a labour market investigation of the hvacr...

PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 1

Prism Economics and Analysis

A Labour Market Investigation of the HVACR Sector A Report for the HVACR Workforce Development Foundation, and

Heating, Refrigeration and Air Conditioning Institute of Canada (HRAI)

Prepared By: Prism Economics and Analysis

JUNE 15, 2015


Table of Contents

Executive Summary ............................................................................................................... 3

1. Introduction ...................................................................................................................................... 8

1.1 Mandate .................................................................................................................................... 8

1.2 Summary of Findings ................................................................................................................. 8

1.3 Report Structure ....................................................................................................................... 8

2. The HVACR Sector ........................................................................................................................... 10

2.1 Products and Services ............................................................................................................. 10

2.2 Employers ................................................................................................................................ 11

2.3 The Workforce ........................................................................................................................ 14

2.4 Training and Certification ........................................................................................................ 16

2.4.1 Private and Union Programs ............................................................................................... 24

2.5 Regulations .............................................................................................................................. 27

3. Labour Markets ............................................................................................................................... 29

3.1 Assessing Labour Market Conditions ............................................................................................ 29

3.2 Projections for Employment and Market Conditions ................................................................... 30

4. Conclusions ..................................................................................................................................... 41

Appendix A .......................................................................................................................... 43

Selected Occupations by Education, Canada, 2011 ........................................................................ 43

Selected Occupations by Industry, Canada, 2011 ........................................................................... 44

Appendix B: Details from the BuildForce LMI System ........................................................... 45

Appendix C – Wanted Analytics: Detailed Findings ............................................................... 63


Executive Summary

The HVACR Workforce Development Foundation (WDF) has initiated research into labour market

conditions for the industry. Concerns have been raised that skill shortages are a growing problem that

threaten the development of HVACR businesses. The WDF is considering an industry wide effort to

promote training, careers and skill development in response to these threats. Research prepared here is

intended to inform and guide these efforts.

Research will span the United States and Canada. This review of the HVACR workforce in Canada has

been prepared as a companion study to similar analysis in the United States. Independent analysis for

Canada starts with a labour market review prepared by HRAI and the Construction Sector Council (now

BuildForce) in 2007.1

This report then, updates the original 2007 research for Canada, adding new features and references

that connect the findings to the current U.S. research. The intention is to highlight the extent and

sources of skill shortages across the HVACR workforce.

Evidence for Canada indicates that there are skills shortages in some markets now and these might be

expected to grow more acute if conditions unfold as projected in the current BuildForce scenarios for

labour markets. However, findings highlight a relative easing of tight labour market conditions as well as

the expansion and addition of training programs since the 2007 study. While some of the cyclical and

structural issues that limit the development of needed skills remain in 2015, conditions have improved.

Prism's earlier research identified several areas linked to the labour shortages. These can be grouped

together into eight contributing factors:

1. Labour market cycles and competition from other industries

2. Shifting demographics—fewer young people and more retirements

3. New technologies

4. Staff turnover

5. Regulation and inconsistent enforcement

6. Weaknesses in training, college programs and apprenticeship

7. Conflicting systems of certification and licences

8. Limits to mobility across firms, sectors, industries and regions

Each of these eight contributing factors is linked to key characteristics of the industry. The report begins

with a short description of these characteristics for products and services, employers, the workforce and

regulations. While some of these observations are taken from the 2007 report, they are still relevant in

2015.

1 The original 2007 report is available at http://www.buildforce.ca/en/products/labour-market-investigation-hvacr-sector

http://www.buildforce.ca/en/products/labour-market-investigation-hvacr-sector



Key Industry Characteristics

Market growth, new products and technological innovation are encouraged by rising energy prices,

global environmental concerns and related government policies. While these changes have been

impacting the HVACR industry for many years, the pace of change has accelerated. The original HVAC

technologies created separate systems, businesses and workforces for each of the four elements –

heating, ventilation, air conditioning and refrigeration. New technologies have eroded these divisions

and firms now work with products and systems that combine these elements. However, traditional

definitions, training and certification for occupations and trades often reflect the earlier industry

structure.

HVACR employers serve several markets (e.g., repair, new construction), sectors (e.g., industrial and

high rise residential), specialities (e.g., oil heating, refrigeration) and regions (e.g., rural, urban,

provinces). Working in each of these dimensions requires special equipment and skills. The extent to

which employers are specialized in a few of these markets or serve a wide range will impact their human

resource needs and their experience of current labour market conditions.

There are several occupations in the workforce. Research findings suggest that key technical skills are

found in a core group of workers:

HVACR technicians

Refrigeration and air conditioning mechanics (RACM)

Sheet metal workers

Gas fitters or gas technicians

Electricians

Plumbers and pipe/steamfitters

Oil burner mechanics

With the possible exception of HVACR technicians and RACM, these trades and occupations are

employed across many industries and their training and certification is not uniquely targeted to the

needs of HVACR employers. This situation is a legacy of long-standing and established trades training

and certification systems.

Research reveals wide differences in the qualifications for these occupations. The six trades are

recognized in the formal provincial apprenticeship systems while HVACR technicians are trained in the

mechanical engineering programs in the college system. This implies some homogeneity across the

qualifications of journeypersons in each province. These trades are also part of the Red Seal program

that promotes conformity in qualifications across provinces. However, the research reveals important

differences across provincial programs and college training that suggest inconsistencies, overlapping

competencies across the trades and gaps in skills. The apprenticeship system is a key institutional

vehicle for training, certifying and recognizing HVACR workers.

Census data, set out in Appendix A, reveals that the majority of workers listed above are trained outside

the apprenticeship system. Findings identify a long list of certificate and diploma courses and programs


offered in community colleges and private training facilities. These programs range from pre-

apprenticeship programs all the way to advanced engineering programs available to industry managers

and executives.

Some of these programs are responding to training requirements related to government regulations.

Other programs define industry standards for consistent, high-quality and widely recognized

occupational achievement.

Indeed, evidence suggests that community colleges across Canada have assumed some leadership in

providing more HVACR specific training since the publication of the 2007 report. Added programs and

rising enrollment have increased the supply of specialized and qualified workers. While there have been

a few added programs in the apprenticeship system, these changes are not nearly as large as additions

in the college system.

Finally, the industry can be characterized by the regulatory requirements imposed by government. Most

of these have either direct or indirect implications for the skills and competencies of the workforce.

Regulations are required by all levels of government (federal, provincial and local) and cover many

areas. The regulations themselves are a well-established and accepted part of doing business in the

HVACR industry. Disruptive impacts on workforce skills, recruiting and retention are related to changes

in regulations and inconsistent enforcement.

This description of products and technology, firm characteristics, the workforce, training and

certification and regulation anticipates the complexity of human resource management in HVACR firms

and the challenge to create an industry-wide labour strategy. These challenges remain largely

unchanged since the 2007 report was published.

Labour Market Conditions

The first two factors identified in the Introduction that are contributing to the labour shortage are:

Labour market cycles and competition from other industries

Shifting demographics—a shortage of youth, rising number of retirements, and evidence of their

relative importance as a cause of skill shortages, recruiting and retention problems

BuildForce has developed a Labour Market Information (LMI) system that assesses conditions for most

of the trades and occupations described above. The system covers 34 trades and occupations and tracks

employment, unemployment, age profiles and patterns of mobility. Each year, BuildForce prepares long-

term projections for 34 trades and occupations in 14 regions across Canada.

Forecasts of overall economic conditions and expected levels of construction drive the system by sector

and province. Labour requirements for construction and maintenance are linked to projected building

activity and the system matches demand with the available supply of labour.

BuildForce LMI results provide market assessments of six HVACR trades in each province. Results for the

HVACR trades and occupations in the immediate future (2015–2017) reveal mixed labour market


conditions across regions. In the short run, markets are generally expected to be tighter in the western

provinces with the exception of Alberta where the decline in oil prices has slowed the province’s

economic growth. Alberta has been a source of strong employment growth for all the key HVACR trades

for several years and the current shift to weaker markets is a notable change. Labour markets in the

other Western Provinces will show moderate growth and some tightness.

Ontario and Nova Scotia are expected to experience a balanced market while the conditions are tight in

New Brunswick and Prince Edward Island for many HVACR trades. Projections for Newfoundland and

Labrador shows a peak in activity in 2015 related to resources development and construction projects.

The market is however, anticipated to loosen as major projects wind down from 2016 to 2018.

The BuildForce LMI system also tracks the age profile and growing replacement demand for HVACR

trades related to retiring baby boomers. Demographic trends remain a challenge; rising retirements and

limited growth in the youth population restrict recruiting options. All construction trades share the

challenge of replacing the Baby Boom generation who are retiring in large numbers over the projection

period. This implies the priority for attracting new entrants even for occupations with younger age

profiles.

On balance, then, labour markets for the key HVACR trades will generally be balanced in 2015 and 2016

and there is a risk that resource developments and related cycles will raise demands later in the forecast

period. Shortages will emerge across the trades in most markets at some point over the 2017 to 2024

period. Long term demographic trends will drive up retirements and mortality and this will limit the

local supply of skilled trades; shifting recruiting priorities to immigration.

Evidence on the last six contributing factors was collected from employer interviews in the 2007 report.

These findings remain accurate in 2015 and are summarized here.

All the employers interviewed confirmed that they face delays and difficulties related to skill shortages,

recruiting and retention. When asked to describe the general factors driving these problems, the most

common references were to the age profile of their workforce, retirement and competition from other

labour markets. These findings are consistent with the BuildForce LMI market assessments described

above.

The evidence suggests that a lack of familiarity with new products and technologies is one of the causes

of skill shortages. Employers commented that there are not enough skilled and qualified workers

available, and these comments generally linked back to the training and certification system.

Just half of the respondents indicated that staff turnover was increasing and the most common reason

offered was the age profile of the workforce and retirement. Employers noted that some aspects of the

work are demanding and work pressures can lead to exits. Competition from other industries was also

cited as a reason for quits.

Familiarity with codes and related regulations ranked equally with new products and technologies as a

problem in recruiting. Employers were more likely to mention inconsistent enforcement as a problem


than excessive regulations. Inconsistent enforcement of trade certification and environmental

protection regulations were often cited as contributing to skills, training and related human resource

challenges.

Respondents focused on the apprenticeship system as an important contributor to labour problems. The

most frequent references were to restrictions created by mandatory ratios of journeypersons to

apprentices in small firms. These requirements were mentioned as restricting the capacity of the

industry to add apprentices. Respondents also mentioned the lack of available seats for in-school

training, employers holding apprentices back from in-school classes, instructors not teaching current

material and employers not assigning journeypersons to apprentices for on-the-job training. In contrast,

employers expressed less concern about examinations and Red Seal certification processes.

There were relatively few comments on mobility. Half of responding employers reported that they

recruit from out of province and two-thirds or more of these are familiar with and/or require a Red Seal

in the recruiting process. The implication here is that barriers to mobility are not a problem in

themselves, but that related concerns with examinations and inconsistent standards among provinces

may create barriers to mobility.

Findings from the BuildForce analysis and the observations by industry leaders confirm that each of the

eight contributing factors are real impediments to recruiting and retention and to broadening and

deepening the skills of the HVACR workforce. These factors, however, do not seem to apply equally in all

markets. Labour market conditions and age profiles differ significantly across regions. Industry

respondents often described apprenticeship and certification problems as imposing specific problems in

residential markets. Other problems with apprenticeship, including the lack of seats and the

management of new trades programs, apply to different situations in most provinces.


1. Introduction

1.1 Mandate

The HVACR Workforce Development Foundation (WDF) has funded research into labour market

conditions for the industry. Concerns have been raised that skill shortages are a growing problem that

threatens the development of HVACR businesses. The WDF is considering an industry wide effort to

promote training, careers and skill development in response to these threats. Research prepared here is

intended to inform and guide these efforts.

Research will span the United States and Canada. This review of the HVACR workforce in Canada has

been prepared as a companion study to similar analysis in the United States. Independent analysis for

Canada starts with a labour market review prepared by HRAI and the Construction Sector Council (now

BuildForce) in 2007.2

This report then, updates the original 2007 research for Canada, adding new features and references

that connect the findings to the current U.S. research. The intention is to highlight the extent and

sources of skill shortages across the HVACR workforce.

1.2 Summary of Findings

A number of factors have strong implications for employers in the HVACR sector. Economic cycles,

coupled with technological changes, and a major shift in demographics all drive the labour market

conditions in the sector. This report reviews various dimensions of HVACR sector conditions considering

factors such as:


Shifting demographics – a shortage of youth and a rising number of retirements

New technologies

Staff turnover

Excessive regulations and inconsistent enforcement

Weaknesses in training, college programs and apprenticeship

Conflicting systems of certification and licences

Limits to mobility across firms, sectors, industries and regions

Findings reported here link each of these factors to reports of labour market conditions. Each factor is

also related to industry circumstances and initiatives to improve the availability of needed workers.

1.3 Report Structure

This report is divided into four sections, with this introduction followed by a brief description of key

2 The original 2007 report is available at http://www.buildforce.ca/en/products/labour-market-investigation-hvacr-sector




dimensions of the industry in Section 2. Section 3 reports on general labour market conditions in the

construction and related industries. Section 4 draws the findings into a series of conclusions and

possible next steps for industry action.


2. The HVACR Sector

This section describes the HVACR sector, focusing on the characteristics that impact human resource

and labour market conditions. The emphasis is on employers, workers, training, certification and

regulations.

2.1 Products and Services

The HVACR contractors specialize in products and services pertaining to indoor climate control. These

products and services include all aspects of ventilation, air conditioning, and refrigeration. The North

American Product Classification System (NAPCS) identifies 16 types of heating and cooling equipment.

Major products in this category include:

Cast iron and steel heating boilers, radiators, and convectors

Floor and wall furnaces and unit heaters

Commercial refrigerators

Room air-conditioners and dehumidifiers

Compressors

Air source heat pumps

Traditionally, the four elements of air handling (i.e., heating, ventilation, air conditioning, and

refrigeration) and management were provided by separate systems. Design, manufacture, installation

and service could be, and often was, provided by separate companies and a distinct workforce. Over

time, various commercial and regulatory conditions (e.g., building codes and contractual conventions in

construction) encouraged shifting degrees of specialization and combining services among the

businesses installing and servicing the systems.

In part, corporate structures were dictated by the manufacturers at the leading edge of the value chain.

These companies are large, with an extensive capital base and production capability. They design new

systems and target specific markets. They often have the market power to establish downstream

distribution systems that include wholesale, retail and installation capabilities. Costs, competition and

liability related to product problems all affected the extent to which businesses provided very

specialized or a wide range of HVACR products and services.

One fundamental driver in the current environment is the arrival of new products that combine more

than one element of the HVACR group in one system. The best example here is dual-purpose heating/air

conditioning systems.

A more recent influx of new products and systems further complicates the traditional industry structure.

Driven by new technology, rising energy costs and concern about environmental quality, the industry

now is experiencing rapid growth in:

High-efficiency heating systems

Heat return systems


Ground source/geothermal

Indoor air quality

Fuel cell technology

Solar energy

These and many other innovations draw together, in one product or system, many or all of the HVACR

elements. Further, they often require that product specifications, installation and maintenance be co-

ordinated with the construction of the building envelope.

The pace at which these new products and services are appearing is accelerating in response to the

recent rise in energy prices and evidence of global environmental damage. Government policies and

incentives are actively encouraging consumer interest and this is driving demand for change. All aspects

of building are affected, but the large residential market for retrofit and renovation is an important

source of this change.

These new products and technologies bring together traditional areas of work (e.g., electrical skills,

ventilation systems, and plumbing expertise) in quite distinct ways. Product knowledge and workplace

skills in new areas may be accessible to either low-skilled or only very technically advanced workers.

Further, traditional building codes, system specifications and training systems must be adapted to these

changes. To the extent that new products are specialized to a narrow market, there is reluctance to

assume the cost of adjusting established systems.

Strong market growth and technological change drive rising consumer demand for new products and

services and alter the mix of skills required by employers in some markets served by the HVACR sector.

This is the first key characteristic of the industry.

2.2 Employers

This study focuses on the businesses that install new and retrofit equipment and systems and

provide maintenance and repair services in the traditional HVACR industry. HVACR contractors

have more than 20,000 establishments in Canada which are mostly small operations of 1 to 4 employees

– which is one core characteristic of the sector3. The following table summarizes the distribution of

establishments across the country. Approximately 40% of HVACR contractors are located in Ontario,

followed by Alberta and British Columbia with 15.9% and 15.4% respectively.

3 HVACR businesses are often part of or included with a much larger group of businesses. The numbers reported by Canada Business Patterns in Table 1.1 may include many mechanical contractors who may or may not provide HVACR services.


Table 2.1: Number of Establishments, Plumbing, Heating and Air-Conditioning Contractors, 2013

Province or Territory # of Establishments Percentage

British Columbia 3,530 15.4%

Alberta 3,638 15.9%

Saskatchewan 892 3.9%

Manitoba 770 3.4%

Ontario 9,080 39.7%

Quebec 3,540 15.5%

New Brunswick 407 1.8%

Newfoundland and Labrador 239 1.0%

Nova Scotia 577 2.5%

Prince Edward Island 124 0.5%

Northwest Territories 31 0.1%

Nunavut 12 0.1%

Yukon Territory 45 0.2%

Canada 22,885 100% Source: Statistics Canada, Canadian Business Patterns Database, December 2013.

These businesses serve several markets:

New buildings

Renovation and retrofit

Maintenance and service

Work in these areas involves similar products and on-site work skills. But there are often differences in

bidding practices, customer relations, job estimation, site management skills, building code and

regulations and commercial relationships. There are distinct risks in these businesses and these risks

might require that separate companies provide these services. Certainly distinct human resource skills

and experience are needed in each area.

Employers also work in distinct sectors:

Residential low-rise

Residential high-rise

Institutional

Commercial

Industrial

Some firms will serve all these sectors but many are specialized. Different customers, building codes,

regulations and commercial bidding conventions create distinct business risks in each sector. There are

particular differences in the organization of labour across the sectors with the most important being the

stronger presence of unions in non- residential work.


Labour requirements vary from small repair jobs in low-rise residential to large and specialized projects

in industrial work. Business conditions are also quite different in large urban versus small and dispersed

rural markets. In addition, each of Canada’s provinces and territories has jurisdiction over most of the

codes and regulations that impact work.

These three dimensions (markets, sectors and regions) create hundreds of distinct business

environments and independent businesses. This establishes the second core characteristic of the HVACR

service and installation businesses— fragmentation. This fragmentation impacts human resource

practices and labour market conditions that determine skill requirements, recruiting and retention

conditions for each firm.

The evolution of the markets and the new technologies and products have further complicated the

picture. Firms working these markets are established in one or more specializations. For example the

HRAI web site organizes members into manufacturing, wholesalers and contractors. Further the site

identifies specialties:

Air Conditioning (Cooling)

Building or HVAC Controls

Plumbing

Duct Cleaning

Duct Installation/Repair

Duct Sealing

Fireplace

Heat Pump Air Source

Heat Pump Ground Source

Indoor Air Quality

Geo Loop Install/Drilling

Refrigeration (e.g. coolers)

Ventilation (HRV or ERV)

Water Heating

Heating

The human resources implications of all these divisions are apparent in the HRAI training system where

specialized programs are available across the supply chain and specializations.


One objective of the research described below is to identify the extent to which firms either specialize

by market, sector, region and specialization or span several of these dimensions. The degree of

specialization can then be associated with skill shortages, recruiting or retention problems.

2.3 The Workforce

The original and separate HVACR elements created distinct occupations and trades. Each job in these

occupations and trades is defined by the qualifications and the level of skill or experience of the worker.

These occupations include:

Qualifications:

Refrigeration and air conditioning mechanics

HVAC technicians

Sheet metal workers

Electricians

Gasfitters

Plumbers and pipefitters (hydronics)

Insulators

Oil burner technicians

Stationary engineers

Building service technician

Control mechanics, technician

Housing maintenance serviceperson

Levels:

Helper

Technician

Apprentice

Journeyperson

Supervisor/foreperson

Contractors

The range of trades and occupations to be studied here was narrowed as the research revealed that few

workers are qualified for—and many firms do not employ—some occupations. In the end the research

focused on the occupations listed in the table below:


Table 2.2: Trades working in the HVACR Industry

Refrigeration and air conditioning mechanic

Sheet metal worker

Gas technician level 1



Domestic/Residential Certified Heating Technician

Domestic Domestic/residential Geothermal Heating Technician

Heating Technician

Domestic Gasfitter

Gas Appliance Technician

Geothermal Technician Geothermal Technician

Electrician (construction or industrial)

Plumber

Pipe/steamfitter

Gasfitter

Oil burner mechanic

HVACR technicians, refrigeration and air conditioning mechanics, gas fitters and technicians, and sheet

metal workers, along with their apprentices and helpers, are the most common occupations. Oil burner

mechanics are still working in some firms but the evidence from apprenticeship registrations suggests

that this trade is declining.

Six of these occupations are recognized in the apprenticeship systems and are also key construction

trades. Provincial regulations recognize the trade and define the terms of an apprenticeship. A

journeyperson in the trade is recognized by a Certificate of Qualification (C of Q) awarded by the

province. The C of Q can be further endorsed by an interprovincial Red Seal. Alternatively, some

employers have designated senior workers as journeypersons even if they do not have a provincial C of

Q. These same firms may recognize apprentices working with these journeypersons.

College and private training programs graduate technicians from short-term certificate and two- or

three-year diploma programs. Both technicians and journeypersons have several options for upgrade

training.


Workers in these key HVACR occupations are often employed in other industries or construction sectors.

Indeed, for some trades and occupations, much of the training content is intended for other work. The

qualifications and experience of workers determines their mobility across industries, sectors and

regions. Given the fragmentation of the employer community and the variety of training and

certification paths, it might be expected that mobility in general and the recognition of prior work and

qualifications may be a concern.

This section of the report describes characteristics for these trades and occupations, including statistics

on the workforce and its age, industry of work, training and certification, employment status and other

features.

2.4 Training and Certification

The HVACR workforce under consideration here is trained in community colleges and the provincial

apprenticeship system. Changes in both areas are directly relevant to the HVACR human resources

management issues.

Apprenticeship is a provincially mandated and financed system that binds employees, employers, unions

and governments in long-term contracts. Employers and industry organizations agree to provide the

apprentices with employment through three- to four-year or longer periods that combine on-the-job

work and training with extended in-school programs, with the goal of obtaining a Certificate of

Qualification (C or Q) in the trade. Provincial regulations set out many details of the program, including:

Skills and competencies that will be taught and acquired

Compensation levels—usually stated as a percent of full journeyperson compensation

Allowable ratios of apprentices to journeypersons (often requiring three or more

journeypersons per apprentice)

Compulsory or voluntary status that can limit access to work

Procedures for tracking progress through the program

Provincial apprenticeship systems each have different features and these differences have

important implications for the labour market. Many of the main HVACR trades are designated as

compulsory in their province and this regulation prohibits workers who lack a C of Q or apprentice

status from working on HVACR tasks. Table 2.3 summarizes some aspects of the formal, provincial

government-recognized apprenticeships.

The findings reported in these tables highlight the high standards of training that apply to workers in the

HVACR industry. But it also highlights where these standards often differ across regions, sectors and

markets. One measure is the wide variation of in-school hours required for the same trade across the

provinces.

These differences create the situation where there are overlapping competencies and skill sets across

trades, and the potential for jurisdictional disputes. This patchwork of training, standards and

certification can result in very small numbers of workers with the specific skills that are needed for


HVACR work. These skill shortages might exist in the middle of a much larger pool of trained and

certified workers in the appropriate trade but who lack the specific or specialized HVACR skills.

Table 2.3: HVACR-related Apprenticeships, by Province, Status and Total Hours4

Province

Refrigeration and Air Conditioning Mechanic

Residential Air Conditioning Mechanic

Sheet Metal Worker

Gasfitter

(First Class) Plumber

Steamfitter / Pipefitter

V or C # of Hours

V or C # of Hours

V or C # of Hours

V or C # of Hours

V or C # of Hours

V or C # of Hours

British Columbia

V 7,220 V 5,680 C 3,600 V 5,620 V 5,620

Alberta C 6,000 C 5,700 C 4,500 C 4,500 C 4,500

Saskatchewan C 7,200 C 7,200 C 7,200 V 7,200

Manitoba C 9,000 C 7,200 V 7,200 V 7,200 V 9,000 C 9,000

Ontario C 9,000 C 4,500 C 9,000 C 9,000 C 9,000

Quebec C 8,000 C 6,000 C 8,000 C 8,000

New Brunswick

C 7,200 C 7,200 C 7,200 C 7,200

Prince Edward Island

V 8,000 V 8,000 C 8,000 C 8,000

Nova Scotia C 8,000 V 8,000 C 4,000 C 8,000 C 8,000

Newfoundland and Labrador

V 7,200 V 7,200 V 7,200 V 7,200

Source: Prism Economics and Analysis, Ellis Chart 2015. Notes: V: voluntary trade certification. C: compulsory trade certification

The apprenticeship system has adapted to this problem in several manners. One example is the creation

of residential air conditioning system mechanics in Ontario. This trade was created as a variation on the

wider refrigeration and air conditioning mechanic (RACM) trade with the intention of accommodating

the distinct needs of residential work. A similar specialization to the RACM trade, residential

refrigeration and air conditioning mechanic, was created in Manitoba. Another adaptation to the

current system is the addition of gas technician training to the skill set of both RACM and sheet metal

workers. British Columbia has also added new apprenticeship programs that meet the needs of HVACR

employers. These latter programs have appeared since the 2007 report was written.

4 Total hours include in-school and work-based training hours.


Table 2.4 summarizes these adaptations by province and by trade. Although these programs constitute a

step forward in meeting the industry’s ever-expanding demand for specific skills training, they have not

been universally established across provinces as core apprenticeship programs. Colleges have

responded to this demand by offering a multitude of training programs (both apprenticeships and non-

apprenticeship diplomas) that better meet the current requirements of the HVACR sector.

Table 2.4: Special HVACR-related Apprenticeships recently developed by Individual Provinces

Trade Provinces Apprenticeship Training Provided

Length (Hours)

V or C Examination

Domestic Gasfitter MB Yes 1800 V Yes

Domestic/Residential Certified Heating Technician

BC No 1500 V No

Domestic/Residential Geothermal Heating Technician

BC No 1500 V No

Gas Appliance Technician QC No 24 (weeks)

C Yes

Gas Technician ON No 6120 N/A No

Geothermal Technician BC Yes 1500 V No

Heating Technician BC No 1500 V No

Refrigeration and Air Conditioning Mechanic (Non-Construction)

QC No 4000 C No

Refrigeration and Air Conditioning Mechanic (Residential)

ON/MB No/No 4500/7200

C/C No/Yes

Source: Ellis Chart, 2015

Domestic/Residential Certified Heating Technician (Forced Air HVAC)

This relatively new and specialized apprenticeship program is only offered in British Columbia. The

graduates of the program also qualify for the Domestic/Commercial Gasfitter qualification. These

technicians work in the residential market and perform construction-related tasks including installation

and servicing of heating, ventilation, and cooling systems through forced air or hydronics.

Domestic/Residential Geothermal Heating Technician

This trade involves construction related tasks in the residential segment. It focuses on the design,

installation, and servicing of ground source or geothermal heating and air conditioning systems.


Refrigeration and Air Conditioning Mechanic (Residential)

This trade is offered in Ontario and Manitoba as a sub-category of the general Refrigeration and Air

Conditioning Systems Mechanic apprenticeship. These apprentices may perform their duties only in the

residential context as they are trained specifically for the private residence environment.

Provincially designated institutions, usually including community colleges and union training facilities,

deliver apprenticeship training. There are 57 colleges across Canada currently offering apprenticeship

programs for HVACR and related trades5. These programs do not always provide the same training and

this creates a further source of variability of the skills available in the workforce.

Finally, Exhibit # 2.1 tracks the recent growth in registrations in apprenticeship programs for the key

HVACR trades. Gains were notable through the middle of the last decade – in particular in the west.

Registrations fell during the 2009 recession but recovery has been notable to 2012. These last findings

confirm the general theme of improvements in the overall supply of trades needed by HVACR

employers.

5 Prism Economics and Analysis


Exhibit 2.1 New Apprenticeship Registrations

HVACR Trades – Selected Provinces

-

100

200

300

400

500

600

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

Refrigeration Air Conditioning Mechanics

Alberta British Columbia Ontario

-

500

1,000

1,500

2,000

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

Plumbers


-

100

200

300

400

500

600

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

Sheet Metal Workers



Community College Programs

A substantial group of workers in the HVACR industry receive training through the certificate and

diploma programs in the community college system. A summary description of these programs is

included in Table 2.5. The programs highlighted with light blue are additional programs within the

HVACR-related training portfolios of colleges that were developed during the last decade. Colleges

increasingly offer specialized training that the current HVACR sector and technology requires. In some

cases these programs are additional or supplemental the apprenticeship programs listed above.

Wherever possible Table 2.5 excludes programs offered at the colleges that are recognized as the in-

school component of the Provincial Apprenticeship Programs. In some cases the colleges offer the same

curriculum that is used in apprenticeship in separate programs. These programs appear to teach the

same technical skills without the connection to the other features of apprenticeships.


Table 2.5: HVACR-related Courses and Programs with no Apprenticeship Registration Requirement, 2015

Province Institution Program Name Program Length Diploma/Certification

BC

Vancouver Island University (formerly Malaspina University-College)

Heating, Ventilation, & Air-Conditioning/Refrigeration 9 months Certificate

Northern Lights College

Plumber Foundation Level 1 and 2 20 weeks Certificate

Camosun College

Refrigeration & Air Conditioning Mechanic Foundation 30 weeks Certificate

Sheet Metal & Metal Fabrication Foundation 30 weeks Certificate

Plumbing/Pipe Trades Foundation 30 weeks Certificate

BCIT

Hydronic Technician

29 credits at own pace Certificate

Piping Foundation


Refrigeration Mechanic Foundation


Heating, Ventilation, Air Conditioning and Refrigeration Technician 40 weeks Certificate

Heating, Ventilation, Air Conditioning and Refrigeration Technician 2 years Diploma

Sheet Metal Worker Foundation

40.5 credits at own pace Certificate

AB

NAIT

HVAC Specialist 1 year Certificate

Hydronic designer & installer

4 60-hour courses at own pace Certificate

SAIT

Pre-employment plumbing 12 weeks N/A

Pre-employment Refrigeration and Air Conditioning 12 weeks N/A


Pre-employment Sheet Metal 15 weeks N/A

Pre-employment Steamfitter-Pipefitter 12 weeks N/A

North West Regional College Plumbing & Pipefitting 17 weeks Applied Certificate

MB

Red River College of Applied Arts, Science and Technology

Plumbing 5 months Certificate

Refrigeration & Air Conditioning Technician 5 months Certificate

ON

Algonquin College

Mechanical Techniques - Plumbing (New for 2015-2016)

1 year (full time on campus) Certificate

Heating, Refrigeration and Air Conditioning Technician 45 weeks Diploma

Cambrian College

Heating, Ventilation & Air Conditioning Technician 2 years Diploma

Heating, Ventilation & Air Conditioning Techniques 1 year Certificate

Mechanical Techniques - Plumbing 1 year Certificate

George Brown College

Plumbing Techniques 1 year Certificate

Heating, Refrigeration and Air Conditioning Technology 3 years Diploma

Construction Trades Techniques (includes Sheet Metal, Air Conditioning, Steamfitting, Plumbing)

3 semesters Certificate

Heating, Refrigeration and Air Conditioning Technician 2 years Diploma

Humber College

Heating, Refrigeration and Air Conditioning Technician

4 Semesters Diploma

Heating, Refrigeration and Air Conditioning Technology

6 semesters Diploma

Plumbing Techniques 2 semesters Certificate

Le Collège d'Arts Appliqués et de Technologie

Techniques de Plomberie 2 years Diploma

Techniques de chauffage, de réfrigération et 2 years Diploma


climatisation

Mohawk College

Mechanical Techniques (Plumbing)

2 semesters Certificate

Heating, Refrigeration and Air Conditioning Techniques 1 year Certificate

Plumbing Techniques 1 year Certificate

Heating, Refrigeration and Air Conditioning Technician 2 years Diploma

New Brunswick Community College (NBCC)

Refrigeration and Air Conditioning Technician 1 year Certificate

Sheet Metal Fabrication 1 year Certificate

Plumbing 1 year Certificate

PE Holland College

Heating, Ventilation and Air Conditioning Technology 2 years Diploma

Steamfitting / Pipefitting 1 year Certificate

Plumbing 9 months Certificate

NS Nova Scotia Community College (NSCC)

Building Systems Technician (HVAC&R) 2 years Diploma

Pipe Trades 2 years Diploma

Sheet Metal Worker Pre-Apprenticeship 20 weeks Certificate

Refrigeration & Air Conditioning - Geothermal 1 year Certificate

Oil Heat Systems Technician 20 weeks Certificate

Virtually every province has at least one college-based program. Two and three year programs for

Heating, Refrigeration and Air conditioning Technicians / Technologists are offered in the Mechanical

Engineering Departments and these programs correspond more closely to the training described in the

U.S. reports. Technician / technologists programs highlighted in blue in the above table have been

added in the past decade and signal a significant response by the colleges to the HVACR industry needs

since the 2007 report was written.

2.4.1 Private and Union Programs

There is a wide variety of private and union-based training programs that offer upgrade and advanced

training across many of the product and service areas noted above. The range and content of these

programs underlines the rapid pace of change and the relatively high level of technical skill required.

The building trades unions responsible for the HVACR-related trades covered here include:


United Association

Sheet Metal Workers International Association

International Brotherhood of Electrical Workers

These unions have strong traditions of support for apprenticeship and advanced training for

journeypersons. Training is usually provided by joint training trusts that are partnerships with employer

associations.

There are many more HVACR-related training and certification related programs that have grown out of

industry initiatives, new products and technology and government regulations.

Table 2.6 provides a summary of programs offered in the union training centers and Table 2.7 review

private programs. These private training programs were cited in the HRAI website’s training resource

centre. In addition to HRAI’s own training programs, there are several other private institutions which

provide post-trades training.

Table 2.6 Union-Management Training Trusts – Selected Examples of HVACR-Related Training

Training UA Local 787 SMWIA Local 285 Training Centre

Pre-apprentice

Pre-apprentice training – 8 months Full-time

N/A

Apprentice

Commercial HVAC mechanic (9000 hours), residential HVAC mechanic (2 years). Night school available

Sheet Metal Worker, residential low-rise sheet metal installer, gas fitting. Night school available

Upgrade

40 courses – including customer relations, welding, brazing, centrifugal, and a new emphasis on green technology training

Hi-velocity systems, Vulcan Program plasma cutting table, Challenge the exam preparation, Indoor air quality courses forthcoming

Gas-related Gas technician (Levels 1–3) Gas fitting


Table 2.7: HVACR Training, Private Programs

Organization Description

Canadian GeoExchange Coalition

CGC courses are designed by industry specialists and researchers and provide geo-exchange training for

installers, residential and commercial system designers, along with drillers. Additional courses include training

for municipal inspectors, Direct Expansion systems, pipe fusion training, and geology. Course graduates can

apply for CGC accreditation in their respective field. CGC is part of an academic network of community

colleges for the eventual transfer of credits to attain CGC accreditation.

Canadian Solar Industries Association

Offers the Canadian Solar Hot Water System Installer Certification Program and is developing a course for

solar air heating. The program is geared towards experienced installers.

IAQ (Indoor Air Quality) Resources Canada

Courses include IAQ and Housing Durability Essentials, Troubleshooting IAQ and Housing Durability, and Mold

Assessment and Clean-Up Essentials. Courses are suitable for builders, housing inspectors, HVAC professionals.

Approved by the Institute of Inspection Cleaning, and Restoration, and the National Association of Certified

Home Inspectors.

Heating, Refrigeration and Air Conditioning Institute (HRAI)

HRAI SkillTech Academy offers training programs, technical resources, and worksheets for the residential and commercial HVACR industry. Courses are available for home-study and for in-class learning. Sample certifications include:

Residential Mechanical Ventilation Installation

Residential Mechanical Ventilation Design

Residential Integrated Combo Systems

Residential Radiant Hydronics Design

Small Commercial Heat Gain and Heat Loss Calculations

Small Commercial Air System Design

A 1-day training course is available for the Ozone Depletion Prevention (ODP) card (Ontario only) or an Ozone Depleting Substances (ODS) card (all other provinces). In partnership with Natural Resources Canada, a Residential Air System Design Technician designation is awarded after completing five residential SkillTech training programs. Another available designation is the Residential Hydronics Design Technician.

Refrigeration Service Engineers Society (RSES)

RSES publishes various training materials for the North American HVACR community. It also offers

educational programs in refrigeration and air conditioning, heating, electricity, controls, and heat pumps.

Although USA-based, RSES has several chapters across Canada.

There are three designations offered by RSES: certificate member (CM), active specialized member (SM),

and certificate member specialist (CMS). The CM writes an exam encompassing 18 categories of knowledge

required in the installation and servicing of refrigeration and air conditioning equipment. The CMS is a further

designation for CMs after successfully passing an examination in one of the eight areas of expertise. The

SM designation is similar to the CMS but does not require a the member to be a CM.

North American Technician Excellence (NATE)

Provides a certification program for technicians in the HVACR industry. Although USA-based, NATE holds

testing centres in Canada. To become NATE-certified, individuals choose either the service or installation path

and choose among the core specialties, which include air conditioning, air distribution, heat pumps, gas

heating (air), oil heating (air), hydronics gas, and hydronics oil.

Enertest This private company specializes in energy audits, efficiency planning, and energy consumption reduction

reports. It offers energy advisor certification and building efficiency workshops for the lay person as well as

experienced HVACR professionals.


Healthy Heating This educational resource site offers seminars, courses, workshops, and other training materials to HVACR

professionals and the general public who are interested in self-study. The website functions as a non-profit

educational resource which aims to be a “technical interpreter and consolidator of academic research

done between the building and health sciences”.6

North American Trade Schools

This private institution is a division of the Career College Group. It has campuses in London and Brampton,

Ontario and provides HVAC technician training. The training’s duration is short (i.e., a few months) and it is

geared toward preparing the graduate to work in the field right after graduation.

Source: Prism Economics and Analysis

2.5 Regulations

A network of government regulations impact most areas of HVACR work. These regulations impose both

direct and indirect requirements on the hiring and training of the workforce. In many circumstances

regulations require that workers have licences or certificates that confirm training received by

designated authorities. In other cases the regulations require that work be performed in specific ways

and workers must be aware of the requirements to avoid violations in the completed project.

Many government jurisdictions have authority to issue or change regulations with an associated impact

on the training and competencies of the HVACR workforce. While the regulations themselves create a

burden, the more challenging business risk is related to changes to the regulations and inconsistent

enforcement. Owners and managers in HVACR businesses are obliged to adapt to unexpected changes

or variations in enforcement that require new training, licences or certificates. Finding workers who

have all the needed qualifications, or training staff to comply is a significant cost and burden.

The Heating, Refrigeration and Air Conditioning Institute (HRAI) publishes detailed information on these

regulations on its website. The available information is organized by province and refers researchers to

the provincial trade authorities for more information. The following notes, taken from the HRAI website,

highlight the range of requirements that are imposed by regulations in each province.

Employer Responsibilities and Regulations

The HVACR trades, like other trades, are regulated by officially designated bodies in each province. Table

2.8 displays these authorities by province.

Table 2.8: Apprenticeship-Regulating Bodies by Province

Province Apprenticeship-Regulating Body

British Columbia Industry Training Authority

Alberta Apprenticeship and Industry Training Board

Saskatchewan Saskatchewan Apprenticeship and Trade Certification Commission

Manitoba Apprenticeship Manitoba

6 Healthy Heating, About Us, 2015. http://www.healthyheating.com/about.htm#.VW8vSs9Viko


Ontario Ontario College of Trades

Quebec Centre administratif de la qualification professionnelle-Commission de la Construction-Quebec

New Brunswick Apprenticeship Occupational and Certification Board

Nova Scotia Apprenticeship Training Division Labour and Advanced Education


Apprenticeship & Trades Certification Division, Department of Advanced Education and Skills

Prince Edward Island Apprenticeship Section Department of Innovation and Advanced Learning Post-Secondary and Continuing Education

Source: HRAI, Prism Economics and Analysis.

These boards outline the responsibility of employers in employing and training apprentices. These

responsibilities include:

providing for on-the-job training for the apprentice

ensuring supervision of the apprentice

paying wages to the apprentice

encouraging and enabling the apprentice to regularly attend the technical training that is

required under the apprentice’s apprenticeship program

ensuring that the appropriate entries are made in an apprentice’s record book7

These responsibilities are almost ubiquitous across provinces, as employers are expected to assist

apprentices in their journey of becoming certified professionals. In return, employers typically receive

tax benefits in certain provinces. For instance, British Columbia employers can claim 10% of wages up to

a maximum of $2,000 per year for each apprentice, for the first 24 months of registration for red-seal

programs. In Ontario, employers can claim 35% of eligible expenditures made during the first 48 months

of an apprenticeship program.

There are other types of regulation that generate inefficiencies for businesses. For instance, building

and related codes are another important regulatory concern and workers require at least some

familiarity with these codes. Forepersons and supervisors certainly must be familiar with codes.

Unfortunately, these codes are not standardized across provinces and therefore require

additional training and new learning curves for employers who are committed to train their

apprentices.

7 Apprenticeship and Industry Training Act, Apprenticeship Program Regulation, 2009. http://www.qp.alberta.ca/1266.cfm?page=2000_258.cfm&leg_type=Regs&isbncln=9780779738922


3. Labour Markets

In the Introduction, eight contributing factors were identified and linked to skill shortages, recruiting and

retention problems. Section 2 described key characteristics of HVACR products, firms, workers, training

and regulations that are linked to these factors.

This section of the report evaluates two potential causes for skill shortages, recruiting and retention

problems:


Shifting demographics—fewer young people and more retirements

These two causes are linked to external economic, demographic and labour market events. Assessing

the factors impacting occupations begins with these external circumstances.

BuildForce has created a Labour Market Information (LMI) system that assesses both short- and long-

term labour markets for 34 construction and related trades and occupations in 14 Canadian regions.

The BuildForce LMI system was created in response to widespread evidence and concerns about skill

shortages, recruiting and retention challenges.

Many of the HVACR labour market concerns are addressed in the BuildForce LMI model. Specifically,

market assessments are available for the key trades noted below:


Sheet metal workers

Gasfitters

Plumbers

Electricians

The main occupation not covered is HVACR technicians and technologists. This workforce falls more

outside construction and new entrants arrive through the college engineering departments not

apprenticeship.

For the five trades outlined above the system details demand by region, new construction and

maintenance, replacement demands, and age profiles and conditions, both inside and outside

construction.

3.1 Assessing Labour Market Conditions

An annual measure of regional market conditions is prepared for each trade and occupation in the form

of a ranking from one (excess supply) to five (intense competition for qualified workers). Each ranking

represents conditions in a market defined by a trade or occupation and region. Rankings are based on

four measures:


Unemployment rates at the seasonal peak of activity

Annual change in employment

Net in-mobility as a percentage of the workforce

Industry survey/consultation

Rankings describe a market state or condition. These conditions are described below from the

employer’s point of view.

Exhibit # 3.1 --BuildForce Labour Market Rankings

1. Workers meeting employer qualifications are available in the local markets to meet an increase in demand at the current offered rate of compensation and other current working conditions. Excess supply is apparent and there is a risk of losing workers to other markets.

2. Workers meeting employer qualifications are available in local or in adjacent markets to meet an increase in demand at the current offered rate of compensation and other working conditions.

3. The availability of workers meeting employer qualifications in the local market may be limited by large projects, plant shutdowns or other short-term increases in demand. Similar or weaker conditions exist in adjacent markets so that mobility is an option. Employers may need to compete to attract needed workers. Established patterns of recruiting and mobility are sufficient to meet job requirements.

4. Workers meeting employer qualifications are generally not available in local and adjacent markets to meet any increase. Employers will need to compete to attract additional workers. Recruiting and mobility may extend beyond traditional sources and practices.

5. Needed workers meeting employer qualifications are not available in local or adjacent markets to meet current demand so that projects or production may be delayed or deferred. There is excess demand; competition is intense and recruiting reaches to remote markets.

The market assessments for the HVACR occupations are available for all the regions and details are

available on the BuildForce web site at www.buildforce.ca.

3.2 Projections for Employment and Market Conditions

The BuilForce LMI system creates estimates and projections of labour market conditions from 2015 to

2024. This section offers a summary view of market assessments for the key HVACR occupations. More

detailed descriptions of economic conditions, housing, industrial projects and other drivers are available

on the BuildForce web site and in the provincial publications.

Labour requirements are measured in the system for expansion demand and replacement demand.

Expansion demand refers to the annual change in employment in each market. Construction

employment is linked to the level and change in investment across seven construction markets:

New Residential

http://www.buildforce.ca/


Residential renovation and maintenance

Commercial

Institutional

Industrial

Engineering

Non-residential renovation and maintenance

Projections for spending in each of these markets is linked to labour requirements for each trade and

occupation in the system. The system tracks economic trends and cycles in each market as well as

major resource and infrastructure projects that have a unique impact on specific trades.

The approaching retirement of large numbers of baby boomers from the labour force is the second

cause of skill shortages and recruiting/retention problems. The BuildForce LMI system tracks the age

profiles of trades in each region and calculates the likely impact of replacement demand related to

retiring boomers. This analysis can be applied directly to the HVACR workforce.

Replacement demand related to retirement is calculated over the long-term forecast period from 2015

to 2024. Baby boomers have already started retiring; as more and more age into their 60s, the problems

will become more severe.

Labour market impacts depend on:

The starting age profile of each occupation and region

The expected rate of exit or retirement

Table #3.1 reports these impacts for four representative provinces and five key trades. In general, the

HVACR workforce is slightly younger than the overall construction trades tracked in the BuildForce

system. This offers some modest easing of pressures. However, HVACR employers are already caught in

the competition to promote careers with virtually all industries and occupations. Indeed, some

industries with notably high age profiles have already begun extensive promotion campaigns to attract

young workers. Attracting new entrants is a priority even for occupations with younger age profiles.

Exhibit #3.2, Replacement Demand as a Percentage of the Workforce, Selected HVACR Trades

Average Age Replacement demand %

Trades 2014 2014 2024

British Columbia

Refrigeration and air conditioning mechanics 42 2.4 2.4

Sheet metal workers 39 1.6 1.8

Plumbers 39 1.4 1.8

Steamfitters, pipefitters and sprinkler system installers 39 2.1 1.8

Electricians, including industrial and power systems 39 1.5 1.8

Residential and commercial installers and servicers 40 1.4 1.8

Trades helpers and labourers 36 1.5 1.7

Total Direct Construction (34 Trades & Occupations) 41 2.1 2.2


Alberta Refrigeration and air conditioning mechanics 39 1.7 2.1


Gasfitters 39 1.3 2.2

Plumbers 37 1.2 1.5






Ontario



Gasfitters 39 1.8 2.1

Plumbers 39 1.5 1.7









Plumbers 43 1.9 3.0






Source: BuildForce, May 2015

Measures of expansion and replacement demand, as described above, are compared to supply side

measures to arrive at the BuildForce rankings. Short term supply response to changing demand is

measured by unemployment. In most labour markets, unemployment has been declining for several

years as demographic change reduces the growth in the labour force. These conditions are expected to

persist and labour market adjustments shift, as demand grows, to recruiting in other markets. Market

conditions are determined, in most cases, from 2015 to 2024, by the geographic reach of recruiting. For

most trades and occupations, in most years, labour demands in construction exceed local, provincial and

national supply and international immigration is needed to clear markets.

Rankings in each of the key markets are summarized by province here.

British Columbia

Markets are generally balanced in B.C. at the start of the scenario and conditions are expected to

tighten as major resource projects get underway from 2016 to 2018. Projects include pipelines,


electrical generation and distribution systems and other major non-residential work. All the key HVACR

trades participate in these stronger conditions and labour markets will, in general, be tight. There is a

risk of skill shortages for HVACR employers under these conditions.

Exhibit # 3.3 -- British Columbia Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

Electricians, including industrial and power systems 3 3 3 3 3 4 3 3 3 3

Gasfitters 3 3 4 3 3 3 3 4 4 4

Plumbers 3 3 3 3 3 4 3 3 4 3

Refrigeration and air conditioning mechanics 3 3 4 4 4 4 4 4 4 3

Sheet metal workers 3 3 4 3 3 4 3 3 4 3

Alberta

The 2015 Buildforce scenario was adjusted to capture the expected impact of lower oil prices across the

trades. Employment is expected to decline for most of the HVACR trades and this will create the first

weak labour markets in the province since 2009. Alberta has attracted a large workforce in the trades

from other provinces and abroad. Weaker demands from 2015 to 2018 will release some of these

workers to seek jobs in other provinces. This movement of the workforce might be expected to fill

recruiting needs in the future.

Exhibit # 3.4 -- Alberta Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Gasfitters 3 2 2 3 3 4 4 4 3 4

Plumbers 3 2 2 3 3 4 4 4 3 4



Saskatchewan

Like British Columbia, conditions in Saskatchewan are expected to remain strong in the coming five

years. Construction related demands will be sustained by resource related projects in mining and

infrastructure. HVACR trades and occupations will be part of this trend and recruiting may be an issue

for employers. Attracting workers from Alberta may be an option.

Exhibit # 3.5 -- Saskatchewan Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Insulators 4 4 4 4 4 3 2 3 3 3

Plumbers 4 4 4 4 4 3 2 2 3 3


Residential and commercial installers and servicers 4 3 3 3 3 3 3 3 3 3



Steamfitters, pipefitters and sprinkler system installers 4 4 4 4 4 3 3 2 3 3

Manitoba

Labour markets here will be tight during the coming year due to rising project demands. But activity will

begin to slow in 2017. Supply / demand balances will move to normal conditions and recruiting for the

HVACR trades will not be an issue.

Exhibit # 3.6 -- Manitoba Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Plumbers 4 4 3 3 3 3 3 3 3 3



Ontario

There will be pockets of activity across Ontario's market in the coming years. In general conditions in

the Greater Toronto Area will be tighter than in other regions. But overall conditions will see labour

requirements tracking close to the normal supply so that recruiting will not be an issue. This outcome

will depend on the continuing growth of apprenticeship registrations and completions as well as the

ongoing expansion of college programs for HVACR programs.

Exhibit # 3.7 -- Ontario Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Gasfitters 3 3 3 3 3 3 3 3 3 3

Plumbers 3 3 3 3 3 3 3 3 3 3



Quebec

The Labour market is anticipated to be balanced in Quebec over the forecast period. Tighter conditions

are expected for more experienced labour in the short to mid run.

Exhibit # 3.8 -- Quebec Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

Electricians, including industrial and power systems

3 3 3 3 3 3 3 3 3 3

Plumbers 3 3 3 3 3 3 3 3 3 3




Steamfitters, pipefitters and sprinkler system installers

3 3 3 3 3 3 3 3 3 3

Atlantic Canada

Economic growth in Atlantic Canada is expected to slow across the scenario and labour markets, in

general will be balanced. Human resource management issues will focus on the older age profile for the

workforce and retirement of skilled workers. This will be a focus for HVACR employers in the area. HR

planning can combine with continuing growth in apprenticeship and college programs to meet industry

needs.

Exhibit # 3.9 -- New Brunswick Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

Electricians, including industrial and power

systems 3 4 4 3 4 4 3 3 3 3

Plumbers 3 3 3 3 4 4 3 3 3 3



Exhibit # 3.10 -- Nova Scotia Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Plumbers 3 3 3 3 3 3 3 3 3 3



Exhibit # 3.11 -- Newfoundland and Labrador Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Plumbers 3 2 2 3 3 4 4 4 3 2



Exhibit # 3.12 -- Prince Edward Island Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Plumbers 3 3 4 4 4 4 3 3 3 3

Section 3 used the BuildForce LMI system to review market assessments and demographic trends for the

HVACR trades and occupations identified in Section 2. Findings confirm that labour markets for these

groups are generally tight across Canada. In the west, although Alberta is experiencing a loose labour


market in the short term, the markets will remain tight for many HVACR occupations in other parts of

the western region leading to higher competition and labour shortages.

The BuildForce LMI system also tracks the age profile and growing replacement demand for HVACR

trades related to retiring baby boomers. Replacement demand is expected to be significantly higher in

the Atlantic regions creating skill shortages.

Scan of Job Openings

This section provides a snapshot of current labour markets for HVACR workers by presenting statistics

related to job openings from January to May 2015. The data and information are collected using the

Wanted Analytics data base which maintains an inventory of available job postings from multiple

sources.8 Information for each selected HVACR occupations includes the number of available jobs by

province, industry, and top employers, as well as the required certificates as posted in the job

advertisements.

Findings from the Wanted Analytics system are summarized in a series of eight tables covering six major

HVACR occupations and trades in six regions. Note that Mechanical Engineering Technicians and

Technologists (NOC 2232) are included here but were not available from the BuildForce system. HVACR

Technicians and Technologists are a major sub group here and it is likely that labour market conditions

apparent for the larger group would apply in most areas to HVACR Technicians and Technologists.

Measures on the table offer an assessment of labour market conditions in mid-2015 for each trade and

for larger aggregations of occupations. Five measures are shown:

1. Number of openings reports the available jobs in the respective occupation.

2. Average Posting Duration tracks the number of days that jobs remain listed on the systems.

Longer durations are generally interpreted as signalling tighter markets. U.S. research of HVACR

trades and occupations used these measures as a prime indicator and findings here offer a

useful point of comparison.

3. Local Hiring Scale is a measure compiled by Wanted Analytics that summarizes the available

data. Measures range from easy to difficult on a numbered scale from 1 to 100.

4. The candidate to job ratio is another comparative metric of the short term supply / demand

balance.

5. Median salary value are drawn from the on-line job listing and offer another point of

comparison.

Data from Wanted Analytics show that a total of 623 jobs were available for refrigeration and air

conditioning mechanics across Canada from February to May 2015; 242 of the available jobs were in

Ontario and 100 in Quebec. Jobs were mainly posted by employers in the construction sector followed

by manufacturing. Red-Seal certificate, Workplace Hazardous Materials Information System (WHMIS)

certificate, and HVAC certifications are among the most frequently demanded certificates in the job

8 For more details on the Wanted Analytics system see https://www.wantedanalytics.com/

https://www.wantedanalytics.com/


postings. Exhibits tracking findings for these details for the six key trades and occupations are included

in Appendix B.

Three broad aggregations of occupations are presented at the bottom of each table to provide a point of

comparison. So, for example, where the average posting duration is notable higher for one HVACR trade

or occupation than the overall group, the implication would be that markets are tighter.

The Wanted Analytics analysis confirms some aspects of the preceding findings. For example, there is

evidence of relatively tight labour markets in British Columbia and Saskatchewan in 2015. There is also a

suggestion that markets for mechanical engineering technicians and technologists are tighter than other

markets and this perspective was not available in the BuildForce system. In other markets conditions

seem to be more balanced. There do not seem to be any consistent or repeated patterns across the

other labour markets. In some cases there is a tendency for HVACR measures to signal slightly weaker

markets than the overall aggregates, but it is hard to discern if the small differences that sometimes

separate the HVACR measures from the broader groups are significant.


Table 3.1 Scan of Job Openings,

HVACR Trades in Selected Markets

Canada # of Openings

Average Posting

Duration1

Local Hiring Scale2

Candidate/Job Opening

Median Salary

Refrigeration and Air Conditioning Mechanics 623 41 33 25 $47,200 Sheet Metal Workers 303 37 36 50 $38,700 Plumbers 517 38 28 66 $50,650 Gas Fitters 78 38 33 44 $46,750 Electricians 504 40 22 111 $50,800 Mechanical Engineering Technicians and Technologists

229 41 45 50 $44,350

Technical Occupations (22) 12482 41 48 27 $48,950 Maintenance Equipment Operators (73) 9411 45 45 34 $45,450 Industrial Electrical and Construction (72) 13351 36 47 40 $46,150

1. The average length of time similar positions stay active on online job boards in this market. More than 40 days = harder to fill. 2. The Hiring Scale calculates a score for each position that an employer is trying to fill. several factors influence the Hiring Scale score that include the supply of available candidates, the overall demand by employers for people in the position, the location, the occupation, local unemployment rate, job site source, offered pay level, etc.

British Columbia # of Openings

Average Posting Duration

Local Hiring Scale


Median Salary


25 36 45 41 $42,400


Alberta # of Openings Average Posting Duration

Local Hiring Scale


Median Salary

Refrigeration and Air Conditioning Mechanics 118 39 33 16 $55,050 Sheet Metal Workers 74 38 43 34 $45,950 Plumbers 168 36 47 37 $57,450 Gas Fitters 30 36 26 25 $54,250 Electricians 142 35 22 87 $57,300 Mechanical Engineering Technicians and Technologists (2232)

26 34 49 46 $62,100

Technical Occupations (22) 1790 34 50 27 $60,500 Maintenance Equipment Operators (73) 1926 37 51 25 $55,800


Industrial Electrical and Construction (72) 3469 35 55 27 $54,550

Manitoba # of Openings


Local Hiring Scale

Candidates/Job Openings

Median Salary


5 27 46 72 $35,000

Technical Occupations (22) 280 30 39 36 $43,600 Maintenance and Equipment Operators (73) 359 32 44 31 $42,350 Industrial, Electrical and Construction (72) 341 34 40 50 $41,650

Saskatchewan # of Openings

Average Posting

Duration

Local Hiring Scale


Median Salary

Refrigeration and Air Conditioning Mechanics 23 37 54 9 $54,050 Sheet Metal Workers 22 50 31 27 $37,550 Plumbers 38 44 29 46 $50,750 Gas Fitters 1 44 34 28 NA Electricians 33 39 26 72 $48,800 Mechanical Engineering Technicians and Technologists

4 33 46 29 $57,000


Ontario # of Openings


Local Hiring Scale


Median Salary


72 30 44 61 $46,450

Technical Occupations (22) 4624 32 46 27 $48,050 Maintenance and Equipment Operators (73) 3054 31 45 35 $44,100


Industrial, Electrical and Construction (72) 4297 31 47 39 $44,550 Greater Toronto Area # of

Openings Average Posting Duration

Local Hiring Scale


Median Salary


25 31 49 35 $47,500


Quebec # of Openings


Local Hiring Scale


Median Salary

Refrigeration and Air Conditioning Mechanics 109 26 33 28 $41,250 Sheet Metal Workers 25 32 61 128 $33,750 Plumbers 48 26 11 128 $42,950 Gas Fitters 9 26 28 18 $37,000 Electricians 34 29 17 253 $46,100 Mechanical Engineering Technicians and Technologists (2232)

86 29 48 46 $37,200


Source: Wanted Analytics


4. Conclusions

The original 2007 report started with the idea that there are eight factors potentially driving skill

shortages in the HVACR industry.

1. Labour market cycles and competition from other industries

2. Shifting demographics—fewer young people and more retirements

3. New technologies

4. Staff turnover

5. Regulation and inconsistent enforcement

6. Weaknesses in training, college programs and apprenticeship

7. Conflicting systems of certification and licences

8. Limits to mobility across firms, sectors, industries and regions

Evidence reported in 2007 has been updated and reported here. In general, the findings suggest that

many factors that signaled tight markets in 2007 have relented and conditions are more balanced in

2015. While many of the structural factors, including technology, regulations and certification remain as

a concern, the inventory of training programs shows some additions, especially in the college system,

and these have added to the skilled workforce.

Findings in section 3 here are related to the labour markets conditions and demographics noted as the

first two factors.

Findings suggest mixed labour market conditions in different regions across Canada over the forecast

scenario. Expected conditions for HVACR occupations vary from province to province. Differences in

market conditions signal the potential for mobility across regions.

Forecasts indicate weaker labour market conditions in Alberta over the next 2 to 3 years. The recent

drop in the oil prices and delays in construction projects have led to a higher rate of unemployment in

this province; workers are expected to move out of Alberta and into other markets to find employment

from 2015 to 2017. The forecast suggests that the employment will rise again later in the period.

Markets are expected to be relatively tighter for several HVACR occupations in western regions such as

British Columbia, Saskatchewan and Manitoba where major engineering projects are scheduled over the

coming years. Employers will need to compete to attract skill workers. Recruiting and mobility may

extend beyond traditional sources and practices for many HVACR occupations in these regions.

HVACR employers in Ontario, and Quebec can expect a balanced market for the majority of HVACR

trades and occupations. The availability of qualified workers in the local market may be limited due to

short-term increases in demand, nonetheless, established patterns of recruiting and mobility are

sufficient to meet job requirements in most cases.

Demographic trends also pose recruitment constraints for HVACR employers. An aging workforce and

rising retirements resulting in loss of skilled labours will add to the challenge later in the scenario. The


basic solution is to attract more young people into the industry. The strategy would best target new

entrants at the level of helpers or pre-apprenticeship programs. Increasing apprenticeship registration is

a natural priority, but these initiatives will need to focus on province-specific considerations.

Finally, an analysis of current labour market conditions is provided using data on job opening from

Wanted Analytics. Measures tracking provincial markets from February to May 2015 offer some

confirmation of the other findings. In general a broad consistent conclusion would point to balanced

labour market conditions for the HVACR trades and occupations in comparison to broader labour

measures. There are isolated examples of markets with both tighter and looser conditions.

This last evidence reflects only short term conditions and is not the strongest basis for the planning and

labour market initiatives contemplated by the Workforce Development Foundation. Initiatives targeting

the promotion of careers in HVACR appear to be a needed and positive response to longer term

conditions – especially the demographic trends that will draw a growing number of the most skilled and

experience workforce into retirement. Replacing this key group is a top priority Human Resources issue

and the initiatives contemplated by WDF seem well grounded in this aspect of Canada's labour market.


Appendix A

Selected Occupations by Education, Canada, 2011

Selected Occupation

Less than High School Graduation Certificate

High School Graduation Certificate Only

Trades Certificate or Diploma

College Certificate or Diploma

University Certificate / Diploma Below Bachelor’s

Bachelor’s Degree

University Certificate / Diploma above Bachelor s

Total Population (Age 15 and over)


# 975 2,405 12,875 7,790 835 840 310 26,030

% 4% 9% 49% 30% 3% 3% 1% –

Sheet metal workers

# 2,340 4,160 12,290 3,320 230 360 90 22,795

% 10% 18% 54% 15% 1% 2% 0.4% –

Gasfitters

# 170 695 4,055 1,940 230 240 85 7,415 % 2% 9% 55% 26% 3% 3% 1% –

Plumbers

# 3,130 7,170 30,945 9,770 990 1,000 410 53,420 % 6% 13% 58% 18% 2% 2% 1% –


#

1,385 2,955 14,935 4,480 400 340 95 24,580

% 6% 12% 61% 18% 2% 1% 0.4% – –

Electricians

# 1,935 11,015 56,110 23,470 2,825 3,265 1,080 99,700 % 2% 11% 56% 24% 3% 3% 1% –

Residential and commercial installers and servicers

#

12,250 18,455 8,350 6,910 1,275 2,055 660 49,950

% 25% 37% 17% 14% 3% 4% 1% –

Labourers/ helpers

# 61,830 76,675 30,485 19,325 2,730 4,910 1,460 197,410

% 31% 39% 15% 10% 1% 2% 1% –

Source: Statistics Canada, 2011 National Household Survey, Statistics Canada Catalogue no. 99-012-X2011056.


Selected Occupations by Industry, Canada, 2011

Trades / Occupations

Building

Construction

Heavy and

Civil

Engineering

Construction

Trade

Contracting

Machinery

Manufacturing

Building Material and

Supplies Wholesaler-

Distributors

Repair and

Maintenance

Total Labour

Force


300 50 17,040 970 710 1,415 25,080

1% 0% 68% 4% 3% 6% –

Sheet metal workers 755 35 12,870 745 820 120 21,735

3% 0% 59% 3% 4% 1% –

Gasfitters 45 125 3,555 105 115 180 6,940

1% 2% 51% 2% 2% 3% –

Plumbers 1,390 250 41,645 65 440 190 50,885

3% 0% 82% 0.1% 1% 0.4% –


1,235 2,435 9,095 335 260 495 23,080

5% 11% 39% 1% 1% 2% –

Electricians 2,725 380 76,265 135 485 1,135 94,295

3% 0% 81% 0.1% 1% 1% –


3,570 725 21,485 305 1,160 545 46,210

8% 2% 46% 1% 3% 1% –

Labourers/helpers 5,630 23,065 55,125 625 905 2,500 174,330

32% 13% 32% 0.4% 1% 1% –

Source: Statistics Canada, 2011 National Household Survey


Appendix B: Details from the BuildForce LMI System


An annual measure of regional market conditions is prepared for each trade and occupation in the form

of a ranking from one (excess supply) to five (intense competition for qualified workers), and is reported

below. Each ranking represents conditions for a trade or occupation in construction in each province.

Each ranking is based on four measures:

Unemployment rates at the seasonal peak of activity

Annual change in employment

Replacement demand as a percentage of the workforce

Industry survey/consultation

Each of these measures is assigned a market ranking based on the following characterization of

conditions from the employer’s point of view.

British Columbia Employment Change in Trades and Occupations

Trades 2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # -305 404 537 377 181 614

% -2.2% 3.0% 3.9% 2.6% 1.2% 4.1%


# -261 350 372 312 195 918

% -2.0% 2.7% 2.8% 2.3% 1.4% 6.5%

Gasfitters # -6 28 49 26 7 -

% -0.7% 3.4% 5.7% 2.9% 0.8% 0.0%

Insulators # -33 26 41 51 36 113

% -3.0% 2.4% 3.8% 4.5% 3.0% 9.3%

Plumbers # -202 232 200 188 132 678

% -2.5% 3.0% 2.5% 2.3% 1.6% 7.9%


# -30 39 71 80 69 213

% -1.4% 1.9% 3.4% 3.7% 3.1% 9.1%


# 85 69 60 45 57 413

% 2.0% 1.6% 1.4% 1.0% 1.3% 9.0%

Sheet metal workers # -45 49 59 51 39 146

% -2.4% 2.7% 3.1% 2.6% 1.9% 7.2%


# 14 54 198 147 68 35

% 0.9% 3.5% 12.5% 8.3% 3.5% 1.8%

Trades helpers and labourers # -28 611 1,485 633 1 -1,050

% -0.2% 3.6% 8.4% 3.3% 0.0% -5.3%

Total Direct Construction (34 Trades & Occupations)

# -457 4,467 5,849 2,920 1,396 5,434

% -0.3% 2.9% 3.7% 1.8% 0.8% 3.2%


British Columbia Labour Force and Replacement Demand

British Columbia Average Age

Exit from the Labour Force (Replacement Demand)

Replacement Demand as a % of Labour Force (Previous Year)

Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)

Contractors and supervisors 44 382 420 4,557 2.6% 2.6%


39 208 286 2,760 1.5% 1.8%

Gasfitters 42 19 24 252 2.1% 2.4%

Insulators 38 18 25 244 1.5% 1.8%

Plumbers 39 122 173 1,637 1.4% 1.8%


42 53 64 655 2.3% 2.4%


40 65 96 927 1.4% 1.8%

Sheet metal workers 39 32 42 409 1.6% 1.8%


39 34 39 408 2.1% 1.8%

Trades helpers and labourers 36 280 345 3,644 1.5% 1.8%


41 3,509 4,079 42,871 2.1% 2.2%

British Columbia Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

Contractors and supervisors 3 3 4 4 4 4 4 4 4 3


Gasfitters 3 3 4 3 3 3 3 4 4 4

Insulators 3 3 4 4 4 4 4 3 3 3

Plumbers 3 3 3 3 3 4 3 3 4 3





Trades helpers and labourers 3 4 4 3 3 3 3 3 4 3


Alberta Employment Change in Trades and Occupations

Trades 2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # 560 -279 -780 -393 179 2,407

% 3.4% -1.7% -4.7% -2.5% 1.2% 15.4%


# 416 -12 -564 -155 195 2,788

% 2.3% -0.1% -3.0% -0.9% 1.1% 15.4%

Gasfitters # 27 -7 -18 -7 -4 48

% 6.9% -1.7% -4.4% -1.8% -1.0% 12.6%

Insulators # 30 10 -53 -16 56 462

% 1.3% 0.4% -2.3% -0.7% 2.5% 20.1%

Plumbers # 112 -27 -167 -71 143 1,445

% 1.3% -0.3% -1.9% -0.8% 1.7% 16.8%


# 142 41 -39 -20 54 379

% 7.0% 1.9% -1.8% -0.9% 2.5% 17.1%


# 345 -22 -50 -46 84 744

% 8.0% -0.5% -1.1% -1.0% 1.9% 16.2%

Sheet metal workers # 30 -28 -98 -43 56 488

% 1.2% -1.1% -3.9% -1.8% 2.3% 19.9%


# -53 2 -119 3 110 667

% -1.3% 0.1% -3.1% 0.1% 2.9% 17.1%

Trades helpers and labourers # 1,566 -303 -1,314 -763 81 2,983

% 7.8% -1.4% -6.1% -3.8% 0.4% 15.4%


# 8,235 -3,932 -7,942 -3,662 1,480 24,422

% 4.7% -2.1% -4.4% -2.1% 0.9% 14.3%


Alberta Labour Force and Replacement Demand

Alberta Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)



36 217 329 2,925 1.1% 1.5%

Gasfitters 39 6 10 93 1.4% 2.2%

Insulators 39 39 54 516 1.6% 1.9%

Plumbers 37 116 165 1,509 1.3% 1.6%

Refrigeration and air conditioning mechanics 39 41 59 561 1.8% 2.1%


38 52 92 814 1.1% 1.6%



39 71 90 881 1.7% 1.9%



39 3,149 4,001 39,377 1.7% 1.9%

Alberta Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Gasfitters 3 2 2 3 3 4 4 4 3 4

Insulators 3 2 3 3 4 4 4 4 4 4

Plumbers 3 2 2 3 3 4 4 4 3 4







Saskatchewan Employment Change in Trades and Occupations

Trades 2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # 59 89 114 64 163 -367

% 1.8% 2.7% 3.3% 1.8% 4.5% -9.7%


# 54 52 66 105 316 -407

% 1.4% 1.3% 1.7% 2.6% 7.7% -9.2%

Gasfitters # -3 - 2 - 7 -7

% -11.1% 0.0% 8.3% 0.0% 26.9% -21.2%

Insulators # 5 4 7 5 13 -7

% 2.6% 2.0% 3.5% 2.4% 6.1% -3.1%

Plumbers # 56 72 97 65 219 -257

% 2.2% 2.8% 3.7% 2.4% 7.9% -8.6%


# 29 21 19 23 3 6

% 5.6% 3.8% 3.3% 3.9% 0.5% 1.0%


# 23 19 12 5 3 -32

% 3.8% 3.0% 1.8% 0.8% 0.4% -4.7%

Sheet metal workers # 17 22 27 17 56 -83

% 2.3% 2.9% 3.5% 2.1% 6.9% -9.5%


# -3 2 36 15 90 -74

% -0.5% 0.3% 5.5% 2.2% 12.8% -9.3%

Trades helpers and labourers # 102 287 227 47 207 -955

% 1.9% 5.1% 3.9% 0.8% 3.4% -15.1%


# 755 1,229 1,336 609 1,930 -5,229

% 1.8% 2.9% 3.1% 1.4% 4.3% -11.1%


Saskatchewan Labour Force and Replacement Demand

Saskatchewan Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)



35 55 67 675 1.3% 1.5%

Gasfitters 43 2 - 10 6.9% 0.0%

Insulators 40 5 5 55 2.4% 2.1%

Plumbers 36 41 46 474 1.5% 1.5%



37 7 12 110 1.1% 1.7%



34 6 12 102 0.9% 1.5%

Trades helpers and labourers 34 70 96 956 1.2% 1.6%


38 789 895 9,483 1.8% 1.9%

Saskatchewan Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Insulators 4 4 4 4 4 3 2 3 3 3

Plumbers 4 4 4 4 4 3 2 2 3 3







Manitoba Employment Change in Trades and Occupations

Trades 2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # 128 331 203 65 -244 -116

% 4.4% 11.0% 6.1% 1.8% -6.7% -3.4%


# 91 183 346 -74 -32 9

% 3.2% 6.2% 11.0% -2.1% -0.9% 0.3%

Gasfitters # -2 4 5 2 - -2

% -2.2% 4.5% 5.4% 2.1% 0.0% -2.0%

Insulators # 4 14 30 -3 1 5

% 1.4% 4.9% 10.0% -0.9% 0.3% 1.5%

Plumbers # 22 100 118 27 3 21

% 1.3% 5.7% 6.3% 1.4% 0.1% 1.0%


# 26 47 81 13 4 30

% 3.0% 5.3% 8.7% 1.3% 0.4% 2.9%


# -1 18 24 23 21 26

% -0.1% 2.1% 2.8% 2.6% 2.3% 2.8%

Sheet metal workers # 19 28 43 -10 -1 -1

% 3.4% 4.9% 7.2% -1.6% -0.2% -0.2%


# 23 26 66 - -19 -6

% 6.1% 6.5% 15.5% 0.0% -3.9% -1.3%

Trades helpers and labourers # 36 445 363 76 -245 -413

% 0.7% 8.7% 6.6% 1.3% -4.1% -7.2%


# 603 2,641 2,655 566 -1,527 -1,391

% 1.7% 7.3% 6.8% 1.4% -3.6% -3.4%


Manitoba Labour Force and Replacement Demand

Manitoba Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)



36 35 55 502 1.1% 1.5%

Gasfitters 38 1 2 19 1.0% 1.9%

Insulators 34 3 5 45 1.0% 1.4%

Plumbers 37 24 37 348 1.2% 1.6%


37 14 23 215 1.5% 2.0%


37 10 15 147 1.1% 1.4%



41 7 11 109 1.7% 2.2%



39 753 879 9,346 1.9% 2.0%

Manitoba Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Insulators 3 4 3 3 3 3 3 3 3 3

Plumbers 4 4 3 3 3 3 3 3 3 3







Ontario Employment Change in Trades and Occupations

Trades

2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # 480 1,342 315 160 -147 389

% 1.5% 4.3% 1.0% 0.5% -0.4% 1.2%


# 845 1,249 69 416 -3 709

% 2.5% 3.6% 0.2% 1.2% 0.0% 2.0%

Gasfitters # 48 87 23 11 -4 65

% 1.8% 3.1% 0.8% 0.4% -0.1% 2.2%

Insulators # 31 105 48 28 11 40

% 1.2% 3.9% 1.7% 1.0% 0.4% 1.4%

Plumbers # 308 575 192 106 -19 315

% 1.8% 3.4% 1.1% 0.6% -0.1% 1.8%


# 335 313 118 150 -42 318

% 3.1% 2.8% 1.0% 1.3% -0.4% 2.8%


# 172 236 131 50 -14 284

% 1.4% 1.9% 1.0% 0.4% -0.1% 2.2%

Sheet metal workers # 69 189 56 48 13 99

% 1.3% 3.5% 1.0% 0.9% 0.2% 1.8%


# 163 315 -47 79 42 -13

% 4.8% 8.8% -1.2% 2.1% 1.1% -0.3%

Trades helpers and labourers # 513 4,146 1,450 87 -865 -788

% 0.9% 7.5% 2.4% 0.1% -1.4% -1.3%


# 5,930 19,386 5,949 1,504 -2,856 1,518

% 1.6% 5.2% 1.5% 0.4% -0.7% 0.4%


Ontario Labour Force and Replacement Demand

Ontario Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)



39 593 689 7,252 1.7% 1.7%

Gasfitters 39 55 67 686 1.9% 2.1%

Insulators 39 40 58 570 1.4% 1.8%

Plumbers 39 275 326 3,352 1.5% 1.7%


39 205 263 2,691 1.8% 2.1%


39 164 221 2,211 1.3% 1.6%

Sheet metal workers 41 94 117 1,210 1.7% 1.9%


40 70 80 852 1.9% 1.8%

Trades helpers and labourers 37 862 1,068 11,270 1.4% 1.6%


40 7,586 8,820 94,103 1.9% 2.0%

Ontario Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Gasfitters 3 3 3 3 3 3 3 3 3 3

Insulators 3 3 3 3 3 3 3 3 3 3

Plumbers 3 3 3 3 3 3 3 3 3 3







New Brunswick Employment Change in Trades and Occupations

Trades

2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # -5 11 126 42 -19 -72

% -0.2% 0.5% 5.6% 1.8% -0.8% -3.0%


# 33 -9 139 49 -24 -29

% 1.5% -0.4% 6.2% 2.1% -1.0% -1.2%

Insulators # 5 6 9 12 9 40

% 1.7% 2.0% 3.0% 3.9% 2.8% 12.1%

Plumbers # 8 -4 26 18 6 -6

% 0.9% -0.4% 2.8% 1.9% 0.6% -0.6%


# 2 5 15 10 -2 -9

% 0.9% 2.2% 6.4% 4.0% -0.8% -3.5%


# -8 - 2 4 4 -2

% -1.8% 0.0% 0.5% 0.9% 0.9% -0.5%

Sheet metal workers # 4 - 9 8 4 8

% 1.3% 0.0% 2.9% 2.5% 1.2% 2.4%


# 44 -4 54 11 -14 -4

% 8.6% -0.7% 9.8% 1.8% -2.3% -0.7%

Trades helpers and labourers

# -154 15 293 70 -24 -357

% -4.7% 0.5% 9.3% 2.0% -0.7% -10.2%


# -323 20 1,352 486 -119 -981

% -1.3% 0.1% 5.5% 1.9% -0.5% -3.8%


New Brunswick Labour Force and Replacement Demand

New Brunswick Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)

Contractors and supervisors 46 75 79 895 2.9% 3.1%


42 71 57 737 2.8% 2.1%

Gasfitters 40 1 1 11 2.4% 2.6%

Insulators 35 5 6 59 1.5% 1.4%

Plumbers 39 20 20 229 1.9% 1.8%


42 7 7 82 2.7% 2.5%


44 9 12 123 1.7% 2.4%



42 14 14 180 2.4% 2.0%



43 760 716 8,475 2.6% 2.5%

New Brunswick Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Insulators 3 3 4 4 4 4 4 3 3 3

Plumbers 3 3 3 3 4 4 3 3 3 3







Nova Scotia Employment Change in Trades and Occupations

Trades 2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # -130 19 7 -21 1 113

% -4.9% 0.8% 0.3% -0.8% 0.0% 4.5%


# -125 29 35 12 35 140

% -4.9% 1.2% 1.4% 0.5% 1.4% 5.5%

Gasfitters # -3 - 1 - - 2

% -7.7% 0.0% 2.8% 0.0% 0.0% 5.4%

Insulators # -9 7 6 3 4 22

% -2.9% 2.4% 2.0% 1.0% 1.3% 6.9%

Plumbers # -59 12 11 1 9 50

% -5.5% 1.2% 1.1% 0.1% 0.9% 4.8%


# -4 5 - 3 6 16

% -1.4% 1.8% 0.0% 1.1% 2.1% 5.5%


# -22 -1 -1 -3 -3 11

% -4.0% -0.2% -0.2% -0.6% -0.6% 2.1%

Sheet metal workers # -19 4 5 1 3 20

% -5.5% 1.2% 1.5% 0.3% 0.9% 5.9%


# -39 21 14 3 11 30

% -7.8% 4.5% 2.9% 0.6% 2.2% 5.8%

Trades helpers and labourers # -465 11 9 -66 -59 12

% -11.6% 0.3% 0.3% -1.9% -1.7% 0.3%


# -1,941 162 118 -262 -57 1,056

% -6.7% 0.6% 0.4% -1.0% -0.2% 3.9%


Nova Scotia Labour Force and Replacement Demand

Nova Scotia Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)



41 62 70 749 2.0% 2.3%

Gasfitters 40 1 1 11 2.2% 2.3%

Insulators 42 7 10 98 1.9% 2.5%

Plumbers 40 21 26 259 1.6% 2.0%


37 6 7 72 1.8% 2.0%


40 12 13 126 1.8% 2.1%



42 12 15 155 2.1% 2.5%



43 841 820 9,211 2.5% 2.6%

Nova Scotia Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Insulators 3 3 3 3 4 4 4 3 3 3

Plumbers 3 3 3 3 3 3 3 3 3 3







Newfoundland and Labrador Employment Change in Trades and Occupations

Trades

2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # -23 37 -65 -126 -6 54

% -2.3% 3.7% -6.3% -13.0% -0.7% 6.4%


# -279 86 -66 -234 8 277

% -13.7% 4.9% -3.6% -13.1% 0.5% 17.8%

Insulators # -30 4 - -8 1 5

% -17.3% 2.8% 0.0% -5.4% 0.7% 3.6%

Plumbers # 7 13 -27 -93 -4 20

% 1.4% 2.5% -5.1% -18.7% -1.0% 5.0%


# 49 -11 -20 -33 -7 17

% 23.4% -4.3% -8.1% -14.5% -3.6% 9.1%


# - -5 -1 -7 -6 16

% 0.0% -1.7% -0.3% -2.4% -2.2% 5.9%

Sheet metal workers # -52 7 -7 -39 - 12

% -13.3% 2.1% -2.0% -11.5% 0.0% 4.0%


# -64 56 -5 -141 4 55

% -10.3% 10.0% -0.8% -23.2% 0.9% 11.7%

Trades helpers and labourers # 125 134 -217 -463 -33 318

% 5.5% 5.6% -8.6% -20.1% -1.8% 17.6%


# -216 803 -1,176 -3,077 -149 1,838

% -1.1% 4.2% -5.9% -16.5% -1.0% 12.0%


Newfoundland and Labrador Labour Force and Replacement Demand

Newfoundland and Labrador Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)



38 39 35 373 1.6% 1.8%

Insulators 47 5 6 64 2.3% 3.5%

Plumbers 43 12 15 147 2.0% 2.8%


41 4 7 68 1.5% 2.7%


41 4 7 67 1.1% 2.1%



41 18 16 180 2.4% 2.5%



43 573 619 6,596 2.4% 2.9%

Newfoundland and Labrador Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Insulators 4 3 2 3 3 3 4 4 4 3

Plumbers 3 2 2 3 3 4 4 4 3 2







Prince Edward Island Employment Change in Trades and Occupations

Trades 2014 2015 2016 2017 2018 2019 to 2024

Contractors and supervisors # -13 -12 4 8 14 15

% -3.8% -3.7% 1.3% 2.5% 4.3% 4.4%


# 13 13 27 28 24 20

% 2.2% 2.1% 4.3% 4.3% 3.5% 2.8%

Plumbers # 12 4 9 6 9 23

% 4.3% 1.4% 3.1% 2.0% 2.9% 7.3%


# 1 1 1 1 1 3

% 2.9% 2.8% 2.7% 2.6% 2.6% 7.5%


# 3 1 3 4 2 1

% 2.7% 0.9% 2.6% 3.4% 1.7% 0.8%

Trades helpers and labourers # -14 14 29 36 9 -31

% -3.0% 3.1% 6.2% 7.2% 1.7% -5.7%


# -79 -42 158 202 185 76

% -1.5% -0.8% 3.1% 3.9% 3.4% 1.4%

Prince Edward Island Labour Force and Replacement Demand

Prince Edward Island Average Age



Trades 2014 2014 2024 Total 2014 to 2024

2014 (%)

2024 (%)



41 12 18 177 1.7% 2.1%

Plumbers 41 8 9 98 2.4% 2.3%


Residential and commercial installers and servicers 44 1 4 30 0.8% 2.8%



42 141 158 1,688 2.3% 2.4%

Prince Edward Island Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024



Plumbers 3 3 4 4 4 4 3 3 3 3




Appendix C – Wanted Analytics: Detailed Findings


Exhibit #22, Refrigeration and air conditioning mechanics

Available Jobs by Province, Jan to May 2015



Frequently Demanded Certificates


4

9

31

33

37

39

40

94

141

159

0 20 40 60 80 100 120 140 160 180

Yukon


Saskatchewan

New Brunswick

Nova Scotia

Manitoba

British Columbia

Alberta

Quebec

Ontario

16

22

43

50

97

0 20 40 60 80 100 120

HVAC Certification

First Aid certification

Workplace Hazardous Materials…

Red Seal Certificate

Driver's License

Total: 594



Frequently Demanded Hard Skills


Exhibit #25, Refrigeration and air conditioning mechanics, Number of Available Jobs by Industries

Top Industries

Construction 117 Manufacturing 46 Other Services (except Public Administration) 25 Wholesale Trade 23 Retail Trade 16 Public Administration 14 Transportation and Warehousing 13 Health Care and Social Assistance 11 Administrative and Support and Waste Management and Remediation Services 9 Professional, Scientific, and Technical Services 7 Other* 313 Total 594


*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries

6

6

6

8

8

9

12

15

24

35

0 5 10 15 20 25 30 35 40

Maintenance repairs

Structured cabling

Energy management

Power system modeling

Computerized maintenance management system

Building automation

Technical support

Preventive maintenance

Digital Control Systems

Preventative maintenance inspections



Top 10 Employers by Number of Available Jobs

Top Employers

Hydro Québec 12

Honeywell 11

Sun Country Health Region 7

CARMICHAEL LTÉE 6

Ainsworth 6

Alberta Health Services 6

Cameco Corporation 6

TRAN CLIMATISATION 5

Kings Refrigeration and A/C Ltd 5

All Yukon Refrigeration 4

Others (384) 526

Total (394) 594


A total of 1,219 available jobs were found for sheet metal workers across Canada a four month duration

from January to May, 2015. Quebec came up as the top location with 468 postings followed by Alberta

(241) and Ontario (226). Jobs are mainly posted by employers in construction sector followed by retail

trades and manufacturing. Red-Seal certificate and Workplace Hazardous Materials Information System

(WHMIS) certificate are among the most frequently demanded certificates in the job postings. List of top

ten employers by the number of available jobs are provided in exhibit #29.

Exhibit #26, Sheet Metal Workers



10

14

22

24

29

56

86

226

241

468

0 100 200 300 400 500



New Brunswick

Nova Scotia

Manitoba

Saskatchewan

British Columbia

Ontario

Alberta

QuebecTotal: 1,219


Exhibit #27, Sheet Metal Workers, Frequently Demanded Certificates


Exhibit #28, Sheet Metal Workers, Number of Available Jobs by Industries

Top Industries Construction 217

Retail Trade 132 Manufacturing 110 Wholesale Trade 30 Professional, Scientific, and Technical Services 25 Finance and Insurance 18 Information 10 Accommodation and Food Services 9 Health Care and Social Assistance 8 Other Services (except Public Administration) 8 Other 652 Total 1,219



Exhibit #29, Sheet Metal Workers, Top 10 Employers by Number of Available Jobs

Top Employers

Home Depot 134

FLYNN CANADA LIMITED 28

Deloitte 13

Flynn Group of Companies 11

BMO Financial Group 9

Regis Corporation 9

EXCEL VENTILATION 8

Launch! 8

American Eagle Outfitters, Inc. 7

Target Corporation 5

Other 987

Total 1,219 Source: Wanted Analytics

22

22

32

142

0 20 40 60 80 100 120 140 160



Workplace Hazardous MaterialsInformation System

Driver's License


A total of 1,755 available jobs were found for plumbers across Canada a four month duration from

January to May. Alberta came up as the top location with 544 job postings followed by Ontario (431).

524 jobs were posted by employers in the construction sector with the remaining spread across a wide

range of other industries. Journeyperson certificate is one of the most frequently demanded certificates

by employers; other certificates include Red-Seal certificate, Workplace Hazardous Materials

Information System (WHMIS) certificate, and construction safety training system certificate. List of top

ten employers by the number of available jobs are provided in exhibit #33.

Exhibit #30, Plumbers



Exhibit #31, Plumbers



8

18

20

25

54

154

232

253

431

544

0 100 200 300 400 500 600

Northwest Territories

New Brunswick


Nova Scotia

Manitoba

Saskatchewan

Quebec

British Columbia

Ontario

Alberta

20

63

65

228

297

0 50 100 150 200 250 300 350

Construction Safety Training System



Journeyman Plumber

Driver's License

Total: 1,755


Exhibit #32, Plumbers, Number of Available Jobs by Industries


Educational Services 43 Health Care and Social Assistance 28 Retail Trade 25 Professional, Scientific, and Technical Services 23 Public Administration 20 Administrative and Support and Waste Management and Remediation Services 19 Manufacturing 16 Real Estate and Rental and Leasing 13 Wholesale Trade 10 Others 1034 Total 1,755



Exhibit # 33, Plumbers, Top 10 Employers by Number of Available Jobs

Top Employers

Mr. Rooter 21

DFS Consulting, Inc. 20

Lowe's 18 AGENCE DE LA SANTÉ ET DES SERVICES SOCIAUX DE MONTRÉAL 12

Clean Harbors, Inc. 9

Ainsworth 9

Infinity Mechanical Ltd 8

Christman Plumbing & Heating Ltd. 8

JSL Mechanical Installations Ltd. 7

BLACK & MCDONALD LIMITED 7

Other 1,636



A total of 313 available jobs were found for gas fitters across Canada a four month duration from

January to May. Over half of the jobs were located in Ontario (172). 50 jobs were posted by employers

in the construction sector with the remaining spread across a wide range of other industries. Driver’s

licences and Workplace Hazardous Materials Information System (WHMIS) certificates are frequently

demanded by employers seeking to recruit gas fitters. List of top ten employers by the number of

available jobs are provided in exhibit #37.

Exhibit # 34, Gas fitters



Exhibit # 35, Gas fitters



1

1

6

6

9

14

21

30

50

172

0 50 100 150 200



Nova Scotia

New Brunswick

Manitoba

Saskatchewan

Quebec

British Columbia

Alberta

Ontario

7

8

13

20

102

0 20 40 60 80 100 120

Technical Standards & Safety Authority


HVAC Certification


Driver's License

Total: 313


Exhibit # 36, Gas fitters, Number of Available Jobs by Industries


Retail Trade 19 Wholesale Trade 11 Manufacturing 10 Other Services (except Public Administration) 6 Administrative and Support and Waste Management and Remediation Services 6 Utilities 3 Transportation and Warehousing 3 Mining, Quarrying, and Oil and Gas Extraction 2 Educational Services 2 Other 201 Total 313



Exhibit # 37, Gas fitters, Top 10 Employers by Number of Available Jobs from Jan to May

Top Employers

Wolf Steel 6

Enbridge Inc. 5

Quick Fix Appliances Inc. 4

Friendly Fires 4

Infiniti Air conditioning and Heating 4

CARMICHAEL LTÉE 4

Superior Propane 4

Kenmac Energy 4

Arrow Heating & Air Conditioning Inc. 3

Gas Drive Global LP 3

Other 272

Total 313 Source: Wanted Analytics


A total of 1,019 available jobs were found for steam – pipe fitters across Canada a four month duration

from January to May. Over half of the jobs were located in Alberta (521). 245 jobs were posted by

employers in construction sector with the remaining spread across a wide range of other industries.

Construction safety training system certificate and H2S alive, along with more general certificate such as

driver’s licence, and first aid certification are among most frequently demanded certificates by

employers. List of top ten employers by the number of available jobs are provided in exhibit #41.

Exhibit #38, Steamfitters, Pipefitters and Sprinklers System Installers



Exhibit # 39, Steamfitters, Pipefitters and Sprinklers System Installers



1

2

8

8

10

16

94

142

201

521

0 100 200 300 400 500 600


Quebec

Nova Scotia

New Brunswick


Manitoba

Saskatchewan

British Columbia

Ontario

Alberta

78

139

163

170

170

0 20 40 60 80 100 120 140 160 180


H2S Alive



Driver's License

Total: 1,019


Exhibit #40, Steamfitters, Pipefitters and Sprinklers System Installers,

Number of Available Jobs by Industries


Manufacturing 44 Mining, Quarrying, and Oil and Gas Extraction 31 Other Services (except Public Administration) 31 Utilities 11 Professional, Scientific, and Technical Services 9 Transportation and Warehousing 9 Retail Trade 8 Wholesale Trade 7 Administrative and Support and Waste Management and Remediation Services 6 Other 618 Total 1,019



Exhibit # 41, Steamfitters, Pipefitters and Sprinklers System Installers,

Top 10 Employers by Number of Available Jobs

Top Employers

TECHMATION ELECTRIC & CONTROLS 27

Tarpon Energy Services LTD. 27

POWELL CANADA INC 24

FLINT ENERGY 18

Independent Electric 17

Strike Energy Services Inc. 14

URS Corporation 13

Studon Electric & Controls 12

Techmation Electric 12

Status Electrical Corporation 10

Others (549) 845

Total (559) 1,019 Source: Wanted Analytics


A total of 5,540 jobs were available for Electricians across Canada over a four month duration from

January to May; Ontario came up as the top location with 1,688 job postings followed by Alberta

(1,568), Quebec (823), and British Columbia (628). Electricians are demanded by employers across a

wide range of industries with the top two being employers in construction and manufacturing with 723

and 361 posted jobs respectively. Most frequently demanded certificates include, telecommunications,

construction safety training system, Workplace Hazardous Materials Information System, H2S alive, and

Red-Seal certificates as well as driver’s licence, and first aid certification. Employers most often demand

hard skills such as instrumentation, and maintaining electrical systems among others. List of top ten

employers by the number of available jobs are provided in exhibit #46.

Exhibit #42, Electricians, including industrial and power systems*



*NOCS (724) Electrical trades and electrical power line and telecommunications workers

18

68

68

107

126

306

628

823

1,568

1,688

0 200 400 600 800 1000 1200 1400 1600 1800

Yukon


New Brunswick

Manitoba

Nova Scotia

Saskatchewan

British Columbia

Quebec

Alberta

OntarioTotal: 5,540


Exhibit #43, Electricians, including industrial and power systems



Exhibit #44, Electricians, including industrial and power systems Frequently Demanded Hard Skills


221

229

302

347

453

506

789

0 100 200 300 400 500 600 700 800 900


H2S Alive

Workplace Hazardous Materials…


Telecommunications


Driver's License

81

219

230

246

502

554

555

0 100 200 300 400 500 600

Electrical distribution

Industrial control systems

Power system modeling

Preventative maintenance inspections

Instrumentation

Preventive maintenance

Electrical systems


Exhibit #45, Electricians, including industrial and power systems, Number of Available Jobs by Industry


Manufacturing 361 Wholesale Trade 133 Professional, Scientific, and Technical Services 132 Utilities 129 Information 122 Other Services (except Public Administration) 93 Mining, Quarrying, and Oil and Gas Extraction 79 Administrative and Support and Waste Management and Remediation Services 77 Retail Trade 67 Other 3624 Total 5,540



Exhibit #46, Electricians, Top 10 Employers by Number of Available Jobs

Top Employers

INSTECH TÉLÉCOMMUNICATION INC. 85

ATCO Electric 59

Hydro Québec 57

FLINT ENERGY 56

Bell Solutions Techniques 55

TELUS Corporation 53

SNC-LAVALIN INC. 53

URS O&G 49

Edward Jones 49

TECHMATION ELECTRIC & CONTROLS 43

Others (2,650) 4,981


A total of 1,641 jobs were available for Residential and Commercial Installers across Canada a four

month duration from January to May; Ontario came up as the top location with 1,641 job postings

followed by Alberta (896), and Quebec (743). Residential and Commercial Installers are demanded by

employers across a wide range of industries including construction (452), retail trade (356), and

manufacturing (222). Most frequently demanded certificates include Workplace Hazardous Materials

Information System, construction safety training system certificates as well as general certificates such

as driver’s licence and first aid certification. List of top ten employers by the number of available jobs are

provided in exhibit #50.


Exhibit # 47, Residential and Commercial Installers



Exhibit #48, Residential and Commercial Installers



6

46

55

77

138

209

327

743

896

1,641

0 200 400 600 800 1000 1200 1400 1600 1800



New Brunswick

Nova Scotia

Manitoba

Saskatchewan

British Columbia

Quebec

Alberta

Ontario

27

140

141

586

0 100 200 300 400 500 600 700




Driver's License

Total: 1,641


Exhibit #49, Residential and Commercial Installers, Number of Available Jobs by Industries


Retail Trade 356 Manufacturing 222 Wholesale Trade 127 Administrative and Support and Waste Management and Remediation Services 77 Professional, Scientific, and Technical Services 65 Other Services (except Public Administration) 36 Public Administration 31 Transportation and Warehousing 27 Information 20 Other 2,755 Construction 452



Exhibit # 50, Residential and Commercial Installers, Top 10 Employers by Number of Available Jobs

Top Employers

PEAK INSTALLATIONS 42

Creative Door Services Ltd. 33

Bath Fitter 20

Costco Wholesale Corporation 19

Johnson Controls, Inc 18

CLUB PISCINE 17

Go Auto Direct 17

RBC 16

CN Railway 16

Landmark Home Solutions 15

Other 3,955



A total of 11,207 jobs were available for trades helpers and labourers across Canada over a four month

duration from January to May; Ontario came up as the top location with 3,548 available jobs followed by

Alberta (2,555), and Quebec (2,527). Helpers and labourers are demanded by employers across a wide

range of industries including construction (1,151), manufacturing (538) and a range of other industries.

Certificates such as Workplace Hazardous Materials Information System, construction safety training

system certificates, as well as driver’s licence and first aid certification were most often required in the

job ads. List of top ten employers by the number of available jobs are provided in exhibit #54.

Exhibit #51, Helpers/Labourers Available Jobs by Province, Jan to May 2015


Exhibit #52, Helpers/Labourers Frequently Demanded Certificates


46

159

183

264

322

597

853

2,527

2,555

3,548

0 500 1,000 1,500 2,000 2,500 3,000 3,500 4,000



New Brunswick

Nova Scotia

Manitoba

Saskatchewan

British Columbia

Quebec

Alberta

Ontario

74

215

367

432

1,010

0 200 400 600 800 1000 1200

Class 5 Driver's License


Workplace Hazardous Materials InformationSystem


Driver's License

Total: 11,207


Exhibit #53, Helpers/Labourers, Number of Available Jobs by Industry

Top Industries Construction 1,151

Manufacturing 538 Retail Trade 300 Administrative and Support and Waste Management and Remediation Services 282 Wholesale Trade 250 Transportation and Warehousing 211 Public Administration 188 Other Services (except Public Administration) 154 Professional, Scientific, and Technical Services 149 Accommodation and Food Services 115 Other 7869 Total 11,207



Exhibit #54, Helpers/Labourers, Top 10 Employers by Number of Available Jobs

Top Employers

Loblaw Companies Ltd 47

We Check 44

Leon's Furniture Ltd 44

Universal Gateway, Inc 39

UPS 30

Penske Truck Leasing 29

URS O&G 28

Vector Marketing 28

AIR Canada 25

Clean Harbors, Inc. 25

Others 10,868


a labour market investigation of the hvacr...

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