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 Employment Ontario project is funded in part by the Government of Canada.

2 ABOUT THIS GUIDE The Chatham-Kent Workforce Planning Board (CKWPB) is pleased to bring you the 5-6 local labour market planning document. This report will provide an update on the trends and issues related to employment and workforce development that have been identified by educators, employers, community members, and network partners in Chatham-Kent. In addition, this report updates our three year strategic plan (which was developed in 4) with accomplishments and next steps. The next steps outlined in this report are designed to support the Municipality s economic development goals. There have been some big changes in Chatham-Kent s economic landscape over the last few years that have caused some big structural shifts in our workforce. It is true that our once dominant manufacturing sector has seen some key changes that have affected our community negatively. It is also true, however, that those same changes have created some very positive changes in our community. Chatham-Kent seems to be showing signs of changing attitudes related to education. More people are talking about education, apprenticeships, and lifelong learning opportunities than ever before. It seems that CK is placing greater importance on education at all levels, which can help strengthen our workforce. Chatham-Kent is hungry for labour market data. There is a need for reliable, local labour market information. This information is a key factor in looking at and understanding educational and career paths and the careers they can lead to. This plan outlines how the community of Chatham-Kent is working together to address workforce challenges.

3 TABLE OF CONTENTS Background 4 Demographic Profile Age of Population 5 Net Migration 6 Immigration 7 Employment 8 Eduational Attainment 5 Industry and Employment Business Establishments in Chatham-Kent Total Employment by Industry 4 Location Quotient 6 Occupational Outlook 8 Employment Ontario Client Data Employment Service Literacy and Basic Skills Second Careers Apprenticeship 3 Final Thoughts Action Plan Review & 5-6 Action Plan Strategic Priority - Focus on Education 5 Strategic Priority - Industry Specific Workforce Needs 6 Strategic Priority - Resident Attraction & Retention 6 Strategic Priority - Entrepreneurship & Small Business 7 Strategic Priority - Labour Market Information 8 5

4 BACKGROUND The Chatham-Kent Workforce Planning Board (CKWPB) was founded in 9 with the purpose of producing and sharing local labour market information with the surrounding communities. The Chatham- Kent Workforce Planning Board continues to identify needs within the local workforce and facilitate solutions through community partnerships. The Chatham-Kent Workforce Planning Board has six strategies that guide projects completed by the organization. These six strategies include: + + Support the development of an entrepreneurial mindset + + Promote greater participation in post-secondary education + + Organize targeted industries to identify and address workforce challenges + + Develop and disseminate labour market information + + Increase career awareness + + Recruit and retain young skilled professionals The 5/6 Local Labour Market Planning Document will help assist policy-makers, employers, job seekers and other stakeholders in making informed decisions about workforce development. Included in this report is data from the National Household Survey, EMSI Analyst database, Employment Ontario data and Canada Business Patterns. In completing the 5/6 Local Labour Market Planning Document, the Chatham-Kent Workforce Planning Board held online consultations with four demographics including: + + Employers + + Education representatives + + Employment Ontario (EO) network partners + + Community members In years past, the consultations were held in focus group sessions, but other boards across Western Ontario have found that online consultations result in higher participation, more honest responses and in some cases, more in-depth answers. It was decided in 5 that the CKWPB would follow the trend and hold the consultations online. Each demographic received a different survey, but all of the questions reflected key issues determined by the evidence of this report. The results of the online consultations have been worked into this report. Anonymous, raw data has been included in the Appendix of this report. 4

5 DEMOGRAPHIC PROFILE Chatham-Kent is a single-tier municipality located between Lake St. Clair and Lake Erie in Southwestern Ontario. It was established in 998 as an amalgamation of the municipalities of Chatham and Kent County. In Chatham-Kent s population was 6,68 and decreased % to 5,67 in 4. AGE OF POPULATION The table below shows a decrease in all age categories in Chatham-Kent between and 4, with the exception of those in the 65 and older category, which confirms baby boomers are getting older and younger residents are moving to larger urban centres. AGE OF POPULATION AGE POPULATION 4 POPULATION CHANGE % CHANGE Under 5 7,848 7, % 5 to 4 years 3,75 3, % 5 to 44 years 4, 3,3 -,97-5% 45 to 64 years 3,334 3, % 65 and older 8,685,45,766 9% TABLE Source: EMSI Analyst 5. The percentage of workers aged to 44 in Chatham-Kent is lower than the percentage of workers in Ontario (illustrated below in Figure.). Older workers who are less likely to relocate for work represent a higher percentage of the Chatham-Kent population. 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 employers 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. 8% of CK s working population is between the ages of % throughout Ontario Figure. Source: EMSI Analyst 5. EMSI Analyst 5. 5

6 One of the CKWPB s strategies is to attract and retain young skilled professionals to Chatham-Kent. Currently, the CKWPB is working with Resident Attraction and Retention; a division of the Municipality of Chatham-Kent. Together the two organizations are working on CK y, which consists of a group of young people who have gathered to share their needs and views on Chatham-Kent. Future meetings will be held to work towards the attraction and retention of young skilled professionals to the area. NET MIGRATION 6 The migration of individuals seeking economic opportunity elsewhere is partly responsible for the population change in Chatham-Kent. The table on the top of the next page shows that Windsor- Essex experienced the biggest loss in Southwestern Ontario with a decline of,9 during the period of to. During the same period Chatham-Kent experienced a decline of 585 residents with most of them migrating to Windsor-Essex. Windsor-Essex also contributed the largest number of inmigrants to Chatham-Kent. Other regions that experienced migration outflows, including Bruce, Elgin, Haldimand-Norfolk and Huron have a large rural component similar to Chatham-Kent. The growth of urban communities at the expense of rural communities is a well-documented trend in Ontario and Canada.

7 CENSUS DIVISION NET MIGRATION IN SOUTHWESTERN ONTARIO Census Division Name Total Population, July, Net Migration with Other CDs: July, to June 3, CD Responsible for Most In-Migrants CD Responsible for Most Out-Migrants Hamilton Niagara Oxford Middlesex Brant Waterloo Grey Perth Bruce Elgin Lambton Haldimand-Norfolk 535,6 44,83 8,674 45,845 39,939 53,753 94,769 77,7 67,764 89,843 3,356,848, Halton Hamilton Waterloo Elgin Hamilton Wellington Bruce Waterloo Grey Middlesex Middlesex Hamilton Halton Hamilton Middlesex Toronto Hamilton Toronto Bruce Waterloo Grey Middlesex Middlesex Hamilton Chatham-Kent 6, Essex Essex Huron 6,5-955 Middlesex Middlesex Essex 399,665 -,9 Chatham-Kent Toronto TABLE Source: Statistics Canada. Annual Demographic Statistics, CANSIM Table 5-6 & specialized tabulation from the Demography Division. IMMIGRATION The table below shows the number of immigrants who moved to Chatham-Kent during 97 to. During each 9-year period the number of immigrants coming to Chatham-Kent was generally equal. However, during to there were a total of,435 immigrants and only 53 of those moved to Chatham-Kent from 6 to. This can likely be traced back to the economic slowdown and recession that took place during 8/9. It is generally believed the reason for the overall low number of immigrants coming to Chatham-Kent is because many newcomers seeking employment migrate to the larger urban centres where the economic opportunity is greater. IMMIGRATION TO CHATHAM-KENT Total Male Female Before 97 3,6,66, to 98, to 99, to, to to TABLE 3 Source: Statistics Canada, National Household Survey. 7

8 EMPLOYMENT The Labour Force Survey is a monthly survey that measures the state of the Canadian labour market and is used to calculate the national, provincial, territorial and regional employment and unemployment rates. From this information, the CKWPB simplifies and produces local data for Chatham-Kent which can be found on their website ( The labour force participation rate is the percentage of the working-age population in an economy who are employed or unemployed and actively looking for work. The labour force participation rate for Chatham- Kent in May was 63.4% and has increased.3% to 64.7% in May of 5 (Strategic Projections Inc.). The participation rate is currently at its highest since April of 9 when it was 64.8%. The increase can be traced to a higher number of people employed or looking for work in Chatham-Kent. As of May 5 the unemployment rate in Chatham-Kent stood at 7.3% compared to May when it was 9.5%(-.%). Figure. shows a peak in unemployment rates during. Transcom (Chatham) and Woodbridge Foam (Tilbury) both closed during that time period. Approximately 55 jobs were lost between the two closings. At the same time a reported 6 jobs were created. In 3 the unemployment rates began to decrease again. Strategic Projections Inc. reported 4 jobs lost and 483 jobs created. The neighbouring communities of Chatham-Kent, Windsor-Essex and Sarnia-Lambton were more seriously affected by the decline in manufacturing than other, more diversified regions in Ontario. Chatham-Kent has been slower than other areas in the region to recover from the recession. Although employment rates are not where they were before the recession, Chatham-Kent is slowly on its way back partly due to the job creation in the healthcare and construction industries which can be seen in Figure

9 Unemployment as a Percent Share of the Labour Force 6-5 Figure. Source: Strategic Projections Inc. During online consultations, 67% of employers felt that there were jobs available in Chatham-Kent and 67% reported not being able to find qualified candidates when they have had positions open up. % of the participants reported that there were skills gaps within their industries (Automotive Manufacturing and Healthcare) and they contributed these gaps to a lack of soft skills and no practical experience. In order to grow and strengthen its workforce, consultation participants reported that as a community, they believe Chatham-Kent needs to: ++ Introduce local soft skills training programs ++ Create mentorship opportunities ++ Offer computer training opportunities (due to the technological change) ++ Offer re-training opportunities to unqualified residents (volunteer internships, co-op, work placements) ++ Teach the community about industry needs by visiting local schools and talking to students about employment trends and opportunities within Chatham-Kent 9

10 EDUCATIONAL ATTAINMENT Education levels are low in Chatham-Kent. There are opportunities for further education and training or job search in Chatham-Kent within each age group. The chart to the right (Figure.3) compares age to the highest level of education completed in Chatham-Kent. 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. The second largest group in Chatham-Kent is those with no certificate, diploma or degree. Opportunities to further their education or training needs for this group include but are not limited to: + + Employment Services: Literacy and Basic Skills (Tri-County Literacy Network): Goodwill Career Centre: St. Clair College Employment Centre: The number of individuals with a college degree or lower in Chatham-Kent may be partly due to the historical dominance of the manufacturing and agriculture industries. The 5 to 44 and 45 to 64 age groups share the largest number of individuals with a college diploma, accounting for 8%. When manufacturing was at its peak in Chatham-Kent, a large number of individuals in this age range were deciding what to take in school, which is part of the reason there are such high numbers in both age groups. Those holding an apprenticeship or trades certificate/diploma is significantly low (6%) in the 5 to 4 age group, whereas 45% are in the 45 to 64 age group. The 45 to 64 age group is either nearing retirement age or will be nearing retirement age in the coming years; however, there is a very small pool of qualified applicants ready to replace these workers once they have retired. Apprenticeship is a great way to enter the workforce because you can earn while you learn, meaning that you are learning the content while gaining real world experience and earning a wage. There is a large percentage (44%) of 5 to 44 year olds in Chatham-Kent who have a bachelor s degree. This may be related to Chatham-Kent s residents changing attitudes toward education. It seems that Chatham-Kent residents are beginning to understand that a high school education does not always meet the minimum requirements for employers like it once did.

11 Educational Attainment by Age Figure.3 Source: Statistics Canada, National Household Survey. During online consultations, participants (employers, education and community) were asked what needs to happen in order to help fight the low educational attainment rates in Chatham-Kent. General themes that emerged are as follows: ++ More hands-on courses within the community so that students do not have to venture far from home and are being properly prepared for the workforce ++ The mindset of the young people must change to learn and value education more seriously. Employers are no longer satisfied with their employees having anything less than a post-secondary education, which is why we see such a high (4%) number of employment service clients in the 5 to 44 age group ++ Working in collaboration with the high schools to bring in different schools including college, university and trades schools ++ The mindset needs to change. People don t value education the way they should.

12 INDUSTRY AND EMPLOYMENT BUSINESS ESTABLISHMENTS IN CHATHAM-KENT Small businesses continue to dominate the local economy. Approximately half (48%) of all employer businesses employ fewer than five people. A further % employ between five and nine people. There are 3 businesses that are classified as large employers and employ more than 5 people. Table 4 Total Number of Employers by Employee Size Range at -digit NAICS shows the number of employers in Chatham-Kent according to the number of employees, including non-employer businesses. Agriculture, forestry, fishing and hunting is responsible for the largest number of businesses in ChathamKent with,58 with, of those coming from non-employer businesses. This may be reflective of the high number of family farms in the area. Another industry with a high volume of employers is real estate, rental and leasing, which is responsible for,378 businesses in Chatham-Kent with the majority (,76) coming from non-employer businesses. It should be noted that this table has been modified from past reports. The CKWPB will only be reporting on information from the Canada Business Patterns (CBP) data from the past year of 4. This is because in 5, Statistics Canada reclassified data that the local boards analyze and compare annually. The updates to the CBP information impact the compatibility of previous fiscal data. Therefore, Statistics Canada has stated that there will be no historical revision of the CBP data. Next year s report (6/7) LLPMD will begin the comparisons with the reclassification CBP data. Table 5 Industry Average Earnings over a One-Year Period shows the change in average earnings by industry for 3-4. In the majority of industries, there has been an increase in the average earnings.

13 TOTAL NUMBER OF EMPLOYERS BY EMPLOYEE SIZE RANGE AT -DIGIT NAICS Agriculture, Forestry, Fishing & Hunting, ,58 Mining, Quarrying, Oil & Gas Extraction Total Utilities Construction Manufacturing Wholesale Trade Retail Trade Transportation & Warehousing Information & Cultural Industries Finance & Insurance Real Estate & Rental & Leasing, ,378 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) ,, ,387 Public Administration Total TABLE 4 Source: Canada Business Patterns, December 4. A breakdown at the 3-digit NAICS level is available in the appendix to this document. INDUSTRY AVERAGE EARNINGS OVER A ONE-YEAR PERIOD Industry Agriculture, Forestry, Fishing & Hunting 3 Average Earnings 4 Average Earnings $5,739 $5,78 Total Change in Dollars -3 Mining, Quarrying, Oil & Gas Extraction $68,59 $7,58 +,98 Utilities $96,378 $98,87 +,99 Construction $48,75 $49, Manufacturing $46,569 $47,766 +,97 Wholesale Trade $33,73 $44,65 +,379 Retail Trade $,65 $4, +,376 Transportation & Warehousing $39,66 $4, Information & Cultural Industries $37,5 $39,89 +,964 Finance & Insurance $34,39 $36,6 +,3 Real Estate & Rental & Leasing $4,7 $43,38 +,67 Professional, Scientific & Technical $4,9 $43, Management of Companies $48,45 $5,494 +4,449 Admin. Support, Waste Management & Remediation Services $3,36 $3, Educational Services $53,46 $5, Health Care & Social Assistance $39,349 $4, Arts, Entertainment & Recreation $3,674 $4, +47 Accommodation & Food Services $3,774 $4,9 +36 Other Services (except Public Administration) $3,86 $3,978-8 Public Administration $48,37 $48, TABLE 5 Source: EMSI Analyst 5. 3

14 TOTAL EMPLOYMENT BY INDUSTRY TotalEmployment Employment by in Chatham-Kent, Chatham-Kent 4 Total byindustry Industry, 4 Mgmt of companies & enterprises 33 Mining, quarrying & oil & gas extractions 86 Information & cultural industries 5 Arts, entertainment & rec 54 Unclassified 563 Utilities 967 Finance & insurance 994 Real estate, rental & leasing 5 Professional, scientific & technical services 4 Public administration 933 Wholesale trade 4 Transportation & warehousing 3 Agriculture, forestry, fishing & hunting 77 Admin & support, waste mgmt & services 83 Other services (except public administration) 838 Construction 98 Educational services 937 Accommodation & food services 3644 Manufacturing 5454 Retail trade 643 Health care & social assistance 6738 Figure 3. EMSI Analyst

15 Figure 3.3 shows that between and 4 Chatham-Kent experienced a net growth of 757 jobs. Healthcare and social assistance added 355 jobs in the four-year span while the construction industry added an additional 46. It should also be noted that the manufacturing industry has started to add jobs after being so heavily impacted by the recession of 8/9. The agriculture, forestry, fishing and hunting industry was responsible for the largest loss of jobs with 9. This may be partly explained by the increasing use of technology in the agriculture industry. Employers need fewer employees because they can produce the same amount of product with the help of technological advances. Changes in Employment by Industry, -4 Figure 3.3 EMSI Analyst 5. 5

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 means there are twice as many jobs in a particular industry than the provincial average. Occupations unique to agriculture (excluding labourers) have an LQ of.4 meaning there is more than two times the number of jobs in Chatham-Kent than the provincial average. This may be attributed to Chatham-Kent s rural surroundings. Professional occupations in art and culture and occupations in travel and accommodation including attendants and recreational sport have very low LQ s. This is due to the rural nature of the area as well as the declining and aging population. The red line in each of the following graphs indicates the provincial average. A full list of occupations at the -digit level can be found in the appendix to this document. HIGH LOCATION QUOTIENT Figure EMSI Analyst 5.

17 LOW LOCATION QUOTIENT Figure 3.5 EMSI Analyst 5. 7

18 OCCUPATIONAL OUTLOOK Job Bank ( produces an Outlook Report for all of the occupations in Canada according to the National Occupation System (NOC). The following jobs have been researched in the Windsor-Sarnia Region of Ontario. Only the top occupations are being reported on. The full list of occupations in addition to job openings in this area can be found at The wages per hour and a portion of the employment requirements for this chart have been taken directly from the Job Bank website, while the other portion of employment requirements came from the National Occupation System website. A full list of jobs with a good outlook for the Windsor-Sarnia Region can be found in the appendix to this document. Occupation (NOC) Skills Requirements Wage Per Hour Most employers who advertise are looking for workers who have the following experience and skills: Low: $3.49 Management Occupations Accommodation Service Managers (NOC 63) Experience: Varies Specific Skills: Respond to customer complaints. Enforce policies and procedures. Set work schedules. Median: $8.5 High: $3.47 Business Equipment and Computer Applications: Computerized reservation systems, Windows, computer terminal, and MS Word. Additional Skills: Supervise staff and conduct performance reviews. Perform front desk duties. Recruit and hire staff. Business, Finance and Administration Occupations Other Financial Officers (NOC 4) Most employers who advertise are looking for workers who have the following experience and skills: Experience: Training will be provided. Low: $8.7 Median: $8.85 Specific Skills: Identify clients financial goals and objectives. An- High: $49.74 alyze clients financial records. Develop financial plans for clients. Additional Skills: Supervise staff. Essential Skills: Oral communication, working with others, computer use, problem solving, job task planning and organizing, writing, reading text, document use, finding information, critical thinking, decision making, continuous learning, numeracy and significant use of memory. 8

19 Occupation (NOC) Skills Requirements Wage Per Hour Natural and Applied Sciences and Related Occupations Civil Engineers (NOC 3) A bachelor s degree in civil engineering or in a related Low: $4. engineering discipline is required. A master s degree or doctorate in a related engineering discipline may be required. Median: $38.46 Licensing by a provincial or territorial association of professional engineers is required to approve engineering drawings and reports and to practise as a Professional Engineer (P.Eng.). High: $57.69 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 Registered Nurses (NOC 35) Completion of a university, college or other approved registered nursing program is required. Additional academic training or experience is required to specialize in a specific area of nursing. Low: $.8 Median: $33.5 High: $4.85 A master s or doctoral degree in nursing is usually required for clinical nurse specialists, clinical nurses, nursing consultants and nursing researchers. Registration with a regulatory body is required in all provinces and territories. Occupations in Social Sciences, Education, Government Services and Religion College and Other Vocational Instructors (NOC 43) A bachelor s degree, a college diploma or demonstrated expertise in the field of instruction is required. A master s degree in the field of instruction may be required. A certificate, diploma or degree in adult education may be required. Low: $5.87 Median: $3.8 High: $5.48 For instructors of trades, completion of apprenticeship training and industry or trade certification are required. Additional courses in teaching or a provincial teaching certificate may be required. Sales and Service Occupations Food Service Supervisors (NOC 6) Completion of secondary school is usually required. Low: $. Completion of a community college program in food service administration, hotel and restaurant management or related discipline or several years of experience in food preparation or service are required. Median: $.6 High: $. 9

20 Occupation (NOC) Skills Requirements Wage Per Hour Trades, Transport and Equipment Operators and Related Occupations Contractors and Supervisors, Other Constructions Trades, Installers, Repairers and Servicers (NOC 79) Experience: -5 years Low: $7. Specific Skills: Ensure adherence to safety standards. Supervise workers and projects. Median: $6.44 Essential Skills: Working with others, problem solving, oral communication, decision making and reading text. High: $38.9 Occupations Unique to Primary Industry General Farm Workers (NOC 843) There is no specific education or training requirements. However, a college certificate or specialized courses related to farming, such as farm equipment mechanics, agricultural welding, tree pruning and pesticide application, are available. Basic farm knowledge, usually obtained from working on a family farm, may be required for employment. Low: $. Median: $.6 High: $9.3

21 EMPLOYMENT ONTARIO CLIENT DATA The Ontario Ministry of Training, Colleges and Universities (MTCU) released data on Employment Ontario clients specific to Chatham-Kent for the third year in a row. This data provides an opportunity to mark changes and identify potential trends in client demographics and service requirements. The available services provided by Employment Ontario (EO) include Employment Services (ES), Literacy and Basic Skills (LBS), Second Career and Apprenticeships. All of these services are aimed at connecting the available local workforce to opportunities. The data presented represents cases that were closed in the fiscal year of 4-5. EMPLOYMENT SERVICE 4% of all ES reportedly fall in the 5 to 44 age group. This group includes people who would have recently completed post-secondary education and are entering the workforce for the first time as well as those who may have experienced a layoff or are looking to begin a new career path. The number of clients in the 5 to 4 age group utilizing ES grew 48% since the /3 year. This may be related to the Youth Employment Fund. During the 4-5 year 39 youth were placed in occupations through the Youth Employment Fund with an average wage of $.3 per hour. Clients who identified as part of a designated group face additional challenges and barriers when securing jobs. This is represented by the fact that the national unemployment rate for aboriginals was nearly doubled (5%) when compared to the total population (7.8%). Newcomers to Canada also experience a higher unemployment rate at %.3 EO providers reported that youth, persons with disabilities and the aboriginal population could benefit from more specialized services when looking for employment and/or training opportunities and that there must be an increased service coordination and awareness of these services. Among EO providers, they reported that it is important to have a strong connection between the training and employment network and wrap around services for clients with multiple barriers. They suggested this can be done through networking events, training, workshops, etc. These interventions could provide opportunities for the networks to maintain that connection and will ultimately assist with appropriate referrals both to and from services. Studies show that the longer a client is out of work, the greater the challenge to re-enter the workforce. Some reasons for this challenge could include industry changes, new legislations and the addition of new technologies; all of which would require additional training to upskill clients to prepare them to re-enter the workforce.,3 Statistics Canada, National Household Survey,.

22 LITERACY AND BASIC SKILLS It is important for readers to understand that 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. Client experience has shown that some often have difficulty finding long-term, sustainable employment. In order to counteract their precarious employment situations, EO providers suggested clients may benefit from retraining, skills assessments to determine who could benefit from upskilling prior to entering the workforce and workplace training programs and/or job trials to prepare them for employment. The EO data provided for this report shows that over the two-year period there was an increase in the number of people looking to further their education and a decrease for those with the goal of obtaining employment or independence. Because Chatham-Kent is a rural municipality, transportation to and from education and training programs has been identified as a barrier for clients. Without reliable transportation these clients may be missing out on opportunities to receive training to further their employment opportunities. SECOND CAREER Those reportedly having completed secondary school are responsible for 33% of Second Career clients. The jobs these clients once held likely required simply a secondary school education, but employers are now looking for higher education in their employees. In consultation, the EO providers agreed that many clients entering the Second Career program need upgrading (soft skills included) before entering the program so they would able to secure long-term employment with the option to advance. The community would benefit from clients moving away from making decisions based on short-term needs and making decisions for the long-term. EO providers reported wanting to provide counselling for clients with information that will help inform their decisions with current LMI and training pathways to achieve careers that will be in-demand. There are two programs that are undertaken by the highest number of Second Career clients and they are truck drivers (3%) and heavy equipment operators (8%). During 4 there were,5 truck driving jobs; however, there was a 7.% decrease in the number of jobs in truck driving between 3 and 4 in Chatham-Kent. 4 EO providers reported that as a community, Chatham-Kent should advocate to MTCU to support programs outside of the college curriculum, based on local labour market needs. 4 EMSI Analyst 5.

23 APPRENTICESHIP EO representatives reported that the biggest challenges for their clients when thinking about apprenticeship are: + + Finding employers to take on clients + + The complicated process can be daunting for clients who lack research and literacy skills + + The awareness and benefits of having an apprentice are not fully understood by employers + + Clients do not fully understand what it takes to be an apprentice In order to increase the promotion of apprenticeship in Chatham-Kent, EO representatives reported that there is a need for: + + More outreach within the school systems + + Promotion campaign providing information about pathways, income levels, local success stories, job profiles, etc. + + A clearer understanding for both employers and apprentices seeking apprenticeship + + A pre-requisite literacy assessment to identify strengths and weaknesses prior to beginning It is of note that the decrease in apprenticeships could be related to the changes made with respect to call centre apprenticeship tax incentives that are no longer available. 3

24 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. 4

25 4-5 ACTION PLAN REVIEW & 5-6 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 ChathamKent are lower in the unemployed population than the general population. Strategic Actions Education Attainment sessions: A series of workshops to encourage participants to graduate from high school or attain a GED. Expected Outcomes Increase the percentage of residents with a high school certificate. 4/5 Outcomes The focus for this action has been updated the Prosperity Roundtable has taken on the education committee, which is now driving this initiative. The CKWPB will continue to focus on supporting the Canada Learning Bond promotion. Next Steps: 5/6 SHORT: Focus on supporting Canada Learning Bond promotion MEDIUM: Workshops for EO clients at intake LONG: Information campaign for CK residents ADULT EDUCATION Expected Outcomes Develop strategies to assist adult education students to access the education they need. 4/5 Outcomes Clients and CK residents were surveyed and asked to identify barriers to adult education. Next Steps: 5/6 SHORT: Cross promotion of Canada Learning Bond MEDIUM: Participation in Canada Learning Bond week (November 5) LONG: Review numbers to determine success & next steps Partners: School boards, Employment Ontario (EO) network partners, Ministry of Training Colleges and Universities (MTCU), employers, EO network partners, post-secondary institutions and Employment and Social Services (E&SS) 5

26 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, shifting away from manufacturing to service and healthcare occupations, which creates a surge in the number of small and non-employer businesses. Strategic Actions Shared training programs by sectors. Expected Outcomes Match-making service of training needs and providers by sectors. Partners: Service sector employers, Chatham- Kent Small Business Centre, post-secondary institutions, training providers, E&SS. 4/5 Outcomes Identified training needs in key sectors and instead of match-making sessions with business representatives, the CK Training and Development Facebook page was created. Training providers and employers can connect and share the different types of training available in CK and surrounding areas for their employees. The page currently has 3 likes and continues to grow. Next Steps: 5/6 SHORT: Develop an accessible platform for employer training process to connect MEDIUM: Monitor platform and EmployerOne survey results to identify trends LONG: Identify and access funding programs for identified training gaps - identified through trends STRATEGIC PRIORITY - RESIDENT ATTRACTION & RETENTION Need to offset the population decline and ensure that employers have a sufficient supply of qualified workers to successfully operate their businesses resident attraction is closely tied to available employment. Population has declined 4.% - CK s level of younger workers is now lower than the provincial average. Strategic Actions Provide information on occupations in demand for resident attraction programs to focus their programming. Partners: Chatham-Kent Resident Attraction and Retention 6 Expected Outcomes Reverse the trend of the population decline. 4/5 Outcomes Data was shared with the Resident Attraction and Retention staff for campus recruitment tours. Next Steps: 5/6 SHORT: Continue to advise RA&R organizations on in-demand occupations MEDIUM: Host workshops that bring together employers and RA&R staff to develop a program targeting residents by skill base LONG: Implement joint initiatives

27 STRATEGIC PRIORITY - ENTREPRENEURSHIP & SMALL BUSINESS Small business and non-employers businesses represent the largest share of businesses in Chatham-Kent. There is a need to improve the success rates and economic health of emerging small businesses. Strategic Actions Provide funding for micro-businesses. Expected Outcomes Increased number of micro-businesses in the population that did not have access to conventional financing. Better outcomes for micro-businesses receiving funding. 4/5 Outcomes A feasibility study was completed for micro-lending through the Trillium grant. The program was developed with a local committee of support staff and business representation and the implementation plan is in the process and set to launch in the fall of 5. Next Steps: 5/6 SHORT: Bring community partners together to create a CK model MEDIUM: Pilot program for one year to gather data LONG: Review program based on performance and identify next steps Partners: Small Business Centre, Community Futures Development Corporation, Ground Floor, Credit Unions, libraries, EO partners CONNECT ENTREPRENEURS WITH MENTORING AND COACHING RESOURCES Expected Outcomes Increased access to the entrepreneur resources. 4/5 Outcomes Identified additional delivery methods for entrepreneurship training. Recognized that funding was not available for entrepreneurship programs, and so a group was established that is working towards a centralized mentorship matchingmaking database. Entrepreneurship is taking place in November 5. This is a day for students in careers classes to come and learn about entrepreneurship from industry representatives. Next Steps: 5/6 SHORT: Identify interest/need in the community MEDIUM: Develop a framework to match mentors/mentees LONG: Program development and implementation 7

28 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, CK employers, human resource association, local business associations, guidance counsellors, postsecondary institutions Expected Outcomes Workforce development programs that are aligned with the shifting needs of employers. 4/5 Outcomes EmployerOne Survey The EmployerOne survey launched its first year in January 5. There were a total of 6 survey attempts and 85 completed surveys. Survey results were shared with the public through the workforce website. Plans are in place to simplify the survey for greater engagement. Next Steps: 5/6 SHORT: Build on first year results, analyze trends and share results MEDIUM: Alter survey distribution and aim for higher results LONG: Develop workforce programs to address identified trends and issues LABOUR MARKET INFORMATION TRAINING Expected Outcomes Stakeholders and the general public have a better understanding of labour market issues. 4/5 Outcomes Completed a benchmark understanding of LMI. Next Steps: 5/6 SHORT: Complete LMI training for service representatives in CK MEDIUM: Measure changes in the understanding, refine LMI delivery LONG: Continue to monitor LMI level of understanding 8

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31 HOW DID WE DO? WE INVITE YOUR FEEDBACK ON ALL PUBLICATIONS PRODUCED BY THE CHATHAM-KENT WORKFORCE PLANNING BOARD Fourth Street Chatham, ON N7M G CKWorkforce@chatham-kent.ca This document may be freely quoted and reproduced without the permission of the Chatham-Kent Workforce Planning Board provided the content remains the same and the organization is acknowledged as the author of the document. CKWPB is committed to ongoing research to enhance local labour market planning in the Chatham-Kent region. CKWPB assumes no responsibility for its use or for the consequences of an errors or omissions. The views expressed in this document do not necessarily reflect those of Employment Ontario or the Government of Ontario. This Employment Ontario project is funded in part by the Government of Canada 3

32 Think clean and green. Please recycle me! To compost, simply remove the binding and shred. 3