A Labour Market Investigation of the HVACR Sector in Canada

A Labour Market Investigation of the

HVACR Sector

A Report for the HVACR Workforce Development

Foundation, and

Heating, Refrigeration and Air Conditioning Institute of Canada (HRAI)

Prepared By: Prism Economics and Analysis

J UNE 15, 2015

Prism Economics and Analysis

PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES 1

Table of Contents

Executive Summary ............................................................................................................... 3

1. Introduction ...................................................................................................................................... 8

1.1 Mandate .................................................................................................................................... 8

1.2 Summary of Findings ................................................................................................................. 8

1.3 Report Structure ....................................................................................................................... 8

2. The HVACR Sector ........................................................................................................................... 10

2.1 Products and Services ............................................................................................................. 10

2.2 Employers ................................................................................................................................ 11

2.3 The Workforce ........................................................................................................................ 14

2.4 Training and Certification ........................................................................................................ 16

2.4.1 Private and Union Programs ............................................................................................... 24

2.5 Regulations .............................................................................................................................. 27

3. Labour Markets ............................................................................................................................... 29

3.1 Assessing Labour Market Conditions ............................................................................................ 29

3.2 Projections for Employment and Market Conditions ................................................................... 30

4. Conclusions ..................................................................................................................................... 41

Appendix A .......................................................................................................................... 43

Selected Occupations by Education, Canada, 2011 ........................................................................ 43

Selected Occupations by Industry, Canada, 2011 ........................................................................... 44

Appendix B: Details from the BuildForce LMI System ........................................................... 45

Appendix C – Wanted Analytics: Detailed Findings ............................................................... 63


Executive Summary

The HVACR Workforce Development Foundation (WDF) has initiated research into labour market conditions for the industry. Concerns have been raised that skill shortages are a growing problem that threaten the development of HVACR businesses. The WDF is considering an industry wide effort to promote training, careers and skill development in response to these threats. Research prepared here is intended to inform and guide these efforts.

Research will span the United States and Canada. This review of the HVACR workforce in Canada has been prepared as a companion study to similar analysis in the United States. Independent analysis for

Canada starts with a labour market review prepared by HRAI and the Construction Sector Council (now

BuildForce) in 2007.

1

This report then, updates the original 2007 research for Canada, adding new features and references that connect the findings to the current U.S. research. The intention is to highlight the extent and sources of skill shortages across the HVACR workforce.

Evidence for Canada indicates that there are skills shortages in some markets now and these might be expected to grow more acute if conditions unfold as projected in the current BuildForce scenarios for labour markets. However, findings highlight a relative easing of tight labour market conditions as well as the expansion and addition of training programs since the 2007 study. While some of the cyclical and structural issues that limit the development of needed skills remain in 2015, conditions have improved.

Prism's earlier research identified several areas linked to the labour shortages. These can be grouped together into eight contributing factors:

1.

Labour market cycles and competition from other industries

2.

Shifting demographics—fewer young people and more retirements

3.

New technologies

4.

Staff turnover

5.

Regulation and inconsistent enforcement

6.

Weaknesses in training, college programs and apprenticeship

7.

Conflicting systems of certification and licences

8.

Limits to mobility across firms, sectors, industries and regions

Each of these eight contributing factors is linked to key characteristics of the industry. The report begins with a short description of these characteristics for products and services, employers, the workforce and regulations. While some of these observations are taken from the 2007 report, they are still relevant in

2015.

1 The original 2007 report is available at http://www.buildforce.ca/en/products/labour-market-investigation-hvacrsector


Key Industry Characteristics

Market growth, new products and technological innovation are encouraged by rising energy prices, global environmental concerns and related government policies. While these changes have been impacting the HVACR industry for many years, the pace of change has accelerated. The original HVAC technologies created separate systems, businesses and workforces for each of the four elements – heating, ventilation, air conditioning and refrigeration. New technologies have eroded these divisions and firms now work with products and systems that combine these elements. However, traditional definitions, training and certification for occupations and trades often reflect the earlier industry structure.

HVACR employers serve several markets (e.g., repair, new construction), sectors (e.g., industrial and high rise residential), specialities (e.g., oil heating, refrigeration) and regions (e.g., rural, urban, provinces). Working in each of these dimensions requires special equipment and skills. The extent to which employers are specialized in a few of these markets or serve a wide range will impact their human resource needs and their experience of current labour market conditions.

There are several occupations in the workforce. Research findings suggest that key technical skills are found in a core group of workers:



HVACR technicians



Refrigeration and air conditioning mechanics (RACM)



Sheet metal workers



Gas fitters or gas technicians



Electricians



Plumbers and pipe/steamfitters



Oil burner mechanics

With the possible exception of HVACR technicians and RACM, these trades and occupations are employed across many industries and their training and certification is not uniquely targeted to the needs of HVACR employers. This situation is a legacy of long-standing and established trades training and certification systems.

Research reveals wide differences in the qualifications for these occupations. The six trades are recognized in the formal provincial apprenticeship systems while HVACR technicians are trained in the mechanical engineering programs in the college system. This implies some homogeneity across the qualifications of journeypersons in each province. These trades are also part of the Red Seal program that promotes conformity in qualifications across provinces. However, the research reveals important differences across provincial programs and college training that suggest inconsistencies, overlapping competencies across the trades and gaps in skills. The apprenticeship system is a key institutional vehicle for training, certifying and recognizing HVACR workers.

Census data, set out in Appendix A, reveals that the majority of workers listed above are trained outside the apprenticeship system. Findings identify a long list of certificate and diploma courses and programs


offered in community colleges and private training facilities. These programs range from preapprenticeship programs all the way to advanced engineering programs available to industry managers and executives.

Some of these programs are responding to training requirements related to government regulations.

Other programs define industry standards for consistent, high-quality and widely recognized occupational achievement.

Indeed, evidence suggests that community colleges across Canada have assumed some leadership in providing more HVACR specific training since the publication of the 2007 report. Added programs and rising enrollment have increased the supply of specialized and qualified workers. While there have been a few added programs in the apprenticeship system, these changes are not nearly as large as additions in the college system.

Finally, the industry can be characterized by the regulatory requirements imposed by government. Most of these have either direct or indirect implications for the skills and competencies of the workforce.

Regulations are required by all levels of government (federal, provincial and local) and cover many areas. The regulations themselves are a well-established and accepted part of doing business in the

HVACR industry. Disruptive impacts on workforce skills, recruiting and retention are related to changes in regulations and inconsistent enforcement.

This description of products and technology, firm characteristics, the workforce, training and certification and regulation anticipates the complexity of human resource management in HVACR firms and the challenge to create an industry-wide labour strategy. These challenges remain largely unchanged since the 2007 report was published.

Labour Market Conditions

The first two factors identified in the Introduction that are contributing to the labour shortage are:






Shifting demographics—a shortage of youth, rising number of retirements, and evidence of their relative importance as a cause of skill shortages, recruiting and retention problems

BuildForce has developed a Labour Market Information (LMI) system that assesses conditions for most of the trades and occupations described above. The system covers 34 trades and occupations and tracks employment, unemployment, age profiles and patterns of mobility. Each year, BuildForce prepares longterm projections for 34 trades and occupations in 14 regions across Canada.

Forecasts of overall economic conditions and expected levels of construction drive the system by sector and province. Labour requirements for construction and maintenance are linked to projected building activity and the system matches demand with the available supply of labour.

BuildForce LMI results provide market assessments of six HVACR trades in each province. Results for the

HVACR trades and occupations in the immediate future (2015–2017) reveal mixed labour market


conditions across regions. In the short run, markets are generally expected to be tighter in the western provinces with the exception of Alberta where the decline in oil prices has slowed the province’s economic growth. Alberta has been a source of strong employment growth for all the key HVACR trades for several years and the current shift to weaker markets is a notable change. Labour markets in the other Western Provinces will show moderate growth and some tightness.

Ontario and Nova Scotia are expected to experience a balanced market while the conditions are tight in

New Brunswick and Prince Edward Island for many HVACR trades. Projections for Newfoundland and

Labrador shows a peak in activity in 2015 related to resources development and construction projects.

The market is however, anticipated to loosen as major projects wind down from 2016 to 2018.

The BuildForce LMI system also tracks the age profile and growing replacement demand for HVACR trades related to retiring baby boomers. Demographic trends remain a challenge; rising retirements and limited growth in the youth population restrict recruiting options. All construction trades share the challenge of replacing the Baby Boom generation who are retiring in large numbers over the projection period. This implies the priority for attracting new entrants even for occupations with younger age profiles.

On balance, then, labour markets for the key HVACR trades will generally be balanced in 2015 and 2016 and there is a risk that resource developments and related cycles will raise demands later in the forecast period. Shortages will emerge across the trades in most markets at some point over the 2017 to 2024 period. Long term demographic trends will drive up retirements and mortality and this will limit the local supply of skilled trades; shifting recruiting priorities to immigration.

Evidence on the last six contributing factors was collected from employer interviews in the 2007 report.

These findings remain accurate in 2015 and are summarized here.

All the employers interviewed confirmed that they face delays and difficulties related to skill shortages, recruiting and retention. When asked to describe the general factors driving these problems, the most common references were to the age profile of their workforce, retirement and competition from other labour markets. These findings are consistent with the BuildForce LMI market assessments described above.

The evidence suggests that a lack of familiarity with new products and technologies is one of the causes of skill shortages. Employers commented that there are not enough skilled and qualified workers available, and these comments generally linked back to the training and certification system.

Just half of the respondents indicated that staff turnover was increasing and the most common reason offered was the age profile of the workforce and retirement. Employers noted that some aspects of the work are demanding and work pressures can lead to exits. Competition from other industries was also cited as a reason for quits.

Familiarity with codes and related regulations ranked equally with new products and technologies as a problem in recruiting. Employers were more likely to mention inconsistent enforcement as a problem


than excessive regulations. Inconsistent enforcement of trade certification and environmental protection regulations were often cited as contributing to skills, training and related human resource challenges.

Respondents focused on the apprenticeship system as an important contributor to labour problems. The most frequent references were to restrictions created by mandatory ratios of journeypersons to apprentices in small firms. These requirements were mentioned as restricting the capacity of the industry to add apprentices. Respondents also mentioned the lack of available seats for in-school training, employers holding apprentices back from in-school classes, instructors not teaching current material and employers not assigning journeypersons to apprentices for on-the-job training. In contrast, employers expressed less concern about examinations and Red Seal certification processes.

There were relatively few comments on mobility. Half of responding employers reported that they recruit from out of province and two-thirds or more of these are familiar with and/or require a Red Seal in the recruiting process. The implication here is that barriers to mobility are not a problem in themselves, but that related concerns with examinations and inconsistent standards among provinces may create barriers to mobility.

Findings from the BuildForce analysis and the observations by industry leaders confirm that each of the eight contributing factors are real impediments to recruiting and retention and to broadening and deepening the skills of the HVACR workforce. These factors, however, do not seem to apply equally in all markets. Labour market conditions and age profiles differ significantly across regions. Industry respondents often described apprenticeship and certification problems as imposing specific problems in residential markets. Other problems with apprenticeship, including the lack of seats and the management of new trades programs, apply to different situations in most provinces.


1.

Introduction

1.1

Mandate

The HVACR Workforce Development Foundation (WDF) has funded research into labour market conditions for the industry. Concerns have been raised that skill shortages are a growing problem that threatens the development of HVACR businesses. The WDF is considering an industry wide effort to promote training, careers and skill development in response to these threats. Research prepared here is intended to inform and guide these efforts.

Research will span the United States and Canada. This review of the HVACR workforce in Canada has been prepared as a companion study to similar analysis in the United States. Independent analysis for

Canada starts with a labour market review prepared by HRAI and the Construction Sector Council (now

BuildForce) in 2007.

2

This report then, updates the original 2007 research for Canada, adding new features and references that connect the findings to the current U.S. research. The intention is to highlight the extent and sources of skill shortages across the HVACR workforce.

1.2

Summary of Findings

A number of factors have strong implications for employers in the HVACR sector. Economic cycles, coupled with technological changes, and a major shift in demographics all drive the labour market conditions in the sector. This report reviews various dimensions of HVACR sector conditions considering factors such as:






Shifting demographics – a shortage of youth and a rising number of retirements



New technologies



Staff turnover



Excessive regulations and inconsistent enforcement










Findings reported here link each of these factors to reports of labour market conditions. Each factor is also related to industry circumstances and initiatives to improve the availability of needed workers.

1.3

Report Structure

This report is divided into four sections, with this introduction followed by a brief description of key

2 The original 2007 report is available at http://www.buildforce.ca/en/products/labour-market-investigation-hvacrsector


dimensions of the industry in Section 2. Section 3 reports on general labour market conditions in the construction and related industries. Section 4 draws the findings into a series of conclusions and possible next steps for industry action.


2.

The HVACR Sector

This section describes the HVACR sector, focusing on the characteristics that impact human resource and labour market conditions. The emphasis is on employers, workers, training, certification and regulations.

2.1

Products and Services

The HVACR contractors specialize in products and services pertaining to indoor climate control. These products and services include all aspects of ventilation, air conditioning, and refrigeration. The North

American Product Classification System (NAPCS) identifies 16 types of heating and cooling equipment.

Major products in this category include:



Cast iron and steel heating boilers, radiators, and convectors



Floor and wall furnaces and unit heaters



Commercial refrigerators



Room air-conditioners and dehumidifiers



Compressors



Air source heat pumps

Traditionally, the four elements of air handling (i.e., heating, ventilation, air conditioning, and refrigeration) and management were provided by separate systems. Design, manufacture, installation and service could be, and often was, provided by separate companies and a distinct workforce. Over time, various commercial and regulatory conditions (e.g., building codes and contractual conventions in construction) encouraged shifting degrees of specialization and combining services among the businesses installing and servicing the systems.

In part, corporate structures were dictated by the manufacturers at the leading edge of the value chain.

These companies are large, with an extensive capital base and production capability. They design new systems and target specific markets. They often have the market power to establish downstream distribution systems that include wholesale, retail and installation capabilities. Costs, competition and liability related to product problems all affected the extent to which businesses provided very specialized or a wide range of HVACR products and services.

One fundamental driver in the current environment is the arrival of new products that combine more than one element of the HVACR group in one system. The best example here is dual-purpose heating/air conditioning systems.

A more recent influx of new products and systems further complicates the traditional industry structure.

Driven by new technology, rising energy costs and concern about environmental quality, the industry now is experiencing rapid growth in:



High-efficiency heating systems



Heat return systems




Ground source/geothermal



Indoor air quality



Fuel cell technology



Solar energy

These and many other innovations draw together, in one product or system, many or all of the HVACR elements. Further, they often require that product specifications, installation and maintenance be coordinated with the construction of the building envelope.

The pace at which these new products and services are appearing is accelerating in response to the recent rise in energy prices and evidence of global environmental damage. Government policies and incentives are actively encouraging consumer interest and this is driving demand for change. All aspects of building are affected, but the large residential market for retrofit and renovation is an important source of this change.

These new products and technologies bring together traditional areas of work (e.g., electrical skills, ventilation systems, and plumbing expertise) in quite distinct ways. Product knowledge and workplace skills in new areas may be accessible to either low-skilled or only very technically advanced workers.

Further, traditional building codes, system specifications and training systems must be adapted to these changes. To the extent that new products are specialized to a narrow market, there is reluctance to assume the cost of adjusting established systems.

Strong market growth and technological change drive rising consumer demand for new products and services and alter the mix of skills required by employers in some markets served by the HVACR sector.

This is the first key characteristic of the industry.

2.2

Employers

This study focuses on the businesses that install new and retrofit equipment and systems and provide maintenance and repair services in the traditional HVACR industry. HVACR contractors have more than 20,000 establishments in Canada which are mostly small operations of 1 to 4 employees

– which is one core characteristic of the sector 3 . The following table summarizes the distribution of establishments across the country. Approximately 40% of HVACR contractors are located in Ontario, followed by Alberta and British Columbia with 15.9% and 15.4% respectively.

3 HVACR businesses are often part of or included with a much larger group of businesses. The numbers reported by

Canada Business Patterns in Table 1.1 may include many mechanical contractors who may or may not provide

HVACR services.


Table 2.1: Number of Establishments, Plumbing, Heating and Air-Conditioning Contractors, 2013

Province or Territory # of Establishments Percentage

British Columbia

Alberta

Saskatchewan

Manitoba

Ontario

Quebec

New Brunswick

3,530

3,638

892

770

9,080

3,540

407

15.4%

15.9%

3.9%

3.4%

39.7%

15.5%

1.8%

Newfoundland and Labrador

Nova Scotia

Prince Edward Island

Northwest Territories

239

577

124

31

1.0%

2.5%

0.5%

0.1%

Nunavut

Yukon Territory

12

45

0.1%

0.2%

Canada 22,885 100%

Source: Statistics Canada, Canadian Business Patterns Database, December 2013

.

These businesses serve several markets:







New buildings

Renovation and retrofit

Maintenance and service

Work in these areas involves similar products and on-site work skills. But there are often differences in bidding practices, customer relations, job estimation, site management skills, building code and regulations and commercial relationships. There are distinct risks in these businesses and these risks might require that separate companies provide these services. Certainly distinct human resource skills and experience are needed in each area.

Employers also work in distinct sectors:



Residential low-rise



Residential high-rise



Institutional



Commercial



Industrial

Some firms will serve all these sectors but many are specialized. Different customers, building codes, regulations and commercial bidding conventions create distinct business risks in each sector. There are particular differences in the organization of labour across the sectors with the most important being the stronger presence of unions in non- residential work.


Labour requirements vary from small repair jobs in low-rise residential to large and specialized projects in industrial work. Business conditions are also quite different in large urban versus small and dispersed rural markets. In addition, each of Canada’s provinces and territories has jurisdiction over most of the codes and regulations that impact work.

These three dimensions (markets, sectors and regions) create hundreds of distinct business environments and independent businesses. This establishes the second core characteristic of the HVACR service and installation businesses— fragmentation. This fragmentation impacts human resource practices and labour market conditions that determine skill requirements, recruiting and retention conditions for each firm.

The evolution of the markets and the new technologies and products have further complicated the picture. Firms working these markets are established in one or more specializations. For example the

HRAI web site organizes members into manufacturing, wholesalers and contractors. Further the site identifies specialties:































Air Conditioning (Cooling)

Building or HVAC Controls

Plumbing

Duct Cleaning

Duct Installation/Repair

Duct Sealing

Fireplace

Heat Pump Air Source

Heat Pump Ground Source

Indoor Air Quality

Geo Loop Install/Drilling

Refrigeration (e.g. coolers)

Ventilation (HRV or ERV)

Water Heating

Heating

The human resources implications of all these divisions are apparent in the HRAI training system where specialized programs are available across the supply chain and specializations.


One objective of the research described below is to identify the extent to which firms either specialize by market, sector, region and specialization or span several of these dimensions. The degree of specialization can then be associated with skill shortages, recruiting or retention problems.

2.3

The Workforce

The original and separate HVACR elements created distinct occupations and trades. Each job in these occupations and trades is defined by the qualifications and the level of skill or experience of the worker.

These occupations include:

Qualifications:



Refrigeration and air conditioning mechanics



HVAC technicians



Sheet metal workers



Electricians



Gasfitters



Plumbers and pipefitters (hydronics)



Insulators



Oil burner technicians



Stationary engineers



Building service technician



Control mechanics, technician



Housing maintenance serviceperson

Levels:



Helper



Technician



Apprentice



Journeyperson



Supervisor/foreperson



Contractors

The range of trades and occupations to be studied here was narrowed as the research revealed that few workers are qualified for—and many firms do not employ—some occupations. In the end the research focused on the occupations listed in the table below:


Table 2.2: Trades working in the HVACR Industry

Refrigeration and air conditioning mechanic

Sheet metal worker

Gas technician level 1



Domestic/Residential Certified Heating Technician

Heating Technician

Domestic Gasfitter

Gas Appliance Technician

Electrician (construction or industrial)

Plumber

Pipe/steamfitter

Gasfitter

Oil burner mechanic

HVACR technicians, refrigeration and air conditioning mechanics, gas fitters and technicians, and sheet metal workers, along with their apprentices and helpers, are the most common occupations. Oil burner mechanics are still working in some firms but the evidence from apprenticeship registrations suggests that this trade is declining.

Six of these occupations are recognized in the apprenticeship systems and are also key construction trades. Provincial regulations recognize the trade and define the terms of an apprenticeship. A journeyperson in the trade is recognized by a Certificate of Qualification (C of Q) awarded by the province. The C of Q can be further endorsed by an interprovincial Red Seal. Alternatively, some employers have designated senior workers as journeypersons even if they do not have a provincial C of

Q. These same firms may recognize apprentices working with these journeypersons.

College and private training programs graduate technicians from short-term certificate and two- or three-year diploma programs. Both technicians and journeypersons have several options for upgrade training.


Workers in these key HVACR occupations are often employed in other industries or construction sectors.

Indeed, for some trades and occupations, much of the training content is intended for other work. The qualifications and experience of workers determines their mobility across industries, sectors and regions. Given the fragmentation of the employer community and the variety of training and certification paths, it might be expected that mobility in general and the recognition of prior work and qualifications may be a concern.

This section of the report describes characteristics for these trades and occupations, including statistics on the workforce and its age, industry of work, training and certification, employment status and other features.

2.4

Training and Certification

The HVACR workforce under consideration here is trained in community colleges and the provincial apprenticeship system. Changes in both areas are directly relevant to the HVACR human resources management issues.

Apprenticeship is a provincially mandated and financed system that binds employees, employers, unions and governments in long-term contracts. Employers and industry organizations agree to provide the apprentices with employment through three- to four-year or longer periods that combine on-the-job work and training with extended in-school programs, with the goal of obtaining a Certificate of

Qualification (C or Q) in the trade. Provincial regulations set out many details of the program, including:



Skills and competencies that will be taught and acquired



Compensation levels—usually stated as a percent of full journeyperson compensation



Allowable ratios of apprentices to journeypersons (often requiring three or more journeypersons per apprentice)



Compulsory or voluntary status that can limit access to work



Procedures for tracking progress through the program

Provincial apprenticeship systems each have different features and these differences have important implications for the labour market. Many of the main HVACR trades are designated as compulsory in their province and this regulation prohibits workers who lack a C of Q or apprentice status from working on HVACR tasks. Table 2.3 summarizes some aspects of the formal, provincial government-recognized apprenticeships.

The findings reported in these tables highlight the high standards of training that apply to workers in the

HVACR industry. But it also highlights where these standards often differ across regions, sectors and markets. One measure is the wide variation of in-school hours required for the same trade across the provinces.

These differences create the situation where there are overlapping competencies and skill sets across trades, and the potential for jurisdictional disputes. This patchwork of training, standards and certification can result in very small numbers of workers with the specific skills that are needed for


HVACR work. These skill shortages might exist in the middle of a much larger pool of trained and certified workers in the appropriate trade but who lack the specific or specialized HVACR skills.

Table 2.3: HVACR-related Apprenticeships, by Province, Status and Total Hours 4

Province

British

Columbia

Alberta

C

Saskatchewan C

Manitoba

C

Ontario

C

Quebec

C

New

Brunswick

C

Prince Edward

V

Island

Nova Scotia

C

Refrigeration and Air

Conditioning

Mechanic

V or C # of

Hours

V 7,220

Residential

Air

Conditioning

Mechanic

V or C

# of

Hours

6,000

7,200

9,000

9,000

8,000

7,200

8,000

8,000

C

C

7,200

4,500

C

C

V

C

C

C

V

V

Sheet Metal

Worker

Gasfitter

(First Class)

Plumber

Steamfitter /

Pipefitter

V or C

# of

Hours

V

V or C

# of

Hours

5,680 C 3,600

V or C

# of

Hours

V 5,620

V or C

# of

Hours

V 5,620

5,700

7,200

7,200

9,000

6,000

7,200

8,000

8,000

C

V

C

4,500

7,200

4,000

C

C

V

C

C

C

C

C

4,500

7,200

9,000

9,000

8,000

7,200

8,000

8,000

C

V

C

C

C

C

C

C

4,500

7,200

9,000

9,000

8,000

7,200

8,000

8,000

Newfoundland

V and Labrador

7,200 V 7,200

Source: Prism Economics and Analysis, Ellis Chart 2015.

Notes: V: voluntary trade certification. C: compulsory trade certification

V 7,200 V 7,200

The apprenticeship system has adapted to this problem in several manners. One example is the creation of residential air conditioning system mechanics in Ontario. This trade was created as a variation on the wider refrigeration and air conditioning mechanic (RACM) trade with the intention of accommodating the distinct needs of residential work. A similar specialization to the RACM trade, residential refrigeration and air conditioning mechanic, was created in Manitoba. Another adaptation to the current system is the addition of gas technician training to the skill set of both RACM and sheet metal workers. British Columbia has also added new apprenticeship programs that meet the needs of HVACR employers. These latter programs have appeared since the 2007 report was written.

4 Total hours include in-school and work-based training hours.


Table 2.4 summarizes these adaptations by province and by trade. Although these programs constitute a step forward in meeting the industry’s ever-expanding demand for specific skills training, they have not been universally established across provinces as core apprenticeship programs. Colleges have responded to this demand by offering a multitude of training programs (both apprenticeships and nonapprenticeship diplomas) that better meet the current requirements of the HVACR sector.

Table 2.4: Special HVACR-related Apprenticeships recently developed by Individual Provinces

Trade

Domestic Gasfitter

Provinces Apprenticeship

Training

Provided

MB Yes

Length

(Hours)

1800

V or C

V

Examination

Yes

Domestic/Residential Certified

Heating Technician

Domestic/Residential

Geothermal Heating

Technician

Gas Appliance Technician

BC

BC

QC

No

No

1500

1500

V

V

Gas Technician

Geothermal Technician

Heating Technician

Refrigeration and Air

Conditioning Mechanic (Non-

Construction)


Conditioning Mechanic

(Residential)

ON

BC

BC

QC

ON/MB

No

No

Yes

No

No

No/No

24

(weeks)

6120

1500

1500

4000

C

Source: Ellis Chart, 2015

Domestic/Residential Certified Heating Technician (Forced Air HVAC)

N/A

V

V

C

4500/720

0

C/C

No

No

Yes

No

No

No

No

No/Yes

This relatively new and specialized apprenticeship program is only offered in British Columbia. The graduates of the program also qualify for the Domestic/Commercial Gasfitter qualification. These technicians work in the residential market and perform construction-related tasks including installation and servicing of heating, ventilation, and cooling systems through forced air or hydronics.

Domestic/Residential Geothermal Heating Technician

This trade involves construction related tasks in the residential segment. It focuses on the design, installation, and servicing of ground source or geothermal heating and air conditioning systems.


Refrigeration and Air Conditioning Mechanic (Residential)

This trade is offered in Ontario and Manitoba as a sub-category of the general Refrigeration and Air

Conditioning Systems Mechanic apprenticeship. These apprentices may perform their duties only in the residential context as they are trained specifically for the private residence environment.

Provincially designated institutions, usually including community colleges and union training facilities, deliver apprenticeship training. There are 57 colleges across Canada currently offering apprenticeship programs for HVACR and related trades 5 . These programs do not always provide the same training and this creates a further source of variability of the skills available in the workforce.

Finally, Exhibit # 2.1 tracks the recent growth in registrations in apprenticeship programs for the key

HVACR trades. Gains were notable through the middle of the last decade – in particular in the west.

Registrations fell during the 2009 recession but recovery has been notable to 2012. These last findings confirm the general theme of improvements in the overall supply of trades needed by HVACR employers.

5 Prism Economics and Analysis


Exhibit 2.1

New Apprenticeship Registrations

HVACR Trades – Selected Provinces

Refrigeration Air Conditioning Mechanics

600

500

400

300

200

100

-

2001 2002 2003 2004 2005

Alberta

2006 2007

British Columbia

2008

Ontario

2009 2010 2011 2012

Plumbers

2 000

1 500

1 000

500

-

2001 2002 2003 2004 2005 2006

Alberta

2007


2008

Ontario

2009 2010 2011 2012

Sheet Metal Workers

600

500

400

300

200

100

-

2001 2002 2003 2004 2005

Alberta

2006 2007


2008

Ontario

2009 2010 2011 2012


Community College Programs

A substantial group of workers in the HVACR industry receive training through the certificate and diploma programs in the community college system. A summary description of these programs is included in Table 2.5. The programs highlighted with light blue are additional programs within the

HVACR-related training portfolios of colleges that were developed during the last decade. Colleges increasingly offer specialized training that the current HVACR sector and technology requires. In some cases these programs are additional or supplemental the apprenticeship programs listed above.

Wherever possible Table 2.5 excludes programs offered at the colleges that are recognized as the inschool component of the Provincial Apprenticeship Programs. In some cases the colleges offer the same curriculum that is used in apprenticeship in separate programs. These programs appear to teach the same technical skills without the connection to the other features of apprenticeships.


Table 2.5: HVACR-related Courses and Programs with no Apprenticeship Registration Requirement,

2015

Province

BC

AB

Institution

Vancouver

Island University

(formerly

Malaspina

University-

College)

Northern Lights

College

Camosun

College

BCIT

NAIT

SAIT

Program Name

Heating, Ventilation, &

Air-

Program

Length

Conditioning/Refrigeration 9 months

Plumber Foundation Level

1 and 2

Refrigeration & Air

Conditioning Mechanic

Foundation

20 weeks

30 weeks

Diploma/Certification

Certificate

Certificate

Certificate

Sheet Metal & Metal

Fabrication Foundation

Plumbing/Pipe Trades

Foundation

30 weeks Certificate

Hydronic Technician

30 weeks Certificate

29 credits at own pace Certificate

Piping Foundation

Refrigeration Mechanic

Foundation

Heating, Ventilation, Air

Conditioning and

Sheet Metal Worker

Foundation

52 credits at own pace

50 credits at own pace

Certificate

Certificate

Refrigeration Technician 40 weeks Certificate

Heating, Ventilation, Air

Conditioning and

Refrigeration Technician 2 years Diploma

40.5 credits at own pace Certificate

HVAC Specialist 1 year Certificate

4 60-hour courses at own pace Certificate

Hydronic designer & installer

Pre-employment plumbing

Pre-employment


Conditioning

12 weeks

12 weeks

N/A

N/A


MB

ON

Applied Arts,

Science and

Technology

Algonquin

College

Pre-employment Sheet

Metal

Pre-employment

Steamfitter-Pipefitter

North West

Regional College Plumbing & Pipefitting

Red River

College of

Plumbing

Refrigeration & Air

Conditioning Technician

Mechanical Techniques -

Plumbing (New for 2015-

2016)

15 weeks

12 weeks

17 weeks

5 months

5 months

1 year (full time on campus)

N/A

N/A

Applied Certificate

Certificate

Certificate

Certificate

Heating, Refrigeration and

Air Conditioning

Technician 45 weeks Diploma

Cambrian

College

Heating, Ventilation & Air

Conditioning Technician 2 years Diploma

George Brown

College

Humber College

Heating, Ventilation & Air

Conditioning Techniques 1 year

Mechanical Techniques -

Plumbing 1 year

Certificate

Plumbing Techniques


Air Conditioning

Technology

Construction Trades

Techniques (includes

Sheet Metal, Air

Conditioning, Steamfitting,

Plumbing)


Air Conditioning

Technician


Air Conditioning

Technician


Air Conditioning

Technology

Plumbing Techniques

1 year

3 years

3 semesters

2 years

4

Semesters

Certificate

Certificate

Diploma

Certificate

Diploma

Diploma

6 semesters Diploma

2 semesters

Techniques de Plomberie 2 years

Certificate

Diploma Le Collège d'Arts

Appliqués et de

Technologie

Techniques de chauffage, de réfrigération et 2 years Diploma


climatisation

PE

NS

Mohawk College

New Brunswick

Community

College (NBCC)

Holland College

Nova Scotia

Community

College (NSCC)

Mechanical Techniques

(Plumbing)


Air Conditioning

Techniques

Plumbing Techniques


Air Conditioning

Technician

2 semesters

1 year

1 year

2 years

Certificate

Certificate

Certificate

Diploma


Conditioning Technician 1 year

Sheet Metal Fabrication 1 year

Plumbing

Heating, Ventilation and

Air Conditioning

Technology

1 year

2 years

Steamfitting / Pipefitting 1 year

Plumbing

Building Systems

Technician (HVAC&R)

Diploma

Certificate

9 months Certificate

2 years

Certificate

Diploma

Pipe Trades

Sheet Metal Worker Pre-

Apprenticeship

2 years

20 weeks

Certificate

Certificate

Diploma

Certificate

Refrigeration & Air

Conditioning - Geothermal 1 year

Oil Heat Systems

Technician 20 weeks

Certificate

Certificate

Virtually every province has at least one college-based program. Two and three year programs for

Heating, Refrigeration and Air conditioning Technicians / Technologists are offered in the Mechanical

Engineering Departments and these programs correspond more closely to the training described in the

U.S. reports. Technician / technologists programs highlighted in blue in the above table have been added in the past decade and signal a significant response by the colleges to the HVACR industry needs since the 2007 report was written.

2.4.1

Private and Union Programs

There is a wide variety of private and union-based training programs that offer upgrade and advanced training across many of the product and service areas noted above. The range and content of these programs underlines the rapid pace of change and the relatively high level of technical skill required.

The building trades unions responsible for the HVACR-related trades covered here include:




United Association



Sheet Metal Workers International Association



International Brotherhood of Electrical Workers

These unions have strong traditions of support for apprenticeship and advanced training for journeypersons. Training is usually provided by joint training trusts that are partnerships with employer associations.

There are many more HVACR-related training and certification related programs that have grown out of industry initiatives, new products and technology and government regulations.

Table 2.6 provides a summary of programs offered in the union training centers and Table 2.7 review private programs. These private training programs were cited in the HRAI website’s training resource centre. In addition to HRAI’s own training programs, there are several other private institutions which provide post-trades training.

Table 2.6 Union-Management Training Trusts – Selected Examples of HVACR-Related Training

Training UA Local 787

SMWIA Local 285 Training

Centre

Preapprentice

Pre-apprentice training – 8 months Full-time

N/A

Apprentice

Upgrade

Commercial HVAC mechanic

(9000 hours), residential

HVAC mechanic (2 years).

Night school available

Sheet Metal Worker, residential low-rise sheet metal installer, gas fitting.

Night school available

40 courses – including customer relations, welding, brazing, centrifugal, and a new emphasis on green technology training

Hi-velocity systems, Vulcan

Program plasma cutting table,

Challenge the exam preparation, Indoor air quality courses forthcoming

Gas-related Gas technician (Levels 1–3) Gas fitting


Table 2.7: HVACR Training, Private Programs

Organization

Canadian

GeoExchange

Coalition

Description

CGC courses are designed by industry specialists and researchers and provide geo-exchange training for installers, residential and commercial system designers, along with drillers. Additional courses include training for municipal inspectors, Direct Expansion systems, pipe fusion training, and geology. Course graduates can apply for CGC accreditation in their respective field. CGC is part of an academic network of community colleges for the eventual transfer of credits to attain CGC accreditation.

Canadian Solar

Industries

(Indoor Air

Quality) Resources

Canada

Heating,

Refrigeration and

Air Conditioning

Institute (HRAI)

Offers the Canadian Solar Hot Water System Installer Certification Program and is developing a course for solar air heating. The program is geared towards experienced installers.

Courses include IAQ and Housing Durability Essentials, Troubleshooting IAQ and Housing Durability, and Mold

Assessment and Clean-Up Essentials. Courses are suitable for builders, housing inspectors, HVAC professionals.

Approved by the Institute of Inspection Cleaning, and Restoration, and the National Association of Certified

Home Inspectors.

HRAI SkillTech Academy offers training programs, technical resources, and worksheets for the residential and commercial HVACR industry. Courses are available for home-study and for in-class learning. Sample certifications include:

 Residential Mechanical Ventilation Installation



Residential Mechanical Ventilation Design

 Residential Integrated Combo Systems

 Residential Radiant Hydronics Design

 Small Commercial Heat Gain and Heat Loss Calculations



Small Commercial Air System Design

A 1-day training course is available for the Ozone Depletion Prevention (ODP) card (Ontario only) or an

Ozone Depleting Substances (ODS) card (all other provinces). In partnership with Natural Resources

Canada, a Residential Air System Design Technician designation is awarded after completing five residential

SkillTech training programs. Another available designation is the Residential Hydronics Design Technician.

Refrigeration

Service Engineers

Society (RSES)

North American

Technician

Excellence (NATE)

Enertest

RSES publishes various training materials for the North American HVACR community. It also offers educational programs in refrigeration and air conditioning, heating, electricity, controls, and heat pumps.

Although USA-based, RSES has several chapters across Canada.

There are three designations offered by RSES: certificate member (CM), active specialized member (SM), and certificate member specialist (CMS). The CM writes an exam encompassing 18 categories of knowledge required in the installation and servicing of refrigeration and air conditioning equipment. The CMS is a further designation for CMs after successfully passing an examination in one of the eight areas of expertise. The

SM designation is similar to the CMS but does not require a the member to be a CM.

Provides a certification program for technicians in the HVACR industry. Although USA-based, NATE holds testing centres in Canada. To become NATE-certified, individuals choose either the service or installation path and choose among the core specialties, which include air conditioning, air distribution, heat pumps, gas heating (air), oil heating (air), hydronics gas, and hydronics oil.

This private company specializes in energy audits, efficiency planning, and energy consumption reduction reports. It offers energy advisor certification and building efficiency workshops for the lay person as well as experienced HVACR professionals.


Healthy Heating

This educational resource site offers seminars, courses, workshops, and other training materials to HVACR professionals and the general public who are interested in self-study. The website functions as a non-profit educational resource which aims to be a “technical interpreter and consolidator of academic research done between the building and health sciences”.

6

North American

Trade Schools

This private institution is a division of the Career College Group. It has campuses in London and Brampton,

Ontario and provides HVAC technician training. The training’s duration is short (i.e., a few months) and it is geared toward preparing the graduate to work in the field right after graduation.

Source: Prism Economics and Analysis

2.5

Regulations

A network of government regulations impact most areas of HVACR work. These regulations impose both direct and indirect requirements on the hiring and training of the workforce. In many circumstances regulations require that workers have licences or certificates that confirm training received by designated authorities. In other cases the regulations require that work be performed in specific ways and workers must be aware of the requirements to avoid violations in the completed project.

Many government jurisdictions have authority to issue or change regulations with an associated impact on the training and competencies of the HVACR workforce. While the regulations themselves create a burden, the more challenging business risk is related to changes to the regulations and inconsistent enforcement. Owners and managers in HVACR businesses are obliged to adapt to unexpected changes or variations in enforcement that require new training, licences or certificates. Finding workers who have all the needed qualifications, or training staff to comply is a significant cost and burden.

The Heating, Refrigeration and Air Conditioning Institute (HRAI) publishes detailed information on these regulations on its website. The available information is organized by province and refers researchers to the provincial trade authorities for more information. The following notes, taken from the HRAI website, highlight the range of requirements that are imposed by regulations in each province.

Employer Responsibilities and Regulations

The HVACR trades, like other trades, are regulated by officially designated bodies in each province. Table

2.8 displays these authorities by province.

Table 2.8: Apprenticeship-Regulating Bodies by Province

Province

British Columbia

Alberta

Saskatchewan

Manitoba

Apprenticeship-Regulating Body

Industry Training Authority

Apprenticeship and Industry Training Board

Saskatchewan Apprenticeship and Trade Certification Commission

Apprenticeship Manitoba

6 Healthy Heating, About Us, 2015. http://www.healthyheating.com/about.htm#.VW8vSs9Viko


Ontario

Quebec

New Brunswick

Nova Scotia

Newfoundland and

Labrador


Ontario College of Trades

Centre administratif de la qualification professionnelle-Commission de la

Construction-Quebec

Apprenticeship Occupational and Certification Board

Apprenticeship Training Division Labour and Advanced Education

Apprenticeship & Trades Certification Division, Department of Advanced

Education and Skills

Apprenticeship Section Department of Innovation and Advanced Learning Post-

Secondary and Continuing Education

Source: HRAI, Prism Economics and Analysis.

These boards outline the responsibility of employers in employing and training apprentices. These responsibilities include:

 providing for on-the-job training for the apprentice

 ensuring supervision of the apprentice

 paying wages to the apprentice

 encouraging and enabling the apprentice to regularly attend the technical training that is required under the apprentice’s apprenticeship program

 ensuring that the appropriate entries are made in an apprentice’s record book 7

These responsibilities are almost ubiquitous across provinces, as employers are expected to assist apprentices in their journey of becoming certified professionals. In return, employers typically receive tax benefits in certain provinces. For instance, British Columbia employers can claim 10% of wages up to a maximum of $2,000 per year for each apprentice, for the first 24 months of registration for red-seal programs. In Ontario, employers can claim 35% of eligible expenditures made during the first 48 months of an apprenticeship program.

There are other types of regulation that generate inefficiencies for businesses. For instance, building and related codes are another important regulatory concern and workers require at least some familiarity with these codes. Forepersons and supervisors certainly must be familiar with codes.

Unfortunately, these codes are not standardized across provinces and therefore require additional training and new learning curves for employers who are committed to train their apprentices.

7 Apprenticeship and Industry Training Act, Apprenticeship Program Regulation, 2009. http://www.qp.alberta.ca/1266.cfm?page=2000_258.cfm&leg_type=Regs&isbncln=9780779738922


3.

Labour Markets

In the Introduction, eight contributing factors were identified and linked to skill shortages, recruiting and retention problems. Section 2 described key characteristics of HVACR products, firms, workers, training and regulations that are linked to these factors.

This section of the report evaluates two potential causes for skill shortages, recruiting and retention problems:

 Labour market cycles and competition from other industries

 Shifting demographics—fewer young people and more retirements

These two causes are linked to external economic, demographic and labour market events. Assessing the factors impacting occupations begins with these external circumstances.

BuildForce has created a Labour Market Information (LMI) system that assesses both short- and longterm labour markets for 34 construction and related trades and occupations in 14 Canadian regions.

The BuildForce LMI system was created in response to widespread evidence and concerns about skill shortages, recruiting and retention challenges.

Many of the HVACR labour market concerns are addressed in the BuildForce LMI model. Specifically, market assessments are available for the key trades noted below:

 Refrigeration and air conditioning mechanics

 Sheet metal workers

 Gasfitters

 Plumbers

 Electricians

The main occupation not covered is HVACR technicians and technologists. This workforce falls more outside construction and new entrants arrive through the college engineering departments not apprenticeship.

For the five trades outlined above the system details demand by region, new construction and maintenance, replacement demands, and age profiles and conditions, both inside and outside construction.

3.1 Assessing Labour Market Conditions

An annual measure of regional market conditions is prepared for each trade and occupation in the form of a ranking from one (excess supply) to five (intense competition for qualified workers). Each ranking represents conditions in a market defined by a trade or occupation and region. Rankings are based on four measures:


 Unemployment rates at the seasonal peak of activity

 Annual change in employment

 Net in-mobility as a percentage of the workforce

 Industry survey/consultation

Rankings describe a market state or condition. These conditions are described below from the employer’s point of view.

Exhibit # 3.1 --BuildForce Labour Market Rankings

1. Workers meeting employer qualifications are available in the local markets to meet an increase in demand at the current offered rate of compensation and other current working conditions. Excess supply is apparent and there is a risk of losing workers to other markets.

2. Workers meeting employer qualifications are available in local or in adjacent markets to meet an increase in demand at the current offered rate of compensation and other working conditions.

3. The availability of workers meeting employer qualifications in the local market may be limited by large projects, plant shutdowns or other short-term increases in demand. Similar or weaker conditions exist in adjacent markets so that mobility is an option. Employers may need to compete to attract needed workers. Established patterns of recruiting and mobility are sufficient to meet job requirements.

4. Workers meeting employer qualifications are generally not available in local and adjacent markets to meet any increase. Employers will need to compete to attract additional workers. Recruiting and mobility may extend beyond traditional sources and practices.

5. Needed workers meeting employer qualifications are not available in local or adjacent markets to meet current demand so that projects or production may be delayed or deferred. There is excess demand; competition is intense and recruiting reaches to remote markets.

The market assessments for the HVACR occupations are available for all the regions and details are available on the BuildForce web site at www.buildforce.ca

.

3.2 Projections for Employment and Market Conditions

The BuilForce LMI system creates estimates and projections of labour market conditions from 2015 to

2024. This section offers a summary view of market assessments for the key HVACR occupations. More detailed descriptions of economic conditions, housing, industrial projects and other drivers are available on the BuildForce web site and in the provincial publications.

Labour requirements are measured in the system for expansion demand and replacement demand.

Expansion demand refers to the annual change in employment in each market. Construction employment is linked to the level and change in investment across seven construction markets:



New Residential




Residential renovation and maintenance



Commercial



Institutional



Industrial



Engineering



Non-residential renovation and maintenance

Projections for spending in each of these markets is linked to labour requirements for each trade and occupation in the system. The system tracks economic trends and cycles in each market as well as major resource and infrastructure projects that have a unique impact on specific trades.

The approaching retirement of large numbers of baby boomers from the labour force is the second cause of skill shortages and recruiting/retention problems. The BuildForce LMI system tracks the age profiles of trades in each region and calculates the likely impact of replacement demand related to retiring boomers. This analysis can be applied directly to the HVACR workforce.

Replacement demand related to retirement is calculated over the long-term forecast period from 2015 to 2024. Baby boomers have already started retiring; as more and more age into their 60s, the problems will become more severe.

Labour market impacts depend on:



The starting age profile of each occupation and region



The expected rate of exit or retirement

Table #3.1 reports these impacts for four representative provinces and five key trades. In general, the

HVACR workforce is slightly younger than the overall construction trades tracked in the BuildForce system. This offers some modest easing of pressures. However, HVACR employers are already caught in the competition to promote careers with virtually all industries and occupations. Indeed, some industries with notably high age profiles have already begun extensive promotion campaigns to attract young workers. Attracting new entrants is a priority even for occupations with younger age profiles.

Exhibit #3.2, Replacement Demand as a Percentage of the Workforce, Selected HVACR Trades

Trades


Refrigeration and air conditioning mechanics

Sheet metal workers

Plumbers

Steamfitters, pipefitters and sprinkler system installers

Electricians, including industrial and power systems

Residential and commercial installers and servicers

Trades helpers and labourers

Total Direct Construction (34 Trades & Occupations)

39

39

40

36

41

42

39

39

Average Age Replacement demand %

2014 2014

2.4

1.6

2024

2.4

1.8

1.4

2.1

1.5

1.4

1.5

2.1

1.8

1.8

1.8

1.8

1.7

2.2


Alberta



Gasfitters

Plumbers






Ontario



Gasfitters

Plumbers






Newfoundland and Labrador



Plumbers




44

43

41

38

41



41

43

Source: BuildForce, May 2015

39

38

39

37

39

36

38

35

39

39

41

39

39

40

39

39

37

40

41

1.7

1.5

1.3

1.2

1.7

1.1

1.0

1.1

1.8

1.5

1.8

1.6

1.2

1.6

1.7

1.6

1.4

1.9

1.2

2.3

1.9

2.6

1.8

1.1

2.3

2.4

Measures of expansion and replacement demand, as described above, are compared to supply side measures to arrive at the BuildForce rankings. Short term supply response to changing demand is measured by unemployment. In most labour markets, unemployment has been declining for several years as demographic change reduces the growth in the labour force. These conditions are expected to persist and labour market adjustments shift, as demand grows, to recruiting in other markets. Market conditions are determined, in most cases, from 2015 to 2024, by the geographic reach of recruiting. For most trades and occupations, in most years, labour demands in construction exceed local, provincial and national supply and international immigration is needed to clear markets.

2.1

1.7

1.9

1.7

1.6

1.9

2.1

1.9

1.7

2.1

2.9

2.9

3.0

2.5

1.7

2.0

2.8

3.0

2.1

1.6

2.2

1.5

1.8

1.5

1.6

1.5

Rankings in each of the key markets are summarized by province here.

British Columbia

Markets are generally balanced in B.C. at the start of the scenario and conditions are expected to tighten as major resource projects get underway from 2016 to 2018. Projects include pipelines,


electrical generation and distribution systems and other major non-residential work. All the key HVACR trades participate in these stronger conditions and labour markets will, in general, be tight. There is a risk of skill shortages for HVACR employers under these conditions.

Electricians, including industrial and power systems

Gasfitters

Plumbers


Sheet metal workers

Exhibit # 3.3 -- British Columbia Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 3 3 3 3 4 3 3 3 3

3

3

3

3

3

3

3

3

4

3

4

4

3

3

4

3

3

3

4

3

3

4

4

4

3

3

4

3

4

3

4

3

4

4

4

4

4

3

3

3

Alberta

The 2015 Buildforce scenario was adjusted to capture the expected impact of lower oil prices across the trades. Employment is expected to decline for most of the HVACR trades and this will create the first weak labour markets in the province since 2009. Alberta has attracted a large workforce in the trades from other provinces and abroad. Weaker demands from 2015 to 2018 will release some of these workers to seek jobs in other provinces. This movement of the workforce might be expected to fill recruiting needs in the future.

Exhibit # 3.4 -- Alberta Trade Ranking


Gasfitters

Plumbers


Sheet metal workers

Saskatchewan

2015 2016 2017 2018 2019 2020

3 2 2 3 3 4

3

3

2

2

2

2

3

3

3

3

4

4

3

3

3

2

3

2

3

3

3

4

4

4

2021 2022 2023 2024

4 3 3 3

4

4

4

4

3

3

4

4

4

4

4

4

4

3

4

3

Like British Columbia, conditions in Saskatchewan are expected to remain strong in the coming five years. Construction related demands will be sustained by resource related projects in mining and infrastructure. HVACR trades and occupations will be part of this trend and recruiting may be an issue for employers. Attracting workers from Alberta may be an option.

Exhibit # 3.5 -- Saskatchewan Trade Ranking


Insulators

Plumbers


Residential and commercial installers and servicers

Sheet metal workers

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

4 3 4 4 4 3 2 2 3 3

4

4

4

4

4

4

4

4

3

4

4

4

4

3

4

4

4

3

3

4

4

4

4

3

4

3

3

3

3

3

2

2

3

3

2

3

2

3

3

2

3

3

3

3

3

3

3

3

3

3

33 PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES

Steamfitters, pipefitters and sprinkler system installers

Manitoba

4 4 4 4 4 3 3 2 3

Labour markets here will be tight during the coming year due to rising project demands. But activity will begin to slow in 2017. Supply / demand balances will move to normal conditions and recruiting for the

HVACR trades will not be an issue.

Exhibit # 3.6 -- Manitoba Trade Ranking

3


Plumbers


Sheet metal workers

4

4

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

4 5 3 3 3 3 3 3 3 3

4 4 3 3 3 3 3 3 3 3

4

4

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

Ontario

There will be pockets of activity across Ontario's market in the coming years. In general conditions in the Greater Toronto Area will be tighter than in other regions. But overall conditions will see labour requirements tracking close to the normal supply so that recruiting will not be an issue. This outcome will depend on the continuing growth of apprenticeship registrations and completions as well as the ongoing expansion of college programs for HVACR programs.

Exhibit # 3.7 -- Ontario Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

Electricians, including industrial and power systems 3 3 3 3 3 3 3 3 3 3

Gasfitters

Plumbers

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3


Sheet metal workers

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

Quebec

The Labour market is anticipated to be balanced in Quebec over the forecast period. Tighter conditions are expected for more experienced labour in the short to mid run.

Exhibit # 3.8 -- Quebec Trade Ranking


Plumbers


2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 3 3 3 3 3 3 3 3 3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3


Sheet metal workers


Atlantic Canada

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

Economic growth in Atlantic Canada is expected to slow across the scenario and labour markets, in general will be balanced. Human resource management issues will focus on the older age profile for the workforce and retirement of skilled workers. This will be a focus for HVACR employers in the area. HR planning can combine with continuing growth in apprenticeship and college programs to meet industry needs.

Exhibit # 3.9 -- New Brunswick Trade Ranking

3

3

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024


Plumbers

3 4 4 3 4 4


Sheet metal workers

3

3

3

3

4

3

3

4

3

3

3

3

4

3

4

Exhibit # 3.10 -- Nova Scotia Trade Ranking

4

4

4

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3


Plumbers


Sheet metal workers

3

3

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 3 3 3 4 4 3 3 3 3

3 3 3 3 3 3 3 3 3 3

3

3

3

3

3

3

4

4

4

4

3

3

3

3

3

3

3

3


Plumbers


Sheet metal workers

Exhibit # 3.11 -- Newfoundland and Labrador Trade Ranking

2015 2016 2017 2018 2019 2020 2021 2022

4 2 2 3 3 4 3 4

3

3

3

2

2

3

2

2

2

3

2

3

3

3

3

4

4

3

4

4

3

4

4

4

2023 2024

3 4

3

3

3

2

2

3

Exhibit # 3.12 -- Prince Edward Island Trade Ranking


2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 3 4 4 4 4 3 3 3 3

Plumbers 3 3 4 4 4 4 3 3 3 3

Section 3 used the BuildForce LMI system to review market assessments and demographic trends for the

HVACR trades and occupations identified in Section 2. Findings confirm that labour markets for these groups are generally tight across Canada. In the west, although Alberta is experiencing a loose labour


market in the short term, the markets will remain tight for many HVACR occupations in other parts of the western region leading to higher competition and labour shortages.

The BuildForce LMI system also tracks the age profile and growing replacement demand for HVACR trades related to retiring baby boomers. Replacement demand is expected to be significantly higher in the Atlantic regions creating skill shortages.

Scan of Job Openings

This section provides a snapshot of current labour markets for HVACR workers by presenting statistics related to job openings from January to May 2015. The data and information are collected using the

Wanted Analytics data base which maintains an inventory of available job postings from multiple sources.

8 Information for each selected HVACR occupations includes the number of available jobs by province, industry, and top employers, as well as the required certificates as posted in the job advertisements.

Findings from the Wanted Analytics system are summarized in a series of eight tables covering six major

HVACR occupations and trades in six regions. Note that Mechanical Engineering Technicians and

Technologists (NOC 2232) are included here but were not available from the BuildForce system. HVACR

Technicians and Technologists are a major sub group here and it is likely that labour market conditions apparent for the larger group would apply in most areas to HVACR Technicians and Technologists.

Measures on the table offer an assessment of labour market conditions in mid-2015 for each trade and for larger aggregations of occupations. Five measures are shown:

1.

Number of openings reports the available jobs in the respective occupation.

2.

Average Posting Duration tracks the number of days that jobs remain listed on the systems.

Longer durations are generally interpreted as signalling tighter markets. U.S. research of HVACR trades and occupations used these measures as a prime indicator and findings here offer a useful point of comparison.

3.

Local Hiring Scale is a measure compiled by Wanted Analytics that summarizes the available data. Measures range from easy to difficult on a numbered scale from 1 to 100.

4.

The candidate to job ratio is another comparative metric of the short term supply / demand balance.

5.

Median salary value are drawn from the on-line job listing and offer another point of comparison.

Data from Wanted Analytics show that a total of 623 jobs were available for refrigeration and air conditioning mechanics across Canada from February to May 2015; 242 of the available jobs were in

Ontario and 100 in Quebec. Jobs were mainly posted by employers in the construction sector followed by manufacturing. Red-Seal certificate, Workplace Hazardous Materials Information System (WHMIS) certificate, and HVAC certifications are among the most frequently demanded certificates in the job

8 For more details on the Wanted Analytics system see https://www.wantedanalytics.com/


postings. Exhibits tracking findings for these details for the six key trades and occupations are included in Appendix B.

Three broad aggregations of occupations are presented at the bottom of each table to provide a point of comparison. So, for example, where the average posting duration is notable higher for one HVACR trade or occupation than the overall group, the implication would be that markets are tighter.

The Wanted Analytics analysis confirms some aspects of the preceding findings. For example, there is evidence of relatively tight labour markets in British Columbia and Saskatchewan in 2015. There is also a suggestion that markets for mechanical engineering technicians and technologists are tighter than other markets and this perspective was not available in the BuildForce system. In other markets conditions seem to be more balanced. There do not seem to be any consistent or repeated patterns across the other labour markets. In some cases there is a tendency for HVACR measures to signal slightly weaker markets than the overall aggregates, but it is hard to discern if the small differences that sometimes separate the HVACR measures from the broader groups are significant.


Table 3.1 Scan of Job Openings,

HVACR Trades in Selected Markets

Canada # of

Openings

Average

Posting

Duration 1

Local Hiring

Scale 2

Candidate/Job

Opening

Median

Salary

Refrigeration and Air Conditioning Mechanics


Plumbers

Gas Fitters

Electricians

Mechanical Engineering Technicians and

Technologists

623

303

517

78

504

229

41

37

38

38

40

41

33

36

28

33

22

45

25

50

66

44

111

50

$47,200

$38,700

$50,650

$46,750

$50,800

$44,350

Technical Occupations (22) 12482 41 48 27 $48,950

Maintenance Equipment Operators (73)

Industrial Electrical and Construction (72)

9411

13351

45

36

45

47

34

40

$45,450

$46,150

1. The average length of time similar positions stay active on online job boards in this market. More than 40 days = harder to fill.

2. The Hiring Scale calculates a score for each position that an employer is trying to fill. several factors influence the Hiring Scale score that include the supply of available candidates, the overall demand by employers for people in the position, the location, the occupation, local unemployment rate, job site source, offered pay level, etc.

British Columbia Candidate/Job

Opening

Median

Salary



Plumbers

Gas Fitters

Electricians


Technologists

Technical Occupations (22)



# of

Openings

50

53

80

10

90

25

Average Posting

Duration

33

33

34

34

32

36

Local

Hiring

Scale

33

31

21

24

15

45

1655

984

1710

40

32

32

52

45

43

26

41

42

38

40

65

53

98

41

$42,550

$35,550

$46,200

$42,900

$50,250

$42,400

$49,500

$42,550

$43,900

Alberta # of Openings Candidate/Job

Opening

Median

Salary



Plumbers

Gas Fitters

Electricians


Technologists (2232)



PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES

118

74

168

30

142

26

1790

1926

Average

Posting

Duration

39

38

36

36

35

34

34

37

Local

Hiring

Scale

33

43

47

26

22

49

50

51

16

34

37

25

87

46

27

25

$55,050

$45,950

$57,450

$54,250

$57,300

$62,100

$60,500

$55,800

38


Manitoba

3469 35 55



Plumbers

Gas Fitters

Electricians


Technologists


Maintenance and Equipment Operators (73)

Industrial, Electrical and Construction (72)

# of

Openings

18

12

10

1

9

5

Average

Posting

Duration

31

38

33

33

34

27

280

359

341

30

32

34

Local

Hiring

Scale

30

22

15

34

31

46

39

44

40

Saskatchewan



Plumbers

Gas Fitters

Electricians


Technologists




Ontario

# of

Openings

23

22

38

1

33

4

369

463

611

Average

Posting

Duration

37

50

44

44

39

33

31

41

42



Plumbers

Gas Fitters

Electricians


Technologists



PRISM ECONOMICS AND ANALYSIS / HVACR - HR CHALLENGES

# of

Openings

242

92

147

26

164

72

Average

Posting

Duration

32

33

31

31

29

30

Local

Hiring

Scale

32

29

18

48

27

44

4624

3054

32

31

46

45

Local

Hiring

Scale

54

31

29

34

26

46

54

53

51

27

9

27

46

28

72

29

20

25

33

$54,550

Candidates/Job

Openings

Median

Salary

35

43

122

83

164

72

36

31

50

$41,950

$33,800

$42,700

$41,000

$45,700

$35,000

$43,600

$42,350

$41,650

Candidates/Job

Openings

Median

Salary

$54,050

$37,550

$50,750

NA

$48,800

$57,000

$46,100

$49,100

$47,000

Candidates/Job

Openings

Median

Salary

31

53

77

71

105

61

27

35

$45,950

$36,850

$48,100

$44,750

$47,300

$46,450

$48,050

$44,100

39


Greater Toronto Area



Plumbers

Gas Fitters

Electricians


Technologists




4297

# of

Openings

96

48

65

7

76

25

2444

1339

1996

31

Average

Posting

Duration

33

33

30

30

31

31

32

34

31

Quebec # of

Openings



Plumbers

Gas Fitters

Electricians


Technologists (2232)




109

25

48

9

34

86

2668

1769

2004

Source: Wanted Analytics

30

28

25

Average

Posting

Duration

26

32

26

26

29

29

Local

Hiring

Scale

33

61

11

28

17

48

46

40

38

47

Local

Hiring

Scale

35

40

14

42

21

49

49

48

47

39

Candidates/Job

Openings

$44,550

Median

Salary

28

30

68

81

91

35

$47,750

$37,550

$49,700

$46,450

$49,350

$47,500

20

24

27

$51,950

$45,900

$46,650

Candidate/Job

Opening

28

128

128

18

253

46

31

47

58

Median

Salary

$41,250

$33,750

$42,950

$37,000

$46,100

$37,200

$43,050

$38,450

$37,750


4.

Conclusions

The original 2007 report started with the idea that there are eight factors potentially driving skill shortages in the HVACR industry.

1.


2.

Shifting demographics—fewer young people and more retirements

3.

New technologies

4.

Staff turnover

5.

Regulation and inconsistent enforcement

6.


7.


8.


Evidence reported in 2007 has been updated and reported here. In general, the findings suggest that many factors that signaled tight markets in 2007 have relented and conditions are more balanced in

2015. While many of the structural factors, including technology, regulations and certification remain as a concern, the inventory of training programs shows some additions, especially in the college system, and these have added to the skilled workforce.

Findings in section 3 here are related to the labour markets conditions and demographics noted as the first two factors.

Findings suggest mixed labour market conditions in different regions across Canada over the forecast scenario. Expected conditions for HVACR occupations vary from province to province. Differences in market conditions signal the potential for mobility across regions.

Forecasts indicate weaker labour market conditions in Alberta over the next 2 to 3 years. The recent drop in the oil prices and delays in construction projects have led to a higher rate of unemployment in this province; workers are expected to move out of Alberta and into other markets to find employment from 2015 to 2017. The forecast suggests that the employment will rise again later in the period.

Markets are expected to be relatively tighter for several HVACR occupations in western regions such as

British Columbia, Saskatchewan and Manitoba where major engineering projects are scheduled over the coming years. Employers will need to compete to attract skill workers. Recruiting and mobility may extend beyond traditional sources and practices for many HVACR occupations in these regions.

HVACR employers in Ontario, and Quebec can expect a balanced market for the majority of HVACR trades and occupations. The availability of qualified workers in the local market may be limited due to short-term increases in demand, nonetheless, established patterns of recruiting and mobility are sufficient to meet job requirements in most cases.

Demographic trends also pose recruitment constraints for HVACR employers. An aging workforce and rising retirements resulting in loss of skilled labours will add to the challenge later in the scenario. The


basic solution is to attract more young people into the industry. The strategy would best target new entrants at the level of helpers or pre-apprenticeship programs. Increasing apprenticeship registration is a natural priority, but these initiatives will need to focus on province-specific considerations.

Finally, an analysis of current labour market conditions is provided using data on job opening from

Wanted Analytics. Measures tracking provincial markets from February to May 2015 offer some confirmation of the other findings. In general a broad consistent conclusion would point to balanced labour market conditions for the HVACR trades and occupations in comparison to broader labour measures. There are isolated examples of markets with both tighter and looser conditions.

This last evidence reflects only short term conditions and is not the strongest basis for the planning and labour market initiatives contemplated by the Workforce Development Foundation. Initiatives targeting the promotion of careers in HVACR appear to be a needed and positive response to longer term conditions – especially the demographic trends that will draw a growing number of the most skilled and experience workforce into retirement. Replacing this key group is a top priority Human Resources issue and the initiatives contemplated by WDF seem well grounded in this aspect of Canada's labour market.


Appendix A

Selected Occupations by Education, Canada, 2011

Selected

Occupation

Less than

High School

Graduation

Certificate

High School

Graduation

Certificate

Only

Trades

Certificate or Diploma

College

Certificate or Diploma

University

Certificate

/ Diploma

Below

Bachelor’s


# 975

% 4%

2,405

9%

12,875

49%

7,790

30%

835

3%

Sheet metal workers

# 2,340

% 10%

4,160

18%

12,290

54%

3,320

15%

230

1%

University

Bachelor’s

Degree

/ Diploma above

Bachelor s

Population

(Age 15 and over)

840

3%

360

2%

310

1%

90

0.4%

26,030

–

22,795

–

695 4,055 1,940 230 240 85 7,415

Gasfitters

# 170

% 2%

9% 55% 26% 3% 3% 1% –

7,170 30,945 9,770 990 1,000 410 53,420

Plumbers

# 3,130

% 6%

13% 58% 18% 2% 2% 1% –


#

1,385

% 6%

2,955

12%

14,935

61%

4,480

18%

400

2%

340

1%

95

0.4%

24,580

Electricians

# 1,935

% 2%

11,015

11%

56,110

56%

23,470

24%

2,825

3%

3,265

3%

1,080

1%

–

–

99,700

–


#

12,250

% 25%

18,455

37%

8,350

17%

6,910

14%

1,275

3%

2,055

4%

660

1%

49,950

–

Labourers/ helpers

# 61,830

76,675 30,485 19,325 2,730 4,910 1,460 197,410

% 31% 39% 15% 10% 1% 2% 1% –

Source: Statistics Canada, 2011 National Household Survey, Statistics Canada Catalogue no. 99-012-X2011056.


Selected Occupations by Industry, Canada, 2011

Trades / Occupations


Sheet metal workers

Gasfitters

Building

Construction

Heavy and

Civil

Engineering

Construction

Trade

Contracting

300 50 17,040

1%

755

3%

0%

35

0%

68%

12,870

59%

45

1%

125

2%

3,555

51%

Plumbers

1,390

3%


1,235

5%

Electricians

2,725

3%

3,570


8%

Labourers/helpers

5,630

32%

250

0%

2,435

11%

380

0%

725

2%

41,645

82%

9,095

39%

76,265

81%

21,485

46%

Machinery

Manufacturing

970

4%

745

3%

105

2%

65

0.1%

335

1%

135

0.1%

305

1%

Building Material and

Repair and

Supplies Wholesaler-

Distributors

710

3%

820

4%

115

2%

440

1%

260

1%

485

1%

1,160

3%

23,065 55,125 625 905

13% 32% 0.4% 1%

Source: Statistics Canada, 2011 National Household Survey

Maintenance Force

1,415

6%

120

1%

180

3%

190

0.4%

495

2%

1,135

1%

545

1%

2,500

1%

Total Labour

25,080

–

21,735

–

6,940

–

50,885

–

23,080

–

94,295

–

46,210

–

174,330

–


Appendix B: Details from the BuildForce LMI System


An annual measure of regional market conditions is prepared for each trade and occupation in the form of a ranking from one (excess supply) to five (intense competition for qualified workers), and is reported below. Each ranking represents conditions for a trade or occupation in construction in each province.

Each ranking is based on four measures:



Unemployment rates at the seasonal peak of activity



Annual change in employment



Replacement demand as a percentage of the workforce



Industry survey/consultation

Each of these measures is assigned a market ranking based on the following characterization of conditions from the employer’s point of view.

British Columbia Employment Change in Trades and Occupations

Trades

Contractors and supervisors


Gasfitters

Insulators

Plumbers






Total Direct Construction (34 Trades &

Occupations)

2014 2015 2016 2017 2018

2019 to

2024

# -305 404

% -2.2% 3.0%

# -261 350

% -2.0% 2.7%

# -6 28

% -0.7% 3.4%

# -33 26

% -3.0% 2.4%

# -202 232

% -2.5% 3.0%

# -30 39

% -1.4% 1.9%

# 85 69

% 2.0% 1.6%

# -45 49

% -2.4% 2.7%

537

3.9%

372

2.8%

49

5.7%

41

3.8%

200

2.5%

71

3.4%

60

1.4%

59

3.1%

377

2.6%

312

2.3%

26

2.9%

51

4.5%

188

2.3%

80

3.7%

45

1.0%

51

2.6%

181

1.2%

195

1.4%

7

0.8%

36

3.0%

132

1.6%

69

3.1%

57

1.3%

39

1.9%

614

4.1%

918

6.5%

-

0.0%

113

9.3%

678

7.9%

213

9.1%

413

9.0%

146

7.2%

# 14 54

% 0.9% 3.5%

# -28 611

% -0.2% 3.6%

198

12.5%

1,485

8.4%

147

8.3%

633

3.3%

68

3.5%

1

0.0%

35

1.8%

-1,050

-5.3%

# -457 4,467 5,849 2,920 1,396 5,434

% -0.3% 2.9% 3.7% 1.8% 0.8% 3.2%


British Columbia Labour Force and Replacement Demand


Trades

Average

Age

2014



Gasfitters

Insulators

Plumbers






Total Direct Construction (34 Trades

& Occupations)

44

39

42

38

39

42

40

39

39

36

41

Exit from the Labour Force

(Replacement Demand)

2014

382

208

19

18

122

53

65

32

34

280

3,509

2024

420

286

24

25

173

64

96

42

39

345

4,079

Total

2014 to

2024

4,557

2,760

252

244

1,637

655

927

409

408

3,644

Replacement

Demand as a % of

Labour Force

(Previous Year)

2014

(%)

2.6%

1.5%

2.1%

1.5%

1.4%

2.3%

1.4%

1.6%

2.1%

1.5%

42,871 2.1%

2024

(%)

2.6%

1.8%

2.4%

1.8%

1.8%

2.4%

1.8%

1.8%

1.8%

1.8%

2.2%

British Columbia Trade Ranking

Contractors and supervisors


Gasfitters

Insulators

Plumbers



Sheet metal workers

Steamfitters, pipefitters and sprinkler system installers 3

Trades helpers and labourers 3

3

3

3

3

3

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3

3

3

3

3

3

4

3

4

4

3

3

4

3

3

4

4

3

4

3

3

4

3

4

4

3

4

3

3

4

3

3

3

3

3

5

4

4

3

4

3

4

5

4

4

3

4

3

3

4

3

4

3

4

3

3

3

3

4

4

4

4

4

3

3

4

3

4

3

3

3

3

3

3

4

3

3

3

3

3

4

4

3

4

4

4

3

3

3

3

3

3

3


Alberta Employment Change in Trades and Occupations

Trades 2014



Gasfitters

Insulators

Plumbers







Occupations)

# 560

% 3.4%

# 416

% 2.3%

# 27

% 6.9%

# 30

% 1.3%

# 112

% 1.3%

# 142

% 7.0%

# 345

% 8.0%

# 30

% 1.2%

# -53

% -1.3%

# 1,566

% 7.8%

# 8,235

% 4.7%

2015

0.4%

-27

-0.3%

41

1.9%

-22

-0.5%

-28

-279

-1.7%

-12

-0.1%

-7

-1.7%

10

-1.1%

2

0.1%

-303

-1.4%

-3,932

-2.1%

2016

-2.3%

-167

-1.9%

-39

-1.8%

-50

-1.1%

-98

-780

-4.7%

-564

-3.0%

-18

-4.4%

-53

-3.9%

-119

-3.1%

-1,314

-6.1%

-7,942

-4.4%

2017 2018

-0.7%

-71

-0.8%

-20

-0.9%

-46

-1.0%

-43

-393

-2.5%

-155

-0.9%

-7

-1.8%

-16

-1.8%

3

0.1%

-763

2.3%

110

2.9%

81

-3.8% 0.4%

-3,662 1,480

-2.1% 0.9%

2.5%

143

1.7%

54

2.5%

84

1.9%

56

179

1.2%

195

1.1%

-4

-1.0%

56

20.1%

1,445

16.8%

379

17.1%

744

16.2%

488

2019 to

2024

2,407

15.4%

2,788

15.4%

48

12.6%

462

19.9%

667

17.1%

2,983

15.4%

24,422

14.3%


Alberta Labour Force and Replacement Demand

Alberta

Average

Age



Trades 2014 2014



Gasfitters

42

36

Insulators

Plumbers

39

39

37

Refrigeration and air conditioning mechanics 39



38

38




Occupations)

39

35

39

Alberta Trade Ranking

52

43

71

254

3,149

402

217

6

39

116

41

2024

92

50

90

368

4,001

454

329

10

54

165

59

Total

2014 to

2024

4,762

2,925

93

516

1,509

561

814

507

881

3,375

39,377



Gasfitters

Insulators

Plumbers



Trades helpers and labourers

3

Sheet metal workers 3


3

3

3

3

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 2 2 3 3 4 4 4 4 4

3

3

2

2

2

2

3

3

3

3

4

4

4

4

3

4

3

3

3

4

2

3

2

2

2

3

3

2

3

2

3

2

3

2

3

3

3

3

3

3

3

4

4

3

4

3

3

3

4

4

4

4

4

4

4

4

4

4

4

4

4

4

4

3

4

4

4

4

4

3

3

3

4

3

4

3

3

3

4

4

4

4

4

Replacement


Labour Force

(Previous Year)

1.1%

1.6%

1.7%

1.2%

1.7%

2014

(%)

2.3%

1.1%

1.4%

1.6%

1.3%

1.8%

1.6%

1.6%

1.9%

1.5%

1.9%

2024

(%)

2.4%

1.5%

2.2%

1.9%

1.6%

2.1%


Saskatchewan Employment Change in Trades and Occupations

Trades 2014 2015 2016 2017



Gasfitters

Insulators

Plumbers







Occupations)

# 59

% 1.8%

# 54

% 1.4%

89

2.7%

52

1.3%

# -3 -

% -11.1% 0.0%

# 5

% 2.6%

4

2.0%

# 56

% 2.2%

# 29

% 5.6%

# 23

% 3.8%

# 17

% 2.3%

72

2.8%

21

3.8%

19

3.0%

22

2.9%

# -3 2

% -0.5% 0.3%

# 102

% 1.9%

287

5.1%

# 755

% 1.8%

36

5.5%

227

3.9%

15

2.2%

47

0.8%

1,229 1,336 609

2.9% 3.1% 1.4%

97

3.7%

19

3.3%

12

1.8%

27

3.5%

114

3.3%

66

1.7%

2

8.3%

7

3.5%

65

2.4%

23

3.9%

5

0.8%

17

2.1%

64

1.8%

105

2.6%

-

0.0%

5

2.4%

2018

2019 to

2024

-367 163

4.5%

316

7.7%

7

-9.7%

-407

-9.2%

-7

26.9% -21.2%

13

6.1%

-7

-3.1%

219

7.9%

3

0.5%

-257

-8.6%

6

1.0%

3

0.4%

56

6.9%

-32

-4.7%

-83

-9.5%

90 -74

12.8% -9.3%

207

3.4%

-955

-15.1%

1,930 -5,229

4.3% -11.1%


Saskatchewan Labour Force and Replacement Demand

Saskatchewan

Trades

Average

Age

2014



Gasfitters

42

35

Insulators

Plumbers

43

40

36

Refrigeration and air conditioning mechanics 38



37

38

34 Steamfitters, pipefitters and sprinkler system installers



Occupations)

34

38



2014

87

55

2

5

41

10

7

14

6

70

789

2024

90

67

-

5

46

13

12

16

12

96

895

Total

2014 to

2024

1,001

675

10

55

474

129

110

170

102

956

9,483

Replacement


Labour Force

(Previous Year)

2014

(%)

2.5%

1.3%

6.9%

2.4%

1.5%

1.8%

1.1%

1.8%

0.9%

1.2%

1.8%

2024

(%)

2.5%

1.5%

0.0%

2.1%

1.5%

1.9%

1.7%

1.9%

1.5%

1.6%

1.9%



Insulators

Plumbers



Sheet metal workers



Saskatchewan Trade Ranking

4

4

4

4

4

4

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

4 4 4 4 4 4 3 3 3 3

4

4

3

4

4

4

4

4

4

4

3

3

2

2

2

3

3

3

3

3

4

4

3

4

4

3

4

3

3

4

4

3

3

3

3

2

3

3

2

3

3

3

3

3

3

3

3

4

4

4

4

4

3

4

4

4

4

4

4

3

3

3

2

3

2

2

2

2

3

3

3

3

3

3


Trades

Manitoba Employment Change in Trades and Occupations

2015 2016



Gasfitters

Insulators

Plumbers







& Occupations)

# 128 331 203

% 4.4% 11.0% 6.1%

# 91 183

% 3.2% 6.2%

346

11.0%

# -2 4

% -2.2% 4.5%

# 4 14

% 1.4% 4.9%

5

5.4%

30

10.0%

# 22 100

% 1.3% 5.7%

# 26 47

% 3.0% 5.3%

# -1 18

% -0.1% 2.1%

# 19 28

% 3.4% 4.9%

118

6.3%

81

8.7%

24

2.8%

43

7.2%

# 23 26

% 6.1% 6.5%

# 36 445

% 0.7% 8.7%

66

15.5%

363

6.6%

# 603 2,641 2,655

% 1.7% 7.3% 6.8%

2014 2017

-

0.0%

76

1.3%

566

1.4%

27

1.4%

13

1.3%

23

2.6%

-10

-1.6%

65

1.8%

-74

-2.1%

2

2.1%

-3

-0.9%

2018

2019 to

2024

-116 -244

-6.7%

-32

-0.9%

-

0.0%

1

0.3%

3

0.1%

4

0.4%

21

2.3%

-1

-0.2%

-19

-3.9%

-245

-4.1%

-3.4%

9

0.3%

-2

-2.0%

5

1.5%

21

1.0%

30

2.9%

26

2.8%

-1

-0.2%

-6

-1.3%

-413

-7.2%

-1,527 -1,391

-3.6% -3.4%


Manitoba Labour Force and Replacement Demand

Manitoba

Trades

Average

Age

2014



2014 2024



Gasfitters

Insulators

Plumbers







Occupations)

44

36

38

34

37

37

37

36

41

34

39

91

35

1

3

24

14

10

5

7

70

753

92

55

2

5

37

23

15

11

11

95

879

Manitoba Trade Ranking

Total

2014 to

2024

1,058

502

19

45

348

215

147

97

109

944

9,346

Replacement


Labour Force

(Previous Year)

2014

(%)

3.0%

1.1%

1.0%

1.0%

1.2%

1.5%

1.1%

0.8%

1.7%

1.2%

1.9%

2024

(%)

2.6%

1.5%

1.9%

1.4%

1.6%

2.0%

1.4%

1.6%

2.2%

1.6%

2.0%


2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

4

Electricians, including industrial and power systems 4

Insulators 3

Plumbers 4




3



4

4

5

4

4

4

3

4

4

4

4

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

2

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

2

3

3

3

3

3

3

3

3

2

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3


Trades



Gasfitters

Insulators

Plumbers







Occupations)

Ontario Employment Change in Trades and Occupations

2017 2018

-147

-0.4%

-3

0.0%

-4

-0.1%

11

0.4%

-19

-0.1%

-42

-0.4%

-14

-0.1%

13

0.2%

42

1.1%

-865

-1.4%

2019 to

2024

389 160

0.5%

416

1.2%

11

0.4%

28

1.0%

106

0.6%

150

1.3%

50

0.4%

48

0.9%

79

2.1%

87

0.1%

1.2%

709

2.0%

65

2.2%

40

1.4%

315

1.8%

318

2.8%

284

2.2%

99

1.8%

-13

-0.3%

-788

-1.3%

1,504 -2,856 1,518

0.4% -0.7% 0.4%

2014 2015 2016

# 480

% 1.5%

# 845

% 2.5%

# 48

% 1.8%

# 31

% 1.2%

# 308

% 1.8%

# 335

% 3.1%

# 172

% 1.4%

# 69

% 1.3%

1,342 315

4.3% 1.0%

1,249 69

3.6% 0.2%

87

3.1%

105

3.9%

575

3.4%

313

2.8%

236

1.9%

189

3.5%

23

0.8%

48

1.7%

192

1.1%

118

1.0%

131

1.0%

56

1.0%

# 163

% 4.8%

# 513

% 0.9%

315

8.8%

4,146

7.5%

-47

-1.2%

1,450

2.4%

# 5,930 19,386 5,949

% 1.6% 5.2% 1.5%


Ontario Labour Force and Replacement Demand

Ontario

Trades

Average

Age

2014



Gasfitters

Insulators

Plumbers







& Occupations)

43

39

39

39

39

39

39

41

40

37

40



2014

784

593

55

40

275

205

164

94

70

862

7,586

2024

871

689

67

58

326

263

221

117

80

1,068

8,820

Total

2014 to

2024

9,447

7,252

686

570

3,352

2,691

2,211

1,210

852

11,270

94,103

Replacement


Labour Force

(Previous Year)

2014

(%)

2.4%

1.7%

1.9%

1.4%

1.5%

1.8%

1.3%

1.7%

1.9%

1.4%

1.9%

2024

(%)

2.5%

1.7%

2.1%

1.8%

1.7%

2.1%

1.6%

1.9%

1.8%

1.6%

2.0%

Ontario Trade Ranking


2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 3 3 3 3 3 3 3 3 3


Gasfitters 3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

Insulators

Plumbers


Residential and commercial installers and servicers 3

Sheet metal workers

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3



3

3

4

3

4

3

3

3

3

3

3

3

3

3

3

3

3

3


New Brunswick Employment Change in Trades and Occupations

Trades 2014

Contractors and supervisors # -5

2015

11

% -0.2% 0.5%

# 33 -9 Electricians, including industrial and power systems

Insulators

% 1.5% -0.4%

Plumbers

# 5 6

% 1.7% 2.0%

# 8 -4






Total Direct Construction (34

Trades & Occupations)

% 0.9% -0.4%

# 2 5

% 0.9% 2.2%

# -8 -

% -1.8% 0.0%

# 4 -

% 1.3% 0.0%

# 44 -4

% 8.6% -0.7%

# -154 15

% -4.7% 0.5%

# -323 20

% -1.3% 0.1%

2017

42

1.8%

49

2.1%

4

0.9%

8

2.5%

11

1.8%

12

3.9%

18

1.9%

10

4.0%

70

2.0%

486

1.9%

2016

126

5.6%

139

6.2%

2

0.5%

9

2.9%

54

9.8%

9

3.0%

26

2.8%

15

6.4%

293

9.3%

1,352

5.5%

2018

-19

-0.8%

-24

-1.0%

9

2.8%

6

0.6%

-2

-0.8%

4

0.9%

4

1.2%

-14

-2.3%

-24

-0.7%

-119

-0.5%

2019 to

2024

-72

-3.0%

-29

-1.2%

40

12.1%

-6

-0.6%

-9

-3.5%

-2

-0.5%

8

2.4%

-4

-0.7%

-357

-10.2%

-981

-3.8%


New Brunswick Labour Force and Replacement Demand

New Brunswick

Trades

Average

Age

2014



2014 2024



Gasfitters

Insulators

Plumbers







Occupations)

46

42

40

35

39

42

44

40

42

40

43

75

71

1

5

20

7

9

6

14

92

760

79

57

1

6

20

7

12

7

14

82

716

New Brunswick Trade Ranking

Total

2014 to

2024

895

737

11

59

229

82

123

74

180

997

8,475

Replacement


Labour Force

(Previous Year)

2014

(%)

2.9%

2.8%

2.4%

1.5%

1.9%

2.7%

1.7%

1.7%

2.4%

2.3%

2.6%

2024

(%)

3.1%

2.1%

2.6%

1.4%

1.8%

2.5%

2.4%

1.9%

2.0%

2.2%

2.5%



Insulators 3

Plumbers 3



Sheet metal workers

3

3

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 4 4 3 3 4 4 3 3 3

3

4

3

3

4

3

3

4

4

3

4

3

3

3

4

3

3

3

3

4

4

4

3

3

4

4

4

4

4

3

4

3

4

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3



4

4

4

4

3

3

4

3

4

3

3

3

3

3

3

3

3

3


Trades


Nova Scotia Employment Change in Trades and Occupations


Gasfitters

Insulators

Plumbers






Total Direct Construction (34

Trades & Occupations)

2014

# -130 19

% -4.9% 0.8%

# -125 29

% -4.9% 1.2%

# -3 -

% -7.7% 0.0%

# -9 7

% -2.9% 2.4%

# -59 12

% -5.5% 1.2%

# -4 5

% -1.4% 1.8%

# -22 -1

% -4.0% -0.2%

# -19 4

% -5.5% 1.2%

# -39 21

% -7.8% 4.5%

# -465 11

% -11.6% 0.3%

# -1,941 162

% -6.7% 0.6%

2015 2017

1

0.1%

3

1.1%

-3

-0.6%

1

0.3%

-21

-0.8%

12

0.5%

-

0.0%

3

1.0%

3

0.6%

-66

-1.9%

-262

-1.0%

2016

14

2.9%

9

0.3%

118

0.4%

11

1.1%

-

0.0%

-1

-0.2%

5

1.5%

7

0.3%

35

1.4%

1

2.8%

6

2.0%

2018

9

0.9%

6

2.1%

-3

-0.6%

3

0.9%

1

0.0%

35

1.4%

-

0.0%

4

1.3%

11

2.2%

-59

-1.7%

-57

-0.2%

6.9%

50

4.8%

16

5.5%

11

2.1%

20

2019 to

2024

113

4.5%

140

5.5%

2

5.4%

22

5.9%

30

5.8%

12

0.3%

1,056

3.9%


Nova Scotia

Trades

Nova Scotia Labour Force and Replacement Demand



Gasfitters

Insulators

Plumbers







Occupations)

44

41

40

42

40

37

40

41

42

39

43

83

62

1

7

21

6

12

7

12

102

841

Nova Scotia Trade Ranking

82

70

1

10

26

7

13

9

15

87

820



Insulators

Plumbers



Sheet metal workers



Average

Age

2014



2014 2024 Total

2014 to

2024

917

749

11

98

259

72

126

93

155

1,013

9,211

Replacement


Labour Force

(Previous Year)

2014

(%)

2.8%

2.0%

2.2%

1.9%

1.6%

1.8%

1.8%

1.8%

2.1%

2.1%

2.5%

2024

(%)

2.9%

2.3%

2.3%

2.5%

2.0%

2.0%

3

3

3

3

3

3

3

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 3 3 3 4 4 4 4 3 4

3 3 3 3 4 4 3 3 3 3

3

3

3

3

3

3

3

3

3

4

3

4

4

3

4

4

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

4

3

3

4

4

3

3

4

4

3

3

3

3

3

3

3

3

3

3

3

3

3

3

3

2.1%

2.2%

2.5%

2.2%

2.6%


Newfoundland and Labrador Employment Change in Trades and Occupations

Trades



Insulators

Plumbers







& Occupations)

#

%

#

%

#

%

#

%

#

%

#

%

#

%

#

%

#

%

#

%

2014 2015

-23

-2.3%

37

3.7%

-279 86

-13.7% 4.9%

-30 4

-17.3% 2.8%

7

1.4%

13

2.5%

49

23.4%

-

0.0%

-11

-4.3%

-5

-1.7%

-52 7

-13.3% 2.1%

-64 56

-10.3% 10.0%

125

5.5%

-216

-1.1%

134

5.6%

803

4.2%

2016

-20

-8.1%

-1

-0.3%

-7

-2.0%

-5

-0.8%

-65

-6.3%

-66

-3.6%

-

0.0%

-27

-5.1%

-217

-8.6%

-1,176

-5.9%

2017 2018

-126 -6

-13.0% -0.7%

-234 8

-13.1% 0.5%

-8

-5.4%

1

0.7%

-93 -4

-18.7% -1.0%

-33 -7

-14.5% -3.6%

-7

-2.4%

-6

-2.2%

-39 -

-11.5% 0.0%

-141 4

-23.2% 0.9%

-463 -33

-20.1% -1.8%

-3,077 -149

-16.5% -1.0%

5.0%

17

9.1%

16

5.9%

12

4.0%

55

2019 to

2024

54

6.4%

277

17.8%

5

3.6%

20

11.7%

318

17.6%

1,838

12.0%


Newfoundland and Labrador Labour Force and Replacement Demand

Newfoundland and Labrador Average

Age



Replacement


Labour Force

(Previous Year)

2014

(%)

2024

(%)

Trades 2014



Insulators

Plumbers







& Occupations)

48

38

47

43

41

41

44

41

41

43

2014

43

39

5

12

4

4

10

18

68

573

2024

39

35

6

15

7

7

11

16

74

619

Total

2014 to

2024

462

373

64

147

68

67

123

180

786

6,596

Newfoundland and Labrador Trade Ranking

3.6%

1.6%

2.3%

2.0%

1.5%

1.1%

2.1%

2.4%

2.4%

2.4%

3.8%

1.8%

3.5%

2.8%

2.7%

2.1%

2.8%

2.5%

2.7%

2.9%



Insulators

Plumbers






3

3

3

2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

4 2 2 3 3 4 4 4 4 3

4

4

2

3

2

2

3

3

3

3

4

3

3

4

4

4

3

4

4

3

3

3

2

2

2

3

2

2

2

2

2

3

3

3

3

3

2

3

3

3

3

3

3

3

3

4

4

4

4

3

3

4

4

4

4

3

4

4

4

4

4

3

3

3

3

3

3

4

3

3

2

2

2

3


Trades

Prince Edward Island Employment Change in Trades and Occupations

2014 2015



Plumbers





& Occupations)

# -13 -12

% -3.8% -3.7%

# 13 13

% 2.2% 2.1%

# 12 4

% 4.3% 1.4%

# 1 1

% 2.9% 2.8%

# 3 1

% 2.7% 0.9%

# -14 14

% -3.0% 3.1%

# -79 -42

% -1.5% -0.8%

2016

4

1.3%

27

4.3%

9

3.1%

1

2.7%

3

2.6%

29

6.2%

158

3.1%

2017

8

2.5%

28

4.3%

6

2.0%

1

2.6%

4

3.4%

36

7.2%

202

3.9%

2018

14

4.3%

24

3.5%

9

2.9%

1

2.6%

2

1.7%

9

1.7%

185

3.4%

Prince Edward Island

Trades

Prince Edward Island Labour Force and Replacement Demand

Average

Age

2014



2014

11

12

2024

12

18

Total

2014 to

2024

128

177



Plumbers

46

41


41

47

Residential and commercial installers and servicers 44


42 Total Direct Construction (34 Trades &

Occupations)

8

1

1

18

141

9

1

4

15

158

98

11

30

186

1,688

Replacement Demand as a % of Labour Force

(Previous Year)

2014

(%)

3.0%

1.7%

2.4%

2.5%

0.8%

3.1%

2.3%

2024 (%)

3.1%

2.1%

2.3%

2.0%

2.8%

2.4%

2.4%

Prince Edward Island Trade Ranking



2015 2016 2017 2018 2019 2020 2021 2022 2023 2024

3 3 4 4 4 4 3 3 3 3

3 3 4 4 4 4 3 3 3 3

Plumbers



3

3

3

3

3

4

4

4

4

4

3

4

4

3

4

4

3

4

3

3

3

3

3

3

3

3

2

3

3

3

7.3%

3

7.5%

1

0.8%

-31

2019 to

2024

15

4.4%

20

2.8%

23

-5.7%

76

1.4%


Appendix C – Wanted Analytics: Detailed Findings


Exhibit #22, Refrigeration and air conditioning mechanics

Available Jobs by Province, Jan to May 2015

Total: 594

Ontario

Quebec

Alberta

British Columbia

Manitoba

Nova Scotia

New Brunswick

Saskatchewan


Yukon

0

159

141

94

33

31

40

39

37

4

9

20 40 60 80 100 120 140 160 180



Frequently Demanded Certificates

Driver's License

Red Seal Certificate

Workplace Hazardous Materials…

First Aid certification

HVAC Certification

43

50

16

22

0 20 40


60

97

80 100 120



Frequently Demanded Hard Skills

Preventative maintenance inspections

Digital Control Systems

Preventive maintenance

Technical support

Building automation

Computerized maintenance management system

Power system modeling

Energy management

Structured cabling

Maintenance repairs

6

6

6

8

8

9

0 5 10


12

15

15

20

24

25 30 35

35

40

Exhibit #25, Refrigeration and air conditioning mechanics, Number of Available Jobs by Industries

Top Industries

Construction

Manufacturing

Other Services (except Public Administration)

Wholesale Trade

Retail Trade

Public Administration

Transportation and Warehousing

Health Care and Social Assistance 11

Administrative and Support and Waste Management and Remediation Services 9

Professional, Scientific, and Technical Services

Other*

7

313

Total 594


117

46

25

23

16

14

13

*Other includes Unclassified Establishments, Industry Unavailable, and Other Industries



Top 10 Employers by Number of Available Jobs

Top Employers

Hydro Québec

Honeywell

Sun Country Health Region

CARMICHAEL LTÉE

Ainsworth

Alberta Health Services

Cameco Corporation

TRAN CLIMATISATION

Kings Refrigeration and A/C Ltd

All Yukon Refrigeration

Others (384)

Total (394)


12

11

7

6

6

6

6

5

5

4

526

594

A total of 1,219 available jobs were found for sheet metal workers across Canada a four month duration from January to May, 2015. Quebec came up as the top location with 468 postings followed by Alberta

(241) and Ontario (226). Jobs are mainly posted by employers in construction sector followed by retail trades and manufacturing. Red-Seal certificate and Workplace Hazardous Materials Information System

(WHMIS) certificate are among the most frequently demanded certificates in the job postings. List of top ten employers by the number of available jobs are provided in exhibit #29.

Exhibit #26, Sheet Metal Workers


Total: 1,219 Quebec

Alberta

Ontario

British Columbia

Saskatchewan

Manitoba

Nova Scotia

New Brunswick



0

29

24

22

14

10

56

86

100 200

241

226

300 400

468

500



Exhibit #27, Sheet Metal Workers, Frequently Demanded Certificates

Driver's License

Workplace Hazardous Materials

Information System


32

142

22

First Aid certification 22

0 20 40 60 80 100 120 140 160


Exhibit #28, Sheet Metal Workers, Number of Available Jobs by Industries

Top Industries

Construction

Retail Trade

Manufacturing

Wholesale Trade


Finance and Insurance

Information

Accommodation and Food Services

Health Care and Social Assistance


Other

Total



217

132

110

30

25

18

10

9

8

8

652

1,219

Exhibit #29, Sheet Metal Workers, Top 10 Employers by Number of Available Jobs

Top Employers

Home Depot

FLYNN CANADA LIMITED

Deloitte

Flynn Group of Companies

BMO Financial Group

Regis Corporation

EXCEL VENTILATION

Launch!

American Eagle Outfitters, Inc.

Target Corporation

Other

Total


9

9

8

134

28

13

11

8

7

5

987

1,219


A total of 1,755 available jobs were found for plumbers across Canada a four month duration from

January to May. Alberta came up as the top location with 544 job postings followed by Ontario (431).

524 jobs were posted by employers in the construction sector with the remaining spread across a wide range of other industries. Journeyperson certificate is one of the most frequently demanded certificates by employers; other certificates include Red-Seal certificate, Workplace Hazardous Materials

Information System (WHMIS) certificate, and construction safety training system certificate. List of top ten employers by the number of available jobs are provided in exhibit #33.

Exhibit #30, Plumbers


Total: 1,755

Alberta

Ontario

British Columbia

Quebec

Saskatchewan

Manitoba

Nova Scotia


New Brunswick


0

20

8

18

25

54

100

154

200

253

232

300


400

431

500

Exhibit #31, Plumbers


544

600

Driver's License 297

Journeyman Plumber


Information System


65

228

63

Construction Safety Training System 20

0 50 100 150


200 250 300 350


Exhibit #32, Plumbers, Number of Available Jobs by Industries

Top Industries

Construction

Educational Services

Health Care and Social Assistance

Retail Trade



Administrative and Support and Waste Management and Remediation Services

Manufacturing

Real Estate and Rental and Leasing

Wholesale Trade

Others

Total

524

43

28

25

23

20

19

16

13

10

1034

1,755



Exhibit # 33, Plumbers, Top 10 Employers by Number of Available Jobs

Top Employers

Mr. Rooter

DFS Consulting, Inc.

Lowe's

AGENCE DE LA SANTÉ ET DES SERVICES SOCIAUX

DE MONTRÉAL

Clean Harbors, Inc.

Ainsworth

Infinity Mechanical Ltd

Christman Plumbing & Heating Ltd.

JSL Mechanical Installations Ltd.

BLACK & MCDONALD LIMITED

Other

Total


21

20

18

12

9

9

8

8

7

7

1,636

1,755


A total of 313 available jobs were found for gas fitters across Canada a four month duration from

January to May. Over half of the jobs were located in Ontario (172). 50 jobs were posted by employers in the construction sector with the remaining spread across a wide range of other industries. Driver’s licences and Workplace Hazardous Materials Information System (WHMIS) certificates are frequently demanded by employers seeking to recruit gas fitters. List of top ten employers by the number of available jobs are provided in exhibit #37.

Exhibit # 34, Gas fitters


Total: 313

Ontario

Alberta

British Columbia

Quebec

Saskatchewan

Manitoba

New Brunswick

Nova Scotia



50

0

1

1

6

6

9

14

21

30

50 100


150

172

200

Exhibit # 35, Gas fitters


Driver's License


Information System

HVAC Certification


13

20

8

Technical Standards & Safety Authority 7

0 20 40


60

102

80 100 120


Exhibit # 36, Gas fitters, Number of Available Jobs by Industries

Top Industries

Construction

Retail Trade

Wholesale Trade

Manufacturing



Utilities


Mining, Quarrying, and Oil and Gas Extraction

Educational Services

Other

Total



3

2

2

201

313

6

6

3

50

19

11

10

Exhibit # 37, Gas fitters, Top 10 Employers by Number of Available Jobs from Jan to May

Top Employers

Wolf Steel

Enbridge Inc.

Quick Fix Appliances Inc.

Friendly Fires

Infiniti Air conditioning and Heating

CARMICHAEL LTÉE

Superior Propane

Kenmac Energy

Arrow Heating & Air Conditioning Inc.

Gas Drive Global LP

Other

Total


4

4

4

4

6

5

4

4

3

3

272

313


A total of 1,019 available jobs were found for steam – pipe fitters across Canada a four month duration from January to May. Over half of the jobs were located in Alberta (521). 245 jobs were posted by employers in construction sector with the remaining spread across a wide range of other industries.

Construction safety training system certificate and H2S alive, along with more general certificate such as driver’s licence, and first aid certification are among most frequently demanded certificates by employers. List of top ten employers by the number of available jobs are provided in exhibit #41.

Exhibit #38, Steamfitters, Pipefitters and Sprinklers System Installers


Total: 1,019

Alberta

Ontario

British Columbia

Saskatchewan

Manitoba


New Brunswick

Nova Scotia

Quebec


94

142

201

521

8

8

2

1

16

10

0 100 200


300 400 500 600

Exhibit # 39, Steamfitters, Pipefitters and Sprinklers System Installers


Driver's License

Construction Safety Training System

170

170

163 First Aid certification

H2S Alive 139


Information System

78

0 20 40 60 80 100 120 140 160 180



Exhibit #40, Steamfitters, Pipefitters and Sprinklers System Installers,

Number of Available Jobs by Industries

Top Industries

Construction

Manufacturing



Utilities



Retail Trade

Wholesale Trade


Other

Total

245

44

31

31

11

9

9

8

7

6

618

1,019



Exhibit # 41, Steamfitters, Pipefitters and Sprinklers System Installers,

Top 10 Employers by Number of Available Jobs

Top Employers

TECHMATION ELECTRIC & CONTROLS

Tarpon Energy Services LTD.

POWELL CANADA INC

FLINT ENERGY

Independent Electric

Strike Energy Services Inc.

URS Corporation

Studon Electric & Controls

Techmation Electric

Status Electrical Corporation

Others (549)

Total (559)


27

27

24

18

17

14

13

12

12

10

845

1,019


A total of 5,540 jobs were available for Electricians across Canada over a four month duration from

January to May; Ontario came up as the top location with 1,688 job postings followed by Alberta

(1,568), Quebec (823), and British Columbia (628). Electricians are demanded by employers across a wide range of industries with the top two being employers in construction and manufacturing with 723 and 361 posted jobs respectively. Most frequently demanded certificates include, telecommunications, construction safety training system, Workplace Hazardous Materials Information System, H2S alive, and

Red-Seal certificates as well as driver’s licence, and first aid certification. Employers most often demand hard skills such as instrumentation, and maintaining electrical systems among others. List of top ten employers by the number of available jobs are provided in exhibit #46.

Exhibit #42, Electricians, including industrial and power systems*

Available Jobs by Province , Jan to May 2015

Total: 5,540

Ontario

Alberta

Quebec

British Columbia

Saskatchewan

Nova Scotia

Manitoba

New Brunswick


Yukon

126

107

68

68

18

306

628

823

1 688

1 568

0 200 400 600 800 1000 1200 1400 1600 1800


*NOCS (724) Electrical trades and electrical power line and telecommunications workers


Exhibit #43, Electricians, including industrial and power systems


Driver's License


Telecommunications


Workplace Hazardous Materials…

H2S Alive


506

453

789

229

221

347

302

0 100 200 300 400 500 600 700 800 900


Exhibit #44, Electricians, including industrial and power systems Frequently Demanded Hard Skills

Electrical systems

Preventive maintenance

Instrumentation

Preventative maintenance inspections

Power system modeling

Industrial control systems

Electrical distribution

0


502

555

554

246

230

219

81

100 200 300 400 500 600


Exhibit #45, Electricians, including industrial and power systems, Number of Available Jobs by Industry

Top Industries

Construction

Manufacturing

Wholesale Trade


Utilities

Information




Retail Trade

Other

Total



723

361

133

132

129

122

93

79

77

67

3624

5,540

Exhibit #46, Electricians, Top 10 Employers by Number of Available Jobs

Top Employers

INSTECH TÉLÉCOMMUNICATION INC.

ATCO Electric

Hydro Québec

FLINT ENERGY

Bell Solutions Techniques

TELUS Corporation

SNC-LAVALIN INC.

URS O&G

Edward Jones

TECHMATION ELECTRIC & CONTROLS

Others (2,650)

Total


55

53

53

49

85

59

57

56

49

43

4,981

11,207

A total of 1,641 jobs were available for Residential and Commercial Installers across Canada a four month duration from January to May; Ontario came up as the top location with 1,641 job postings followed by Alberta (896), and Quebec (743). Residential and Commercial Installers are demanded by employers across a wide range of industries including construction (452), retail trade (356), and manufacturing (222). Most frequently demanded certificates include Workplace Hazardous Materials

Information System, construction safety training system certificates as well as general certificates such as driver’s licence and first aid certification. List of top ten employers by the number of available jobs are provided in exhibit #50.


Exhibit # 47, Residential and Commercial Installers


Total: 1,641

Ontario

Alberta

Quebec

British Columbia

Saskatchewan

Manitoba

Nova Scotia

New Brunswick



1 641

743

896

77

55

6

46

209

138

327

0 200 400 600 800 1000 1200 1400 1600 1800


Exhibit #48, Residential and Commercial Installers


Driver's License


Information System


141

586

140

Construction Safety Training System 27

0 100 200 300


400 500 600 700


Exhibit #49, Residential and Commercial Installers, Number of Available Jobs by Industries

Top Industries

Construction

Retail Trade

Manufacturing

Wholesale Trade






Information

Other

Construction



452

356

222

127

77

65

36

31

27

20

2,755

452

Exhibit # 50, Residential and Commercial Installers, Top 10 Employers by Number of Available Jobs

Top Employers

PEAK INSTALLATIONS

Creative Door Services Ltd.

Bath Fitter

Costco Wholesale Corporation

Johnson Controls, Inc

CLUB PISCINE

Go Auto Direct

RBC

CN Railway

Landmark Home Solutions

Other

Total


18

17

17

16

42

33

20

19

16

15

3,955

4,168


A total of 11,207 jobs were available for trades helpers and labourers across Canada over a four month duration from January to May; Ontario came up as the top location with 3,548 available jobs followed by

Alberta (2,555), and Quebec (2,527). Helpers and labourers are demanded by employers across a wide range of industries including construction (1,151), manufacturing (538) and a range of other industries.

Certificates such as Workplace Hazardous Materials Information System, construction safety training system certificates, as well as driver’s licence and first aid certification were most often required in the job ads. List of top ten employers by the number of available jobs are provided in exhibit #54.

Exhibit #51, Helpers/Labourers Available Jobs by Province, Jan to May 2015

Total: 11,207

Ontario

Alberta

Quebec

British Columbia

Saskatchewan

Manitoba

Nova Scotia

New Brunswick



2 555

2 527

3 548

0

264

183

46

159

322

597

853

500 1 000 1 500 2 000 2 500 3 000 3 500 4 000


Exhibit #52, Helpers/Labourers Frequently Demanded Certificates

Driver's License


Workplace Hazardous Materials Information

System


432

367

1 010

215

Class 5 Driver's License 74

0 200 400


600 800 1000 1200


Exhibit #53, Helpers/Labourers, Number of Available Jobs by Industry

Top Industries

Construction

Manufacturing

Retail Trade


Wholesale Trade





Accommodation and Food Services

Other

Total



1,151

538

300

282

250

211

188

154

149

115

7869

11,207

Exhibit #54, Helpers/Labourers, Top 10 Employers by Number of Available Jobs

Top Employers

Loblaw Companies Ltd

We Check

Leon's Furniture Ltd

Universal Gateway, Inc

UPS

Penske Truck Leasing

URS O&G

Vector Marketing

AIR Canada

Clean Harbors, Inc.

Others

Total


30

29

28

28

47

44

44

39

25

25

10,868

11,207


A Labour Market Investigation of the HVACR Sector in Canada

A Labour Market Investigation of the

HVACR Sector

A Report for the HVACR Workforce Development

Foundation, and

Heating, Refrigeration and Air Conditioning Institute of Canada (HRAI)

Prepared By: Prism Economics and Analysis

Prism Economics and Analysis

Executive Summary

Key Industry Characteristics

Labour Market Conditions

1.

Introduction

1.1

Mandate

1.2

Summary of Findings

1.3

Report Structure

2.

The HVACR Sector

2.1

Products and Services

2.2

Employers

2.3

The Workforce

2.4

Training and Certification

Domestic/Residential Certified Heating Technician (Forced Air HVAC)

Domestic/Residential Geothermal Heating Technician

Refrigeration and Air Conditioning Mechanic (Residential)

Refrigeration Air Conditioning Mechanics

Plumbers

Sheet Metal Workers

Community College Programs

2.4.1

Private and Union Programs

2.5

Regulations

Employer Responsibilities and Regulations

3.

Labour Markets

3.1 Assessing Labour Market Conditions

3.2 Projections for Employment and Market Conditions

British Columbia

Alberta

Saskatchewan

Manitoba

Ontario

Quebec

Atlantic Canada

Scan of Job Openings

4.

Conclusions

Appendix A

Selected Occupations by Education, Canada, 2011

Selected Occupations by Industry, Canada, 2011

Appendix B: Details from the BuildForce LMI System

Appendix C – Wanted Analytics: Detailed Findings

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