The CSMOs prepare requests for ALT and ensure that certain types of adult learning and training are provided (their activities do not involve initial education). However, despite relevant upstream work, Tremblay et al. (2000) noted at that time that "the committees invest little in activities that take place subsequent to education and training, that is to say in practices relating to the evaluation of their actions in the training field" (p.72; transl.). This situation may have changed more recently. The CSMOs also have the task of promoting mutuelles de formation — "training mutuals," or pooled ALT associations for small and medium size enterprises (SMEs). ^{Footnote 20}

From the start, CSMOs have had the task of facilitating coordination between firms and ALT providers, and assessing labour force needs in their sector. Consultation is a central issue in CSMOs (Charest, 2006). Today, CSMOs must also define professional norms or standards, in particular through skills recognition. "Professional standards present the essential skills and conditions required for engaging in various trades, professions or employment functions." ^{Footnote 21} At present, more than 34 professional standards are in force, including those for machinist-moulders and fishmongers; ^{Footnote 22} 17 others are in development. A professional standard enables workers to have their skills recognized through a certification of professional qualifications. According to the Groupe de travail de la Commission of Labour Market Partners (2006), "between April 1, 2002 and November 30, 2005, more than 9,000 agreements on qualification were signed and just over 3,000 workers obtained certification" (p.3, transl.). There is also interprovincial certification as part of the Red Seal program, ^{Footnote 23} which allows workers to have their skills in their trade recognized across Canada, to encourage mobility. This involves trades such as pastry chefs, machinists and hairdressers.

We should note the unique situation of the Commission de la construction du Québec, which, as a result of an effective and original mechanism, ^{Footnote 24} constitutes an independent system (Charest and Dubeau, 2003):

For almost ten years, the construction industry has had two training funds, the Plan de formation du secteur résidentiel and the Fonds de formation de l'industrie de la constructio (FFIC) for the three non-residential sectors. Thanks to employer contributions, these funds now contain a total of more than $100 million and, among other things, assume all direct and indirect costs (travel and room and board) for workers in training, thus creating an additional incentive for construction workers to engage in upgrading.

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