Summer Labour Market Conference
Vancouver, BC
July 31, 2014
Scott MacDonald
Assistant Deputy Minister
Labour Market & Immigration Division
Ministry of Jobs, Tourism and Skills Training
1

BC’s population:
AGE
800 000
600 000
400 000
Slow growth of new labour force entrants expected
200 000
0
1990 1995 2000 2005 2010 2015 2020 2025 2030 2035
2

BC’s population:
AGE
800 000
600 000
400 000
Retirement-aged population to experience significant growth 200 000
Expected to peak in 2021
0
1990 1995 2000 2005 2010 2015 2020 2025 2030 2035
3

BC’s aging population
800 000
600 000
In 2016, number of retirement-aged British
Columbians (55-64 years) will surpass those aged
20-29 (potential new labour force entrants)
400 000
200 000
Population aged 20-29 Population aged 55-64
0
1990 1995 2000 2005 2010 2015 2020 2025 2030 2035
4

 2/3 from demographic changes
 1/3 economic development
 530,000 young people to enter job market
 More than 78% will require some post-secondary
 43% will be in trades & technical occupations
5

WORKFORCE NEEDS FOR MAJOR PROJECTS
CONSTRUCTION AND OPERATIONS JOBS
6

WORKFORCE NEEDS FOR MAJOR NORTHERN BC PROJECTS
CONSTRUCTION AND OPERATIONS JOBS:
38,500 TOTAL JOB OPENINGS:
7

WORKFORCE NEEDS FOR LNG PROJECTS
Up to 100,000 jobs, including:
58,700 direct & indirect construction jobs in 2018
23,800 permanent direct & indirect operations jobs in 2023
13,000 induced jobs
8

9

1 Data-Driven
2 Cross-Government
3 Innovative
4 Role for Industry
5 Culture/Attitudes
6 First Nations
Aligning training dollars and programs with jobs-in-demand
Implementing action plan with unprecedented level of integration
Innovating education and training programs to meet BC’s needs
Creating stronger role for employers, labour & industry
Changing culture and attitudes to get more youth involved earlier
Working closely with Aboriginal communities
10

11

 Doubling the number of ACE-IT spaces to 5,000 over the next two years.
 Expanding dual credits in our schools to get students trained more quickly
 Encouraging partnerships
 Expand WorkBC.ca and web-tools to focus on youth
12

 Funding for apprenticeship trades ambassadors
 Reform Grade 10-12 graduation requirements to allow personalized graduation plans
 Applied Skills Curriculum in Grades K-9 should excite and prepare students
13

 More teachers qualified to teach skills foundation
courses in high schools
 Making it faster and easier for qualified trades people to earn teaching certificates
 More skills training scholarships
 Inform and engage parents, teachers and counselors
14

15

 Target $40 million annually in Student Financial
Assistance grants to labour market priorities
 Align 25% of public institutions’ operating grants to support in-demand jobs, reaching $270-million per year
 Invest $185-million over three years in infrastructure
and equipment for skills and trades training
 $6.8-million to reduce waitlists in high demand trades
16

 System funding is directed to needs and is outcome-based
 British Columbians are first in line with the skills needed for jobs to help grow B.C.’s economy
 Youth have choices and are encouraged to study in-demand occupations and go to where the jobs are located
 Industry and labour market needs are met
17

18

Get and use labour market information to inform decisions
 Regularly refine and update
 Align programs with labour market demands
 Created Labour Market Priorities
Board
19

Refocusing the ITA
 Moving toward a demand driven system
 Unifying cross government decision-making based on labour market information and workforce targets
 Reconstituted the ITA board of directors
 Bringing the Industry Training Organizations inside the
ITA and establishing Sector Advisory Groups
20

Connecting youth with the workplace
 Attracting students to trades and technical careers
 Increasing employer sponsors for apprenticeships
 Creating more work-based training
 Preparing and matching British Columbians with jobs
 Hiring more Apprenticeship Advisors
 Making it easier for workers to move between major projects
21

In partnership with Government of Canada:
 Memorandum of Understanding on a Strong Resource
Economy
 Increasing the number of apprenticeships in high demand areas
 Reducing barriers to labour mobility and foreign credential recognition for workers
 Maximizing employer investment in Canada Job Grant and Labour Market Development Agreement
22

Canada-BC Job Fund - $65M per Year
Canada Job Grant
$10K Grant
(application based)
1. Employer determines who gets training and what type
2. Employer contributes 50%
cost matching (1/3 of total training costs)
3. Eligible costs limited to training only (3rd party
trainer)
4. Employee has a job at the
end of training
Employer-Sponsored
Training
1. Employer contributes cash or in‐kind (flexibility)
2. Employer decides who gets training and what type
3. Job at the end of training
4. Flexibility in program
delivery to meet provincial
LM needs
Employment Services and
Supports
1. Enhance the labour market participation of workers by assisting them to prepare for entry to, or return to, employment
2. Supports vulnerable workers
23

Develop innovative solutions to make trades training work better
 Modernize delivery systems o Mobile training facilities o In-camp training o Front–end loaded courses o Virtual classrooms
 Harmonize apprenticeship training across Canada
 Share equipment and facilities with industry
 Improving apprenticeship completion rates
24

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Helping British Columbians find their fit in our growing economy
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