Demographic Workforce Analysis of theFederal Real Property Community

Real Property Institute of CanadaNovember 16, 2011National Workshop

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Demographic Workforce Analysis (Real

Property)

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Beyond Bricks and Mortar

Historically the federal real property community has had boththe competency and the capacity to deliver our mandates

Today we face growing challenges to maintain our capacity todeliver these real property mandates as many of ourboomers head for retirement

As we continue our gradual process of leveraging privatesector expertise to assist us in delivering our mandates,we have introduced new competency requirements intothe real property community

What can we do to ensure that the real property communityhas enough capacity and the right competencies as wecontinue to deliver our mandates?

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Demographic Workforce Analysis

Led by TBS’ Communities Management Office onbehalf of Federal Real Property (RP) community

• Phase 1– Which positions make up the federal RP community?

• Phase 2– What can we learn about the people who fill these

positions?• Close-out

– Final results and approach will be shared withdepartments and agencies

– (Schedule I and IV, FAA)

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TimelinesM

OU

Sta

ts C

an

’10 Dec March June Sept ’11 Dec March

Met

hodo

logy

Phase 1- Pilot DepartmentConsultation and Feedback

Endorsement of process bygoverning bodies

RPIC Sneak Peek

Fina

l Rep

ort

On-going dialogue withReal property community

Phase 2 - Statistics Canada’svalue added analysis

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Phase 1 – Building the Frame

“Which positions make up the federal RPcommunity?”– Use of Position Classification Information

System (PCIS) based on March 2010 data

Methodology Used• Mapped the thought process involved to

determine if any one of the positions in PCIS isassociated with the RP community?– “Certainty of” and “total number of” flags– Pilot Departments

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Phase 1 - What we found in PCIS(’10)

Not all encumberedActive RP positions16,000*

use for historicaltracking only

Deleted RP positions5,000

(*99% from 12 occupational groups)

Not RP positions

Characteristics

removed from study 3,000

Action# positions

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Phase 1 - Occupational Groups

142DDDrafting and Illustration GroupDD309GTGeneral Technical GroupGT335ECEconomics and Social Science Services GroupEC340ARArchitecture and Town Planning GroupAR506CRClerical and Regulatory GroupCR664FRFirefighters GroupFR667HP

Heating, Power and Stationary Plant OperationGroupHP

971PCPhysical Sciences GroupPC1572ENEngineering and Land Survey GroupEN2250EGEngineering and Scientific Support GroupEG3039ASAdministrative Services GroupAS4916GLGeneral LabourGL

CountAcronymFull DescriptionAcronym

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Phase 1 - Now what?

Do we want a study of all ASpositions?– Would it help if you had data on the people

that fill the 3000 AS positions within the RPcommunity?

• How would you leverage this information?

Could we study a sub-set of anOccupational Group?– What role or function do those in AS positions

carry out?• How would you leverage this information?

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Phase 1 – Sub-sets of AS positions

Easier to leverage demographic informationfor those AS positions that perform asimilar function (Community of Practice)– These groupings are not to be found in any

known database… (not even NOC Codes)• Property and Facility Management• Project Management• RP-Support• Etc.

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Phase 1 - What work does an AS do in RP?

3039Grand Total (***positions not people***)

43Other (Geomatics, Environment, etc.)

173Project Management

274Portfolio, Program and Policy Management

304Real Estate Services (for example, Appraisal)

419Accommodation Management

719RP-Support

1122Property and Facility Management

TotalAreas of Work (“Functions”)

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Phase 1 – Requirement for “Definitions”

For each Real Property Function– Predominant occupational groups

• EG, AR, AS, ENG, GL, etc.

– Typical traits of work done and other factors

– Most common position titles

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Phase 1 - Other Occupational Groups?

There are 11 other occupational groups thatmake up the 16,000 positions within thefederal RP community– In sorting through the AS positions we found

similar titles in other occupational groups

– Now if we could sort all 16,000 positions by“function”, there would be advantages…

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Phase 1 - Functional Grouping Totals

15940Grand Total (*** Positions not people ***)

440Accommodation Management Services

479Real Estate Services

483Geomatics

542Portfolio, Program and Policy Management

664Fire Protection Services

667Heating Plant

1153RP-Support

1218Environment

1609Project Management Services

1702Architecture and Engineering Services

1927Property and Facility Management Services

5056General Labour and Trades (GL & GT)

TotalFunctional Grouping

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Phase 1 – Occupational Group Challenge

A typical demographic analysis– Finance (FI), Human Resource (PE), Procurement

(PG)Need a method to unify 12 Occupational Groups for this

study– Average age of those in entry level or EX (-1) positions– Years of experience by level– Etc.

GLEIM00GLPCF00GLELE06HP 01

GT 06ENENG01GLMOC04GLELE05GT 01

PG 04GT 05PL 03GLWOW00GLMOC03GLELE04DD 02

PC 02FR 05ENSUR02GLSMW00GLMDO05GLELE03CR 04

HP 08FR 04ENENG03GLPIP00GLMDO04GLELE02CR 03

HP 07FR 03EG 06GLPCF00GLMAN03GLELE01CR 02

RP-4RP-1

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Phase 1 – Summary

…our original question, “Which positions make upthe federal RP community?”– Thanks to the pilot departments, our

methodology, expert help from StatisticsCanada, and the sorting of positions throughthe use of Real Property functions we believethat the Demographic Workforce Analysis iswell positioned heading into Phase 2.

Questions before we discuss Phase 2 of thisproject?

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Appendix A - Property and Facility ManagementServices

– Make-up• 93% from AS and EG occupational group

– Typical Traits• Includes Asset Management• Job Titles predominant driver for inclusion

– Position titles• Head, Mechanical & Vertical Transportation Services• Facilities Information Technician• Asset and Facility Management - Program Officer

– Property/Facility Managers and their staff carry out thedaily functions required to keep a building in operation.Collection of requested tenant service work andmanaging the resulting work falls into this function aswell.

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Appendix A - Project Management Services

– Make-up• 95% from EN, EG, AR, AS occupational groups

– Typical Traits• Likely to have “project” in position title

– Position titles• Senior Project Leader• Senior Project Manager• Project Support Technician

– Dedicated positions to work on projects of one type oranother. Can be planning portion of a project ordelivery of a project – or both! Can be a dedicatedprofessional who works on projects, but does not leadprojects.

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Appendix A - Portfolio, Program and PolicyManagement

– Make-up• 90% of function from AS, EC, EX

– Typical Traits• 75% in PWGSC-RPB• There are likely more positions in this function than have been

identified (more consultation required)– Position titles

• Policy Analyst,• Investment Analyst,• Portfolio Manager,• Asset Manager

– Typically associated with HQ function or oversightfunction of managing a portfolio of assets. Write orinterpret policy to guide direction of a portfolio.Allocate resources to ensure stewardship of portfolio

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Appendix A - Architecture and Engineering Services

– Make-up• 91% from AR, DD, EG and EN occupational group

– Typical Traits• 66% in PWGSC and DND• Support of existing assets• Service providing in nature

– Participate in projects to build/modify assets– Maintain systems within assets

– Position titles• Operations Engineer,• Draftsperson,• Engineering Technologist

– Can be experts in a specific professional field and arenot leading projects. May be required to approve thework done by private sector.