The Alberta Job Corps (AJC) program is a hands-on employment/training program for individuals who require training to enter the job market.
AJC provides a structured, supportive training environment and work setting for individuals and works in cooperation with employers, training providers, aboriginal groups, community organizations and schools.
POLICY
Program Components
As part of the AJC program, services to AJC trainees may include a combination of the following:
employment development activities and job coaching
training modules to develop employability and job skills
training modules to develop specific occupational skills
an equipped work environment with the rules, procedures and expectations of the workplace
work experience through AJC-supervised community work projects
work experience opportunities with employers
work/life Service Management activities to help participants achieve their employment goals
Eligible Individuals Specific to Alberta Job Corps
Individuals selected for entry into the AJC program must be:
at least 18 years of age (exceptions may be approved by the Area Manager), and
legally entitled to work in Canada, and
resident of Alberta, and
unemployed or underemployed
Conditions for Individuals Receiving Employment Insurance Benefits
Individuals receiving Employment Insurance (EI) Benefits may be hired by Alberta Job Corps if they are assessed as unable to find employment with their current skills, attitudes and experience.
Since they become employees of AJC, trainees receiving EI benefits must report earnings as being employed full-time and record the hours worked and the wages earned. Please refer to the Employment Insurance website for complete instructions on reporting requirements while employed.
In most cases, EI benefits will be suspended while trainees are receiving full-time, full-week wages from AJC.
Duration/Enrollment
Trainees may participate in an AJC program for up to 26 weeks with an extension to 52 weeks if required. Extensions must be approved by the AJC supervisor.
Normally, positions are full-time, a minimum of 36.25 hours per week. Part time positions may be considered with AJC supervisor’s approval.
Employment Terms and Conditions
The department of Alberta Employment and Immigration (AE&I) is the employer, although work experience may be developed with a private, not-for-profit or public sector organization.
An AE&I staff member is designated as the project supervisor or contact for the community project and/or work experience placement. This person is responsible for project supervision and/or monitoring the work experience placement.
Trainees must have a Service Plan that has been entered into Mobius. Their status in the AJC program must be updated regularly.
Trainees are paid through the AE&I wage payroll system.
The AJC program provides wages based on the hours the trainee attends and works.
Trainees are typically paid minimum wage plus employer contributions towards Employment Insurance and Canada Pension Plan, and may receive incremental increases based on competencies achieved. The minimum wage may be exceeded based on regional economic norms, or based on specific job responsibilities (e.g. lead hand). The maximum pay will be minimum wage plus 50%.
Trainees are not subject to the collective agreement between the Government of Alberta and the Alberta Union of Provincial Employees and do not qualify for coverage as a public servant. Trainees must be made aware of this.
Trainees may be dismissed for misconduct, negligence, poor attendance or for performing their duties in an unsatisfactory manner.
Trainees must be making progress toward successful employment.
Trainees are paid vacation and statutory holiday pay for their period of employment.
Trainees will not be allowed to work extra hours unless pre-approved by their Job Corps Supervisor.
Trainees are not entitled to receive sick leave.
AE&I provides Workers’ Compensation coverage for trainees.
Travel and living expenses incurred by a trainee while in the AJC program are the responsibility of the trainee, except for work related expenses, as determined by the AJC supervisor.
Trainees who have completed AJC projects are expected to undertake a competitive job search or participate in local employment services that will help them find permanent work.
Trainees who demonstrate positive work habits and skills may apply for a lead hand position if it becomes available. Under the direction of the AJC staff, a lead hand supervises a work crew of AJC trainees. A lead hand must continue to seek full-time employment.
Essential Skills Development
The employment development component should teach and demonstrate successful workplace essential skills, behaviour and strategies. Instruction should include career planning and job search techniques and a variety of training modules such as safety orientation (First Aid, WHMIS, H2S Alive), use of shop tools, basic carpentry and other trades skills, equipment operation, computer refurbishing and building maintenance. Training should be based on the facilities, equipment, AJC staff expertise and knowledge of employment opportunities, and employer expectation for recruitment in the community.
Community Work Projects
AJC staff members seek opportunities to form partnerships with community not-for-profit organizations for shop and community work projects.
The project’s value to the community should be evaluated in the project approval process. Community involvement is a key factor in determining project suitability.
Proposed projects are reviewed by the AJC supervisor and by other consultative resources as appropriate. Employer advisory boards can also be used to ensure trainees will develop transferable skills relevant to employment available in the private sector.
AJC enters into an agreement with the community organization by the signing of an Alberta Job Corps Community Work Project Agreement (EMP 2720), with a schedule outlining requirements not covered in the agreement template.
Projects must not compete with private businesses or agencies, or replace competitive work.
Projects must not eliminate, amend or otherwise affect the security or hours of work of other Albertans.
Projects must provide training opportunities and work experience needed by trainees.
Capital costs for work projects are the responsibility of the community organization.
AJC staff members supervise the projects to ensure the proper use of equipment by trainees.
Work Experience
As the trainee’s skills and experience increase, a work experience placement with a private, not-for-profit or public sector employer may be developed.
The work experience should be consistent with the trainee’s career goals as identified in the trainee's Emploability Assessment recorded in Mobius.
An Alberta Job Corps Work Experience Agreement setting out the terms and conditions is developed, reviewed and signed with the employer. A schedule outlining requirements not covered in the Agreement should be included if necessary.
The work experience employer must ensure that trainees have all necessary training and safety equipment to ensure their health and safety as required by the Occupational Health and Safety Act.
The work experience employer supervises the day-to-day work of the AJC trainee.
AE&I continues to provide “wages” to the trainee during the work experience placement based on time sheets submitted by the employer. Employers may provide additional remuneration to AJC trainees during the work experience placement. However, employers will not be reimbursed from AE&I for any additional remuneration.
AJC staff monitors the work experience placement on a regular basis and provides support and job coaching as necessary.
PROCEDURE
Application Process
Individuals may be assessed initially through an AE&I Service Centre or other appropriate organization, or directly at an AJC site.
The expectations for employment/training in the AJC program are outlined in an orientation process.
An individual applies for a position as he/she would apply for any other job (e.g. application form, suitable resume).
An AJC staff member interviews the individual.
If appropriate, the individual is hired by AJC as a trainee/employee based on the interview and further assessment.
Individuals who are selected may receive an offer letter as part of their commencement, which details the terms and conditions of employment.
Review, Audit and Evaluation
Each Alberta Job Corps site is expected to ensure that all program policies are followed, to maintain proper records and make them available for review as required.
The Area Manager or AJC supervisor is accountable for the operation of the Alberta Job Corps site. Workforce Supports Division maintains AJC program policies from a provincial perspective.
Monitoring of community project effectiveness is the responsibility of the AJC supervisor and/or Area Manager.
Participant outcomes are tracked within Mobius.
APPENDIX
Job Corp Sites
Based on Regional needs and priorities, AE&I Regions may use the resources of Job Corps sites to offer additional programs and services separate from the Job Corps program as outlined in this policy statement.
