LABOUR MARKET OPPORTUNITIES
IN B.C.’S LNG SECTOR
WITH CHRISTIAN SAINT CYR
BC LABOUR MARKET REPORT
OPPORTUNITIES IN B.C.’S LNG SECTOR
First Impressions…
Do you think the time frame of having the bulk of the LNG jobs in
place by 2018 is reasonable?
Do you think developing five LNG plants is reasonable?
How do you feel LNG stacks up against traditional industries such
as technology, forestry and mining?
OPPORTUNITIES IN B.C.’S LNG SECTOR
Session Objectives…
1. Discuss the urgency of the sector and international demand for
LNG
2. Examine the proposed timeline
3. Discuss the proposed job creation
4. Share high growth job opportunities
5. Detail proposed strategy
OPPORTUNITIES IN B.C.’S LNG SECTOR
The Big Picture…
13,000: the number of people BC employs today in drilling and
processing natural gas.
82,500: the total direct and indirect jobs expected from the LNG sector
between now and 2024.
This represents about 1 in 25 BC workers.
OPPORTUNITIES IN B.C.’S LNG SECTOR
Asian Demand for LNG…
OPPORTUNITIES IN B.C.’S LNG SECTOR
What jobs do you think will be cultivated by
the LNG Sector?
OPPORTUNITIES IN B.C.’S LNG SECTOR
Top Ten LNG occupations in 2018
1.
11,000 construction trades helpers and labourers
2.
3,800 steamfitters and pipefitters
3.
2,200 welders
4.
1,500 concrete finishers
5.
1,500 transport truck drivers
6.
1,400 carpenters
7.
1,100 heavy equipment operators
8.
1,100 gas fitters
9.
875 purchasing agents and officers
10.
800 crane operators
OPPORTUNITIES IN B.C.’S LNG SECTOR
Jobs in Construction vs. Operations
As these charts show, most of the new jobs will be created in the construction phase, which is expected to peak in 2018 a mere four years from now. | "Upstream" jobs refer to those involving extraction and processing of natural gas;
"midstream" jobs refer to those involving the moving of gas to the coast; and "downstream" jobs refer to those involving
liquefying and transporting the LNG off the BC mainland.
OPPORTUNITIES IN B.C.’S LNG SECTOR
The Premier’s LNG Working Group Final Report’s recommended strategies for LNG skills
training in B.C. are:
1. Develop an ongoing structure with equal representation from industry (including contractor
associations), organized labour, First Nations, and governments to participate and enable the
skills training and workforce planning issues leading to employment in the LNG opportunity. The
structure should be established in co-ordination with other LNG workforce activities already
underway.
2. Begin planning and training British Columbians immediately for the LNG opportunity.
3. Training should be co-ordinated throughout B.C. and Canada to maximize the effectiveness
of the existing labour pool and lead to employment.
4. Identify and remove barriers to entry into training while supporting literacy and essential
skills development to support local and B.C. work-based training and employment.
5. Increase the efficiency and effectiveness of the investment in training by leveraging
successful government, union, and private training programs.
OPPORTUNITIES IN B.C.’S LNG SECTOR
The Premier’s LNG Working Group Final Report (Continued)
6. In conjunction with recommendation #7, industry, governments, organized labour, and First Nations
should partner to conduct cam- paigns and career fairs in high schools, colleges and cultural centres on the
LNG opportunity.
7. Promote awareness of job opportunities in B.C., including work- based training with a focus in rural,
northern, and First Nations communities
8. Establish an inventory of individuals currently in apprenticeship pro- grams and other nonapprenticeship skilled workers seeking employment. Include in the inventory journeypersons who are
available to provide mentoring and on-the-job training to apprentices.
9. Aspire to a goal of having 25 per cent overall of the apprenticeable trades workforce on LNG-related
construction projects and whether funding for apprentices can come from industry and/or government. In
addition, government should consider having a minimum number of apprentices on public infrastructure
projects.
10. Review the approach used by private-sector unions with respect to apprentices and by First Nations
with respect to training to deter- mine if their approach can be improved or applied more broadly.
OPPORTUNITIES IN B.C.’S LNG SECTOR
The Premier’s LNG Working Group Final Report (Conclusion)
11. Explore and analyze projects that have used a mobile workforce. In addition, it is important
to identify and resolve the barriers to worker mobility in relation to trades qualification and
certification.
12. Target areas of opportunity by focusing on workers finishing construction or other projects in
all areas of the province.
13. Explore best practices within the LNG sector and other competing industries with respect to
the conditions necessary to attract a mobile workforce.
14. Develop a plan to support workers from other jurisdictions to stay in B.C.
15. Further refine and develop a process for the use of Temporary Foreign Workers in the
context of an overall strategy that identifies the work- force needs of the LNG opportunity and
immediately begins a skills training plan to develop as many British Columbian and Canadian
workers as possible to meet those needs. The structure contemplated in recommendation #1
will be seized with the responsibility to refine and develop a process for the use of Temporary
Foreign Workers.
OPPORTUNITIES IN B.C.’S LNG SECTOR
Risky Business…
New projects in Western Canada, the US Gulf Coast and East Africa pose
particular technical challenges, but more important are the non-technical
challenges: remote locations, political and environmental sensitivities, new
stakeholders, regulatory landscapes and organizational models.
"Out of the last 12 LNG projects, 10 went over time and/or budget
– many by 40 to 50%."
- Deutsche Bank