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2015 Ottawa Local Labour Market Update 0

2015 Labour Market Update

COV ER

The views expressed in this document do not necessarily reflect those of Employment Ontario.

Updated October 2015

2015 Update

Ottawa Local Labour Market Plan

http://www.labourmarketottawa.ca/


2015 Labour Market Update

TABLE OF CONTENTS

EXECUTIVE SUMMARY ........................................................................................................................... 2

EMPLOYER CONSULTATIONS ................................................................................................................. 4

OTTAWA'S LABOUR FORCE .................................................................................................................... 9

EDUCATION TRENDS ............................................................................................................................ 15

INDUSTRY LANDSCAPE ........................................................................................................................ 17

OCCUPATIONS IN OTTAWA ................................................................................................................ 20

PRIORITY SECTORS ............................................................................................................................... 25

Science & Technology .................................................................................................... 26

Health Care and Social Assistance .............................................................................. 30

Construction...................................................................................................................... 34

Hospitality and Tourism ................................................................................................... 38

ECONOMIC OUTLOOK ........................................................................................................................ 42

EMPLOYMENT ONTARIO (EO) CLIENT SNAPSHOT ............................................................................. 43

EMPLOYER ENGAGEMENT ................................................................................................................... 48

ACTION PLAN UPDATE ......................................................................................................................... 51

2015-16 ACTION PLAN ........................................................................................................................ 53

Labour Market Ottawa would like to thank all of the employers and community partners who

have taken the time to share their knowledge and insights over the past year. We look forward

to continuing to work with you as we take action on the priority areas identified in this report.



EXECUTIVE SUMMARY

Labour Market Ottawa facilitates local labour market planning with Ottawa’s employers, service

providers and other key stakeholders. We serve as a data hub for local labour market information (LMI).

Our two resource portals equip employers and service providers working with job seekers with

information to help connect Ottawa’s job seekers to jobs.

Key findings in the 2015 labour market update

Employer consultations point generally to an "experience" gap rather than a "skills" gap; can be

difficult to find workers with requisite experience, but high supply for entry level positions.

Employers also spoke generally to a lack of "work ethic" in today's youth.

Ottawa's population and labour force continued to increase from 2013 to 2014, with the

unemployment rate rising slightly from 6.5% in 2013 to 6.6% in 2014 (a five-year high).

6.2% unemployment rate in Ottawa in September 2015 (down from 6.7% in September 2014).

Manufacturing saw the greatest decrease in jobs in 2014 with a second year of decline.

Public administration added the most jobs, with 2,452 new jobs, showing growth of 2% from 2013 to

2014, following two years of decline.

Employers identified the need for an awareness campaign to showcase programs and services

available to them in Ottawa from service providers; highlighting business benefits will be key.

2015-16 action plan This action plan was approved by the two guiding committees in March 2015.

Labour Market Planning Enhance and leverage LabourMarketOttawa.ca

website

Annual update of local labour market plan

Annual update of Ottawa's Occupation Outlooks, Ottawa's Top Jobs, and Industry/Occupation Spotlights

Quarterly updates of Jobs Demand Reports

Leverage existing employer networks and events to bring LMI to employers, as opposed to only inviting them to our events

Roll out Understanding LMI Tutorial to service providers, including EO centres and schools

LMO: Launch bi-monthly newsletter and social media LMO: Map organizations/programs to funders; show who offers employer and/or job seeker services LMO: Respond to ad hoc research and speaking requests (sharing findings on LabourMarketOttawa.ca)

Service Coordination Team #1: Roll out training around

the Job Seeker Worksheet and ensure its links to the service provider portal are maintained and updated annually

Team #2: Hold the second annual “Building Connections” event and continue to broaden existing network

LMO: Update Quick Reference Sheets

LMO: Continue to enhance and leverage ottawajobpath.ca

More partnerships, learning, sharing best practices and tools, collaboration, coordination of referral process

Labour Market Service Delivery Committee (LMSDC) Annual planning/quarterly consultations

Employer Engagement Team #1: Hold the first annual

Employer Expo that highlights Ottawa's employment programs and services

Team #2: Develop and market Quick Reference Sheets for employers around programs and services

Team #3: Employer Engagement Interviews & Employer One Survey

LMO: Annual update and ongoing marketing of the Employer Roadmap to employment services and programs in Ottawa

LMO: Enhance and leverage ottawastaffingtoolkit.ca

Validate proposed actions with employers and actively engage them in

the process moving forward

Labour Market Planning Committee(LMPC) Annual planning/quarterly consultations

Create a forum to share information across all the Employment Ontario service providers (ES, LBS, EAS, SEB and Local Board); bring forward Employer Engagement actions that require collaboration between two or more programs

Brenda BedfordProject Coordinator

Labour Market Ottawa administration

Thomas SwerdfagerResearch Lead

Ingrid ArgyleProject Manager

Eric CapponResearch Assistant

Work placement studentProject Assistant



EXECUTIVE SUMMARY

2014-15 highlights and key achievements for 2015-16

Below we show highlights from 2014-15 projects and activities, as well as achievements to date in 2015.

#1 Local Labour Market Planning #2 Employer Engagement #3 Service Coordination

More than 2000 quarterly visitors to

labourmarketottawa.ca

More than 1200 people attended

events or met with Labour Market

Ottawa in 2014-15

LMO received $11,800 in sponsorship

money and an additional $54,100

in-kind contributions

Community partners and employers

contributed more than 1272 hours to

our consultations, implementation

teams and events

Published comprehensive three-

year labour market plan. (89%

satisfaction rating)

235 parents and students attended

OPEN DOORS, engaging with

educators and employers to explore

labour market trends and share real-

life experiences to help navigate the

evolving “world of work”. Partnered

with All Saints High School and

Algonquin College. (93% satisfaction

rating)

A survey was

conducted with 40

respondents to inform

an Employment

Ontario Leadership

Forum with 21

attendees to start a

dialogue on this issue.

A discussion paper

was developed and

vetted with 25 Job

Developers,

submitted to MTCU in

December.

Two Dialogue Forums

were held with the

funder to develop a

joint action plan, one

with 30 attendees

and one with 21

attendees.

96% satisfaction

rating from project

participants

More than 3000 quarterly visitors

to the ottawajobpath.ca website

2014-15 action plan shared and

validated

Formed three Implementation

teams to address each major

area of action (26 members total)

Employability model research

report and “Job Seeker

Worksheet” product developed

in English and French (distributed

to 300+ service providers)

Building Connections event – 275

participants plus 50 employers/

stakeholders joining for Open

House; 42 speakers/panelists; 55

service provider booths (92%

satisfaction rating)

Quick reference sheets –

Prepared for 66 Organizations, 8

Programs, one sample each for

Targeted Services, Supporting

Services and Hot Topic - shared

with more than 300 service

providers; published on website.

2015-16 ACHIEVEMENTS TO DATE

30 confidential employer interviews were conducted to explore workforce trends with local employers

More than 160 people signed up for Job Seeker Worksheet training sessions taking place in fall 2015

LMO Project Manager and Coordinator visited more than 70 sites across the city to meet with

community partners working with job seekers and students on our first annual "road show" in fall 2015

Launched Twitter with 70 followers in the first three months

Priority action areas for the next 3 years (as identified in the three-year plan)

Ongoing Local Labour Market Planning - Labour Market Ottawa continues to serve as a hub for local labour

market information and further engages employers and service providers in local labour market planning.

Employer Engagement (service coordination from the perspective of employer as client) - Labour Market

Ottawa leads the implementation of the actions to be developed jointly by service providers and funders in

March 2015 to enhance the experience of employers as "clients" of Employment Ontario and broader

employment-related service providers across Ottawa.

Service Coordination (service coordination from the perspective of job seeker as client) - Labour Market

Ottawa continues to lead the implementation of actions identified in the three-year service coordination plan

and facilitates the ongoing planning process to build on the actions taken in 2014-15 and address any gaps in

the coordination of services for job seekers.



EMPLOYER CONSULTATIONS

WHAT IT IS In 2015, Labour Market Ottawa undertook a project to explore workforce trends with local employers.

Two other community consultations took place with employers in 2014-15 for which we also provide

highlights in this section: Executive Talent Assessment Project and Ottawa Business Growth Survey.

EXPLORING WORKFORCE TRENDS WITH LOCAL EMPLOYERS Labour Market Ottawa undertook a project to explore workforce trends

with local employers so that we could get their insights into what’s

happening on-the-ground in the local labour market. Between July and

October, employers shared their insights on hiring trends, changes in the

labour market, workplace diversity and how employment services can

better work with employers.

30 confidential employer interviews were conducted representing a

cross-section of priority sectors and organization size.

What’s included in this report - In this section of the 2015 Labour Market Plan, we present

highlights of key themes that emerged across sectors and organization size. We look more closely at

the sector specific findings (including general hiring trends) in the PRIORITY SECTORS section of this

report (pages 25 to 41). We share employer perceptions of employment services in the EMPLOYER

ENGAGEMENT section (pages 48 to 50). Detailed and comparative findings will be included in the final

project report – Exploring Workforce Trends with Local Employers.

The full report will be published on our labourmarketottawa.ca website in November 2015.

Who participated The desired mix of organizations by size and industry was achieved, with at least five participants from

each key sector and each size of organization.

ORGANIZATIONS BY SECTOR AND SIZE Participants represented 5 specific sectors with four participants categorized as representing other

sectors. Note that two participating organizations were classified as belonging in two industries.

5 Construction sector

7 Public Administration and

Education sectors

7 Science and Technology

sector

5 Hospitality and Tourism

sector

5 Healthcare sector

4 Other sectors

Chart 1: Participant Organizations’ Size

Source: LMO Employer Consultations, 2015

620%

827%

1653%

Small (under 50 employees)

Medium (50 to 250 employees)

Large (over 250 employees)





PARTICIPANT ROLES Participants acted in a variety of roles for their organizations, but we were able to loosely group them

into three categories:

Senior Managers (14) – Most participants were hiring managers in charge of business functions

not necessarily related to human resources; however, a few participants did have senior

management roles specifically related to human resources.

Owner/Operators (7) – Participants in this category all came from small to medium organizations,

and ranged from typical small business owners overseeing staffs of less than 15, to founding chief

executives operating with staffing levels in the low hundreds.

Human Resources Officers (10) – Generally worked in recruitment and candidate screening.

The diversity of the participants’ roles helped ensure the results reflect multiple perspectives on

workforce trends from employers with a wide range of responsibilities.

Highlights of key findings

GENERAL THOUGHTS ON THE LABOUR MARKET Prior to asking participants about specific labour market issues or workplace trends, they were asked a

general question about their impressions of the local labour market in their industries. The wish was to

capture what, if any, major narratives might emerge describing local labour markets with minimal

prompting about any specific trends. Most of the answers form the basis for much of the sectoral

analyses offered later in the report. However, a few major trends emerged that seemed to characterize

the local labour market broadly, based on the collective views of participants.

Firstly, there is little evidence of any major significant and widespread labour market shortages. This is

not to say that specific industries did not sometimes face stiff competition for hiring, or that no individual

participants reported any labour shortages. Participants in some industries reported occasionally facing

shortages when hiring for science and technology based occupations. However, participants rarely

indicated that these staffing issues ever posed a fundamental threat to their organization’s business

functions. In other words, the inability to staff a position due to labour market shortages was generally

never so acute as to harm an organization’s ability to effectively do its work. In a context of widespread

skills shortages, this would almost certainly not have been the case.

Secondly, participants nonetheless often did find staffing positions proved challenging. Finding the right

person for a position was a challenge that most reported experiencing. The fairly widespread nature of

this experience could partially explain why there is sometimes a perception that employers feel they are

facing significant labour market shortages. It is important to differentiate, however, between hiring

challenges caused by a skills shortage and simply hiring challenges more generally. Participants at

large organizations, for example, often reported staffing challenges due to the wide variety of

occupations these organizations employ. Hiring challenges at such organizations may be due to the

fact that any standard recruitment processes and evaluation criteria would be difficult to apply across

the organization. However, these and other types of challenges relate less to issues with the external

labour supply—i.e. shortages—and more to other workforce trends, such as the increasing specialization

of many roles and reduced measures to train new employees.




Finally, many employers did not really think locally about labour market trends. While this is perhaps the

least widespread of the above three findings, it is certainly the case that for many employers the idea of

a “local” labour market is increasingly less relevant. Discussed in greater depth below, this is likely

largely driven by changes in hiring processes based on adoption of new recruitment technologies. The

internet has allowed employers to recruit almost as easily from outside their region as from within.

Smaller organizations did tend to maintain a regional focus when hiring, and some public administration

organizations have certain restrictions about regions from which they can recruit. However, generally

employers no longer appear to focus on recruiting locally as much as they might have when advertising

primarily in print, for example. The effect this has, from the employer perspective, is twofold—it allows

employers to mitigate the effects of any localized skills shortages that might emerge due to periodic

expansion in their industries, but it also can exacerbate problems regarding too many applicants for any

one position.

GENERAL HIRING PRACTICES Participants were asked several questions about general hiring practices, related to identification of

need and final hiring decisions, use of outside support, and if they had seen any major changes to these

processes in recent years. Participants reported varying hiring models ranging from the highly

centralized to decentralized systems where hiring managers retained significant authority. Use of

outside support was generally limited; mostly confined to searches for executive roles, and for

occasional difficult-to-staff positions. Participants almost universally reported recent or ongoing major

changes to hiring processes, generally relating to adoption of new recruitment, screening and/or

evaluation technologies.

CHANGES IN THE LABOUR MARKET AND THE “WORLD OF WORK”

Participants were asked about changes in the labour market broadly, in the nature of work and in the

employer/employee relationship. Most participants did discuss facing occasional challenges finding

good employees, but did not generally attribute this strictly to skills shortages. Participant perspectives

were also mixed as to whether there has been an increase in short-term employment, or other non-

standard employer relationships. Few reported any major use of temporary staffing agencies, either,

and generally did report an increased acceptance in recent years of flexible work scenarios like

working remotely or on compressed weeks.

Participants usually gave some of their most opinionated responses to questions about workforce age

demographics. For most participants, the generally ageing workforce was very significant to either

business or hiring or both; and almost all participants reported seeing strong differences in how

members of different generations approach work. One of the most universally shared opinions amongst

participants was that younger workers today appear to be very entitled, something usually seen as quite

negative.

Finally, participants generally all reported that the “hidden job market” played a significant role in

organizational hiring practices, as word-of-mouth and personal or professional networks were important

elements of organizational hiring.




EXECUTIVE TALENT ASSESSMENT PROJECT (ETAP)

What it is Invest Ottawa and the City of Ottawa conducted a broad, comprehensive C-suite survey to tap into

expert opinions around current and future leadership and management capacity and talent gaps. The

2014 survey was designed to gain insight into Ottawa executives’ views on attraction and retention; it

also aimed to assess how Ottawa performs as a “magnet” for talent. The 109 survey participants

included both CEOs and those on their senior leadership teams.

Key findings The study found that having a Strong pool of available talent was one of the top-rated factors in terms

of importance to career decisions, with the CEO respondents ranking it as number three. This was not

seen as an area of strength for Ottawa, pointing to a need to address this issue. At the same time,

however, Ottawa was considered to be performing well with regard to many of the other factors which

could be leveraged to attract and retain senior talent.

Respondent demographics point to a real concern around pending retirements, especially for CEOs

(with one-third aged 55 or over) and in the public sector (where 43% of respondents were 55 or over).

These findings point to a challenge around replacing retiring executive talent, particularly in the public

sector where there was less talent in the pipeline and where senior leaders had more advanced

degrees and language requirements than their private sector counterparts.

THE STUDY IDENTIFIED THESE CONSIDERATIONS FOR MOVING FORWARD:

We cannot look for a one size fits all solution; different companies, institutions and sectors will

need to find specific ways to address talent.

We need a commitment from all parties and individual champions identified to move to

solutions.

We need better dialogue around areas of concern.

We cannot separate talent and skills; talent needs both hard and soft skills to succeed.

Talent solutions will need to link to total education; we cannot only begin focusing on talent

post-secondary.

We need a City commitment to develop a website and to speak consistently about talent as a

strategic growth force.

We need to convince businesses that establishing a strong talent pool is a bottom line

imperative as talent is a key driver of current and future success.

Both the Detailed Report and the Summary of Key Findings (available in English only) can be found at

http:/labourmarketottawa.ca.


http://labourmarketottawa.ca/



OTTAWA BUSINESS GROWTH SURVEY

What it is The Ottawa Business Growth Survey is the largest and most comprehensive survey of businesses located

in the National Capital Region. Conducted by Abacus Data and made possible by Welch LLP, the

Ottawa Chamber of Commerce and Ottawa Business Journal, the survey provides many insights into

the region’s business community. The survey was conducted in spring 2015 and gathered input from

mostly owners, presidents and CEOs from 15 different sectors, with 353 respondents completing the

survey.

Key findings 50% of businesses say their sector will improve over the next six months

42% of business indicate they plan to hire new employees in the next six months

Access to skilled workers, new business attraction and access to capital are top issues for

Ottawa businesses

Despite the positive economic outlook, the study showed that 52% of businesses find barriers to doing

business in Ottawa. Access to a skilled workforce, access to capital and business taxes were seen as

the top three barriers to doing business. It is important to note, however, that only 15% of survey

respondents indicated that access to skilled workforce was the biggest barrier for their business now.

Fewer than 40% included it in the top five in response to a question to rank 14 issues over the next five

years. This aligns with Labour Market Ottawa's findings that, generally, employers do not feel that there

is a true "skills shortage" in Ottawa now, with fewer than half concerned that it may become an issue.

LOOKING MORE CLOSELY AT THE SKILLS SHORTAGE For those who identified a skills shortage as the biggest barrier to doing business (15% of total

respondents), these findings emerged:

44% responded that finding employees with technical skills is a serious problem

45% indicate that finding employees with previous experience in their respective sector is a

moderate problem.

44% feel that finding employees with the required soft skills is a moderate problem.

Other highlights

60% of respondents claimed they provide enough or more than enough workplace training for

their employees, contrary to recent industry reports that chart steady declines in workplace

training.

44% of Ottawa business owners plan to exit their business within the next 10 years, of which 48%

indicated that they are likely to sell their business to an external third party as an exit strategy.

47% of respondents believe that the technology sector offers Ottawa the greatest potential for

growth, with the tourism sector also cited.

41% believe that improvements towards training and mentorship around entrepreneurship will

activate local economic development.

The full report can be accessed at http://www.ottawabusinesssurveyreport.ca.


http://www.ottawabusinesssurveyreport.ca/


OTTAWA'S LABOUR FORCE

WHAT IT IS Looking at changes to Ottawa’s population, labour force, and employment rates helps us to gauge the

climate of the local labour market.

EMPLOYMENT & UNEMPLOYMENT TRENDS In 2014, 814,800 people of working age lived in Ottawa; this population has increased annually since

2001. There were 533,800 people employed in Ottawa in 2014 (up by 18,500 from 2010), while the

number of unemployed rose by 1,900 people in the same timeframe. The number of unemployed

reached a five-year peak at 38,000 in 2014, up 5% from the previous year. However, year-on-year, the

September unemployment rate went down from 6.7% in 2014 to 6.2% in 2015 which could be indicative

of a mid-year recovery. While Ottawa's unemployment rate of 6.6% in 2014 remains lower than the

provincial and national rate, the gap is continuing to become more narrow.

Working age population & labour force

814,800 people of working age

(15+) lived in Ottawa in 2014

7% increase over past five years

1% increase from 2013 to 2014

571,800 people in Ottawa’s labour

force in 2014

4% increase over past five years


70% of the working age population

is in the labour force (same as in 2013)

Chart 2: Ottawa Population & Labour Force, 5 years

Source: Statistics Canada, Labour Force Survey, CANSIM 282-0129

Employment & unemployment

533,800 people employed in 2014

18,500 more than in 2010

(4% increase over past five years)


38,000 unemployed people in 2014

1,900 more than in 2010 (5%

increase over past five years)


Chart 3: Ottawa Employment & Unemployment, 5 years


763.1 776.1 789.7 802.8 814.8

551.4 549.2570.2 559.6 571.8

2010 2011 2012 2013 2014

Population (x 1,000) Labour force (x 1,000)

515.3 517.4 535.4 523.5 533.8

36.1 31.9 34.9 36.1 38

2010 2011 2012 2013 2014

Employment (x 1,000) Unemployment (x 1,000)




Unemployment rate

Lower unemployment rate

in Ottawa than in Canada,

Ontario and Toronto

6.6% of Ottawa's labour

force was unemployed in

2014

Fluctuation over the past

5 years with no net change

Gap continues to narrow,

as rates continued to drop for

all comparators over the past

five years, with only Ottawa

showing no net improvement

Chart 4: Unemployment rate, comparative analysis, 5-year trend

Source: Statistics Canada, Labour Force Survey, CANSIM 282-0102, 282-0129

A spotlight on the past year We can look at monthly labour force data for 2014/2015 to see what has happened more recently.

6.2% unemployment rate in Ottawa in September 2015 (down from 6.7% in September 2014)

6,200 fewer employed people year-on-year, while the labour force decreased by 9,900

Chart 5: Labour Force, Employment, and Unemployment Rate, Spotlight on 2014-15


6.5

5.86.1

6.56.6

8.17.5 7.3 7.1 6.9

8.7

7.9 7.97.6 7.3

9.1

8.48.7

8.1 8

2010 2011 2012 2013 2014

Ottawa Canada Ontario Toronto

6.7

6.36.1

5.9

6.6

7 7.1

6.6

6.36.1 6.1

6.46.2

4

4.5

5

5.5

6

6.5

7

7.5

500

510

520

530

540

550

560

570

580

Sep-14 Oct-14 Nov-14 Dec-14 Jan-15 Feb-15 Mar-15 Apr-15 May-15 Jun-15 Jul-15 Aug-15 Sep-15

Un

em

plo

yme

nt

Rat

e (

%)

X1

00

0 (

seas

on

ally

ad

just

ed

)

Labour force Employment Unemployment rate




MIGRATION & IMMIGRATION

Ottawa migration patterns New migration data was published in November 2014 showing migration patterns from 2008 to 2013.

37,157 net total of migrants

from 2008 to 2013

28,140 of the net total were

“working age” (18-64 in this

case)

45-64 year olds were the only

age group with net out-

migration (2,356 more people

leaving Ottawa than arriving)

More than half of the net

migration was represented by

25-44 year olds

25-44 year olds showed the

greatest mobility with the

highest in-migration, out-

migration and net-migration

Chart 6: Migration by Age Group, Ottawa, 2008 to 2013

Source: Statistics Canada, Taxfiler, 2014

Newly admitted permanent residents in 2013 Labour Market Ottawa acquired custom data on permanent residents admitted to Ottawa in 2013 (the

most recent year available). This allows us to look at who is coming to Ottawa, as well as their intended

occupations and skill levels. Fewer permanent residents came to Ottawa in 2013 than in 2011; however,

there was a big jump in the number of these individuals who were retired which may reflect the

government’s increased focus on wealth as a deciding factor in who is admitted into Canada. Note

that these numbers do not include refugees.

WHO THEY ARE

6,015 permanent residents admitted to Ottawa in 2013 (down 6% from 2011)

20% are students (down from 23% in 2011)

35% are new workers (up from 29% in 2011)

6% are homemakers (down from 9% in 2011)

13% are retired (up from 4% in 2011)

Source: Citizenship & Immigration Canada, RDM as of May 2015

30,752 29,100

72,924

22,873

9,145

22,19217,566

53,962

25,229

8,6888,560

11,534

18,962

-2,356457

-10,000

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

0-17 18-24 25-44 45-64 65+

In-migrants Out-migrants Net-migrants




SKILL LEVELS OF INTENDED OCCUPATIONS

83% of new permanent residents that

specified an intended occupation plan

to work in a Skill Level A occupation

(usually requires university education);

10% plan to work in a Skill Level B

occupation (usually requires college

education or apprenticeship training);

7% plan to work in a Skill Level C

occupation (usually require secondary

school and/or occupation-specific

training);

None plan to work in a Skill Level D

occupation (on-the-job training is all that

is required)

Chart 7: Skill Level of Intended Occupations, 2013


TOP TEN INTENDED OCCUPATIONS

University professors and lecturers and

Home child care providers top the list of

intended occupations of newly admitted

permanent residents.

Three of the occupations on the Top 10

list are Health occupations, while another

three are Occupations in education, law

and social, community and government

services.

Nine of the occupations on the Top 10

list are NOC Skill Level A (usually require

university education), while one (Home

child care provider) is Skill Level C

(usually require secondary school and/or

occupation-specific training).


83%

10%7%

Skill Level A Skill Level B Skill Level C

Table 1: Intended Occupations of New

Permanent Residents, 2013

TOP TEN Occupations

# of new permanent residents

intending to work in this

occupation

University professors and lecturers 50 Home child care providers 50 Specialist physicians 45 Computer and information systems managers 40 Financial auditors and accountants 40 Software engineers and designers 40 Financial managers 35 College and other vocational instructors 30 Registered nurses and registered psychiatric nurses

25

General practitioners and family physicians 25




LABOUR FORCE BY AGE GROUP The data is readily available for the age groups shown below; while not ideal breakdowns, this can

compare roughly to youth (15 to 29), Gen X (30 to 49) and baby boomer (50 and over) populations.

Total labour force by age group

69.3% of the labour force in 2014

was aged 25 to 54, relatively

unchanged over the past five years,

although a 1.6% drop from 2013

Youth (15 to 24) has a higher share of

the labour force than those 55 years

and over in 2014; whereas 55+ had a

slight edge in 2013

Share of youth relatively unchanged

from five years ago, while 0.8

percentage point gain in 55 years and

over share of the workforce

Chart 8: Share of labour force by age group, 5-year trend

Source: Statistics Canada, Labour Force Survey, 282-0129

Part-time employment by age group

19.3% of all employed workers

worked part-time in 2014 (up from

17.6% in 2010)

57.5% of employed 15 to 24-year-

olds worked part-time (a notable 7.2

percentage points higher than in 2010)

Little change in 25 to 54-year-olds

working part-time over the past five

years (this age group consistently has

the lowest proportion working part-

time)

24.4% of workers aged 55 and over

worked part-time (2.6 percentage

points more than in 2010)

Chart 9: % of employed workers in each age group

working part-time, 5-year trend

Source: Statistics Canada, Labour Force Survey, 282-0129

16.3% 16.4% 15.0%

14.3%

16.1%

69.8% 69.5% 70.3% 70.9% 69.3%

13.8% 14.1% 14.7%

14.8%

14.6%

2010 2011 2012 2013 2014

15 to 24 years 25 to 54 years 55 and over

50.3% 51.9% 52.9% 51.9%57.5%

9.9% 10.1% 10.5% 11.4% 10.0%

21.8% 24.2% 22.8% 21.8% 24.4%

2010 2011 2012 2013 2014

15 to 24 years 25 to 54 years 55 and over




Ottawa’s youth labour force The participation rate of youths (aged 15-24) in the labour force decreased every year from 2010 to

2013, before making a partial recovery in 2014. In other words, each year from 2010 to 2013 a greater

proportion of Ottawa’s youth population was unwilling or unable to offer or supply labour services than

in the previous year. This trend was broken in 2014, when the participation rate rose 4 percentage points

from the previous year. However, there was still a net decrease in the youth participation rate (down 3

percentage points) and employment rate (down 1.3 percentage points) in the 2010 to 2014 period.

141,200 Youths (aged

15-24) in Ottawa in 2014

17% of Ottawa’s

population aged 15 and

older are between 15 and

24 years old

7% net increase in youth

population from 2010-14

2.4% increase in number

of youths in labour force,

but also a 17.7% increase in

number of youths not in

labour force

Chart 10: Youth (ages 15-24) Population & Labour Force Data,

Ottawa, 2010-2014

Source: Statistics Canada, Labour Force Survey

80,300 youths employed in

Ottawa in 2014 (15% of total

number employed in the city)

87% of youths in the labour

force are employed, while

13% are unemployed

12,100 more part-time

workers than full-time workers

(compared to a difference of

just 2,700 the previous year)

Chart 11: Labour Force Characteristics, Youths (ages 15-24),

Ottawa, 2014

Source: Statistics Canada, Labour Force Survey

34,10037%

46,20050%

11,70013%

Full-time employment

Part-time employment

Unemployment



EDUCATION TRENDS

WHAT IT IS This section looks at regional post-secondary program completions for public institutions to capture

what education programs are being pursued locally. This completion data is for Ottawa institutions, and

includes graduates who may have come to Ottawa for school and may not necessarily stay here.

Similarly, those who are educated outside of Ottawa and return to the city post-graduation are also not

reflected in these numbers.

Labour Market Ottawa can pull data on the top program completions in Ottawa from 2009 to 2012 from

its EMSI Analyst subscription. Note that program completions for 2012 include those who graduated in

spring 2013, and so forth.

Education highlights

22,851 post-secondary students

completed programs at Ottawa’s

public institutions

Third straight year of increase in total

number of regional completions

17% increase annual number of

completions from 2009 to 2012

Top 10 completions in 2012 were for

the same 10 programs as in 2011

Chart 12: Regional completions, 2009 to 2012, Ottawa

Source: EMSI Analyst, 2015

Table 2: Regional Completions, Post-Secondary Public Institutions, 2012, Ottawa

2012 ALL Institution

Basic

education

and skills

program

Career,

technical

or pre-

university

program

Bachelors

Degree

Masters

Degree

Doctors

Degree Other

All

Certificates

All

Degrees

8,976 University of Ottawa

/ Université d'Ottawa 0 0 7,274 1,505 197 0 0 8,976

6,909 Algonquin College of

Applied Arts and

Technology 270 6,542 29 0 0 68 6,880 29

5,106 Carleton University 0 14 3,899 1,069 125 0 14 5,092

1,405 Cité Collégiale -

Campus d'Ottawa 9 1,381 15 0 0 0 1,390 15

240 Université Saint-Paul 0 0 81 147 12 0 0 240

22,851* TOTAL 279 7,936 11,298* 2,720 334 68 8,283 14,352


* Total includes 72 completions from University of Guelph - Kemptville College of Agricultural Technology

19,536 20,12421,740 22,851

2009Completions

2010Completions

2011Completions

2012Completions



EDUCATION TRENDS

Table 3: Regional Completions, Post-Secondary Public Institutions, 2009 to 2012, Ottawa

2012 TOP TEN PROGRAMS (# of completions) 2009 2010 2011 Change

2009 -12

% Change

2009-12

2,632 Business, management, marketing and related support

services 2,227 2,480 2,628 405 18%

2,394 Social sciences 1,924 2,101 2,155 470 24%

1,759 Health professions and related programs 1,787 1,766 1,720 (28) (2%)

1,682 Education 1,492 1,562 1,732 190 13%

1,204 Legal professions and studies 983 1,033 1,100 221 22%

990 Engineering 987 929 921 3 0%

972 Liberal arts and sciences, general studies and humanities 1,015 705 990 (43) (4%)

926 Communication, journalism and related programs 792 714 881 134 17%

814 Psychology 761 776 821 53 7%

746 Engineering technologies and engineering-related fields 456 559 741 290 64%

NOTE: The Top Completions list for 2011 was comprised of these same 10 programs. Source: EMSI Analyst, 2015

Table 4: 2012 Regional Completions, 2014 Median Hourly Earnings and Job Growth, 2013-14, Ottawa

2012 TOP TEN PROGRAMS (# of completions) Median Hourly

Earnings

(2014)

Regional Jobs

(2013)

Regional

Jobs (2014)

Growth in

Jobs (2013-

2014)

2,632 Business, management, marketing and related support

services $24.93 255,644 257,052 1%

2,394 Social sciences $36.12 52,339 52,216 0%

1,759 Health professions and related programs $28.13 127,375 128,998 1%

1,682 Education $28.72 65,209 68,992 6%

1,204 Legal professions and studies $29.12 10,068 9,345 (7%)

990 Engineering $35.80 56,700 62,750 11%

972 Liberal arts and sciences, general studies and humanities* $0.00 0 0 0%

926 Communication, journalism and related programs $33.13 45,346 40,756 (10%)

814 Psychology $34.12 5,589 4,788 (14%)

746 Engineering technologies and engineering-related fields $33.62 78,189 84,925 9%

*No occupations are specifically linked to Liberal arts in EMSI Analyst.




INDUSTRY LANDSCAPE

WHAT IT IS One lens with which to view the local labour market is from an industry/business perspective, using data

from Canadian Business Patterns and EMSI Analyst to get a picture of what is happening in the local

industry landscape. Sector growth and decline can point to which occupations will see job growth and

decline based on their predominance in the industry sectors.

LOOKING AT JOBS BY INDUSTRY

Where are the jobs? Ottawa’s Top Ten Industry Sectors by number of employees

breaks down as follows, with one in five employees working in

Public Administration, based on the 2014 numbers.

Public administration 20%

Professional, scientific and technical services 10%

Health care and social assistance 10%

Retail trade 10%

Educational services 8%

Accommodation and food services 6%

Other services (except public administration) 5%

Administrative & support, waste management & remediation 5%

Construction 5%

Manufacturing 3%


Where are job losses and gains in 2014?

Manufacturing saw the

greatest decrease in jobs in

2014 with a second year of

decline; 1,025 fewer jobs

represents a decline of 5%.

Public administration

added the most jobs, with

2,452 new jobs, showing

growth of 2% from 2013 to

2014, following two years of

decline.

Table 5: Top 5 Industries Losing and Adding Jobs from 2013 to 2014

Top 5 Industries Losing Jobs Top 5 Industries Adding Jobs

(1,025) Manufacturing Public administration 2,452

(996) Administrative and support, waste

management and remediation

services

Educational services 2,133

(902) Real estate and rental and leasing Professional, scientific and technical

services 1,583

(489) Arts, entertainment and recreation Health care and social assistance 1,073

(271) Information and cultural industries Retail trade 775 Source: EMSI Analyst, 2015

TOP 10 by percent share



INDUSTRY LANDSCAPE

LOOKING AT NUMBER OF BUSINESSES

How many are there?

6,526 more businesses in Ottawa

than three years ago, with increases

across all business size categories

212 more businesses than one year

ago (up from 63,136 in June 2014)

11% growth in number of businesses

over past three years, with 0.3%

growth in the past year

13% growth for Indeterminate (sole

proprietors) over past three years

Chart 13: Changes in Number of Businesses, Ottawa,

June 2012 to June 2015 (with percent growth)

Source: Canadian Business Patterns, 2012, 2015

Table 6: Changes in Number of Businesses, Ottawa, June 2012 to June 2015

Total No payroll 1 to 49 50-99 100-199 200-499 500 +

June 2015 63,348 34,250 27,510 864 417 201 106

June 2012 56,822 30,196 25,144 823 388 177 94

Change 6,526 4,054 2,366 41 29 24 12

% Change 11% 13% 9% 5% 7% 14% 13% Source: Canadian Business Patterns, 2012, 2015

A closer look at growth and decline in number of businesses

In looking at growth and decline

in industry sub-sectors, we

removed the Indeterminate

numbers, as these reflect self-

employed sole proprietors with

no payroll.

*It should be noted that in 2015

CBP added an ‘unclassified’

industry category, making it

difficult to accurately compare

June 2015 industry data to

previous years.

Table 7: Decline and growth by industry sub-sector*, 2012 to 2015

Top 5 Declining Industries Top 5 Growth Industries

(491) 814 - Private households 621 - Ambulatory health care services 344

(41) 417 - Machinery, equipment and supplies merchant wholesalers

722 - Food services and drinking places 179

(36) 451 - Sporting goods, hobby, book and music stores

813 - Religious, grant-making, civic, and professional and similar organizations

69

(33) 551 - Management of companies and enterprises

238 - Specialty trade contractors 56

(29) 624 - Social assistance 531 - Real estate 44 Source: Canadian Business Patterns, 2012, 2015

30,196 34,250

26,62629,098

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

June 2012 June 2015

Indeterminate (sole proprietors) Businesses with payroll

up 9%

up 13%



INDUSTRY LANDSCAPE

JOB DEMAND BY INDUSTRY Vicinity Jobs' Jobs Demand Reports allows us to look at local online job postings for the past year to get

a sense of what jobs are posted and by which employers.

Chart 14: Job Demand, Ottawa, # of online job postings, by industry sector, Jul 2014 to Jun 2015

Source: Vicinity Jobs, Jobs Demand Report, 2015

SELF-EMPLOYMENT BY INDUSTRY SECTOR Chart 15: Ottawa's Self-Employed by Industry Sector*(with % of self-employed in labour force), 2014

*showing industries with more than 5,000 jobs Source: EMSI Analyst, 2015

16 77374

843 651

3,024

1,2261,464

988524

4,744

1 190

1,124483

32645

1,137675

12% of Ottawa's total labour force in identified industries is self-employed



OCCUPATIONS IN OTTAWA

WHAT IT IS One of the richest sources of labour market information is occupational data based on NOC codes.

LOOKING AT JOBS BY OCCUPATION CATEGORY

Where are the jobs? Ottawa’s Top Eight Occupation Categories by number of

employees breaks down as follows, with one in five

employees working in Sales and Service, based on the 2014

numbers.

Sales and service 21%

Business, finance and administrative 19%

Natural and applied sciences and related 15%

Social science, education, government service, religion 14%

Management 9%

Trades, transport and equipment operators and related 8%

Health 7%

Art, culture, recreation and sport 4%


Where are job losses and gains in 2014?

Management occupations lost

the most jobs from 2013 to

2014, with a decline of 9%; this

followed two years of growth

Natural and applied sciences

and related occupations

added the most jobs, showing

growth of 11% from 2013 to

2014, representing a second

year of growth.

Table 8: Top 3 Occupation Groups Losing & Adding Jobs, 2013 to 2014

Top 3 Occupation Groups Losing Jobs

Top 3 Occupation Groups Adding Jobs

(5,305) Management occupations Natural and applied sciences

and related occupations 8,317

(2,193) Trades, transport and

equipment operators and

related occupations

Health occupations 2,416

(1,774) Occupations in art, culture,

recreation and sport

Business, finance and

administrative occupations 2,406


TOP 8 OCCUPATIONS by percent share




Ottawa's top jobs "by the numbers" Labour Market Ottawa publishes this list annually, and prepares one-page infographics detailing the

occupations featured on the list. More detailed information can be found at LabourMarketOttawa.ca.

TOP TEN # of Jobs in 2014

TOP TEN ∆ in # of Jobs (2012 to 2014)

TOP TEN % of Job Growth (2012 to 2014)

1. Computer programmers and interactive media developers

1. Information systems analysts and consultants

1. Landscaping and grounds maintenance contractors and managers

2. Information systems analysts and consultants

2. Social policy researchers, consultants and program officers

2. Pharmacists

3. Retail salespersons and sales clerks (declined from 2012 to 2014)

3. Computer programmers and interactive media developers

3. Travel counsellors

4. Administrative clerks 4. Registered nurses 4. Personnel clerks

5. Cashiers 5. Computer and information

systems managers 5. Biologists and related scientists

6. Registered nurses 6. Financial auditors and

accountants 6. Other instructors

7. Food counter attendants, kitchen helpers and related occupations

(declined from 2012 to 2014)

7. Elementary school and kindergarten teachers

7. Other professional occupations in physical sciences

8. Administrative officers (declined from 2012 to 2014)

8. Bookkeepers 8. Dietitians and nutritionists

9. Software engineers and designers 9. Retail trade supervisors 9. Loan officers

10. Social policy researchers, consultants and program officers

10. Biologists and related scientists 10. Food service supervisors

Occupations shown in bold made more than one Top Ten List Source: EMSI Analyst, 2015

Ottawa's top ten occupations Table 9: Top ten Otawa occupations, # of jobs, 2014 (showing five-year trend)

2014 Jobs TOP TEN OCCUPATIONS (# of jobs) 2012 Jobs 2017 Jobs Change

2012-2017 % Change

15,214 Computer programmers and interactive media developers 12,218 15,928 3,710 30%

15,112 Information systems analysts and consultants 11,900 15,886 3,986 33%

14,348 Retail salespersons and sales clerks 16,868 13,731 (3,137) (19%)

11,829 Administrative clerks 10,515 11,821 1,306 12%

11,273 Cashiers 10,763 11,688 925 9%

11,157 Registered nurses 8,387 12,029 3,642 43%

10,203 Food counter attendants, kitchen helpers and related 11,128 10,392 (736) (7%)

9,539 Administrative officers 9,907 9,725 (182) (2%)

9,106 Software engineers and designers 8,229 9,908 1,679 20%

9,090 Social policy researchers, consultants and program officers 5,946 9,779 3,833 64%






Growth and decline in occupations in the past year

40% of the 522 occupations showed decline of 10 or more jobs in the past year

37% of occupations showed growth of 10 or more jobs; the rest had no change or insufficient data

Table 10: Decline and growth by occupation, # of jobs, 2013 to 2014

Top 10 Declining Occupations Top 10 Growth Occupations

(1,604) Professional occupations in public relations and

communications Information systems analysts and consultants 2,428

(1,515) Specialists in human resources Social policy researchers, consultants and program

officers 2,308

(1,391) Program officers unique to government Computer programmers and interactive media

developers 2,172

(1,195) Real estate agents and salespersons Registered nurses 1,593

(833) University professors Biologists and related scientists 1,121

(810) Natural and applied science policy researchers,

consultants and program officers Bookkeepers 1,070

(809) Health policy researchers, consultants and program

officers

Immigration, employment insurance and revenue

officers 1,062

(759) Janitors, caretakers and building superintendents Computer and information systems managers 1,038

(743) Lawyers and Quebec notaries Technical sales specialists, wholesale trade 1,012

(679) Financial managers Food service supervisors 982 Source: EMSI Analyst, 2015

Table 11: Decline and growth by occupation, % of job growth/decline (>100 jobs), 2013 to 2014

Top 10 Declining Occupations Top 10 Growth Occupations

(55%) Crane operators Securities agents, investment dealers and brokers 349%

(53%) Public works maintenance equipment operators Other professional occupations in health diagnosing and treating 253%

(52%) Senior managers - Health, education, social and

community services and membership organizations Actors and comedians 105%

(44%) Banking, insurance and other financial clerks Food service supervisors 104%

(43%) Aircraft instrument, electrical and avionics mechanics,

technicians and inspectors Sports officials and referees 85%

(43%) Other administrative services managers Other instructors 73%

(43%) Specialized cleaners Pharmacists 70%

(43%) Executive housekeepers Other repairers and servicers 65%

(41%) Senior managers - Financial, communications and other

business services Supervisors, other products manufacturing and assembly 63%

(41%) Firefighters Licensed practical nurses 62% Source: EMSI Analyst, 2015




JOB DEMAND BY OCCUPATION CATEGORY Vicinity Jobs' Jobs Demand Reports allows us to look at local online job postings for the past year to get

a sense of which occupation categories have jobs posted online.

Chart 16: Job Demand, Ottawa, # of online job postings, by occupation category, Jul 2014 to Jun 2015

Source: Vicinity Jobs, Jobs Demand Report, 2015

SELF-EMPLOYMENT BY OCCUPATION GROUP

12% of Ottawa's labour force was self-employed in 2014

Early childhood educators and assistants tops the list with 4,152 self-employed workers, while

Residential home builders and renovators has the greatest share, with 99% being self-employed

Chart 17: Ottawa's Self-Employed by Occupation (with % of self-employed in labour force), 2014


6,4748,101 7,647

2,404 2,953 1,826

10,418

2,690202 795

18,826

0 -Managementoccupations

1 - Business,finance and

administrationoccupations

2 - Natural andapplied

sciences andrelated

occupations

3 - Healthoccupations

4 -Occupations ineducation, law

and social,community

andgovernment

services

5 -Occupations in

art, culture,recreation and

sport

6 - Sales andservice

occupations

7 - Trades,transport and

equipmentoperators and

relatedoccupations

8 - Naturalresources,agricultureand relatedproductionoccupations

9 -Occupations inmanufacturing

and utilities

Other /Unidentified

12% of Ottawa's total labour force is self-employed




TOP TEN (NUMBER OF JOBS)

Early childhood educators

and assistants top the list with

4,152 self-employed workers.

Three of the top ten

occupations are

management occupations.

TOP TEN (% OF JOBS)

Residential home builders

and renovators top the list

with 99% indicating that they

are self-employed.

Three of the top ten

occupations are health

occupations.

Those in bold made both

lists.

Table 12: Ottawa's occupations with highest self-employment, 2014

Top # of self-employed workers Top % of self-employed workers

4,152 Early childhood educators and assistants

Residential home builders and renovators

99%

3,668 Professional occupations in business services to management

Accommodation service managers 99%

3,339 Information systems analysts and consultants

Chiropractors 96%

3,180 Retail trade managers Midwives and practitioners of natural healing

95%

2,548 Residential home builders and renovators

Optometrists 94%

2,311 Real estate agents and salespersons Farmers and farm managers 91%

1,890 Restaurant and food service managers Actors and comedians 91%

1,522 General practitioners and family physicians

Artisans and craftspersons 91%

1,455 Computer programmers and interactive media developers

Painters, sculptors and other visual artists

91%

1,397 Lawyers and Quebec notaries Landscaping and grounds maintenance contractors and managers

90%




PRIORITY SECTORS

WHAT IT IS Ottawa employers and service providers identified four key sectors on which to focus in the past year;

the first three of which aligned closely with the priority areas identified in the 2011 Strategic Framework/

Plan:

Science & Technology;

Health Care and Social Assistance;

Construction; and

Hospitality and Tourism (added as a priority in 2013).

We include key highlights for all of these sectors as part of this report.

Detailed sector findings will be posted on labourmarketottawa.ca for the above sectors, as well as for

Public Administration, Finance, Manufacturing, Education, Retail and Film, TV and Digital Media.

Employer consultations The information on the following pages provides an overview of the 2014 data, as well as highlights from

the 30 employer interviews conducted in summer/fall 2015; full interview findings will be published in the

detailed report on the employer consultations.

The data provided Looking at jobs by NAICS code shows us how many people are employed in a specific industry, while

looking at jobs by NOC codes shows us how many people are employed in a specific occupation. It is

important to use both to understand local labour trends for specific sectors. NAICS codes allow us to

see employment figures for industries that fall within each sector.

Data showing jobs by occupation category generally shows all jobs in that occupation, not solely those

specific to a sector. However, a job seeker may not care about in which sector they work so employers

are competing across sectors for in-demand occupations. In Ottawa's case, the Federal Government

hires large numbers of workers for many occupations; therefore, you may also see a downturn in jobs for

specific occupations (IT, for example) because of government cuts even if the IT sector itself is doing well.

Looking at the data - some words of caution

EMSI suggests taking occupation data between 100 and 500 jobs with “a grain of salt”;

occupation data where there are fewer than 100 jobs is NOT considered reliable

because of the sampling sizes used in the Labour Force Survey.

Also keep in mind that forecasts are based on the statistics (projecting from what has

happened in the past and HRSDC forecasts) and do not take into account qualitative trends

(e.g., commercial construction boom will continue; public sector cuts will continue).




PRIORITY SECTORS

1. SCIENCE & TECHNOLOGY

Defining the "sector" Neither Science & Technology nor ICT are industry sectors as defined by NAICS codes. To try to get a

sense of broader technology jobs in applied science and IT, we have focused on two sectors:

Professional, Scientific and Technical Services

59,493 sector jobs in Ottawa in 2014

2nd largest industry sector out of 20 in

Ottawa with 10.2% of all jobs

3% increase in Ottawa jobs in 2014, after a

decline from 2012 to 2013

Information & Cultural Industries


14th largest industry sector out of 20 in

Ottawa with 2.4% of all jobs

2% decrease in Ottawa jobs in 2014,

following three years of growth


Labour market dynamics (identified in employer interviews) Relevant labour market information on this sector is difficult to obtain largely due its diverse nature.

Because the business operations of organizations in this sector are so diverse, and position roles are

constantly changing to keep up with developments in technology, it becomes difficult to categorize by

occupation or industry code, in a very fluid sectoral labour market. This sector is also heavily influenced

by larger economic trends, as organizations generally offer specific services to those in other, non-

technology based sectors. Organizations operate in fairly diverse business environments; one

organization might provide software services to government, and another research services to the

mining and gas industry. This makes it unlikely that anything other than a broad, local economic

downturn will significantly affect this sector as a whole; the impact of government cuts, for example,

might be mitigated by growth in other areas of the economy requiring software services.

A focus on occupations For this "sector", it is helpful to look at occupations in Natural & Applied Sciences to assess the local

labour market as this occupation grouping captures many technology jobs in the above two sectors.

86,523 Natural and Applied

Sciences jobs in Ottawa

About 1 in 7 Ottawa jobs is in

Natural and Applied Sciences

75% of the jobs are Professional

occupations as opposed to

technical occupations

11% increase in jobs from 2013 to

2014 (representing 8,317 jobs)

Chart 18: Jobs in Natural & Applied Sciences in Ottawa, 2014


64,48675%

22,03625%

Professional occupations in naturaland applied sciences

Technical occupations related tonatural and applied sciences



PRIORITY SECTORS

Detailed occupation information for Natural and Applied Sciences Note that this information includes ALL jobs in the occupations group, regardless of sector.

Table 13: Top 10 Professional Occupations, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP TEN PROFESSIONAL OCCUPATIONS (# of jobs) 2012

Jobs

2017 Jobs

Forecast

Change

2012-17

% Change

2012-17

15,214 Computer programmers and interactive media developers 12,218 15,928 3,710 30%

15,112 Information systems analysts and consultants 11,900 15,886 3,986 33%

9,106 Software engineers and designers 8,229 9,908 1,679 20%

3,086 Database analysts and data administrators 2,806 3,315 509 18%

2,937 Biologists and related scientists 1,403 3,260 1,857 132%

2,853 Computer engineers (except software engineers) 2,354 2,971 617 26%

2,566 Civil engineers 3,041 2,483 (558) (18%)

2,359 Electrical and electronics engineers 2,905 2,157 (748) (26%)

1,923 Web designers and developers 1,779 1,776 (3) (0%)

1,501 Mathematicians, statisticians and actuaries 1,059 1,603 544 51%


Table 14: Top 10 Technical Occupations, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP TEN TECHNICAL OCCUPATIONS (# of jobs) 2012

Jobs

2017 Jobs

Forecast

Change

2012-17

% Change

2012-17

3,653 Computer network technicians 2,679 3,817 1,138 42%

3,330 User support technicians 4,340 2,790 (1,550) (36%)

2,484 Electronic service technicians (household and business

equipment) 2,597 2,409 (188) (7%)

2,350 Systems testing technicians 1,375 2,533 1,158 84%

1,339 Electrical and electronics engineering technologists and

technicians 1,231 1,388 157 13%

1,143 Inspectors in public and environmental health and

occupational health and safety 1,576 1,143 (433) (27%)

669 Chemical technologists and technicians 737 690 (47) (6%)

580 Civil engineering technologists and technicians 650 536 (114) (18%)

561 Biological technologists and technicians 508 548 40 8%

528 Drafting technologists and technicians 627 485 (142) (23%)




PRIORITY SECTORS

Job changes in 2014 2014 saw continued increases in jobs for Biologists and related scientists and continued recovery in

many IT jobs, as well as for Civil engineers. Jobs for Computer engineers (except software engineers)

increased in 2014, after declining the previous year, while the Software engineers saw a decline in 2014.

Table 15: Top 10 Growth Occupations, Natural & applied science, Ottawa, 2013-14 Growth in

# of jobs TOP TEN GROWING OCCUPATIONS IN 2014 2013 Jobs 2014 Jobs % Growth

2013-14

2,428 Information systems analysts and consultants 12,684 15,112 19%

2,172 Computer programmers and interactive media developers 13,042 15,214 17%

1,121 Biologists and related scientists 1,816 2,937 62%

971 Computer network technicians 2,682 3,653 36%

793 Systems testing technicians 1,557 2,350 51%

517 Computer engineers (except software engineers) 2,336 2,853 22%

370 Mathematicians, statisticians and actuaries 1,131 1,501 33%

295 Other professional engineers, n.e.c. 962 1,257 31%

193 Biological technologists and technicians 368 561 52%

187 Civil engineers 2,379 2,566 8%


Table 16: Top 10 Declining Occupations, Natural & applied science, Ottawa, 2013-14 Decline in

# of jobs TOP TEN DECLINING OCCUPATIONS IN 2014 2013 Jobs 2014 Jobs % Growth

2013-14

(579) Software engineers and designers 9,685 9,106 (6%)

(275) Inspectors in public and environmental health and occupational health and safety

1,418 1,143 (19%)

(132) Aircraft instrument, electrical and avionics mechanics, technicians and inspectors

305 173 (43%)

(129) Landscape and horticultural technicians and specialists 567 438 (23%)

(112) Engineering inspectors and regulatory officers 368 256 (30%)

(98) Electronic service technicians (household and business equipment)

2,582 2,484 (4%)

(93) Industrial and manufacturing engineers 335 242 (28%)

(80) Aerospace engineers 525 445 (15%)

(70) User support technicians 3,400 3,330 (2%)

(70) Architectural technologists and technicians 268 198 (26%)




PRIORITY SECTORS

Job demand (online job postings) Labour Market Ottawa subscribes to Vicinity Jobs Job Demand Reports; sector highlights include:

4,744 online job postings from July 2014 to June 2015 were in the Professional, Scientific and

Technical Services sector ̶ 26% of all postings ̶ (up from 4,630 postings the previous year making it

the sector with the most postings for the second year in a row).

1,464 postings were in the Information and Cultural Industries sector; 8% of all postings (up from

1,105 postings the previous year, representing a 32% increase year-on-year).

7,647 postings were for Natural and applied sciences and related occupations (12% of all

postings) Source: Vicinity Jobs, 2015

What we heard from employers (highlights from the consultations)

Strong competition between firms for talent with high turnover sector-wide.

While striving to nurture and grow “top talent,” hesitant to invest too much because of fear of

losing them to the competition; may become a self-fulfilling prophecy.

Interview participants from this sector were far more likely to refer to “talent” in reference to labour than

in any other sector. Discussions were focused on how participants and their organizations “identify

talent” or “acquire talent” or “grow talent”. They generally felt the industry’s labour market was

characterized by strong competition between firms for talent and, on occasion, refrained from

answering questions about hiring practices in order to protect proprietary information. The result

appears to be a very fluid labour market, with a higher level of turnover than other sectors. Participants

were asked about turnover rates, and did generally think there was more movement in this industry than

in others, but usually not at their organizations. Similarly, there were perceptions that short-term

employment was increasing in the industry, and that internal training opportunities were being

diminished, more so across the sector than in their own organizations.

This points to an apparent contradiction in industry narrative. Firms are reported to be in a constant,

hard competition to acquire and retain the “top talent”; and yet simultaneously moved towards short-

term, project based employment relationships. While striving to nurture and grow the “top talent,” they

are hesitant to invest in employee training and development because of a perception that these

employees would take their new skills to another firm. The data does show a disproportionate number

of job postings for jobs in this sector relative to job growth. We can compare two sectors with similar

total number of jobs. The Healthcare sector saw a 2% increase in total jobs with only 438 online

postings. Professional, Scientific and Technical Services saw a 3% increase in jobs and 7,647 postings.

Participants acknowledged the inherent contradictions and generally attributed it to business pressures

and the competitive nature of the sector. It may be the case that some firms are caught in a self-

fulfilling prophecy; attracting top talent is paramount to organizational success, and as such all

organizations want this talent. Competition is so intense organizations are always fearful of losing talent,

making them less likely to invest in training and long-term employment relationships; which in turn makes

them more likely to lose this talent, and forces them to compete more in the external labour market.



PRIORITY SECTORS

2. HEALTH CARE & SOCIAL ASSISTANCE

Defining the sector

59,438 Health care & social

assistance sector jobs in Ottawa

in 2014

3rd largest industry sector out of

20 in Ottawa with 10.2% of all

jobs

1 in 3 sector jobs are in

Ambulatory health care services

2% increase in Ottawa jobs

from 2013 to 2014

Chart 19: Health care & social assistance Jobs, Ottawa, 2014


Labour market dynamics (identified in employer interviews) Labour Market Ottawa interviewed a fairly representative group of employers in the healthcare sector,

in terms of which organization types represent the largest share of local employment. Several significant

trends emerged from these consultations. Firstly, all employers discussed the increasing specialization of

the workforce in healthcare and the challenges that this trend poses from a staffing perspective. One

employer described it as a highly “credentialized” sector, discussing how this often made it difficult to

quickly staff new positions in order to meet organizational needs. Furthermore, many organizations are

heavily unionized, and have highly regulated hiring practices that can make looking outside the

organization difficult. Internal training was thus seen as integral to organizational success by many

participants in this sector, and the key to heading off any potential future worker shortages.

A focus on occupations For this sector, it is helpful to look at occupations in Health to assess the local labour market.

40,381 Health jobs in Ottawa,

representing 6.9% of all jobs

1 in 15 Ottawa jobs is in Health

29% of the jobs are in

Professional occupations in

health, with jobs fairly evenly split

across the four sub-groups

6% growth in jobs in this group

from 2013 to 2014

Chart 20: Jobs in Health in Ottawa, 2014


20,03534%

17,02429%

12,73121%

9,64916%

Ambulatory health careservices

Hospitals

Social assistance

Nursing and residentialcare facilities

11,83029%

11,50728%

8,73922%

8,30621%

Professional occupationsin health

Nurse supervisors andregistered nurses

Technical and relatedoccupations in health

Assisting occupations insupport of health services



PRIORITY SECTORS

Detailed occupation information Sector jobs show only those jobs in the Health care & social assistance sector, while the Health

occupations show all jobs for a specific occupation, regardless of sector. Eight out of ten occupations in

the Top 10 industry and Health occupations show growth in the five-year view from 2012 to 2017.

Table 17: Top 10 Jobs in sector, # employed in industry, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP TEN OCCUPATIONS IN INDUSTRY (# of jobs) 2012 Jobs

in Industry

2017 Jobs

in Industry

Change

2012-2017 % Change


7,334 Early childhood educators and assistants 6,443 7,618 1,175 18%

4,824 Nurse aides, orderlies and patient service associates 5,050 4,962 (88) (2%)

2,476 General practitioners and family physicians 1,928 2,733 805 42%

2,046 Licensed practical nurses 1,921 2,074 153 8%

2,023 Specialist physicians 1,795 2,261 466 26%

1,854 Community and social service workers 1,374 1,985 611 44%

1,581 Receptionists and switchboard operators 1,948 1,598 (350) (18%)

1,176 Managers in health care 857 1,375 518 60%

1,111 Visiting homemakers, housekeepers & related occupations 981 1,231 250 25%


Table 18: Top 10 Health occupations, # of jobs, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP TEN HEALTH OCCUPATIONS (# of jobs) 2012 Jobs 2017 Jobs Change

2012-2017 % Change


5,313 Nurse aides, orderlies and patient service associates 5,461 5,380 (81) (1%)

2,707 General practitioners and family physicians 2,072 2,995 923 45%

2,298 Other assisting occupations in support of health services 1,779 2,575 796 45%

2,210 Licensed practical nurses 2,043 2,237 194 9%

2,179 Specialist physicians 1,980 2,426 446 23%

1,764 Pharmacists 567 2,028 1,461 258%

1,039 Dental hygienists and dental therapists 621 1,099 478 77%

1,025 Physiotherapists 1,353 1,072 (281) (21%)

996 Other technical occupations in therapy and assessment 700 1,140 440 63%




PRIORITY SECTORS

Job changes in 2014 2014 saw increases in jobs for Registered nurses for the second year in a row, after declining in 2012.

Nurse aides, orderlies and patient service associates showed a big decline in jobs in 2014 after three

years of growth.

Table 19: Top 10 Growth Occupations, Health, Ottawa, 2013-14 Growth in


2013-14

1,593 Registered nurses 9,564 11,157 17%

847 Licensed practical nurses 1,363 2,210 62%

729 Pharmacists 1,035 1,764 70%

386 Dental hygienists and dental therapists 653 1,039 59%

177 Other professional occupations in health diagnosing and treating

70 247 253%

167 General practitioners and family physicians 2,540 2,707 7%

161 Dentists 735 896 22%

115 Dental assistants 662 777 17%

96 Dietitians and nutritionists 537 633 18%

57 Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists

148 205 39%


Table 20: Top 10 Declining Occupations, Health, Ottawa, 2013-14 Decline in


2013-14

(498) Ambulance attendants and other paramedical occupations 1,269 771 (39%)

(494) Nurse aides, orderlies and patient service associates 5,807 5,313 (9%)

(209) Occupational therapists 624 415 (33%)

(141) Other technical occupations in therapy and assessment 1,137 996 (12%)

(113) Head nurses and supervisors 417 304 (27%)

(107) Physiotherapists 1,132 1,025 (9%)

(82) Opticians 209 127 (39%)

(81) Medical radiation technologists 642 561 (13%)

(76) Other assisting occupations in support of health services 2,374 2,298 (3%)

(55) Chiropractors 249 194 (22%)




PRIORITY SECTORS

Job demand (online job postings) Labour Market Ottawa subscribes to Job Demand Reports from Vicinity Jobs.

483 online job postings from July 2014 to end of June 2015 were in the Health Care and Social

Assistance sector – 3% of all postings (down from 672 postings in the same timeframe last year).

2,404 postings were in the Health occupation category (4% of all postings)


While hiring could be a challenge, not necessarily due to lack of applicants with requisite skills.

“Poor” working conditions seen to increase difficulty in attracting workers to specific positions.

Insufficient funding to allow for the compensation required to attract workers to the hardest to fill

positions.

As with most sectors, the issue of whether or not there are any major skills shortages was somewhat

contentious. While all participants reported that hiring was often a “challenge”, this was not necessarily

due to a lack of applicants with the requisite skills. In the healthcare sector more than others, other

factors often made it difficult to attract workers to positions where a high level of skill and experience is

required. These factors generally related to working conditions such as scheduling or the perceived

level of stress that accompanies different roles.

Participants reported getting an abundance of applicants for some types of nursing positions, while

finding it more difficult to consistently staff others. This is not necessarily because there is a lack of

trained or experienced nurses available in the external labour market. Instead, many participants

perceived that nurses with the requisite qualifications often will seek positions that offer better

scheduling or lower on-the-job stress than, for example, positions in intensive care. A similar dynamic

was discussed in relation to personal support workers and several other specialized occupations, such as

occupational or physical therapists, respiratory therapists, etc. Staffing difficulties were not due to

explicit skills shortages but instead shortages of workers willing to take on certain specific roles.

Through the extensive interviews, we were able to better understand this dynamic and how it helped

explain findings in previous years regarding a high demand for some registered nurses, registered

practical nurses, and PSWs even whilst several hospitals and sector employers were reporting cuts.

The overall perception presented by participants in this sector is that there are many jobs to be had,

and local labour is available to staff them; however, the compensation and work conditions may not be

perceived as strong enough to attract workers to the hardest to fill positions. For example, one

employer cited difficulties in making personal support work appear attractive, largely due to the difficult

working conditions it entails; they felt that significantly higher compensation rates would likely go a large

way to solving this problem. In the current healthcare sector environment, however, funding is always

tight, according to participants. Thus organizations are faced with difficult decisions about where to

allocate staffing dollars, and might not be able to offer higher compensation in areas where it is

needed to attract workers to positions with quite difficult working conditions.



PRIORITY SECTORS

3. CONSTRUCTION

Defining the sector

29,700 Construction sector

jobs in Ottawa in 2014

9th largest industry sector out of

20 in Ottawa with 5% of all jobs

3 in 5 sector jobs are Specialty

trade contractors

24% of jobs are self-employed

1% decrease in Ottawa jobs

from 2013 to 2014

Chart 21: Construction Jobs, Ottawa, 2014


Labour market dynamics (identified in employer interviews) Participants interviewed represented a mix of small, medium and large organizations and varied from

managers at larger corporations to owner/operators of smaller local businesses. The sector is not as

large locally, by total jobs, as many participants seemed to feel. Furthermore, it has in recent years

been shrinking slightly, again by total jobs, a trend reflected in participants’ perspectives.

Many construction-related jobs—such as positions in the trades—are not actually as present in the

construction sector as might be expected. Building maintenance employs many tradespeople, and this

economic sector is separate from construction more generally; hence the discrepancy in numbers

when looking at job numbers by sector or by occupation category. Sector participants reported

significant numbers of people in accounting and management, as well as general labour or trades.

A focus on occupations For this sector, it is helpful to look at occupations in Trades, transport and equipment operators and

related occupations as three-fifths (60%) of construction jobs fall in this occupation category.

46,079 Trades jobs in Ottawa,

representing 8% of all jobs

60% of construction jobs fall in the

Trades occupation category

39% of Trades jobs are in the

Construction sector

5% decline in jobs in this

occupation group from 2013 to 2014

Chart 22: Construction jobs by occupation, Ottawa, 2014


18,13861%

9,03830%

2,5259%

Specialty tradecontractors

Construction of buildings

Heavy and civilengineering construction

17,89260%4,249

14%

3,91413%

2,0367%

9854%

6242%

Trades, transport and equipmentoperators and related occupationsManagement occupations

Business, finance and administrativeoccupationsNatural and applied sciences andrelated occupationsSales and service occupations

Other



PRIORITY SECTORS

Detailed occupation information Sector jobs show only those jobs in the Construction sector, while the Trades occupations show all jobs

for a specific occupation, regardless of sector. Half of the occupations in the Top 10 industry and

Trades occupations show decline in the five-year view from 2012 to 2017.

Table 21: Top 10 Jobs in sector, # employed in industry, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP TEN OCCUPATIONS IN INDUSTRY (# of jobs) 2012 Jobs in Industry

2017 Jobs in Industry

Change 2012-2017

% Change

2,467 Carpenters 1,826 2,581 755 41%

2,458 Construction trades helpers and labourers 2,207 2,534 327 15%

2,281 Residential home builders and renovators 3,058 2,211 (847) (28%)

1,373 Electricians (except industrial and power system) 1,627 1,353 (274) (17%)

1,125 Plumbers 897 1,205 308 34%

1,071 Construction managers 1,220 1,048 (172) (14%)

1,061 Contractors and supervisors, other construction trades, installers, repairers and servicers

1,485 992 (493) (33%)

912 Administrative officers 649 971 322 50%

793 Residential and commercial installers and servicers 814 801 (13) (2%)

784 Heavy equipment operators (except crane) 678 802 124 18%


Table 22: Top 10 Trades occupations, # of jobs, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP TEN TRADES OCCUPATIONS (# of jobs) 2012 Jobs 2017 Jobs Change

2012-2017 % Change

4,353 Truck drivers 4,609 4,425 (184) (4%)

3,685 Material handlers 2,986 3,863 877 29%

3,059 Carpenters 2,468 3,253 785 32%

2,914 Construction trades helpers and labourers 2,818 3,032 214 8%

2,753 Automotive service technicians, truck and bus mechanics and mechanical repairers

2,566 2,674 108 4%

2,583 Bus drivers and subway and other transit operators 3,036 2,595 (441) (15%)

1,698 Electricians (except industrial and power system) 2,175 1,636 (539) (25%)

1,300 Contractors and supervisors, other construction trades, installers, repairers and servicers

1,863 1,152 (711) (38%)

1,271 Residential and commercial installers and servicers 1,443 1,259 (184) (13%)

1,265 Heavy equipment operators (except crane) 1,219 1,293 74 6%




PRIORITY SECTORS

Job changes in 2014 Increase in jobs for Material handlers for the second year in a row, after declines in 2011 and 2012, and

Automotive service technicians grew after two years of decline. Public works maintenance equipment

operators showed a big decline in 2014, returning to 2011 numbers after two years of high growth.

Table 23: Top 10 Growth Occupations, Trades, transport and equipment operators, Ottawa, 2013-14 Growth in


2013-14

456 Material handlers 3,229 3,685 14%

422 Automotive service technicians, truck and bus mechanics and mechanical repairers

2,331 2,753 18%

323 Carpenters 2,736 3,059 12%

296 Truck drivers 4,057 4,353 7%

161 Supervisors, motor transport and other ground transit operators

565 726 28%

149 Other repairers and servicers 230 379 65%

113 Heavy equipment operators (except crane) 1,152 1,265 10%

109 Taxi and limousine drivers and chauffeurs 960 1,069 11%

103 Construction millwrights and industrial mechanics (except textile)

1,093 1,196 9%

95 Motor vehicle body repairers 398 493 24%


Table 24: Top 10 Declining Occupations, Trades, transport and equipment operators, Ottawa, 2013-14 Decline in


2013-14

(580) Public works maintenance equipment operators 1,088 508 (53%)

(444) Delivery and courier service drivers 1,398 954 (32%)

(238) Bus drivers and subway and other transit operators 2,821 2,583 (8%)

(234) Painters and decorators 792 558 (30%)

(229) Contractors and supervisors, other construction trades, installers, repairers and servicers

1,529 1,300 (15%)

(199) Contractors and supervisors, electrical trades and telecommunications occupations

725 526 (27%)

(191) Construction trades helpers and labourers 3,105 2,914 (6%)

(170) Plumbers 1,428 1,258 (12%)

(166) Stationary engineers and auxiliary equipment operators 486 320 (34%)

(156) Machinists and machining and tooling inspectors 387 231 (40%)




PRIORITY SECTORS


374 online job postings from July 2014 to the end of June 2015 were in the Construction sector (2%

of all postings)

Only 17% of job postings for Trades, transport and equipment operators and related occupations

were in the Construction sector (even though this sector represents 60% of jobs in this occupation

group)


Downturn in residential construction not fully tempered by commercial activity.

Continued decline is predicted by those interviewed.

Not difficult to find qualified workers, but not all have practical skills/experience required.

Predicted downturn could make it hard for young workers to get the sought-for experience.

Data show a general downturn in residential construction occupations, related to an overall downturn

in the residential sector that consultation participants felt will continue in coming years. Furthermore,

many participants did feel that the local construction industry as a whole has been experiencing, and

will continue to experience, a significant downturn. This seems to be tempered in the numbers by the

ongoing major construction projects such as the LRT tunnel and Queensway widening. This likely means

further reductions in job numbers are ahead, if participants’ opinions prove correct.

Participants did not generally report difficulties finding qualified workers. Skilled workers (those having

experience and practical skills) were a slightly different issue. While participants did not always describe

it in such terms, there is a clear difference between a qualified worker and a skilled worker for most

employers in the construction sector. Younger workers, or workers without Canadian experience, were

not perceived by participants to be likely to be skilled in a practical sense; they might have the

necessary qualifications to perform trade work, however. This is an important finding in relation to

overall dynamics in the sector’s labour market. One respondent indicated that “A lot of them are

qualified on paper, but not necessarily in their practical skills”.

This issue was often suggested to be generational, with younger workers generally being at the centre of

these issues. These workers might lack work ethic or, as discussed above, a practical ability to actually

do the physical work required. In a sector where a certain number of walls must be built under strict

timelines and to exacting quality, consultation participants reported it was difficult to find strong workers

who could be trusted to make sure the work gets done.

If the industry does experience a continued downturn, as consultation participants expect, this trend,

coupled with the broad perception that younger workers lack the practical skills required to perform

essential tasks, could pose challenges in ensuring sufficient numbers of skilled workers are available in

the future. Seniority and word-of-mouth were cited as crucial factors in achieving consistent

employment in the sector; this will make it difficult for younger workers trying to gain the experience

required to become “skilled” in an environment where, due to overall industry downturn, positions may

be scarce and labour abundant.



PRIORITY SECTORS

4. HOSPITALITY & TOURISM

Defining the "sector" Hospitality and tourism is not an industry sector as defined by NAICS codes. To try to get a sense of

broader hospitality and tourism jobs, we have focused on two sectors:

Accommodation and food services



Ottawa with 6% of all jobs

3 out of 4 sector jobs are in Full-service

restaurants and limited-service eating places

2% increase in Ottawa jobs in 2014,

representing the fifth straight year of growth

Arts, entertainment and recreation



Ottawa with 2% of all jobs

52% of the jobs are in Performing arts,

spectator sports and related industries

5% decrease in Ottawa jobs in 2014,

following two years of growth


Labour market dynamics (identified in employer interviews) Several participants were interviewed as part of consultations with the hospitality and tourism sector,

ranging from small business owners in food services to large employers in the tourism industry. Most

represented the accommodation and food services industry. This sector as a whole is a somewhat

loose grouping of interrelated industries, reflected in the diverse nature of the organizations that

participated in consultations. Accommodation and food services saw an overall increase in jobs,

something participants felt was by and large the case in their organizations. They expected slow but

steady growth in the coming years, if expressing a lack of complete sureness in this prediction.

A focus on occupations For this sector, it is helpful to look at occupations in Sales and service and Arts, culture, recreation and

sport as more than three-quarters (79%) of Accommodation and food services and Arts, entertainment

and recreation jobs fall in these two occupation categories.

69% of Hospitality and Tourism

jobs are in Sales and service

26% of Sales and service jobs

are in this sector

21% of Art, culture, recreation

and sport jobs are in this sector

Stable Sales and service jobs

from 2013 to 2014

7% decline in Art, culture,

recreation and sport jobs in 2014

Chart 23: Hospitality & Tourism jobs by occupation, Ottawa, 2014


31,82669%

5,17911%

4,78010%

2,0955%

2,0325%

Sales and service occupations

Management occupations

Occupations in art, culture,recreation and sport

Business, finance andadministrative occupations

Other



PRIORITY SECTORS

Detailed occupation information Sector jobs show only those jobs in the Hospitality & Tourism sector, while the Occupation tables show all

jobs for a specific occupation, regardless of sector.

Table 25: Jobs in Accommodation and food services sector, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP FIVE OCCUPATIONS IN INDUSTRY (# of jobs) 2012 Jobs in Industry


Change 2012-2017

% Change


4,947 Cooks 4,034 5,125 1,091 27%

4,043 Restaurant and food service managers 3,635 4,181 546 15%

3,745 Food and beverage servers 5,142 3,519 (1,623) (32%)

2,850 Cashiers 2,736 2,909 173 6%


Table 26: Sales & service occupations, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP FIVE OCCUPATIONS (# of jobs) 2012 Jobs 2017 Jobs Change 2012-2017

% Change

14,348 Retail salespersons and sales clerks 16,868 13,731 (3,137) (19%)

11,273 Cashiers 10,763 11,688 925 9%


6,066 Janitors, caretakers and building superintendents 6,839 6,180 (659) (10%)

5,671 Cooks 4,831 6,025 1,194 25% Source: EMSI Analyst, 2015

Table 27: Jobs in Arts, entertainment and recreation sector, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP FIVE OCCUPATIONS IN INDUSTRY (# of jobs) 2012 Jobs in Industry


Change 2012-2017

% Change

1,510 Program leaders and instructors in recreation, sport and fitness 1,383 1,510 1,545 162

677 Authors and writers 410 677 709 299

460 Operators and attendants in amusement, recreation and sport

409 460 459 50

351 Conference and event planners 242 351 369 127

289 Actors and comedians 181 289 296 115 Source: EMSI Analyst, 2015

Table 28: Arts, culture, recreation and sport occupations, Ottawa, 2014 (and 5-year view)

2014 Jobs TOP FIVE OCCUPATIONS (# of jobs) 2012 Jobs 2017 Jobs Change 2012-2017

% Change

4,666 Program leaders and instructors in recreation, sport and fitness 3,853 5,025 1,172 30%

3,941 Professional occupations in public relations and communications 6,287 3,622 (2,665) (42%)

1,795 Graphic designers and illustrators 2,463 1,668 (795) (32%)

1,415 Translators, terminologists and interpreters 1,569 1,377 (192) (12%)

1,351 Authors and writers 1,180 1,312 132 11% Source: EMSI Analyst, 2015



PRIORITY SECTORS

Job changes in 2014 Technical sales specialists saw the most growth from last year, recovering from two years of decline.

There was a big decline in real estate agents and salespersons (after two years of high growth) and

professional occupations in public relations and communications (continuing to decline since 2012).

Table 29: Top 5 Growth Occupations, Sales & service, Ottawa, 2013-14 Growth in

# of jobs TOP FIVE GROWING OCCUPATIONS IN 2014 2013 Jobs 2014 Jobs % Growth

2013-14

1,012 Technical sales specialists, wholesale trade 3,676 4,688 28%

982 Food service supervisors 941 1,923 104%

572 Retail trade supervisors 4,991 5,563 11%

441 Travel counsellors 885 1,326 50%

379 Hotel front desk clerks 828 1,207 46%


Table 30: Top 5 Declining Occupations, Sales & service, Ottawa, 2013-14 Decline in

# of jobs TOP FIVE DECLINING OCCUPATIONS IN 2014 2013 Jobs 2014 Jobs % Growth

2013-14

(1,195) Real estate agents and salespersons 3,844 2,649 (31%)

(759) Janitors, caretakers and building superintendents 6,825 6,066 (11%)

(554) Retail salespersons and sales clerks 14,902 14,348 (4%)

(463) Food and beverage servers 4,621 4,158 (10%)

(442) Specialized cleaners 1,028 586 (43%)


Table 31: Top 5 Growth Occupations, Arts, culture, recreation and sport, Ottawa, 2013-14 Growth in


2013-14

648 Program leaders and instructors in recreation, sport, fitness 4,018 4,666 16%

222 Interior designers 748 970 30%

188 Actors and comedians 179 367 105%

167 Sports officials and referees 196 363 85%

147 Musicians and singers 1,109 1,256 13%


Table 32: Top 5 Declining Occupations, Arts, culture, recreation and sport, Ottawa, 2013-14 Decline in

# of jobs TOP TEN DECLINING OCCUPATIONS IN 2014 2013 Jobs

2014 Jobs % Growth

2013-14

(1,604) Professional occupations in public relations and communications

5,545 3,941 (29%) (1,604)

(326) Producers, directors, choreographers and related 1,152 826 (28%) (326)

(320) Editors 1,175 855 (27%) (320)

(314) Library and archive technicians and assistants 890 576 (35%) (314)

(300) Graphic designers and illustrators 2,095 1,795 (14%) (300)




PRIORITY SECTORS


645 online job postings from July 2014 to end of June 2015 were in Accommodation and Food

Services sector; 4% of all postings.

32 postings were in the Arts, Entertainment and Recreation sector; less than 1% of all postings.


Labour market seen as stable and predictable, with heavy seasonal fluctuations.

Supplement core of full-time employees with youth employment during peak periods.

Little difficulty finding workers; however, many feel that youth need to be instilled with work ethic

but the employer takes the time to train on soft skills instead of returning to the labour market.

Participants in consultations in this industry generally perceived the sector’s labour market as stable and

predictable. Many organizations saw heavy seasonal fluctuations in their staff sizes, with the expected

sizeable increases in staff during the summer and then reductions through winter. Participants from both

small and large organizations indicated a similar approach to structuring their organizations’ workforce;

a core of full-time, permanent employees remained throughout the year, and often for many years,

and was supplemented with largely student or youth employment during peak periods, generally

summer.

In general, participants reported little difficulty finding workers in this sector. Issues generally focused on

the youth of many of the workers. These were challenges related to, for example, reliability; younger

student workers might not show up on time, or at all, with the needed level of reliability. However, one

participant indicated this was to be expected, and that part of their role as an employer of youth was

to help develop these characteristics in employees. The participant said:

We have a lot of young kids, so I start them at around 15. A lot of them come in, they’re quiet,

they’re shy, and by the time they leave they are all of a sudden outgoing and personable…my

biggest job is making sure that they’re off their phones all day, and they’re not allowed to have their

phones. So I’m always watching them and I try to instill that work ethic… and I try and put it into

them, so that they know that this [the phone] is not reality. Reality is what I’m doing here, this

[business] is reality.

—Small Hospitality and Tourism Employer

Similar elements to this approach were apparent with many of the participating employers, including

those from large organizations. There was an apparent understanding that, as the labour force relied

on these seasonal youth workers, the employers had little choice but to try and develop and retain the

best ones. This meant, for participants, working with staff to improve soft skills that they might lack,

rather than returning to the external labour market to find new workers who might in the end prove to

have similar problems.



ECONOMIC OUTLOOK

CONFERENCE BOARD OF CANADA ECONOMIC OUTLOOK It should be noted that the Conference Board outlook looks at both the Ontario and Quebec side of

Ottawa-Gatineau, whereas the rest of this report hones in on just the Ontario side.

Sector and Labour Forecast, Fall 2015

12th out of 13 – Just like the previous year, Ottawa-Gatineau’s overall economic growth surpassed

only Victoria amongst the 13 metropolitan areas reported in 2014 with 0.8% growth.

0.7% growth is forecast for 2015 (placing Ottawa 11th out of 13 for the 2015 forecast); this forecast

has been adjusted downward by 0.6% from the Spring 2015 forecast of 1.3%.

The Conference Board of Canada forecasts employment growth in 4 out of 7 sectors for Ottawa-

Gatineau in 2015. Industrial is expected to have the greatest growth rate, at 12.1%, while Office is

forecasted to see the greatest decline (-3.1%).

Chart 24: Employment Outlook, Ottawa-Gatineau

Source: Conference Board of Canada, Metropolitan Outlook, Fall 2015

Highlights from Conference Board of Canada's Fall 2015 Economic Outlook:

<1% GDP growth for fourth straight year; 1.6% growth is forecast for 2016

1.8% job gain for Ottawa-Gatineau in 2014 did not fully make up for 2% drop in 2013 but

exceeded the forecasted growth of 1.6%

Public administration employment forecast to increase from 2016 to 2019, albeit slowly; was

unchanged in 2014 (as opposed to the decline forecasted), with a slight decline forecast for 2015

Non-residential construction sector will be busy for the foreseeable future; residential continues to

hurt due to weak employment and oversupply in the condominium sector

Business services (includes high-tech sector) has seen modest growth in recent years with 0.8%

forecast in 2015 (down from the Spring forecast of 2.4%); expected to accelerate to 2.6% in 2016.

0.3

12.1

-3.1

-1.5

2.8

-1.8

2.1

-10 0 10 20

Total

Industrial

Office

Trans. & ware.

W&R trade

Personal ser.

Non-com. ser.

2015 (annual growth rate)

EMPLOYMENT OUTLOOK

1.4

-0.02

1.5

2.4

0.4

2.7

1.9

-1 0 1 2 3

Total

Industrial

Office

Trans.& ware.

W&R trade

Personal ser.

Non-com. ser.

2016-19 (average annual compound growth rate)


2014-2015 Ottawa Local Labour Market Plan 43

EO CLIENT SNAPSHOT

WHAT IT IS In June 2015, MTCU provided the local board with aggregate Employment Ontario (EO) program data

as an input into local planning, representing activity from April 2014 to March 2015. Labour Market

Ottawa has consulted with the Employment Ontario Ottawa Network, Literacy and Basic Skills, and its

Labour Market Service Delivery Committee to discuss the implications of the data for local labour

market planning.

Information was provided for:

Employment Services (ES), Literacy and Basic Skills (LBS), Second Career (SC), Apprenticeship

We chose to focus on the ES, SC and Apprenticeship data as the most directly related to the labour

market. As not all of the information is mandatory, the data is incomplete, but we highlight those pieces

that provide the most insight into Employment Ontario's clients and how they fit in the labour market.

SETTING THE CONTEXT 2014 annual data on Ottawa's

unemployed population provides a

view of 2014-15 potential EO clients.

Ottawa's Unemployed

59% of Ottawa's unemployed

in 2014 were male (up from

56% in 2013)

1 in 3 of total unemployed

were males aged 15-44

42% increase in unemployed

males aged 15-24 from 2013

(up from 15% share to 21%

share)

18% decrease in

unemployed males 45 and

over from 2013 (down from

23% share to 18% share)

41% of Ottawa's unemployed

were female (down from 44%

in 2013)

21% increase in unemployed

females 25-54 from 2013 (rose

from 22% share to 26% share)

Chart 25: Unemployed Population Pyramid, 2014

Source: Labour Force Survey, Statistics Canada, CANSIM Table 282-0129, 2015

16%

19%

8%

6%

1%

16%

19%

8%

6%

1%

21%

21%

10%

6%

2%

10%

18%

8%

4%

1%

15-24

25-44

45-54

55-64

65+

Percent of total unemployed in city (both sexes)

Ottawa Females Ottawa Males Toronto Females Toronto Males

MALES FEMALES

59%

Ottawa

50%

Toronto 41%

Ottawa 50%

Toronto



EO CLIENT SNAPSHOT

WHO IS ACCESSING EMPLOYMENT SERVICES? MTCU describes Employment Services (ES) as "the gateway for other EO programs and services. The

majority of Second Career (SC) clients, some apprenticeship, as well as some Literacy and Basic Skills

clients have accessed ES".

MTCU also provided data on Resource and

Information (R&I) clients. R&I services are

available to all members of the community

including the employed, job seekers, students,

apprentices, and employers. There is no eligibility

or access criteria for R&I; whereas ES assisted

clients need to qualify. The R&I data represents

the number of people registered for workshops

and information sessions; “turnstile” data on

number of drop-ins is not reported here.

Ottawa's ES Highlights

25,699 used Employment Centres' Resource

and Information Services (representing

workshop and information session registrants)

10,683 clients signed up for ES Assisted

Service

Represents a 3% increase from the number

of ES Assisted Service Clients seen in 2013-14

How Old Are They?

314 more clients in 2014-15 than

in 2013-14, with increases in all

age groups except 45-64 (decline

of 168)

47% of clients served fall in the

25-44 age group (down from 48%

in 2013)

418 more clients served in the

15-24 age group than in 2013-14

Represents an 18% increase in

clients aged 15-24 from 2013-14

3 percentage point decrease in

share of clients aged 45-64

Chart 26: ES Assisted Clients by Age Group, 2014-15

(with percent share of total clients)

Source: EO custom data provided by MTCU

Chart 27: ES Assisted Clients by

Gender, 2014-15

What is Their Gender?

52% of ES assisted clients in 2014-15 were male (up from

51% in 2013)

This slight increase likely reflects the 3% increase in the

share of the unemployed population in Ottawa who are

male (from 56% in 2013 to 59% in 2014)

Source: EO custom data provided by MTCU

2,273

4,949

2,903

76

2,691

5,002

3,071

87

0

1,000

2,000

3,000

4,000

5,000

6,000

15-24 25-44 45-64 65 and older2013-14 2014-15

47% 27% 1%25%

Male

52%

Female

48%



EO CLIENT SNAPSHOT

Are Ottawa's unemployed accessing ES services?

28% of the unemployed population became ES assisted clients in 2014-15 (vs. 29% in 2013-14)

34% of unemployed aged 25-44 years old became ES assisted clients in 2014-15 (down from 41%)

23% of the 15-24 year old unemployed population became ES assisted clients in 2014-15 (up from

13% in 2012-13 and 21% in 2013-14)

The chart below shows the proportion of unemployed in each age group that are ES Assisted Clients. In

the fall of 2013, Employment Ontario rolled out the Youth Employment Fund, targeted at 15-29 year olds.

The improvement since 2012-13 in the share of unemployed youth (aged 15 to 24) who are ES assisted

clients may very well point to the success of that program in helping Employment Ontario reach more

unemployed youth.

Chart 28: Unemployed Population and ES Assisted Service Clients by AGE GROUP, Ottawa

(with percentages of unemployed population who are clients)

Source: CANSIM table 282-0129 and Custom data provided by Employment Ontario

LITERACY & BASIC SKILLS LEARNERS

Ottawa's LBS In-Person Learners at a Glance

2,048 in-person learners in 2014-15, up 226 from 2013-14

This represents 12% growth in the number of in-person learners from 2013-14

61% of all learners were female (similar to 2013-14)

Almost half (45%) of all learners fell in the 25 to 44 year age group

2013-14 percentages

2014-15 percentages



EO CLIENT SNAPSHOT

ES CLIENTS AND EMPLOYMENT

From where did ES Assisted Clients come and where did they end up?

7,104 ES assisted clients had an outcome at exit of employment

MTCU provided data for the

7,104 ES assisted clients whose

outcome at exit was

employment. The table to the

right highlights the Top 10

Laid off groups of occupations

(2-digit NOC) and the Top 10

Laid off industries.

The data for employed

outcome was not as robust, as

providing this data is not

mandatory in MTCU's reporting

system, and the data

provided did not include any

data collected during follow-

ups post-exit.

Table 33: Top 10 Laid off Occupation Groups / Industries & Top 5

Outcome Occupations Groups / Industries

Top 10 Laid off Occupation Groups Top 10 Laid off Industries

472 Service support and other service occupations, n.e.c.

Accommodation and food services 722

387 Administrative and financial supervisors and administrative occupations

Professional, scientific and technical services

683

385 Service representatives and other customer and personal services occupations

Administrative and support, waste management and remediation services

505

359 Trades helpers, construction labourers and related occupations

Retail trade 496

337 Service supervisors and specialized service occupations

Other services (except public administration)

479

322 Office support occupations Construction 413

263 Professional occupations in natural and applied sciences

Health care and social assistance 400

221 Sales representatives and salespersons - wholesale and retail trade

Manufacturing 344

188 Sales support occupations Educational services 249

179 Technical occupations related to natural and applied sciences

Public administration 200

It is interesting to note,

however, that several

occupation groups and

industries appeared in the top

five on both lists, which would

seem to point to high turnover

in these sectors, as opposed

to an overall decline in jobs.

These occupation groups and

industries are highlighted in

bold.

Top 5 Outcome Occupation

Groups

Top 5 Outcome Industries

47 Service representatives and other customer and personal services occupations

Retail trade 65

36 Sales representatives and salespersons - wholesale and retail trade

Administrative and support, waste

management and remediation services 50

34 Professional occupations in natural and applied sciences

Health care and social assistance 50

33 Service support and other service occupations, n.e.c.

Professional, scientific and technical

services 44

25 Specialized middle management occupations

Public administration 32

Source: Custom data provided by Employment Ontario



EO CLIENT SNAPSHOT

SECOND CAREER PROGRAM Ottawa's Second Career clients at a glance

402 Second Career clients in 2014-15 (up from 381 in 2013-14), showing an increase of 6%

54% of Second Career clients were aged 25-44 (similar to the 57% in this age group in 2013-14)

Table 34: Number of clients in Top 5 Second Career Programs (& Ottawa Occupation Outlooks)

Programs 2012 Jobs 2013 Jobs 2014 Jobs 2016 Jobs

Forecast

Change

2012-16

% Change

2012-16

67 Transport truck drivers 4,649 4,188 4,443 4,420 -229 -5%

36 Computer network technicians 2,688 2,694 3,649 3,757 1,069 40%

24 Administrative officers 9,948 9,413 9,539 9,638 -310 -3%

23 Social and community service workers 2,291 2,981 3,260 3,365 1,074 47%

20 Paralegal and related occupations 3,096 2,593 2,698 2,680 -416 -13%

Source: Custom data provided by Employment Ontario; EMSI Analyst 2015

APPRENTICESHIPS Ottawa's Apprenticeships at a glance

27 is the average age of apprentices at registration (average was 28 in 2013-14)

477 Certificates of Apprenticeships (CoAs) issued (down from 859 in 2013-14 – decline of 44%)

109 Modular Training Registrations (down from 151 in 2013-14), showing decline of 28%

1,763 new registrations (up from 1,699 in 2013-14), showing growth of 4%

4,739 active apprentices (down from 7,901 in 2013-14), showing decline of 40%

Table 35: Number of clients in Top 5 Trades by New Registrations (& Ottawa Occupation Outlooks)

New Registrations 2012 Jobs 2013 Jobs 2014 Jobs 2016 Jobs

Forecast

Change

2012-16

% Change

2012-16

304 Automotive service technician 2,568 2,326 2,741 2,683 115 5%

222 Electrician - Construction and maintenance 2,183 1,842 1,704 1,653 -530 -24%

161 Hairstylist 2,307 2,454 2,666 2,635 328 14%

134 General carpenter 2,477 2,748 3,055 3,190 713 29%

131 Plumber 1,097 1,439 1,263 1,364 267 24%

Source: Custom data provided by Employment Ontario; EMSI Analyst 2015



EMPLOYER ENGAGEMENT

HIGHLIGHTS FROM 2015 EMPLOYER CONSULTATIONS One of the objectives of the employer interviews conducted in summer/fall 2015 was to get employer

perspectives on how they currently, and would like to, engage with local employment service providers.

They were asked whether they have had past experience working with service providers who work with

job seekers, and about the nature of these experiences if they have. Participants were also asked

about their general level of awareness of the programs and services available to them, as employers. It

was explained to participants that the employment services community is working to improve

“employer engagement,” and that this meant building a relationship with employers as both partners

and clients; participants were asked for their perspectives on what such relationships might look like.

Finally, participants were asked if they had ever participated in an advisory role with any local service

providers, and if they would be willing to do so in the future if they had not already.

As part of the interview research methodology, Labour Market Ottawa purposefully reached out to a

range of employers, including those with whom we have worked in the past, as well as ones that

entailed cold calls. This was done to reduce bias in responses – we did not want to be reaching out to

only those who were already engaged. Key findings are shown below, with detailed results included in

the full report.

Awareness of and experience with service providers Based on the discussions with participants around these topics, it became evident that, amongst those

consulted, there is a very low awareness of the employment services sector—both of the programs and

services it offers and the service providers that make it up. Participants, with some notable exceptions

discussed below, tended to conflate all employment related services—training, wage subsidies or

grants, recruitment, screening, diversity awareness programs, etc.—as initiatives of “government.”

This would not necessarily be an issue had participants felt they had a better understanding of the

programs and services this sector provides. Participants were asked to gauge their own, or their

organizations’, understanding of the programs and services the employment services sector offers and

generally reported feeling that they were not very well informed. Participants found it difficult to

understand who does what in employment services, unsurprising given the multitude of service providers

in the sector and the overlap of some programs and services between providers. Lacking any central

point of contact with which to begin to understand local employment services, participants often felt as

though too much time and effort was required from them in order to get a grip on the main actors in

this sector and the roles they play. The overall level of confusion caused by a lack of a clear centralized

body serving as point of contact was seen as a barrier to accessing programs and services. Participants

usually reported wishing they did have a better understanding of the employment services sector, as

they did feel there might be benefit to their organizations were they better able to leverage hiring and

training related programs and services.



EMPLOYER ENGAGEMENT

The relatively few participants who did show a strong awareness and understanding of the work done

by the employment services sector usually indicated having strong working relationships with several

local service providers. For example, some participants described having partnerships with educational

institutions to help meet training needs, or with local community organizations to increase workforce

diversity; generally these participants also gave favourable reviews of their experiences with these

programs and services.

Indeed participant responses to these questions tended towards one extreme or the other; they either

had a very low awareness of programs and services and had almost no experience with the

employment services sector, or had extensive awareness and much experience.

Increasing employer engagement

PERSPECTIVES OF EMPLOYERS ALREADY ENGAGED

Participants reporting past experience with the employment services sector generally exhibited some

similar perspectives. These participants tended to be highly aware of the broader issues facing the local

labour market—they would speak about youth unemployment, issues surrounding newcomer

settlement and integration to the workforce, and often expressed some level of concern about these

issues and the broader future of the local workforce. They would often cite these concerns as at least

part of the reason for their involvement with the employment services sector. The benefits derived by

their organization due to their participation with a community initiative, or involvement with a program,

were not usually presented as the primary reason for their engagement. These participants also

generally felt that the reason they understood the sector so well was because they had taken the

initiative, usually as individuals, to do so.

Participants from larger organizations that indicated strong engagement with the service provider

community also acknowledged the importance of their organizational culture being one which

encouraged them to build such partnerships. In simple terms, these participants needed managers

who were willing to approve time spent away from “core” functions in order to participate, for example,

on the board of a local community program. Based on the results of these consultations, then, it is

apparent that both organizational culture and individual inclination were the driving factors of an

employer’s engagement with the employment services sector.

PERSPECTIVES OF EMPLOYERS NOT YET ENGAGED

Most participants in consultations were less engaged with the employment services sector than might

be hoped. Indeed when asked what the sector might be able to do for them, as clients, the majority of

participants said they did not know—they usually were so unfamiliar with the sector as a whole that they

had trouble imagining what services it might be able to provide them.

This is not to say that these participants were less aware or concerned about local workforce and

community trends, or that their organizations were necessarily less open to working with service

providers. Usually, during the course of the interviews, participants would have several questions about

the employment services sector, and when provided with some basic information they expressed

interest in programs and services. Almost all employers expressed a willingness to participate in an



EMPLOYER ENGAGEMENT

advisory capacity with local service providers if it would benefit the local community. However they

often felt it would be difficult for them to do so, usually due the constraints on their time resulting from

high workloads. In fewer cases, they did indicate they felt they would be unlikely to gain approval from

their supervisors or management for such participation, even if they personally felt it would be of

benefit.

A STRONG AWARENESS CAMPAIGN IS REQUIRED

If the employment services provider community does wish to better “engage employers,” then, it seems,

based on consultation results, that a strong awareness campaign is necessary. Despite concerns in the

employment services sector that employers feel bombarded with requests for participation in this or that

program, few participants reported this experience. Many participants explicitly stated that more

“employer engagement” from the sector would mean developing a better awareness amongst

employers of the programs and services it offers.

IDENTIFYING AND SHARING BUSINESS BENEFITS IS KEY TO ENGAGEMENT EFFORTS

However participants who had few past experiences with the sector were generally more concerned

with whether or not engagement with it would bring their organization any business benefits. Engaged

participants, as mentioned, tended to be less concerned with business benefits and more with the

perhaps less tangible, but nonetheless important, benefits of building organizational diversity,

contributing positively to the community, and deriving a level of personal satisfaction from their work.

It would be fruitful to conduct further consultations with these highly engaged participants, and other

highly engaged employers, to try to better understand what drives their engagement. Based on these

consultations, it appears unlikely that the usual selling points that the sector advertises—business benefits

in terms of lower recruitment costs, or from wage subsidies, for example—are as likely to resonate and

prove fruitful, as the engaged participants tended to care more about the positive social benefits of

working with service providers above the business case for their involvement.



ACTION PLAN UPDATE

FINAL 2014-15 DELIVERABLES Local Labour Market Planning Update Report (October 14, 2014)

Partnership Commitments – Partnership Project EMP #1 Employer Engagement

Partnership Commitments – Partnership Project WD#1 Service Coordination

2014-15 Local Labour Market

Planning Report - This product will

include an interpretation of supply

and demand labour market

information, a process of

consultations with local

stakeholders, service providers and

employers and the development

of an action plan with a three year

outlook, and an update on the

2014-15 action plan. Both the

overall report and sector-specific

reports will be provided on the

Labour Market Ottawa website in

French and English, along with

other updated LMI.

Start a dialogue around

Employment Service Coordination

to improve the "employer

experience" with employment-

related services across Ottawa.

Conduct a preliminary survey to

inform a Service Provider Leadership

Forum with service providers and

stakeholders in Ottawa which will

result in a Discussion Paper to be

brought forth to funders. Hold a

Dialogue Forum with funders and

service providers to share funders'

response and jointly action plan on

next steps to improve the "employer

experience".

Employment Service Coordination -

Implement Year 2 of the Service

Coordination Workplan approved in

Spring 2013 to work toward the

MTCU-defined outcome - In each

community, the assessment and

referral process ensures that the

client pathway to employment is

seamless. Clients can access the

right community services and

programs, the first time, to address

their specific needs. The exact

deliverables, timelines and

measurable results will be identified

in Winter 2014 as per the approved

workplan.

Ongoing consultations with the

LMPC and LMSDC - quarterly

meetings.

Sector-specific consultations

with at least 5-10 additional

employers/stakeholders

focused on each sector.

Conducted 6 consultations.

Comprehensive review of

supply and demand data, using

EMSI Analyst, Jobs Demands

Reports, EO data provided by

MTCU and additional data

released from the 2011 NHS.

User-friendly reports/tools

prepared for analysis shared

online. 2014-15 Labour Market

Plan published; 2014

occupation outlooks and

Ottawa's Top Jobs, sector and

population reports completed.

A survey across employment-

related services to inform a

Service Provider Leadership

Forum to start dialogue on this

issue. A survey was conducted

with 40 respondents that

informed a Leadership Forum

with 21 attendees.

A discussion paper to bring

forward to funders. A Dialogue

Forum to respond to discussion

paper and develop a joint

action plan. Paper was vetted

with 25 Job Developers and

submitted to MTCU in

December. Two Dialogue

Forums were held, one with 30

attendees and one with 21

attendees. Action Plan vetted.

An Employer Map of Ottawa's

employment programs and

services – draft Employer

Roadmap developed; to be

finalized with Employer

Engagement Team #2 in 2015.

2014-15 action plan shared and

validated with Advisory Groups;

finalized by Strategic Working

Group.

Formed Implementation teams to

address each major area of

action

1. Common client continuum (8

members) – Employability model

research report and “Job Seeker

Worksheet” product developed

in English and French (distributed

to 300+ service providers)

2. Service provider expo (10

members + 6 Ops Team

members) – Building Connections

event - 275 participants + 50

employers/ stakeholders joining

for Open House; 42 speakers/

panelists; 55 service provider

booths (92% satisfaction rating).

3. Quick reference sheets (8

members) – Prepared for 66

Organizations, 8 Programs, one

sample each for Targeted

Services, Supporting Services and

Hot Topic - shared with more

than 300 service providers.

ADDITIONAL PARTNERSHIP PROJECT - OPEN DOORS: Learning & Earning in the 21st Century - 235 parents and

students attended an evening for parents and students to engage with educators and employers to explore labour

market trends and share real-life experiences to help navigate the evolving “world of work”. Five employers and

four educators on panel. Partnership with All Saints High School and Algonquin College. 93% satisfaction rating.



2015-16 ACTION PLAN

2015-16 ACTION PLAN AT-A-GLANCE With the shift from March to October publication of the labour market plans, the three-year action plan

published last October was adjusted because proposed actions for 2015-16 were developed with our

community partners and stakeholder over the winter of 2015. Below, we show the resulting action plan

that was developed as part of these consultations and approved by the LMSDC and LMPC in March

2015.

2014-15 Action Plan and Structure

KEY ACHIEVEMENTS TO DATE

30 confidential employer interviews were conducted to explore workforce trends with local

employers.

More than 160 people have signed up for workshops taking place in fall 2015.

LMO Project Manager and Coordinator visited more than 70 sites across the city to meet with

community partners working with job seekers and students on our first annual "road show" in fall

2015.

Launched Twitter with 70 followers in the first three months.

Labour Market Planning Enhance and leverage LabourMarketOttawa.ca

website

Annual update of local labour market plan

Annual update of Ottawa's Occupation Outlooks, Ottawa's Top Jobs, and Industry/Occupation Spotlights

Quarterly updates of Jobs Demand Reports

Leverage existing employer networks and events to bring LMI to employers, as opposed to only inviting them to our events

Roll out Understanding LMI Tutorial to service providers, including EO centres and schools

LMO: Launch bi-monthly newsletter and social media LMO: Map organizations/programs to funders; show who offers employer and/or job seeker services LMO: Respond to ad hoc research and speaking requests (sharing findings on LabourMarketOttawa.ca)

Service Coordination Team #1: Roll out training around

the Job Seeker Worksheet and ensure its links to the service provider portal are maintained and updated annually

Team #2: Hold the second annual “Building Connections” event and continue to broaden existing network

LMO: Update Quick Reference Sheets

LMO: Continue to enhance and leverage ottawajobpath.ca

More partnerships, learning, sharing best practices and tools, collaboration, coordination of referral process

Labour Market Service Delivery Committee (LMSDC) Annual planning/quarterly consultations

Employer Engagement Team #1: Hold the first annual

Employer Expo that highlights Ottawa's employment programs and services

Team #2: Develop and market Quick Reference Sheets for employers around programs and services

Team #3: Employer Engagement Interviews & Employer One Survey

LMO: Annual update and ongoing marketing of the Employer Roadmap to employment services and programs in Ottawa

LMO: Enhance and leverage ottawastaffingtoolkit.ca

Validate proposed actions with employers and actively engage them in

the process moving forward

Labour Market Planning Committee(LMPC) Annual planning/quarterly consultations

Create a forum to share information across all the Employment Ontario service providers (ES, LBS, EAS, SEB and Local Board); bring forward Employer Engagement actions that require collaboration between two or more programs

Brenda BedfordProject Coordinator

Labour Market Ottawa administration

Thomas SwerdfagerResearch Lead

Ingrid ArgyleProject Manager

Eric CapponResearch Assistant

Work placement studentProject Assistant



2015-16 ACTION PLAN

PRIORITY ACTION AREAS (2015-16 deliverables) Here we highlight the 2015-16 deliverables as published in the three-year action plan last fall.

#1 Ongoing Local Labour Market Planning

#2 Employer Engagement (service coordination from the perspective of employer as client)

#3 Service Coordination (service coordination from the perspective of job seeker as client)

Labour Market Ottawa continues

to serve as a hub for local labour

market information and further

engages employers and service

providers in local labour market

planning.

Labour Market Ottawa leads the

implementation of the actions to be

developed jointly by service providers

and funders in March 2015 to enhance

the experience of employers as "clients"

of Employment Ontario and broader

employment-related service providers

across Ottawa.

Labour Market Ottawa continues to

lead the implementation of actions

identified in the three-year service

coordination plan and facilitates the

ongoing planning process to build on

the actions taken in 2014-15 and to

address any gaps in the coordination

of services for job seekers.

• Hold discussions with LMPC

and LMSDC members to

ensure ongoing engagement

• Continue to enhance and

leverage

LabourMarketOttawa. ca

website

• Annual update of local labour

market plan

• Annual update of Ottawa's

Occupation Outlooks,

Ottawa's Top Jobs, and

Sector Updates

• Quarterly updates of Jobs

Demand Reports

• Leverage existing employer

networks and events to bring

LMI to employers, as opposed

to only inviting them to our

events

• Roll out Understanding LMI

Tutorial to service providers,

including EO centres and

schools

• Continue to work with the Strategic

Working Group to guide ongoing

activities

• Validate proposed actions with

employers and actively engage

them in the process moving forward

(engage the LMPC)

• Form Implementation Teams to

action items identified for Year One

in joint action plan being developed

by EO services providers and funder

in March 2015

• Identify actions to take to broaden

the scope of employer engagement

beyond the Employment Ontario-

funded organizations and to engage

with other funders as required

• Hold the first annual Employer Expo

that highlights Ottawa's employment

programs and services

• Develop and market Quick

Reference Sheets for employers

around programs and services

• Annual update and ongoing

marketing of the Employer Roadmap

to employment services and

programs in Ottawa

• Enhance and leverage

ottawa staffingtoolkit.ca

• Continue to work with the

Strategic Working Group to guide

the ongoing activities

• Continue to work with

Implementation Teams as

required to action the items

identified for Year Three of the

Service Coordination Plan (to be

identified by March 2015)

• Engage in annual planning of

required next steps

• Market the Common Client

Continuum and ensure its links to

the service provider portal are

maintained and updated

annually

• Hold the second annual Ottawa

Service Provider Expo and

continue to broaden existing

network

• Update the Quick Reference

Sheets

• Implement any other actions

identified in March 2015 to

achieve desired future state:

- Roll-out Job Seeker

Worksheet Training

• Continue to enhance and

leverage ottawa jobpath.ca

Expected outcomes

Employers and service providers

actively engaged in ongoing

planning, with ready access to the

labour market information that will

most help them address labour

market supply and demand.

Expected outcomes

Employers have a good understanding

of available programs/services and are

actively engaging with service providers

and they are working effectively

together to address their employment-

related needs.

Expected outcomes

Service providers are continually

engaging with each other, and with

funders, to work toward the service

coordination goal of providing a

seamless pathway to employment for

job seekers.



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