"How can shared apprenticeship models improve the quality, diversity, and administrative support for all stakeholders in the apprenticeship system for electrical and mechanical trades in the three locations across Ontario?"
Conclusion: “The ASG program responds to the need for a third-party to help both apprentices and employers navigate Ontario’s apprenticeship pathway. With tightening labour markets in the construction sector in Ontario due in part to Ontario’s aging population, there is clearly a need to mitigate current drop-off points in the apprenticeship pathway; from finding a sponsor to navigating the financial pressures of returning to school for in-class training. By shepherding 309A apprentices through the intricacies of becoming an apprentice, the ASG program looks well positioned to tackle labour shortages in Ontario’s electrical trades." - Page 91
This report was made possible in collaboration with the Ontario Centre for Workforce Innovation (OCWI). A summary of this project can be found on their website by clicking here. OCWI is a bilingual (English and French) research centre based out of Ryerson University’s Office of the Vice-President of Research and innovation committed to driving change in Ontario’s employment and training sector.
Below are some short excerpts and findings/facts from the report:
· "The availability of electricians in local labour markets in central Ontario is expected to decrease after 2019 and fall short of employer demands." - Page 23
· "Small- medium-sized employers (SMEs) are at a disadvantage when it comes to participating in the apprenticeship system since they often lack the time and human resources necessary to recruit, administer, and train apprentices." - Page 25
· "Apprentices could gain exposure to different parts of this community by rotating between job sites during their apprenticeship. They also have access to a mentor with extensive experience in the electrical industry." - Page 27
· "In Ontario, numbers of certificates distributed to apprentices and journeypersons candidates have continuously declined over the last three years in 309A; the distribution of C of Qs has declined with a higher rate (-29.4%) as compared to the distribution of C of As (-10.8%)." - Page 39
· "This [apprentice] support includes ongoing program or case management, administrative support, and one-on-one mentoring." - Page 49
· "Third-party mentoring is a unique feature of the ASG program. Since apprentices are not always comfortable asking their employers or direct supervisors pertinent questions." - Page 50
· "Of the 37 active apprentices, 34 reported their ages. Of these 34, the most populated age group is 20-24 (32.4%), followed by 25-29 (18.9%), and under 20 (16.2%)." - Page 65
· "Apprentices who had already begun their apprenticeships and then transferred into SOY, expressed how much easier it was to register through SOY than it was to deal with the MTCU and OCoT on their own. [...] As an apprentice described, “When I have a question and I send it in to either Glenda and/or Huong, I get a response sometimes within a couple seconds. Whereas the ministry it’d be like ... either they don’t reply at all, or they take their time and by the time I do get a response, like this has nothing to do with what I asked. Why even bother responding?” - Page 67
· "The most frequently listed [apprentice] supports were help with registration, funding support, access to job opportunities, and mentoring support." - Page 68
· "Apprentices expressed how they were happy to have a knowledgeable person to turn to with questions. One apprentice related how the mentor was very helpful in reviewing skills development, “because there’s a zillion things you’re supposed to have done at least once.” - Page 68
· "One employer stated, “I'm convinced it’s a great way to go with apprenticeships across the board. And with the amount of work I do, I may not be able to take on an apprentice for the entire period or provide all the experiences they will need to work in the industry.” - Page 72
· "Employers saw a clear need for the ASG program. At all three locations, employers shared their frustrations with the search for good candidates to fill apprentice vacancies. [...] Without the support of the program, these small business owners deal with the administration of apprenticeship paperwork with MTCU, OCoT, and other governing bodies." - Page 76
· "There is clearly a need for a third-party SAM to meet the needs of both electrical contractors and 309A apprentices." - Page 83
· "For aspiring electricians, the need for the ASG program is grounded not only in demographic and labour market trends but also in the current difficulties with navigating the apprenticeship pathway." - Page 83
We would like to thank everyone that was involved in the research phase of our program. Because of your support and mutual vision of modernizing apprenticeships in Ontario, we are able to continue developing this program past the pilot phase. We look forward to working together to continuously move apprenticeships forward in Ontario.
Read the full report here: https://ocwi-coie.ca/wp-content/uploads/2019/03/02-028-01-Support-Ontario-Youth-Final-Report.pdf
Related Topics: Apprenticeship Support Ontario Youth
This Employment Ontario Program is funded in part by the Government of Canada and the Government of Ontario.