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An initiative of the Northern Ontario Workforce Planning Boards.

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Presentation on theme: "An initiative of the Northern Ontario Workforce Planning Boards."— Presentation transcript:

1 An initiative of the Northern Ontario Workforce Planning Boards

2 INTRODUCTION Mining industries are key to future economic growth Need access to a qualified workforce Identification of industry-specific labour needs & access to current, timely & evidence-based local labour market information is crucial PROJECT GOAL This project proposes to build that evidence-base by producing a labour market forecast of the Mining Industry Employment and Hiring Forecast for the next decade for every Local Board region in Northern Ontario

3 BACKGROUND In February 2012 the North Superior Workforce Planning Board in partnership with the Mining Industry Human Resources Council (MiHR) released the first district/local level mining industry employment and hiring forecast Building on MiHR expertise and on the work undertaken by North Superior Training Board, we are proposing a similar forecast report for each Local Planning Board in Northern Ontario

4 PROJECT OBJECTIVE To produce a customized labour market forecast report for each of the 5 Local Planning Board regions in Northern Ontario will include 2, 5, and 10 year forecasts, broken down by occupation, for three scenarios (expansionary, baseline, and contractionary)* will include the MiHR forecast equations for the province of Ontario; survey findings in each region; and secondary data sources (e.g., Statistics Canada & other data collected within the region) * similar to report produced for the Thunder Bay region

5 PROJECT OUTCOME A Mining Industry Employment and Hiring Forecast report for each of the Northern Ontario Local Board regions Each report will: Identify new, different and/or emerging human resources' needs/gaps in the mining sector Provide better coordination/alignment between mining human resources' needs and providers of employment/training services Provide better coordination/alignment between workforce development initiatives and economic/business planning strategies

6 PROPOSED APPROACH WILL... ensure consistency in the collection and presentation of labour market information identify overlapping needs & issues that could be better served at a broader Northern Region level allow for better identification and coordination of broader approaches and provide Local Board specific data to help guide the implementation of more localized initiatives

7 PROJECT LEADS From left to right: Jonathan Coulman (Algoma Workforce Investment Committee), Reggie Caverson (Workforce Planning for Sudbury and Manitoulin), Madge Richardson (North Superior Workforce Planning Board), Sonja Wainio (Northwest Training and Adjustment Board), Julie Joncas (Far Northeast Training Board)Stacie Fiddler (The Labour Market Group).

8 RESEARCH LEAD* WHO IS MiHR? A multipartite, industry-driven organization that brings all mining sector stakeholders together to address HR issues Recognized leader in identification and analysis of HR issues facing the industry A catalyst for the development and implementation of HR solutions MiHR PROJECT STAFF: Martha Roberts, Director of Research will oversee all research activities and stakeholder consultations related to the project MiHR Economist will be responsible for conducting the custom labour market research under this project, the day-to-day project management, and liaising with the project leads *EDs of the 6 Northern Ontario WPBs will coordinate the primary data collection; incorporate all region- specific findings (within the MIWIN forecasting model); and assist with report writing

9 FUNDING PARTNERS Algoma Workforce Investment Committee Canadore College Cambrian College College Boreal Economic Partners CFDC Far Northeast Training Board Greater Sudbury Development Corporation Kirkland and District Community Development Corporation Ministry of Training, Colleges and Universities NECO CFDC NordAski Regional Development Corporation North Claybelt Community Futures Development Corporation Northern College Northwest Training and Adjustment Board Patricia Area Community Endeavours South Temiskaming Community Futures Development Corporation Superior East Community Futures Development Corporation The Economic Development Department of the Corporation of the City of North Bay The Labour Market Partners Group Venture Centre / le Centre de développement Workforce Planning for Sudbury & Manitoulin

10 LOCAL REPORTS Northwest Training and Adjustment Board Districts of Kenora & Rainy River Far Northeast Training Board Districts of Cochrane & Timiskaming The Labour Market Group Districts of Nipissing & Parry Sound Workforce Planning for Sudbury & Manitoulin District of Sudbury with a focus on Greater Sudbury Algoma Workforce Investment Committee District of Algoma

11 Suggested Table of Contents: Chapter 1: Background and Scope (2 pages) Chapter 2: Regional Economic Overview and Mining Labour Market Trends (3 pages) Chapter 3: Regional Hiring Requirements Forecasts (6 pages) 2, 5 and 10 year horizon Expansionary, baseline, and contractionary scenarios Occupation breakdown Chapter 4: Available Talent Forecast (6 pages) Available talent in mining occupations for the province of Ontario Increasing mining’s share of talent in Northern Ontario Growing mining talent pool in Northern Ontario Chapter 5: Summary and Next Steps (3 pages) Summary of findings and key trends HR challenges and opportunities Next Steps *Report length: 20 to 25 pages

12 METHODOLOGY Four main activities in each region: 1.Literature review and analysis of previous research findings; 2.Survey of regional exploration and mining employers, and support services’ contractors; 3.Construct and test a model to forecast regional hiring requirements; and 4.Reporting

13 METHODOLOGY (CONT’D) MiHR’s Mining Industry Workforce Information Network (MIWIN) system was developed to produce forecasts of employment and hiring requirements in the mining industry at the national and provincial levels The MIWIN forecasting model uses a variety of factors key to anticipating changes in employment in the mining and minerals exploration industry The forecasts are for two, five, and ten year time horizons Forecasts are presented using three economic scenarios for future mining sector employment: contractionary, baseline and expansionary (reflects highly volatile employment profile that characterizes the mining industry in Canada) MiHR will use findings from primary research in the industry (questionnaires and interviews) for region-specific forecasts



16 WHY IS THIS IMPORTANT? Spin-off benefit: as mining is a very important industrial driver of the North’s economy, the proposed localized mining-specific data will also help address labour market issues in other sectors being impacted by mining. Detailed mining-specific data is not available at a district level. The development of customized regional mining labour market forecasts will begin to address this gap. Hoyle Pond (photo provided by Goldcorp, South Porcupine)

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