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National Apprenticeship Survey 2007
Profile of Participants
Robert Crocker
Atlantic Evaluation and Research Consultants
Trent Craddock Marjorie Marcil John Paraskevopoulos Human Resources and Skills Development Canada
December 2010
National Apprenticeship Survey 2007
Profile of Apprentices iii
The Canadian Council of Directors of Apprenticeship would like to thank the
authors, Robert Crocker, Trent Craddock, Marjorie Marcil and John
Paraskevopoulos, as well as Human Resources and Skills Development
Canada for making this report possible. The opinions and interpretations in this
publication are those of the authors and do not necessarily reflect those of the
Government of Canada.
National Apprenticeship Survey 2007
Profile of Apprentices iii
Executive Summary
This report is one of a series based on analysis of data from the 2007 National
Apprenticeship Survey. Its purpose is to extend the scope of an initial national
overview (Statistics Canada, 2008) and a parallel set of provincial reports, by
including more detail on the entry characteristics, apprenticeship experiences,
exit characteristics and labour market activities of the populations included in
the survey. In addition to giving a national overview of these features, this report
also presents comparative results by major trade group (the top 10 trade
groups)1 and by jurisdiction (provinces and territories).
The summary section (Section 7) gives a tabular summary of both the national
and the comparative results. Underlying the many detailed results are several
general threads. Some of these may help answer questions of interest to policy-
makers, while others raise further questions. A qualitative summary of the main
findings is given below. In this case, variations across trade groups and
jurisdictions are noted, but the specific groups or jurisdictions are not identified.
Interested readers should consult the charts or the summary tables for this
information.
The average age of entry to apprenticeship is close to 26 years. This
suggests that apprenticeship is not the first training or work activity
considered by most of those who do eventually register.However, the
results do not reveal why this is so.
Most apprentices register after working or attending school. In general,
registration in apprenticeship does not seem to be a response to
unemployment before entry.
Many of the groups that are generally considered disadvantaged in the
labour market (particularly women, immigrants and visible minorities and
persons with disabilities) are under-represented in apprenticeship. The
notable exception is persons of Aboriginal background, where the
proportion of apprentices is similar to that for the population as a
whole.The picture for this group might look slightly different if age
distributions were to be considered, as the Aboriginal population is
younger on average than the general population.
1 The ten top trade groups, in order of total numbers are electricians, carpenters/cabinet
makers, automotive services, plumbers/pipefitters/steamfitters, hairstylists/estheticians, machinists, heavy duty equipment mechanics, welders, millwrights, and food services. For summary purposes, the names of combined trades are abbreviated to carpenters, hairstylists and plumbers.
National Apprenticeship Survey 2007
Profile of Apprentices iv
Women tend to be concentrated in two trade groups, hairstyling and food
services.Other groups examined do not show such strong concentration
in specific trades.
Interest in the trade is the main reason for registration. However, there
are wide differences across trades and jurisdictions in the range of
reasons given.For example, having the trade as a hobby is common
forhairstylists and automotive services apprentices, while the expectation
of a better job or better pay is more prominent for welders and plumbers.
A relatively high proportion of apprentices have had parents or other
relatives in the trades, suggesting an intergenerational aspect to trades
work. The results do not indicate whether the influence of this factor is
stronger for the trades than for other occupations.
Some apprentices take technical training before registration but most
take it after (the combination of the two was not examined). There are
wide variations across trade groups and jurisdictions in the proportions of
apprentices using each of these routes.
Apprentices take technical training primarily through community colleges.
Specialized vocational, trades and apprenticeship schools account for a
somewhat smaller proportion, while private colleges account for the
smallest proportion in all trade groups except hairstylist; in that trade,
these institutions account for about half the training. There are wide
variations across trade groups and jurisdictions in the percentages using
community colleges and specialized institutions. Although the overall role
of private colleges is small, it also varies across jurisdictions.
Most respondents rated their technical training as excellent or good, and
relatively few find the training difficult.
Employment Insurance (EI) and employment income are the largest
sources of financial support for apprentices while enrolled in technical
training. However, the use of EI varies widely across trades and
jurisdictions.
Most apprentices defined as long-term continuers had worked as
apprentices in the week before the survey. Again, this proportion varies
fairly widely across trade groups and jurisdictions.
Only a small percentage had worked as apprentices outside their
province of registration, again with significant variations across trade
groups and jurisdictions.
National Apprenticeship Survey 2007
Profile of Apprentices v
Responses to the on-the-job component of training are generally quite
positive. On the question of whether the training covered sufficient tasks
to prepare apprentices for the certification exam, differences among
trade groups are greater than those among jurisdictions, suggesting that
difficulties in this area may be trade specific.
Most completers and discontinuers reported that they were employed at
the time of the survey. It should be kept in mind that the survey was
conducted at a time of high employment and the effect of the subsequent
recession on employment in the trades cannot be determined from the
study.
Average hourly wages and annual incomes for completers were in the
range of $28 per hour and $59,000 per year, respectively, at the time of
the survey. The comparable figures for discontinuers indicate an
observed2 hourly wage premium of 10% and an annual income premium
of 13% for completers. The largest difference in labour market outcomes
between completers and discontinuers is in the proportions who were
working in their trade (57% for completers, compared to 18% for
discontinuers) at the time of the survey.
Employment rates and incomes vary across jurisdictions and more
strongly across trade groups.
Time to completion is generally longer than the nominal duration of
apprenticeship programs. This seems to be more related to employment
than to other factors, with jurisdictional differences following the pattern
of employment rates.
Similarly, the main reasons for discontinuation and the barriers to
completion of apprenticeship seem to be job related. However, no single
reason stands out as dominant in a way that would suggest an
appropriate policy response designed to reduce the incidence of
discontinuation.
Sixty percent of long-term continuers reported that they had actually met
minimum requirements for completion. According to the definition of
completion, this group should have been classified as completers.
However, these individuals may not have written or passed the
certification exam, so they may consider themselves as continuing their
apprenticeship until they are certified.
2 The observed difference is the absolute difference in incomes between the two groups,
without controlling for other variables, such as age or education, that may influence the difference. Other studies in this series examine labour market outcomes in greater detail, with controls for other relevant variables.
National Apprenticeship Survey 2007
Profile of Apprentices vi
The probability of completion is related to a large number of factors,
including age, gender, education level, disability and quality of on-the-job
training. Again, however, none of these factors seems to be decisive or
dominant.
Most of the respondents are in Red Seal trades and most completers
hold Red Seal endorsement.
National Apprenticeship Survey 2007
Profile of Apprentices iii
Table of Contents
Executive Summary ........................................................................................... iii
Acknowledgements ............................................................................................ iii
Foreword ............................................................................................................ iv
Statistical Notes ................................................................................................. vi
1 Introduction .............................................................................................. 1 1.1 Purpose .................................................................................................... 1 1.2 Background .............................................................................................. 1 1.3 The 2007 NAS.......................................................................................... 2 1.4 Research Questions ................................................................................. 5
2 Entry Characteristics and Experience ...................................................... 6 2.1 Age at Registration ................................................................................... 6 2.2 Education Levels ...................................................................................... 7 2.3 Other Demographic Characteristics ......................................................... 7 2.4 Reasons for Not Registering Earlier ......................................................... 8 2.5 Reasons for and Influences on Registration ............................................ 9 2.6 Previous Work Experience and Credit ................................................... 11 2.7 Barriers to Entry ..................................................................................... 12
3 The Apprenticeship Experience ............................................................. 13 3.1 Technical Training .................................................................................. 13 3.2 On-the-Job Training ............................................................................... 15 3.3 Mobility ................................................................................................... 18
4 Apprenticeship Completion .................................................................... 20 4.1 Overview ................................................................................................ 20 4.2 Apprenticeship Status Groups ............................................................... 21 4.3 Time in the Program and Time to Complete .......................................... 22 4.4 Discontinuation....................................................................................... 23 4.5 Completion by Age of Registration ......................................................... 25 4.6 Completion by Education Level .............................................................. 26 4.7 Completion by Selected Demographic Factors ...................................... 26 4.8 Completion by Other Entry Characteristics ............................................ 27 4.9 Completion by Technical Training .......................................................... 28 4.10 On-the-Job Training Factors Related to Completion .............................. 29 4.11 Certification ............................................................................................ 30 4.12 Labour Market Activities ......................................................................... 32
National Apprenticeship Survey 2007
Profile of Apprentices iv
5 Profile by Trade Group ........................................................................... 35 5.1 Definition of Trade Groups ..................................................................... 35 5.2 Age of Registration by Trade Group ....................................................... 36 5.3 Education Levels by Trade Group .......................................................... 37 5.4 Demographic Characteristics by Trade Group ....................................... 38 5.5 Reasons for Registering and Influences on Registration
by Trade Group ...................................................................................... 39 5.6 Technical Training by Trade Group ........................................................ 41 5.7 On-the-Job Training by Trade Group ..................................................... 45 5.8 Labour Market Outcomes by Trade Group ............................................. 47 5.9 Time to Completion by Trade Group ...................................................... 49
6 Profile by Jurisdiction ............................................................................. 51 6.1 Age at Registration by Jurisdiction ......................................................... 52 6.2 Education Levels by Jurisdiction ............................................................ 53 6.3 Demographic Characteristics by Jurisdiction ......................................... 54 6.4 Reasons for Registering and Influences on Registration
by Jurisdiction ........................................................................................ 57 6.5 Technical Training by Jurisdiction .......................................................... 58 6.6 On-the-Job Training by Jurisdiction ........................................................ 62 6.7 Labour Market Outcomes by Jurisdiction ............................................... 64 6.8 Average Time to Completion by Jurisdiction .......................................... 66
7 Summary and Conclusions .................................................................... 68 7.1 Summary ................................................................................................ 68 7.2 Conclusions ........................................................................................... 74
References ....................................................................................................... 77
Appendix A: Data Tables .................................................................................. 78
Appendix B: NAS methodology ....................................................................... 106
National Apprenticeship Survey 2007
Profile of Apprentices iii
List of charts and tables
Charts
2.1 Distribution of Age at Registration .......................................................... 6
2.2 Education Levels at Registration ............................................................ 7
2.3 Other Demographic Characteristics of Those Entering
Apprenticeship ....................................................................................... 8
2.4 Antecedents to Registration ................................................................... 9
2.5 Reasons for and Influences on Registration ........................................ 10
2.6 Previous Trade-Related Work Experience and Credit for Prior
Experience ........................................................................................... 11
3.1 Type of Technical Training and Institutional Setting ............................. 14
3.2 Sources of Support for Technical Training ........................................... 14
3.3 Perceptions of the Quality of Technical Training .................................. 15
3.4 Employment Experiences as Apprentices ............................................ 16
3.5 Perceptions of the Quality of On-the-Job Experience .......................... 17
3.6 Obstacles Encountered During Apprenticeship .................................... 18
3.7 Work and Registration Outside Home Province ................................... 19
4.1 Apprenticeship Status at the Time of Survey ....................................... 22
4.2 Time in Program by Apprenticeship Status .......................................... 23
4.3 Main Reasons for Discontinuation ........................................................ 24
4.4 Completion by Age at Registration ....................................................... 25
4.5 Completion by Education Level ............................................................ 26
4.6 Completion by Selected Demographic Factors .................................... 27
4.7 Completion by Other Entry Characteristics .......................................... 28
4.8 Completion by Technical Training ........................................................ 29
4.9 Completion by On-the-Job Training ..................................................... 30
4.10 Attempts at Certification Exam: Those Without Certification ................ 32
4.11 Interprovincial Red Seal Exam ............................................................. 32
4.12 Labour Market Indicators for Completers and Discontinuers
National Apprenticeship Survey 2007
Profile of Apprentices iv
at Time of Survey ................................................................................. 34
4.13 Average Hourly Wages and Annual Incomes for Completers and
Discontinuers ....................................................................................... 35
5.1 Top Ten Trade Groups ......................................................................... 37
5.2 Average Age of Registration by Trade Group ...................................... 38
5.3 Education Levels by Trade Group ........................................................ 39
5.4 Relatives in the Trade by Trade Group ................................................ 41
5.5 Selected Reasons for Registering as an Apprentice
by Trade Group .................................................................................... 42
5.6 Time of Technical Training by Trade Group ......................................... 43
5.7 Type of Technical Training by Trade Group ......................................... 44
5.8 Type of Technical Training Institution by Trade Group ......................... 45
5.9 Quality of Technical Training by Trade Group ...................................... 46
5.10 EI Payments During Technical Training by Trade Group ..................... 47
5.11 On-the-Job Work Experience by Trade Group ..................................... 48
5.12 On the Job Supervision and Preparation for Certification by
Trade Group ......................................................................................... 49
5.13 Percent of Completers and Discontinuers Employed
by Trade Group .................................................................................... 51
5.14 Average Hourly Wage and Annual Income of Completers
and Discontinuers by Trade Group ...................................................... 51
5.15 Time to Completion by Trade Group .................................................... 52
6.1 Average Age of Registration by Jurisdiction ......................................... 54
6.2 Education Levels by Jurisdiction .......................................................... 55
6.3 Percentage of Women by Jurisdiction .................................................. 56
6.4 Aboriginal Apprenticeship and Census Populations by Jurisdiction ..... 57
6.5 Visible Minority Apprenticeship and Census Populations
by Jurisdiction ...................................................................................... 58
6.6 Parents and Other Relatives in the Trade by Jurisdiction .................... 59
6.7 Reasons for Registering in the Trade by Jurisdiction ........................... 60
6.8 Time of Technical Training by Jurisdiction ........................................... 61
National Apprenticeship Survey 2007
Profile of Apprentices v
6.9 Types of Technical Trainingby Jurisdiction .......................................... 62
6.10 Technical Training Institution by Jurisdiction ........................................ 63
6.11 Quality of Technical Training by Jurisdiction ........................................ 64
6.12 On-the-Job Work Experience by Jurisdiction ....................................... 65
6.13 On the Job Supervision and Preparation for Certification by
Jurisdiction ........................................................................................... 66
6.14 Percent of Completers and Discontinuers Employed
by Jurisdiction ...................................................................................... 67
6.15 Average Hourly Wage and Annual Income of Completers
and Discontinuers by Jurisdiction ......................................................... 69
6.16 Average Time to Completion by Jurisdiction ........................................ 69
Tables
7.1 Entry Characteristics ............................................................................ 71
7.2 The Apprenticeship Experience ........................................................... 73
7.3 Completion and Certification ................................................................ 74
7.4 Labour Market Outcomes ..................................................................... 75
National Apprenticeship Survey 2007
Profile of Apprentices iii
Acknowledgements
This report could not have been produced without the cooperation and
assistance of a large number of people. The authors are grateful to all of those
who were involved in the development and production of the National
Apprenticeship Survey and, especially, to the respondents to the survey.
Our thanks also go to Tamara Knighton of the Centre for Educational Statistics,
Statistics Canada for facilitating access to the National Apprenticeship Survey
data and to the members of the National Apprenticeship Survey Research
Advisory Panel for reviewing the report.
National Apprenticeship Survey 2007
Profile of Participants iv
Foreword
The National Apprenticeship Survey (NAS) 2007 looks at factors affecting the
completion, certification and transition of apprentices to the labour market. It
builds on the content and experience gained through two previous surveys on
apprentices, the first completed in 1989 and 1990 and the second in 1994 and
1995. The 2007 survey was a collaborative effort on the part of Human
Resources and Skills Development Canada (HRSDC), apprenticeship
authorities in each of the provinces and territories, and Statistics Canada. The
work was carried out under the guidance of the Canadian Council of Directors
of Apprenticeship (CCDA).
Many academics and stakeholders contributed to the design of the survey
instrument. Most importantly, the survey would not have been possible without
the 30,000 current and former apprentices who took the time to respond to the
survey questionnaire.
Work on the 2007 survey began in 2005. Provincial and territorial governments
provided guidance regarding the kind of information to be collected and relevant
data concerning apprenticeship registrations in their jurisdictions. HRSDC
contributed the financial resources to execute the 2007 NAS and, in its capacity
as a CCDA member, managed the external advisory process necessary to
design the survey. Statistics Canada provided survey design expertise and
administration capabilities to carry out the survey.
A National Overview Report and overview reports for jurisdictions (provinces
and territories) were completed in 2008. Following this, a program of research
was launched to conduct secondary analysis of the survey data and produce
more detailed reports focusing on topics identified by stakeholders as of interest
for apprenticeship policy. This report is one in a series that presents the results
of this work. The following is a full list of the reports in this series:
National Apprenticeship Survey 2007
Profile of Participants v
Author(s) Title
Robert Crocker, Trent Craddock, Marjorie Marcil and John Paraskevopoulos
Profile of Participants
John Alan Brown, Donald Thomas and Robert Crocker
Motivation to Enter Apprenticeship
Benoit Cadieux Factors Influencing Completion of Apprenticeship
Kemi Medu Interprovincial Mobility
Errington Charlton, Rosalyn Hu and Susan Stowe
Perceptions of the Quality of Training
Kristal Hurrell The Impact of Compulsory Certification on Apprenticeship in Canada
Nina Ahmed Labour Market Outcomes of Canadian Apprentices
Nina Ahmed Influence of Labour Market and Economic Conditions on Completion and Long-Term Continuation of Apprenticeship in Canada
Samuel Laryea and Kemi Medu Participation of Women, Immigrants and Aboriginal People in Apprenticeship Programs
HRSDC, the CCDA and Statistics Canada wish to thank all who participated in
developing and responding to the survey.
National Apprenticeship Survey 2007
Profile of Participants vi
Statistical Notes
Samples and sampling error
The results presented in this report are based on samples. Separate samples were selected
for jurisdictions (province or territory), major trade groups and completion status (completer,
discontinuer, long-term continuer).The results from the samples are therefore estimates of
those that would have been achieved had all members of the populations been included in
the survey.The actual results may differ from their population values for a variety of reasons,
including sampling error or unreliability in responses to questionnaire items.This error must
be considered when making inferences from the sample to the population or when making
comparisons across groups.
Standard errors and confidence intervals
A statistic called the standard error is commonly used as the measure of error.Standard
errors may be computed for most statistics such as means or percentages using established
techniques.Standard errors are reported in tables, along with the statistic being reported, to
give a sense of the precision of the statistic.In practice it is more common to represent the
sampling error in terms of a range within which the actual population value is expected to
fall.This range is known as a confidence interval.Confidence intervals are reported as a
number with a ± (plus or minus) sign which represents the range above or below the
reported value in which the population value is expected to be found with a specified level of
probability, typically 95%.This leads to the common expression found in reporting surveys
that a result is accurate within some percentage range (typically 3 to 5%) 95 times out of 100
(or 19 times out of 20).Error computations are based on actual sample sizes as errors are
strongly related to sample size.
Statistical significance
When making comparisons between groups (such as the difference in percentages
employed across trades), the difference is said to be statistically significant if the observed
difference is greater than the sum of the confidence intervals for the groups being compared.
Weights
The ratio of population size to sample size gives a statistic called the weight which is applied
when combining results across groups. This ensures that each population or sub-population
is represented in the combined results in proper proportion to the group size.For example,
large provinces will usually carry larger weights than small provinces. All results given in this
report use weighted data so the results can be said to represent the whole population.
National Apprenticeship Survey 2007
Profile of Participants vii
0 20 40 60 80 100
Group D
Group C
Group B
Group A
Percent
Graphical presentations and error bars
Most of the results in this report are presented as percentages of respondents answering
particular questions and categories within questions.The results are presented mainly in the
form of graphs, designed to give an at-a-glance view of response patterns and, where
appropriate, of differences between groups. On bar graphs, the actual response percentages
are attached to the left side of each bar as shown in the example below.Tables supporting the
graphs are given in the Appendix.
The graphs also allow confidence intervals to be presented as error bars, which consist of
lines on either side of the bar corresponding to the width of the confidence interval.These
error bars are also shown in the example graph.The error bars may be used as a quick guide
to whether the observed differences are statistically significant.If the error bars for any two
groups overlap, the difference between these groups should be considered to be within the
margin of error. If the error bars do not overlap, the difference can be considered statistically
significant.
In this example, Groups A and B are not significantly different from each other because their
error bars overlap. Groups C and D are both significantly different from A and B because the
error bars for each of these pairs do not overlap. Finally, although Groups C and D are, in
percentage terms, more different from each other than Group C is from Group B, Groups C
and D are not significantly different because their error bars are relatively large and
overlapping.
44
59
71
74
National Apprenticeship Survey 2007
Profile of Participants 1
1 Introduction
1.1 Purpose
This report is one in a series of research studies based on analyses of data
from the National Apprenticeship Survey (NAS), 2007. The backdrop to the
series is the increased need for skilled tradespeople in Canada. Recruiting new
apprentices and establishing appropriate conditions to ensure high-quality
training and high levels of apprenticeship completion are among the most
important goals of public policy. The NAS 2007 was designed to provide data
related to these goals.
This report presents a portrait of apprentices and those who had recently
completed apprenticeship in Canada, based on the NAS 2007.The report
examines the demographic characteristics of respondents, factors related to the
decision to register as an apprentice, experiences with the technical and on-the-
job training components of apprenticeship, along with exit characteristics and
outcomes.These are presented initially for the population as a whole and then
for sub-populations based on the major sampling strata of apprenticeship status
at the time of the survey (completer, long-term continuer or discontinuer),
jurisdiction (provinces and territories) and trade group.
1.2 Background
More than two million skilled tradespeople help Canada maintain and build a
strong, competitive economy. Apprenticeship training is the formal method of
acquiring the skills and knowledge necessary to become a credentialed
tradesperson in Canada. Apprenticeship training combines practical on-the-job
training or work experience (typically accounting for 80% to 90% of the
apprenticeship) with formal in-school technical training (typically 10% to 20%).
During the period leading up to the 2007 NAS, Canada experienced many
years of strong economic growth, which led to an increase in labour market
demand for highly skilled and trained tradespeople. In addition to strong
demand, demographic pressures in the skilled trades labour force led to
concerns regarding future labour supply. With the steadily increasing median
age of individuals in the trades, the number of retirements is expected to
increase significantly over the next decade. This has led to concerns about
potential future shortages of workers in the trades.
National Apprenticeship Survey 2007
Profile of Participants 2
A key objective of the NAS research program was to broaden the
understanding of apprenticeship so that all stakeholders can work together to
help the apprenticeship system respond to the changing demands of individual
apprentices, employers and the knowledge-based economy.
The NAS Canada Overview Report (Menard, et, al. 2008) provides some basic
information on the demographic characteristics of individuals who undertake
apprenticeship training. This report builds on the Statistics Canada study by
examining key demographic and socio-economic variables nationally and for
the sub-populations identified. In so doing, this report helps deepen our
understanding of those who undertake apprenticeship programs and analyzes
the characteristics of apprentices who complete their apprenticeship versus
those who are long-term continuers and discontinuers.
Most of the results presented in this report are descriptive and comparative
across the main sample strata. Other reports in this series examine specific
issues of policy interest in greater detail. As noted earlier, these include
motivation to enter apprenticeship, mobility of apprentices, factors related to
completion, labour market outcomes, quality of training, trade regulation and the
participation of selected target groups. Readers interested in any of these topics
are referred to these reports.
1.3 The 2007 NAS
The 2007 NAS was a telephone survey done by Statistics Canada to gather
information on the training and employment experiences of apprentices across
Canada. The sample population for the survey was randomly selected from a
list of those registered as apprentices with their provincial or territorial
authorities between 2002 and 2004, and who met the sampling criteria for the
three groups identified below. A total sample of approximately 67,000
respondents was targeted and a sample of 30,572 was achieved.
Survey respondents were selected based on their apprenticeship status in
2002, 2003 or 2004, as reported by provincial or territorial apprenticeship
authorities. Respondents confirmed their apprenticeship status by answering a
set of screening questions at the beginning of the NAS questionnaire. Their
status in 2007 determined the sequence of questions they were subsequently
asked.
It is important to note that the sample coverage for Quebec differs from that for
other provinces. The NAS frame for Quebec consisted mainly of the
National Apprenticeship Survey 2007
Profile of Participants 3
construction trades. Only one non-construction trade (industrial electrician) was
available for sampling. Comparisons of results for Quebec with those for other
jurisdictions should be treated with extreme caution unless the same trades are
being compared.
The screening questions used to categorize respondents were designed to help
capture information about the various pathways people follow while pursuing
trade qualifications through apprenticeship programs. While apprenticeship
programs are typically structured with two types of required training (in-class
and on-the-job training), followed by exams and certification, apprenticeship is a
flexible system with many entry points and routes to completion. Some people
work in a trade for a number of years before registering and taking their in-class
training. Others, who have enough work experience, may challenge the
examination withoutregistering as apprentices or completing in-class training,
thus becoming trade qualifiers. This accounts for the presence in the survey
results of less traditional pathways to becoming a journeyperson, such as the
discontinuers with certification.
The last apprenticeship survey, the 1995 National Apprenticed Trades Survey
(NATS), focused only on two groups of apprentices: “completers,” those who
had completed their apprenticeship programs; and “discontinuers,” those who
had dropped out of their programs before completion. The 2007 survey added a
new group of apprentices, “long-term continuers,” comprising those who had
remained in their programs for one and a half times the expected duration or
longer. The purpose of including this group was mainly to try to understand why
some apprentices take longer than the nominal time to complete their
apprenticeship programs. Thus, the three sampled groups are as follows:
long-term continuers: people who were stillregistered apprentices in 2004 and
who had been registered apprentices for more than one and a half the
prescribed duration time required to complete their apprenticeship programs and
who had not earned their certification by 2004
completers: people who had been registered apprentices and had
completed their apprenticeship programs (with or without certification)
between 2002 and 2004
discontinuers—people who had been registered apprentices at some
point in the past and had discontinued their apprenticeship programs
between 2002 and 2004.
Expanding on the previous survey, the 2007 NAS aimed to investigate the
factors affecting apprentices’ completion and certification, and to measure their
National Apprenticeship Survey 2007
Profile of Participants 4
transition to the labour market. The specific objectives were to better
understand:
why some registered apprentices do not complete their programs,
how completion affects the labour market outcome of trainees, and
why some apprentices take much longer than expected to complete their
programs.
Between January and May 2007, the survey collected information from the
three groups of apprentices. Each group was asked a common set of questions
as well as a separate set of questions specific to their situations. The questions
focused on the following areas:
Pre-apprenticeship educational, training, and work experiences
Experiences concerning technical training and work as an apprentice
Reasons why discontinuers do not complete their program
Difficulties encountered during apprenticeship
Experience with the certification process
Employment since the apprenticeship program
General social-demographic characteristics
About half of the 1995 questionnaire content was considered still relevant to the
current context of apprenticeship programs and was adapted for use in the
2007 NAS. In addition, the 2007 survey included a component on apprentice
mobility, to respond to the emerging issue of apprentices migrating from one
jurisdiction to another during or after their programs. The 2007 NAS also
included a component to examine the apprenticeship experiences of
newcomers to Canada. More detailed information on the survey methodology
may be found in Appendix B and on the Statistics Canada website
(http://www.statcan.gc.ca/cgi-
bin/imdb/p2SV.pl?Function=getSurvey&SDDS=3160&lang=en&db=imdb&adm=
8&dis=2).
National Apprenticeship Survey 2007
Profile of Participants 5
1.4 Research Questions
This report addresses the following questions:
What are the basic demographic and entry-level characteristics of
apprentices?
What are the training and employment experiences of apprentices?
What are the exit characteristics and labour market outcomes of
apprentices?
How do these characteristics and experiences differ by apprentice status
at the time of the survey, jurisdiction and trade?
The first three questions are examined at a national level in sections 2, 3 and 4
of the report. Sections 5, 6 and 7 break down selected results by apprenticeship
status (completers, long-term continuers and discontinuers), by jurisdiction
(provinces and territories) and by selected trade groups (usually the top 10
trades in terms of population size). Results are reported by trade and
jurisdiction in separate sections to allow people concerned with specific trades
or with jurisdictional policy to view these results independently of the overall
national results. Because of the large number of possible comparisons, the
latter sections focus mainly on factors for which statistically significant
differences judged to be of policy relevance were found.
2 Entry Characteristics and Experience
2.1 Age at Registration
Chart 2.1 shows the age distribution of respondents at the time of registration in
their apprenticeship program, and the mean and median age of registration.
Several things are apparent from this chart. First, even though entry levels peak
at about 20 years, age of entry is spread over a range almost as wide as a
normal career span. The median age (that at which half of entering apprentices
are both above and below) is approximately 24 years, while the mean (average)
is closer to 26 years. These results suggest that, for most entrants,
apprenticeship is not their first career choice following high school.
Chart 2.1 Distribution of Age at Registration
National Apprenticeship Survey 2007
Profile of Participants 6
1
2
3
4
5
6
7
8
9
10
<18 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 ≥49
Perc
ent
Years
National Apprenticeship Survey 2007
Profile of Participants 7
2.2 Education Levels
Chart 2.2 shows that a large majority of apprentices had completed at least high
school education before registration. About one-third had participated in some
form of post-secondary education. Relatively few had completed post-
secondary programs.
Chart 2.2 Education Levels at Registration
2.3 Other Demographic Characteristics
Chart 2.3 shows some further demographic characteristics of the respondent
population. Where available, the relevant figures from the 2006 Census are also
given.
This chart shows that women are substantially underrepresented in
apprenticeship, comprising 10% of apprentices compared with their population
representation of 52%. Three other groups—immigrants, visible minorities and
those whose home language is neither English nor French (these groups
overlap considerably)—are also underrepresented, each with about one-third
the numbers expected on the basis of their proportion in the Canadian
population.
National Apprenticeship Survey 2007
Profile of Participants 8
Chart 2.3 Other Demographic Characteristics of Those Entering Apprenticeship
Aboriginal people are represented in apprenticeship at about the same level as
their population proportion. Only a small proportion reported that they use both
official languages, either at home or at work. Relatively few apprentices
reported having a disability at the start of their apprenticeship.
2.4 Reasons for Not Registering Earlier
Close to 60% of respondents indicated that they were aware of apprenticeship
while in high school. Nevertheless, the age distribution shows that many
apprentices do not register until they are in their mid-20s or later.
Why is apprenticeship a late-entry field? Respondents’ reasons for not entering
earlier are shown in Chart 2.4. Having a job and attending school are the
dominant reasons. Small proportions of respondents cited lack of knowledge of
and interest in the trades or apprenticeship.
Chart 2.4 also shows what respondents were doing in the 12 months before
they became apprentices. This information is consistent with the previous
results, in that most respondents were either working or in school.
Chart 2.4 Antecedents to Registration
Taken together, these results suggest that many individuals have other priorities
or opportunities in the years right after high school and that they don’t put off
entering apprenticeship primarily because they are unemployed or due to more
specific trades-related factors, such as lack of knowledge or interest.
2.5 Reasons for and Influences on Registration
Whatever their reasons for not entering earlier, the respondents to this survey
did eventually find their way into apprenticeship. The obvious next question,
therefore, is why they decided to register and what influenced that decision.
Chart 2.5 shows responses to some questions on motivation for registering as
an apprentice. These results indicate, first, that a substantial proportion of
respondents had parents, relatives or friends in the trades. While we have no
information on how this compares to other occupations or careers, this does
suggest substantial inter- and intra-generational influence.
National Apprenticeship Survey 2007
Profile of Participants 9
44
18
12
5
16
59
68
26
3
0 20 40 60 80
Had a job
Attending school
Did not know what to do
Could not get sponsor/no work available
No knowledge/not interested
Aware of apprenticeship while in HS
Work
Attending school
Unemployed
Re
aso
ns f
or
no
t e
nte
rin
ge
arl
ier
.
Ma
in a
ctivity
in p
revio
us
12 m
on
ths
Percent
National Apprenticeship Survey 2007
Profile of Participants 10
Parent
Other relatives
Friends
Interest in the trade
Expected good/better pay
Expected steady job
HS or college program
HS work experience
Knowledge from previous job
Other persons
Hobby
Sig
nific
ant
oth
ers
in
the
trad
eR
easons fo
rre
gis
tration
Influ
ences o
nre
gis
tration
Percent
Chart 2.5 Reasons for and Influences on Registration3
It is clear from the second set of responses that registration is more strongly
influenced by interest in the trade than by the more specific economic
expectations of steady work or better pay. This is important because it suggests
that finding ways to stimulate interest could be a productive means of
encouraging entry into the trades.
Finally, the third set of responses indicates that personal influences from
friends, relatives or others (the latter includes employers, co-workers, unions
and teachers) are stronger than other sources of influence. It is interesting that
previous work experience and having a trade-related hobby are stronger
sources of influence than school or college programs.
3 In many of the charts in this report, percentages across categories for a single question may
add up to more than 100% because multiple responses were permitted. In other cases, the sum is less than 100% because of missing data or because the “other” category was omitted from the chart. This is usually obvious and will not be noted for individual charts.
21
32
37
51
23
16
14
10
28
51
25
0 20 40 60
2.6 Previous Work Experience and Credit
Chart 2.6 shows the percentages of respondents who reported previous
experience related to their apprenticeship program. While only a small
proportion already had a job or knowledge in the trade, somewhat more
indicated that they had previously done trade-related work. Taking technical
training before becoming an apprentice is an interesting approach because it
contrasts with the more traditional approach of first finding an employer.
However, it appears that not all of those taking this route receive credit for this
prior training. More common is the practice of receiving credit for previously
worked hours.
All of this relates to the issue of prior learning assessment and recognition
(PLAR), although it is not clear whether those reporting credit received it
through a formal PLAR process. What this does illustrate is that credit for
previous experience is fairly common and that this can facilitate progress
through an apprenticeship program.
Chart 2.6 Previous Trade-Related Work Experience and Credit for Prior Experience
National Apprenticeship Survey 2007
Profile of Participants 11
11
25
31
39
21
0 20 40 60
Already had job or knowledge in trade
Had previous trade-related work
Took technical training before registration
Credit for hours prior to registration
Credit for prior technical training
Percent
National Apprenticeship Survey 2007
Profile of Participants 12
2.7 Barriers to Entry
Relatively few respondents reported any type of barrier to entry. Difficulty in
finding an employer was the most common, with 17% noting this as a barrier. A
further 12% identified other forms of barriers, most of which were employment
or training related. However, of these, no single issue was reported by over 2%
of respondents. Overall, therefore, this group seems not to have encountered
any significant single barrier to entry, other than those related to employment.
Of course, these respondents were all successful registrants. NAS gives no
information on barriers encountered by others who might have been interested
or who attempted to register but were unsuccessful.
National Apprenticeship Survey 2007
Profile of Participants 13
3 The Apprenticeship Experience
3.1 Technical Training
Close to half of all respondents indicated that they had taken technical training
after registering as an apprentice. Chart 3.1 shows the types of technical
training taken and the institutional settings in which training occurred.
The traditional pattern of block release of three weeks or more remains the
dominant form of technical training. However, since this has implications for job
continuity, other forms are also used, including shorter block times, day release
(presumably one day at a time) and self-pacing (which includes evening or
weekend work, and various forms of distance education). Together, these now
account for close to 40% of technical training. Despite the growth of Internet
accessibility and programming, distance education (which includes Internet or
correspondence ) accounts for only a small proportion of technical training.
The second set of results in Chart 3.1 shows that close to two-thirds of
apprentices take technical training via community colleges or CÉGEPs, with
training at trade, vocational or apprenticeship centres accounting for most of the
remainder. Private institutions accommodate only a small proportion. However,
it is possible that some private institutions are also included in the trade,
vocational or apprenticeship centre category.
Chart 3.2 shows the sources of financial support for technical training. EI or
welfare4 is the predominant source. In combination with the extensive use of
long block release, this suggests that many respondents are likely laid off for a
period to take technical training. Employment income is also a major source,
with personal savings being of somewhat lesser importance. Many other
sources were cited—such as government support, unions or other family
income—but none of these accounts for over 2% of the total.
4 The term “welfare” was the one used in the questionnaire. EI and welfare were not separated
in the question asked.
National Apprenticeship Survey 2007
Profile of Participants 14
0 20 40 60 80
Before registering
After registering
Block release, three weeks or more
Block release, less than three weeks
Day release
Self-paced
Distance education
High school
Private institution
Union or company school
Trade/vocational/apprenticship centre
Community college/CÉGEP
Techn
ical
train
ing
Type o
f te
ch
nic
al
train
ing
Type o
fin
stitu
tio
n
Percent
Chart 3.1 Type of Technical Training and Institutional Setting
Chart 3.2 Sources of Support for Technical Training
0 20 40 60 80
EI/welfare
Employment income
Other
Personal savings
Percent
30
46
63
5
15
20
5
5
4
5
29
56
52
42
27
21
National Apprenticeship Survey 2007
Profile of Participants 15
Respondents’ perceptions of some aspects of the quality of technical training
are shown in Chart 3.3. Most apprentices have a positive view of their technical
training, with only a small proportion indicating that they found the training
difficult.
Chart 3.3 Perceptions of Quality of Technical Training
3.2 On-the-Job Training
Respondents who were still apprentices at the time of the survey (continuers)
were asked about their immediate employment experience. All respondents
were asked about changes in employment and other transitions during their
apprenticeship period. Chart 3.4 shows the responses to these questions.
The results for continuers indicate that, while about three-quarters had worked
in the week before the survey and a further 10% had a job to which they could
return, fewer than half actually worked as apprentices during that reference
week. This finding suggests that some apprentices may be working at jobs that
do not contribute to their progress through their program.
Chart 3.4 Employment Experiencesof Apprentices
The data on number of employers indicate that about half of all respondents
have only one employer during their apprenticeship. The remainder change
jobs at least once during their program. Chart 3.4 indicates that the primary
reason for job change is lack of work or end of project (including change in
employer status, such as change in ownership, retirement or bankruptcy).
Smaller proportions change to seek better prospects. Many reasons other than
those explicitly given in the chart were also cited, including family obligations,
transportation problems, relocation, and perceived harassment or
discrimination. None of these account for over 5% of the total.
Chart 3.5 gives responses to questions on some aspects of the quality of on-
the-job training. The pattern here is similar to that for technical training, with
most giving positive responses to supervision and preparation for the
certification exam and relatively few reporting that they found the work difficult.
National Apprenticeship Survey 2007
Profile of Participants 16
74
10
44
50
21
29
35
9
9
16
10
0 20 40 60 80
Worked last week
Had a job but did not work
Worked as apprentice last week
One
Two
Three or more
Work not available
End of project
Looking for more experience/advancement
Seeking better working conditions
Seeking better employer/self-employment
Co
ntin
uers
Nu
mb
er
of
em
plo
yers
duri
ng
app
ren
ticeship
Rea
so
ns f
or
cha
nge
of
em
plo
yers
Percent
National Apprenticeship Survey 2007
Profile of Participants 17
Chart 3.5 Perceptions of Quality of On-the-Job Training
Finally, Chart 3.6 shows responses regarding obstacles or barriers encountered
during apprenticeship. The predominant responses relate to financial aspects,
including insufficient funding, lack of employment and various costs (fees, tools
and so on). Women reported problems with co-workers, including harassment
or discrimination, more often than men did. This was especially true for women
in trades where women are most underrepresented—that is, in all trades other
than hairstyling and food services.5
5 The report in this series entitled Participation of Selected Target Groups in Apprenticeship
provides more detail on this point.
National Apprenticeship Survey 2007
Profile of Participants 18
Chart 3.6 Obstacles Encountered During Apprenticeship
3.3 Mobility
Chart 3.7 shows that relatively few respondents work or register6 outside their
province of original registration during their apprenticeship. Of these, most
receive credit for work done outside the province. Of those who do transfer their
registration, most are able to do so with credit for their work in the province of
origin.
6 It was not clear from the questions asked whether apprentices actually transfer their
registration or whether they register in more than one province at the same time.
Chart 3.7 Work and Registration Outside Home Province
National Apprenticeship Survey 2007
Profile of Participants 19
8
3
71
76
0 20 40 60 80 100
Worked outside province of registration
Registered in more than one province
Received credit
Was able to transfer creditOf t
hose
wh
o d
id
Percent
National Apprenticeship Survey 2007
Profile of Participants 20
4 Apprenticeship Completion
4.1 Overview
The primary labour market development goal for the public agencies involved in
apprenticeship is to produce sufficient qualified persons to meet labour market
demand. Completion of apprenticeship is, therefore, one of the most important
policy issues facing apprenticeship systems. Even though participating in
apprenticeship may be valuable even to those who do not complete it,7
qualification in a trade is generally associated with certification and, for most,
the main route to certification is completion of apprenticeship.
As a cross-sectional study, NAS cannot be used to compute completion rates.8
However, it is possible to examine the probability of an individual being a
completer rather than a discontinuer or a long-term continuer, as a function of
demographic factors or aspects of training. The broad hypothesis examined in
this section is whether specific respondent characteristics affect the likelihood
that a person will complete the program. Most of the percentages given may be
interpreted as probabilities of completion (more specifically, the probability of
being a “completer,” as defined by the sampling frame) for those possessing or
not possessing specific characteristics.
Several of the reports in this series are concerned with completion and, in
particular, with factors contributing to completion and with labour market
outcomes of completers compared with those of discontinuers. Therefore, this
report only briefly summarizes the comparative statistics across the status
groups. Readers are encouraged to consult the other reports on completion for
more detailed results and, particularly, for models that examine combined
effects.
7 See Section 4.12 for a comparison of labour market outcomes for completers and
discontinuers. The report in this series entitled “Labour Market Outcomes of Canadian Apprentices” addresses this point in more detail. However, the NAS does not provide any information on others in the labour market with characteristics similar to those of discontinuers. The latter would be needed to more fully investigate the value of incomplete apprenticeships. 8 Computing completion rates is best done using longitudinal studies of particular entry cohorts.
The most recent such study (Morissette, 2008) showed that between 50% and 60% of apprentices who began in the early 1990s in three provinces (Ontario, Alberta and New Brunswick) had completed their program. Furthermore, between 5% and 12% of the apprentices in these cohorts were still continuing after 11 years.
National Apprenticeship Survey 2007
Profile of Participants 21
4.2 Apprenticeship Status Groups
As indicated earlier, the survey population consisted of three status groups:
completers, discontinuers and long-term continuers. These were originally
identified from administrative records during the reference period (2002 to
2004). Status was updated at the time of the survey (2007), and any change of
status was recorded. The pattern of status changes is complex and will not be
detailed here.9 Status at the time of the survey is the relevant variable for the
analyses reported in this section.
Chart 4.1 shows the percentage of respondents in each of these groups at the
time of the survey, with further breakdowns by certification status within the
groups. Completers form the largest group, reflecting both the initial sample and
the fact that many respondents (approximately 13% of the total) had completed
their programs in the interval between the reference period and the survey.
Chart 4.1 shows that there is not a complete match between the nominal status
given in the first set of results and whether individuals had completed minimum
requirements or become certified. Significantly, a large proportion of long-term
continuers reported that they had actually met minimum requirements for
completion. This suggests that these individuals either have not written or have
failed the certification exam, and are still calling themselves apprentices. While
most completers reported that they were certified, some of those included in the
sample frame as discontinuers may have progressed as far as the certification
exam. Finally, the normal expectation is that discontinuers would not be
certified. However, those in this group who did report being certified are likely
made up of those who challenged the exam after documenting sufficient hours
to meet the work requirements of apprenticeship (commonly known as “trade
qualifiers”);those who are certified in trades other than the one for which they
registered as apprentices; and, perhaps, others who simply misreported their
status.
9 The data show some unexpected status changes, such as changes from completer to
discontinuer. These may reflect changes in trade (for example, a person may have completed in one trade, switched to another and then discontinued in the second trade) or may be a function of differences between administrative records for the reference period and self-reports at the time of the survey. While these may influence the absolute values of some of the results, comparisons remain valid as long as a consistent definition of status (in this case, that at the time of the survey) is used.
Chart 4.1 Apprenticeship Status at Time of Survey
4.3 Time in the Program and Time to Complete
The concept of time in the program has different meanings for people in each of
the three status groups. For completers, this is the total time in the program,
leading to completion or to certification. For discontinuers, the time is the time to
discontinuation. For long-term continuers, a relatively arbitrary criterion (being in
the program for 1.5 times the nominal program duration) was used to select
those who would be included in this group. Time in the program for this group
thus has meaning only in relation to the nominal time needed to complete, with
no job interruptions or delays in technical training. For most trades, this is four
years. However, a few trades have shorter (two or three years) or longer (five
years) durations. There are also some variations in duration within trades
across jurisdictions. Most of these variations are not crucial to the results
presented here.
Chart 4.2 shows the average total time in the program for the three groups.
These are nominal times from the start of the first apprenticeship to 2007, and
include interruptions or changes. These results show that long-term continuers
spent, on average, more than double the nominal duration (four years in most
trades) without completing. Completers took about 25% longer, on average,
than the nominal time. Most discontinuers left relatively early in their program,
with more than three-quarters leaving within four years and an average time in
the program of 3.2 years. It is worth noting that good economic conditions
National Apprenticeship Survey 2007
Profile of Participants 22
27
56
17
60
89
75
0 20 40 60 80 100
Long-term continuer
Completer
Discontinuer
LTC with minimum requirements
Completer with certification
Discontinuer without certification
All
With
in the
se
sub-g
roups
Percent
generally prevailed during this period. It is possible that these times would be
longer in periods of less robust economic activity.
Chart 4.2 Time in Program by Apprenticeship Status
4.4 Discontinuation
It is difficult to trace the precise flows of individuals across the three status
groups from the reference years, 2002 to 2004, to the survey year, 2007.
However, it is possible to give a brief report on status changes during the 2004
to 2007 time period, with particular reference to discontinuation.
Approximately 34% of respondents were classified as discontinuers during the
reference period, while 17% were discontinuers during the 2007 survey period.
This seems to suggest that many individuals restarted their programs in the
interval. It is also possible that administrative records and self-reports do not
match in some cases. For example, although some jurisdictions limit the time
that an apprentice can remain in the program while inactive, individuals might
not know about or reflect this limitation when asked to report their status in the
survey.
National Apprenticeship Survey 2007
Profile of Participants 23
23
42
18
8
9
0 20 40 60
0-4 years
5-9 years
10-14 years
15-19 years
20 or more years
Percent
Long-Term Continuers
57
34
6
2
1
0 20 40 60
Percent
Completers
77
16
4
1
1
0 20 40 60
Percent
Discontinuers
National Apprenticeship Survey 2007
Profile of Participants 24
0 10 20 30 40 50
Not enough work/insufficient income
Better job offer
Completed the program/already certified
Disliked work/conditions
Lost interest in the trade
Illness/disability
Other
Percent
Of the discontinuers in 2007, just over 4,000 or 24% reported that they had
completed the requirements for certification. While this seems contradictory to
the status of discontinuation, the existence of trade qualifiers and those who
may be certified in other trades may account this status. The above results
suggest that obtaining a certificate without completing apprenticeship is not
uncommon and that discontinuation does not mean that individuals have ended
their involvement in the trade.10
Chart 4.3 shows the main reasons discontinuers give for not completing their
program. It is clear from these data that work-related issues are the dominant
reasons. In particular, significantly more respondents cited not enough work or
income than any other single reason. As in other cases where the survey
requested reasons, respondents gave a large number of other specific reasons,
including family responsibilities, relocation, insufficient financial assistance and
return to school. However, individually, most of these accounted for only a small
proportion of discontinuations.
Chart 4.3 Main Reasons for Discontinuation
10 This point is addressed more directly in the section on labour market outcomes.
16
10
9
8
8
7
44
4.5 Completion by Age of Registration
In the analyses that follow, to allow the results to be interpreted as
probabilities11 of completion for those possessing specific characteristics, the
percentages of completers relative to the total of completers and discontinuers
were computed for the characteristics of interest. Long-term continuers are
omitted from these computations because their ultimate completion status is
unknown.12
Chart 4.4 the percentages of completers by age at the time of registration. This
shows that those who register between the ages of 20 and 29 are more likely to
complete than those either younger or older at registration. Those who register
at age 40 or older are significantly less likely to complete than those who begin
at any younger age.
Chart 4.4 Completion by Age at Registration
11 The probability of an event is defined as the ratio of those experiencing the event (in this
case, completion of apprenticeship) to the total number in the population of interest (in this case, completers + discontinuers). Probabilities are expressed as percentages in this report for consistency with other results. 12
The figures given in this section are appropriate for the group comparisons of interest in this report. However, these figures should not be used as estimates of actual completion rates, because of the cross-sectional nature of the data and because the eventual status of long-term continuers is unknown.
National Apprenticeship Survey 2007
Profile of Participants 25
76
81
80
75
69
50 60 70 80 90 100
< 20
20-24
25-29
30-39
40+
Probability of completion (%)
4.6 Completion by Education Level
Chart 4.5 shows the probability of completion, by education level at the time of
registration. Those with less than a high school education are significantly less
likely to complete than those having higher education levels. However, having
more than high school education has no significant effect on the probability of
completion, compared to completing high school.
On the surface, these results suggest that requiring high school graduation as a
condition of registration could help improve completion rates. On the other
hand, this would eliminate the 70% of non-high school graduates who would
complete, if given an opportunity. This reflects the classic trade-off in education
between offering opportunities to the largest number of people versus using
selection techniques to improve outcomes.
Chart 4.5 Completion by Education Level
4.7 Completion by Selected Demographic Factors
Chart 4.6 shows the probability of completion, by selected demographic factors.
Most of the differences are relatively small. However, the differences are
statistically significant for all but the language groups. Females are more likely
to complete than males, non-Aboriginal persons than Aboriginal persons, visible
minorities than non-visible minorities, and persons without disabilities than
those with disabilities (in this case, the figures for disabled persons include both
National Apprenticeship Survey 2007
Profile of Participants 26
70
79
78
78
50 60 70 80 90 100
Less than high school
Completed high school
More than high school
Completed college/university
Probability of completion (%)
National Apprenticeship Survey 2007
Profile of Participants 27
those who became disabled before registration and those who became disabled
after registration).
Chart 4.6 Completion by Selected Demographic Factors
4.8 Completion by Other Entry Characteristics
Chart 4.7 shows the probabilities of completion13 for several other entry
characteristics. Again, most of the differences across the categories are small.
Having entry problems other than difficulty in finding an employer is associated
with lower probability of completion than that of difficulty in finding an employer.
Previous job experience as an influence on entry is associated with lower
probability of completion than is the influence of high school or college
programs. Having previous job experience is associated with lower probability
of completion than either having taken previous technical training or having
received credit for that training. This result is consistent with other results that
indicate that technical training before entry has a positive effect on completion.
13 The probabilities represent the ratio of completers to completers-plus-discontinuers, with
long-term continuers excluded. These probabilities should not be interpreted as completion rates. These probabilities are higher than the overall long-term completion rate, as some long-term continuers are also not likely to complete.
Chart 4.7 Completion by Other Entry Characteristics
4.9 Completion by Technical Training
Chart 4.8 shows the probabilities of completion, by various characteristics of
technical training. Among the various types of job release used, only day
release is significantly different, yielding a higher probability of completion than
other forms of release. As for the type of institution in which technical training
was taken, private colleges yield a significantly higher probability of completion
than other institutions. Those taking technical training in community colleges
have a slightly but significantly lower probability of completion than those taking
training in private colleges, and a slightly but significantly higher probability than
those taking training in trade, vocational or apprenticeship institutions, or in
other types of institutions, such as union or company schools. Finally, those
who find technical training difficult experience a significantly lower probability of
completion than those who do not.
National Apprenticeship Survey 2007
Profile of Participants 28
79
80
79
77
75
78
73
80
77
79
77
84
82
50 60 70 80 90 100
Interest in trade
Expect good pay
Expect steady job
Has job in trade
Others
Difficulty finding an employer
Other problems in entry
HS or college program
Previous job experience
Hobby
Had worked at the trade previously
Received credit for prior technical…
Took technical training before registration
Re
asons fo
rre
gis
tration
Difficu
ltie
sIn
flu
ences o
nre
gis
tration
Pre
vio
us
expe
rien
ce
Probability of completion (%)
Chart 4.8 Completion by Technical Training
Note: These numbers include only those who took technical training after completion and are thus comparable only within this chart and not with results in earlier charts.
4.10 On-the-Job Training Factors Related to Completion
Chart 4.9 shows the probability of completion, by a number of factors related to
the on-the-job component of apprenticeship. It indicates that having more
employers during apprenticeship and doing a sufficient range of tasks to
prepare for the certification exam are both associated with a higher probability
of completion. These two factors may be linked, as it is likely that having more
employers will increase the range of tasks to which the apprentice is exposed.
On the other hand, those who reported that they had worked outside their
province of registration were less likely to complete than those who stayed
within that province. Whether the respondent finds the work as an apprentice
difficult is not significantly related to the probability of completion.
National Apprenticeship Survey 2007
Profile of Participants 29
85
85
85
89
90
81
85
80
80
85
50 60 70 80 90 100
Took technical training after registering
Technical training by long blocks
Technical training self-paced
Technical training day release
Private college
Trade/vocational/apprenticeship centre
Community college
Other
Agree
Disagree
Type o
f te
ch
nic
al
train
ing
Techn
ical tr
ain
ing
institu
tio
n
Fou
nd
tech
nic
al
train
ing
difficu
lt
Probability of completion (%)
Chart 4.9 Completion by On-the-Job Training
4.11 Certification
Approximately 45% of respondents were classified as completers during the
reference period, 2002 to 2004, while 58% were in this category in 2007. This
implies that 13% of those who were long-term continuers during the reference
period had completed by 2007.14 As the above results indicate, this conveys
only part of the completion picture, because some discontinuers had also
become certified without having their status shift to that of long-term continuer.
In addition, approximately 6% of completers reported that they had not become
certified. Presumably, these are individuals who had not taken or passed the
certification exam. These two figures suggest some trade-off between the
numbers who became certified without completion and those who completed
without becoming certified.
14 Note that this is not a measure of the overall completion rate because those completing under
“normal” conditions—that is, within 1.5 times the nominal program length—were not included in the sample.
National Apprenticeship Survey 2007
Profile of Participants 30
74
79
84
79
71
76
78
83
77
50 60 70 80 90 100
One
Two
Three or more
Yes
No
Agree
Disagree
Yes
No
Nu
mbe
r of
em
plo
yers
durin
gap
pre
nticeship
Suffic
ien
tta
sks to
pre
pare
for
cert
ific
ation
exam
Fou
nd w
ork
as a
nap
pre
ntice
difficu
lt
Work
ed
ou
tsid
eth
epro
vin
ce
Probability of completion (%)
Completers who were not certified but who had met the minimum requirements
for certification, as well as discontinuers without certification, answered a series
of questions about their attempts to become certified. Chart 4.10 summarizes
their responses.
Only about one-third of those considered eligible under the above criteria had
attempted the certification exam. Of these, over half had attempted it only once.
Close to 40% of those who did not pass had received feedback on their
attempts. Just under half of all those eligible indicated their intention to write the
exam, or to write it again if they had already attempted it. Of those not intending
to write or repeat, about half (including those who had retired) indicated that this
was because they were no longer working in the trade. Close to 10% of
respondents gave additional specific reasons. These include a wide variety of
reasons, such as health, dislike of the exam, scheduling difficulties and family
responsibilities. Close to 25% gave other unspecified reasons.
Those who had become certified (including certified discontinuers) answered a
similar set of questions. These results are complex because separate questions
were asked of those in and not in interprovincial Red Seal trades; those for
whom the Red Seal and provincial certification exams were combined; and
those whose exams were separate. A brief summary of results related to Red
Seal trades is given in Chart 4.11. Further investigation of the more detailed
results by those concerned with the Red Seal program might be warranted.
Chart 4.10 Attempts at Certification Exam: Those Without Certification
National Apprenticeship Survey 2007
Profile of Participants 31
32
58
28
14
41
46
51
24
13
10
9
0 10 20 30 40 50 60
Attempted certification exam
One
Two
Three or more
Received feedback after attempts
Planning to write (again)
No longer working/not interested
Other
Already passed
Certification not required to work in the trade
Feel unprepared
Num
be
r of
atte
mpts
Th
ose
unsu
c-
cessfu
l
Rea
so
ns f
or
not
pla
nn
ing
to
wri
te a
gain
Percent
Chart 4.11 Interprovincial Red Seal Exam
Chart 4.11 shows that almost all of those certified are in the Red Seal trades
and most hold the Red Seal endorsement in their trades. Relatively few
attempted the Red Seal exam more than once. Of those who were
unsuccessful, just under half had received feedback and close to half
expressed their intention to write again. The dominant reason for not wanting to
write again is not intending to leave the province.
4.12 Labour Market Activities
Overall, 84% of respondents reported that they were working in 2007, during
the week before the survey. A further 10% were unemployed and 6% were not
in the labour force. For the purposes of examining labour market outcomes,
only completers and discontinuers were considered part of the labour force,
because work as apprentices was considered for survey purposes to be training
and not labour market activity.15 This section compares completers and
discontinuers on selected labour market indicators. More details on labour
market outcomes are presented in other reports in this series.
15 In retrospect, not collecting labour market outcome data on long-term continuers is a
limitation of the survey, since apprentices are considered to be paid “wages” and also because many long-term continuers were found to be working at jobs other than those yielding credit toward completion.
National Apprenticeship Survey 2007
Profile of Participants 32
87
83
49
8
43
46
49
10
13
29
0 10 20 30 40 50 60 70 80 90 100
Trade is a Red Seal trade
Have IP (Red Seal) certification
IP and certification exams the same
Wrote IP exam more than once if separate
Received feedback
Planning to write again
Do not intend to leave the province
No longer working/not interested
Certification not required to work in the trade
Other
.
Th
ose
unsu
c-
cessfu
l
Rea
so
ns f
or
not
pla
nn
ing
to
wri
te a
gain
Percent
National Apprenticeship Survey 2007
Profile of Participants 33
0 20 40 60 80 100
Employed
Working in their trade
Permanent job
Full-time job
Monetary satisfaction
Extended benefits
Percent
Completers Discontinuers
Chart 4.12 gives some comparative labour market indicators for completers and
discontinuers at the time of the survey. It is important to note that these figures
reflect the fact that the survey was conducted at a time of high labour force
activity and concern about shortages of workers in the skilled trades. The
situation at the time of writing (mid-2009) may be quite different because of the
recession.
The results show a high level of labour market participation for both groups, with
more than 80% of respondents indicating that they had worked during the
reference week. Most of the other indicators are also quite positive. There are
statistically significant differences favouring completers on all of these
indicators. The most striking result is that for the percentage of individuals
working in their trade. This indicates that close to half of completers were
working at the time of the survey in occupations other than their trade and that a
large majority of discontinuers were not only no longer apprentices but also
appeared to have left the trade area.
Chart 4.12 Labour Market Indicators for Completers and Discontinuers at Time of Survey
This indicates that partial completion is, for most, not a route to working in the
trade at a level lower than that which would demand full completion but, rather,
is a route out of the trade altogether. Even for completers, a 57% participation
rate in their trade suggests considerable loss of labour market capacity in the
trades.
88
57
73
79
68
73
82
18
64
70
63
64
National Apprenticeship Survey 2007
Profile of Participants 34
0 10 20 30 40 50 60 70
Hourly wages ($0.00)
Annual income ($,000)
Completers and discontinuers answered further questions about their income
levels. Specifically, Chart 4.13 shows hourly wages for the week before the
survey and annual income for the previous 12 months. Completers earn
significantly more than discontinuers by both measures. Proportionally, the
difference in hourly wage is slightly smaller than the difference in annual
income, suggesting that discontinuers may work fewer hours in a year. Although
these results are in the expected direction, the fact that the difference is
relatively small (discontinuers’ wages are close to 90% those of completers)
raises the question of whether the earnings premium associated with
completion is sufficient to offset the opportunity costs of continuing to
completion, especially where completion takes considerable time. They also
raise the question of the value of apprenticeship participation, even without
completion. These questions are beyond the scope of the 2007 NAS but
warrant further investigation.
Chart 4.13 Average Hourly Wages and Annual Incomes for Completers and Discontinuers
Completers Discontinuers28
59
25
53
National Apprenticeship Survey 2007
Profile of Participants 35
5 Profile by Trade Group
The preceding three sections presented a national profile of apprentice
characteristics and factors related to entry into apprenticeship, the training
experience, completion and labour market outcomes. However, because
decisions on apprenticeship policies and practices are often made by agencies
representing specific trades and because comparative information may be of
interest to stakeholders within the trades, a breakdown of the results by trade is
appropriate. It was decided to present the analysis by trade separately from the
overall national profile because the two may be of interest to different
audiences.
5.1 Definition of Trade Groups
It is difficult to convey a clear picture of the occupational areas in which
tradespeople work because the four-digit coding within the National
Occupational Classification (NOC) is not refined enough to capture individual
trades as commonly identified. Therefore, an extended classification system
(referred to as NOC+2) was developed to group the trades reported by the
respondents into categories resembling familiar names for trades or trade
areas. The NAS respondents gave more than 300 specific trade names in
response to the question on trade. Although many of these were local in nature,
almost all could be fitted into the NOC+2 categories. Because of small numbers
in many of the categories, the NOC+2 codes were further grouped into 22
broader categories. In practice, only the top 10 (or sometimes fewer) categories
were used in the various reports in this series because, even with the
consolidation, the small numbers in some categories were not amenable to
more detailed breakdowns.
The proportion of the total respondent population in each of the top 10 trade
groups is given in Chart 5.1. This shows only four trade groups that each
account for over 10% (10,000 persons or more) of the total population. Most
trades actually have very small numbers. For example, the “other” category in
the chart includes more than 200 trades that have an average of about 100
persons per trade. It is evident from this why this report and others in the series
usually give breakdowns by trade only for the largest groups.
Chart 5.1 Top 10 Trade Groups
Note: Error bars are not plotted because most are too small to be visible and the statistical significance of differences in numbers by trade is not of interest.
5.2 Age of Registration by Trade Group
Chart 5.2 gives the average age at registration for those in the top 10 trade
groups. These differences are relatively small. The entry age for and machinists
is lower than for other trades and lower than the national average. Electricians
and carpenters/cabinetmakers have an average age of entry slightly above the
national average.
National Apprenticeship Survey 2007
Profile of Participants 36
16
13
11
8
7
6
5
4
4
4
23
0 5 10 15 20 25
Electrician
Carpenter/cabinet maker
Automotive service
Plumber/pipefitter/steamfitter
Hairstylist/esthetician
Heavy equipment mechanic
Machinist
Welder
Millwright
Food service
Other
Percent
Chart 5.2 Average Age at Registration by Trade Group
5.3 Education Levels by Trade Group
Chart 5.3 shows the level of education of respondents, by trade group, using
three main categories for education level. The percentages completing high
school are not very different across the trades. The main differences are in the
remaining two categories. Welders and carpenters are more likely than other
trades to have less than a high school education, while machinists and
electricians are less likely to be in that category. Electricians are more likely
than those in any other trade to have taken or completed some form of post-
secondary education, while the opposite is true for automotive services and
welders.
National Apprenticeship Survey 2007
Profile of Participants 37
26.2
24.7
25.1
25.8
25.8
25.8
25.9
26.1
26.6
26.7
27.1
22 23 24 25 26 27 28
All trade groups
Machinist
Automotive services
Plumber/pipefitter/steamfitter
Hairstylist/esthetician
Heavy equipment mechanic
Welder
Food services
Millwright
Carpenter/cabinet maker
Electrician
Average age at entry
National Apprenticeship Survey 2007
Profile of Participants 38
0 10 20 30 40 50
Automotive service
Welder
Heavy equipment mechanic
Machinist
Plumber/pipefitter/steamfitter
Hairstylist/esthetician
Food service
Millwright
Carpenter/cabinet maker
Electrician
All trade groups
Percent
Less than High School
Chart 5.3 Education Levels by Trade Group
5.4 Demographic Characteristics by Trade Group
Because of the large number of possible relationships, detailed charts by trade
are not given for the demographic groups. Some of the major results are
summarized below. Further analyses for three specific target groups—women,
immigrants and Aboriginal people—are given in another report in this series.
The 10% of women in the trades are concentrated mainly in two trade
groups, hairstylist/esthetician (92% female) and food services (32%
female). All other trades average less than 2% female representation,
with only one (welder) having as high as 3%.
Aboriginal persons are about equally represented, at close to 5%, in all
of the major trade groups. Significantly more than the national average
(6%) are found in the carpenter/cabinetmaker group, but fewer (3%) are
machinists.
The 5% of tradespeople who are members of visible minorities show a
broader distribution across the trades than other groups. Visible minority
persons are more likely than average to be found in the
hairstylist/esthetician (13%), automotive services (12%), food services
(10%) and machinist (8%) groups than in other groups. They are also
less likely than average to be found among carpenters/cabinetmakers
14
20
14
7
15
12
13
11
22
8
14
60
54
52
52
51
51
48
45
44
41
49
0 20 40 60 80 100
0.62
1.07
0.86
0.71
0.67
0.74
0.96
0.86
0.67
0.46
0.19
Percent
High School
26
25
34
41
33
37
39
44
33
51
37
0 20406080100
0.62
1.07
0.86
0.71
0.67
0.74
0.96
0.86
0.67
0.46
0.19
Percent
Some or Completed Post-
Secondary
(2%); millwrights and plumbers/pipefitters/steamfitters (3% each); and
electricians (4%).
The pattern for those whose home language is neither English nor
French is similar to that for visible minorities because these two groups
overlap.
Persons with disabilities are represented at about 8% overall, with
slightly higher percentages in food services (12%) and hairstylist/
esthetician (10%) trades.
5.5 Reasons for Registering and Influences on Registration by Trade Group
Chart 5.4 gives a breakdown, by trade group, of the percentages of
respondents reporting that they had parents or other relatives working in the
trade. This shows a clear intergenerational pattern in all trades, particularly
among carpenters/cabinetmakers. Fewer of those in food services and
hairstylist/esthetician groups than in most other trades had parents in the trade.
It is not clear whether this is related to the prevalence of women in these two
groups or to other factors, such as growth in these trades.
Chart 5.4 Relatives in Trade by Trade Group
National Apprenticeship Survey 2007
Profile of Participants 39
33
25
22
20
20
19
18
16
13
10
21
0 10 20 30 40 50
Carpenter/cabinet maker
Heavy equipment mechanic
Plumber/pipefitter/steamfitter
Welder
Electrician
Automotive service
Millwright
Machinist
Food service
Hairstylist/esthetician
All trade groups
Percent
Parent
48
33
32
34
31
30
24
29
22
27
32
0 10 20 30 40 50
Percent
Other Relative
National Apprenticeship Survey 2007
Profile of Participants 40
0 20 40 60 80
Hairstylist/esthetician
Automotive service
Food service
Carpenter/cabinet maker
Heavy equipment mechanic
Electrician
Machinist
Millwright
Welder
Plumber/pipefitter/steamfitter
All trade groups
Percent
Interest inthe Trade
0 20 40 60 80
Percent
Trade as a Hobby
0 20 40 60 80
Percent
Expected Better Job or Pay
Chart 5.5 gives selected reasons for registering as an apprentice, by trade
group. Interest in the trade is the dominant reason for entry among members of
most trade groups. An exception iswhere having the trade as a hobby was cited
as frequently as interest in the trade. More generally, the pattern for having the
trade as a hobby is similar to that for interest in the trade, and it might be
expected that these two would be highly correlated.
However, the pattern for expectation of better job or pay is in the opposite
direction, with the trades in which fewer respondents show interest being those
for which a better job or pay is expected. The mechanical trades tend to be the
ones for which interest is lowest but expectation of higher pay is highest, while
the opposite seems to be the case for the service trades.
As we shall see, these patterns are consistent with actual wages in these
groups of trades, suggesting that persons tend to enter the service trades more
out of interest and the mechanical trades more out of job or pay expectations.
That said, it is important to point out that more respondents cited interest than
job or pay in all trades except plumber/pipefitter/steamfitter. The latter also had
significantly fewer respondents than any other group who reported having the
trade as a hobby.
Chart 5.5 Selected Reasons for Registering as an Apprentice by Trade Group
68
66
58
55
53
52
49
47
46
37
51
43
63
41
29
40
16
15
25
22
5
25
5
13
11
21
25
24
27
26
36
33
23
National Apprenticeship Survey 2007
Profile of Participants 41
0 50 100
Hairstylist/esthetician
Machinist
Electrician
Automotive service
Food service
Heavy equipment mechanic
Millwright
Welder
Carpenter/cabinet maker
Plumber/pipefitter/steamfitter
All trade groups
Percent
Took Technical Training Before Registration
0 10 20 30 40 50 60
Percent
Took Technical Training After Registration
5.6 Technical Training by Trade Group
Chart 5.6 shows the percentages of respondents who take technical training
before or after registering as an apprentice. Overall, about 30% reported having
taken technical training before, and close to 50% after, registration. In all trades
except hairstylist/esthetician, technical training is more often taken after than
before. (The categories are not mutually exclusive, and many apprentices take
both types of training.) There is wide variation among trades in the percentages
who take technical training before registration (range 21% to 49%), but
somewhat less variation in those taking this training after registration (range
37% to 57%).
Chart 5.6 Time of Technical Training by Trade Group
49
46
39
36
34
32
29
27
23
21
31
42
55
48
57
43
55
57
51
37
50
46
National Apprenticeship Survey 2007
Profile of Participants 42
0 20 40 60 80 100
Welder
Heavy equipment mechanic
Plumber/pipefitter/steamfitter
Electrician
Food service
Automotive service
Carpenter/cabinet maker
Millwright
Machinist
Hairstylist/esthetician
All trade groups
Percent
Long Block Release
0 20 40 60 80 100
Percent
Self-Paced
Chart 5.7 shows two of the main forms of technical training by trade group. For
most trades, the most common form is long-block release, though there are
wide variations across trades in the percentages using this form. The main
exception is hairstylist/esthetician, where roughly equal percentages of
apprentices took each of the two main forms of training.
Chart 5.7 Type of Technical Training by Trade Group
Chart 5.8 shows that a large majority of apprentices in most trades take their
technical training in community colleges. The proportions of plumbers/
pipefitters/steamfitters and electricians taking community college courses are
smaller, but they still account for a majority of people in these trades. Only
among carpenters/cabinetmakers and hairstylists/estheticians do less than a
majority of group members take technical training at community colleges. In the
case of carpenters/cabinetmakers, a larger percentage use specialized trade,
vocational or apprenticeship schools than use community colleges. Private
colleges are a significant source of technical training only for
hairstylists/estheticians.
88
72
72
71
66
64
60
59
47
31
63
4
9
19
19
9
15
29
14
27
28
20
National Apprenticeship Survey 2007
Profile of Participants 43
0 20 40 60 80 100
Machinist
Food service
Automotive service
Welder
Heavy equipment mechanic
Millwright
Plumber/pipefitter/steamfitter
Electrician
Carpenter/cabinet maker
Hairstylist/esthetician
All trade groups
Percent
CommunityCollege
0 20 40 60 80 100
Percent
Trade/Vocational/ Apprenticeship
School
0 10 20 30 40 50 60
Percent
PrivateCollege
Chart 5.8 Type of Technical Training Institution by Trade Group
2
Note: The scale for the private college graph is different from the others to accommodate the
values plotted.
Chart 5.9 shows that apprentices in most trades rated their technical training
highly, as excellent or good. Welders, food services, plumbers/pipefitters/
steamfitters and carpenters/cabinetmakers gave significantly higher ratings than
the overall average, while heavy equipment mechanics, electricians and
machinists gave ratings below the average for all trades. Machinists, in fact,
gave ratings lower than those for any other trade. The percentages reporting
that they found the technical training difficult were mostly small. The exception
was in the electrician trade, where the percentage was higher than for any other
trade.
86
82
79
78
78
77
56
56
35
18
56
10
11
14
17
15
17
33
32
43
20
29
0
4
2
2
2
1
2
1
47
4
Chart 5.9 Quality of Technical Training by Trade Group
Note: The scales for these two graphs differ to accommodate the values plotted.
Employment Insurance (EI) is the most common source of financial support for
apprentices while they are taking technical training. Chart 5.10 breaks down the
proportions of apprentices receiving EI payments, by trade group. This shows
considerable variation across the groups. More welders reported receiving EI
payments than any other trade, despite the fact that welders have the highest
annual earnings among the trade groups. At the opposite extreme, few
hairstylists/estheticians reported receiving such payments.
National Apprenticeship Survey 2007
Profile of Participants 44
91
86
84
81
80
79
78
75
74
66
79
0 20 40 60 80 100
Welder
Food service
Plumber/pipefitter/steamfitter
Carpenter/cabinet maker
Automotive service
Hairstylist/esthetician
Millwright
Heavy equipment mechanic
Electrician
Machinist
All trade groups
Percent
Technical Training QualityExcellent or Good
12
9
8
12
13
11
12
11
21
14
14
0 10 20 30 40 50
Percent
Found Technical Training Difficult
Chart 5.10 EI Payments During Technical Training by Trade Group
5.7 On-the-Job Training by Trade Group
Chart 5.11 shows selected aspects of the on-the-job work experience of
apprentices. In most trade groups, over three-quarters of long-term continuers
(those who were still apprentices at the time of the survey) had worked during
the previous week. The percentages reporting that they had worked during the
week before the survey are above the all-trade average for most of the trade
groups, mainly because the average is affected by the significantly lower
employment rate for carpenters/cabinetmakers. Overall, about half of all
respondents worked for more than one employer during their apprenticeship,
with the percentages being significantly higher than average for electricians,
plumbers/pipefitters/ steamfitters, welders and carpenters/cabinetmakers, and
significantly lower than average for heavy equipment mechanics, millwrights,
machinists and hairstylists/estheticians. The percentages who reported working
outside their province are generally small but vary across trades. Millwrights,
electricians, plumbers/pipefitters/steamfitters and welders are more likely than
others to work outside their province of registration. The opposite is true for
automotive services, machinists and hairstylists/estheticians.
National Apprenticeship Survey 2007
Profile of Participants 45
69
59
56
55
49
43
41
35
30
10
46
0 20 40 60 80 100
Welder
Plumber/pipefitter/steamfitter
Automotive services
Heavy equipment mechanic
Electrician
Carpenter/cabinet maker
Food services
Millwright
Machinist
Hairstylist/esthetician
All trade groups
Percent
National Apprenticeship Survey 2007
Profile of Participants 46
Chart 5.11 On-the-Job Work Experience by Trade Group
Note: The scale for the work outside the province graph is different from the others to
accommodate the values plotted.
Chart 5.12 shows respondents’ views of the state of supervision during their
apprenticeship and their views on whether their on-the-job experience covered
sufficient tasks to prepare them for the certification exam. There is relatively
little variation across trades in the percentages indicating that they were
supervised at all times. Relative to the all-trade average, fewer machinists,
carpenters/ cabinetmakers and electricians agreed that they had completed
sufficient tasks to prepare for the certification exam. Percentages agreeing were
higher than the national average for hairstylists/estheticians, welders,
automotive services, heavy equipment mechanics and plumbers/pipefitters/
steamfitters.
National Apprenticeship Survey 2007
Profile of Participants 47
50 60 70 80 90 100
Hairstylist/esthetician
Welder
Automotive service
Machinist
Heavy equipment mechanic
Carpenter/cabinet maker
Millwright
Food service
Plumber/pipefitter/steamfitter
Electrician
All trade groups
Percent
Supervised at All Times
50 60 70 80 90 100
Percent
Sufficient Tasks to Prepare for
Certification Exam
Chart 5.12
On-the-Job Supervision and Preparation for Certification, by Trade Group
5.8 Labour Market Outcomes by Trade Group
Two of the other reports in this series focus on labour market outcomes, so only
a brief summary by trade is given here.
Chart 5.13 shows the percentage of completers and discontinuers reporting that
that they were employed in the previous week, for the top 10 trade groups.
Significant differences in employment rates, favouring completers, were found
overall and for most trade groups. The exceptions are heavy equipment
mechanics, millwrights, food services workers and plumbers/pipefitters/
steamfitters.
89
88
87
86
82
82
81
79
78
77
81
86
81
82
73
80
68
77
78
82
71
77
Charts 5.14 gives average hourly wages and average annual incomes for
completers and discontinuers, by trade group.16 Completers have significantly
higher incomes than discontinuers, by both measures. The pattern across
trades is similar for both measures. Welders have the highest incomes, while
food services and hairstylists/estheticians are at the low end of the scale. The
income position of automotive services is interesting, as this group has one of
the highest employment rates but some of the lowest wages. The variations in
hourly wages are relatively smaller than those in annual incomes. This is likely
related to the fact that annual income is influenced by the total time worked in a
year and by non-employment income.
Chart 5.13 Percent of Completers and Discontinuers Employed by Trade Group
16 Respondents reported relatively extreme incomes (as high as several hundred thousand
dollars) in some cases. These extremes tend to increase both mean incomes and the confidence intervals. The error bars are thus particularly large for these comparisons. Median incomes are actually lower than means because medians are less influenced by extremes. However, means are reported because there is no simple way to compute the confidence intervals for medians.
National Apprenticeship Survey 2007
Profile of Participants 48
96
95
93
93
91
91
89
87
85
80
88
92
85
83
90
85
86
89
86
74
75
82
60 70 80 90 100
Heavy equipment mechanic
Automotive services
Machinist
Millwright
Welder
Electrician
Food services
Plumber/pipefitter/steamfitter
Hairstylist/esthetician
Carpenter/cabinet maker
All trades
Percent
Completers Discontinuers
Chart 5.14 Average Hourly Wage and Annual Income of Completers and Discontinuers, by Trade Group
5.9 Time to Completion by Trade Group
Chart 5.15 gives the time to completion, by trade group. These figures should
be interpreted in terms of the nominal length of the program. For most of the
trades (those plotted in blue), the nominal length is four years.17 In these trades,
including carpenter/cabinetmaker, electrician and plumber/pipefitter/ steamfitter,
apprentices take, on average, from 1.5 to 1.9 times the nominal time to
complete. People in other trades average close to one year longer than the
nominal time. Apprentices in the two three-year trades, welder and food
services, take about 1.5 times longer, while those in the only two-year trade,
hairstylist/esthetician, take just under 1.5 times the nominal time, on average.
17 There are some variations in nominal lengths across jurisdictions. For most trades, there are
only one or two exceptions to the general pattern. The values shown in the chart are those for the majority of provinces, as given by the Ellis Chart (http://www.ellischart.ca).
National Apprenticeship Survey 2007
Profile of Participants 49
36.68
31.72
31.29
30.97
29.08
27.74
26.21
23.37
17.74
15.10
27.79
34.13
27.33
28.24
26.53
27.63
24.00
22.19
21.53
17.13
16.90
25.17
0 10 20 30 40 50
Welder
Plumber/pipefitter/steamfitter
Millwright
Electrician
Heavy equipment mechanic
Carpenter/cabinet maker
Machinist
Automotive services
Food services
Hairstylist/esthetician
All trades
Hourly wage ($0.00)
Completers Discontinuers
84
68
68
66
67
57
59
52
37
28
59
84
61
61
55
62
48
48
47
34
28
53
0 20 40 60 80 100
Annual income $,000
Chart 5.15 Average Time to Completion by Trade Group
National Apprenticeship Survey 2007
Profile of Participants 50
7.9
6.8
6.1
5.5
5.1
4.9
5.1
5.0
4.4
4.4
2.8
0 2 4 6 8 10
Carpenter/cabinet maker
Electrician
Plumber/pipefitter/steamfitter
Automotive services
Millwright
Heavy equipment mechanic
Machinist
Welder
Food services
Hairstylist/esthetician
All trade groups
Years
4 year
3 year
2 year
National Apprenticeship Survey 2007
Profile of Participants 51
6 Profile by Jurisdiction
Although there is a strong national interest in labour market development in the
skilled trades, apprenticeship is considered part of the education system and is
thus the responsibility of the provinces and territories. Comparative results
across jurisdictions might therefore be expected to shed light on the
management of the apprenticeship systems, and on the recruitment,
completions and working conditions of apprentices. This section therefore
parallels the previous one, using jurisdictions as the basis for cross-tabulation.
In comparing jurisdictions, it is important to reiterate that the sample in Quebec
was limited to the construction trades plus one industrial trade (industrial
electrician). In most cases, therefore, it is not appropriate to compare Quebec
directly with other jurisdictions, because of the unique characteristics of training
and employment in construction.
Nunavut was not included in the initial sampling frame, although some
respondents were located in that territory at the time of the survey. Because of
small sample sizes, data for the three territories have been combined in the
presentation of results.
National Apprenticeship Survey 2007
Profile of Participants 52
20 25 30 35 40
Prince Edward Island
New Brunswick
Quebec
Nova Scotia
Manitoba
British Columbia
Saskatchewan
Newfoundland and Labrador
Alberta
Ontario
Territories
Canada
Percent
6.1 Age at Registration by Jurisdiction
Chart 6.1 gives the average age at registration, by jurisdiction. With the
exception Prince Edward Island, which appears to be an anomaly, average
ages are not highly variable. Age of entry in New Brunswick, Quebec and Nova
Scotia is significantly higher than the national average; in Alberta and Ontario, it
is significantly lower. All other jurisdictions are close to the national average.
Chart 6.1 Average Age at Registrationby Jurisdiction
38.2
27.9
27.7
27.0
26.4
26.3
25.9
25.9
25.5
25.5
25.2
26.2
6.2 Education Levels by Jurisdiction
Chart 6.2 shows the distribution of education levels, by jurisdiction. New
Brunswick is notable for having a significantly lower percentage than other
jurisdictions of respondents with less than a high school education. Ontario and
Saskatchewan also have significantly lower than average percentages in this
category. The opposite is true for Quebec. Close to half of the respondents in
all jurisdictions except Quebec reported having a high school education. In
general, the western provinces have fewer apprentices with some or a complete
post-secondary education, while Quebec has the highest proportion in this
category. Thus, apprentices in Quebec are more likely than average to be at
one or other of the extremes in education level. Again, it is important to keep in
mind the difference in the sampling frame for that province.
Chart 6.2 Education Levels by Jurisdiction
* Results should be used with caution because of small sample size.
National Apprenticeship Survey 2007
Profile of Participants 53
12
5
15
14
16
16
11
13
13
24
30
16
0 10 20 30 40 50
Saskatchewan
New Brunswick*
Manitoba
Newfoundland and…
Alberta
British Columbia
Ontario
Prince Edward Island*
Nova Scotia
Quebec
Territories
Canada
Percent
Less ThanHigh School
58
57
56
54
54
53
50
48
45
27
40
47
0 20 40 60 80
Percent
HighSchool
30
38
30
33
31
31
39
39
43
48
30
38
0 10 20 30 40 50 60
Percent
Some or Completed
Post-Secondary
6.3 Demographic Characteristics by Jurisdiction
Because jurisdictional differences in demographic characteristics tend to be
larger than those found across trade groups, the breakdown in this section is
more detailed than that in the trade group section.
Chart 6.3 shows the representation of women, by jurisdiction. Although women
are significantly underrepresented in all jurisdictions, these variations are quite
wide, with close to half the jurisdictions being either above or below the national
average. Because of the concentration of women in two trade groups—
hairstylist/esthetician and food services. This raises the question of whether the
observed differences are a consequence of differences across jurisdictions in
these two trades, and particularly in relation to the hairstylist/esthetician trade.
Further analysis shows this to be the case. For example, the four provinces with
the highest proportions of women were also found to have the highest
proportions of hairstylists/estheticians compared with the national average of
7% for that trade (Manitoba, 22.1%; Saskatchewan, 13.2%; Ontario, 11.8%;
and Newfoundland and Labrador, 11.5%).
Chart 6.3 Percentage of Women by Jurisdiction
Chart 6.4 shows the representation of Aboriginal persons, by jurisdiction, and
compares that with the 2006 Census population of Aboriginal people. As
National Apprenticeship Survey 2007
Profile of Participants 54
21
17
15
13
11
10
9
8
5
3
2
10
0 5 10 15 20 25
Manitoba
Saskatchewan
Ontario
Newfoundland and Labrador
Alberta
Territories
British Columbia
Prince Edward Island
Nova Scotia
New Brunswick
Quebec
Canada
Percent
indicated earlier, Aboriginal people cannot be said to be underrepresented
relative to the population as a whole. Nevertheless, the chart shows that this
group is underrepresented in the jurisdictions where they make up the highest
proportion of the population—specifically, the Territories, Manitoba and
Saskatchewan.18 On the other hand, Aboriginal people are slightly
overrepresented in Newfoundland and Labrador and in Ontario, although the
proportions are small with respect to both populations and apprentice numbers
in both cases.
Chart 6.4 Aboriginal Apprenticeship and Census Populations by Jurisdiction
Note: Figures for Prince Edward Island are suppressed because of small sample size.
Chart 6.5 shows the percentages of those identified as visible minorities within
each jurisdiction for the 2007 NAS and the 2006 Census. It is evident that
18 Comparisons with census figures may be affected by the fact that the Aboriginal population is
younger than the Canadian population as a whole. The age-specific results may differ from those given.
National Apprenticeship Survey 2007
Profile of Participants 55
35
13
11
7
6
5
3
3
2
2
5
53
15
15
5
6
5
2
3
3
2
4
0 10 20 30 40 50 60
Territories
Manitoba
Saskatchewan
Newfoundland and Labrador
Alberta
British Columbia
Ontario
Nova Scotia
New Brunswick
Quebec
Canada
Percent
Aboriginal apprentices (NAS) Aboriginal population (Census)
visible minorities are underrepresented in apprenticeship in every Canadian
jurisdiction. Proportionally, Manitoba has the highest representation; visible
minorities make up 6% of apprentices versus their total representation of 10% in
the population. Quebec has the lowest representation; visible minorities make
up 1% of apprentices compared with their total representation of 9% of the
population. However, for Quebec, this is specific to the trades included in the
sample and may not be representative of all trades in that province. In fact,
earlier results indicated that visible minorities are represented in larger
proportions in trades such as hairstylist/esthetician and food services worker,
which are not part of the Quebec sample.
These results are similar to those found for apprentices whose first language is
neither English nor French (as these populations overlap), so separate figures
are not presented for the latter group. In the case of persons with disabilities,
representation does not differ significantly across jurisdictions, so the detailed
results are not presented.
Chart 6.5 Visible Minority Apprenticeship and Census Populations by Jurisdiction
Note: Data for Prince Edward Island, Newfoundland and Labrador, and the Territories are
suppressed because of small sample sizes.
National Apprenticeship Survey 2007
Profile of Participants 56
10
8
6
6
2
1
1
1
5
25
23
14
10
4
4
9
2
16
0 5 10 15 20 25 30
British Columbia
Ontario
Alberta
Manitoba
Saskatchewan
Nova Scotia
Quebec
New Brunswick
Canada
PercentApprentices Census
6.4 Reasons for Registering and Influences on Registration by Jurisdiction
Chart 6.6 shows the percentages by jurisdiction, of respondents reporting that
they had parents or other relatives in the trade. In both cases, the variations
across jurisdictions are smaller than the variations across trade groups reported
earlier. For parents, an east/west division is apparent, with those in the eastern
provinces generally being more likely to have had a parent in the trade than
those in the west. Those in Prince Edward Island and Quebec are more likely,
and those in British Columbia and Manitoba less likely, to have other relatives in
the trade.
Chart 6.6 Parents and Other Relatives in Trade, by Jurisdiction
Chart 6.7 gives selected reasons for registering in apprenticeship by jurisdiction.
The variations in percentages reporting interest in the trade are relatively small.
However, significantly fewer apprentices in Manitoba, Nova Scotia and New
Brunswick than in other jurisdictions gave this as a reason. As for having the
trade as a hobby, the variations are also small, especially relative to those
found across the trade groups. Respondents in the Territories, Newfoundland
National Apprenticeship Survey 2007
Profile of Participants 57
27
26
25
22
21
20
19
19
19
18
16
21
0 10 20 30 40 50
Prince Edward Island
Quebec
New Brunswick
Nova Scotia
British Columbia
Newfoundland and Labrador
Ontario
Territories
Alberta
Manitoba
Saskatchewan
Canada
Percent
Parent
38
39
31
32
25
31
31
30
31
27
30
32
0 10 20 30 40 50
Percent
Other Relative
National Apprenticeship Survey 2007
Profile of Participants 58
0 10 20 30 40 50 60 70 0 20 40 60 80
Percent
Trade asa Hobby
0 20 40 60 80
and Labrador, Ontario, and Manitoba were more likely than the national
average to give this as a reason. Fewer Quebec respondents gave this as a
reason. However, this is a clear case in which differences in the trade mix for
Quebec would be expected to affect the results.
The percentage giving expectation of a better job or pay as a reason is higher
than the national average for those in Alberta and lower for those in
Newfoundland and Labrador, Ontario, and Prince Edward Island.
Chart 6.7 Reasons for Registering in Trade by Jurisdiction
6.5 Technical Training by Jurisdiction
Chart 6.8 gives the percentages reporting that they took technical training
before or after registering as apprentices. In the case of training before
registration, about half the provinces are above and half below the national
average of 31%. Overall, a larger proportion of apprentices took their technical
training after registration than before registration (although the two are not
mutually exclusive). Differences among jurisdictions are not particularly large,
although taking training after registration is less common in Quebec and
Manitoba than in other jurisdictions. Again, the Quebec result may reflect the
trade mix, though it is also likely that it is related to the usual structure of
59
55
53
53
52
49
49
47
46
42
41
51
Territories
Newfoundland and…
Ontario
Quebec
Saskatchewan
Alberta
British Columbia
Prince Edward Island
Manitoba
Nova Scotia
New Brunswick
Canada
Percent
Interest inthe Trade
35
32
31
15
26
26
26
28
31
25
21
0
25
23
17
19
24
24
27
24
14
21
21
21
23
Percent
Expected Better Job or Pay
apprenticeship in Quebec, where technical training is taken before entry into
apprenticeship.
Chart 6.8 Time of Technical Training by Jurisdiction
Chart 6.9 shows the percentages of apprentices who reported taking technical
training through long-block release (three weeks of more) or in self-paced
mode. In this case, the differences among jurisdictions are quite large. In six
jurisdictions, at least 75% of respondents indicated that they took their training
via long-block release. However, the proportions are considerably smaller in
other jurisdictions, especially Ontario and Quebec. Self-paced technical training
is relatively uncommon in most jurisdictions. Again, Ontario and Quebec are the
main exceptions.
National Apprenticeship Survey 2007
Profile of Participants 59
38
37
36
35
35
30
28
28
25
24
22
31
0 20 40 60 80
Nova Scotia
Manitoba
Ontario
Quebec
Prince Edward Island
New Brunswick
Territories
Saskatchewan
British Columbia
Alberta
Newfoundland and Labrador
Canada
Percent
Technical TrainingBefore Registration
57
41
55
27
53
54
55
52
52
50
46
46
0 20 40 60 80
Percent
Technical Training After Registration
Chart 6.9 Type of Technical Training by Jurisdiction
Chart 6.10 shows the jurisdictional breakdown of the types of institutions in
which technical training took place. Aside from Quebec, which is clearly
anomalous, there are substantial variations across jurisdictions. New Brunswick
has a significantly higher percentage use of community colleges than any other
jurisdiction. On the other hand, this use is significantly lower in Saskatchewan,
British Columbia, and Newfoundland and Labrador than in other jurisdictions.
(The Canada average is not particularly meaningful here because the Quebec
figures are so different from all others that they have a significant impact on the
average.)
The general pattern across institutions is that the lower the use of community
colleges, the greater the use of specialized trade, vocational and apprenticeship
schools. Use of private colleges is relatively low in all jurisdictions, though it is
significantly higher in Newfoundland and Labrador than elsewhere.
National Apprenticeship Survey 2007
Profile of Participants 60
86
82
81
80
79
78
72
67
63
51
28
63
0 20 40 60 80 100
Territories
New Brunswick
Alberta
Prince Edward Island
British Columbia
Saskatchewan
Nova Scotia
Newfoundland and Labrador
Manitoba
Ontario
Quebec
Canada
Percent
Long Blocks
7
7
8
9
7
15
13
14
22
58
20
0 20 40 60 80 100
Percent
Self-Paced
Chart 6.10 Technical Training Institutions by Jurisdiction
Note: The scale for the private colleges chart is different to accommodate the values plotted.
Chart 6.11 shows that ratings of the quality of technical training are generally
excellent or good across jurisdictions. There are some statistically significant
differences, with the Territories and Alberta having ratings significantly higher
and Nova Scotia and New Brunswick significantly lower than the national
average. Relatively few respondents reported that they found the technical
training difficult, and differences among jurisdictions in this regard are generally
not statistically significant.
National Apprenticeship Survey 2007
Profile of Participants 61
90
79
75
74
74
73
72
65
62
57
4
56
0 20 40 60 80 100
New Brunswick
Nova Scotia
Manitoba
Ontario
Territories
Alberta
Prince Edward Island
Saskatchewan
British Columbia
Newfoundland and Labrador
Quebec
Canada
Percent
CommunityColleges
4
12
9
12
24
18
14
24
26
25
70
29
0 20 40 60 80 100
Percent
Trade/Vocational/Apprenticeship
Schools
1
1
7
6
0
4
0
8
3
11
1
4
0 5 10 15 20
Percent
Private Colleges
Chart 6.11 Quality of Technical Training by Jurisdiction
Note: The scales for these two charts are different to accommodate the values plotted.
6.6 On-the-Job Training by Jurisdiction
Chart 6.12 shows substantial variation across jurisdictions in the percentage of
long-term continuers who reported working during the week before the survey.
Those in the west and Ontario are more likely to have worked than those in the
east, Quebec or the territories.
Chart 6.12 also shows variation across jurisdictions in the percentage of long-
term continuers reporting that they had more than one employer during their
apprenticeship. Respondents in Newfoundland and Labrador and in Quebec
are more likely to have had multiple employers than those elsewhere.
Percentages of respondents having more than one employer are lower than
average in Ontario, New Brunswick and the western provinces other than
Alberta.
National Apprenticeship Survey 2007
Profile of Participants 62
88
82
81
80
79
78
78
77
74
72
71
79
0 20 40 60 80 100
Territories
Alberta
Saskatchewan
British Columbia
Newfoundland and Labrador
Ontario
Quebec
Manitoba
Prince Edward Island
Nova Scotia
New Brunswick
Canada
Percent
Technical Training Quality Excellent or Good
14
14
13
13
11
14
13
16
10
13
16
14
0 10 20 30 40 50
Percent
Found Technical Training Difficult
Finally, although the proportions who had worked as apprentices outside their
province of registration are relatively small overall, there are again significant
variations across jurisdictions. The percentages are particularly high in
Newfoundland and Labrador and particularly low in British Columbia and
Ontario.
Chart 6.12 On-the-Job Work Experience by Jurisdiction
Chart 6.13 shows relatively small variations across jurisdictions in the
percentages indicating that they were supervised at all times during
apprenticeship. Percentages indicating continuous supervision are above the
national average in New Brunswick, Nova Scotia, Saskatchewan and Ontario,
while none are significantly below. This is because of the small differences and
the relative size of the confidence intervals.
On the question of whether sufficient tasks had been covered to prepare
apprentices for the certification exam, the results for Quebec are again
anomalous and should be interpreted in light of the trade mix for that province;
they are not directly comparable to results for other jurisdictions. Prince Edward
Island stands out as significantly higher than most other jurisdictions on this
measure, while Ontario and Alberta are significantly lower than most others.
National Apprenticeship Survey 2007
Profile of Participants 63
85
84
82
79
78
74
73
71
65
57
56
74
0 20 40 60 80 100
British Columbia
Alberta
Ontario
Saskatchewan
Manitoba
Nova Scotia
Prince Edward Island
Territories
New Brunswick
Quebec
Newfoundland and Labrador
Canada
Percent
Worked Last Week(Continuers)
40
50
45
46
42
53
51
50
44
61
68
50
0 20 40 60 80 100
Percent
More than One Employer During Apprenticeship
6
10
4
14
13
13
12
17
9
7
23
8
0 10 20 30 40 50
Percent
Worked Outside the Province of
Registration
Comparisons with the national average are also not meaningful here because
of the influence of the Quebec results on the average.
Chart 6.13
On-the-Job Supervision and Preparation for Certification by Jurisdiction
6.7 Labour Market Outcomes by Jurisdiction
Chart 6.14 shows the percentage of completers and discontinuers reporting that
that they were employed in the week before the survey interview. This shows a
general pattern of employment rates higher than the national average in the
western provinces and Ontario, and lower than the national average in
Newfoundland and Labrador. The Quebec results are not directly comparable to
those of other provinces because of the sampling differences.
National Apprenticeship Survey 2007
Profile of Participants 64
88
85
85
83
82
81
80
79
79
79
79
81
50 60 70 80 90 100
New Brunswick
Nova Scotia
Saskatchewan
Ontario
Territories
Alberta
British Columbia
Newfoundland and Labrador
Prince Edward Island
Manitoba
Quebec
Canada
Percent
Supervised at All Times
82
83
83
79
84
79
81
83
87
82
64
77
50 60 70 80 90 100
Percent
Sufficient Tasks to Prepare for Certification
Exam
National Apprenticeship Survey 2007
Profile of Participants 65
60 70 80 90 100
British Columbia
Alberta
Saskatchewan
Territories
Manitoba
Ontario
Prince Edward Island
Nova Scotia
New Brunswick
Newfoundland and Labrador
Quebec
Canada
Percent
Chart 6.14 Percent of Completers and Discontinuers Employed by Jurisdiction
Note: Results for Prince Edward Island discontinuers are suppressed because of small sample
size.
Chart 6.15 gives average hourly wages and annual incomes for completers and
discontinuers by jurisdiction. It shows that incomes in Alberta and the territories
are higher than the national average, while those in most other jurisdictions are
below the national average. (Again, Quebec is not comparable.) Differences in
hourly wages between completers and discontinuers are statistically significant,
favouring completers in most jurisdictions. However, most of the differences
between the two groups in annual incomes are not statistically significant.
93
93
93
93
92
91
90
86
85
79
72
88
90
89
86
85
85
82
80
81
73
70
82
National Apprenticeship Survey 2007
Profile of Participants 66
10 20 30 40
Territories
Alberta
Quebec
Newfoundland and Labrador
British Columbia
Saskatchewan
Ontario
Manitoba
Nova Scotia
New Brunswick
Prince Edward Island
Canada
Hourly wage ($0.00)
20 40 60 80
Annual income ($,000)
Chart 6.15 Average Hourly Wage and Annual Income of Completers and Discontinuers by Jurisdiction
6.8 Average Time to Completion by Jurisdiction
Chart 6.16 shows the average time to completion, by jurisdiction. In general,
training lasts significantly longer than the national average in Quebec,
Newfoundland and Labrador, and Nova Scotia. Respondents in the western
provinces (other than Saskatchewan) and Ontario take significantly less time to
complete their program than the Canada average. This is generally consistent
with the employment figures in the previous section. This point is important for
understanding the issue of completion rates and is the subject of further
investigation in other reports in this series.
34.09
32.07
28.32
27.87
27.50
26.98
25.47
23.92
23.12
22.30
21.36
27.79
22.30
29.48
23.11
24.21
24.69
25.11
22.15
21.42
20.95
20.60
21.06
25.17
68
73
54
58
59
58
54
51
49
48
47
59
47
66
43
54
52
54
46
44
45
45
49
53
Chart 6.16 Average Time to Completion by Jurisdiction
National Apprenticeship Survey 2007
Profile of Participants 67
7.37
6.52
5.92
5.36
5.34
5.02
4.57
4.43
4.36
4.02
5.04
0.0 2.0 4.0 6.0 8.0
Quebec
Nova Scotia
Newfoundland and Labrador
Prince Edward Island
New Brunswick
Saskatchewan
Ontario
Manitoba
Alberta
British Columbia
Territories
Canada
Time (years)
National Apprenticeship Survey 2007
Profile of Participants 68
7 Summary and Conclusions
This report is one of a series based on analysis of data from the 2007 National
Apprenticeship Survey (NAS). Its purpose is to extend the scope of an initial
national overview (Statistics Canada, 2008) and a parallel set of provincial
reports, by including more detail on the entry characteristics, apprenticeship
experiences, exit characteristics and labour market activities of the populations
included in the survey. In addition to giving a national overview of these
features, this report also presented comparative results by major trade group
(the top 10 trade groups)19 and by jurisdiction (provinces and territories).
7.1 Summary
It is difficult to give a concise summary of the large number of variables
examined in the report. Therefore, the approach taken here is to combine the
national results with those for trade groups and jurisdictions. This gives the
broad picture, as well as allowing explicit comparisons across trades and
jurisdictions that may help readers identify differences that might be relevant for
policy or practice in apprenticeship. The following tables summarize the main
findings based on entry, the apprenticeship experience, completion and labour
market outcome. The summaries are a mix of quantitative and qualitative
statements, and they do not include every specific comparison. Readers are
encouraged to examine the charts more closely for more detailed information.
19 The top 10 trade groups, in order of total numbers, are electrician, carpenter/cabinetmaker,
automotive services , plumber/pipefitter/steamfitter, hairstylist/esthetician, machinist, heavy equipment mechanic, welder, millwright, and food services . For summary purposes, the names of combined trades are abbreviated to carpenter, hairstylist and plumber.
National Apprenticeship Survey 2007
Profile of Participants 69
Table 7.1
Entry Characteristics
Factor National Result Trade differences Jurisdictional differences
1
Age of entry Widely distributed; median 24, mean 26
Carpenters/cabinet makers and electricians higher than average; machinists and automotive services lower than average
East generally higher than average; Ontario and Alberta lower than average
Education levels Most have at least high school education. Just over one-third have some post-secondary education
More carpenters and welders and fewer machinists and electricians have less than high school education. More electricians and fewer welders and automotive services have post-secondary education.
New Brunswick, Ontario and Saskatchewan also have significantly lower than average percentageswith less than high school education. The western provinces have fewer apprentices with some or complete post-secondary education.
Participation of women
About 10% of apprentices are women.
Women are concentrated mainly in hairstyling and food services
Higher than the national average in Manitoba, Saskatchewan, Ontario and Newfoundland and Labrador; lower in Nova Scotia andNew Brunswick. This is related to differences inthe mix of trades in the different jurisdictions.
Participation of Aboriginalpersons
Generally close to what is expected from Census figures.
More carpenters and fewer machinists than the national average
Generally lower than expected in jurisdictions with the highest Aboriginal populations, Manitoba, Saskatchewan and the Territories
Immigrants and visible minorities
Represented at about one-third the population expectation
More likely than average to be hairstylists, automotive services, food services and machinists; less likely to be carpenters/cabinet makersmillwrights, plumbers/ pipefittters/steamfitters
Slightly better represented in Manitoba and Saskatchewan than in other jurisdictions
Persons with disabilities
About 8% of apprentices.[Population data not available]
Slightly higher representation in hairstyling and food
National Apprenticeship Survey 2007
Profile of Participants 70
services
Personal influences on entry
About 20% have parents and 30% other relatives in the trade
Higher for carpenters/cabinet makers; lower for parents in hairstyling
Slightly higher in Prince Edward Island; slightly lower in British Columbia and Manitoba
Reasons for Registration
Interest in the trade is dominant. Hobby and expectation of better job or pay also prominent
Wide differences across trades; interest and hobby highest for hairstylists and automotive services;Expectation of better pay highest for other mechanical trades.
Interest lower in Nova Scotia, New Brunswick and Manitoba.Hobby higher in Territories, Newfoundland and Labrador and Ontario. Job or pay higher in Alberta, lower in Newfoundland and Labrador, Ontario andPrince Edward Island.
1 As noted earlier, results for Quebec should not be directly compared with those for other jurisdictions
because of differences in the mix of trades sampled in Quebec. Although Quebec results are presented throughout the report, they are not included in the summaries to avoid the risk of explicit comparison.
National Apprenticeship Survey 2007
Profile of Participants 71
Table 7.2
The Apprenticeship Experience
Factor National Trade differences Jurisdictional differences
Technical training
Time About one-third took technical training before, about half after registration
Wide variations for before entry , less variation for after.
Fairly wide variations before but no jurisdiction stands out.Manitoba lower than others for after.
Mode Mainly block release Wide variations in long block release; highest for welders lowest for hairstylists.
More than 7% long block release in most jurisdictions. Lower in Ontario. Self-paced highest in Ontario.
Institutions Mainly community colleges
More than 75% community colleges in six of the ten largest trades; lower for plumbers/pipefitters/ steamfitters, electricians, carpenters and hairstylists
Highest for community colleges in New Brunswick, lower than others in Saskatchewan, British Columbia and Newfoundland and Labrador. Private colleges highly variable but small in most jurisdictions
Quality High ratings of quality (close to 80% rating training “excellent or good) Few found technical training difficult
Higher than average ratings by welders, food services, plumbers, carpenters; lower by heavy equipment mechanics, electricians and machinists. Small differences in difficulty but higher than average for electricians
Highest in Territories and Alberta; lowest in Nova Scotia andNew Brunswick.
Main source of support
EI and employment income
Wide variations.Highest for welders, lowest for hairstylists.
On-the-job training
Worked in week prior to survey (continuers only)
74% overall Higher for automotive services and carpenters, lower for welders
Higher in West and Ontario; lower in East and territories
Multiple employers during apprenticeship
50% overall Higher for carpenters, electricians, plumbers; lower for machinists and millwrights
Higher in Newfoundland and Labrador; lower in Lower in British Columbia, Saskatchewan, Manitoba
National Apprenticeship Survey 2007
Profile of Participants 72
and New Brunswick
Worked outside province of registration
8% overall Highest for welders; lower for automotive services, hairstylists, machinists
Highest in Newfoundland and Labrador, lower in British Columbia andOntario.
Supervision 80% supervised at all times
Small variations Small variations
Sufficient preparation for certification exam
77% overall Highest for hairstylists, lower for machinists, carpenters, electricians
Small variations
Table 7.3
Completion and Certification
Factor National Result Trade differences
Jurisdictional differences
Time to completion
5.0 years average Varies with nominal length of apprenticeship.Proportionally highest for carpenters, electricians, plumbers
Significantly longer than average in Quebec, Newfoundland and Labrador and Nova Scotia. Significantly shorter than average in the western provinces.
Reasons for discontinuation
Widely varied but more job-related than personal
Not examined1
Not examined
Attempts at certification
About 40% made 2 or more attempts.
Not examined Not examined
Red Seal 87% in Red Seal trades. 83% of completers have Red Seal certification
Not examined Not examined
Obstacles to completion
Mainly job-related; insufficient income, lack of work, cost of tools
Not examined Not examined
Factors influencing probability of completion
More likely to complete if they :
are younger
have high school education or more
female
Not examined Note that private school technical training is a significant factor only for hairstylists.
Not examined
National Apprenticeship Survey 2007
Profile of Participants 73
are visible minority
are non-Aboriginal
are not disabled
took technical training before entry
received credit for prior technical training
had ore than one employer
didsufficient tasks to prepare for certification exam
worked outside the province of registration
Most differences are small
1Some factors were not examined by trade and jurisdiction because this would have required three-way
cross-tabulations which would have increased the complexity of interpretation.Others yielded no significant differences.
National Apprenticeship Survey 2007
Profile of Participants 74
Table 7.4
Labour Market Outcomes
Factor National result Trade differences
Jurisdictional differences
Employed last week
88% for completers, 82% for discontinuers
Higher for millwrights, heavy equipment mechanics, machinists and automotive services; lowest for carpenters.
Higher in West, lower in East.Newfoundland andsignificantly lower than any others
Average hourly wage
Approximately $28 for completers, $25 for discontinuers
Large differences; highest for welders, lower for food services and hairstylists
Highest in Territories andAlberta. Lower in East and Manitoba
Average annual income
Approximately $59,000 for both groups
Large differences; highest for welders, lower for food services and hairstylists
Highest in Territories and Alberta; lower in East and Manitoba
7.2 Conclusions
Underlying the many detailed results presented in this report are several
general threads. Some of these may help answer questions of interest to policy-
makers, while others raise further questions. A more qualitative summary of the
main findings is given below. Variations across trade groups and jurisdictions
are noted, but specific groups or jurisdictions are not identified. Interested
readers should consult the charts or the summary tables for this information.
Apprenticeship is a late-entry field for many individuals. This suggests
that apprenticeship is not the first training or work activity considered by
most of those who do eventually register. However, the results do not
reveal why this is so.
Most apprentices register after a period spent working or attending
school. In general, registration in apprenticeship does not seem to be a
response to unemployment.
Many of the groups generally considered somewhat disadvantaged in
the labour market (particularly women, immigrants, members of visible
minorities and persons with disabilities) are underrepresented in
apprenticeship. The notable exception is Aboriginal people, although the
picture for this group might look slightly different if age distributions were
considered.
Women tend to be concentrated in two trade groups,
hairstylist/esthetician and food services worker. Other groups examined
do not show such a strong concentration.
National Apprenticeship Survey 2007
Profile of Participants 75
Interest in the trade is the main reason for registration. However, there
are wide differences across trades and jurisdictions in the range of
reasons given.
A relatively high proportion of apprentices have had parents or other
relatives in the trades, suggesting an intergenerational aspect to trades
work. The results do not indicate whether the influence of this factor is
stronger for the trades than for other occupations.
Some apprentices take technical training before registration, and most
take it afterward. (A combination of the two approaches was not
examined.) There are wide variations across trade groups and
jurisdictions in the proportions using each of these routes.
Apprentices take technical training primarily through community colleges.
Specialized vocational, trade and apprenticeship schools account for a
somewhat smaller proportion, while private colleges account for only a
small proportion in all trade groups except hairstylist/esthetician. In that
trade, these institutions account for about half the training. There are
wide variations across trade groups and jurisdictions in the percentages
using community colleges and specialized institutions. Although the
overall role of private colleges is small, this also varies across
jurisdictions.
Most respondents rated their technical training as excellent or good, and
relatively few found the training difficult.
Employment Insurance (EI) and employment income are the largest
sources of financial support for technical training. However, the use of EI
varies widely across trades and jurisdictions.
Most long-term continuers had worked as apprentices in the week before
the survey. Again, this varies fairly widely across trade groups and
jurisdictions.
Only a small percentage of respondents had worked as apprentices
outside their province of registration, again with significant variations
across trade groups and jurisdictions.
Responses to the quality of the on-the-job component of training were
generally quite positive. Differences among trade groups on the question
of whether the training covered sufficient tasks to prepare apprentices for
the certification exam are greater than those among jurisdictions,
suggesting that difficulties in this area may be trade specific.
Most completers and discontinuers were employed at the time of the
survey. However, the survey was conducted at a time of high
employment, and the impact of the current recession on employment in
the trades cannot be determined from the study.
National Apprenticeship Survey 2007
Profile of Participants 76
Average hourly wages and annual incomes at the time of the survey
were relatively high (in the range of $28 per hour and $59,000 per year,
respectively).
On all indicators used, the labour market outcomes for completers are
better than those for discontinuers. The largest difference is for the
percentage working in their trade, with only 18% of discontinuers working
in their trade at the time of the survey, compared with 57% of completers.
Employment rates and incomes vary across jurisdictions, and more
strongly across trade groups.
Most respondents, in all trade groups and jurisdictions, are satisfied with
their incomes.
Time to completion is generally longer than the nominal duration of the
apprenticeship program. This fact seems to be more related to
employment than to other factors, with jurisdictional differences following
the pattern of employment rates.
Similarly, the main reasons for discontinuation and the barriers to
completion of apprenticeship seem to be job related. However, no single
reason stands out as dominant in a way that would suggest an
appropriate policy response designed to reduce the incidence of
discontinuation. Indeed, the labour market outcomes for discontinuers do
not differ strongly from those for completers.
The probability of completion is related to a large number of factors,
including age, gender, education level, disability and quality of on-the-job
training. Again, however, none of these factors seems to be decisive or
dominant.
Most of the respondents were in Red Seal trades, and most completers
held Red Seal endorsement.
National Apprenticeship Survey 2007
Profile of Participants 77
References
Menard, M., F. Menezes, C.K.Y. Chan and M. Walker.National Apprenticeship
Survey: Canada Overview Report. Ottawa: Statistics Canada, 2008,
catalogue number 81-598-X, no. 001.
Morissette, D. Registered Apprentices: The Cohort of 1993, a Decade Later—
Comparisons With the 1992 Cohort. Ottawa: Statistics Canada, 2008,
catalogue number 81-595-M, no. 063.
National Apprenticeship Survey 2007
Profile of Participants 78
Appendix A: Data Tables
Table A2.1
Age at Registration
Percent Standard error (SE)
<20 18 0.22 20–24 35 0.32 25–29 19 0.23 30–39 20 0.23 40–49 7 0.14
50+ 1 0.07
Total N 105,057
Table A2.2
Education Level at Registration
Percent SE
Less than high school 16 0.22 High school 47 0.47 Some post-secondary 15 0.21 Trade/vocational certificate or diploma (DEP in Quebec) 9 0.12 Completed college 11 0.16
Completed university 2 0.08
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 79
Table A2.3
Other Demographic Characteristics of Those Entering Apprenticeship
Percent: NAS
Percent: census SE
Female 10 n/a 0.16
Aboriginal 5 4 0.11
Visible minority 6 16 0.14
Non-Canadian by birth 7 20 0.15
Home language French 22 n/a 0.22
Home language other than English or French 3 11 0.10 Bilingual at home or work 4 n/a 0.11
Disabled 3 n/a 0.10
Total N 105,057
Table A2.4
Antecedents to Registration
Percent SE
Reasons for not entering earlier Had a job 44 0.44
Attending school 18 0.32 Did not know what to do 12 0.23 Could not get sponsor or no work available 5 0.17 No knowledge of trade or not interested 16 0.29
Total N 61,965
Aware of apprenticeship while in high school 59 0.59
Total N 105,057
Main activity in previous 12 months Work 68 0.68
Attending school 26 0.26 Unemployed 3 0.10
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 80
Table A2.5
Reasons for and Influences on Registration
Percent SE
Significant others in trade Parent in trade 21 0.49 Other relatives in trade 32 0.62 Friends in trade 37 0.72
Reasons for registration Interest in trade 51 1.00 Expected good/better pay 23 0.45 Expected steady job 16 0.45
Influences on registration High school or college program 14 0.38 High school work experience 10 0.35 Knowledge from previous job 28 0.55 Other persons 51 1.00 Hobby 25 0.50
Total N 105,057
Table A2.6
Previous Trade-Related Work Experience and Credit for Prior Experience
Percent SE
Already had job or knowledge in trade 11 0.16 Had previous trade-related work 25 0.25 Took technical training before registration 31 0.31 Credit for hours prior to registration 39 0.39 Credit for prior technical training 21 0.21
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 81
Table A3.1
Type of Technical Training and Institutional Setting
Percent SE
Before registering 30 .30
Technical training After registering 46 0.46
Type of technical training Block release, three weeks or more 63 0.38 Block release, less thanthree weeks 5 0.20
Day release 15 0.30
Self-paced 20 0.34
Distance education 5 0.19
Type of institution High school 6 0.21
Private institution 5 0.17 Trade, vocational or apprenticeship school 33 0.39
Community college or CÉGEP 64 0.38
Total N 48,843
Table A3.2
Sources of Support for Technical Training
Percent SE
EI/welfare 52 0.42
Employment income 42 0.42
Other 27 0.35
Personal savings 21 0.36
Total N 30,572
National Apprenticeship Survey 2007
Profile of Participants 82
Table A3.3
Perceptions of Quality of Technical Training
Percent SE
Equipment excellent or good 80 0.40
Learned things would not have learned on job 76 0.38
Technical training helped them do better job 76 0.38
Found training difficult 14 0.27
Total N 55,058
Table A3.4
Employment Experiences as Apprentices
Percent SE
Continuers Worked last week 74 0.59
Had job but did not work 10 0.35
Worked as apprentice last week 44 0.58
Total N 28,048
Number of employers during apprenticeship One
50 0.40
Two 21 0.25 Three or more 29 0.29
Total N 105,057
Reasons for change of employers Work not available 35 0.38
End of project 9 0.22 Looking for more experience/advancement 9 0.22 Seeking better working conditions 16 0.32 Seeking better employer/self-employment 10 0.25
Total N 52,448
National Apprenticeship Survey 2007
Profile of Participants 83
Table A3.5
Perceptions of Quality of On-the-Job Training
Percent SE
Supervised at all times during apprenticeship 81 0.81
Did sufficient tasks to prepare for certification exam 76 0.76
Found work as apprentice difficult 14 0.19
Total N 105,057
Table A3.6
Barriers Encountered During Apprenticeship
Percent SE
Insufficient income/delays in funding 35 0.35 Inconsistent work/lack of work 25 0.25 Fees/cost of toolsnot tax deductible 23 0.23 Apprenticeship administration 18 0.22 Employers not following rules 18 0.22 Working conditions 15 0.22 Harassment/discrimination 10 0.19 Lack of/inadequate supervision 7 0.15
Total N 105,057
Table A3.7
Work and Registration Outside of Home Province
Percent SE
Worked outside province of registration 8 0.17 Registered in more than one province 3 0.10
Total N 93,192
Of those who did Received credit 71 0.99
Total N 7,402
Was able to transfer credit 76 1.52
Total N 3,245
National Apprenticeship Survey 2007
Profile of Participants 84
Table A4.1
Apprenticeship Status at Time of Survey
Percent SE
All Long-term continuer (LTC) 27 0.27 Completer 56 0.56 Discontinuer 17 0.22
0.00
Within these sub-groups LTC with minimum requirements 60 0.60 Completer with certification 89 0.36 Discontinuer without certification 75 0.60
Total N 105,057
Table A4.2
Average Time in Program by Apprenticeship Status
Mean (years) SE
Completers 5.0 0.1 Discontinuers 3.2 0.1
Long-term continuers 9.0 0.1
Table A4.3
Main Reasons for Discontinuation
Percent SE
Not enough work/insufficient income 16 0.53 Better job offer 10 0.44 Completed program/already certified 9 0.39 Disliked work/conditions 8 0.43 Lost interest in trade 8 0.43 Illness/disability 7 0.38 Other 44 0.74
Total N 17,355
National Apprenticeship Survey 2007
Profile of Participants 85
Table A4.4
Probability of Completion, by Age at Registration
Percent SE
< 20 76 0.5 20–24 81 0.5 25–29 80 0.5 30–39 75 0.5 40+ 69 1.0
Total N 76,816
Table A4.5
Probability of Completion, by Education Level
Percent SE
Less than high school 70 0.99 Completed high school 79 0.39 More than high school 78 0.54 Completed college/university 78 0.55
Total N 76,816
Table A4.6
Probability of Completion, by Demographic Factors
Percent SE
Female 80 0.88 Male 77 0.31
Aboriginal 71 1.14 Non-Aboriginal 77 0.31
Visible minority 80 1.12 Non-visible minority 77 0.31
Home language English or French 77 0.31 Home language other than English or French 80 1.44
Disabled 70 1.12 Non-disabled 78 0.31
Total N 76,816
National Apprenticeship Survey 2007
Profile of Participants 86
Table A4.7
Probability of Completion, by Other Entry Characteristics
Percent SE
Reasons for registration Interest in trade 79 0.5 Expect good pay 80 0.7 Expect steady job 79 0.8 Has job in trade 77 1.1 Others 75 1.1
Difficulties Had difficulty finding employer 78 0.8 Other problems in entry 73 1.1
Influences on registration High school or college program 80 0.8
Previous job experience 77 0.7
Hobby 79 0.7
Previous experience Had worked at trade previously 77 0.7 Received credit for prior technical training or work 84 0.7 Took technical training before registration 82 0.6
Total N 76,816
Table A4.8
Probability of Completion, by Technical Training
Percent SE
Type of technical training Took technical training after registering 85 0.34 Technical training by long blocks 85 0.34 Technical training self-paced 85 0.68 Technical training day release 89 0.71
Technical training institution Private college 90 1.35
Trade, vocational or apprenticeship school 81 .65 Community college 85 .34 Other 80 1.20
Technical training difficult Agree 80 0.88 Disagree 85 0.42
Total N 76,816
National Apprenticeship Survey 2007
Profile of Participants 87
Table A4.9
Probability of Completion, by On-the-Job Training
Percent SE
Number of employers during apprenticeship One 74 0.44
Two 79 0.63 Three or more 84 0.59
Did sufficient tasks to prepare for certification exam Yes 79 0.40
No 71 0.57
Found work as apprentice difficult Agree 76 0.69 Disagree 78 0.39
Worked outside province Yes 83 1.32
No 77 0.39
Total N 76,816
Table A4.10
Attempts at Certification Exam: Those Without Certification
Percent SE
Number of attempts
Attempted certification exam 32 0.49 One 57.9 1.04 Two 28 0.77 Three or more 14 0.61
Total N 33,185
Those unsuccessful Received feedback after attempts 41 0.98 Planning to write (again) 46 0.51
Total N 10,468
Reasons for not planning to write again No longer working/not interested 51 0.71
Other 24 0.61 Already passed 13 0.45 Certification not required to work in trade 10 0.45 Feel unprepared 9 0.41
Total N 17,235
National Apprenticeship Survey 2007
Profile of Participants 88
Table A4.11
Interprovincial (IP) Red Seal Exam
Percent SE
Trade isRed Seal trade 87 0.87 Have IP (Red Seal) certification 83 0.83
Total N 51,062 IP and certification exams are same 49 0.44
Total N 43,240 Wrote IP exam more than once, if separate 8 0.41
16,988
Those unsuccessful Received feedback 43 1.25 Planning to write again 46 1.19
Total N 6,078 Reasons for not planning to write again Do not intend to leave province 49 2.57
No longer working/not interested 10 1.12 Certification not required to work in trade 13 1.77 Other 29 2.24
Total N 3,691
National Apprenticeship Survey 2007
Profile of Participants 89
Table A4.12
Labour Market Activity of Completers and Discontinuers at Time of Survey
Percent SE
Activities last week Worked 83 0.83 Had permanent job 71 0.71 Had job but did not work 7 0.18 Self-employed 12 0.21 On temporary layoff 3 0.11 Had job to start later 2 0.09
Job satisfaction With money made 87 0.87 With working conditions 93 0.93
Hours per week usually worked 30 or fewer
3.1 0.13
31–40 75.3 0.45 More than 40 21.5 0.28
Total N 76,816
Table A4.13
Average Hourly Wage and Annual Income
for Completers and Discontinuers
Mean: completers
Mean: discontinuers SE:completers SE:discontinuers
Hourly wages ($0.00) 27.79 25.17 0.1 0.23 Annual income ($000s) 59.23 51.79 0.25 0.49
Total N 76,816
National Apprenticeship Survey 2007
Profile of Participants 90
Table A5.1
Top 10 Trade Groups
Percent SE
Electrician 16 0.23 Carpenter/cabinetmaker 13 0.18 Automotive services technician 13 0.18 Plumber/pipefitter/steamfitter 10 0.17 Hairstylist/esthetician 7 0.13 Machinist 5 0.12 Sheet metal worker 5 0.11 Welder 4 0.12 Millwright 4 0.12
Food services worker 4 0.11 Other 20 0.24
Total N 105,057
Table A5.2
Average Age at Registration by Trade Group
Average age SE
All trade groups 26.2 0.0
Machinist 24.7 0.2 Automotive services technician 25.1 0.1 Plumber/pipefitter/steamfitter 25.8 0.2 Hairstylist/esthetician 25.8 0.2 Heavy equipment mechanic 25.8 0.2 Welder 25.9 0.2 Food services worker 26.1 0.2 Millwright 26.6 0.2 Carpenter/cabinetmaker 26.7 0.1 Electrician 27.1 0.1
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 91
Table A5.3
Education Levels by Trade Group
Less than high
school High
school
Some or completed
post- secondary
SE: less than high
school SE: high
school SE: post-
secondary
Automotive services technician 14 60 26 0.62 1.02 0.76
Welder 20 54 25 1.07 1.14 1.28
Heavy equipment mechanic 14 52 34 0.86 1.25 1.18 Machinist 7 52 41 0.71 1.35 1.19
Plumber/pipefitter/steamfitter 15 51 33 0.67 1.08 0.90
Hairstylist/esthetician 12 51 37 0.74 1.22 1.12 Food services worker 13 48 39 0.96 1.39 1.46
Millwright 11 45 44 0.86 1.45 1.40
Carpenter/cabinetmaker 22 44 33 0.67 0.89 0.74 Electrician 8 41 51 0.46 0.70 0.66
All trade groups 14 49 37 0.19 0.39 0.33
Total N 105,057
Table A5.4
Relatives in Trade by Trade Group
Percent:parent
Percent: other
relative SE:parent SE: other
relative
Carpenter/cabinetmaker 33 48 0.79 1.55 Heavy equipment mechanic 25 33 1.02 2.00 Plumber/pipefitter/steamfitter 22 32 0.82 1.61 Welder 20 34 1.12 2.19 Electrician 20 31 0.59 1.15 Automotive services technician 19 30 0.70 1.38 Millwright 18 24 1.02 2.01
Machinist 16 29 0.93 1.83 Food services worker 13 22 0.96 1.88 Hairstylist/esthetician 10 27 0.65 1.28
All trade groups 21 32 0.25 0.49
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 92
Table A5.5
Selected Reasons for Registering as an Apprentice by Trade Group
Interest in
trade
Trade as
hobby
Expected
better
job/pay SE:interest
SE:
hobby
SE:
job
Hairstylist/esthetician 68 43 5 0.95 1.13 0.52
Automotive services
technician 66 63 13 0.79 0.75 0.57
Food services worker 58 41 11 1.52 1.53 0.96
Carpenter/cabinetmaker 55 29 21 0.83 0.70 0.64
Heavy equipment mechanic 53 40 25 1.27 1.15 1.02
Electrician 52 16 24 0.78 0.51 0.60
Machinist 49 15 27 1.28 0.96 1.10
Millwright 47 25 26 1.36 1.26 1.31
Welder 46 22 36 1.34 1.15 1.36
Plumber/pipefitter/steamfitter 37 5 33 1.00 0.43 0.89
All trade groups 51 25 23 0.41 0.25 0.23
Total N 105,057
Table A5.6
Time of Technical Training by Trade Group
Before entry After entry
SE: before
SE after
Hairstylist/esthetician 49 42 1.17 1.08 Machinist 46 55 1.33 1.43 Electrician 39 48 0.66 0.63 Automotive services technician
36 57 0.87 1.03
Food services worker 34 43 1.30 1.38 Heavy equipment mechanic 32 55 1.14 1.31 Millwright 29 57 1.17 1.47 Welder 27 51 1.10 1.33
Carpenter/cabinetmaker 23 37 0.67 0.77 Plumber/pipefitter/steamfitter 21 50 0.80 1.06
All trade groups 31 46 0.31 0.37
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 93
Table A5.7
Type of Technical Training by Trade Group
Long-block
release Self-
paced SE: long
block SE:
self-paced
Welder 88 4 1.14 0.79 Heavy equipment mechanic 72 9 1.45 0.91 Plumber/pipefitter/steamfitter 72 19 1.29 1.08 Electrician 71 19 0.99 0.80 Food services worker 66 9 2.13 1.33 Automotive services technician
64 15 1.03 0.79
Carpenter/cabinetmaker 60 29 1.08 1.17 Millwright 59 14 2.02 1.35 Machinist 47 27 1.60 1.63 Hairstylist/esthetician 31 28 1.60 1.52
All trade groups 63 20 0.38 0.34
Total N 48,843
Table A5.8
Type of Technical Training Institution by Trade Group
Percent: community
college
Percent: trade
school
Percent: private college
SE: community
college
SE: trade
school
SE:private
college
Machinist 85.63 9.91 0.00 1.1 1.00 0.0 Food services worker 81.61 11.45 4.04 1.2 1.42 0.8 Automotive services technician
78.89 14.07 2.39 1.1 0.76 0.4
Welder 78.28 16.94 1.88 1.8 1.44 0.5 Heavy equipment mechanic
77.76 15.18 1.54 1.6 1.15 0.4
Millwright 77.13 16.81 1.57 1.8 1.43 0.4 Plumber/pipefitter/ steamfitter
56.31 33.05 0.86 1.4 1.26 0.2
Electrician 56.18 32.32 1.51 1.0 0.90 0.2 Carpenter/cabinetmaker
34.96 43.23 0.71 1.0 1.12 0.2
Hairstylist/esthetician 17.56 19.76 47.39 1.3 1.32 1.6
All trade groups 55.89 28.66 4.03 0.4 0.37 0.2
Total N 48,843
National Apprenticeship Survey 2007
Profile of Participants 94
Table A5.9
Quality of Technical Training by Trade Group
Ratingexcellent or
good
Found training difficult
SE: rating
SE: difficulty
Welder 90.53 11.57 2.18 1.16 Food services worker 86.32 8.72 3.19 1.10 Plumber/pipefitter/steamfitter 83.56 7.63 2.32 0.95 Carpenter/cabinetmaker 81.22 11.51 1.65 0.71 Automotive services technician 80.30 12.79 1.63 0.79 Hairstylist/esthetician 78.87 10.57 2.33 1.07
Millwright 77.65 12.20 2.73 1.22 Heavy equipment mechanic 75.06 11.33 2.50 1.14 Electrician 74.48 21.40 1.65 0.79 Machinist 65.97 13.80 2.93 0.88
All trade groups 78.89 13.57 0.73 0.27
Total N 48,843
Table A5.10
EI Payments as Main Support for Technical Training by Trade Group
Percent SE
Welder 69.0 1.8 Plumber/pipefitter/steamfitter 59.1 1.4 Automotive services 56.2 1.2 Heavy equipment mechanic 55.4 1.6 Electrician 48.8 0.9 Carpenter/cabinetmaker 42.6 1.1 Food services 41.5 2.2 Millwright 35.2 1.8 Machinist 30.1 1.7 Hairstylist/esthetician 10.1 1.0
All trade groups 45.7 0.4
Total N 55,272
National Apprenticeship Survey 2007
Profile of Participants 95
Table A5.11
On-the-Job Work Experience by Trade Group
Worked last week
(contin-uers)
More than one
employer
Worked outside
province SE: last
week SE:
employer SE:
outside
Heavy equipment mechanic 88 43 6.4 1.58 1.3 0.6 Millwright Automotive
86 31 11.1 1.64 1.2 0.9
services 86 50 1.7 0.95 0.9 0.2 Machinist 84 36 3.3 1.51 1.4 0.5 Food service 80 49 6.9 1.45 1.4 0.7 Electrician 77 56 9.5 1.39 0.7 0.4 Plumber/pipefitter/ steamfitter 75 59 10.0 1.95 1.1 0.6 Welder 73 54 14.0 3.01 1.4 1.0 Hairstylist/ esthetician 70 43 1.5 2.38 1.1 0.3 Carpenter/ cabinetmaker 61 59 8.3 1.09 0.9 0.5
All trade groups 74 50 7.6 0.51 0.4 0.2 Total N 28,048 105,057 100,910
National Apprenticeship Survey 2007
Profile of Participants 96
Table A5.12
On-the-Job Supervision and Preparation for Certification by Trade Group
Percent: supervised at all times
Percent:did sufficient
tasks SE:
supervision SE:
tasks
Hairstylist/esthetician 89 86 0.71 0.69 Welder 88 81 0.79 0.73 Automotive services 87 82 0.52 0.49 Machinist 86 73 0.77 1.18 Heavy equipment mechanic 82 80 0.65 0.64 Carpenter/cabinetmaker 82 68 0.49 0.68
Millwright 81 77 0.89 1.39 Food services 79 78 1.42 1.40 Plumber/pipefitter/steamfitter 78 82 1.09 0.57 Electrician 77 71 0.62 0.71
All trade groups 81 77 0.32 0.46
Total N 105,057
Table A5.13
Percent of Completers and Discontinuers Employed by Trade Group
Mean:completers Mean:discontinuers SE:
completers SE:discontinuers
Welder 84 84 3.71 15.75
Plumber/pipefitter/steamfitter 68 61 1.73 5.08
Millwright 68 61 1.29 3.35
Electrician 66 55 0.87 2.47
Heavy equipment mechanic 67 62 1.85 7.75
Carpenter/cabinetmaker 57 48 1.20 2.33
Machinist 59 48 1.50 4.23
Automotive services 52 47 0.99 2.08
Food services 37 34 1.57 3.50
Hairstylist/esthetician 28 28 0.95 3.35
All trades 59 53 0.46 1.29
Total N 52,127 17,497
National Apprenticeship Survey 2007
Profile of Participants 97
Completers Discontinuers
Table A5.14
Average Hourly Wage and Annual Income of Completers and
Discontinuers by Trade Group
Hourly ($0.00)
Annual ($000s)
SE: hourly
SE: annual
Hourly ($0.00)
Annual ($000s)
SE: hourly
SE: annual
Welder 36.68 84 1.51 3.71 34.13 84 4.54 15.75
Plumber/pipefitter/ steamfitter 31.72 68 0.61 1.73 27.33 61 1.69 5.08
Millwright 31.29 68 0.51 1.29 28.24 61 1.28 3.35
Electrician 30.97 66 0.35 0.87 26.53 55 1.05 2.47
Heavy equipment mechanic 29.08 67 0.64 1.85 27.63 62 2.80 7.75 Carpenter/ cabinetmaker 27.74 57 0.47 1.20 24.00 48 1.21 2.33
Machinist 26.21 59 0.56 1.50 22.19 48 1.58 4.23
Automotive services 23.37 52 0.41 0.99 21.53 47 1.04 2.08
Food services 17.74 37 0.63 1.57 17.13 34 1.18 3.50
Hairstylist/esthetician 15.10 28 0.46 0.95 16.90 28 1.93 3.35
All trades 27.79 59 0.18 0.46 25.17 53 0.46 1.29
Total N 52,127 17,497
Table A5.15
Average Time to Completion by Trade Group
Average (years) SE
Carpenter/cabinetmaker 7.9 0.22 Electrician 6.8 0.14 Plumber/pipefitter/steamfitter 6.1 0.18 Automotive services 5.5 0.13 Millwright 5.1 0.14 Heavy equipment mechanic 4.9 0.14 Machinist 5.1 0.19 Welder 4.4 0.18 Food services 4.4 0.21 Hairstylist/esthetician 2.8 0.14
All trade groups 5.0
Total N 58,499
National Apprenticeship Survey 2007
Profile of Participants 98
Table A6.1
Average Age at Registration by Jurisdiction
Percent SE
Prince Edward Island 38.2 0.4 New Brunswick 27.9 0.1 Quebec 27.7 0.1 Nova Scotia 27.0 0.1 Manitoba 26.4 0.1 British Columbia 26.3 0.2 Saskatchewan 25.9 0.2 Newfoundland and Labrador 25.9 0.2 Alberta 25.5 0.1
Ontario 25.5 0.1 Territories 25.2 1.2
Canada 26.2 0.0
Total N 105,057
Table A6.2
Education Level by Jurisdiction
Less than high
school High
school
Some or completed
post-secondary
SE: less than high
school
SE: high
school SE: post-
secondary
Saskatchewan 12 58 30 0.94 1.57 1.36
New Brunswick* 5 57 38 0.92 1.93 1.71
Manitoba 15 56 30 1.13 1.50 1.45 Newfoundland and Labrador 14 54 33 1.17 1.82 1.60
Alberta 16 54 31 0.43 0.59 0.55
British Columbia 16 53 31 0.64 0.91 0.72
Ontario 11 50 39 0.35 0.55 0.55
Prince Edward Island* 13 48 39 4.11 5.73 5.53
Nova Scotia 13 45 43 1.23 1.93 1.83
Quebec 24 27 48 0.56 0.55 0.63
Territories 30 40 30 4.14 4.36 4.14
Canada 16 47 38 0.22 0.37 0.34
Total N 105,057
* Use with caution because of small sample size
National Apprenticeship Survey 2007
Profile of Participants 99
Table A6.3
Percentage of Women by Jurisdiction
Percent SE
Manitoba 21 0.7 Saskatchewan 17 0.6 Ontario 15 0.4 Newfoundland and Labrador 13 0.7 Alberta 11 0.4 Territories 10 1.6 British Columbia 9 0.5 Prince Edward Island 8 1.1 Nova Scotia 5 0.3 New Brunswick 3 0.2
Quebec 2 0.1
Canada 10 0.2
Total N 105,057
Table A6.4
Aboriginal Apprenticeship and Census Populations by Jurisdiction
Percent SE Census
Territories 35.1 2.8 52.8 Manitoba 12.8 0.6 15.4 Saskatchewan 11.4 0.5 14.9 Newfoundland and Labrador 6.5 0.5 4.7 Alberta 5.5 0.3 5.8 British Columbia 5.0 0.4 4.8 Ontario 3.4 0.2 2.0 Nova Scotia 3.1 0.2 2.7 New Brunswick 2.2 0.2 2.5 Quebec 1.8 0.2 1.5
Canada 4.5 0.1 4.0 Prince Edward Island x 1.3
Total N 105,057x Suppressed to meet the confidentiality requirements of the Statistics Act.
National Apprenticeship Survey 2007
Profile of Participants 100
Table A6.5
Visible Minority Apprenticeship and Census Populations by Jurisdiction
Percent SE Census
British Columbia 9.6 0.5 24.8 Ontario 8.1 0.3 22.8 Alberta 6.1 0.3 13.9 Manitoba 6.0 0.5 9.6 Saskatchewan 2.1 0.3 3.6 Nova Scotia 1.3 0.1 4.2 Quebec 1.3 0.1 8.8 New Brunswick 0.6 0.1 1.9
Canada 5.4 0.1 16.2
Newfoundland and Labrador x
1.1 Prince Edward Island x 1.4 Territories x 3.9
Total N 105,057 x Suppressed to meet the confidentiality requirements of the Statistics Act.
Table A6.6
Parents and Other Relatives in Trade by Jurisdiction
Percent: parent
Percent: other
SE: parent
SE: other
Prince Edward Island 27 38 1.76 1.96 Quebec 26 39 0.57 0.51 New Brunswick 25 31 0.59 0.69 Nova Scotia 22 32 0.48 0.52 British Columbia 21 25 0.67 0.73 Newfoundland and Labrador 20 31 0.98 1.11 Ontario 19 31 0.48 0.49 Territories 19 30 2.33 3.01 Alberta 19 31 0.54 0.58 Manitoba 18 27 0.67 0.80 Saskatchewan 16 30 0.61 0.87
Canada 21 32 0.25 0.32
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 101
Table A6.7
Reasons for Registering in Trade by Jurisdiction
Percent: interest
Percent: hobby
Percent:job/pay
SE: interest
SE: hobby
SE: job/pay
Territories 59 35 23 3.56 2.80 2.37 Newfoundland and Labrador 55 32 17 1.21 1.09 0.82 Ontario 53 31 19 0.58 0.50 0.48 Quebec 53 15 24 0.68 0.40 0.55 Saskatchewan 52 26 24 0.68 0.75 0.70 Alberta 49 26 27 0.69 0.65 0.67 British Columbia 49 26 24 0.92 0.77 0.77 Prince Edward Island 47 28 14 1.42 1.83 1.57 Manitoba 46 31 21 0.87 0.87 0.72 Nova Scotia 42 25 21 0.55 0.47 0.46 New Brunswick 41 21 21 0.73 0.53 0.55
Canada 51 25 23 0.41 0.25 0.23
Total N 105,057
Table A6.8
Time of Technical Training by Jurisdiction
Percent: before
Percent: after SE: before SE: after
Nova Scotia 38 57 0.56 0.46 Manitoba 37 41 1.00 0.79 Ontario 36 55 0.58 0.61 Quebec 35 27 0.60 0.46 Prince Edward Island 35 53 1.81 1.59 New Brunswick 30 54 0.66 0.80 Territories 28 55 2.86 3.30 Saskatchewan 28 52 0.80 0.67 British Columbia 25 52 0.71 0.99 Alberta 24 50 0.59 0.69 Newfoundland and Labrador 22 46 0.97 1.24
Canada 31 46 0.31 0.40
Total N 48,843
National Apprenticeship Survey 2007
Profile of Participants 102
Table A6.9
Type of Technical Training by Jurisdiction
Percent: long block
Percent: self-paced
SE: long block
SE: self-paced
Territories 86 x 2.31 0.00 New Brunswick 82 7 0.57 0.49 Alberta 81 7 0.49 0.47 Prince Edward Island 80 8 2.95 1.67 British Columbia 79 9 1.19 0.69 Saskatchewan 78 7 1.17 0.57 Nova Scotia 72 15 0.72 0.56
Newfoundland and Labrador 67 13 1.55 1.15 Manitoba 63 14 1.20 0.92 Ontario 51 22 0.82 0.63 Quebec 28 58 0.97 1.22
Canada 63 20 0.38 0.34
Total N 48,843 x Suppressed to meet the confidentiality requirements of the Statistics Act.
Table A6.10
Technical Training Institution by Jurisdiction
Percent: community college
Percent: trade school
Percent:private college
SE:community college
SE:trade
school
SE:private
college
New Brunswick 90 4 1 0.63 0.37 0.19 Nova Scotia 79 12 1 0.79 0.52 0.13 Manitoba 75 9 7 1.34 0.93 0.73 Ontario 74 12 6 0.81 0.49 0.35 Territories 74 24 x 3.97 3.50 0.00 Alberta 73 18 4 0.95 0.74 0.35 Prince Edward Island 72 14 x 2.68 1.92 0.00 Saskatchewan 65 24 8 0.97 0.99 0.65 British Columbia 62 26 3 0.98 1.08 0.44 Newfoundland and Labrador 57 25 11 1.83 1.47 0.91 Quebec 4 70 1 0.33 0.70 0.18
Canada 56 29 4 0.45 0.37 0.16
Total N 48,84
3
National Apprenticeship Survey 2007
Profile of Participants 103
Table A6.11
Quality of Technical Training by Jurisdiction
Percent: rating
excellent or good
Percent: found
training difficult
SE: rating
SE: difficulty
Territories 88 14 2.09 4.31 Alberta 82 14 0.41 0.62 Saskatchewan 81 13 1.07 1.33 British Columbia 80 13 0.56 0.81 Newfoundland and Labrador 79 11 1.28 1.64 Ontario 78 14 0.36 0.47
Quebec 78 13 0.41 0.57 Manitoba 77 16 1.48 0.73 Prince Edward Island 74 10 4.64 5.35 Nova Scotia 72 13 1.53 1.64 New Brunswick 71 16 1.53 1.96
Canada 79 14 0.20 0.27
Total N 48,843
Table A6.12
On-the-Job Work Experience by Jurisdiction
Worked last week
(continuers)
More than one employe
r
Worked outside
province
SE: last
week
SE:employers
SE: outsid
e
British Columbia 85 40 6 1.02 0.91 0.41 Alberta 84 50 10 1.01 0.70 0.38 Ontario 82 45 4 0.57 0.49 0.21 Saskatchewan 79 46 14 1.89 0.59 0.58 Manitoba 78 42 13 2.03 0.79 0.62 Nova Scotia 74 53 13 1.04 0.70 0.39 Prince Edward Island 73 51 12 4.91 2.47 1.33
Territories 71 50 17 4.68 3.02 2.72 New Brunswick 65 44 9 1.42 0.66 0.43 Quebec 57 61 7 1.19 0.49 0.33 Newfoundland and Labrador 56 68 23 1.69 1.15 0.98
Canada 74 50 8 0.51 0.40 0.15
Total N 28,048 105,05
7 100,91
0
National Apprenticeship Survey 2007
Profile of Participants 104
Table A6.13
On-the-Job Supervision and Preparation for Certification by Jurisdiction
Percent: supervised at all times
Percent:did sufficient
tasks SE:
supervision SE: tasks
New Brunswick 88 82 0.44 0.41 Nova Scotia 85 83 0.34 0.33 Saskatchewan 85 83 0.51 0.50 Ontario 83 79 0.33 0.32 Territories 82 84 1.80 1.84 Alberta 81 79 0.40 0.40
British Columbia 80 81 0.96 0.56 Newfoundland and Labrador 79 83 1.19 0.66 Prince Edward Island 79 87 1.19 1.31 Manitoba 79 82 0.55 0.57 Quebec 79 64 0.31 0.51
Canada 81 77 0.32 0.46
Total N 105,057
Table A6.14
Percent of Completers and Discontinuers Employed by Jurisdiction
Percent employed:complete
rs
Percent employed:discontinu
ers SE:
completers
SE: discontinuer
s
British Columbia 93 90 0.75 1.17
Alberta 93 89 0.47 0.71
Saskatchewan 93 86 1.12 2.06
Territories 93 85 3.81 4.92
Manitoba 92 85 1.20 2.05
Ontario 91 82 0.36 0.91
Prince Edward Island 90 0.00 0.00
Nova Scotia 86 80 1.29 2.73
New Brunswick 85 81 1.28 2.11
Newfoundland and Labrador 79 73 1.42 4.24
Quebec 72 70 0.72 0.98
Canada 88 82 .35 .33
Total N 52,127 17,497
National Apprenticeship Survey 2007
Profile of Participants 105
Completers Discontinuers
TableA6.15
Average Hourly Wage and Annual Income
for Completers and Discontinuers by Jurisdiction
Hourly ($0.00)
Annual ($000s)
SE: hourly
SE: annual
Hourly ($0.00)
Annual ($000s)
SE: hourly
SE: annual
Territories 34.09 68 1.19 1.92 22.30 47 1.26 0.03
Alberta 32.07 73 0.29 0.75 29.48 66 0.73 0.02
Quebec 28.32 54 0.16 0.39 23.11 43 0.40 0.01
Newfoundland and Labrador 27.87 58 0.52 1.00 24.21 54 2.11 0.07
British Columbia 27.50 59 0.28 0.74 24.69 52 0.54 0.01
Saskatchewan 26.98 58 0.37 0.91 25.11 54 0.50 0.01
Ontario 25.47 54 0.17 0.40 22.15 46 0.50 0.01
Manitoba 23.92 51 0.22 0.57 21.42 44 0.36 0.01
Nova Scotia 23.12 49 0.19 0.45 20.95 45 0.41 0.01
New Brunswick 22.30 48 0.16 0.42 20.60 45 0.49 0.01
Prince Edward Island 21.36 47 0.43 1.40 21.06 49 1.38 0.06
Canada 27.79 59 0.09 0.23 25.17 53 0.24 0.01
Total N 52,127 17,497
Table A6.16
Average Time to Completion by Jurisdiction
Mean (years) SE
Quebec 8.87 0.28
Newfoundland and Labrador 7.11 0.21 Nova Scotia 6.92 0.19 Prince Edward Island 5.84 0.55 Ontario 5.46 0.14
New Brunswick 5.28 0.17
Saskatchewan 5.02 0.18
Territories 4.98 0.54
Manitoba 4.54 0.17 Alberta 4.27 0.14 British Columbia 3.96 0.15
Canada 5.63 0.05
Total N 105,057
National Apprenticeship Survey 2007
Profile of Participants 106
Appendix B: NAS methodology
The 2007 National Apprenticeship Survey (NAS) is a cross-sectional survey
designed to collect data directly from Canadian apprentices. These apprentices
were contacted by Statistics Canada between January and May 2007 and
responded to a voluntary telephone survey. It should be noted that the sample
represents three specific types of apprentices and not the entire apprentice
population. The survey results provide a cross-section—a snapshot of all the
groups at one point in time.
Target population
For the 2007 NAS, a selected person was considered in scope for the survey if
he or she had engaged in some apprenticeship activities between 2000 and
2004. The 2007 NAS targeted registered apprentices in the 10 provinces and
the three territories based on their apprenticeship status. Thus, the results are
not representative of all apprentices. The survey targeted the following three
groups of apprentices.
Completers: They were identified as such by the 12 jurisdictions20. The term
refers to people who completed their apprenticeship program in 2002, 2003 or
2004 and who were not registered in any apprenticeship training as of
December 31, 2004.
Discontinuers: They were identified as such by the 12 jurisdictions.The term
refers to those who stopped their apprenticeship in 2002, 2003 or 2004 and
who were not registered in any apprenticeship training as of December
31, 2004.
Long-term continuers: They were active apprentices as of December 31,
2004, who registered as apprentices before 2000 and who had been registered
in the same trade’s apprenticeship program for over one and a half times the
prescribed duration, as of 2004. Approximately 19% of the 2004 continuers
were long-term continuers.
Excluded from the target population were apprentices who were registered in
any apprenticeship training as of December 31, 2004, and who were within the
normal bounds of the prescribed duration for their training. This group
represented 81% of all continuers as of 2004.
20 Nunavut data were unavailable for the survey
National Apprenticeship Survey 2007
Profile of Participants 107
The target population was first determined at the creation stage using the
definitions above. While collecting data, Statistics Canada asked the individuals
to confirm their apprenticeship activities as of 2000 and 2004. If their confirmed
apprenticeship status did not fall within one of the three target population
groups, they were considered out of scope for the survey.
Sample frame
The survey sampling frame was based on lists of registered apprentices
provided by the provincial and territorial jurisdictions for the targeted reference
years (2002, 2003 and 2004). These lists contained all the information needed
to stratify and select the sample, such as the apprentice’s status, registration
year, trade or training program, age, and gender. The lists also included contact
information, such as the apprentice’s address and phone number. Some
jurisdictions also provided a second source of contact information.
The sampling frame was assessed to evaluate its coverage, and the quality and
uniformity of the information for the 12 jurisdictions. It was necessary to link the
apprentices from the three reference years in order to classify each apprentice
in the right status group (long-term continuers, completers or discontinuers) and
to eliminate duplicates within and across jurisdictions.
Frame status
Number
National Apprenticeship Survey 2007
Profile of Participants 108
Table B3.1
Number of apprentices on frame, by jurisdiction and frame status
Jurisdiction Long-term continuers Completers Discontinuers Total
Newfoundland and Labrador 2,430 545 2,255 5,230
Prince Edward Island 5 315 45 370
Nova Scotia 730 1,245 1,110 3,085
New Brunswick 365 1,300 1,295 2,960
Quebec 12,030 7,740 12,085 31,850
Ontario 19,650 14,410 13,740 47,795
Manitoba 530 2,160 1,635 4,325
Saskatchewan 510 2,390 2,005 4,905
Alberta 1,800 14,240 13,005 29,045
British Columbia 310 6,815 8,190 15,315
Yukon 35 65 85 190
Northwest Territories 20 110 180 310
Canada 38,405 51,340 55,630 145,375
Note: Numbers have been rounded to the nearest five.
Table source: Statistics Canada,Canada Overview Report 2007, NationalApprenticeship
Survey, catalogue number 81-598-X, 2008.
Sample design
Statistics Canada used three variables to stratify the survey sample: jurisdiction,
apprentice status and main trade group. There were 12 jurisdictions, three
apprentice statuses and seven main trade groups. These variables produced a
total of 231 strata.
A national sample size of at least 30,000 respondents was necessary to provide
reliable estimates for each stratum. A minimum sample was allocated to each
stratum and the remaining sample was allocated proportionally to the number of
apprentices in each stratum. In several strata, a census of apprentices was
selected. This sampling method resulted in the selection of a census of
apprentices for small provinces and territories.
National Apprenticeship Survey 2007
Profile of Participants 109
Within each stratum, a random sample of apprentices was selected. The
sample was allocated in seven steps. First, the sample was allocated by final
status (expected status at time of collection), then by frame status. Third, a
minimum number of cases were allocated by stratum, then take-all strata were
determined. Fifth, the remaining cases were proportionally allocated. Finally,
adjustments for tracing and response rates were made, and augmentation for
cases with no useful contact information was done.
Table B3.2 shows the total number of cases, allocated by jurisdiction and frame
status, that Statistics Canada’s regional offices received and used to do the
survey. The targeted sample of 30,000 respondents was collected from this
sample, in order to reach the minimum precision for all domains of interest. The
goal was a coefficient of variation (CV) of 33.3% for an estimated proportion of
10% in as many strata as possible, and a CV of approximately 16.6% for an
estimated proportion of 25%.
Number
National Apprenticeship Survey 2007
Profile of Participants 110
Frame status
Table B3.2
Collection sample size, by jurisdiction and frame status
Jurisdiction
Long-term continuers
Completers Discontinuers Total
Newfoundland and Labrador
1,435 5451 1,965 3,945
Prince Edward Island 51 3151 451 370
Nova Scotia 7301 1,2451 1,1101 3,085
New Brunswick 3651 1,3001 1,2951 2,960
Quebec 2,855 3,180 4,820 10,850
Ontario 4,510 5,635 5620 15,760
Manitoba 5301 1,335 1,6351 3,500
Saskatchewan 5101 1,410 2,0051 3,925
Alberta 1,080 5,515 5,305 11,900
British Columbia 3101 3,035 3,770 7,110
Yukon 351 65 851 190
Northwest Territories 201 110 1801 310
Canada 12,375 23,700 27,830 63,905
1. Represents a take-all cell. Note: Numbers have been rounded to the nearest five. Table source: Statistics Canada, Canada Overview Report 2007, National Apprenticeship Survey, catalogue number 81-598-X, 2008.
A much higher than expected out-of-scope rate was observed in some strata
during the first half of collection. Consequently, Statistics Canada decided to
add sample to make up for the lower than expected number of respondents.
Number
National Apprenticeship Survey 2007
Profile of Participants 111
Frame status
Table B3.3
Allocation of raw sample by jurisdiction after
additional sample (based on frame status)
Jurisdiction
Long-term
continuers Completers Discontinuers Total
Newfoundland and
Labrador 1,825 5451 2,2501 4,620
Prince Edward Island 01 3151 451 365
Nova Scotia 7301 1,2451 1,1101 3,085
New Brunswick 3651 1,3001 1,2951 2,960
Quebec 3,615 3,180 4,820 11,610
Ontario 7,010 5,635 5,620 18,260
Manitoba 5301 1,335 1,635 3,500
Saskatchewan 5101 1,410 2,005 3,925
Alberta 1,080 5,515 5,305 11,900
British Columbia 1310 3,035 3,770 7,110
Yukon 351 651 851 190
Northwest Territories 201 1101 1801 310
Total 16,020 23,700 28,115 67,835
1. Represents a take-all cell.
Note: Numbers have been rounded to the nearest five.
Table source: Statistics Canada,,Canada Overview Report 2007, National
Apprenticeship Survey, catalogue number 81-598-X, 2008.
Response rates
Survey response rates are good indicators of the usefulness of the population
sample, the effectiveness of the collection processand the quality of the
estimates produced. Table B3.4 shows the response rates during the 2007 NAS
collection phase, at the national and jurisdictional levels.
National Apprenticeship Survey 2007
Profile of Participants 112
Number Percentage
Table B3.4 (cont’d)
Response rates, by jurisdiction and frame status
Jurisdiction and frame status
Total sample size
Responding apprentices
Response rate at collection
Newfoundland and Labrador
4,624 1,531 42.7
Long-term continuers 1,826 652 46.3
Completers 544 365 71
Discontinuers 2,254 514 30.9
Prince Edward Island 364 201 68.6
Long-term continuers 2 1 100
Completers 317 178 69.8
Discontinuers 45 22 59.5
Nova Scotia 3,084 1,818 73.1
Long-term continuers 729 467 77.6
Completers 1,247 912 79.1
Discontinuers 1,108 439 60
New Brunswick 2,960 1,696 66.2
Long-term continuers 364 228 66.1
Completers 1,302 985 78.9
Discontinuers 1,294 483 49.9
Quebec 11,612 5,815 63.2
Long-term continuers 3,614 1,934 69.9
Completers 3,179 2,088 72.5
Discontinuers 4,819 1,793 50.4
Ontario 18,261 7,237 49.2
Long-term continuers 7,010 1,804 36.4
Completers 5,633 3,647 68.8
Discontinuers 5,618 1,786 40.2
Manitoba 3,500 1,758 58.3
Long-term continuers 528 279 62.3
Completers 1,336 922 71.8
Discontinuers 1,636 557 43.4
Table B3.4 (cont’d)
Response rates, by jurisdiction and frame status
National Apprenticeship Survey 2007
Profile of Participants 113
Jurisdiction and frame
status
Total sample
size
Responding
apprentices
Response rate at
collection
Number Percentage
Saskatchewan 3,925 1,918 55.1
Long-term continuers 509 284 61.6
Completers 1,412 916 67.5
Discontinuers 2,004 718 43.3
Alberta 11,900 5,534 50.8
Long-term continuers 1,079 700 67
Completers 5,517 3,333 62.5
Discontinuers 5,304 1,501 33.2
British Columbia 7,112 2,860 45.8
Long-term continuers 309 149 51.2
Completers 3,033 1,708 59.6
Discontinuers 3,770 1,003 32.5
Yukon 189 78 44.1
Long-term continuers 35 13 39.4
Completers 67 40 60.6
Discontinuers 87 25 32.1
Northwest Territories 310 126 42.7
Long-term continuers 19 4 22.2
Completers 112 63 57.3
Discontinuers 179 59 35.3
Canada 67,841 30,572 53.7
Long-term continuers 16,024 6,515 52.6
Completers 23,699 15,157 67.7
Discontinuers 28,118 8,900 40.1
Table source: Statistics Canada, Canada Overview Report 2007,National
Apprenticeship Survey, catalogue number 81-598-X, 2008.
National Apprenticeship Survey 2007
Profile of Participants 114
Estimation and weighting
The principle behind estimation in a probability sample such as the 2007 NAS is
that each person in the sample “represents,” besides himself or herself, several
other persons not in the sample. To produce estimates from survey data that
are representative of the target population, a weight is given to each person
who responded to the survey questions. This weight corresponds to the number
of persons represented by the respondent for the target population. The
weighting phase calculates this number for each record. This weight appears on
the micro data file and must be used to derive meaningful estimates from the
survey.
The weighting for this survey was done in two phases.In the first phase, weights
are identified based on the sample selection.In the second phase, those
weights were modified based on the final distribution of respondents. The first-
phase weight is the inverse of the probability of selection of the apprentice. This
first-phase weight was then multiplied by a second-phase adjustment factor. For
the purposes of the second- phase adjustment, response homogeneous groups
(RHGs) were created based on the characteristics of the respondents and the
non-respondents. The adjustment factor is simply the inverse of the observed
weighted response rate in each RHG.
For variance estimation, the two-phase approach of the Generalized Estimation
System (GES) was used.
Data accuracy
While considerable effort was made to ensure high standards throughout the
collection and processing of data, the resulting estimates are inevitably subject
to a certain degree of error. There are two major types of error: non-sampling
and sampling.
Non-sampling errors may result from frame imperfections and non-responses.
Due to frame imperfection, a large proportion of apprentices (25.9%) in the
sample were out of scope (that is, they did not engage in apprenticeship
activities during the target reference period). They were out of scope because
they said that they had never been apprentices or that they not been
apprentices during the targeted reference years. Provincial/territorial out-of-
scope rates ranged from 10% to 40%. The out-of-scope rate was 7.8% for
completers, 35% for long-term continuers and 39.3% for discontinuers.
Percentage
National Apprenticeship Survey 2007
Profile of Participants 115
Frame status
Table B3.5
Out-of-scope rates, by jurisdiction and frame status
(calculated from resolved units only)
Jurisdiction
Long-term
continuers Completers Discontinuers Total
Newfoundland and
Labrador 38.5 7.5 52.8 39.9
Prince Edward Island ... 25.8 26.7 26.1
Nova Scotia 21.3 9.3 45.9 24.6
New Brunswick 7.6 5 40 18.8
Quebec 30.1 12.4 40.2 28.7
Ontario 52.4 8.2 39 32.5
Manitoba 22 5.1 38.1 21.2
Saskatchewan 14.1 5.5 31.9 18.6
Alberta 4.7 5.1 33.8 15.2
British Columbia 10.6 8.8 40 23.1
Yukon 13.3 2.4 25.7 13.2
Northwest Territories 20 3 16.2 10.3
Canada 35 7.8 39.3 25.7
Table source: Statistics Canad, Canada Overview Report 2007, National
Apprenticeship Survey, Catalogue number 81-598-X, 2008.
There is an important coverage difference for Quebec in comparison to the
other provinces. In Quebec, the construction trades are almost the only trades
represented in the 2007 NAS frame. La Commission de la construction du
Québec (CCQ) provided the list of apprentices for the construction trades.
Emploi-Québec (EQ) provided a list for four non-construction trades. However,
this list was incomplete, as it did not include completers for three of the four
trades. As a result, only one trade (industrial electrician) was kept in the 2007
NAS frame from the EQ list of apprentices. Therefore, comparisons of estimates
between Quebec and other provinces should be avoided unless they compare
similar trades.
National Apprenticeship Survey 2007
Profile of Participants 116
A major source of non-sampling errors in surveys is the effect of non-response
on the survey results. The extent of non-response varies from partial non-
response (failure to answer just one or some questions) to total non-response.
Total non-response occurred because the interviewer was unable to contact the
respondent, no member of the household was able to provide the information or
the respondent refused to participate in the survey. Total non-response was
handled by adjusting the weight of individuals who responded to the survey to
compensate for those who did not respond.
In most cases, partial non-response to the survey occurred when the
respondent did not understand or misinterpreted a question, refused to answer
a question or could not recall the requested information. In partial and item non-
response cases, donor imputation was performed for certain variables. The
variables imputed were the wages and salaries-related variables of the labour
force and most recent job modules.
The basis for measuring the potential size of sampling errors is the standard
error of the estimates derived from survey results. Because of the large variety
of estimates that can be produced from a survey, the standard error of an
estimate is usually expressed relative to the estimate to which it pertains. This
resulting measure, known as the coefficient of variation (CV) of an estimate, is
obtained by dividing the standard error of the estimate by the estimate itself and
is expressed as a percentage of the estimate.
Note
Nunavut data were unavailable for the survey.