RETAINING EMPLOYEES IN THE SKILLED TRADES - ?· Retaining Employees In The Skilled Trades 3 ACKNOWLEDGEMENTS…

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RETAINING EMPLOYEES IN THE SKILLED TRADES PREPARED BY JOB TALKS AND Q.I. VALUE SYSTEMS INC.

MARCH 2019

Retaining Employees In The Skilled Trades 2

FOREWORD

It is well known that the construction industry is facing labour supply issues and will continue

to over the next decade. In its latest forecast, BuildForce is projecting that 91,100 skilled

construction workers in Ontario are slated to retire within the next decade (more than 40,500

are coming from the Greater Toronto Area alone).

The Residential Construction Council of Ontario (RESCON)1 realized that the residential

sector will not be exempt from this demographic shift.

In the spring of 2018, RESCON applied and was successfully granted resources from the

Ontario Labour Market Partnerships (OLMP) program, through the Ministry of Training,

Colleges and Universities (MTCU)2 to study retention in the skilled trades, focusing on the

Greater Toronto Area (GTA).

RESCONs successful proposal addressed numerous OLMP goals related to the

development and implementation of strategies to address and respond to local economic

(employment) development and labour force adjustments.

Specifically, RESCON committed to:

1. Partner with the Ontario Residential Council of Construction Associations (ORCCA) to

ensure representation across the residential and residential-related infrastructure

sectors.

2. A series of three events designed to gain information, build industry buy-in and present

the projects findings.

3. Release a final report focused on retention of skilled trade workers in the GTA.

In order to achieve our objectives, RESCON formed a governance committee which was

fundamental in providing guidance on all aspects of the project, including but not limited to

the survey, events, and the report. This included the collective decision by the governance

committee and RESCON to contract Job Talks and Q.i. Value Systems Inc. to design and

administer a survey which they used to deliver independent findings, recommendations and

this report.

This report and related activities are the first step in addressing retention and turnover of

skilled construction workers.

Our hope is that the findings in this report will:

Inform those in the industry on what keeps skilled trades workers in their jobs for

long periods of time.

Identify reasons why skilled trade workers leave.

Make recommendations to both expand successful retention practices and

eliminate or reduce issues which result in or increase industry turnover.

We are proud to introduce this report and look forward to feedback from industry, government,

key stakeholders, media, and the public.

Richard Lyall

President, RESCON

1 RESCON members build world-class high-rise, mid-rise, and low-rise homes, including rental apartments, social housing, and family communities. RESCONs other activities in residential construction include: labour relations and collective bargaining; technical standards, including building science and the building code, and fostering innovation; health and safety. 2 At the time of application and initial awarding of the grant, the Ministry of Training, Colleges and Universities was called the Ministry of Advanced Education and Skills Development.

Retaining Employees In The Skilled Trades 3

ACKNOWLEDGEMENTS

I would like to acknowledge the efforts of the following groups and people. Without their

tremendous efforts, this report would have not been possible:

1. The governance committee for showing leadership and providing crucial industry input to

all aspects of this project. Members include representatives from the following associations.

Durham Residential Construction Labour Bureau

Greater Toronto Railing Association

Metropolitan Toronto Apartment Builders Association

Ontario Concrete and Drain Contractors Association

Ontario Formwork Association

Ontario Residential Council of Construction Associations

Ontario Sewer and Watermain Construction Association

Residential and Civil Construction Alliance of Ontario

Residential Tile Contractors Association

Toronto Residential Construction Labour Bureau

Trim Association of Ontario

2. Job Talks and Q.i. Value Systems Inc. for their dedicated professionalism, academic

integrity, and hard work in creating the survey, compiling the findings, creating

recommendations, and writing this report, in addition to presentations at events, and

correspondence with the governance committee. Special thanks to:

Jon Callegher, Executive Director, Job Talks

Benjamin Millard, Research Manager, Job Talks

Ted Langschmidt, CEO, Q.i. Value Systems Inc.

3. Job Talks survey participants and those who promoted the survey to their workers

4. James (Jason) Stewart and Lindsay McCardle for their complementary research on

recruitment from a behavioural economics perspective

5. RESCON Staff

Amina Dibe, the Project Lead and Policy and Programs Analyst

Andrew Pariser, Vice-President

Aonghus Kealy, Director of Communications

Cassandra Dobrzynski, Associate, Member and Corporate Services

In addition to the report and related survey, the REST project also encompassed three

industry events with guests representing various construction industry organizations as well

as various training and education stakeholders. These events occurred throughout the

duration of this year-long project:

May 10, 2018 REST Kick-off Symposium

November 28, 2018 REST Mid-term Event

March 19, 2019 REST Final Event

I would also like to thank participants and attendees of all three events. Feedback, Q&As,

and workshops from the first two events were integral to the surveys creation.

Collectively, RESCON would like to acknowledge the support of the Ontario government

and the Ministry of Training, Colleges and Universities. It should also be noted that the views

expressed in this report and other REST-related publications (oral, written, and visual) are

the views of Job Talks and/or RESCON and do not necessarily reflect those of the Ontario

Government or the Ministry of Training, Colleges, and Universities.

Richard Lyall

President, RESCON

Retaining Employees In The Skilled Trades 4

TABLE OF CONTENTS Introduction ................................................................................................................... 7

Research Objectives ....................................................................................................... 7

Methodology ................................................................................................................... 8

Executive Summary ...................................................................................................... 9

About Construction Workers ........................................................................................... 9

Key Findings ................................................................................................................... 9

Construction Workers Have Better Jobs Than Most Canadians ................................... 10

Reasons For Leaving .................................................................................................... 10

Recommendations ........................................................................................................ 11

Chapter 1: Detailed Sample Description .................................................................. 13

Gender .......................................................................................................................... 13

Age ............................................................................................................................... 13

Language ...................................................................................................................... 14

Financial Status ............................................................................................................ 14

Relationship Status ....................................................................................................... 15

Life Stage ...................................................................................................................... 15

Dwelling Area ................................................................................................................ 16

Dwelling Type ............................................................................................................... 16

Categories Of Construction Jobs .................................................................................. 16

Perceived Skill Level ..................................................................................................... 19

Employment Status ....................................................................................................... 19

Company Size............................................................................................................... 20

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