Sector Councils – Partnerships That Work

The Alliance of Sector Councils

L’Alliance des conseils sectoriels

Imports from China

– The recent Globe and Mail expose on China showed that among the top 10 imports from China are products from these sectors:• computers and mechanical appliances• electrical and electronic equipment• furniture, • apparel and clothing• iron and steel• plastics

Exports to China

– The top10 list of exports to China include products of these sectors:• computer and mechanical appliances• fish and seafood products• electrical and electronic equipment• nickel

Canada / China

– Overall, the imports side of the ledger was much higher than the export side.

– Clear that Canada needs to do a lot more work to become more competitive.

– Part of the solution lies in a highly skilled workforce

– The good news is that these sectors of the economy, relate to several of the human resources sectors that exist in Canada.

TASC – Common Agenda

Core Purpose To engender a cohesive sectoral approach to providing labour market

solutions.

MissionTo assist sector councils in providing labour market solutions.

VisionTo be the forum for human resource sector council partnerships that

work.

Mandate1. To collectively carry out decisions of common interest.

2. To provide a forum to exchange information and identify priorities.3. To promote sector councils & link to governments, learning-, skills-

and HR-focused organizations.

Sector Councils

– Neutral forum for employers and employees– Focus on human resource development– Some existing 10 – 15 years– Reaching 40 % of Labour Market– Public & private funding support– Expectations

Sectors

• Apparel• Appliance repair & service• Automotive manufacturing• Automotive repair & service• Aviation maintenance• Biotechnology• Bus transportation• Child care• Construction• Culture• Customer contact centres• Environment• Fish harvesters• International trade• Food retail

• Logistics• Mining• Petroleum • Plastics• Police• Public policing• Seafood processing• Software• Steel• Textiles• Tourism• Trucking• Wood manufacturing

Working Group on Labour Market Information

– To determine possible common approaches to LMI across sector councils.

– To develop stronger links with partners working with LMI.

Labour Market Challenges

– Demographics, youth entrants, skilled trades– Unemployed and underemployed– Immigration and new Canadians: recognition– National & international LM, local implementation– Changing technology and skill requirements– Learning systems: education, training & skills

preparation for LM– “Learning/training culture”

Electricity Sector Human

Resources

Catherine CottinghamElectricity Sector Council

November, 2005

Current EmploymentCurrent Employment

Group Provided Data for

the Survey

Employee Data

Provided by CEA

Estimate for Non-

Participating Organizations

Total Estimated

Employment

Primary Producers1 44,443 19,828 (e) 64,271

Associate Producers 3,728 20 (e) 7,758(e) 11,506

Total Electricity-Related Employees

48,171 19,848 (e) 7,758 (e) 75,777

1. Primary line of business is electricity generation, transmission or distribution

(e) = estimated

Diversity ProfileDiversity Profile

Electricity Oil & Gas Extraction

Energy Sector

National Average

% Female 25.4% 27.5% 25.9% 46.9% % Visible Minorities 7% 6.4% 7.0% 12.6% % Aboriginal 2.2% 4.3% 4.3% 2.6%

12

Electricity Source: 2004 Canadian Electricity Sector Study Employee Survey (n=3,514)

Other Sector/National Source: Statistics Canada. Census 2001

Working Conditions

61.9%

72.3%

83.7%

84.1%

87.3%

89.3%

0% 20% 40% 60% 80% 100%

Future CareerProspects

Job Training

Overall WorkingConditions

Co-workerRelationships

Benefits

Safe WorkEnvironment

Percentage of EmployeesSatisfied or Very Satisfied

All Occupations

Source: 2004 Canadian Electricity Sector Study Employee Survey (n=3,514)

Age of EmployeesAge of Employees

Source: 2004 Canadian Electricity Sector Study Employee Survey (n=3,330)

0

1

2

3

4

5

6

20 25 30 35 40 45 50 55 60 65

% of employment

Average Age for Electricity Sector is 44.2

Age of Employee

Age by Major Occupational Age by Major Occupational GroupGroup

9.4%

11.0%

15.0%

7.1%

0.5%

28.2%

23.8%

28.5%

28.6%

42.3%

0% 20% 40% 60%

Average - allemployees

Corporate, Supportand Other Positions

Engineers

Trades

Managers/Supervisors

50+ years old

less than 30 yearsold

percentage of employees in age group

Age of Employees by SectorAge of Employees by Sector

7.2%

9.5%

8.7%

7.6%

7.3%

5.1%

7.0%

29.3%

26.9%

29.2%

33.9%

36.5%

37.8%

38.3%

0% 10% 20% 30% 40% 50%

Distribution

Other

Transmission

Generation

Retail

Shared Services

Nuclear

50+ years old

less than 30years old

percentage of employees in age group

Source: 2004 Canadian Electricity Sector Study Employee Survey

Retirement Projections

One-third of employees are expected to retire in the next nine years

Source: Primary Producer and Associate Producer Survey (n=63). Not all producers provided data concerning retirement. Current number of employees represent the industry-wide estimate for non-support staff in both producer/associate producer establishments. Employees in each sector reflect Primary Producer counts extrapolated for the industry total.* Too few employees were reported for the “other” business line to report this figure. As a result, the columns will not sum to the total row. Source: Primary Producer Survey (n=29). .

Business Line Estimated Current # of employees

Estimated # to Retire within Next 4 Years

Estimated # to Retire within Next 9 Years

Percentage Number Percentage Number

Generation 16,343 12.3% 2,010 24.3% 3,971 Transmission 1,952 34.5% 673 55.1% 1,076 Distribution 4,244 8.3% 352 16.6% 705 Integrated 28,723 16.3% 4,682 35.4% 10,168 Total* 57,657 15.5% 8,937 29.6% 17,066

Estimated Supply/Demand Gap

Group 2005-2009 2010-2014

Low High Low High

Engineers 399 637 362 697

Trades/other non-support

1,606 2,577 1,478 2,845

Total 2,005 3,214 1,840 3,542

Estimated at annual positions per year

Hot Jobs! Power Systems Engineers Protection & Control Technologists Power Line Technicians Nuclear Engineers Nuclear Operators Generation Technicians Wind Energy Technicians

Rising DemandRising Demand

100

105

110

115

120

'93 '94 '95 '96 '97 '98 '99 '00 '01 '02 '03

Change in Demand

Change in Population

Source: Statistics Canada. “Energy Statistics Handbook, Quarter 1, 2004”. Catalogue no. 57-601-XIE. Data for 2003 from Statistics Canada, CANSIM Table 128-0003, Catalogue no.57-003-XPB.

Change in Canadian Population and Electricity Demand From 1993 to 2003

(Index- 1993 = 100)

Case Study: Manitoba Case Study: Manitoba HydroHydro

Vertically integrated: generation, transmission, distribution

2 major hydro projects approved, another close to final approval

Significant aboriginal hiring focus Sector Councils supporting: Electricity,

Construction, Software, Environment, Aboriginal, Contact Centre

Sector Partner organizations: CCPE, CCTT, CTHRB

Background Slides

Electricity Sector Electricity Sector CouncilCouncil

Canadian Electricity Association, Electrofederation, Canadian Wind Energy Association, Canadian Nuclear Association

IBEW, PWU, CUPE, Society of Energy Prof

CCDA, ACCC, University

CCTT, CCPE

Rationale to Low/High Scenarios

Low Growth Scenario electricity demand continues

to grow at 1.8%/year, worker productivity matches demand growth

no additional workforce issues associated with the replacement of existing infrastructure

estimates of retirement patterns based on employer estimates of actual retirements (13.4% - next 5 years; 28.4% - next 10 years)

need to recruit to fill voluntary separations would be minimal (1%/year)

electricity sector attracts 5% of engineering graduates and 8% of electricity-related trades/technical graduates

High Growth Scenario electricity demand continues

to growth at 1.8%/year, worker productivity does not match demand growth (0.8% difference)

replacement infrastructure demands represents approximately 9% increase in the required workforce by 2010

estimates of retirement patterns based on employer estimates of eligible retirements (18.8% - next 5 years; 39.2% - next 10 years)

electricity sector attracts 5% of engineering graduates and 8% of electricity-related trades/technical graduates

Labour Market Information Labour Market Information ProgramProgram

FLMM FLMM

November 9, 2005November 9, 2005

Halifax, Nova ScotiaHalifax, Nova Scotia

LMI – the cornerstone of CSC activity…LMI – the cornerstone of CSC activity…

LMI ProgramLMI Program Supply and Demand Forecasting ToolSupply and Demand Forecasting Tool

Regional NetworkRegional Network

Owners CommitteeOwners Committee

Web based Data Input & DeliveryWeb based Data Input & Delivery

ResearchResearch

What we did . . . Built a toolWhat we did . . . Built a tool Built Labour Demand Forecasting ModelBuilt Labour Demand Forecasting Model

Economic outlook to 2013Economic outlook to 2013

Construction investment to 2013Construction investment to 2013

Construction employment requirements to 2013 by trade by Construction employment requirements to 2013 by trade by provinceprovince

Built Labour Supply Side ModelBuilt Labour Supply Side Model Census dataCensus data

Industry input (surveys, Regional LMI Committees)Industry input (surveys, Regional LMI Committees)

Apprenticeship dataApprenticeship data

Produced Labour Requirement AssessmentsProduced Labour Requirement Assessments For 38 Construction TradesFor 38 Construction Trades

By ProvinceBy Province

CSC presents 1CSC presents 1stst forecast … forecast …

11stst round of an industry, ground up forecast round of an industry, ground up forecast

State-of-the-art for construction industry but State-of-the-art for construction industry but not perfect yetnot perfect yet

Had to work with existing data in some Had to work with existing data in some instances so it needs refinementsinstances so it needs refinements

Wanted to show industry and government the Wanted to show industry and government the potential of the forecasting tool to provide potential of the forecasting tool to provide information needed to manage the information needed to manage the construction workforceconstruction workforce

Model Changes / ImprovementsModel Changes / Improvements

Improved and expanded industry consultation process Expanded market assessment criteria including:

replacement demand mobility (non-construction / regional) regional apprenticeship

New to Round 2 - scenario analysis ‘base’ scenario using common set of assumptions across all

regions optional alternative growth scenarios that are unique to each

region• likely focus on shifts in the timing of major projects or

include major projects that had reported a lower probability of proceeding under the ‘base’ or most likely scenario.

• committees could also consider changes to the key economic assumptions.

Requests for LMI in 1Requests for LMI in 1stst round... round... Example of requests for LMI data:Example of requests for LMI data:

VANOC (Whistler Olympics)VANOC (Whistler Olympics)

Manitoba HydroManitoba Hydro

Canadian Natural Resources LimitedCanadian Natural Resources Limited

Ontario GovernmentOntario Government

Citizenship and ImmigrationCitizenship and Immigration

Construction Owners Association of AlbertaConstruction Owners Association of Alberta

• ““Looking for workers in our backyard is not good Looking for workers in our backyard is not good enough anymore”enough anymore”

• ““Workforce availability becoming the biggest risk factor Workforce availability becoming the biggest risk factor

in undertaking major projects” in undertaking major projects”

Thank YouThank You

QUESTIONS ?QUESTIONS ?

Thank You

Andrew Cardozo

The Alliance of Sector Councils

acardozo@councils.org

Catherine Cottingham

Electricity Sector Council

cottingham@canelect.ca

Rosemary Sparks

Construction Sector Council

sparks@csc-ca.org