www.councils.org
Right-skilling for
tomorrow’s workforce
ACCC, Edmonton
June 5, 2011
Trends: Skills Shortages
www.councils.org
• Several interesting trends in the labour market
in Canada.
• Some examples of skills shortages:
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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
Jobs of tomorrow
www.councils.org
• 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
Workplace training
www.councils.org
• Workplace training not big in Canada
30 percent of adult workers in Canada participate in jobrelated 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%.)
The ageing workforce:
Retirements
www.councils.org
• 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.
What do we need to do?
www.councils.org
• 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).
Sector Council Overview
www.councils.org
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
www.councils.org
www.councils.org
Sector Councils & PSE
(some examples)
www.councils.org
• 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
The Alliance of Sector Councils
(TASC)
www.councils.org
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
Gateway to Careers website
www.councils.org
• Online career information in 12 languages
www.councils.org/careers
A Growing International
Movement
www.councils.org
• 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 (www.insso.org)
Thank you! Merci!
www.councils.org
Andrew Cardozo
Executive Director / Directeur général
The Alliance of Sector Councils - L'Alliance des
conseils sectoriels
acardozo@councils.org
www.councils.org
Partnerships with Learning
Systems Providers
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•
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Affinity Groups
Compendium
National Accreditation Program
Research
Graduate Placement
National Occupation Standards
Compendium
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
Career Focus Program
Wage-subsidy program that helps employers hire new
employees in supply chain roles. Employees must be postsecondary graduates, of university, college, association or
private-sector programs, and aged 30 or under.
22
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.
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.
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
www.supplychaincanada.org
kmaynard@supplychaincanada.org
ICTC’s
Labour Market
Information (LMI)
Program
June 2011
Version1..0
Agenda
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•
•
•
•
ICTC
ICTC’s LMI Strategy
Body of Work
Current Project Details
Where to Start?
www.ictc-ctic.ca
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
www.ictc-ctic.ca
Why Labour Market Intelligence (LMI)?
“…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
• 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.
www.ictc-ctic.ca
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.
www.ictc-ctic.ca
ICTC’s LMI Offering
www.ictc-ctic.ca
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 20082015
LMI>Forecast
www.ictc-ctic.ca
Outlook 2008-2015
Human Resources in
the Information and
Communication
Technology Labour
Market
LMI>Forecast
www.ictc-ctic.ca
Outlook 2011-2016
Human Resources in
the Information and
Communication
Technology Labour
Market
LMI>Forecast
www.ictc-ctic.ca
Outlook 2011-2016
LMI>Forecast
www.ictc-ctic.ca
Labour Force Survey
• 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
• 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
LMI>Trends
www.ictc-ctic.ca
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
www.ictc-ctic.ca
Salary Survey
Skills
HR Practices
LMI>Trends
www.ictc-ctic.ca
Post Secondary
Enrolments
LMI>Trends
www.ictc-ctic.ca
Diversity
Offshoring
Legacy
Applications
Trends
LMI>Trends
www.ictc-ctic.ca
Sub-Sector Studies
Wireless
Digital Media
eHealth
LMI>Sub-Sectors
www.ictc-ctic.ca
National Survey of IT Occupations – 2002-03
• 1st 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
www.ictc-ctic.ca
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
www.ictc-ctic.ca
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
www.ictc-ctic.ca
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
www.ictc-ctic.ca
Thought Leadership
Expert Panel
Issues and
Options –
2005
Jobs 2.0
- 2007
Systemic Change
Digital
Literacy
Digital
Economy
Strategy
Submission
www.ictc-ctic.ca
Outlook 2011-2016
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 Report - www.ictc-ctic.ca/Outlook_2011/index_en.html
Systemic Change
www.ictc-ctic.ca
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
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
www.ictc-ctic.ca
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!
www.ictc-ctic.ca
Questions?
Thank You
E-mail: n.mcdevitt@ictc-ctic.ca
www.ictc-ctic.ca