Careers and Opportunities in the Resource Sector

Overview• Our history • What we do• Resource sector in BC• Labour market context• Careers and high demand occupations• Apprenticeship context• Partnerships• Resources

Our History

RTO• Industry Training

Organization 2007- Oct 31, 2014

• Responsible for management of the trades training programs in the BC’s resource sector

• Represents mining, oil and gas, forestry, pulp and paper, shipbuilding, and utilities sectors

SkillSource• Industry led, non-for-profit

organization – Nov 1, 2014

• Sponsors apprentices and delivers apprenticeship support services/programs to sector employers

• Increases access to trades training and employment for British Columbians

Who We Are

• Non-for-profit industry led organization• Mission – to develop a highly skilled and productive

workforce to meet the needs of the BC resource sector • Goals – train and certify 300 new tradespersons and have

600 active apprentices in process by 2017• Partners – industry, training providers, government,

employment and community organizations• Clients – employers in all resource industry sectors that

utilize skilled trades for infrastructure development, maintenance and operations, apprentices, and regulatory bodies

What We Do

Services

Group Training Advanced Entry Apprenticeship

Alternative Sponsorship Models

Screening and Recruitment Prior Learning Assessment

Employer and Apprentice Supports

AssessmentTrades Specific Assessment Gap Training

Assessment Tools and Practices

Assessor TrainingIMTARC

Government Services

Labour Market Partnerships

Trades Training and Employment Strategies

Trades Employment Programming and

Partnerships

Workforce Development

ConsultingCompetency FrameworksPerformance Management Training NeedsSkills ProfilesCustomized Programs

Resource Sector in B.C.

• Mining and Mineral Exploration and Stone, Sand and Gravel

• Oil and Gas Extraction (incl. LNG)• Forestry• Pulp and Paper• Solid Wood • Ship Building and Repair• Utilities

Labour Market Context

Local and global

competition for skilled workers

High Demand Occupations

Natural Gas Industry Overview

Natural Gas Industry Occupations

Natural Gas Operations

Natural Gas Construction

Mining

Mineral Exploration

https://www.youtube.com/watch?v=rep0T6rTxvc

Hiring Requirements

Top 5 Occupations

Shipbuilding and Repair

• Rapid growth in labour demand

• Trades and technical personnel shortage

• Demographic and labour supply pressures

• The “war” for talent

SB&R Workforce

SB&R Employment Projections

Shipbuilding and Repair

Pulp and Paper• In 2014 the sector is now characterized by an

older workforce with 35% over the age of 55.

• Employers report that due to retirements and staff turnover (particularly in the North), there will be significant hiring requirements (est 8% of the workforce per year).

• HR managers have identified several occupations are difficult to fill, and project that these occupations will become ever increasingly difficult to fill given limited apprenticeship positions.

(Malatest Labour Market Report,2014)

Pulp and Paper

Pulp and Paper Labour Demand

Forestry

Solid Wood

Workforce Challenges

• Aging workforces• Small rural populations and

labour forces• Negative images of the

industries and their careers; • Infrastructure and services

for workers and families; • Difficulties in attracting new

Canadian • Capacity and flexibility

among training providers • Coordination among service

providers

• Competition for talent locally and internationally

• The challenge of addressing the unique needs of specific labour force groups (Aboriginal people, women, persons with disabilities, at‐risk youth, immigrants, older workers)

• A lack of innovation and quick response in BC’s traditional apprenticeship training models

Apprenticeship Challenges

1. Finding a sponsor 2. Passing exams3. Financial hardships4. Knowledge of the BC apprenticeship system5. Sponsor responsibilities 6. Math and essential skills7. Employer incentives to train apprentices8. Applicability of technical training9. Access to technical training10. Apprentice incentives to completeSource: ITA Apprentice and sponsor supports consultation summary. June 2013

Barrier 1. High demand for apprentices but

limited employer capacity to sponsor apprentices

2. Business cycles and low commitment to a 4-year appr term

3. Apprentice basic and essential skills and industry specific skills

4. Employer and apprentice incentives to complete apprenticeship

5. Access to trades training (classroom and on-the-job)

6. Workplace and training environment

7. Apprenticeship costs for apprentices and employers

Solution

1. Sector wide Group Training programs, pool of qualified candidates

2. Employer and apprentice rotation programs

3. Industry specific skills assessment, gaps analysis and training

4. Training plans, grants and tax support, apprenticeship networks

5. Flexible gap training delivery through PSI partnerships

6. Customized mentorship and coaching programs

7. Cost reduction through Skill Source integrated services

• Goal – Deliver alternative sponsorship solutions to employers

– Provide more flexibility to the apprenticeship system

– Align labour market demand and supply

• Services – Pre-screening, selection and recruitment as per industry

standards and employer requirements– Apprentice rotation and placement services in the event of

layoffs– Availability of skilled trades workers for high volume projects– Employer networks by trade/by work-based training

Group Training

Advanced Entry Trades Training

• Goal– Increase apprenticeship enrolment and completion rates– Engage diverse and underserved workforces – Reduce the completion time for training and trades certification

• Services– Assessment of trades competencies that have already been

acquired by workers (PLAR)– Gap training and work placement – Apprentice and employer supports

• Supports the existing BC apprenticeship policy framework• http://www.youtube.com/watch?v=2LKp129gMU4

Partnerships

EPBC and SkillsConnect

EPBCSkills Connect

Trades specific assessment

Gap analysis and targeted front end

training

Sponsorship and employment

Skill Source Client interventions

Partnerships

Post-Secondary Institutions Skill Source

Sponsorship

Gap training

PSI

Level training

Challenge – exam preparation

Resources • http://apprenticeshiptoolkit.ca/apprenticeship-101/• http://www.rtobc.com/global/pdf/BC%2BNG%2BStrategy%2B2

013JUL.pdf• http://www.petrohrsc.ca/• http://www.mihr.ca/en/index.asp• http://www.miningyourfuture.com/• https://weareshipbuilders.squarespace.com/• http://www.tla.ca/• http://www.cofi.org/• http://www.thegreenestworkforce.ca/index.php/en• http://www.electricity.ca/

Thank youQuestions and Comments

Victoria Pazukha – vpazukha@rtobc.com