EXPANDING APPRENTICESHIP TRAINING IN …

1 April 2014 EXPANDING APPRENTICESHIP TRAINING IN canada Perspectives from international experience Robert I. Lerman EXPANDING APPRENTICESHIP TRAINING in canada Robert I. Lerman April 2014 2 About the Author Dr. Robert I. Lerman is a professor of economics at American University, the Urban Institute's first Institute fellow in labor and social policy, and a Research Fellow at the Institute for the Study of Labor in Berlin. His work deals with how education, employment, and family structure work together to affect economic well-being.

2 He has served on a variety of panels and commissions, including the National Academy of Sciences panel looking at the nation's postsecondary education and TRAINING system for the workplace and the board of the National Fatherhood Initiative. He has testified before congressional committees on youth APPRENTICESHIP , child support policies, and the information technology labor market. His recent research deals with the impact of family structure on employment and earnings, with assets for low-income families, and with APPRENTICESHIP in the United States and other countries.

3 Dr. Lerman earned his Bachelor of Arts at Brandeis University and his doctorate in economics from the Massachusetts Institute of Technology. About the Initiative This paper is one of a series of reports commissioned for Taking Action for canada : Jobs and skills for the 21st Century, an initiative of the Canadian Council of Chief Executives (CCCE). The goal of the initiative is to bring together business, government and educators to develop solutions, share best practices and engage the next generation of Canadian workers.

4 The Canadian Council of Chief Executives is the senior voice of canada s business community, representing 150 chief executives and leading entrepreneurs in all sectors and regions of the country. Its member companies collectively employ million Canadians and are responsible for most of canada s private sector investments, exports, workplace TRAINING and research and development. The opinions in this paper are those of the author and do not necessarily reflect the views of the CCCE or its members.

5 EXPANDING APPRENTICESHIP TRAINING in canada Robert I. Lerman April 2014 3 Contents Introduction .. 4 A brief description of selected APPRENTICESHIP systems .. 7 Benefits and costs of APPRENTICESHIP .. 10 Costs and benefits for employers .. 12 Evidence on innovation and competitiveness .. 14 Concerns about APPRENTICESHIP .. 15 Occupational mobility and APPRENTICESHIP .. 15 Employer incentives and the poaching problem .. 17 The scale, composition, and governance of APPRENTICESHIP TRAINING in canada .. 18 Industrial patterns and unionization.

6 20 Key issues in Canadian APPRENTICESHIP .. 21 Government funding .. 23 EXPANDING APPRENTICESHIP TRAINING in canada .. 24 EXPANDING the number of APPRENTICESHIP slots .. 24 The case of South Carolina .. 26 The case of the United Kingdom .. 28 TRAINING the trainers .. 29 Other approaches to employer expansion .. 30 Financial accounting for upgrading human resources .. 32 EXPANDING student interest in and qualifications for apprenticeships .. 32 Conclusions and policy recommendations .. 34 Build it and they will come .. 35 EXPANDING slots in existing apprentice occupations.

7 36 Funding, outreach, and accounting .. 36 The payoffs .. 37 References .. 38 EXPANDING APPRENTICESHIP TRAINING in canada Robert I. Lerman April 2014 4 Introduction Concern about a rising skills gap alongside high unemployment is emerging as a key competitiveness issue in North America. Both in canada and the United States, companies report that it is becoming increasingly difficult to match job openings to available applicants. In an Accenture survey of large Canadian companies, 59 per cent of department executives expressed concern about the availability of needed skills over the next two years.

8 In the United States, 46 per cent of companies worry about filling positions with qualified individuals over the next two years. One common response is to focus on the education system s seeming inability to equip students with the capacity to perform well on competency tests. Education reforms have proliferated in the United States, usually with the political if not financial support of large companies. Yet increased support for schools has not been matched by additional career-focused education and TRAINING initiatives for young people who leave school without a college degree.

9 Another approach one that is attracting policy analysts and policymakers throughout the world emphasizes a revival of technical and vocational education and TRAINING (TVET), especially apprenticeships. A wide range of international organizations recommend the expansion of such Apprenticeships combine work-based learning with classroom instruction in a structured program that leads to a recognized and valued occupational credential. Trainees earn money and contribute to production while they learn.

10 Employers bear most of the TRAINING cost, but recoup their investments when the value of work performed by apprentices exceeds their wages. APPRENTICESHIP and TVET initiatives have been launched in several developed countries, including Australia and the United Kingdom, as well as in emerging economies such as India and China (Smith 2013). Although apprenticeships are most common and cover 55 to 70 per cent of the young adult population in Austria, Germany, and Switzerland countries with a long history of guilds and craft work the role of apprenticeships has been growing rapidly in other countries as well.