LABOUR MARKET STRATEGY CULTIVATING A STRONGER TOMORROW

Transcription

1 LABOUR MARKET STRATEGY CULTIVATING A STRONGER TOMORROW DEFINING A LABOUR MARKET STRATEGY FOR CHATHAM-KENT This project is funded in part by the Government of Canada and the Government of Ontario.

2 EXECUTIVE SUMMARY As Chatham-Kent becomes increasingly known for its broadening diversity of business activity, it is important that stakeholders have access to accurate, timely and relevant local labour market information. To this end, the Chatham-Kent Workforce Planning Board (CKWPB) has developed the Local Labour Market Planning report (LLMP Report) by examining the various available data sources. This report provides an update on the trends and issues related to employment and workforce development that have been identified by stakeholders. In addition, this report updates our threeyear strategic plan with accomplishments and next steps. The next steps are designed to support the community s goals. Through the analysis of available data, there were three common themes identified: + + Through community consultations, and the EmployerOne Survey, employers indicated they have trouble finding employees with the level of soft skills they require + + The level of education in Chatham-Kent is lower than the province as a whole + + Young skilled workers are migrating to locations with greater economic opportunity This report also outlines how the community of Chatham-Kent is working together to address workforce challenges.

3 TABLE OF CONTENTS Background 4 Age of Population 5 Net Migration 6 Immigration 8 Employment 8 Educational Attainment 10 Soft Skills 11 Business Establishments in Chatham-Kent 12 Total Employment by Industry 14 Location Quotient 16 Occupational Outlook 18 Employment Service 23 Literacy and Basic Skills 26 Second Careers 28 Apprenticeship 30 Final Thoughts Action Plan Review & Action Plan 33 Strategic Priority - Focus on Education 33 Strategic Priority - Industry Specific Workforce Needs 34 Strategic Priority - Entrepreneurship & Small Business 34 Strategic Priority - Labour Market Information 36

4 BACKGROUND The CKWPB was formed in 2009 with the purpose of producing and sharing local labour market information with Chatham-Kent. The CKWPB continues to identify needs within the local workforce and facilitate solutions through community partnerships. The CKWPB has three strategies that guide projects completed by the organization. + + Support the development of an entrepreneurial mindset in Chatham-Kent s companies and workers + + Organize targeted industries to identify and address workforce challenges + + Promote greater participation in post-secondary education and lifelong learning The information and data in this document comes from numerous sources: Statistics Canada (i.e. National Household Survey, Taxfiler, and the Labour Force Survey), Canada Business Counts (previously titled Canada Business Patterns), the Ministry of Advanced Education and Skills Development (i.e. Employment Ontario client data), Metro Economics, EMSI Analyst and CKWPB (i.e. online community consultations and the EmployerOne Survey). The CKWPB recognizes that the 2011 National Household Survey (NHS) data is dated. The 2016 NHS was conducted earlier this year and will be available to report on in next year s document. Analyst is a web-based tool that provides data on regional economies and workforces. Analyst combines multiple national data sources, harmonizing them to take advantage of the strengths of each source. This means that Analyst may use the validity of Census data and the frequency of the Labour Force Survey, among others, and combine them to project statistics that are both accurate and up-to-date. Online community consultations with employers, Employment Ontario network partners and community members are also conducted on an annual basis. These consultations add context to the statistical data and outline items and areas where attention may be needed. Online consultations were held from May 10-June 24, 2016 and were promoted through social media, direct s and community events. Online consultations allow for greater opportunity to participate, eliminate vacation conflicts and offer opportunity for honest and open answers. The results of the online consultations have been worked into this report where possible. Anonymous, raw data has been included in the Appendix of this report. 4

5 OUR POPULATION Nestled in the heart of Southwestern Ontario, Chatham-Kent is located between Lake St. Clair and Lake Erie. It was established in 1998 through the amalgamation of 22 former municipalities. It is easily accessible from Highway 401, with competitive land costs that make it an extremely attractive destination for commerce. In 2011, the National Household Survey reported that Chatham-Kent s population was 102,075. According to Analyst projections, Chatham-Kent s population stands at 104,911 in This projection was calculated with data compiled from StatCan CANSIM datasets using a specialized process. Sources include annual estimates by census division, birth and mortality rates, and projected population estimates by province. AGE OF POPULATION FIGURE 1 Statistics Canada, National Household Survey, 2011 Figure 1 shows that Chatham-Kent has an older population compared to the province as a whole. 17% of Chatham-Kent s population falls in the 65+ age group, compared to 14% in Ontario. The Analyst population projection has the 65+ age group increasing from 17% to 20% of the total population for Chatham-Kent in The increase may be related to the idea that quieter rural centres are more appealing to those in their retirement years, while the busy urban centres are a hot spot for employment and entertainment and therefore attract the young skilled workers. 45% of Chatham-Kent s prime working population (18-64) falls between the ages of 20-44, while it is 51% in Ontario. The gap of younger workers in Chatham-Kent compared to the province could have an effect on Chatham-Kent employers ability to attract and retain workers they need to operate their businesses. Chatham-Kent will also see a greater impact from the baby boomer retirements in their workplace than their peers in other regions because of the lack of young skilled workers. 5

6 NET MIGRATION In order to ensure that Chatham-Kent employers have a sufficient supply of qualified workers it is important that we offset the population decline and attract young skilled professionals to our area. Currently, the CKWPB is working with the Resident Attraction and Retention department to address this challenge. A full list of the CKWPB s strategic priorities, including resident attraction and retention can be found at the back of this book with expected outcomes and next steps. The migration of individuals seeking economic opportunity elsewhere is partly responsible for the population change in Chatham-Kent. Table 3 illustrates that from 2009 to 2014 the total net-migration for Chatham-Kent was -2,539 residents, while large urban centres like Toronto for example, had a total net-migration of 100,953 residents. Taking a closer look, Table 3 shows the only age groups to increase in Chatham-Kent over the five-year period were the and 65+ years, while the rest declined over the five-year span. Chatham-Kent lost 2,492 residents from its prime working population (age 18-64) between 2009 and 2014, while Toronto gained 125,130. This statistic shows that one of the reasons we may be seeing a decline in our prime working age groups is because young professionals are seeking opportunities in larger urban centres. 6

7 OUT-MIGRANTS FROM 2009 TO 2014 Census Division 0-17 years years years years 65+ years Total York 36,385 25,618 93,754 44,104 15, ,245 Lambton 3,171 3,449 6,161 2,869 1,634 17,284 Waterloo 15,644 11,874 33,820 14,012 5,073 80,423 Chatham-Kent 3,691 3,193 5,660 2,645 1,168 16,357 Toronto 116,858 49, ,256 99,626 39, ,639 Essex 8,505 7,373 19,912 7,052 2,330 45,172 TABLE 1 Source: Statistics Canada, Taxfiler Data, 2015 IN-MIGRANTS FROM 2009 TO 2014 Census Division 0-17 years years years years 65+ years Total York 61,171 25, ,653 53,214 22, ,500 Lambton 3,427 1,972 5,049 3,316 1,584 15,348 Waterloo 18,466 15,862 40,799 13,502 5,954 94,583 Chatham-Kent 3,517 1,665 4,443 2,898 1,308 13,821 Toronto 102,667 99, ,718 94,062 29, ,582 Essex 10,516 6,418 16,791 7,971 2,931 44,627 TABLE 2 Source: Statistics Canada, Taxfiler Data, 2015 NET-MIGRANTS FROM 2009 TO 2014 Census Division 0-17 years years years years 65+ years Total York 24, ,899 9,110 7,229 73,255 Lambton 256-1,477-1, ,936 Waterloo 2,882 3,988 6, ,160 Chatham-Kent ,528-1, ,526 Toronto -14,181 50,232 80,462-5,564-9, ,953 Essex 2, , TABLE 3 Source: Statistics Canada, Taxfiler Data,

8 IMMIGRATION For the sake of this report an immigrant is defined as a person who has been granted the right to live in Canada permanently by immigration authorities. In 2011 immigrants made up 8% of the population in Chatham-Kent. According to the 2011 National Household Survey, there were 8,235 immigrants residing in Chatham-Kent. Of those, the participation rate of immigrants (those actively engaged in the labour force) was 48%, indicating that just over half of all immigrants to the region were not active in the workforce. In 2011, those immigrants who were actively participating in the labour force experienced a lower unemployment rate than non-immigrants (8.9% compared to 10.2%). The top three occupational categories in which immigrants were predominately employed were trades, transport, equipment operators and related occupations, sales and service occupations, and occupations in business, finance and administration (2011 National Household Survey). EMPLOYMENT The labour force is simply the number of people aged 15 and above who are able to work. There are various factors that can impact the labour force. There are also differences in labour force activity within sectors locally, where some industries are experiencing a growth in employment and some are experiencing a decline. Table 4 illustrates the labour force activity within certain age groups in Chatham-Kent. The 25 to 44 age group had the highest participation rate (84.2%). The participation rate is defined as the percentage of the labour force who are employed or unemployed and actively looking for work. The participation rate for Chatham-Kent as a whole was 60.3%. In comparison, the participation rate in 2011 for Windsor-Essex was 59.5% and 58.9% for Sarnia-Lambton. LABOUR FORCE ACTIVITY, CHATHAM-KENT, 2011 AGE Total Labour Force Labour Force Employed Unemployed Participation Rate % Employment Rate % Unemployment Rate % ,005 7,855 6,090 1, % 46.8% 22.4% ,710 19,115 17,295 1, % 76.2% 9.5% ,700 23,910 22,305 1, % 45.8% 6.7% Total 84,420 50,885 45,695 5, % 54.1% 10.2% TABLE 4 Source: Statistics Canada, National Household Survey,

9 Unemployment as a Percent Share of the Labour Force January 2006 to April 2016 FIGURE 2 Metro Economics - as with Analyst, Metro Economics uses various resources to form data projections As of May 2016 the unemployment rate in Chatham-Kent stood at 7.9% compared to May 2011 when it was 9.8%. Figure 2 shows a trend in Chatham-Kent s unemployment rate; it peaks during fall and winter months starting around October of each year and then falls again around May. This may be due to seasonal employment, meaning that there is more job availability during the summer months. Chatham-Kent is a rural region with a large number of agribusinesses, which is why we may see a peak in employment during the summer months. This trend is not present in Ontario s unemployment rates, most likely because Ontario has a more diverse workforce compared to Chatham-Kent. 9

10 EDUCATIONAL ATTAINMENT Chatham-Kent has a lower percentage of people who hold a post-secondary certificate, diploma or degree, compared to the province. According to the 2011 National Household Survey, those who possess a high school diploma or equivalent represent the largest number in Chatham-Kent. With the achievement of a high school diploma there are multiple options for continued education including college, university and apprenticeship. 25% of respondents in the EmployerOne Survey in January 2016 told us that a high school diploma (or equivalent) is the minimum level of education they look for when hiring, while the majority of employers (at 75%) stated that a college diploma was the minimum preferred level of education they look for when hiring. Based on our most recent information (NHS, 2011), approximately 66% of our population would not meet the minimum required education levels. In addition to diplomas and certificates, our workers need to be able to adapt to the changing demands of the workplace. In some cases, technology remains the greatest challenge for workers. One program that is working to mitigate this is the Computer Job Readiness program offered by the Adult Skills Centre (Lambton Kent District School Board). This 8 week program is geared to older workers who learn computer skills, gain confidence in their abilities, and continue to move along their career path. Did you know? Part of the Government of Canada s Youth Employment Strategy, the Agricultural Youth Green Jobs Initiative will help fund internships for post-secondary graduates working in the agriculture industry. Funding is available through Green Farms Stream or Green Internships Stream. For 10 more information please visit:

11 Education Attainment Levels of Those Aged 15 and Older, Chatham-Kent vs. Ontario FIGURE 3 Statistics Canada, National Household Survey, 2011 SOFT SKILLS During the CKWPB s 2016 online community consultations, 50% (11) of the employers reported that they have difficulty finding employees with the required level of soft skills - personal attributes that enable someone to interact effectively and harmoniously with other people. The top three soft skills employers reported wanting were problem-solving skills, work ethic and being a dependable employee. Interestingly, this echoes the CKWPB s 2016 EmployerOne Survey, which was conducted in January Employers were asked to identify the top five skills they look for in any hire. The number one job skill employers reported looking for was work ethic/dedication/dependability. Generally not learned in a classroom, soft skills often come from learning experiences such as volunteering, past work experience, job trials (paid and unpaid) and co-op placements. Of the 48 community members who participated in the CKWPB s community online consultations, 93% reported an interest in learning about ways to gain experience in a new field. Ideas brought forth by employers on how to increase the amount of experiential learning in Chatham-Kent included: + + A database connecting employers and those looking for experience + + Local business participation + + Employer partnerships with schools + + Paid co-op Currently, the CKWPB is conducting a survey with Chatham-Kent employers regarding experiential learning and from there we will take the first steps towards creating a communication line connecting employers and those looking to gain experience in the workforce. 11

12 BUSINESS ESTABLISHMENTS IN CHATHAM-KENT Small businesses continue to dominate the local economy. Table 5 shows that approximately half (48%) of all employer businesses employed fewer than five people in both 2014 and A further 22% employed between five and nine people. In 2015 there were 14 businesses that classified as large employers and employed more than 500 people, compared to 13 in This increase likely comes from an existing business in Chatham-Kent that expanded. Agriculture, forestry, fishing and hunting is responsible for the largest number of businesses in Chatham-Kent in 2015 with 2,597 and 2,232 of those coming from non-employer businesses. This may be due to the number of family farms in our area. Health care and social assistance also accounts for a large number of businesses in Chatham-Kent with 464 in The increasing number of businesses in this industry may be related to Chatham-Kent s aging population. The older our population, the more health care providers are required. Canada Business Counts (CBC) database is released semi-annually and contains data that reflects the number of business establishments. The information is gathered from the Business Register. The Business Register maintains a complete, up-to-date and unduplicated list of all active businesses in Canada that have a corporate income tax (T2) account, are employers or have a GST account with an annual gross business income of over $30,000. It should be noted that only information from 2014 and on will be reported on from CBC. This is because Statistics Canada reclassified data that the local boards analyze and compare annually. The updates to the CBC information impact the compatibility of previous fiscal data. Table 6 shows the change in average earnings by industry for 2014 to In the majority of industries, there has been an increase in the average earnings. The lone industry to decrease, Mining, quarrying, oil & gas extraction, fell $7,288 over the course of a year. The average earnings for Chatham-Kent as a whole in 2015 was $39,592 (EMSI Analyst, 2016). 12

13 Total Number of Employers by Employee Size Range at 2-digit NAICS Industry Average Earnings Over a One-Year Period Industry Average Earnings Total 2015 Changes Agriculture, Forestry, Fishing & Hunting 2, , Mining, Quarrying, Oil & Gas Extraction Utilities Construction Manufacturing Wholesale Trade Retail Trade Transportation & Warehousing Information & Cultural Industries Finance & Insurance Real Estate & Rental & Leasing 1, , Professional, Scientific & Technical Management of Companies Admin. Support, Waste Management & Remediation Services Educational Services Health Care & Social Assistance Arts, Entertainment & Recreation Accommodation & Food Services Other Services (except Public Administration) Public Administration Total 7,210 1, ,387 TABLE 5 Source: Canada Business Patterns, December A breakdown at the 3-digit NAICS level is available in the appendix to this document Average Earnings Total Change in Dollars Agriculture, Forestry, Fishing & Hunting $25,708 $25, Mining, Quarrying, Oil & Gas Extraction $70,508 $63,220-7,288 Utilities $98,287 $101,109 +2,852 Construction $49,632 $50, Manufacturing $47,766 $49,271 +1,505 Wholesale Trade $44,652 $47,859 +3,207 Retail Trade $24,001 $24, Transportation & Warehousing $40,443 $40, Information & Cultural Industries $39,089 $39, Finance & Insurance $36,162 $37,223 +1,061 Real Estate & Rental & Leasing $43,382 $44,773 +1,391 Professional, Scientific & Technical $43,431 $44,631 +1,200 Management of Companies $52,494 $55,872 +3,378 Admin. Support, Waste Management & Remediation Services $30,578 $31, Educational Services $52,989 $53, Health Care & Social Assistance $40,198 $41, Arts, Entertainment & Recreation $24,101 $24, Accommodation & Food Services $14,090 $14, Other Services (except Public Administration) $30,978 $31, Public Administration $48,737 $50,459 +1,722 TABLE 6 Source: EMSI Analyst,

14 TOTAL EMPLOYMENT BY INDUSTRY Changes in Employment by Industry in Chatham-Kent, 2015 FIGURE 4 EMSI Analyst, 2016 Figure 4 shows that between 2014 and 2015 Chatham-Kent experienced a net loss of 440 jobs. The construction industry added 203 jobs during the same period. The additional jobs may partially come from the work being done with wind turbines surrounding Chatham-Kent. It should be noted that the construction industry may see another large increase in jobs due to the recently approved North Kent Wind Farm project. The project is a joint venture between Pattern Energy and Samsung Renewable Energy and is estimated to create 200 jobs during construction, plus another 10 permanent jobs after completion. Construction on the 36 turbines is expected to begin by the end of 2016 and expected to reach completion at the end of Local contractors will be utilized during construction and operations, including Entegrus Inc., which will obtain maintenance contracts for the life of the project (Pattern Energy Group). The geographical characteristics of Chatham-Kent - with an abundance of open, flat land - make it an ideal location for wind turbines and energy generation. 14 Fun Fact: The Municipality of Chatham-Kent accounts for about 25% of all wind turbines in the province and 12% of the entire country.

15 Agriculture, forestry, fishing & hunting recorded zero changes in employment over the oneyear period. In a recent Chatham-Kent Blackburn News article, the president of the Kent Federation of Agriculture stressed the need for high-speed internet in rural Chatham-Kent. (Kislinsky, Jake. KFA Feeling Left Out Of Internet Expansion. Blackburn News, 28 July 2016). In order to meet the premier s mandate of growth expectations for agriculture, we can t do it without high-speed internet. It s slowing our growth, it s not allowing us to do business properly. The Dover Township farmer has first-hand experience with the frustration of trying to operate with poor Internet service. In the article he noted new equipment purchased for his farm operation has the latest technology built in. The lack of connectivity is seen as a major barrier for the agriculture industry. In order to capture a complete picture of industry employment, Analyst combines data from the Survey of Employment, Payrolls and Hours with data from the Labour Force Survey, Census and Canada Business Counts. If you see discrepancies in Analyst data from last year s report it is because Analyst gives projections, and factors may have since altered the projections. Health care and social assistance recorded a net loss of 133 jobs from 2014 to 2015, however, Figure 5 shows that it is still responsible for the largest employment numbers in Chatham-Kent. According to the 2016 EmployerOne results a total of eight healthcare employers reported a total of 140 separations due to employees quitting (40%), employees retiring (31%) and temporary layoffs (12%). Total Employment by Industry in Chatham-Kent, FIGURE 5 EMSI Analyst,

16 LOCATION QUOTIENT Location quotient (LQ) is a way of quantifying how concentrated a particular industry, cluster, occupation or demographic group is in a region as compared to the province. It can help you see what makes a particular region unique in comparison to the provincial average. For example, an LQ of 2 means there are twice as many jobs in a particular industry than the provincial average. In each of the following graphs, the red line indicates the provincial average. Bars in the graphs that extend beyond the red line indicate a level higher than average, while ones below the line are values lower than average. A full list of occupations at the 2-digit level can be found in the appendix to this document. Workers in natural resources, agriculture and related production have an LQ of This means that there is almost three times the number of jobs in this job category in Chatham-Kent compared to the province. This may be due to Chatham-Kent s rural setting and the high number of agribusinesses in our area. Assemblers in manufacturing and assisting occupations in support of health services also rated high on the quotient scale for Chatham-Kent. High Location Quotient, Chatham-Kent vs. Ontario, FIGURE 6 EMSI Analyst, 2016

17 Low Location Quotient, Chatham-Kent vs. Ontario, FIGURE 7 EMSI Analyst,

18 OCCUPATIONAL OUTLOOK Job Bank ( produces an Outlook Report for all of the occupations in Canada according to the National Occupation Classification (NOC). The following jobs have been researched in the Windsor- Sarnia Region of Ontario. Only occupations with a good outlook are being reported on. There may be many occupations that are identified as having a good outlook. The occupations identified are not listed in any priority order. The full list of occupations in addition to job openings in this area can be found at gc.ca/lmi_report_area.do?&area=27233&reportoption=outlook. The wages per hour for this chart have been taken directly from the Job Bank website, while the job description and requirements came from the National Occupation Classification website. Occupation (NOC) Job Description and Requirements Wage Per Hour Management Occupations Residential Home Builders and Renovators (NOC 0712) Home building managers or builders own, operate and manage companies engaged in the construction of new residential homes. Home renovation managers or renovators own, operate and manage companies engaged in the renovation of existing residential homes. Employment Requirements: Extensive experience in the home construction industry, including experience as a general supervisor, is usually required for selfemployment as a home builder or a home renovator. Leading in Energy and Environmental Design (LEED) certification may be an asset in bidding on and obtaining building and renovation projects. N/A Business, Finance and Administration Occupations Specialist in Human Resources (NOC 1121) 18 Human resources professionals develop, implement and evaluate human resources and labour relations policies, programs and procedures and advise managers and employers on human resources matters. Human resources professionals are employed throughout the private and public sectors, or they may be self-employed. Employment Requirements: A university degree or college diploma in human resources management or a related field, such as business administration, industrial relations, commerce or psychology or completion of a professional development program in human resources administration is required. Some employers may require human resources professionals to hold a Certified Human Resources Professional (CHRP) designation. Low: $19.25 Median: $34.97 High: $52.82

19 Occupation (NOC) Job Description and Requirements Wage Per Hour Natural and Applied Sciences and Related Occupations Civil Engineers (NOC 2131) Civil engineers plan, design, develop and manage projects for the construction or repair of buildings, earth structures, powerhouses, roads, airports, railways, rapid transit facilities, bridges, tunnels, canals, dams, ports and coastal installations and systems related to highway and transportation services, water distribution and sanitation. Civil engineers may also specialize in foundation analysis, building and structural inspection, surveying, geomatics and municipal planning. Civil engineers are employed by engineering consulting companies, in all levels of government, by construction firms and in many other industries, or they may be self-employed. Low: $25.00 Median: $39.00 High: $57.69 Employment Requirements: A bachelor s degree in civil engineering or in a related engineering discipline is required. A master s degree or doctorate in a related engineering discipline may be required. Licensing by a provincial or territorial association of professional engineers is required to approve engineering drawings and reports and to practice as a Professional Engineer (P.Eng.). Engineers are eligible for registration following graduation from an accredited educational program, and after three or four years of supervised work experience in engineering and passing a professional practice examination. Leadership in Energy and Environmental Design (LEED) certification is offered by the Canada Green Building Council and may be required by some employers. Health Occupations Licensed Practical Nurses (NOC 3233) Licensed practical nurses provide nursing care usually under the direction of medical practitioners, registered nurses or other health team members. They are employed in hospitals, nursing homes, extended care facilities, rehabilitation centres, doctors offices, clinics, companies, private homes and community health centres. Operating room technicians are included in this unit group. Employment Requirements: Completion of a vocational, college or other approved program for licensed practical nurses is required. Registration with a regulatory body is required in all provinces and territories. Completion of the Canadian Practical Nurse Registration Examination is required in all provinces and territories except Quebec. Operating room technicians require either additional academic training in operating room techniques or on-the-job training. Low: $20.00 Median: $25.84 High: $29.36 Did you know? The Chatham-Kent Health Alliance (CKHA) is one of Chatham-Kent s largest employers and is comprised of approximately 1,350 staff, 251 healthcare professionals and 500 volunteers. The CKHA is responsible for approximately 24% of employment in the health care and social assistance industry in Chatham-Kent. 19

20 Occupation (NOC) Job Description and Requirements Wage Per Hour Occupations in Social Sciences, Education, Government Services and Religion Social Workers (NOC 4152) Social workers help individuals, couples, families, groups, communities and organizations develop the skills and resources they need to enhance social functioning and provide counselling, therapy and referral to other supportive social services. Social workers also respond to other social needs and issues such as unemployment, racism and poverty. They are employed by hospitals, school boards, social service agencies, child welfare organizations, correctional facilities, community agencies, employee assistance programs and Aboriginal band councils, or they may work in private practice. Low: $19.85 Median: $34.24 High: $45.00 Employment Requirements: A bachelor s degree in social work is required in Newfoundland and Labrador, Nova Scotia, Prince Edward Island, New Brunswick, Quebec, Ontario, Manitoba, Saskatchewan, British Columbia, the Northwest Territories and Nunavut. In Alberta, a bachelor s degree or diploma in social work is required. Supervised practical experience is usually required. Successful completion of provincial written and oral examinations may be required. Registration with a provincial governing body is mandatory to practice as a social worker in Newfoundland and Labrador, Nova Scotia, Prince Edward Island, New Brunswick, Quebec, Ontario and Alberta. Use of the titles Social Worker and Registered Social Worker is regulated in all provinces. Membership in a provincial association of social workers is usually required. Sales and Service Occupations Estheticians, Electrologists and Related Occupations (NOC 6482) Workers in this unit group provide facial and body treatments designed to enhance an individual s physical appearance. They are employed in beauty salons, electrolysis studios, scalp treatment and hair replacement clinics and other similar establishments and in cosmetic departments of retail establishments such as pharmacies and department stores, or they may be self-employed. Low: $11.25 Median: $13.00 High: $20.00 Employment Requirements: Completion of high school, college or beauty school programs for cosmeticians, estheticians, electrologists, manicurists and pedicurists is required or On-the-job training is provided. Electrologists usually require certification from an electrologist s educational or training institution. Membership in a provincial or national electrolysis association may be required. Completion of a registered dermal therapy program may be required to provide electrology laser and vascular treatments. Estheticians usually require certification from an esthetician s educational or training institution. Apprenticeship for electrologists, estheticians and nail technicians is available in Manitoba. Trade certification for these occupations is compulsory in that province. A business license is required for workers in this group who are owners/operators of businesses offering these services. Practitioners offering these personal services are required to adhere to infection control procedures. 20

21 Occupation (NOC) Job Description and Requirements Wage Per Hour Trades, Transport and Equipment Operators and Related Occupations Construction Millwrights and Industrial Mechanics (NOC 7311) Occupations Unique to Primary Industry Nursery and Greenhouse Workers (NOC 8432) Construction millwrights and industrial mechanics install, maintain, troubleshoot and repair stationary industrial machinery and mechanical equipment. Construction millwrights are employed by millwrighting contractors. Industrial mechanics are employed in manufacturing plants, utilities and other industrial establishments. Employment Requirements: Completion of secondary school is usually required. Completion of a three- to four-year apprenticeship program or a combination of over five years of work experience in the trade and some high school, college or industry courses in industrial machinery repair or millwrighting is usually required to be eligible for trade certification. Industrial mechanic trade certification is compulsory in Quebec and available, but voluntary, in all other provinces and territories. Construction millwright trade certification is available, but voluntary, in Ontario. Interprovincial trade certification (Red Seal) is also available to qualified industrial mechanics or millwrights. Nursery and greenhouse workers plant, cultivate and harvest trees, shrubs, flowers and plants, and serve nursery and greenhouse customers. They are employed in indoor and outdoor nurseries and greenhouses. Employment Requirements: Completion of secondary school may be required. Completion of college courses in horticulture or a related field may be required. On-the-job training is provided. A provincial license to apply chemical fertilizers, fungicides, herbicides and pesticides may be required. Low: $ Median: $27.20 High: $43.00 Low: $11.25 Median: $12.00 High: $18.00 Occupations in Art, Culture, Recreation and Sport Graphic Designers and Illustrators (NOC 5241) Graphic designers conceptualize and produce graphic art and visual materials to effectively communicate information for publications, advertising, films, packaging, posters, signs and interactive media such as Web sites and CDs. They are employed by advertising and graphic design firms, by establishments with advertising or communications departments and by multimedia production companies, or they may be self-employed. Graphic designers who are also supervisors, project managers or consultants are included in this unit group. Illustrators conceptualize and create illustrations to represent information through images. They are almost solely self-employed. Employment Requirements: A university degree in visual arts with specialization in graphic design, commercial art, graphic communications or cartooning or completion of a college diploma program in graphic arts is required. Experience or training in multimedia design at a post-secondary, college or technical institution may be required. In addition to the arts, training in biology, engineering, architecture or a scientific field is usually required for medical, technical and scientific illustrators. Creative ability and artistic talent, as demonstrated by a portfolio of work, are required for graphic designers and illustrators. N/A 21

22 Occupation (NOC) Job Description and Requirements Wage Per Hour Occupations Unique to Processing, Manufacturing and Utilities Petroleum, Gas and Chemical Process Operators (NOC 9232) Petroleum, gas and chemical process operators monitor and operate petroleum, petrochemical and chemical plants and monitor, adjust and maintain processing units and equipment in these plants. They are employed by petroleum and natural gas processing, pipeline and petrochemical companies, industrial, agricultural and specialty chemical and pharmaceutical companies. Employment Requirements: Completion of secondary school is required. Mathematics, chemistry and physics subjects are often specified. A college diploma in process operation, sciences or a related subject may be required for some positions. Petroleum and chemical process operators and process technicians require completion of several years of formal company training. Experience as a petroleum or chemical process operator in all the operating units controlled by the central control room is required for chief operators. Company certification as a petroleum process operator or technician may be required. A provincial stationary engineer license, compressor operator or refrigeration certificate may be required when certain kinds of equipment are included in the process. Certification in the transportation of dangerous goods (TDG), first aid, firefighting, or workplace hazardous materials information system (WHMIS) may be required. N/A TABLE 7 Government of Canada, Job Bank,

23 EMPLOYMENT ONTARIO CLIENT DATA The Ministry of Advanced Educations and Skills Development provided the CKWPB with client data for those clients accessing Employment Ontario services during the reporting period of The scope of Employment Ontario services includes Employment Services, Second Career, Literacy and Basic Skills and Apprenticeships. All programs are maintained under the Ministry of Advanced Education and Skills Development and all have been developed in a way to connect clients with opportunities to engage in the local workforce. Analysis of this data set provides some of the year-over-year trends and outcomes of individuals accessing Employment Ontario services. The data reported and presented reflects cases closed for the fiscal year EMPLOYMENT SERVICE Clients accessing services can include students who have recently completed post-secondary education and are looking to enter the workforce, individuals looking to change their career paths, those who have experienced a layoff or those looking to take advantage of specific programming offered through Employment Service providers. The number of clients served in Chatham-Kent during the reporting period was 1,688. This was a slight decrease from the previous year. Males accounted for 59% of clients accessing Employment Services, with women representing 41%. FIGURE 8 Employment Ontario Local Board Report,

24 Figure 9 shows the breakdown of clients, year-over-year and by age range. The largest group served continues to be the age group. 42% of clients served are those in their prime working years. FIGURE 9 Employment Ontario Local Board Report, Employment Service providers indicated that the longer a client is disengaged from the workforce, the greater the challenge they will have re-entering the workforce. The length of time may lead to additional barriers in assisting the individual to regain employment such as industry changes, new legislations and the addition of new technologies; all of which would require additional training to upskill the client. Figure 10 shows 49% of ES clients had been out of work for less than three months. The next largest representation of clients was those who had been unemployed for greater than 12 months. FIGURE 10 Employment Ontario Local Board Report,

25 As clients complete programming specific to ES, there are three outcomes to which their files can be closed: Employed, Training/Education and Other. The largest proportion of clients in Chatham-Kent accessing ES in were closed as Employed. Figure 11 identifies the breakdown of each outcome, effectively illustrating that the resources and supports that exist within our community support clients and their goals, whether that be training or employment related. Of those gaining employment, the top three occupations they occupied were: + + Service representatives and other customer services occupations + + Labourers in processing, manufacturing and utilities + + Service support and other service occupations The top industries in which they were employed at exit are as follows: + + Administrative and support, waste management and remediation services + + Manufacturing + + Retail trade + + Health care and social assistance FIGURE 11 Employment Ontario Local Board Report,

26 LITERACY AND BASIC SKILLS The Literacy and Basic Skills (LBS) program provides free training in reading and writing, math and basic work skills. Programs are created with individual clients to achieve specific goals, which will allow them to engage in the workforce, continued education, training or have greater independence in their everyday lives. For more information on Literacy and Basic Skills please visit: eng/apprentices/lbs.html. Due to a specific process of gathering data the literacy numbers reported on in this document include some data from both the Chatham-Kent and Sarnia-Lambton areas. There were 210 clients served through LBS during the reporting period, a decrease of 133 from the previous reporting period. FIGURE 12 Employment Ontario Local Board Report,

27 The age group responsible for the largest number of LBS learners continues to be the age group. The 65+ age group did not contribute any LBS learners. FIGURE 13 Employment Ontario Local Board Report, EO network partners have stressed in years past that it is important for LBS clients to work towards a post-secondary education rather than employment straight away. This way clients have a better chance at obtaining sustainable employment. This year s consultation resulted in 100% (6 total) EO network partners explaining that they felt there was a shortage of soft skills among clients. 83.3% of partners reported being in a position to address these shortages with their clients. EO network partners suggested the following ways to support the development of soft skills: Customer service training program + + Job shadowing + + Paid mentorship + + Workplace expectations training The main barrier to these potential solutions as reported by our partners was funding. Similar programs have existed in the past but were discontinued due to lack of funding. EO partners reported that if funding was available they would like to resurrect the programs, meaning they felt they were beneficial to their clients. FIGURE 16 Employment Ontario Local Board Report,

28 SECOND CAREER Second Career provides laid-off workers with skills training to help them find jobs in high-demand occupations in Ontario and financial support. Second Career will provide up to $28,000 for tuition, books, transportation and a basic living allowance. For more information on Second Career please visit: As seen in Figure 15, the number of Second Career clients has gradually increased. This trend could be a result of the changing attitudes towards education. Employers are now looking for higher education in their employees. The 2016 EmployerOne Survey surveyed Chatham-Kent employers (143 in total) and asked what the preferred level of education they seek when hiring; 75% of employers reported wanting their employees to have at least a college diploma. FIGURE 15 Employment Ontario Local Board Report,

29 It is not surprising that all Second Career clients documented for Chatham-Kent fell between the ages of Those in the age group are often still completing school or are in the early stages of their careers and those aged 65+ may not want or need to invest in this stage of their career. FIGURE 16 Employment Ontario Local Board Report, Just as in last year s report, transport truck drivers and heavy equipment operators are responsible for the largest enrolment numbers in the Second Career program for Chatham-Kent. According to the Job Bank website, transport truck drivers had a good job outlook with 27 job openings in the Windsor- Sarnia Region during the data collection process for this report. Four of those job postings were located in Chatham-Kent. Heavy equipment operators had a fair rating for the region, but showed zero available jobs during the data collection process of this report. When using the tool to gather information, it is important to remember to drill down to a very local area. Our geographic area encompasses Windsor-Essex as well as Sarnia- Lambton in the reporting. Occupations that have good outlooks in this area as a whole, could have a much smaller representation in Chatham-Kent, specifically. FIGURE 17 Employment Ontario Local Board Report,

30 APPRENTICESHIP An apprentice is someone who learns a skilled trade on the job under the direction of more experienced workers. Apprentices also complete classroom instruction as part of their training. Chatham-Kent has an aging workforce and many employees in the trades will be nearing retirement age soon. The worry is that there are not enough young skilled workers that will be able to replace them. Some barriers to individuals completing their apprenticeship training in Chatham-Kent are our proximity to training centres and finding employers to sponsor them. Individuals report challenges finding an employer to sponsor them because of the ratios that the Ontario College of Trades has in place (meaning there needs to be X amount of journeymen for every apprentice). This poses a problem in Chatham-Kent because of the number of small businesses. The Ontario College of Trades conducts a ratio review every four years, and will begin again this year. For more information on apprenticeship please visit: tcu.gov.on.ca/eng/employmentontario/training/. The average age of apprentices at registration in was 27 years of age. The apprenticeships responsible for the greatest number of new registrants in Chatham-Kent for the reporting period included: Electrician Construction and Maintenance General Carpenter + + Automotive Service Technician + + Powerline Technician Hairstylist + + Truck and Coach Technician + + Industrial Mechanic Millwright FIGURE 18 Employment Ontario Local Board Report,

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32 FINAL THOUGHTS EO participants were asked to identify what they believed to be the number one challenge in Chatham- Kent and to provide potential solutions. Four of the six felt that the education and literacy levels of clients was the number one challenge and they provided the following solutions + + Work closely with referring partners, especially Ontario Works + + More welcoming and accessible services and a more simple system for learners to navigate + + Programs that offer stipends to participate + + After hours programs for clients who work + + Literacy assessment built into all realms of ES + + Research on barriers to apprenticeship for employers and clients One representative felt that sustainability of prevalent occupations was the number one challenge in Chatham-Kent and reported that there needs to be more long-term opportunities. They believed that continued investment in local company expansion as well as continued attraction of new companies will increase employment prospects. The sixth representative felt that not enough youth accessing services was the number one challenge and proposed an increased discussion of employment expectations and futures beginning at the elementary level. 32

33 ACTION PLAN REVIEW & ACTION PLAN STRATEGIC PRIORITY - FOCUS ON EDUCATION Education remains the most important determinant of employment potential and long-term economic stability. The educational attainment levels in Chatham-Kent are lower in the unemployed population than the general population. Expected Outcomes Increase the number of eligible families in Chatham-Kent utilizing the Canada Learning Bond. 2015/2016 Outcomes Focused on the promotion of the Canada Learning Bond. Held an education sector meeting in February 2016 with representation from each school board and both post-secondary education institutions and municipality representatives to talk about the challenges, solutions and actions that need to be taken to ensure higher education levels in Chatham-Kent. Next Steps: 2016/2017 SHORT: Continue supporting the Canada Learning Bond to CK residents MEDIUM: Continue to work as a group with the education sector LONG: Strengthen educational partnerships for the citizens of CK ADULT EDUCATION Expected Outcomes Develop strategies to assist adult education students to access the education they need. 2015/2016 Outcomes Continued to promote the Canada Learning Bond through social media and public outings, and also participated in Canada Learning Bond week in November Next Steps: 2016/2017 SHORT: Continue to promote the CLB and ensure that eligible families are aware and accessing it MEDIUM: Review annual update to chart progress LONG: Continue to cross promote the CLB Partners: School boards, Employment Ontario network partners, Ministry of Advanced Education and Skills Development, employers, post-secondary institutions and Employment and Social Services 33

34 STRATEGIC PRIORITY - INDUSTRY SPECIFIC WORKFORCE NEEDS The CK workforce needs different skill sets to fill the available jobs in the community. Small and micro businesses do not have the resources to access the necessary training. Employers are reporting skills gaps, especially when it comes to soft skills. Also, the economic landscape is shifting away from manufacturing to service and health care occupations, which creates a surge in the number of small and nonemployer businesses. Partners: Service sector employers, Chatham-Kent Small Business Centre, post-secondary institutions, training providers and Employment and Social Services Expected Outcomes Identify CK specific skills gaps. 2015/2016 Outcomes Identified soft skills such as communication and work ethic as very important to employers. Next Steps: 2016/2017 SHORT: Soft skills building opportunities MEDIUM: Develop experiential learning database to share with EO, schools, etc. LONG: Evaluate uptake on experiential learning database STRATEGIC PRIORITY - ENTREPRENEURSHIP & SMALL BUSINESS CONNECT ENTREPRENEURS WITH MENTORING AND COACHING RESOURCES Expected Outcomes Provide microloans to small businesses. 2015/2016 Outcomes Microlending program established and started promotion. Next Steps: 2016/2017 SHORT: Prepare the program MEDIUM: Promote the program LONG: Evaluate the program Partners: Small Business Centre, Community Futures Development Corporation, Credit Unions, libraries and Employment Ontario network partners 34

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36 STRATEGIC PRIORITY - LABOUR MARKET INFORMATION To assist residents to make informed career and training decisions to assist program developers and policy makers to align programs with labour market and employer needs. The economy and the skills requirements are different today than they were years ago Chatham-Kent residents deserve access to timely information that will help them make necessary planning decisions. Partners: Employers, Economic Development, Small Business Centre, Community Futures Development Corporation, employers, human resources association, local business associations, guidance counsellors and postsecondary institutions Expected Outcomes Stakeholders and the general public have up-to-date information at their fingertips when making education and career choices. Also, ensure the public knows how to properly use LMI. 2015/2016 Outcomes EmployerOne Survey The EmployerOne Survey finished its second year in January There were a total of 143 completed surveys in comparison to 85 completed last year. Survey results were shared with the public through the workforce website. As a result of survey respondents complaining about certain complications with the survey, we were able to simplify it for easier use. Next Steps: 2016/2017 SHORT: Build on second year results, analyze trends and share results MEDIUM: Aim for higher results through new marketing strategy LONG: Develop workforce programs to address identified trends and issues LABOUR MARKET INFORMATION TRAINING 2015/2016 Outcomes The CKWPB successfully trained approximately 100 service providers over a fourday period and measured the changes in the understanding of LMI. Next Steps: 2016/2017 SHORT: Prepare our workforce for changing generation MEDIUM: Offer soft skill programming to those looking for experience in the workforce 36

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