Funded in part by the Government of Canada

March 14, 2014

Carla Campbell-Ott, Executive Director, Petroleum HR Council (a division of Enform)

Engaging Employers:

Improving Integration Outcomes by Partnering with Canadian Business

Table of Contents (Agenda)

• Introduction

– Overview of the Petroleum HR Council and its Products and Services

• Canada’s Oil and Gas Industry Labour Market Outlook to 2022: Key Findings and Analysis

– Long Term Hiring Outlook

– Employment Outlook

– Projected Labour and Skill Shortages

– Labour Supply Pools

• Recommended Workforce Solutions

– Workforce Planning and Industry Challenges

– Current Hiring Barriers

– Recommended Strategies

– Industry Examples

Petroleum HR Council — a division of Enform Canada

Effective April 1, 2013, the Petroleum HR Council became part of Enform:

• Shared core relationships with industry associations, leaders and enterprises, as well as with government organizations.

• Long-standing close relationship with Enform that supports and promotes the highest safety standards in Canada’s upstream oil and gas industry through innovative training, certifications, services and resources.

• The main programs and services of the Council will continue, primarily focusing on two key areas of priority: Labour Market Information and Occupational Information.

The Value to Oil and Gas Stakeholders

Specifically, LMI & Occupational Information helps:

Long-Term Hiring Outlook (2013 – 2022)

Total recruitment activity over the next decade ranges between 125,000 and 150,000 to meet industry activity, age-related attrition and a 3 per cent non-retirement turnover.

Occupations with Greatest Net Hiring Requirements to 2022

TOP TEN OCCUPATIONS WITH GREATEST NET HIRING REQUIREMENTS* TO 2022 (# of job openings Low Growth – Expansion)

Industry Total (62,440 – 84,030 )

1 Power engineers (steam-ticketed operators) 2,945 – 4,105

2 Heavy equipment operators (except crane) 2,425 – 3,990

3 Oil and gas well drillers, servicers, testers, and related workers 2,945 – 3,985

4 Drilling coordinators/production managers 3,050 – 3,945

5 Supervisors, oil and gas drilling and service 2,930 – 3,640

6 Oil and gas drilling, servicing, and related labourers 2,415 – 3,480

7 Petroleum engineers 2,150 – 2,910

8 Truck drivers 2,200 – 2,825

9 Oil and gas well drilling workers and service operators 1,860 – 2,590

10 Geologists and geophysicists 1,715 – 2,305

*Net hiring requirements = hiring due to industry activity + age-related attrition (excludes non-retirement turnover)

Employment Impacts of Oil and Gas Investment and Activities to 2022

Investments and activities by the oil and gas industry benefit all Canadians. 

Ideal Canadian Labour Supply Pools

Demand for Labour

Labour Force Participation Rate

Growth Rate of Working Age Population

Landed Immigrants

New Entrants

Unemployed/Underemployed

Aboriginal Peoples

Temporary Foreign Workers (TFWs)

Share of Labour Supply

Women Persons with Disabilities

Aboriginal Peoples Visible Minorities Landed Immigrants & TFW

0%

5%

10%

15%

20%

25%

Upstream Petroleum Industry - Share of Labour Supply 2011 NHS

Workers in Canadian "Petroleum Industry-Like" Occupations

Representation in Petroleum Industry

Per

cen

tag

e

Demand-driven Workforce Solutions

Given the global competitiveness for skilled workers, industry must continue working with government, education and training institutions and other labour supply stakeholders to increase the talent pool for the oil and gas industry.

Current Hiring Barriers

• Sourcing

– Difficulty understanding occupational/job profiles

– Use of jargons (e.g. acronyms, highly technical terms)

– Different job titles or roles

• Resume Screening

– Recruitment processes designed to “screen out”

– Volume management

– Systems enabled

– Presentation of resume information

– Identification of transferable skills

• Assumptions and perceived risks

– Understanding of equivalency of foreign education

– Transferability of foreign education and experience

– Language concerns

– Canadian work experience

• Disconnects for Internationally Trained Workers

– Maneuvering websites

– Understanding job titles, jargon

Recommended Strategies

Bridge Information Gaps

• Knowledge gaps exist between the industry and the internationally-trained labour supply pool (and agencies that serve them).

• Employers need to better understand services/programs of the immigrant-serving agencies (ISAs) that align with providing labour supply to the industry.

• ISAs need to better understand the industry and its careers so that they can work with internationally trained workers looking for employment in the industry.

Enhance industry’s willingness to recruit and integrate internationally-

trained workers

• Industry’s willingness can be enhanced by:

• Develop/promote business case including the return on investment for this labour supply.

• Provide industry with the tools and resources to assist with effective recruitment and integration of internationally trained workers.

Enhance internationally-trained workers’

marketability

• There are gaps in the internationally trained workers’ readiness for employment in the industry.

• Specifically, internationally trained workers could benefit from:

• A tool that measures the alignment of their language/communication competency level with industry requirements.

• Opportunities to develop petroleum industry cultural competency and to better align their technical skills and qualifications with industry demand.

Industry Examples

Virtual Career Fair – www.careersinoilandgas.com

• Two day oil and gas services online career fair, organized by the Petroleum HR Council, in October 2012

• Revealed the importance of energy literacy and career awareness

• And further understanding transferable skills remains paramount

Shell Immigrant Employment Project – www.calgaryunitedway.org/shell-project

• Launched in 2007 in partnership with United Way of Calgary and Area

• The project works to eliminate the barriers immigrants face in finding meaningful employment and brings employers and skilled immigrants together

• In 2012, 488 internationally trained professionals found employment through the project

Calgary Local Immigration Project (CLIP) – www.calgarylip.ca

• CLIP tackles barriers faced by immigrants in Calgary

• Suitable employment opportunities are important in a welcoming community. In fact, research shows that the prospect of employment opportunities is one of the key factors that determine where newcomers decide to live in Canada

• Collective initiative to build a 3 year strategic plan for the city to enhance the settlement experience in Calgary for newcomers 

Bow Valley College: Success in the Workplace – www.crtp.bowvalleycollege.ca/success-in-the-workplace

• The Success in the Workplace Program (SWP) works with internationally trained professionals, offering ongoing skills training in a format designed to fit busy schedules. Employer participation is key and guarantees that the SWP training meets the needs of an ever-changing workplace.

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