SILVICULTURE WORKER CERTIFICATION IN CANADA

This paper begins by identifying constraints faced by the silviculture industry when making decisions on human resource development. It identifies market failures that may result in an underinvestment in silviculture training. The paper then provides evidence of underinvestment in training and discusses the role of government in influencing investments in silviculture training, particularly its intervention through regulatory measures such as silviculture worker certification. Part 1 presents theory and evidence concerning certification, which is defined both as an act and a process. It acts on the quality of education and training provided and ultimately on the quality of labor employed. Some functional and dysfunctional aspects of certification are touched upon. The process of certification includes the objectives of certification, intended target groups, certification and training standards, and certification structure. Assessing the human resources employed in the silviculture industry is an important step. The merits and shortcomings of certification are presented in Part 2. Key issues related to forest management are addressed to provide a balanced portrait of silviculture worker certification. The merits range from increasing product quality to reducing on-site injuries. Shortcomings include the transaction costs of certification, a phenomenon called the ''generation gap,'' and jurisdictional control. Issues between the merits and shortcomings of certification are also included. Part 3 discusses alternatives to silviculture worker certification. Taxation, subsidies, and the dissemination of information on the benefits of training are other forms of intervention influencing decision making in the private market.