Post on 15-Jan-2016
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Sector Councils – Partnerships That Work
The Alliance of Sector Councils
L’Alliance des conseils sectoriels
Imports from China
– The recent Globe and Mail expose on China showed that among the top 10 imports from China are products from these sectors:• computers and mechanical appliances• electrical and electronic equipment• furniture, • apparel and clothing• iron and steel• plastics
Exports to China
– The top10 list of exports to China include products of these sectors:• computer and mechanical appliances• fish and seafood products• electrical and electronic equipment• nickel
Canada / China
– Overall, the imports side of the ledger was much higher than the export side.
– Clear that Canada needs to do a lot more work to become more competitive.
– Part of the solution lies in a highly skilled workforce
– The good news is that these sectors of the economy, relate to several of the human resources sectors that exist in Canada.
TASC – Common Agenda
Core Purpose To engender a cohesive sectoral approach to providing labour market
solutions.
MissionTo assist sector councils in providing labour market solutions.
VisionTo be the forum for human resource sector council partnerships that
work.
Mandate1. To collectively carry out decisions of common interest.
2. To provide a forum to exchange information and identify priorities.3. To promote sector councils & link to governments, learning-, skills-
and HR-focused organizations.
Sector Councils
– Neutral forum for employers and employees– Focus on human resource development– Some existing 10 – 15 years– Reaching 40 % of Labour Market– Public & private funding support– Expectations
Sectors
• Apparel• Appliance repair & service• Automotive manufacturing• Automotive repair & service• Aviation maintenance• Biotechnology• Bus transportation• Child care• Construction• Culture• Customer contact centres• Environment• Fish harvesters• International trade• Food retail
• Logistics• Mining• Petroleum • Plastics• Police• Public policing• Seafood processing• Software• Steel• Textiles• Tourism• Trucking• Wood manufacturing
Working Group on Labour Market Information
– To determine possible common approaches to LMI across sector councils.
– To develop stronger links with partners working with LMI.
Labour Market Challenges
– Demographics, youth entrants, skilled trades– Unemployed and underemployed– Immigration and new Canadians: recognition– National & international LM, local implementation– Changing technology and skill requirements– Learning systems: education, training & skills
preparation for LM– “Learning/training culture”
Electricity Sector Human
Resources
Catherine CottinghamElectricity Sector Council
November, 2005
Current EmploymentCurrent Employment
Group Provided Data for
the Survey
Employee Data
Provided by CEA
Estimate for Non-
Participating Organizations
Total Estimated
Employment
Primary Producers1 44,443 19,828 (e) 64,271
Associate Producers 3,728 20 (e) 7,758(e) 11,506
Total Electricity-Related Employees
48,171 19,848 (e) 7,758 (e) 75,777
1. Primary line of business is electricity generation, transmission or distribution
(e) = estimated
Diversity ProfileDiversity Profile
Electricity Oil & Gas Extraction
Energy Sector
National Average
% Female 25.4% 27.5% 25.9% 46.9% % Visible Minorities 7% 6.4% 7.0% 12.6% % Aboriginal 2.2% 4.3% 4.3% 2.6%
12
Electricity Source: 2004 Canadian Electricity Sector Study Employee Survey (n=3,514)
Other Sector/National Source: Statistics Canada. Census 2001
Working Conditions
61.9%
72.3%
83.7%
84.1%
87.3%
89.3%
0% 20% 40% 60% 80% 100%
Future CareerProspects
Job Training
Overall WorkingConditions
Co-workerRelationships
Benefits
Safe WorkEnvironment
Percentage of EmployeesSatisfied or Very Satisfied
All Occupations
Source: 2004 Canadian Electricity Sector Study Employee Survey (n=3,514)
Age of EmployeesAge of Employees
Source: 2004 Canadian Electricity Sector Study Employee Survey (n=3,330)
0
1
2
3
4
5
6
20 25 30 35 40 45 50 55 60 65
% of employment
Average Age for Electricity Sector is 44.2
Age of Employee
Age by Major Occupational Age by Major Occupational GroupGroup
9.4%
11.0%
15.0%
7.1%
0.5%
28.2%
23.8%
28.5%
28.6%
42.3%
0% 20% 40% 60%
Average - allemployees
Corporate, Supportand Other Positions
Engineers
Trades
Managers/Supervisors
50+ years old
less than 30 yearsold
percentage of employees in age group
Age of Employees by SectorAge of Employees by Sector
7.2%
9.5%
8.7%
7.6%
7.3%
5.1%
7.0%
29.3%
26.9%
29.2%
33.9%
36.5%
37.8%
38.3%
0% 10% 20% 30% 40% 50%
Distribution
Other
Transmission
Generation
Retail
Shared Services
Nuclear
50+ years old
less than 30years old
percentage of employees in age group
Source: 2004 Canadian Electricity Sector Study Employee Survey
Retirement Projections
One-third of employees are expected to retire in the next nine years
Source: Primary Producer and Associate Producer Survey (n=63). Not all producers provided data concerning retirement. Current number of employees represent the industry-wide estimate for non-support staff in both producer/associate producer establishments. Employees in each sector reflect Primary Producer counts extrapolated for the industry total.* Too few employees were reported for the “other” business line to report this figure. As a result, the columns will not sum to the total row. Source: Primary Producer Survey (n=29). .
Business Line Estimated Current # of employees
Estimated # to Retire within Next 4 Years
Estimated # to Retire within Next 9 Years
Percentage Number Percentage Number
Generation 16,343 12.3% 2,010 24.3% 3,971 Transmission 1,952 34.5% 673 55.1% 1,076 Distribution 4,244 8.3% 352 16.6% 705 Integrated 28,723 16.3% 4,682 35.4% 10,168 Total* 57,657 15.5% 8,937 29.6% 17,066
Estimated Supply/Demand Gap
Group 2005-2009 2010-2014
Low High Low High
Engineers 399 637 362 697
Trades/other non-support
1,606 2,577 1,478 2,845
Total 2,005 3,214 1,840 3,542
Estimated at annual positions per year
Hot Jobs! Power Systems Engineers Protection & Control Technologists Power Line Technicians Nuclear Engineers Nuclear Operators Generation Technicians Wind Energy Technicians
Rising DemandRising Demand
100
105
110
115
120
'93 '94 '95 '96 '97 '98 '99 '00 '01 '02 '03
Change in Demand
Change in Population
Source: Statistics Canada. “Energy Statistics Handbook, Quarter 1, 2004”. Catalogue no. 57-601-XIE. Data for 2003 from Statistics Canada, CANSIM Table 128-0003, Catalogue no.57-003-XPB.
Change in Canadian Population and Electricity Demand From 1993 to 2003
(Index- 1993 = 100)
Case Study: Manitoba Case Study: Manitoba HydroHydro
Vertically integrated: generation, transmission, distribution
2 major hydro projects approved, another close to final approval
Significant aboriginal hiring focus Sector Councils supporting: Electricity,
Construction, Software, Environment, Aboriginal, Contact Centre
Sector Partner organizations: CCPE, CCTT, CTHRB
Background Slides
Electricity Sector Electricity Sector CouncilCouncil
Canadian Electricity Association, Electrofederation, Canadian Wind Energy Association, Canadian Nuclear Association
IBEW, PWU, CUPE, Society of Energy Prof
CCDA, ACCC, University
CCTT, CCPE
Rationale to Low/High Scenarios
Low Growth Scenario electricity demand continues
to grow at 1.8%/year, worker productivity matches demand growth
no additional workforce issues associated with the replacement of existing infrastructure
estimates of retirement patterns based on employer estimates of actual retirements (13.4% - next 5 years; 28.4% - next 10 years)
need to recruit to fill voluntary separations would be minimal (1%/year)
electricity sector attracts 5% of engineering graduates and 8% of electricity-related trades/technical graduates
High Growth Scenario electricity demand continues
to growth at 1.8%/year, worker productivity does not match demand growth (0.8% difference)
replacement infrastructure demands represents approximately 9% increase in the required workforce by 2010
estimates of retirement patterns based on employer estimates of eligible retirements (18.8% - next 5 years; 39.2% - next 10 years)
electricity sector attracts 5% of engineering graduates and 8% of electricity-related trades/technical graduates
Labour Market Information Labour Market Information ProgramProgram
FLMM FLMM
November 9, 2005November 9, 2005
Halifax, Nova ScotiaHalifax, Nova Scotia
LMI – the cornerstone of CSC activity…LMI – the cornerstone of CSC activity…
LMI ProgramLMI Program Supply and Demand Forecasting ToolSupply and Demand Forecasting Tool
Regional NetworkRegional Network
Owners CommitteeOwners Committee
Web based Data Input & DeliveryWeb based Data Input & Delivery
ResearchResearch
What we did . . . Built a toolWhat we did . . . Built a tool Built Labour Demand Forecasting ModelBuilt Labour Demand Forecasting Model
Economic outlook to 2013Economic outlook to 2013
Construction investment to 2013Construction investment to 2013
Construction employment requirements to 2013 by trade by Construction employment requirements to 2013 by trade by provinceprovince
Built Labour Supply Side ModelBuilt Labour Supply Side Model Census dataCensus data
Industry input (surveys, Regional LMI Committees)Industry input (surveys, Regional LMI Committees)
Apprenticeship dataApprenticeship data
Produced Labour Requirement AssessmentsProduced Labour Requirement Assessments For 38 Construction TradesFor 38 Construction Trades
By ProvinceBy Province
CSC presents 1CSC presents 1stst forecast … forecast …
11stst round of an industry, ground up forecast round of an industry, ground up forecast
State-of-the-art for construction industry but State-of-the-art for construction industry but not perfect yetnot perfect yet
Had to work with existing data in some Had to work with existing data in some instances so it needs refinementsinstances so it needs refinements
Wanted to show industry and government the Wanted to show industry and government the potential of the forecasting tool to provide potential of the forecasting tool to provide information needed to manage the information needed to manage the construction workforceconstruction workforce
Model Changes / ImprovementsModel Changes / Improvements
Improved and expanded industry consultation process Expanded market assessment criteria including:
replacement demand mobility (non-construction / regional) regional apprenticeship
New to Round 2 - scenario analysis ‘base’ scenario using common set of assumptions across all
regions optional alternative growth scenarios that are unique to each
region• likely focus on shifts in the timing of major projects or
include major projects that had reported a lower probability of proceeding under the ‘base’ or most likely scenario.
• committees could also consider changes to the key economic assumptions.
Requests for LMI in 1Requests for LMI in 1stst round... round... Example of requests for LMI data:Example of requests for LMI data:
VANOC (Whistler Olympics)VANOC (Whistler Olympics)
Manitoba HydroManitoba Hydro
Canadian Natural Resources LimitedCanadian Natural Resources Limited
Ontario GovernmentOntario Government
Citizenship and ImmigrationCitizenship and Immigration
Construction Owners Association of AlbertaConstruction Owners Association of Alberta
• ““Looking for workers in our backyard is not good Looking for workers in our backyard is not good enough anymore”enough anymore”
• ““Workforce availability becoming the biggest risk factor Workforce availability becoming the biggest risk factor
in undertaking major projects” in undertaking major projects”
Thank YouThank You
QUESTIONS ?QUESTIONS ?
Thank You
Andrew Cardozo
The Alliance of Sector Councils
acardozo@councils.org
Catherine Cottingham
Electricity Sector Council
cottingham@canelect.ca
Rosemary Sparks
Construction Sector Council
sparks@csc-ca.org