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Employment & Training Programs and Services

Published Date: June 04, 2018
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Training for Work

Alberta Job Corps


Income and Employment Supports Act Part 3 Section 20        
Income and Employment Supports Act Part 4 Section 27
Temporary Employment and Job Creations Programs Regulation


The primary purpose of the Alberta Job Corps (AJC) program is to provide workplace experience and training for individuals who have demonstrated they are unable to get or maintain work in the competitive labour market:

  • to give individuals with barriers to employment an alternative to Income Support (IS) benefits,
  • to provide assessment, individualized service plan development, and service management,
  • to assist with the transition to employment by offering workplace essential skills, safe work practices and exposure to new or alternative occupations in the labour market, and
  • to meet the local labour market needs.

AJC provides a structured, supportive training environment and work setting for individuals and works in cooperation with the local community.


Eligible Individuals Specific to Alberta Job Corps

Individuals appropriate for Alberta Job Corps will have barriers to employment that have made it difficult for them to obtain or maintain employment. In addition, 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, and
  • in receipt of, or would otherwise qualify for IS benefits.

Conditions for Individuals Receiving Employment Insurance Benefits

Individuals in receipt of Employment Insurance (EI) Benefits may be considered for AJC if they are eligible as above, and are assessed as unable to find employment with their current skills, behaviors and experience. If hired, trainees receiving EI benefits must ensure they report their work and earnings to Service Canada as they would for any other job, while participating in AJC.

Employment Terms and Conditions

  • A trainee is hired as a wage employee of Community and Social Services (CSS). Trainees are not subject to the collective agreement between the Government of Alberta and the Alberta Union of Provincial Employees and must be made aware that they are not considered a public servant.


  • The AJC program provides wages based on the hours the trainee attends and works or is engaged in an activity/intervention that is documented on the individual’s service plan.
  • 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 paid will be minimum wage plus 50%.
  • Vacation and statutory holidays are paid for the period of employment.
  • Trainees are paid for hours worked and are not entitled to paid sick leave.
  • Trainees will not be allowed to work extra hours unless pre-approved by their Job Corps supervisor.
  • 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.

Workers’ Compensation:

  • CSS provides Workers’ Compensation coverage for trainees. Trainees are deemed to be a worker of the Government of Alberta (GOA) for the sole purpose of receiving workers’ compensation benefits under the Workers’ Compensation Act. If injured in an accident, the trainees are entitled to claim workers’ compensation benefits and have resigned their right to take legal action against CSS, the GOA, any other employer or worker covered by the Workers’ Compensation Act. Trainees must be made aware of this arrangement.


  • 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 is expected to continue to seek full-time employment.
  • Trainees must be making progress toward obtaining successful employment.
  • Trainees may be dismissed for misconduct, negligence, poor attendance or for performing their duties in an unsatisfactory manner.


Alberta Job Corps (AJC) has two separate and distinct options:

Option One: Regular Job Corps

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 occupational skills
  • introduction to a 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 facilitate the removal of barriers to employment
  • other activities at the discretion of the Regional Director.


  • Trainees may participate in an AJC program for up to 26 weeks. Extensions of up to 26 additional weeks must be approved by the AJC supervisor based on the likelihood the additional time will significantly improve the trainee’s ability to attach to employment.
  • Normally, positions will be full-time, 36.25 hours per week. Full-time positions that are less than 36.25 hours per week, or part time positions (less than 25 hours per week) may be considered with AJC supervisor’s approval.

Employment Development Component

The employment development component will teach and demonstrate successful workplace essential skills, behaviours and strategies. Instruction should include career planning, job search techniques, and a variety of training modules such as safety orientation (for example 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 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 (AJC 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 will not eliminate, amend or otherwise affect the security or hours of work of other Albertans.
  • Projects 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 Employability Assessment.
  • An Alberta Job Corps Work Experience Agreement (AJC 2718) 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 normal work experience is no longer than 4 weeks unless exceptional circumstances exist and it is approved by the AJC supervisor.
  • 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.
  • CSS 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 for any additional remuneration.
  • AJC staff members monitor the work experience placement on a regular basis and provide support and job coaching as necessary.

Option Two: Condensed Job Corp (CJC)

This option may be selected for individuals who are more labour-market ready. CJC participants do not participate in all components of the Regular AJC program. Activities in this stream are anticipated to take no more than 3 weeks, plus a paid work experience placement when required in order to obtain employment. Services provided to these individuals can include:

  • Orientation workshop, which will serve as preparation for job/work experience placement and improved employment outcomes, in order to increase/assess the readiness of potential CJC participants.
  • Placement activities, which includes generation of work options, job search preparation activities, and employment maintenance skills.
  • Job development/job matching activities with potential employers; may include accompanying the individual to job interviews as moral support/observer role in order to provide feedback to the individual.
  • Negotiating work experience/work exposure placements with employers, if required. Length of work experience will be based on the individual’s skill level, complexity of work required and personal factors identified in the Employability Assessment, i.e. language level, lack of Canadian work experience, or recognition of qualifications, and will not exceed 4 weeks. Utilization of AJC wages for work experience placements will be permitted, under the same conditions as the Regular Job Corps stream.
  • If the need for short-duration skill training is identified during the work experience/exposure placement, or if required in order to place in employment (i.e. first aid/CPR, WHMIS, or Introduction to Computers), training will be provided either by utilizing in-house training offered by AJCs or by utilizing existing funding programs such as Exposure Courses to refer to an external provider. Courses must not exceed current exposure course duration or cost guidelines.
  • Job coaching and support activities will be provided to participants in work experience/exposure, and to clients placed in paid employment for the duration of the required follow-up period.
  • In exceptional circumstances when it becomes evident, through service management activities with the individual and the work experience employer, that success in the placement is unlikely, the individual may be moved to the Regular Job Corps stream to participate in all components of the program with the approval of the AJC supervisor.

    If selecting the Condensed Job Corp option, please include Project Code 03760 in Part III on the Wage Commencement form for those trainees.


Application 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.
  • The expectations for employment/training in the AJC program are outlined in an orientation process.
  • 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.
  • For individuals in receipt of EI benefits, refer to the Employment Insurance website for complete instructions on reporting requirements while employed.

Service Management

  • Trainees in both options must have an Employability Assessment and a Service Plan entered into Mobius. Their progress in the AJC program must be assessed regularly and a Progress Review entered in Mobius to document.
  • The Service Plan will be developed using the ‘Attend Temporary Emp Trng’ plan item, plan item category ‘Alberta Job Corps’ and a referral to the appropriate AJC, in addition to any other relevant plan items required to guide the individual’s activities while participating in AJC.
  • Participant outcomes are tracked within Mobius.

Outcomes and Measures

Expected outcomes of the Regular Job Corps are:

  • 60% reduction in the issuance of full IS benefits to AJC participants after leaving the program
  • 50% of the participants who started the program will have been employed at some point after leaving the program when contacted for their 3 month follow-up
  • 10% of the participants who started the program are in further training

Expected outcomes for Condensed Job Corps are similar to the Job Placement Program:

  • 70% of the individuals accepted into and accessing these services will be employed, either full-time or part-time, 90 days (three months) after completing the program.

Accountability – Performance Measures are outlined in the Alberta Works On-line Policy Manual.

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.
  • All AJC sites will contact former AJC participants at 3 months after exiting the program to ascertain if the individual has worked at any time since leaving AJC.
  • The IT systems will be checked by each site to see if AJC participants are accessing IS benefits after leaving AJC.
  • Sites may be asked to collect additional statistical data which should be tracked separately from the Outcomes and Measures of the AJC program.
  • The Area Manager or AJC supervisor is accountable for the operation of the Alberta Job Corps site. Community Strategies and 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.


Job Corp Sites

Based on Regional needs and priorities, CSS 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 with approval from the Regional Manager. These activities are not included in the normal reporting requirements for Alberta Job Corps.