Labour Market Report. Interim Report - October 2013

Transcription

1 Labour Market 2013 Report Interim Report - October 2013

2 Labour Market Planning Over the next 9-12 months, a new 3-year labour market plan will be developed for the Waterloo Wellington Dufferin area. A full planning exercise will be undertaken in the coming months including in-depth labour market research and analysis and broad-based consultations with key stakeholders which will identify priority areas of focus to This plan is scheduled for release in October The cycle for labour market planning is undergoing changes in timing from March to October. The reason for this is to allow for better coordination of planning between employment services and other community agencies who prepare business plans at that time of the year. This will result in relevant and up to date labour market information being available at the time when these business plans are being prepared. To accommodate the new cycle, the 2013 Labour Market Update was released in March This October 2013 Update report is an interim labour market report, which will be a transitional report focused on understanding and supporting clients using the Employment Ontario network and other community services. Local Labour Market Plan Waterloo Wellington Dufferin Update - February 2013 Labour Market 2013 REPORT Interim Report - October 2013 This report also wraps up the strategic priorities and related activities from the previous labour market plan which was released in Report prepared by: Carol Simpson, Executive Director, Workforce Planning Board of Waterloo Wellington Dufferin Our Vision: We envision the continuous development of a leading edge workforce. The material contained in this report has been prepared by WPB and is drawn from a variety of sources considered to be reliable. We make no representation or warranty, express or implied, as to its accuracy or completeness. In providing this material, WPB does not assume any responsibility or liability. This Employment Ontario project is funded by the Ontario government The views expressed in this document do not necessarily reflect those of Employment Ontario

3 Table of Contents Executive Summary... 2 Key Findings....3 Recommendations....3 Local Labour Market Conditions... 4 Annual Change....4 Current Labour Force...4 Guelph CMA....5 Kitchener CMA....5 Rural ER Local Unemployment and Employment Ontario Client Data... 6 Profile of the Waterloo Wellington and Dufferin Unemployed....6 Age....9 Education....9 Time Out of Work....8 Occupation Characteristics...10 Workforce Breakdown by Skill Level Employed Labour Force 15 years and over Second Career Occupation Growth/Decline...11 Employment Outcomes...11 Apprenticeship...12 Provincial Top 10 Trades: New Registrations Employment by Industry Top 5 Industries by Number of Businesses Local Business by Number of Employees Number of Employers by Employee Size Range Waterloo Wellington Dufferin Action Plan Update Strategic Priority #1: Strategic Priority #2: Alignment of existing training/education programs to match shifting skill requirements Marketing of existing employment opportunities to new workers and workers in transition...16 Strategic Priority #3: Rising Skill Demands/Shift in Key Employment Sectors...17 Strategic Priority #4: Older Worker Retention Strategic Priority #5: Engaging Underutilized Talent Pools Labour Market Report 1

4 Executive Summary The term skills mismatch has been used extensively over the past couple of years. Some mismatch is inevitable when the need for highly skilled workers is sudden and extensive. We saw this in the local IT sector where demand for advanced IT workers outstripped not just local but global supply resulting in fierce competition for workers and thousands of unfilled positions. There just were not enough workers trained to that extreme level anywhere. The skills mismatch is just as important when we are talking about people with much lower skill levels. For example, many former manufacturing workers were ill prepared when the economic downturn resulted in major and permanent job losses. Low skill levels have resulted in many of these workers being trapped in a cycle of short term employment amid periods of unemployment. This is clearly demonstrated by the results of a recent survey of front line employment service staff which showed that 82% of their clients wished to re-enter the manufacturing sector but a lot of these clients had Grade 10 or less education. With even basic labouring positions requiring a minimum of Grade 12 and most jobs requiring some level of post secondary education or training, the likelihood of these workers finding long term employment outcomes in their industry of choice is slim to none. There are even more unskilled workers currently employed in declining industries in the manufacturing sector who could be impacted at any time. Even though demand for skilled manufacturing workers is extremely high locally, the mismatch is that those jobs are going empty because in many cases we can t upgrade someone from Grade 10 to Technologist to be able to take advantage of these longer term opportunities for a variety of reasons. The skills mismatch is also impacting our younger workers and their employment outcomes. Many find too late that a generic degree is not getting them a job beyond bartending. Others may have specialized degrees such as teaching but older teachers are continuing to work beyond retirement resulting in new grads being forced to work overseas or in other lines of work. In order to assist us in preparing this interim report, the Ministry of Training, Colleges and Universities has provided us with an overview of client demographics using employment service, literacy and basic skills, apprenticeship and Second Career data. This data provides a basic snapshot of the types of clients using employment services and paints a picture of the supply side of the labour market. This report provides an analysis of the Ministry data and other sources of industry and employment data as well as key findings and recommendations to address them. 2 Workforce Planning Board of Waterloo Wellington Dufferin

5 Key Findings As technology continues to change the way we work, skills mismatches will likely become more and more frequent unless we can change the way students and their parents make education and/or training choices. For many unemployed workers, going into a 2 or 3 year training program is not an option. These workers will need access to short periods of training or modular training delivery between jobs so that they can upgrade gradually over a longer period of time in order to earn a living while preparing for future longer term employment. Despite high unemployment rates for youth aged in 2012, KCMA (13.5%) and GCMA (14.8%), only 14% of all unemployed youth actually used the services of employment service providers in the community. There is a need to revise the current Employment Ontario data collection system to provide greater data integrity and more relevant information for deeper analysis and understanding of client trends. More and more clients are finding it harder to enter or re-enter the labour market due to low skill levels. They are taking jobs that are in decline and they then remain in the find employment only to lose employment cycle and, in the meantime, are becoming further removed from the realities of the labour market. Employment service providers recognize that just finding a job may not be the best long term solution. The youngest are unemployed for the shortest period as being unemployed for Less than 3 months accounts for slightly over 70%. Shares of Less than 3 months decreases with age and conversely being unemployed More than a Year increases with age and thus is highest among the oldest unemployed persons. Recommendations Effective Marketing: There needs to be more support and direction towards a defined marketing strategy. Data Collection: The recording of data needs to be consistent both within and between agencies. Longer Interventions: Pre and post employment supports offered e.g. in the Targeted Initiative for Older Workers (TIOW) model which incorporates training funds and living allowances has proven to be effective in improving employment outcomes. Modular Training Delivery: Workers will need access to short periods of training or modular training delivery between jobs so that they can upgrade gradually over a longer period of time Job Postings Between April 1 and June 30, 2013, a total of 12,286 jobs were posted for the Waterloo Wellington Dufferin area. Here is the breakdown. 2,307 1,784 n Cambridge n Guelph n Kitchener 4,570 1,825 n Waterloo n Kitchener Waterloo Wellington Dufferin Region Source: Workforce Planning Board of Waterloo Wellington Dufferin - Vicinity Jobs 1, Labour Market Report 3

6 Local Labour Market Conditions Annual Change The annual labour force survey results show growth in the working age population however there is not much change in the size of the labour force and the number of people actively looking for employment is decreasing as can be seen by a slight decline in participation rates. KCMA KCMA KCMA GCMA GCMA GCMA Rural ER540 Rural ER540 Rural ER540 numbers x 1, Change Change Change Population Labour force Employment Unemployment Not in labour force Unemployment rate (%) Participation rate (%) Employment rate (%) Source: Labour Force Survey, Statistics Canada About the Labour Force Survey (Statistics Canada) Labour Force Survey (LFS) information provides a picture of labour force participation, employment and unemployment for the population aged 15 and over. Current Labour Force - August 2013 Although monthly labour force survey results are not always as reliable as annual numbers, they can and often do highlight potential shifts in the labour market. As can be seen below, the number of fulltime jobs in the GCMA appears to have declined substantially year over year and this is a shift we will continue to monitor to see if it continues. Employed Labour Force - Full time/part time (per 000 s) August 2012 August 2013 Region Employed % Change Kitchener CMA Full-Time Part-Time Guelph CMA Full-Time Part-Time Rural ER540 Full-Time Part-Time Source: Labour Force Survey, Statistics Canada, August 2013 numbers x 1,000 KCMA GCMA Rural ER540 Population Labour force Employment Unemployment Unemployment rate (%) Participation rate (%) Employment rate (%) Workforce Planning Board of Waterloo Wellington Dufferin

7 Guelph CMA (GCMA) Although Guelph s population continues to grow, and the year over year labour force numbers reflected slow growth, since 2012, the number of people actively looking for work has decreased substantially by about 5,000. Although a small portion of this decline could be due to retirement, it is possible that the skills mismatch is showing to be much more prevalent in the Guelph area than in other parts of the Waterloo Wellington Dufferin planning zone. Former displaced manufacturing workers with low skill sets may still be seeking employment in the industry but with fewer and fewer unskilled positions, they may be finding it difficult to re-enter the industry. The youth unemployment rate is also much higher in the Guelph area. Rural ER540 Kitchener CMA (KCMA) In contrast to the annual labour force survey results, over the past several months we have seen a large influx of people in the working age population. This growth is also reflected in the labour force which means that those who are moving here are seeking employment. This has also caused an increase in the unemployment rates however approximately 1/3 of that growth is already now employed. Full time employment has increased substantially from August 2012 to August Since this data is obtained by removing urban centres from a larger overall region, it is often difficult to see the bigger picture. E.g. high employment rates and low unemployment rates in the rural areas could mean that, without substantial labour force growth, employers are already feeling the pinch when it comes to finding new workers. That being said, there has been a substantial increase in the rural component of ER540 s labour force, however this is likely resulting from people moving into more rural communities but still working in the larger urban centres nearby. This does nothing to alleviate skill shortages in the rural communities. One example of this is the Town of Shelburne where recent housing growth has increased the working age population by many hundreds of people looking to lower housing costs however most are still commuting to Brampton or other large areas and have no plans to find employment in the rural area, meaning that rural Wellington and Dufferin will likely still be struggling to meet any demand for new workers. For those unemployed with lower skill levels, this will likely mean that upgrading or retraining into very specific growing/high labour market demand areas will be their best or only option. Geography Kitchener CMA (KCMA) Includes the Region of Waterloo with the exception of the Townships of Wilmot and Wellesley. Census Metropolitan Areas (CMA s) have a population of 100,000 or more. Guelph CMA (GCMA) includes the City of Guelph Dufferin County - Due to its small size, Dufferin County does not have separate LFS numbers however, for this analysis, we have modified the LFS numbers for Economic Region to show approximated data for rural Wellington and Simcoe counties as well as all of Dufferin County. 1 Economic Region 540 includes Waterloo, Wellington Dufferin and Simcoe Counties. Modification includes removing LFS data for the three (3) large CMAs included in ER540 which are Kitchener, Guelph and Barrie CMAs Labour Market Report 5

8 Local Unemployment and Employment Ontario Client Data Profile of the Waterloo Wellington and Dufferin Unemployed The 2011 National Household Survey (NHS) details the age and educational characteristics of Waterloo Wellington and Dufferin s unemployed as reported during the 2011 survey period. While this data reflects information one year prior to the Employment Ontario data used for this report, NHS still serves as a reliable way for agencies to assess whether their caseload reflects the unemployed population as a whole, whether there are segments of the population under or over represented, and potential gaps or duplication in service. The profile is broken down into 3 parts: age, education, and time out of work. Education Educational Attainment of Waterloo Wellington Dufferin Unemployed versus EO Clients Age Age Comparison of Waterloo Wellington Dufferin Unemployed EO Clients Source: National Household Survey This graph shows a comparison of education levels between Waterloo Wellington and Dufferin s unemployed and Employment Ontario client education levels. Educational categories differ between the two sources and adjustments have been made these include the EO category of Other, defined as some Postsecondary being combined as High School as the highest certificate obtained. Apprenticeship and trade certificates from the Census data have been combined under College. Source: National Household Survey 2011 and Employment Ontario The comparison allows us to see that individuals with College or University are more likely to access Employment Ontario services. Those with lower educational attainment (less than high school) are under-represented. Only 14% of unemployed youth years of age are registering with employment services. 6 Workforce Planning Board of Waterloo Wellington Dufferin

9 Educational Levels Across Age Groups of Waterloo Wellington Dufferin s Unemployed Gender Across Education Levels Among Waterloo Wellington Dufferin Unemployed Source: National Household Survey 2011 This graph demonstrates that the split between the number of males and females unemployed is almost equal. Source: National Household Survey This graph shows that of the unemployed the youngest group, 15 to 24 years old, has the lowest educational attainment levels as high school or less represent almost 75%. For the next age groups it drops off dramatically as it only represents about 45% for the core-aged and older workers. College and University are highest among 25 to 44 year olds (approximately 55%). While cross-tabulations are not available for EO caseload data, the age/education figures for Waterloo Wellington and Dufferin s unemployed provides a framework for identifying potential barriers, challenges, and service needed to support clients. It also shows that a greater share of females have completed their University education, and as the education level decreases the share of females decreases as well. Thus, males represent almost 60% of the unemployed that have no certificate, diploma or degree. The number of people utilizing EO services is significantly lower than the total unemployed, with the largest difference occurring in youth populations age and older workers aged Labour Market Report 7

10 Education Comparison of the Labour Force (employed and unemployed only) Waterloo Wellington Dufferin Ontario No certificate, diploma or degree 12.7% 13.6% 13.3% 10.4% High school diploma or equivalent 28.5% 28.3% 31.9% 26.4% Postsecondary certificate, diploma or degree 58.8% 58.1% 54.8% 63.3% Apprenticeship or trades certificate or diploma 7.6% 7.5% 10.1% 7.4% - Trades certificate or diploma (other than apprenticeship) 4.0% 3.7% 5.1% 4.0% - Registered Apprenticeship certificate 3.6% 3.8% 5.0% 3.4% College, CEGEP or other non-university certificate or diploma 23.2% 21.6% 26.4% 23.2% University certificate or diploma below bachelor level 3.2% 3.4% 3.6% 4.4% University certificate, diploma or degree at bachelor level or above 24.8% 25.6% 14.7% 28.2% - Bachelor s degree 15.5% 15.8% 10.0% 17.6% - University certificate or diploma above bachelor level 2.6% 2.7% 1.8% 3.3% - Degree in medicine, dentistry, veterinary medicine or optometry 0.5% 0.7% 0.4% 0.7% - Master s degree 5.0% 4.8% 2.2% 5.6% - Earned doctorate 1.2% 1.7% 0.3% 1.0% 8 Workforce Planning Board of Waterloo Wellington Dufferin

11 Time Out of Work The following information is different from the other parts as it is based on the Labour Force Survey for the year Ontario is used because Duration of Unemployment was not available for the Waterloo Wellington and Dufferin region. It still serves as good reference group as the information for Waterloo Wellington and Dufferin will not differ greatly. Duration of Unemployment Across Age Groups, Ontario Unemployed Duration of Unemployment Among Ontario Unemployed Note: Numbers are in 000 s Source: Labour Force Survey, Statistics Canada, % of the people were unemployed for Less than 3 months. More than a Year accounts for the smallest share at 8%. Therefore, the majority are unemployed for a short time, however, if we look at the categories 6 months or greater, it represents 23% among the unemployed which is significant share. Length of Unemployment Employment Services Ontario % Difference (Waterloo-Wellington-Dufferin) Unemployed Less than 3 months 47.4% 58% -10.6% 3 6 months 16.8% 15% 1.8% 6 12 months 14.2% 15% -.8% More than 12 months 21.6% 8% 13.6% Source: Labour Force Survey, Statistics Canada, 2012 Note: Ontario includes an unknown variable of 4%. Total = 100% Source: Labour Force Survey, Statistics Canada, 2012 The youngest are unemployed for the shortest period as Less than 3 months accounts for slightly over 70%. Shares of Less than 3 months decreases with age and conversely More than a Year increases with age and thus is highest among the oldest unemployed persons. Assuming the age variables for Ontario are similar in Waterloo Wellington and Dufferin, the data suggests that the number of unemployed youth (new graduates etc.) may be under-served. In contrast, it appears that Employment Service organizations may have a significantly higher share of hard-to-serve, older clients who have been out of work for extended periods Labour Market Report 9

12 Occupation Characteristics Workforce Breakdown by Skill Level Employed Labour Force 15 years and over Workforce by Skill Level - Waterloo Region Waterloo Region Skill Level A Breakdown: - Managers 11% - Professionals 18% 30 % 10 % 30 % 29 % Skill level A Managers/Professionals Skill level B College or apprenticeship training Skill level C high school or job-specific training Skill level D On-the-job training Source: NHS 2011, Table X Workforce by Skill Level - Wellington County Wellington County Skill Level A Breakdown: - Managers 13% - Professionals 17% 30 % 11 % 31 % 28 % Skill level A Managers/Professionals Skill level B College or apprenticeship training Skill level C high school or job-specific training Skill level D On-the-job training Source: NHS 2011, Table X Workforce by Skill Level - Dufferin County Dufferin County Skill Level A Breakdown: - Managers 13% - Professionals 12% 32 % 10 % 25 % 33 % Skill level A Managers/Professionals Skill level B College or apprenticeship training Skill level C high school or job-specific training Skill level D On-the-job training Source: NHS 2011, Table X Workforce Planning Board of Waterloo Wellington Dufferin

13 Second Career The top 10 training programs for Waterloo, Wellington, and Dufferin participants included: Transport Truck Drivers* Heavy Equipment Operators (except crane)* Home Support Workers, Housekeepers and Related Occupations* Licensed Practical Nurses Computer Network Technicians* Medical Administrative Assistants* Social and Community Service Workers* Hairstylists and Barbers Welders and Related Machine Operators* Early Childhood Educators and Assistants Seven (designated by an *) of the 10 occupations match the top 10 within the region and province. Occupation Growth/Decline The Labour Force Survey provides year-over-year changes for occupational groups. The information below identifies major occupational growth and decline between 2006 and The arrows designate growth and decline. Occupations with little change are designated with an = sign. X is designated if there was data suppressed by Statistics Canada. Employment Outcomes Upon analysis of the Employment Ontario (EO) caseload, and the employment outcomes of its clients, 8 of the top 10 jobs obtained by exiting EO clients were at the C or D skill levels. 5 of the 10 were occupations are in decline and most are in the service sector (highlighted in red). Waterloo Wellington Dufferin 1. Other Labourers in Processing, Manufacturing and Utilities 2. Retail Salespersons 3. Cashiers 4. Light Duty Cleaners 5. Food and Beverage Servers 6. Construction Trades Helpers and Labourers 7. Food Counter Attendants, Kitchen Helpers and Related Occupations 8. General Office Support Workers 9. Social and Community Service Workers 10. Administrative Officers From April 2012 to March 2013, of the 5,610 EO clients now in employment, only 677 (12%) are noted as working in their area of choice or in a suitable field compared to 21.2% for Ontario as a whole. This could indicate a mismatch with the skills available to the types of work available. Occupational Group K-W - Cambridge Guelph Management 5 5 Sales and service 5 5 Trades, transport and equipment operators and related occupations 5 6 Occupations unique to processing, manufacturing and utilities 6 6 Natural and applied sciences and related occupations 5 = Health occupations 5 5 Occupations in social science, education, government service and religion 5 5 Occupations in art, culture, recreation and sport = 5 Occupations unique to primary industries 5 x 2013 Labour Market Report 11

14 The top 10 trades active journeypersons - include the same trades for Waterloo, Wellington and Dufferin; the region; and Ontario. They include: Automotive Service Technician Industrial Millwright Mechanic Electrician Construction and Maintenance Hairstylist Truck and Coach Technician Industrial Electrician General Machinist General Carpenter Tool and Die Maker Plumber Apprenticeship During apprenticeship reported that there were 2,566 new registered apprentices, 8,266 active apprentices, and 32,023 active journeypersons in Waterloo, Wellington, and Dufferin. The information below compares the top 10 registrations in Waterloo, Wellington, and Dufferin to the region and province and the top 10 trades by journeypersons. Provincial Top 10 Trades: New Registrations Waterloo Wellington and Dufferin Western Region Ontario 1 Information Technology Contact Information Technology Information Technology Contact Centre Technical Support Agent Contact Centre Service Agent Centre Customer Service Agent 2 Information Technology Contact Centre Service Agent Automotive Service Technician 3 Automotive Service Technician Hairstylists Hairstylists Automotive Service Technician 4 Hairstylists Electrician Electrician Construction and Maintenance Construction and Maintenance 5 Tractor-Trailer Commercial Driver Cook General Carpenter 6 Industrial Mechanic Millwright Industrial Mechanic Millwright Child Development Practitioner 7 Electrician Information Technology Cook Construction and Maintenance Contact Centre Sales Agent 8 Truck and Coach Technician Information Technology Contact Truck and Coach Technician Centre Technical Support Agent 9 Industrial Electrician General Machinists Information Technology Contact Centre Sales Agent 10 Cook Industrial Electrician Industrial Mechanic Millwright 12 Workforce Planning Board of Waterloo Wellington Dufferin

15 Employment By Industry KCMA KCMA KCMA GCMA GCMA GCMA Rural ER540 Rural ER540 Rural ER540 numbers x 1, Change Change Change Total Employed Goods Producing Sector Agriculture x x x Forestry, fishing, mining, quarrying, x x x x x x x x x oil and gas Utilities x x x x x x x x x Construction Manufacturing Services-Producing Sector Trade Transportation and Warehousing Finance, Insurance, real estate and leasing Professional, scientific and technical services Business, building and other support services Educational services Health care and social assistance Information, culture and recreation Accommodation and food services Other services Public administration Manufacturing employment has shown continual growth in KCMA as has the Goods Producing Sector in general. There has been a very slight decline in manufacturing employment in other parts of the planning zone however the Goods Producing Sector in GCMA and Rural ER540 still remains fairly steady. A decline of 4.7% in total employment across Rural ER540 is almost exclusively due to decline in the Services Sector Labour Market Report 13

16 Top 5 Industries by Number of Businesses NAICS 2012 Total 2013 Total Absolute Employers Employers Change Waterloo Real Estate 3,308 3, Professional, Scientific and Technical Services 3,961 4, Truck Transportation 1,140 1, Ambulatory Health Care Services 1,418 1, Non-Store Retailers Wellington Real Estate 1,331 1, Crop Production Ambulatory Health Care Services Construction of Buildings Truck Transportation Dufferin Real Estate Professional, Scientific and Technical Services Crop Production Ambulatory Health Care Services Administrative and Support Services The top 3 industries in each case shown above tend to be dominated by very small businesses, generally owner-operated, 1-4 or 5-9 employees. 14 Workforce Planning Board of Waterloo Wellington Dufferin

17 Local Businesses by Number of Employees Number of Employers by Employee Size Range - June 2012 to June 2013 Waterloo Employee Size Range Number of Employers Number of Employers Absolute Change Percent Change (%) Ontario Percent Change (%) 0 17,519 18,695 1, ,601 7, ,163 3, ,122 2, ,463 1, Total 32,696 34,263 1, Number of Employers by Employee Size Range - June 2012 to June 2013 Wellington Employee Size Range Number of Employers Number of Employers Absolute Change Percent Change (%) Ontario Percent Change (%) 0 8,603 9, ,452 3, ,383 1, Total 15,217 16,305 1, Number of Employers by Employee Size Range - June 2012 to June 2013 Dufferin Employee Size Range Number of Employers Number of Employers Absolute Change Percent Change (%) Ontario Percent Change (%) 0 2,186 2, , Total 3,922 4, Source: Statistics Canada, Canadian Business Patterns 2013 Labour Market Report 15

18 Action Plan Update This final section of the report finalizes actions associated with the priorities identified in the previous community labour market planning process which produced a full Labour Market Plan in In , another 3-year planning report will be developed to replace the previous version by identifying new strategic priority areas for workforce development activities. This new report will be released in Strategic Priority #1 Alignment of existing training/ education programs to match shifting skill requirements Research on existing and potential Specialized Language Training programs in Guelph Wellington and program development where required: This project investigated the perceptions of, and need for, Specialized Language Training (SLT) courses amongst Guelph and Wellington County employers and employees Completed September Strategic Priority #2 Marketing of existing employment opportunities to new workers and workers in transition 1. Agricultural Careers Conference for Students students and 30+ exhibitors participated in March Working in Rural Wellington Career Event - 3 rd annual event scheduled for November Manufacturing Industry Career Promotion Campaign - A poster campaign to encourage people to consider careers in the manufacturing industry posters launched September Also a Career/job fair is being organized for Fall/Winter 2013/ Finance Industry Career Transition Opportunities - A skills workshop and career awareness was held in Waterloo Region event to assist new immigrants to access employment opportunities in the Finance industry in June Lens on Local Health Care Trade Show/Luncheon - lunch event in Wellington County to promote employment and training opportunities in the health care sector including keynote luncheon panel. 15 health care employers and trainers will participate in the trade show. 100 people will attend trade show to learn about employment and training opportunities. 60 educators/trainers, health care employers and EO employment service providers and public will attend the luncheon panel to hear about shortages and employment needs in the sector. Trade show to learn about employment and training opportunities will be held in November Workforce Planning Board of Waterloo Wellington Dufferin

19 Strategic Priority #3 Rising Skill Demands/Shift in Key Employment Sectors 1. Creation of Manufacturing Action Plan - Approximately 60 industry, government and trainers gathered in March 2013 to develop an action plan for supporting and promoting economic and employment opportunities in the local manufacturing industry. 2. Creation of Workforce Development Strategy for Wellington County - A workforce development strategy has been developed and is anticipated to be approved and implemented by November 2013 to support the growth of Wellington s pool of skilled workers from Adjustment Services Coordination Research - A research report which will document the current approach by Employment Ontario partners to labour adjustment situations and investigate the development of a new, responsive, collaborative model of labour adjustment among Employment Ontario partners and identify and implement supportive coordination strategies, including assessment and referral protocols and tools, to facilitate effective client pathways and outcomes. Anticipated release of report December Strategic Priority #4 Older Worker Retention The unemployment rate for older workers continues to decline. As the need for more people to remain active within the labour force continues to grow, this is one group that will likely be targeted by workforce development activities although to date none have been specified for inclusion in this report. Strategic Priority #5 Engaging Underutilized Talent Pools Incorporating under represented populations into the workforce Introducing SME Businesses to the EO Network and its clients - Two (2) 2-hour after-hours events (1 in Cambridge and 1 in Dufferin) for SMEs to connect and network with EO and other community service providers. Small business owners/employees will introduced to the services offered through EO and other service providers when looking for new employees. A presentation will market clients and highlight services including job placement, summer jobs, etc. Events to be held in the Fall of Labour Market Report 17

20 Labour Market Workforce Planning Board of Waterloo Wellington Dufferin 218 Boida Avenue, Unit 5 Ayr, ON N0B 1E0 Telephone: Fax: Report