SHSM February Part 1 of 5 Catherine Cottingham Executive Director & CEO

Transcription

1 SHSM February 2010 Part 1 of 5 Catherine Cottingham Executive Director & CEO cottingham@brightfutures.ca

2 The Electricity Sector Council Federal program supporting workforce development, Have to apply to this program, must demonstrate stakeholder partnership Must engage industry, labour and education Independent not for profit corporation Significant federal funding, some provincial funding and industry funding 22 projects in our 4 years Mandate is a safe sustainable workforce Work nationally and have regional/provincial working groups SHSM

3 Canada-A world leader in electricity production Third largest electricity producer in the world on a per capita basis Production increased 10% in last 10 years Most diversified generation in the world Major exporter of electricity Second lowest prices in the world Demand for electricity outpacing population growth Electricity sales to US form nearly 3% of GDP SHSM

4 Canada-Increasing Electricity Demand 120 Change in Demand 115 Change in Population '93 '94 '95 '96 '97 '98 '99 '00 '01 '02 '03 Change in Canadian Population and Electricity Demand From 1993 to 2003 (Index = 100) SHSM

5 2004 Study Age Profile of the Industry % of employment 6 Average Age for Electricity Sector is Age of Employee SHSM

6 Characteristics of the Workforce 2008 The electricity sector faces an aging workforce and the challenge of replacing retirees with a narrowing pool of younger workers. While employment among younger workers aged has more than tripled over the past decade, the gap between younger and older workers (aged 55+) in the electricity workforce has widened substantially The % of older workers has increased in 1997 less than 5% were 55+ compared with over 13% in 2007 The number of workers aged 55+ increased from 4,100 to 13,800 between 1997 and 2007 Supply/demand gap has widened since the 2004 study, a shortage of about 1000 more workers per year than previously estimated SHSM

7 Electricity Industry Employee Average Age Profile % 16.0% 13.0% % 41.0% 57.0% % 26.0% 25.0% <35 4.0% 24.0% 21.0% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% Trades Engineers and Techs Managers/ Supervisors SHSM

8 2008 Study, Average hiring GAP per annum Group Low High Low High Engineers Trades/other nonsupport Total Of the approximately 25,000 workers needed, we are anticipating a possible shortage of 20% SHSM

9 Characteristics of the Workforce 27% of non-support workforce is hired on contract 8% of workforce captured in the ESC study are seasonal workers SHSM

10 High Proportion of Contract Workers Generation 3.0% 11.0% Transmission 0.5% 6.0% Distribution Renewable 4.0% 2.0% 9.0% 47.0% Contract Seasonal Integrated 8.0% 42.0% Other 1.0% 9.0% 0.0% 10.0% 20.0% 30.0% 40.0% 50.0% Percentage of staff contract/seasonal SHSM

11 LMI Data National Number of Registered and Completed Training in Electricity Related Apprenticeships % change APPRENTICESHIP TITLE Industrial Mechanic (Millwright) 9,105 9,595 5% Power Line Technician 1,500 1,810 21% Electrician (selected streams) % Stationary Engineer % Power Systems Operator % Total 11,370 12,080 6% SHSM

12 Change in Enrollment in Selected Engineering Programs Student Enrolment and Graduates or Completers in Engineering Programs % change Electrical Engineering 17,382 15,693-10% Mechanical Engineering 14,742 15,600 6% Civil Engineering 7,929 9,186 14% Chemical Engineering 5,124 5,631 9% Materials Engineering % Systems Engineering % Nuclear Engineering % Total 46,368 47,868 3% SHSM

13 Retirement Trends Retirements in the electricity sector are expected to increase significantly over the next five years Retirements in 2006 accounted for 2.4% of the workforce Projected retirements represent 4.7% of the non-support workforce. This number climbs to 6.2% by 2012, for a total of 28.8% between 2007 and Power Systems Operators, Supervisors of Electricians and Line Workers, and Utilities Managers will experience the highest percentage of retirements Companies involved in transmission will be most significantly affected by retirements SHSM

14 Region Specific: Ontario Ontario has the majority of employees in the Canadian industry with 40% of the industry workforce in this province This region more likely to hire from non electricity related industries Higher level of student hiring than other parts of Canada but this region less likely to hire apprentices By % of the current workforce will have retired, currently the supply demand gap is lower than in other regions but at that point will be larger Lower than average vacancy rates across the majority of occupations SHSM

15 The Future Labour Force For every 2 employees retiring in Canada in the next 10 years Only 1 will take their place SHSM

16 Increasing Urbanization By 2031,94% of the Canadian population will live in urban areas Most of the population growth will be in three major metros By 2031 the population of these metros will grow: Toronto up 73% Vancouver up 64% Montreal up 27% SHSM

17 Trades Intake Through Immigration Low Landings by province in 2005 for electricity sector trades-related occupations were very low Power systems and power station operators (9) Electrical power line workers (55) Power system electricians (27) Utilities managers (10) SHSM

18 What will the future look like? Scarce talent at every level of the business Continuing push to minimize rates Restructuring operational management and organizational design to cope with scarce talent Increasing population urbanization harder and harder to find talent for rural or northern communities Rapid technical change, new equipment, new standards, new technologies SHSM

19 SHSM February 2010 Part 2 of 5 Catherine Cottingham Executive Director & CEO cottingham@brightfutures.ca

20 Where do renewables go? SHSM

21 Solar Employment a comparison 2008 to 2011 Manufacturing operations Administration Accounting, legal Procurement Quality Control Other Research General Management Engineering Project Management Sales Systems design and integration Technical areas Installation A total of 45 respondents anticipated shortage of qualified personnel in Installation, systems design and integration, project management and engineering are key areas of shortage % 20% 40% 60% 80% 100% SHSM

22 How critical is the shortage of solar personnel over the next 3 years? 40% 35% 34% A total of 53 respondents answered this question. Of these, 51% deemed the shortage to be critical to very critical for the future of their organization. 30% 25% 25% 26% Not at all 20% 15% 10% 5% 0% 2% 13% Not critical Neutral Critical Very critical Not at all Not critical Neutral Critical Very critical SHSM

23 Understanding the Occupational Environment Communities of employment are construction, manufacturing, service support and installation maintenance, important to be clear which communities of jobs we are discussing when we talk about occupational need. Policy initiatives will strongly impact growth prospects by category Many renewable energy specific occupations are not clearly defined by current occupational certification or regulation, there are differences of opinion in some categories of employment as to whether certain occupations are new or just add on training to existing well established roles Many traditional industry roles will require additional learning to adapt Provincial industry regulation varies, this may mean in some provinces who does the work is a regulated trade while in others not Occupational regulation/certification falls into 3 groups: occupation specific e.g. electrician, experiential specific e.g. certified geothermal installer or, equipment specific e.g. BP Certified Solar Installer SHSM

24 What s already in the works for Training? ESC has developed occupational standards for Wind Turbine Technician, Solar Thermal Installer, Solar PV Installer and, Geothermal Installer, Project Manager These solar standards are being used to create a national solar curriculum by the Association of Canadian Community Colleges (ACCC) The ESC in partnership with the ACCC has a project to review these occupational standards with existing standards for red seal trades to better understand occupational relationship to existing roles Canadian Solar Industries Association and the Geoexchange Coalition have developed training programs for installers SHSM

25 What s already in the works for Training? The International Brotherhood of Electrical Workers (IBEW) is bringing US solar training from their US apprenticeship Committee to their union training centres for electrician apprentices and journeys in Canada, revision of the US texts is underway ESC has a Wind Turbine Technician Curriculum available free to any Canadian Educational Institution an industry funded career initiative with renewable energy & energy efficiency skills profiles renewable energy career profiles SHSM

26 What s Green Really? Although the focus is on those that create or manage renewable energy generation technologies, many traditional occupations need to change to manage these types of power or energy operations Systems operators who manage the electrical grid need training to manage power sources that are very variable as opposed to the traditional constant flow, systems operators may now manage wind farms, at a distance and multiple locations feeding into the larger grid system Traditional trades such as electrician or line worker must be trained to understand these technologies Energy efficiency, waste management, environmental assessment SHSM

27 Other Frontiers Tidal power, commercial in Nova Scotia already Cogeneration-heat recapture and associated systems use traditional roles and traditional technologies more efficiently Stationary engineers (power engineers) who manage facilities, BOMA BC has a training program that will teach them to be more efficient, now Ontario is planning to use the same training program Biomass: Incineration or anaerobic digestion e.g. Charlottetown has burned garbage to generate traditional electricity for years SHSM

28 Skills/Competency Profiles Development Supporting Curriculum development & performance assessment The positions of: Power Protection and Control Technician Electrical Engineering Technician and Technologist Wind Turbine Technician Project Manager Geothermal Installer Solar Photovoltaic Installer Solar Thermal Installer Power Plant Operator Power Systems Operator Those in black have an essential skills profile SHSM

29 Electricity First Work Wage subsidy program $10,000 to new grad technician technologist or engineering hires, up to 1/3 of salary Company must be a small or medium enterprise of 2500 employees or less You can use a subsidiary to do the hire Graduates can have graduated in the last 2 years Must have candidate pre-approved ie provide documentation regarding graduation etc Contact Leigh Anne at donovan@brightfutures.ca SHSM

30 Aboriginal Project Two demonstration projects adult, youth Five youth camps based on the Manitoba Hydro model, first pilot in Thunder Bay Ontario this past summer, seeking sponsors for next year s camps Ontario possible second camp in Sioux Lookout (Pelican Falls) National Industry symposium, determined pre-apprenticeship for the adult initiative which will take place in Newfoundland and set directions for the national industry strategy plan Toolkit development underway SHSM

31 SHSM February 2010 Part 3a of 5 Catherine Cottingham Executive Director & CEO cottingham@brightfutures.ca

32 Aboriginal Project-Pilot Youth Camp SHSM

33 SHSM February 2010 Part 4 of 5 Catherine Cottingham Executive Director & CEO cottingham@brightfutures.ca

34 Aboriginal Project-Pilot Youth Camp SHSM

35 Trades Career Kit Components of Trades Career Kit Kit Folder Student Guide Teacher s Lesson Plans Poster DVD Trades Career Brochures Introduction Letters, Order and Evaluations forms SHSM

36 Trades Career Kit Student Guide Broad overview of Trades careers -- Why Trades Women in Trades Strength in Diversity Apprenticeship History of Electricity Sector in Ontario Electricity Sector Who we are Electricity Sector Trades Jobs Education Requirements Testimonials Young Worker Safety Links and Glossary of Terms Learn our Lingo SHSM

37 Trades Career Kit Collateral Materials Kit Folder Poster 16 x 20 Customizable for schools promotes TradeUp career information and website Brochures Covers seven trades careers in Electricity Sector Brief Job Description Safety Overview Prerequisites Application Process DVD Real life testimonials from journeypersons and apprentices SHSM

38 SHSM February 2010 Part 5 of 5 Catherine Cottingham Executive Director & CEO cottingham@brightfutures.ca

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46 The Best Way to Predict the Future is to Create the Future! SHSM