall, union representatives report representing just over 1,100 members in the carpentry trade. (Table 17)

Percentage of Carpenters with Red Seal 39

Businesses report having few employees with Red Seal certification in the carpenter trade, while union representatives are generally unsure as to their members’ Red Seal status.

Businesses and unions were then asked to estimate the percentage of their carpenter trade employees/members that have their Red Seal certification.

Business

• Overall, businesses report having 15% of their carpenter trade employee base as having Red Seal certification.

• That said, one-third of business report having no employees with Red Seal certification, while an additional 16 percent were unsure as to how many of their employees had the designation. (Table 11)

Unions

• Alternatively, the bulk of union representatives were unsure as to what portion of their membership base had Red Seal certification.

• Of the few who did provide a response, union representatives provided a range of Red Seal certified workers. (Table 18)

Percentage of Non-Certified Carpenters Ready to Write40

Businesses report having more exterior finishers and interior finishers ready to write the exam, while union representatives report having more framers ready to write the exam.

In order to inform priority areas for a possible carpentry certification roll-out, businesses and unions were asked to indicate how many non-certified carpenters they had at their organization who would be ready to write the exam in each concentration area.

• On average, businesses reported having approximately five (5) non-certified carpenters ready to write the exterior finisher exam, with a similar portion being ready to write the interior finisher exam. At the same time, businesses reported having an average of four employees ready to write the framer exam, with slightly fewer being ready to write the formworker exam. Of note, more than one-half of businesses stated they would have no one ready to write the formworker exam. (Tables 12a-d)

• On average, union representatives reported having approximately 180 non-certified carpenters in their union ready to write the framer exam, with between 113 and 122 being ready to write the other exams. Caution should be considered when interpreting these results, however, given the very small sample size. (Tables 19a-d)

Exterior Finisher

Interior Finisher

Framer

Form-worker

Framer

Form-worker

Exterior Finisher

Interior Finisher

Support for Pathway to Certification41

The vast majority of businesses and union representatives support employees/members starting a pathway to certification.

To gauge support, businesses and union representatives were asked whether they would provide some level of support to their employees/members seeking to start a pathway to certification.

Business:

• Three-quarters of business agreed they would provide the necessary support to their employees in seeking a pathway to certification.

• While few stated they would not support their employees in such a pursuit, two in ten were uncertain. (Tables 12a-d)

Union Representatives:

• Most union representatives agreed their union would provide the necessary support to their members in seeking a pathway to certification.

• Conversely, one-quarter stated they would either not provide such support or were uncertain. Again, caution should be given when interpreting these results given the small sample size. (Table 20)

Business: Barriers to Providing Support 42

To determine potential barriers to access, businesses were asked what, if anything, would prevent them from offering support to an employee looking to start a pathway to certification.

• Workload and time away from work/the job site is the most common reason businesses cite as why they may not support an employee seeking a pathway to certification. Other potential barriers are each noted by fewer than one in ten businesses including, associated financial costs to their company, the trade not being compulsory (wanting Red Seal certification), losing employees after completion, seeing no need for certification, or a lack of Red Seals/requiring sign off by a Red Seal carpenter.

• Of note, more than one-half of businesses were either unable to provide a reason why they would not support an employee, or felt there was nothing that would prevent them from supporting employees looking to start a pathway to certification. (Table 14)

When considering potential barriers to offering support to employees seeking a pathway to certification, a wide-variety of issues are mentioned, with concern over workload and time away from work being most common.

Union Representative: Barriers to Providing Support 43

Union members were also asked what, if anything, would prevent their union from offering support to a member looking to start a pathway to certification.

• Not liking the ‘break-up’ of the trade into different skills was cited by two union representatives, while experience and wanting Red Seal certification were barriers each mentioned by only one union representative.

• Of note, most union representative were either unable to provide a reason why they would not support a member, or felt there was nothing that would prevent them from supporting members looking to start a pathway to certification. (Table 21)

Overall, union representatives identify only a few barriers to unions supporting members in their pursuit of a pathway to certification.

Business: Motivators for Supporting Employees 44

The availability of funding/financial assistance is the most commonly identified way to encourage businesses to support employees in their effort to start a pathway to certification.

• When asked what, if anything, would encourage their company to support employees seeking to start a pathway to certification four in ten of businesses were either unable to provide a response or felt there was nothing that would encourage them.

• At the same time, one-quarter of businesses noted the availability funding/financial aid would encourage them to offer such support. Other suggestions offered were each mentioned by fewer than one in ten businesses including, provision of better employee training, making the trade compulsory, providing incentive for employers/employees to have certification, making it easier to challenge the exam and providing more information. Moreover, a few businesses noted that they always support apprenticeship/Red Seal. (Table 16)

Union Representative: Motivators for Supporting Members 45

Few suggestions to encourage union support are noted.

• When asked what, if anything, would encourage their union to support members seeking to start a pathway to certification just over one-half of union representatives were either unable to provide a response or felt there was nothing that would encourage them.

• At the same time, just over one in ten noted they already support pathways to certification. Other forms of encouragement were each mentioned by fewer than one in ten union representatives including, a pay increase by apprenticeship levels earned, equal pay while in school, free training, and having easier access to training/upgrading. (Table 23)

Business & Union Representative: Financial Supports 46

Awareness of financial supports for apprenticeship among businesses and union representatives is moderately strong.

All businesses and union representatives were asked whether they were aware of any financial supports currently available for apprenticeship.

• Nearly six in ten businesses report being previously aware of financial supports available for apprenticeship.

• Awareness is slightly higher among union representatives; however, as previously noted, a small sample size warrants caution in the interpretation of these results.

• Results suggest there remains opportunity to improve awareness of the availability of financial support for apprenticeship certification.

47

Business & Union Representative

Respondent Profile

Employee Priority Areas & Overall Interest

Employee: Red Seal Status48

The majority of employees completing the survey either had Red Seal Certification or were actively pursuing it.

• Three in ten employees noted already having their Red Seal certification, with a similar portion stating they were actively pursuing it.

• At the same time, nearly three in ten stated that while they currently do not have Red Seal certification, they plan to pursue it in the future. Only one in ten stated they did not have Red Seal and had no plans of pursuing it in the future. (Table 24)

The likelihood of having Red Seal

certification increases with age

(>30: 9%, 30-49, 35%, 50+: 61%).

Unionized employees are

more likely than those non-unionized

to have their Red Seal (51% vs. 16%).

Employee: Training Among Non-Red Seal Carpenters49

Those without Red Seal have a range of formal carpentry training.

Employees without Red Seal certification (n=121) were asked to indicate the level of formal carpentry training they completed.

• Fewer than two in ten reported having Level 1 only, while similar portions reported having Level 2 or Level 3/4. Fewer than one in ten reported having apprenticeship.

• Close to three in ten reported having no formal training, while one in ten reported having some other form of training. (Table 25)

Employee: Years Employed as Carpenter 50

On average, employees have worked in the carpenter trade for more than a decade.

• Overall, nearly one-half of employees responding to the survey have worked in the carpenter trade for 10 years or more, while two in ten stated they worked in the trade for more than 20 years.

• At the same time, more than one-quarter reported a shorter tenure, having worked in the carpenter trade between five and nine years. Two in ten worked in carpentry for one to four years.

• Few reported either having no experience in the trade, or having worked less than a year. (Table 26)

Unionized employees have more experience

than non-unionized workers (mean: 18.4

years vs. 9.0 years).

Employee: Years of Experience in Each Carpentry Area51

Overall, employees are inclined to have fewer years of experience as a formworker compared to the other areas of concentration.

For every area of carpentry, employees were asked to indicate the number of years of experience they have.

• On average, employees have approximately eight years of experience as a interior finisher, exterior finisher and framer.

• Alternatively, employees report having just over four years of experience as a formworker, on average. (Tables 27a-d)

Union employees reported having more experience in each of

the concentration areas than non-

unionized workers.

Employee: Likelihood of Obtaining Certification52

Certification as a exterior finisher or interior finisher appears most popular among employees.

Employees without their Red Seal Certification (n=121) were asked to indicate their level of likelihood in obtaining certification in each respective area.

• Exterior finisher and interior finisher are each certification areas whereby nearly one-half of employees report some level of intention. Slightly fewer indicate they would definitely or probably obtain certification as a Framer, while just over one-quarter expressed some intention of getting their formworker certification.

To provide a more realistic estimation of intent to obtain certification, CRA applied an 80/20 rule for predicting behaviour, which assumes that 80% of those who say they would definitely pursue certification in a given area would actually do so, and that 20% of those who say they would probablyconsider obtaining certification would actually do so.

• Application of this rule suggests a more conservative estimate would be that between 12 and 22 percent of eligible carpenters would realistically pursue certification for any one area of concentration. (Tables 28a-d)

Exterior Finisher

Interior Finisher

Framer

Form-worker

53

Respondent Profile Employee

Priority Areas & Overall Interest

Business & Union Representative

Certification Roll-Out54

If certification in the four concentration areas were to be offered, respondents feel priority should be placed on Framer andFormworker certifications.

Respondents were informed that if certification in the four concentration areas of carpenter trade were to proceed, that NSAA would potentially roll-out certification gradually, whereby a new area of certification would launch each year (i.e., Year One, certification in one concentration would be offered; Year Two, certification in two concentrations would be offered; etc.). In order to gauge perception on this potential roll-out, respondents were asked to rank the order in which each concentration should be introduced.

• Among ‘potential applicants’ for certification in a concentration area (i.e., those who do not have their Red Seal and are not actively pursuing it; n=66) framer was the concentration area respondents were most likely to place priority on for any roll-out, followed by formworker.

• This is interesting given that these two certification areas were actually the areas where respondents were less likely to pursue certification.

• Alternatively, participants were most likely to rank exterior finisher and interior finisher as being later in the roll-out (i.e., being launched in the third or fourth year) or of a lesser priority. (Tables 29a-d)

Overall Support of Proposed Training & Certification55

While a majority of respondents offer some support to the proposed initiative, support varies across audience segments.

• Nearly two-thirds of respondents offered some level of support for the proposed approach to training and certification; however, only one-quarter offer complete support of the proposed approached. Alternatively, close to four in ten oppose the approach. Realistically, this suggests the approach could receive clear opposition if launched.

• Interestingly, those who attended a town hall sessions were notably more likely to oppose such an initiative than those who did not (Oppose: 61% vs. 31%). This is not surprising given the context included in the first phase reporting.

• Employees and businesses are equally as likely to offer some level of support for this approach (61% and 62%, respectively). Further, among employees, support is consistent regardless of union status (unionized employee: 60% vs. non-unionized employee: 61%).

• Of note, support among union representatives is split (support: 46%). That said, the small sample size of union representatives warrants caution in the interpretation of these finding. (Table 30)

Across regions, those living in Cape Breton

were most likely to offer complete support

(CB: 41% vs. HFX: 20% & Rest of Mainland: 25%).

Support among those who already have their Red Seal or are actively

pursuing it is divided (Support: 46% and 44%,

respectively).

Reasons for Support56

Those who offered some level of support for the proposed approach to training and certification (n=287) were subsequently asked to explain why they supported such an initiative.

• Respondents most commonly noted reasons related to needing more trades people/certified carpenters or improving the training/skill level of carpenters. In addition, there were a few who indicated that it would allow people to specialize in a specific area, that it generally was a good approach or that it would be an easier/quicker way to work towards Red Seal certification.

• Just over one-third who supported the initiative were unable to cite a specific reason for why they supported the approach. (Table 31)

Support for the approach is driven by a range of factors, with a perceived need for more certification and improved training/skills of carpenters being key.

Reasons for Opposition 57

At the same time, those who opposed the initiative (n=169) were asked to explain their view.

• The perception that such an approach weakens the trade and that carpenters should learn the whole trade is the most common reason respondents opposed the approach, while fewer attributed their opposition to a belief that Red Seal certification should be mandatory.

• Believing it is a ‘bad approach’/that NSAA is going in the wrong direction, and that it will negatively impact wages are each reasons for opposition cited by one in ten respondents. Slightly fewer felt that the current approach is ‘fine as is’. (Table 31)

Alternatively, those who oppose the approach most commonly cite a belief that it will weaken the trade or that Red Seal certification should be mandatory.

Additional Comments58

At the end of the survey, respondents were asked if they had any additional comments regarding the proposed approach to training and certification they would like to share.

• The vast majority of respondents (64%) had no further feedback regarding the proposed approach.

• Of the one-third who did provide additional comments, a desire for making the trade compulsory was mentioned most often. Other themes were each mentioned by fewer than five percent of respondents. (Table 21)

Those who attended a stakeholder

engagement session were more likely to

believe the trade should compulsory

(20% vs. 7%).