Deloitte Access Economics
Skill shortages in the
resources sector
Skills Australia
2 May 2011.
Deloitte.
Deloitte Access Economics Pty Ltd
ACN: 149 633 116
Lindy Ingham
Acting Director
Labour Market Information Section
Skills Australia
Level 1, 9 Sydney Ave
Barton ACT 2600
PO Box 6334
Kingston ACT 2604
Tel: +61 2 6175 2000
Fax: +61 2 6175 2001
www.deloitte.com.au
2 May 2011
Dear Lindy
Skill shortages in the resources sector
Deloitte Access Economics has been commissioned to undertake research into the current and future skills
needs in the resources sector in Australia. This includes a scan of Australian resource sector reports published
in the past 12 months and the skill needs they identify.
This report is structured as follows:
The overview provides a summary of key findings on skill needs in the resources sector based on the reports
examined.
 Chapter 1 provides individual summaries of the primary sources examined, where primary sources are
those where the main purpose of the report Or article is in relation to skill needs in the resources sector.

Chapter 2 provides individual summaries of the secondary sources examined, where secondary sources
are those which include some discussion of skill needs in the resources sector, but the report itself has a
broader coverage.

Finally, a bibliography lists reference details for the reports which have been reviewed and other relevant
literature.
We hope this report provides assistance in Skills Australia's reporting on the status of skill shortages in the
resources sector.
Yours sincerely,
David Rumbens
Director
Deloitte Access Economics Pty Ltd
Liability limited by a scheme approved under Professional Standards Legislation.
© 2011 Deloitte Access Economics Pty Ltd
Skill Shortages in the resources sector
Contents
Overview .................................................................................................................................................................. i
1. Primary Sources ............................................................................................................................................. 6
1.1 Birrell and Healy .................................................................................................................................... 6
1.2 Briggs ..................................................................................................................................................... 7
1.3 Energy Skills Queensland "Industry Skills Plan ...................................................................................... 9
1.4 Energy Skills Queensland - Workforce Planning report ...................................................................... 10
1.5 Energy Skills Queensland - Addendum of workforce planning report ................................................ 13
1.6 Energy Skills Queensland - Workforce & Competency Development Plan ......................................... 14
1.7 Grad (article in Engineering and Mining Journal) ................................................................................ 15
1.8 Institute for Minerals and Energy Resources ...................................................................................... 17
1.9 Institute for the Study of Labour ......................................................................................................... 18
1.10 Mining Industry Skills Centre .............................................................................................................. 18
1.11 National Institute of Labour Studies ................................................................................................... 20
1.12 National Resources Sector Employment Taskforce ............................................................................ 22
1.13 Piper (article in Australia's Paydirt) ..................................................................................................... 23
1.14 Resource Engineering Skills Alliance ................................................................................................... 24
1.15 Technology and Industry Advisory Council ......................................................................................... 25
2. Secondary Sources ....................................................................................................................................... 28
2.1 Australian Industry Group ................................................................................................................... 28
2.2 Australian Industry Group / Deloitte ................................................................................................... 29
2.3 Australian National Engineering Taskforce ......................................................................................... 29
2.4 Australian Petroleum Production and Exploration Association .......................................................... 31
2.5 Chamber Of Commerce and Industry of Western Australia ............................................................... 32
2.6 Chamber of Minerals and Energy of Western Australia...................................................................... 33
2.7 ElectroComms & Energy Utilities Industry Skills Council .................................................................... 34
2.8 Queensland Treasury .......................................................................................................................... 36
2.9 SkillsDMC ............................................................................................................................................. 37
2.10 Tolhurst ............................................................................................................................................... 39
2.11 Western Australian Department of Mines and Petroleum - Prospect ................................................ 39
2.12 Western Australian Department of Training and Workforce Development ....................................... 40
2.13 Women in Mining Network ................................................................................................................. 42
Appendix A: Bibliography ..................................................................................................................................... 45
Limitation of our Work................................................................................................................................. 47
Liability limited by a scheme approved under Professional Standards Legislation.
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© 2011 Deloitte Access Economics Pty Ltd
Skill Shortages in the resources sector
Overview
Deloitte Access Economics has been commissioned to undertake research into the current and
future skills needs in the resources sector in Australia. This includes a scan of Australian resource
sector, reports published in the past 22 months and the skill needs they identify.
This report provides individual summaries of key reports examined, split into primary sources (where
the main purpose of the report or article is in relation to skill needs in the resources sector), and
secondary sources (which include some discussion of skill needs in the resources sector, but the
report itself has a broader coverage).
The current macroeconomic challenge
Australia faces a set of economic challenges to maximise the opportunities the country has available
to it at present.
In late 2008 when the global financial crisis (GFC) hit, unemployment in Australia was rising rapidly.
At that time, the level of investment in the mining sector was still strong, as work on major projects
approved prior to the GFC continued. However, new project approvals weren't occurring at that
time, and some marginal mining operations were closing down.
However, by late 2009 it was a different Story - Australia's economic climate had significantly
improved. Jobs growth had returned and, thanks to continued industrial growth out of China, new
resources investment projects were once again being approved and proceeding forward.
This change in the economic climate was typified by the approval granted for the Gorgon LNG
project. Skating through the worst global downturn since the 1930s, there was suddenly a private
consortium willing to invest 543 billion into the Australian economy for the one project.
since that time, macroeconomic conditions for the resources sector in Australia have continued to
improve. One of the best measures of that improvement can be seen in Australia's terms of trade, as
shown in Figure 2.1.1, along with the value of engineering construction work yet to be done in
Australia (but approved).
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Figure 1.1.1: Australia’s terms of trade and engineering construction work yet to be done
The challenge now is to accommodate the various resources projects which are underway or seeking
approval.
The Deloitte Access Economics-Amp Investment Monitor for March 2011 shows some 18 billion of
mining projects underway in Australia and committed to start soon. Beyond that there are a further
$236 billion of mining projects in the planning pipeline at present. Investment Monitor notes:
Some 46% of projects in the Investment Monitor database by value are from
the mining sector, and it has clearly dominated investment growth over recent
years.
Clearly, commodity prices are very supportive for new investment decisions at
present. That's providing mining companies with a powerful motivation to
invest, as well as the cash to do so from internal financing. Commodity prices
won't stay this strong forever, "but nor would they need to for the vast bulk of
investment projects being considered at present to generate a decent return.
The key driver here is the rate of economic growth .from China which has
potential for at least another good 15 years of strong economic growth on the
path to industrialisation. The key constraint is likely to come from a lack of
workers.
Key themes
A clear key theme across the reports is that the resources sector will have a high demand for
additional workers over the coming years, Those reports which also examine the expected supply of
new' workers to the sector point to shortfalls in supply relative to demand.
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Some other key themes which are seen across reports include:
 While the resources sector is experiencing high demand, there is also strong competition for
workers from other sectors.
 A likely greater rate of retirement over the years ahead will compound the problem of a lack of
workers.
 How to supply the required skilled labour to regional areas is a key issue.
 Concerns that generic competency based training packages don't align with the needs of the
resources sector at present.
 Inadequate capacity of training organisations to respond to a sharp pick-up in student
numbers.
 High wages in the resources sector are encouraging school leavers (particularly in WA) straight
into the workforce, rather, than pursuing further training.
Techniques used
Several of the reports seek to quantify the likely Scale of the problem, and/or report on particular
occupations where shortages are apparent or expected. Essentially this reporting stems from either
consultation with those in the Sector; some form of economic modelling, or a combination of the
two.
The consultation approach is led by the National Resources-Sector Employment Taskforce (NRSET)
which conducted a public consultation 'process, received 97 submissions on an initial discussion
paper and met with key industry stakeholders.
NRSET conclude that construction jobs on new Projects could peak at 45,000 in 2012 and 2013 with
strong jobs growth for technicians and tradespeople and machinery operators' and drivers.
Modelling based approaches include:






Use of the Access Economics projections developed for Skills Australia in 2009, and used as
part of the Workforce Futures strategy.
Queensland Treasury which use the Monash model to project demands On an industry and
occupational basis.
Modelling undertaken by ACIL Tasman for the Technology and Industry Advisory Council,
which estimates that Western Australia's (WA) total job openings will be at least 460,.000 over
the next 9-10 years.
Modelling undertaken by the National Institute of Labour Studies for the Minerals Council of
Australia, based On projected mining production levels in 2020. The report finds that the mining
sector will need to employ 86,000 more workers between 2008 and 2020 - an increase of 68 per
cent. WA's growth in demand will represent 55 per cent of the increase in national demand making it the State that will contribute the most to demand for labour.
The Chamber of Commerce and Industry in Western Australia undertake modelling which
suggests an additional 69,000 workers will be required in the WA mining sector by 2020. Given
supply trends, this would result in an overall shortfall of 30,000 mining workers. Similarly, an
additional 130,000 workers are projected to be required in Skill shortages in the resources
sector construction in WA by 2020, with a predicted shortfall of 56,000 construction workers
based on current trends.
The Western Australian Chamber of Minerals and Energy modelling Which looks at workforce
growth required to meet current growth plans in the minerals and energy sector. That study
predicted an additional 43,800 workers would be required in minerals and energy in WA by
2012 (above 2009 employment levels).
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

The Western Australian Department of Training & Workforce Development refers to both
Access Economics and Monash University modelling to suggest a shortage of between 133,000
to 150,000 workers in WA by 2017 across all sectors).
The Energy Skills Queensland modelling considers different workforce scenarios based on
different scenarios for the level of mining production over time in Queensland. Within five years
the modelling found a shortfall of skilled labour for LNG in Queensland of between 2,083 and
4,394 workers. Energy Skills Queensland also uses a consultation approach for occupation
specific information.
Occupations at risk
Several of the studies provide detailed information of key occupations at risk of shortage in the
resources sector. This is generally seen as most severe in the relevant trade qualified areas. Key
trade qualified occupations that are reported to be most in demand are:
 Electricians
 Drillers
 Production technicians
 Mechanical fitters
 Boilermakers.
Significant shortages are also reported or projec.ted for some professional/tertiary qualified staff.
These are most notable for a range of engineering related occupations but also include several other
roles. These include:
 Engineers - mining; mechanical; civil; petroleum; chemical; electrical
 Occupational health and safety professionals
 Environmental scientists
 Geologists
 Mine surveyors.
In addition, there is also strong demand for unskilled labour such as construction labourers,
particularly for regional WA.
Note that the reporting of occupations at risk across reports is not necessarily on a consistent basis,
either in terms of classification, or across time or geographic dimensions.
The key studies which do report on skill shortages by occupation are:





Energy Skills Queensland, which reports on priority occupations for trades and professionals in
Queensland based on industry consultations.
Energy Skills. Queensland, in a separate study using a modelling based approach, reports key
occupations by 4-digit ANZSCO code, with these led by production technicians, driller's
assistants and maintenance technicians. An addendum highlights a range of engineering roles in
shortage, noting that filling such roles in the LNG sector in Queensland may be particularly
difficult given that is a new sector within the State.
The Mining Industry Skills Centre has identified five critical skill sets in shortage for the
resources sector; geoscientists; mine surveyors; mining engineers; fitter mechanics and electrotechnical trades. It also identified a range of occupations which have been difficult to fill, led by
diesel mechanic/ diesel fitter mechanic,, mining engineer and geologist.
NRSET noted that emerging present shortages are mainly for engineers and. other I
professional` staff with more than five years experience. They warned that the" domestic supply
of mining engineers and geoscientists will not be sufficient to meet demand over the next five
years with a shortfall of around 1,700 and 3,000 workers respectively.
Resource Engineering Skills Alliance noted that shortages in South Australia are being
experienced at the technical level for technicians, draftspersons, technical document specialists,
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Skill Shortages in the resources sector


schedulers, planners and estimators, and at the professional level for engineers, senior project
engineers and managers, metallurgists and geoscientists (preferably experienced).
SkillsDMC identify priority workforce requirements by sector within mining, covering drilling,
the quarry sector and the coal sector. Key occupations facing recruitment difficulty by 4 digit
ANZSCO code are identified.
The Western Australian Department of Training & Workforce Development identify priority
occupations by 6-digit ANZSCO code.
Policy implications
Several of the reports draw out policy implications, resulting from the analysis of skill shortages.
These include calls for a greater investment in relevant training for the resources sector, though
concerns are also raised over the capacity of training providers.
In his report, Grad highlights the long lead time for training and hence there is a greater call for
increased overseas migration of skilled employees to fill the predicted gap. The Australian Industry
Group has also called for an increase in planned migration to at least 190,300, the same level
determined in 2008. Birrell and Healy separately focus on the migration program as a whole and
conclude that high migration has little to do with the resources industry's skill needs. They argue for
a more targeted migration program that is focused on skill shortages in industries which are exportmarket focused.
Several reports also note that mining companies are looking at more flexible and innovative
approaches to attract and retain workers. These include fly-in fly-out (FIFO) rotation rosters and
increased parental leave.
Briggs focuses on the FIFO workforce, and the fact that the adoption of such practices leave a
relatively limited benefit from mining activity for the local region.
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1. Primary Sources
1.1 Birrell and Healy
Report name:
The mineral boom and Immigration Policy:
Skills Australia Debunks the Myths
Date:
2010
Author:
Bob Birrell and Ernest Healy
Publisher/Industry/Government affiliation:
-
Subcontractor involved:
Utilises projections from Access Economics for
Skills Australia
Primary/Secondary research
Primary
Key sectors
Mining across Australia
Birrell and Healy review previous modelling conducted by Access Economics on employment
demand by industry. They apply this modelling to claims by the Commonwealth Government that a
high migration policy is required to support the skills requirements of the resources industry.
The authors state that following the 2008 federal election, the new government increased the
number of places to the skilled migration program by 33,500. It was claimed that this was to preempt future skills shortages, particularly in the resources industry. The new government feared that
such shortages would lead to wages break-outs or bottlenecks in the construction phases of major
projects by the resources sector.
Following on, the government started to develop a longer-term migration planning framework which
would see net overseas migration continue at an annual increase of around 180,000 to 190,000.
Birrell and Healy note that the Department of Immigration and Citizenship points to work completed
by Peter McDonald and Jeromey Temple of the Australian National University which reports that
high migration is necessary to solve shortages in the resource industry.
The authors point; however, to recent employment growth rates and state that in trade occupations
these have been approximately half of that in professional roles.
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Skill Shortages in the resources sector
In delving into this further, Birrell and Healy refer to modelling completed by Access Economics for
Skills Australia in 20091. In the case of the main 'Open Doors' scenario, employment in the resources
industry was forecasted to grow from 157,000 in May 2009 to just over 240,000 in 2025. In contrast,
the predicted demand for the health care and social assistance industry was larger, from 1.17 million
to 1.73 million by 2025. As a result, the authors conclude that, based On these lower employment
levels, 'employment growth in the mining- industry is of minor significance'.
The authors do acknowledge .the impact of the mining industry on employment in the construction
phase of major projects..Yet they also note that construction workers are also in major demand in
cities across Australia. Recent data illustrates that much of the growth of employment in
construction occurred in centres which are 'not major players in the resources boom'.
Competition for skilled employees across industries will be fierce. Alongside the expected growth in
the mining industry, the expanding services sector will promote further growth in professional and
managerial employment which, in turn, will create strong demand for those with degree
qualifications. As a result, under the 'Open Doors' scenario, Access Economics predicted that the
proportion of employees in. professional occupations with degree qualifications will increase from
68 per cent in 2007 to 81 per cent by 2025. Compared with estimates of the projected supply of
domestic residents with such qualifications, this is likely to result in a major shortage of workers with
degree qualifications. In contrast, the expected growth in demand for workers with lower level
qualifications will be smaller.
In conclusion, the authors declare that the government's high-migration policy has little to do with
the resources industry's skill needs. Instead, they argue that strong immigration is driving
construction in metropolitan regions and, in turn the 'services industry whose growth is linked to
these regions' populations. AS a result, demand for skilled labour in the construction and Service
industries will likely remain high as migration to metropolitan regions continues. As for the resources
industry, the authors argue for a smaller, more targeted migration program that is focused on skill
shortages in industries which are export-market focused.
1.2 Briggs
Report name:
The impact of Skilled Labour Shortages on the
Pilbara Region
Date:
17 September 2010
Author:
Gavin Briggs, Research Manager, North
Australian Research Programme
Publisher/Industry/Government affiliation:
Future Directions International, Strategic
Analysis Paper
Subcontractor involved:
-
Primary/Secondary research
Primary
1
Access Economics, Economic modelling of skills demand, 2009
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Skill Shortages in the resources sector
Key sectors
Mining and energy industry with a focus on
Western Australia
Briggs provides a high level overview of the current labour market situation in the resources sector
with a particular focus on the Pilbara region in WA. Rather than conduct his own specific analysis,
Briggs surveys recent analysis on the skills shortage, including projections of future demand in the
region, and highlights claims by key industry stakeholders on the current situation and future
limitations.
Briggs highlights that the minerals and energy industry makes a significant contribution to regional
Australia yet points out that skilled labour shortages will have a major impact on future growth. He
reports that analysis by the Chamber of Commerce and Industry of Western Australia is referenced
which predicts that in 2020, the State will likely need an extra 400,000 skilled workers. While some
of this demand will be met, there will be an expected shortfall of 150,000 workers.
The Western Australian Chamber of Minerals and Energy (CME) conducted a survey in 2008 of
minerals and energy companies on their expected workforce demand through to 2020. It was found
that projected peak demand would be in 2012 with labour demand for the year of approximately
38,000 workers. The CME reports that the regions with the highest growth in labour demand will be
the Mid-West, Goldfields/Esperance and the Pilbara.
Gaps across occupations and skills are likely to occur during the construction phases of projects in
the Pilbara region. Briggs predicts that such demand for workers will likely be met by FIFO rotations.
Briggs goes on to note the somewhat negative impact of FIFO employment on regional communities
whereby the wealth created by FIFO workers is often spent in regions outside of those where the
mining operations are conducted. To alleviate this, Briggs makes the point that 'it is necessary to
look at options that create and support regional workforces that live close to where there is demand
for their labour'.
Finally, Briggs closes by discussing some of the proposed approaches by different industry groups
and stakeholders. These include:





Skilled migration
Sustainable population growth within the Australia labour force.
Increasing indigenous participation and employment
The creation of regional workforce Plans which include coordinated responses across
government to provide industry and local community assistance
Addressing the lack of women working in the industry.
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1.3 Energy Skills Queensland "Industry Skills Plan
Report name:
Energy Industry Skills Plan 2009-2012
Date:
September 2009
Author:
-
Publisher/Industry/Government affiliation:
Energy Skills Queensland
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Energy industry with a focus on Queensland
The Energy Industry Skills Plan develops the key Strategic Industry Workforce Development
responses to improve the match between the identified skills supply and projected demand in the
energy sector in Queensland (QLD).
Employers in the sector have, been faced with tight labour market conditions. The loss of skilled
Workers to Other industries and greater exits associated with the ageing workforce are contributing
to high replacement demand. In addition, employers held concerns about the impact that the global
financial crisis might have on investment in workforce development.
The top four workforce issues identified from consultations with industry were:





Shortages across priority job roles are likely to continue
Expected loss of knowledge and experience over the next five to ten years as retirements
increase and workers move across industries
New entrants to the labour market are unlikely to be sufficient to meet demand
Greater competition for certain roles and skills from other industries.
Through its consultations and analysis, Energy Skills Queensland then identified the following
priority occupations.
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Skill Shortages in the resources sector
Table 1.3.1: Priority Occupations identified in QLD
Apprenticeships & Traineeships
Post Trade
Para-Professional & Professional
Cross Industry
Electrical Tradesperson
Electrical Line Worker
Electrical Cable Jointer
Rail Traction Tradesperson
Refrigeration & Air Conditioning Mechanic
Electronic/Office Equipment Tradesperson
Instrumentation Tradesperson
Data Communications Tradesperson
Air-conditioning Installer
Renewable Energy Tradesperson
Data and Voice Communications Tradesperson
Appliance Servicing Tradesperson
Security Systems/Fire Control Tradesperson
Utilities/Gas Tradespeople
Production Technicians
Drillers
Electrical Tradesperson
Green Electrician, Renewable Energy Tradesperson
Refrigeration & Air Conditioning Mechanic
Instrumentation Tradesperson
Data And Communications Tradesperson
Electrical Fitter Mechanic (Substation Switching Operator)
Electrical Fitter Mechanic (Power Systems Operator)
Lift Mechanic
Gas Operations Supervisor
Technical Trainer
Photovoltaic System Installer
Electrical and Electronics Para-professional
Electrical Power Systems Para-professional
Refrigeration and Air-Conditioning Para-professional
Renewable Energy Para-professional
Mechanical Engineering Para-professional
Electrical and Electronics Engineer
Mechanical Engineer
Chemical Engineer
Training and Assessment
Occupational Health and Safety
Project Management
Business Management
Senior First Aid
Cardio Pulmonary Resuscitation
The Plan concludes by reinforcing the need for continued investment in workforce development
irrespective of an economic downturn.
1.4 Energy Skills Queensland - Workforce Planning report
Report name:
Deloitte Access Economics
Workforce Planning Report
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Skill Shortages in the resources sector
Part A – Workforce Planning Report to inform
the Workforce & Competency Development
Strategy Plan for the Queensland Coal Seam
Gas / Liquefied National Gas Industry
Date:
September 2009
Author:
Energy Skills Queensland
Publisher/Industry/Government affiliation:
Energy Skills Queensland
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Minerals and energy industry with a focus on
Queensland
This report is in response to the development of a strategic workforce plan for the QLD Coal Seam
Gas (CSG)/Liquefied Natural Gas (LNG) Skills Taskforce. It reports on the development of three
scenarios that consider growth in employment .and skills demand in the industry in Queensland over
the next ten years.
The three scenarios consider how the workforce may shift under differing economic conditions that
impact on the expansion of the CSG/LNG Industry in QLD.



Scenario A-Slow Economic Growth at 13/14 Mtpa (4 trains)
Scenario B- Moderate Economic Growth at 22/23 Mtpa (6 trains)
Scenario C- Rapid Economic Growth at 28/30 Mtpa (8 trains)
All scenarios indicated a significant growth in the demand for labour and skills at all levels. The
report details that critical skill shortages are occurring across the country and across technical
vocational roles and all engineering professional and para-professional roles. Risks associated with
an ageing demographic and increased competition across industries are also placing pressure on the
CSG/LNG Industry in QLD to recruit and retain skilled workers.
The industry's demand for workers in vocational occupations with technical skills is reported to be
the greatest when compared to other occupations. In particular, priority technical roles that are
required in large numbers by the industry are:





Production technicians (ANZSCO: 4987-11)
Driller's assistants (ANZSCO: 9911-13)
Maintenance technicians (ANZSCO: 4112-11)
Electrotechnology(electrical and instrumentation; hazard) (ANZSCO: 4314-11)
Logistics technicians/administration (ANZSCO: 7993-11/6152-11)
Engineers were then identified as the next key priority occupation grouping for the supply of skills to
professional and para-professional roles. These priority roles included:




Engineers - chemical, mechanical, petroleum, electrical aid civil
Geologists
Geophysicists
Environmental scientists.
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Skill Shortages in the resources sector
The report also provides results from an overall gap analysis that looks at the expected shortfall in
skilled labour. The gap analysis takes into account the growth in new jobs and the level of
replacement demand arising from natural employment attrition. These results are shown in the
following table.
Table 1.4.1: Shortfall in skilled labour in QLD for CSG/LNG Industry from the base employment level
Forecast period
Scenario A
Scenario B
Scenario C
(Slow economic growth)
(Moderate economic growth)
(Rapid economic growth)
5 years
2,083
3,695
4,394
10 years
2,751
4,697
5,991
The report identifies that the top two critical workforce issues are the supply of labour to regional
operations and the shortages in the supply of a competent and skilled workforce. Competition
across industries and regions will be intense and will likely result in greater wage pressures.
To alleviate the burden on businesses in the future, major investment in education and training will
be necessary for future supply and to attract and retain a skilled and competent workforce in
regional areas. As a result, the industry will need to invest in various targeted workforce
development strategies.
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1.5 Energy Skills Queensland - Addendum of workforce
planning report
Report name:
Workforce Planning Report
Part B - Addendum Labour Market Analysis Demand and Supply
Prepared for the Queensland Coal Seam Gas /
Liquefied Natural Gas Industry
Date:
September 2009
Author:
Energy Skills Queensland
Publisher/Industry/Government affiliation:
Energy Skills Queensland
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Minerals and energy industry with a focus on
Queensland
The Addendum of the Workforce Planning Report brings together an analysis of key industry trends
and pivotal issues likely to impact on the demand for skills and labour as well as the capacity and
capability of its future workforce supply.
Critical skills shortages are currently faced in the industry by the occupations in Table 1.5.1.
QLD
S
S
S
S
S
S
S
S
S
S
S
NSW
S
S
S
S
S
S
S
S
S
S
S
VIC
S
S
S
S
S
S
S
S
S
S
ACT
S
S
S
S
D
NT
S
S
S
S
S
S
S
S
SA
S
S
S
S
S
S
D
WA
S
S
S
S
S
S
D
S
S
TAS
S
S
S
S
S
AUS
S
Note: S = State-wide shortages; D = Recruitment difficulties (tend to be State-wide); R = Regional Shortage
S
S
S
S
S
S
R
S
Vocational
Education Teachers
Drillers
Fitter
General Electrician
Civil Engineering
Associates
Electrical
Engineering
Associates
Mechanical
Engineering
Associates
Production manager
(Mining)
Geosciences/Geolog
ist
Production or Plant
Engineer
Engineering
Manager
Petroleum Engineer
Electrical Engineer
Mechanical
Engineer
Civil Engineer
State &
Territory
Skill
Shortage
areas
Chemical Engineer
Table 1.5.1 - Occupations facing critical skills shortage that are in demand by the QLD CSG/LNG Industry
S
S
S
S
S
S
D
D
The CSG/LNG Industry looks to employ from the regional economies of Mackay-Fitzroy-Central ,West
and the Darling Downs-South West. The Addendum highlights that the current capacity of the
regional labour force will not be enough to sustain the anticipated workforce growth of the CSG/LNG
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Skill Shortages in the resources sector
Industry. It predicts that "competition will be fierce in mining; electricity; gas and water; finance and
insurance; transport and storage and manufacturing.
With regards to professional engineering and science roles, the Addendum notes that as the
requirement for industry experience increases to between 5 to 20 years, it will likely increase the
difficulty to recruit from within the State to fill these roles, given the recent emergence of the
industry in the State. As a result, QLD will face increased competition from other states to recruit
and retain its required workforce.
The Addendum then provides an overview of demand and supply conditions for the abovementioned critical skills shortage roles. The conclusion is that all of these occupations are facing
significant shortages in available supply over the coming years.
1.6 Energy Skills Queensland - Workforce & Competency
Development Plan
Report name:
Workforce Planning Report
Part C – Workforce & Competency
Development Strategy Plan
Prepared for the Queensland Coal Seam Gas /
Liquefied Natural Gas Industry
Date:
September 2009
Author:
Energy Skills Queensland
Publisher/Industry/Government affiliation:
Energy Skills Queensland
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Minerals and energy industry with a focus on
Queensland
The CSG/LNG Workforce & Competency Development Plan will assist each future project outline the
measures taken to provide employment and training opportunities to the local community for
inclusion in its Environmental Impact Study. The strategies presented in the Plan seek to address the
common critical workforce issues.
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Skill Shortages in the resources sector
The six critical workforce issues are shown in the following table.
Table 1.6.1: Critical workforce issues faced by CSG/LNG Industry in QLD
Occupational Grouping
Critical Workforce Issues
1.
2.
3.
4.
5.
6.
Professional
Cannot fill positions – critical shortfall in labour
supply
Cannot fill positions – critical shortfall in skills
supply
Potential for the workforce to not be competent in
meeting industry requirement without relevant and
demand driven structure learning
Current inadequate level of capacity and capability
of registered training organisations to respond to
rapid accelerated growth in workforce demand
(skills and competency)
‘Off the Shelf’ generic competency based training
packages – misalignment with industry needs
Replacement Demand – loss of skills, experience
and knowledge to the industry plus increasing
impact of the ageing demographic
Technical
Non Technical/
Unskilled
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
The industry has advocated for a multi-faceted, systems approach to building the capacity, capability
and long-term sustainability of the industry-wide workforce. The paper proposes the following four
levels of workforce development to address the critical workforce issues:




Level 1- Workforce, Skill Attraction and Retention
Level 2-Skill Development
Level 3-Skilling Systems
Level 4- Skills and Competence Sustainability.
The paper then details terms of reference for an industry taskforce to tackle the workforce
development issues.
1.7 Grad (article in Engineering and Mining Journal)
Report name:
Australian Mining Industry's Looming Labour
Shortage
Date:
July/August 2010
Author:
Paul Grad
Publisher/Industry/Government affiliation:
Engineering and Mining Journal
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Mining
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Skill Shortages in the resources sector
Grad provides an overview of the 'looming' skills shortage predicted by the resources industry. The
industry currently employs around 1.6 per cent of the total workforce and the Minerals Council of
Australia predicts an additional 86,000 workers will be required over the next 10 years.
Companies, such as Rio Tinto, are seeking alternative options and incentives to source employees.
These include FIFO rotation rosters and increased parental leave.
One of the key issues highlighted includes the long lead time for training and hence there is a greater
call for increased overseas migration of skilled employees to fill the predicted gap.
Key roles highlighted by the Mining Industry Skills Centre that are likely to experience shortages
are:




Geoscientists
Mine surveyors
Fitter mechanics
Electro-technical tradespeople.
The National Centre for Vocational Education Research (NCVER) identifies shortages in:







Mechanical fitters (heavy diesel, mechanical technicians, shovel fitters, drill fitters and
schedulers)
Electricians (particularly those with high-voltage experience)
Automotive electricians (heavy vehicles)
Boilermakers
Explosives operators
Instrumentation technicians
Supervisory personnel with relevant trade experience.
Initiatives recommended by Grad to address the shortage include:








Providing apprenticeships to existing and mature-age workers with relevant trade skills
and experience .
Encouraging school students to undertake technical apprenticeships
Using ‘bonded scholarships’ to provide additional incentives during training but which require
them to remain in the industry after completion
Accelerating apprenticeship training
Employing workers from overseas
Recruiting from alternative sectors, such as manufacturing
Encouraging women to work within the sector.
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Skill Shortages in the resources sector
1.8 Institute for Minerals and Energy Resources
Report name:
Mining employment in SA – exploration and
exports boom but what about jobs?
Date:
March 2011
Author:
John Spoehr & Simon Molloy
Publisher/Industry/Government affiliation:
Institute for Minerals and Energy Resources
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Minerals and energy industry with a focus on
South Australia
The authors address the issue in South Australia (SA) that has arisen following the GFC where
employment levels in the state haven't recovered to their pre-crisis levels. They offer some
suggestions for explaining the relatively low level of employment at a time when mining industry
activity is set to increase.
In recent years/while employment has more than doubled in the other mining states of WA and
QLD, the authors find that this has not been the case in SA despite rising miffing activity. The authors
rule out a rise in productivity being a cause of the low employment levels. Instead, they find that
productivity in SA has been falling as commodity prices have risen (and hence, mining output
measured in monetary terms has risen), mine quality has been depleted and investment has been
high.
As for skills shortages, the authors contend that current statistics do not represent the true extent of
labour demand in the market. Mining employment could be understated with contractors used by
the mining industry also being utilised by other industries such as construction and infrastructure
which could lead to confusion when the ABS statistics are compiled.
Overall, the authors find that there is not enough information available to answer the question on
why, ‘in the face of rising activity in the mining sector, do we observe static or declining
employment?’. A number of questions are raised which need to be addressed in order to answer this
paradox. These revolve around the level of labour productivity, the reliability of available statistics,
the extent to which the increase in output value is due to rising commodity prices or physical output.
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Skill Shortages in the resources sector
1.9 Institute for the Study of Labour
Report name:
Was there a Skills Shortage in Australia
Date:
December 2009
Author:
P.N. (raja) Junankar
Publisher/Industry/Government affiliation:
Institute for the Study of Labour
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Minerals and energy industry with a focus on
Australia, Western Australia and Queensland
Junankar explores whether a skills shortage has existed in Australia and, in particular, QLD and WA.
He looks at the concept of a skills shortage and the various responses by interested parties.
Junankar juggles between alternate definitions of a skills shortage based on theory and what occurs
in practice. He also looks at how the market responds to reduce the impact of a skills shortage,
whether it is via raising wages, improving longer term working conditions, retraining unskilled
workers or becoming more capital intensive.
Junankar uses the vacancy to unemployment ratio as an index of the shortages of labour in which he
finds that labour shortages were very noticeable in QLD and WA since 2001.
In conclusion, Junankar reports that due to the difficulties in defining a skills shortage, government
policies on targeting one will not be easy. He recommends that the government should not be
focusing on migration as a short-term solution and instead should be relying on appropriate
education and training opportunities for current citizens.
1.10 Mining Industry Skills Centre
Report name:
Resources Industry Heartbeat Project Report
Date:
2009
Author:
-
Publisher/Industry/Government affiliation:
Mining Industry Skills Centre
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Australian Mining
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Skill Shortages in the resources sector
The Mining Industry Skills Centre's Heartbeat Project is a national assessment that aims to 'facilitate
workforce planning at an industry wide level, so that investments and Strategies can be targeted to
ensure a sustainable and productive resources industry workforce for the future'. The report on the
project provides an aggregate view of workforce profiles based on consultations and input from nine
resources companies across 16 critical job roles.
An initial workforce profile was identified and consisted of an assessment of turnover and
demographic measures for the 12 months to end-June 2008.
Turnover trends identified within the report were:


Consistent with the demand for experienced employees, senior electrical engineers had a
significantly higher turnover than electrical engineers
Employee departures tended to be at the initiation of the employee, not the organisation.
Demographic patterns identified included:




Electrical engineers, environmental scientists, metallurgists and mine engineers had
comparatively lower length of service and younger age profiles than other roles while the
demand for experienced professionals in these roles remains strong
As a result of increased retirements, several trade roles are likely to lose significant knowledge,
skills and experience. Boilermakers were identified as being at the most risk
Open cut examiners and training coordinators have the greatest risk of high retirements which
is of concern given the amount of experience and training they require.
The Centre's Strategic Leaders Group also identified five critical skill sets. Key challenges were
identified for these skill sets and are listed below.
1. Geoscientists:
a. Low length of service and young age profile combined with industry concerns around
experience levels underscores the importance of workforce development strategies to
ensure an adequate pool of workers
b. The declining number of graduates is a long-term concern.
2. Mine surveyors:
a. Small workforce size and low numbers of graduates provides a narrow pool from which
future expansions can draw
b. Current and ongoing demand growth will create future supply challenges.
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Skill Shortages in the resources sector
3. Mining engineers:
a. Low retention of engineers within the industry with 80 per cent of all new job opening
having arisen from engineers leaving the occupation and moving into managerial roles
b. Limited numbers of experienced engineers.
4. Fitter mechanics and electro-technical trades:
a. Moderate risk of loss of productivity due to expected increases in retirements.
b. Technological change will require ongoing updating of knowledge and job requirements
c. Greater focus on training is complicated by moderate levels of inter-company mobility
which may reduce the investment return,
The analysis also identified from participating organisations roles that had proved difficult to fill.
These are listed (and ranked from most to least permanent vacancies) below in Table 1.10.1.
Table 1.10.1: Roles identified as being difficult to fill
Rank Skills Set
Rank
Skills Set
1
Diesel mechanic/diesel fitter mechanic
11
Boilermaker
2
Mining engineer
12
Electrical engineer
3
Geologist
13
Fixed plant fitter
4
Open cut examiner
14
Electrical engineering manager/electrical
engineer in charge
5
Dragline operator
15
Deputy/assistant underground mine
manager
6
Auto-electrician
16
engineer/engineering geologist
7
Electrical fitter mechanic/electrician
17
Environmental scientist
8
Health & safety personnel
18
Metallurgist
9
Mine Surveyor
19
Instrument fitter
10
Training coordinator/manager
1.11 National Institute of Labour Studies
Report name:
The Labour Force Outlook in the Australian
Minerals Sector: 2008 to 2020
Date:
June 2008
Author:
Simon Molloy & Dr Yan Tan
Publisher/Industry/Government affiliation:
National Institute of Labour Studies, Flinders
University, Adelaide, Australia
Subcontractor involved:
Access Economics, Infrastructure 2020 – Can
the domestic supply chain match global
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Skill Shortages in the resources sector
demand?, 23 May 2008
Primary/Secondary research
Primary
Key sectors
Mineral sector for nine major commodities
across Australia
The study Projects the demand for labour by the mineral sector for nine major commodities from
2008 to 2020. The labour demand projections, are based on mineral output projections for the
major commodities to 2020 and major occupational categories employment levels. The report found
that the overwhelming majority of employees at Australian mines are:





Managers and administrators
Professionals
Associate professionals, Trades Persons and related Workers
Intermediate production and transport workers
Labourers and related workers.
The total number of persons in Australia in these occupational categories is expected to grow by 25
per cent by 2020.
In addition, the report finds that the mining sector will need to employ an extra 86,000 workers
between 2008 and 2020 - an increase of 68 per cent - to achieve currently predicted increases in
output.
Using a method for predicting labour demand that involves Access Economics' projections of the
output Of mineral commodities by state, the authors derive annual growth rates for production
which is then applied to a base year employment amount across six occupation groups.
As shown below in Table 1.11.1, the state that records the largest increase in demand will be WA.
This represents a 55 per cent share-of the increase in national demand. Iron ore and coal projects
will be those which demand the greatest increase in required labour and tradespersons and semiskilled workers will be the occupations in the greatest demand.
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Skill Shortages in the resources sector
Table 1.11.1: Mineral sector - projected increase in labour demand by state, 2008-2020
Labour increase
% of national increase
NSW
VIC
QLD
SA
WA
TAS
NT
AUS
7,486
1,189
23,035
5,689
47,698
315
1,440
86,851
9%
1%
27%
7%
55%
0%
2%
100%
Across commodities, iron ore and coal are foretasted to account for the greatest overall increase in
demand across the minerals sector, accounting for 24 and 22 per cent respectively.
Table 1.11.2: Mineral sector- projected increase in labour demand by occupational category: 2008-2020
Managers
& Admin
Professionals
Technicians
Tradespersons
Semiskilled
workers
Labourers
Total
Labour
increase
4,381
8,952
4,289
31,232
20,155
7,843
86,851
% of
national
increase
5%
10%
5%
36%
35%
9%
100%
Meanwhile across occupations in the minerals Sector, the greatest increase in workers is projected
to be in the tradespersons and semi-skilled workers categories. Together these account for an
increase in labour demand of 71 per cent over the time period
The study also looks at Scenarios that assess the impacts of changes in productivity up to 2020.
Under these it suggests two approaches that could be applied to improve overall productivity in the
Sector: minimising ongoing labour costs by investing in labour saving technology and increased
intensive training and up-skilling of new employees from outside the mining industry.
1.12 National Resources Sector Employment Taskforce
Report name:
Resourcing the Future
Date:
July 2010
Author:
-
Publisher/Industry/Government affiliation:
National Resources Sector Employment
Taskforce
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Mining across Australia
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Skill Shortages in the resources sector
The report analyses the skills needs in the mining industry in relation to major projects and proposes
a workforce development plan to address these needs. It was put together after the Taskforce
conducted a public consultation process, received 97 submissions on an initial discussion paper and
met with key industry stakeholders.
Around 184,500 people are directly employed in mining and oil and gas operations, about
1.6 per cent of the Australian workforce. Taskforce analysis shows:








Construction jobs on new projects could peak at 45,000 in 2012 and 2013 with strong jobs
growth for technicians and tradespeople and machinery operators and drivers.
Employment growth in mining operations is expected to be 4.9 per cent per annum over the
next five years, creating around 61,500 new jobs by 2015 due to increased production, driven
by demand from Asia.
In LNG operations, pending the number of LNG trains constructed by 2015, employment could
increase by around 3,200 (e.g. if four new trains are sanctioned and operating in Queensland
and six in Western Australia).
Around 10 per cent of mining employees leave the sector each year through retirement or
transition to other sectors. Replacement demand in mining operations could be around 16,000
persons per annum, including approximately 3,000 retirements.
There are emerging shortages at present--mainly engineers and other professional staff with
more than five years experience. The domestic supply of mining engineers and geoscientists will
not be sufficient to meet demand over the next five years with a Shortfall of around 1,700 and
3,000 respectively. However, there are large numbers of people with these qualifications
currently working in other occupations.
While there are currently significant numbers of Unemployed tradespeople, the Taskforce
expects labour market tightening will result in skills shortages by late 2011 to early 2012,
particularly in Western Australia and some regions of Queensland. As a result, the resources
sector could be 36,000 tradespeople short by 2015. If these workers are recruited from other
sectors there will be skills shortages in those industries.
The number of new jobs in gas operations will be between 1,800 and 3,200. There will be strong
jobs growth for drillers (Queensland only), operators, electrical trades and mechanical
technicians.
Replacement demand in gas operations could be around 2,000 persons per annum, including
approximately 500 retirements.
1.13 Piper (article in Australia's Paydirt)
Report name:
Put people first say recruitment
Date:
May 2010
Author:
Piper, Dominic
Publisher/Industry/Government affiliation:
Australia’s Paydirt
Subcontractor involved:
-
Primary/Secondary research
Primary
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Skill Shortages in the resources sector
Key sectors
Mining
The article reports on the views of Steve Heather, the managing director of mining and minerals
processing recruitment firm Mining people. Heather says that as the resources sector re-emerges
after the decline in the 18 months to May 2010, labour demand will increase and firms will need to
use good human resources retention strategies to retain staff. This is particularly important in small
and medium-sized companies which cannot always compete with the higher wages offered by larger
companies.
Heather says that before the downturn companies were budgeting for wages of $100,000 per
annum, but that now they are saying that ‘wages are now $100,000 pa but we will budget for a rise
to $130,000 pa in the future’. Contract labour is more popular after the downturn as companies are
less hasty in committing to projects. He says the skills shortage is more acute in the trades area than
the professional one, as the minerals. Industry has to compete with the oil and gas sector for
tradespeople. Finally, Heather suggests that Australia will need to rely on immigration to fill the skills
shortages.
1.14 Resource Engineering Skills Alliance
Report name:
Resource Industry Workforce Action Plan
South Australia 2010-2014
Date:
2011
Author:
-
Publisher/Industry/Government affiliation:
Resource Engineering Skills Alliance (RESA)
Subcontractor involved:
-
Primary/Secondary research
Primary
Key sectors
Minerals and energy industry with a focus on
South Australia
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Skill Shortages in the resources sector
RESA consulted with industry to develop a Resources Industry Workforce Action Plan. Key identified
challenges addressed in the plan are:






Skills in demand/labour supply shortages and gaps
Attraction, recruitment and retention
Education and training- services and infrastructure
Workforce planning and development
Skilled migration
Industry/government partnerships (funding and support).
Skills issues in South Australia are starting to emerge with concerns about the skills required to meet
future developments as projects move into their construction and operation phases. Concerns also
exist around the apparent inability of current public education and training providers to address
such concerns.
Key observations from the consultations included:







There is no shortage of inexperienced applicants for semi-skilled occupations.
The most acute Shortages are in the trades areas, particularly electrical instrumentation and
heavy vehicles.
The situation for professional staff is acute since many require professional qualifications
and industry experience.
Shortages are also being experience in
o Technical levels for technicians, draftspersons, technical document specialists,
schedulers, planners and estimators
o Professional level for engineers, senior project engineers and managers,
metallurgists and geoscientists (preferably experienced).
The major employment opportunities will be in the construction phases.
The majority of trade positions will be required by contractors.
Innovative approaches will need to be adopted to counter the skills shortage such as
mature-age apprenticeships.
1.15 Technology and Industry Advisory Council
Report name:
Managing Western Australia’s Economic
Expansion: The Need for People and Skills
Date:
March 2010
Author:
-
Publisher/Industry/Government affiliation:
Technology and Industry Advisory Council
Subcontractor involved:
ACIL Tasman
Primary/Secondary research
Primary
Key sectors
Minerals and energy industry with a focus on
Western Australia
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Skill Shortages in the resources sector
This report by the Technology and Industry Advisory Council documents findings from investigations
into the causes and future projections of skilled labour shortages in WA.
Key issues that have been highlighted during the current skills shortage include:




The ageing labour force, which will play a role in the tight demand-supply balance in the future.
Off-shoring of jobs - The scarcity of skilled labour has led to rising real wages so further
constraints on commodity prices may place pressure on employers to source labour from
elsewhere and this may result in an acceleration of 'off-shoring' jobs to overseas workers.
Higher wages have promoted school leavers to forgo higher education and commence
employment immediately. As a result, WA has a poor ranking in the proportion of employees
working in higher skilled occupations.
A need to further adapt and develop the current training system - particularly associated with
the ageing labour force.
The Council looked at long-run projections of economic growth in the State and the expected impact
on labour demand. It found that the demand for labour will grow faster than the State's ability to
supply workers from natural population increases and current migration plans.
The Council estimated WA's total job openings will be at least 460,000 over the next 9-10 years.
Compared to new entrants into the workforce, the demand-supply balance under such conditions is
likely to remain tight. Table 1.15.1 below illustrates the required demand by 2016 and assumes a 2
per cent annual growth rate in new jobs.
Table 1.15.1 Total new entrants required by 2016
Occupation (Major
Groups)
Net Replacement
New Jobs
Total Job Openings
Managers and
Administrators
Professionals
14,509
19,074
33,583
28,286
40,987
69,272
Assoc. Professionals
25,272
28,307
54,059
Tradespersons & Related
Workers
Advanced Clerical &
Service Workers
Intermediate Clerical,
Sales & Service Workers
Intermediate Production
& Transport Workers
Elementary Clerical, Sales
& Service Workers
Labourers & Related
Workers
Total
31,241
30,974,62,216
5,699
7,184
12,883
43,040
37,209
80,250
16,032
20,150
36,182
50,398
20,824
71,222
24,707
19,303
44,010
239,665
224,011
463,676
Deloitte Access Economics
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Skill Shortages in the resources sector
The Council also found evidence of skills shortages arising from a general labour shortage. This is
despite the State's labour supply generally responding well to increased demand for labour.
The report detailed that WA has an insufficient skilled workforce across a wide range of key
occupations, particularly amongst skilled tradespersons and technical personnel. The Council
referred to the job vacancies by major skills groups for selected years, as shown in Figure 1.15.1
below.
Figure 1.15.1: Vacancies by skill, WA
Note: Skilled occupation groups chosen on the basis of highest average vacancy rate, for 1981-2008.
Source: DEEWR
The Council thus recognised a long-term dependence on immigration and a need to develop the
domestic workforce. As a result it is supportive of increasing immigration with a particular focus on
increasing the intake of overseas students.
Deloitte Access Economics
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Skill Shortages in the resources sector
2. Secondary Sources
2.1 Australian Industry Group
Report name:
Submission of Immigration Program Planning
Levels 2011-12
Date:
5 January 2011
Author:
-
Publisher/Industry/Government affiliation:
Australian Industry Group (AIG)
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Overall Australian economy
The AIG's submission to the Minister for Immigration and Citizenship contends that the current
planning level for the 2010-11 Migration Program, set at 168,700 places, remains significantly below
what is required to avoid pressure on Australia's capacity.
This view is based on evidence of re-emerging skill shortages which are set to intensify with the
combination of an ageing population and labour demands influenced by the resources boom.
The submission supports a range of migration strategies with a focus on attracting migrants with
relevant skills. Additionally, it suggests that the migration program be used to fill the demand for
unskilled workers which is at an all-time high, particularly in WA mines.
Five key recommendations were made:





The planning for the 2011-12 immigration program needs to take fully into account the
intensifying skill shortages forecast for the middle of this decade.
The immigration program planning levels should be at least set at 190,300, the same levels
determined in 2008.
The Government should reduce the English language cut-off entry level to the independent
skilled component of the program .from International English Language Testing System 6 (IELTS)
to IELTS 5 and change the Scale to begin awarding 5 points at IELTS 6.
Consideration should be given to introducing a sliding scale for language requirements in the
Points Test based on occupational language needs.
There should be no further tightening of eligibility under the 457 program.
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Skill Shortages in the resources sector
The submission summarises findings by Skills Australia into the projected jobs growth in the next
fifteen years, as well as reports by AIG and the National Resources Sector Employment Taskforce. It
advocates balanced migration to address many of the problems giving rise to skills shortages,
including long training times for professionals and an ageing population.
2.2 Australian Industry Group / Deloitte
Report name:
Submission of Immigration Program Planning
Levels 2011-12
Date:
5 January 2011
Author:
-
Publisher/Industry/Government affiliation:
Australian Industry Group (AIG)
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Overall Australian economy
The report presents the results of AIG's survey on business skilling intentions for 2009-10. The study
aims to gain an understanding of the impact of global economic conditions in 2009 on company
demand for skilled labour, the capacity of companies to engage in workforce skills development and
the extent of skills shortages.
The manufacturing sector provided the highest number of participants (76.1 per cent of all.
respondents) followed by services (13.4 per cent) and construction (8.5 per cent). Some 48 per cent
of companies surveyed were small companies employing up to 25 people,
The most prominent categories of expected skills shortages are technicians and trades (reported by
28.1 per cent of companies) followed by engineers (15.3 per cent). Skills shortages for technicians
and trades were particularly prevalent for medium sized entities while shortages for engineers were
particularly high for large entities.
2.3 Australian National Engineering Taskforce
Report name:
Scoping Our Future: Addressing Australia’s
Engineering Skills Shortage
Date:
October 2010
Author:
Alicia Pearce, Karinda Flavell & Natacha DaoCheng
Publisher/Industry/Government affiliation:
Australian National Engineering Taskforce
(ANET)
Subcontractor involved:
-
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Skill Shortages in the resources sector
Primary/Secondary research
Secondary
Key sectors
Engineering Skills
This report provides background to the work of ANET, a partnership directed to rebuilding, growing
and maintaining Australia's professional engineering capacity.
The report states that professional engineers, engineering technologists and technicians have been
in short supply in construction, road, rail, power generation, local government and other industries
over a period of several decades. The report cites several surveys and other sources, such as
government reviews, to provide the evidence for this claim.
ANET's December 2009 survey of more than 2000 engineering professionals showed that 60 per cent
of respondents identified an engineering skills shortage in their work section. Also, 54 per cent of
respondents identified a loss of capability in their workplace, which was identified by respondents as
impacting on their ability to undertake core work. The survey also found that the single, largest
obstacle to recruitment, retention and growth in engineering consultancies is the shortage of
engineers. Recent evidence from ANET partner organisations and their members has shown that
overall the downturn in engineering related industries has not proven to be long-term. Smaller
organisations particularly are struggling to retain capacity as the economy picks up.
In addition, the AIG's 2010 National CEO survey identified a key shortage of engineers, with nearly
50 per cent of businesses giving the management of skills shortages high or top priority. Consult
Australia's 2010 Skills Survey shows that three quarters of Australian engineering Consulting firms
face critical skills shortages, with two-thirds of consulting firms facing shortages of civil engineers.
Engineering skills shortages are considered to be an issue of supply. Engineering skills shortages are
not cyclical but chronic and systemic, and linked to identifiable, cross-sectoral supply-side issues. For
example, there is an identified supply mismatch between the number and specialisations of
engineering graduates produced by Australian Universities and the VET sector, and the identified
needs of industry and the community. There are also concerns about the recruitment and retention
of female engineers, an ageing workforce, and the sustainability of Australia's reliance on offshore
recruitment and international students given that engineers are in short supply the world over.
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Skill Shortages in the resources sector
2.4 Australian Petroleum Production and Exploration
Association
Report name:
State of the Industry 2010
Date:
2010
Author:
-
Publisher/Industry/Government affiliation:
Australian Petroleum Production and
Exploration Association (APPEA)
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Petroleum
The report provides an overview Of Australia's oil and gas industry, highlighting recent
developments, Changes in the operating environment and key trends. It also reviews factors limiting
the industry's performance and actions being taken to address the impediments to growth identified
in the strategy's initial report, Platform for Prosperity, published in 2007.
As Australia recovers from the GFC public infrastructure investment and private investment
(particularly in resources) will rebound and skilled labour shortages will re-emerge. Australian
projects are not only competing amongst themselves for LNG markets, capital, skilled labour and
construction capability but also face strong competition from lower-cost projects overseas,
particularly in Qatar.
The report summarises findings by the National Resources Sector Employment Taskforce in their
report Resourcing the Future. Suggestions to address the upcoming skills shortages and actions
already taken by state governments are discussed, with particular focus on the response of WA and
QLD.
The WA government responded by creating a new Resources Industry Training Council to better
address industry advice on its training needs, established a new WA Department of Training and
workforce Development and developed a WA Workforce Development Plan to guide workforce
development policy and training delivery.
In QLD, the CSG-LNG industry and Energy Skills Queensland have formed a taskforce to work with
the state government and other stakeholders to develop the workforce to meet the needs of the
industry. A CSG-LNG Workforce and Competency Development Plan has been developed around
four strategies for skills attraction, skills development, skilling systems and skills sustainability.
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Skill Shortages in the resources sector
The industry is currently considering a proposal by Adelaide University's Australian School of
Petroleum for it, the University of New South Wales and Curtin University to develop a stronger,
coordinated tertiary education program to produce larger numbers of better qualified petroleum
professionals.
The industry has been working with the Department of Immigration and Citizenship to ensure that
skilled migration programs meet the industry's needs and that companies are aware of options
available to them to access those schemes to meet short or long term skilled labour requirements.
2.5 Chamber Of Commerce and Industry of Western
Australia
Report name:
Building Western Australia’s Workforce for
Tomorrow
Date:
June 2010
Author:
-
Publisher/Industry/Government affiliation:
Chamber of Commerce and Industry of
Western Australia (CCIWA)
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Western Australian Industry
The report focuses on WA's workforce needs for the decade from 2010-2020, covering expected
skills shortages and strategies for addressing the shortages.
CCIWA estimates an additional 488,500 workers will be required in the WA economy over the next
10 years if economic growth is to be maintained at the average rate experienced since the beginning
of last decade. This will result in a shortfall of more than 210,000 workers in WA by 2020. A
Significant share of these workers will be required in the construction and mining sectors.
Based on CCIWA modelling, by 2020 the number Of jobs available in the mining sector is expected to
increase by 93.6 per cent, with an additional 69,000 workers required. Given supply trends, this
would result in an overall shortfall of 30,000 mining workers. Similarly, the number of jobs available
in the construction sector is expected to increase by 104 per cent, with an additional 129,753
workers required by 2020. This will lead to overall shortfall of 56,000 construction workers.
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Skill Shortages in the resources sector
Overall, by 2020 there will be an additional 488,500 jobs available in WA, a 44 per cent increase on
the current levels of 1,110,400. Of these, approximately 75 per cent of jobs will be in Perth.
There will also be strong demand for workers in the north of the State. By 2020, the Pilbara region
will require almost 10,000 additional workers, while the Kimberley will need more than 8,000.
However, they are expected to fall short of this target by more than 4,000 and 3,000 workers
respectively.
CCIWA recommends population growth (particularly through skilled migration) and increasing
workforce participation and productivity to raise the capacity of the State's human capital.
2.6 Chamber of Minerals and Energy of Western Australia
Report name:
WA State Growth Outlook
Date:
April 2011
Author:
-
Publisher/Industry/Government affiliation:
Chamber of Minerals and Energy of Western
Australia
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Western Australian resources sector
This report provides an outlook for the demand for people, water, and energy in the WA resources
industry, based on the development intentions and plans of the industry and government in WA.
The total workforce required to meet current growth plans in the minerals and energy sector is
expected to reach a peak of over 119,500 people in 2012 - around 43,800 above the 2009 sector
workforce of 75,600. The operations workforce will continue to increase over the period with the
State requiring an additional 27,000 operations staff by 2015. The construction workforce will peak
in 2012 and then reduce by 2015 as operations are commissioned.
Areas of highest labour growth are the Pilbara, Mid West, and Perth/Peel regions. The majority of
the additional workforce will be driven by projects in the Pilbara. Current planned projects indicate
an additional 34,000 workers in 2012 in the region, reducing to 21,000 above the 2009 workforce by
2015. The Mid West will require an additional 7,500 workers by 2012.
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Skill Shortages in the resources sector
Incremental FIFO demand sourced from the Perth/Peel region is expected to peak at around 30,000
in 2012, remaining at around 16,500 by 2015.
The report finds that there is a forecast deficit in workforce requirements based on current ABS
population projections and current workforce participation rates (see Figure 2.6.1 below).
Figure 2.6.1: Minerals and Energy Workforce Outlook
Source: Chamber of Minerals and Energy (2011)
2.7 ElectroComms & Energy Utilities Industry Skills
Council
Report name:
2011 Environmental Scan
Date:
31 March 2011
Author:
-
Publisher/Industry/Government affiliation:
ElectroComms & Energy Utilities Industry Skills
Council
Subcontractor involved:
-
Primary/Secondary research
Secondary
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Skill Shortages in the resources sector
Key sectors
Electricity and gas
The intent Of the report is to alert key government and industry stakeholders of potentially
significant issues at a product, operational and systemic level in the Electrotechnology,
Communications, Electricity Generation, Transmission and Distribution, Rail Traction and Gas Supply
Industries.
Skills shortages at post-trade level (Certificate IV to Advanced Diploma and above) are more
prevalent than ever before, and industry intelligence indicated that a further 23,000 tradespeople
will be required across all sectors of the industry.
All four industry sectors are suffering severe skills shortages and an ageing workforce of technical
trainers. Registered Training Organisations report that they are unable to compete with industry to
recruit skilled tradespeople into training roles.
Energy Skills Queensland has identified the 'priority job roles' as:







Drilling assistants
Production technicians
Maintenance technicians
Electrical and instrumentation technicians
Logistics technicians/administrators
Petroleum, chemical and mechanical engineers
Geologists and geophysicists.
The gas industry has suffered from skills shortages arising from a number of factors, including:




Industry rationalisation/potential takeovers. In an uncertain environment training effort is
generally reduced.
Splintering/specialisation of workforce due to a trend towards outsourcing and subcontracting
in recent years.
Limited training opportunities in organisations.
An ageing workforce. By 2013, 47 per cent of gas industry operatives and 65 per cent of those in
gas management or leadership roles will be at, or nearing, retirement age.
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Skill Shortages in the resources sector
2.8 Queensland Treasury
Report name:
Queensland Employment Projections by
Industry and Statistical Division, 2009-10 to
2011-12
Date:
August 2010
Author:
-
Publisher/Industry/Government affiliation:
Office of Economic and Statistical Research,
Queensland Treasury
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
All sectors in Queensland, including mining and
construction
This report presents employment projections by industry, region and occupation for QLD. The
projections are derived from the Monash Multi Regional Forecasting model (MMRF), and are
consistent with the macroeconomic forecasts and assumptions in the 2010-11 Queensland State
Budget. Note that the projections are shown on an ANZSIC 1993 basis.
In 2010-11, total O, LD employment is forecast to grow by 2.75 per cent (equivalent to 63,000 jobs).


•
Employment in mining is projected to recover, growing by 5.6 per cent, while employment in
construction is expected to grow by 6.0 per cent.
Employment in the Moreton, Fitzroy, Mackay and Northern regions is expected to grow faster
than the state average, reflecting strong population growth and increases in construction and
mining activity.
By occupation, higher levels of construction and mining activity will support a range of trade
occupations. For example, the number of jobs for construction tradespersons and mining
construction and related labourers is projected to increase by 5.6 and 4.9 per cent respectively
in 2010-11.
In 2011-12, total QLD employment growth is forecast to strengthen to 3.25 per cent (equivalent to
73,900 jobs).


A sharp increase in employment in Mining (up 9.9 per cent) is expected to contribute an
additional 4,500 jobs in 2011-12, while employment in construction is expected to grow by 8
per cent.
Employment in Mackay and Fitzroy is expected to grow strongly due to the high presence of
mining and construction in those regions.
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Skill Shortages in the resources sector
By occupation, the strongest growth is projected for construction and mining related occupations.
Demand for structural construction tradespersons, final construction tradespersons, plumbers and
intermediate mining and construction workers is likely to be strong with employment projected to
increase by at least 7 per cent (a combined increase of 9,100 jobs).
2.9 SkillsDMC
Report name:
Environmental Scan 2011
Date:
2011
Author:
-
Publisher/Industry/Government affiliation:
SkillsDMC
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Resources and infrastructure
This report outlines the expected key economic conditions and issues for Vocational Education and
Training delivery to the resources and infrastructure industry sectors in 2011. It aims to provide
advice on the skilling needs of the sectors, and is based on input from companies and representative
bodies.
The report states that skills issues have again become critical for the resources and infrastructure
sectors as demand has returned to levels not seen since before the global financial crisis.
The majority of companies engaged in the drilling industry reported that they would most likely be
expanding their operations in the near future.
Employment in the quarry sector was down by 20-25 per cent in 2009-10. This sector will need to
recover these jobs in addition to the jobs that will be required to meet the future demands of the
industry. Production requirements are expected to remain consistent over the coming years in
quarry markets such as civil grade aggregate, gravel, sand, dimensional stone and agricultural
limestone. The quarry sector faces challenges from an ageing workforce and from other sectors that
look to poach employees in the quarry sector during times of increased demand.
The coal sector-is assessing growth options including expansion of existing operations as well as the
development of new mines. This is in response to expected .increased demand particularly from
India and China. Demand for the workforce will need to be managed to a higher degree than has
previously occurred.
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Skill Shortages in the resources sector
Identified priority workforce requirements for the coal and metalliferous mining sectors included:








Surface and underground operators
Mineworkers and assistants
Process operators
Other professionals
Tradespersons
Training and development personnel
Managers
Mines rescue personnel.
Overall, the majority of companies engaged reported that they would most likely be expanding their
operations in the near future. The ramp-up in resources investment is expected to continue and this
will lead to quite severe skills shortage ahead. There is already effectively 'full employment' among
the qualified trades and therefore sourcing people for the expansion of activity will prove extremely
difficult.
The occupations assessed as facing skills shortages and recruitment difficulty are presented in Table
2.9.1 (6-level ANZSCO code in brackets).
Table 2.9.1: Occupations identified as facing skills shortages and recruitment difficulty
Project manager(133111)
Civil engineering draftsperson and technician (312211,12)
Engineering manager(1332-11)
Electrical engineering draftspersons and technicians
(3123-11,12)
Production manager (mining) (1335-13)
Mine deputy, statutory officials, underground mine
managers, open-cut examiners (3129-13)
Geologist (2112-11)
Motor mechanic (general) (3212-11
Surveyor (2322-11)
Fitter (general), fitter and turner (3232-11
Civil engineer infrastructure engineers (2332-11)
Supervisors / Team leaders / line manager / Foreman
(330000 - construction trades workers)
Electrical engineer (2333-11)
Pipe layer, bridge constructor, road construction and
maintenance (399999 - technical and trades workers
NEC)
Mechanical engineer (2335-12)
Shotfirers (712200-drillers, miners and shotfirers)
Mining engineer (excluding petroleum) (2336-11)
Drillers (712211 – driller)
Geologist (2344-11)
Plant operator, underground miner (coal), underground
miner (metalliferous) (712212 - miner)
Estimators (312114)
Plant operators (721999 - mobile plant operators NEC)
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Skill Shortages in the resources sector
2.10 Tolhurst
Report name:
Developing a Comprehensive Approach to
Minerals Industry Education
Date:
2009
Author:
Ray Tolhurst
Publisher/Industry/Government affiliation:
University of Wollongong
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Mining across Australia
This report considers minerals industry education, particularly the requirements from education in
the minerals industries from Various Stakeholders. The report presents the results of a survey of site
employers.
The report notes that a higher volume of education may be needed for the minerals industries than
other sectors, simply due to the relatively high number of job Vacancies typically Created by staff
leaving the industry, compared with job vacancies created by employees changing positions within
the industry. This is particularly true for the core discipline of mining professionals.
A national survey of site employers across commodity groups in the mining sector (nickel, gold,
metal mining: quarrying, coal) conducted during late 2007 to the end of 2008 received 118
responses. The survey found that the need for technically trained graduates and para-professionals
Was highest in the coal industry/ (27.9 to 34.7 per cent), followed by metal mining (20.5 to 23,3 per
cent) and then quarrying (17.3 per cent). Further, the results showed that within each of the eight
regions, the turnover rates were relatively constant for all Staff categories. Turnover rates did vary
across regions but the results were not comparable due to methodological issues with the survey.
The results also demonstrated that the demand for technical professional and para-professional
skills is greatest in non-residential and remote regions.
2.11 Western Australian Department of Mines and
Petroleum - Prospect
Report name:
Developing a Comprehensive Approach to
Minerals Industry Education
Date:
2009
Author:
Ray Tolhurst
Publisher/Industry/Government affiliation:
University of Wollongong
Subcontractor involved:
-
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Skill Shortages in the resources sector
Primary/Secondary research
Secondary
Key sectors
Mining across Australia
The Prospect is an industry magazine with a variety of articles giving an overview of the WA
resources sector, including sector growth, major projects, events and human interest stories.
Over the decade to 2010, the value of private capital investment in the State's resources sector
totalled A$109 billion, and the sector's annual output trebled to more than A$70 billion.
Employment in mining and energy also trebled and the construction workforce more than doubled..
One article, BHP Billiton Investing in WA's Future Workforce, describes the strategies BHP Billiton
(BHPB) has in place to encourage Indigenous employment to help counter skills shortages in the
region. Currently around 900 Indigenous people are employed at BHPB's operations in the Pilbara,
including those employed by contractors who provide services to BHPB. BHPB currently has 40
Indigenous students on its BHP Billiton Indigenous Scholarships, with the aim of 80 students
participating in the program by 2012. It directly employs 60 apprentices and has partnered with
other organisations across the region to encourage more Indigenous youth to take up
apprenticeships. Finally, in conjunction with Ngarda Civil and Mining, BHP Billiton Iron Ore launched
the Purarrka Indigenous Mining Academy (PIMA) in October 2008 to provide sustainable training and
development for communities.
2.12 Western Australian Department of Training and
Workforce Development
Report name:
Skilling WA – a workforce development plan
for Western Australia
Date:
2010
Author:
-
Publisher/Industry/Government affiliation:
Western Australian Department of Training &
Workforce Development
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Western Australian labour force
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Skill Shortages in the resources sector
The report analyses the growth in labour demand and the reasons behind it. It also sets out strategic
priorities to respond to the increased demand for labour.
Between 2010 and 2017, Access Economics and Monash University forecast that employment in WA
will grow between 222,000 and 239,000 jobs respectively. The majority of new jobs are expected to
be in the professional, technical trades and management professions with 16.7. per cent of jobs in
the mining and construction Sector. An additional 186,000 workers are forecast to retire, leading to
a net estimated 408,000 to 425,000 new workers required in WA by 2017.
Analysis by the Department of Training and Workforce Development indicates that approximately
275,000 workers will be provided through natural population and migration, leading to an Overall
shortage of between 133,000 to 150,000 workers by 2017 (see Figure 2.12.1).
Figure 2.12.1: Labour supply and demand (2002-2020)
According to modelling done by Monash University, from 2010 to 2017, employment in mining is
expected to grow by another 18,200 jobs, the sixth biggest growth sector during this period. The
industry is expected to grow by 26.4 per cent.
The most substantial increases in new jobs are forecast to be in the following areas in Table 2.12.1.
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Skill Shortages in the resources sector
Table 2.12.1: Increases in new jobs
Occupation type
Number of persons required
Office and practice managers
7,100
Store persons
6,400
Construction and mining labourers
6,400
Engineering professionals
6,300
Business administration managers
5,900
Fabrication engineering trades workers
5,900
Chief executives,' general managers and legislators
5,300
Building and engineering technicians
5,300
Through the last resources boom of 2004-08 WA experienced the negative effects of skills shortages
in the 'crowding out' effect; workers were attracted to higher paying industries (such as mining and
construction) away from lower paying industries such as health and human services.
Pit Crew Management and Consulting has forecasted that the demand for construction labour in
WA's major projects will increase by 73 per cent by January 2013, leading to shortages across
occupations in the construction industry.
The following occupations in Table 2.12.2 have been classified as top priority in the State priority
occupation list, the highest of three categories.
Table 2.12.2: Top priority occupations (6-digit ANZSCO codes in brackets)
Construction project manager with experience
(133111)
Mining engineer (experienced mining/process
engineer) (233611)
Geologist (geoscientist/geophysicists)
(234411)
Petroleum engineer (reservoir
engineer/petrophysicist) (233612)
Geotechnical engineer (civil engineering
professionals) (233212)
Surveying or spatial science technician
(surveyor/cartographic assistant) (312116)
The occupations listed are characterized by a combination of one or more of the following factors:
very large levels of employment, high forecast growth and evident wage pressures, high levels of
skill, longer education or training lead times, clear education and training pathways and/or a clear
and evident skills shortage.
2.13 Women in Mining Network
Report name:
Gender Pay Equity and Work Practices in the
Minerals & Metallurgy Sector
Date:
November 2010
Author:
-
Publisher/Industry/Government affiliation:
Australasian Institute of Mining & Metallurgy
(AusIMM); Women in Mining Network
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Skill Shortages in the resources sector
(WIMNet)
Subcontractor involved:
-
Primary/Secondary research
Secondary
Key sectors
Minerals & Metallurgy Sector
This report provides an analysis of results from a Gender Pay Equity and Work Practices Survey,
jointly conducted in 2008 by AuslMM and WIMNet. The survey was conducted to shed light on the
reasons for a gender pay gap in the mining industry, after a 2008 AuslMM survey revealed a gender
pay gap beginning at 8 per cent at graduate level, and reaching 32.3 per cent at senior management
level.
A total of 694 survey responses were received from AuslMM and WlMNet members under the key
themes of pay equity, organisational gender diversity strategies and initiatives, and participation of
carers, within the minerals sector. Of the survey respondents:



67 per cent were female
70 per cent worked in mining companies
25 per cent identified as Geologist/Geoscientist, 16 per cent as Mining Engineer, 16 per cent as
Management, 8 percent as Metallurgist, 6 per cent as HR Professional, and 6 per cent
Environmental Engineer/Scientist.
Perceptions of pay equity:




Overall, the majority of male and female respondents viewed that they were being paid about
the same as others performing a comparable role, although responses did vary by organisation
and occupational role and females were more likely to believe that they were paid less.
Drivers of the gender pay :gap were commonly perceived to be issues related to workplace
culture, such as historical attitudes, and a male dominated culture or leadership.
Those who felt they were paid less cited reasons such as gender stereotypes and employer
perceptions of women's capabilities.
Another factor cited was a lack of negotiation power and/or knowledge, and failure to
negotiate pay.
Perceptions of gender diversity

Respondents perceived that organisations are generally supportive of, and promote, gender
diversity and professional development opportunities for female employees.
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Skill Shortages in the resources sector

Most respondents were not aware of supportive measures in their organisation. Those who
were aware commonly identified flexible work practices. Other key measures suggested for
introduction were cultural change and attraction and recruitment activities to increase gender
diversity.
Care giver responsibilities



Female respondents were more likely than males to not have caring responsibilities but those
who did were more likely to identify as the primary carer. Female respondents were also more
likely to alter their work practices and career progression due to their caring responsibilities.
Survey respondents strongly indicated that implementation of financial assistance and
supportive workplace provisions for carers would have some impact on gender equity.
Most respondents (70 per cent) believed that prospects for professional development and
promotion were poorer for people with caring responsibilities than those without.
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Skill Shortages in the resources sector
Appendix A: Bibliography
Primary Sources
Birrell, B. & Healy, E. (2010), 'The Mineral Boom and Immigration Policy: Skills Australia Debunks the Myths', People and
Place, vol. 18, no. 2, pp. 39-50.
Briggs, G. (2010), The impact of skilled labour shortages on the Pilbara region, Future Directions International, 17
September. Energy Skills Queensland (2009), Energy Industry Skills Plan: 2009-2012, Brisbane, September.
Energy Skills Queensland (2009), Part A - Workforce Planning Report to inform the Workforce & Competency Development
Strategy Plan for the Queensland Coal Seam Gas / Liquefied National Gas Industry, Brisbane, September.
Energy Skills Queensland (2009), Part B - Addendum Labour Market Analysis - Demand and Supply, Brisbane, September.
Energy Skills Queensland (2009), Part C -: Workforce & Competency Development Strategy Plan, Brisbane, September.
Grad, P. (2010), 'Australian Mining Industry's Looming Labor Shortage', Engineering and Mining Journal, vol. 212, no. 6, pp.
76.
Junankar, P.N. (2009), 'Was there a Skills Shortage in Australia?', Institute for the Study of Labour, Discussion Paper 4651,
Bonn, December.
Mining Industry Skills Centre Inc. (2009), Resources Industry Heartbeat Project Report, Brisbane.
Molloy, S. & Tan, Y. (2008), The Labour Force Outlook in the Australian Minerals Sector: 2008 to 2020', Minerals Council of
Australia, June.
National Resources Sector Employment Taskforce (2010), Resourcing the Future, Canberra, July.
Piper, D. (2010), 'Put people direct, say recruitment', Australia's Paydirt, vol. 1, issue 2, pp. 55.
Resource Engineering Skills Alliance (2011), Resources Industry Workforce Action Plan: South Australia 20102014.
Spoehr, J. & Molloy, S. (2011), 'Mining employment in SA – exploration and exports boom but what about jobs?’,
Australian Institute for Social Research, Adelaide, March.
Technology and Industry Advisory Council (2010), Managing Western Australia Economic Expansion: The Need for People
and Skills, East Perth, March.
Secondary Sources
Australasian Institute of Metals & Mining and Women in Mining Network (2009), Gender Pay Equity and Work Practices in
the Minerals & Metallurgy Sector, November.
Australian Industry Group (2011), Submission on Immigration Program Planning Levels 2011-12, North Sydney, 5 January.
Australian Industry Group & Deloitte (2009), National CEO Survey - Skilling Business in Tough Times, North Sydney,
October.
Australian Petroleum Production & Exploration Association (2010), State of the industry 2010, Canberra.
Chamber of commerce and Industry of Western Australia (2010), Building Western Australia's Workforce for Tomorrow Discussion Paper, June.
Chamber of Minerals and Energy of Western Australia (2011), State Growth Outlook, Perth.
ElectroComms and Energy Utilities Industry Skills council (2011), 2011 Environmental Scan, 31 March.
Office of Economic and Statistical Research (2010), Queensland Employment Projections by Industry and Statistical Division
- 2009-10 to 2011-12, Queensland Treasury, Brisbane, August.
Pearce, A., Flavell, K., & Dao-Cheng, N. (2010), Scoping our future: Addressing Australia's engineering skills shortage,
Australian National Engineering Taskforce, October.
SkillsDMC (2011), Environmental Scan 2011, Sydney.
Tolhurst, R. (2009), ‘Developing a Comprehensive Approach to Minerals Industry Education’, Presented at the 20th
Australasian Association for Engineering Education Conference, University of Adelaide, December.
Western Australian Department of Mines and Petroleum (2011), Prospect April 2011, April, Perth.
Western Australian Department of Training and Workforce Development (2010), Skilling WA - A workforce development
plan for Western Australia, East Perth.
Deloitte Access Economics
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Skill Shortages in the resources sector
Supplementary reports not summarised
AAP General News Wire (2011), 'WA union boss calls for migration boost;, Sydney, 14 April.
Department of Education, Employment and Workplace
www.deewr.gov.au/skillshortages, Accessed 28 April 2011.
Relations
(2010),
Skill
Shortage
List,
Australia,
Dymock, D. & Billett, S. (2010), ‘Skilling Australians: Lessons from World War II national workforce development programs',
Australian Journal of Adult Learning, vol. 50, no. 3, pp. 468-496.
Engineers Australia (2009), Submission to the Victorian Education and Training committee: Inquiry into Skills Shortages in
the Rail Industry, North Melbourne, May.
Engineers Australia (2010), The Engineering profession in Australia - A profile from the 2006 Population Census, September
Lampard, M., et al. (2010), Minerals and Energy, Major Development projects - April 2010 listing, ABARE, Canberra, May.
Phillips, K. (2008), 'How the government and unions help maintain Australia's skills shortage', Institute of Public Affairs
Review, March, pp. 16-19.
Piper, D. (2010), 'Hire more women, industry urged', Australia's Paydirt, vol. 1, issue 2, pp. 54.
Shreeve, R. (2010), The Workforce of the Future', Australian TAFE Teacher, vol.44, no. 1, Autumn, pp 13-15.
Tarrant, D. (2009), 'A shared sacrifice', In the Black, September, file:///H:/CLIENTS/Skills%20Australia/2%20%20Background%20research/Research%20reports/Secondary%20Sources/Tarrant_A%20shared%20sacrifice 20 09.htm,
Accessed 28 April 2011.
Watson, I. (2009), Skills in Use - Labour Market and Workplace Trends in Skills Usage in Australia, New South Wales
Department of Education and Training, Sydney.
Deloitte Access Economics
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46
Limitation of our Work
General use restriction
This report is prepared solely for the use of Skills Australia. This report is not intended to and should
not be used or relied upon by anyone else and we accept no duty of care to, any other person or entity. The
report has been prepared for the purpose of Skills Australia. You should not refer to or use our name or the
advice for any other purpose.
Deloitte Access Economics
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47
Contact us
Deloitte Access Economics is Australia's pre-
Deloitte Access Economics
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