Microcredentials and Trainings

About the program

Who Will Benefit From this Program

This course is designed for those who lead and manage people in agriculture, including:

Farm Owners and Managers: Develop practical tools and strategies to build a more productive and engaged workforce while addressing the unique challenges of agricultural operations.
Family-Owned Farms: Implement structured HR practices that help balance professional and family dynamics, ensuring smoother operations and healthier working relationships.
HR Professionals in Agriculture: Expand your expertise with specialized knowledge tailored to the unique workforce dynamics of the agriculture sector.
Agricultural Business Leaders: Equip yourself with the latest tools, including modern recruitment technologies and trends to attract, retain, and develop agricultural workforce.

Microcredential Certificate

Participants will receive Certificate of Completion upon completing the course that issued by the Canadian Agricultural Human Resource Council (CAHRC).

Microcredentials are designed to provide focused, specialized training in a particular area of expertise. They are recognized as evidence of knowledge and skills gained through short, competency-based learning.

To receive the certificate, participants must attend at least 70% of the live sessions and complete all e-Learning modules. This attendance requirement ensures that participants are actively engaged and benefit from both the content and the interactive learning experience.

The certificate serves as a valuable recognition of your commitment to professional development and your expertise in HR management tailored to agriculture. It is a credential you can share with current or prospective employers to demonstrate your competencies and dedication to advancing workforce management in the agriculture industry.

Admission Requirements

Participants must be at least 18 years of age.

A proficiency in English is required, meaning participants should be able to communicate effectively in both spoken and written English, comprehend course materials, and participate in discussions and activities within the program.

Instructors

Andrea Butler is a consultant and co-founder of Perennial Talent. She has her Ph.D. in industrial-organizational psychology from the University of Windsor and over 10 years of experience developing and delivering talent management solutions including partnering with CAHRC on various Agri HR Initiatives, such as designing and delivering training workshops on topics including leadership skills and how to conduct an interview. She has extensive experience developing technical and non-technical competencies and advising clients on their use. She has developed over 100 technical competencies and more than a dozen National Occupational Standards. Andrea believes in the importance of helping clients to step up to the plate and run the bases. Outside of the office, Andrea loves to cheer for the Toronto Blue Jays. Go Jays Go!

The program will also feature a guest speaker, a prominent female leader in the agriculture industry, who will share insights and experiences with learners.

Over 30 years in HRM. Currently teaches HR courses at the University of Winnipeg, University of Manitoba, and Booth University College. She also taught in the Arts Faculty at Brandon University and at Red River College. Janice has a Degree in Labour Studies from the University of Manitoba, a Certificate in Human Resources from Red River College, and a Masters' degree from Athabasca University.

Founder of Agri-Business HR Solutions. Shawn focuses on small business HR needs with a specialty in agriculture. Oversees all aspects of hiring, permits, on-boarding, off-boarding, employee relations, employee communications. He is recognized expert in LMIA process and employer compliance.
Shawn has taught numerous workshops and seminars on workplace ethics, employee engagement, and strategic human resource management.

Manager HR Services with CAHRC. Over 15 years developing HR solutions and providing immigration support for the agriculture and agri-food industry. Supports farms and agri-businesses with hiring, retention, and leadership development. Experienced in workforce planning, foreign worker programs, and regulatory compliance. Regulated Canadian Immigrations Consultant.

Program Details

Delivery Format

This is an on-line facilitated program offered in a blended format. The program combines independent e-learning, live Zoom lectures at a set time, group discussions, hands-on workshops, guest speaker sessions and home assignments. Each participant will receive customized feedback on their assignments, tailored to their specific farm or workplace situation, ensuring practical, actionable takeaways that work for you.

The course will hosted on a virtual platform CAHRC Connect. E-learning will be delivered via CAHRC’s learning management platform Agriskills. Access to the learning content will be open one week prior to the start date. All Zoom links, learner’s guide and learning calendar will be posted to CAHRC Connect.

Live Zoom Sessions will take place every two weeks. Sessions will be recorded for those who are not able to attend.

Fees

Tuition

The cost of the program is $2,750.00 plus applicable taxes. The cost includes all learning materials and supplementary 12-month access to CAHRC’s AgriHR ToolKit.

Learn Together, Save Together! Refer a friend to sign up for our training program, and you will BOTH get a $100 rebate!

Refund Policy

The full tuition fee will be reimbursed up to one week prior to the start of a course. The tuition fee less an administrative fee of $250.00 will be reimbursed prior to the start of the second session. No refunds will be granted after this point.

Learning Objectives:	Understand the foundational principles and key components of HR management in the context of agriculture. Recognize how HR management contributes to achieving farm goals. Learn to calculate and analyze the direct and indirect costs of employee turnover.
Content:	Introduction to HR management in agriculture. Overview of key HR functions and their impact on farm productivity. Direct and indirect costs of employee turnover. Overview of current Canadian agricultural HR challenges.
Delivery:	E-Learning: HR101: Human Resource Management: A Brief Overview Live Session: Facilitated group discussion to share experiences and explore HR challenges in farm operations. Homework: Identify and list the top HR priorities and practices for your operation, then outline an actionable HR improvement initiatives plan.

Learning Objectives:	Understand the concept and importance of HR planning in agriculture. Learn the four key steps of HR planning and how to apply them effectively. Identify how strategic HR planning supports the success and sustainability of farm operations. Recognize workforce trends and challenges that impact agricultural HR planning.
Content:	Introduction to the concept of HR planning and its relevance in agriculture. Five steps of HR planning: strategic planning, workforce analysis, workforce requirements, strategy development, and evaluation. Practical examples of HR planning in agricultural settings. The role of HR planning in addressing seasonal labor needs, compliance, and productivity.
Delivery:	E-Learning: HR101: Human Resource Planning Live Session: Facilitated group discussion on the challenges and best practices in HR planning for agricultural operations. Homework: Use the provided worksheet to create an HR plan for your operation, incorporating the five-step process. Reflect on workforce trends specific to your region or commodity and how they influence your HR planning.

Learning Objectives:	Understand the concept and purpose of HR policies in farm operations. Learn the key components of comprehensive HR policies. Explore the importance of HR policies in ensuring compliance, consistency, and employee engagement. Understand the unique considerations for implementing HR policies on family-owned farms. Develop the framework for an employee handbook tailored to agricultural operations. Gain skills to implement and communicate HR policies effectively to employees.
Content:	Introduction to HR policies. Key components of HR policies. HR policies in the success of the operation. Employee handbook development. HR policies communication and implementation. Special consideration for family-owned farms.
Delivery:	E-Learning: HR101: Human Resource Policies Workshop: Drafting a section of an employee handbook. Live Session: Facilitated discussion on challenges and best practices for HR policy implementation, especially on family-owned farms. Homework: Draft or revise an HR policy for your operation. Begin developing an employee handbook by outlining key sections based on your farm’s requirements.

Learning Objectives:	Understand the recruitment process and its critical role in building effective and sustainable operation. Learn the five key steps of recruitment and how to apply them in an agricultural context. Develop skills to create job descriptions, selection criteria, and job advertisements tailored to farm operations. Explore modern recruitment tools, including AI and ChatGPT, to streamline and enhance the hiring process. Identify appropriate recruitment methods for attracting skilled workers.
Content:	Concept of recruitment Five steps of recruitment: define the job, develop selection criteria, create job advertisement, choose a recruitment method, review job applications, Using technology in recruitment: AI tools in candidates screening and chat GPT for creating a job description Recruitment strategies for farms. Importance of employer branding.
Delivery:	E-Learning: HR101: Find Skilled Workers Live Session: Group discussion on innovative recruitment strategies and real-life challenges in finding skilled workers. Peer review of recruitment materials for feedback and improvement. Homework: Create a complete recruitment package for your operation, including job description, selection criteria, job advertisement. Reflect on potential recruitment challenges and propose solutions using the learned strategies.

Learning Objectives:	Understand the key principles of effective candidate selection and interviewing. Learn how to structure and conduct professional interviews that align with legal and ethical standards. Familiarize with legislative requirements related to fair hiring practices in agriculture. Develop strategies to identify and select the best candidates for your operation.
Content:	Types of interviews: structured, unstructured, and behavioral. Best practices for preparing interview questions tailored to agricultural roles. Techniques for assessing candidate qualifications and cultural fit. Compliance requirements (employment standards and avoiding discrimination and bias) Effective selection practices and reference checking Communicating offers and negotiating employment terms.
Delivery:	E-Learning: HR101: Hire and Keep Skilled Workers Live Session: Interview types and compliance requirements. Group discussion: Real-life hiring challenges and solutions in the agriculture industry. Mock interview workshop: Practice conducting interviews with peers and receive feedback. Homework: Develop an interview guide for a specific role on your farm, including questions and scoring criteria. Research and document the legislative requirements applicable to hiring in your region or province.

Learning Objectives:	Understand the importance of training and development in improving employee performance and retention. Learn to design and implement an effective training process tailored to the needs of your farm operation. Develop a comprehensive orientation program to set new employees up for success. Explore on-the-job training methods that enhance skill development and productivity.
Content:	Training process planning and management Creating effective orientation program On-the-job-training including mentoring and coaching tailored to agricultural tasks.
Delivery:	E-Learning: HR101: Train and Develop Your Workers Live Session: Group discussion on training challenges on farms, such as teaching safe equipment operation or training seasonal workers quickly and effectively. Homework: Develop a training plan for a specific role on your farm, outlining goals, methods, and evaluation criteria. Create an orientation checklist and a sample schedule for new employees.

Learning Objectives:	Understand the importance of workplace wellness in improving employee well-being, productivity, and retention. Identify common wellness challenges in agriculture and their impact on workers and operations. Learn to develop and implement a comprehensive health and wellness plan tailored to farm operations.
Content:	Introduction of workplace wellness and its importance in agriculture Addressing common wellness issues in agriculture (stress, physical health, psychological safety). Creating and implementing a health and wellness plan.
Delivery:	E-Learning: HR101: Enhancing Workplace Wellness Live Session: Group Discussion to share experiences and challenges in promoting wellness on farms, such as maintaining morale during long workdays or supporting seasonal workers' well-being. Reflect on the most impactful moments of the course and how they apply to participants’ specific farm operations Homework: Create a wellness plan for your farm, outlining key initiatives, resources, and steps for implementation. Review your farm HR plan.

Program Snapshot

Who Is This Program For

This program was originally designed for women who are just beginning to take on leadership responsibilities and want to feel more confident in their roles. However, based on feedback, experienced leaders seeking to refine their leadership skills have also found the program beneficial. Below is a brief description of participants who are likely to gain the most from this program:

Emerging Leaders: Women who are beginning to take on leadership responsibilities and want to build a strong foundation of leadership skills.
Aspiring Leaders: Women who are not yet in formal leadership roles but are preparing for future opportunities in leadership positions within primary agriculture or industry associations.
Women Facing Leadership Challenges: Individuals who feel uncertain or lack confidence when required to demonstrate leadership, such as managing teams, making decisions, resolving conflicts or leading projects.
Women Returning to the Workforce: Women transitioning back into their careers after maternity leave or a career break, who want to gain confidence, develop leadership skills, and build a supportive professional network.
Current Leaders Looking to Strengthen Skills: Women who are already in leadership roles but feel they need to enhance their ability to lead teams effectively, particularly in challenging situations, and who want to refine their skills in areas like emotional intelligence, conflict resolution, and inclusive leadership.

Microcredential Certificate

Participants will receive Certificate of Completion upon completing the course that issued by the Canadian Agricultural Human Resource Council (CAHRC).

Microcredentials are designed to provide focused, specialized training in a particular area of expertise. They are recognized as evidence of knowledge and skills gained through short, competency-based learning.

To receive the certificate, participants must attend at least 70% of the live sessions. This attendance requirement ensures that participants are actively engaged and benefit from both the content and the interactive learning experience. The certificate serves as a valuable recognition of your commitment to professional development and can be shared with current or prospective employers to highlight your new skills in the agriculture and leadership.

Dr. Andrea Butler

A person in a blue suit Description automatically generated Andrea Butler is a consultant and co-founder of Perennial Talent. She has her Ph.D. in industrial-organizational psychology from the University of Windsor and over 10 years of experience developing and delivering talent management solutions including partnering with CAHRC on various Agri HR Initiatives, such as designing and delivering training workshops on topics including leadership skills and how to conduct an interview. She has extensive experience developing technical and non-technical competencies and advising clients on their use. She has developed over 100 technical competencies and more than a dozen National Occupational Standards. Andrea believes in the importance of helping clients to step up to the plate and run the bases. Outside of the office, Andrea loves to cheer for the Toronto Blue Jays. Go Jays Go!

The program will also feature a guest speaker, a prominent female leader in the agriculture industry, who will share insights and experiences with learners.

Janice Goldsborough

Janice Goldsborough has a wide range of experience in human resources spanning over 30 years. She is president of The HR Basics and focuses on providing relevant advice and comprehensive knowledge in the areas of recruitment, change management, employee retention, labour relations, organizational development, compensation, and training in both the corporate and non-profit sectors. Janice is a recognized expert in the field of Human Resource Management for the non-profit and agricultural sectors and has taught in the Arts Faculty at Brandon University, at Red River College, and currently teaches Human Resources courses at the University of Winnipeg, University of Manitoba, and Booth University College. Janice earned her degree in Labour Studies from the University of Manitoba, a certificate in Human Resources from Red River College, and a Masters' degree from Athabasca University.

Janice will be a guest lecturer on the topics of communication and resolving conflicts.

The program will also feature a guest speaker, a prominent female leader in the agriculture industry, who will share insights and experiences with learners. In our most recent cohort, we were honored to welcome the Honorable Senator Mary Robinson, who spoke about her path in agriculture and leadership and engaged in a Q&A with program participants.

Testimonials

97% of program participants would recommend this training to others.

Participants consistently highlight the high-quality content, dynamic instruction, and the supportive, empowering space for women as key reasons for their recommendation.

Why Join

“I was looking for some professional development... My role was also pretty
new to the company, and I felt like I could use some coursework to help push through some of those blocks.” Courtney H.
“I thought the content would be really valuable and help me sharpen my skills as I returned back to my position full time.” Emily S.
“The #1 reason I would recommend this course is because it focused on women. Other leadership courses I’ve taken only briefly touched on the challenges women face.”

Learning That Resonates

“The session on challenges women face in a predominantly male industry really stood out—I related to the experiences and examples.” Emily S.
“The course covered leadership styles and conflict resolution... it really put the mirror in front of your face. It challenged me personally—and I appreciated that.” Courtney H.
“It led to some beneficial discussion that felt empowering—to know that we face some of the same challenges on a daily basis.”

Real-World Impact

“I didn’t have a background in HR, but learning about coaching and conflict resolution helped me directly in my role.” Emily S.
“I brushed up on how I communicate across teams. I’m now more clear and concise.” Courtney H.
“I now have lists and reference materials that will help me continue to improve my leadership skills.”

Supportive, Dynamic Environment

“The instructor made sure we were all heard—there were no dumb questions. Everyone felt valued.” Courtney H.
“Our group was diverse, but there were women in similar roles too. I found that really valuable.” Emily S.

The Bigger Picture

“Coming out of maternity leave, it helped me refresh my mind and prepare to be back in my job.” Emily S.
“It’s the thing you didn’t know you needed until you did it.” Courtney H.
“I wish I could put all of my team members through this course.”

Course Details

Delivery

This is an on-line facilitated program offered in a blended format. The program combines independent e-learning, live Zoom lectures at a set time, group discussions, guest speaker session and home assignments. The course will be facilitated via virtual platform CAHRC Connect. E-learning will be delivered via CAHRC’s learning management platform Agriskills. Access to the learning content will be open one week prior to the start date. All Zoom links, learner’s guide and learning calendar will be posted to CAHRC Connect.

Live Zoom Sessions: Zoom sessions will be held on Weekly from 1:30 to 3:00 PM EST (90 minutes):

Live Zoom sessions will be recorded for those who are not able to attend.

Live session:

Topic

Welcome
Program overview and goals
Define leadership
Overview of popular leadership theories

Learning Objectives

Explain some of the most common leadership theories.
Identify the characteristics that make an effective leader.
Apply leadership skills to your own work.
Determine the best leadership style to use in different situations.

E-learning Module:

Topic

What is leadership?
Transitioning from team member to leader

Learning Objectives

Define the term leader and how it differs from the term supervisor/ manager.
Explain why developing leadership skills is important.
Identify and apply techniques that can help make the transition from team member to leader more successful.

Live session:

Topic

Challenge #1: Gender bias
Challenge #2: Imposter syndrome
Challenge #3: Balancing work and family
Challenge #4: Navigating work boundaries

Learning Objectives

Explain gender stereotypes, bias, and their impact on women leaders.
Identify strategies for navigating gender bias as a female leader.
Apply strategies for dealing with imposter syndrome.
Identify tips for maintaining work-life balance.
Determine ways to set and manage work boundaries when leading friends or family.

Live session:

Topic

Impact of good communication
Communication skills
9 influence tactics and principles

Learning Objectives

Explain why communication is critical for leadership.
Apply specific communication skills (e.g., listening, asking questions).
Explain common influence tactics and when to use them.

E-learning Module: Leading by example

Topic:

How to lead by example
Setting clear expectations
Focussing on clear communication

Learning Objectives:

Explain why leading by example is important.
Apply strategies for leading by example.
Identify strategies for clarifying roles and clearly setting expectations.
Identify strategies to foster open and clear communication.

Live session:

Topic:

What is trust and why it is important?
Drivers of trust
Ability strategies
Care strategies
Integrity strategies

Learning Objectives:

Explain the term trust and why it is important.
Identify the three drivers of trust.
Apply strategies to build and maintain trust as a leader.
Determine ways to rebuild trust.

E-learning Module: Motivating and engaging others

Topic:

Motivating your team
Building collaboration and trust
Taking care of your people
Resolving conflicts

Learning Objectives:

Identify ways to recognize your team members.
Identify ways to build and foster trust.
Describe why taking care of your team members and their well-being is important.
Identify ways to support team members’ mental health.

Live session:

Topic:

What is emotional intelligence and why is it important?
Emotional intelligence behaviours
How to build self-awareness
Self-management techniques

Learning Objectives:

Explain the term emotional intelligence and why it is important.
Apply techniques for building self-awareness.
Determine ways to manage emotions in healthy ways.

Live session:

Topic:

Impact of conflict
Conflict resolution styles and process
Conflict examples
Toxic leadership

Learning Objectives:

Explain what conflict is.
Identify situations where conflict may arise.
Apply the 5 steps for dealing with conflict.
Determine how well this may work for you.
Identify how to deal with a toxic leader.

Live session:

Topic:

Delegating
Building trust and accountability in your team
Planning and organizing your work
Strategic thinking and strategic planning

Learning Objectives:

Explain why delegating is important.
Assess team member capability and outcome risk to determine when to delegate.
Explain how to build accountability in your teams.
Determine how to structure and prioritize work.
Apply strategic thinking and strategic planning skills.

E-learning Module: Planning, problem solving, and innovating

Topic:

Planning, prioritizing, and delegating
Identifying and solving problems
Innovating and experimenting

Learning Objectives:

Identify strategies for planning and organizing.
Describe the importance of delegating tasks.
Apply a process for solving problems.
Identify opportunities to innovate and experiment.

Live session:

Topic:

Coaching overview
Asking coaching questions
Coaching challenges
Mentoring

Learning Objectives:

Explain why coaching is important.
Apply and start using the 6 coaching questions. 
Determine how to coach challenging team members.
Explain what mentoring is.

E-learning Module: Developing others

Topic:

Encouraging learning
Giving feedback and coaching
Delivering difficult feedback
Asking for feedback

Learning Objectives:

Determine ways you can help others learn what they need to know.
Apply a proven method for how to structure and provide feedback, so that it is clear and easy to understand.
Apply a coaching technique.
Identify and apply a method for delivering difficult feedback.
Identify how to ask others for feedback.

Live session:

Topic:

What is inclusive leadership and why is it important?
What is psychological safety and how does it differ from trust?
Inclusive leadership behaviours

Learning Objectives:

Explain the term inclusive leadership and why it is important.
Explain the term psychological safety and why it is important.
Apply inclusive leadership techniques.
Determine ways to foster psychological safety.

E-learning Module: Leading others from different backgrounds

Topic:

Understanding biases
Navigating cultural misunderstandings
Communicating with different audiences
Making everyone feel like part of the team

Learning Objectives:

Reflect upon your own biases and assumptions.
Identify ways to ensure that everyone is treated fairly and respectfully.
Identify and apply tips for how to avoid cultural misunderstandings.
Apply techniques for communicating clearly with team members from different backgrounds.
Identify ways to create a positive work environment where everyone feels welcome.

Session 10 will feature a presentation and group discussion led by a prominent female leader figure in the industry and will focus on one of the key topics covered in Sessions 1 to 9.

The purpose of this session is to offer participants an opportunity to network, share experiences, and learn from the challenges and successes of others in the field. This interactive session will encourage the exchange of practical insights, helping participants gain new perspectives and build stronger professional relationships within the industry.

Admission Requirements

Participants must be at least 18 years of age.

A proficiency in English is required, meaning participants should be able to communicate effectively in both spoken and written English, comprehend course materials, and participate in discussions and activities within the program.

Tuition

The cost of the program is $1,950.00 plus applicable taxes and includes all learning materials.

For added flexibility, tuition can be paid in two equal installments, if preferred.

Refund Policy

The full tuition fee will be reimbursed up to one week prior to the start of a course. The tuition fee less an administrative fee of $250.00 will be reimbursed prior to the start of the second session. No refunds will be granted after this point.

Registration Info

Course Fees

Enrollment for the program is $1950.00 (plus applicable taxes).

Cohorts

Secure your spot by registering today and paying a $250 administration fee, with the remaining balance due 2 to 4 weeks before the course begins.

October 2025 Cohort:
October 13 – December 19
Live sessions: Thursdays, 10:30 AM – 12:00 PM EST

Apply for a funded seat before September 8, 11:59 p.m.
Paid seats full

January 2026 AM Cohort:
January 12 – March 20
Live sessions: Thursdays, 10:30 AM – 12:00 PM EST

Secure your spot!

January 2026 PM Cohort:
January 12 – March 20
Live sessions: Thursdays, 1:30 PM – 3:00 PM EST

Secure your spot!

Information Sessions

Is this program right for you?

You are also invited to attend an upcoming free info session to get a sneak peek at the program, learn about the RBC grant and meet the team.

Info sessions coming soon.

Terms and Conditions

By registering for the program, the participant hereby acknowledges and agrees to the following terms and conditions:

1. Eligibility Criteria

To be eligible for the program, applicants must meet the following requirements:

Age Requirement: Applicants must be at least 18 years of age at the time of registration.
Industry Experience: Applicants must have a minimum of 2 years of experience working in the agriculture industry.
English Proficiency: Applicants must have a basic proficiency in English to comprehend course materials, participate in discussions, and complete assignments effectively.

2. Eligibility for Certificate of Completion

To be awarded a Certificate of Completion, participants must meet the following condition(s):

Attendance Requirement: Participants must attend at least 70% of the live sessions during the program.

Microcredential Certificate will be issued by the Canadian Agricultural Human Resource Council (CAHRC) upon successful completion of the program.

3. Refund Policy

We understand that unforeseen circumstances may arise. The following refund policy applies:

Full Refund: A full refund of the tuition fee will be granted if a written cancellation request is received by the program administration at least 14 days prior to the program's commencement date.
Partial Refund: A partial refund of 50% of the tuition fee will be provided if a cancellation request is made 7-13 days prior to the program's start date.
No Refund: No refund will be issued if a cancellation request is made less than 7 days prior to the program's start date or after the program has commenced.

Refund requests must be submitted in writing to the program administration team at vschuler@cahrc-ccrha.ca.

4. Program Changes and Cancellation

The program organizers reserve the right to modify the program content, schedule, instructors, or other elements of the program at their discretion. In the unlikely event that the program is canceled by CAHRC, all registered participants will be offered a full refund of their tuition fees.

By completing the registration process, you confirm that you have read, understood, and agree to the terms and conditions outlined above.

About this program

What you will learn:

How to select the right TFWP stream and understand the key requirements
How to build compliant job ads, use Job Bank, and choose NOC codes
How to prepare and submit a complete LMIA application
What happens next: work permits, onboarding, and employer compliance

Led by industry experts, the course includes real-time support and Q&A, practical templates and resources, and session recordings for those who can’t attend live.

Choose from four cohort start dates between September and December.

Save Your Spot!

Outline

Overview of Agriculture and High/Low Wage Streams and SAWP
Choosing the right stream and understanding requirements
Key updates and non-LMIA options (IMP, Francophone Mobility, IEC)

Selecting the correct NOC
Job Bank registration and ad requirements
Building a strong documentation package

Using the LMIA Online Portal
Navigating assessment questions
Cover letter and document formatting
ESDC assessment process

Work permits processing and pre-arrival
TFW onboarding
ESDC compliance (housing, wages, records-keeping)
PR pathways for foreign workers

FAQ

Program Benefits and Training Overview

This training program together with the 12-month Industry-level license is valued at approximately $15,000 USD per participant.

Cohorts will involve 12 weeks of training with 3 hours of weekly live instruction and additional self-study hours as needed (up to 10 hours/week).

Both. This program will be split into two components: live group instruction (3hrs weekly) and self-paced learning hours as needed (up to 10hrs weekly).

Yes. Subject to availability.

Program Eligibility and Requirements

Yes, your business must be registered in either Canada or Ontario.

Yes, you must have an Ontario based operation to participate in this program.

To ensure success in this program, learners should have the following:

Access to a computer with Windows 7 SP1+, 8, 10, 11, 64-bit versions only; macOS 10.12+
Access to internet
Ability to install software (participants will be required to download Unity Hub and Unity editor)
Strong willingness to learn; self-motivated and committed
Ability to use problem solving and logical thinking
Basic digital literacy (ability to use spreadsheets, presentation software)
Exposure to foundational programming knowledge (ex. C#, Python, JavaScript, etc.) an asset, but not a requirement

Participants should come prepared with a specific challenge or opportunity from their business, something they would like to explore or improve with Unity. This will help participants connect the training directly to their work and make project outcomes more meaningful.

Employers and learners will be required to consent to participate in surveys, and have their information shared with the Government of Canada (ISED) and Upskill Canada, powered by Palette Skills. Additionally, aggregate data may be shared with Partner organizations. Employers applying for stipends will also need to provide employee paystubs and report on participant learning hours per week.

Yes, employers are expected to make accommodations to allow their employee participants to successfully complete the course. If a participant fails to complete the course, the employer will incur a $2,000 non-completion fee, loss of Unity license and will not be eligible for a stipend.

Additionally, employee participants taking part in the training are expected to receive one of the following positive employment outcomes from their employer within 6 months upon completion of the training:

Change in job description/responsibilities (including new responsibilities associated to advancement track)
Change in title
Change in compensation

Case Studies and Career Paths

Many, here are a handful of articles which cover some of the benefits of utilizing Digital Twin technology in Agriculture and Food/Beverage processing:

Use Case: Food and Beverage
AI and Digital Twins Revolutionizing Food Production (Video)
Digital Twins Driving Efficiency and Collaboration in the Food & Beverage Industry
Design and Development of Baking Ovens Using Digital Twins
Digital Twins in Baking Process Automation
How Digital Twins are Shaking Up Food & Beverage Development
How Can Digital Twins Support Food & Drink Manufacturers on the Path to Net-Zero?

Use Case: Agriculture
10 Things About Digital Twins in Agriculture
Digital Twins in Agriculture: A Time Machine for Your Farm
Digital Twins in Animal Farming: Climate Change and Sustainability
Digital Twins in Greenhouse Horticulture
Energy Efficiency Optimization & Waste Heat Recovery in Distilleries
How Digital Twins will Enable Next-Gen Precision Agriculture
Unlocking the Value of Digital Twins for Agriculture
Unlocking the Future of Fish Farming

Not all of these will apply, but this will give you a sense of roles which would apply digital twin expertise in the agriculture and food/beverage industries.

Agricultural Systems Engineer
AgriTech Data Scientist
Agricultural Innovation Manager
Agri-Informatics Specialist
Agricultural Technology Research Scientist
AI/Machine Learning Engineer (Agriculture)
Automation Technicians
Crop Modeling Researcher
Digital Agriculture Software Developer
Digital Agronomist
Digital Transformation Lead (Agriculture)
Digital Twin Engineer (Agriculture)
Equipment Operators
Farm Operations Optimization Specialist
Food Safety Officers
IoT Integration Specialist (AgriTech)
IT/Data Analysts in Manufacturing
Maintenance Technicians/Engineers
Plant Managers
Precision Agriculture Technician
Project Manager (AgriTech)
Process Engineers
Production Supervisors
Quality Assurance Technicians
Remote Sensing Analyst
Simulation and Modeling Specialist
Smart Farming Systems Analyst
Smart Farm Manager
Supply Chain Coordinators
Sustainability Analyst (Digital Agriculture)

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FAQ