Electricity Human Resources Canada’s (EHRC) Green Jobs Program supports companies providing youth with green work experience (via internships and on-the-job training) in science, technology, engineering and mathematics (STEM) positions, or positions relating to the environment and natural resources.
What is a Green Job?
For the purposes of this program, a green job is a job linked to the green economy in one of two ways:
- Positions that require environmental skills, knowledge, experience or competencies in order to produce environmentally beneficial products or services (e.g. land use planning, air quality engineers).
- Positions that may not require specialized environmental skills but result in an environmental benefit (e.g. trades or manufacturing related to renewable energy).
Placements, Subsidies and Training
EHRC provides 75% wage subsidies to a maximum of $22,500 for employers hiring youth between the ages of 15 and 30. For those employers with placements in northern, rural and remote communities and youth furthest from employment, EHRC provides a 75% wage subsidy to a maximum of $30,000. Placements must be a minimum of four months and ending by March 31, 2021.
EHRC also provides funding for training to youth furthest from employment (un- and under-employed) reimbursing 100% of training costs incurred before March 31, 2021 to $22,500 (or $30,000 for youth from rural and remote communities, Indigenous identity, or persons with disabilities).
Leveraging the Green Jobs Program
The Green Jobs Program is versatile in its applications and impact. Learn how Thompson Rivers University in British Columbia used the program to deliver innovative and career-focused training in the green economy.
Youth participants must:
- Be between the ages of 15 to 30 years as of the start of the placement.
- Be a Canadian citizen, permanent resident, or person with refugee protection in Canada.
- Be legally able to work in Canada according to relevant laws and regulations of the province or territory of residence.
- Not currently be enrolled as a full-time student in a post-secondary institution.
- Currently un- or under-employed.
Employers must operate in one or more of the following areas:
- Generation, transmission and distribution of green electrical power.
- Sector support (including renewables) such as: R&D, energy efficiency.
- Manufacturing of equipment and the provision of services for the generation of green energy.
- Other sectors in the environmental economy, including conservation, planning or natural resources.
Employer organizations must be classified as one of the following:
- Not-for-Profit Organization
- Municipal, Provincial or Territorial Government
Terms and Conditions
Employment is eligible if it meets the following criteria:
- The wages for this position must not be funded by another federally funded program.
- For placements, the company must provide a work opportunity for a minimum of 4 months and a maximum of 12 months, ending by March 31, 2021.
- The wage subsidy covers the cost of a youth’s salary up to 75% to a maximum of $22,500 for all youth and an increased maximum of $30,000 for youth in rural and remote communities.
- The participant’s wage must be matched to a minimum of $0.25 by the company for each $0.75 of wage subsidy paid by EHRC.
- For training, companies or youth may apply for 100% of the costs associated with training that align with better employment prospects in the green economy to a maximum of $22,500 (or $30,000 for youth from rural and remote communities, indigenous identity, or persons with disabilities).
- A combination of wage subsidy and training can be combined to a total maximum EHRC contribution of $22,500 per youth in the program (or $30,000 for youth from rural and remote communities).
- The company must not recruit and retain friends or family members without a nepotism policy in place.
- The company must reference the participant information form to inform potential participants what their involvement in the Green Jobs Program will entail.
- The company must provide proof of employment, start date, contract with participant, full wage and benefits of participant to EHRC upon request.
- The company must provide information about the placement to EHRC upon request.
- The company must develop a Formal Learning Plan with the participant, before the start of the placement.
- The company must provide EHRC with monthly financial claims and progress reports.
Employers participating in the program will follow this process:
- Check eligibility requirements and terms & conditions (above)
- Complete the Employer Eligibility Assessment
- Have the participant complete the Participant Application Form
- Get approved (takes an average of 5-10 business days)
- Create a Learning Plan
- Set up direct deposit
- Begin program
- EHRC will email you when your monthly report and claim is due (this is the attached form)
- Send claims on a monthly basis
- Complete the Employer Reflection as the student’s placement contract nears completion.
Youth participating in the program will follow this process:
NRCan’s Clean Energy for Rural and Remote Communities (CERRC) definitions are:
- “Rural” is defined as a community with a population of fewer than 5,000 people and a population density of fewer than 400 people per square kilometre and not connected to the North American piped natural gas network.
- “Remote community” refers to a community not currently connected to the North American electrical grid nor to the piped natural gas network, or, a fly-in community or community without year-round road access and which is a permanent or long-term (5 years or more) settlement with at least 10 dwellings.
The Green Jobs Program is funded through Natural Resources Canada’s Science and Technology Internship Program.
Green Jobs Success Stories
Hear about how participants have used this program to spark their careers.
Borealis Wind: Rafael Vanegas
Borealis Wind started as a university research project undertaken by 4 mechanical engineering students. Now as an established company, Borealis Wind is transforming the cleantech industry by identifying the problems currently affecting renewable energy. They have designed a wind turbine de-icing system that is effective, requires low maintenance, and can be in stalled as a retrofit. Their innovative technology increases production and revenue for cold climate wind farms.
In the fall of 2019, engineering student Rafael Vanegas was hired on at Borealis Wind as a short-term general labourer. The team was so impressed with his work and passion for the industry that they selected him for an engineering co-op placement in the winter, funded through the Empowering Futures Program. Rafael continued to excel in this co-op placement, so Borealis Wind continued to look for opportunities to keep him on their team. Rafael completed his co-op placement and received his advanced diploma in Mechanical Engineering in the summer of 2020. Borealis Wind was then able to hire Rafael on to a full-time, permanent position as a Manufacturing Engineering Technologist, with the support of a wage subsidy under the Green Jobs Program. Shortly after starting in his new Mechanical Engineering Technologist role, Rafael expressed a serious interest in growing into a project management role within the company. Borealis Wind wanted to support Rafael in this professional development opportunity, so applied for additional funding to cover training costs. Rafael is currently working full-time at Borealis Wind while also completing a project management certificate at Conestoga College.
Atura Power: Kaitlynn Canning
Atura Power, who owns and operates the largest, most efficient gas-fired fleet in Ontario, plays a key role in the province’s electricity system and diverse generation supply. Atura’s flexible energy is readily available during peak demand periods, which is important given the intermittent nature of solar and wind power.
In September 2020, Atura Power hired Kaitlynn Canning as an Assistant Shift Engineer at their Halton Hills Generation Station after being blown away by her dedication to the industry and her impressive interview skills.
After completing her Skilled Trade Certificate in Power Engineering Technology at Lambton College, Kaitlynn started looking into other training and certificates that would help her secure employment in her field. She pursued several certificates and licenses, including working at heights, Workplace Hazardous Material Information System and Transportation of Dangerous Goods, Basic Safety Orientation Plus, and Workers Health and Safety. In addition to this training, she also began volunteering in order to obtain the required hours she needed for her TSSA Operating Engineer Third Class certificate. At times, she even took time off from her paid job to prioritize her volunteer hours. Kaitlynn’s initiative and dedication to breaking into a field in which women are still a minority, is commendable. Atura Power is thrilled to have her on board and very much appreciate the wage subsidies from the Green Jobs Program.