calgary & area labour market report - annual 2007€¦ · calgary economic development has...

Alberta Employment and Immigration

Calgary & Area Labour Market Report Annual 2007

Calgary & Area Labour Market Report – Annual 2007


2

TABLE OF CONTENTS Introduction .....................................................................................................3

Organization of the Report............................................................................................... 3 Executive Summary........................................................................................4 The Economy...................................................................................................9

Global and U.S. Economies............................................................................................. 9 Canadian Economy.......................................................................................................... 9 Alberta Economy............................................................................................................ 10 Calgary Region Economy .............................................................................................. 12

Trends in the Labour Market .......................................................................14 Canada .......................................................................................................................... 14

2007 Review .................................................................................................................................................. 14 Alberta ........................................................................................................................... 16

2007 Review .................................................................................................................................................. 16 Calgary Census Metropolitan Area (CMA)..................................................................... 18

2007 Review .................................................................................................................................................. 18 Industry Profiles............................................................................................21

Industry Overviews ........................................................................................................ 21 Manufacturing ................................................................................................................................................ 21 Computer Systems Design and Related Services ...................................................................................... 22 Real Estate .................................................................................................................................................... 22 Food Services and Drinking Places ............................................................................................................. 23 Social Assistance .......................................................................................................................................... 23 Educational Services..................................................................................................................................... 23 Offices of Physicians, Dentists and other Health Practitioners.................................................................. 24 Personal Care Services ................................................................................................................................ 24 Accounting, Tax Preparation, Bookkeeping and Payroll Services............................................................. 24 Rental and Leasing Services........................................................................................................................ 25 Management, Scientific, and Technical Consulting Services..................................................................... 25 Business, Professional, Labour and other Membership Organizations .................................................... 26

Summary of Survey Results........................................................................................... 26 Summary of Key Issues in 2007 .................................................................................................................. 32

Labour Market Information Review.............................................................39 Labour Market News Highlights ..................................................................................... 39 Employer Labour Market News Highlights ..................................................................... 44 Job Ad Analysis ............................................................................................................. 48

Summary of Job Postings............................................................................................................................. 49 Appendix A ....................................................................................................53

High Demand Occupations – Descriptions .................................................................... 53

Disclaimer

Alberta Employment and Immigration has made every effort to ensure that the information contained in this report is reliable, but makes no guarantee of its accuracy or completeness. The user of any information in this report accepts full responsibility and risk of loss resulting from decisions made by the user.



3

INTRODUCTION Alberta Employment and Immigration provides career and labour market information products and resources, with both a provincial and local/regional focus, in order that Albertans have the skills, supports and information they need to succeed in the labour market.

This report provides labour market information and analysis for use by Albertans in learning about the labour market and career planning; by employers and industry for use in understanding and addressing labour market issues; and by the Alberta Employment and Immigration Calgary Region for use in strategic planning for programs and services.

ORGANIZATION OF THE REPORT This report contains the following information:

Economic Overview – The Calgary regionʼs economy is influenced by global economic conditions, and by economic drivers in the Canadian economy and elsewhere in Alberta. This section provides information on economic activity in 2007.

Trends in the Labour Market – This section examines labour market information for Canada, Alberta and the Calgary Census Metropolitan Area (CMA) in 2007. The information provided in this section is based upon Statistics Canadaʼs Labour Force Survey.

Industry Profiles – This section highlights findings from surveys conducted of Calgary and area businesses from twelve different industries in 2007.

Labour Market Information Review – The Calgary & Area Labour Market News, published monthly, provides current labour market information and analysis geared toward job seekers. The Calgary & Area Employer Labour Market News, published bi-monthly, is geared toward employers, business and industry. This section highlights the content in the 2007 issues, including a summary of job postings that were analyzed in 2007.



4

EXECUTIVE SUMMARY

The Economy Global and U.S. Economies

The global economy grew at a somewhat slower rate in 2007 as compared to 2006, with real gross domestic product (GDP) expanding by 4.7 percent versus the 5.0 per cent rate achieved one year earlier.

• Economic growth was down generally in advanced economies, except for the United Kingdom and the newly industrializing Asian economies.

• In 2007, China and India made the largest country contributions to world economic growth.

• In the U.S., real GDP increased by 2.2 per cent in 2007.

Canadian Economy

Real GDP in Canada expanded by 2.7 per cent in 2007, down slightly from the 2.9 per cent growth recorded in 2006. This was the first year growth in Canada surpassed that of the U.S. since 2002.

• Overall, growth was driven by exports of commodities, notably industrial goods, agriculture and energy, which accounted for half of all exports in 2007.

• The Canadian dollar averaged 93 cents US in 2007, up from an average of 88 cents US in 2006. In October and November 2007, the loonie broke par with the US.

• The all-items Consumer Price Index (CPI) increased by 2.0 per cent nationally in 2007, moderating slightly from the 2006 rate of 2.2 per cent.

• Consumer spending increased 5.8 per cent in 2007, and was a major contributor to real GDP growth.

• The Bank of Canadaʼs key interest rate, the overnight rate, was relatively constant in 2007, starting at a rate of 4.5 per cent for the first six months of 2007, then increasing to 4.75 for the next five months, and then dropping back to 4.5 per cent for the balance of the year.

• The population in Canada increased 1.1 per cent to an estimated 33.14 million in 2007, up from 32.80 million in 2006.

Alberta Economy

Growth in the Alberta economy moderated somewhat in 2007 from the 2006 levels, with real GDP growth at 4.3 percent, down from 6.7 per cent.

• The price of West Texas Intermediate (WTI) crude oil increased significantly in 2007 to an average of $72.32 U.S. per barrel - 9.2 per cent higher than the average price of $66.22 U.S. per barrel in 2006.

• The price of natural gas declined in 2007 to an overall average of $5.88 C$ per GJ, a decrease of 5.5 per cent from the average price of $6.22 C$ per GJ in 2006.

• Alberta recorded an inflation rate of 5.0 per cent in 2007, compared to the national average of 1.9 per cent.

• Housing starts in Alberta in 2007 declined by 1.3 per cent from a record high of 48,962 units in 2006. Resale of existing houses was also down in Alberta in 2007 by 3.9 per cent while average resale prices increased by 24.8 per cent as compared to the 2006 levels.

• Retail sales in Alberta rose by 9 per cent in 2007 compared to 2006, reaching $61.1 billion.



5

• The value of building permits reached $15.73 billion in Alberta in 2007, an increase of 13.4 per cent from 2006.

• The average weekly earnings of Alberta payroll employees increased by 4.7 per cent in 2007 compared to 2006, to $837.59.

• Alberta was the fastest growing province in 2007, increasing its population from 3.430 million in 2006 to 3.498 million in 2007, reflecting an increase of 2.0 per cent.

Calgary Region Economy

Calgary Economic Development has estimated that real GDP growth in the Calgary Census Metropolitan Area (CMA) reached 4.5 per cent in 2007, down from the estimated growth in 2006 of 7.7 per cent.

• The cost of living in Calgary increased by 4.8 per cent in 2007 compared to 2006. Shelter was the fastest growing component of inflation in Calgary, increasing by 10.6 per cent.

• Housing starts in the Calgary CMA totaled 13,505 in 2007, down from 17,046 in 2006.

• The number of resale housing units sold in the Calgary CMA reached 32,177 units in 2007 – just 2.6 per cent below the record high of 33,027 in 2006. The average annual price of MLS sales was $414,136 in 2007, up 19.5 per cent over 2006.

• The apartment vacancy rate in the Calgary CMA increased from its record low level of 0.5 percent in 2006 to 1.5 per cent in 2007. Average rents increased from $851 per month in 2006 by 14.4 per cent to $974 per month in 2007.

• The value of building permits totaled $6.495 billion in the Calgary CMA in 2007, up by 13.4 per cent over 2006.

• Total investment in non-residential building construction in Calgary reached nearly $4.6 billion in 2007, a 78 per cent increase from 2006.

• The Calgary CMAʼs population has grown by 14.3 per cent over the 5 years between 2002 and 2007 to 1,230,043.

Trends in the Labour Market Canada

Employment in Canada was estimated at 16,866,400 in 2007, an increase of 382,100 or 2.3 per cent when compared to 2006. This was the 15th consecutive year of employment increases in Canada.

• The unemployment rate in Canada decreased to 6.0 per cent in 2007, down from 6.3 per cent in 2006.

• There were increases in both full-time and part-time employment in 2007 when compared to the previous year, with full-time and part-time employment both increasing 2.2 per cent.

• Year over year, employment gains among women (2.5 per cent) exceeded those for men (1.9 per cent). In 2007, 55 per cent of the employment gains were among women.

• Several industries in Canada displayed strong employment growth in 2007 including utilities (13.1 per cent), construction (6.0 per cent), accommodation and food services (5.4 per cent), and information, culture and recreation (5.0 per cent).

• Employment in the Canadian manufacturing industry decreased by an estimated 72,800 or 3.4 per cent in 2007.



6

Alberta

Employment in Alberta increased by 88,700 in 2007, a 4.7 per cent increase from 2006. Although the provinceʼs working age population constitutes only 11 per cent of all working age Canadians, Alberta accounted for 23 per cent of the total employment growth in Canada in 2007.

• Albertaʼs unemployment rate increased slightly to 3.5 per cent in 2007, up from 3.4 per cent in 2006.

• On a year over year basis, the employment gain in 2007 was due to increases in both full-time (5.0 per cent) and part-time work (3.3 per cent).

• In 2007, employment among adults aged 65 and over increased significantly by 7,300 or 18.9 per cent from 2006.

• On a year over year basis, there was strong employment growth in 2007 in a number of industries in Alberta including business, building and other support services (17.9 per cent), utilities (14.6 per cent), construction (11.9 per cent), and information, culture and recreation (11.6 per cent).

• While employment in the manufacturing industry decreased nationally in 2007, manufacturing industry employment in Alberta increased by an estimated 5,400 or 3.9 per cent.

• In 2007, there was significant year over year employment growth across a number of occupations including art, culture, recreation and sport (21.7 per cent), natural and applied sciences, (10.9 per cent), and trades, transport and equipment operators (7.6 per cent).

Calgary CMA

Total employment in the Calgary CMA in 2007 increased by 25,500, or 3.9 per cent when compared to 2006. On a year over year basis, employment gains in the Calgary CMA in 2007 accounted for approximately 29 per cent of the increase in provincial employment and 6.7 per cent of the increase in national employment.

• The unemployment rate in the Calgary CMA in 2007 remained unchanged from the previous year, at 3.2 per cent. The Calgary CMA had the lowest unemployment rate among metropolitan areas in Canada in 2007.

• On a year over year basis, there was strong employment growth in 2007 in a number of industries in the Calgary CMA including public administration (25.8 per cent), business, building and other support services (22.9 per cent), other services (22.0 per cent), and information, culture and recreation (13.4 per cent).

Industry Profiles In 2007, a survey was conducted of Calgary and area businesses from the following twelve industries:

• First Quarter 2007: Manufacturing; Computer Systems Design and Related Services; and Real Estate.

• Second Quarter 2007: Food Services and Drinking Places; Social Assistance; and Educational Services.

• Third Quarter 2007: Offices of Physicians, Dentists, and Other Health Practitioners; Personal Care Services; and Accounting, Tax Preparation, Bookkeeping and Payroll Services.

• Fourth Quarter 2007: Rental and Leasing Services; Management, Scientific, and Technical Consulting Services; and Business, Professional, Labour and Other Membership Organizations.

The purpose of the survey was to gain a better understanding of current hiring issues and future hiring projections, assess if Calgary and area employers were experiencing any hiring challenges in these industries, and obtain insight on current hiring practices including training programs and retention strategies.



7

Summary of Survey Results

A total of 1,195 surveys were completed in 2007. Sixty-two per cent of the companies surveyed had 10 employees or less, 31 per cent had 11 – 50 employees, and 7 per cent had more than 50 employees. The companies surveyed represent a total of 28,371 employees. Other significant findings from the survey include the following:

• At the time of the survey, companies were asked how many employees they had hired in the past three months. In total, the number of new hires reported was 3,704, representing 13 per cent of the total workforce.

• Voluntary turnover continued to be an issue in all of the industries surveyed in 2007, with 74 per cent of new employees hired as a result of turnover, and 24 per cent hired as a result of growth.

• Of the 1,195 companies surveyed, 48 per cent reported difficulty hiring new staff. The companies surveyed in the food services industry had the most difficulty hiring staff, followed by the manufacturing industry, and the social assistance industry.

• Fifty-one per cent of the companies surveyed said the labour shortage in Calgary is affecting their business. When asked how their company has been affected, the top three responses were: have had to increase wages/salaries, employees are working more overtime, and employees have had to cover other positions.

• Employee referrals/word of mouth was the most common response when asked, “What resources does your company use to recruit employees?”, followed by the Internet and the Calgary Herald.

• When asked, “What skills or competencies are difficult to find?”, relevant work experience was the most common response, followed by education/training, and work ethic.

• A good company culture was the most common response when asked, “What are the most effective methods your company uses to retain employees?”, followed by a competitive salary and flexible work measures.

• Eighty-seven per cent of the companies surveyed said they provide some type of training to their employees. Seventy per cent provide internal training only, 16 per cent provide both internal and external training, and 1 per cent provide external training only.

• At the time of the survey, respondents were asked to identify additional positions they expected to hire in the next three months. The companies surveyed intended to hire an additional 1,563 employees over and above their current total workforce of 28,371 employees. The top five occupations in demand as indicated by the survey results are: food and beverage servers; food counter attendants and kitchen helpers; labourers in metal manufacturing; community and social service workers; and general office clerks.

Labour Market Information Review Labour Market News Highlights

The Calgary & Area Labour Market News, published monthly, provides current labour market information and analysis geared toward job seekers. The full articles are available on the Alberta Employment and Immigration website at: http://www.employment.gov.ab.ca/cps/rde/xchg/hre/hs.xsl/2396.html

Employer Labour Market News Highlights

The Calgary & Area Employer Labour Market News, published bi-monthly, is geared toward employers, business and industry. The full articles are available on the Alberta Employment and Immigration website at: http://www.employment.gov.ab.ca/cps/rde/xchg/hre/hs.xsl/2397.html



8

Job Ad Analysis

Each Labour Market News bulletin in 2007 included an analysis of job ads posted from a single source. Month-to month the sources rotated through the following list including three paper sources and three web sources:

• Calgary Herald Working section;

• Workopolis.com website;

• Calgary Sun Classified section;

• Job Bank website;

• Calgary Herald Classified section; and

• Monster.ca website.

The October 2007 issue of the Labour Market News was an exception to this pattern. After compiling a full rotation of statistics from all six major sources, a comparative analysis was conducted to assess the strengths of each source. The results of this analysis clearly indicates that each of these sources is used by employers to target different segments of the labour market. It also provides some insight into the types of jobs that are listed on selected sources of the “visible” job market.



9

THE ECONOMY An overview is provided in this section of global economic conditions, economic drivers in the national economy and in the provincial economy, and economic activity in the Calgary region in 2007.

GLOBAL AND U.S. ECONOMIES The global economy grew at a somewhat slower rate in 2007 as compared to 2006, with real gross domestic product (GDP) expanding by 4.7 percent versus the 5.0 per cent rate achieved one year earlier.1 Economic growth was down generally in advanced economies, except for the United Kingdom and the newly industrializing Asian economies. In 2007, China and India made the largest country contributions to world economic growth.2

World trade continued to grow in 2007, but at a lower rate than 2006. Overall, trade volumes (goods and services) increased by 6.8 percent in 2007, down from a growth rate of 9.4 per cent in 2006. Trade (imports and exports) with emerging and developing economies grew significantly faster than advanced economies – exports by 8.9 per cent versus 5.8 percent and imports by 12.8 per cent versus 4.2 per cent.3

Emerging Asian economies grew by 9.1 percent in 2007 (real GDP) and China led the way with economic growth of 11.4 percent. The other emerging Asian economies with high growth rates were: India (9.2 per cent), Vietnam (8.5 per cent), Singapore (7.7 per cent) and the Philippines (7.3 per cent).4

In the U.S., real GDP increased by 2.2 per cent in 2007.5 The decline in U.S. economic growth relative to previous years happened most notably in the last half of the year as the sub-prime mortgage problems in the housing market started to affect the banking industry by tightening the availability of credit for businesses and households as well as a general weakening in consumer confidence and spending. In the last quarter of 2007, almost every major economic indicator weakened. Auto sales slumped, non-farm payrolls declined and growth in domestic demand for goods and services stalled.6

“The (U.S.) economy nearly sputtered out at the end of the year and is probably faring even worse now amid continuing housing, credit and financial crises.”7

CANADIAN ECONOMY Real GDP in Canada expanded by 2.7 per cent in 2007, down slightly from the 2.9 per cent growth recorded in 2006. This was the first year growth in Canada surpassed that of the U.S. since 2002.8 Overall, growth was driven by exports of commodities, notably industrial goods, agriculture and energy, which accounted for half of all exports last year. Prices for these goods remained strong in many world markets, as rising demand from emerging economies more than offset the weakness in the United States.

The slowdown in the U.S. economy has affected some Canadian industries, most notably those related to housing and autos. Consequently value added exports of forest products and autos declined precipitously. Regional differences in economic growth narrowed in 2007. For the first time since 2004, every province 1 International Monetary Fund, World Economic Outlook, Housing and the Business Cycle, April 2008, page 21. 2 International Monetary Fund, World Economic Outlook, Globalization and Inequality, October 2007, page xi. 3 International Monetary Fund, World Economic Outlook, Housing and the Business Cycle, April 2008, page 256. 4 Ibid, page 82. 5 Ibid, page 2. 6 BMO Economic Research, North American Outlook, April 4, 2008, page 1. 7 MSNBC http://www.msnbc.msn.com/id/23825670/, U.S. Economy nearly stalled at end of 2007 8 Statistics Canada, The Daily, April 10, 2008.



10

posted higher employment. While Alberta continued to lead with a 4.7 per cent increase in total employment, every other province also experienced growth in employment. Similarly, unemployment rates fell, in some cases to record lows. British Columbia, Quebec and New Brunswick all posted their lowest unemployment rates since 1976.

• Canadian Dollar: The Canadian dollar averaged 93 cents US in 2007, up from an average of 88 cents US in 2006.9 In October and November the loonie broke par with the US. While part of the rise of the Canadian dollar is weakness in the US economy and currency, Canadaʼs economic performance has been a major contributor to the dollarʼs strength.

• Inflation: The all-items Consumer Price Index (CPI) increased by 2.0 per cent nationally in 2007, moderating slightly from the 2006 rate of 2.2 per cent. “Core CPI”, which excludes eight of the CPIʼs most volatile components (fruit, vegetables, gasoline, fuel oil, natural gas, mortgage interest, intercity transportation and tobacco products), increased by 2.1 per cent.10

• Consumer Spending: Consumer spending increased 5.8 per cent in 2007, and was a major contributor to real GDP growth. Consumer spending was lead by expenditures on food/beverages and automobiles. Expenditures on health care and related products was one of the fastest growing categories.11

• Interest Rates: The Bank of Canadaʼs key interest rate, the overnight rate12, was relatively constant in 2007, starting at a rate of 4.5 per cent between January and June 2007, then increasing to 4.75 for the next five months of July to November, and then dropping back to 4.5 per cent for the balance of the year.13

• Population: The population in Canada reached an estimated 33.14 million in 2007, up from 32.80 million in 2006. This represents an increase of 1.1 per cent.14

ALBERTA ECONOMY Growth in the Alberta economy moderated somewhat in 2007 from the 2006 levels, with real GDP growth at 4.3 percent, down from 6.7 per cent.15 Retail sales showed strong growth, at 9 per cent over 2006 levels, as did increases in personal disposable income, registering an 8.1 per cent increase. Total employment growth led the country at 4.7 per cent. Housing starts dropped from their peak in 2006 of almost 49,000 to 48,300 in 2007.

The key drivers of the Alberta economy are summarized below.

• Energy Industry: The price of West Texas Intermediate (WTI) crude oil increased significantly in 2007 to an average of $72.32 U.S. per barrel (peaking at an average $94.63 U.S. per barrel in November 2007), 9.2 per cent higher than the average price of $66.22 U.S. per barrel in 2006. The price of natural gas declined in 2007 to an overall average of $5.88 C$ per GJ (peaking at an average $6.92 C$ per GJ in January 2006), a decrease of 5.5 per cent from the average price of

9 Alberta Employment, Immigration and Industry, Monthly Economic Review, February 2007, page 21. 10 Statistics Canada, The Consumer Price Index, February 2008. 11 Financial Post, Consumer spending rises 6% in 2007, April 9, 2008. 12 The overnight rate is the interest rate at which major financial institutions borrow and lend one-day (or "overnight")

funds among themselves. When the Bank of Canada changes the Target for the Overnight Rate, this change usually affects other interest rates, including mortgage rates and prime rates charged by commercial banks.

13 http://www.bank-banque-canada.ca/en/rates/sel_hist.html 14 Statistics Canada, Quarterly Demographic Estimates October to December 2007 Preliminary, Catalogue no. 91-002-

X. 15 RBC Economics / Research, Provincial Forecast Detail, April 2008.



11

$6.22 C$ per GJ in 2006.16 The average number of active drilling rigs in Alberta increased from 371 in 2006 to 440 in 2007.17 Oil sands production increased modestly during the year, while conventional oil output continued to decline and natural gas volumes remained flat.18 Crude oil and equivalents production increased by 3.6 per cent overall in 2007 compared to 2006, while natural gas production was down 1.4 per cent.19 The total value of energy products exports amounted to $54.6 billion in 2007, up 1.8 per cent from 2006.20

• Inflation: Alberta recorded an inflation rate of 5.0 per cent in 2007, compared to the national average of 1.9 per cent.21 The cost of housing was the major contributor to Albertaʼs relatively high inflation rate. The cost of shelter increased by 12.2 per cent in 2007. This was followed by the cost of energy at 7.2 per cent.

• Housing Market: Housing starts in Alberta in 2007 declined by 1.3 per cent from a record high of 48,962 units in 2006. While the total number of housing starts declined somewhat, this was primarily due to a drop in single-detached starts, which was down by 11.7 per cent. Conversely, multi-family starts were up 18.1 per cent.22 Resale of existing houses was also down in Alberta in 2007 by 3.9 per cent while average resale prices increased by 24.8 per cent as compared to the 2006 levels. Significant increases in the price of housing have contributed to a leveling of the demand. This has moderated the net inflow of migrants to the province that has resulted in a weakening of most markets in the province.

• Retail Sales: Consumer spending increased at a record high pace in 2007, supported by strong population and employment growth, and income gains. Retail sales rose by 9 per cent in 2007 compared to 2006, reaching $61.1 billion.23

• Building Permits: The value of building permits reached $15.73 billion in Alberta in 2007 ($8.15 billion were residential, $5.83 billion were non-residential), an increase of 13.4 per cent from 2006. In the non-residential category, only the value of commercial building permits increased in 2007 over their 2006 levels. The value of industrial and institutional/government building permits declined by 9.6 per cent and 15.2 per cent respectively.24

• Average Weekly Earnings: The average weekly earnings of Alberta payroll employees increased by 4.7 per cent in 2007 compared to 2006, to $837.59.25 Alberta experienced the largest increase in total wages and salaries of all the provinces in 2007, with an 11.5 percent increase. The increase in the national average was 6.3 percent.26

• Population: Alberta was the fastest growing province in 2007, increasing its population from 3.430 million in 2006 to 3.498 million in 2007, reflecting an increase of 2.0 per cent.27

16 Alberta Employment, Immigration and Industry, Monthly Economic Review, March 2008, page 20. 17 Ibid, page 19. 18 Alberta Employment, Immigration and Industry, Economic Outlook for Alberta Spring Update, April 2007, page 29. 19 Alberta Employment, Immigration and Industry, Monthly Economic Review, May 2007, page 8. Crude oil and

equivalents include conventional light/medium and heavy, bitumen, synthetic, condensate, and pentanes plus. 20 Alberta Employment, Immigration and Industry, Monthly Economic Review, February 2007, page 9. 21 Ibid, page 11. 22 CMHC, Housing Market Outlook – Prairie Region Highlights, First Quarter 2008, page 23 Alberta Employment, Immigration and Industry, Monthly Economic Review, March 2008, page 5. 24 Ibid, page 6. 25 Ibid, page 18. 26 Ibid, page 13. 27 Statistics Canada, Quarterly Demographic Estimates October to December 2007 Preliminary, Catalogue no. 91-002-

X.



12

CALGARY REGION ECONOMY Calgary Economic Development has estimated that real GDP growth in the Calgary Census Metropolitan Area (CMA) reached 4.5 per cent in 2007, down from the estimated growth in 2006 of 7.7 per cent. Economic growth in Calgary remains strong but has been moderated by labour shortages, increased housing costs and office space shortages.28

The key contributory influences on the Calgary region economy are described below.

• Inflation: The cost of living in Calgary increased by 4.8 per cent in 2007 compared to 2006.29 Shelter was the fastest growing component of inflation in Calgary, increasing by 10.6 per cent. Several components showed very modest increases of less than 2 per cent, including: clothing & footwear; household operations, furnishing & equipment; recreation, education & reading; and, health & personal care.30

• Housing Market: Housing starts in the Calgary CMA totaled 13,505 in 2007, down from 17,046 in 2006. Calgary ranked fifth in Canada in terms of total housing starts behind Toronto, Montreal, Vancouver and Edmonton.31 The number of resale housing units sold in the Calgary CMA reached 32,177 units in 2007 – just 2.6 per cent below the record high of 33,027 in 2006. The average annual price of MLS sales was $414,136 in 2007, up 19.5 per cent over 2006.32 The average price for a new home in Calgary in 2007 was $475,000, up 34.3 per cent from 2006.33

• Rental Market: The apartment vacancy rate in the Calgary CMA increased from its record low level of 0.5 percent in 2006 to 1.5 per cent in 2007. The increase in apartment vacancies is attributed to a reduction in net migration to the Calgary area and the increase in cost of rental accommodation. Average rents increased from $851 per month in 2006 by 14.4 per cent to $974 per month in 2007.34

• Building Permits: The value of building permits totaled $6.495 billion in the Calgary CMA in 2007, up by 13.4 per cent over 2006. This current figure is comprised of $3.154 billion of residential development, $2.909 billion of commercial development, $0.311 billion of institutional/government investment and $0.120 billion of industrial investment.35

• Non-Residential Building Construction: Total investment in non-residential building construction in Calgary reached nearly $4.6 billion in 2007, a 78 per cent increase from 2006. Calgary moved from fourth in Canada among metropolitan areas in 2006 for total expenditures on non-residential building construction, to second place in 2007, behind only Toronto. The strongest area of investment occurred in Calgaryʼs commercial sector, with office building construction dominating the $3.35 billion worth of activity.

28 Calgary Economic Development, Economic Outlook 2008, September 2007. 29 Ibid, page 21. 30 City of Calgary, Calgaryʼs Monthly Inflation Review, February 2008, page 1. 31 CMHC, CHS-Residential Building Activity – 2007, April 2008, page 20. 32 CMHC, Housing Now Calgary CMA, January 2008, page 3. 33 CMHC, Housing Market Outlook Calgary CMA, Fall 2007. 34 CMHC, Rental Market Report Calgary CMA, 2007, page 4. 35 Alberta Employment, Immigration and Industry, Monthly Economic Review, February 2007, page 6.



13

Table 1: Investment in Non-Residential Building Construction – 2006-2007

2006 2007

Total Toronto 5,084.6 6,605.2

- Commercial 4,006.4 4,494.8

- Institutional 1,640.2 1,369.2

- Industrial 770.4 741.2

Total Calgary 2,589.3 4,601.0

- Commercial 1,759.3 3,347.9

- Institutional 608.1 1,037.9


Total Vancouver 2,895.6 3,342.2

- Commercial 1,817.1 2,332.2

- Institutional 841.4 772.0


Total Montreal 2,964.9 3,248.5

- Commercial 1,661.0 1,907.7



Total Edmonton 1,617.0 1,752.3

- Commercial 913.7 1,174.4



Total Ottawa-Gatineau 1,458.1 1,458.6

- Commercial 783.4 864.4



Source: Statistics Canada, CANSIM Table 026-0016

Non-Residential Building Construction

Millions of Dollars

• Office Market: The overall office market vacancy rate in Calgary is just over 1 per cent. In downtown, the vacancy rate is less than 1 per cent. These rates are significantly below the long- term vacancy rates that are considered indicative of a healthy leasing market of 5 to 8 per cent. Current asking net rental rates per square foot remained relatively constant in 2007 at $55.00 for Class AA space ranging down to $30.00 for Class C. The average asking net rental rate for newly constructed space is $40.00. Currently there are 12 office buildings under construction in the downtown area that are expected to add almost 7 million square feet of office space with another 5 buildings planned for construction in the next 12 to 18 months.36

• Population: The Calgary CMAʼs population has grown by 14.3 per cent over the 5 years between 2002 and 2007 to 1,230,043. In Alberta, only the Red Deer region has grown faster over this timeframe (15.3 per cent).37

36 Avison Young, Alberta Office Market Report, Fall 2007, page 2. 37 Alberta Employment, Immigration and Industry, Monthly Economic Review, February 2007, page 16.



14

TRENDS IN THE LABOUR MARKET This section examines labour market information for Canada, Alberta, and the Calgary Region. The information provided in this section is based upon Statistics Canadaʼs Labour Force Survey.

CANADA

2007 REVIEW Employment in Canada was estimated at 16,866,400 in 2007, an increase of 382,100 or 2.3 per cent when compared to 2006. This was the 15th consecutive year of employment increases in Canada. The unemployment rate decreased to 6.0 per cent in 2007, down from 6.3 per cent in 2006.

“For the second straight year, Alberta charted the highest employment growth of all provinces, although at a slower clip than in 2006. Employment gains were also strong in New Brunswick, British Columbia and Quebec in 2007.”38

The labour force participation rate39 in Canada increased slightly to 67.6 per cent in 2007 compared with 67.2 per cent in 2006.

Table 2: Labour Force Survey Statistics - Canada

Canada 2006 2007Annual

Change

Percent

Change

Population 26,185,100 26,553,400 368,300 1.4%

Labour Force 17,592,800 17,945,800 353,000 2.0%

Employed 16,484,300 16,866,400 382,100 2.3%

Unemployed 1,108,400 1,079,400 -29,000 -2.6%

Participation rate 67.2% 67.6% 0.4% -

Employment Rate 63.0% 63.5% 0.5% -

Unemployment Rate 6.3% 6.0% -0.3% -

Source: Statistics Canada CANSIM Table 282-0002-Labour Force Survey estimates (LFS)

Employment by Type of Work, Gender and Age

There were increases in both full-time and part-time employment in 2007 when compared to the previous year, with full-time and part-time employment both increasing 2.2 per cent.

“Full-time employment accounted for three-quarters of Canadaʼs employment growth in 2007. Although older workers represented 30% of the working age population, they accounted for half of the total employment growth.”40

Year over year, employment gains among women (2.5 per cent) exceeded those for men (1.9 per cent). In 2007, 55 per cent of the employment gains were among women.

“Older women were more likely to be participating in the labour market in 2007, as their participation rate increased 1.6 percentage points to 27.9% from one year ago, their highest rate on record.”41

38 Statistics Canada, The Daily, Labour Force Survey December 2007, January 5, 2007, p.1 39 Total labour force expressed as a percentage of the population aged 15 years and over. The participation rate is

important in determining the number of individuals who are willing to work, are working, or are actively looking for work.

40 Statistics Canada, The Daily, Labour Force Survey December 2007, January 5, 2007, p.1



15

Year over year, employment gains among youth aged 15 to 24 (2.9 per cent) exceeded those for adults aged 25 and over (1.7 per cent).

Table 3: Employment in Canada by Type of Work, Gender and Age


Change

Percent

Change

Employment 16,446,400 16,803,400 357,000 2.2%

Full-time 13,509,500 13,803,000 293,500 2.2%

Part-time 2,936,900 3,000,400 63,500 2.2%

Men 8,727,100 8,888,900 161,800 1.9%

Women 7,719,300 7,914,500 195,200 2.5%

15 - 24 years 7,005,500 7,206,400 200,900 2.9%

25 years + 9,440,900 9,597,000 156,100 1.7%

Source: Statisctics Canada CANSIM Table 282-0038 - Labour force survey estimates (LFS)

Employment by Industry

Several industries displayed strong employment growth in 2007 including utilities (13.1 per cent), construction (6.0 per cent), accommodation and food services (5.4 per cent), and information, culture and recreation (5.0 per cent).

Table 4: Employment in Canada by Industry


Change

Percent

Change

All Industries 16,484,300 16,866,300 382,000 2.3%

Agriculture 346,400 337,200 -9,200 -2.7%

Forestry, Fishing, Mining, Oil & Gas 330,100 339,300 9,200 2.8%

Utilities 122,000 138,000 16,000 13.1%

Construction 1,069,700 1,133,500 63,800 6.0%

Manufacturing 2,117,700 2,044,900 -72,800 -3.4%

Trade 2,633,500 2,682,400 48,900 1.9%

Transportation and Warehousing 802,200 822,800 20,600 2.6%

Finance, Insurance, Real Estate and Leasing 1,040,500 1,060,400 19,900 1.9%

Professional, Scientific and Technical Services 1,089,900 1,136,900 47,000 4.3%

Business, Building and Other Support Services 690,000 702,100 12,100 1.8%

Educational Services 1,158,400 1,183,200 24,800 2.1%

Health Care and Social Assistance 1,785,500 1,846,100 60,600 3.4%

Information, Culture and Recreation 745,000 782,000 37,000 5.0%

Accommodation and Food Services 1,015,000 1,069,400 54,400 5.4%

Other Services 701,000 723,500 22,500 3.2%

Public Administration 837,400 864,600 27,200 3.2%

Source: Statistics Canada CANSIM Table 282-0008 - Labour force survey estimates (LFS)

41 Statistics Canada, The Daily, Labour Force Survey, December 2007, January 11, 2008, p.5



16

Job losses in the manufacturing industry in Canada were considerable in 2007 due to a continuing high Canadian dollar, increasing costs for energy and other materials, and stiff competition from other countries. Employment in manufacturing decreased by an estimated 72,800 or 3.4 per cent in 2007.

Employment also decreased in the agriculture industry by an estimated 9,200 or 2.7 per cent in 2007.

ALBERTA

2007 REVIEW Employment in Alberta increased by 88,700 in 2007, a 4.7 per cent increase from 2006. Although the provinceʼs working age population constitutes only 11 per cent of all working age Canadians, Alberta accounted for 23 per cent of the total employment growth in Canada in 2007.

Albertaʼs unemployment rate increased slightly to 3.5 per cent in 2007, up from 3.4 per cent in 2006. The provinceʼs unemployment rate was 2.5 per cent below the national average of 6.0 per cent.

Table 5: Labour Force Survey Statistics - Alberta

Alberta 2006 2007Annual

Change

Percent

Change

Population 2,641,300 2,740,700 99,400 3.8%

Labour Force 1,937,500 2,030,600 93,100 4.8%

Employed 1,870,700 1,959,400 88,700 4.7%

Unemployed 66,800 71,100 4,300 6.4%

Participation rate 73.4% 74.1% 0.7% -

Employment Rate 70.8% 71.5% 0.7% -

Unemployment Rate 3.4% 3.5% 0.1% -


Employment by Type of Work, Gender and Age

On a year over year basis, the employment gain in 2007 was due to increases in both full-time (5.0 per cent) and part-time work (3.3 per cent). Employment increases among men (5.1 per cent) exceeded those for women (4.3 per cent), while employment gains among adults aged 25 to 64 (4.9 per cent) exceeded those for youth aged 15 to 24 (2.2 per cent). In 2007, employment among adults aged 65 and over increased significantly by 7,300 or 18.9 per cent from 2006.



17

Table 6: Employment in Alberta by Type of Work, Gender and Age


Change

Per cent

Change

Employment 1,870,600 1,959,600 89,000 4.8%

Full-time 1,570,000 1,649,200 79,200 5.0%

Part-time 300,600 310,400 9,800 3.3%

Men 1,023,100 1,075,400 52,300 5.1%

Women 847,500 884,200 36,700 4.3%

15 - 24 years 329,500 336,900 7,400 2.2%

25 - 64 years 1,502,500 1,576,800 74,300 4.9%

65 years + 38,600 45,900 7,300 18.9%



On a year over year basis, there was strong employment growth in 2007 in a number of industries in Alberta including business, building and other support services (17.9 per cent), utilities (14.6 per cent), construction (11.9 per cent), information, culture and recreation (11.6 per cent), forestry, fishing, mining and oil and gas (8.4 per cent), and other services (8.0 per cent). While employment in the manufacturing industry decreased nationally in 2007, manufacturing industry employment in Alberta increased by an estimated 5,400 or 3.9 per cent.

Employment decreased in 2007 from the previous year in agriculture (-3.6 per cent), public administration (-1.2 per cent), transportation and warehousing (-0.5 per cent), and educational services (-0.3 per cent).

Table 7: Employment in Alberta by Industry


Change

Percent

Change

All Industries 1,870,600 1,959,400 88,800 4.7%

Agriculture 52,300 50,400 -1,900 -3.6%


Utilities 17,100 19,600 2,500 14.6%

Construction 172,600 193,100 20,500 11.9%

Manufacturing 137,500 142,900 5,400 3.9%

Trade 282,400 290,600 8,200 2.9%

Transportation and Warehousing 106,200 105,700 -500 -0.5%

Finance, Insurance, Real Estate and Leasing 96,200 98,400 2,200 2.3%

Professional, Scientific and Technical Services 142,200 146,300 4,100 2.9%


Educational Services 130,400 130,000 -400 -0.3%

Health Care and Social Assistance 179,500 189,500 10,000 5.6%


Accommodation and Food Services 114,900 116,800 1,900 1.7%

Other Services 87,900 94,900 7,000 8.0%

Public Administration 81,100 80,100 -1,000 -1.2%

Source: Statistics Canada CANSIM Table 282-0008 - Labour force estimates (LFS)



18

Employment by Occupation

In 2007, there was significant year over year employment growth across a number of occupations including art, culture, recreation and sport (21.7 per cent), natural and applied sciences and related (10.9 per cent), trades, transport and equipment operators and related (7.6 per cent), and occupations unique to primary industry (4.6 per cent). Employment losses occurred in occupations unique to processing, manufacturing and utilities (-1.5 per cent).

Table 8: Employment in Alberta by Occupation


Change

Per cent

Change

All Occupations 1,870,500 1,959,400 88,900 4.8%

Management 155,300 158,300 3,000 1.9%

Business, finance and administrative 338,300 349,900 11,600 3.4%

Natural & applied sciences & related 139,900 155,100 15,200 10.9%

Health 101,800 105,300 3,500 3.4%

Social science, education, government & religion 143,700 145,100 1,400 1.0%

Art, culture, recreation & sport 42,000 51,100 9,100 21.7%

Sales & service 426,700 441,900 15,200 3.6%

Trades, transport & equipment operators & related 340,500 366,400 25,900 7.6%

Unique to primary industry 110,200 115,300 5,100 4.6%

Unique to processing, manufacturing & utilities 72,100 71,000 -1,100 -1.5%


CALGARY CENSUS METROPOLITAN AREA (CMA)

2007 REVIEW Total employment in the Calgary CMA in 2007 increased by 25,500, or 3.9 per cent when compared to 2006. On a year over year basis, employment gains in the Calgary CMA in 2007 accounted for approximately 29 per cent of the increase in provincial employment and 6.7 per cent of the increase in national employment.

Table 9: Labour Force Statistics - Calgary CMA

Calgary CMA 2006 2007Annual

Change

Percent

Change

Population 887,400 923,900 36,500 4.1%

Labour Force 676,900 703,200 26,300 3.9%

Employed 655,100 680,600 25,500 3.9%

Unemployed 21,800 22,700 900 4.1%

Participation rate 76.3% 76.1% -0.2% -

Employment Rate 73.8% 73.7% -0.1% -

Unemployment Rate 3.2% 3.2% 0.0% -




19

The unemployment rate in the Calgary CMA in 2007 remained unchanged from the previous year, at 3.2 per cent. The Calgary CMA had the lowest unemployment rate among metropolitan areas in Canada in 2007, followed by Victoria at 3.3 per cent and Edmonton at 3.8 per cent. Windsor had the highest unemployment rate among metropolitan areas in 2007 with an unemployment rate of 9.3 per cent.

Figure 1: Unemployment Rates of Canadian Cities (CMAs) - 2007



On a year over year basis, there was strong employment growth in 2007 in a number of industries in the Calgary CMA including public administration (25.8 per cent), business, building and other support services (22.9 per cent), other services (22.0 per cent), information, culture and recreation (13.4 per cent), and utilities (9.3 per cent).

Employment declines were experienced in agriculture (-29.4 per cent), accommodation and food services (-11.8 per cent), educational services (-9.5 per cent), manufacturing (-4.9 per cent) and professional, scientific and technical services (-2.2 per cent).



20

Table 10: Employment in the Calgary CMA by Industry

Calgary CMA 2006 2007Annual

Change

Per cent

Change

All Industries 655,100 680,500 25,400 3.9%

Agriculture 3,400 2,400 -1,000 -29.4%


Utilities 7,500 8,200 700 9.3%

Construction 57,000 61,500 4,500 7.9%

Manufacturing 49,200 46,800 -2,400 -4.9%

Services-Producing Sector 92,900 96,200 3,300 3.6%

Transportation and Warehousing 38,200 40,600 2,400 6.3%

Finance, Insurance, Real Estate and Leasing 40,200 42,600 2,400 6.0%

Professional, Scientific and Technical Services 76,600 74,900 -1,700 -2.2%


Educational Services 43,300 39,200 -4,100 -9.5%

Health Care and Social Assistance 59,900 63,100 3,200 5.3%


Accommodation and Food Services 40,600 35,800 -4,800 -11.8%

Other Services 24,600 30,000 5,400 22.0%

Public Administration 18,200 22,900 4,700 25.8%




21

INDUSTRY PROFILES In 2007, a survey was conducted of Calgary and area businesses from the following twelve industries:

First Quarter 2007

• Manufacturing (NAICS 31 and 33)

• Computer Systems Design and Related Services (NAICS 5415)

• Real Estate (NAICS 531)

Second Quarter 2007

• Food Services and Drinking Places (NAICS 722)

• Social Assistance (NAICS 624)

• Educational Services (NAICS 61)

Third Quarter 2007

• Offices of Physicians, Dentists, and Other Health Practitioners (NAICS 6211/6212/6213)

• Personal Care Services (NAICS 8121)

• Accounting, Tax Preparation, Bookkeeping and Payroll Services (NAICS 5412)

Fourth Quarter 2007

• Rental and Leasing Services (NAICS 532)

• Management, Scientific, and Technical Consulting Services (NAICS 5416)

• Business, Professional, Labour and Other Membership Organizations (NAICS 8139)

The purpose of the survey was to gain a better understanding of current hiring issues and future hiring projections, assess if Calgary and area employers were experiencing any hiring challenges in these industries, and obtain insight on current hiring practices including training programs and retention strategies. It should be noted that results are presented as received, with no statistical analysis. Quarterly reports are available on the Alberta Employment and Immigration website at: http://www.employment.gov.ab.ca/cps/rde/xchg/hre/hs/xsl/2395.html

INDUSTRY OVERVIEWS42

MANUFACTURING The manufacturing industry employed approximately 46,800 people in the Calgary CMA, and 142,900 people in Alberta in 2007.

In the Calgary Economic Region, the manufacturing industry is expected to grow on average 2.7 per cent annually from 2007 to 2017, and is forecast to provide 6.8 per cent of all new jobs in Calgary during the same period. Electronics assemblers, fabricators, inspectors and testers; furniture and fixture assemblers and

42 2007 industry employment data obtained from Statistics Canada, CANSIM Tables 282-0008 and 282-0057.



22

inspectors; and labourers in food, beverage and tobacco processing are expected to be the top jobs created in the industry from 2007 to 2017. 43

The manufacturing industry in Alberta is expected to grow on average 1.7 per cent annually from 2006 to 2011, and is forecast to provide 5.0 per cent of new jobs in Alberta during the same period. Approximately 76 per cent of people employed in the manufacturing industry in Alberta are men. Fifty-six per cent of the companies in this industry in Alberta have less than 100 employees. 44

COMPUTER SYSTEMS DESIGN AND RELATED SERVICES The computer systems design and related services industry is a part of the professional, scientific, and technical services industry. In 2007, the professional, scientific and technical services industry as a whole employed approximately 74,900 people in the Calgary CMA, and 146,300 people in Alberta.

In the Calgary Economic Region, the professional, scientific and technical services industry is expected to grow on average 4.9 per cent annually from 2007 to 2017, and is forecast to provide 22 per cent of all new jobs in Calgary during the same period. Financial auditors and accountants; information systems analysts and consultants; and lawyers and Quebec notaries are expected to be the top jobs created in the industry from 2007 to 2017. 45

In Alberta, the professional, scientific and technical services industry is expected to grow on average 2.8 per cent annually from 2006 to 2011, and is forecast to provide 8.8 per cent of new jobs in Alberta during the same period. Approximately 58 per cent of people employed in this industry in Alberta are men. Sixty-six per cent of the companies in the professional, scientific and technical services industry in Alberta have less than 100 employees.46

REAL ESTATE The real estate industry is a part of the finance, insurance, real estate and leasing industry. In 2007, the finance, insurance, real estate and leasing industry as a whole employed approximately 42,600 people in the Calgary CMA, and 105,700 people in Alberta.

In the Calgary Economic Region, the real estate and rental and leasing industry is expected to grow on average 1.9 per cent annually from 2007 to 2017, and is forecast to provide 1.3 per cent of all new jobs in Calgary during the same period. Real estate agents and salespersons; insurance, real estate and financial brokerage managers; and property administrators are expected to be the top jobs created in the industry from 2007 to 2017. 47

The finance, insurance, real estate and leasing industry in Alberta is expected to grow on average 2.1 per cent annually from 2006 to 2011, and is forecast to provide 4.4 per cent of new jobs in Alberta during the same period. Approximately 59 per cent of people employed in this industry in Alberta are women. Seventy-eight per cent of the companies in the finance, insurance, real estate, and leasing industry in Alberta have less than 100 employees.48

43 Calgary Economic Development, Industry Report: Manufacturing, January 2008. 44 Alberta Employment and Immigration, Industry Profiles, Manufacturing Industry, Revised February 2008. 45 Calgary Economic Development, Professional, Scientific and Technical Services, January 2008. 46 Alberta Employment and Immigration, Industry Profiles, Professional, Scientific and Technical Services Industry,

Revised February 2008. 47 Calgary Economic Development, Industry Report: Real Estate and Rental and Leasing, January 2008. 48 Alberta Employment and Immigration, Industry Profiles, Finance, Insurance, Real Estate and Leasing Industry,

Revised February 2008.



23

FOOD SERVICES AND DRINKING PLACES The food services and drinking places industry is part of the accommodation and food services industry. The accommodation and food services industry as a whole in 2007 employed approximately 35,800 people in the Calgary CMA, and 116,800 people in Alberta.

In the Calgary Economic Region, the accommodation and food services industry is expected to grow on average 2.9 per cent annually from 2007 to 2017, and is forecast to provide 6.6 per cent of all new jobs in Calgary during the same period. Food and beverage servers; restaurant and food service managers; and cooks are expected to be the top jobs created in the industry from 2007 to 2017. 49

In Alberta, the industry is expected to grow on average 2.2 per cent annually from 2006 to 2011, and is forecast to provide 5.7 per cent of all new jobs in Alberta during the same period. Approximately 62 per cent of people employed in the accommodation and food services industry in Alberta are women. As well, youth aged 15 – 24 years account for 47 per cent of the employment in this industry in Alberta. Seventy per cent of the companies in the industry have less than 20 employees.50

SOCIAL ASSISTANCE The social assistance industry is part of the health care and social assistance industry. The health care and social assistance industry as a whole in 2007 employed approximately 63,100 people in the Calgary CMA, and 189,500 people in Alberta.

In the Calgary Economic Region, the health care and social assistance industry is expected to grow on average 4.4 per cent annually from 2007 to 2017, and is forecast to provide 15 per cent of all new jobs in Calgary during the same period. Registered nurses; early childhood educators and assistants; and nurse aides, orderlies and patient service associates are expected to be the top jobs created in the industry from 2007 to 2017. 51

In Alberta, the industry is expected to grow on average 2.7 per cent annually from 2006 to 2011, and is forecast to provide 10.8 per cent of all new jobs in Alberta during the same period. Approximately 84 per cent of people employed in the health care and social assistance industry in Alberta are women. Fifty-eight per cent of the organizations in the industry have less than 100 employees.52

EDUCATIONAL SERVICES The educational services industry employed approximately 39,200 people in the Calgary CMA, and 130,000 people in Alberta in 2007.

In the Calgary Economic Region, the educational services industry is expected to grow on average 1.5 per cent annually from 2007 to 2017, and is forecast to provide 3.4 per cent of all new jobs in Calgary during the same period. Elementary school and kindergarten teachers; secondary school teachers; and college and other vocation instructors are expected to be the top jobs created in the industry from 2007 to 2017. 53

The educational services industry in Alberta is expected to grow on average 1.9 per cent annually from 2006 to 2011, and is forecast to provide 5.5 per cent of new jobs in Alberta during the same period. Approximately

49 Calgary Economic Development, Industry Report: Accommodation and Food Services, January 2008. 50 Alberta Employment and Immigration, Industry Profiles, Accommodation and Food Services Industry, Revised

February 2008. 51 Calgary Economic Development, Industry Report: Health Care and Social Assistance, January 2008. 52 Alberta Employment and Immigration, Industry Profiles, Health Care and Social Assistance Industry, Revised

February 2008. 53 Calgary Economic Development, Industry Report: Educational Services, January 2008.



24

66 per cent of people employed in the educational services industry in Alberta are women. Sixty-six per cent of the organizations in this industry in Alberta have less than 100 employees. 54

OFFICES OF PHYSICIANS, DENTISTS AND OTHER HEALTH PRACTITIONERS The offices of physicians, dentists and other health practitioners industry is part of the health care and social assistance industry. The health care and social assistance industry as a whole in 2007 employed approximately 63,100 people in the Calgary CMA, and 189,500 people in Alberta.

In the Calgary Economic Region, the health care and social assistance industry is expected to grow on average 4.4 per cent annually from 2007 to 2017, and is forecast to provide 15 per cent of all new jobs in Calgary during the same period. Registered nurses; early childhood educators and assistants; and nurse aides, orderlies and patient service associates are expected to be the top jobs created in the industry from 2007 to 2017. 55

In Alberta, the industry is expected to grow on average 2.7 per cent annually from 2006 to 2011, and is forecast to provide 10.8 per cent of all new jobs in Alberta during the same period. Approximately 84 per cent of people employed in the health care and social assistance industry in Alberta are women. Fifty-eight per cent of the organizations in the industry have less than 100 employees.56

PERSONAL CARE SERVICES The personal care services industry is part of the other services industry. The other services industry as a whole in 2007 employed approximately 30,000 people in the Calgary CMA, and 94,900 people in Alberta.

In the Calgary Economic Region, the other services industry is expected to grow on average 1.8 per cent annually from 2007 to 2017, and is forecast to provide 2.5 per cent of all new jobs in Calgary during the same period. Hairstylists and barbers; babysitters, nannies and parentsʼ helpers; and ministers of religion are expected to be the top jobs created in the industry from 2007 to 2017. 57

In Alberta, the other services industry is expected to grow on average 0.7 per cent annually from 2006 to 2011, and is forecast to provide 1.3 per cent of all new jobs in Alberta during the same period. Just over half of people employed in the other services industry in Alberta are men. Seventy per cent of the companies in the industry have less than 20 employees.58

ACCOUNTING, TAX PREPARATION, BOOKKEEPING AND PAYROLL SERVICES The accounting, tax preparation, bookkeeping and payroll services industry is part of the professional, scientific, and technical services industry. In 2007, the professional, scientific and technical services industry as a whole employed approximately 74,900 people in the Calgary CMA, and 146,300 people in Alberta.

In the Calgary Economic Region, the professional, scientific and technical services industry is expected to grow on average 4.9 per cent annually from 2007 to 2017, and is forecast to provide 22 per cent of all new jobs in Calgary during the same period. Financial auditors and accountants; information systems analysts and consultants; and lawyers and Quebec notaries are expected to be the top jobs created in the industry from 2007 to 2017.59

54 Alberta Employment and Immigration, Industry Profiles, Educational Services Industry, Revised February 2008. 55 Calgary Economic Development, Industry Report: Health Care and Social Assistance, January 2008. 56 Alberta Employment and Immigration, Industry Profiles, Health Care and Social Assistance Industry, Revised

February 2008. 57 Calgary Economic Development, Industry Report: Other Services, January 2008. 58 Alberta Employment and Immigration, Industry Profiles, Other Industry, Revised February 2008. 59 Calgary Economic Development, Professional, Scientific and Technical Services, January 2008.



25


RENTAL AND LEASING SERVICES The rental and leasing services industry is a part of the finance, insurance, real estate and leasing industry. In 2007, the finance, insurance, real estate and leasing industry as a whole employed approximately 42,600 people in the Calgary CMA, and 105,700 people in Alberta.

In the Calgary Economic Region, the real estate and rental and leasing industry is expected to grow on average 1.9 per cent annually from 2007 to 2017, and is forecast to provide 1.3 per cent of all new jobs in Calgary during the same period. Real estate agents and salespersons; insurance, real estate and financial brokerage managers; and property administrators are expected to be the top jobs created in the industry from 2007 to 2017. 61

The finance, insurance, real estate and leasing industry in Alberta is expected to grow on average 2.1 per cent annually from 2006 to 2011, and is forecast to provide 4.4 per cent of new jobs in Alberta during the same period. Approximately 59 per cent of people employed in this industry in Alberta are women. Seventy-eight per cent of the companies in the finance, insurance, real estate, and leasing industry in Alberta have less than 100 employees.62

MANAGEMENT, SCIENTIFIC, AND TECHNICAL CONSULTING SERVICES The management, scientific and technical consulting services industry is part of the professional, scientific, and technical services industry. In 2007, the professional, scientific and technical services industry as a whole employed approximately 74,900 people in the Calgary CMA, and 146,300 people in Alberta.

In the Calgary Economic Region, the professional, scientific and technical services industry is expected to grow on average 4.9 per cent annually from 2007 to 2017, and is forecast to provide 22 per cent of all new jobs in Calgary during the same period. Financial auditors and accountants; information systems analysts and consultants; and lawyers and Quebec notaries are expected to be the top jobs created in the industry from 2007 to 2017.63


60 Alberta Employment and Immigration, Industry Profiles, Professional, Scientific and Technical Services Industry,

Revised February 2008. 61 Calgary Economic Development, Industry Report: Real Estate and Rental and Leasing, January 2008. 62 Alberta Employment and Immigration, Industry Profiles, Finance, Insurance, Real Estate and Leasing Industry,

Revised February 2008. 63 Calgary Economic Development, Professional, Scientific and Technical Services, January 2008. 64 Alberta Employment and Immigration, Industry Profiles, Professional, Scientific and Technical Services Industry,

Revised February 2008.



26

BUSINESS, PROFESSIONAL, LABOUR AND OTHER MEMBERSHIP ORGANIZATIONS The business, professional, labour and other membership organizations industry is part of the other services industry. The other services industry as a whole in 2007 employed approximately 30,000 people in the Calgary CMA, and 94,900 people in Alberta.

In the Calgary Economic Region, the other services industry is expected to grow on average 1.8 per cent annually from 2007 to 2017, and is forecast to provide 2.5 per cent of all new jobs in Calgary during the same period. Hairstylists and barbers; babysitters, nannies and parentsʼ helpers; and ministers of religion are expected to be the top jobs created in the industry from 2007 to 2017. 65

In Alberta, the other services industry is expected to grow on average 0.7 per cent annually from 2006 to 2011, and is forecast to provide 1.3 per cent of all new jobs in Alberta during the same period. Just over half of people employed in the other services industry in Alberta are men. Seventy per cent of the companies in the industry have less than 20 employees.66

SUMMARY OF SURVEY RESULTS A total of 1,195 surveys were completed in 2007. Sixty-two per cent of the companies surveyed had 10 employees or less, 31 per cent had 11 – 50 employees, and 7 per cent had more than 50 employees.

Figure 2: Survey Respondents by Company Size

65 Calgary Economic Development, Industry Report: Other Services, January 2008. 66 Alberta Employment and Immigration, Industry Profiles, Other Industry, Revised February 2008.



27

The companies surveyed represent a total of 28,371 employees. At the time of the survey, companies were asked how many employees they had hired in the past three months. In total, the number of new hires reported was 3,704, representing 13 per cent of the total workforce. Voluntary turnover continued to be an issue in all of the industries surveyed in 2007, with 74 per cent of new employees hired as a result of turnover, and 24 per cent hired as a result of growth. This is significantly higher than what was observed the year prior. In 2006, the 1,010 companies surveyed reported that 58 per cent of new employees were hired as a result of turnover, and 32 per cent were hired as a result of growth. 67

Table 11: Summary of Respondents

Number Per cent

Number of surveys completed 1,195

Workforce total 28,371

Total new hires 3,704

Hires related to turnover 2,752 74%

Hires related to growth 881 24%

Other 71 2%

Difficulty hiring 578 48%

No difficulty hiring 616 52%

Hiring Difficulties

Of the 1,195 companies surveyed, 48 per cent reported difficulty hiring new staff. This is significantly lower than what was observed in 2006, when 61 per cent of the companies surveyed reported difficulty hiring new staff.68

The companies surveyed in the food services industry had the most difficulty hiring staff (75 per cent), followed by the manufacturing industry (71 per cent) and the social assistance industry (69 per cent). Business, professional, labour and other membership organizations, as well as management, scientific and technical consulting services reported having the least difficulty hiring staff (36 per cent).

Table 12: Difficulty Hiring by Industry

Industry% having

difficulty hiring

% having no

difficulty hiring

Computer Systems Design & Related Services 45% 55%

Real Estate 44% 56%

Manufacturing 71% 29%

Educational Services 67% 33%

Food Services & Drinking Places 75% 25%

Social Assistance 69% 31%

Accounting, Tax Preparation, Bookkeeping & Payroll 37% 63%

Offices of Physicians, Dentists & Other Practitioners 38% 62%

Personal Care Services 40% 60%

Business, Professional, Labour & Membership Organizations 36% 64%

Management, Scientific & Technical Consulting Services 36% 64%

Rental & Leasing Services 45% 55%

67 Alberta Employment and Immigration, Calgary & Area Labour Market Report, Annual 2006, p.25. 68 Ibid.



28

Similar trends were observed in a recent Manpower Talent Shortage Survey.69 The survey of 1,742 employers in Canada revealed 36 per cent had difficulty filling positions in 2007, down significantly from 66 per cent in 2006.

Figure 3: "How has your company been affected by the labour shortage in Calgary?"

Top Ten Responses

Fifty-one per cent of the companies surveyed said the labour shortage in Calgary is affecting their business (compared to 68 per cent in 2006).70 When asked how their company has been affected, 294 of the companies said they have had to increase wages/benefits. “People are asking anywhere from $20,000 to more than $120,000 over the posted salary,” responded one company. “As a medium-sized business, it is more of a struggle because this size canʼt be as competitive with wages and offers,” commented another. In 2007, average weekly earnings of Alberta payroll employees were the highest among provinces, increasing 4.5 per cent year over year to $835.52.71 Over the same period, the national increase in average weekly earnings was 3.2 per cent to $770.82.72 The labour shortage in Calgary is putting an incredible amount of pressure on companiesʼ existing employees. According to the companies surveyed, employees are working more overtime, employees have had to cover other positions, employee turnover has increased, workplace stress has increased, and it is difficult for employees to take time off. “I am currently covering the data entry position, which results is me working a lot more hours,” reported one company representative. “I am working 11 hours most days,” said another.

69 Manpower, Talent Shortage Survey, 2008 Global Results, April 2008, p.2. 70 Alberta Employment and Immigration, Calgary & Area Labour Market Report, Annual 2006, p.26. 71 Statistics Canada, Earnings, average weekly by province and territory, CANSIM table 281-0044, March 31, 2008. 72 Ibid.



29

Figure 4: “What resources does your company use to recruit employees?”

Top Ten Responses

Employee referrals/word of mouth was the most common response when asked, “What resources does your company use to recruit employees?” reported by 679 companies. “I hire strictly by word of mouth now. I have spent thousands of dollars on ads with no luck. I donʼt waste my time and money on that anymore,” mentioned one company owner. Several companies reported they have formal referral programs, offering employees bonuses or prizes for successful referrals. “We have had much better success with word of mouth than any type of advertising. We have an employee referral bonus program which has worked out well,” mentioned one HR manager. “We have a reimbursement program for employees referrals. It is our most effective method for recruitment along with signage,” said another. The Internet was the next most reported resource used to recruit employees, followed by the Calgary Herald and walk-ins/unsolicited resumes. Service Canadaʼs Job Bank, Calgaryjobshop.ca, Workopolis.com and Monster.ca were the Internet sites most often used.

Figure 5: “What skills or competencies are difficult to find when looking for new employees?”

Top Ten Responses

Relevant work experience was the most common response when asked, “What skills or competencies are difficult to find?” reported by 549 companies. Half of the industries surveyed rated a lack of relevant work experience as number one. “Lots of graduates have no experience. We work in a high needs area, so people need to have at least some experience,” reported one social assistance organization. “Many of our jobs are highly specialized”, said a professional services company. “We are a fairly new company, so we need people who are already experienced as there may be no time, or no one to train them. Education/training, followed by work ethic were the next skills or competencies difficult to find, reported by 436 and 276 companies respectively. “The majority of our staff are consultants,” mentioned one manager. “To do this job, you will need a university degree, at least 10 years experience, and to be a member of various associations.” “All I want is someone who knows how to work and is going to show up every day,” lamented another.



30

Figure 6: “What are the most effective methods your company uses to retain existing employees?”

Top Ten Responses

Figure 7: “What type of training does your company provide to existing employees?”

Eighty-seven per cent of the companies surveyed said they provide some type of training to their employees.73 Seventy per cent provide internal training only, 16 per cent provide both internal and external training, and 1 per cent provide external training only. “The customer service training courses are mandatory in our company”, stated one company. “All of our training revolves around sales, both in-house and seminars,” said another. Thirteen per cent of the companies surveyed said they do not provide training. “Pretty much you have to learn on your own here – this is why we only hire people with experience,” explained one company representative. “There really is no need to,” mentioned another.

73 This question was not asked of companies in the first quarter of 2007. A total of 900 companies answered this

question.

A good company culture was the most often mentioned retention strategy, reported by 575 companies. “I definitely feel that we have a unique company culture that has proven itself in keeping staff happy and productive,” said one real estate manager. “Our employees really believe in what we do and it is a great place to work,” reported a representative from the social assistance industry.

A competitive salary was the

next most reported effective retention method, followed by flexible work measures and then health, dental and other benefits. “We try to pay the top wages in the city, and have one of the best benefits and compensation packages around,” commented one manager. “We have been very creative with scheduling to try and provide flexibility, and we have tried to be more lenient in allowing personal days. We have added educational opportunities and encouraged staff to take advantage,” mentioned another.



31

Hiring Intentions

At the time of the survey, respondents were asked to identify additional positions they expected to hire in the next three months. The companies surveyed intended to hire an additional 1,563 employees over and above their current total workforce of 28,371 employees. Sales & service occupations topped the list (461), followed by business, finance & administrative occupations (247), occupations unique to processing, manufacturing & utilities (241), and occupations in social science, education, government & religion (216).

Table 13: Additional employees companies intended to hire in the 3 months following their survey

0 Management Occupations 46

1 Business, Finance & Administration Occupations 247

2 Natural & Applied Sciences & Related Occupations 148

3 Health Occupations 45

4 Occupations in Social Science, Education, Government & Religion 216

5 Occupations in Art, Culture, Recreation & Sport 3

6 Sales & Service Occupations 461

7 Trades, Transport & Equipment Operators & Related Occupations 154

8 Occupations Unique to Primary Industry 2

9 Occupations Unique to Processing, Manufacturing & Utilities 241

Total 1,563

NOC code Occupational Description Total

Table 14: Top 20 occupations companies intended to hire in the 3 months following their survey

6453 Food and Beverage Servers 135

6641 Food Counter Attendants & Kitchen Helpers 132

9612 Labourers in Metal Fabrication 101

4212 Community & Social Service Workers 86

1411 General Office Clerks 74

6242 Cooks 57

6421 Retail Salespersons & Sales Clerks 44

7265 Welders 40

9213 Processing Supervisors 40

4214 Early Childhood Educators & Assistants 40

9619 Other Processing/Manufacturing Labourers 38

4216 Other Instructors 38

2171 Information Systems Analysts & Consultants 36

4131 College & Other Vocational Instructors 33

1414 Receptionists 27

2174 Computer Programmers & Interactive Media Developers 24

1453 Customer Service & Information Clerks 22

6411 Sales Representatives - Wholesale Trade 20

6611 Cashiers 19

2282 User Support Technicians 19

Total 1,025

NOC code Occupational Description Total



32

Among the positions companies intended to hire in the three months following their survey, sixty-six per cent, or 1,025, fell into 20 occupation categories. Food & beverage servers topped the list (135), followed by food counter attendants & kitchen helpers (132), and labourers in metal manufacturing (101). A description of each of the top 20 occupations can be found in Appendix A.

SUMMARY OF KEY ISSUES IN 2007 Many issues related to recruitment and retention were observed in the 2007 survey results. A summery of key issues and representative comments are captured here.

Turnover

Manufacturing Industry

Seventy-three per cent of new hires in this industry resulted from turnover of existing employees. Many companies reported employees were leaving for higher wages elsewhere and smaller companies indicated they are finding it especially challenging to retain employees because of their limited ability to offer competitive salaries.

“It is pretty competitive, and more (employees) talk of leaving for better wages.”

“As a medium sized business, it is more of a struggle because this size canʼt be as competitive with wages and offers.”

“Retention issues seems to be money driven, whoever can give the most money gets the top dog!”

Real Estate Industry

While the real estate industry has not been as hard-hit as other industries, the companies surveyed indicated that the majority of new hires resulted from turnover of existing employees.

“Even though we are finding competent employees, there is a turnover in staff because they seem to think that they can earn more elsewhere.”

Food Services and Drinking Places Industry

The food services and drinking places industry is a labour intensive industry and has been highly affected by the labour shortage and resulting turnover in the Calgary area. The constant turnover has led one business owner to state, “I am so desperate that I might have to sell (my business)”. Others indicated that their “biggest problem is people not showing up.”

The turnover problems have led to a lack of quality staff. One company responded that, “Unfortunately we do not have a choice anymore. We cannot choose quality staff like we used to. We are forced to hire anyone – sometimes we cannot even do reference checks.”

Social Assistance Industry

Employee turnover has caused difficulties for the social assistance industry especially since some of these organizations are unable to increase salaries in order to attract staff in the highly competitive labour market.

“Unfortunately, we canʼt really raise salaries. We have had some really excellent practicum students here that we have offered jobs to and to my dismay, they ended up taking jobs working at a car dealership, or as a nanny, because they were going to make more money working in a job not in their field.”



33

“There is a large problem with turnover. It seems like many people donʼt realize the demand of the job.” They think they will just be sitting back and watching kids play.”

“Many people leave for higher pay in other industries.”

“I am closing the program at the end of June and this is partly due to the difficulty in finding staff.”

Rental and Leasing Services Industry

Employee turnover has been an issue within this industry, however, many of the companies surveyed were able to respond by providing competitive salaries, flexible work environments and other creative retention programs.

“We were talking the other day about loyalty. These days itʼs hard to keep people because they will leave you to make an extra dollar an hour elsewhere. This isnʼt just about our business – its everywhere – stores at the mall, fast food, and even hotels.”

“The biggest problem we have had due to the labour shortage is the pay raises. We have had to keep boosting the pay of the entire staff just to keep competitive and to keep our staff from going elsewhere.”

“I went through 13 guys for one position between the months of February and May. It was a nightmare.”

Overtime, Covering Other Positions, and Employee Stress

The labour market shortage and the inability to fill positions creates the need for overtime and for employees to cover off other positions in addition to undertaking their own responsibilities. Working in such an environment for a prolonged period of time creates high demands and stress on employees. Many companies commented on the stress in the work place and the toll it is taking on business owners and employees alike.


The constant turnover in the food services and drinking places industry has resulted in increased overtime and the need for employees to cover off other positions. Owners and managers are finding themselves working rather than managing. Family-owned businesses rely on family and friends to fill in the gaps.

“This is a small family business. I am supposed to be running it but I am here working and I have my son and his friend working.”

“My husband and I both have to work open to close every day. My kids have to work more than we'd like them to. Customers are getting rude and complain non-stop about the wait because we are so short staffed, and we have had to shorten our hours because our family simply can't handle it.”

“We have a shift differential incentive for working late-night. We are trying to hire more part-time staff so that they can take some of the stress off the late-night shift workers so that they aren't working so many nights in a row. The shortened menu makes it easier on the kitchen staff and the servers.”

Social Assistance Industry

Many of the organizations in this industry are unable to provide competitive salaries and are therefore losing employees to other industries. Overtime and the necessity to cover off other positions are particularly evident in this industry and stress among employees is widespread.



34

“I am personally covering 3 positions.”

“The Director is in the kitchen cooking lunch, people are working extra hours, and getting time off is nearly impossible.”

“The oil boom has created salaries and benefits that we cannot compete with and people can pretty much do whatever they want right now. We have had to hike our salaries just to be able to employ people at all. We have positions that have stayed vacant for long periods of time and our other employees have had to cover and compensate for these vacancies which can be stressful if it is prolonged.”

“Up until a month ago, I was working about 250 hours a month.”

“Even the relief staff is working overtime. We are always strapped for people and it is stressful in an already stressful environment.”

“I, myself, am working 8 hours, going home and then coming back at midnight for another 8 hours.”

“We have absolutely no relief. Only one of us is able to get a day off at once. If two people are sick it's a nightmare.”

Educational Services Industry

A booming economy has led in to an increase in the demand for training and educational services. The labour shortage, however, has diminished the ability of these organizations to meet this demand. In order to facilitate covering off positions, many employees are taking on additional responsibilities.

“We have had to move up or bring in apprentices for some positions.”

“When I had three instructors, I wasn't really involved in any kind of training role. Now I am having to teach almost all the classes. I am making it by, but I am very, very busy.”

“Constantly covering other instructorsʼ classes adds a lot of work hours and stress for the instructors that we do have.”

Offices of Physicians, Dentists and Other Health Practitioners

A shortage of available workers has led to an increase in overtime hours and a need for employees to cover off other positions. Employees are finding that they have to work overtime to keep the office running. When employee overtime isnʼt enough to keep operations afloat, some offices reported theyʼve had to reduce or modify their hours of operation and/or cancel appointments. Employees are also finding that taking time off is proving to be difficult.

“We have all just been working extra hours to cover for people. We have been adamant that we will not cancel appointments or turn down clients.”

“I think everyone has been a little worried about covering all the extra shifts - especially in the summer.”

“We were all a little stressed out for a while about being short staffed, but we changed our hours a bit and everyone pitched in to cover.”

“Right now we are a little stressed out because we have some of the staff taking time off for holidays and we don't have a replacement.”

“It is always stressful when you can't get a day off. We are really busy.”



35

Personal Care Services Industry

Many companies in the personal care services industry report that employee stress has increased significantly. High client expectations, heavy workloads and the lack of trained staff has contributed to an increase in stress for employees.

“We are a mid to high class of salon, and we cannot simply pull someone off the street and show them what to do. During the busy times, this can be quite stressful. We all have to deal with it.”

“It has been very hard and stressful. I can't take a day off for anything or I would have to close. I even had to go and get special insurance in case I get sick.”

“We are both working a lot of hours. People are having to wait longer, and it is extremely hard to take a day off.”

“I don't even bother trying to take a day off now. I work 6 days a week, Monday to Friday 9:00 - 8:00 and Saturday 9:00 - 5:00. It is hard for clients to get an appointment. People walk by, they see me working alone and busy, so they go somewhere else because they don't want to wait.”

Accounting, Tax Preparation, Bookkeeping and Payroll Services Industry

An increase in employee stress proved to be an important issue in these organizations as many companies are dealing with an increase in demand for their services. One company reported, “I have to have my wife helping me out right now. I am missing deadlines, I have upset clients, and I am trying to find someone with no luck. I am having to turn down business every day because I am so busy and it is stressful!” Other companies reported that they are keeping up but it has also been stressful for them.


Several companies reported that employee stress has increased. One company indicated that their employees are “overworked, sore, tired, and cranky”. Another company responded that, “It has been crazy. I have guys not showing up, customers disappointed, and the staff that is loyal is being pushed to the limit just to get the bare minimum done.”

Management, Scientific, and Technical Consulting Services Industry

Companies in this industry indicated some increase in stress, although to a lesser degree than what is being experienced in other industries. An increase in turnover and the need for overtime has resulted in an increase in stress with one company indicating that, “everyone sure is a little more stressed out these days.”

Business, Professional, Labour and Other Membership Organizations

The combination of increased labour shortages and increased business led many organizations to respond that employee stress is something they recognize as an issue.

“We have 700 stressed out (union members) to represent. You bet we're affected.”

“Many of the companies we deal with are having problems with staff and that affects us. It's difficult and stressful dealing with different people all the time.”

“Training a new person can be draining and stressful on everyone.”

“It is definitely harder to keep up. We have open positions constantly, and all of them have to be covered one way or another.”



36

Inability to Expand Business and Turning Down Business

Educational Services Industry

An increase in the demand for educational services has provided many businesses in this industry with an opportunity to expand their business. However, due to the labour shortage many of these businesses are unable to meet the demand for their services. This was an issue voiced by several respondents.

“We could easily be taking on more business right now, but we don't have the staff. The problem is people want certain training done by a certain time. For example: right now many of the energy companies are on spring break up. This is when a lot of the companies like to have their employees trained or updated. There is a very high demand for training, and we just can't take all the jobs we are offered.”

“I am not booking any new people I am so busy. Clients cannot always get the time for lessons that they want. I am so very busy!”

“We are turning down 10 - 15% of business every month. We would love to take on more students, but we just don't have the staff and we are losing revenue every month because of it.”

Offices of Physicians, Dentists and Other Health Practitioners

Many of the offices surveyed indicated that they are having difficulty keeping up with the workload. The result has been a decrease in the quality and amount of service provided. Some offices have had to refuse new clients. Others have had to cancel appointments during times when staff was unavailable.

“The quality of service that we provide our clients with has really gone down. We have had to cancel appointments, people are waiting long stretches of time to get an appointment, and usually when they get here for an appointment we are already backed up. There are a lot of overtime hours being worked, but it still isn't covering all the shifts.”

“The doctor is very upset, because we are no longer able to accept new patients. The wait list for an appointment is now over a month. We are all working extra hours and we are having to look at increasing wages just to keep the staff we have.”

“We have had to cancel appointments, cancel whole days and it has really affected how we do things. It is unpredictable now, and it is difficult to reschedule all these appointments.”

“We have had to cancel appointments or scrap whole days because we could not find the staff. It is also very difficult to take on new clients, and it is uncomfortable thinking that we may not have the staff we require should someone come in for an emergency appointment.”


The tight labour market has had significant implications on the ability of personal care service companies to expand. The labour intensive nature of this business has limited and strained the way many of these companies are able to keep up with day-to-day operations. Comments from some of these businesses indicate that they are either losing business or that they are unable to expand.

“Our business has really suffered because we are having to turn people away and cancel appointments.”

“Without a receptionist, we are missing more calls and probably more business.”

“Our business is stagnant right now - we are super busy, but can take on no more clients.”



37

“I have been in business for a long time, and I can't believe I am going to have to close my shop.”

Accounting, Tax Preparation, Bookkeeping and Payroll Services Industry

Thirteen per cent of the businesses surveyed in this industry indicated that they have turned down business. Several companies reported that service quality has decreased, customer complaints have increased, and they have not been able to expand their business.

“I just take whatever I can handle, but I am turning people away all the time.”

“We have actually lost clients because the quality of our work has diminished.”

“We have been late, we have had to turn people away, and we are all working an awful lot.”

“I have been in the business for a long time now, and I am older. I am not looking to grow my company any further, but if this was my goal, I think I would be in trouble.”

Management, Scientific, and Technical Consulting Services Industry

Some of the companies in the management, scientific, and technical consulting services industry have encountered difficulties with finding the experienced and educated employees they require. Several companies reported that they have not been able to expand their business and have had to turn down clients.

“My business has doubled in size over the last 4 years, but it hasn't been in Alberta. I have moved a lot of business to Manitoba and I am making money there hand over fist. I can't get any reliable people in Alberta and business here cannot grow.”

“It has definitely stunted growth. We have had to tell clients that we cannot complete projects in the timeframe they've specified.”

“We would love to expand, but finding someone qualified is very difficult.”

“I have been in business for 20 years now and I have to say I am really getting mixed signals about what we're doing. I actually have two of our people in marketing looking to make us a name of choice in downsizing. I hate to say it, but many of my clients are downsizing, shutting down, or relocating out of the province. You are hearing things about the labour shortage, but at the same time, I know first hand that many of the jobs are disappearing, and much of the work is going elsewhere.”

“It has hugely impacted business. Losing half our staff in less than a year has caused us to lose clients, turn down clients, and the people that are left are working very, very hard.”

Work Ethic

Manufacturing Industry

The work ethic of the labour force was called into question within the manufacturing industry. “Canadians donʼt want to work,” lamented one manager.

“Young people don't have the work ethic like the older generation. They don't want to do labour work - they are more interested in computer-based jobs.”

“The biggest problem we are facing is the young population - the lack of work ethic.”



38

Real Estate Industry

The work ethic of employees was considered to be a problem for employers in the real estate industry.

“Even when I hire extremely competent people, their work ethic is very poor (a lot of absenteeism), and they often donʼt have any common sense!”

“I am looking for three new admin staff. The people I hired are not with the company anymore due to the fact that they did not have a good ʻwork ethicʼ – a good deal of the time they did not show up for work!”


The work ethic of todayʼs young workers was overwhelmingly the biggest issue for businesses in the food services and drinking places industry.

“There is no work ethic at all with these young kids. They don't care because they know there is another job waiting for them across the street. They want to be paid $12/hour and they don't want to work for it! My husband and I both have to work open to close every day just to babysit.”

“What has really changed for us is the quality of people you are able to hire for the job. These days the young people don't seem to have any work ethic at all. There is no drive to do a job well because there is always a new one down the street. We try to hire competent staff, but sometimes you are in a pinch and you have to take what you can get. You also have to be very careful with the staff you do have, because if you let them walk out that door they will have a new job tomorrow. The employers are really being hurt in the current shortage.”

“There are lots of young able people out there, but I have never seen so many with such poor work ethic.”


Work ethic was also voiced by survey respondents in the personal care industry as an issue when hiring younger workers. One employer remarked, “A lot of the people I hire in the 18- 20 age group have no loyalty or work ethic. They show up when they want and will quit without notice.”


Work ethic was mentioned as a competency that was lacking when hiring new employees in the rental and leasing services industry. “All I want is someone who knows how to work and is going to show up every day!” lamented one company owner.



39

LABOUR MARKET INFORMATION REVIEW This section captures information related to other labour market activities undertaken by the consultant in 2007.

LABOUR MARKET NEWS HIGHLIGHTS The Calgary & Area Labour Market News, published monthly, provides current labour market information and analysis geared toward job seekers. Below are highlights of the January - December 2007 issues. The full articles are available on the Alberta Employment and Immigration website at: http://www.employment.gov.ab.ca/cps/rde/xchg/hre/hs.xsl/2396.html

Volume 9. Issue 1. January 2007 The Backbone of Calgary Business: Administrative Assistants

Behind nearly every successful manager is a highly skilled administrative assistant. And companies know what theyʼre worth, too: administrative assistants are being wooed by many of Calgaryʼs downtown businesses. Move past the misconceptions and find out more about this in-demand career.

Couriers

Fresh air, physical activity, and international competitions: couriers find happiness in a world without cubicles. Learn more about the career that many see as a lifestyle.

Medical Lab Assistants

When you have an experienced medical lab assistant doing the work, going for a blood test becomes a much more comfortable experience. Find out more about this medical career.

Job Ad Analysis: Calgary Herald Classifieds

The Calgary Herald Classified section posts hundreds of job ads every Friday. In terms of sheer numbers this is one of the best sources in Calgary. On top of the labour positions, the Herald Classified section is an excellent place to find a position as a caregiver, nanny or dental hygienist. Trade positions are also a big player in the Heraldʼs Classifieds.

Volume 9. Issue 2. February 2007 Building a Career: Residential Construction

Calgaryʼs real estate market has been reaching unprecedented heights, and construction firms are struggling to keep up with demand. Find out the best strategies for finding work, and more importantly, how to turn that construction job into a rewarding career.

Arborists

Arborists do a lot more than just trimming trees. Learn what the job really involves, why arboriculture is considered one of the worldʼs most dangerous jobs, and why people still want to do the job.

Animal Health Technologists

This article takes a look at the men and women who assist veterinarians in keeping our pets healthy and happy. Animal health technologists work in veterinary clinics, and can be responsible for almost any of the tasks that donʼt involve surgery. Find out what it takes to get into this field.



40

Job Ad Analysis: Monster.ca

With an average of around 160 new ads posted daily and over 1,000 positions available in the Calgary area at any given time, Monster.ca is a tremendous resource for job seekers. But the volume of postings doesnʼt translate to variety. Monster.caʼs jobs skew strongly towards the high tech, business service and retail sectors, with over two-thirds of the jobs falling into those three categories.

Volume 9. Issue 3. March 2007 Working in Retail: Buying into a Lifelong Career

The retail industry is going through major changes, and is looking to prove to job seekers that it can provide more than just jobs for students and temporary workers. Find out how the industry is working towards attracting career-oriented employees, and what it can do to retain them. This feature also includes profiles of workers at a number of Calgaryʼs retail outlets to provide a more personal look at the people in the industry.

Job Ad Analysis: Summary

After a full year of looking at job ads from six different sources, the Labour Market News took a look back at the print and online outlets to see where a job hunter might start their search. Every job board is unique and caters to particular industries and occupations. Still, using them all wonʼt capture the entire job market.

Volume 9. Issue 4. April 2007 Reaching New Heights: Careers in Construction

The Calgary skyline is expanding day by day. That requires a large pool of workers, and means employment opportunities aplenty. Find out how the construction process works, and how to get involved.

Drafting Technicians

Working with architectural drawings can be like working with a foreign language. But for a drafting technician, translating a 3-D object into a 2-D drawing is both challenging and rewarding.

Crane Operators

It can be lonely at the top, but crane operators are an essential part of any high-rise construction crew. Learn all the highs and lows of the job in this article.

Job Ad Analysis: Calgary Herald Working

The ads in the Calgary Heraldʼs Working section, like Calgaryʼs economy in general, are currently being driven by the oil and gas sector. The Working section is an ideal source of opportunities for experienced workers looking to switch careers, or for students finishing up their post-secondary work.

Volume 9. Issue 5. May 2007 Taking to the Skies: Careers in Aviation

Thereʼs more to the aviation industry than just flying a plane. This article profiles a number of jobs in the airline industry, from flight attendants and ground crew to air traffic controllers, and everyone else who keeps the planes in the air.

Changing careers

Whether itʼs due to dissatisfaction or just bad luck, changing careers can be a daunting process. But there are ways to make the process a little more comfortable, and a little bit smoother.



41

Aircraft Maintenance Engineers

Maintaining and repairing aircraft is no simple task. But for the kind of person who grew up building model airplanes, working on the real thing can be a dream come true.

Job Ad Analysis: Workopolis.com

Some employment resources skew slightly towards the professional worker, or show a preference for the trades. Roughly one in three jobs posted to Workopolis fall under the Professional, Scientific and Technical Services industry. With at least 500 job ads available to browse at any given time, Workopolis is certainly a useful resource for professionals looking to advance in their careers,

Volume 9. Issue 6. June 2007 Shifting Gears: Automotive Service Careers

Toss out any thoughts of grease-monkeys and gear-heads: workers in automotive service careers work with cutting-edge equipment to keep cars and trucks running smoothly. Learn about life as an auto service technician and auto body technician.

Coping with stress

The Alberta boom may mean more money, but it also leads to higher workloads and increased pressure. This article presents some strategies for managing workplace stress.

Snubbing

The province has a new designated occupation for oil patch workers. But what exactly does that mean, and what exactly does a snubber do?

Job Ad Analysis: Calgary Sun Classifieds

If youʼre looking for the most job ads for your buck, itʼd be tough to find a better source than the Calgary Sun. Each Friday issue in May advertised at least 600 jobs in a variety of industries throughout the city.

Volume 9. Issue 7. July 2007 Teaching: Career choices beyond the classroom

Being hired by a school board, and teaching in a classroom is just the tip of the iceberg when it comes to career choices for instructors. On soccer fields and in health centres, Calgaryʼs burgeoning leisure sector is hiring sports coaches and fitness instructors. In addition, there are opportunities in continuing education, training and tutoring ideal for people with good teaching skills and with a talent or skill they want to share with students.

Outside the classroom

Teachers are at the heart of the school system. But their work would be impossible without the support and help of janitors, support staff and bus drivers. Learn about a few of the occupations in the school system outside the classroom in this article.

Job Ad Analysis: Job Bank

The government-sponsored Job Bank should be a part of nearly every job search. A user can easily find a particular job in any region in the country – a very useful function even if youʼre just researching a career path and seeing whatʼs out there.



42

Volume 9. Issue 8. August 2007 Writing career: a few keystrokes away

There are plenty of career options for writers, but some are more reliable than others. Right now technical writers are in extremely short supply, and the pay is good. But becoming a journalist is another story. It may take much longer, and the pay can be minimal at the beginning of a career. Explore a few of the options available to aspiring writers in this article.

Self-employment…. Weighing the costs and benefits

The attraction of being self-employed has enticed many, but starting your own business has costs and drawbacks.

Pathways to print

With the click of the ʻprintʼ button, laser printers and desktop publishing was set to end the careers of many workers in the printing industry. But to the surprise of nearly everyone, the new technology has only expanded the market, and business is booming. Print shops are now short of staff for every stage of the printing process.

Job Ad Analysis: Calgary Herald Classifieds

On any Friday, a job seeker will be able to browse through at least 400 jobs in the pages of the Calgary Heraldʼs Classified section, and sometimes up to 600. Many of the positions are entry-level, but the paper does specialize in a few occupations and industries that require a considerable amount of education or prior experience.

Volume 9. Issue 9. September 2007 Working in green: environmental careers

Thousands of spent oil and gas wells are scattered across Albertaʼs landscape, and every one of them has to be cleaned up. The demand is a big part of the fertile environmental sector, which will need thousands of new workers to cope with reclamation efforts, environmental assessments and the looming challenge of global warming. Many jobs will be for heavily credentialed professionals. Still, there will be plenty of opportunities for interesting work at the entry-level.

Bridges to communication: Aboriginal consultants

Nothing helps spur an industry like necessity. And Aboriginal consultants have become a critical part of the oil and gas sector. The career path has been around for decades—helping to align corporate and community interests, but with land use conflicts on the rise, and the courts firmly behind Aboriginal rights, demand is surging for Aboriginal consultants.

Reigniting an old tradition: mentoring in the workplace

Officially, itʼs a rarity. Unofficially, mentoring in the workplace is alive and well even in organizations that no longer have the time and energy to develop standardized practices or procedures. Offering a mix of friendship and coaching, mentoring helps pass on knowledge, and perhaps more importantly, enthusiasm.

Job Ad Analysis: Monster.ca

Monster.ca is a specialist when it comes to job ads. If computers, telecommunications management, or accounting are career goals, Monster.ca is an excellent place to start looking for career opportunities. Itʼs also a hot spot for retail positions with large-scale retailers.



43

Volume 9. Issue 10. October 2007 Careers in information technology: service-related IT roles

Information and communication technology has become a major contributor to the cityʼs strong economic growth, creating plenty of jobs in service-related IT roles. Roles such as Call Centre staff, Computer Service Technicians and Network Support staff are the main service-related IT career paths, and demand for these positions will only increase as technology continues to become an integral aspect of the business sector.

Power Lineman: finding and repairing electrical issues

Calgary is in short supply of Power Lineman – due in part to the rapid growth of the city and a general lack of knowledge of the position itself. Power Linemen erect and maintain steel, wood or concrete poles, towers and guy wires. They also install, maintain and repair power lines and cables and deal with the wiring that connects power distribution and transmission networks. The position offers lucrative pay and is an exciting career choice.

ILVARC gives immigrants room to grow

The Calgary Immigrant Aid Society is one of many Calgary agencies that provide a variety of programs and services to the cityʼs immigrant and refugee population. As part of its many services, the society offers the Immigrant Language and Vocational Assessment – Referral Centre (ILVARC). The centre is designed to help new international immigrants achieve their linguistic, education, vocational and career goals, and is becoming increasingly recognized by Calgary employers.

Job Ad Analysis: Summary

Not all sources are the same! Hereʼs a quick guide to the best sources for newspaper and online ads for the job you want.

Volume 9. Issue 11. November 2007 Choosing a career in sales: technical and wholesale sales representatives

There are plenty of job opportunities for technical and wholesale (non-technical) sales representatives in Calgary. Traveling around the world, making presentations, holding meetings to woo clients and beating the competition are all part and parcel of these positions. But sales positions arenʼt for the faint of heart. Technical and wholesale sales representatives may face various obstacles and must have the ability to cope with uncertainty, stress and long hours. For those with the determination and will to succeed, the role of a wholesale or technical sales representative can be a rewarding career choice.

Provincial program assists persons with disabilities

The Government of Albertaʼs Disability Related Employment Supports (DRES) program can help persons with disabilities to further their career goals and expand their options. DRES offers support in four main areas: workplace supports, job search supports, educational supports and assistive technology.

Nearly 1,200 Albertans with disabilities received ongoing employment support through DRES in 2005-2006 alone.

Real Estate Associate: selling residential properties

The position of a residential real estate agent has been booming along with the cityʼs population. Real estate agents are independent associates who sell, lease and rent houses, condos, apartments, commercial buildings, land and other real estate in a highly competitive environment. The position requires a person with a high level of energy, an outgoing personality, as well as excellent communication and organization skills. Since agents are self-employed, they work on a commission basis with earnings varying greatly from month



44

to month. A real estate agentʼs potential for high wages greatly improves once they can establish a network, improve sales, and gain more knowledge and experience in their field.

Job Ad Analysis: Calgary Herald Working

The Calgary Heraldʼs weekly Working section is the place to go for people looking for jobs in the mining, oil and gas sector, with more ads in this industry than in any other. The Herald Working section also includes an abundance of postings for jobs outside of the Calgary region, in places such as Saskatchewan and British Columbia, making this a good place to look for relocation options.

Volume 9. Issue 12. December 2007 Get moving: careers in transportation logistics

Finding a job with no experience can be a difficult task for many high school graduates today. Some may take what they feel is a more “temporary” position in Calgaryʼs transportation industry (such as working in a warehouse), not realizing how much opportunity there actually is to make a career out of that “temporary” job. It takes a combination of experience and education to create a fulfilling career in transportation logistics, but for those with the interest and motivation to advance, there are plenty of opportunities and career options available.

Bakers: a passion for food

As Calgaryʼs population grows, there is an increasing demand for bakers in the city. This apprenticeship trade can lead to many different career options for those with a flair for combining science and art. Along with management positions, bakers can go into a variety of other areas, such as starting their own businesses, or transferring their skills to related occupations such as cook, pastry chef, cake decorator, or baking instructor.

Volunteering to succeed

Many people donʼt realize that volunteering not only satisfies a personʼs need to contribute to their community, it can be an excellent way to snag a job in the non-profit, private or public sector through building new skills, networking and enhancing a resume.

Job Ad Analysis: Workopolis

Workopolis is a great choice for job seekers looking for more senior-level positions requiring either a degree or diploma and several years of relevant experience. Occupations such as business and administration, management, natural and applied sciences and sales were among the most common posted there during the month of November.

EMPLOYER LABOUR MARKET NEWS HIGHLIGHTS The Calgary & Area Employer Labour Market News, published bi-monthly, is geared toward employers, business and industry. Below are highlights of the issues published in 2007. The full articles are available on the Alberta Employment and Immigration website at: http://www.employment.gov.ab.ca/cps/rde/xchg/hre/hs.xsl/2397.html

Volume 2. Issue 1. January 2007 Diversity in the Workplace

The modern workplace is more diverse than ever before. People from different backgrounds, with different beliefs and values, are an essential part of Calgaryʼs ever-growing economy. Integrating new Canadians into



45

an established workforce can be a challenge, but with a little care and foresight, the process can be done with great success.

Featured Organization: International Qualifications Assessment Service

When recruiting professionals from outside of Canada, it can be difficult to tell the candidates with legitimate credentials from those without internationally approved training. IQAS exists to help employers work their way through the tangles of international certifications and qualifications.

Best Practices: Standenʼs—Strength through diversity

Some companies struggle to deal with a multicultural workforce. At Standenʼs, a Calgary manufacturer that works in the agriculture industry, they have embraced their diversity. With workers from 40 different countries all collaborating to get the job done, Standenʼs is an example of how to successfully integrate a workforce.

Tips For Employers: Recruiting Foreign Workers

Employers are often told that they are part of a global market, but taking advantage of international opportunities isnʼt always a straightforward process. This article deals with the basics of recruiting workers from outside of Canada, a strategy that has helped a number of Calgary companies succeed in an increasingly tight labour market.

Volume 2. Issue 2. March 2007 Youth in the Labour Market

Many modern employers are struggling to keep young workers engaged. They see youth as uncommitted and unwilling to put in a solid dayʼs work. But how accurate is that perception? This article looks at the factors that motivate todayʼs youth, and helps employers understand how to attract, retain and encourage a vibrant young workforce.

Featured organization: Youth Connections

Youth Connections provides young workers with connections to apprenticeship programs, work experience and employment opportunities. It also provides employers with access to a young workforce that is ready and willing to work.

Best Practices: The Calgary Winter Club

Keeping youth involved in their work is always a challenge. At the Calgary Winter Club, rather than try to force young workers into an outdated work structure, theyʼve adapted to accommodate and encourage their staff through increased flexibility and a genuine attempt to understand the needs of the younger generation. Itʼs a strategy that has helped bring a new vitality to their organization.

Tips for employers: Statistical Relevance: why data is useful

Mining the Statistics Canada website for useful information isnʼt always as straightforward as one would hope. This article gives tips on some of the more useful sections of the website, as well as informing employers of just why statistical information is useful in the first place.

Volume 2. Issue 3. May 2007 Attracting and retaining Aboriginal people

Recruiting and retaining Aboriginal workers requires a different approach than most employers are used to. Despite living in the same country, there are a number of cultural differences that must be understood in order to successfully attract Aboriginal people. If theyʼre given a shot, though, Aboriginal workers can become a valued part of any workforce.



46

Featured Organization: Alberta Job Corps

The Alberta Job Corps helps individuals who are having difficulty finding or maintaining employment. With a focus on developing practical skills through long-term relationships, the AJC is determined to help their clients overcome workplace barriers.

Best Practice: Shell Canada

More than many other groups, employing Aboriginal people requires a focus on community and reputation. Rather than use traditional hiring methods, Shell Canada goes straight to the source when theyʼre looking for new employees.

LMI Stats: Labour Force Statistics

If you are an employer looking to tap into an underused labour pool, labour force statistics can be a valuable resource - providing you know how to use them.

Volume 2. Issue 4. July 2007 Putting the pieces together: managing a multigenerational workforce

For the first time in history, managers will have to contend with the tangled web of needs from four separate generations. Each has their own set of priorities, and desires. This article takes a closer look at what makes each generation tick and how to better engage a diverse workforce.

Best Practice: Enmax

Find out how one company, Enmax, matches policy and practice to a changing demographic.

Featured Organization: Vibrant Communities Calgary

Vibrant Communitiesʼ slogan catches the essence of the organization: “for a city to be truly great, it must be great for everyone.” To reach that goal, VCC is working with communities, industry and government to find practical solutions to povertyʼs root causes.

LMI Stats: Productivity: getting more for less

There are two solutions to a labour shortage—get more staff, or get more productive. This article takes a look at the sometimes forgotten second idea.

Volume 2. Issue 5. September 2007 Bringing new workers to your small business

When trying to attract and retain workers, small businesses face different obstacles than their larger competitors. But it is possible to compete in the labour market by using correctly targeted job ad content and placement, and effective retention strategies.

Best Practice: Purolator Courier Ltd.

Purolator Courier Ltd. is one example of a company that has taken the problem of attraction and retention by the horns. The company has moved to better position itself with newcomers to Canada, and is making an extensive effort to assess its own performance. Community engagement programs also help to give workers a sense of pride in their company.

Featured Association: Sparking interest in the trades

The Youth in Transition to Apprenticeship Project is a new pilot project targeting youth ages 18-30 not currently involved in any other existing educational support program. The project works as any job search, except youth are matched to employers to hire them as an apprentice. So far the project has been a success, with 93 per cent of new tradespeople from the program finding work and staying employed.



47

LMI Stats: Hiring new immigrants can help build your business

Over 20 per cent of Calgaryʼs population is made up of immigrants making this demographic a critical piece of any solution to the current labour crunch. A new study, Statistics Canadaʼs Canadian Social Trend, informs employers of the problems facing immigrants when it comes to employment, and points them towards some of the solutions.

Tips for Employers: Strategy for a vibrant and skilled workforce

The Alberta Government has commissioned a series of Workforce Strategies to help individual sectors of the economy cope with the labour crunch. The strategies are developed by industry and facilitated by the provincial government. So far, the retail, tourism and hospitality, energy and manufacturing industries have released their strategies. Release of the Construction Strategy is planned for September 2007.

Volume 2. Issue 6. November 2007 Fostering engagement in the workplace

ʻEngagementʼ can be something of a buzzword. But for highly successful companies such 3M and Google, itʼs a hands-on workplace practice that has improved retention, employee satisfaction and ultimately the bottom-line. This feature story takes a practical look at what exactly an engaged workforce is, and how employers can get there.

Best Practice: Flextronics

Flextronics is one example of a company working to improve engagement. The company is improving communication by setting up information sessions where employees can not only ask questions but also suggest solutions. With strong two-way communication in place, thereʼs less confusion in the workplace, more trust and employees have hit upon several workplace changes that have improved efficiency.

Labour market information: indexing the minimum wage

This article explains recent changes to the minimum wage, particularly the decision to move to indexing the rate increase.

Industry in focus: accommodation and food services

As a new feature, Labour Market News will be profiling the labour situation and challenges faced by different industries. Novemberʼs inaugural piece looked at the accommodation and food services industry, which is facing some major challenges as its traditional youthful demographic dwindles. The industry is responding by looking at new demographics, looking out-of-country and by improving retention.



48

JOB AD ANALYSIS Each Labour Market News bulletin in 2007 included an analysis of job ads posted from a single source (see Table 15). Month-to month the sources rotated through the following list including three paper sources and three web sources74:

• Calgary Herald Working section;

• Workopolis.com website;

• Calgary Sun Classified section;

• Job Bank website;

• Calgary Herald Classified section; and

• Monster.ca website.

The October 2007 issue of the Labour Market News was an exception to this pattern. After compiling a full rotation of statistics from all six major sources, a comparative analysis was conducted to assess the strengths of each source. The results of this analysis clearly indicates that each of these sources is used by employers to target different segments of the labour market. It also provides some insight into the types of jobs that are listed on selected sources of the “visible” job market.

Table 15: Calgary Labour Market News

2007 Job Ad Analysis Schedule

Month Job Source Analyzed

January Calgary Herald ClassifiedsFebruary Monster.caMarch Summary of previous six sourcesApril Calgary Herald WorkingMay Workopolis.comJune Calgary Sun ClassifiedsJuly Job BankAugust Calgary Herald ClassifiedsSeptember Monster.caOctober Summary of previous six sourcesNovember Calgary Herald WorkingDecember Workopolis.com

74 Note: Beginning in April 2007, the Calgary Labour Market News bulletin took a different approach to the job ad

analysis. The categories for industry and occupation were changed to match the North American Industry Classification System (NAICS) and National Occupation Code (NOC). Therefore, data collected prior to April 2007 cannot be compared to data collected in April 2007 and beyond.



49

SUMMARY OF JOB POSTINGS From April – September 2007, close to 7,200 jobs were included in the analysis and reported on.75 It should be noted that the volume of ads reported here is not indicative of the volume of postings available on a regular basis for several reasons, including that only one day per week for each source was scanned for ads.

Figure 8: Job Ad Postings by Source

Job Ads by Source

Over half of the listings were from the classified ads (Sun Classifieds – 38 per cent and Herald Classifieds – 26 per cent).

The Calgary Sun Classified section was dominated by employment ads from the construction, transportation and warehousing, other services, and accommodation and food services industries. Together, these industries represented 73 per cent of the Calgary Sun Classified ads analyzed.

The Calgary Herald Classified section was dominated by employment ads from the construction, health care and social assistance, retail trade, and accommodation and food services industries. Together, these industries represented 67 per cent of the Calgary Herald Classified ads analyzed.

The Job Bank was focused mainly on jobs from the accommodation and food services industry, as well as the administrative, waste management and remediation services, construction, and retail trade industries. Monster.ca was also dominated by ads from the retail trade industry, representing close to one-quarter of the Monster.ca ads analyzed.

75 Not all job postings have been included in the analysis due to limited information on the job in the posting.



50

The Calgary Herald Working section and Workopolis.com represented the remaining 14 per cent (7 per cent each) of the total ads analyzed from April – September 2007. The Calgary Herald Working section was dominated by ads from the mining and oil and gas extraction industry, while over one-quarter of the ads posted to Workopolis.com were from the professional, scientific and technical services industry.

Job Ads by Industry

The representation of job ads by industry was weighted in favour of the construction industry, which had 18 per cent of all the job ads. The transportation and warehousing industry was second with 12 per cent, followed by the retail trade and accommodation and food services industries (11 per cent each).

The predominance of ads by industry varies significantly by source. For example, 72 per cent of the transportation and warehousing industry ads, and 58 per cent of the construction industry ads were from the Calgary Sun Classifieds. Similarly, 51 per cent of the real estate, rental and leasing industry ads were from the Calgary Herald Classifieds, and 45 per cent of the finance and insurance industry ads were from Workopolis.com. From these results, it appears employers in some industries are targeting certain segments of the workforce by placing job ads in selected venues. The exception to this was the retail trade industry and the accommodation and food services industry where job ads were distributed more evenly across three or four different sources.

Job Ads by Occupation

Trades, transport and equipment operators and related occupations, as well as sales and service occupations represented close to 60 per cent of all the job ads analyzed. Business, finance and administration occupations came in third – representing 17 per cent of all the job ads. None of the other occupation categories comprised more than 8 per cent of the total number of job ads.

As with industry, some of the occupations in the jobs ads analyzed were dominated by one source. For example, job ads for occupations in health as well as occupations in art, culture, recreation and sport were predominantly found in the Calgary Herald Classifieds. However, for the most part, job ads for the remaining occupations were more evenly distributed among two or three different sources.



51

Table 16: Summary of Job Postings April - September 2007

Job Ad Analysis

Calg

ary

Hera

ld W

ork

ing

(A

pr)

Wo

rko

po

lis.c

om

(M

ay)

Calg

ary

Su

n C

lass

ifie

ds

(J

un

)

Jo

b B

an

k (

Ju

l)

Calg

ary

He

rald

Cla

ssif

ied

s (

Au

g)

Mo

nste

r.ca (

Sep

)

To

tal

Management 53 31 13 58 30 86 271

Business, Finance & Administration 190 239 254 152 256 140 1,231

Natural & Applied Sciences & Related 121 129 79 42 72 144 587

Health 13 3 74 15 198 8 311

Social Science, Education, Government & Religion 48 17 6 27 85 14 197

Art, Culture, Recreation & Sport 12 8 14 14 55 14 117

Sales & Service 32 27 778 340 511 140 1,828

Trades, Transport & Equipment Operators 6 28 1,415 273 676 36 2,434

Unique to Primary Industry 0 0 5 18 0 0 23

Unique to Processing, Manufacturing & Utilities 1 3 110 61 5 13 193

Total 476 485 2,748 1,000 1,888 595 7,192

Agriculture, Forestry, Fishing & Hunting 2 2 3 8 14 0 29

Mining & Oil & Gas Extraction 115 69 3 25 23 47 282

Utilities 7 9 9 3 0 0 28

Construction 40 18 690 129 309 6 1,192

Manufacturing 23 24 120 98 39 63 367

Wholesale Trade 12 3 43 34 19 28 139

Retail Trade 19 21 214 123 216 124 717

Transportation & Warehousing 18 31 550 52 65 50 766

Information & Culture 11 33 58 6 9 72 189

Finance & Insurance 25 69 4 17 5 35 155

Real Estate & Rental & Leasing 32 8 33 11 110 20 214

Professional, Scientific & Technical Services 27 121 13 34 30 62 287

Management of Companies & Enterprises 8 1 0 19 0 0 28

Administrative, Waste Management, Remediation 5 8 106 151 9 0 279

Educational Services 42 6 3 10 55 0 116

Health Care & Social Assistance 26 3 90 41 256 7 423

Arts, Entertainment & Recreation 4 1 21 14 29 0 69

Accommodation & Food Services 3 6 325 161 204 34 733

Other Services 12 4 373 60 54 0 503

Public Administration 46 2 0 5 20 14 87

Total 477 439 2,658 1,001 1,466 562 6,603

TOP SOURCES BY OCCUPATION (by number of ads)

TOP SOURCES BY INDUSTRY (by number of ads)



52

Methodology

On a rotating basis, six job ad sources were analyzed over a month long period. A snapshot of each job ad source was taken once a week by analyzing all the ads posted at the source from a single day.

Each ad was analyzed to determine which industry placed the ad and the type of occupation. Notably, a job ad that reflected more than one position for a single occupation was counted as one data point. For example an ad stating ʻwe need 12 dishwashersʼ was considered a single job posting, not 12. This methodology follows Statistics Canadaʼs practice, is doable and probably averages out over a large enough sample size. It also avoids the issue of having to estimate the number of job postings when ads ask for an indefinite number of people. While a single occupation under one ad was counted once, each ad can have more than one occupation. Different occupations advertised in a single ad were counted separately. For example, a single ad for five engineers, three administrative assistants and an accountant was counted as three separate data points. Ads for out-of-town positions were excluded from the analysis even when the employer was based in Calgary.



53

APPENDIX A Among the positions companies intended to hire in the three months following their survey, 66 per cent, or 1,025, fell into 20 occupation categories. Below are descriptions of each of these occupations.

HIGH DEMAND OCCUPATIONS – DESCRIPTIONS76 Food and Beverage Servers (NOC 6453)

Food and beverage servers are employed in restaurants, lounges, bars, hotel dining rooms, banquet halls and other licensed and non-licensed establishments. In general, food and beverage servers greet guests, present menus, describe daily specials to customers, record and place orders with kitchen and bar staff, serve meals, correct any problems, and present bills for payment. Part-time hours, shift work, and split shifts are common and food and beverage servers are required to be on their feet and carry heavy trays of food and dishes.

Because food and beverage servers deal directly with guests, they are required to be friendly, efficient, professional and well groomed. The ability to work independently, as well as part of a team is important. Good communication skills are essential along with the ability to work well under pressure.

There are no specific educational or training requirements for food and beverage servers, however, servers who serve liquor must be at least 18 years of age. Servers in formal hotel dining rooms require extra knowledge, including how to prepare tableside dishes, knowledge of wines, and proper food service etiquette. Many food service establishments provide on-the-job training, including training in food safety and customer service.

Experienced food and beverage servers can advance their career in larger and more formal establishments (head waiter/waitress, sommelier, maitre dʼhotel etc.). Related post-secondary education is an asset for career advancement, however, some organizations may provide management training programs for employees that demonstrates initiative and leadership abilities.

Food Counter Attendants, Kitchen Helpers and Related Occupations (NOC 6641)

Food counter attendants and kitchen helpers perform a variety of kitchen and food preparation duties, such as serving customers, heating and cooking simple foods and cleaning kitchen and eating areas. They are employed in cafeterias, fast food outlets, restaurants, recreational facilities, sports venues, entertainment establishments, amusement parks, zoos, heritage establishments, bowling alleys, ski hills and other venues. Food service counter attendants and food preparers take orders and serve customers at counters or buffet tables. Kitchen helpers prepare fruit and vegetables, remove trash, wash work areas, restock supplies, and sweep and mop floors, as well as other duties. Food service helpers clear and clean tables and trays in eating establishments. They also set tables, replenish condiments and other supplies, as well as run errands. During downtimes, they may also be required to perform basic janitorial duties.

Food counter attendants and kitchen helpers are commonly expected to work shifts, including evenings, weekends and holidays. Due to the nature of the work, they will likely spend most of their shift on their feet, and some lifting should be expected. In addition, because they will be dealing with the public, food counter attendants and kitchen helpers need a positive attitude and the ability to work as part of a team.

There are no minimum education requirements, and food counter attendants and kitchen helpers will usually receive training from their employers. These positions are usually staffed by students, and part-time work is 76 Alberta Learning Information Service, www.alis.gov.ab.ca, OCCInfo, Alberta Occupational Profiles; Alberta

Government, Trade Secrets, Alberta Apprenticeship and Industry Training, www.tradesecrets.gov.ab.ca; Human Resources and Skills Development Canada, National Occupation Classification 2007.



54

common. Once workers have gained enough experience, they often move on to other food and beverage service positions.

Labourers in Metal Fabrication (NOC 9612)

Labourers in metal fabrication remove excess metal and unwanted materials from metal parts, castings and other metal products and perform other labouring activities. They are employed in structural steel and platework fabrication companies, heavy machinery manufacturing companies, sheet metal fabrication shops, and other metal manufacturing companies. In general, labourers in metal fabrication read and interpret work orders, operate metal cleaning equipment, assist other certified metal workers, transport raw materials and finished metal products manually or using hoists, and cut, grind or chip excess metal from metal products. Some secondary education may be required.

Community and Social Service Workers (NOC 4212)

Community and social service workers administer and implement a variety of social assistance programs and community services, and help their clients to deal with personal and social challenges. Assessing and assisting clients, providing support to clients, preparing reports, supervising clients, coordinating volunteer activities, and supervising other support workers are just a few of duties community and social service workers may perform. A college or university degree in social sciences is generally required, along with some previous work experience. They may be employed by group homes, school boards, government, social service, or mental health agencies, correctional facilities or other establishments. With additional training and experience, community and social service workers may wish to progress into professional occupations such as youth and family counselors, social workers, or parole officers.

General Office Clerks (NOC 1411)

General office clerks and administrative assistants work in office environments and may perform a variety of administrative duties such as using computers to prepare invoices, reports, memos, letters, and financial statements; greeting customers; answering telephones; managing executivesʼ calendars; scheduling meetings; operating office equipment, maintaining office supplies; making travel arrangements; and developing and maintaining a records management system. Administrative assistants often act as special assistants in particular departments such as Sales or Marketing. Good organizational and time management skills are essential, as are excellent interpersonal and communication skills.

Most employers prefer administrative assistants that have a related post-secondary education and strong computer skills. Many colleges, vocational schools, and technical institutes offer programs related to office administration. Experienced administrative assistants may advance to supervising other office assistants, or to other positions within a company.

Cooks (NOC 6242)

A cookʼs job is more than just food preparation, though that is a major part of it. Their role also involves planning the meals, estimating food requirements, ordering ingredients, managing costs, and ensuring a sanitary environment. In other words, thereʼs more to the job than meets the eye.

As members of the service industry, cooks often are required to work weekends and holidays, and shift work is common. The workload can be high, and the environment requires moderately heavy lifting and some risk of injury. Cooks need to be healthy, flexible, and able to work in a bustling environment.

In Alberta, cooks are a certified trade. This means that workers should be either registered apprentices or certified journeypeople, though they can get around that requirement through self-employment or by convincing an employer that their skills are up to par. The apprenticeship is a three-year program requiring 1,560 hours of on-the-job training and eight weeks of technical training, and requires at least a grade nine education.



55

Cooks often work in restaurants, but are also found in hotels, clubs, or even army bases and camps. With further experience, they can advance to positions like sous-chef and chef, and can eventually earn the highly respected designation of Certified Chef de Cuisine.

Retail Salespersons and Sales Clerks (NOC 6421)

Retail sales clerks work in a variety of different retail establishments, helping customers select merchandise.

They work in departments or stores that specialize in certain merchandise: music, mountain bikes, specialty foods, jewelry, cars, appliances, flooring, clothing, home electronics, etc. Once sales clerks become knowledgeable about specific merchandise, they tend to concentrate on that area throughout their careers. This is important because in the retail world, knowledge means sales.

Salespeople frequently multi-task and perform ongoing duties such as stocking shelves, ordering stock, and cashier duties. As they deal with customers, salespeople must have a neat appearance and be polite. Working in sales can lead to many other opportunities for advancement, and individuals who meet sales targets can expect to move into senior positions.

Retail salespersons should be neat, have a well-groomed appearance, have the ability to calculate prices quickly and accurately, possess an interest in current fashion trends and customer tastes, and be able to remain courteous and patient with difficult customers. Salespersons usually work indoors in pleasant surroundings, often in shopping malls. They must stand or walk for long periods of time and may be required to routinely lift items weighing up to 10 kilograms. Having to meet sales targets, sometimes sales per hour targets, can be stressful. There are minimum education requirements for retail salespersons but most employers prefer to hire high school graduates. Those who have post-secondary education have a greater opportunity for advancement to supervisory and management positions, particularly if they are located near the head offices of larger firms.

Welders (NOC 7265)

A welderʼs position can vary from one job to the next, but in general, they develop patterns for projects, shape component parts and weld metal parts together. They use different welding processes and fillers depending on the type of metal, its size and shape and the requirements for product strength.

They may work in production and repair shops, or outdoors on construction sites. They face a risk of injury when working with torches and hot metals that can produce sparks and toxic gases.

Welders should enjoy building and have the ability, and the patience, to perform detailed work. They need to have good manual dexterity as well as hand-eye co-ordination. Clear eyesight is also important, although it is acceptable for welders to wear eyeglasses.

Welders must be registered apprentices or certified journeymen to work in Alberta. They can apply for apprenticeship with Alberta Apprenticeship and Industry Training, and the term of apprenticeship for welders is three years (three 12-month periods). That includes a minimum of 1,560 hours of on-the-job training and eight weeks of technical training each year.

They work in many industries, such as commercial and industrial construction, steel fabrication and heavy equipment repair. Some open repair shops or contract their services, and experienced welders may find positions as welding inspectors, welding foremen or supervisors. Processing Supervisors (NOC 9213)

Supervisors in this unit group supervise and co-ordinate the activities of workers who operate processing machines, and package or grade food, beverage and tobacco products. They are employed in fruit and



56

vegetable processing plants, dairies, flour mills, bakeries, sugar refineries, fish plants, meat plants, breweries and other food, beverage and tobacco processing establishments.

Skills that they should possess are the ability to supervise, co-ordinate and schedule activities of workers, recommend measures to improve productivity and product quality, co-ordinate work activities with other units and establish work schedules. A minimum completion of secondary school education is required as well as experience in the food, beverage and tobacco processing industry.

Early Childhood Educators and Assistants (NOC 4214)

They may work with six children in a small daycare or 60 in a larger program, but no matter where theyʼre employed, early childhood educators are responsible for providing a safe, fun and educational environment for kids when they arenʼt in school. Generally speaking, they create programs to help infants, toddlers, and even school-aged children develop their personal skills in a setting where they can feel comfortable.

Because theyʼre acting as role models for children, early childhood educators must be able to communicate consistently and effectively with kids, and are responsible for serving as a positive influence at all times. They also must enjoy working with children, as theyʼll be doing so both early in the morning and into the evening, as programs are often structured around school hours.

According to the Alberta Day Care Regulation, all early childhood educators must have completed their training in early learning and child care. A one-year certificate and two-year diploma are available from a number of Alberta post-secondary institutions.

In addition to a typical pre-school environment, early childhood educators also work in hospital playrooms, womenʼs shelters, centres for special needs children or a variety of other settings. They can advance to supervisory positions, and many even start their own businesses.

Other Processing/Manufacturing Labourers (NOC 9619)

Other labourers in processing and manufacturing are employed by companies that manufacture products such as clothing, footwear, furniture and electronic products. In general, they transport raw materials and finished products and equipment throughout the plant, weigh materials and products, sort, pack and crate products, assist other skilled operators and assemblers, and clean work areas and equipment. Some secondary education may be required, and advancement to machine operating positions may be possible with experience.

Other Instructors (NOC 4216)

This group includes instructors that teach courses, such as motor vehicle or motorcycle driving, which are outside of educational institutions and not job-related. It also includes driverʼs licence examiners, employed by provincial governments, as well as tutors who provide instruction in elementary or secondary school subjects.

Information Systems Analysts and Consultants (NOC 2171)

Information systems analysts and consultants conduct research, develop and implement information systems development plans, policies and procedures, and provide advice on a wide range of information systems issues.

Information systems consultants (NOC 2171.1) work with businesses to analyze, design and develop solutions to information systems issues, to help the business run as efficiently as possible.

The consultant is usually involved in all stages of the development of the system, from determining the actual requirements and choosing whether to adapt current systems or start fresh, to talking with managers and workers to find out the ideal implementation. They may even be asked to help restructure the business processes surrounding the information system.



57

A good information systems consultant will have a well-developed attention to detail, excellent communication skills, and an aptitude for creative problem solving. Theyʼll usually have a degree in computer science, and business experience is a definite asset.

College and Other Vocational Instructors (NOC 4131)

College, technical and vocational instructors can provide training in any number of areas, from academic upgrading to trades instruction or business education, usually in a post-secondary environment. And though the approach will vary depending on the area of instruction, there are a number of duties common to most of the roles. These include curriculum development, instruction, grading, and evaluation of students.

Typically, instructors will work in a classroom environment, though instruction may take place in a lab or office as well. A good instructor will have the skill and enthusiasm to communicate their subject effectively, and a strong desire to help their students learn and improve themselves.

Most instructors will have at least a post-secondary degree, though the specific degree depends on the topic to be taught. Many will also have a great deal of real-world experience to help bring practical knowledge and advice into the classroom environment. A second degree or diploma in education is also seen as an asset.

Once theyʼve gained enough experience, instructors may find themselves promoted into an administrative role. While these positions are relatively scarce, all educational institutes employ some type of department or program head, so opportunities certainly exist.

Receptionists (NOC 1414)

Receptionists perform a variety of clerical duties and are a vital link between clients and a companyʼs staff and services. Duties include greeting visitors and clients, directing them to the right person or service, answering telephones and taking messages, and scheduling appointments. Receptions are employed in both the private and public sectors.

Good communication skills are essential in this position, as is a friendly, outgoing personality. Working with people and answering phones can be stressful, so tact and the ability to stay calm during busy times is crucial. Most employers prefer to hire receptionists with some training or experience working with the public. Exceptional telephone manners, computer experience and some knowledge of general office procedures are also preferred.

Computer Programmers and Interactive Media Developers (NOC 2174)

Computer programmers write, modify, integrate and test computer code for microcomputer and mainframe software applications, data processing applications, operating systems-level software and communications software. Interactive media developers write, modify, integrate and test computer code for Internet applications, computer-based training software, and other interactive media.

Computer programmers (NOC 2174.1) are the people who actually write the code that tells computers what to do. This might require them to use one or more programming languages in addition to a variety of other design and development tools.

Most of a programmerʼs day consists of writing or debugging code. Given the nature of computer software, debugging can be an extremely time-consuming process, as every line of code can have an affect on every other line, and problems can be difficult to discover. A computer programmer needs to be able to think logically and methodically, and have a keen eye for details.

Programmers often work for software developers, but they might also work for governments, utility companies, financial institutions, or any other business that makes use of computers. They may even work for universities and other institutions that focus on research rather than commerce.



58

Most computer programmers have a diploma or degree in computer science. There are a wide variety of three and four-year degree programs, two year diploma programs and one year certificate programs in this field that are offered by universities, colleges, technical institutes and private vocational schools. As this is a rapidly changing field, programmers must continuously upgrade their knowledge throughout their career.

Customer Service and Information Clerks (NOC 1453)

In general, customer service and information clerks provide information to customers about their companyʼs goods, services and policies, as well as receive payments and process requests. In person, over the Internet, or over the phone, they may deal with complaints about a product or service, issue refunds or exchanges, and update customer accounts.

Good written and oral communication skills are essential. Customer service and information clerks should be organized, outgoing and pleasant, and enjoy taking a methodical approach to their work. Sales experience and strong computer skills are definite assets.

Sales Representatives – Wholesale Trade (NOC 6411)

Wholesale, non-technical sales representatives sell their organizations' non-technical goods and services to retail, commercial, industrial and professional clients. Sales representatives are often employed by organizations such as: food and beverage producers, manufacturers, hotels, petroleum companies, business services firms, transportation companies.

Their duties may include contacting client organizations, identifying client needs, approaching new clients and presenting benefits of products or services, preparing sales contracts, and keeping up to date with competitors and market conditions.

The minimum education requirement for sales representative positions is a high school diploma. However, many employers prefer to hire people who have related experience or a post-secondary diploma or degree related to the nature of the business. Employment advancement for experienced sales representatives may take the form of transfers to larger sales territories or ones with greater sales opportunities. Successful sales representatives may stay in sales or advance to sales management positions. Or, they may move into marketing or become independent manufacturers agents who sell the products of more than one manufacturer.

Cashiers (NOC 6611)

Cashiers are responsible for seeing through financial transactions in a variety of environments, including retail stores, sports venues, museums, zoos, heritage establishments, bowling alleys, ski facilities, recreational facilities, performing arts venues and amusement parks. Their duties typically involve operating cash registers and price scanners, and ensuring an accurate balance is maintained in their cash drawer, in addition to the unique demands of each work environment.

Most cashiers will spend the majority of their day on their feet, though they usually remain in a set location such as a booth or counter. Because the job is customer-oriented, it often involves work on evenings and weekends, and the use of part-time workers is common.

Cashiers need to be able to work quickly and accurately, and must be able to deal with customers in a friendly manner even at the busiest of times. There are no set educational requirements, but an ability to work with numbers and a familiarity with computers are both assets, and training is usually provided on the job.

Advancement usually comes in the form of movement to other positions within the work environment, such as sales, but supervisory positions can also become available.



59

User Support Technicians (NOC 2282)

User support technicians and customer support analysts basically function as technical support, answering customer questions and investigating their complaints regarding computer software and hardware.

More often than not, customer support analysts will deal with their clients over the phone. This means that they need to be able to diagnose hardware and software problems based purely on the clientʼs description, and must be able to clearly and calmly explain the solution. Customer support analysts need to be highly knowledgeable regarding the software and hardware they deal with.

In addition to technical support, customer support analysts may be required to install hardware and software, and train users on new applications. They may also be called on to test hardware and software, and to perform maintenance on computer equipment.

Customer support analysts require a number of skills including excellent communication skills, the ability to remain persistent and patient when dealing with issues, as well as the ability to analyze complex problems and find solutions. Most companies require customer support analysts have a post-secondary education in computer science or a related discipline. There are a wide variety of related three-year and four year-degree programs, two-year diploma programs and one-year certificate programs offered by universities, colleges, technical institutes and private vocational schools throughout Alberta.

calgary & area labour market report - annual 2007€¦ · calgary economic development has...

Documents