industry-wide pipeline workers supply and demand outlook ... · acquire talent from under-utilized...

Industry-wide Pipeline Workers Supply and

Demand Outlook to 2025

July, 2016

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Table of contents 1. Executive summary ..................................................................................................... 3

1.1 Current challenges facing the Canadian pipeline industry ..................................... 3

1.2 Addressing challenges in the Canadian pipeline industry through a detailed study 3

1.3 Results of the study ............................................................................................... 3

1.4. Key findings and recommendations ...................................................................... 5

2. Introduction and background to the study ................................................................... 6

2.1 Purpose of this study ............................................................................................. 6

2.2 Current state of the Canadian pipeline industry ..................................................... 6

3. Workforce planning approach and methodology ......................................................... 8

3.1 Overview ................................................................................................................ 8

3.2 Data collection ....................................................................................................... 9

3.3 Critical occupations .............................................................................................. 10

3.3.1 Comparable industries ...................................................................................... 14

3.3.2 Educational scan ............................................................................................... 14

3.4 Workforce planning tool ....................................................................................... 15

4. Workforce outlook to 2025 ........................................................................................ 16

4.1 Workforce demand outlook .................................................................................. 16

4.1.1 Demand for critical occupations within pipeline industry is expected to grow ... 16

4.1.2 Demand of all occupations within the pipeline industry ..................................... 18

4.1.3. Demand of all occupations within the pipeline industry by geography ............. 18

4.1.4 Required FTE, for gas and liquid pipelines (all phases) .................................... 19

4.2 Workforce supply outlook ..................................................................................... 21

4.2.1 Projected supply of all occupations within the pipeline industry ........................ 21

4.2.2 Critical occupations with high projected growth over the next 10 years ............ 23

4.2.3 Supply of all occupations within both the pipeline industry and comparable industries based on geography .................................................................................. 24

4.3 Workforce supply outlook – additional considerations ......................................... 24

a. Comparable industries ........................................................................................ 25

b. Educational scan outputs .................................................................................... 26

c. Aboriginal community .......................................................................................... 28

d. Aging population and retirement ......................................................................... 31

e. Immigration ......................................................................................................... 32

4.4 Workforce gap ...................................................................................................... 32

4.4.1 Labour gap within the Canadian pipeline industry over the next 10 years ........ 33

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4.4.2 Critical occupations with the greatest labour gap .............................................. 34

5. Scenarios .................................................................................................................. 35

5.1 Workforce scenarios created for the Canadian pipeline industry ......................... 35

6. Recommendations .................................................................................................... 37

7. Conclusions ............................................................................................................... 40

8. Appendix ................................................................................................................... 41

8.1 Educational scan results ...................................................................................... 41

8.2 Criticality rating for relevant occupations.............................................................. 63

8.3 Assumptions used for study ................................................................................. 64

8.4 CEPA Foundation WFP tool user guide ............................................................... 65

8.5 Glossary ............................................................................................................... 68

8.6 National Occupation Classification (NOC) (critical occupations) .......................... 69

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1. Executive summary

1.1 Current challenges facing the Canadian pipeline industry The Canadian pipeline industry is facing a number of talent challenges over the coming years – an aging workforce, an evolving diversified skill and capability pool and various macro-economic shifts and uncertainties, such as volatile energy prices and evolving government policy. Based on these challenges, there is an increasing need to better understand how this changing landscape will affect the skill-sets and expertise required both now and in the future within the pipeline industry.

As such, the CEPA Foundation and its member organizations identified the need to start formulating an action plan now, to prepare for the talent needs of the future.

1.2 Addressing challenges in the Canadian pipeline industry through a detailed study In response to the anticipated talent challenges in the pipeline industry, the CEPA Foundation partnered with Deloitte to conduct an industry-wide pipeline workers supply and demand outlook study for the next 10 years (to 2025). The team brought forth a proven approach, leading practice models and tools to inform workforce planning and talent strategies. The purpose of this study was to equip and enable members of the CEPA Foundation to articulate a strategy for addressing future people and skill gaps. Specific areas that were addressed, included:

• Understanding the labour demand requirements of the Canadian pipeline industry, including the identification of critical occupations over the next 10 years.

• Identifying various sources of labour supply options for these critical occupations; including a comparable industry analysis, educational scan, research on the Aboriginal community, immigration trends and the retirement forecast.

• Building a workforce planning industry-wide tool; including a workforce baseline for labour requirements per KM of pipeline for all phases (construction, maintenance, operations), as well as major project timelines and requirements. The tool was used to compare workforce supply and demand to identify gaps by segment (e.g., critical occupation, location).

1.3 Results of the study • Workforce demand for critical occupations is expected to start increasing in 2017,

and to peak in 2021. Factors such as the oil price, regulatory approvals, financial state of organizations, including debt repayment considerations are likely to delay start dates for upcoming major capital projects.

− Construction for large capital projects is expected to peak in 2019-2022 (contingent on sustained WTI oil price above $70 US/barrel), which is expected to happen in 2019, according to Deloitte’s Oil Price Forecast report1

1 Deloitte's oil and gas price forecast Q1 2016 (Rep.).

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− Other construction projects expected to continue as is, but will not likely begin increasing until late 2017/2018 (contingent on sustained WTI oil price above $60 US/barrel), which is expected to happen in 2018, according to Deloitte’s Oil Price Forecast report2

• Workforce supply is expected to progressively increase over the next 10 years, with a high labour concentration in Alberta. Multiple variables will impact overall supply, by either increasing, decreasing or altering the current shape and composition of the labour workforce, including:

− Retirement attrition; expected to continue increasing over the next 10 years

− Universities and colleges not producing enough graduates with the required skill-sets

− Layoffs within the industry, as some workers may have migrated to another location/industry and do not intend on returning

− Immigration rates expected to continue increasing in Canada • A significant labour gap is expected in 2019 and continues to accelerate until 2021,

where the labour deficit grows to ~13,500 FTEs for the critical occupations included in this study.

• Many critical occupations will see a significant labour shortage over the upcoming 10 years; specifically the following roles:

− Construction trades helpers and labourers (5,556 FTE deficit); Heavy equipment operators (except crane) (2,245 FTE deficit); Welders and related machine operators (1,949 FTE deficit); Industrial painters, coaters and metal finishing process operators (931 FTE deficit); Construction managers (720 FTE deficit); Inspectors in public and environmental health and occupational health and safety (587 FTE deficit)

− It has been noted that a significant portion of the labour gap is made up of a small number of occupations (noted above), with peak deficits expected between 2019-2023

• Thirteen comparable industries, containing similar skillsets and occupations, were identified using the Canadian Occupational Projection System (COPS) and subsequently rated by a number of metrics (e.g., macro-economic factors); it was identified that the heavy and civil engineering industry is considered to be the best comparable industry to potentially draw resources from, primarily due to the combination of the overall low projected growth of the industry, while maintaining the greatest number of relevant occupations over the next 10 years.

2 Deloitte's oil and gas price forecast Q1 2016 (Rep.).

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1.4. Key findings and recommendations As identified in the predictive model outputs, it is projected that the Canadian pipeline industry will face significant labour scarcity challenges over the coming decade. To strategically respond to the projected workforce gaps, the CEPA Foundation and its members should consider the following recommendations: • Engage and acquire talent from under-utilized labour supply sources for critical

occupations; engage with universities that do not yet have pre-existing recruitment relationships with other organizations/industries; engage with the immigration community to identify relevant skills or aptitude and interest to learn relevant skills required for the critical occupations.

• Develop an industry-wide approach to collectively attract and engage labour supply in the future; adjust approach of not only recruiting people to the industry but also attracting individuals as well. Work with Federal and Provincial governments to build further awareness of occupations in demand and embed opportunities for training in the educational system (junior and high schools).

• Conduct an international skill labour supply study for occupations difficult to recruit from within Canada; assess this separate labour pool through an initial study of five-to ten known countries that may have a surplus of these critical skills, which would support understanding on which occupations could be met through international sourcing.

• Calibrate internal planning based on the outputs of the forecasted workforce gaps, to drive internal business strategy and timelines; customize inputs into the workforce planning tool, based on organization specific plans, which are fed into an organizations internal planning process; sample different scenarios to understand how an organization’s current labour force would be impacted.

• Focus efforts around retention of the current labour force, with a focus on occupations with critical or difficult to replace skillsets; consider alternative methods to gauge overall engagement of existing employee base; address quick win opportunities and continue to build a strategy on how to create and enable a positive and collective team environment where employees feel a sense of commitment to their company.

• Build formal succession and knowledge management approach and plan to proactively address upcoming retirements; build a formalized knowledge sharing program that documents/cross shares knowledge not only well in advance of potential departures, but also through day-to-day knowledge sharing activities (i.e. make this a part of company/industry culture).

The results of this study will enable the CEPA Foundation and its member organizations to focus targeted talent strategies and funding on the development of key talent and skills across the industry that are needed to support future pipeline projects, and overall sustained economic wellbeing.

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2. Introduction and background to the study

2.1 Purpose of this study The Canadian pipeline industry is facing a number of talent challenges over the coming years – an aging workforce, an evolving diversified skill and capability pool and various macro-economic shifts, such as energy prices and government policy. Based on this constant rate of change, there is an increasing need to better understand how this changing landscape will affect the skill-sets, expertise and number of people both required, and expected to be available in the future talent pool of the pipeline industry.

The CEPA Foundation partnered with Deloitte to develop an industry-wide outlook of the pipeline industry for the next 10 years around workforce supply and demand, and to equip and enable members to articulate a strategy for addressing future people and skill gaps. While undertaking this study, there were several developments of particular interest including low energy commodity prices, changing government policies, both nationally and internationally, and other socio-economic conditions. These factors were assessed and analyzed to understand how they may potentially effect the economy as a whole, and in particular the energy and resources and pipeline sectors. These factors will also effect whether or not certain projects will move forward, as well as the number of skilled workers the pipeline sector will require over the next 10 years.

As the Canadian pipeline industry continues to face increased pressures to source and retain a workforce with specific capabilities to meet upcoming demands, the CEPA Foundation and its member organizations increasingly acknowledge the need to start formulating an action plan now, for the talent needs of the future.

2.2 Current state of the Canadian pipeline industry The energy and resources industry has faced intense pressures over the past twelve to eighteen months, with sustained low commodity prices and increasing complexity. The pipeline industry, a fundamental component of Canada’s energy industry, has also been faced with the need to reconsider the timelines of their major capital projects, make tough organizational decisions around workforce reductions and to re-assess the priority and timelines for other organizational strategic objectives.

Despite the current economic conditions, it is still important for organizations to keep thinking about the talent strategies required to support the industry when it bounces back. Several of the key reasons that the talent shortage became so acute in the energy and resources industry just before the most recent downturn, was the reduced hiring in the sector in the 1980s and 1990s and the inadequate long term workforce planning on both the number of people as well as the type of skills that would be required in the future. As the pipeline sector continues to adjust and evolve, planning for anticipated upcoming trends is crucial.

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The CEPA Foundation and its member organizations anticipate that workforce and skill related scarcities will progressively increase over the next 10 years due to the expectation of multiple proposed projects moving forward at around the same time when oil reaches $60 US/barrel (smaller construction/maintenance projects) and $70 US/barrel (capital investment expansion projects). As a result, to enable pipeline expansion and development to move forward, additional skilled labour with robust and relevant capabilities will be essential. Furthermore, current retirement projections will have a significant impact on the future talent requirements, as there will not only be a need to source talent for overall demand but for replacement demand as well. Retirement will not only result in a decrease in the number of available workforce resources, but also a loss of deep industry knowledge and expertise. As with many other industries, the pipeline sector relies heavily on a number of highly skilled critical occupations in order to successfully carry out pipeline construction, operations and maintenance activities. It is imperative that these required skills are available both locally and nationally, to support the continued development of this sector.

As a result of the factors mentioned above, the CEPA Foundation and its member organizations identified the need to determine an industry-wide supply and demand outlook for the next 10 years. Outputs from this study provide a holistic view and inform the CEPA Foundation member organizations about future workforce supply, demand and resulting gaps, as well as enable members to make data driven decisions when developing talent strategies to address expected people and skills needs that will be required.

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3. Workforce planning approach and methodology

3.1 Overview In collaboration with the CEPA Foundation, Deloitte utilized their proven workforce planning (WFP) methodology to undertake this robust industry-wide supply and demand outlook for pipeline workers over the next 10 years, and to identify related people and skill gaps. This methodology is flexible and allows for a high degree of customization, while still maintaining the overall integrity of the approach and leading practices that went into its development. The diagram below outlines the key phases used to build this industry-wide pipeline worker supply and demand outlook.

Through the process of customizing the workforce planning methodology, key inputs relevant to the Canadian pipeline industry and its supply/demand, such as retirement rates and expected immigration, were defined for the next 10 years and included for consideration and analysis. This phase also included the identification of key internal and external factors and micro/macroeconomic variables such as, the price of oil, Consumer Price Index (CPI) and net migration rate that could impact the overall supply and demand of labour for the Canadian pipeline industry. Additionally, industries to be included in the “comparable industries” analysis were identified, to support and inform the availability of labour for the critical occupations identified beyond the pipeline sector. The criteria that was used to identify comparable industries that could be considered for potential labour sources, included looking at both current size and projected growth across multiple factors such as gross domestic product, retirement, emigration, employment and total job openings.

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This phase was focused on building a comprehensive understanding of the current state market, while taking into consideration current and upcoming projects, as well as the strategic objectives of the industry. Specific focus was given on building this industry view for both the demand of labour required to execute on upcoming projects, and the labour supply to fill these roles.

The below section discusses the approach and suite of information that was collected and analyzed.

3.2 Data collection The first step in the data collection approach was to identify and research relevant variables and factors that could impact the Canadian pipeline industry’s current and future workforce. The intent of the data collection effort was to gather information from a variety of sources to support the understanding of the future picture of supply, demand and relevant gaps over the next 10 years. Data was retrieved from multiple credible sources, with a specific emphasis on industry-specific data from companies, Canadian government records (including Statistics Canada, Canadian Occupations Classification System (COPS), Canadian Socio-Economic Information Management system (CANSIM), Census, National Energy Board (NEB) filings and National Occupation Classification (NOC) codes).

Once key data was sourced, this enabled data examination through regression analysis between sets of data, and supported the understanding of how variables may play a part in shaping the future supply and demand of the related workforce.

Core activities, and key data that were identified and reviewed included:

Workforce demand:

• Consolidated and analyzed information that was supplied by multiple pipeline organizations nationally around labour required to support pipeline projects that are currently in operation, as well as those that are upcoming (both generic construction and capital investment expansion, for all project phases; operations, construction, maintenance).

• Leveraged industry intelligence from publicly available sources (news releases, investor presentations, analyst reports) to assess and validate company information around upcoming proposed projects and their associated timelines.

It is relevant to note that many of the organizations who provided information around workforce requirements are at varying levels of workforce planning maturity. As such, some organizations have planned projects and associated labour requirements up to 2018 and others to 2025; given this, not only did leveraging industry intelligence support in shaping the demand requirements of the future, but also Deloitte’s professional judgement in working within this industry on other workforce planning engagements.

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Workforce supply:

• Identified relevant workforce supply projections for the pipeline industry from the National Household survey census data from the government of Canada.

• Analyzed the current and future demographics affecting labour supply in Canada, including retirement and immigration rates.

• Conducted an educational scan including a consolidation of academic institutions and programs that provide graduates with skills applicable to the identified critical occupations mapped across Canada; including an analysis of average graduation rates for key programs.

• Identified macroeconomic variables that may affect or potentially influence labour supply for critical occupations in the future (e.g., gross domestic product, consumer price index, oil production).

• Identified and mapped workforce supply of all comparable industries and communities that can provide an appropriately skilled alternative labour source for critical occupations.

The above key data inputs serve as foundational parameters to the workforce supply and demand forecast. They also help build a greater understanding of factors that inform and impact the robust industry-wide view of labour, and are included as key inputs into the workforce planning tool.

This sub-phase was focused on combining and assessing all information that was collected around critical roles within the Canadian pipeline industry.

3.3 Critical occupations Within every organization, there are particular roles that drive disproportionately high value and are more difficult to source than others; these roles are considered “Critical Workforce Segments”. For the Canadian pipeline industry specifically, these critical roles were identified and mapped through a phased approach, including the use of a critical classification methodology (diagram below). This methodology maps key variables, such as the overall impact on the value chain and the level of difficulty to replace skills, across various positions to support the categorization of critical roles.

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The critical occupations list was developed and vetted against the critical classification methodology; subsequently, a phased approach was used with multiple input points, to determine the appropriate list for the Canadian pipeline industry.

Once these critical occupations were finalized, further analysis around core skills and educational requirements were identified, which fed into our nation-wide educational scan for relevant roles (further details in the next section).

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In the table below, the finalized list of all critical role NOC titles is listed for the Canadian pipeline industry over the next 10 years3.

# NOC # NOC title Sample job titles for NOC

1 0016 Senior managers – construction, transportation, production and utilities

Vice-president, finance – mining company; general manager, trucking company

2 0124 Advertising, marketing and public relations managers Advertising manager; sales and marketing manager; internet communications manager

3 0211 Engineering managers Director, engineering research and development; production engineering manager

4 0711 Construction managers Construction superintendent; pipeline construction manager

5 0714 Facility operation and maintenance managers Facilities maintenance manager; plant maintenance superintendent

6 1111 Financial auditors and accountants Chief accountant; internal auditor; industrial accountant

7 1215 Supervisors, supply chain, tracking and scheduling co-ordination occupations

Dispatch logistician; inventory control supervisor; supply control co-ordinator

8 1225 Purchasing agents and officers Contract management officer; material management officer; purchasing agent

9 1253 Records management technicians Information management technician; records digitizing technician

10 2131 Civil engineers Bridge engineer; projects engineer; structural engineer; surveying engineer

11 2132 Mechanical engineers Design engineer – mechanical; piping engineer; mechanical maintenance engineer

12 2133 Electrical and electronics engineers Design engineer, electrical; process control engineer; electrical network engineer

13 2134 Chemical engineers Biochemical engineer; chemical process engineer; process control engineer

14 2141 Industrial and manufacturing engineers Industrial engineer; manufacturing engineer; production engineer; quality control engineer

15 2173 Software engineers and designers Application architect; computer software engineer; technical architect – software

16 2221 Biological technologists and technicians Agricultural technician; agricultural technologist; biological laboratory technologist

17 2231 Civil engineering technologists and technicians Bridge design technician; construction technologist; structural design technologist

18 2234 Construction estimators Cost estimator – construction; principal estimator – construction

19 2253 Drafting technologists and technicians Architectural draftsperson; electrical draftsperson; structural draftsperson

3 National Occupation Classification 2014

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# NOC # NOC title Sample job titles for NOC

20 2263 Inspectors in public and environmental health and occupational health and safety

Environmental health officer; pollution control inspector; supervisor – public health

21 2264 Construction inspectors Building construction inspector; construction inspector; safety officer – construction

22 4112 Lawyers and Quebec notaries Crown attorney; corporate counsel; law partner; legislative council; legal advisor

23 4162 Economists and economic policy researchers and analysts

Economic advisor; economic policy analyst; industrial economist; trade economist

24 7237 Welders and related machine operators Journeyman/woman welder; production welder; laser welding operator; welder-fitter

25 7312 Heavy-duty equipment mechanics Heavy-duty equipment technician; heavy mobile mining equipment

26 7521 Heavy equipment operators (except crane) Bulldozer operator; loader operator – construction; excavator operator

27 7611 Construction trades helpers and labourers Asphalt spreader; construction helper; drywall sander; labourer (excavation)

28 9536 Industrial painters, coaters and metal finishing process operators

Ceramic and enamel refinisher; coating machine operator – industrial painting

The labour supply, demand and gap analysis for the Canadian pipeline sector included data inputs from a number of sources, including information provided by the CEPA Foundation’s member organizations, government sources, industry intelligence and also through Deloitte’s Oil Price Forecast projections.

Anticipated skill gaps were mapped based on potential shifts in both supply and demand, through testing relationships between multiple variables (e.g., gross domestic project, retirement) in different pipeline phases (e.g., construction versus operations). The purpose of this exercise was to understand the gap or surplus outcome, based on these different scenarios. By combining the projected labour supply with the projected labour demand, a view of where and when different critical occupations in the pipeline industry may face surpluses or gaps were identified.

Once the people and skill gaps were identified through the comparison of expected labour demand to supply, the next step was to determine potential alternative options to fill these skill requirements. The following two sub-sections discuss potential supply options that could be considered to respond to potential gaps in critical occupations within the pipeline industry.

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3.3.1 Comparable industries Our approach began with understanding the industries and regions from which the Canadian pipeline organizations historically recruit from, and by locating suitable alternatives to expand their reach and scope. In order to conduct this exercise, the following process was used:

1. Research was conducted based on available data from Statistics Canada for the specified critical roles to understand provinces and regions where these roles are most prevalent across different industries.

2. A breakdown of comparable industries was then extracted in the regions/communities carrying the largest labour supply for each occupation.

3. Based on the comparable industries identified, macroeconomic factors with the potential to affect future comparable labour supply were selected and further analyzed for detailed findings, and supporting recommendations.

This analysis indicated the potential excess workforce from other industries that could lead to potential sourcing opportunities for Canadian pipeline organizations, as labour skill-sets in these sectors were a good fit with the critical occupations identified. This exercise also brought to light other industries that would be likely competing for the same talent, and thus could serve as a competitor for the pipeline industry. This analysis was done through comparing specific variables, such as the expected employment size and retirement rates and how these variables could impact the demand/supply requirements for these comparable industries. Key outputs from the comparable industry analysis is outlined in section 4.3, Workforce supply outlook – additional considerations.

3.3.2 Educational scan An educational scan was conducted in an effort to identify university/college programs across Canada that provide graduates with skills applicable to the identified in-scope critical occupations (including an analysis of program graduation rates for key programs).

Through the data collection process of the educational scan, it was identified that there are various nation-wide programs that offer a variety of the required educational requirements for critical occupations, both smaller and larger programs. Targeting well known programs with high graduation rates could be a strategic place to start given the number of students that could be engaged in a single recruitment effort. Alternatively, targeting universities and colleges with lower graduation rates could provide Canadian pipeline organizations a competitive advantage in recruiting potential candidates. Currently, some of the top tier schools have already developed strategic partnerships with many other organizations. However, there are many schools who produce top quality graduates who currently do not have a strong recruitment affiliation with organizations.

Key findings from the educational scan are included in the subsequent section around workforce supply.

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During this phase, the key focus was to build a visual tool that clearly showcased the research and analysis outcomes of supply and demand over the next 10 years.

3.4 Workforce planning tool An adjustable workforce planning tool was developed to visually display the current and future workforce supply and demand data. This included both internal and external workforce factors, economic variable impacts and scenario analysis functionality. This tool was built as a customized version of Deloitte’s proven workforce planning methodology framework that was tailored specifically to the Canadian pipeline industry. The output from this tool provided a view of the overall supply, demand and critical gaps that will impact the Canadian pipeline industry.

Specifically, the model and tool were developed to focus on the following key areas:

• Pipeline industry demand analysis: a detailed view of the demand of critical occupations in the pipeline industry for the upcoming decade, specifically by any combination of the following: critical occupation, geography, industry, impacting variables and project type.

• Pipeline industry supply analysis: an in-depth look at the supply of critical occupations in the pipeline industry for the next 10 years, which can be viewed by any combination of critical occupation, geography, industry, impacting internal and external micro/macro-economic variables.

• Pipeline industry educational scan: a view of the new entrants into the workforce from educational institutions and trade schools, as well as the ability to target recruitment and selection efforts of the pipeline industry for in-scope critical occupations through the following: program/discipline, geographic location, number of graduates.

• Pipeline industry gap analysis: an in-depth analysis of surpluses and gaps of critical occupations in the pipeline industry over the next 10 years. The gap analysis also provides a strategic view of the labour market by identifying where pockets of specific talent are expected to be across the country, within the pipeline industry as well as across other industries.

The final result is an interactive tool that gives the CEPA Foundation and its member organizations the ability to view forecasted labour supply, demand and resulting gap data required for future workforce planning. The tool also provides functionality that enables users to view all data by project, province, occupation and so forth.

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4. Workforce outlook to 2025 This section provides a summary of key findings and trends, based on the research and analysis that was conducted, and the resulting outputs of the workforce planning tool.

4.1 Workforce demand outlook The process for understanding the projected workforce demand requirements included gathering data from a number of sources, such as information provided by the CEPA Foundation member organizations (for upcoming proposed projects), government sources, industry intelligence, Deloitte’s own experience working on similar workforce planning engagements in this industry and also through Deloitte’s Oil Price Forecast projections. This information is specifically tied to projects, where specific occupations are expected to be needed at specific times, in varying numbers depending on the type of project.

As noted in the methodology section of this report, pipeline organizations who provided input around projected workforce demand are at varying stages of maturity related to workforce planning. As such, Deloitte oil and gas subject matter advisors were also consulted for additional expertise to help shape the projected demand for the pipeline industry over the next 10 years. The advisors outlined the likely timelines around generic construction and capital investment expansion projects, given the current state of the industry.

The below section provides a snapshot of workforce demand for the pipeline industry until 2025.

4.1.1 Demand for critical occupations within pipeline industry is expected to grow

• Factors such as the oil price, regulatory approvals and debt repayment

considerations are likely to delay start dates for upcoming project work. − Construction for large capital projects is expected to peak in 2019 –

2022 (contingent on sustained WTI oil price above $70 US/barrel) − Other construction projects are expected to continue as is, but will not

likely begin increasing until late 2017 (contingent on sustained WTI oil price above $60 US/barrel)

Workforce demand for critical occupations is expected to start increasing in 2017, and to peak in 2021.

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• Projected labour demand (covers operations, construction and maintenance phases)

for critical roles, is expected to significantly increase in 2019 (~7,600 FTEs required) and is expected to peak in 2021 (~15, 949 FTEs required).

− Critical occupations with the greatest demand include welders and related machine operators, heavy equipment operators (except crane) and construction trades and labourers (in 2021, they make up over 66% of the critical occupation demand)

− Demand for certain occupations such as inspectors in public and environmental and occupational safety, may differ based on the type of project due to a variety of reasons such as regulatory requirements and public perception

95000

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2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025

Forecasted Pipeline Activity

Operation Maintenance Other Construction Major Projects Construction

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Demand - Critical Occupation FTE Likely Scenario

Operation Maintenance Other Construction Major Projects Construction

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4.1.2 Demand of all occupations within the pipeline industry Based on the projected labour demand for the critical occupations identified for the likely scenario, which is a scenario based off a specific number of KM’s of pipeline projected to be in either construction, operation or maintenance at a point in time – it appears that there are three occupations with the greatest demand; welders and related machine operators, heavy equipment operators (except crane) and construction trades helpers and labourers. It is expected that the demand for these roles will begin to spike in 2019, reaching its highest peak in 2021, in particular for the construction trades helpers and labourers which will reach as high as 5,845 FTE (2021).

4.1.3. Demand of all occupations within the pipeline industry by geography Demand for critical occupations is expected to be most prevalent in Alberta, Ontario and British Columbia over the coming decade, with a significant spike in demand within British Columbia, starting in 2019. This spike in labour demand is expected to continue onward, t 2020-2022, with a sustained decline from 2023 through to 2025, as an anticipated project is expected to be in operation.

Starting in 2023, we see demand for critical occupations grow in the Northwest Territories, which is expected to continue until 2025. This is as a result of a major proposed pipeline project that is expected to move forward during this time.

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4.1.4 Required FTE, for gas and liquid pipelines (all phases)

Of the critical occupations identified, there will be FTE requirements by phase for all projects. As shown in the below two graphs, required FTEs for both gas and liquid pipelines will be similar during all phases.

For gas pipelines, there are three key occupations that will require substantial demand for both the construction and maintenance phases.

Construction:

• Welders and related machine operators (approximately 50 FTEs per 100 KM) • Heavy-equipment operators (except crane) (approximately 75 FTEs per 100 KM) • Construction trades helpers and labourers (approximately 160 FTEs per 100 KM) Maintenance:

• Welders and related machine operators (approximately 90 FTEs per 100 KM) • Heavy-equipment operators (except crane) (approximately 175 FTEs per 100 KM) • Construction trades helpers and labourers (approximately 230 FTEs per 100 KM)

The key difference between gas and liquid pipeline FTE requirements is that more public and environmental health and safety occupations will be required for liquid

pipelines during the construction phase.

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For liquid pipelines, there are three key occupations that will require substantial demand for both the construction and maintenance phases, which are the same occupations that gas pipelines require, but with mildly different demand number requirements.

Construction:

• Welders and related machine operators (approximately 60 FTEs per 100 KM) • Heavy-equipment operators (except crane) (approximately 70 FTEs per 100 KM) • Construction trades helpers and labourers (approximately 160 FTEs per 100 KM) Maintenance:

• Welders and related machine operators (approximately 90 FTEs per 100 KM) • Heavy-equipment operators (except crane) (approximately 175 FTEs per 100 KM) • Construction trades helpers and labourers (approximately 230 FTEs per 100 KM) For both gas and liquid pipelines, the demand for labour within the operations phases was significantly less compared to the construction and maintenance phases. Analysis around which roles are required, and any relevant discrepancy in labour demand, will be addressed in the upcoming Workforce Gap section of this report.

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4.2 Workforce supply outlook This section provides a snapshot of key workforce supply information and analysis around critical roles in the pipeline industry that is supported by the outputs of the workforce planning tool. To understand overall supply, various inputs were considered such as comparable industries, immigration trends, retirement projections and so forth. These inputs provided a view on what the future supply will look like for critical occupations over the next 10 years.

4.2.1 Projected supply of all occupations within the pipeline industry

• Labour supply of critical occupations within the pipeline industry is expected to grow

steadily at ~17% from 2015 to 2025, primarily driven by a combination of key impacting workforce variables, including net migration, new entrants to the workforce and so forth.

Workforce supply is expected to progressively increase over the next 10 years, with a high concentration of labour in Alberta.

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• Multiple variables will impact overall supply, including:

− Retirement attrition; by 2029, all baby boomers will have reached the age of 65. This not only poses a risk to overall labour supply, but also the loss of deep industry knowledge and expertise.

− Universities and colleges are not producing enough graduates with the skills required to fill the gaps for critical occupations.

− Layoffs within the industry is expected to encourage some individuals to migrate back to their home (e.g., New Brunswick, Nova Scotia, Ontario); many of which do not intend on returning, as they will have found other employment in a different industry or choose to stay closer to their families.

− Net migration is expected to continue increasing in Canada; especially with the “Express Entry” program. Additionally, of those individuals who have immigrated, 80% are educated4; this could represent an additional labour source with relevant or transferable skills for critical occupations (or with an aptitude for learning).

• Projected labour supply in the pipeline industry is highly concentrated in Alberta, with a 10 year average of more than 90% of FTEs coming from this region (provinces included are those with available data that has been reported).

4 Singer, C. R. (2015). Top Five Immigration Changes to expect in 2015. Retrieved May 15, 2016, from http://www.immigration.ca/en/quebecimmigration-topmenu/179-canada-immigration-news-articles/2015/january/1160-top-five-immigration-changes-to-expect-in-2015.html

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4.2.2 Critical occupations with high projected growth over the next 10 years

• It is expected that between 2015 and 2025, the below high growth critical occupations

will see the following percent increases in overall supply: − Biological technologists and technicians will grow by over 65% − Software engineers and designers will grow by over 65% − Economists and economic policy researchers and analysts will grow by

more than 200% − Civil engineering technologists and technicians will grow by close to 65% − Construction trades helpers and labourers will grow by over 55%

• Growth for these occupations is due to several factors, including an increase in graduates from educational institutions and increases in immigration.

• Even with the projected growth for these roles, it is still anticipated that demand will far exceed this projected supply (e.g., in 2019, supply for construction trades helpers and labourers is 265 FTEs, and the demand for this role is projected to be 2,644 FTEs).

Supply of five critical occupations within the pipeline industry are expected to grow significantly from 2015 to 2025.

222 232 243 254 265 277 290 304 318 334 350

85 89 93 98 103 108 114 120 126 133 141

39 44 49 55 62 70 78 88 98 110 124

30 32 33 35 37 39 41 4345

4750

24 25 26 28 29 31 3234

3638

40

0100200300400500600700800

Labo

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Labour Supply - Top 5 Occupations Growth

Biological technologists andtechnicians

Software engineers anddesigners

Economists and economicpolicy researchers and analysts

Civil engineering technologistsand technicians

Construction trades helpers andlabourers

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4.2.3 Supply of all occupations within both the pipeline industry and comparable industries based on geography

Based on supply outlook for both the pipeline and other comparable industries, significant supply exists in Ontario (10 year average of 252 955 FTE), Quebec (10 year average of 146 226 FTE), Alberta (10 year average of 129 607 FTE) and British Columbia (10 year average of 88 411 FTE). Between these four provinces, they make up ~80% of total labour supply.

4.3 Workforce supply outlook – additional considerations In an effort to develop a holistic understanding of current and future labour supply in Canada, various supply options were identified and analyzed. The specific supply groups that were selected, such as workers from comparable industries and university/college graduates from relevant programs, represented groups that may have similar skill-sets required as some of the critical occupations identified in the pipeline industry. The following subsections highlight potential workforce supply options that could be considered for the Canadian pipeline industry.

The majority of labour supply within both the pipeline and comparable industries exists primarily within four provinces; Quebec, Ontario, British Columbia and

Alberta.

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a. Comparable industries As discussed in the methodology section, similar skill sets exist in multiple industries, particularly ones with similar or related operations from an oil and gas value chain perspective. As such, thirteen comparable industries were identified using the Canadian Occupational Projection System (COPS)5, which were also rated by a number of metrics (e.g., macro-economic factors) to identify the industries that will provide the best source of talent for attracting and recruiting outside the pipeline industry.

The two main categories that each comparable industry was assessed against included industry growth and industry size. The objective was to identify the industries with the lowest projected growth over the next 10 years but with the greatest associated labour force.

Our assessment showed that heavy and civil engineering (considered “tier 1”) is the best comparable industry to potentially draw resources from, as it has one of the lowest projected growth rates but is also one of the largest in terms of industry size. This industry has a high supply of heavy equipment operators and construction trade helpers and workers, both occupations with a notable demand in the pipeline industry over the next 10 years.

There are other comparable industries like chemical manufacturing, utilities and plastics and rubber products manufacturing (all considered “tier 2”) that also have low projected industry growth, though with a smaller overall size.

A key takeaway from this assessment is that for the occupations that we are projecting significant workforce gaps in the pipeline industry over the next 10 years, there is significant supply of these occupations across comparable industries. As an example, there is an estimated peak deficit of ~2,000 people for welders and related machine operators and similar for heavy equipment operators in 2021, yet there is a supply of 50,000 welders and 30,000 heavy equipment operators in comparable industries. Additionally, the majority of comparable industry labour supply is located in Ontario, Quebec, British Columbia and Alberta – all of which are favourable given the expected locations of upcoming pipeline projects. Although the scope of this study did not include a full demand analysis for each of the comparable industries, there is clear evidence to suggest that there are enough people with similar skill-sets that could cover needs of the pipeline industry for at least the short-term.

An additional consideration is that a number of the comparable industries that were identified, such as professional, scientific and technical services and wholesale trade, are also expected to grow considerably over the next few years. Subsequently, these comparable industries could pose a risk to the pipeline industry as they try to source workers for their own labour needs.

The below table outlines all comparable industries that were included in our analysis and their rating, based on each variable considered.

5 Canadian Occupational Projection System, Industry Data 2016

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b. Educational scan outputs As discussed in the methodology section, an educational scan of over 50 Canadian educational institutions was conducted through connecting with schools directly or through their online presence, to identify graduates from various programs who are entering the labour force with the required skill-sets for the critical occupations that have been identified.

Comparableindustry

Industry growth projection Industry size

GrossDomestic Product

Employment

Employmentchange (expansion demand)

RetirementEmigration & in-servicemortality

Total job openings Total growth GDP size Employment

size Total size

Tier

1 Heavy and civilengineering 12 10

Tier

2

Utilities 11 2

Chemicalmanufacturing 12 3

Plastics and rubber productsmanufacturing

11 2

Oth

er

Mining and quarrying (except oil andgas)

12 2

Support activities for mining and oil and gas extraction

14 2

Oil and has extraction 13 5

Transportation equipment manufacturing

16 2

Wholesale trade 17 7

Professional, scientific and technical services

18 5

Fabricating metal product manufacturing

19 3

Primary metal manufacturing 19 3

Wood product manufacturing 19 2

Oil and gas extraction

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The chart below highlights specific schools, with over ~56,000 graduates that could be considered for potential recruitment. These schools are considered strong options given the high number of graduates and the number of relevant programs they have. For a full list of all programs that were considered, see Appendix 8.1.

Location Universities # of relevant graduates

Alberta University of Alberta ~3,400 University of Calgary ~3,100 SAIT Polytechnic ~1,800

Total ~8,300

British Columbia University of British Columbia ~4,300 University of Fraser Valley ~1,700

Total ~6,000

Manitoba University of Manitoba ~1,700

Total ~1,700

New Brunswick Université de Moncton ~500

University of New Brunswick ~800

Total ~1,300

Newfoundland Memorial University of Newfoundland ~900

Total ~9,00

Nova Scotia Dalhousie University ~2100

Total ~2,100

Ontario

Carleton University ~1800 Ryerson University ~3,200

University of Western Ontario ~2,600 University of Toronto ~5,800 University of Windsor ~1,600 McMaster University ~3,000 Queen's University ~2,900 University of Ottawa ~3,500 University of Waterloo ~4,100

Total ~28,500

Prince Edward Island University of Prince Edward Island ~400 Holland College ~200

Total ~600

Quebec

Concordia University ~800 McGill University ~3,000 Université de Sherbrooke ~600 Université Laval ~600

Total ~5,000

Saskatchewan University of Saskatchewan ~1,900

Total ~1,900

Grand total (potential schools to consider recruiting) ~56,300

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The education scan revealed the following key findings:

• For all NOCs, the majority of graduates are coming out of Ontario, Alberta, British Columbia and Quebec.

• Of the 8,759 engineering graduates in Canada, almost 90% of engineering degrees were awarded in Ontario (50%), Quebec (14%), British Columbia (13%) and Alberta (12%).

• Of the 3,441 bar examination (law) graduates last year, over 80% came from Ontario (36%), Quebec (28%) and British Columbia (17%).

• Of the 3,072 Certified Professional Accountant (CPA) graduates last year in Canada, almost 80% came from Ontario (45%), Quebec (23%) and British Columbia (11%).

• Of the 16,869 red seal trade graduates in Canada last year, over 83% are located in Ontario (31%), Alberta (23%), British Columbia (22%) and Saskatchewan (7%) (Based on the reported available numbers).

Based on the key outcomes of the educational scan, the CEPA Foundation and member organizations should focus collective efforts in Alberta, British Columbia, Ontario and Quebec, where the number of graduates is most significant for the NOC skill-sets that have been identified.

c. Aboriginal community The Aboriginal community has long since been a group that the Canadian energy and resources industry has put priority focus on to engage and consult. The purpose of this continuous interaction and open conversation has been to build a mutual understanding between all parties around decisions that could impact this community and also to provide employment opportunities for this segment of the population.

In the 2011 National Household Survey, 1,400,685 people identified themselves as Aboriginal persons, which represent approximately 4.3% of the Canadian population6. In general, the population of Aboriginals is growing much more than non-Aboriginal people with an increase of 20% between 2006 and 2011, compared to only a 5% increase in population for non-Aboriginal people within this same timeframe7.

6 "Population and Geographic Distribution." Government of Canada, Statistics Canada, National Household Survey. N.p., 2011. Web. 15 Apr. 2016. <http://www.statcan.gc.ca/pub/89-645-x/2015001/pop-concept-eng.htm>. 7 "Population and Geographic Distribution." Government of Canada, Statistics Canada, National Household Survey. N.p., 2011. Web. 15 Apr. 2016. <http://www.statcan.gc.ca/pub/89-645-x/2015001/pop-concept-eng.htm>.

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It was also found in the 2011 National Household Survey that the largest number of Aboriginal people live in Ontario and in the western provinces. The below chart indicates that 21.5% of Aboriginal people live in Ontario, 17% in British Columbia, 16% in Alberta, 14% in Manitoba and 11% in Saskatchewan. It should also be considered that although Aboriginal people are distributed across various locations, they do not necessarily represent a significant portion of the population in the area’s they reside in. As an example, the Aboriginal community makes up just above 2% of the overall Ontario population, but 86% of the entire Nunavut population8.

8 "Population and Geographic Distribution." Government of Canada, Statistics Canada, National Household Survey. N.p., 2011. Web. 15 Apr. 2016. <http://www.statcan.gc.ca/pub/89-645-x/2015001/pop-concept-eng.htm>.

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The chart below from the National Household Survey 2011 showcases that the Aboriginal population is significantly younger, with an average age of 28, versus the non-Aboriginal community, with an average age of 419. Given this, the survey also indicates that Aboriginal people of core working age (aged 25 to 54) have an employment rate of 62.5%, which is 13% lower than the non-Aboriginal employment rate for this same core working group10.

Based on the geographical distribution of Aboriginal people, the current Aboriginal community workforce numbers, along with the “core working group” population breakdown and lastly, the goal of the energy and resources industry to engage and work with the Aboriginal community – this group could represent a significant source of potential labour to fill critical workforce gaps within the Canadian pipeline industry moving forward. Of the critical occupations identified within this sector, there is an opportunity to further develop partnerships with the Aboriginal community in the area of focused skills development for needed critical roles in the pipeline industry, both now and in the future. Further analysis around current educational credentials of relevant competencies for this group could enable a greater understanding of whether specific programs could be developed or made more accessible to skill-up this community in relevant capability areas.

9 "Population and Geographic Distribution." Government of Canada, Statistics Canada, National Household Survey. N.p., 2011. Web. 15 Apr. 2016. <http://www.statcan.gc.ca/pub/89-645-x/2015001/pop-concept-eng.htm>. 10 "Population and Geographic Distribution." Government of Canada, Statistics Canada, National Household Survey. N.p., 2011. Web. 15 Apr. 2016. <http://www.statcan.gc.ca/pub/89-645-x/2015001/pop-concept-eng.htm>.

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d. Aging population and retirement The aging population has been has been growing in Canada over the past number of years relative to the younger generations and the trend is projected to continue. By 2029, all baby boomers will have reached 65 and the proportion of seniors could reach 23% compared to 15% in 201111. In parallel, the projected retirement rate is expected to increase, resulting in the 2060 workforce to be comprised of 60% of those ages 15 to 64 (general working age population) compared to that of 68.6% of the same group in 201312.

For the energy and resources industry, there has been particular emphasis on not only a shortage of labour that will be available given projected retirement rates, but more specifically the loss of deep industry knowledge and expertise. This trend is also expected to impact the Canadian pipeline industry quite significantly, given the projected retirement forecast for relevant critical occupations in this sector.

To provide context, the average age of a Welder in Canada who works within the energy and resources industry is 56 years of age, which is quickly approaching the standard retirement age of 6513. Although it is difficult to predict when workers will actually begin their retirement – some of the workforce is opting to retire earlier than 65, while others are opting to retire later than 65. The reality is that the eligibility of many workers to retire is significant and planning for each scenario is vital. Industry literature suggests that even if the energy and resources industry was in a period of no-growth for a period of time, replacing just the retirees would be a major challenge14. Industry analysis has revealed that Canadian pipeline industry is also expected to face similar challenges over the coming decade. As a result, many of the highly skilled critical occupations that the Canadian pipeline industry require over the upcoming 10 years will not only need robust training, but also mentorship and formal knowledge sharing from industry veterans.

11 Paperny, Anna Mehler. "Greying Nation: Canada Has More Seniors than Kids for the First Time Ever. Here’s What That Means." Global News. N.p., 04 Oct. 2015. Web. 10 Mar. 2016. 12 Paperny, Anna Mehler. "Greying Nation: Canada Has More Seniors than Kids for the First Time Ever. Here’s What That Means." Global News. N.p., 04 Oct. 2015. Web. 10 Mar. 2016. 13 Topt, A. (2014, June 27). Canada's Oil Patch Bracing for. Retrieved May 15, 2016, from http://oilprice.com/Energy/Energy-General/Canadas-Oil-Patch-Bracing-for-Retirement-Tsunami.html) 14 Retirement - National Household Survey. 2011. Retrieved April 15, 2016, from https://www12.statcan.gc.ca/census-recensement/2011/as-sa/98-311-x/98-311-x2011003_2-eng.cfm

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e. Immigration Since 2001, the increase in the Canadian population has primarily been driven by immigration. Of those who have immigrated to Canada over the past 5 years, the majority have been within their prime working years, with the average age being 31.715. In Calgary alone, the 2010 migrant population was approximately 304,000 (about 30% of the population) – by 2020, Statistics Canada forecasts that the immigration population will increase to approximately 40% of Calgary’s overall residents; of these residents, approximately 80% of the immigrant population that comes to Canada are educated16. Based on this, it is anticipated that individuals will have relevant or trainable skills and capabilities that could be leveraged for the pipeline industry.

As the aging population of Canada continues to grow, both the federal and provincial governments understand the need to continue and grow immigration efforts respectively. One of the planned interventions for this was the launch of the “Express Entry” program that was introduced in January 2015, with the purpose of expediting the immigration process for highly skilled workers to fill occupations with scarce skills and overall supply in Canada17. This program presents an opportunity to the Canadian pipeline industry to consider as a source of qualified talent, based on required skills needed for various critical occupations.

It is estimated that the energy and resources industry in Canada will require between 125,000 to 150,000 additional workers over the next 10 years due to projected industry growth and expected retirement rates18. It is expected that the Canadian pipeline industry will also require a significant labour pool over the coming years to support the projected project growth that is anticipated. As such, the need to continue recruiting and leveraging the skill-sets of the incoming immigration population will play a significant role in closing the required skill-gap in the Canadian pipeline sector and the energy and resources industry as a whole.

4.4 Workforce gap The workforce gap analysis provides insight into the areas within the workforce that have a labour surplus or gap, as a result of pipeline specific demand versus available supply. A workforce surplus is when more people with a given skill-set are available than what is expected to be required. A gap entails a deficit within the workforce; less people with a given skill set are going to be available than required.

The labour supply and demand projections, as included in the tool, provide a clear view of the expected workforce gap for each critical occupation identified.

15 Statistics Canada, National Household Survey, 2011 and Census of Population 2006 16 Statistics Canada, National Household Survey, 2011 and Census of Population 2006 17 Singer, C. R. (2015). Top Five Immigration Changes to expect in 2015. Retrieved May 15, 2016, from http://www.immigration.ca/en/quebecimmigration-topmenu/179-canada-immigration-news-articles/2015/january/1160-top-five-immigration-changes-to-expect-in-2015.html 18 Foreign Workers Canada, Oil Industry Labour Shortages Remedied with Newcomers to Canada 2014

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4.4.1 Labour gap within the Canadian pipeline industry over the next 10 years

As noted in the graphs below:

• Overall labour gap in the pipeline industry widens significantly in 2019 as a result of anticipated project development during this time; this gap carries forward through to 2023.

• A significant labour gap is projected to begin in 2019, primarily across Ontario, British Columbia and Saskatchewan; the gap is expected to grow substantially in 2021 with more than a 13,000 FTE gap anticipated.

• Northwest Territories is expected to realize a significant labour gap starting in 2023, as a result of a project that is anticipated to move forward at that time.

• As project planning is not completed consistently at the 10 year level by all industry players, there may be a larger gap than expected once further planning is done and additional projects are introduced.

A significant labour gap begins in 2019 and continues to accelerate until 2021, where the labour deficit grows to ~13,500 FTEs in critical occupations.

-1,642 -1,644 -1,647 -1,776

-5,325

-10,960

-13,553

-10,313

-5,390 -5,652-4,579

-15,000-14,000-13,000-12,000-11,000-10,000

-9,000-8,000-7,000-6,000-5,000-4,000-3,000-2,000-1,000

02015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025

Labo

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Labour Gap - Pipeline Industry

-1,642 -1,644 -1,647 -1,776

-5,325

-10,960

-13,553

-10,313

-5,390 -5,652-4,579

-15,000-14,000-13,000-12,000-11,000-10,000

-9,000-8,000-7,000-6,000-5,000-4,000-3,000-2,000-1,000

02015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025

Labo

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Years

Labour Gap - Total Gap by Province

Nova Scotia

Northwest Territories

New Brunswick

Quebec

Manitoba

Saskatchewan

Alberta

Ontario

British Columbia

All Provinces

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4.4.2 Critical occupations with the greatest labour gap

• A significant portion of the labour gap is made up of a small number of occupations,

with a significant deficit expected between 2019 and 2023. At the peak of this gap in 2021, we are expecting to see:

− Construction trades helpers and labourers (gap of 5,556 FTE) − Heavy equipment operators (except crane) (gap of 2,245 FTE) − Welders and related machine operators (gap of 1,949 FTE) − Industrial painters, coaters and metal finishing process operators (gap of

931 FTE) − Construction managers (gap of 720 FTE) − Inspectors in public and environmental health and occupational health and

safety (gap of 587 FTE) • The total pipeline industry gap is expected to reach almost 12,000 FTEs in 2021; it is

anticipated that much of this labour shortage is a result of upcoming retirement trends (e.g., the average age of a welder in Canada who works within oil and gas is 56 years of age) and the upward trend of labour demand that will be required based on anticipated upcoming pipeline projects.

Many critical occupations will see a significant labour shortage over the upcoming 10 years; construction trades helpers and labourers will have the greatest deficit

of 5,556 in 2021.

-1885 -1900 -1916 -2039

-5033

-9774

-11968

-9271

-5090 -5325-4448

-13,000-12,000-11,000-10,000

-9,000-8,000-7,000-6,000-5,000-4,000-3,000-2,000-1,000

02015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025

Labo

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Years

Labour Gap - Occupations with Largest 10 Year GapInspectors in public and environmental healthand occupational health and safety

Construction managers

Industrial painters, coaters and metalfinishing process operators

Welders and related machine operators

Heavy equipment operators (except crane)

Construction trades helpers and labourers

Total gap of included occupations

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5. Scenarios The workforce planning tool provides the ability to conduct a number of “what-if” scenarios to understand how labour supply and demand will differ based on different inputs. Three scenarios were created for the purpose of this study; a likely, an optimistic, and a pessimistic scenario. These scenarios differ based on a varying number of KMs of pipeline moving forward for proposed projects within either the operations, construction or maintenance phases. Additionally, relevant timelines are also taken into account for each scenario.

5.1 Workforce scenarios created for the Canadian pipeline industry

• In the likely scenario, it is projected that FTE labour demand will begin increasing

substantially in 2019, requiring over 7,500 FTEs, with a peak of 15,000 FTEs in 2021. The total labour gap is reflective of these timelines, with a significant gap starting in 2019 (5,325 FTE deficit) and peaking in 2021 (13,553 FTE deficit).

• In the optimistic scenario, some of the major capital projects are expected to go ahead sooner (compared to the likely scenario) in 2017, which begins to increase labour requirements; 2,155 FTE deficit, which adjusts to a 14,484 FTE deficit in 2019.

• In the pessimistic scenario, timelines for projects to move forward were pushed back (compared to the likely scenario), to 2019; 1,911 FTE deficit, which adjusts to a 10,739 FTE deficit in 2022).

All projected scenarios (likely, optimistic, pessimistic) showcase varying degrees of labour shortages for critical occupations; regardless of the scenario – a labour gap

will exist in the upcoming 10 years for the Canadian pipeline industry.

3,815 3,850 3,886 4,051

7,638

13,313

15,949

12,756

7,884 8,2037,190

3,815 3,8504,394

11,173

16,796 16,387

9,448

6,423 6,718

5,344 5,580

3,815 3,850 3,886 4,051 4,224

9,190

13,065 13,182

7,691

5,344 5,580

01,0002,0003,0004,0005,0006,0007,0008,0009,000

10,00011,00012,00013,00014,00015,00016,00017,00018,000

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025

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Scenario Analysis - Total Labour Demand

Likely Scenario Optimistic Scenario Pessimistic Scenario

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With the various inputs, many scenarios can be created through adjusting different macroeconomic variables that are included in the tool, such as migration rates, new entrant rates and oil production. For further scenario analysis, refer to the workforce planning tool.

-1,642 -1,644 -1,647 -1,776

-5,325

-10,960

-13,553

-10,313

-5,390 -5,652-4,579

-1,642 -1,644-2,155

-8,898

-14,484 -14,034

-7,052

-3,980 -4,223

-2,793 -2,969-1,642 -1,644 -1,647 -1,776 -1,911

-6,837

-10,668 -10,739

-5,197

-2,793 -2,969

-16,000-15,000-14,000-13,000-12,000-11,000-10,000

-9,000-8,000-7,000-6,000-5,000-4,000-3,000-2,000-1,000

0

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025

Labo

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Scenario Analysis - Total Labour Gap

Likely Scenario Optimistic Scenario Pessimistic Scenario

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6. Recommendations Based on outputs from the workforce planning tool, it is projected that the Canadian pipeline industry will face significant labour scarcity challenges over the coming 10 years. To strategically respond to the projected workforce gaps, the CEPA Foundation and its members should consider the following recommendations:

• Engage and acquire talent from under-utilized labour supply sources for critical occupations.

− Engage with universities who do not yet have pre-existing recruitment relationships with other competing organizations for the same skill-sets; this could include building a formal recruitment strategy around various pillars to engage and attract this potential labour pool. Tactical sample initiatives that should be considered, include:

• Launching a formal in-house mentorship program, from company to student. • Frequent presentations on the pipeline industry (interesting facts, innovative

technology used, day-in-the-life scenarios) to a diverse, wide range of programs on campus (e.g., environmental studies, engineering, business operations).

• Organize an engaging “interaction series”; link the university business services team with company talent teams to identify campus presence opportunities. Examples include a breakfast roadshow, kiosk at career fairs, conference presentation held on campus, sponsorship for student case competitions (award winners with a tour of a facility). − Engage with the immigration community to identify relevant skills or

aptitude and interest to learn relevant skills required for the critical occupations. Tactical sample initiatives that should be considered, include:

• Become active within the overall immigration onboarding program and educate individuals about the pipeline industry; consider working with Immigration Canada/local immigration offices and provide relevant opportunities that potential candidates could apply to and fill.

• Build a relationship with the Express Entry program, which was introduced in January 2015 with the purpose of expediting the immigration process for highly skilled workers, in particular for scarcity skill areas in Canada. Engage with the Express Entry administrators to see if there is an opportunity to do a presentation to a group of new members of the immigration community; identify if there is an opportunity to share collateral/materials on the pipeline industry; provide assistance to individuals who are interested in learning about educational/skill requirements for critical occupations.

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• Develop an industry-wide approach to collectively attract and engage labour supply; work with Federal and Provincial governments.

− Adjust approach of only recruiting people to the industry, but also attracting individuals; start early by engaging students in junior high/high school, who are starting to think about the type of work they would like to do in the future. Tactical sample initiatives that should be considered, include:

• Holding information sessions, not only for those students in school but also with parents during career events to build a greater understanding on the types of jobs available and educational requirements for these roles.

• Start an “on the job” shadowing program for students; consider a rotational program so individuals have the opportunity to learn about different types of roles (this program could evolve to a “course credit” program as well). − Work with government bodies to provide direction on the trades that are in

demand. • Consider building a process for identifying which programs can offer

individuals relevant training that is required. • Imbed further training and awareness curriculum into the educational system

at the junior/high school levels to begin this capability development. • Seek out support from all layers of government to share information around

the types of critical occupations that are projected to be in demand; build awareness within the community and be purposeful about targeting both rural and metropolis communities (e.g., targeting students in smaller cities, but in relevant locations could be strategic in building out the relevant skill-sets in those areas. Targeting students in highly populated metropolis areas allows for a greater reach of potential recruits in terms of numbers).

• Conduct an international skill labour supply study for critical occupations to recruit from outside of Canada.

− Assess this separate labour pool through an initial study of five-to-ten known countries that may have a surplus of these critical skills, which would support understanding on which occupations could be met through international sourcing. This could not only provide direction on location of potential critical labour supply pockets, but could also bring experienced workers who could share their deep industry knowledge and expertise (especially as retirees begin to leave the workforce). Subsequent to this, conduct a deeper study of actual supply of the critical occupations in two or three of these countries to understand supply and demand for the upcoming five to ten years.

− Consider focusing on the top ten-to-fifteen critical occupations that have an expected labour gap in Canada over the near term and continue to conduct analysis on those roles that will not be required until the mid-to-late term.

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• Calibrate internal planning based on the outputs of the forecasted workforce gaps, to drive internal business strategy and timelines.

− Customize inputs into the workforce planning tool, based on organization-specific plans, which are fed into an organizations internal planning process; sample different scenarios to understand how an organization’s current labour force would be impacted.

− Use the outputs from these scenarios to help shape and inform a detailed understanding on how potential adjustments to the existing workforce plan would affect the current approach and plan in place for anticipated upcoming positions; adjust existing strategy as required, (i.e. review viability of a certain major project, given the target timelines, project location coupled with the anticipated scarcity of certain skills at that time).

• Focus efforts around retention of current labour force. − Consider alternative methods to gauge overall engagement of existing

employee base; address quick win opportunities (e.g., employees seeking additional weekly meeting to understand overall goals or targets for that week) and continue to build a strategy on how to create and enable a positive and collective team environment where employees feel a sense of commitment to their company. Tactical sample initiatives that should be considered include:

• Consider launching a “Pulse Check Survey” series, which is a quick survey that asks employees to rate their engagement on a few areas, at a point in time. This provides real-time feedback to the leadership team which helps them understand the level of engagement/positivity of culture currently at play within their organization; also provides ability to respond quickly to any key areas of concern.

• Once any areas of concern are identified, monitor these groups and develop a tactful plan on how to address their concerns, such as increased engagement by leaders, review of workload and further talent interventions that focus on identifying areas of dissatisfaction.

• Build formal industry-wide succession and knowledge management approach and plan to proactively address upcoming retirements.

− As experienced workers depart the labour force, they leave with their robust and comprehensive industry knowledge and expertise; build a formalized knowledge sharing program that documents/cross shares knowledge not only well in advance of potential departures, but also through day-to-day knowledge sharing activities, (i.e. make this part of company/industry culture). Tactical sample initiatives that should be considered, include :

• Building a “buddy” system between more senior/longer serving employees and new employees, starting with roles that are most “at risk” in terms of skills leaving the industry; build templates and guides to help buddy teams structure their conversations around knowledge.

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7. Conclusions The Canadian pipeline industry contributes significantly to the Canadian economy, accounting for more than 350,000 jobs (directly and indirectly) and the energy and resources industry overall contributing nearly 7% to Canada’s overall GDP19. The increase in workforce demand could present significant challenges to this industry if the workforce supply is not able to meet the demand requirements in the coming decade. It is strategic for the Canadian pipeline industry to prioritize addressing anticipated labour gaps in order to meet the needs of upcoming projected pipeline projects, which will continue to drive growth in this sector.

As showcased in this study, the Canadian pipeline sector will be facing a skill shortage for critical roles beginning in 2019, and carrying through until 2021, where the labour deficit grows to ~13,500 FTE for critical occupations. This gap exists primarily due to anticipated project development, relative to the available labour supply that will exist during this time. The Canadian pipeline industry will also continue to operate within a competitive employment environment and must be focused around attraction and retention of their people, as they will be critical in helping the pipeline industry meet the large increase in projected workforce demand.

The purpose of the proposed recommendations is to provide innovative and unique ways to engage potential labour sourcing and retention opportunities. Through diversifying the recruitment and attraction approach, the Canadian pipeline industry can begin to build and foster these initiatives, and generate a more robust labour workforce pool to leverage in the future. This report is an important step in helping the CEPA Foundation and its member organizations to undertake the upcoming labour scarcity challenges over the next 10 years, and will support this community in their efforts to start formulating an action plan now, for talent considerations of the future.

19 National Resources Canada, Pipelines Across Canada 2014

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8. Appendix

8.1 Educational scan results NOC Classification and educational options table

# NOC # NOC title Sample education required for NOC

University/college/program # of graduates

Location

1 0016 Senior managers – construction, transportation, production and utilities

Engineering program Carleton University 255 Ontario

Concordia University 401 Quebec

Dalhousie University 264 Nova Scotia

McGill University 430 Quebec

Memorial University of Newfoundland

137 Newfoundland

Ryerson University 392 Ontario

University of British Columbia

432 British Columbia

University of Western Ontario

246 Ontario

Université de Moncton 71 New Brunswick

University of Sherbrooke 245 Quebec

University of Alberta 550 Alberta

University of Calgary 494 Alberta

University of Manitoba 181 Manitoba

University of New Brunswick 77 New Brunswick

University of Northern British Columbia

28 British Columbia

University of Regina 37 Saskatchewan

University of Saskatchewan 196 Saskatchewan

University of the Fraser Valley


University of Toronto 1036 Ontario

University of Victoria 148 British Columbia

University of Windsor 209 Ontario

McMaster University 463 Ontario

Queen's University 404 Ontario

University of Ottawa 291 Ontario

Université Laval 183 Quebec

University of Waterloo 1083 Ontario

Simon Fraser University 60 British Columbia

York University 20 Ontario

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NOC Classification and educational options table



Location

Business Administration/Commerce

Aurora College 35 Northwest Territories

Cape Breton University 246 Nova Scotia

Carleton University 319 Ontario




150 Newfoundland

Northern Alberta Institute of Technology

213 Alberta

Royal Roads University 10 British Columbia


SAIT Polytechnic 721 Alberta

St.Francis Xavier University 176 Nova Scotia




1089 Ontario




University of Lethbridge 341 Alberta





University of Prince Edward Island

153 Prince Edward Island








British Columbia Institute of Technology


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Location

Centennial College of Applied Arts and Technology

822 Ontario

Conestoga College of Applied Arts and Technology

316 Ontario

George Brown College of Applied Arts and Technology

394 Ontario

Georgian College of Applied Arts and Technology

148 Ontario

Humber College of Applied Arts and Technology

210 Ontario

Niagara College of Applied Arts and Technology

353 Ontario

Holland College 37 Prince Edward Island






Wilfrid Laurier University 740 Ontario


2 0124 Advertising, marketing and public relations managers

Communications/Public Relations/Journalism









104 Ontario


40 Ontario


37 Ontario




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Location

Marketing Cape Breton University 27 Nova Scotia





17 Newfoundland


158 Alberta





93 British Columbia


120 Ontario








7 British Columbia





22 British Columbia







99 Ontario


42 Ontario


94 Ontario

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Location


18 Ontario


97 Ontario


74 Ontario







3 0211 Engineering managers

Engineering program Carleton University 255 Ontario





137 Newfoundland





246 Ontario


University of Sherbrooke 245 Quebec






28 British Columbia







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Location









4 0711 Construction managers

Civil engineering Carleton University 103 Ontario




42 Newfoundland





76 Ontario















5 0714 Facility operation and maintenance managers

Business Administration Aurora College 35





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Location



150 Newfoundland


213 Alberta








1089 Ontario





















822 Ontario


316 Ontario


394 Ontario

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Location


148 Ontario


210 Ontario


353 Ontario









6 1111 Financial auditors and accountants

Certified Professional Accountant (CPA)

Alberta programs 270 Alberta

British Columbia programs 331 British Columbia

Manitoba programs 164 Manitoba

New Brunswick programs 36 New Brunswick

Newfoundland and Labrador programs

90 Newfoundland and Labrador

Northwest Territories programs

Not reported


Nova Scotia programs 7 Nova Scotia

Nunavut programs Not reported

Nunavut

Ontario programs 1390 Ontario

Prince Edward Island programs


Quebec programs 709 Quebec

Saskatchewan programs 67 Saskatchewan

Yukon programs NR Yukon

7 1215 Supervisors, supply chain, tracking and scheduling co-ordination occupations







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Location


150 Newfoundland


213 Alberta








1089 Ontario





















822 Ontario


316 Ontario


394 Ontario

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Location


148 Ontario


210 Ontario


353 Ontario









8 1225 Purchasing agents and officers








150 Newfoundland


213 Alberta








1089 Ontario






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Location
















822 Ontario


316 Ontario


394 Ontario


148 Ontario


210 Ontario


353 Ontario









9 1253 Records management technicians

Information (IT)/Records Management Technology



51 Alberta

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Location




43 British Columbia


25 Ontario


21 Ontario


10 2131 Civil engineers

Civil engineering Carleton University 103 Ontario





42 Newfoundland





76 Ontario


Université de Sherbrooke 68 Quebec















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Location

11 2132 Mechanical engineers

Mechanical engineering Carleton University 56 Ontario





63 Newfoundland





95 Ontario


















12 2133 Electrical and electronics engineers

Electrical engineering Carleton University 48 Ontario





32 Newfoundland




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Location


35 Ontario

















13 2134 Chemical engineers

Chemical engineering Dalhousie University 41 Nova Scotia




55 British Columbia


40 Ontario






93 British Columbia







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Location

14 2141 Industrial and manufacturing engineers

Industrial engineering Concordia University 35 Quebec





87 British Columbia



15 2173 Software engineers and designers

Computer science Carleton University 124 Ontario




26 Newfoundland






37 Ontario








4 British Columbia






35 British Columbia





86 Ontario

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Location


54 Ontario


31 Ontario


41 Ontario








16 2221 Biological technologists and technicians

Agriculture and Biological Sciences







132 Newfoundland




92 British Columbia


264 Ontario








52 British Columbia




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Location



30 British Columbia











17 2231 Civil engineering technologists and technicians

Civil engineering technology


88 Alberta



76 British Columbia


24 Ontario


4 Ontario


31 Ontario


15 Ontario

18 2234 Construction estimators

Construction/engineering technology


50 Alberta




58 British Columbia


6 Ontario


142 Ontario


213 Ontario

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Location


4 Ontario


38 Ontario


19 2253 Drafting technologists and technicians

Engineering design and drafting technology


33 Alberta





143 Ontario


29 Ontario


24 Ontario


30 Ontario

20 2263 Inspectors in public and environmental health and occupational health and safety

Food science/nutrition Cape Breton University 7 Nova Scotia









11 Ontario






16 British Columbia


77 Ontario


35 Ontario

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Location


Not reported

Ontario


Health & Safety Dalhousie University 32 Nova Scotia


34 Alberta




87 British Columbia


42 Ontario


21 2264 Construction inspectors

Civil engineering technology


88 Alberta



76 British Columbia


24 Ontario


4 Ontario


31 Ontario


15 Ontario

Construction/engineering technology


50 Alberta




58 British Columbia


6 Ontario


142 Ontario


213 Ontario


4 Ontario

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Location


38 Ontario


22 4112 Lawyers and Quebec notaries

Bar examination (Law) Alberta programs 416 Alberta







0 Northwest Territories


Nunavut programs 0 Nunavut



Not reported

Prince Edward Island



Yukon programs Not reported

Yukon

23 4162 Economists and economic policy researchers and analysts

Economics masters Carleton University 45 Ontario




18 Newfoundland







3 British Columbia





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Location







24 7237 Welders and related machine operators

Welder (red seal) Alberta programs 809 Alberta










Nunavut






Yukon programs 6 Yukon

25 7312 Heavy-duty equipment mechanics

Heavy-duty equipment mechanics (red seal)











Nunavut




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Location




26 7521 Heavy equipment operators (except crane)

Heavy equipment operators


British Columbia programs Not reported

British Columbia









Nunavut



Not reported





Yukon

27 7611 Construction trades helpers and labourers


British Columbia programs Not reported

British Columbia


New Brunswick programs Not reported

New Brunswick


Not reported

Newfoundland and Labrador


Not reported


Nova Scotia programs Not reported

Nova Scotia


Nunavut



Not reported


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Location

Quebec programs Not reported

Quebec



Yukon

28 9536 Industrial painters, coaters and metal finishing process operators

Other major trade groups (red seal)



Manitoba programs Not reported

Manitoba





Not reported




Nunavut

Ontario programs Not reported

Ontario




Saskatchewan programs Not reported

Saskatchewan


8.2 Criticality rating for relevant occupations The below legend was provided to CEPA Foundation member organizations, as they classified the criticality of each occupation.

Occupations criticality to the project type (three rating options)

1 Not Critical – Unskilled position that is not difficult position to hire due to limited external workforce supply

2 Somewhat Critical – Somewhat skilled position and/or somewhat difficult position to hire due to limited external workforce supply

3 Very Critical – Skilled position and difficult to position to hire due to limited external workforce supply

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8.3 Assumptions used for study • FTE multipliers were the result of aggregated workforce data submitted by CEPA

Foundation members. • Occupation titles and descriptions were associated to a NOC code • FTE requirements for different sized projects were normalized to ‘per 100 KM’

equivalents. • Operation kilometres is the result of the construction kilometres from any construction

projects going into operation. • The model scope focuses on transmission oil and gas pipelines. • The workforce requirements for compressor and pumping stations are incorporated

into the multipliers for overall pipeline KM by each pipeline type and pipeline phase. • Major project estimated timelines were delayed due to the expected requirement of

$70 USD WTI pricing, Deloitte’s Oil and Gas price forecast calls predicts $70 USD WTI in 2019, therefore major project start dates were pushed to 2019.

• Construction and maintenance kilometres are unchanged year-over-year until 2018, due to suppressed oil prices forecasted to maintain for the time period which would limit any growth in construction or maintenance.

• Construction and maintenance kilometres increase by 5% year over year after 2018 to align with historical growth during economically viable energy prices, where Deloitte’s Oil and Gas price forecasts predicts $60 USD WTI.

• Construction and maintenance requirements for 2015 and subsequent years until 2018, were estimated based NEB filings during the downturn in energy prices.

• Pipeline Phases: − Construction phase: FTEs required for the construction of net-new

kilometres of pipeline − Operation phase: FTEs required to sustain the flow of liquid or gas

through a pipeline − Maintenance phase: FTEs required during the replacement of a given

kilometres of pipeline • A number of NOC codes did not have people associated within the NAICS codes for

pipeline transportation. A combination of data received from CEPA Foundation member organizations, government statistics focusing on workforce market availability, hiring success rates from CEPA Foundation members, and others were used to estimate a baseline supply of people within the respective NOC codes and NAICS code. The list of NOC codes with estimated supply numbers are the following:

− 1253 – Records Management Technicians − 2221 – Biological Technologists and Technicians − 2234 – Construction Estimators − 2264 – Construction Inspectors − 7312 – Heavy-Duty Equipment Mechanics − 7521 – Heavy Equipment Operators − 9536 – Industrial Painters, Coaters, and Metal Finishing Process Operators

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8.4 CEPA Foundation WFP tool user guide The WFP Tool dashboard is broken into three main components, as can be seen in the image below.

1. The left pane (area marked with the 1) contains the data filters, data segmentation options and data view toggle buttons.

2. The top row of buttons (area marked with the 2) contains the main analyses option buttons, as well as the data breakdown options, essentially choosing your legend within the graph.

3. The main graph area (area marked with the 3) contains the data visualization. This area will change based on your selections and options selected in areas 1 and 2.

All graphs, charts and table data can be extracted by right clicking the object, and clicking ‘send values to excel’. Remembering that any selections made are included in that exported data, it is important to remember your selections when exporting data and at any time can reset your selections by clicking the Clear Selections button under the CEPA Foundation logo.

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The left pane is also separated into three main areas.

1. The top section (area marked with a 1 to the right) includes the button to clear all filter selections. The 4 drop down menus below allow the user to make selections within the data. More than one selection can be achieved by holding the ctrl button while clicking the options within the drop down menu.

2. The middle section (area marked with a 2 to the right) is the data view toggle buttons which include the Macroeconomic Variable View, Macroeconomic Variable Adjustment, Variable Inputs, and New Entrants Data. More details regarding these four views is within the following sections.

3. The bottom section (area marked with a 3 to the right) provides all the data segmentation analysis and scenario analysis. Clicking the buttons will toggle on or off the data within the graph associated with the relative button. If the button is greyed out, it means that the buttons have no effect on the currently viewed data within the data visualization area due to the current selections.

When the Macroeconomic Variable Adjustment view is enabled, access to the Macroeconomic Variable sliders is provided. These sliders allow additional scenario analysis within the projections. Depending on what analysis is currently selected some macroeconomic sliders will be greyed out.

Net National Migration Rate, National New Entrants to Workforce Rate and the Average Hourly Wage (Energy and Resources) apply to the Workforce Supply projection. The Canadian Oil Production applies to the Workforce Demand projection.

The percentages beside the sliders to the left provide a percent variance from the baseline value that the current selected value is at. Clicking the blue Reset button will reset all the sliders to the baseline value.

The historical correlations between these Macroeconomic variables was assessed and quantified, the historical relationship between the change in these variables and the pipeline industries workforce is applied within the projection.

An alternative view to the main bar graph visualization to see the overall effect of these macroeconomic variables on the workforce an additional view was incorporated into the tool, the Macroeconomic Variable Impact view. In the screen shot below this view is shown. The green line will show what the baseline projection value is, while the blue line will show what the adjusted projection is based on the adjustments made on the Macroeconomic variables.

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The Variable Inputs view provides the most detailed scenario analysis capability. This view provides the user the ability to adjust the projected km’s of pipeline for both the construction phase and maintenance phase of gas and liquid pipelines.

1. The user can change the km projections by clicking the respective box in the top table (area marked with a 1 in the image below) and entering a positive number to increase the baseline value or a negative value to subtract from the baseline value. It is important to click the Reload button in the top right after you have finished making changes in the top table.

2. In the middle table (area marked with a 2 in the image below) the baseline and current values are displayed. The baseline numbers are the initial projected km’s within the tool. While the current column is the currently utilized number within the model based on user inputs.

3. The bottom table (area marked with a 3 in the image to the right) provides the FTE multipliers for each critical occupation by each phase and type of pipeline. This table can be utilized as an industry wide benchmark for critical occupations required for all industry participants.

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The last additional view included within the tool is the New Entrants Data view. This dashboard provides detailed information on relevant graduates from university and college to the pipeline Industry. As well as Red Seal and professional designations, all three data sets are viewed by clicking across the top buttons in the image below. Each map is interactive, where hovering over a bubble provides additional details about that institution. Clicking and dragging across a given region also zooms into that region and shows only the selected institutions.

The last button on the right across the top provides all the detailed information of the institutions with in a table format. As with all tables and charts within the tool, it can be exported.

8.5 Glossary Abbreviation Definition

CANSIM Canadian Socio-Economic Information Management System

COPS Canadian Occupational Projection System

CPA Certified Public Accountant

FTE Full Time Equivalent

GDP Gross Domestic Product

NEB National Energy Board

NOC codes National Occupation Classification

WFP Workforce Planning

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8.6 National Occupation Classification (NOC) (critical occupations) # NOC title (#) Description Example titles within NOC Main duties Employment requirements

1 Senior managers – construction, transportation, production and utilities (0016)

Senior managers in this unit group plan, organize, direct, control and evaluate, through middle managers, the overall operations of goods production, utility, transportation and construction companies. They formulate policies which establish the direction to be taken by these companies, either alone or in conjunction with other members of a board of directors.

• Chief executive officer (CEO) – manufacturing company

• Chief financial officer (CFO) – urban transit system

• Corporate controller, logging company

• Executive vice-president – railway

• General manager, trucking company

• President, residential construction company

• Publishing house general manager

• Regional vice-president, petroleum production company

• Vice-president, finance – mining company

• Vice-president, marketing – airline

• Vice-president, operations – electric power company

• Vice-president, sales – pulp and paper manufacturing

Senior managers in this unit group perform some or all of the following duties:

• Establish objectives for the company and formulate or approve policies and programs.

• Authorize and organize the establishment of major departments and associated senior staff positions.

• Allocate material, human and financial resources to implement company policies and programs; establish financial and administrative controls; formulate and approve promotional campaigns; and approve overall personnel planning.

• Select middle managers, directors or other executive staff.

• Co-ordinate the work of regions, divisions or departments.

• Represent the company or delegate representatives to act on behalf of the company in negotiations or other official functions.

• A university degree or college diploma in engineering, business administration, commerce or other discipline related to the company's product is usually required.

• Several years of experience as a middle manager in goods production, utilities, transportation or construction are usually required.

• Specialization in a particular functional area or product is possible through specific university or college training in that area or through previous experience.

• Senior managers in finance usually require a professional accounting designation.

2 Advertising, marketing and public relations managers (0124)

Advertising, marketing and public relations managers plan, organize, direct, control and evaluate the activities of

• Internet communications manager

• Web communications manager

• Web marketing manager

• Advertising director

Advertising, marketing, public relations and e-business managers perform some or all of the following duties:

• Advertising and public relations managers.

• A university degree or college diploma in communications, public relations, marketing,

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# NOC title (#) Description Example titles within NOC Main duties Employment requirements

establishments and departments involved in commercial, industrial and e-business advertising, marketing and public relations. They are employed by commercial and industrial establishments, government departments, and advertising, marketing and public relations firms or consulting businesses.

• Advertising manager director

• Communications director, media relations

• Director, public relations

• Fundraising campaign manager

• Manager, e-business marketing manager

• Promotions manager

• Sales and marketing manager

• Advertising managers plan, direct and evaluate the activities of firms and departments that develop and implement advertising campaigns to promote the sales of products and services.

• Marketing managers establish distribution networks for products and services, initiate market research studies and analyze their findings, assist in product development, and direct and evaluate the marketing strategies of establishments.

• Public relations managers direct and evaluate establishments and departments that develop and implement communication strategies and information programs, publicize activities and events, and maintain media relations on behalf of businesses, governments and other organizations.

• E-business manager’s plan, organize, direct, control and evaluate the design, development and maintenance of Internet and Intranet sites to manage an organization's Internet presence including public relations, communications and commercial activities.

journalism or in a related field and, several years of experience in an advertising, public relations or communications officer position or in a related occupation are required.

• A university degree or college diploma in business administration or in a related field with a specialization in sales or marketing and, several years of experience as a sales, marketing or public relations representative or in a related occupation are required. E-business managers.

• A university degree or college diploma in a field related to electronic commerce, Web site content development, or Internet services and, experience in Web site design, interactive media development, data administration or information systems analysis or experience related to Web site content are usually required.

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3 Engineering managers (0211)

Engineering manager’s plan, organize, direct, control and evaluate the activities of an engineering department, service or firm. They are employed by a wide range of private sector and government establishments and by consulting engineering and scientific research companies.

• Director, engineering research and development

• Electrical engineering

• Service manager

• Engineering department manager

• Engineering manager

• Telecommunications engineering service

• Production engineering manager

Engineering managers perform some or all of the following duties:

• Plan, organize, direct, control and evaluate the activities and operations of an engineering department, service or firm.

• Develop and implement policies, standards and procedures for the engineering and technical work performed in the department, service, laboratory or firm.

• Consult and negotiate with clients to prepare specifications, explain proposals and present engineering reports and findings.

• Assign, co-ordinate and review the technical work of the department or project teams.

• Recruit personnel and oversee development and maintenance of staff competence in required areas.

• May participate directly in the design, development and inspection of technical projects or in the engineering work of the department.

• A bachelor's degree in engineering is usually required.

• Extensive experience in an engineering discipline, including supervisory experience, is required.

• Registration as a Professional Engineer (P. Eng.) by a provincial or territorial association of professional engineers is usually required.

4 Construction managers (0711)

Construction manager’s plan, organize, direct, control and evaluate the activities of a construction company or a construction department within a

• Commercial construction manager

• Construction manager

• Construction superintendent

• General contractor

• Housing construction manager

Construction managers perform some or all of the following duties:

• Plan, organize, direct, control and evaluate construction projects from start to finish according to

• A university degree in civil engineering or a college diploma in construction technology is usually required.

• A master's degree in project management may be required.

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company, under the direction of a general manager or other senior manager. They are employed by residential, commercial and industrial construction companies and by construction departments of companies outside the construction industry.

• Industrial construction manager

• Pipeline construction manager

• Project manager, construction

• Residential construction manager

schedule, specifications and budget.

• Prepare and submit construction project budget estimates.

• Plan and prepare construction schedules and milestones and monitor progress against established schedules.

• Prepare contracts and negotiate revisions, changes and additions to contractual agreements with architects, consultants, clients, suppliers and subcontractors.

• Develop and implement quality control programs.

• Represent company on matters such as business services and union contracts negotiation.

• Prepare progress reports and issue progress schedules to clients.

• Direct the purchase of building materials and land acquisitions.

• Hire and supervise the activities of subcontractors and subordinate staff.

• Several years of experience in the construction industry, including experience as a construction supervisor or field superintendent, are usually required.

• Extensive experience in the construction industry may substitute for post-secondary education requirements.

• Professional engineering status or construction trade certification may be required by some employers.

5 Facility operation and maintenance managers (0714)

Facility operation manager’s plan, organize, direct, control and evaluate the operations of commercial, transportation and

• Airport manager

• Arena manager

• Campus maintenance manager

• Chief, maintenance support services

• Facility operations manager

Facility operation managers perform some or all of the following duties:

• Plan, organize, direct, control and evaluate the operations of commercial, transportation and recreational facilities and the included real estate.

• Facility operation managers require completion of a college or university program in business administration or in a discipline related to facility operation and maintenance or, an equivalent combination of technical training

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recreational facilities and the included real estate. Facility operation managers are employed by a wide range of establishments, such as airports, harbours, canals, shopping centres, convention centres, warehouses and recreational facilities. Maintenance manager’s plan, organize, direct, control and evaluate the maintenance department within commercial, industrial, institutional, recreational and other facilities. Maintenance managers are employed by a wide range of establishments, such as office buildings, shopping centres, airports, harbours, warehouses, grain terminals, universities, schools and sports facilities, and by the maintenance and mechanical engineering departments of manufacturing and other industrial establishments.

• Harbour master

• Head, facilities maintenance

• Maintenance manager

• Mechanical services superintendent

• Plant maintenance superintendent

• Recreation facility manager

• Shopping centre manager superintendent

• maintenance and service warehouse manager

• Oversee the leasing of space in the facility and the included real estate and the development of marketing strategies.

• Plan, organize and direct administrative services such as signage, cleaning, maintenance, parking, safety inspections, security and snow removal.

• Plan, organize, direct, control and evaluate construction projects to modify commercial, transportation and recreational facilities and real estate.

• Oversee the installation, maintenance and repair of real estate infrastructures including machinery, equipment and electrical and mechanical systems.

• Plan and manage the facility's operations budget.

• Prepare or oversee the preparation of reports and statistics related to areas of responsibility.

• Hire and oversee training and supervision of staff.

• Maintenance managers perform some or all of the following duties:

− Direct the maintenance and repair of an establishment's machinery, equipment and

and experience in administration or maintenance.

• Maintenance managers require completion of a college or university program in electrical or mechanical engineering or in another discipline related to building maintenance or, an equivalent combination of technical training and experience in building maintenance.

• Several years of supervisory experience in facility operations or maintenance are usually required.

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electrical and mechanical systems.

− Develop and implement schedules and procedures for safety inspections and preventive maintenance programs.

− Co-ordinate cleaning, snow removal and landscaping operations.

− Administer contracts for the provision of supplies and services.

− Plan and manage a facility's maintenance budget.

− Hire and oversee training and supervision of staff.

6 Financial auditors and accountants (1111)

Financial auditors examine and analyze the accounting and financial records of individuals and establishments to ensure accuracy and compliance with established accounting standards and procedures. Accountants plan, organize and administer accounting systems for individuals and establishments. Articling students in accounting firms are included in this unit

• Accountant, certified general accountant (CGA)

• Certified management accountant (CMA)

• Chartered accountant (CA)

• Chief accountant

• Financial auditor

• Income tax expert

• Industrial accountant

• Internal auditor

Financial auditors perform some or all of the following duties:

• Examine and analyze journal and ledger entries, bank statements, inventories, expenditures, tax returns and other accounting and financial records, documents and systems of individuals, departments within organizations, businesses or other establishments to ensure financial recording accuracy and compliance with established accounting standards, procedures and internal controls.

• Prepare detailed reports on audit findings and make

• Chartered accountants require a university degree and, completion of a professional training program approved by a provincial institute of chartered accountants and, depending on the province, either two years or 30 months of on-the-job training and, membership in a provincial Institute of Chartered Accountants upon successful completion of the Uniform Evaluation (UFE).

• Certified general accountants and certified management accountants require a university degree and, completion of a training program approved by the

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group. Financial auditors and accountants are employed by auditing and accounting firms throughout the private and public sectors, or they may be self-employed.

recommendations to improve individual or establishment's accounting and management practices.

• Conduct field audits of businesses to ensure compliance with provisions of the Income Tax Act, Canadian Business Corporations Act or other statutory requirements.

• May supervise other auditors or professionals in charge of accounting within client's establishment. Accountants perform some or all of the following duties:

− Plan, set up and administer accounting systems and prepare financial information for individuals, departments within organizations, businesses and other establishments.

− Examine accounting records and prepare financial statements and reports.

− Develop and maintain cost finding, reporting and internal control procedures.

− Examine financial accounts and records and prepare income tax returns from accounting records.

Society of Certified General Accountants or Society of Management Accountants and several years of on-the-job training and, certification by the Certified General Accountants Association or the Society of Management Accountants.

• Auditors require education, training and recognition as indicated for chartered accountants, certified general accountants or certified management accountants and, some experience as an accountant.

• Auditors may require recognition by the Institute of Internal Auditors.

• To act as a trustee in bankruptcy proceedings, auditors and accountants must hold a licence as a trustee in bankruptcy.

• Licensing by the provincial or territorial governing body is usually required for accountants and auditors practicing public accounting.

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− Analyze financial statements and reports and provide financial, business and tax advice.

− May act as a trustee in bankruptcy proceedings.

− May supervise and train articling students, other accountants or administrative technicians.

7 Supervisors, supply chain, tracking and scheduling co-ordination occupations (1215)

Supervisors in this unit group supervise and co-ordinate the activities of workers in the following unit groups: Shippers and Receivers (1521), Storekeepers and Partspersons (1522), Production Logistics Co-ordinators (1523), Purchasing and Inventory Control Workers (1524), Dispatchers (1525) and Transportation Route and Crew Schedulers (1526). They are employed throughout the private and public sectors.

• Dispatch logistician

• Flight crew scheduling supervisor

• Freight forwarding

• Logistician

• Head dispatcher

• Head shipper

• Inventory control supervisor

• Logistics supervisor – transportation

• Parts service supervisor

• Production clerks supervisor

• Ramp services supervisor – airport

• Supervisor, receiving

• Supply control coordinator

Supervisors in this unit group perform some or all of the following duties:

• Co-ordinate, assign and review the work of clerks engaged in the following duties: shipping, receiving, storing, distributing and maintaining inventories of materials, parts and products; processing purchasing transactions; coordinating production work; dispatching crews; scheduling transportation crews and routes; operating airport ramp servicing vehicles; and other related activities.

• Plan, organize and oversee operational logistics of the organization, establish work schedules and procedures, resolve work-related issues, prepare and submit progress and other reports and co-ordinate

• Completion of secondary school is usually required.

• Several years of experience in the occupation supervised are usually required.

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activities with other supply-chain work units or departments.

• Train workers in job duties, safety procedures and company policies.

• Requisition supplies and materials.

• Ensure smooth operation of computer systems, equipment and machinery and arrange for maintenance and repair work.

• May perform the same duties as workers supervised.

8 Purchasing agents and officers (1225)

Purchasing agents and officers purchase general and specialized equipment, materials, land or access rights and business services for use or for further processing by their establishment. They are employed throughout the public and private sectors.

• Contract management officer

• Contracts officer energy asset surface land analyst

• Material management officer

• Procurement officer purchaser, furniture and furnishings

• Purchasing agent

• Supply officer, government

Purchasing agents and officers perform some or all of the following duties:

• Purchase general and specialized equipment, materials, land or access rights, or business services for use or for further processing by their establishment.

• Assess requirements of an establishment and develop specifications for equipment, materials and supplies to be purchased.

• Invite tenders, consult with suppliers and review quotations.

• Determine or negotiate contract terms and conditions, award supplier contracts or recommend contract awards.

• Establish logistics of delivery schedules, monitor progress and

• A bachelor's degree or college diploma in business administration, commerce or economics is usually required.

• Purchasing agents and officers purchasing specialized materials or business services may require a related university degree or college diploma. For example, a bachelor's degree or college diploma in engineering may be required for purchasers of industrial products.

• A certificate in purchasing from the Purchasing Management Association of Canada (PMAC) may be required.

• Previous experience as a purchasing clerk or as an administrative clerk may be required.

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contact clients and suppliers to resolve problems.

• Negotiate land acquisition or access rights for public or private use, and may conduct field investigations of properties.

• May hire, train or supervise purchasing clerks.

• Certification from the International Right of Way Association (IRWA) may be required.

9 Records management technicians (1253)

Records management technicians operate and maintain systems for the collection, classification, retrieval and retention of records, images, documents and information. Records management technicians are employed throughout the private and public sectors.

• Information management technician

• Microfilm records searcher

• Records classifier

• Records digitizing technician

• Records technician

Records management technicians perform some or all of the following duties:

• Implement and update records classification, retention and disposal scheduling plans.

• Classify, code, cross-reference, log and store records.

• Develop document inventories and maintain indexes for classification systems.

• Operate information retrieval systems to research and extract records according to established guidelines in response to requests.

• Label, prepare and transfer information files according to established records management life-cycle procedures and schedules.

• Maintain access lists for security classified records.

• Records management technicians usually require completion of a two- to three-year college program in information or records management technology.

• Two to three years’ experience in a records management environment may be required.

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• Compile statistics and reports on activities within records management services.

10 Civil engineers (2131) Civil engineers plan, design, develop and manage projects for the construction or repair of buildings, earth structures, powerhouses, roads, airports, railways, rapid transit facilities, bridges, tunnels, canals, dams, ports and coastal installations and systems related to highway and transportation services, water distribution and sanitation. Civil engineers may also specialize in foundation analysis, building and structural inspection, surveying, geomatics and municipal planning. Civil engineers are employed by engineering consulting companies, in all levels of government, by construction firms and in many other industries, or they may be self-employed.

• Bridge engineer

• Civil engineer

• Construction engineer

• Environmental engineer

• Geodetic engineer

• Geomatics engineer

• Highway engineer

• Hydraulics engineer

• Municipal engineer

• Project engineer, construction

• Public works engineer

• Sanitation engineer

• Structural engineer

• Surveying engineer

• Traffic engineer

• Transportation engineer

• Water management engineer

Civil engineers perform some or all of the following duties:

• Confer with clients and other members of the engineering team and conduct research to determine project requirements.

• Plan and design major civil projects such as buildings, roads, bridges, dams, water and waste management systems and structural steel fabrications.

• Develop construction specifications and procedures.

• Evaluate and recommend appropriate building and construction materials.

• Interpret, review and approve survey and civil design work.

• Conduct field services for civil works.

• Ensure construction plans meet guidelines and specifications of building codes and other regulations.

• Establish and monitor construction work schedules.

• Conduct feasibility studies, economic analyses, municipal and regional traffic studies,

• A bachelor's degree in civil engineering or in a related engineering discipline is required.

• A master's degree or doctorate in a related engineering discipline may be required.

• Licensing by a provincial or territorial association of professional engineers is required to approve engineering drawings and reports and to practice as a Professional Engineer (P.Eng.).

• Engineers are eligible for registration following graduation from an accredited educational program, and after three or four years of supervised work experience in engineering and passing a professional practice examination.

• Leadership in Energy and Environmental Design (LEED) certification is offered by the Canada Green Building Council and may be required by some employers.

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environmental impact studies or other investigations.

• Monitor air, water and soil quality and develop procedures to clean up contaminated sites.

• Conduct technical analyses of survey and field data for development of topographic, soil, hydrological or other information and prepare reports.

• Act as project or site supervisor for land survey or construction work.

• Prepare contract documents and review and evaluate tenders for construction projects.

• Supervise technicians, technologists and other engineers and review and approve designs, calculations and cost estimates.

11 Mechanical engineers (2132)

Mechanical engineers research, design and develop machinery and systems for heating, ventilating and air conditioning, power generation, transportation, processing and manufacturing. They also perform duties related to the evaluation, installation, operation and maintenance of

• Acoustics engineer automotive engineer

• Design engineer – mechanical

• Energy conservation engineer

• Engineer, power generation

• Fluid mechanics engineer

• Heating, ventilation and air conditioning (HVAC) engineer

• Mechanical engineer

• Mechanical maintenance engineer

• Nuclear engineer

Mechanical engineers perform some or all of the following duties:

• Conduct research into the feasibility, design, operation and performance of mechanisms, components and systems.

• Plan and manage projects, and prepare material, cost and timing estimates, reports and design specifications for machinery and systems.

• A bachelor's degree in mechanical engineering or in a related engineering discipline is required.


• Licensing by a provincial or territorial association of professional engineers is required to approve engineering drawings and reports and to practise as a Professional Engineer (P.Eng.).

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mechanical systems. Mechanical engineers are employed by consulting firms, by power-generating utilities and in a wide range of manufacturing, processing and transportation industries, or they may be self-employed.

• Piping engineer

• Refrigeration engineer

• Robotics engineer

• Thermal design engineer

• Tool engineer

• Design power plants, machines, components, tools, fixtures and equipment.

• Analyze dynamics and vibrations of mechanical systems and structures.

• Supervise and inspect the installation, modification and commissioning of mechanical systems at construction sites or in industrial facilities.

• Develop maintenance standards, schedules and programs and provide guidance to industrial maintenance crews.

• Investigate mechanical failures or unexpected maintenance problems.

• Prepare contract documents and evaluate tenders for industrial construction or maintenance.

• Supervise technicians, technologists and other engineers and review and approve designs, calculations and cost estimates.


12 Electrical and electronics engineers (2133)

Electrical and electronics engineers design, plan, research, evaluate and test electrical and electronic equipment and systems. They are employed by electrical utilities, communications companies,

• Avionics engineer

• Control systems engineer

• Design engineer, electrical

• Distribution planning engineer, electrical

• Electrical engineer

• Electrical network engineer

Electrical and electronics engineers perform some or all of the following duties:

• Conduct research into the feasibility, design, operation and performance of electrical generation and distribution networks, electrical machinery and components and electronic

• A bachelor's degree in electrical or electronics engineering or in an appropriate related engineering discipline is required.

• A master's or doctoral degree in a related engineering discipline may be required.

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manufacturers of electrical and electronic equipment, consulting firms, and by a wide range of manufacturing, processing and transportation industries and government.

• Electronics engineer

• Instrumentation and control engineer

• Planning engineer

• Electrical systems process control engineer, electrical

• Roadway lighting design engineer

• Television systems engineer

• Test engineer, electronics

communications, instrumentation and control systems, equipment, and components.

• Prepare material cost and timing estimates, reports and design specifications for electrical and electronic systems and equipment.

• Design electrical and electronic circuits, components, systems and equipment.

• Conduct micro or nanodevices simulations, characterization, process modeling and integration in the development of new electronic devices and products.

• Supervise and inspect the installation, modification, testing and operation of electrical and electronic systems and equipment.

• Develop maintenance and operating standards for electrical and electronic systems and equipment.

• Investigate electrical or electronic failures.

• Prepare contract documents and evaluate tenders for construction or maintenance.

• Supervise technicians, technologists, programmers, analysts and other engineers.




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13 Chemical engineers (2134)

Chemical engineers research, design, and develop chemical processes and equipment, oversee the operation and maintenance of industrial chemical, plastics, pharmaceutical, resource, pulp and paper, and food processing plants and perform duties related to chemical quality control, environmental protection and biochemical or biotechnical engineering. Chemical engineers are employed in a wide range of manufacturing and processing industries, consulting firms, government, research and educational institutions.

• Adhesives engineer

• Biochemical engineer

• Biotechnical engineer

• Chemical engineer, environmental

• Chemical process engineer

• Industrial hygiene engineer

• Industrial waste treatment engineer

• Liquid fuels engineer

• Petrochemical engineer

• Polymer engineer

• Process control engineer, chemical

• Project engineer, chemical

• Pulp and paper engineer

• Refinery engineer

• Waste treatment engineer

Chemical engineers perform some or all of the following duties:

• Conduct economic and technical feasibility studies in areas related to chemical, petroleum, pulp and paper, food or other processing industries.

• Conduct research into the development or improvement of chemical engineering processes, reactions and materials.

• Evaluate chemical process technology and equipment and determine production specifications.

• Design and test chemical processing and associated plants and equipment.

• Oversee the construction, modification, operation and maintenance of pilot plants, processing units or processing plants.

• Establish and conduct quality control programs, operating procedures and control strategies to ensure consistency and adherence to standards for raw materials, products and waste products or emissions.

• Prepare contract documents and evaluate tenders for the process aspects of industrial construction.

• A bachelor's degree in chemical engineering or in a related engineering discipline is required.




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• Supervise technicians, technologists and other engineers.

• May work in an administrative capacity, for example, in the development of guidelines and specifications for the handling of dangerous chemicals, environmental protection, or standards for foods, materials and consumer goods.

14 Industrial and manufacturing engineers (2141)

Industrial and manufacturing engineers conduct studies, and develop and supervise programs to achieve the best use of equipment, human resources, technology, materials and procedures to enhance efficiency and productivity. Industrial and manufacturing engineers are employed in consulting firms, manufacturing and processing companies, in government, financial, health care and other institutions, or they may be self-employed.

• Engineer, computer integrated manufacturing (CIM)

• Fire prevention engineer

• Industrial engineer

• Manufacturing engineer

• Plant engineer

• Production engineer

• Quality control engineer

• Safety engineer

• Work measurement engineer

Industrial and manufacturing engineers perform some or all of the following duties:

• Plan and design plant layouts and facilities.

• Study new machinery and facilities and recommend or select efficient combinations.

• Develop flexible or integrated manufacturing systems and procedures.

• Conduct studies and implement programs to determine optimum inventory levels for production and to allow optimum utilization of machinery, materials and resources.

• Analyze costs of production.

• Design, develop and conduct time studies and work simplification programs.

• A bachelor's degree in industrial engineering or in a related engineering discipline is required.


• Licensing by a provincial or territorial association of professional engineers is required to approve engineering drawings and reports and to practise as a Professional Engineer (P.Eng.).


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• Determine human resource and skill requirements and develop training programs.

• Develop performance standards, evaluation systems and wage and incentive programs.

• Conduct studies of the reliability and performance of plant facilities and production or administrative systems.

• Develop maintenance standards, schedules and programs.

• Establish programs and conduct studies to enhance industrial health and safety or to identify and correct fire and other hazards.

• Evaluate or assess industrial facilities.

• Supervise technicians, technologists, analysts, administrative staff and other engineers.

15 Software engineers and designers (2173)

Software engineers and designers research, design, evaluate, integrate and maintain software applications, technical environments, operating systems, embedded software, information warehouses and telecommunications software. They are

• Application architect

• Computer software engineer

• Embedded software engineer

• Software architect

• Software design engineer

• Software design verification engineer

• Software designer

• Software testing engineer

Software engineers and designers perform some or all of the following duties:

• Collect and document users' requirements and develop logical and physical specifications.

• Research, evaluate and synthesize technical information to design, develop and test computer-based systems.

• A bachelor's degree, usually in computer science, computer systems engineering, software engineering or mathematics or, completion of a college program in computer science is usually required.

• A master's or doctoral degree in a related discipline may be required.

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employed in information technology consulting firms, information technology research and development firms, and information technology units throughout the private and public sectors, or they may be self-employed.

• Systems integration engineer –

software

• Technical architect – software

• Telecommunications software engineer

• Develop data, process and network models to optimize architecture and to evaluate the performance and reliability of designs.

• Plan, design and co-ordinate the development, installation, integration and operation of computer-based systems.

• Assess, test, troubleshoot, document, upgrade and develop maintenance procedures for operating systems, communications environments and applications software.

• May lead and co-ordinate teams of information systems professionals in the development of software and integrated information systems, process control software and other embedded software control systems.


• Engineers are eligible for registration following graduation from an accredited educational program, three or four years of supervised work experience in engineering, and passing a professional practice examination.

• Experience as a computer programmer is usually required.

16 Biological technologists and technicians (2221)

Biological technologists and technicians provide technical support and services to scientists, engineers and other professionals working in fields such as agriculture, resource management, environmental protection, plant and animal biology, microbiology, cell and

• Agricultural technician

• Agricultural technologist

• Agrology technician

• Aquaculture technician

• Bacteriological technician

• Biological laboratory technologist

• Botanical technician

• Fish hatchery technician

• Fisheries technician

Biological technologists perform some or all of the following duties:

• Set up and conduct biological, microbiological and biochemical tests and laboratory analyses in support of research and quality control in food production, sanitation, pharmaceutical production, biotechnology and other fields.

• Completion of a two- to three-year college program in a field related to agriculture, biology, microbiology, wildlife or resource management is usually required for employment as a biological technologist.

• Completion of a one- to two-year college program in a related field is required for employment as a biological technician.

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molecular biology and health sciences, or may work independently in these fields. They are employed in both laboratory and field settings by governments, manufacturers of food products, chemicals and pharmaceuticals, biotechnology companies, health, research and educational institutions, environmental consulting companies, and resource and utilities companies.

• Food bacteriological technician

• Microbiology quality control technologist

• Microbiology technologist (except medical)

• Plant breeding technician seed technologist

• Wildlife biology technician

• Apply methods and techniques such as microscopy, histochemistry, chromatography, electrophoresis and spectroscopy.

• Perform experimental procedures in agriculture, plant breeding, animal husbandry, biology and biomedical research.

• Conduct field research and surveys to collect data and samples of water, soil, and plant and animal populations.

• Conduct environmental monitoring and compliance activities for the protection of fisheries stock, wildlife and other natural resources.

• Analyze data and prepare reports.

• Conduct or supervise operational programs such as fish hatchery, greenhouse and livestock production programs.

• Biological technicians perform some or all of the following duties:

− Assist in conducting biological, microbiological and biochemical tests and laboratory analyses.

− Perform limited range of technical functions in support of agriculture, plant breeding, animal husbandry, biology,

• Certification with provincial associations is available, but voluntary.

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biomedical research and environmental protection.

− Assist in conducting field research and surveys to collect data and samples of water, soil, and plant and animal populations.

− Assist in analysis of data and preparation of reports.

17 Civil engineering technologists and technicians (2231)

Civil engineering technologists and technicians provide technical support and services to scientists, engineers and other professionals, or may work independently in fields such as structural engineering, municipal engineering, construction design and supervision, highways and transportation engineering, water resources engineering, geotechnical engineering and environmental protection. They are employed by consulting engineering and construction companies, public works, transportation and other government departments

• Bridge design technician

• Building materials technician

• Civil engineering technician

• Civil engineering technologist

• Construction technologist

• Foundation technologist

• Highway technician

• Municipal engineering assistant

• Soil technologist – civil engineering

• Specifications writer, construction

• Structural design technologist

• Structural investigator

Civil engineering technologists perform some or all of the following duties:

• Develop engineering designs and drawings from preliminary concepts and sketches.

• Prepare construction specifications, cost and material estimates, project schedules and reports.

• Supervise or conduct field surveys, inspections or technical investigations of topography, soils, drainage and water supply systems, road and highway systems, buildings and structures to provide data for engineering projects.

• Conduct or supervise inspection and testing of construction materials.

• May supervise, monitor and inspect construction projects.

• Completion of a two or three year college program in civil engineering technology or a closely related discipline is usually required for civil engineering technologists.

• Completion of a one or two year college program in civil engineering technology is usually required for civil engineering technicians.

• Certification in civil engineering technology or in a related field is available through provincial associations of engineering/applied science technologists and technicians and may be required for some positions.

• A period of supervised work experience, usually two years, is required before certification.

• In Quebec, membership in the regulatory body for professional technologists is required to use

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and in many other industries.

• Civil engineering technicians perform some or all of the following duties:

− Assist in developing engineering specifications and drawings.

− Participate in field surveys, inspections or technical investigations of topography, soils, drainage and water supply systems, road and highway systems, buildings and structures to provide data for engineering projects.

− Perform other technical functions in support of civil engineering activities.

the title "Professional Technologist."

18 Construction estimators (2234)

Construction estimators analyze costs of and prepare estimates on civil engineering, architectural, structural, electrical and mechanical construction projects. They are employed by residential, commercial and industrial construction companies and major electrical, mechanical and trade contractors, or they may be self-employed.

• Chief estimator – construction

• Construction estimator

• Cost estimator – construction

• Principal estimator – construction

• Professional quantity surveyor

• quantity surveyor – construction

Construction estimators perform some or all of the following duties:

• Prepare estimates of probable costs of materials, labour and equipment for construction projects based on contract bids, quotations, schematic drawings and specifications.

• Advise on tendering procedures, examine and analyze tenders, recommend tender awards and conduct negotiations.

• Establish and maintain tendering process and set up cost monitoring and reporting systems and procedures.

• Completion of secondary school is required.

• Completion of a three-year college program in civil or construction engineering technology.

• Several years of experience as a qualified tradesperson in a construction trade such as plumbing, carpentry or electrical, are required.

• Certification by the Canadian Institute of Quantity Surveyors is usually required.

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• Prepare cost and expenditure statements and forecasts at regular intervals for the duration of a project.

• Prepare and maintain a directory of suppliers, contractors and subcontractors.

• Liaise, consult and communicate with engineers, architects, owners, contractors and subcontractors, and prepare economic feasibility studies on changes and adjustments to cost estimates.

• Manage and co-ordinate construction projects and prepare construction progress schedules.

19 Drafting technologists and technicians (2253)

Drafting technologists and technicians prepare engineering designs, drawings and related technical information, in multidisciplinary engineering teams or in support of engineers, architects or industrial designers, or they may work independently. They are employed by consulting and construction companies, utility, resource and manufacturing companies, all levels of

• Architectural draftsperson

• Computer-assisted design and drafting technologist

• Computer-assisted drafting (CAD) technician

• Design and drafting technologist

• Drafting technician

• Drafting technologist draftsperson

• Electrical draftsperson

• Electromechanical draftsperson

• Electronic draftsperson engineering design and

• Drafting technologist

• Mechanical draftsperson

Drafting technologists perform some or all of the following duties:

• Develop and prepare engineering designs and drawings from preliminary concepts, sketches, engineering calculations, specification sheets and other data.

• Operate computer-assisted design (CAD) and drafting workstations.

• Develop and prepare design sketches.

• Complete documentation packages and produce drawing sets.


• Completion of a two- to three-year college program in engineering design and drafting technology or in a related field is usually required for drafting and design technologists.

• Completion of a one to two-year college program in drafting or, completion of a three to four-year apprenticeship program or, four to five years of related experience plus completion of college or industry courses in drafting are usually required for drafting technicians.

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government and by a wide range of other establishments.

• Steel detailer – drafting

• Structural draftsperson

• Structural steel drafter-detailer

• Supervisor, drafting office

• Check and verify design drawings to conform to specifications and design data.

• Write technical reports.

• Prepare contracts and tender documents.

• Prepare construction specifications, costs and material estimates.

• Supervise and train other technologists, technicians and drafters.

• Drafting technicians perform some or all of the following duties:

− Develop and prepare engineering drawings, plans, diagrams or layouts from sketches.

− Operate computer-assisted drafting equipment or a conventional drafting station.

• Trade certification for draftspersons is available, but voluntary in Ontario.

• Certification in engineering design and drafting technology or in a related field through provincial associations of engineering/applied science technologists and technicians may be required by employers.

• A period of supervised work experience, usually two years, is required before certification.

20 Inspectors in public and environmental health and occupational health and safety (2263)

Inspectors in this unit group evaluate and monitor health and safety hazards and develop strategies to control risks in the workplace. They inspect restaurants, public facilities, industrial establishments, municipal water systems and other workplaces to ensure compliance with government regulations

• Environmental health officer

• Hazardous waste inspector

• Health and safety officer

• Health standards inspector

• Occupational health and safety officer

• Pollution control inspector

• Public health inspector

• Restaurant inspector

• Rodent control inspector

Inspectors in this unit group perform some or all of the following duties:

• Inspect the sanitary conditions of restaurants, hotels, schools, hospitals and other public facilities or institutions.

• Conduct surveys and monitoring programs of the natural environment to identify sources of pollution.

• Collect samples of water for analysis; measure physical,

• A bachelor's degree or college diploma in a discipline such as food science, environmental studies, chemistry or health and safety is usually required.

• In some establishments, several years of related work experience and the completion of in-house training courses may substitute for formal education.

• Public health inspectors employed outside Quebec require

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regarding sanitation, pollution control, the handling and storage of hazardous substances and workplace safety. They are employed throughout the private and public sectors.

• Supervisor, public health

• Inspectors

• Water inspector

biological and chemical workplace hazards; and conduct safety and environmental audits.

• Investigate health and safety related complaints, spills of hazardous chemicals, outbreaks of diseases or poisonings and workplace accidents.

• Inspect workplaces to ensure that equipment, materials and production processes do not present a safety or health hazard to employees or to the general public.

• Develop, implement and evaluate health and safety programs and strategies.

• Initiate enforcement procedures to fine or to close an establishment contravening municipal, provincial or federal regulations.

• Provide consultation and deliver training programs to employers, employees and the general public on issues of public health, environmental protection or workplace safety.

certification with the Canadian Institute of Public Health Inspectors.

• Occupational health and safety officers may require certification with the Association for Canadian Registered Safety Professionals.

21 Construction inspectors (2264)

Construction inspectors inspect the construction and maintenance of new and existing buildings, bridges, highways and industrial construction to ensure that specifications

• Bridge inspector

• Building construction inspector

• Construction inspector

• Highway construction inspector

• Home inspector

• Housing construction inspector

Construction inspectors perform some or all of the following duties:

• Examine plans, drawings, and site layouts for new buildings, building renovations and other proposed structures.

• Completion of secondary school is required.

• A college diploma in construction, civil engineering or architectural technology plus several years of related work experience.

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and building codes are observed and monitor work site safety. They are employed by federal, provincial and municipal governments, construction companies, architectural and civil engineering consulting firms or they may be self-employed.

• Mine inspector, construction

• Plumbing inspector

• Pre-stressed concrete inspector

• Safety officer – construction

• Inspect construction of buildings, bridges, dams, highways and other types of building and engineering construction for conformance to drawings, specifications, building codes or other applicable ordinances.

• Inspect and test electrical or plumbing installations in buildings to ensure compliance with municipal, provincial and federal regulations.

• Inspect steel framework, concrete forms, reinforcing steel mesh and rods, concrete or pre-stressed concrete to ensure quality standards and to verify conformance to specifications and building codes.

• Inspect construction of sewer systems and pipelines.

• Inspect construction sites to ensure that safe working conditions are maintained.

• Inspect existing buildings to identify and report on structural defects, fire hazards and other threats to safety.

• Inspect new or resale homes on behalf of clients and assess and provide reports on the physical condition of property.

• Several years of experience as a qualified tradesperson in a construction trade, such as plumbing, carpentry or electrical trade are required.

• Provincial certification in a skilled trade or as an engineering technologist is usually required.


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22 Lawyers and Quebec notaries (4112)

Lawyers and Quebec notaries advise clients on legal matters, represent clients before administration boards and draw up legal documents such as contracts and wills. Lawyers also plead cases, represent clients before tribunals and conduct prosecutions in courts of law. Lawyers are employed in law firms and prosecutor's offices. Quebec notaries are employed in notary offices. Both lawyers and Quebec notaries are employed by federal, provincial and municipal governments and various business establishments or they may be self-employed. Articling students are included in this group.

• Crown attorney

• Articling law student

• Corporate counsel

• Law partner

• Lawyer

• Legal advisor

• Legislative counsel

• Notary (Quebec)

• Prosecutor

• Solicitor

Lawyers and Quebec notaries perform some or all of the following duties:

• Advise clients of their legal rights and all matters related to law.

• Research legal precedents and gather evidence.

• Plead clients' cases before courts of law, tribunals and boards (lawyers only).

• Draw up legal documents such as real estate transactions, wills, divorces and contracts, and prepare statements of legal opinions.

• Negotiate settlements of civil disputes (lawyers only).

• Perform administrative and management functions related to the practice of law.

• May act as mediator, conciliator or arbitrator.

• May act as executor, trustee or guardian in estate and family law matters.

• Lawyers.

• Two to three years of undergraduate studies or, in Quebec, completion of a college program and, a bachelor's degree from a recognized law school as well as, successful completion of the bar examination and completion of a period of articling are required.

• Licensing by the provincial or territorial law society is required.

• Notaries (Quebec).

• A bachelor's degree from a recognized law school and a Diploma of Notarial Law (D.D.N.) or, a master's degree of law with specialization in notarial law, and a 32-week vocational training program are required.

• Registration with the Corporation of Notaries is required.

23 Economists and economic policy researchers and analysts (4162)

Economists and economic policy researchers and analysts conduct research, monitor data, analyze information and prepare reports and plans to resolve economic and

• Agricultural economist

• Economic advisor

• Economic analyst

• Economic policy analyst

• Economist

• Economist, natural resources

• Energy economist

Economists and economic policy researchers and analysts perform some or all of the following duties:

• Conduct research and develop models to analyze, explain and forecast economic behavior and patterns, and devise methods for collection and analysis of data.

• A master's degree in economics or in a related discipline such as business administration or statistics is usually required.

• A doctorate in economics may be required.

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business problems and develop models to analyze, explain and forecast economic behaviour and patterns. They advise on matters such as finance, fiscal and monetary policy, international trade, agricultural and natural resource commodities and labour and industrial markets. They are employed by government departments and agencies and throughout the private sector in associations, unions, research organizations, banks and investment firms.

• Financial economist

• Industrial economist

• International trade economist

• Investment economist

• Labour economist

• Tax economist

• Trade economist

• Forecast production and consumption of specific products and services based on records of past production and consumption and general economic and industry-specific conditions.

• Prepare forecasts of income and expenditure, interest rates and exchange rates.

• Analyze factors which determine economic growth and advise government agencies on policies to increase economic activities.

• Analyze factors which determine labour force participation, employment, wages, unemployment and other labour market outcomes.

• Study mathematical formulae and statistical techniques and apply them to the testing and quantifying of economic theories and the solution of economic problems.

• Study the nature of money, credit and the operation of banks and other financial institutions to develop monetary policies and forecasts of financial activity.

• Monitor economic data to assess the effectiveness, and advise on the appropriateness, of monetary and fiscal policies.

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• Examine problems related to the economic activity of individual companies.

• Examine financial methods, production costs and techniques and marketing policies to recommend possible improvements.

• Examine statistical data on the exchange of goods and services among nations.

• Forecast production and consumption of renewable resources and supply, consumption and depletion of non-renewable resources.

• Conduct research on market conditions in local, regional or national area to set sales and pricing levels for goods and services, to assess market potential and future trends and to develop business strategies.

• Monitor regional and local economic trends.

• Study regulatory processes and provide material in support of legal proceedings with government and other parties.

24 Welders and related machine operators (7237)

Welders operate welding equipment to weld ferrous and non-ferrous metals. This unit group also includes machine

• Aviation welding technician

• Brazing machine operator

• Brazing machine setter

• Electric arc welder

Welders perform some or all of the following duties:

• Read and interpret blueprints or welding process specifications.

• Welders


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operators who operate previously set up production welding, brazing and soldering equipment. They are employed by companies that manufacture structural steel and platework, boilers, heavy machinery, aircraft and ships and other metal products, and by welding contractors and welding shops, or they may be self-employed.

• Journeyman/woman welder

• Laser welding operator

• Pressure vessel welder

• Production welder

• Soldering machine operator

• Spot welder

• Submerged arc welder

• Welder

• Welder apprentice

• Welder-fitter

• Operate manual or semi-automatic welding equipment to fuse metal segments using processes such as gas tungsten arc welding (GTAW), gas metal arc welding (GMAW), flux-cored arc welding (FCAW), plasma arc welding (PAW), shielded metal arc welding (SMAW), oxy-acetylene welding (OAW), resistance welding and submerged arc welding (SAW).

• Operate manual or semi-automatic flame-cutting equipment.

• Operate brazing and soldering equipment.

• Operate metal shaping machines such as brakes, shears and other metal straightening and bending machines.

• Repair worn parts of metal products by welding on extra layers.

• Welding, brazing and soldering machine operators perform some or all of the following duties:

− Operate previously set up welding machines such as spot, butt and seam resistance or gas and arc welding machines to fabricate or repair metal parts.

• Completion of a three-year apprenticeship program or, a combination of over three years of work experience in the trade and some college or industry courses in welding is usually required to be eligible for trade certification.

• Trade certification is compulsory in Alberta and available, but voluntary, in all other provinces and the territories.

• Red Seal endorsement is also available to qualified welders upon successful completion of the interprovincial Red Seal examination. Welding, brazing and soldering machine operators.

• Some secondary school education is required.

• Several months of on-the-job training are usually provided.

• Experience as a machine operator helper may be required.

• Experience with robotics may be required.

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− Operate previously set up brazing or soldering machines to bond metal parts or to fill holes, indentations and seams of metal articles with solder.

− Start up, shut down, adjust and monitor robotic welding production line.

− Assist with the maintenance and repair of welding, brazing and soldering equipment.

− May adjust welding heads and tooling according to work specifications.

25 Heavy-duty equipment mechanics (7312)

Heavy-duty equipment mechanics repair, troubleshoot, adjust, overhaul and maintain mobile heavy-duty equipment used in construction, transportation, forestry, mining, oil and gas, material handling, landscaping, land clearing, farming and similar activities. They are employed by companies which own and operate heavy equipment, and by heavy equipment dealers, rental and service establishments, and

• Agricultural equipment technician

• Construction equipment mechanic

• Diesel mechanic – heavy equipment

• Farm equipment mechanic

• Heavy equipment mechanic

• Heavy mobile logging

• Equipment mechanic

• Heavy mobile mining

• Equipment mechanic

• Heavy-duty equipment

• Mechanic apprentice

• Heavy-duty equipment technician

• Locomotive mechanic

• Tractor mechanic

Heavy-duty equipment mechanics perform some or all of the following duties:

• Check bulldozers, cranes, graders and other heavy construction, agricultural, logging and mining equipment for proper performance and inspect equipment to detect faults and malfunctions.

• Diagnose faults or malfunctions using computerized and other testing equipment to determine extent of repair required.

• Adjust equipment and repair or replace defective parts, components or systems, using hand and power tools.

• Test repaired equipment for proper performance and to ensure


• Completion of a three to five-year apprenticeship program or, a combination of over four years of work experience in the trade and some high school, college or industry courses in heavy equipment repair is usually required to be eligible for trade certification.

• Heavy-duty equipment technician trade certification is compulsory in Quebec and Alberta and available, but voluntary, in all other provinces and the territories.

• Agricultural equipment technician trade certification is available, but voluntary, in Newfoundland and Labrador, Nova Scotia, Prince

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railway transport companies and urban transit systems.

that work meets manufacturers' specifications.

• Clean, lubricate and perform other routine maintenance work on equipment.

• Service attachments and working tools such as harvesting and tillage equipment, blades, ploughs, winches and side booms.

• May perform repair work on heavy trucks.

• May attach components and adjust new farm equipment.

Edward Island, New Brunswick, Ontario, Manitoba, Saskatchewan, Alberta and British Columbia.

• Red Seal endorsement is also available to qualified heavy duty equipment technicians and agricultural equipment technicians upon successful completion of the interprovincial Red Seal examination.

26 Heavy equipment operators (except crane) (7521)

Heavy equipment operators operate heavy equipment used in the construction and maintenance of roads, bridges, airports, gas and oil pipelines, tunnels, buildings and other structures; in surface mining and quarrying activities; and in material handling work. They are employed by construction companies, heavy equipment contractors, public works departments and pipeline, logging, cargo-handling and other companies.

• Backhoe operator

• Bulldozer operator

• Excavator operator

• Gradall operator

• Grader operator

• Heavy equipment operator

• Heavy equipment operator apprentice

• Loader operator –construction

• Side boom tractor operator

• Surface mining equipment operator

Heavy equipment operators perform some or all of the following duties:

• Operate heavy equipment such as backhoes, bulldozers, loaders and graders to excavate, move, load and grade earth, rock, gravel or other materials during construction and related activities.

• Operate bulldozers or other heavy equipment to clear brush and stumps prior to logging activities and to build roads at logging and surface mining sites.

• Operate heavy equipment with pile driver head to drive piling into earth to provide support for buildings, bridges or other structures.

• Some secondary school education is required.

• Completion of a one to two-year apprenticeship program or, some high school, college or industry courses in heavy equipment operating combined with on-the-job training are required.

• Trade certification is compulsory in Quebec and available, but voluntary, in Newfoundland and Labrador, the Northwest Territories and Nunavut.

• Internal company certification may be required by some employers.

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• Operate heavy dredging equipment to deepen waterways or reclaim earth fill.

• Operate heavy paving and surfacing equipment to lay, spread or compact concrete, asphalt and other surface materials during highway and road construction.

• Operate power shovels to excavate rock, ore or other materials from open-pit mines, strip mines, quarries or construction pits.

• Operate heavy equipment to move, load and unload cargo.

• Conduct pre-operational checks on equipment and clean, lubricate and refill equipment.

27 Construction trades helpers and labourers (7611)

Construction trades helpers and labourers assist skilled tradespersons and perform labouring activities at construction sites, in quarries and in surface mines. They are employed by construction companies, trade and labour contractors, and surface mine and quarry operators.

• Asphalt spreader

• Bricklayer helper

• Carpenter helper

• Concrete mixer helper

• Construction helper

• Construction labourer

• Demolition worker

• Driller helper – surface mining

• Drywall sander

• Flagman/woman

• Glazier helper

• Labourer, concrete paving

Construction trades helpers and labourers perform some or all of the following duties:

• Load and unload construction materials, and move materials to work areas.

• Erect and dismantle concrete forms, scaffolding, ramps, catwalks, shoring and barricades required at construction sites.

• Mix, pour and spread materials such as concrete and asphalt.

• Assist tradespersons such as carpenters, bricklayers, cement

• Some experience as a general construction labourer may be required for construction trade helpers.

• Some pipeline workers, such as stabbers, mandrel operators and pre-heater tenders, usually require one season of experience in oil and gas pipeline construction.

• Flagmen/women may require a traffic control certificate.

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• Labourer, excavation

• Pipeline mandrel operator

• Plumber helper

• Roofer helper

• Stabber – pipeline construction

finishers, roofers and glaziers in construction activities.

• Assist heavy equipment operators to secure special attachments to equipment, signal operators to guide them in moving equipment and provide assistance in other activities.

• Assist in aligning pipes and perform related activities during oil and gas pipeline construction.

• Assist in drilling and blasting rock at construction sites.

• Assist miners in excavating and in setting up and operating various drills and other surface mining machinery.

• Level earth to fine grade specifications using rake and shovel.

• Assist in demolishing buildings using prying bars and other tools, and sort, clean and pile salvaged materials.

• Remove rubble and other debris at construction sites using rakes, shovels, wheelbarrows and other equipment.

• Operate pneumatic hammers, vibrators and tampers as directed.

• Tend or feed machines or equipment used in construction

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such as mixers, compressors and pumps.

• Clean up chemical spills and other contaminants, and remove asbestos and other hazardous materials.

• Oil and grease hoists and similar equipment.

• Direct traffic at or near construction sites.

• Perform other activities at construction sites, as directed.

28 Industrial painters, coaters and metal finishing process operators (9536)

Industrial painters and coaters operate and tend machines or use brushes and spray equipment to apply paint, enamel, lacquer or other non-metallic protective and decorative coatings to surfaces of various products. Metal finishing process operators operate machines or equipment to deposit metallized substances on work pieces and surfaces to provide decorative, protective and restorative coatings. These workers are employed by manufacturing companies and custom

• Automatic paint-sprayer operator

• Automobile painter – motor vehicle manufacturing

• Aviation painter

• Ceramic and enamel refinisher

• Coating machine operator – industrial painting and coating

• Electro galvanizing machine operator

• Enameller – ship and boat building

• Hot-dip galvanizer – metal plating

• Industrial products painter

• Metal coater operator

• Metal electroplater

• Painter, assembly line

• Production painter-finisher

• Spray paint operator

Industrial painters and coaters perform some or all of the following duties:

• Select appropriate paint or mix paints using automated paint mixing equipment according to a pre-determined formula.

• Operate or tend equipment to clean, wash, strip, sand, remove corrosion, fill dents or otherwise prepare items for application of paint, lacquer or other protective or decorative coatings.

• Operate or tend automated spray paint, dip or flow coating equipment or other mechanized painting or product coating application equipment.

• Operate hand-held spray guns to spray paint or coat stationary items or items on moving

• Some secondary school education is usually required.

• Some experience in operating production machinery or equipment may be required.

• Several months of on-the-job training are usually provided.

• Some industrial painters, such as aviation painters, may require specialized training and certification or college courses.

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refinishing, coating and plating shops.

conveyor system with protective or decorative coatings.

• Paint small items and apply touch-ups using paint brushes.

• Clean and maintain painting and coating, ventilation, compressed air and personal protective equipment.

• May prepare and apply stencils, computer-generated decals or other decorative items on finished products.

• Metal finishing process operators perform some or all of the following duties:

− Prepare and mix metallizing solutions according to formulas or specifications.

− Operate or tend equipment to clean, degrease, pickle and etch metal and non-metal surfaces to prepare work pieces with desired surface characteristics.

− Tend automatic metal coating machines which convey objects through a series of cleaning, rinsing and plating solutions.

− Operate and control electroplating equipment to coat metal and other work pieces.

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− Operate hot-dip metal plating equipment to galvanize metal and other work pieces.

− Operate spray equipment to build up worn or damaged parts or to bond protective or decorative coatings on various objects.

− Check proper thickness of plating using micrometers, calipers or other devices.

− May operate equipment to polish metallic surfaces of products.

− May tend ovens which cure metal coating.

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