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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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 2
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 3
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 4
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 5
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 6
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 7
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 8
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:
Labour market cycles and competition from other industries
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 9
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 10
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 11
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 12
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 13
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 14
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:
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 15
Table 2.2: Trades working in the HVACR Industry
Refrigeration and air conditioning mechanic
Sheet metal worker
Gas technician level 1
Gas technician level 2
Gas technician level 3
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 16
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 17
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.
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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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 19
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 20
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
Alberta British Columbia Ontario
-
100
200
300
400
500
600
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012
Sheet Metal Workers
Alberta British Columbia Ontario
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 21
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 22
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
52 credits at own pace Certificate
Refrigeration Mechanic Foundation
50 credits at own pace Certificate
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 23
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 24
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:
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 25
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 26
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 27
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 28
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
Newfoundland and Labrador
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 29
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:
Labour market cycles and competition from other industries
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:
Refrigeration and air conditioning mechanics
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:
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 30
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 31
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 32
Alberta Refrigeration and air conditioning mechanics 39 1.7 2.1
Sheet metal workers 38 1.5 1.6
Gasfitters 39 1.3 2.2
Plumbers 37 1.2 1.5
Steamfitters, pipefitters and sprinkler system installers 39 1.7 1.8
Electricians, including industrial and power systems 36 1.1 1.5
Residential and commercial installers and servicers 38 1.0 1.6
Trades helpers and labourers 35 1.1 1.5
Total Direct Construction (34 Trades & Occupations) 39 1.6 1.9
Ontario
Refrigeration and air conditioning mechanics 39 1.7 2.1
Sheet metal workers 41 1.6 1.9
Gasfitters 39 1.8 2.1
Plumbers 39 1.5 1.7
Steamfitters, pipefitters and sprinkler system installers 40 1.8 1.9
Electricians, including industrial and power systems 39 1.6 1.7
Residential and commercial installers and servicers 39 1.2 1.6
Trades helpers and labourers 37 1.4 1.7
Total Direct Construction (34 Trades & Occupations) 40 1.9 2.1
Newfoundland and Labrador
Refrigeration and air conditioning mechanics 41 1.2 2.9
Sheet metal workers 44 2.3 2.9
Plumbers 43 1.9 3.0
Steamfitters, pipefitters and sprinkler system installers 41 2.6 2.5
Electricians, including industrial and power systems 38 1.8 1.7
Residential and commercial installers and servicers 41 1.1 2.0
Trades helpers and labourers 41 2.3 2.8
Total Direct Construction (34 Trades & Occupations) 43 2.4 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,
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 33
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
Electricians, including industrial and power systems 3 2 2 3 3 4 4 3 3 3
Gasfitters 3 2 2 3 3 4 4 4 3 4
Plumbers 3 2 2 3 3 4 4 4 3 4
Refrigeration and air conditioning mechanics 3 3 3 3 3 4 4 4 4 4
Sheet metal workers 3 2 2 3 4 4 4 4 3 3
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
Electricians, including industrial and power systems 4 3 4 4 4 3 2 2 3 3
Insulators 4 4 4 4 4 3 2 3 3 3
Plumbers 4 4 4 4 4 3 2 2 3 3
Refrigeration and air conditioning mechanics 4 4 4 3 4 3 3 3 3 3
Residential and commercial installers and servicers 4 3 3 3 3 3 3 3 3 3
Sheet metal workers 4 4 4 4 4 3 2 2 3 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 34
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
Electricians, including industrial and power systems 4 5 3 3 3 3 3 3 3 3
Plumbers 4 4 3 3 3 3 3 3 3 3
Refrigeration and air conditioning mechanics 4 4 3 3 3 3 3 3 3 3
Sheet metal workers 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
Electricians, including industrial and power systems 3 3 3 3 3 3 3 3 3 3
Gasfitters 3 3 3 3 3 3 3 3 3 3
Plumbers 3 3 3 3 3 3 3 3 3 3
Refrigeration and air conditioning mechanics 3 3 3 3 3 3 3 3 3 3
Sheet metal workers 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
Refrigeration and air conditioning mechanics 3 3 3 3 3 3 3 3 3 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 35
Sheet metal workers 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
Refrigeration and air conditioning mechanics 3 4 4 3 3 4 3 3 3 3
Sheet metal workers 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
Electricians, including industrial and power systems 3 3 3 3 4 4 3 3 3 3
Plumbers 3 3 3 3 3 3 3 3 3 3
Refrigeration and air conditioning mechanics 3 3 3 3 4 4 3 3 3 3
Sheet metal workers 3 3 3 3 4 4 3 3 3 3
Exhibit # 3.11 -- Newfoundland and Labrador Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Electricians, including industrial and power systems 4 2 2 3 3 4 3 4 3 4
Plumbers 3 2 2 3 3 4 4 4 3 2
Refrigeration and air conditioning mechanics 3 2 2 2 3 4 4 4 3 2
Sheet metal workers 3 3 2 3 3 3 3 4 3 3
Exhibit # 3.12 -- Prince Edward Island Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Electricians, including industrial and power systems 3 3 4 4 4 4 3 3 3 3
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 36
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/
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 37
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 38
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
Candidate/Job Opening
Median Salary
Refrigeration and Air Conditioning Mechanics 50 33 33 38 $42,550 Sheet Metal Workers 53 33 31 40 $35,550 Plumbers 80 34 21 65 $46,200 Gas Fitters 10 34 24 53 $42,900 Electricians 90 32 15 98 $50,250 Mechanical Engineering Technicians and Technologists
25 36 45 41 $42,400
Technical Occupations (22) 1655 40 52 26 $49,500 Maintenance Equipment Operators (73) 984 32 45 41 $42,550 Industrial Electrical and Construction (72) 1710 32 43 42 $43,900
Alberta # of Openings Average Posting Duration
Local Hiring Scale
Candidate/Job Opening
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 39
Industrial Electrical and Construction (72) 3469 35 55 27 $54,550
Manitoba # of Openings
Average Posting Duration
Local Hiring Scale
Candidates/Job Openings
Median Salary
Refrigeration and Air Conditioning Mechanics 18 31 30 35 $41,950 Sheet Metal Workers 12 38 22 43 $33,800 Plumbers 10 33 15 122 $42,700 Gas Fitters 1 33 34 83 $41,000 Electricians 9 34 31 164 $45,700 Mechanical Engineering Technicians and Technologists
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
Candidates/Job Openings
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
Technical Occupations (22) 369 31 54 20 $46,100 Maintenance and Equipment Operators (73) 463 41 53 25 $49,100 Industrial, Electrical and Construction (72) 611 42 51 33 $47,000
Ontario # of Openings
Average Posting Duration
Local Hiring Scale
Candidates/Job Openings
Median Salary
Refrigeration and Air Conditioning Mechanics 242 32 32 31 $45,950 Sheet Metal Workers 92 33 29 53 $36,850 Plumbers 147 31 18 77 $48,100 Gas Fitters 26 31 48 71 $44,750 Electricians 164 29 27 105 $47,300 Mechanical Engineering Technicians and Technologists
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 40
Industrial, Electrical and Construction (72) 4297 31 47 39 $44,550 Greater Toronto Area # of
Openings Average Posting Duration
Local Hiring Scale
Candidates/Job Openings
Median Salary
Refrigeration and Air Conditioning Mechanics 96 33 35 28 $47,750 Sheet Metal Workers 48 33 40 30 $37,550 Plumbers 65 30 14 68 $49,700 Gas Fitters 7 30 42 81 $46,450 Electricians 76 31 21 91 $49,350 Mechanical Engineering Technicians and Technologists
25 31 49 35 $47,500
Technical Occupations (22) 2444 32 49 20 $51,950 Maintenance and Equipment Operators (73) 1339 34 48 24 $45,900 Industrial, Electrical and Construction (72) 1996 31 47 27 $46,650
Quebec # of Openings
Average Posting Duration
Local Hiring Scale
Candidate/Job Opening
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
Technical Occupations (22) 2668 30 46 31 $43,050 Maintenance Equipment Operators (73) 1769 28 40 47 $38,450 Industrial Electrical and Construction (72) 2004 25 38 58 $37,750
Source: Wanted Analytics
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 41
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 42
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 43
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)
Refrigeration and air conditioning mechanics
# 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% –
Steamfitters, pipefitters and sprinkler system installers
#
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 44
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
Refrigeration and air conditioning mechanics
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% –
Steamfitters, pipefitters and sprinkler system installers
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% –
Residential and commercial installers and servicers
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 45
Appendix B: Details from the BuildForce LMI System
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 46
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%
Electricians, including industrial and power systems
# -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%
Refrigeration and air conditioning mechanics
# -30 39 71 80 69 213
% -1.4% 1.9% 3.4% 3.7% 3.1% 9.1%
Residential and commercial installers and servicers
# 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%
Steamfitters, pipefitters and sprinkler system installers
# 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%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 47
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%
Electricians, including industrial and power systems
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%
Refrigeration and air conditioning mechanics
42 53 64 655 2.3% 2.4%
Residential and commercial installers and servicers
40 65 96 927 1.4% 1.8%
Sheet metal workers 39 32 42 409 1.6% 1.8%
Steamfitters, pipefitters and sprinkler system installers
39 34 39 408 2.1% 1.8%
Trades helpers and labourers 36 280 345 3,644 1.5% 1.8%
Total Direct Construction (34 Trades & Occupations)
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
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
Insulators 3 3 4 4 4 4 4 3 3 3
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
Residential and commercial installers and servicers 3 3 3 3 3 4 3 3 3 3
Sheet metal workers 3 3 4 3 3 4 3 3 4 3
Steamfitters, pipefitters and sprinkler system installers 3 5 5 4 3 3 3 3 4 3
Trades helpers and labourers 3 4 4 3 3 3 3 3 4 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 48
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%
Electricians, including industrial and power systems
# 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%
Refrigeration and air conditioning mechanics
# 142 41 -39 -20 54 379
% 7.0% 1.9% -1.8% -0.9% 2.5% 17.1%
Residential and commercial installers and servicers
# 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%
Steamfitters, pipefitters and sprinkler system installers
# -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%
Total Direct Construction (34 Trades & Occupations)
# 8,235 -3,932 -7,942 -3,662 1,480 24,422
% 4.7% -2.1% -4.4% -2.1% 0.9% 14.3%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 49
Alberta Labour Force and Replacement Demand
Alberta 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 42 402 454 4,762 2.3% 2.4%
Electricians, including industrial and power systems
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%
Residential and commercial installers and servicers
38 52 92 814 1.1% 1.6%
Sheet metal workers 38 43 50 507 1.6% 1.6%
Steamfitters, pipefitters and sprinkler system installers
39 71 90 881 1.7% 1.9%
Trades helpers and labourers 35 254 368 3,375 1.2% 1.5%
Total Direct Construction (34 Trades & Occupations)
39 3,149 4,001 39,377 1.7% 1.9%
Alberta Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 3 2 2 3 3 4 4 4 4 4
Electricians, including industrial and power systems 3 2 2 3 3 4 4 3 3 3
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
Refrigeration and air conditioning mechanics 3 3 3 3 3 4 4 4 4 4
Residential and commercial installers and servicers 3 3 2 3 3 4 4 4 3 4
Sheet metal workers 3 2 2 3 4 4 4 4 3 3
Steamfitters, pipefitters and sprinkler system installers 3 3 3 3 4 4 4 3 3 3
Trades helpers and labourers 3 2 2 3 3 4 4 4 3 4
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 50
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%
Electricians, including industrial and power systems
# 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%
Refrigeration and air conditioning mechanics
# 29 21 19 23 3 6
% 5.6% 3.8% 3.3% 3.9% 0.5% 1.0%
Residential and commercial installers and servicers
# 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%
Steamfitters, pipefitters and sprinkler system installers
# -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%
Total Direct Construction (34 Trades & Occupations)
# 755 1,229 1,336 609 1,930 -5,229
% 1.8% 2.9% 3.1% 1.4% 4.3% -11.1%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 51
Saskatchewan Labour Force and Replacement Demand
Saskatchewan 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 42 87 90 1,001 2.5% 2.5%
Electricians, including industrial and power systems
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%
Refrigeration and air conditioning mechanics 38 10 13 129 1.8% 1.9%
Residential and commercial installers and servicers
37 7 12 110 1.1% 1.7%
Sheet metal workers 38 14 16 170 1.8% 1.9%
Steamfitters, pipefitters and sprinkler system installers
34 6 12 102 0.9% 1.5%
Trades helpers and labourers 34 70 96 956 1.2% 1.6%
Total Direct Construction (34 Trades & Occupations)
38 789 895 9,483 1.8% 1.9%
Saskatchewan Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 4 4 4 4 4 4 3 3 3 3
Electricians, including industrial and power systems 4 3 4 4 4 3 2 2 3 3
Insulators 4 4 4 4 4 3 2 3 3 3
Plumbers 4 4 4 4 4 3 2 2 3 3
Refrigeration and air conditioning mechanics 4 4 4 3 4 3 3 3 3 3
Residential and commercial installers and servicers 4 3 3 3 3 3 3 3 3 3
Sheet metal workers 4 4 4 4 4 3 2 2 3 3
Steamfitters, pipefitters and sprinkler system installers 4 4 4 4 4 3 3 2 3 3
Trades helpers and labourers 4 4 3 4 4 3 2 2 3 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 52
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%
Electricians, including industrial and power systems
# 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%
Refrigeration and air conditioning mechanics
# 26 47 81 13 4 30
% 3.0% 5.3% 8.7% 1.3% 0.4% 2.9%
Residential and commercial installers and servicers
# -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%
Steamfitters, pipefitters and sprinkler system installers
# 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%
Total Direct Construction (34 Trades & Occupations)
# 603 2,641 2,655 566 -1,527 -1,391
% 1.7% 7.3% 6.8% 1.4% -3.6% -3.4%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 53
Manitoba Labour Force and Replacement Demand
Manitoba 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 91 92 1,058 3.0% 2.6%
Electricians, including industrial and power systems
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%
Refrigeration and air conditioning mechanics
37 14 23 215 1.5% 2.0%
Residential and commercial installers and servicers
37 10 15 147 1.1% 1.4%
Sheet metal workers 36 5 11 97 0.8% 1.6%
Steamfitters, pipefitters and sprinkler system installers
41 7 11 109 1.7% 2.2%
Trades helpers and labourers 34 70 95 944 1.2% 1.6%
Total Direct Construction (34 Trades & Occupations)
39 753 879 9,346 1.9% 2.0%
Manitoba Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 4 4 4 3 3 3 3 3 3 3
Electricians, including industrial and power systems 4 5 3 3 3 3 3 3 3 3
Insulators 3 4 3 3 3 3 3 3 3 3
Plumbers 4 4 3 3 3 3 3 3 3 3
Refrigeration and air conditioning mechanics 4 4 3 3 3 3 3 3 3 3
Residential and commercial installers and servicers 3 3 3 3 3 3 3 3 3 3
Sheet metal workers 4 4 3 3 3 3 3 3 3 3
Steamfitters, pipefitters and sprinkler system installers 4 4 3 3 3 3 3 3 3 3
Trades helpers and labourers 4 4 3 2 3 3 2 2 3 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 54
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%
Electricians, including industrial and power systems
# 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%
Refrigeration and air conditioning mechanics
# 335 313 118 150 -42 318
% 3.1% 2.8% 1.0% 1.3% -0.4% 2.8%
Residential and commercial installers and servicers
# 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%
Steamfitters, pipefitters and sprinkler system installers
# 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%
Total Direct Construction (34 Trades & Occupations)
# 5,930 19,386 5,949 1,504 -2,856 1,518
% 1.6% 5.2% 1.5% 0.4% -0.7% 0.4%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 55
Ontario Labour Force and Replacement Demand
Ontario 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 43 784 871 9,447 2.4% 2.5%
Electricians, including industrial and power systems
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%
Refrigeration and air conditioning mechanics
39 205 263 2,691 1.8% 2.1%
Residential and commercial installers and servicers
39 164 221 2,211 1.3% 1.6%
Sheet metal workers 41 94 117 1,210 1.7% 1.9%
Steamfitters, pipefitters and sprinkler system installers
40 70 80 852 1.9% 1.8%
Trades helpers and labourers 37 862 1,068 11,270 1.4% 1.6%
Total Direct Construction (34 Trades & Occupations)
40 7,586 8,820 94,103 1.9% 2.0%
Ontario Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 3 3 3 3 3 3 3 3 3 3
Electricians, including industrial and power systems 3 3 3 3 3 3 3 3 3 3
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
Refrigeration and air conditioning mechanics 3 3 3 3 3 3 3 3 3 3
Residential and commercial installers and servicers 3 3 3 3 3 3 3 3 3 3
Sheet metal workers 3 3 3 3 3 3 3 3 3 3
Steamfitters, pipefitters and sprinkler system installers 4 3 4 4 3 3 3 3 3 3
Trades helpers and labourers 4 3 3 3 3 3 3 3 3 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 56
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%
Electricians, including industrial and power systems
# 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%
Refrigeration and air conditioning mechanics
# 2 5 15 10 -2 -9
% 0.9% 2.2% 6.4% 4.0% -0.8% -3.5%
Residential and commercial installers and servicers
# -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%
Steamfitters, pipefitters and sprinkler system installers
# 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%
Total Direct Construction (34 Trades & Occupations)
# -323 20 1,352 486 -119 -981
% -1.3% 0.1% 5.5% 1.9% -0.5% -3.8%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 57
New Brunswick Labour Force and Replacement Demand
New Brunswick 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 46 75 79 895 2.9% 3.1%
Electricians, including industrial and power systems
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%
Refrigeration and air conditioning mechanics
42 7 7 82 2.7% 2.5%
Residential and commercial installers and servicers
44 9 12 123 1.7% 2.4%
Sheet metal workers 40 6 7 74 1.7% 1.9%
Steamfitters, pipefitters and sprinkler system installers
42 14 14 180 2.4% 2.0%
Trades helpers and labourers 40 92 82 997 2.3% 2.2%
Total Direct Construction (34 Trades & Occupations)
43 760 716 8,475 2.6% 2.5%
New Brunswick Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 3 4 4 3 3 4 4 3 3 3
Electricians, including industrial and power systems 3 4 4 3 4 4 3 3 3 3
Insulators 3 3 4 4 4 4 4 3 3 3
Plumbers 3 3 3 3 4 4 3 3 3 3
Refrigeration and air conditioning mechanics 3 4 4 3 3 4 3 3 3 3
Residential and commercial installers and servicers 3 3 3 3 3 3 3 3 3 3
Sheet metal workers 3 3 3 3 4 4 3 3 3 3
Steamfitters, pipefitters and sprinkler system installers 3 4 4 3 4 4 3 3 3 3
Trades helpers and labourers 3 4 4 3 3 3 3 3 3 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 58
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%
Electricians, including industrial and power systems
# -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%
Refrigeration and air conditioning mechanics
# -4 5 - 3 6 16
% -1.4% 1.8% 0.0% 1.1% 2.1% 5.5%
Residential and commercial installers and servicers
# -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%
Steamfitters, pipefitters and sprinkler system installers
# -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%
Total Direct Construction (34 Trades & Occupations)
# -1,941 162 118 -262 -57 1,056
% -6.7% 0.6% 0.4% -1.0% -0.2% 3.9%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 59
Nova Scotia Labour Force and Replacement Demand
Nova Scotia 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 83 82 917 2.8% 2.9%
Electricians, including industrial and power systems
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%
Refrigeration and air conditioning mechanics
37 6 7 72 1.8% 2.0%
Residential and commercial installers and servicers
40 12 13 126 1.8% 2.1%
Sheet metal workers 41 7 9 93 1.8% 2.2%
Steamfitters, pipefitters and sprinkler system installers
42 12 15 155 2.1% 2.5%
Trades helpers and labourers 39 102 87 1,013 2.1% 2.2%
Total Direct Construction (34 Trades & Occupations)
43 841 820 9,211 2.5% 2.6%
Nova Scotia Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 3 3 3 3 4 4 4 4 3 4
Electricians, including industrial and power systems 3 3 3 3 4 4 3 3 3 3
Insulators 3 3 3 3 4 4 4 3 3 3
Plumbers 3 3 3 3 3 3 3 3 3 3
Refrigeration and air conditioning mechanics 3 3 3 3 4 4 3 3 3 3
Residential and commercial installers and servicers 3 3 3 3 3 3 3 3 3 3
Sheet metal workers 3 3 3 3 4 4 3 3 3 3
Steamfitters, pipefitters and sprinkler system installers 3 3 3 3 4 4 4 3 3 3
Trades helpers and labourers 3 3 3 3 3 3 3 3 3 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 60
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%
Electricians, including industrial and power systems
# -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%
Refrigeration and air conditioning mechanics
# 49 -11 -20 -33 -7 17
% 23.4% -4.3% -8.1% -14.5% -3.6% 9.1%
Residential and commercial installers and servicers
# - -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%
Steamfitters, pipefitters and sprinkler system installers
# -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%
Total Direct Construction (34 Trades & Occupations)
# -216 803 -1,176 -3,077 -149 1,838
% -1.1% 4.2% -5.9% -16.5% -1.0% 12.0%
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 61
Newfoundland and Labrador Labour Force and Replacement Demand
Newfoundland and Labrador 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 48 43 39 462 3.6% 3.8%
Electricians, including industrial and power systems
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%
Refrigeration and air conditioning mechanics
41 4 7 68 1.5% 2.7%
Residential and commercial installers and servicers
41 4 7 67 1.1% 2.1%
Sheet metal workers 44 10 11 123 2.1% 2.8%
Steamfitters, pipefitters and sprinkler system installers
41 18 16 180 2.4% 2.5%
Trades helpers and labourers 41 68 74 786 2.4% 2.7%
Total Direct Construction (34 Trades & Occupations)
43 573 619 6,596 2.4% 2.9%
Newfoundland and Labrador Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 4 2 2 3 3 4 4 4 4 3
Electricians, including industrial and power systems 4 2 2 3 3 4 3 4 3 4
Insulators 4 3 2 3 3 3 4 4 4 3
Plumbers 3 2 2 3 3 4 4 4 3 2
Refrigeration and air conditioning mechanics 3 2 2 2 3 4 4 4 3 2
Residential and commercial installers and servicers 3 3 3 3 3 3 3 3 4 3
Sheet metal workers 3 3 2 3 3 3 3 4 3 3
Steamfitters, pipefitters and sprinkler system installers 4 3 2 3 3 4 4 4 3 3
Trades helpers and labourers 4 2 2 3 3 4 4 4 3 2
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 62
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%
Electricians, including industrial and power systems
# 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%
Refrigeration and air conditioning mechanics
# 1 1 1 1 1 3
% 2.9% 2.8% 2.7% 2.6% 2.6% 7.5%
Residential and commercial installers and servicers
# 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%
Total Direct Construction (34 Trades & Occupations)
# -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
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 46 11 12 128 3.0% 3.1%
Electricians, including industrial and power systems
41 12 18 177 1.7% 2.1%
Plumbers 41 8 9 98 2.4% 2.3%
Refrigeration and air conditioning mechanics 47 1 1 11 2.5% 2.0%
Residential and commercial installers and servicers 44 1 4 30 0.8% 2.8%
Trades helpers and labourers 42 18 15 186 3.1% 2.4%
Total Direct Construction (34 Trades & Occupations)
42 141 158 1,688 2.3% 2.4%
Prince Edward Island Trade Ranking
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024
Contractors and supervisors 3 3 4 4 4 4 3 3 3 3
Electricians, including industrial and power systems 3 3 4 4 4 4 3 3 3 3
Plumbers 3 3 4 4 4 4 3 3 3 3
Residential and commercial installers and servicers 3 3 4 3 3 3 3 3 3 3
Trades helpers and labourers 3 4 4 4 4 4 3 3 2 3
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 63
Appendix C – Wanted Analytics: Detailed Findings
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 64
Exhibit #22, Refrigeration and air conditioning mechanics
Available Jobs by Province, Jan to May 2015
Source: Wanted Analytics
Exhibit #23, Refrigeration and air conditioning mechanics
Frequently Demanded Certificates
Source: Wanted Analytics
4
9
31
33
37
39
40
94
141
159
0 20 40 60 80 100 120 140 160 180
Yukon
Newfoundland and Labrador
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 65
Exhibit #24, Refrigeration and air conditioning mechanics
Frequently Demanded Hard Skills
Source: Wanted Analytics
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
Source: Wanted Analytics
*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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 66
Exhibit #26, Refrigeration and air conditioning mechanics
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
Source: Wanted Analytics
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
Available Jobs by Province, Jan to May 2015
Source: Wanted Analytics
10
14
22
24
29
56
86
226
241
468
0 100 200 300 400 500
Prince Edward Island
Newfoundland and Labrador
New Brunswick
Nova Scotia
Manitoba
Saskatchewan
British Columbia
Ontario
Alberta
QuebecTotal: 1,219
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 67
Exhibit #27, Sheet Metal Workers, Frequently Demanded Certificates
Source: Wanted Analytics
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
Source: Wanted Analytics
*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries
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
First Aid certification
Red Seal Certificate
Workplace Hazardous MaterialsInformation System
Driver's License
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 68
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
Available Jobs by Province, Jan to May 2015
Source: Wanted Analytics
Exhibit #31, Plumbers
Frequently Demanded Certificates
Source: Wanted Analytics
8
18
20
25
54
154
232
253
431
544
0 100 200 300 400 500 600
Northwest Territories
New Brunswick
Newfoundland and Labrador
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
First Aid certification
Workplace Hazardous MaterialsInformation System
Journeyman Plumber
Driver's License
Total: 1,755
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 69
Exhibit #32, Plumbers, Number of Available Jobs by Industries
Top Industries Construction 524
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
Source: Wanted Analytics
*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries
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
Total 1,755 Source: Wanted Analytics
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 70
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
Available Jobs by Province, Jan to May 2015
Source: Wanted Analytics
Exhibit # 35, Gas fitters
Frequently Demanded Certificates
Source: Wanted Analytics
1
1
6
6
9
14
21
30
50
172
0 50 100 150 200
Northwest Territories
Prince Edward Island
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
First Aid certification
HVAC Certification
Workplace Hazardous MaterialsInformation System
Driver's License
Total: 313
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 71
Exhibit # 36, Gas fitters, Number of Available Jobs by Industries
Top Industries Construction 50
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
Source: Wanted Analytics
*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 72
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
Available Jobs by Province, Jan to May 2015
Source: Wanted Analytics
Exhibit # 39, Steamfitters, Pipefitters and Sprinklers System Installers
Frequently Demanded Certificates
Source: Wanted Analytics
1
2
8
8
10
16
94
142
201
521
0 100 200 300 400 500 600
Northwest Territories
Quebec
Nova Scotia
New Brunswick
Newfoundland and Labrador
Manitoba
Saskatchewan
British Columbia
Ontario
Alberta
78
139
163
170
170
0 20 40 60 80 100 120 140 160 180
Workplace Hazardous MaterialsInformation System
H2S Alive
First Aid certification
Construction Safety Training System
Driver's License
Total: 1,019
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 73
Exhibit #40, Steamfitters, Pipefitters and Sprinklers System Installers,
Number of Available Jobs by Industries
Top Industries Construction 245
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
Source: Wanted Analytics
*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 74
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*
Available Jobs by Province, Jan to May 2015
Source: Wanted Analytics
*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
Newfoundland and Labrador
New Brunswick
Manitoba
Nova Scotia
Saskatchewan
British Columbia
Quebec
Alberta
OntarioTotal: 5,540
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 75
Exhibit #43, Electricians, including industrial and power systems
Frequently Demanded Certificates
Source: Wanted Analytics
Exhibit #44, Electricians, including industrial and power systems Frequently Demanded Hard Skills
Source: Wanted Analytics
221
229
302
347
453
506
789
0 100 200 300 400 500 600 700 800 900
Red Seal Certificate
H2S Alive
Workplace Hazardous Materials…
Construction Safety Training System
Telecommunications
First Aid certification
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
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 76
Exhibit #45, Electricians, including industrial and power systems, Number of Available Jobs by Industry
Top Industries Construction 723
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
Source: Wanted Analytics
*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries
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
Total 11,207 Source: Wanted Analytics
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.
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 77
Exhibit # 47, Residential and Commercial Installers
Available Jobs by Province, Jan to May 2015
Source: Wanted Analytics
Exhibit #48, Residential and Commercial Installers
Frequently Demanded Certificates
Source: Wanted Analytics
6
46
55
77
138
209
327
743
896
1,641
0 200 400 600 800 1000 1200 1400 1600 1800
Prince Edward Island
Newfoundland and Labrador
New Brunswick
Nova Scotia
Manitoba
Saskatchewan
British Columbia
Quebec
Alberta
Ontario
27
140
141
586
0 100 200 300 400 500 600 700
Construction Safety Training System
First Aid certification
Workplace Hazardous MaterialsInformation System
Driver's License
Total: 1,641
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 78
Exhibit #49, Residential and Commercial Installers, Number of Available Jobs by Industries
Top Industries Construction 452
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
Source: Wanted Analytics
*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries
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
Total 4,168 Source: Wanted Analytics
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 79
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
Source: Wanted Analytics
Exhibit #52, Helpers/Labourers Frequently Demanded Certificates
Source: Wanted Analytics
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
Prince Edward Island
Newfoundland and Labrador
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
Construction Safety Training System
Workplace Hazardous Materials InformationSystem
First Aid certification
Driver's License
Total: 11,207
PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 80
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
Source: Wanted Analytics
*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries
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
Total 11,207 Source: Wanted Analytics
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