An initiative of the Northern Ontario Workforce Planning Boards

Report
An initiative of the
Northern Ontario Workforce Planning Boards
INTRODUCTION
• Mining industries are key to future economic growth
• Need access to a qualified workforce
• Identification of industry-specific labour needs & access to
current, timely & evidence-based local labour market
information is crucial
PROJECT GOAL
This project proposes to build that evidence-base by
producing a labour market forecast of the Mining
Industry Employment and Hiring Forecast for the next
decade for every Local Board region in Northern Ontario
BACKGROUND
• In February 2012 the North Superior Workforce
Planning Board in partnership with the Mining
Industry Human Resources Council (MiHR)
released the first district/local level mining
industry employment and hiring forecast
• Building on MiHR expertise and on the work
undertaken by North Superior Training Board,
we are proposing a similar forecast report for
each Local Planning Board in Northern Ontario
PROJECT OBJECTIVE
To produce a customized labour market
forecast report for each of
the 5 Local Planning Board regions in Northern Ontario
• will include 2, 5, and 10 year forecasts, broken down by occupation, for
three scenarios (expansionary, baseline, and contractionary)*
• will include the MiHR forecast equations for the province of Ontario;
survey findings in each region; and secondary data sources (e.g., Statistics
Canada & other data collected within the region)
* similar to report produced for the Thunder Bay region
PROJECT OUTCOME
A Mining Industry Employment and Hiring Forecast report
for each of the Northern Ontario Local Board regions
Each report will:
• Identify new, different and/or emerging human resources'
needs/gaps in the mining sector
• Provide better coordination/alignment between mining human
resources' needs and providers of employment/training
services
• Provide better coordination/alignment between workforce
development initiatives and economic/business planning
strategies
PROPOSED APPROACH WILL...
• ensure consistency in the collection and presentation of
labour market information
• identify overlapping needs & issues that could be better
served at a broader Northern Region level
• allow for better identification and coordination of
broader approaches and
• provide Local Board specific data to help guide the
implementation of more localized initiatives
PROJECT LEADS
From left to right: Jonathan Coulman (Algoma Workforce Investment Committee), Reggie Caverson (Workforce Planning
for Sudbury and Manitoulin), Madge Richardson (North Superior Workforce Planning Board), Sonja Wainio (Northwest
Training and Adjustment Board), Julie Joncas (Far Northeast Training Board)Stacie Fiddler (The Labour Market Group).
RESEARCH LEAD*
WHO IS MiHR?
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A multipartite, industry-driven organization that brings all mining sector
stakeholders together to address HR issues
Recognized leader in identification and analysis of HR issues facing the industry
A catalyst for the development and implementation of HR solutions
MiHR PROJECT STAFF:
Martha Roberts, Director of Research will oversee all research activities and stakeholder consultations
related to the project
MiHR Economist will be responsible for conducting the custom labour market research under this project,
the day-to-day project management, and liaising with the project leads
*EDs of the 6 Northern Ontario WPBs will coordinate the primary data collection; incorporate all regionspecific findings (within the MIWIN forecasting model); and assist with report writing
FUNDING PARTNERS
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Algoma Workforce Investment Committee
Canadore College
Cambrian College
College Boreal
Economic Partners CFDC
Far Northeast Training Board
Greater Sudbury Development Corporation
Kirkland and District Community Development Corporation
Ministry of Training, Colleges and Universities
NECO CFDC
NordAski Regional Development Corporation
North Claybelt Community Futures Development Corporation
Northern College
Northwest Training and Adjustment Board
Patricia Area Community Endeavours
South Temiskaming Community Futures Development Corporation
Superior East Community Futures Development Corporation
The Economic Development Department of the Corporation of the
City of North Bay
The Labour Market Partners Group
Venture Centre / le Centre de développement
Workforce Planning for Sudbury & Manitoulin
LOCAL REPORTS
Northwest Training and Adjustment Board
Districts of Kenora & Rainy River
Far Northeast Training Board
Districts of Cochrane & Timiskaming
The Labour Market Group
Districts of Nipissing & Parry Sound
Workforce Planning for Sudbury & Manitoulin
District of Sudbury with a focus on Greater Sudbury
Algoma Workforce Investment Committee
District of Algoma
Suggested Table of Contents:
Chapter 1: Background and Scope (2 pages)
Chapter 2: Regional Economic Overview and Mining Labour Market Trends (3 pages)
Chapter 3: Regional Hiring Requirements Forecasts (6 pages)
•
2, 5 and 10 year horizon
•
Expansionary, baseline, and contractionary scenarios
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Occupation breakdown
Chapter 4: Available Talent Forecast (6 pages)
•
Available talent in mining occupations for the province of Ontario
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Increasing mining’s share of talent in Northern Ontario
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Growing mining talent pool in Northern Ontario
Chapter 5: Summary and Next Steps (3 pages)
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Summary of findings and key trends
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HR challenges and opportunities
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Next Steps
*Report length: 20 to 25 pages
METHODOLOGY
Four main activities in each region:
1. Literature review and analysis of previous
research findings;
2. Survey of regional exploration and mining
employers, and support services’ contractors;
3. Construct and test a model to forecast regional
hiring requirements; and
4. Reporting
METHODOLOGY
(CONT’D)
• MiHR’s Mining Industry Workforce Information Network (MIWIN) system
was developed to produce forecasts of employment and hiring
requirements in the mining industry at the national and provincial levels
• The MIWIN forecasting model uses a variety of factors key to anticipating
changes in employment in the mining and minerals exploration industry
• The forecasts are for two, five, and ten year time horizons
• Forecasts are presented using three economic scenarios for future mining
sector employment: contractionary, baseline and expansionary (reflects
highly volatile employment profile that characterizes the mining industry in
Canada)
• MiHR will use findings from primary research in the industry (questionnaires
and interviews) for region-specific forecasts
ACTIVITIES AND TIMELINES
Literature Review and Analysis of Previous Research Findings
Activity
Responsibility
MiHR, Boards
MiHR, Boards
Literature review and scoping meeting
Review of research findings
Timeframe
June 2012
June 2012
Survey of Regional Exploration, Mining, and Support Services Employers
Local mining employer survey developed and deployed
Employer survey monitoring and data collection
Data analysis of survey findings
MiHR, Boards
MiHR, Boards
MiHR
June & July 2012
June to Aug 2012
July &Aug 2012
Update MiHR Provincial Forecasting Model for Local Sensitivity
Adjust MiHR provincial econometric model to allow local sensitivity in MiHR hiring requirements model
Incorporate survey data and local sensitive assumptions into MiHR model of hiring requirements
Produce forecast of hiring requirements over 2, 5, and 10 year horizon for 3 scenarios
Produce occupational breakdown of hiring requirements
Ontario model to estimate available talent
Gap analysis
Draft tables of forecast results and validation with stakeholders.
MiHR
MiHR
MiHR
MiHR
MiHR
MiHR
MiHR, Boards
July and Aug 2012
August 2012
August 2012
September 2012
September 2012
September 2012
October 2012
MiHR
MiHR
MiHR, Boards
MiHR, Boards
MiHR, Boards
May 2012
October 2012
November 2012
TBD
TBD
Local reporting
Suggested Table of Contents
Draft report
Final draft report
Edit, layout and production of PDF report
Media release and communications
PROJECT COSTS - SUMMARY
Total cost
In-kind
Cash contributions
Total partner contributions
MTCU Funding
$
$
$
$
$
200,775
40,900
74,500
115,400
85,375
WHY IS THIS IMPORTANT?
• Detailed mining-specific data is not available at a district level. The
development of customized regional mining labour market forecasts will begin
to address this gap.
•
Spin-off benefit: as mining
is a very important
industrial driver of the
North’s economy, the
proposed localized
mining-specific data will
also help address labour
market issues in other
sectors being impacted by
mining.
Hoyle Pond (photo provided by Goldcorp,
South Porcupine)

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