Understanding
Apprenticeship
Requirements and
Workforce Qualifications
in the Canadian Labour Market
Project Sponsor
The Canadian Apprenticeship Forum – Forum canadien
sur l’apprentissage (CAF-FCA) is a national, not-for-profit
organization working with stakeholders in all regions of Canada.
We influence pan-Canadian apprenticeship strategies through
research, discussion and collaboration – sharing insights across
trades, across sectors and across the country – to promote
apprenticeship as an effective model for training and education.
Our Board of Directors is comprised of representatives of
business, labour, the jurisdictional apprenticeship authorities,
education and equity-seeking groups. Through our work,
CAF-FCA has shed light on a number of key issues affecting
apprenticeship, such as the perceived barriers to accessing
and completing apprenticeship and the business case for
apprenticeship training.
For more information,
visit the CAF-FCA website at www.caf-fca.org.
Working Group Members
Danny Bradford, National Union of Public and General Employees
Dorothy Easton, BC Industry Training Authority
Neil Fassina, Northern Alberta Institute of Technology, Alberta
John Hoicka, Colleges Ontario
Supriya Latchman, Ontario College of Trades
John Schubert, McCaine Electric Ltd., Manitoba
Deborah Shaman, Employment Social Development Canada
Andrew Shepherd, Automotive Industries Association of Canada
Karen Walsh, Office to Advance Women Apprentices, Newfoundland and Labrador
Gina Wong, Apprenticeship and Student Aid, Alberta Innovation and Advanced Education
CAF-FCA acknowledges the research contribution of Prism Economics and Analysis.
This project is funded by the
Government of Canada’s Sectoral Initiatives Program.
Table of Contents
1.0 Introducing Qualifications-Based Labour Market Information . . . . . . 2
2.0 Features of the Qualifications-Based Tracking System. . . . . . . . . . . . 4
2.1 Stage 1 General Labour Market Conditions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.2 Stage 2 The Impact of Apprenticeship Programs. . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.3 Stage 3 Profiles of Trade Qualifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
3.0 Summary Information for Ten Trades. . . . . . . . . . . . . . . . . . . . . . . . . . . 8
4.0 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Appendix A List of Principle Trades and Related Occupations. . . . . . . . . 12
List of Figures
Figure 1 The Structure of the Qualifications-Based Tracking System. . . . . . . . . . . . . . . . . . . 4
Figure 2: Employer Hiring Preferences . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Figure 3: Summary Table for Ten Trades. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
2
1
Introducing
Qualifications-Based
Labour Market Information
The Canadian Apprenticeship Forum - Forum canadien
sur l’apprentissage (CAF-FCA), in collaboration with
its project consultant, Prism Economics, is giving
apprenticeship stakeholders new insights into the
impact of apprenticeship on the labour market by
linking employer hiring preferences and apprenticeship
registrations/completions with qualifications-based
labour market information (LMI). For the first time,
apprenticeship stakeholders will gain insights into
pressing questions, including:
• What is the role of apprenticeship programs in
addressing labour market imbalances and skill
availability in the trades?
• What importance do employers attach to
apprenticeship-related qualifications?
• Will current registrations/completions be adequate
to meet employer demand for tradespeople?
This summary report provides a high-level overview of
the qualifications-based tracking system and its three
constituent parts – general labour market conditions,
the impact of apprenticeship and trade qualification
profiles.1 The system has several advantages and
unique characteristics:
Trade Specific: Insights on specific trades and related
occupations that require a Certificate of Qualification.
A principle trade is defined by its link to one or more
specific apprenticeship programs. For a list of trades
and related occupations, see Appendix A.
1 For a more detailed description of the system, see the full report
“Tracking Labour Requirements and Workforce Qualifications: A New
Pan Canadian Approach.” Email info@caf-fca.org for a copy.
Qualifications-Based: An examination of the demand
for trade qualifications that considers economic trends
such as:
• the shifting mix of available qualifications and the
impact of industry cycles and major projects,
• differences in general market cycles,
• supply and demand balance by qualification,
• retirement trends and
• changes in immigration.
Employer Recruiting Preferences: The system includes
employer input. Trade-specific hiring preferences
for apprenticeship training and journeyperson
qualifications are included in the analysis.
Comparative Analysis: Trends are tracked and
compared over the past ten years, with projections
made ten years into the future.
Related Occupations: Eighty-five related occupations
have been identified and included in the system. The
working population of journeypersons spreads far
beyond the trades labour force and extends into a
large number of related occupations that also require
a Certificate of Qualification. When thinking about
potential demand in the labour market, these related
occupations must be considered as they will increase
the demand for certified tradespeople in certain trades.
3
• the primary role of journeypersons in the workforce,
• cycles of registrations and completions,
• completion rates and
• compulsory/voluntary status.
Sources: The information has been drawn from
detailed LMI, apprenticeship data from the Registered
Apprenticeship Information System (RAIS), a national
employer survey (N=500), Citizenship and Immigration
Canada (CIC) data and the 2011 National Household
Survey.2
Geographic Focus: Data analysis in this stage of system
development was confined to British Columbia, Alberta,
Ontario and Atlantic Canada, in an effort to provide proof
of concept across major regions of Canada.
Insights, like the ones generated through this system,
are essential to effectively planning and managing
apprenticeship programs. This information is expected
to help industry, employers, educators, labour
representatives and administrators meet industry demand
for apprentices and promote workforce skills development.
2 A detailed explanation of the sources and the methodology is
described in the full report.
Understanding Apprenticeship Requirements and Workforce Qualifications in the Canadian Labour Market
Apprenticeship Specific Insights: Apprenticeship specific
insights are captured by analyzing:
4
2
Features of the
Qualifications-Based
Tracking System
This apprenticeship-focused analysis distills the broad findings of standard LMI into detailed profiles of
qualifications for specific trades. There are three distinct stages in the assessment of conditions for each trade:
general labour market conditions, the impact of apprenticeship and profiles of trade qualifications. Each stage
helps apprenticeship stakeholders understand the mix of qualifications and the depth of skills in the workforce.
See Figure 1 for a visual representation.
FIGURE 1:
The Structure of the Qualifications-Based Tracking System
GENERAL
LABOUR MARKET
CONDITIONS
THE IMPACT OF
APPRENTICESHIP
SKILL PROFILE
BY TRADE
IMPLICATIONS FOR ACTION BY:
• Program Managers
• Trainers
NATIONAL
• Union Leaders
• Employers
PROVINCIAL
TRADE
5
2.2 Stage 2 The Impact of
Apprenticeship Programs
At a broad level, the analysis considers standard LMI
measures of market conditions. This assessment sets the
stage by identifying the overall supply/demand balance
in the labour market, unemployment, the impact of
retirements in the trade and the extent to which recruiting
can meet overall demands locally or from outside markets.
Measures reported here are often critical to decisions
about the number of apprenticeships. For example, the
introduction of a major project could increase demand
well above local supply for all qualified workers, driving
training demands higher. Alternatively, an economic
downturn might reduce demand and signal rising
unemployment across all levels of qualifications.
The second stage assesses the importance of
apprenticeship programs in the labour market. A wide
range of outcomes can be anticipated here. There are
trades where journeypersons are a large proportion of
the workforce and provide technical expertise, as well as
filling management and supervisory roles. Apprenticeship
programs are critical for providing the future labour
force and for managing labour market conditions in
these trades. In contrast, there are trades where there
is less demand for journeyperson certification and
apprentices play a smaller role in providing the future
supply of workers. There are limits to the effectiveness of
apprenticeship-based solutions to market imbalances in
these trades.
The Provincial Occupational Modelling System (POMS),
the LMI system used here, includes detailed assessments
of labour markets for all trades and characterizes the
conditions using three categories:3
• Loose markets where unemployment is high or rising
and employer requirements can be met from the local
workforce. Job seekers may search in other markets.
• Balanced markets show a rough equality of local
requirements and the available workforce. Demographic
conditions and retirement patterns, in particular,
may require some recruiting in other markets and
immigration is usually a factor.
• Tight markets track high and rising requirements that
cannot be met locally and lead employers to recruit in
other markets. These conditions are usually associated
with skill shortages, although there is no evidence in
the standard LMI systems to indicate that workers with
specific qualifications are in short supply.
Standard LMI often projects limited shifts in supply and
demand, reflecting markets largely in balance. While
these balanced conditions may suggest limited recruiting
challenges, conditions for specific qualifications in the
workforce highlight potential gaps.
3 The Provincial Occupational Monitoring System is maintained by
Stokes Economic Consulting and provides the detailed analysis of labour
market conditions for the trades across Canada.
A key measure used here is the number and proportion of
journeypersons in each trade’s workforce. This measure
was taken from the National Household Survey in 2011.
A high number of journeypersons is one signal that the
apprenticeship system will play a key role in the evolving
labour market conditions described at the first stage.
Each trade is situated across the high- to low-impact
spectrum, changing the role of apprenticeship in the labour
market. Many distinct conditions emerge. A limited role for
apprenticeship may be associated with trades where there
are new and growing programs and specializations. In this
case, the impact of journeypersons might be expected
to grow. In other trades, there may be a low or changing
proportion of journeypersons in the workforce related to
structural or technological changes.
Employer preferences for journeypersons, apprenticeship
and other qualifications were also gathered in a survey of
500 employers in 15 trades. Findings indicate employers
attribute high importance to work experience in their
hiring practices. Survey findings suggest preferences
for journeyperson status (Certificate of Qualification),
apprenticeship training, pre-apprenticeship and college
vary by trade (See Figure 2). Where employer preferences
for journeyperson qualifications appear out of line with the
current mix of qualifications in the workforce, the analysis
signals this imbalance and identifies impacts.
Understanding Apprenticeship Requirements and Workforce Qualifications in the Canadian Labour Market
2.1 Stage 1 General Labour
Market Conditions
6
FIGURE 2:
Employer Hiring Preferences
Strong employer commitment to
apprenticeship and certification
Electrician
(except industrial and power system)
Gasfitters
Heavy Duty Equipment Mechanic
Plumber
Refrigeration and
Air Conditioning Mechanic
Sheet Metal Worker
Employer commitment to
certification and training
is moderate
Automotive Service Technicians,
Truck and Bus Mechanics and
Mechanical Repairers
Carpenters
Employers assign less value
to certification and training
Painters and Decorators
(except interior decorators)
Construction Millwright and
Industrial Mechanics
Cooks
Heavy Equipment Operators
(except crane)
Machinist and Machining and
Tooling Inspectors Machinists
Steamfitters, Pipefitters and
Sprinkler System Installers
Welders and
Related Machine Operators
For the detailed employer survey findings, see “Apprenticeship and Trades Qualifications: Employer Hiring Preferences in the Skilled Trades.”
2.3 Stage 3 Profiles of Trade Qualifications
The core of the analysis is an estimation of the
requirements for and the available supply of
journeypersons. Estimates are available for 174 principal
trades in seven provinces. The research team
gathered ten years of historical data for employment,
apprenticeship registrations and completions, as well
as the 2011 National Household Survey estimates of
the proportion and number of journeypersons in the
workforce. Completion rates needed to be calculated in
a consistent way to make them viable within the tracking
system. The advanced cohort proxy with a three-year
moving average formula was used for consistency across
provinces and trades.4
4 Although cohort studies are the most accurate way to calculate
completion rates, the most recent results available deal with cohorts from
the 1990’s and the tracking system required more up-to-date information.
The researchers used a pseudo-cohort methodology to calculate rates
that provide trade and provincial results over time using data from RAIS.
The method is called the advanced cohort proxy with a three-year moving
average. This methodology includes new registrants from multiple earlier
years. It allows extra time (one or two years) for the apprentice to complete
the program beyond the nominal duration. Although it is recognized the
provinces and territories use different methodologies to calculate complete
rates, a consistent methodology was required for this analysis.
Labour market conditions for the journeyperson segment
of the workforce are defined by a comparison of the
annual change in labour requirements and the addition
of newly completed and certified journeypersons
(former apprentices).
Labour requirements identify the number of additional
journeypersons needed to meet changing conditions in
each market. Requirements are defined by the annual
change in employment and retirements in both the
principle trade and related occupations. Changes to the
available workforce of journeypersons are defined by the
number of completing apprentices. This is, in turn, linked
to the pattern of new registrations over the previous years.
7
This comparison of completions and requirements
identifies shifting supply/demand balances for
journeypersons. The shifting mix of qualifications and
skills in the workforce can be related back to patterns of
general labour market conditions, as well as the rise and
fall of new registrations in apprenticeship programs.
To simplify the analysis, one of three descriptions has
been assigned to each trade qualification profile:
• Skill Deepening refers to a five-year trend of
completions exceeding requirements, increasing the
overall proportion of journeypersons in the workforce.
Skill deepening may indicate an industry intention to
increase the skill level of its workforce or, alternatively,
it may signal an oversupply of journeypersons.
• Skill Balancing refers to a five-year trend of
completions equalling requirements. While this
condition may indicate good industry planning, it may
also signal the continuation of a skills shortage.
• Skill Weakening refers to a five-year period where
completions fall short of requirements. This situation
may be the result of a period of lower registrations or
an unexpected increase in requirements. It could well
signal a short-term or local disruption (e.g. limited training
capacity) or long-term structural change (e.g. steady rise in
retirements, drawing journeypersons out of the workforce).
Each of the three descriptions offer a new level of insight
into labour market conditions for the trades. Conditions
can vary widely and have distinctly different implications
for action by employers, trainers and apprenticeship
system administrators. In general, apprenticeship
stakeholders should be concerned when there is a
skills weakening situation because completions will not
meet the demand for skilled workers. When skills are
balanced or deepening, there is less cause for concern as
apprentices are meeting or, perhaps, exceeding demand.
Understanding Apprenticeship Requirements and Workforce Qualifications in the Canadian Labour Market
Annual change in requirements (demand) and
completions (supply) can be volatile and related to
shifting local conditions. Employers and trainers need
time to recognize and adjust to trends. To reflect lagged
response, the analysis compares five and ten year totals
for requirements and completions. These longer-term
balances are interpreted as shifts in the skill composition
of the workforce. Extended periods when completions
exceed requirements would add to the proportion of
journeypersons in the workforce, increasing the depth of
skills. Alternatively, a period marked by low completions
would weaken the depth of skills. Ideally, labour force
management practices and responsive systems would lead
to a balance of completions and requirements over time.
8
3
Summary Information
for Ten Trades
FIGURE 3:
The best way to develop an
appreciation of the new approach
is to consider specific examples.
Ten trades were selected and
an overview of the findings is
presented in Figure 3.
Summary Table for Ten Trades
Trade
General labour market
information based on
POMS modelling system
Apprenticeship
impact, includes
trade designation
(compulsory
or voluntary)
and employer
preferences based
on employer survey
Projected conditions based on “Apprenticeship Tracking System,” includes skills
balancing, weakening and deepening with implications for apprenticeship
Balancing
Auto Service
Technician Alberta
Balanced markets show
a rough equality of local
requirements and the
available workforce.
Demographic conditions
and retirement patterns,
in particular, may require
some recruiting in other
markets and immigration
is usually a factor.
High: Means
apprenticeship training
and certification are
valued by employers in
this trade and they seek
candidates with some
apprenticeship training
or journeyperson
status. Typically, trades
in this category are
compulsory.
Weakening
Implications for Apprenticeship
Skill weakening:
Refers to
a five-year
period where
completions
fall short of
requirements.
Apprenticeship stakeholders should be concerned that
completions are on a downward trend in this trade
when there is high demand for apprenticeship training
and certification due to employment growth and
retirements.
Programs aimed at helping apprentices complete,
such as targeted exam preparation, may be worthwhile
considering completions are falling short
of requirements.
Carpenters – B.C. Balanced
Medium: Indicates
that employers value
apprenticeship and
work experience, but
do not necessarily
value certification.
Trades in this category
are usually voluntary.
Employment growth and retirements indicate there is
demand, but completions are projected to decline until
2018. Action to help more apprentices complete in this
trade could help address shortages.
Heavy Duty
Equipment
Mechanics Ontario
High
Registrations declined after the 2009 recession and,
subsequently, completions lag to 2018, but employment
growth and retirements are accelerating, indicating
there may not be enough apprentices to meet demand.
Balanced
Employers in this trade value apprenticeship and
journeyperson status when hiring, indicating there
will be an ongoing demand for apprentices in this
trade. Outreach to youth and parents about the future
opportunities in this trade may be necessary to ensure
supply meets demand.
Supports to facilitate completion may also be necessary.
9
Projected conditions based on “Apprenticeship Tracking System,” includes skills
balancing, weakening and deepening with implications for apprenticeship
Balancing
Painters and
Decorators Ontario
Electricians
-Ontario
Balanced
Balanced
Low: Less employer
demand for
apprenticeship training
and certification.
Trades in this category
are voluntary.
High
Weakening
Implications for Apprenticeship
Registrations and completion rates are low.
When hiring, employers in this trade do not value
apprenticeship training and journeyperson status as
much as other employers.
To avoid skills shortages and facilitate skills
development in this trade, employers may benefit
from learning about the value of workplace learning
and the business case for apprenticeship. Encouraging
employers to invest in skills development will ensure
there are skilled workers available to meet labour
market demand.
Skill balancing:
Refers to a
five-year trend
of completions
equalling
requirements.
Employers value apprenticeship training and
journeyperson status in this trade, creating an ongoing
demand for apprentices.
At the moment, trade appears to be in balance.
Although retirements are increasing, so are
registrations and completions.
Understanding Apprenticeship Requirements and Workforce Qualifications in the Canadian Labour Market
Trade
General labour market
information based on
POMS modelling system
Apprenticeship
impact, includes
trade designation
(compulsory
or voluntary)
and employer
preferences based
on employer survey
10
Trade
Refrigeration
and Air
Conditioning
Mechanics Alberta
General labour market
information based on
POMS modelling system
Balanced
Apprenticeship
impact, includes
trades designation
(compulsory
or voluntary)
and employer
preferences based
on employer survey
High
Projected conditions based on “Apprenticeship Tracking System,” includes skills
balancing, weakening and deepening with implications for apprenticeship
Deepening
Implications for Apprenticeship
Skill deepening: Refers to a five-year
trend of completions exceeding
requirements, increasing the overall
proportion of journeypersons in the
workforce.
There is a strong preference for journeyperson
status in this trade, indicating an ongoing
demand for apprentices. At the moment, there
appear to be sufficient numbers, with registration
and completion figures rising.
Apprentices in this trade will need to be prepared
to cope with technological change and may
require additional computer or problem-solving
training to keep up with industry changes.
Cooks - Atlantic
Balanced
Medium
Registrations and completions have been rising
and will stabilize at high levels.
There is limited projected employment growth,
indicating more certified cooks are not required
unless demand for certification among employers
increased. There may be opportunities to support
labour mobility.
Sheet Metal
Workers Atlantic
Balanced
Medium
Registrations and completion have reached peak
levels and regional employment has slowed.
Steam/Pipe
Fitters – B.C.
Balanced
High
Projects will drive employment up to 2015,
but completion patterns should match gains,
suggesting additional apprentices are not
required at this time.
Structural metal
and Platework
fabricators - BC
Balanced
High
Registrations, completions and employment
are stable.
There may be opportunities to pursue work in
other provinces and territories, depending on
what projects move forward.
Manufacturing recovery will require new skills
in the workforce, so upgrading to cope with
technological change may be required by
apprentices and journeypersons.
11
This analysis supports new apprenticeship-focused, qualifications-based LMI.
The tracking system has the capacity to assess conditions for a significant number
of trades and provinces. Each trade assessment has three parts:
• a review of general LMI,
• an estimate of the impact of apprenticeship in the market and
• a profile of trade qualifications.
Together, these measures offer specific, new and valuable insights into the state of
apprenticeship in these markets. They have important implications for employers,
labour representatives, employers, educators and apprenticeship administrators who
plan apprenticeship programs, share career information with youth and parents,
implement completion initiatives and engage employers.
Understanding Apprenticeship Requirements and Workforce Qualifications in the Canadian Labour Market
4
Conclusion
12
Appendix A –List of Principle Trades
and Related Occupations
List of Principle Trades
Principle Trades
1
1522 Storekeepers and partspersons
2
2225 Landscape and horticulture technicians and specialists
3
2242 Electronic service technicians
(household and business equipment)
4
2243 Industrial instrument technicians and mechanics
5
2282 User support technicians
6
4212 Social and community service workers
7
4214 Early childhood educators and assistants
8
6322 Cooks
9
6331 Butchers, meat cutters and fishmongers retail and wholesale
10
6332 Bakers
11
6341 Hairstylists and barbers
12
7231 Machinists and machining and tooling inspectors
13
7232 Tool and die makers
14
7233 Sheet metal workers
15
7234 Boilermakers
16
7235 Structural metal and platework fabricators and fitters
17
7236 Ironworkers
18
7237 Welders and related machine operators
19
7241 Electricians (except industrial and power system)
BC
AB
ON
NB
NS
NL
PE
20 7242 Industrial electricians
21
7243 Power system electricians
22 7244 Electrical power line and cable workers
23 7245 Telecommunications line and cable workers
24 7251 Plumbers
26 7252 Steamfitters, pipefitters and sprinkler system installers
27
7253 Gasfitters
28 7271 Carpenters
29 7272 Cabinetmakers
13
Principle Trades
BC
AB
ON
NB
NS
NL
PE
30 7281 Bricklayers
31
7282 Concrete finishers
32 7283 Tilesetters
33 7284 Plasterers, drywall installers and finishers and lathers
34 7291 Roofers and shinglers
35 7292 Glaziers
36 7293 Insulators
37
7294 Painters and decorators (except interior decorators)
38 7295 Floor covering installers
39 7311 Construction millwrights and industrial mechanics
40 7312 Heavy-duty equipment mechanics
41
7313 Refrigeration and air conditioning mechanics
42 7315 Aircraft mechanics and aircraft inspectors
43 7318 Elevator constructors and mechanics
15
16
44 7321 Automotive service technicians, truck and bus mechanics
and mechanical repairers
45 7322 Motor vehicle body repairers
46 7331 Oil and solid fuel heating mechanics
47
7332 Appliance servicers and repairers
48 7333 Electrical mechanics
49 7334 Motorcycle, all-terrain vehicle
and other related mechanics
50 7335 Other small engine and small equipment repairers
51
7371 Crane operators
52 7373 Water well drillers
53 7384 Other trades and related occupations, n.e.c.
54 7521 Heavy equipment operators (except crane)
55 7611 Construction trades helpers and labourers
56 9232 Petroleum, gas and chemical process operators
57
9241 Power engineers and power systems operators
Total
Source: Prism Economics
40
40
40
19
4
Understanding Apprenticeship Requirements and Workforce Qualifications in the Canadian Labour Market
14
List of Related Occupations
Related Occupations
1
0131 Telecommunication carriers managers
2
0423 Managers in social, community and correctional services
3
0711 Construction managers
4
0712 Home building and renovation managers
5
0822 Managers in horticulture
6
1215 Supervisors, supply chain, tracking and
scheduling co-ordination occupations
7
2223 Forestry technologists and technicians
8
2233 Industrial engineering and manufacturing technologists
and technicians
9
2241 Electrical and electronics engineering technologists
and technicians
10
2244 Aircraft instrument, electrical and avionics mechanics,
technicians and inspectors
11
4021 College and other vocational instructors
12
4152 Social workers
13
4413 Elementary and secondary school teacher assistants
14
6321 Chefs
15
6562 Estheticians, electrologists and related occupations
16
6711 Food counter attendants, kitchen helpers and
related support occupations
17
7201 Contractors and supervisors, machining, metal forming,
shaping and erecting trades and related occupations
18
7202 Contractors and supervisors, electrical trades
and telecommunications occupations
19
7203 Contractors and supervisors, pipefitting trades
BC
AB
NB
NS
NL
PE
15
20
7204 Contractors and supervisors, carpentry trades
21
7205 Contractors and supervisors, other construction trades,
installers, repairers and servicers
22
7243 Power system electricians
23
7301 Contractors and supervisors, mechanic trades
24
7302 Contractors and supervisors,
heavy equipment operator crews
25
7612 Other trades helpers and labourers
26
7621 Public works and maintenance labourers
27
8255 Contractors and supervisors, landscaping,
grounds maintenance and horticulture services
28
8432 Nursery and greenhouse workers
29
9212 Supervisors, petroleum, gas and chemical processing
and utilities
30
9221 Supervisors, motor vehicle assembling
31
9226 Supervisors, other mechanical and metal products
manufacturing
32
9241 Power engineers and power systems operators
33
9416 Metalworking and forging machine operators
34
9461 Process control and machine operators, food,
beverage and associated products processing
35
9462 Industrial butchers and meat cutters, poultry preparers
and related workers
36
9521 Aircraft assemblers and aircraft assembly inspectors
37
9526 Mechanical assemblers and inspectors
Total
Source: Prism Economics
BC
28
AB
NB
NS
NL
PE
16
11
9
11
3
Understanding Apprenticeship Requirements and Workforce Qualifications in the Canadian Labour Market
Related Occupations
NOTES
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