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1Local Labour Market Plan 2014-2017

Executive Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Key Findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Employment Ontario Data Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Local Labour Market Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Local Businesses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Migration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Labour Demand . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Agriculture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Health Care . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

EmployerOne Survey 2015 – Hiring Feedback . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Local Employment Ontario Client Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Client Data Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Skill Levels . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Industry/Occupation at Entry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Completed Interventions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Second Career . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Literacy and Basic Skills (LBS) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Apprenticeship . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Strategic Priorities and Action Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Appendix Agencies Participating . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

Occupations Hired in 2014 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Our Vision: We envision the continuous development of a leading edge workforce .

Our Mission: Engage partners to find solutions to local workforce development needs .

The material contained in this report has been prepared by the Workforce Planning Board of Waterloo Wellington Dufferin (WPB) and is drawn from a variety of sources considered to be reliable .

We make no representation or warranty, express or implied, as to its accuracy or completeness . In providing this material, WPB does not assume any responsibility or liability .

This Employment Ontario Project is funded by the Government of Ontario .

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

Report compiled by: Carol Simpson, Executive Director, WPB

We would like to express our thanks to all those who participated in the development of this report .

TABLE OF CONTENTS

2 Workforce Planning Board of Waterloo Wellington Dufferin

Populations across the Waterloo Wellington Dufferin (WWD) continue to increase fairly steadily . From 2013 to 2014, the labour force was growing, although slightly slower in the Kitchener CMA1 (KCMA) than in other parts of the planning board area . The participation rate in KCMA continues to hover around 72 .5% which is much higher than in other parts of WWD and fourth highest in Canada, behind Regina, Calgary and Edmonton .

Over the spring and summer of 2015, many manufacturing companies have announced plans to expand, in some cases by tens to hundreds of workers . Extensive work related to Light Rail Transit in Waterloo Region has also contributed to employment growth of more than 2,000 jobs in the construction sector .

Unemployment rates have declined and sat just around the 6% rate across the entire region at the end of 2014, and they continue to decline in the month over month labour force survey . Although monthly labour force survey estimates can fluctuate from month to month, we still have to pay attention to the apparent continuing decline in unemployment rates . In August 2015, Guelph CMA had the lowest unemployment rate in Canada (4 .2% unadjusted, 3 .7% seasonally adjusted) . The demand for labour in the area is very high right now . With 4% generally accepted as “full employment”, an unemployment rate below that indicates a tightening of the labour market and could explain the difficulties local employers are facing in finding new workers .

KEY FINDINGSThere appears to be a distinct lack of awareness around where job growth is occurring . Promotion of current job opportunities in such industries as manufacturing, transportation and warehousing and agriculture is key to enable those currently unemployed to connect with jobs . Of the top 10 Second Career training choices by unemployed workers, only one was in transportation while none were in Manufacturing .

The types of jobs being created range across all skill levels however there appears to be a slight increase in jobs posted requiring secondary school/occupation specific training or on the job training with no formal education requirements . A number of businesses have indicated that their preference is to hire and train on the job .

Employers within the health care industry are anticipating how changes to government policy regarding the pay rates for Personal Support Workers and the focus on diversity within the sector will further impact recruitment and retention .

Wellington County is potentially driving most of the agriculture sector growth in the entire province of Ontario . There were 516 new Agriculture businesses established in Wellington between June 2012 and June 2014 . During the same period, Waterloo lost 316 businesses .

Employment Ontario Data AnalysisFour (4) information sessions were held with Employment Ontario (EO) funded agencies to review the analysis of the EO client data provided annually by the Ministry of Training, Colleges and Universities (MTCU) . A list of participating agencies is provided on page 23 .

Feedback from these sessions showed some key areas of concern to Employment Services and Literacy and Basic Skills staff . These were:

• The need for more responsive training opportunities- No manufacturing occupations in the top 10

choices for Second Career training

• The need for more detailed data from MTCU- Apprenticeship data

- More detailed geographic breakdown

• The need for targeted marketing resources for- potential EO clients and local employers regarding

services

- community outreach regarding reality of labour market and employment opportunities

EXECUTIVE SUMMARY

1 CMA – Census Metropolitan Area .


Waterloo Wellington Dufferin’s labour market continues to be buoyant for the time being . Although population growth appears in line with previous years, there has been a slight slowdown in labour force growth, particularly in the Kitchener CMA . Although the adult population increased by over 5,000 people, there was only an increase of 2,900 employed or looking for work .

Most growth is in full-time employment, and we have seen a slight decline in the number of part-time workers with the exception of Guelph CMA .

LOCAL LABOUR MARKET CONDITIONS

Annual Change (thousands)

KWCMA KWCMA Change GCMA GCMA Change Rural Rural Change ER5402* ER540

2013 2014 2013 2014 2013 2014

Pop 15+ 412 .3 417 .4 5 .1 124 .8 127 .0 2 .2 888 .6 899 .8 11 .2

LF 299 .7 302 .6 2 .9 85 .4 87 .2 1 .8 623 .5 629 .0 5 .5

Employment 278 .9 283 .1 4 .2 79 .8 81 .8 2 .0 584 .1 592 .9 8 .8

F/T 223 .0 228 .9 5 .9 63 .7 65 .0 1 .3 467 .2 477 .6 10 .4

P/T 55 .8 54 .2 -1 .6 16 .2 16 .8 0 .6 116 .9 115 .4 -1 .5

Unemployment 20 .8 19 .5 -1 .3 5 .6 5 .4 -0 .2 39 .3 36 .2 -3 .1

Not in LF 112 .6 114 .9 2 .3 39 .4 39 .8 0 .4 265 .1 270 .6 5 .5

Unemployment Rate (%) 6 .9 6 .4 -0 .5 6 .6 6 .2 -0 .4 6 .3 5 .8 -0 .5

Participation Rate (%) 72 .7 72 .5 -0 .2 68 .4 68 .7 0 .3 70 .2 69 .9 -0 .3

Employment Rate (%) 67 .6 67 .8 0 .2 63 .9 64 .4 0 .5 65 .7 65 .9 0 .2

Source: Statistics Canada, CANSIM 282-0123 + 282-0129

Unemployment rates, although healthy from 2013 to 2014, continue to decline . Coupled with slowdown in labour force growth, our labour market is getting tighter . Although monthly labour force survey estimates can fluctuate from month to month, and we tend to use year over year numbers to get around that, we still have to pay attention to the apparent continuing month over month decline in unemployment rates . With 4% generally accepted as “full employment”, an unemployment rate below that, as shown in Guelph in August 2015, is re-emphasizing the tightening labour market and the difficulties many local employers are facing in finding new workers .

Current Labour Force – August 2015

Labour Force KCMA GCMA Rural ER540

Population 421 .8 128 .8 359 .4

Labour Force 292 .4 92 .5 251 .6

Employment 275 .4 89 .2 238 .0

Unemployment 17 .0 3 .4 13 .6

Unemployment Rate (%) 5 .8 3 .7 5 .4

Participation Rate (%) 69 .3 71 .8 70 .0

Employment Rate (%) 65 .3 69 .3 66 .2

Source: Statistics Canada, Labour Force Survey2* Rural ER540 consists of ER540 which has had Barrie CMA, KCMA &

GCMA data removed to leave only rural Waterloo, Wellington, Dufferin and Simcoe Counties


Employment According to Vicinity Jobs, there were more than 40,000 jobs posted online in Waterloo Wellington Dufferin in 2014 . The chart below indicates the skill levels of jobs being posted . Skill levels A and B make up around the same total year over year with approximately 43% of all specified job postings . There is a fairly significant increase in C and D level jobs which again may reflect a shrinking labour pool where employers are less likely to demand formal skills and will hire whoever they think will fit and then train internally . The number of ‘’Unknown” or unclassified jobs has decreased so the increase in C and D level jobs may also be partly due to the fact that some additional jobs have been classified into a specific category .

Skill level of all jobs posted online in WWD

2014 2013

A . University Education 18 .6% 19 .6%

B . College or Vocational Education or Apprenticeship 23 .9% 24 .1%

C . Secondary School and/ or Occupation-Specific 25 .3% 22 .2%

D . On-the-job Training or No Formal Education 9 .7% 8 .9%

Unknown 22 .5% 25 .1%

Total all jobs posted 44,676 39,493

Source: Vicinity Jobs

This is also reflected in the following table where we can see the largest increases in Sales and Service and Manufacturing related types of employment which would mainly fall under levels Cand D . The table shows the change in actual numbers of jobs by job type and so should be read as e .g . 2,400 fewer management jobs in KCMA from 2013-2014 .

Difference in Types of Employment 2013-2014

Rural NOC3 KWCMA GCMA ER540

Management -2,400 -600 -2,000

Business -1,100 300 -200

Natural and applied sciences

-2,500 900 3,900

Health -1,300 1,300 -4,100

Social Science, education

-2,800 200 -2,700

Arts, culture 900 1,200 -500

Sales and service 5,900 1,600 8,200

Trades, transport 1,600 400 6,000

Unique to primary industry 1,500 -500 2,500

Unique to processing, manufacturing

4,400 300 -1,100

Source: Statistics Canada, Cansim 282-0133 & 282-0127

3 NOC = National Occupation Classification


Employment and Income by Industry

Numbers x 1,000 KCMA KCMA KCMA GCMA GCMA GCMA Rural Rural Rural Average 2013 2014 Change 2013 2014 Change ER540 ER540 ER540 Income 2013 2014 Change WWD

Total Employed 278 .9 283 .1 4 .2 79 .8 81 .8 2 .0 225 .4 228 .0 2 .6 $46,200

Goods-producing sector

74 .4 79 .3 4 .9 20 .3 20 .9 0 .6 64 .3 60 .9 -3 .4 $58,286

Agriculture 2 .0 2 .5 0 .5 x x x x x x $29,975

Forestry, fishing, mining, quarrying, x x x x x x x x x $67,661 oil and gas

Utilities 1 .7 x x x x x x x x $78,144

Construction 17 .9 20 .2 2 .3 4 .2 4 .0 -0 .2 23 .2 21 .9 -1 .3 $60,871

Manufacturing 52 .3 54 .5 2 .2 14 .7 15 .9 1 .2 30 .5 27 .7 -2 .8 $54,779

Services-producing sector

204 .5 203 .8 -0 .7 59 .5 60 .9 1 .4 161 .0 167 .1 6 .1 $44,746

Trade 40 .5 40 .3 -0 .2 10 .1 11 .2 1 .1 37 .5 32 .9 -4 .6 $41,160

Transportation and warehousing

12 .5 14 .1 1 .6 3 .7 2 .9 -0 .8 10 .2 12 .3 2 .1 $46,693

Finance, insurance, real estate and 20 .3 21 .1 0 .8 4 .3 4 .2 -0 .1 11 .5 9 .9 -1 .6 $48,265 leasing

Professional, scientific and 22 .9 20 .7 -2 .2 4 .9 6 .0 1 .1 9 .7 14 .7 5 .0 $62,505 technical services

Business, building and other support 11 .1 11 .8 0 .7 2 .6 3 .6 1 .0 9 .9 8 .7 -1 .2 $52,754 services

Educational services 25 .8 23 .8 -2 .0 9 .5 8 .7 -0 .8 12 .7 12 .7 0 .0 $53,012

Health care and social assistance

27 .0 26 .1 -0 .9 10 .3 9 .1 -1 .2 26 .1 26 .4 0 .3 $42,946

Information, culture and recreation

9 .6 10 .2 0 .6 2 .4 2 .8 0 .4 9 .3 9 .9 0 .6 $39,051

Accommodation and food services

17 .7 18 .6 0 .9 4 .2 5 .9 1 .7 13 .8 16 .6 2 .8 $15,380

Other services 9 .3 8 .9 -0 .4 3 .4 2 .7 -0 .7 9 .4 11 .2 1 .8 $35,574

Public administration 7 .8 8 .2 0 .4 4 .3 3 .7 -0 .6 10 .8 11 .8 1 .0 $54,863

Source: Statistics Canada, Labour Force Survey and EMSI 2015 .1

Employment grew in the Goods Producing sector in KCMA with a slight decrease in the Service sector while GCMA saw slight growth in both sectors .

4

4 Average 2014 Income for total employed does not include that for unclassified industries and only reflects income of employees and not those self-employed


LOCAL BUSINESSES

Statistics Canada’s Canadian Business Patterns data is used to monitor the size and type of local businesses . In December 2014 Statistics Canada changed the way it gathered and reported business data and so we are now unable to compare time series data prior to December 2014 . For the purposes of this report, we have simply reported on the numbers from December 2014 and June 2015 as we are unable to compare June 2015 with June 2014 directly . The “Without Employees” category reflects businesses with no payroll . They may simply be self-employed however they may also have workers who are unpaid family members or contractors .

Businesses by number of employees - December 2014 to June 2015

Waterloo

Total # of Without Total with 1-4 5-9 10-19 20-49 50-99 100- 200- 500 + Businesses employees employees 199 499

Dec-14 48,034 32,073 15,961 8,149 3,249 2,114 1,544 491 244 129 41

Jun-15 49,167 33,140 16,027 8,164 3,250 2,158 1,540 502 240 131 42

Change 1,133 1,067 66 15 1 44 -4 11 -4 2 1

Dufferin


Dec-14 5,965 4,024 1,941 1,153 362 221 139 40 13 13 0

Jun-15 6,146 4,199 1,947 1,172 352 217 141 41 12 11 1

Change 181 175 6 19 -10 -4 2 1 -1 -2 1

Wellington


Dec-14 23,705 16,560 7,145 3,795 1,459 931 604 188 96 53 19

Jun-15 24,267 17,097 7,170 3,849 1,457 915 602 179 96 52 20

Change 562 537 25 54 -2 -16 -2 -9 0 -1 1

Of the 79,580 businesses in Waterloo Wellington and Dufferin in June 2015, 71,759 of them could clearly be classified using the North American Industry Classification System (NAICS) while the remainder were unclassified .


The following tables shows the top 5 ranked industries, by number of businesses, reporting payroll . As you can see the top 5 is fairly equitable across the entire Waterloo Wellington Dufferin area, with a few minor exceptions .

Top 5 industries by # of businesses reporting employees

Waterloo

NAICS 1-4 5-9 10-19 20-49 50-99 100- 200- 500 + Total % Rank 199 499

541 - Professional, Scientific and Technical Services

1,173 268 139 101 27 20 6 1 1,735 3 .9 1

238 - Specialty Trade Contractors

637 284 168 90 22 7 7 1 1,216 2 .7 2

621 - Ambulatory Health Care Services

745 241 95 32 4 7 1 2 1,127 2 .5 3

722 - Food Services and Drinking Places

200 200 210 229 86 8 0 0 933 2 .1 4

561 - Administrative and Support Services

319 148 96 53 16 21 11 1 665 1 .5 5

Wellington

NAICS 1-4 5-9 10-19 20-49 50-99 100- 200- 500 + Total % Rank 199 499


486 97 51 41 9 2 0 0 686 3 .1 1


325 116 59 30 7 2 0 0 539 2 .5 2


297 98 48 11 4 4 1 0 463 2 .1 3


81 90 93 81 19 7 0 0 371 1 .7 4


163 60 36 23 4 7 0 0 293 1 .3 5

Dufferin

NAICS 1-4 5-9 10-19 20-49 50-99 100- 200- 500 + Total % Rank 199 499


135 39 16 6 0 0 0 0 196 3 .6 1


139 21 14 4 0 0 0 0 178 3 .2 2


67 25 14 7 3 0 3 0 119 2 .2 3


22 26 26 18 9 1 0 0 102 1 .9 4


60 21 10 4 1 0 0 0 96 1 .7 5


Another way to determine which industries are more or less concentrated in a geographical area is to look at the distribution or % of total businesses versus that of the province of Ontario . The tables below show local industries with significantly different concentrations of businesses . A difference of 1% or more is considered significant .

Distribution of Total Employers by 3-Digit Industry - June 2015

Waterloo

NAICS Your Area Distribution Ontario Distribution Difference Total % Total %


5,374 12 .14 180,432 14 .36 -2 .2

In Waterloo, the only significant difference was in the Professional, Scientific and Technical Services industry which includes such businesses as engineering, drafting, architectural, legal, accounting, laboratory, surveying, design, research and consulting services to name a few examples .

Wellington


112 - Animal Production 1,923 8 .75 20,689 1 .65 7 .1

111 - Crop Production 756 3 .44 22,937 1 .83 1 .6

484 - Truck Transportation 552 2 .51 44,112 3 .51 -1 .0


2,377 10 .82 180,432 14 .36 -3 .5

In Wellington we see an even greater difference in the Professional, Scientific and Technical Services industry however the concentration of a strong Animal and Crop Production industry in the County is well reflected in these numbers .

Dufferin


112 - Animal Production 313 5 .68 20,689 1 .65 4 .0

238 - Specialty Trade Contractors 490 8 .90 75,478 6 .01 2 .9

111 - Crop Production 182 3 .31 22,937 1 .83 1 .5

811 - Repair and Maintenance 196 3 .56 26,590 2 .12 1 .4


279 5 .07 51,317 4 .08 1 .0


204 3 .71 69,719 5 .55 -1 .8

531 - Real Estate 744 13 .51 215,384 17 .14 -3 .6


589 10 .70 180,432 14 .36 -3 .7

Dufferin has the most industries where the concentration is different than that of the province of Ontario with five industries more heavily concentrated in the County and three less concentrated .


A healthy labour market needs a steady supply of new workers and often migration from other communities is the best way to meet that demand .

Between 2012 and 2013, approximately 14,000 people moved in and out of Waterloo Region . We are attracting more youth than we are losing however the prime working age groups are declining .

Migration Characteristics – Waterloo 2012-2013

Age Group In-migrants Out-migrants Net-migrants

0-17 2,663 2,671 -8

18-24 2,413 2,194 219

25-44 5,667 5,804 -137

45-64 2,126 2,659 -533

65+ 1,064 960 104

Total 13,933 14,288 -355

Source: Statistics Canada, Taxfiler

Wellington County has seen approximately 8,000 people move in and out in the same period, with all net losses in the older age groups and gains in prime age and younger populations .

Migration Characteristics – Wellington 2012-2013


0-17 1,508 1,454 54

18-24 1,250 1,192 58

25-44 3,176 3,012 164

45-64 1,374 1,389 -15

65+ 698 759 -61

Total 8,006 7,806 200


In Dufferin County we are experiencing the highest influx of 0-17 and 25-44 age groups, likely parents and their children which is positive for the labour pool as a whole .

Migration Characteristics – Dufferin 2012-2013


0-17 659 481 178

18-24 307 438 -131

25-44 1,120 840 280

45-64 642 550 92

65+ 324 249 75

Total 3,052 2,558 494


MIGRATION


The tables below are compiled from 2012-2013 migration data recently purchased from Statistics Canada . This data shows which Census Division (county) people are in-migrating from and out-migrating to . It also provides information on their ages which will enable us to determine how migration could potentially impact the local labour market . Although people are coming from and going to counties all across Canada, this report will focus on the most prevalent areas for each of Waterloo, Wellington and Dufferin Counties . The data shows that, for the most part, the greatest in-migration and out-migration is from within other parts of central/southwestern Ontario .

For Waterloo, the cut-off for this report has been set at 700 or more in-migrants/out-migrants

Out-migration (2012-2013) – 700 or more people

Census Division Census Division of 0-17 18-24 25-44 45-64 65+ TOTAL of Origin (Leaving) Destination (Going to) years years years years years

Waterloo ››››››› Toronto 169 457 887 232 67 1,812

››››››› Wellington 319 186 659 276 105 1,545

››››››› Peel 207 142 398 151 53 951

››››››› Oxford 202 105 311 183 54 855

››››››› Brant 177 106 282 139 48 752

In-migration (2012-2013) - 700 or more people


Wellington ››››››› Waterloo 343 272 749 280 121 1,765

Toronto ››››››› 326 208 786 241 95 1,656

Peel ››››››› 302 177 544 247 85 1,355

Halton ››››››› 172 100 355 119 60 806

For Wellington, the cut-off for this report has been set at 200 or more in-migrants/out-migrants . Again in the top two (2) destinations, Waterloo and Toronto, we see more children in the 0-17 age range coming to the community than are leaving however in the 18-24 age range we are still losing slightly more than we are gaining . In the 25-44 age range the region is losing approximately the same as it is gaining .

Out-migration (2012-2013) – 200 or more people


Wellington ››››››› Waterloo 343 272 749 280 121 1,765

››››››› Toronto 54 170 340 82 47 693

››››››› Halton 119 64 206 124 78 591

››››››› Peel 81 45 173 69 45 413

››››››› Grey 66 45 89 84 45 329

››››››› Dufferin 70 37 98 81 40 326

››››››› Hamilton 65 55 131 53 20 324

››››››› Simcoe 45 27 82 65 44 263

››››››› Perth 71 28 82 29 20 230

››››››› Middlesex 52 34 85 16 26 213


In-migration (2012-2013) - 200 or more people


Waterloo ››››››› Wellington 319 186 659 276 105 1,545

Halton ››››››› 217 117 377 216 100 1,027

Peel ››››››› 184 139 387 182 65 957

Toronto ››››››› 137 69 389 115 65 775

Hamilton ››››››› 63 71 158 54 27 373

Dufferin ››››››› 38 48 73 59 20 238

Grey ››››››› 51 42 73 31 38 235

York ››››››› 28 55 79 38 17 217

Simcoe ››››››› 40 39 70 38 27 214

For Dufferin, the cut-off has been set at 100 or more in-migrants/out-migrants .

Who’s Leaving? (2012-2013)


Dufferin ››››››› Peel 118 62 177 83 51 491

››››››› Simcoe 58 48 120 131 63 420

››››››› Grey 67 26 68 67 16 244

››››››› Wellington 38 48 73 59 20 238

››››››› Toronto 24 53 101 25 19 222

››››››› Waterloo 19 32 33 19 7 110

Who’s Coming? (2012-2013)


Peel ››››››› Dufferin 304 134 549 288 113 1,388

Wellington ››››››› 70 37 98 81 40 326

Toronto ››››››› 49 17 105 65 31 267

Simcoe ››››››› 63 30 70 42 25 230

Halton ››››››› 42 17 58 30 11 158

Grey ››››››› 23 14 41 25 27 130


AgricultureA WPBWWD research study, currently nearing completion, is indicating that Wellington County is potentially driving most of the agriculture sector growth in the entire province of Ontario . The study is focussed on Waterloo and Wellington counties . There were 516 new Agriculture businesses established in Wellington between June 2012 and June 2014 . Many of these businesses were in such sub-sectors as Hog and Pig, Dairy and Beef production, which tend to be somewhat stable or in decline in most other jurisdictions, including Waterloo . During the same period, Waterloo lost 316 businesses, with 166 businesses in those 3 categories alone .

Other potential new employment opportunities are being created by e .g . growth in sheep and goat farms, which is evident in both Waterloo and Wellington but is centred on Wellington . Also the number of Soybean and Corn operations has increased substantially in both counties, likely in part due to the higher prices for these commodities .

The table below shows the top 5 occupations by number of workers in the industry however much more specialized positions e .g . Agronomy Advisor and Grain Marketing Advisor are also in demand .

LABOUR DEMAND

Occupations Employed by this Industry in Waterloo Wellington

Employed in % of Total Description Waterloo Wellington Industry Jobs in Industry (2014) (2014)

Farmers and farm managers 1,796 2,874 4,670 47 .7%

General farm workers 816 1,029 1,845 18 .8%

Nursery and greenhouse workers 111 128 239 2 .4%

Truck drivers 96 129 225 2 .3%

Farm supervisors and specialized livestock workers

102 115 217 2 .2%


ManufacturingWith a few exceptions, most notably the final closure of the Lear plant in Kitchener, the Automotive sub-sector locally appears to be back in full swing . Numerous facilities are being expanded or are ramping up operations and many local businesses have indicated that they anticipated substantial hiring during the 2nd and 3rd quarters of 2015 . Some are planning to hire as many as 100-150 permanent new workers from general labour to highly skilled positions . Some of the more rural operations are struggling to attract new workers, and the industry in general is not viewed favourably as a career of choice, despite the number of positions available .

Several other manufacturing sub-sectors are also airing concerns regarding potential lack of available labour or skills shortages . The food processing industry is registering concerns regarding specific worker shortages in such key areas as butchers and meat cutters . The growth described above in the local Agriculture sector could potentially be impacted by a lack of ability to process product locally . The industry is also concerned about potential changes to foreign trading agreements and how these might affect exports .

Health CareHealth care is another sector in need of workers to meet the sector’s growth and attrition rates . The sector’s greatest need remains the addition of skilled front-line workers to work with clients and patients as well as shifts in the duties of some of the sector’s front-line staff . e .g . Registered Practical Nurses and Personal Support Workers are seeing their roles in health care delivery expand and change . While some Registered Nurses are remaining at the front-lines in health care, others are being employed in more administrative roles .

One of the issues that does arise in this sector is the turnover rate for front-line positions . Many positions within the sector are part-time and applicants are often seeking full-time work . This disconnect between the expectations of the workforce and the realities of the workplace is one that many employers are working to try to overcome . Although many employers report they will be hiring, sometimes that hiring optimism is a result of the number of anticipated separations due to growth and retirement .

Employers within the industry are anticipating how changes to government policy regarding the pay rates for Personal Support Workers and the focus on diversity within the sector will further impact recruitment and retention .

EmployerOne Survey 2015 – Hiring FeedbackWhen asked by EmployerOne what top 3 occupations they had hired in 2014, employers named over 250 different occupation titles . Once the list of occupations was reviewed and duplicates or similar job titles were removed, a list of 144 occupational types remained (See Appendix A for complete list) . This reflects the occupations, not the actual number of positions being hired .

This is a very positive sign for the labour market and for those seeking employment as it shows the diversity and range of potential employment opportunities available to job seekers . There are also multiple occupations that are transferable across multiple industry sectors e .g . Sales and Marketing, Accountant, Human Resources, Administration, etc . versus specialized occupations specific to one industry e .g . CNC Machine Operators and Tool & Die Maker in Manufacturing .


The following section contains information and analysis from Employment Ontario client data5 provided to WPBWWD by Ministry of Training, Colleges and Universities (MTCU) in June 2015 .

Client Data AnalysisOf the 27,031 Waterloo Wellington Dufferin clients who accessed EO Employment Services (ES) between April 1, 2014 and March 31, 2015, 9,708 (36%) were classified as “assisted service clients” . This is an increase of 4% from 2014 and almost 10% from 2013 . This analysis will focus only on those identified as “assisted service clients” .

The number of clients has risen steadily each year since 2012-13 . The Waterloo Wellington Dufferin labour force has increased by at least 10% since 2012, and the number of people using assisted service has grown by 8% .

ES Clients

Source: MTCU ES Client Data

4,435 (46%) of assisted clients were 25-44 years old, while another 3,129 (32%) were in the 45-64 age range . 2,041 (21%) were 15-24 years old . The remainder were 65 years of age or older .

The number of youth clients using assisted services has increased by 3% since 2013 . This could potentially be attributed to new funding/training programs targeted to youth including Youth Employment Fund (YEF) and Canada-Ontatio Jobs Grant (COJG) . The percentage of older workers entering as ES clients has remained the same .

Since 2012, fewer Newcomers (883 clients) are accessing assisted services however, there is a substantial increase in the number of Person with Disability clients (613 clients) accessing services year over year . The percentage of Newcomer and Person with Disability (PWD) clients within the total designated group clients can be seen in the chart below .

Designated Groups – Newcomers vs. PWD


ONTARIO CLIENT DATA LOCAL EMPLOYMENT

(LABOUR SUPPLY)

5 Agencies funded through MTCU’s Employment Ontario include employment service providers who provide employment supports to the un/under-employed as well as literacy and basic skills agencies who offer upgrading in literacy, essential skills and academic preparation .


The share of Aboriginal clients has remained steady over the past 3 years . Fewer Internationally Trained Professionals are accessing services and made up 18% of all ES clients in 2014, a drop of 2% since last year .

Length of Time Out of Employment/Training

Length of Time Out of Employment/Training 2013-2014 2014-2015

Less than 3 months 4,578 (49%) 4,746 (49%)

3-6 months 1,497 (16%) 1,487 (15%)

6-12 months 1,295 (14%) 1,397 (14%

More than 12 months 2,005 (21%) 2,076 (21%)

49% of all assisted clients have been out of employment/training for less than 3 months . That is exactly the same as last year . All other categories are also similar to last year’s breakdown so there does not appear to be any change in the trend towards accessing services earlier for the majority of clients . 21% of clients still wait for more than a year before accessing services .

Skill Levels Clients are, in general, presenting similar skill levels year over year . Approximately 48% of all clients report completion of post-secondary education while the percentage of clients with less than grade 12 has dropped from 15% to 14% .

Client Skill Levels


Industry/Occupation at EntryThe number one layoff occupation was Labourers in Processing, Manufacturing and Utilities . This is the same as last year . Of the top 10 layoff occupations, all were considered entry level positions .

Completed InterventionsThere are a number of ways an intervention can be consider complete and these include exit to:

- Employment

- Training/Education

- Other

In 2014, 62% of clients (6,023 clients) reported employment as their outcome at exit . This is an increase of 3% over the previous year . Of those moving to employment only 59% moved into full-time employment, no change over the year prior .


Second CareerThe top 3 training programs have not changed in 2015 and remain as Transport Truck Drivers, Computer Network Technicians and Heavy Equipment Operators (Except Crane) . The percentage of clients exiting to Second Career has decreased from 7% (663 clients) to 6% (593 clients) since last year . The bulk of clients are in the 25-44 age group .

As highlighted last year, there is little demand in the labour market for Heavy Equipment operators with unemployment rates in the 16-21% range . None of the top 10 training choices were in the Manufacturing sector where there is real demand for workers .

Second Career Training Choices - Top 10 (2014-2015)

WWD Ontario

Transport Truck Drivers Transport Truck Drivers

Computer Network Technicians Heavy Equipment Operators

Heavy Equipment Operators Accounting and Related Clerks

Home Support Workers Medical Admin Assistant

Medical Admin Assistant Early Childhood Educators

Social and Community Service Workers Social and Community Service Workers

Accounting Technicians and Bookkeepers Home Support Workers

Electricians (except industrial and power systems) Computer Network Technicians

Hairstylists and Barbers Welders and related Machine Operators

Licensed Practical Nurse Paralegal and Related Occupations

Literacy and Basic Skills (LBS)In Waterloo, LBS reported a 7 .5% increase in the number of learners referred out to other agencies . Included in this is a 6% increase in referrals to high school . In Wellington, those percentages were 5 .9 % and 3 .1% respectively . Issues with a new recording system through Ontario Works negatively impacted referrals from Region of Waterloo Social Services . The total number of learners has decreased by approximately 10 .5% from 2013/14 .

Interest in achieving high school credits and accessing post-secondary education rose amongst LBS clients with each up 2% of the previous year to 18% and 39% respectively . Hopefully this trend reflects increasing awareness of the fact that higher education levels are critical to finding and retaining employment .

Learner Goal Path



ApprenticeshipFrom 2014 to 2015, the number of active Apprentices has declined by over 30% in WWD . Overall in the Western region, the decline was 28% while it was 33% for Ontario .

Apprenticeship Registration/Retention in WWD


If these numbers are proven to be accurate then they are startling and concerning, particularly in a region where Manufacturing is so prevalent . The ongoing need for skilled workers in the industry is not reflected in the fact that only 3 of the top 10 new registrations are in the Manufacturing Sector – Industrial Mechanic Millwright, Industrial Electrician and General Machinist . A shortage of workers could see employers now placing more emphasis in growing their own talent and potentially accessing government training dollars to do so .

Of the 6,023 clients reporting employment at exit, only 29 were employed as an apprentice .

The following table contains a list of the key apprenticeable occupations with more than 50 on-line job postings in Waterloo, Wellington and Dufferin in 2014 .

Skill Level B: College or Vocational Education or Apprenticeship Training

Apprenticeable Occupation # of Job Postings

7311 - Construction millwrights and industrial mechanics 644

7237 - Welders and related machine operators 567

7321 - Automotive service technicians, truck/bus mechanics and mechanical repairers 374

7231 - Machinists and machining and tooling inspectors 236

7242 - Industrial electricians 215

7241 - Electricians (except industrial and power system) 198

7233 - Sheet metal workers 115

7312 - Heavy-duty equipment mechanics 108

7271 - Carpenters 103

7246 - Telecommunications installation and repair workers 99

7232 - Tool and die makers 98

7322 - Motor vehicle body repairers 63

7251 - Plumbers 60

7291 - Roofers and shinglers 60

Source: Vicinity Jobs - WPBWWD

There were a total of 3,140 occupations posted in the above category in 2013 and 3,468 in 2014 . These apprenticeable occupations make up approximately 33% of all jobs in Skill Level B in both years . In keeping with our indications from local industry regarding the need for skilled positions, 4 of the top 5 postings are Manufacturing based occupations .

Literacy and Basic Skills (LBS) reported that 176 clients (9%) indicated their learner goal path as Apprenticeship . This is down slightly from 11% in 2013-2014 .


PRIORITYUnemployment/underemployment among youth Source: Labour Market Plan 2014-2017

LEADWorkforce Planning Board

CONFIRMED PARTNERSBusiness and Education PartnershipCareer Education CouncilEmployment Ontario Service ProvidersYoung Professionals GroupsYouth Centres

TIMELINESShort Term – Yr 1

EXPECTED RESULTSA youth forum will be held for school leavers, unemployed youth, underemployed youth and young professionals . The forum and related focus groups will provide information on what assistance/programs youth want and need to access and retain employment .Update› Several focus groups have already been held with the remainder to be completed by late Nov . 2015 . The forum itself will be held in late Jan . 2016 .

PRIORITYUnemployment/underemployment among youth with disabilities Source: Labour Market Plan 2014-2017

CO-LEADDolphin Digital TechnologiesWorkforce Planning Board

CONFIRMED PARTNERSBrantwood

TIMELINESLong Term – Yr 1-3

EXPECTED RESULTSDisabilities Mentoring Day will be expanded outside of Waterloo Region to include Wellington, Dufferin and beyond .Update› Disabilities Mentoring Day is taking place on October 28, 2015 in Waterloo, London and Brantford . A soft launch is being held in Toronto . There are 3 out of province sites being piloted in 2015 in Halifax, Boston and Hong Kong .

PRIORITYSupport to newcomers and youth to consider careers such as arts/tourism/hospitality and agricultureSource: RTO4 Workforce Strategy

CO-LEADRegional Tourism Organization4 (RTO4)

Workforce Planning Board

CONFIRMED PARTNERSFour County Labour Market Planning BoardSocial Services:- County Wellington- Regional Municipality

of Waterloo


EXPECTED RESULTSCurriculum and facilitator training packages will be developed and delivered within Waterloo Region and Wellington County .Once complete, this program will be shared with other communities across Ontario .Update› Project completed Sept . 2015 .

2014-15 YEAR 1 UPDATEThis section provides an update on activities identified previously to address the five strategic priorities which were identified and validated as part of the 3 year labour market plan .• Address youth unemployment/underemployment• Upgrade skills of current workers/labour force• Enhance rural workforce development• Increase supply of new workers to key industries• Effective Distribution of Current Labour Market Information to all Relevant Stakeholders

STRATEGIC PRIORITYAddress youth unemployment/underemployment

Action 1 Development and promotion of pilot pre-employment programs

Action 2 Regional Implementation of Disabilities Mentoring Day

Action 3 Youth Forum/Focus Groups

AND ACTION PLANSSTRATEGIC PRIORITIES

Action Plan updates after

year one

PRIORITYNeed to identify the most effective ways to offer skills upgradingSource: Local Labour Market Plan 2014-2017


CONFIRMED PARTNERSConestoga CollegeContinuing Education DepartmentsLabour CouncilsChambers of Commerce

TIMELINESMedium Term – Yr 1-2

EXPECTED RESULTSA research report which - identifies employee preferences

for accessing and successfully utilizing education/skills upgrading opportunities

- provides information to employers on worker training/upgrading needs

Update› No action to date .

PRIORITYUpgrade skills of current workersSource: Local Labour Market Plan 2014-2017


CONFIRMED PARTNERSEconomic DevelopmentIndustry AssociationsChambers of CommerceHuman Resources Committees Conestoga College

TIMELINESMedium Term – Yr 1-2

EXPECTED RESULTSA series of 6-8 breakfast events will be held to highlight innovative ways employers are using to provide occupational and/or skill development within their organizations .Update› 2 events are being planned for Manufacturing sector - October 2, 2015 . Supply Chain sector - Nov . 12, 2015 .

PRIORITYEncourage employers to upskill existing and new workers Source: Local Labour Market Plan 2014-2017

LEADEmployment Ontario Service Providers

CONFIRMED PARTNERSWorkforce Planning BoardLiteracy & Basic Skills agenciesConestoga CollegeTrainersEconomic Development


EXPECTED RESULTSUpdate› Ongoing outreach activities are encouraging more employers to apply to training incentives .

PRIORITYEncourage diversity training within the Health Care SectorSource: Health Care Human Resource Strategy 2014

LEADHealth Care Human Resources Committee of Waterloo Wellington Dufferin

CONFIRMED PARTNERSSt . Mary’s HospitalWaterloo Wellington Community Care Access Centre


EXPECTED RESULTSA resource list for diversity training resources will be developed including:- Diversity training contacts and fees- Mentoring programs internationally

trained health care professionalsUpdate› Although no progress is being reported on the resource list, a Spring 2016 diversity event is being planned for internationally trained health care professionals .


STRATEGIC PRIORITYUpgrade skills of current workers/labour force

Action 1 Create a resource list for diversity training resources

Action 2 Marketing & Promotion of Canada-Ontario Job Grant and Other Training Incentives to Industry

Action 3 Business Breakfast Series – Sharing best practices in occupational/skills development

Action 4 Research: Identify employee preferences for accessing education/skills upgrading (How do employees want to access upgrading and in what areas?)

Workforce Planning Board of Waterloo Wellington Dufferin

PRIORITY

PRIORITY

Develop a portal for employers to post local job listings and career opportunitiesSource: The County of Wellington Workforce Development Strategic Plan

Need to create more local employment opportunities for non-commutersSource: Local Labour Market Plan 2014-2017

LEAD

LEAD

County Wellington

Georgian College

CONFIRMED PARTNERS

CONFIRMED PARTNERS

Wellington County Economic Development GroupTown of MintoWellington NorthErinCentre Wellington

Workforce Planning BoardDufferin .bizTown of Orangeville Economic Development/Small Business CentreGreater Dufferin Chamber of Commerce

TIMELINES

TIMELINES

Short Term – Yr 1

Short Term – Yr 1

EXPECTED RESULTS

EXPECTED RESULTS

A strategy will be developed which will identify key strategic priorities to support workforce development within Dufferin County from 2015-2017 .Update› Strategy developed and project completed April 2015 .

PRIORITYRural Communities need to grow their labour force through immigrant attraction and retentionSource: Local Labour Market Plan 2014-2017

LEADLocal Immigration Partnership Guelph Wellington

CONFIRMED PARTNERSWellington County Economic Development Group


EXPECTED RESULTSEmployers will be better prepared to hire immigrants .Information sessions will be held to provide information to businesses regarding new immigration processes effective January 2015 .Update› Wellington County Economic Development Group in partnership with the GWLIP developed and piloted the Global Talent Initiative to connect with businesses about the benefits of hiring immigrants locally and abroad . The project has so far connected with over 60 businesses across Guelph and Wellington County . The work is being supplemented by a series of articles on the economic advantages that immigrants bring to our communities .

A model will be developed to link commuters, immigrants and new grads to local employment opportunities .Update› Minto Jobs and Housing portal launched in October 2014 . Since then Wellington North, Erin and Centre Wellington have launched the same model under liveandworkwellington .ca . County Wellington is still prepared to lead to represent all County municipalities .Also Wellington County and its municipalities are working on a Talent Attraction Initiative which includes employer interviews and 2 live and work in Wellington bus tours in October and November 2015 .

STRATEGIC PRIORITYEnhance rural workforce development – Worker Attraction and Retention

Action 1 Create a centralized access point for information on job opportunities in Wellington County

Action 2 Development of a workforce development strategy for Dufferin County

Action 3 Immigrant Attraction – Meaningful Employment Initiative (Global Talent Initiative)

20

PRIORITYIncrease supply of new workersSource: Manufacturing Talent Strategy 2014


CONFIRMED PARTNERSManufacturing Leadership CouncilManufacturing Innovation Network (MIN)Conestoga CollegeEconomic Development offices


EXPECTED RESULTSA web based resource will be created to provide a centralized location for posting of manufacturing jobs and career information .Update› The Waterloo Region Manufacturing Innovation Network (MIN) has stepped forward to act as the central access point for local job seekers and manufacturers and has seen an increase in postings over the past several months . MIN and WPBWWD will be partnering on a potential region-wide manufacturing job fair in late 2015 .

PRIORITYIncrease supply of new workersSource: Manufacturing Career Information Strategy 2014


CONFIRMED PARTNERSManufacturing Leadership CouncilManufacturing Innovation Network (MIN)Conestoga CollegeEconomic Development officesCanadian Manufacturers and Exporters

TIMELINES Long Term – Yr 1-3

EXPECTED RESULTSThe progress and success of Identified Year 1 marketing activities such as Manufacturing Expo, Manufacturing Day, Hot Jobs, student contests, advertising campaigns, etc . will be tracked and reported in the 2015 LLMP Action Plan update . Update› Manufacturing Day 2015 (MFGDAY) was held on October 2, 2015 . Over 400 students and members of the public participated in tours offered by 14 manufacturers across Waterloo and Wellington Counties .


PRIORITYRural jobs need to be accessible to potential new workers Source: Local Labour Market Plan 2014-2017

LEADTBD

POTENTIAL PARTNERSTBD


EXPECTED RESULTSA rural transportation strategy will be developed .Update› No action to date .

STRATEGIC PRIORITYEnhance rural workforce development – Worker Attraction and Retention (continued)

Action 4 Development of a Rural Transportation Strategy

STRATEGIC PRIORITYIncrease supply of new workers to key growing industries

Action 1 Manufacturing Marketing Strategy 2014-2017 – Implementation Plan Year 1

Action 2 Create a Manufacturing Job/Career information web based resource/portal


PRIORITYIncrease skill levels and attract further talent Source: Manufacturing Talent Strategy, 2014.

LEADTBD

POTENTIAL PARTNERSTBD


EXPECTED RESULTSA collaborative forum will be established to bring together those involved in education, research and production of robotic and automation technology to promote opportunities to local industry and attract new talent .Update› No action to date .

PRIORITYDetermine what types of employment opportunities are being created Source: Local Labour Market Plan 2014-2017


CONFIRMED PARTNERSOntario Agri-Food EducationCareer Education CouncilUniversity of Guelph


EXPECTED RESULTSA research study will be completed which will highlight which sub-industries are growing and creating employment opportunities and what skills these opportunities will require .Update› Project underway . Research completion anticipated for Nov . 2015 .

22

PRIORITYRecruitment needs to be competency basedSource: Health Care Human Resource Strategy 2014

LEADHealth Care Human Resources Committee of Waterloo

CONFIRMED PARTNERSWellington DufferinSt . Mary’s Hospital

TIMELINESMid Term – Yr 1-2

EXPECTED RESULTSA work group will be created to develop a core competency model which can be used for recruitment and selection .Update› No work group yet established .

STRATEGIC PRIORITYIncrease supply of new workers to key growing industries (continued)

Action 3 Establish a work group to develop a core competency model for in-demand health care occupations

Action 4 Agricultural Employment Growth/Skills Research

Action 5 Forum for Advancement of Robotic and Automation Technology


PRIORITYDetermine what types of employment opportunities are being created Source: Local Labour Market Plan 2014-2017

CO-LEADWorkforce Planning BoardSchool College Work Initiative

CONFIRMED PARTNERSSchool Boards:

- Upper Grand - Waterloo Catholic - Wellington Catholic - Waterloo Region

School College Work Initiative


EXPECTED RESULTS

An annual event(s) will be held to provide current information to guidance counsellors on what industries are growing, where career opportunities exist for students, etc .Update› No action to date .

PRIORITYNeed to identify key data required by key stakeholdersSource: Local Labour Market Plan 2014-2017


CONFIRMED PARTNERSEmployment Ontario service providersEconomic DevelopmentCommunity OrganizationsSchool BoardsTrainers/Educators


EXPECTED RESULTS

A survey of stakeholder LMI needs will be completed . An advisory committee will be struck to review the compiled list of identified LMI needs and provide input on potential outreach methodologies . Update› Project underway .

PRIORITYUnderstanding labour market demand from employers Source: Local Labour Market Plan 2014-2017


CONFIRMED PARTNERSEmployment Ontario service providersMunicipalitiesEconomic DevelopmentIndustry Associations


EXPECTED RESULTS

An annual employer survey will be held each January .Results will be compiled and shared with partners and community stakeholders .Update› The EmployerONE Survey was conducted for the first time in Waterloo Wellington Dufferin in January 2015 . With a completion rate of 28%, 155 employers completed the survey to provide valuable insights into the area’s labour market .

PRIORITYUnderstanding how to use and interpret LMISource: Local Labour Market Plan 2014-2017


CONFIRMED PARTNERSEmployment Ontario service providers


EXPECTED RESULTS

A minimum of 2 workshops will be delivered in Year 1 .Update› 3 workshops scheduled for November 2015

STRATEGIC PRIORITYEffective Distribution of Current Labour Market Information to all Relevant Stakeholders

Action 1 Delivery of LMI training workshops

Action 2 Implementation of Employer One Survey

Action 3 Labour Market Information Needs Assessment

Action 4 Annual Guidance Counsellor Expo – Where your students will work?


PARTICIPATINGAGENCIES

Business/Industry/Economic Development Outreach:Traverse Independence

Cambridge Memorial Hospital

St . Mary’s Hospital

Health Care Human Resources Committee

Manufacturing Innovation Network

Manufacturing Summit 2015

Waterloo Region Economic Development Strategy Advisory Committee

Kitchener Executive Consultants

Canada’s Technology Triangle Inc .

Farm Start

Agricultural Research Advisory Committee

LMI Needs Assessment Advisory Committee

Conestoga Meat Packers

Custom Leather Canada Ltd .

Kuntz Electroplating Inc .

Township of Mapleton

City of Kitchener

Woolwich Township

Wellington County Economic Development Group

Employment Ontario Outreach:2nd Chance

The Working Centre

County of Wellington

YMCA

John Howard Society/Cambridge Career Connections

MTCU

Region of Waterloo

Conestoga College

The Literacy Group

Northern Lights

Project Read Literacy Network

Action Read

Upper Grand District School Board

Canadian Mental Health Association

Lutherwood

Georgian College

Dufferin County


Occupations Hired in 2014Accountant

Accounting Clerk

Accounts Payable

Admin/Web Specialist

Administrative Assistant

Administrator

Agronomy Advisor

Apprentice Carpenter

Apprentice General Machinist

Apprentice System Control Operator

Assembler

Assistant Manager

Automation Technicians

Automotive Technician

AZ Driver

Bookkeeper

Building Inspector

Business Advisor

Business Development

Call Centre

Carpenter

Cheese Maker

Chemical Engineer

Client Service Coordinator

CNC Machine Operators

Commerce Officer

Community Outreach Worker

Concession Attendants

Conservation Areas Technician

Consultants

Cook

Coordinator

Corporate Sponsorship Coordinator

Crisis Worker/Social Worker

Crop Input Sales

Customer Service Representative

Data Entry

Delivery / Customer Service

Design

Developers

Development Coordinator

Direct Sales & Marketing

Direct Support

Director of Business Development

District Sales Manager

Drafting

Drill Rig Operator

Driver

Electrical Engineer

Electrician

Employment Counsellor

Energy Services Associate

Engineering/Quality

English as a Second Language Group Facilitator

English as a Second Language Work Transition Coordinator

Events Coordinator

Fabrication/Restoration

Facility Maintenance

Financial Analyst

Finish Inspector

Food Service

Forklift Drivers

Framers Helper

Franchise Consultant

General Labour

Grain Marketing Advisor

Grounds Crew

Health and Safety Consultant

Hockey Instructor

Holistic Counselor

Hosts

Housekeeping/Support

Human Resources Administrator

Human Resources Consultant

Information Specialists

Installer

Instructors

IT Specialist

Kitchen

Lab Technician

Law Clerk

APPENDIX A

Lawyer

Legal Assistant

Library Technician

Lifeguards

Logistics Coordinator

Maintenance Person

Manager/Executive

Marketing & Communications

Mechanical Engineer

Manufacturing Engineer

Millwright

Mover

Office Administration

Operations Manager

Packaging/General Labourer

Personal Support Worker

Plow Operators

Polisher

Primary Direct Support

Pro Shop Attendants

Production Workers

Professional Consultants

Professional Home Stager

Professional Librarian

Program Coordination

Program Support

Project Associates

Project Manager

Personal Support Workers

Quality Inspector

Resource and Information Specialist

Racker

Reception

Registered Nurse

Rehabilitation Support Worker

Research Assistant

Resource Centre Staff

Retail Sales

Registered Practical Nurses

Sales and Marketing Representatives

Scheduler

Seasonal Festival and Event Organizer

Seasonal Labourer

Server

Skating Coach

Stock Room Receiver

Supervision

Support & Quality Assurance

Technical Engineer

Technical Sales

Technical Specialist A

Technical Support

Tier 1 Support Analyst

Tool & Die Maker

Toolmakers

Truck Driver

Truck Mechanic

Waitress/Waiter

Warehouse Worker

Welder

Wireless Protocol Tester


Workforce Planning Board of Waterloo Wellington Dufferin

218 Boida Ave, Unit 5 Ayr, Ontario N0B 1E0

www.workforceplanningboard.com

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