Community Labour Market Plan 18/19 › ... › 06 › CLMP-Final-REDUCED...Trent Hills – 300 Cavan...

Peterborough • Northumberland • Kawartha Lakes • Haliburton

Community LabourMarket Plan 18/19

Acknowledgements

This project has been funded in partby the Government of Canada and

the Government of Ontario

The Workforce Development Board would like to thank each and every community memberthat provided their input and support for the Community Labour Market Plan.

As workforce intermediaries, we strive together to better understand the challenges and opportunities facing both the demand side and supply side of our local labour market.

The Workforce Development Board would also like to thank its staff, Board of Directors and members of our Governance Structure for their dedicated support for the work that we do.

For more information related to the Community Labour Market Plan, please contact:

Jennifer Lamantia, Chief Executive OfficerWorkforce Development Board

159 King Street, Suite 208Peterborough, Ontario

K9J 2R8

Telephone: 705-749-3250Email: [email protected]

Photos licensed through https://stock.adobe.com

Table of contents4

5

6

10

13

16

19

22

26

30

31

Executive summary

Background

LEPC Service Area

Peterborough

Northumberland

Kawartha Lakes

Haliburton

Existing literature

Community input

Developing priorities

Appendix

Executive SummaryThis is the first Community Labour Market Plan

produced by the Workforce Development Board (WDB) under the Local Employment Planning Council (LEPC) pilot project.

Our organization serves Northumberland Coun-ty (which includes Alderville First Nation), Peter-borough County (which includes Hiawatha First Nation and Curve Lake First Nation), Kawartha Lakes, and Haliburton County.

In 2015, the Workforce Development Board (WDB) was selected through a competitive Call for Proposals to deliver the Local Employment Plan-ning Council (LEPC) pilot funded by the Ministry of Advanced Education and Skills Development (MAESD).

The LEPC pilot began December 1, 2015 through to May 31, 2017 and during that time the WDB/LEPC completed research and delivered eight projects focused within one of five strategic themes: local labour market information and intel-ligence, integrated local planning, service coordi-nation, innovation and research, and shared best practices.

Five of these projects are highlighted and refer-enced in the existing literature outlined in this re-port.

The second phase of the LEPC pilot began June 1, 2017 to September 30, 2018 and some of the eight projects currently underway were informed by the evidence from the initial pilot.

In December 2017, MAESD announced that the LEPC pilot has been extended to March 31, 2019 and we look forward to continuing to collaborate with our community partners to stimulate local ap-proaches to workforce development.

With the release of the 2016 Census data, this Community Labour Market Plan reflects interesting changes in the labour force for our region. While our population has increased by 3.3% since 2011, our total labour force for the region was down 3% from 2011.

Our region experienced a huge increase in peo-ple aged 65 and over with growth of over 200% (53,040 people). This segment of the population in our region may create future opportunities for new

business and our local labour market. Some additional highlights in the Community La-

bour Market Plan reflect challenges in our region with our average individual employment income for the WDB service area at 22% below the pro-vincial average and where retail sales is a major source of employment in our region as well as top-ping the list for projected occupational growth.

During our consultations, we heard from employ-ers about the local labour force and soft skills, with oral and written communication as the top skill needed by employers advertising jobs across the board.

In addition to a quantitative analysis, this Com-munity Labour Market Plan was made possible through input from over 200 representatives of our valued and respected stakeholder community in-cluding employers, job seekers, employees, and employment service providers.

The content was developed through the active participation and feedback from our dedicated Governance structure made up of our Secretariat (Board of Directors), Central Planning Table, Ser-vice Planning Working Group, Industry Business Engagement Working Group, and Intergovern-mental Working Group who volunteer their time to attend meetings and provide invaluable insights on an ongoing basis.

We truly appreciate their commitment and dedi-cation to the LEPC pilot.

Finally, the expertise and hard work of Jason Dennison, manager of operations, and Andrew Bell, labour market Information analyst, resulted in the foundation of this report supported by Kristen Larocque, junior project officer, and Bev Evans, executive assistant, who coordinated meetings and consultations.

The attractive design and creative presentation was prepared by Scott Howard, community devel-opment and communications coordinator.

Jennifer LamantiaChief Executive Officer

Workforce Development Board

4

BackgroundIn the late fall of 2015, the Government of Ontario

initiated a series of pilot projects across the prov-ince to test the establishment of Local Employ-ment Planning Councils (LEPCs) in eight regions across Ontario. LEPCs function as workforce in-termediaries designed to improve labour market conditions in local communities through enhanced collection and dissemination of local labour mar-ket information, and community engagement to drive local workforce development initiatives. The communities we serve include Northumberland County, Peterborough City and County, Kawartha Lakes, and Haliburton County.

An effective, responsive local labour market is at the heart of sustainable, healthy, economic and workforce development growth. The sections that follow outline our Community Labour Market Plan for 2018/19. This comprehensive report provides an in-depth look at the critical factors that shape our current local labour market situation. The plan also identifies and addresses key labour market challenges, opportunities, and recommendations related to the following five key strategic areas:

• Collection and dissemination of local la-bour market knowledge

• Integrated local planning

• Development of service coordination initia-tives for employers

• Development of innovative research proj-ects to address identified local labour market issues

• Sharing of local best practices that help strengthen the local labour markets

Changes in key population demographics, la-bour force participation rates, income, business concentration, and educational attainment tell us a lot about how our community is developing over time. In addition, local labour market indicators also inform key strategic priorities that the LEPC

community can work together to respond to with achievable outcomes that will enhance the work-force and economic opportunities in our local com-munities.

Critical to the success of this plan was the collec-tive input from the local community which includ-ed: students and educators, employers, employ-ees, retired persons, and job seekers representing a wide demographic range and multiple industry backgrounds.

More than 200 community stakeholders helped inform this plan through in-person interviews and online questionnaires, which provided the input necessary to gain a better understanding of local workforce priorities and needs.

Information Collection FrameworkGathering local information is a critical activity

that helps to inform the current status of the local labour market. It is also the evidence base that helps inform the strategic priorities that the LEPC community needs to address.

Our LEPC developed an information collection framework that focused on three key elements: collection of labour market information; accessing existing literature about the local community; and seeking community input on the perceived chal-lenges and opportunities of the local labour mar-ket.

Labour Market Information refers to the informa-tion needed to help make decisions (or develop strategies) related to the local community.

There are multiple sources of information utilized in this plan, including national, provincial, and local sources of information, as well as data retrieved from subscription-based data providers that deliv-er information specific to the communities repre-sented in the LEPC catchment area.

Existing Literature refers to any LEPC reports or local strategic plans and/or economic develop-ment plans that highlight any key labour market issues.

Community input refers to information that was gathered through online questionnaires, focus groups, and in-person consultations.

5

LEPC service area

Population demographicsThe LEPC service area consists of the following

Census Divisions (CD): Northumberland (County), Peterborough (City and County), Kawartha Lakes (City) and Haliburton (County).

The LEPC regional population in 2016 was 317,319, which represents an increase of 9,990 people (3.3%) from 2011.

Indigenous populationThe indigenous population for the region in 2016

was 11,531 (3.6% of total population), which in-cludes the following three First Nation communi-ties: Alderville First Nation, Hiawatha First Nation, and Curve Lake First Nation (see Figure 1). With an on reserve population of 1,916, it represents 16.6% of the total indigenous population in the lo-cal community.

A total of 9,615 Indigenous residents live in the surrounding communities, including:

Peterborough (City) – 3,270Kawartha Lakes – 1,995Selwyn Township – 480Cobourg – 440

Population countsfor LEPC area

Population counts forKawartha Lakes

Population countsfor Haliburton

Population (2016) - 317,319

Population (2011) - 307,329

Population change (%) - 3.3

Working age population - 266,865

Participation rate (%) - 57.4

Employment rate (%) - 52.9

Unemployment rate (%) - 7.8

In the labour force - 153,095

Employed - 141,105

Unemployed - 11,990

Source: Statistics Canada

Population counts forNorthumberland

Population (2016) - 85,598

Population (2011) - 82,126







Employed - 37,880

Unemployed - 3,000


Population (2016) - 75,423

Population (2011) - 73,219







Employed - 33,365

Unemployed - 2,795


Population (2016) - 18,062

Population (2011) - 17,056







Employed - 7,120

Unemployed - 755


6

Trent Hills – 300Cavan Monaghan – 290Port Hope – 280Otonabee-South Monaghan – 275Brighton – 270Cramahe – 250For more information, see Figure 1 or turn to Ta-

ble 2 and Table 3 in the Appendix.

Immigrant populationThe immigrant population for the LEPC region

in 2016 was 27,660 (8.7% of total population). It should be noted that immigrants represent 10.4% of the total population in Northumberland County in 2016, higher than any other geography in our region.

One development that also should be highlighted is the approval of Immigration, Refugees, and Cit-izenship Canada (IRCC) to grant the New Cana-dians Centre (NCC) – a not-for-profit organization that provides immigration services throughout our service area – funding to support refugees follow-ing the Syrian Refugee Crisis in 2015.

Since Nov. 4, 2015, a total of 395 refugees have arrived in Peterborough and surrounding area. Services such as housing, health, educa-tion, social assistance, and employment services are critical to supporting local refugees and other marginalized members of our local communities. (Source: IRCC, October 31, 2017).

For more information, see Table 4 in the appen-dix.

Labour forceLabour force status refers to whether a person

was employed, unemployed or not in the labour force during the reference period. The labour force consists of persons who contribute or are avail-able to contribute to the production of goods and services falling within the System of National Ac-counts production boundary.

In 2016, the total labour force in Peterborough, Kawartha Lakes, Northumberland, and Haliburton in 2016 was 274,445, down 8,355 people from 2011. People aged 65 and over grew by a total of 53,040 throughout the area whereas all other age categories declined in number.

For more information, see Figure 2 or Table 5 in the Appendix.

0

200

400

600

800

1000

1200

AldervilleFirst Nation

HiawathaFirst Nation

Curve LakeFirst Nation

Figure 1 - Population change in local First Nation Communities

(2011-2016)

2011 2016

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

15-24 25-44 45-64 65+

Figure 2 - Changes in LEPCArea Labour Force (2011-2016)

2011 2016

7

IncomeAccording to Statistics Canada, the average indi-

vidual employment income in our service area in 2015 was $37,173 (an increase of $73 over 2010). The average income of individuals by community was Northumberland County (NTHLD) at $39,636 (an increase of $1,405), Peterborough (PTBO) at $38,500 (an increase of $714), Kawartha Lakes (CKL) at $37,242 (an increase of $369) and Hal-iburton County (HAL) at $33,314 (a decrease of $2,196).

The average individual employment income for Ontario was $47,369.

For more information, see Figure 3 or turn to Ta-ble 6 in the Appendix.

Educational attainmentThe following information on educational attain-

ment was compiled by Statistics Canada as part of the 2015 Census:• No Certificate, diploma or degree – 52,030

(2011) 49,420 (2016)• High school diploma – 75,310 (2011) 80,310

(2016)

• Apprenticeship or trade certificate diploma – 25,770 (2011) 23,590 (2016)• College, CEGEP or non-university program

– 60,290 (2011) 68,370 (2016)• University Certificate or Diploma Below

Bachelor level – 6,515 (2011) 4,720 (2016)• University Certificate, Diploma or Degree –

37,110 (2011) 40,460 (2016)

Hiring demandDetermining the number and type of available

jobs in local labour markets provides great insights into how local industries and local businesses are performing. Capturing this information can be dif-ficult as there are many ways that employers can display their hiring needs. Employee referrals and word of mouth are common methods that employ-ers use to attract local talent to fill local positions. Although a successful hiring practice by employ-ers, these recruitment activities are hard to track, thus making it difficult to determine the local hiring demand.

Online job postings are an additional method that local employers use to attract talent, and this par-

8

ticular recruitment method can be counted. For instance, a total of 16,324 jobs have been ad-vertised online since WDB began the operational phase of the LEPC pilot in April of 2016. These jobs were taken from company websites, and on-line job boards that provide identified postings in the LEPC region. Of these 16,324 job postings, 438 (2.7%) were in Haliburton County, 2,889 (17.7%) were in Kawartha Lakes, 3,532 (21.6%) were in Northumberland County, 8,767 (53.6%) were in the City and County of Peterborough, and 716 (4.4%) were posted for multiple locations in the LEPC region.

Sales and service occupations had the greatest number of job postings (29.0% of total) followed by Trades Transport, and Equipment Operators (9.1% of total) and Occupations in Education Law, and Social, Community and Government Services (8.6%).

For more information, turn to Table 9 in the Ap-pendix.

Local Employment and Training Service Updates

The Community Employment Resource Partner-ship (CERP) is a group of over 30 employment and training organizations committed to enhancing service to individuals, businesses and the commu-nity as a whole. CERP provides a forum to explore issues, share, and create solutions relating to em-ployment strategies in each of the CERP service areas, which include Haliburton County, Kawartha Lakes, City and County of Peterborough, and Nor-thumberland County.

CERP developed and implemented a common, online referral system that allows agencies in the network to track client referrals between agencies. This referral system allows both sending and re-ferring agencies to monitor and track referral com-pletions (a successful referral means that a client accessed the service that he or she was referred to). From April 1, 2016 until January 13, 2018, a total of 2,920 completed referrals have been made within the CERP service delivery network. Of these referrals, 2,296 (78.6% of total) were successful, and 624 (21.4% of total) were unsuccessful.

Employment Ontario Service HighlightsThe Ministry of Advanced Education and Skills

Development (MAESD) provides funding supports for a multitude of services that individuals in our communities can access to improve their skills and better prepare them to successfully enter into and thrive in the local labour markets. In 2016-2017 the number of clients that accessed Resource and Information and Unassisted Services grew by 8,133 clients (327% from the previous year).


ApprenticeshipsIn 2016-2017, the number of active apprentices

has decreased by 181 apprentices compared to the year before. Of the 503 new Apprenticeship registrants, 89 (17.7%) were female.

For more information, see Figure 4 or Tables 11, 15, 23, 31, 39 and 40 in the Appendix.

Canada Ontario Job Grant HighlightsIn 2016-2017, a total of 295 employers accessed

the Canada-Ontario Job Grant (COJG) to sub-sidize costs related to employee training. These training institutions served a total of 1,012 clients over that time period.

9

Peterborough

Population demographicsPeterborough is the most populous community

in our service area and serves as the regional hub for many community-based services, including the regional office for the Ministry of Advanced Educa-tion and Skills Development. Key communities in the Peterborough region include: Curve Lake First Nation, Hiawatha First Nation, and the Municipality of Trent Lakes, Township of Selwyn, Township of Asphodel-Norwood, Township of Douro-Dummer, Township of Cavan Monaghan, Township of Have-lock-Belmont-Methuen, Township of North Kawar-tha, and Township of Otonabee-South Monaghan.

Peterborough City and County’s total population in 2016 was 138,236, up 3,308 people (+2.5%) from 2011. The total labour force population (in-dividuals 15 years or older) was 118,345, with the bulk of the working age population between the ages of 45-64 years of age (34.2% of total labour force population). People 65 and older represent-ed 22.8% of the total population.

The unemployment rate for the region in 2016 was 8.0%, compared to 7.8% for LEPC service area.

Population countsfor Peterborough



Population (2016) - 138,236

Population (2011) - 134,928







Employed - 62,740

Unemployed - 5,440



Population (2016) - 85,598

Population (2011) - 82,126







Employed - 37,880

Unemployed - 3,000


Population (2016) - 75,423

Population (2011) - 73,219







Employed - 33,365

Unemployed - 2,795


Population (2016) - 18,062

Population (2011) - 17,056







Employed - 7,120

Unemployed - 755


10

Top soft skills needsin Peterborough

Top soft skills needsin Kawartha Lakes

Top soft skills needsin Haliburton

10

10 10

7

7 7

6

6 6

5

5 5

4

4 4

1

1 1

3

3 3

2

2 2

8

8 8

9

9 9

Oral and written communication

Detail oriented

Team player

Customer service oriented

Problem solving

Integrity

Clean criminal record

Self-starting/self-motivated

Dependability

High-energy


Team player

Detail oriented

Integrity


Work independently

Dependability

Marketing


High-energy


Team player

Dependability

Work independently

Sales experience/ability

Integrity

Entreprenereurial

Prospecting

Highly motivated

Work ethic

Top soft skills needsin Northumberland

10

7

6

5

4

1

3

2

8

9


Detail oriented

Team player

Work independently

Dependability


Problem solving

Integrity

Organizational skills

Marketing


ment for Peterborough residents was compiled by Statistics Canada as part of the 2015 national Census:• No Certificate, diploma or degree – 19,665• High school diploma – 33,265• Apprenticeship or trade certificate diploma

– 9,275• College, CEGEP or non-university program

– 30,130• University Certificate or Diploma Below

Bachelor level – 1,865• University Certificate, Diploma or Degree –

21,045For more information, see Table 23 in the Appen-

dix.

Business CountsAccording to Statistics Canada (Canadian Busi-

ness Patterns), the top five industries in Peter-borough City and County in 2017 with employees were:

• Ambulatory health care services (401 localbusinesses)• Specialty trade contractors (380 local busi-

nesses);• Professional, scientific and technical ser-

vices (338 local businesses)• Food services and drinking places (284 lo-

cal business); and,• Construction of buildings (159 local busi-

nesses).The top five industries in Peterborough City and

County in 2017 without employees were:• Real estate (2,102 local businesses)• Professional, scientific and technical ser-

vices (799 local businesses)• Specialty trade contractors (443 local busi-

nesses)• Securities, commodity contracts, and other

financial investment and related activities (402 local businesses); and,• Ambulatory health care services (318 local

businesses). For more information, see Table 24.

11

Source: CEB Talent Neutron

Labour force by age Labour force by age

15 to 24 years8,315 (2011)7,880 (2016)

15 to 24 years1,570 (2011)1,365 (2016)

45 to 64 years24,125 (2011)24,370 (2016)

45 to 64 years6,225 (2011)6,375 (2016)

65-plus14,990 (2011)19,060 (2016)

65-plus4,720 (2011)5,940 (2016)

25 to 44 years13,815 (2011)14,210 (2016)

25 to 44 years2,425 (2011)2,655 (2016)

Source: Statistics Canada Source: Statistics Canada

Labour force by age

15 to 24 years17,735 (2011)16,335 (2016)

45 to 64 years 41,120 (2011) 40,520 (2016)

65-plus25,000 (2011)31,550 (2016)

25 to 44 years28,550 (2011)29,940 (2016)


Labour force by age

15 to 24 years9,375 (2011)8,680 (2016)

45 to 64 years26,990 (2011)27,380 (2016)

65-plus16,650 (2011)22,260 (2016)

25 to 44 years15,110 (2011)15,925 (2016)


NOTE: Changes to the minimum wage on Jan. 1, 2018 will impact future wage calculationsSources: * Vicinity Jobs and ** Economic Modelling Specialists International (Emsi)

Projected Occupational Growth in Peterborough City and County

Occupation** 2017 Jobs

2024 Jobs

Change 2017-2024

% Change

4212 - Social and community service workers 804 1,023 219 27%6711 - Food counter attendants, kitchen helpers and re-lated support occupations

778 916 138 18%

1414 - Receptionists 537 745 208 39%1221 - Administrative officers 649 734 85 13%6411 - Sales and account representatives - wholesale trade (non-technical)

689 721 32 5%

3413 - Nurse aides, orderlies and patient service associ-ates

490 652 162 33%

1411 - General office support workers 530 597 67 13%

Top Job Postings in Peterborough City and County including Median Wagesᵻ

(January 1, 2017 to September 30, 2017)

Occupation Number of Jobs*

Median Salary ($/hr)**

3012 - Registered nurses and registered psychiatric nurses 341 $35.47

4021 - College and other vocational instructors 308 $37.90

6421 - Retail salespersons 301 $12.24

6623 - Other sales related occupations 248 $13.32

6552 - Other customer and information services representatives 208 $17.74

6411 - Sales and account representatives - wholesale trade (non-technical)

182 $24.99

4412 - Home support workers, housekeepers and related occupa-tions

159 $15.91

0621 - Retail and wholesale trade managers 137 $33.91

6611 - Cashiers 116 $10.83

1411 - General office support workers 83 $20.82

12

Northumberland County

Population DemographicsNorthumberland County is the southern-most ge-

ography in our service area and is a key compo-nent of the Highway 401 corridor.

Northumberland County is made up of the follow-ing communities: the Township of Alnwick/Haldi-mad, the Municipality of Brighton, the Town of Co-bourg, the Township of Cramahe, the Township of Hamilton, the Municipality of Port Hope, the Mu-nicipality of Trent Hills, and Alderville First Nation.

Northumberland County’s total population in 2016 was 85,598, up 3,472 people (+4.2%) from 2011.

The total labour force population (individuals 15 years or older) was 72,245, with the bulk of the working age population between the ages of 45-64 years of age (36.9% of total labour force pop-ulation).

People 65 and older represented 26.0% of the total population.

The unemployment rate for the region in 2016 was 7.3%, compared to 7.8% for the LEPC ser-vice area.




Population (2016) - 138,236

Population (2011) - 134,928







Employed - 62,740

Unemployed - 5,440



Population (2016) - 85,598

Population (2011) - 82,126







Employed - 37,880

Unemployed - 3,000


Population (2016) - 75,423

Population (2011) - 73,219







Employed - 33,365

Unemployed - 2,795


Population (2016) - 18,062

Population (2011) - 17,056







Employed - 7,120

Unemployed - 755


13


15 to 24 years8,315 (2011)7,880 (2016)

15 to 24 years1,570 (2011)1,365 (2016)

45 to 64 years24,125 (2011)24,370 (2016)

45 to 64 years6,225 (2011)6,375 (2016)

65-plus14,990 (2011)19,060 (2016)

65-plus4,720 (2011)5,940 (2016)

25 to 44 years13,815 (2011)14,210 (2016)

25 to 44 years2,425 (2011)2,655 (2016)


Labour force by age

15 to 24 years17,735 (2011)16,335 (2016)

45 to 64 years41,120 (2011)40,520 (2016)

65-plus25,000 (2011)31,550 (2016)

25 to 44 years28,550 (2011)29,940 (2016)


Labour force by age

15 to 24 years9,375 (2011)8,680 (2016)

45 to 64 years26,990 (2011)27,380 (2016)

65-plus16,650 (2011)22,260 (2016)

25 to 44 years15,110 (2011)15,925 (2016)





10

10 10

7

7 7

6

6 6

5

5 5

4

4 4

1

1 1

3

3 3

2

2 2

8

8 8

9

9 9


Detail oriented

Team player


Problem solving

Integrity



Dependability

High-energy


Team player

Detail oriented

Integrity


Work independently

Dependability

Marketing


High-energy


Team player

Dependability

Work independently


Integrity

Entreprenereurial

Prospecting

Highly motivated

Work ethic


10

7

6

5

4

1

3

2

8

9


Detail oriented

Team player

Work independently

Dependability


Problem solving

Integrity


Marketing

Educational AttainmentThe following information on educational attain-

ment for Northumberland residents was compiled by Statistics Canada as part of the 2015 national Census:

• No Certificate, diploma or degree – 13,215• High school diploma – 22,220• Apprenticeship or trade certificate diploma





dix.


ness Patterns), the top five industries in Northum-berland County in 2017 with employees were:

• Professional, scientific and technical ser-vices (204 local businesses);• Specialty trade contractors (190 local busi-

nesses);• Food services and drinking places (156 lo-

cal business);• Ambulatory health care services (127 local

businesses); and,• Construction of buildings (116 local busi-

nesses). The top five industries in Northumberland County

in 2017 without employees were:• Real estate (996 local businesses);• Professional, scientific and technical ser-

vices (555 local businesses);• Specialty trade contractors (326 local busi-

nesses);• Crop production (318 local businesses); and,• Securities, commodity contracts, and other

financial investment and related activities (236 local businesses).


14


Projected Occupational Growth in Northumberland County


2024 Jobs

Change 2017-2024

% Change

6421 - Retail salespersons 1,015 1,069 54 5%7271 - Carpenters 804 1,023 219 27%7511 - Transport truck drivers 778 916 138 18%4032 - Elementary school and kindergarten teachers 537 745 208 39%4214 - Early childhood educators and assistants 649 734 85 13%0821 - Managers in agriculture 689 721 32 5%1414 - Receptionists 490 652 162 33%1311 - Accounting technicians and bookkeepers 518 628 110 21%4212 - Social and community service workers 493 627 134 27%3413 - Nurses’ aides, orderlies and patient service asso-ciates

530 597 67 13%

Top Job Postings in Northumberland County including Median Wagesᵻ




6421 - Retail salespersons 163 $12.246623 - Other sales related occupations 110 $13.326411 - Sales and account representatives - wholesale trade (non-technical)

98 $24.99

4412 - Home support workers, housekeepers and related occu-pations

97 $15.91


6611 - Cashiers 74 $10.836322 - Cooks 72 $11.528431 - General farm workers 56 $13.186552 - Other customer and information services representatives 52 $17.74

9619 - Other labourers in processing, manufacturing and utilities 46 $13.82


15

http://www.vicinityjobs.com

http://www.economicmodeling.com

Kawartha Lakes

Population DemographicsThe City of Kawartha Lakes (Kawartha Lakes) is

the third most populous geography of our service areas.

The city area includes the following incorporated communities: Bobcaygeon, Fenelon Falls, Lind-say, Omemee, Sturgeon Point and Woodville.

In addition to these incorporated communities, there are over 100 communities and hamlets in Kawartha Lakes.

Kawartha Lakes’ total population in 2016 was 75,423, up 2,204 people (+3.0%) from 2011.

The total labour force population (individuals 15 years or order) was 65,520, with the bulk of the working age population between the ages of 45-64 years of age (37.1% of total labour force pop-ulation).

People 65 and older represented 25.2% of the total population.





Population (2016) - 138,236

Population (2011) - 134,928







Employed - 62,740

Unemployed - 5,440



Population (2016) - 85,598

Population (2011) - 82,126







Employed - 37,880

Unemployed - 3,000


Population (2016) - 75,423

Population (2011) - 73,219







Employed - 33,365

Unemployed - 2,795


Population (2016) - 18,062

Population (2011) - 17,056







Employed - 7,120

Unemployed - 755


16


15 to 24 years8,315 (2011)7,880 (2016)

15 to 24 years1,570 (2011)1,365 (2016)

45 to 64 years24,125 (2011)24,370 (2016)

45 to 64 years6,225 (2011)6,375 (2016)

65-plus14,990 (2011)19,060 (2016)

65-plus4,720 (2011)5,940 (2016)

25 to 44 years13,815 (2011)14,210 (2016)

25 to 44 years2,425 (2011)2,655 (2016)


Labour force by age

15 to 24 years17,735 (2011)16,335 (2016)

45 to 64 years41,120 (2011)40,520 (2016)

65-plus25,000 (2011)31,550 (2016)

25 to 44 years28,550 (2011)29,940 (2016)


Labour force by age

15 to 24 years9,375 (2011)8,680 (2016)

45 to 64 years26,990 (2011)27,380 (2016)

65-plus16,650 (2011)22,260 (2016)

25 to 44 years15,110 (2011)15,925 (2016)





10

10 10

7

7 7

6

6 6

5

5 5

4

4 4

1

1 1

3

3 3

2

2 2

8

8 8

9

9 9


Detail oriented

Team player


Problem solving

Integrity



Dependability

High-energy


Team player

Detail oriented

Integrity


Work independently

Dependability

Marketing


High-energy


Team player

Dependability

Work independently


Integrity

Entreprenereurial

Prospecting

Highly motivated

Work ethic


10

7

6

5

4

1

3

2

8

9


Detail oriented

Team player

Work independently

Dependability


Problem solving

Integrity


Marketing

Educational AttainmentThe following information on educational attain-

ment for Kawartha Lakes residents was compiled by Statistics Canada as part of the 2015 national Census:

• No Certificate, diploma or degree – 13,095• High school diploma – 20,340• Apprenticeship or trade certificate diploma




6,495For more information, turn to Table 31 in the Ap-

pendix.


ness Patterns), the top five industries in the City of Kawartha Lakes in 2017 with employees were:

• Specialty trade contractors (232 local busi-nesses);• Professional, scientific and technical ser-

vices (151 local businesses);• Food services and drinking places (112 lo-

cal business);• Construction of buildings (110 local busi-

nesses); and,• Ambulatory health care services (108 local

businesses).

The top five industries in the City of Kawartha Lakes in 2017 without employees were:• Real estate (989 local businesses);• Animal production and aquaculture (412 lo-

cal businesses);• Specialty trade contractors (390 local busi-


vices (380 local businesses); and,• Crop production (282 local businesses).For more information, turn to Table 32 in the Ap-

pendix.

17



Projected Occupational Growth in City of Kawartha Lakes


2024 Jobs

Change 2017-2024

% Change


804 1,023 219 27%

7511 - Transport truck drivers 778 916 138 18%7271 - Carpenters 537 745 208 39%0821 - Managers in agriculture 649 734 85 13%4032 - Elementary school and kindergarten teachers 689 721 32 5%4212 - Social and community service workers 490 652 162 33%3413 - Nurses’ aides, orderlies and patient service asso-ciates

518 628 110 21%

18

Top Job Postings in Kawartha Lakes including Median Wagesᵻ

(January 1, 2017 to September 30, 2017



6322 - Cooks 93 $11.52

6552 - Other customer and information services representatives 86 $17.74


9619 - Other labourers in processing, manufacturing and utilities 59 $13.82


51 $24.99

4412 - Home support workers, housekeepers and related occupa-tions

50 $15.91

6611 - Cashiers 49 $10.83

6711 - Food counter attendants, kitchen helpers and related sup-port occupations

46 $10.61

7511 - Transport truck drivers 39 $18.29

7452 - Material handlers 38 $16.32

Haliburton

Population DemographicsHaliburton is the fourth most populous commu-

nity in our service area and is the northernmost community.

Communities in Haliburton County include: Township of Algonquin Highlands, Municipality of Dysart et al, Municipality of Highlands East, and the Township of Minden Hills.

Haliburton County’s total population in 2016 was 18,062 people, up 1006 (+5.9%) from 2011.

The total labour force population (individuals 15 years or older) was 16,335 people, with the bulk of the working age population between the ages of 45-64 years of age (39.0% of total labour force population). People 65 and older represented 32.9% of the total population.


Haliburton County had the highest percentage of its total population with an apprenticeship or trade certificate diploma at 9.5 per cent. For more infor-mation, see Tables 39 and 40 in the Appendix.




Population (2016) - 138,236

Population (2011) - 134,928







Employed - 62,740

Unemployed - 5,440



Population (2016) - 85,598

Population (2011) - 82,126







Employed - 37,880

Unemployed - 3,000


Population (2016) - 75,423

Population (2011) - 73,219







Employed - 33,365

Unemployed - 2,795


Population (2016) - 18,062

Population (2011) - 17,056







Employed - 7,120

Unemployed - 755


19


15 to 24 years8,315 (2011)7,880 (2016)

15 to 24 years1,570 (2011)1,365 (2016)

45 to 64 years24,125 (2011)24,370 (2016)

45 to 64 years6,225 (2011)6,375 (2016)

65-plus14,990 (2011)19,060 (2016)

65-plus4,720 (2011)5,940 (2016)

25 to 44 years13,815 (2011)14,210 (2016)

25 to 44 years2,425 (2011)2,655 (2016)


Labour force by age

15 to 24 years17,735 (2011)16,335 (2016)

45 to 64 years41,120 (2011)40,520 (2016)

65-plus25,000 (2011)31,550 (2016)

25 to 44 years28,550 (2011)29,940 (2016)


Labour force by age

15 to 24 years9,375 (2011)8,680 (2016)

45 to 64 years26,990 (2011)27,380 (2016)

65-plus16,650 (2011)22,260 (2016)

25 to 44 years15,110 (2011)15,925 (2016)





10

10 10

7

7 7

6

6 6

5

5 5

4

4 4

1

1 1

3

3 3

2

2 2

8

8 8

9

9 9


Detail oriented

Team player


Problem solving

Integrity



Dependability

High-energy


Team player

Detail oriented

Integrity


Work independently

Dependability

Marketing


High-energy


Team player

Dependability

Work independently


Integrity

Entreprenereurial

Prospecting

Highly motivated

Work ethic


10

7

6

5

4

1

3

2

8

9


Detail oriented

Team player

Work independently

Dependability


Problem solving

Integrity


Marketing


ment for Haliburton residents was compiled by Statistics Canada as part of the 2015 Census:• No Certificate, diploma or degree – 3,445• High school diploma – 4,485• Apprenticeship or trade certificate diploma



Bachelor level – 350• University Certificate, Diploma or Degree –


dix.

Business countsAccording to Statistics Canada (Canadian Busi-

ness Patterns), the top five industries Haliburton County in 2017 with employees were:• Specialty trade contractors (91 local busi-

nesses);

• Construction of buildings (66 local business-es); • Professional, scientific and technical ser-

vices (44 local businesses); • Food services and drinking places (31 local

business); and.• Religious, grant-making, civic, and profes-

sional and similar organizations (27 local busi-nesses).

The top five industries in Haliburton County in2017 without employees were:• Real estate (236 local businesses);• Specialty trade contractors (104 local busi-


vices (100 local businesses);• Construction of buildings (72 local business-

es); and,• Securities, commodity contracts, and other

financial investment and related activities (55 local businesses).


20


Projected Occupational Growth in Haliburton County


2024 Jobs

Change 2017-2014

% Change

0712 - Home building and renovation managers 804 1,023 219 27%4212 - Social and community service workers 778 916 138 18%6731 - Light duty cleaners 537 745 208 39%3413 - Nurse aides, orderlies and patient service associ-ates

490 652 162 33%

3012 - Registered nurses and registered psychiatric nurses

518 628 110 21%

1221 - Administrative officers 493 627 134 27%1414 - Receptionists 530 597 67 13%

Top Job Postings in Haliburton County including Median Wagesᵻ





42 $24.99

4412 - Home support workers, housekeepers and related occu-pations

31 $15.91

6623 - Other sales related occupations 20 $13.32

0621 - Retail and wholesale trade managers 14 $33.91


6222 - Retail and wholesale buyers 9 $16.96

6552 - Other customer and information services representa-tives

9 $17.74


3131 - Pharmacists 6 $50.58

6711 - Food counter attendants, kitchen helpers and related support occupations

6 $10.61


21

The following section presents a review of ex-isting literature that, as noted in the introductory section, provides strategies, or action items that help inform and grow the local economic situa-tion in LEPC region. We specifically focused on evidence taken from its own project deliverable during the pilot project’s operational phase, which ran from June 1, 2016 up until the time of writ-ing this current plan. Key recommendations from these projects help identify important next steps for developing a workforce development strategy for our service area.

A critical component of the LEPC pilot project has been the development, execution and completion of partnership projects that focus on improving lo-cal workforce development conditions. Below is a selection of completed projects (with download-able links) with outputs and key recommendations to inform next steps in creating a local workforce development strategy for the LEPC service area.

Aligning Workforce and Economic De-velopment Priorities, Strategies and Re-sources

This project, led by Kawartha Lakes Communi-ty Futures Development Corporation and MDB Insight, looked at the need for better alignment

between workforce development and economic development activities at the local level. Although there are clear distinctions between the core func-tions of both workforce development and econom-ic development, they both play an important role in connecting businesses to the available labour pool.

Recommendations from this report included the following:

• Clearly defining the role of the LEPC as a facil-itator and coordinator that can connect workforce development and economic development priori-ties and activities; and

• Clearly defining local business sectors that are in-demand, and the knowledge, skills and abilities needed to support these sectors.

• Develop a strategy that integrates the work of local workforce development and economic devel-opment organizations.

Best Practices and Promising Ap-proaches in Economic Development

This project, led by Explorer Solutions and Amer and Associates, also highlighted the importance that economic development plays in the local community. The final report identified the stra-tegic plans, sector focus, and services offered

Existing literature

22

by economic development organizations within the region. This report also reviewed econom-ic development models used by municipalities to achieve their objectives, and highlighted the im-portance that collaborations with external partners and knowledge sharing plays in driving successful economic development initiatives.

The LEPC has the opportunity to act as a central figure for knowledge sharing (i.e. programs and services, sector-based LMI, key workforce devel-opment issues) to its partners and stakeholders throughout the region.

Employability Skills GapsThis project, led by Wakeford and Associates,

looked at developing a better understanding of lo-cal skills gaps, and whether or not there is one. A total of 89 employers and 62 service providers outlined the following local hiring challenges:

• Recruiting Gap – employers have difficulty in finding people with the right skills for the job within the local area, and there is an equal challenge to attract people to the region.

• Wage Gap – employers have difficulty draw-ing in employees from larger urban centres where wages are higher;

• Geography Gap – employers in rural areas find it difficult to compete with job seekers who are used to an urban lifestyle;

• Transportation Gap – employers in rural areas highlighted the challenges of transportation costs, lack of public transit, and commuting distances and travel conditions as key barriers to attracting talent.

These local challenges, or ‘gaps’ are important issues that should be considered in the LEPC strategic priorities.

Labour Market Information (LMI) User Guide

The LMI User Guide is a resource that helps peo-ple become more informed and better skilled at finding and using LMI. This resource provides key information on how job seekers, employers, ed-ucators and trainers, and other user groups can benefit from using LMI.

We also created [email protected], an email ad-dress that links directly to LEPC staff to support the guide, but also to provide a communications

channel for community members looking for addi-tional LMI supports. Uptake of the helpdesk ser-vice has been positive. At the time of writing, we have processed over 150 unique LMI requests for community stakeholders. There is an opportuni-ty to analyze these requests to determine: who is asking for LMI, what specific LMI people are look-ing for, why they need it, how they are using it, and what the outcomes are for having accessed specific LMI.

Recruiting for Small-to-Medium Employ-ers: A User Guide

Savino Human Resources Partners (SHRP) de-veloped a step-by-step HR guide to help employ-ers better understand and organize their recruit-ment processes, and also to become more aware of the local resources that employers can access to help facilitate their hiring process, including Employment Ontario services. Included in the HR guide is information related to mandatory polices that employers need to be aware of such as:

• AODA Compliance• Workplace Violence & Harassment Prevention;• Ontario Health and Safety Act; and• Employment Standards ActChanges or amendments to these policies do oc-

cur, and although there are resources available to educate employers at the local and provincial lev-els, the LEPC should consider the role that it plays in supporting the coordination of these activities.

We also looked at local economic development strategic plans, or business expansion and reten-tion reports (BR+E) for a number of reasons. First, these plans provided information related to local industry sectors. Sectors are key pillars that help us focus on the businesses, occupations, and ad-ditional labour market information (LMI) that can support them. Second, economic development strategic plans or BR+E reports provide first-hand accounts of the workforce development challeng-es and opportunities facing local businesses and sectors.

Northumberland County Integrated Economic Development Master Plan - 2017 and Beyond

The 2017 Economic Development Master Plan for Northumberland County presents a number of

23

components that are critical to economic success, including a skilled and diverse workforce that helps to increase local productivity and maintain eco-nomic vitality. Key sectors of interest highlighted in the economic development master plan include:

• Manufacturing Attraction and Retention• Tourism – Marketing and Development• Agriculture and Food• Small Business and Entrepreneurship Develop-

ment, and • Business Immigration.The economic development master plan high-

lights the need for supporting the immigrant pop-ulation through its focus on the provision of settle-ment and immigration services to Northumberland County. A focus on research initiatives that ad-dresses in-migration and out-migration of people and the local workforce is critical to economic suc-cess in the region.

Northumberland County Business Plan and Budget

The 2017 Business Plan for Northumberland County focuses on relationship building with key regional economic development partners and workforce development intermediaries to sup-port integrated planning for economic prosperity. Long-term strategies also focus on an integrated economic development support system that al-lows for timely information to support and match local demand opportunities.

Northumberland County provides a wealth of business development and support services for existing and prospective businesses. Key ser-vices include (but are not limited to):

• Regional Tourism Organization 8 (RTO8);• Ontario East Economic Development Commis-

sion;• Industrial Research Assistance Program;• Export Development Canada;• Northumberland Manufacturers Association;• Business Development Bank;• FedDev Ontario;• Northumberland Community Futures Develop-

ment Corporation

Township of Selwyn Business Reten-tion and Expansion Report

In 2017, Selwyn Township conducted a business

retention and expansion (BR+E) project to deter-mine the needs, concerns, and opportunities of lo-cal businesses. One key theme that came out of this report was workforce development.

More than 60 percent of businesses cited hiring challenges due to: lack of applicants, lack of skills training, and lack of experience. The hardest posi-tions for employers to recruit were sales staff and skilled labourers.

Key actions related to workforce development in-clude:

• Engage post-secondary institutions to increase co-operative educational opportunities in rural ar-eas to support businesses and provide employee development opportunities;

• Provide employers with opportunities to learn about programs available to support employment costs.

• Promote local training resources and additional information to local employers.

Peterborough & the Kawarthas Eco-nomic Development: Strategic Plan for 2015-2018

The current strategic plan for Peterborough & the Kawarthas Economic Development (PKED) focused on achieving a high-performing economy through supporting and developing the following key sectors that have been expanded upon to in-clude:

• Advanced Manufacturing;• Aerospace;• Agriculture;• Clean Tech and Water; and • Tourism.In 2017, PKED launched a full suite of analytical

services that provides businesses with opportu-nities to learn more about the local business en-vironment through key demographics to support their business decisions, including workforce/la-bour market information.

City of Kawartha Lakes Economic De-velopment Strategy

In 2017, the City of Kawartha Lakes launched its current economic development strategy, which highlights the key economic opportunities for this community. Key components of this strategy in-clude growth of the next generation workforce,

24

and to build and grow the following business sec-tors or clusters:

• Agriculture and Food;• Tourism;• Specialized Manufacturing; • Culture (including arts, heritage, and events);

and• Engineered Products and Related ServicesKey actions in refocusing programs to support

these five clusters include program integration and resource allocation, coupled with data to support business cluster participation, business growth by cluster, and by changes in tourism numbers (for Tourism sector).

Downtown Revitalization Action Plans for Coboconk and Norland, Fenelon Falls, Lindsay and Omemee

In 2017, the City of Kawartha Lakes launched its downtown revitalization action plans for each of the following communities: Coboconk, Norland, Fenelon Falls, Lindsay, and Omemee.

In addition to promotion of public spaces, and social uses for tourists and residents, these down-town revitalization projects provide local commu-nities with opportunities to grow their commercial activities, which require a local workforce to sup-port this growth. Central to each of these revital-ization plans was the development of a market data report that looked at the assessment of local business types, as well as the identification of key demographic characteristics of the area, including: population, age distribution, income, family struc-ture employment, and educational attainment.

Municipality of Dysart et al Economic Development Strategy

In 2016, the Municipality of Dysart et al launched its economic development strategy. Included in this strategy was the identification of a number of objectives related to workforce development is-sues including but not limited to: 1) attraction and retention of young families, and 2) education and skills development and 3) developing the following sectors:

• Agriculture and Forestry; and• Tourism (including seasonal residents)Specific to the attraction and retention of young

families was the need to identify employment skills

that are needed by local employers. Related to youth retention was the need to develop the fu-ture workforce, with educational programming that matches the needs of the local economy.

County of Haliburton Official Plan – Up-date 2017

The official plan for the County of Haliburton pro-vides information related to the policies that help support planning and development to meet the specific needs of its upper tier and lower tier mu-nicipalities.

The official plan focuses on land use planning re-lated to key issues that are necessary for growth. As noted in the plan, the County of Haliburton ex-pects 13 percent growth in population by 2036, and 25 percent growth in employment.

Achievement of these targets requires planning for future residential, commercial, industrial land use, as well as development in infrastructure such as roads, water mains, sewers, parks, and schools.

Successful execution of the official plan also re-quires a commitment from the people that support these communities.

25

In addition to the collection of local labour market information and the examination of existing liter-ature related to local communities, we gathered direct input from the community regarding the challenges and opportunities that exist in the lo-cal labour market. Data was collected via the fol-lowing methods: student focus group, an online questionnaire, and in-person consultations.

Student focus groupWe hosted a focus group with 14 attendees

from a local secondary school, which included 11 students enrolled in a construction program, two teachers administering the construction program, and one representative from the local district school board office in charge of programming sup-ports including the Ontario Youth Apprenticeship Program (OYAP), and Specialist High Skills Ma-jors (SHSM) programs.

ChallengesStudents discussed a number of challenges re-

lated to preparing them for future work. One key theme that came out of these conversations was the need for experiential learning opportunities. Specifically:

• There is a gap between what students want to learn, and the availability of co-op placements based on their career interests;

• Transportation is a barrier for students to ac-cess co-op placements, and other workplace ex-periences (i.e. part-time jobs, summer jobs).

• Math should be more hands-on, and related to the needs of the workplace;

• Employers who have had bad co-op experienc-es can impact future experiential learning oppor-tunities.

OpportunitiesOverall, students, teachers and school board fac-

ulty felt that the duel-credit construction program and other programs such as OYAP and SHSM are beneficial in preparing students for the workforce for a number of reasons:

• These courses provide a form of experiential or ‘hands-on’ learning that differs from the traditional classroom setting;

• They expose the skilled trades and other career opportunities to students; and

• They create the business case for adding ad-ditional programming to schools that meet the needs of the local, regional, and provincial labour markets.

Online questionnaireA total of 169 people responded to the online

questionnaire, which was distributed publically on our Twitter, Facebook, LinkedIn and Magnet ac-counts, as well as internally via the LEPC gover-nance structure.

For more information, see Pages 31 and 32.

In-person consultationsA total of 26 individuals responded to the in-per-

son consultations. Similar to the online question-naire, respondents were asked about their work-force status, and key demographic information related to age, residence, and educational attain-ment.

The majority of in-person consultations (17) took place in Peterborough, with six in Northumberland, two in Kawartha Lakes and one in Haliburton.

Ten participants identified themselves as an em-ployer, followed by nine as a manager/supervisor, five as an employee and one student.

Of the 24 respondents that worked for business-es (as either employers, manager or employees), 15 (62.5%) worked for businesses that were over 20 years old. Only three of these businesses were five years old or less.

In terms of educational attainment, participants reported the following:

No Certificate, diploma or degree – 1High school diploma – 2Some college -- 2College diploma or certificate - 8Some univesity - 1Univeristy degree - 12

For more information, see Page 27 or visit the Appendix.

Community input

26

Issues facing local labour market

Top 10 skills needsin Kawartha Lakes

Top 10 skills needsin Haliburton

10 10

7

7 7

6

6 6

5

5 5

4

4 4

1

1 1

3

3 3

2

2 2

8

8 8

9 9

Lack of opportunities for spouses and partners

Differences in employer/employee expectations, value and/or culture

Transportation

Opportunities for careeradvancement

Benefits

Affordable housing

Employment stability

Wages


Team player

Detail oriented

Integrity


Work independently

Dependability

Marketing


High-energy


Team player

Dependability

Work independently


Integrity

Entreprenereurial

Prospecting

Highly motivated

Work ethic

Top 10 skills needsin Northumberland

10

7

6

5

4

1

3

2

8

9


Detail oriented

Team player

Work independently

Dependability


Problem solving

Integrity


Marketing

27

11%

50%

23%

10%

27%

44%

24%

6%

N T H L D P T B O C K L H A L

PLACE OF RESIDENCE% of Total Responses % of Total Population

12%

18% 21

%

6%

13%

23%

36%

29%

1 5 T O 2 4 2 5 T O 4 4 4 5 T O 6 4 6 5 +

AGE OF RESPONDENTS

% of Total Responses % of Total Population

Ten highly sought hard skillsthroughout WDB/LEPC region

Top hard skills needs inKawartha Lakes (2017)

Top hard skills needsin Haliburton (2017)

10

10 10

7

7 7

6

6 6

5

5 5

4

4 4

1

1 1

3

3 3

2

2 2

8

8 8

9

9 9

Quality Control

Blueprints

Quality Assurance

Food Preparation

Freight +

Inventory Control Systems

Preventative Maintenance

Firewall

Technical Support

Microsoft Offi ce

Food Preparation

Blueprints

Geographic Resources Analysis

Quality Control

Crisis Intervention Techniques

Inventory control systems

Microsoft Offi ce

Dump Trucks

Lawn Care

Corporate Social Responsibility

Food Preparation

Orthotics

Blueprints

Goggles

Holter Monitors

Automatic Teller Machines (ATMs)

Quality Control

Quality Assurance

Digital Cameras

Welding Equipment

Top hard skills needs inNorthumberland (2017)

10

7

6

5

4

1

3

2

8

9

Quality Assurance

Blueprints

Freight +

Forklifts

Food Preparation

Preventative Maintenance

Quality Control

Quality Management

AutoCAD

Digital Cameras

ChallengesWorkforce development challenges

identified by survey and consultation participants included:

Transportation for job seekers to employ-ment sites in rural areas as well as for late shift positions

Part-time work in service-based industries

Lack of skilled trades to meet employer de-mand and community demands

Difficulty in finding employees that are quali-fied, will work hard, and can be retained

Employment moves in polar directions. There are low wages for low-skilled individuals, and high wages for highly-skilled individuals

Lack of training by employers

Labour cost for start-ups are high

Need for more serviced land to grow busi-nesses

Oral and written communication gaps in la-bour supply

Challenges in recruiting Registered Nurses

Demand and supply imbalance for Personal Support Workers (PSW); lower PSW salaries

Lack of seasonal summer candidates in tour-ism industry

Government legislation does not support SMES

Hard to find and retain talent in rural areas

Need for commuting to find work/need to commute for good job

Decline in manufacturing jobs

Lack of jobs for older workers

Hiring practices based on networking, not based on skills

For post-secondary institutions, there are more students than available jobs

Overqualified employees with low salaries

Lack of knowledge of workers’ rights and Em-ployment Standards Act

Lack of skilled upper and middle managers

Transit for late shifts vs. cabs/need for transit hours expansion

Apprenticeship training on decline

Lack of training in digital skills

Lack of technology and internet access in ru-ral areas

Lack of viable labour supply in agriculture sector

Lack of skills in kitchen

28

OpportunitiesLabour market opportunities identified

by survey and consultation participants included:

Rural community and collective approach to matching people with jobs

Post-secondary education opportunities with living wage salaries

Quality of life, work-life balance/reduced commuting

Growth in the tourism industry

Many possibilities in the agriculture/agri-food sector

Service sector to give youth work opportunity

Business opportunities to support seniors

Working outdoors

Companies are hiring qualified individuals, small community (communities), a wide range of different types of companies and career op-portunities

Growth in small business operators

Internet supports allow for online learning in some areas

Availability of employment supports and business supports

Entrepreneurial supports

Call centres provide opportunities for un-trained workers.

Small business community allows for oppor-tunity for face time with owners, informal men-toring/senior population for mentoring oppor-tunities.

Healthcare, Green Jobs, Education, Munici-pal, Food Service, Retail

Thriving restaurant scene, collective focus on culinary tourism

High demand for AZ truck drivers

Minimum wage has increased to offset living costs

29

There are a number of key issues that can be observed in the reviews of local labour market information, reviews of existing literature, and in-put from individuals that participated in communi-ty consultations. Demographic changes such as age, educational attainment, and employment sta-tus are important indicators that influence the local labour market situation.

Equally important are recommendations from local reports that provide recommended areas of focus to improve the economic conditions of local communities.

Drawing on this information is an important step in identifying future recommendations to support the LEPC in its objectives to improving local la-bour market conditions under the following strate-gic themes:

Collection and dissemination of local labour market knowledge

Issue – Current sources of business count infor-mation used by LEPC do not provide key details on business type, and what specific sectors these businesses represent. It is difficult to portray an accurate picture of the local business community without more detailed information.

Recommendations – (Short Term) Research and identify supporting data sets that can provide better information that provides insights into who these businesses are, what industries they belong to, and the key labour market conditions facing these identified industries. (Long Term) Identify specific workforce development challenges these businesses face, and what employment and train-ing supports or business supports they need to

sustain or grow their businesses through collabo-rative partnerships with stakeholders.

Issue – There is no clear understanding of how local stakeholders are using the LMI provided and what the specific outcomes are.

Recommendation – (Short Term) Develop a better method to track how LMI provided by LEPC is being used in the local communities and deter-mine the demographics of those accessing the service. (Long Term) Use feedback from users to develop a LMI strategy for primary and secondary LMI data collection, analysis and dissemination as well as exploring the possibility of developing a web-based solution for LMI requests.

Integrated local planningIssue – There are a number of common sec-

tors (i.e. agriculture, manufacturing, and tourism), that local economic development organizations throughout LEPC service area intend to develop. We should support these communities and their sector development strategies equally.

Recommendation – (Short Term) Work with lo-cal economic development organizations in each community to develop a better understanding of their sector strategies, LMI needs, hiring needs, and conditions needed to grow the identified sec-tors. (Long Term) Develop a common service offer-ing to local economic development organizations that helps support their own initiatives for sector growth, and the growth of key sectors in our region as a whole.

Development of service coordination initiatives for employers

Issue – There are multiple challenges that pre-vent employers from selecting, attracting, and hir-ing people. Key barriers include: attracting people from the local regions, drawing in employees from larger urban centres, transportation costs, com-muting distances, and travel conditions.

Recommendation – (Short Term) Identify pro-grams, services, and other supports that employ-ers could access to aid in their recruitment efforts. (Long Term) In conjunction with employment and

Developing priorities

30

training service providers and business support service providers, develop a local solution for em-ployers and entrepreneurs that will assist them with their own hiring activities.

Development of innovative research solutions to address identified local la-bour market issues

Issue – Transportation, particularly in rural ar-eas, is a critical barrier for both job seekers and employees, as well as employers.

Recommendation – (Short Term) Identify local communities in Ontario that are working on de-veloping community-based solutions to address transportation and employment issues. (Long Term) Develop and test a pilot solution that ad-dresses transportation issues in the communities that encompass our service area.

Sharing of local best practices that help strengthen the local labour markets

Issue – Experiential learning opportunities through programs offered by secondary schools provide students with hands-on learning activities that will help prepare them for future work. The LEPC can do more to capture and promote these success stories that occur at schools throughout our service area through social media and stake-holders.

Recommendation – (Short Term) Support school boards in promoting experiential learning opportu-nities to students, and link these experiences and career development skills with the needs of local industries. (Long Term) Create the business case for adding new and/or additional programming to area schools that meets the needs of the local, regional, and provincial labour markets.

AppendixAppendix A – LEPC communities

Alderville First Nation

City of Peterborough

City of Kawartha Lakes

Curve Lake First Nation

Hiawatha First Nation

Northumberland County• Brighton• Crahame• Hamilton• Port Hope• Cobourg• Alnwick/Haldimand• Trent Hills

Peterborough County• Asphodel-Norwood• Otonabee-South Monaghan• Cavan Monaghan• Selwyn Township• Douro-Dummer

• Havelock-Belmont-Methuen• North Kawartha• Trent Lakes

Haliburton County• Highlands East• Minden Hills• Algonquin Highlands• Dysart et al.

Appendix B – LEPC Community Labour Market Plan (CLMP) Survey

Please identify your current workforce status:I am an employer (business owner, entrepreneur,

self-employed);I am a manager of supervisor; I am a student;I am an employee of an organization; I am retired;I am a job seeker; Other (please specify)

What is your age?18 to 24; 25 to 34; 35 to 44; 45 to 54; 55 to 64; 65

to 74; 75 and older.What is your current place of residence?

31

Northumberland County; Alderville First Nation; Peterborough City and County; Hiawatha First Nation; City of Kawartha Lakes; Curve Lake First Nation; Haliburton County.

Please provide the name of the business you represent?

How long has your organization been in busi-ness?

How many employees work at your organiza-tion?

What is the highest level of education that you have completed?

Did not graduate from school; University degree (undergraduate); Graduated from high school; University degree (Master’s level); Some college; University Degree (Doctorate level); College diplo-ma or certificate; Other; Some university (under-graduate).

What are some challenges in the local labour market?

What are some opportunities in the local la-bour market?

Additional Questions for In-person Interview (Employers, Managers or Supervisors)

What non-wage benefits do you provide employ-ees?

What training or professional development does your organization provide its employees?

Additional Questions for In-Person Interview (Employees)

What non-wage benefits do you currently re-ceive? What would you like to receive?

What training or professional development does your organization provide its employees? What would you like to receive?

Additional Questions for In-person Interview (Job Seekers)

What non-wage benefits would you like to re-ceive from an employer?

What training or professional development would

you like to receive from an employer?

Additional Question for Online SurveyPlease rank the following issues based on which

ones you think have the greatest impact on the local labour market:

• Career advancement opportunities;• Affordable housing;• Benefits;• Difference in employers’ and employees’ ex-

pectations, values and/or culture;• Employment opportunities for spouses/part-

ners;• Employment stability;• Transportation; and,• Wages

Holy Cross Focus Group Questions• Why did you decide to take construction and/or

trades-related courses?• How do you think your courses at school are

preparing you for the future of work?• What are some challenges that you think you

are going to face when you begin work?• What other courses or training would you like to

be taking a school? • What would be the best job out there?

Appendix C – Community participants

WDB would sincerely like to thank the many businesses and organizations that took part in this project through the online survey and in-person consultations:

A Way Home PeterboroughAbbey GardensAgilecAlf Curtis Home ImprovementsAlzheimer SocietyAngevaare MazdaAssante Wealth ManagementBDO Canada LLPBig Brothers Big Sisters of Kawartha Lakes-Hal-

iburtonBill Larocque’s InsulationBy the Bushel Community Food Co-Operative,

Trent University Campus StoreCF Cuture Family

32

Cameco Fuel ManufacturingCanada Candy CompanyCanadian Mental Health Association Halliburton

Kawartha Pine RidgeCastle Keep Retirement Inc.Charlen Organic FarmChaulk Woodworking incCity of Kawartha Lakes Family Health TeamCity of Kawartha Lakes Human Services (Social

Services)City of Kawartha Lakes, Victoria ManorCity of PeterboroughCity of Peterborough Ontario WorksChandler Point COACommunity Living Trent HighlandsConcept 2 RelaityCo-operatorsCorrectional Services of CanadaCounty of HaliburtonCrayola CanadaCw Millworks and Design Ltd.DFL PickseedDorland Farms ltd.Durham College Employment ServicesEagle Lake Country MarketEscape MazeFay & AssociatesFleming CollegeFleming CREW Employment CentreFreshiiGentry ApparelHaliburton County Home Builders AssociationHarcourt Park MarinaHoliday InnHome ChildcareHome Instead Senior CareJane Davidson Writing CoachJanet McGhee Professional CorporationJohn Howard SocietyJunior Achievement PLMKadex Aero SupplyKathco Pipe DreamzKawartha Business Equipment Ltd.Kawartha Chamber of Commerce & TourismKawartha Guard serviceKawartha Pine Ridge District School BoardKettleby Valley Summer CampKleer Management SolutionsLaidlaw Bulk

Lakeside CottagesLakeview MotelLaridae Communications Inc.Literacy Ontario Central SouthLynn TeatroMarcus Beach CottagesMastermind ToysMcCloskey InternationalMS Society of Canada (PKLH branch)Municipality of Port HopeNew Canadians Centre PeterboroughNorthumberland Hills HospitalOntario College of TradesParkbridgePefferlaw Peat Products IncPeterborough and the Kawarthas Economic De-

velopmentPeterborough and District Labour CouncilPeterborough Native Learning ProgramPeterborough Regionall Health CentreRamara Township Public LibraryRBC (Chemong branch)Rehill Building SuppliesRemax Country LakesRoJu GsrdensSabic Innovative Plastics Inc.Sadleir HouseService CanadaShaw Computer systems Inc.SHRP LimitedSienna Senior CareSir Sam’s Ski/RideSt. John AmbulanceStarbucks Ste. Anne’s BakeryStrexer Harrop and AssociatesTamarack FarmsTas Page CommunicationsThe Commonwell Mutual Insurance GroupThe Cottage AngelsTrillium Lakelands District School BoardTown of CobourgTowne Optical Township of Algonquin HighlandsTrent University Community Relations Office VCCS Employment ServicesVintage Pizza Pie CompanyWhite Pine MediaWilliam’s Landing COA

33

Appendix D - List of tablesTable 1 – Population Demographics for the LEPC

RegionTable 2 - Population change in local First Nation

Communities (2011-2016)Table 3 – Indigenous Population in LEPC Com-

munities (2016)Table 4 – Immigrant Population in LEPC Region

(2016)Table 5 – Changes in LEPC Labour Force (2011-

2016)Table 6 – Average Individual Employment In-

come for LEPC Region (2010-2015)Table 7 – Business Size by Number of Employ-

ers in LEPC Region Table 8 – Educational Attainment for LEPC Re-

gion (2011-2016)Table 9 – Job postings by Occupation (Septem-

ber 1, 2016 – September 30, 2017)Table 10 – Clients Access of Employment Ontar-

io Services in LEPC RegionTable 11 – Apprenticeship Status in LEPC Re-

gionTable 12 – Population Counts for Northumber-

land CountyTable 13 - Labour Force Distribution by Age for

Northumberland CountyTable 14 - Migration Patterns in Northumberland

County (2011-2016)Table 15 – Educational Attainment in Northum-

berland CountyTable 16 – Business Counts for Northumberland

County by IndustryTable 17 - Top Job Postings in Northumberland

County including Median WagesTable 18 – Top 10 Skills Needs in Northumber-

land County (2017) Table 19 – Projected Occupational Growth in

Northumberland CountyTable 20 – Population Counts for Peterborough

City and CountyTable 21 - Labour Force Distribution by Age for

Peterborough City and CountyTable 22 – Migration Patterns for Peterborough

City and County (2011–2016)

Table 23 – Educational Attainment for Peterbor-ough City and County

Table 24 – Business Counts for Peterborough City and County by Industry

Table 25 – Top Job Postings in Peterborough City and County including Median Wages

Table 26 – Top 10 Skills Needs in Peterborough City and County (2017)

Table 27 – Projected Occupational Growth in Pe-terborough City and County

Table 28 - Population Counts for Kawartha Lakes (2011 – 2016)

Table 29 - Labour Force Distribution by Age for Kawartha Lakes

Table 30 – Migration Patterns in Kawartha Lakes (2011-2016)

Table 31 – Educational Attainment in Kawartha Lakes

Table 32 – Business Counts for Kawartha Lakes by Industry

Table 33 – Top Job Postings in Kawartha Lakes including Median Wages

Table 34 - Top 10 Skills Needs in Kawartha Lakes (2017)

Table 35 – Projected Occupational Growth in City of Kawartha Lakes

Table 36 – Population Counts for Haliburton County

Table 37 - Labour Force Distribution by Age for Haliburton County

Table 38 - Migration Patterns in Haliburton Coun-try (2011-2016)

Table 39 – Educational Attainment in Haliburton County

Table 40 – % of LEPC population with Appren-ticeship or Trade Certificate Diploma

Table 41 – Business Counts for Haliburton Coun-ty by Industry

Table 42 – Top Job Postings in Haliburton County including Median Wages

Table 43 - Top 10 Skills Needs in Haliburton County (2017)

Table 44 – Projected Occupational Growth in Haliburton County

34

35

Table 1 – Population Demographics for LEPC Region

Year LEPC

Region Haliburton

County Kawartha

Lakes Northumberland

County Peterborough

City and County

2016** 317,319 18,062 75,423 85,598 138,236 2011* 307,329 17,056 73,219 82,126 134,928 Population Change % (2011-2016)

3.3

5.9

3.0

4.2

2.5

WDB Working Age Population (2016)

266,865

16,070

63,510

72,040

115,245

Participation Rate % (2016) 57.4 49.0 56.9 56.7 59.2

Employment Rate % (2016) 52.9 44.3 52.5 52.6 54.4

Unemployment Rate % (2016) 7.8 9.6 7.7 7.3 8.0

In the labour force 153,095 7,875 36,160 40,880 68,180

Employed 141,105 7,120 33,365 37,880 62,740 Unemployed 11,990 755 2,795 3,000 5,440

Source: Statistics Canada, *Census 2011, **Census 2016 Table 2 - Population change in local First Nation Communities (2011-2016) Community Population % change

(2006-2016) 2006* 2011** 2016*** Alderville First Nation 506 465 495 (2.2)% Hiawatha First Nation 483 362 362 (25.1)% Curve Lake First Nation 1,060 1,003 1,059 (0.1)% Total 2,049 1,830 1,916 (6.5)%

Source: Statistics Canada, *Census 2006, **Census 2011, ***Census 2016

36

Table 3 – Indigenous Population in LEPC Communities (2016)

Community Indigenous Population

Community Indigenous Population

Algonquin Highlands 45 Highlands East 245 Alnwick/Haldimand 170 Kawartha Lakes 1995 Asphodel-Norwood 190 Minden Hills 135 Brighton 270 North Kawartha 165 Cavan Monaghan 290 Otonabee-South Monaghan 275 Cobourg 440 Peterborough 3,270 Crahame 250 Port Hope 280 Douro-Dummer 130 Selwyn Township 480 Dysart et al. 95 Trent Hills 300 Hamilton Township 225 Trent Lakes 210 Havelock-Belmont-Methuen 155

Total 9615 Source: Statistics Canada, Census 2016

Table 4 – Immigrant Population on LEPC Region (2016) Geography

Number of Immigrants

Total Population

% of total population

Northumberland County 8,895 85,598 10.4% City and County of Peterborough 7,085 81,032 8.7% Peterborough County 4,325 57,204 7.6% City of Kawartha Lakes 5,785 75,423 7.7% Haliburton County 1,570 18,062 8.7% Total 27,660 317,319 8.7%

Source: Statistics Canada, Census 2016 Table 5 – Changes in LEPC Labour Force (2011-2016) Age Total (2011) Total (2016) Change

(2011-2016) 15-24 years 52,030 34,260 (17,770) 25-44 years 75,310 62,730 (12,580) 45-64 years 129,690 98,645 (31,045) 65+ 25,770 78,810 53,040 Total 282,800 274,445 (8,355)


37

Table 6 – Average Individual Employment Income for LEPC Region (2010-2015)

Average Income

2010*

2015**

Change (2011-2015)

% Change

Northumberland County $38,231 $39,636 $1,405 3.7% Peterborough City and County $37,786 $38,500 $714 1.9% Kawartha Lakes $36,873 $37,242 $369 1.0% Haliburton County $35,510 $33,314 ($2,196) (6.2%) LEPC Region $37,100 $37,173 $73 0.2%

Source: Statistics Canada, *Census 2011, **Census 2016 Table 7 – Business Size by Number of Employers in LEPC Region Business Size

Haliburton County

Kawartha Lakes

Northumberland County

Peterborough City and County

LEPC Region

No Employees 1,256 4,967 5,652 8,188 20,063

1 to 4 380 1,118 1,307 2,010 4,815 5 to 9 136 435 469 918 1,958 10 to 19 75 245 314 609 1,243 20 to 49 49 134 186 356 725 50 to 99 11 39 50 111 211 100 to 199 3 13 24 37 77 200 to 499 - 6 15 25 46 500 + - 3 1 10 14 Total 1,910 6,960 8,018 12,264 29,152

Source: Statistics Canada, Canadian Business Patterns, August 2017 Table 8 – Educational Attainment for LEPC Region (2011-2016) Education Total (2011*) Total (2016)** Change No Certificate, Diploma or Degree 52,030 49,420 (2,610) High School Diploma 75,310 80,310 5,000 Apprenticeship or Trade Certificate Diploma

25,770 23,590 (2,180)

College, CEGEP or non-university 60,290 68,370 8,080 University Certificate or Diploma Below Bachelor level

6,515 4,720 (1,795)

University Certificate, Diploma or Degree

37,110 40,460 3,350

Source: Statistics Canada, *Census 2011, **Census 2016

38

Table 9 – Job postings by Occupation (September 1, 2016 – September 30, 2017)

Occupation Type Job Postings % of Total Jobs

0 – Management Occupations 1,018 (6.2%) 1 – Business, Finance, and Administration

Occupations 1,231 (7.5%)

2 – Natural and Applied Science and Related Occupations

627 (3.8%)

3 – Health Occupations 1,372 (8.4%) 4 – Occupations in Education, Law and Social,

Community and Government Services 1,400 (8.6%)

5 – Occupations in Art, Culture, Recreation and Sport

218 (1.3%)

6 – Sales and Service Occupations 4,739 (29.0%) 7 – Trades, Transport, and Equipment Operators

and Related Occupations 1,488 (9.1%)

8 – Natural Resources, Agriculture and Related Production Occupations

271 (1.3%)

9 – Occupations in Manufacturing and Utilities 422 (2.6%) Unidentified job postings 3,610 (22.1%)

Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/ Table 10 – Clients Access of Employment Ontario Services in LEPC Region Agency Type 2015-16 2016-17 Change

Employment Services (ES)

Resources and Information and Unassisted Clients

3,569 11,702 8,133

Assisted Clients 4,767 4,723 (44) Total 8,336 16,425 8,089 Literacy and Basic Skills (LBS)

Number of new learners 903 852 (51) Carry-over learners 488 448 (40)

Total 1,391 1,300 (91) Ontario Employment Assistance Service (OEAS)

Number of Clients NA 114 NA

Second Career Number of Clients 220 152 (68) Source: Ministry of Advanced Education and Skills Development, Employment Ontario

Program Data, 2016-2017

http://www.vicinityjobs.com/lmi/

39

Table 11 – Apprenticeship Status in LEPC Region

Apprenticeship Status 2015-2016 2016-2017 Change (%) Number of Certificate of Apprenticeships Issued

185 161 -24 (-12.9%)

Number of Modular Training Registrations

296 285 -11 (-3.7%)

Average Age of Apprentices at Registration

26 26 0 (0%)

Number of New Registrations 503 503 0 (0%) Number of Active Apprentices 1,521 1,340 -181 (-11.9%)

Source: Ministry of Advanced Education and Skills Development, Employment Ontario Program Data, 2016-2017

Table 12 – Population Counts for Northumberland County

Northumberland County Population Counts Population (2016)** 85,598 Population (2011)* 82,126 Population Change %(2011-2016) 4.2 WDB Working Age Population % (2016) 72,040 Participation Rate % (2016) 56.7 Employment Rate % (2016) 52.6 Unemployment Rate (2016) 7.3 In the labour force 40,880 Employed 37,880 Unemployed 3,000

Source: Statistics Canada, *Census 2011, **Census 2016 Table 13 - Labour Force Distribution by Age for Northumberland County Age Number of People

(2011) Number of People

(2016) 15-24 years 9,375 8,680 25-44 years 15,110 15,925 45-64 years 26,990 27,380 65+ 16,650 22,260 Total 68,125 74,245


Table 14 - Migration Patterns in Northumberland County (2011-2016)

40

Age Group In-migrants Out-migrants Net-migrants 0-17 3,756 2,478 1,278 18-24 1,809 2,602 (793) 25-44 5,501 4,755 746 45-64 6,272 3,378 2,894 65+ 3,443 2,203 1,240 Total 20,781 15,416 5,365

Source: Statistics Canada, Taxfiler Table 15 – Educational Attainment in Northumberland County Educational Attainment Total (2016)

No Certificate, Diploma or Degree 13,215 High School Diploma 22,220 Apprenticeship or Trade Certificate Diploma 6,400 College, CEGEP or non-university 18,270 University Certificate or Diploma Below Bachelor level 1,325 University Certificate, Diploma or Degree 10,615 Total 72,045

Source: Statistics Canada, Census 2016 Table 16 – Business Counts for Northumberland County by Industry Top 5 industries Number of

Businesses With Employees

541 - Professional, scientific and technical services 204 238 - Specialty trade contractors 190 722 - Food services and drinking places 156 621 - Ambulatory health care services 127 236 - Construction of buildings 116

Without Employees 531 - Real estate 996 541 - Professional, scientific and technical services 555 238 - Specialty trade contractors 326 111 - Crop production 318 523 - Securities, commodity contracts, and other financial

investment and related activities 236

41

Median Wages

Source: Statistics Canada, Canadian Business Patterns, August 2017 Table 17 - Top 10 Job Postings in Northumberland including Median Wages Occupation (January 1, 2017 to September 30, 2017)

Number of Jobs*


6421 - Retail salespersons 163 $12.24 6623 - Other sales related occupations 110 $13.32 6411 - Sales and account representatives -

wholesale trade (non-technical) 98 $24.99

4412 - Home support workers, housekeepers and related occupations

97 $15.91


94 $35.47

6611 - Cashiers 74 $10.83 6322 - Cooks 72 $11.52 8431 - General farm workers 56 $13.18 6552 - Other customer and information services

representatives 52 $17.74

9619 - Other labourers in processing, manufacturing and utilities

46 $13.82

NOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; * Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; ** Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 18 – Top 10 Skills Needs in Northumberland County (2017) Skill Number of Job

Postings Oral and written communication 293 Detail oriented 289 Team player 273 Work independently 187 Dependability 148 Clean Criminal Record 132 Problem solving 121 Integrity 107 Organizational Skills 100 Marketing 93

Source: CEB Talent Neuron. https://talentneuron.cebglobal.com


http://www.economicmodeling.com/

https://talentneuron.cebglobal.com/

42

Table 19 – Projected Occupational Growth in Northumberland County

Occupation 2017 Jobs

2024 Jobs

Change 2017-2014

% Change

6421 - Retail salespersons 1,015 1,069 54 5% 7271 - Carpenters 804 1,023 219 27% 7511 - Transport truck drivers 778 916 138 18% 4032 - Elementary school and

kindergarten teachers 537 745 208 39%

4214 - Early childhood educators and assistants

649 734 85 13%

0821 - Managers in agriculture 689 721 32 5% 1414 - Receptionists 490 652 162 33% 1311 - Accounting technicians and

bookkeepers 518 628 110 21%

4212 - Social and community service workers

493 627 134 27%

3413 - Nurse aides, orderlies and patient service associates

530 597 67 13%

Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 20 – Population Counts for Peterborough City and County

Peterborough City and County Population Counts Population (2016)** 138,236 Population (2011)* 134,928 Population Change % (2011-2016) 2.5 WDB Working Age Population (2016) 115,245 Participation Rate % (2016) 59.2 Employment Rate % (2016) 54.4 Unemployment Rate % (2016) 8.0 In the labour force 68,180 Employed 62,740 Unemployed 5,440



43

Table 21 - Labour Force Distribution by Age for Peterborough City and County

Age (2016) Number of People (2011)

Number of People (2016)

15-24 years 17,735 16,335 25-44 years 28,550 29,940 45-64 years 41,120 40,520 65+ 25,000 31,550 Total 112,405 118,345

Source: Statistics Canada Table 22 – Migration Patterns for Peterborough City and County (2011–2016) Age Group In-migrants Out-migrants Net-migrants 0-17 4,334 3,761 573 18-24 4,092 4,002 90 25-44 8,337 8,194 143 45-64 6,381 4,366 2,015 65+ 3,143 3,103 40 Total 26,287 23,426 2,861

Source: Statistics Canada, Taxfiler Table 23 – Educational Attainment for Peterborough City and County Educational Attainment Total

(2016) No Certificate, Diploma or Degree 19,665 High School Diploma 33,265 Apprenticeship or Trade Certificate Diploma 9,275 College, CEGEP or non-university 30,130 University Certificate or Diploma Below Bachelor level 1,865 University Certificate, Diploma or Degree 21,045 Total 115,245

Source: Statistics Canada, Census 2016

44

Table 24 – Business Counts for Peterborough City and County by Industry

Top 5 Industries

Number of Businesses

With Employees 621 - Ambulatory health care services 401 238 - Specialty trade contractors 380 541 - Professional, scientific and technical services 338 722 - Food services and drinking places 284 236 - Construction of buildings 159

Without Employees 531 - Real estate 2,102 541 - Professional, scientific and technical services 799 238 - Specialty trade contractors 443 523 - Securities, commodity contracts, and other financial

investment and related activities

402 621 - Ambulatory health care services 318

Source: Statistics Canada, Canadian Business Patterns, August 2017 Table 25 – Top 10 Job Postings in Peterborough City and County including Median Wages Occupation (January 1, 2017 to September 30, 2017)

Number of Jobs*



341 $35.47

4021 - College and other vocational instructors 308 $37.90

6421 - Retail salespersons 301 $12.24 6623 - Other sales related occupations 248 $13.32 6552 - Other customer and information services



182 $24.99


159 $15.91

0621 - Retail and wholesale trade managers 137 $33.91 6611 - Cashiers 116 $10.83 1411 - General office support workers 83 $20.82

ᵻNOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; *Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; **Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com



45

Table 26 – Top 10 Skills Needs in Peterborough City and County (2017)

Skill Number of Postings

Oral and written communication 859 Detail oriented 736 Team player 584 Customer service oriented 379 Problem solving 290 Integrity 288 Clean Criminal Record 287 Self-starting / Self-motivate 283 Dependability 282 High Energy 274

Source: CEB Talent Neuron. https://talentneuron.cebglobal.com Table 27 – Projected Occupational Growth in Peterborough City and County Occupation 2017

Jobs 2024 Jobs

Change 2017-2024

% Change

6421 - Retail salespersons 1,015 1,069 54 5% 4212 - Social and community

service workers 804 1,023 219 27%

6711 - Food counter attendants, kitchen helpers and related support occupations

778 916 138 18%

1414 - Receptionists 537 745 208 39% 1221 - Administrative officers 649 734 85 13% 6411 - Sales and account

representatives - wholesale trade (non-technical)

689 721 32 5%


490 652 162 33%

7212 - Carpenters 518 628 110 21% 6541 - Security guards and related

security service occupations

493 627 134 27%

1411 - General office support workers

530 597 67 13%


46


Table 28 - Population Counts for Kawartha Lakes (2011 – 2016) Kawartha Lakes Population Counts

Population (2016)** 75,423 Population (2011)* 73,219 Population Change % (2011-2016) 3.0 WDB Working Age Population (2016) 63,510 Participation Rate % (2016) 56.9 Employment Rate % (2016) 52.5 Unemployment Rate (2016) 7.7 In the labour force 36,160 Employed 33,365 Unemployed 2,795

Source: Statistics Canada, *Census 2011, **Census 2016 Table 29 - Labour Force Distribution by Age for Kawartha Lakes Age (2016) Number of People

(2011) Number of People

(2016) 15-24 years 8,315 7,880 25-44 years 13,815 14,210 45-64 years 24,125 24,370 65+ 14,990 19,060 Total 61,245 65,520

Source: Statistics Canada Table 30 – Migration Patterns in Kawartha Lakes (2011-2016) Age Group In-migrants Out-migrants Net-migrants 0-17 3,458 2,692 766 18-24 1,788 2,469 -681 25-44 4,976 4,590 386 45-64 5,536 3,245 2,291 65+ 2,755 2,206 549 Total 18,513 15,202 3,311

Source: Statistics Canada, Tax filer


47

Table 31 – Educational Attainment in Kawartha Lakes

Educational Attainment Total (2016) No Certificate, Diploma or Degree 13,095 High School Diploma 20,340 Apprenticeship or Trade Certificate Diploma 6,205 College, CEGEP or non-university 16,195 University Certificate or Diploma Below Bachelor level 1,180 University Certificate, Diploma or Degree 6,495 Total 63,510

Source: Statistics Canada, Census 2011, Census 2016 Table 32 – Business Counts for Kawartha Lakes by Industry Top 5 Industries


With Employees 238 - Specialty trade contractors 232 541 - Professional, scientific and technical services 151 722 - Food services and drinking places 112 236 - Construction of buildings 110 621 - Ambulatory health care services 108

Without Employees 531 - Real estate 989 112 - Animal production and aquaculture 412 238 - Specialty trade contractors 390 541 - Professional, scientific and technical services 380 111 - Crop production 282

Source: Statistics Canada, Canadian Business Patterns, August 2017

48

Table 33 – Top 10 Job Postings in Kawartha Lakes including Median Wages

Occupation (January 1, 2017 to September 30, 2017)

Number of Jobs*


6322 - Cooks 93 $11.52 6552 - Other customer and information services


6421 - Retail salespersons 73 $12.24 9619 - Other labourers in processing, manufacturing

and utilities 59 $13.82


51 $24.99


50 $15.91

6611 - Cashiers 49 $10.83 6711 - Food counter attendants, kitchen helpers and

related support occupations 46 $10.61

7511 - Transport truck drivers 39 $18.29 7452 - Material handlers 38 $16.32

ᵻ NOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; *Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; **Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 34 - Top 10 Skills Needs in Kawartha Lakes (2017) In-Demand Skill Number of Postings

Oral and written communication 285 Team player 201 Detail Oriented 196 Integrity 153 Customer service oriented 134 Work independently 112 Dependability 100 Marketing 98 Clean Criminal Record 96 High Energy 94

Source: CEB Talent Neuron. https://talentneuron.cebglobal.com




49

Table 35 – Projected Occupational Growth in City of Kawartha Lakes

Occupation 2017 Jobs

2024 Jobs

Change 2017-2024

% Change

6421 - Retail salespersons 1,015 1,069 54 5% 6411 - Sales and account

representatives - wholesale trade (non-technical)

804 1,023 219 27%

7511 - Transport truck drivers 778 916 138 18% 7271 - Carpenters 537 745 208 39% 0821 - Managers in agriculture 649 734 85 13% 4032 - Elementary school and

kindergarten teachers 689 721 32 5%


490 652 162 33%


518 628 110 21%

6611 - Cashiers 493 627 134 27% 1311 - Accounting technicians and

bookkeepers 530 597 67 13%


Table 36 – Population Counts for Haliburton County

Haliburton County Population Counts Population (2016)** 18,062 Population (2011)* 17,056 Population Change % (2011-2016) 5.9 WDB Working Age Population (2016) 16,070 Participation Rate % (2016) 49.0 Employment Rate % (2016) 44.3 Unemployment Rate% (2016) 9.6 In the labour force 7,875 Employed 7,120 Unemployed 755



Table 37 - Labour Force Distribution by Age for Haliburton County

50

Age Number of People (2011)

Number of People (2016)

15-24 years 1,570 1.365 25-44 years 2,425 2,655 45-64 years 6,225 6,375 65+ 4,720 5,940 Total 14,940 14,971

Source: Statistics Canada Table 38 - Migration Patterns in Haliburton Country (2011-2016) Age Group In-migrants Out-migrants Net-migrants 0-17 758 566 192 18-24 464 490 (26) 25-44 1,044 925 119 45-64 2,116 822 1,294 65+ 738 767 (29) Total 5,120 3,570 1,550

Source: Statistics Canada, Taxfiler Table 39 – Educational Attainment in Haliburton Educational Attainment Total (2016)

No Certificate, Diploma or Degree 3,445 High School Diploma 4,485 Apprenticeship or Trade Certificate Diploma 1,710 College, CEGEP or non-university 3,775 University Certificate or Diploma Below Bachelor level 350 University Certificate, Diploma or Degree 2,305 Total 16,070

Source: Statistics Canada, Census 2016 Table 40 – % of LEPC population with Apprenticeship or Trade Certificate Diploma Geography

Apprenticeship or Trade Certificate

Diploma

Total

Population

% of total

population Haliburton County 1,710 18,062 9.5 City of Kawartha Lakes 6,205 75,423 8.2 Northumberland County 6,400 85,,598 7.5 Peterborough City and County 9,275 138,236 6.7 LEPC Total 23,590 317,319 7.4

51

Source: Statistics Canada, Census 2016 Table 41 – Business Counts for Haliburton County by Industry Top 5 Industries


With Employees 238 - Specialty trade contractors 91 236 - Construction of buildings 66 541 - Professional, scientific and technical services 44 722 - Food services and drinking places 31 813 - Religious, grant-making, civic, and professional and similar

organizations

27 Without Employees

531 - Real estate 236 238 - Specialty trade contractors 104 541 - Professional, scientific and technical services 100 236 - Construction of buildings 72 523 - Securities, commodity contracts, and other financial

investment and related activities

55 Source: Statistics Canada, Canadian Business Patterns, August 2017

Table 42 – Top 10 Job Postings in Haliburton County including Median Wages Occupation (January 1, 2017 to September 30, 2017)

Number of Jobs*



42 $24.99


31 $15.91

6623 - Other sales related occupations 20 $13.32 0621 - Retail and wholesale trade managers 14 $33.91 6421 - Retail salespersons 13 $12.24 6222 - Retail and wholesale buyers 9 $16.96 6552 - Other customer and information

services representatives 9 $17.74


7 $35.47

3131 - Pharmacists 6 $50.58 6711 - Food counter attendants, kitchen

helpers and related support occupations 6 $10.61

NOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; * Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; ** Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com



52

Table 43 - Top 10 Skills Needs in Haliburton County (2017) In-demand Skill Number of Job postings

Oral and written communication 40 Team player 37 Dependability 34 Work independently 32 Sales experience / ability 26 Integrity 26 Entrepreneurial 23 Prospecting 22 Highly motivated 22 Work ethics 21 Total Postings 141

Source: CEB Talent Neuron. https://talentneuron.cebglobal.com Table 44 – Projected Occupational Growth in Haliburton County Occupation 2017

Jobs 2024 Jobs

Change 2017-2024

% Change

7271 – Carpenters 1,015 1,069 54 5% 0712 - Home building and

renovation managers 804 1,023 219 27%


778 916 138 18%

6731 - Light duty cleaners 537 745 208 39% 6421 - Retail salespersons 649 734 85 13% 7512 - Bus drivers, subway

operators and other transit operators

689 721 32 5%


490 652 162 33%


518 628 110 21%

1221 - Administrative officers 493 627 134 27% 1414 - Receptionists 530 597 67 13%




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