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1 Right-skilling for tomorrow’s workforce ACCC, Edmonton June 5, 2011

2 Trends: Skills Shortages Several interesting trends in the labour market in Canada. Some examples of skills shortages: –Trucking: 37,000 a year over the next 5 years –Construction: 150,000 retiring workers 2005 - 2014 –Tourism: 300,000 new jobs over the next decade –Mining: about 81,000 needed in the next decade –ICT: 106,000 in the next 5 years –Supply Chain: annual shortage of 86,000 employees

3 Jobs of tomorrow Various estimates suggest 60 to 75% of the jobs that today's kindergartners will hold, do not yet exist. And other estimates suggest upward of 65% to 81% of jobs of the future in Canada will require post-secondary education

4 Workplace training Workplace training not big in Canada 30 percent of adult workers in Canada participate in job- related education and training; compares with 35 percent in UK and 45 percent in US. Under 25% is employer funded. (However, a small but growing group of people take courses with no employer support. The participation rate of that group increased from 4% to 10%.)

5 The ageing workforce: Retirements With an aging workforce in Canada, the majority of future job openings will be the result of retirements. About 70% of all job openings during the 2006-15 period will be to replace retired workers (3.8 million out of 5.5 million), up from an average of about 51% over the previous ten years.

6 What do we need to do? One of the solutions is to “right-skill” our current and future workforce the best we can. That means: Have employers better articulate their demand. Have training and education better respond to the needs (supply).

7 Sector Councils are tasked with implementing industry-driven labour market solutions in key sectors of the economy; “the voice of industry on skills development issues” –Some 35 sector councils cover over 50% of Canada’s workforce –First ones began in late 1980s –Reaching close to 50% of labour market –Public & private funding support –Growing expectations Sector Council Overview



10 Sector Councils & PSE (some examples) ECO Canada: developed curriculum that are taught at 26 colleges and 33 universities FITTskills: international business program offered on over 60 colleges, universities and other organizations Trucking council’s tools and standards used in Canada and now in development for Europe Culture: marketing music and rights mgt. ready for teaching Electricity: program focused on Aboriginal job readiness

11 The Alliance of Sector Councils (TASC) Works to share best practices and develop expertise on the key labour market issues Priority areas: Standards and certification Workplace learning Labour market information Liaison with education (secondary and PSE) Career promotion Immigration and foreign credential recognition Aboriginal engagement

12 Gateway to Careers website Online career information in 12 languages

13 A Growing International Movement Sector Councils currently exist in 6 countries: Canada, South Africa, the U.K., the Netherlands, Australia, and New Zealand Sector Councils being considered in: European Union, Latin America, India, Pakistan International Network of Sector Skills Organizations, shares best practices in skills development (

14 Thank you! Merci! Andrew Cardozo Executive Director / Directeur général The Alliance of Sector Councils - L'Alliance des conseils sectoriels


16 Partnerships with Learning Systems Providers Affinity Groups Compendium National Accreditation Program Research Graduate Placement

17 LMI Toolkit

18 National Occupation Standards

19 Compendium

20 National Accreditation Program Info on the National Accreditation Program (NAP), which has been developed to recognize supply chain-related educational offerings that meet the Council’s national standard. The NAP standard reflects industry's needs and educators' best practices. Important for HR people to understand the notion of standards and Council’s role in developing industry-wide excellence in training and education Companies can register on line for the program Site links to accredited programs and courses, dates, locations 20


22 Career Focus Program Wage-subsidy program that helps employers hire new employees in supply chain roles. Employees must be post- secondary graduates, of university, college, association or private-sector programs, and aged 30 or under. 22

23 2011 Sector Study The study will include the following measures: Survey of employers; Survey of employees; Survey of training providers; In-depth interviews with key stakeholders; and Focus groups with employers.

24 2011 Sector Study We anticipate the following outcomes: Identification of New HR Issues; Validation of Labour Market Components; Development of Forecasting Model; Strategic Direction for the Council; and Shared Information for All Stakeholders.

25 Contact Information Kevin A. Maynard, CAE Executive Director 1100 Central Parkway West, Suite 17-1 Mississauga, ON L5C 4E5 t. 905-897-6700/1-866-616-5948 f. 905-897-1100 c. 416-616-5948

26 ICTC’s Labour Market Information (LMI) Program June 2011 Version1..0

27 Agenda ICTC ICTC’s LMI Strategy Body of Work Current Project Details Where to Start?

28 ICTC Overview ICTC is dedicated to ensuring Canada’s ICT sector is made up of a prepared, diverse and highly educated workforce. We achieve our goals through a five pillar approach: Standards Labour Market Intelligence (LMI) Career Pathways Immigration Initiatives Partnership

29 Why Labour Market Intelligence (LMI)? ICTC board must base labour market interventions on the most recent and detailed LMI available. Industry Advisory Committee informs the Board with feet on the ground Effective strategic human resource planning for the Canadian ICT industry will improve with the use of LMI. LMI is the number one requested topic or product of ICTC. “…Canada needs efficient labour markets to create a workforce that will be highly skilled and flexible enough to meet the daunting economic challenges…efficient labour markets require good information”. Don Drummond, FLMM Working Group Report on LMI, 2009

30 LMI at ICTC - History 2001-2002 Strategy to establish ICTC (SHRC) as the Source for ICT (IT) LMI in Canada: Stage 1: Provide Data to all stakeholders, Stage 2: Use data and develop Trend information to gauge the changes in the ICT labour market, Stage 3: Provide Analysis of LMI that establishes ICTC as the thought leader in LMI in Canada.

31 ICTC’s LMI Offering

32 ICT Outlook – 2006-2007 First Forecast for ICT Occupations Report Examined: Trends in IT Employment Demand Drivers Outlook for the Demand Drivers Implications for the IT Labour Market Lead to Analytical Framework – Outlook 2008- 2015 LMI>Forecast

33 Outlook 2008-2015 Human Resources in the Information and Communication Technology Labour Market LMI>Forecast

34 Outlook 2011-2016 Human Resources in the Information and Communication Technology Labour Market LMI>Forecast

35 LMI>Forecast Outlook 2011-2016

36 Labour Force Survey Employed/Labour Force Gender Age Education Geography Job Status (FT/PT) Job Permanency Job Tenure Industry Distribution Unionization Regular Hours Weekly Wages 5 Key Occupation Changes Growth Rate by Sectors Regional Changes Monthly Household Survey (55,000) by StatsCan ICTC gets 21 Jobs Recoded (1 Month Delay) 9+ year data set Report at “All Occupations” Level 3 Month Rolling Average LMI>Trends

37 Labour Force Survey (LFS) Annual Analysis 2003-11 21 Occupations to 6 Groups (Managers, Engineers, Analysts, Programmers, Technicians, Other IT) Analysis of Year-over-Year and Year-over-Series Trends Provides a Profile of the Occupation Groups LMI>Trends

38 Salary Survey Skills HR Practices LMI>Trends

39 Post Secondary Enrolments LMI>Trends

40 Offshoring Legacy Applications Trends Diversity LMI>Trends

41 Sub-Sector Studies eHealth Wireless LMI>Sub-Sectors Digital Media

42 National Survey of IT Occupations – 2002-03 1 st National Study with HRSDC and StatsCan Based on the ICTC (SHRC) Occupations 35,000 Employees, 25,000 Employers Public and Private Employers Detailed Results – ethnicity, education, training, remuneration, retention, tenure, skills, entry job, etc. Authored by Morley Gunderson and Francois Vaillancourt 1st Evidence-Based Research by ICTC (SHRC) LMI>Historical

43 Census Research - 1961-2001 Most detailed Occupational Analysis Available Based on the National Occupation Classification Codes (NOC) Tracked Changes from 1961 to 2001 to Codes 1 Overall Report and 10 Provincial Profiles Detailed Info about Occupations (Age, Gender, Geography, Schooling, etc) Provincial Report: Size, Evolution, and Location of IT Labour Market Province in Relation to Canada LMI>Historical

44 Industry Advisory Committee (IAC) Goal: Engage industry to determine what technologies and labour market trends are currently being experienced, and what’s on the horizon 1.Use the “Micro” trends to determine the “Macro” needs – indentify – prioritize - strategize 2.Guide Research Activities and Review/Validate Report Findings 3.Advise and Participate in Messaging and Reaching the Audience 4.Provide guidance to ICTC on what should be done next LMI>Advisory

45 National Occupational Standards and Codes ICTC (SHRC) Critical to NOC revisions for 2001 HRSDC (StatsCan) uses our Competency Profiles to inform the National Standards NOC are the Link to Critical Programs (EI, Training, Immigration, etc.) Critical to Influence the System and Collect Data through the most extensive source Consultations for the 2011 Census Update Systemic Change

46 Thought Leadership Expert Panel Issues and Options – 2005 Jobs 2.0 - 2007 Systemic Change Digital Literacy Digital Economy Strategy Submission

47 1.Canada’s ICT sector will face alarming skills and labour shortages over the next five years – 106,000 hires by 2016 (~ 17,700 annually) 2. ICT jobs are fundamentally and profoundly changing. 3. All ICT sector stakeholders are poised and ready for action. Outlook 2011-2016 Outlook 2011-2016 Report - Systemic Change

48 Levers of Change – 2011-2016 Lever 1: Stimulating post-secondary enrolment Lever 2: Integrating Internationally Educated Professionals (IEPs) Lever 3: Shifting to integrated, cross-discipline post-secondary programs with practicum components and professional development opportunities Lever 4: Encouraging industry investment in the skills it needs Lever 5: Embracing diversity and inclusion Systemic Change

49 Current LMI Project (2009 to 2012) 1.Industry Advisory Committee 2.Labour Force Survey (LFS) Quarterly and Annual Reports 3.3 ICT Sub-Sector Studies 4.2006 Census Update 5.Qualitative Research Project 6.Outlook 2010-2015 Update 7.Communications

50 Where to Start? 1.Establish the Fundamentals – Occupations and Industry Definitions 2.Invest in the Development of an Analytical Framework 3.Capture the Current State of the Labour Market 4.Establish Partnerships between Industry/Educators/Governments 5.Revise and Refresh for Relevance!

51 E-mail: Thank You Questions?

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