Chapter 3: Impact and effectiveness of Employment Benefits and support to workers and employers (Part II of the Employment Insurance Act)
From: Employment and Social Development Canada
Official title: Employment Insurance Monitoring and Assessment Report for the fiscal year beginning April 1, 2021 and ending March 31, 2022 – Chapter 3: Impact and effectiveness of Employment Benefits and support to workers and employers (Part II of the Employment Insurance Act)
In this section
- List of abbreviations
- Overview
- Impact and Effectiveness of Employment Benefits and Support to Workers and Employers (Part II of the Employment Insurance Act)
- EI Part II
- Results
- 3.1 National Overview
- 3.2 Provincial and Territorial Activities
- 3.3 Labour Market Development Agreement Results
- 3.4 Pan-Canadian activities and the National Employment Service
- Annex A
- Annex B National Overview
- Annex C – LMDA Evaluation results
List of abbreviations
This is the complete list of abbreviations for the Employment Insurance Monitoring and Assessment Report for the fiscal year beginning April 1, 2021 and ending March 31, 2022.
Abbreviations
- AD
- Appeal Division
- ADR
- Alternative Dispute Resolution
- AI
- Artificial Intelligence
- ASETS
- Aboriginal Skills and Employment Training Strategy
- B
- Beneficiary
- B/C Ratio
- Benefits-to-Contributions ratio
- B/U
- Beneficiary-to-Unemployed (ratio)
- B/UC
- Beneficiary-to-Unemployed Contributor (ratio)
- BDM
- Benefits Delivery Modernization
- CAWS
- Client Access Workstation Services
- CCAJ
- Connecting Canadians with Available Jobs
- CCDA
- Canadian Council of Directors of Apprenticeship
- CCIS
- Corporate Client Information Service
- CEGEP
- College of General and Professional Teaching
- CEIC
- Canada Employment Insurance Commission
- CERB
- Canada Emergency Response Benefit
- CESB
- Canada Emergency Student Benefit
- CEWB
- Canada Emergency Wage Subsidy
- COEP
- Canadian Out of Employment Panel Survey
- COLS
- Community Outreach and Liaison Service
- CPP
- Canada Pension Plan
- CRA
- Canada Revenue Agency
- CRB
- Canada Recovery Benefit
- CRCB
- Canada Recovery Caregiving Benefit
- CRF
- Consolidated Revenue Fund
- CRSB
- Canada Recovery Sickness Benefit
- CSO
- Citizen Service Officer
- CWLB
- Canada Worker Lockdown Benefit
- CX
- Client Experience
- EAS
- Employment Assistance Services
- EBSM
- Employment Benefits and Support Measures
- ECC
- Employer Contact Centre
- EI
- Employment Insurance
- EI-ERB
- Employment Insurance Emergency Response Benefit
- EICS
- Employment Insurance Coverage Survey
- EIPR
- Employment Insurance Premium Ratio
- eROE
- Electronic Record of Employment
- ESDC
- Employment and Social Development Canada
- eSIN
- Electronic Social Insurance Number
- FY
- Fiscal Year
- G7
- Group of Seven
- GDP
- Gross Domestic Product
- GIS
- Guaranteed Income Supplements
- HCCS
- Hosted Contact Centre Solution
- HR
- Human Resources
- ID
- Identification
- IQF
- Individual Quality Feedback
- IS
- Income Security
- ISET
- Indigenous Skills and Employment Training
- IVR
- Interactive Voice Response
- JCP
- Job Creation Partnerships
- LFS
- Labour Force Survey
- LMDA
- Labour Market Development Agreements
- LMI
- Labour Market Information
- LMP
- Labour Market Partnerships
- LWF
- Longitudinal Worker File
- MAR
- Monitoring and Assessment Report
- MBM
- Market Basket Measure
- MIE
- Maximum Insurable Earnings
- MSCA
- My Service Canada Account
- NAICS
- North American Industry Classification System
- NESI
- National Essential Skills Initiative
- NIS
- National Investigative Services
- NOM
- National Operating Model
- NQCP
- National Quality and Coaching Program
- OAG
- Office of the Auditor General of Canada
- OAS
- Old Age Security
- OSC
- Outreach Support Centre
- PAAR
- Payment Accuracy Review
- PEAQ
- Processing Excellence, Accuracy and Quality
- PPE
- Premium-paid eligible individuals
- PRAR
- Processing Accuracy Review
- PRP
- Premium Reduction Program
- PTs
- Provinces and Territories
- QPIP
- Quebec Parental Insurance Plan
- RAIS
- Registered Apprenticeship Information System
- RCMP
- Royal Canadian Mounted Police
- R&I
- Research and Innovation
- ROE
- Record of Employment
- ROE Web
- Record of employment on the web
- RPA
- Robotics Process Automation
- SAT
- Secure Automated Transfer
- SCC
- Service Canada Centre
- SD
- Skills Development
- SD-A
- Skills Development – Apprenticeship
- SD-R
- Skills Development – Regular
- SDP
- Service Delivery Partner
- SEPH
- Survey of Employment, Payrolls and Hours
- SIN
- Social Insurance Number
- SIR
- Social Insurance Registry
- SRS
- Simple Random Sampling
- SST
- Social Security Tribunal
- STDP
- Short-term disability plan
- SUB
- Supplemental Unemployment Benefit
- TRF
- Targeting, Referral and Feedback
- TTY
- Teletypewriter
- TWS
- Targeted Wage Subsidies
- U
- Unemployed
- UC
- Unemployed contributor
- UV
- Unemployment-to-vacancy
- VBW
- Variable Best Weeks
- VER
- Variable Entrance Requirement
- VRI
- Video Remote Interpretation
- WCAG
- Web Content Accessibility Guidelines
- WWC
- Working While on Claim
Overview
Chapter III of the Monitoring and Assessment Report focuses on the impact and effectiveness of employment benefits and supports to workers and employers. It also examines the role of Employment Insurance (EI) Part II-funded programs across provinces and territories (PTs).
Part II of the EI Act provides the legislative framework for the Labour Market Development Agreements (LMDAs ). Each year, over $2 billion is provided under the LMDAs with PTs, for individuals and employers to receive training and employment supports. In the fiscal year beginning on April 1, 2021 and ending on March 31, 2022, approximately 667,000 participants across Canada received training and employment supports through the LMDAs.
In FY2122, PTs continued to face a changing labour market, including:
- an ageing Canadian population
- global shifts toward greener and digital economies
- automation
- evolving skills requirements
- labour shortages
In a year still marked by COVID-19, PTs delivered training and employment supports under Part II of the EI Act to more than 710,000 participantsFootnote 1. This includes approximately 667,000 participants under the LMDAs and approximately 47,000 participants through the Indigenous Skills and Employment Training Program (ISETP). Under the LMDAs, PTs continued to collaborate and support workers, employers and industry stakeholders to develop strategies to attract and retain skilled and diverse workforce and address labour market needs.
LMDA funding provided support for individuals and employers across Canada to obtain skills training and employment supports.
In FY2122, the total clients receiving employment benefits and support measures (EBSMs) was 482,802 compared to 414,379 in FY2021. Compared to FY2021, client volumes and age distribution of clients remained similar but the number of training services delivered increased in FY2122.
National Level Data | FY2021 | FY2122 |
---|---|---|
Active Claimants | 40.9% | 37.7% |
Former Claimants | 17.5% | 21.7% |
Premiums-paid Eligible Individuals | 9.7% | 9.6% |
Non-insured | 31.9% | 31.0% |
National Level Data | FY2021 | FY2122 |
---|---|---|
Youth Clients (15-24) | 24.5% | 24.6% |
Core Age Workers (25-64) | 65.9% | 65.4% |
Clients aged 55 or older | 9.5% | 10.0% |
National Level Data | FY2021 | FY2122 | Year-over-Year Change |
---|---|---|---|
Total number of services delivered | 676,675 | 714,331 | 5.6% |
Employment Benefits | 162,710 | 192,660 | 18.4% |
Support Measures: EAS | 478,946 | 474,697 | -0.9% |
Pan-Canadian | 35,019 | 46,974 | 34.1% |
PTs work with a range of stakeholders, including:
- employees/workers
- employers
- Indigenous governments
- industry and business associations
- community organizations
- underrepresented groups
- official language minority communities
- sector councils
- post-secondary institutions
LMDAs require that PTs report on their consultations with representative labour and employers organizations as well as other stakeholders over the priorities and the design and delivery of programs and services that meet the needs of their local labour markets. This chapter offers highlights from the PTs reports.
Evaluation results for the LMDA demonstrate that overall participation in most employment benefits and support measures (EBSMs) improves labour market attachment and reduces dependence on government income supports compared to similar non-participants. Unemployed individuals receiving EI benefits often have strong labour market attachments and recent work experience, but many still require targeted supports to find new employment quickly.
In addition to LMDA funding, through the delivery of pan-Canadian activities under Part II of the EI Act, the Government of Canada plays a leadership role in responding to challenges that extend beyond local and regional markets. There are three funding streams, totalling $137.3 million in FY2122, under the pan-Canadian activities:
- Indigenous programming
- enhancing investments in Workplace Skills and Labour Market Information; and
- supporting agreements with PTs and Indigenous organizations
Impact and Effectiveness of Employment Benefits and Support to Workers and Employers (Part II of the Employment Insurance Act)
Each year, over $2 billion is provided through the LMDAs for individuals and employers to receive training and employment supports. In the fiscal year beginning on April 1, 2021 and ending on March 31, 2022, approximately 667,000 participants across Canada received training and employment supports through the LMDAs.
Employers are an important partner in helping workers receive the training and supports they need to succeed in the labour market. Under the LMDAs, PTs collaborate and support employers and industry stakeholders to develop:
- strategies to attract and retain skilled and diverse workforce
- other creative solutions to help address the labour market needs
Under the LMDAs, employment benefits enable eligible individuals to gain skills and work experience with a combination of services such as skills training and wage subsidies. This includes current and former EI claimants as well as individuals who have made minimum EI premium contributions in at least 5 of the last 10 years. Additionally, the LMDAs support underrepresented individuals which is a priority for the Government of Canada. Individuals from underrepresented groups face greater barriers to labour market attachment and have been disproportionately affected by unemployment and reduced working hours. These underrepresented groups include:
- Indigenous people
- persons with disabilities
- visible minorities
- youth
- women
Jurisdictions continue assisting underrepresented groups gain access to training and employment programming, which is key for economic recovery. With the programming provided under the LMDAs, underrepresented individuals will be better positioned to find and maintain in-demand employment opportunities. In FY2122, LMDA participants includedFootnote 2:
- 80,000 persons with disabilities
- 100,000 visible minorities
- 65,000 Indigenous Peoples
- 60,000 older workers (55+)
- 160,000 youth (15-24)
- 310,000 women
EI Part II
Part II of the EI Act sets out the framework for the LMDAs such as:
- who is eligible for supports
- the categories of programs and supports that can be delivered by PTs
In addition, Part II includes the framework for the Government of Canada's pan-Canadian programming and the functions of the National Employment Service (NES).
Employment Benefits and Support Measures (EBSMs) include programs delivered under EI Part II to help individuals in Canada prepare for, find, and maintain employment. The PTs deliver these programs through LMDAs. In the case of pan-Canadian programming, the Government of Canada is responsible for program delivery.
Under the LMDAs, PTs deliver programs and services similar to the EBSMs established under Part II of the EI Act. Additionally, PTs reflect the program categories delivered by Canada prior to the introduction of the LMDAs in 1997.
The eight EBSM categories are as follows:
- Employment Benefits:
- Targeted Wage Subsidies - Assist participants to obtain on-the-job work experience by providing employers with financial assistance toward the wages of participants
- Targeted Earnings Supplements - Encourage unemployed persons to accept employment by offering them financial incentives
- Self-Employment - Provides financial assistance and business planning advice to eligible participants to help them start their own business
- Job Creation Partnerships - Provide participants with opportunities to gain work experience that will lead to ongoing employment
- Skills Development - Helps participants to obtain employment skills by giving them direct financial assistance that enables them to select, arrange for and pay for their own training
- Support Measures:
- Employment Assistance Services - Provide funding to organizations to enable them to provide employment assistance to unemployed persons, which may include individual counselling, action planning, job search skills, job-finding clubs, job placement services, and more
- Labour Market Partnerships - Provide funding to help employers, employee and employer associations, and communities to improve their capacity to deal with human resource requirements and to implement labour force adjustments
- Research and Innovation - Supports activities that identify better ways of helping people to prepare for or keep employment and to be productive participants in the labour force
To ensure the broadest reach for EI contributors, EI Part II supports are available to four kinds of clients:
- Active claimants: those who had an active EI Part I regular claim when they requested labour market supports. Typically, they have stronger and more recent job attachment. They tend to be able to return to work more quickly than those with weaker ties to employment
- Former claimants: those who completed an EI claim in the previous five years
- Premiums-paid eligible individuals: all unemployed individuals who have made EI premium contributions on $2,000 or more in earnings in at least five of the last ten years. This particularly benefits individuals with weaker labour force attachment
- Non-insured individuals: those who receive employment assistance services and include new labour force participants and individuals who were formerly self-employed without paid employment earnings. While these clients are not eligible for Employment Benefits under EI Part II, they may access Employment Assistance Services
Results
This chapter presents program results for the year beginning on April 1, 2021 and ending on March 31, 2022 (FY2122).
Further details on the following are provided in Chapter 3 annexes: the national overview, PT programming, and evaluation studies.
3.1 National Overview
3.1.1 Economic and Labour Market Context
In 2021, Canada's economy and labour market adapted and evolved in response to a number of challenges. This included the gradual easing of public health measures for COVID-19, record-high job vacancies, and supply chain disruptions. All provincial jurisdictions experienced a decline in their respective unemployment rates. The national unemployment rate dropped by 2.0 percentage points to 7.5%. Quebec (-2.8 percentage points) and Alberta (-2.7 percentage points) saw the largest unemployment rate decrease from 2020 to 2021.
As the Canadian labour market focuses on the recovery of economic sectors from the impact of the COVID-19 pandemic, the labour market also continues to face numerous challenges including:
- the ageing Canadian population
- global shifts toward greener and digital economies
- automation
- evolving skills requirements
- labour shortages
Employers continued to face challenges ranging from a limited availability of inputs to rising prices or insufficient demand for their goods or services. This left employers uncertain how to hire or train staff for recovery. Additionally, laid-off and actively employed workers were unsure about what type of training to take in the rapidly changing labour market.
In the context of a year still marked by COVID-19, PTs continued to adapt their services and programs.
3.2 Provincial and Territorial Activities
Each fiscal year, the Government of Canada provides support for individuals and employers across Canada to obtain skills training and employment supports through the bilateral LMDA with PTs. All jurisdictions are required to engage employers and other key stakeholders in establishing programming priorities. This is to ensure that active labour market programs and services are responsive to local labour market needs, and that job seekers are connected with employers.
Additionally, all PTs also prioritize improvements to both labour market attachment of underrepresented groups and employers' access to a skilled workforce.
Supplemental indicators for EI active claimants, return to work/total workforce, and estimated unpaid EI regular benefits resulting from EBSM supports are located at the end of Annex A.
Province/Territory | Base Funding | Administrative Funding | Budget 2017 Top Up | Final Total |
---|---|---|---|---|
Newfoundland and Labrador | $126.8 | $8.9 | $15.3 | $151.0 |
Prince Edward Island | $23.5 | $2.7 | $3.6 | $29.8 |
Nova Scotia | $77.1 | $10.1 | $16.6 | $103.8 |
New Brunswick | $88.3 | $8.9 | $16.2 | $113.4 |
Quebec | $552.6 | $58.9 | $105.1 | $716.7 |
Ontario | $569.6 | $57.3 | $141.6 | $768.4 |
Manitoba | $44.2 | $6.1 | $13.3 | $63.6 |
Saskatchewan | $38.3 | $6.0 | $12.7 | $57.0 |
Alberta | $146.6 | $9.6 | $54.1 | $210.2 |
British Columbia | $273.5 | $20.5 | $45.0 | $339.0 |
Yukon | $4.0 | $0.4 | $0.4 | $4.8 |
Northwest Territories | $2.8 | $1.5 | $0.6 | $4.9 |
Nunavut | $2.7 | $0.8 | $0.5 | $4.0 |
Canada | $1,950.0 | $191.8 | $425.0 | $2,566.8 |
3.2.1 Newfoundland and Labrador
In FY2122, Newfoundland and Labrador received approximately $151.0 million through the LMDA. Approximately 17,000 participants received training and employment supports, an increase of about 7.9% over the previous year. Within six months of receiving training and employment supports, over 3,000 individuals were employed which resulted in a savings of approximately $23.6 million in unpaid EI benefits. For more details, see Annex A.
The province works with a range of stakeholders as part of its planning and review process. The province not only includes employees and employers, but also industry and business associations, partners from underrepresented groups, official language minority communities, among others. For example, Newfoundland and Labrador's Workforce Innovation Centre, funded under the LMDA, conducted consultation sessions with underrepresented groups service providers and stakeholders throughout 2020 into June 2021. These sessions looked to identify how provincial services may better serve and support members of underrepresented groups, and a draft final report including recommendations was submitted in December 2021.
Newfoundland and Labrador's largest LMDA program by spending was their Skills Development Program, which is open to both employed and unemployed residents. This program provides financial support to residents who are receiving either full-time post-secondary training or taking a short-term training program which lasts less than 12 weeks. This program helps people who are unemployed or underemployed get higher-paying jobs and improves their participation in the province's labour market.
The pandemic affected many key industries in Newfoundland and Labrador, including the oil and gas, hospitality, and retail sectors. In some cases, COVID-19 compounded existing drivers of change in the labour market, such as outsourcing, offshoring and the increased use of digital technologies to monitor and control the production and delivery of products and services. During this time, employers were pivoting as needed to meet changing human resource (HR) needs.
The St. John's Board of Trade completed a body of research entitled Working Better with Age, Research on Barriers and Opportunities to Workforce Participation for Older Workers in Newfoundland and Labrador. Funding for the research project was provided through the LMDA under the Newfoundland Workforce Innovation Centre. In an effort to address current labour shortages and to fill labour market needs, the province is looking at Older Worker Initiatives to help strengthen its workforce. The research and recommendations from this report will be instrumental in the development of future programming.
Newfoundland and Labrador: Employers who have improved their capacity of the workforce
As part of the expanded eligibility introduced in 2017, Newfoundland and Labrador has increased flexibility to support employer -sponsored training under Labour Market Partnerships. One example of an employer who used this programming in FY2122 is Hospitality Newfoundland and Labrador (HNL). Representing tourism/hospitality operators throughout the province in all sectors and regions, HNL is the Tourism Industry Association of Newfoundland and Labrador. The mandate of HNL includes supporting the development of a professional workforce and improve the competitiveness, quality, and market readiness of the tourism industry. The collective objectives of HNL and its partners have been developing and offering professional development products, programs, and services to:
- Enhance the quality, market readiness and customer service of tourism businesses and attractions
- Improve human resource management and training practices to reduce employee turnover and impacts of growing labour shortages
- Increase training and professionalism
HNL's 'Rebuilding a Dynamic Tourism Workforce for Newfoundland and Labrador' LMP project will assist with pandemic recovery by providing resources, support and learning opportunities for businesses in the tourism and hospitality sector including communications and awareness, skills and knowledge development, business support services, and a workforce development plan. The project will be delivered over a three-year period from 2021 to 2023. For FY2122, there were over 1,400 participants engaged in project activities.
3.2.2 Prince Edward Island
In FY2122, Prince Edward Island received approximately $29.8 million through the LMDA. The province served approximately 11,300 participants in FY2122, an increase of about 16.7% over the previous year. Within six months of receiving training and employment supports, nearly 2,800 individuals were employed which resulted in a savings of approximately $16.8 million in unpaid EI benefits. For more details, see Annex A.
The province, in collaboration with stakeholders, worked to adapt service delivery in FY2122. This included providing consistent Island-wide access to clients during a period of time when front line services were closed due to public health protection measures.
In FY2122, Prince Edward Island, as part of its annual planning process to determine priorities, engaged with stakeholders that included organizations representing:
- employers
- employees/workers
- industry associations
- sector councils
- business groups
- service providers
- community groups
- post-secondary institutions
Stakeholders provided valuable information on challenges, best practices, priorities, and lessons learned. The consultations focused on:
- the evolving nature of work
- aligning education and training opportunities to workforce needs
- maximizing the participation of individuals in the province's workforce
- providing proper supports to assist employers with workforce planning
In Prince Edward Island, partnerships on innovative programming to support underrepresented groups have increased the number of clients served, both as a total count and as a percentage of total clients. The increase in clients served included persons with disabilities, Indigenous peoples, visible minorities, and youth.
Additionally, partnerships with industries, employers and post secondary institutions led to the development of innovative programs to upskill and reskill the workforce. In FY2122 the province partnered with PEI Bioalliance to launch the Canadian Alliance for Skills and Training in Life Sciences Program to upskill and reskill talent for the bioscience sector. This initiative has recently expanded to other provinces to assist with skills development within Canada's bioscience sector.
The province's partnerships continue in communities and sectors to assist small businesses with HR collaboration that will support recruitment and retention efforts. This includes greater emphasis on capacity building and training to promote healthy workplaces. Innovative programming has been developed in response. The rapid changes in the workforce require flexibility to be innovative in program delivery and design.
Prince Edward Island delivers a variety of labour market programs and services to meet the needs of workers and employers across the province. For example, the Employment Assistance Services program provides direct support to unemployed individuals to help them find and maintain employment through services such as career counseling, job search, professional development, and other activities. This model provides a continuum of service by professionals within the career development sector.
Prince Edward Island: Early Childhood Development Association of Prince Edward Island (ECDA )
The ECDA of Prince Edward Island is delivering the Steps to Success program to support up to 100 participants over a two-year period to develop a range of skills and specific workforce knowledge and experience. This program will increase industry support in the early learning child care sector and increase employability within the licensed early learning and child care system.
The Steps to Success program combines classroom training and a work placement at a registered child care centre. Participants of Steps to Success will obtain a Level 1 certificate through three introductory courses and a full-time work placement for the duration of the program. This initiative provides industry support by providing training to upskill those who are currently within the sector and allowing ECDA to recruit, hire and train new workers, while continuing to commit to the current evolving service of care.
3.2.3 Nova Scotia
In FY2122, Nova Scotia received approximately $103.8 million through the LMDA. The province served approximately 19,100 participants in FY2122, an increase of about 11.9% over the previous year. Within six months of receiving training and employment supports, over 4,500 individuals were employed which resulted in a savings of approximately $38.3 million in unpaid EI benefits. For more details, see Annex A.
Nova Scotia consulted multiple stakeholders including employers, service providers, program administrators, program participants, sector councils, and other organizations. They have had ongoing consultations and engagement with stakeholders as a part of program planning and evaluation. The province is leading a labour market transfers Stakeholder Consultations Strategy that is taking shape in FY2122 and FY2223. The purpose of the strategy is to develop multi-year relationships with stakeholders groups:
- that have an interest (or involvement) in labour market development
- that have an interest (or involvement) in labour market information
- that potentially benefit from labour market programming
- whose interest may be non-program specific
With the economic effects of COVID-19, underrepresented groups in Nova Scotia have faced disproportionately negative impacts. African Nova Scotian and Indigenous communities have faced socio-economic inequalities, with 16.2% and 14.2% unemployment rate respectively compared to 8% in the province. Persons with disabilities have also seen an unemployment rate of 13.3% compared to 8% in the province. However, it should be noted that the percentage of underrepresented clients served in FY2122 has risen for all underrepresented groups.
Population growth was key to responding to COVID-19 with a growth of 2.0% between 2021 and 2022; the province also saw a 1.8% increase in working-age population and a 3.5% increase of the labour force. Nova Scotia also committed to increase capital spending and residential investment to support the economy and labour market. Nova Scotia's overall labour force participation rates are lower for younger workers, older workers, and women. It is worth noting that in FY2021 there appears to be slight tendency for men to obtain full-time work and for women to obtain part-time work, with a 3.2% increase in full-time employment for men compared to 0.5% for women.
Nova Scotia's LMDA funds various programs targeting both employees and employers. Its programs include START, a program that encourages employers to hire unemployed individuals that require work experience. After completion, START employed 266 clients out of 360. Similarly, the Skills Development Program provides financial assistance to obtain basic-to-advanced skills that would help them find employment. This Program showed positive results, with almost three quarters of participants gaining employment after participating in the program.
Nova Scotia: Nova Scotia Works Online (novascotiaworks.ca )
Nova Scotia Works Online was launched in December 2020, and provides job seekers and employers with an integrated menu of online employment and career services. To date, there are over 20,000 registered accounts, and over 300,000 unique webpage visitors. Two major service releases in FY2122 were Occupational Profiles (a resource that allows users to learn about all 500 NOC-classified occupations) and Job Matching (a tool for job seekers to more easily connect to employers and their relevant opportunities), along with the implementation of a variety of continuous improvements to existing elements of the website.
Further developments are planned that will launch an employer-centred experience (where they will gain access to their own login, tools, and resources), and other features including a youth-focused education and training LMI tool, online workshop scheduling, and a notification system.
3.2.4 New Brunswick
In FY2122, New Brunswick received approximately $113.4 million through the LMDA. The province served approximately 39,100 participants in FY2122, an increase of about 26.2% over the previous year. Within six months of receiving training and employment supports, nearly 8,600 individuals were employed which resulted in a savings of approximately $56.8 million in unpaid EI benefits. For more details, see Annex A.
The province engages external stakeholders who represent both employees and employers as well as associations representing the interests and expertise of a variety of underrepresented individuals. These consultations take place continuously. To help facilitate the conversations, regional labour market partnership forums bring together regional stakeholders for planning and coordination.
COVID-19 exacerbated challenges related to slow population growth in the province, an ageing population and the net out-migration of youth and skilled workers. Over the next decade, 127,000 job vacancies are expected. New Brunswick continues to focus on attracting, retaining and educating a highly skilled workforce and in FY2021, redesigned its labour market programming to respond to evolving challenges and opportunities.
The province's LMDA-funded recruitment supports included financial support for work placements, assisting with job postings, promoting and supporting the use of its newest job matching platform, JobMatchNB. Recruitment supports also included organizing local, provincial and national job fairs, referring to partnering departments to address international recruitment needs, and experiential education through FutureNB. LMDA-funded training was provided through the Labour Force Training program and referrals to Workplace Essential Skills training.
Employers benefited from funding for external HR expertise in areas such as strategic planning, development of policies and procedures, job analysis and coaching on cultural diversity and workplace culture. Employers are the target of a new service delivery approach which focuses on collaborative assessment of HR needs and flexible, customized solutions. Employers, job seekers and workers will benefit from a new Employer Directory, a new virtual job fair platform and better dissemination of relevant labour market information.
New Brunswick continued to provide client-focused wage subsidies to employers through Workplace Connections (WPC). Under WPC, a work placement is initiated as part of a job seeker's employment action plan. While driven primarily by the needs of job seekers, they also meet employers' recruitment needs identified through HR needs assessments and often result in long-term employment.
3.2.5 Quebec
In FY2122, Quebec received approximately $716.7 million through the LMDA. The province served approximately 133,200 participants in FY2122, an increase of about 16.4% over the previous year. Within six months of receiving training and employment supports, over 41,400 individuals were employed which resulted in a savings of approximately $286.0 million in unpaid EI benefits. For more details, see Annex A.
Like other provinces, Quebec experienced labour shortages and changes in the labour market. In the fourth quarter of 2021, there were approximately 240,000 job vacancies, the highest number of job vacancies since 2015. In 2021, the economy has started to recover with a GDP increase of 6.2%.
Since 2021, the Quebec government has been deploying nearly 80 targeted measures and initiatives through various ministries as part of Opération main-d'œuvre. Among these measures, 10 are partly funded by the Canada-Quebec LMDA to address labour shortages in certain priority areas. Opération main-d'œuvre aims to address labour shortages in priority areas, including attracting, training and reskilling 170,000 workers in the health and social services, education and educational childcare services, and with the addition of 110,000 workers in the information technology, engineering and construction sectors.
In developing and implementing its employment services, the Government of Quebec collaborated with the Commission des partenaires du marché du travail (CPMT), a public organization made up of representatives of the workforce, businesses, educational community, community organizations, and government agencies. To ensure a balance between training programs, skills of the workforce and labour market needs, the CPMT relies on a network of sectoral, regional and underrepresented group organizations, including sectoral workforce committees, regional labour market partners' councils and advisory committees. Quebec's partnership structure allows public employment services to adapt effectively to changing labour market needs. The CPMT collaborates in the development of an annual action plan for public employment services. It has also actively participated in monitoring the measures put in place by Quebec, including the Programme d'aide à la relance par l'augmentation de la formation, a program designed to encourage people who were unemployed to upgrade their skills.
In Quebec, 9,175 companies have hired unemployed persons with disabilities through des mesures Subvention salariale, Contrat d'intégration au travail and Programme de subventions aux entreprises adaptées. For individuals, the training measures enabled the training of nearly 30,000 new participants.
Quebec: Highlights of programs funded under the Canada-Quebec LMDA
Programme d'aide à la relance par l'augmentation de la formation
- This program aims to encourage the unemployed to upgrade their skills. With a budget of $115 million from the Canada-Quebec LMDA, this program increased income support for participants to $500 per week. The objective of supporting more than 18,000 participants in training was achieved in FY2122.
Programme pour la requalification et l'accompagnement en technologies de l'information et des communications
- Launched in July 2021, this program aims to encourage job seekers to follow a training program targeted by the MESS that will allow them to access an in-demand profession in the field of information and communication technologies. A weekly allowance of $650 is offered throughout the duration of the training as well as a lump sum of $1,950 upon successful completion of the training. The program had nearly to 5,000 participants in FY2122.
3.2.6 Ontario
In FY2122, Ontario received approximately $768.4 million through the LMDA. The province served approximately 167,900 participants in FY2122, a decrease of about 10.0% over the previous year training and employment supportsFootnote 3. Within six months of receiving training and employment supports, over 64,600 individuals were employed which resulted in a savings of approximately $443.4 million in unpaid EI benefits. For more details, see Annex A.
Through FY2122, Ontario's labour market experienced rising employment, decreasing unemployment, elevated vacancies, and high wage growth. Employers saw ongoing challenges filling positions and retaining staff. The January to March 2022 period had 74% more vacant positions compared to the same period in 2019. The sectors with the highest vacancies were health care and social assistance, accommodation and food services, and manufacturing. Over the same period, employment in occupations that typically require a university degree increased faster than employment in college and/or apprenticeship credential-requiring occupations.
To support the province of Ontario's review of its workforce development system, Ontario consulted with stakeholders and partners including employer and employee organizations, service provider networks, municipal/federal partners, organizations serving persons with disabilities, and Indigenous partners. Consultations consisted of focus groups, one-on-one meetings, and surveys. Key findings include the need for improvement in:
- the flexibility and responsiveness of the workforce development system in Ontario
- collaboration with partners and coordination between systems and programs
- clear program timelines and application processes and expectations
- the use of technology to deliver programs locally
- utilization of labour market information and local planning to anticipate and respond to future work and skills requirements
In 2021, Ontario also established Employment Services Transformation engagements with Indigenous communities. The Urban Indigenous Engagement Table (UIET) was formed in October 2021 with representatives from the Tungasuvvingat Inuit, Métis Nation of Ontario, Ontario Native Women's Association, and Ontario Federation of Indigenous Friendship Centres. The table provides input and recommendations to ensure the reformed system best supports Indigenous clients and enables improved employment outcomes. Discussions on the First Nations engagement approach to provide feedback for the co-design of a First Nations service model began in 2021 with the Chiefs of Ontario, which informed the establishment of the Employment Table Working Group.
Additionally, in 2021, Ontario established the Ontario Workforce Recovery Advisory Committee, which consulted with 164 stakeholder groups on shaping the future of work in the province. A report was delivered with recommendations on addressing issues and opportunities that were caused or accelerated by the pandemic. Recommendations focused on digital accessibility, micro-credentials, paid work placements, and on-the-job training.
Ontario serves a diverse client base, including individuals from underrepresented groups. Women, youth, newcomers, Black and racialized groups, Indigenous peoples, older workers, and persons with disabilities are considered underrepresented groups in Ontario and clients can self-identify as such when participating in employment and training programming. Ontario has Key Performance Indicators for serving some targeted groups (i.e., clients with complex service needs), including Indigenous peoples, persons with disabilities, youth with higher support needs, and newcomers.
Many programs and initiatives funded under the LMDA include an emphasis on serving underrepresented groups. This includes the current Employment Service (ES) assisted services, which focuses on vulnerable populations and those underrepresented in the labour market. Using ES suitability criteria, service providers offer tailored support to those with the greatest risk of continued or long-term unemployment, or those who are marginalized in the labour market. Ontario's Skills Development Fund under the LMDA supports projects that enable market-driven solutions and unlock the economic potential of apprenticeship, skilled trades, and broader workforce development initiatives to facilitate economic recovery. Funded projects include those that supported historically underrepresented groups in the labour market or those that are disproportionately impacted by COVID-19, including women, youth, persons with disabilities, Indigenous peoples, racialized groups, and immigrants.
Ontario: Employment Service Transformation (EST)
Ontario has been transforming employment services for jobseekers and employers by introducing a new service delivery model. This includes new Service System Managers (SSM) and integrating Social Assistance (SA) employment services into Employment Ontario (EO).
Through EST, the province is aiming to create one efficient yet locally responsive service delivery and outcomes-based system across the province to better meet the needs of jobseekers, particularly those with weaker labour market attachment, employers, and communities. Integrated Employment Service (IES) is an enhanced employment service model that helps people obtain jobs, reduce reliance on social assistance and meet employer workforce development needs.
As also noted above, IES includes several key aspects, including:
- A shared SA and EO Common Assessment Tool which is used to better assess individual client service needs.
- Integrated case management processes for smooth and effective client pathways.
- A new Performance Management Framework and funding model, including performance-based funding payments to progressively incentivize SSMs to help clients obtain employment outcomes based on the likelihood of long-term unemployment (e.g., clients with greater service needs).
Implementation is being phased in. When fully implemented, the new service delivery model is anticipated to serve about 250,000 Ontarians per year.
3.2.7 Manitoba
In FY2122, Manitoba received approximately $63.6 million through the LMDA. The province served approximately 77,100 participants in FY2122, an increase of about 6.3% over the previous year. Within six months of receiving training and employment supports, nearly 7,100 individuals were employed which resulted in a savings of approximately $74.4 million in unpaid EI benefits. For more details, see Annex A.
Manitoba consulted with several stakeholder groups from both the public and private sectors. This included official language minority communities, industry organizations, service providers, community organizations, and other partners in economic and workforce development. Four main areas were discussed with stakeholders:
- issues with matching people to jobs
- training and employment efforts
- issues affecting Indigenous Manitobans in obtaining employment
- matching skilled workers to jobs needing specific skills
The COVID-19 pandemic disproportionately affected Manitobans from underrepresented groups, such as women, persons with disabilities, and Indigenous peoples. For example, more female Manitobans lost their jobs than their male counterparts. The latest labour force data indicates that employment among females has grown more than employment among males, with the female employment rate being 5.6% higher than pre-pandemic levels, while the male employment rate is only 0.3% higher.
As an example of efforts to help support underrepresented workers, Manitoba and the Manitoba Institute of Trades and Technology partnered to support and train 18 women with disabilities in the turbine engine repair sector as this industry has seen a shortage of skilled workers. Upon graduation, all 18 students received job offers.
As of December 2022, the province's unemployment rate was 4.4%, which was the fourth lowest in the country and below Canada's unemployment rate of 5.0%. Manitoba's labour force also had approximately 15,100 more workers, with 20,900 more Manitobans employed than in 2019.
The community based Train-the-Trainer programs, where people learn to train others, has received positive feedback and has successfully increased training capacity. Manitoba continues to build a skilled workforce through improving education and training opportunities, increasing and streamlining immigration, and ensuring greater alignment between training institutions and the needs of employers.
Some programs do not always meeting community needs. For example, Indigenous peoples often have trouble accessing training. Another challenge is the barrier to support services, which may require moving away from home to get training or employment supports. Additionally, for Indigenous communities, lack of effective communication technology impedes the design and delivery of education programs for Indigenous peoples. Unreliable cellphone service in northern Manitoba is also a barrier, employers are sometimes unable to reach jobseekers, due to the lack of services available.
Employers in Construction, Finance, and Health Care reported challenges in finding applicants with the required skills. Skilled immigrant workers also reported that a lack of Canadian work experience makes it difficult to find work in their particular fields, increasing the skilled worker shortage.
3.2.8 Saskatchewan
In FY2122, Saskatchewan received approximately $57.0 million through the LMDA. The province served approximately 26,300 participants in FY2122, an increase of about 10.1% over the previous year. Within six months of receiving training and employment supports, nearly 9,200 individuals were employed which resulted in a savings of approximately $83.6 million in unpaid EI benefits. For more details, see Annex A.
Saskatchewan regularly engaged and consulted with a wide range of stakeholders, including:
- employers
- chambers of commerce
- industry associations
- economic development organizations
- organizations providing employment services for people from underrepresented groups
- post-secondary education training institutions
- labour groups
- ICT partner ministries
These consultations allow the Saskatchewan government to receive feedback on the various programs and services administered through the LMDA.
In response to Saskatchewan's pandemic-related challenges, the province opted to put a larger focus to assist employers in meeting workforce needs through proactive outreach and broader collaboration with provincial ministries, agencies, and post-secondary institutions. Outreach in partnership with Chambers of Commerce, Service Canada, Immigration, Refugees and Citizenship Canada and Western Economic Diversification Canada facilitated a better understanding of the availability of different supports to accelerate economic recovery.
Among the many programs and services offered by the province of Saskatchewan, the Skills Training Allocation program has a strong emphasis on improving employability of underrepresented groups leading to long-term sustainable employment.
Saskatchewan's career and employment services are provided through ten offices across the province and through partnerships with third-party service providers. The services focus on specialized needs such as vocational assessments, employment supports and career counselling. Saskatchewan also provides financial and program support to training institutions, agencies, and industry.
Saskatchewan's range of LMDA-funded programs includes its Essential Skills Program (ES). The ES program is meant to equip participants with the necessary skills, knowledge and competencies needed to enter or re-enter the labour force. This program allows participants to move on to further training or advance in a chosen career. ES programming helps adults improve their literacy levels (via Levels 1 and 2) and develop essential and employability skills. Once the participants successfully complete Levels 3 and 4, they achieve a credential. This program includes Adult Basic Education, Essential Skills for the Workplace, and General Educational Development (GED) testing.
There were over 5,400 participants in ES funded programs and 63 percent completed their programs. The participants acquired a range of skills including literacy, numeracy, and document use. Additionally, individuals who completed the program developed the competencies to acquire and/or retain employment which resulted in increased earnings, decreased use of social support(s) and an overall improved wellness.
The Provincial Training Allowance (PTA) program supports low-income learners enrolled in full-time ES, workforce development or skills training programs. PTA is an income-tested program providing flat rates for living and daycare costs for learners enrolled in the ES programs. The PTA provides learners with basic income support while they are in training.
Over the last five years, the PTA was able to assist 4,000 adult learners annually and has resulted in students completing their training which strengthens their employability.
The federal Targeting, Referral & Feedback system allows the province to identify and contact potential clients as soon as they apply for EI. It also provides earlier access to programs/services, and assesses client employability to make informed referrals and program services. The province customizes targeting criteria based on current labour market information and local demographics to address specific sectors or industries.
Saskatchewan: The Skills Training Allocation (STA)
The Skills Training Allocation (STA) is intended to address the training needs of Saskatchewan business and industry. Credit training programs for occupations in-demand are administered through publicly funded post-secondary training institutions. The STA goals are to improve employability and address the immediate and ongoing needs of dynamic labour market. Furthermore, the STA program results in long-term sustainable employment by heavily focusing on improving the employability of underrepresented groups such as:
- Indigenous peoples
- social assistance recipients
- persons with disabilities
- women in underrepresented occupations
- immigrants
- visible minorities
In FY2122, more than 2,600 individuals participated in STA funded programs. The relevant statistics are as follows:
- Completion Rate – 83%
- Employment Rate – 57%
- Further Education Rate – 27%
3.2.9 Alberta
In FY2122, Alberta received approximately $210.2 million through the LMDA. The province served approximately 93,200 participants in FY2122, an increase of about 6.8% over the previous year. Within six months of receiving training and employment supports, over 26,300 individuals were employed which resulted in a savings of approximately $303.8 million in unpaid EI benefits. For more details, see Annex A.
Alberta delivers programs that directly help workers such as skills development programs (both regular and for skilled trades specifically), employment assistance services, and self-employment training. Other programs include targeted wage subsidies, labour market partnerships, and research and innovation initiatives.
COVID-19 is affecting every industry of the economy in different ways. Alberta continued to deliver LMDA supports as more people lost their jobs and needed new employment while keeping people safe.
As part of recovery efforts, Alberta is helping workers move from industries that shrank to industries that either grew or are expected to grow, such as technology, life sciences, and pharmaceuticals.
Alberta continued to consult with key stakeholders through the pandemic using a variety of methods, including more computer and telephone communications. This new way of doing things has continued, with more training and support done by video calls and online classes. This means that the province is reaching more people in remote communities, and more people in cities who might not be able to go to in-person classes for different reasons. Consultation groups include stakeholders representing people from marginalized groups, and those who face multiple barriers to employment.
In FY2122, some parents, particularly women, had to stop working to take care of children as a result of the COVID-19 pandemic. Additionally, it has been noted that the province needs more commercial truck drivers. To help solve both problems, Alberta is providing $3 million annually for three years in training grants to women training to become truck drivers.
Alberta: The Transition to Employment Program
The Transition to Employment program operates out of Grand Prairie, Alberta. This program helps people quickly re-enter the workforce. Participants have access to short-duration training courses to develop new skills to find employment. Forty-five percent of the people who went through this program are over the age of 45, and 84% found a new job and kept it after finishing the program.
3.2.10 British Columbia
In FY2122, British Columbia received approximately $339.0 million through the LMDA. The province served approximately 81,200 participants in FY2122, an increase of about 0.3% over the previous year. Within six months of receiving training and employment supports, nearly 23,100 individuals were employed which resulted in a savings of approximately $258.1 million in unpaid EI benefits. For details, see Annex A.
The province provides multiple services through LMDA funding, including delivery of almost 22,000 skills training services to unemployed clients. As well, the province delivers the Community and Employer Partnership (CEP) fund that supports job seekers to access training and work experience. The CEP helps to fill local vacant positions and aids businesses and communities to address labour market challenges.
British Columbia continues to consult with stakeholders on the effects of COVID-19, recovery efforts, and the successful development of employment programming within the province. The province has also implemented strategies to meet client needs, ensure services were continuously accessible and available, provide safe service delivery, and facilitate service provider forums for best practice sharing. Their engagement activities included consultations with:
- Indigenous Skills Employment Training providers (ISET)
- the First Nations Leadership Council
- la Fédération des francophones de la Colombie-Britannique
- large provincial-footprint employers and associations
CEP invested in 55 Project Based Labour Market Training projects and 20 Job Creation Partnership projects to help job seekers achieve greater labour market participation through training and employment. One JCP project helped people recovering from addiction to gain sustainable employment in the agricultural sector. Another project helped Indigenous job seekers to achieve greater labour market participation to achieve good paying jobs in a high opportunity sector.
The CEP Fund also invested in $1.4M in 14 Labour Market Partnerships that supported labour market studies to address labour market challenges. This included a labour market study on employment development issues facing First Nations and their participation in the local workforce. Skills inventories, job profiles, strategies and tools were developed.
Additionally, British Columbia has heavily invested in innovation and technology to optimize labour market programming. Some of these investments included an interactive map of ISET service providers, launching the WorkBC mobile App in February 2022, and enhancements to the Online Employment Services (client intake and registration) platform.
In FY2122, British Columbia served over 10,000 persons with disabilities, around 6,600 visible minorities, about 2,300 clients who identify as Indigenous, and over 16,500 women. In total, the province provided individualised services to almost 24,000 clients that are part of an underrepresented group.
British Columbia: On the road to professional driving jobs in the Columbia Valley
Fifteen British Columbians received skills training to prepare them for employment in the trucking industry in the Columbia Valley under a Community and Employment Partnerships (CEP) project from the Government of British Columbia. The safe transport of bulk, industrial and consumer goods is vital to British Columbia's recovering economy. Graduates of this professional driver program find themselves qualified to secure well-paying jobs in a variety of sectors.
The province provided funding to College of the Rockies in Golden to deliver skills and certification courses in two intakes of its professional Class 1 truck driver program. Participant recruitment was focused on Indigenous individuals.
Participants received 13 weeks of essential, occupational and practical skills training, four weeks of on-the-job work experience and two weeks of follow-up support to assist in their job search. Courses included mandatory entry-level training (MELT), air brake training, truck theory and simulator training. MELT is a program for new commercial truck drivers that will improve the safety on highways.
Participants also received certification courses in:
- Workplace Hazardous Material Information Systems
- Occupational First Aid Level 1
- Transportation Endorsement
- Transportation of Dangerous Goods
- Truck Weight and Dimensions, and
- Electronic Logging Devices
3.2.11 Yukon
In FY2122, Yukon received approximately $4.8 million through the LMDA. The territory served approximately 400 participants in FY2122, an increase of about 83.5% over the previous yearFootnote 4. Within six months of receiving training and employment supports, over 100 individuals were employed which resulted in a savings of approximately $1.8 million in unpaid EI benefits. For details, see Annex A.
Yukon's Labour Market Framework guided its consultations with:
- other governments
- First Nation governments and service organizations
- employers
- Chambers of Commerce
- educational institutions
- labour market service providers
- unions
- associations
Employers are reporting challenges recruiting staff with the skills and competencies they require, even in entry-level jobs.
While the Covid-19 pandemic created and continues to create issues, Yukon employment numbers have returned to the pre-pandemic, low unemployment levels. However, the labour market reality is shifting. For the first time in decades, Yukon consistently has more available jobs than engaged job seekers.
In FY2122, Yukon experienced a high percentage of job vacancies at approximately 7.2%. Most of the available jobs are entry level. Currently, employers are using similar recruitment tactics for workers as previous years, including focusing on individuals from underrepresented groups. However, they have not found success in the current environment.
It is assumed that the number of unfilled jobs is due to skills mismatch, and it remains apparent that the principal reason is lack of foundational skills (reading, writing, numeracy, and computer use). Most of the available jobs are entry level, and one third of the available labour pool in Yukon declare themselves as 'retired' which implies a voluntary and successful departure from the labour market. Available workers either lack skills for those jobs, do not see themselves in those jobs, or do not want those jobs.
3.2.12 Northwest Territories
In FY2122, Northwest Territories received approximately $4.9 million through the LMDA. The territory served approximately 600 participants in FY2122, an increase of about 62.9% over the previous yearFootnote 5. Within six months of receiving training and employment supports, over 200 individuals were employed which resulted in a savings of approximately $1.3 million in unpaid EI benefits. For details, see Annex A.
Northwest Territories' relationship with stakeholders, as well as formal and informal partnerships, has been cultivated and maintained by its Regional Education, Culture and Employment (ECE) Service Centre staff. ECE regularly met with community leaders and Indigenous Governments, attended community events, and actively engaged with employers and organizations during in-person meetings. This resulted in a better understanding of the career development needs of individuals and communities.
In FY2122, the Skills Development Program (SDP) in Northwest Territories enhanced the labour market participation of individuals in the territory, including that of underrepresented groups, with priority given to income assistance recipients, Indigenous peoples, older workers, persons with disabilities, youth, women, and new and re-entrants to the labour market.
Northwest Territories saw an increase of COVID cases in FY2122 which resulted in the implementation of further public health protections in August and September 2021 and in January and February 2022. Many of the adult education and online training courses gradually started to return to in-person classes, with online options implemented as the situations deemed necessary. The COVID-19 measures that were in place in FY2021 were still in place for FY2122. The territory continued its program to include assistance to purchase technology equipment for registered online learning. ECE also made different 'tips and tricks' available for students to assist them in achieving success.
A $750 Technology Grant was continued for students in the Skills Development Program (SDP) and the Self-Employment Program (SEP) to assist with the equipment costs that are required for remote learning.
Northwest Territories' range of LMDA-funded programs provides support for eligible clients to participate in training opportunities to boost their skills and knowledge and/or develop essential employability skills for the labour market. One of the many objectives of the SDP is to enhance the labour market participation of Northwest Territories residents, including low-skilled workers and underrepresented groups. The SDP aims to as well as enhance client's ability to find long-term employment opportunities through training and education.
The Self-Employment Program (SEP) provided support to eligible clients who were looking to start a small business. This program provided support for clients in assessing business proposals, their personal suitability for self-employment, family issues, financial risks, and resources available that are required to be successful. This program aims to encourage business development to create future employment opportunities and grow the NWT workforce through partnerships.
Northwest Territories: Creation of a Labour Market Recovery Wage Grant
The objective of the Labour Market Recovery Wage Grant was to support employers to retain or bring staff back into the workplace in an environment where the employer has lost revenue due to public health measures.
Non-essential businesses were able to apply for a Wage Grant of maximum of $2,000 per employee, to a maximum of $10,000 per employer. The Wage Grant supported 26 employers, providing support for 115 positions.
3.2.13 Nunavut
In FY2122, Nunavut received approximately $4.0 million through the LMDA. The territory served approximately 200 participants in FY2122. Within six months of receiving training and employment supports, 25 individuals were employed which resulted in a savings of approximately $324,000 in unpaid EI benefits. For details, see Annex A.
Nunavut consults with a number of stakeholders including:
- employers
- employees/workers
- journeypersons
- apprentices
- municipalities
- training partners and providers
- housing associations
- educational institutions
- other governmental departments
Nunavut continues to use LMDA-funded programs to deliver training and employment supports to individuals, including those in underrepresented groups, and employers.
In the previous FY2021 fiscal year, public consultations were concluded on reform of the apprenticeship legislation and programming.
The results were a complete overhaul of the apprenticeship and vocational certification legislation, and a redesign of support programs for apprentices. These changes are in the process of being introduced over FY2223 and FY2324.
3.3 Labour Market Development Agreement Results
Recent evaluations have demonstrated the effectiveness of LMDA funded supports and sought out lessons for the design and delivery of programs. The results demonstrate that overall participation in most EBSMs improves labour market attachment and reduces dependence on government income supports compared to similar non-participants. Unemployed individuals receiving EI benefits often have strong labour market attachments and recent work experience, but many still require targeted supports to find new employment quickly.
ESDC has completed the third cycle of evaluation for the LMDAs covering the years from 2010 to 2020. These evaluations take into consideration the results for the future design and delivery of particular measures. An incremental impact analysis examined unemployed individuals who participated in programs and services in the years 2010 to 2012 and covered a 5-year post-participation period up to 2017.
Incremental impacts estimate the effects on employment, earnings, and collection of Social Assistance and EI due to participation. These estimates are made by comparing participant experience to that of similar non-participants. The evaluation findings were approved by the Federal-Provincial-Territorial Evaluation Steering Committee and the Performance Measurement and Evaluation Committee of ESDC. The evaluation used a mix of qualitative and quantitative methods, including cost-benefit analysis, key informant interviews, questionnaires, a national survey, and document and literature reviews.
To address information gaps, supplementary studies were conducted for several programs aimed at supporting employment and innovation, including:
- Self-Employment
- Job Creation Partnerships
- Labour Market Partnerships
- Research and Innovation
These studies provided valuable insights into the effectiveness of specific programs, highlighting both their successes and areas for improvement. The Self-Employment program was successful in helping participants create self-employment opportunities, while the Job Creation Partnerships program was effective in creating short-term employment opportunities. The Labour Market Partnerships program facilitated collaboration between employers and community organizations, and the Research and Innovation program supported the development of innovative products, processes, and services.
The evaluations demonstrated that most programs and services funded under LMDAs improved labour market attachment and reduced dependence on government income supports compared to similar non-participants. Skills Development and Targeted Wage Subsidies interventions were found to be most beneficial for participants, while Employment Assistance Services improved the labour market attachment of female, Indigenous, and recent immigrant participants. The social benefits of participating in most interventions exceeded the initial investment costs over time.
The evaluations also included an incremental impact analysis, which estimated the effects on employment, earnings, and collection of Social Assistance and EI due to participation. The analysis found that most LMDA-funded programs and services improved labour market attachment and reduced dependence on government income supports compared to similar non-participants. Additionally, a cost-benefit analysis was conducted to compare the cost of participating for participants and the cost of delivering the program for governments against the benefits associated with the program. The analysis accounted for all quantifiable costs and benefits directly attributable to the program, but did not account for non-quantifiable factors.
The analysis demonstrated that EAS, SD, and TWS continued to result in improvements in labour market attachments overall. These supports have been shown to benefit all subgroups of participants:
- females
- males
- youth
- older workers
- Indigenous peoples
- persons with disabilities
- recent immigrants
- visible minorities
Although all subgroups benefited from these supports, some benefited more than others, in particular:
- Indigenous peoples
- recent immigrants
- persons with disabilities
- older workers
The evaluation examined the following types of organizations funded through the LMDAs:
- non-profit
- businesses/employers
- educational institutions and training providers
- municipal and local governments
- Indigenous organizations
Partnerships were established to support the delivery of the majority of projects. Overall, the evaluations and supplementary studies provided important insights into the effectiveness of LMDA-funded programs and services, and highlighted areas for improvement in future program design and delivery. Provincial and territorial departments and key informants recognize the contributions made partners such as their expertise, network and financial contribution are all essential to project implementation and success. For details, see Annex C.
3.4 Pan-Canadian activities and the National Employment Service
Through the delivery of pan-Canadian activities, the Government of Canada plays a leadership role in responding to challenges that extend beyond local and regional labour markets. Pan-Canadian activities have 4 primary objectives:
- promote an efficient and integrated national labour market
- preserve and enhance Canadian economic unity
- help address common labour market challenges and priorities of national and/or international scope that surpass provincial and territorial borders
- promote equality of opportunity for all Canadians with a focus on helping underrepresented groups reach their full potential in the Canadian labour market
These objectives are supported through 3 funding streams:
- Indigenous programming
- enhancing investments in Workplace Skills and Labour Market Information
- supporting agreements with PTs and Indigenous organizations
In FY2122, expenditures on pan-Canadian activities totalled $137.3 million. Pan-Canadian programming delivered through the Indigenous Skills and Employment Training Strategy (ISET) consisted of $123.5 million of the total, while expenditures on Labour Market Partnerships amounted to $11.8 million, with Research & Innovation totalling $1.9 million.
3.4.1. Indigenous programmingFootnote 6
Pan-Canadian funding delivered through the ISET program is intended to increase the skills of Indigenous peoples and support their participation in the Canadian labour market. The ISET program ensures that First Nations, Inuit, Métis, Urban, and non-affiliated Indigenous peoples have access to skills development training and employment supports to meet their long-term career goals.
In FY2122, the ISET program received approximately $123.5 million from EI Part II fundsFootnote 7. ISET funds a network of over 110 Indigenous contribution recipients with over 650 points of service across Canada. The objective is to help reduce the skills and employment gaps between Indigenous and non-Indigenous people.
The ISET program was co-developed with Indigenous partners. It includes four distinct labour market strategies with separate funding envelopes for each group:
- First Nations
- Inuit
- Métis
- Urban and Non-affiliated Indigenous peoples
The program provides new investments and more flexible longer-term agreements to Indigenous service delivery organizations. This supports efforts to advance reconciliation, self-determination, and address systemic inequities between Indigenous and non-Indigenous Canadians by creating more job training opportunities for Indigenous people.
The eligible activities encompass a wide range of labour market activities, including locally designed programs supporting each labour market strategy. Indigenous service delivery organizations may provide:
- employment-related and career development assistance
- wrap-around supports such as living expenses
- financial assistance to support individuals in obtaining skills for employment
- tuition
- business coaching and mentorship
- and disability-related supports
Indigenous service delivery organizations receive funding from both the Consolidated Revenue Fund and the EI Part II Pan-Canadian Fund to support their clients. EI Part II funding enables them to support clients who meet the EI Part II employment support measures eligibility criteria.
In FY2122, the ISET program served almost 48,000 Indigenous clients (new and ongoing). This includes more than 42,000 new clients, including 20,000 EI clients. Out of the total number of clients, more than 16,000 found a job within six months of participating in training and employment programs, including over 9,500 EI clients and 5,600 clients who returned to school.
Nunatsiavut Government
The Nunatsiavut Government (Nunatsiavut) provides employment, education, and training services through the Department of Education and Economic Development. These services assist Inuit beneficiaries of the Labrador Inuit Land Claims Agreement in becoming increasingly employable to meet current and future labour market demands. It also creates and maintains partnerships, which will lead to sustainable long-term employment for Inuit Beneficiaries.
Nunatsiavut provides training and employment support to all Nunatsiavut Beneficiaries regardless of location in Canada. The head office in Makkovik, Newfoundland and Labrador, is responsible for providing the programs and services. Their client base spreads over 5 Inuit communities in Nunatsiavut (Nain, Hopedale, Rigolet, Postville, and Makkovik), as well as a large number who live outside of the Land Claim area in the rest of Canada.
Through the ISET program, Nunatsiavut provides a wide range of labour market activities and employment assistance services in support of the Inuit Labour Market Strategy. The anticipated ultimate outcomes of the Inuit Labour Market Strategy are:
- improved skills levels of Inuit and reduced skills gap between Inuit and non-Indigenous peoples
- improved employment outcomes of Inuit and reduced employment gap between Inuit and non-Indigenous peoples
Eligible activities encompass a wide range of labour market activities and employment assistance services. These aim to:
- provide employment-related and career development assistance and outreach to Inuit, including youth and persons with disabilities (for example, client assessment, case management, job search, job retention assistance, summer jobs, work experience, and other supports)
- provide support services by expanding social supports to contribute to client success, including:
- dependent care costs
- childcare
- living expenses
- transportation
- client support
- other supports needed to ensure client success with skills development
- training and employment
- enhance existing and building potential new employer linkages, enhanced labour market information, and skills inventories to enable organizations to accurately forecast in-demand employment opportunities and recommend relevant training programs, and to connect Inuit workers to available jobs matching their qualifications
- leverage existing programs for referrals and up-to-date labour market information to better use and/or integrate existing data collection systems
In FY2122, Nunatsiavut served 192 clients and of these, 93 obtained a job.
3.4.2. Investments in Workplace Skills National Essential Skills Initiative
The National Essential Skills Initiative (NESI) is a component of the Skills for Success program which helps Canadians improve their essential skills so that they can better prepare for, get and keep jobs, as well as adapt and succeed at work. This aligns with the Government of Canada's goal of helping Canadians develop the skills they need for good quality jobs.
In FY2021, NESI funded projects that developed and expanded literacy and essential skills training. Projects focussed on testing, replicating and scaling up proven approaches to skills upgrading, as well as improving the quality of employment and training supports that are responsive to job seekers, workers and employers.
Emphasis is placed on supporting individuals with low skills and facing multiple barriers to employment such as Indigenous peoples, newcomers, youth, and official language minority communities (OLMCs).
In FY2122, the NESI funded 5 projects, that improved the literacy and essential skills of Canadians and helped them to better prepare for, get and keep a job, and adapt and succeed at work.Footnote 8
One of the funded projects was the Further Education Society of Alberta's "Going the Distance" project, which was a 5-year project designed to address the underrepresentation of Indigenous people in the Tourism and Hospitality industry through developing and piloting a transferable, replicable, and adaptable training model.
As a result of the project which ended in May 2022, approximately 60% of the 200 Indigenous participants indicated that the combination of on-the-job skills development and employment preparation training helped them overcome some of their barriers to stable employment.
Another NESI project, entitled "Classroom Connections' Employment Essentials: Building sustainable and expandable literacy and essential skills, targeted training for First Nations" offers on-reserve training in the welding, metalwork, and hospitality services sectors. It creates, tests, and evaluates innovative training services that aim to improve the foundational and transferable skills of First Nations members of the Maskwacis region. There have been 91 participants that completed the program and of the participants:
- 24%, 31% and 43% showed improvement in reading, document use and numeracy, respectively
- Approximately 76 participants found employment or pursued further training post-project
- 20 of the 26 participants who completed their training more than two years ago are still employed
Budget 2021 announced a new Skills for Success (SFS) program (modernization of the Literacy and Essential Skills program) that funds organizations to design and deliver foundational and transferable skills training and to create online assessment tools and training resources for Canadians. The NESI component is being re-positioned to support targeted objectives that complement the SFS program. Starting in 2022, NESI will focus on research projects that anticipate and help predict emerging foundational and transferable skills needs of underrepresented groups in the labour market.
In line with departmental direction, 30% of NESI funding will target research projects that explore how to measure foundational or transferable skills of persons with disabilities (10%) and racialized Canadians (20%). This research will ensure that current and future projects funded under the SFS program are responsive to emerging priorities and trends. In particular, research funded through NESI will allow the SFS Program to:
- understand the evolving foundational and transferable skills gaps across the country, specifically in the context of a changing labour market and through an intersectional lens
- target future SFS Call for Proposal processes to specifically address the assessment tool and training gaps identified in the research
The Skilled Trades, Apprenticeships and Red Seal Programs
The Red Seal Program develops common interprovincial standards and examinations for each of the designated Red Seal trades that are used to gauge which tradespeople can be trained and assessed. This helps harmonize apprenticeship training in PTs, provide the public with current descriptions of trades in Canada, and serve as the basis for assessment.
Each PT uses standards and examinations to certify thousands of apprentices and experienced tradespersons each year. The collaboration involved in developing interprovincial Red Seal standards and examinations results in cost-savings for governments.
Experienced tradespeople and apprentices who have completed their training may take the interprovincial Red Seal examination. If successful, they receive a Red Seal endorsement on their provincial or territorial certificate of qualification. This indicates they meet both the provincial and territorial requirements, and demonstrate they have the knowledge required for the national standard in that trade.
The Red Seal endorsement is a nationally recognized standard for skilled trades workers in Canada. It promotes excellence to employers, instills pride in skilled workers, and facilitates labour mobility. In most PTs, the Red Seal examination has been adopted as the final examination for certification for Red Seal trades.
The Canadian Council of Directors of Apprenticeship (CCDA) is responsible for the Red Seal Program. All PTs that are responsible for both apprenticeship training and trade certification in their jurisdictions, and the federal government participate as members of the CCDA. ESDC sponsors the Red Seal Secretariat to provide strategic and secretariat support to the CCDA and the Red Seal Program.
Red Seal Program
The Red Seal Program currently covers 54 skilled trades, representing 77% of registered apprentices. The top 5 Red Seal trades by number of endorsements issued are:
- construction electrician
- automotive service technician
- plumber
- truck and transport mechanic
- carpenter
Red Seal Program Highlights:
- 40,000 Red Seal examinations written and 25,000 Red Seals issued annually prior to the pandemic
- 27,000 Red Seal examinations written and 15,000 Red Seals issued in calendar year 2020
- More than 37,000 examinations were written and 21,000 Red Seal endorsements were issued to those who complete their apprenticeship and trade qualifiers in calendar year 2021. These numbers are significantly higher than the previous year and tend towards pre-pandemic levels
- Eight new Red Seal Occupational Standards were completed in FY2122
Red Seal Program products are updated regularly to reflect evolving labour market needs. The Red Seal standards and their associated development processes have undergone significant enhancements in recent years.
The standards being developed are now considered Red Seal Occupational Standards. They include
- broader input from stakeholders (including tradespeople, instructors and employers)
- industry-defined performance expectations
- evidence of skills attainment
- learning objectives and outcomes
- essential skills
These standards are critical for harmonized training and certification across the country.
In FY2122, approximately 360 subject matter experts participated in ESDC organized workshops to develop Red Seal standards and examinations and harmonize apprenticeship training. More than 900 stakeholders were consulted via online surveys and 250 were consulted through provincial and territorial consultations to validate and peer review standards and examinations.
Standards development transitioned relatively easily to the virtual workshop format and continued without significant delay. Examination development presented more challenges during the pandemic. The requirements for security and confidentiality of examination material made virtual workshops more difficult.
The Government of Canada continues to work closely with provinces, territories, and industries to reduce barriers to certification in the skilled trades and increase opportunities for apprentices in Canada. CCDA will facilitate the harmonization of apprenticeship training requirements in Red Seal trades. Harmonization leads to greater labour mobility across the country and helps more apprentices complete their training when they relocate to another jurisdiction during their apprenticeship.
In October 2016, the Forum of Labour Market Ministers (FLMM) committed to harmonizing 30 Red Seal trades. This represents approximately 90% of apprentices (not including Quebec) by 2020. At the end of FY2122, the consensus was reached for 44 trades covering approximately 97% of apprentices in participating jurisdictions.
While the initial goals were exceeded, maintaining harmonization in apprenticeship training continues to be important. Therefore, in the process of updating occupational standards for the Red Seal trades, discussions between apprenticeship authorities and industries from across Canada are also held about harmonized training.
Innovation and Employer Engagement Initiative fund
ESDC also works with PTs to explore opportunities to increase employer engagement in apprenticeship. In October 2016, the FLMM committed to looking at innovative approaches to increase employer engagement for improved job opportunities and outcomes for apprentices.
In support of this commitment, ESDC established the Innovation and Employer Engagement Initiative to fund innovative supports and increase employer engagement in apprenticeship. This helps employers to create inclusive workplaces and provide support for employer consortia pilots.
Under this initiative, three provinces (Nova Scotia, Manitoba, and British Columbia) proposed to pilot employer association models to help reduce non-financial barriers for employers. Each pilot targeted different groups and trades, and incorporated various supports. For example, women, Indigenous peoples, and mentorships.
Canadian Manufacturers and Exporters (CME) were engaged to manage and evaluate these pilots. It is to ensure that provincial efforts are coordinated and that the effectiveness of pilots are appropriately assessed to promote the replication of promising approaches to new regions or sectors. The CME projects were launched in FY1819 and ended in FY2021.
As a result of these pilots, 70% of Indigenous participants obtained employment through the Skilled Trades Education Program (STEP), a cohort of 10 participants finished the Construction Link pre-apprenticeship program, and 14 participants from the Women in Skilled Trades (WIST) obtained their Certification of Qualification (CoQ).
Each pilot showcased the benefits of partnerships between employer organizations and unions. Education and supports were also provided to employers for women in the skilled trades, which reported enhanced employment and retention of female apprentices.
The province of Prince Edward Island (PEI) also submitted a proposal for a blended learning approach to apprenticeship training. The PEI Blended Learning Initiatives was a 3-year pilot apprenticeship-training program focussing on the welder and machinist trades. This project helped apprentices continue working while completing technical training. This project ran from FY1819 to FY2122.
The project successfully completed fifteen blended learning training levels for 15 apprentices (eight machinists and seven welders). In addition, over 50% of apprentices who completed their wielding training also wrote and passed their Red Seal exam. Overall, apprentices reported a better understanding of the full scope of their trade while gaining valuable experience. Employers reported seeing more well-rounded and experienced workers, and appreciated the flexible training models (e.g. virtual training).
Research Project "The Registered Apprenticeship Information System (RAIS)"
The Registered Apprenticeship Information System (RAIS) is an annual mandatory survey conducted by Statistics Canada. The survey compiles data from PTs on the number of registered apprentices taking in-class and on-the-job training in trades that are either Red Seal or non-Red Seal.
The RAIS is part of the Education and Labour Market Longitudinal Platform (ELMLP), announced in Budget 2018 with an investment of $5.5 million per year ongoing starting in FY1819. The Platform provides up-to-date labour market information Canadians need to make informed career decisions.
The core foundation systems linked to the platform are the RAIS, the Post-Secondary Information System, and Canada Revenue Agency's T1 Family File. RAIS annual longitudinal indicators provide insights on key topics including apprenticeship pathways, labour market outcomes, and interprovincial mobility.
The latest 2021 RAIS results showed that there were more than 330,000 continuing apprentices, 76% of which were in Red Seal trades. There were more than 72,000 new registrations, 82% of which were in Red Seal trades. Also, there were more than 35,000 apprentices that received certification, 84% of which were in Red Seal trades.
Sectoral Workforce Solutions Program (SWSP)
In FY2122, the Department launched the new Sectoral Workforce Solutions Program (SWSP). In June 2021, it officially changed the Sectoral Initiatives Program (SIP) to the new Sectoral Workforce Solutions Program (SWSP). The Program relies on two sources of funds, the EI Part II and the Consolidated Revenue Fund (CRF).
In FY2122, EI Part II funding invested $19.0M into the Program. This funding helped to close numerous SIP multi-year projects and launch new projects under the SWSP.
The SIP supported sectors and employers to address current and future skills shortages by funding the development and distribution of sector-specific labour market intelligence, national occupational standards, and skills certification and accreditation systems. The Program also supported innovative workforce development approaches.
In FY2122, the remaining 21 active SIP projects resulted in:
- 24 labour market intelligence reports and 2 forecasting systems
- 130 national occupational standards (NOS)
- 32 certification systems
- 3 accreditation programs
- 121 curricula or training programs
- One pilot project report
The SWSP continues to support key sectors of the economy in implementing industry-led solutions that address current and emerging workforce needs. It builds on the success of the previous program with an expanded scope for large-scale projects. It offers a broader range of supports to train workers and help employers develop practical and effective solutions for their workforce needs.
The SWSP funds organizations to deliver sectoral projects that focus on a range of industry-driven activities. For example, training and reskilling workers, helping employers retain and attract a skilled and diverse workforce, and other creative solutions to help sectors address labour market needs.
The SWSP also places priority on supporting equity-deserving groups, promoting a diverse and inclusive workforce. This helps employers find skilled workers and connect Canadians with the training they need to access good jobs in key sectors.
While the Program supports both employers and workers, the EI Part II funding is primarily focused on solutions to help employers, particularly small and medium-sized businesses, attract and retain a skilled and innovative workforce.
The key stakeholders are primarily partnership-based organizations engaged in skills and workforce development in their respective economic sectors or employment groups across Canada. They include
- employer associations and Sector Councils
- workplace organizations
- professional organizations
- industry associations
- unions
- education and training bodies
- Indigenous organizations
- organizations representing other equity-deserving groups
Chronic and acute labour shortages faced by employers across many sectors in Canada continue to be worsened by the pandemic. In FY2122, the Program witnessed heightened demand for funding to help small and medium enterprises address these workforce challenges.
In FY2122, Canada made an investment of $36.1M (funding sourced entirely from EI Part II until FY2425) to support 10 multi-year projects that will create employment and career-building opportunities for persons with disabilities across multiple sectors including
- Information and Communication Technologies
- Transportation
- Agriculture
This funding supports projects that will help remove barriers, improve employer resources and provide training tools to Canadians with disabilities. It will support employers and industry stakeholders to develop strategies to attract and retain skilled workers and build capacity through investments in training and human resources (HR) tools.
Also in FY2122, Canada made another investment of $64.8M to support 22 multi-year projectsFootnote 9, which will help employers and industry stakeholders in the tourism and hospitality sector. It is one of the sectors hardest hit by the COVID-19 pandemic. The projects will help the tourism sector attract and retain skilled workers, build capacity through training and resources, and remove barriers for groups that continue to be underrepresented in the labour market.
From January to March 2022, the SWSP ran two Calls for Proposals (CFP) with 3 priorities:
- building talent for the clean economy
- solutions for sectors hardest hit by the pandemic and key to recovery
- investing in the health care sector
Projects from these CFPs will be launched in late 2022 and early 2023.
3.4.3 Labour Market Information
Labour Market Information (LMI) remains an integral component of the Government of Canada's economic agenda.
LMI in Canada includes any employment-related information, both qualitative and quantitative that can help Canadians make informed decisions on the labour market. More precisely, LMI can include relevant information on the supply and demand of jobs, where they are located and what they require. It also includes information on wages and other forms of compensation, as well as detailed and aggregate-level information about skills needs and gaps.
ESDC publishes large segments of its LMI online using the Job Bank platform. ESDC also invests in foundational LMI framework programs to streamline data collection and measurement of occupational and competency-based information across the country. Foundational frameworks (that is classifications, taxonomies, and information systems) provide a common lens and terminology from which to improve the capture and interpretation of LMI data.
National Occupational Classification (NOC)
ESDC's LMI portfolio includes the administration of the National Occupational Classification (NOC), the national framework for collecting, analyzing, and disseminating occupational data.
For many occupational groups, the NOC describes the following:
- job titles
- functions
- tasks and duties
- employment requirements
- responsibilities
- qualifications
The current version of the NOC (NOC 2021 V1.0) gathers information for more than 40,000 job titles classified into 516 unit groups that have similar duties and employment requirements. These unit groups are classified based on broad occupational categories within the labour market.
Labour market surveys, research, analysis, and reports are usually based on the NOC. The following employment-based programming rely on NOC-based information for their policy development, program design, and service delivery:
- Employment Insurance
- Temporary Foreign Worker Program
- programming for the integration of injured workers
- persons with disabilities
ESDC in collaboration with Statistics Canada, undertakes major structural revision of the NOC every 10 years to improve its accuracy and relevance. Structural revisions may include the introduction of new occupations, the merger or deletion of occupations, as well as a review of occupational groupings. This work is informed by research and feedback from stakeholders through an extensive consultation process.
On September 21, 2021, ESDC and Statistics Canada released the new NOC 2021. The redesign of the classification notably moves away from the current Skill-Level categories to an innovative Training, Education, Experience and Responsibilities (TEER) categorization. This change allows for a clearer distinction between occupations based on their formal training and education requirements.
The Department has worked closely with federal partners, PT governments, and external stakeholders over the past year on the new NOC 2021. They include work with the Labour Market Information Council (LMIC) was undertaken to communicate upcoming changes to the classification as well as to help users navigate changes stemming from the redesign. For example, updates to Statistics Canada surveys, enabling IT infrastructure, etc.
ESDC programs and other federal partners, including Immigration, Refugees and Citizenship Canada (IRCC) formally adopted the new NOC 2021 structure in November 2022.
The Skills and Competency Taxonomy (SCT), and the Occupational and Skills Information System (OASIS)
As a natural extension to the NOC, ESDC is developing skills frameworks and systems that outline the competency requirements of Canadian occupations.
ESDC developed a Skills and Competencies Taxonomy (SCT). The SCT is a dictionary of approximately 200 descriptors. It has accompanying definitions that streamlines terminology across skills, competencies, and occupational domains to improve their comparability across sectors and time.1 This work is essential to the development of a Canadian system akin to that of the American O*NET system, which is recognized as an effective model for the provision of detailed skill information for all occupations.
ESDC is also developing its own system that maps skills and competency requirements for all Canadian occupations. This system is known as the Occupational and Skills Information System (OASIS). The OASIS will allow users to understand how over 200 skills, competencies, and occupational work activities from the SCT apply to approximately 900 occupational profiles. This work has gained in importance as the pandemic has accelerated the transformation of the labour market.
The economic context calls for more granular information about skills in order to support Canadians through labour market transitions. The need for appropriately structured and comprehensive information on skills is paramount as job searches, job match processes, and training advice continues to be made available to Canadians through modern digital formats.
Canada is adopting international common practises and is leading the way in the development of algorithms drawing on artificial intelligence, natural language processing and text mining technologies.
Labour Market Information products and services
ESDC also delivers the National Employment Service (NES) on behalf of the Canada Employment Insurance Commission. Regional and labour market analysts develop and deliver regular LMI based on the NOC and other LMI classifications. These products and services, such as wages, wage analyses, job vacancies, employment outlooks and economic forecasts are made available to all Canadians on the Job Bank website.
LMI products help match current and future job seekers including students and immigrants to available and potential job opportunities. It also provides them with access to LMI to help facilitate their exploration of educational and training choices and career decisions.
Job Bank is a free-to-use and bilingual platform co-delivered with provincial and territorial governments. Job Bank provides a listing of job opportunities across Canada. Employers can use Job Bank to post their job vacancies and find qualified candidates. Job Bank also supports the delivery of other ESDC employment programs and works with private job boards to increase the diversity of jobs that it can offer.
In FY2122, Job Bank completed a number of online service enhancements:
Improved navigation for users:
- Newcomers to Canada page lets job seekers search opportunities from employers who want to recruit newcomers to Canada; access Job Bank's foreign credential recognition in Canada Tool, and leverage other useful links to services for newcomers
- Immigrants to Canada page provides general information and useful resources to help individuals live and work in Canada
- Persons with disabilities page includes revamped tools and services to help job seekers with disabilities connect with the right employment resources - whether local or national in scope
- Indigenous peoples page includes updated resource to help First Nations, Métis and Inuit job seekers find employment opportunities and succeed in the labour market; and also promotes a new page for employers looking to recruit Indigenous workers
Improved functionality and services:
- Job seekers and employers can now share and view resumes directly on Job Bank. Over the last fiscal year (2021 to 2022), 10,230 job seekers directly shared more than 10,000 resumes with potential employers
- Employers can select from an expanded list of benefits to promote (for example, pensions, transit passes, health/dental plans, remote work) and an opportunity to highlight them more clearly on their job postings
- Employers can specify whether they are looking to recruit only in Canada, or outside the country; and, they have the option to include 'screening questions' on their job postings for candidates to answer when/if they apply
- Employers can advertise jobs that require almost constant travel by selecting an "On the road job" location option (for example, transport truck operator)
- Job Bank published a Training opportunities in Canada resource page, entitled: Why skills training is important – designed for individuals changing careers, looking for a new job, or wishing to advance within their current positions, the page includes information on:
- how to pick training based on the vector between job market requirements and a skills self-assessment
- how to access training including Provincial and Territorial training programs
- how to finance training
- Job Bank implemented a new survey on its website to gather feedback from its client base (job seekers, employers, economists etc.) to help improve Job Bank's Trends Analysis section
Key highlights of FY2122- Job Seekers
The Job Bank Report for FY2122 (released June 2022) shows that:
- in total, 1.58M of job seekers created a user account on Job Bank for various services
- Job Alerts users enrolled via AppliWeb accounted for 90% of the new Job Alerts users
- top occupations of Job Alerts users were in the construction, retail, elementary and secondary teacher assistants and food service sectors
- of the new users who received at least one Job Alert email, 36% clicked to view more information
- upon unsubscribing, 46% of Job Alerts Exit survey respondents stated having found a job regardless of source
The Job Bank mobile application completed multiple updates in the FY2122 to improve user experience, branding and back-end processes. For example, mobile app users can now access Employment Centre information such as address, email, telephone, website, hours of operation. Users can also personalize some settings such as notification frequency of alerts, and accessibility preferences.
Job Bank receives job feeds from 17 external contributors:
- 2 provincial and territorial government feeds
- 2 federal government feeds
- 13 private job boards
In FY2122, 3 new private job board feeds were introduced:
- JobsMedia.ca
- Jobboom
- Indeed
Continuous analysis of sectorial gaps help inform discussions with new incoming feeds to satisfy labour market needs. Outgoing feeds are established systematically with external sites to improve the visibility of Job Bank jobs, including Youth Digital Gateway, BuildForceCanada in May 2021, and WorkBC in February 2022.
Job Bank also worked with stakeholders within ESDC to increase interoperability between programs. Job Bank continued to leverage on its job posting capabilities to post Canada Summer Jobs on the Job Bank website and mobile app.
Job Bank built on its collaboration with the Temporary Foreign Worker Program throughout 2021 to 2022. Its latest features include an updated Temporary Foreign Workers page that displays job search results from Canadian employers who want to recruit temporary foreign workers with approved and submitted Labour Market Impact Assessments. This information is now available to job seekers in 8 different languages:
- English
- French
- Spanish
- Thai
- Tagalog
- Hindi
- Korean
- Mandarin
Key highlights of FY2122- Web analytics and job postings
- The Job Bank website received 60.2 million visits. This represented 165,000 site sessions and 967,000 page views per day:
- Of the total visits, 54% viewed job postings, leading to over 100 million job posting views; and
- The Career Planning and Trend Analysis sections (LMI) received about 23,000 site visits per day, leading to the generation of over 48,000 job profiles on a daily basis.
- The Mobile App received over 1.7 million sessions, which led to over 3.3 million job posting views.
- Over a million job postings were available on Job Bank from all sources in FY2122.
- Almost 72,000 employers directly posted more than 297,000 job postings on Job Bank. This volume represented over 788,000 job vacancies.
- About 36,000 job postings directly advertised on Job Bank were associated with the Temporary Foreign Worker Program:
- This represented 12% of the job postings that employers directly advertised on Job Bank, and 3% of job postings displayed from all sources.
- Over 110,000 job postings (covering approximately 162,500 distinct vacancies) were available on Job Bank's CSJ feature from 40,790 employers.
Annex A
In this section
Newfoundland and Labrador
The total number of clients served increased in FY2122. The number of active claimants and their relative proportion among individuals receiving services has reversed its trend of declining since FY1617 and has increased. Former claimant client numbers have decreased since last year, and non-insured client numbers have increased over last year. There were increased expenditures in the LMP and R&I category, and deceased expenditures in the employment benefits and EAS categories. Within six months of receiving supports, about 3,000 individuals gained employment.
Table 1 - LMDA Key Facts, Newfoundland and Labrador, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
6,283 | 1,003 |
Service Type | FY2122 | Year-over-year change |
---|---|---|
Employment Benefits | 6,037 | +13.6% |
Support measures: EAS | 10,947 | +5.0% |
Service Type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 35.5% | +1.7 |
Support measures: EAS | 64.5% | -1.7 |
Total Expenditures | FY2122 ($ million) |
Year-over-year change |
---|---|---|
Employment benefits | $84.4 | -2.8% |
Support measures: EAS | $11.5 | -15.2% |
LMP and R&I | $26.2 | +69.4% |
Total expenditures1 | $122.0 | +5.4% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-Year Change |
---|---|---|
$9.7 | $23.6 | +143.0% |
Table 2 - LMDA Programming, Newfoundland and Labrador, FY2122
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($000s) |
---|---|---|---|---|
SD-R | Newfoundland and Labrador Skills Development | 3,568 | +16.3% | 68,451 |
SD-A | Newfoundland and Labrador Skills Development | 891 | +43.5% | Included above |
TWS | Newfoundland and Labrador Wage Subsidies | 812 | +63.7% | 7,455 |
SE | Newfoundland and Labrador Self-Employment Assistance | 229 | +5.5% | 4,729 |
JCP | Newfoundland and Labrador Job Creation Partnerships | 537 | -41.1% | 3,725 |
Support measures | Program name | Services | Year-over-year change | Expenditures ($000s) |
---|---|---|---|---|
EAS | Newfoundland and Labrador Employment Assistance Services | 10,947 | +5.0% | 11,478 |
LMP | Newfoundland and Labrador Labour Market Partnerships | n/a | n/a | 18,165 |
R&I | Research and Innovation | n/a | n/a | 7,992 |
Text description of chart 1
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 9,124 | 8,831 | 8,850 | 8,941 | 9,308 | 9,390 | 7,716 | 5,831 | 4,090 | 4,596 |
Former | 1,992 | 1,928 | 2,513 | 2,095 | 1,812 | 2,370 | 1,371 | 2,284 | 1,526 | 1,467 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 124 | 281 | 196 | 220 |
Non-insured | 2,046 | 1,980 | 1,126 | 1,297 | 1,232 | 1,107 | 542 | 1,253 | 1,001 | 1,003 |
Text description of chart 2
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $30,415,752 | $25,690,584 | $25,346,330 | $22,251,760 | $23,234,836 | $17,468,413 | $16,161,345 | $16,744,493 | $9,698,804 | $23,563,713 |
Returns to Employment | 6,114 | 5,918 | 3,298 | 3,306 | 3,696 | 2,795 | 3,055 | 2,990 | 1,536 | 3,002 |
Active Claimants Served | 9,124 | 8,831 | 8,850 | 8,941 | 9,308 | 9,390 | 7,716 | 5,831 | 4,090 | 4,596 |
Total clients served | 13,162 | 12,739 | 12,489 | 12,333 | 12,352 | 12,867 | 9,753 | 9,649 | 6,813 | 7,286 |
Prince Edward Island
The total number of clients served increased in FY2122. The higher client count was reflected in higher participation in EAS and most Employment Benefits. Skills Development – Apprentices (SD-A) and Job Creation Partnerships (JCP) were the exceptions, decreasing by 2% and 28% respectively. Within six months of receiving supports, 2,800 individuals gained employment.
Table 3 - LMDA Key Facts, Prince Edward Island, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
4,790 | 843 |
Service Type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 3,909 | +19.7% |
Support Measures: EAS | 7,440 | +15.2% |
Service Type | FY2122 | Year-over-year change (pp) |
---|---|---|
Employment benefits | 34.4% | +0.8 |
Support measures: EAS | 65.6% | -0.8 |
Total Expenditures | FY2122 ($ million) |
Year-over-year change |
---|---|---|
Employment benefits | $21.5 | +22.2% |
Support measures: EAS | $5.5 | +4.6% |
LMP and R&I | $1.8 | -8.6% |
Total expenditures1 | $28.8 | +16.0% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$5.6 | $16.8 | +200.9% |
Table 4 - LMDA Programming, Prince Edward Island, FY2122
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Training PEI—Individual | 2,999 | +24.4% | 20,125 |
SD-A | Training PEI—Apprentice | 321 | -1.8% | Included above |
TWS | Employ PEI | 461 | +13.5% | 0 |
SE | Self‑Employ PEI | 110 | +12.2% | 1,184 |
JCP | Work Experience PEI | 18 | -28.0% | 222 |
Support measures | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Employment Assistance Services | 7,440 | +15.2% | 5,489 |
LMP | Labour Market Partnerships | n/a | n/a | 1,818 |
R&I | Research & Innovation | n/a | n/a | 0 |
Text description of chart 3
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 3,032 | 2,963 | 2,709 | 2,876 | 2,798 | 3,487 | 3,624 | 3,293 | 3,354 | 3,807 |
Former | 708 | 703 | 621 | 657 | 709 | 784 | 712 | 739 | 552 | 752 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 438 | 421 | 243 | 231 |
Non-insured | 1,316 | 1,285 | 1,470 | 1,681 | 1,893 | 1,852 | 1,595 | 1,408 | 864 | 843 |
Text description of chart 4
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $7,528,882 | $7,735,771 | $6,080,074 | $6,986,476 | $7,144,450 | $7,125,047 | $6,662,407 | $6,816,141 | $5,594,866 | $16,837,056 |
Returns to Employment | 1,939 | 2,194 | 1,934 | 1,997 | 2,081 | 2,202 | 2,470 | 2,508 | 1,920 | 2,782 |
Active Claimants Served | 3,032 | 2,963 | 2,709 | 2,876 | 2,798 | 3,487 | 3,624 | 3,293 | 3,354 | 3,807 |
Total clients served | 5056 | 4951 | 4800 | 5214 | 5400 | 6123 | 6369 | 5861 | 5013 | 5633 |
Nova Scotia
The total number of clients served increased in FY2122. While total expenditures remained almost stable, the allocation of funds between program categories changed significantly. EAS expenditures were significantly lower than in the previous year, while LMP and R&I increased by half. Within six months of receiving supports, 4,500 individuals gained employment.
Table 5 - LMDA Key Facts, Nova Scotia, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
8,129 | 1,972 |
Service Type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 4,700 | +18.7% |
Support measures: EAS | 14,983 | +9.9% |
Service Type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 23.9% | +1.4 |
Support measures: EAS | 76.1% | -1.4 |
Total Expenditures | FY2122 ($ million) |
Year-over-year change |
---|---|---|
Employment benefits | $47.8 | +15.8% |
Support measures: EAS | $35.4 | -16.6% |
LMP and R&I | $10.5 | +42.9% |
Total expenditures1 | $93.7 | +2.9% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$17.3 | $38.3 | +121.7% |
Table 6 - LMDA Programming, Nova Scotia, FY21221
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Nova Scotia Skills Development | 1,827 | +22.9% | 37,161 |
SD-A | Nova Scotia Skills Development | 1,343 | +7.7% | Included above |
TWS | START | 3931 | +29.5% | 4,218 |
SE | Nova Scotia Self-Employment Benefit | 492 | +18.0% | 5,556 |
JCP | Nova Scotia Job Creation Partnerships | 111 | +22.0% | 844 |
Support measures | Program name | Services | Year-over-Year Change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Nova Scotia Employment Assistance Services | 14,983 | +9.9% | 35,401 |
LMP | Nova Scotia Labour Market Partnerships | n/a | n/a | 8,739 |
R&I | Research and Innovation | n/a | n/a | 1,772 |
- 1 Data is currently being reviewed for consistency and methodology
Text description of chart 5
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 10,080 | 9,313 | 9,360 | 9,575 | 9,651 | 9,152 | 9,466 | 6,536 | 5,151 | 5,496 |
Former | 3,399 | 2,779 | 2,202 | 2,134 | 2,141 | 2,397 | 1,901 | 2,119 | 1,550 | 1,963 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 1,041 | 1,045 | 586 | 670 |
Non-insured | 4,410 | 4,545 | 4,397 | 4,620 | 4,717 | 4,337 | 3,040 | 2,858 | 1,777 | 1,972 |
Text description of chart 6
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $25,747,383 | $28,051,193 | $28,414,245 | $23,386,628 | $24,021,668 | $23,910,837 | $26,429,016 | $22,951,106 | $17,272,179 | $38,284,467 |
Returns to Employment | 5,259 | 5,680 | 5,608 | 5,100 | 5,153 | 5,624 | 5,075 | 3,834 | 2,781 | 4,539 |
Active Claimants Served | 10,080 | 9,313 | 9,360 | 9,575 | 9,651 | 9,152 | 9,466 | 6,536 | 5,151 | 5,496 |
Total clients served | 17,889 | 16,637 | 15,959 | 16,329 | 16,509 | 15,886 | 15,448 | 12,558 | 9,064 | 10,101 |
New Brunswick
The total number of clients served increased in FY2122. The most significant increase was among insured clients, which rose by 27% over last year. Services delivered increased overall by 26%, with only Skill Development – Apprentices (SD-A) decreasing. TWS programming increased by 146% but remains at levels well below those in FY1920 prior to the pandemic. Expenditure levels increased for both Employment Benefits and EAS. Within six months of receiving supports, 8,500 individuals gained employment.
Table 7 - LMDA Key Facts, New Brunswick, FY2122
Insured, Former, and PPE Clients | Non-Insured clients |
---|---|
15,392 | 3,978 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 13,319 | +39.7% |
Support measures: EAS | 25,784 | +20.2% |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 34.1% | +3.3 |
Support measures: EAS | 65.9% | -3.3 |
Total Expenditures | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment benefits | $62.3 | +2.2% |
Support measures: EAS | $7.1 | +4.1% |
LMP and R&I | $30.6 | +77.5% |
Total expenditures1 | $100.0 | +17.6% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$22.3 | $56.8 | +155.2% |
Table 8 - LMDA Programming, New Brunswick, FY2122
Employment benefit | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Training and Skills Development Program | 10,459 | +46.8% | 58,221 |
SD-A | Training and Skills Development Program | 1,966 | -0.9% | Included above |
TWS | Workforce Expansion—Employer Wage Subsidy | 637 | +145.9% | 234 |
SE | Workforce Expansion—Self-Employment Benefit | 257 | +53.0% | 3,811 |
Support measures | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Employment Assistance Services | 25,784 | +20.2% | 7,146 |
LMP | Adjustment Services | n/a | n/a | 29,973 |
R&I | Research and Innovation | n/a | n/a | 646 |
Text description of chart 7
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 9,365 | 9,070 | 8,596 | 10,411 | 11,386 | 11,302 | 10,387 | 10,716 | 9,909 | 12,324 |
Former | 2,334 | 2,592 | 2,393 | 2,885 | 2,859 | 3,116 | 2,263 | 2,595 | 1,524 | 2,227 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 1,327 | 1,400 | 739 | 841 |
Non-insured | 3,844 | 4,876 | 4,838 | 6,365 | 8,347 | 8,410 | 7,550 | 7,286 | 3,578 | 3,978 |
Text description of chart 8
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $27,645,752 | $28,671,236 | $27,266,183 | $31,018,474 | $30,008,146 | $29,137,706 | $25,004,412 | $26,374,579 | $22,265,921 | $56,832,095 |
Returns to Employment | 8,015 | 7,927 | 7,471 | 8,179 | 8,300 | 8,800 | 8,031 | 8,848 | 6,803 | 8,571 |
Active Claimants Served | 9,365 | 9,070 | 8,596 | 10,411 | 11,386 | 11,302 | 10,387 | 10,716 | 9,909 | 12,324 |
Total clients served | 15,543 | 16,538 | 15,827 | 19,661 | 22,592 | 22,828 | 21,527 | 21,997 | 15,750 | 19,370 |
Quebec
The total number of clients served increased in FY2122. The largest proportional increase was among former claimants, an increase of 40% since FY2021. Service counts also increased across both categories of Employment Benefits and in EAS. Expenditures were slightly higher than in FY2021, with a greater portion of the funding being used for employment benefits compared to last year. Within six months of receiving supports, 41,400 individuals gained employment.
Table 9 - LMDA Key Facts, Quebec, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
74,309 | 32,807 |
Service type | FY2122 | Year-over- year change |
---|---|---|
Employment benefits | 36,081 | +40.4% |
Support measures: EAS | 97,121 | +9.5% |
Service type | FY2122 | Year-over- year change (p.p.) |
---|---|---|
Employment benefits | 27.1% | +4.6 |
Support measures: EAS | 72.9% | -4.6 |
Total expenditures | FY2122 (million $) | Year-over-year change |
---|---|---|
Employment benefits | $398.4 | +35.6% |
Support measures: EAS | $125.1 | -12.7% |
LMP and R&I | $134.3 | -36.2% |
Total Expenditures1 | $657.7 | +1.6% |
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$171.4 | $286.0 | +66.8% |
Table 10 - LMDA Programming, Quebec, FY2122
Employment benefits | Program name | Services | Year-over-year Change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Manpower Training Measure Job Readiness | 27,134 | +53.2% | 276,206 |
TWS | Wage Subsidies | 7,577 | +11.1% | 107,046 |
SE | Self-Employment | 1,370 | +18.0% | 15,124 |
TES | Return to Work Supplement | 0 | n/a | 0 |
Support measures | Program name | Services | Year-over-year Change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Labour Market Information; Job Placement; Job Research and Assistance Services | 97,121 | +9.5% | 125,091 |
LMP | Job Cooperation Services; Manpower Training Measure for Enterprises | n/a | n/a | 130,656 |
R&I | Research and innovation | n/a | n/a | 3,624 |
Text description of chart 9
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 119,771 | 147,396 | 140,026 | 146,359 | 138,682 | 127,614 | 116,261 | 107,330 | 36,742 | 40,257 |
Former | 25,081 | 26,779 | 24,986 | 26,946 | 26,945 | 32,965 | 23,005 | 22,990 | 16,328 | 22,821 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 17,248 | 17,524 | 10,023 | 11,231 |
Non-insured clients | 54,519 | 63,162 | 64,769 | 79,814 | 84,716 | 79,764 | 58,228 | 51,110 | 29,197 | 32,807 |
Text description of chart 10
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $230,488,639 | $252,381,261 | $290,835,087 | $332,312,524 | $334,050,331 | $327,619,996 | $293,919,267 | $302,813,344 | $171,442,339 | $286,041,048 |
Returns to Employment | 49,757 | 55,043 | 59,949 | 64,697 | 66,468 | 68,794 | 72,535 | 75,735 | 43,761 | 41,409 |
Active Claimants Served | 119,771 | 147,396 | 140,026 | 146,359 | 138,682 | 127,614 | 116,261 | 107,330 | 36,742 | 40,257 |
Total clients served | 199,371 | 237,337 | 229,781 | 253,119 | 250,343 | 240,343 | 214,742 | 198,954 | 92,290 | 107,116 |
Ontario
The total number of clients served declined in FY2122. The only client group that saw its size increase were former EI claimants. The overall drop in clients accompanied a downturn in benefit and support services of 10%. In Ontario, the largest segment of clients are non-insured individuals. As in the previous fiscal year, EAS remained the most used programming type. The province reported providing significantly more SD-A participants than in FY2021, increasing by 18%. Within six months of receiving supports, 64,600 individuals gained employment.
Table 11 - LMDA Key Facts, Ontario, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
69,635 | 55,578 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 35,033 | +8.8% |
Support measures: EAS | 132,937 | -14.0% |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 20.9% | +3.7 |
Support measures: EAS | 79.1% | -3.7 |
Total Expenditures | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment Benefits | $175.8 | +7.4% |
Support Measures: EAS | $298.7 | -12.9% |
LMP and R&I | $236.7 | +33.4% |
Total Expenditures1 | $711.1 | +4.0% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$222.9 | $443.4 | +98.9% |
Table 12 - LMDA Programming, Ontario, FY20211
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Second Career, Literacy and Basic Skills | 6,853 | -16.5% | 174,604 |
SD-A | Skills Development–Apprenticeship programs | 28,117 | +17.7% | Included above |
TWS | Job Placement with Incentive | 0 | +0.0% | 0 |
SE | Ontario Self-Employment Benefit | 0 | +0.0% | 0 |
JCP | Ontario Job Creation Partnerships | 63 | -30.0% | 1,180 |
Support measures | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Ontario Employment Assistance Service programs | 132,937 | -14.0% | 298,652 |
LMP | Ontario Labour Market Partnership programs | n/a | n/a | 66,527 |
R&I | Research and Innovation programs | n/a | n/a | 170,182 |
- 1 Data from prior years is currently being reviewed for consistency and methodology
Text description of chart 11
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 119,771 | 147,396 | 140,026 | 146,359 | 138,682 | 127,614 | 116,261 | 107,330 | 36,742 | 40,257 |
Former | 25,081 | 26,779 | 24,986 | 26,946 | 26,945 | 32,965 | 23,005 | 22,990 | 16,328 | 22,821 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 17,248 | 17,524 | 10,023 | 11,231 |
Non-insured | 54,519 | 63,162 | 64,769 | 79,814 | 84,716 | 79,764 | 58,228 | 51,110 | 29,197 | 32,807 |
Text description of chart 12
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $227,705,714 | $237,588,840 | $240,958,877 | $236,037,611 | $262,656,120 | $233,152,537 | $265,220,824 | $250,508,356 | $222,913,962 | $443,437,968 |
Returns to Employment | 36,111 | 36,018 | 36,166 | 35,625 | 37,044 | 39,678 | 47,400 | 46,864 | 51,561 | 64,607 |
Active Claimants Served | 66,748 | 64,689 | 63,061 | 60,489 | 62,339 | 56,484 | 53,221 | 51,739 | 41,545 | 29,780 |
Total clients served | 154,158 | 159,367 | 154,073 | 161,558 | 190,537 | 192,669 | 205,706 | 197,512 | 139,147 | 125,213 |
Manitoba
The total number of clients served increased in FY2122. Non-insured clients is the largest client segment, and the PPE client segment the smallest. In line with national trends, the total number of services increased over the previous year. Targeted wage subsidies saw the greatest increase, with a 1,372% increase in service delivery. Overall, the number of employment benefits services rose by +66.7%. Within six months of receiving supports, 7,100 individuals gained employment.
Table 13 - LMDA Key Facts, Manitoba, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
12,907 | 8,668 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 16,858 | +66.7% |
Support measures: EAS | 60,253 | -3.5% |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 21.9% | +8.0 |
Support measures: EAS | 78.1% | -8.0 |
Total expenditures | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment benefits | $37.2 | +0.9% |
Support measures: EAS | $9.9 | -8.9% |
LMP and R&I | $10.9 | +38.8% |
Total Expenditures1 | $58.0 | +4.3% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$37.1 | $74.4 | +100.8% |
Table 14 - LMDA Programming, Manitoba, FY2122
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Skills Development | 12,372 | +115.5% | 35,147 |
SD-A | Skills Development-Apprenticeship | 3,199 | -0.5% | Included above |
TWS | Wage Subsidies | 265 | 1,372.2% | 66 |
SE | Self-Employment | 311 | -55.8% | 620 |
JCP | Employment Partnerships | 711 | +63.4% | 1,357 |
Support measures | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Employment Assistance Services | 60,253 | -3.5% | 9,944 |
LMP | Labour Market Partnerships | n/a | n/a | 10,731 |
R&I | Research and Innovation | n/a | n/a | 148 |
Text description of chart 13
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 11,744 | 10,988 | 9,996 | 10,132 | 9,941 | 8,792 | 8,453 | 7,801 | 6,854 | 6,944 |
Former | 3,844 | 3,579 | 3,672 | 3,292 | 3,011 | 3,729 | 3,085 | 3,352 | 2,460 | 3,444 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 2,518 | 3,013 | 1,949 | 2,519 |
Non-insured | 13,369 | 13,540 | 15,174 | 14,056 | 12,963 | 12,279 | 10,022 | 10,990 | 6,639 | 8,668 |
Text description of chart 14
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $43,509,707 | $44,283,404 | $43,089,409 | $44,139,791 | $46,591,343 | $41,310,812 | $42,169,989 | $42,246,459 | $37,080,692 | $74,444,682 |
Returns to Employment | 8,056 | 7,526 | 7,156 | 6,957 | 6,565 | 4,505 | 4,470 | 6,279 | 4,751 | 7,093 |
Active Claimants Served | 11,744 | 10,988 | 9,996 | 10,132 | 9,941 | 8,792 | 8,453 | 7,801 | 6,854 | 6,944 |
Total clients served | 28,957 | 28,107 | 28,842 | 27,480 | 25,915 | 24,800 | 24,078 | 25,156 | 17,902 | 21,575 |
Saskatchewan
The total number of clients served increased in FY2122 across all insured client types and declined for non-insured clients. Overall, the number of clients served increased by 11% over the previous fiscal year. Employment Benefits remained the most provided services, accounting for 64% of program starts. Unpaid EI benefits increased by 129% year-over-year. Within six months of receiving supports, 9,200 individuals gained employment.
Table 15 - LMDA Key Facts, Saskatchewan, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
18,263 | 839 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 16,961 | +7.8% |
Support measures: EAS | 9,385 | +14.6% |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 64.4% | -1.4 |
Support measures: EAS | 35.6% | +1.4 |
Total Expenditures | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment benefits | $23.1 | -21.5% |
Support measures: EAS | $19.0 | +66.9% |
LMP and R&I | $8.7 | +15.9% |
Total Expenditures1 | $50.8 | +5.1% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$36.5 | $83.6 | +128.8% |
Table 16 - LMDA Programming, Saskatchewan, FY2122
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Skills Training | Provincial Training Allowance | 11,955 | +11.6% | 22,873 |
SD-A | Apprenticeship Training | 4,979 | -0.9% | Included above |
TWS | Skills Training Allocation | 0 | +0.0% | 0 |
SE | Self-Employment Program | 27 | None in prior year | 261 |
JCP | Employment Programs | 0 | +0.0% | 0 |
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Workforce Development | 9,385 | +14.6% | 19,025 |
LMP | Canada Saskatchewan Job Grant | n/a | n/a | 8,584 |
R&I | Research and Innovation | n/a | n/a | 82 |
Text description of chart 15
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 10,161 | 10,308 | 10,503 | 11,362 | 11,542 | 9,442 | 8,850 | 7,799 | 6,882 | 7,242 |
Former | 2,788 | 2,687 | 2,565 | 2,667 | 2,742 | 4,156 | 6,058 | 6,187 | 4,924 | 5,927 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 7,772 | 6,600 | 4,511 | 5,094 |
Non-insured | 748 | 798 | 813 | 799 | 1,040 | 5,035 | 2,527 | 1,423 | 858 | 839 |
Text description of chart 16
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $55,560,030 | $60,805,018 | $61,595,865 | $61,550,486 | $74,734,297 | $50,378,925 | $49,071,838 | $48,249,012 | $36,529,501 | $83,581,517 |
Returns to Employment | 5,784 | 6,038 | 6,038 | 6,204 | 6,716 | 4,879 | 5,148 | 8,127 | 6,940 | 9,182 |
Active Claimants Served | 10,161 | 10,308 | 10,503 | 11,362 | 11,542 | 9,442 | 8,850 | 7,799 | 6,882 | 7,242 |
Total clients served | 13,697 | 13,793 | 13,881 | 14,828 | 15,324 | 18,633 | 25,207 | 22,009 | 17,175 | 19,102 |
Alberta
The total number of clients served increased in FY2122. Overall, the number of services in both employment benefits and support measures increased. Support measure services continues to be the larger share of services at 79%, with employment benefits' share at 21%. Within six months of receiving supports, 26,300 individuals gained employment.
Table 17 - LMDA Key Facts, Alberta, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
34,711 | 17,642 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment Benefits | 19,889 | +9.7% |
Support Measures: EAS | 73,293 | +6.1% |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment Benefits | 21.3% | +0.5 |
Support Measures: EAS | 78.7% | -0.5 |
Total Expenditures2 | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment Benefits | $105.9 | +0.0% |
Support Measures: EAS | $48.6 | +0.0% |
LMP and R&I | $2.4 | +0.0% |
Total Expenditures1 | $156.8 | +0.0% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
- 2 Information not received in time for publication. Amounts are estimated using last year's data.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$139.2 | $303.8 | +118.3% |
Table 18 - LMDA Programming, Alberta, FY21221
Employment benefits | Program name | Services | Year-over-year Change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Occupational Training Work Foundations | 3,716 | -4.9% | 83,877 |
SD-A | Skills Development-Apprenticeship | 15,739 | +14.4% | Included above |
TWS | Workplace Training | 209 | +78.6% | 0 |
SE | Self‑Employment | 225 | -36.3% | 1,841 |
JCP | Integrated Training | 0 | +0.0% | 20,211 |
Support measures | Program name | Services | Year-over-Year Change | Expenditures ($ 000s)1 |
---|---|---|---|---|
EAS | Career Information | 73,293 | +6.1% | 48,556 |
LMP | Workforce Partnerships | n/a | n/a | 2,352 |
R&I | Research and Innovation | n/a | n/a | 0 |
- 1 Information not received in time for publication. Amounts are estimated using last year's data.
Text description of chart 17
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 39,823 | 42,472 | 43,398 | 51,694 | 49,720 | 35,101 | 30,363 | 27,561 | 22,094 | 22,074 |
Former | 18,234 | 16,819 | 15,820 | 16,213 | 14,087 | 15,856 | 13,036 | 13,704 | 7,577 | 8,962 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 8,388 | 7,759 | 3,796 | 3,675 |
Non-insured | 62,404 | 63,516 | 60,344 | 60,191 | 54,258 | 38,909 | 31,484 | 27,886 | 17,506 | 17,642 |
Text description of chart 18
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $219,627,215 | $249,344,879 | $266,985,993 | $267,881,263 | $384,909,915 | $233,417,003 | $205,883,273 | $195,730,747 | $139,176,642 | $303,807,613 |
Returns to Employment | 23,686 | 25,092 | 25,745 | 26,525 | 29,671 | 18,726 | 18,669 | 18,094 | 17,867 | 26,311 |
Active Claimants Served | 39,823 | 42,472 | 43,398 | 51,694 | 49,720 | 35,101 | 30,363 | 27,561 | 22,094 | 22,074 |
Total clients served | 120,461 | 122,807 | 119,562 | 128,098 | 118,065 | 89,866 | 83,271 | 76,910 | 50,973 | 52,353 |
British Columbia
The total number of clients served increased in FY2122. The most significant increase was among former EI claimants, which increased by 36% compared to last year. The services provided changed significantly, with job creation partnerships (JCP) dropping and targeted wage subsidies (TWS) increasing. Within six months of receiving supports, 23,100 individuals gained employment.
Table 19 - LMDA Key Facts, British Columbia, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
29,923 | 10,878 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 39,099 | +2.3% |
Support measures: EAS | 42,098 | -2.6% |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 48.2% | +1.3 |
Support measures: EAS | 51.8% | -1.3 |
Total expenditures | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment benefits | $257.7 | +34.2% |
Support measures: EAS | $46.4 | +8.8% |
LMP and R&I | $20.6 | +43.4% |
Total expenditures1 | $324.5 | -30.4% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
$135.9 | $258.1 | +89.9% |
Table 20 - LMDA Programming, British Columbia, FY2122
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Skills Development - Regular | 21,824 | +1.5% | 207,441 |
SD-A | Skills Development – Apprenticeship | 12,437 | -1.0% | Included above |
TWS | Wage Subsidies | 3,724 | +151.1% | 37,513 |
SE | Self-Employment | 1,036 | -16.9% | 8,410 |
JCP | Job Creation Partnerships | 78 | -86.2% | 4,165 |
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Employment Assistance Services | 42,098 | -2.6% | 46,380 |
LMP | Labour Market Partnerships Employer - Sponsored Training | n/a | n/a | 14,599 |
R&I | Research and Innovation | n/a | n/a | 6,009 |
Text description of chart 19
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 31,953 | 34,612 | 34,937 | 35,891 | 35,272 | 32,881 | 28,399 | 25,584 | 23,215 | 20,839 |
Former | 13,303 | 11,336 | 9,502 | 9,007 | 8,733 | 10,209 | 7,055 | 8,607 | 4,511 | 6,132 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 2,904 | 4,794 | 2,393 | 2,952 |
Non-insured | 31,522 | 35,680 | 32,365 | 31,706 | 31,073 | 25,883 | 23,332 | 19,677 | 8,876 | 10,878 |
Text description of chart 20
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $112,512,524 | $121,846,795 | $126,683,222 | $125,294,701 | $152,689,817 | $136,556,392 | $136,811,084 | $138,735,969 | $135,929,742 | $258,134,870 |
Returns to Employment | 16,777 | 20,040 | 19,818 | 19,552 | 21,050 | 20,997 | 21,515 | 20,491 | 17,002 | 23,086 |
Active Claimants Served | 31,953 | 34,612 | 34,937 | 35,891 | 35,272 | 32,881 | 28,399 | 25,584 | 23,215 | 20,839 |
Total clients served | 76,778 | 81,628 | 76,804 | 76,604 | 75,078 | 68,973 | 61,690 | 58,662 | 38,995 | 40,801 |
Yukon
The total number of clients served increased in FY2122, with the most pronounced increase among former EI claimants whose numbers increased by 250%. The territory provided significantly more skill development services than last year. Within six months of receiving supports, about 100 individuals gained employment.
Table 21 - LMDA Key Facts, Yukon, FY2122
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
303 | 54 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 336 | +102.4% |
Support measures: EAS | 75 | +29.3% |
Service type | FY2122 | Year-over-year change (pp) |
---|---|---|
Employment benefits | 81.8% | +7.6 |
Support measures: EAS | 18.2% | -7.6 |
Total Expenditures2 | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment benefits | 2.3 | +80.1% |
Support measures: EAS | 2.3 | +64.1% |
LMP and R&I | 0.6 | +411.8% |
Total expenditures1 | 5.2 | +86.2% |
- 1 Totals may not add up due to rounding; does not include accounting adjustments.
- 2 Information not received in time for publication. Amounts are estimated using non-audited financial statements.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$1.0 | $1.8 | +90.3% |
Table 22 - LMDA Programming, Yukon, FY2122
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s)1 |
---|---|---|---|---|
SD-R | Skills Development Employment Benefit | 110 | +144.4% | 1,842 |
SD-A | Skills Development Employment Benefit - Apprenticeship | 204 | +68.6% | Included above |
TWS | Targeted Wage Subsidies | 22 | None in previous year | 417 |
SE | Self‑Employment | 0 | +0.0% | 0 |
JCP | Employment Programs | 0 | +0.0% | 0 |
Support measures | Program name | Services | Year-over-year change | Expenditures ($ 000s)1 |
---|---|---|---|---|
EAS | Employment Assistance Services | 75 | +29.3% | 2,310 |
LMP | Labour Market Partnerships Employer - Sponsored Training | n/a | n/a | 3 |
R&I | Research and Innovation | n/a | n/a | 606 |
- 1 Information not received in time for publication. Amounts are estimated using non-audited financial statements.
Text Description of Chart 21
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 338 | 271 | 259 | 211 | 201 | 208 | 189 | 155 | 115 | 177 |
Former | 93 | 45 | 45 | 41 | 34 | 44 | 35 | 23 | 22 | 77 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 39 | 29 | 27 | 49 |
Non-insured | 274 | 96 | 131 | 65 | 85 | 108 | 75 | 24 | 23 | 54 |
Text description of chart 22
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $2,135,271 | $2,397,649 | $1,851,947 | $1,266,470 | $1,498,718 | $1,011,003 | $1,069,493 | $1,117,099 | $957,323 | $1,821,872 |
Returns to Employment | 256 | 230 | 170 | 188 | 176 | 141 | 120 | 123 | 92 | 105 |
Active Claimants Served | 338 | 271 | 259 | 211 | 201 | 208 | 189 | 155 | 115 | 177 |
Total clients served | 705 | 412 | 435 | 317 | 320 | 360 | 338 | 231 | 187 | 357 |
Northwest Territories
The total number of clients served increased in FY2122. Each category of client increased, with PPE clients leading at 121%. Correspondingly service counts increased across all categories (except for JCPs), while the relative shares of Employment Benefits and Support Measures remained steady. EAS continued to comprise most services provided to clients. Within six months of receiving supports, 200 individuals gained employment.
Table 23 - LMDA Key Facts, Northwest Territories, FY21221
Insured, Former, and PPE Clients | Non-insured clients |
---|---|
367 | 27 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 263 | +63.4 |
Support measures: EAS | 379 | +62.7 |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 41.0% | +0.1 |
Support measures: EAS | 59.0% | -0.1 |
Total Expenditures | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment benefits | 2.6 | +97.4% |
Support measures: EAS | 1.0 | +32.0% |
LMP and R&I | 0.3 | +66.9% |
Total expenditures2 | 4.0 | +72.6% |
- 1 Service counts for NT are currently being reviewed for consistency and methodology
- 2 Totals may not add up due to rounding; does not include accounting adjustments.
- 3 Previous year was $0. YOY-change cannot be calculated.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$1.1 | $1.3 | +26.5% |
Table 24 - LMDA Programming, Northwest Territories, FY21221
Employment benefits | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
SD-R | Skills Development - Regular | 102 | +32.5% | 1,397 |
SD-A | Skills Development - Apprenticeship | 128 | +106.5% | Included above |
TWS | Wage Subsidies | 29 | +52.6% | 770 |
SE | Self-Employment | 4 | +33.3% | 205 |
JCP | Job Creation Partnerships | 0 | +0.0% | 271 |
Support measures | Program name | Services | Year-over-year change | Expenditures ($ 000s) |
---|---|---|---|---|
EAS | Employment Assistance Services | 379 | +62.7% | 1,039 |
LMP | Labour Market Partnerships (Strategic Workforce Initiatives) | n/a | n/a | 295 |
R&I | Research and Innovation | n/a | n/a | 7 |
- 1 Service counts for NT are currently being reviewed for consistency and methodology
Text description of chart 23
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 314 | 347 | 294 | 325 | 306 | 333 | 266 | 134 | 110 | 124 |
Former | 144 | 151 | 138 | 195 | 156 | 343 | 205 | 61 | 70 | 137 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 229 | 85 | 48 | 106 |
Non-insured | 460 | 532 | 500 | 849 | 573 | 793 | 355 | 19 | 20 | 27 |
Text description of chart 24
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $2,163,841 | $2,332,104 | $2,351,982 | $1,820,141 | $1,924,873 | $1,298,865 | $1,640,575 | $1,430,328 | $1,063,755 | $1,345,869 |
Returns to Employment | 185 | 200 | 193 | 173 | 177 | 142 | 181 | 185 | 152 | 207 |
Active Claimants Served | 314 | 347 | 294 | 325 | 306 | 333 | 266 | 134 | 110 | 124 |
Total clients served | 918 | 1,030 | 932 | 1,369 | 1,035 | 1,469 | 1,055 | 299 | 248 | 394 |
Nunavut
The total number of clients served decreased significantly in FY2122, with decreases in PPE and non-insured clients offsetting the increases in active and former EI claimant clients. Correspondingly, counts for most services dropped, with skill development for apprenticeships being the exception. Within six months of receiving supports, 25 individuals gained employment.
Table 25 - LMDA Key Facts, Nunavut, FY2122
Insured, Former, and PPE Clients | Non-Insured Clients |
---|---|
118 | 40 |
Service type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 175 | -19.4% |
Support measures: EAS | 2 | -99.6% |
Service type | FY2122 | Year-over-year change(pp) |
---|---|---|
Employment benefits | 98.9% | +69.1 |
Support measures: EAS | 1.1% | -69.1 |
Total Expenditures | FY2122 ($ million) | Year-over-year change |
---|---|---|
Employment benefits | $2.3 | +0.0% |
Support measures: EAS | $0.0 | +0.0% |
LMP and R&I | $0.8 | +0.0% |
Total expenditures2 | $3.2 | +0.0% |
- 1 Information not received in time for publication. Amounts are estimated using last year's data.
- 2 Totals may not add up due to rounding; does not include accounting adjustments.
FY2021 | FY2122 | Year-over-year change |
---|---|---|
$0.3 | $0.3 | +3.1% |
Table 26 - LMDA Programming, Nunavut, FY2122
Employment benefits | Program name | Services | Year-over-Year Change | Expenditures ($ 000s)1 |
---|---|---|---|---|
SD-R | Adult Learning and Training Supports | 118 | -7.8% | 1,736 |
SD-A | Adult Learning and Training Supports: Apprenticeship | 51 | 24.4% | Included above |
TWS | Training on the Job | 5 | -89.4% | 584 |
SE | Nunavut Entrepreneurship Incentive | 1 | +0.0% | 0 |
Support measure | Program name | Services | Year-over-Year Change | Expenditures ($ 000s)1 |
---|---|---|---|---|
EAS | Employment Assistance Services | 2 | -99.6% | 0 |
LMP | Target Training Initiatives | n/a | n/a | 848 |
R&I | Research and Innovation | n/a | n/a | 0 |
- 1 Information not received in time for publication. Amounts are estimated using last year's data.
Text description of chart 25
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 100 | 98 | 110 | 126 | 116 | 153 | 142 | 74 | 11 | 29 |
Former | 113 | 128 | 126 | 154 | 95 | 168 | 177 | 113 | 4 | 37 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 234 | 135 | 202 | 52 |
Non-insured | 219 | 173 | 460 | 706 | 628 | 773 | 694 | 305 | 511 | 40 |
Text description of chart 26
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Estimated Unpaid EI Benefits ($ million) | $400,960 | $375,552 | $519,522 | $624,023 | $1,149,451 | $780,375 | $640,855 | $626,866 | $314,051 | $323,897 |
Returns to Employment | 53 | 50 | 47 | 53 | 75 | 52 | 48 | 42 | 17 | 25 |
Active Claimants Served | 100 | 98 | 110 | 126 | 116 | 153 | 142 | 74 | 11 | 29 |
Total clients served | 432 | 399 | 696 | 986 | 839 | 1,094 | 1,247 | 627 | 728 | 158 |
Supplemental indicators
EI applicants who participate in active measures early in their EI claim are more likely to return to work quickly. In FY2122, at the national level, 43% of active EI claimants began their first LMDA-funded programming within 12 weeks of starting their EI Part I benefit. This remains significantly below pre-pandemic levels (FY1920) when two-thirds began services within 12 weeks, and continues to reflect pandemic-related challenges in providing and accessing employment programs in FY2122.
Province/Territory | EI Active Claimants Beginning EI Part II within 12 Weeks Following their Part I Benefit Period Commencement1 | Return to work/Total Labour Force | Estimated Unpaid EI Regular Benefits Resulting from EBSM Supports, as a Proportion of Part I Regular Benefits Paid |
---|---|---|---|
Newfoundland and Labrador | 31% | 3.8% | 2.2% |
Prince Edward Island | 52% | 1.0% | 6.6% |
Nova Scotia | 41% | 2.7% | 4.8% |
New Brunswick | 57% | 1.1% | 5.9% |
Quebec | 37% | 1.4% | 8.2% |
Ontario | 29% | 1.5% | 10.8% |
Manitoba | 52% | 1.6% | 14.4% |
Saskatchewan | 40% | 1.5% | 19.1% |
Alberta | 54% | 1.0% | 18.5% |
British Columbia | 58% | 0.7% | 17.8% |
Yukon | 66% | 1.0% | 9.2% |
Northwest Territories | 39% | 0.2% | 6.4% |
Nunavut | 41% | 1.3% | 1.8% |
Canada | 43% | 3.8% | 10.7% |
- 1 This includes a small percentage of clients who began EI Part II programming up to 2 weeks prior to their Part I Benefit Period Commencement.
- Sources: Annual average for FY2122 formed from the relevant months of seasonally non-adjusted data from Table 14-10-0287-01 Labour force characteristics for Provinces, Table 14-10-0292-01 Labour force characteristics for Territories, and EI Part I and Part II Administrative Data.
Notes to readers
- The data used to analyze activities were collected from provinces, territories and ISET agreement holders. Governments continue to improve data quality and collection to ensure accurate, reliable and consistent information. While all data sets are verified before publication, systems and operational changes may affect the comparability of data from year to year
- A client is a person who has participated in programs or services funded by the Labour Market Development Agreements or by Indigenous organizations
- Service counts are higher than client counts, as a client can receive supports or benefits from more than one program or service. Information on underrepresented groups is collected at the service level, rather than individual client
- Active claimants are those who had an active EI Part I regular claim when they requested assistance under Part II of the Employment Insurance Act. Typically, they have stronger and more recent job attachment. They tend to be able to return to work more quickly than those with weaker ties to employment. Active claimants who are considered job-ready from an analytical point of view often seek out short-term supports under EI Part II to find their next employment opportunity. Others require longer-term Employment Benefits to upgrade their skills, establish certification or refine their job search strategies
- Former claimants are those who completed an EI claim in the previous 5 years, or who claimed EI Part I in the last 5 years when they requested assistance under Part II. They are no longer in receipt of EI Part I benefits; however, they remain eligible for EI Part II under certain criteria. Former claimants do not receive income support under Part I of the Employment Insurance Act while they complete an Employment Benefit support under EI Part II; however, they may receive Part II income support while completing training activities under their return-to-work action plan
- Premiums-paid Eligible are those who have made minimum Employment Insurance premium contributions above the premium refund threshold (that is, $2,000 in earnings) in at least 5 of the last 10 years
- Non-insured clients are unemployed individuals who are neither active, former EI clients, nor PPE. Non-insured clients usually have little substantive or recent job attachment. They include new labour force participants and individuals who were formerly self-employed without paid employment earnings. While these clients are not eligible for Employment Benefits under EI Part II, they may access Employment Assistance Services
- References to average levels of activity and to highs and lows are based on the 10-year period from FY1213 to FY2122 as a frame of reference
Annex B National Overview
In the section
Main resultsFootnote 10
In FY2122, 433,906 clients received Employment Benefits or Support Measures, of which 409,459 were served by PTs under the LMDAs and 24,447 were served by Indigenous organizations through the ISET Program. Slightly over 66% of the 714,331 services provided were Support Measures, 27% were Employment Benefits, and 7% fell under pan-Canadian initiatives. Expenditures for programming totalled $2.49 billion.
Active claimants represent the largest segment of clients served, followed by non-insured participants, former claimants and the Premiums-paid Eligible (PPE) client group in the year-over-year 4.7% increase in clients served, the largest relative increases were in the former claimants and PPE client categories, up by 29.6% and 4.1% respectively.
Expanding eligibility to PPE
As of April 1, 2018, the eligibility for Employment Benefits was expanded to include all unemployed individuals who have made EI premium contributions above the premium refund threshold of $2,000 in earnings in at least 5 of the last 10 years. This change particularly benefits individuals with weaker labour force attachment.
In FY2122, more than half of PPE clients were in the 25-54 year age group. Female PPE clients had higher education levels than male PPE clients: 20% of females had high school graduation or less, whereas for males it was 31%.
Underrepresented groupsFootnote 11
Women make up 47% of the available labour force, Indigenous peoples 4%, members of visible minority groups 22%, and 16% are persons with disabilities. In order to promote equity, ESDC collects information on the participation in Part II programming by women, Indigenous peoples, members of visible minority groups and persons with disabilities.Footnote 12 With respect to underrepresented population groups among PPE clients in FY2122, 15% of clients were persons with disabilities, 12% were visible minorities and 10% were Indigenous peoples.
Age distributionFootnote 13
Of Canadians in the labour force, 64% are aged 25-54 (core-aged workers), 14% are aged 15-24 (youth) and 22% are aged 55 or older (older workers). In FY2122, 64% of clients were aged 25 to 54 years, almost unchanged since the previous year. The proportion of age groups as shares of total clients has remained mostly the same since the previous year.
Table 1, annex b - LMDA Key Facts, Canada, FY2122
EI Active, Former, & Premiums-Paid Eligible (LMDA) | Non-insured clients (LMDA) | Pan-Canadian |
---|---|---|
275,130 | 134,329 | 24,447 |
Active claimants | Former claimants | PPEs | Non-Insured |
---|---|---|---|
37.7% | 21.7% | 9.6% | 31.0% |
Youth (15–24) | Core Age Workers (25–54) | Clients aged 55 or older |
---|---|---|
24.6% | 65.4% | 10.0% |
Intervention Type | FY2122 | Year-over-year change |
---|---|---|
Employment benefits | 192,660 | +18.4% |
Support measures: EAS | 474,697 | -0.9% |
Pan-Canadian | 46,974 | +34.1% |
Intervention Type | FY2122 | Year-over-year change (p.p.) |
---|---|---|
Employment benefits | 28.9% | +3.5 |
Support measures: EAS | 71.1% | -3.5 |
Intervention Type | FY2122 | Year-over-year change (p.p.) |
---|---|---|
Employment benefits | $1,220.3 | +16.7% |
Support measures: EAS | $610.4 | -10.6% |
LMPs and R&I | $483.5 | +4.1% |
Pan-Canadian | $137.3 | -4.8% |
Total Expenditures | $2,492.9 | +2.0% |
Indicator | Total | Year-over-year change |
---|---|---|
Active claimants served | 163,672 | -3.4% |
Returns to employment | 190,919 | +23.0% |
Estimated unpaid benefits ($ million) | $1,588.4 | +98.5% |
- 1 Some provinces and territories had not reported their expenditures at time of publication. These numbers are estimates.
Text Description of Chart 1, annex b
Client Type | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Active | 319,904 | 348,909 | 339,795 | 356,828 | 351,362 | 313,998 | 286,197 | 262,196 | 169,514 | 163,672 |
Former | 100,522 | 97,417 | 91,999 | 92,689 | 95,583 | 115,927 | 101,848 | 104,333 | 72,723 | 94,238 |
PPE | n/a | n/a | n/a | n/a | n/a | n/a | 67,490 | 67,388 | 40,038 | 41,667 |
Non-insured | 241,834 | 264,716 | 257,665 | 284,607 | 304,927 | 285,733 | 240,075 | 218,350 | 132,104 | 134,329 |
Text Description of Chart 2, annex b
Key Performance Indicator | FY1213 | FY1314 | FY1415 | FY1516 | FY1617 | FY1718 | FY1819 | FY1920 | FY2021 | FY2122 |
---|---|---|---|---|---|---|---|---|---|---|
Youth (15-24 years old) | 19.37% | 19.43% | 19.36% | 20.64% | 20.38% | 21.03% | 22.28% | 20.92% | 24.48% | 24.61% |
Core-age (25-54 years old) | 69.54% | 68.95% | 68.14% | 66.89% | 66.71% | 65.48% | 63.07% | 65.10% | 65.93% | 65.36% |
Workers aged 55+ | 11.05% | 11.58% | 12.48% | 12.44% | 12.89% | 13.45% | 13.39% | 13.90% | 9.52% | 9.98% |
Employment benefits
Under the LMDAs, PTs can provide employment benefits similar to the six benefit types outlined in the EI Act, shown in table 2. At $1.22 billion in FY2122, Employment Benefits represent the largest investment under the LMDAs, accounting for more than half of expenditures by PTs.
The increase of 18% in employment benefit services in FY2122 represents a reversal of last year's decrease of a similar size. With the increase in services, expenditures on Employment Benefits increased by about $175 million (+17%) year-over-year. The average duration of employment benefit services that ended during FY2122 decreased compared to last fiscal year, returning closer to the prior pre-pandemic fiscal year: In FY2122, average duration was 17.4 weeks, compared to 19.8 weeks in FY2021 and 17.6 weeks in FY1920.
Employment benefit | Services | Year-over-Year Change | Share of Employment Benefits | Expenditures ($000s)1 | Estimated cost per participant1 |
---|---|---|---|---|---|
Targeted Wage Subsidies | 14,668 | +41.3% | 7.6% | $158,072 | $10,777 |
Self-Employment | 4,062 | -7.0% | 2.1% | $41,741 | $10,276 |
Job Creation Partnerships | 1,518 | -28.4% | 0.8% | $31,975 | $21,064 |
Skills Development-Regular | 103,037 | +25.5% | 53.5% | $988,470 | $5,733 |
Skills Development-Apprentices | 69,375 | +10.4% | 36.0% | Included above | Included above |
Targeted Earning Supplements | 0 | -100% | 0.0% | $0 | n/a |
Canada | 192,660 | +18.4% | 100% | $1,220,257 | $6,334 |
- 1 Some provinces and territories had not reported their expenditures at time of publication. These numbers are estimates.
Support measures
Part II of the EI Act authorizes 3 support measures: Employment Assistance Services (EAS); Labour Market Partnerships (LMPs); and Research and Innovation (R&I). Under the LMDAs, PTs deliver these measures at regional and local levels, while ESDC retains responsibility for the pan-Canadian delivery of LMPs and R&I. Expenditures on Support Measures totalled over $982.4 million in FY2122.
Employment Assistance Services
EAS support clients to prepare for, find and keep employment through a full range of self-help and assisted services. EAS includes an initial assessment of clients' needs and often leads to the provision of other supports or training, such as career advice and employment counselling. EAS participation is reported in 2 categories: Employment Services, or Individual Counselling.
In FY2122, 474,697 EAS supports were provided, a ratio of almost 2.5 to 1 compared to Employment Benefits. EAS is the first level of supports provided to individuals and often lead to participation in more extensive training supports. EAS supports provided decreased 1% over the previous year, while total expenditures decreased by 11% to $610.4 million, compared to $682.6 million in the previous reporting year.
Other support measures
The LMPs measure facilitates collaboration between employers, employees and employer associations, community groups and communities, to develop solutions to labour force imbalances, such as persistent high unemployment or skill shortages. In FY2122, LMPs expenditures totalled $292.5 million, compared to $257.7 million in the previous year, increasing by 14%.
R&I initiatives identify innovative ways of helping people prepare for, return to or maintain employment and participate in the labour force. In FY2122, R&I expenditures totalled $191.1 million, compared to $208.7 million in the previous year, a decrease of about 8%.
Table 3 - Support Measures, Canada, FY2122
Employment Assistance Service1 | Services | Share of support measures | Year-over-year change | Expenditures ($000s)1 | Estimated cost per participant1 |
---|---|---|---|---|---|
Employment services | 299,943 | 63.2% | -7.6% | $610,391 | $1,286 |
Group services | 0 | 0.0% | +0.0% | Included above | Included above |
Individual counselling | 174,754 | 36.8% | +13.2% | Included above | Included above |
Total Employment Assistance Services | 474,697 | 100.00% | -0.9% | $610,391 | Included above |
- 1 Some provinces and territories had not reported their expenditures at time of publication. These numbers are estimates.
Other support measures | Services | Share of support measures | Year-over-year change | Expenditures ($000s)1,2 | Estimated cost per participant3 |
---|---|---|---|---|---|
Labour Market Partnerships | n/a | n/a | n/a | $292,468 | n/a |
Research & Innovation | n/a | n/a | n/a | $191,068 | n/a |
Canada | 474,697 | 100.0% | -0.9% | $1,093,927 | n/a |
- 1Some provinces and territories had not reported their expenditures at time of publication. These numbers are estimates.
- 2Expenditures for Labour Market Partnerships includes employer-sponsored training.
- 3LMPs and R&I initiative are generally not associated with direct client services, so costs per participant are not available.
ExpendituresFootnote 14
Total expenditures under Part II of the EI Act were $2.49 billion in FY2122, which included provincial and territorial programming and pan-Canadian activities. This is year-over-year increase of about 6%. Compared to last year, spending on employment benefits and LMPs measures increased, while expenditures on EAS, R&I, and Pan-Canadian activities contracted.
Text Description of Chart 3, annex b
Category | Spending $M |
---|---|
Employment Benefits | 1,220 |
Employment Assistance Services | 611 |
Labour Market Partnerships | 292 |
Research and Innovation | 191 |
Pan-Canadian Activities | 137 |
Annex C – LMDA evaluation results
In this section
- Introduction
- Quantitative evaluation methodology
- Summary of findings
- Detailed findings
- Effectiveness and efficiency of EBSMs
- Labour Market Outcomes for Skills Development-Apprentices
- Supplementary studies
- Self-Employment study
- Job Creation Partnership study
- Labour Market Partnerships
- Research and Innovation
Introduction
The Evaluation Directorate of Employment and Social Development Canada (ESDC) completed the third cycle for the evaluation of the Labour Market Development Agreements (LMDAs) covering the years from 2010 and 2020. Together with the second LMDA evaluation cycle completed in 2017, these evaluation activities cover 100% of LMDA spending across all the types of programs and services funded under the LMDAs.
The Federal-Provincial-Territorial Evaluation Steering Committee and the Performance Measurement and Evaluation Committee of ESDC approved the evaluation findings. National-level and provincial/territorial reportsFootnote i will be completed and published progressively in 2023.
Evaluation findings are drawn from nine separate evaluation studies and are based on a mix of qualitative and quantitative methods, including:
- incremental impact analysis for participants who began to receive a service between 2010 and 2012, with their post-service labour market outcomes tracked up to 2017
- outcome analysis
- cost-benefit analysis (including savings to health care)
- key informant interviews with 287 provincial/territorial representatives, service providers, agreement holders and key stakeholders
- provincial/territorial questionnaires
- a national survey of 2,023 self-employment participants
- document and literature reviews
Quantitative evaluation methodology
Program effectiveness is assessed by estimating incremental impacts on participant labour market attachment. The role of the incremental impact analysis is to isolate the effects of participation from other factors by comparing the labour market attachment of participants before and after their participation with that of similar non-participants.
Incremental impacts are estimated using the propensity score kernel matching methodFootnote ii combined with difference-in-differences estimator. The following 3 additional estimation methods were carried out separately to validate the estimated impacts:
- inverse Probability Weighting
- nearest Neighbour, and
- cross-sectional MatchingFootnote iii
A sensitivity analysis was also conducted to ensure that results are not affected by hidden bias due to unobservable variables. The econometric methods and results were peer reviewed by 2 internationally renowned labour market academics.
Key impact indicators to measure participant's labour market attachment include:
- Incidence of Employment - This indicator measures program effect as an "incidence" of employment in a time interval or the probability that an individual in a given group is employed within the time interval. The weakness of this indicator is that it does not distinguish among employment episodes of varying duration, but treats all employment episodes equally
- Employment Earnings - This indicator measures the average employment earnings from T4 supplementary on annual basis
- EI Benefits - This indicator measures the average amount of EI benefits received per year. It is captured using EI part I data
- Social Assistance Benefits - This indicator measures the average amount of social assistance benefits received per year. This information is available on a calendar year basis and is obtained from T1 tax return records
- Dependence on Income Support - This is defined as the following ratio:
(EI Benefits + Social Assistance) / (EI Benefits + Social Assistance + Total Earnings)
where "Total Earnings" includes wages and salaries as well as income from self-employment
Building on the results of the incremental impacts, program efficiency is assessed through a cost-benefit analysis. The analysis compares the cost of participating for participants and the cost of delivering the program for governments against the benefits associated with the program. This analysis provides insights into the extent to which the program is efficient for society including participants and the government.
The cost-benefit analysis accounted for all quantifiable costs and benefits directly attributable to the Employment Benefits and Support Measures (EBSMs) and could be estimated with the available administrative data. For the first time, the cost-benefit analysis estimated the change in public healthcare expenditures associated with program participation. While this expansion strengthened the cost-benefit analysis, the analysis still did not account for non-quantifiable factors that can lead to an understatement of the benefits (for example, positive spillovers to other family members) and factors that can lead to an overstatement of the benefits (for example, effects on skill prices or displacement).
Summary of findings
The evaluation found that participation in most LMDA-funded programs and services improved labour market attachment and reduced dependence on government income supports compared to similar non-participants. These results are consistent with those found for earlier cohorts of participants as part of the previous evaluation cycle.
A subgroup analysis shows that with some exceptions, Skills Development and Targeted Wage Subsidies services benefited most subgroups of participants. Employment Assistance Services improved the labour market attachment of female, Indigenous and recent immigrant participants, and decreased their use of EI. For most services, the social benefits of participating in LMDA-funded programs and services exceed the initial investment costs over time.
A series of supplementary studies address information gaps for services that are not suitable for incremental impact analysis:
- Self-Employment
- Job Creation Partnerships
- Labour Market Partnerships, and
- Research and Innovation
Each study documented program design and delivery challenges and lessons learned and included key considerations to inform future program delivery and design.
Detailed findings
Effectiveness and efficiency of EBSMs
Figure 1 presents the incremental impacts on the incidence of employment for active and former claimants by EBSM. The estimates can be interpreted as changes in the probability of being employed following participation. For example, participation in Skills Development increases the probability of being employed by 4 percentage points for active EI claimants relative to non-participants.
Note: Impacts are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).
Figure 1. Change in probability of being employed in participants relative to non-participants (annual average). It shows the percentage points for active claimants and former claimants for the following four EBSMs: Skills Development, Employment Assistance Services, Targeted Wage Subsidies, and Job Creation Partnerships.
Alternative Text Description:
Client Type | Skills Development | Employment Assistance Services | Targeted Wage Subsidies | Job Creation Partnerships |
---|---|---|---|---|
Active Claimants | 4 | 0.3 | 3.8 | 4.8 |
Former Claimants | 2.5 | 0 | 6.2 | 2.5 |
Figure 2 presents the annual average increase in employment earnings for active and former claimants over the post-participation period. For example, active claimant participants in Skills Development increased their average annual earnings by $2,508 relative to similar non-participants.
Note: Impacts are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).
Figure 2. Employment earnings of participants relative to non-participants (annual average). It shows the Employment Earnings for active claimants and former claimants for the following four EBSMs: Skills Development, Employment Assistance Services, Targeted Wage Subsidies, and Job Creation Partnerships.
Alternative Text Description:
Client Type | Skills Development | Employment Assistance Services | Targeted Wage Subsidies | Job Creation Partnerships |
---|---|---|---|---|
Active Claimants | $2,508 | $376 | $1,648 | $1,208 |
Former Claimants | $768 | $0 | $1,945 | -$1,102 |
Figure 3 presents the total active and former EI claimant participants who reduced their dependence on government income supports.
Note: Impacts are estimated over 4 post-program years (or 5 years in the case of Employment Assistance Services).
Figure 3. Change in dependence on government income support (annual average). It shows percentage points for active claimants and former claimants for the following four EBSMs: Skills Development, Employment Assistance Services, Targeted Wage Subsidies, and Job Creation Partnerships.
Alternative Text Description:
Client Type | Skills Development | Employment Assistance Services | Targeted Wage Subsidies | Job Creation Partnerships |
---|---|---|---|---|
Active Claimants | -1.8 | -2.1 | -2.5 | -0.5 |
Former Claimants | -1.0 | 0 | -3.1 | -1.6 |
Table 2 presents results from the cost-analysis with a focus on the number of years required for the benefits accrued by participants and governments (referred to as social benefits) exceeding program costs. Social benefits to participation exceed initial investment costs over a period ranging from less than a year to 18.5 years.
Program | Participant type | Payback period (in years)Footnote iv |
---|---|---|
Skills Development | Active EI claimant | 8.3 |
Skills Development | Former EI claimant | 18.5 |
Skills Development youth | Active EI claimant | 5.4 |
Targeted Wage Subsidies | Active EI claimant | 5.2 |
Targeted Wage Subsidies | Former EI claimant | 0.7 |
Job Creation Partnerships | Active EI claimant | 16.1 |
Employment Assistance Services | Active EI claimant | 7.7 |
Table 2 - It compares the number of years for the benefits to exceed program costs for active claimants and former claimants.
Labour Market Outcomes for Skills Development-Apprentices
The Evaluation also examined the labour market outcomes of the LMDA program that helps apprentices become skilled tradespeople.
Program participants have generally chosen a career and are already attached to the labour market. The apprenticeship process involves on-the-job learning and technical training in a classroom setting. For these reasons, this type of service is not amenable to a comparison between the labour market outcomes of participants with those of similar non-participants. Therefore, the effectiveness of this program is informed by examining participant labour market attachments before and after participation.
The evaluation found that active EI claimants increased their average earnings from $19,325 in the 5th year pre-program compared to $56,131 in the 5th year after the program started. Former EI claimants increased their average earnings from $21,772 in the 5th year pre-program to $58,158 in the 5th year after the program started. After participating in the program, both active and former claimants also decreased their dependence on government income supports.
Supplementary studies
A series of supplementary studies address information gaps previously identified in previous evaluations regarding the following LMDAs' benefits and services:
- Self-Employment
- Job Creation Partnerships
- Labour Market Partnerships
- Research and Innovation
Most of these services are not suitable for incremental impact analysis. For example, Labour Market Partnerships, and Research and Innovation do not collect participant information. As a result, a mix of qualitative and quantitative methods is used to examine these EBSMs in detail. Key considerations are included to help guide future program and policy discussions.
Self-Employment study
The evaluation found that the Self-Employment program aims to assist participants in creating employment for themselves by providing them with a range of services.
Based on a survey, it was found that 2 to 4 years after program participation:
- participants increased their employment level by 15 percentage points from 59% in the year before participation to 74% at the time of the survey. The increase is mainly due to an increase in the percentage of self-employed participants
- nearly 50% of survey respondents launched a self-employment business and it was still in operation
- half of the self-employment businesses were launched in other servicesFootnote v; professional, scientific and technical services; as well as in construction and retail trade
- 73% of respondents said that they were financially about the same or better off after the program
- 70% of respondents said that their household net worth was about the same or higher after the program
The survey examined the contribution of the program to the success of self-employment businesses. At least 81% of survey respondents who launched a self-employment business rated the following services and training as very or somewhat important to the business launch, operation and success:
- assistance with business plan development
- one-on-one mentoring / advice or counselling supports
- discussion on risks and challenges of self-employment
- assessment of entrepreneurial readiness
- living allowance during participation and financial assistance with business start-up costs
- information about and assistance to access capital
- training on budgeting, financial management, marketing, business operation and sales
Job Creation Partnership study
The design and delivery of Job Creation Partnerships allow provinces and territories to address a variety of barriers to employment experienced by their citizens (such as lack of work experience). Provinces and territories can use the program to address various labour market needs by targeting sub-groups of individuals, professions or economic sectors in demand and communities.
In addition to gaining work experience, key informants expect participants to develop work-related skills, enhance their career development and job search abilities, and improve their personal well-being. Project holders can benefit from the program through increased capacity, implementing their projects, and increasing their presence within local communities.
For employers that provide work experience to trained participants, benefits are mostly associated with gaining a source of trained employees. At the community level, projects support the local economy and provide new assets (such as restored buildings or hiking trails) or services (such as support for newcomers).
Labour Market Partnerships
The Labour Market Partnerships program aims to assist employers, communities and/or industries to address their labour force adjustments and human resource needs. Funded projects target current and/or forecasted skills and/or labour shortages. These projects also target specific unemployed populations (for example, women, youth, Indigenous peoples, newcomers, persons with disabilities and the self-employed).
All participating provinces and territories confirm that program officials carried out activities to support the formation and maintenance of partnerships. Provincial and territorial departments and key informants explained that partners' expertise, networks and financial contributions are all essential to project implementation and success.
Research and Innovation
The Research and Innovation support measure provides funding to provinces and territories for research and demonstration projects. These projects aim to identify better ways of helping individuals prepare for, return to, or keep employment and be productive in the labour force.
The document review reveals that Research and Innovation projects encompassed activities including:
- development and/or testing new approaches to improve employment outcomes for clients with some projects also focusing on persons with disabilities, youth, Indigenous, and other demographic groups
- strengthening service delivery
- improving learning and post-secondary education with a focus on expanding online course delivery
- funding for cost sharing of internships, temporary work placements, or training
- delivering career fairs or career/employment information presentations
- research
Provincial/territorial questionnaires reveal factors contributing to the successful testing and identification of innovative approaches, including:
- project holders:
- employing experienced staff
- possessing organizational structure and financial reporting capacity
- having strong commitment from partners
- providing detailed cost estimates as part of their project proposals
- projects that have:
- a clear plan with measurable outcomes
- continuous project application intake to address ongoing and emerging labour market issues
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