2017q3calgarylabourmarket final - alberta · office market vacancy in calgary’s downtown office...

2017>Q3

This Calgary and Area Labour Market Report is produced four times a year and provides results on labour market needs, shortages and issues from the perspective of employers in the Calgary Region.

Applications Management Consulting Ltd.

Calgary & AreaLabour Market Report

Table of Contents.................................................................................................Summary 1

..............................................................................................Calgary Economy 1

............................................................................................Calgary Population 4

....................................................................................Calgary Housing Market 5

......................................................................................Labour Force Statistics 7

.........................................................................................Industry Employment 9

.............................................................................................Employer Survey 10

.....................................................Employer Survey - Q3 2017 Results 14..................................................................................................................Survey Profile 14

............................................................................................................Business Activity 15

..........................Employment: Past Layoffs, Vacant Positions and Future Employment 18

.....................................................................................................Recruitment Methods 25

......................................................................................................Recruiting Difficulties 28

.........................................................................................................Employee Turnover 35

.......................................................................................................Employee Retention 38

........................................Supplemental Questions - Focus on Technological Changes 44

........................................................Appendix A: Survey Methodology 60.............Appendix B: Employer Survey - Q3 2017 Occupation Results 61

Calgary and Area Labour Market - 2017 Q3 Report

CALGARY ECONOMYSUMMARYQ3 2017

1

Summary

The Calgary Census Metropolitan Area (CMA) economy is forecast to expand by a more robust 4.6% in 2017, following an average decline of 3.1% in 2015 and 2016. Growth is projected to remain in the range of 2% to 3% over the next few years.Calgary Economy

PAST GROWTH

Following strong annual GDP growth of 5.5% in 2014, the collapse in oil prices resulted in contractions of 3.0% and 3.2% in 2015 and 2016 respectively in the Calgary Census Metropolitan Area (CMA). Calgary’s construction sector was hit particularly hard during the 2015–16 recession, as output in the industry contracted nearly 40%.1

2016

2015

2014

-6% -3% 0% 3% 6%

5.5%

-3.0%

-3.2%

Calgary CMA Past GDP Growth

CURRENT GROWTH

The economic contraction that began with the collapse in oil prices is projected to end in 2017. Real GDP in the Calgary CMA is forecast to grow at a rate of 4.6% in 2017, with help from increased activity in the energy sector. Calgary’s economy is projected to be the fastest growing among Canada’s 13 major CMAs in 2017, followed by Edmonton (3.9%) and Toronto (3.7%).

Calgary CMA

Alberta

Canada

0% 1% 2% 3% 4% 5%

2.6%

4.4%

4.6%

GDP Growth Forecast 2017

FUTURE GROWTH

While oil prices have improved over the past year, they are projected to remain below their pre-recession highs over the next few years. As a result, real GDP in the Calgary CMA is projected to moderate to 2.1% next year and gradually improve to 2.6% by 2021.

2021

2020

2019

2018

2017

0% 1% 2% 3% 4% 5%

4.6%

2.1%

2.3%

2.5%

2.6%

Calgary CMA GDP Growth Forecast


1 All past and forecast data from: Arcand, Alan, and Jane McIntyre. Metropolitan Outlook 1: Calgary—Autumn 2017. Ottawa: The Conference Board of Canada, 2017.


2

The price of West Texas Intermediate (WTI) crude oil is forecast to average $US50 per barrel in 2017 and about $US51 in 2018.

OIL PRICES

West Texas Intermediate (WTI) crude oil prices averaged US$48 per barrel in Q3 2017, unchanged from the previous quarter but up from US$45 in Q3 2016. Western Canada Select (WCS) prices, the Canadian heavy oil benchmark, averaged US$38 per barrel in the third quarter of 2017, reflecting a differential of US$10 per barrel. WTI crude is forecast to average US$49.70 per barrel in 2017 and US$51.04 per barrel in 2018.2

Q3 17

Q2 17

Q1 17

Q4 16

Q3 16

$0 $20 $40 $60

$45

$49

$52

$48

$48

WTI Prices, Quarterly Avg. (US$/bbl)

INFLATION

Consumer prices in Calgary rose 1.2% in September 2017 (y/y), compared to 1.3% in Alberta and 1.6% nationally. Calgary recorded price growth in all eight major consumer categories, with the highest growth rates observed in alcohol and tobacco and transportation. HIgher gasoline prices (+10.4%) was the main contributor to inflation in the transportation category.3

All-Items

Alcohol & tobacco

Transportation

Food

Health & pers. care

Rec., ed., & reading

Shelter

Clothing & footwear

Household ops

0% 1% 2% 3%

0.4%0.4%

1.2%1.2%

1.8%1.9%

2.2%2.8%

1.2%

Calgary Inflat. Rates Sep. 17 (y/y)

WEEKLY EARNINGS

The average weekly earnings of payroll employees in the Calgary CMA increased by $6 month-over-month to $1,135 in September 2017, but was virtually unchanged year-over-year. Calgarians in the utilities and mining and oil and gas industries had the highest average weekly earnings at $2,401 and $2,094 respectively in September 2017, while accommodation and food services employees had the lowest weekly earnings at $547.4

Sep 17

Aug 17

Sep 16

$0 $400 $800 $1,200

$1,135

$1,129

$1,135

Calgary CMA Avg Weekly Earnings


2 Baytex Energy Corp. Historical Oil Pricing and U.S. Energy Information Administration, Short Term Energy Outlook, November 7, 2017.

3 City of Calgary, September 2017 Inflation Review, October 20, 2017.

4 City of Calgary, Corporate Economics, Economics, Labour Market Review, August and September 2017.


3

The number of Calgarians receiving regular Employment Insurance (EI) benefits declined 31% year-over-year in September 2017.

NON-RESIDENTIAL CONSTRUCTION

Investment in non-residential building construction in the Calgary CMA totaled $838 million in Q3 2017, down 16.6% year-over-year. Investment in institutional and governmental projects, which made up one-quarter of non-residential construction spending, declined 20.4% y/y. Investment in Alberta declined 7.1% y/y in Q3 2017, while nationally, non-residential investment rose 3.4%.5

Calgary

Alberta

Canada

-25%-20%-15%-10% -5% -0% 5%

3.4%

-7.1%

-16.6%

Inv. in Non-Res Construction Q3 17 (y/y)

EMPLOYMENT INSURANCE

Since reaching a record peak of 32,740 beneficiaries in November 2016, the number of Calgarians receiving regular EI benefits declined for the tenth consecutive month in September 2017 to 21,880, and was also down 31% compared to September 2016. As of September 2017, 28% of unemployed Calgarians were receiving EI. In Alberta, total EI beneficiaries fell to 63,010 in September 2017, down 35% year-over-year.6

Sep 2017

Aug 2017

Sep 2016

0 20,000 40,000

31,750

23,050

21,880

Calgary EI Beneficiaries

DOWNTOWNOFFICE MARKET

Vacancy in Calgary’s downtown office market may have finally reached its peak. After rising steadily over the last three years, the city’s downtown office vacancy rate declined to 25.7% in Q3 2017, from 26.4% the previous quarter. Vacancy is forecast to slowly trend downwards following the completion of Telus Sky Tower in the final quarter of 2018.7

Q3 2017

Q2 2017

Q1 2017

Q4 2016

Q3 2016

0% 10% 20% 30%

22.9%

23.9%

23.9%

26.4%

25.7%

Calgary Downtown Office Vac. Rates


5 Statistics Canada, CANSIM table 026-0016.

6 Statistics Canada, CANSIM table 276-0034.

7 Avison Young Q3 2017 Calgary Office Market Report. Forecast uses reasonable assumptions.

CALGARY POPULATIONSUMMARYQ3 2017

4

Calgary’s population reached 1.246 million in April 2017, a 0.9% increase year-over-year. Between 2018 and 2026 the population of the city of Calgary is expected to grow by an annual average of 1.3% per year. Calgary’s senior population (aged 65+) is forecast to increase by about 4% per year over the next 10 years, to 189,100 in 2026.Calgary Population

TOTAL POPULATION

Calgary’s population as a whole is forecast to grow by about 56,400 over the next five years, from 1,246,300 in 2017 to about 1,302,700 in 2021. According to the City of Calgary’s most recent projections, there will be some shifts in the demographics of the population that will significantly impact Calgary over the next 10 years.8

2021

2020

2019

2018

2017

0% 1% 2%

0.9%

1.0%

1.0%

1.1%

1.4%

Calgary Pop. Growth Forecast

YOUTH POPULATION

Calgary’s youth population (aged 15 - 24) is projected to decline by about 5,800 over the next five years, from an estimated 145,600 in 2017 to 139,800 in 2021. The decline is more due to slowing net migration (fewer people are moving to Calgary) and an aging population, rather than an exodus of young people from Calgary.

2021

2020

2019

2018

2017

-4% -2% 0% 2%

1.0%

-2.5%

-1.5%

-0.7%

0.6%

Youth Pop. Growth Forecast

SENIOR POPULATION

Calgary’s senior population (aged 65+) is forecast to grow by about 23,500 over the next five years, from 132,700 in 2017 to about 156,200 in 2021. Rapid growth in the senior population is expected to put pressure on some of Calgary’s services and infrastructure.

2021

2020

2019

2018

2017

0% 1% 2% 3% 4% 5%

1.0%

3.8%

4.1%

4.2%

4.1%

Senior Pop. Growth Forecast


8 Sources for all population growth forecasts: City of Calgary, Corporate Economics, Calgary and Region Economic Outlook 2017 - 2026, Fall 2017.

CALGARY HOUSING MARKETSUMMARYQ3 2017

5

Calgary Housing MarketExisting home sales in the city of Calgary rose 7.2% y/y in the first nine months of 2017, while the average sales price increased 1.9%.

The average sales price of an existing home in Calgary rose 1.9% y/y to $489,186 in the first nine months of 2017. A 2.8% increase in the average sales price for a detached home and a 1.7% increase for an attached home was offset by a 4.7% decline in the average sales price for an apartment. Overall, existing home prices in Calgary are forecast to remain relatively unchanged year-over-year in 2017. Improved market balance in the first half of 2017 has supported the modest price appreciation year-to date September 2017.9

Existing home sales in the city of Calgary totaled 4,688 units in the third quarter of 2017, down 2.2% from 4,793 sales in the third quarter of 2016. Year to date September 2017, total existing home sales reached 15,004 units, a 7.2% increase compared to the first nine months of 2016. Attached home sales were up 9.6% year-over-year to the end of September 2017, while detached home and apartment sales increased 6.9% and 5.1% respectively.10

Q3 2017

Q2 2017

Q1 2017

Q4 2016

Q3 2016

0 2,500 5,000 7,500

4,793

3,802

4,167

6,155

4,688

City of Calgary Existing Home Sales


9 Calgary Real Estate Board (CREB), Monthly Statistics Package, City of Calgary, September 2017.

10 Ibid.

$0

$100,000

$200,000

$300,000

$400,000

$500,000

$600,000

$700,000

Total Detached Apartment Attached

$401,979

$311,088

$547,746

$480,084

$408,821

$296,385

$563,314

$489,186

City of Calgary Average Sales Prices for Existing Homes

YTD Sep 2017 YTD Sep 2016

CALGARY HOUSING MARKETSUMMARYQ3 2017

6

Economic conditions in Alberta have improved compared to the previous year contributing to a decrease in apartment vacancy rates in the majority of the province’s largest urban centres.Following three consecutive years of increases, Alberta’s overall apartment vacancy rate fell to 7.5% in October 2017, from 8.1% the previous year. Calgary’s apartment vacancy rate declined to 6.3% in 2017, from 7.0% a year earlier. Rental demand in the Wood Buffalo region continues to be impacted by wildfire recovery efforts, weak labour market conditions and a decline in population. In October 2017, Wood Buffalo’s apartment vacancy rate jumped to 23.6%, from 17.8% in 2016.11

The average rent for a two-bedroom apartment in Alberta fell slightly to $1,188/month in 2017 from $1,195/month one year prior. Among the province’s largest urban centres, Wood Buffalo had the highest average rent for a two-bedroom unit at $1,531, up from from $1,454 in October 2016. In Calgary, the average rent for an apartment declined 0.9% to $1,247/month in 2017, following a decrease of 5.5% in 2016.12

ABWood Buffalo

CalgaryEdmonton

Grande PrairieRed Deer

LethbridgeMedicine Hat

$0 $500 $1,000 $1,500

$842

$937

$1,011

$1,012

$1,215

$1,247

$1,531

$1,188

Avg. Apartment Rents Oct 2017 (2-bedroom)


11 Canada Mortgage and Housing Corporation, Rental Market Report, Alberta Highlights, Released 2017.

12 Ibid.

Alberta

Wood Buffalo

Red Deer

Edmonton

Calgary

Medicine Hat

Lethbridge

Grande Prairie

0% 5% 10% 15% 20% 25%

19.8%

8.5%

5.4%

7.0%

7.1%

13.6%

17.8%

8.1%

4.9%

5.1%

6.2%

6.3%

7.0%

13.1%

23.6%

7.5%

Private Apartment Vacancy Rates in Alberta’s Largest Urban CentresOct 2017 Oct 2016

LABOUR FORCE STATISTICSSUMMARYQ3 2017

7

Calgary’s labour market continued to improve in Q3 2017 with the unemployment rate dropping to 8.5% and employment up 4.7% y/y.

PARTICIPATION

Calgary’s labour force participation rate fell slightly to an average of 74.7% in Q3 2017, from 74.9% the previous quarter but was up from 73.0% year-over-year. Men had a higher labour force participation rate (80.2%) than women (70.9%) in Q3 2017, while the participation rate for Calgarians aged 25 - 54 (89.9%) was higher than for youth aged 15 - 24 (72.1%) and adults aged 55+ (48.3%).

The participation rate is the number of persons employed, or unemployed but looking for a job, divided by the total working-age population.

EMPLOYMENT

Employment in the Calgary CMA averaged 836,200 in the third quarter of 2017, up by 8,100 or 1.0% from the previous quarter and up by 37,700 or 4.7% year-over-year.

Employment in Calgary is forecast to increase by 1.1% in 2018 (8,800 net new jobs). Most major industries are forecast to grow in 2018, with the exception of transportation and warehousing (-6.3%), personal services (-0.4%) and non-commercial services (-1.6%). Employment growth of 5.5% is projected for the primary and utilities sector in 2018.13

UNEMPLOYMENT

Calgary’s unemployment rate dropped significantly to an average of 8.5% in Q3 2017, from 9.2% the previous quarter and from 9.3% in Q3 2016.

Edmonton and St. John’s NL had the highest average unemployment rate among major metropolitan areas in Canada in Q3 2017 (8.6%), followed by Calgary (8.5%) and Saskatoon (8.2%). Victoria’s and Vancouver’s unemployment rates were the lowest at 4.6% and 4.8% respectively. Canada’s unemployment rate averaged 6.3% in Q3 2017.

Labour Force Statistics


13 Arcand, Alan, and Jane McIntyre. Metropolitan Outlook 1: Calgary—Autumn 2017. Ottawa: The Conference Board of Canada, 2017.

Calgary Labour Force Survey Stats Q3 2017 Q2 2017 Q3 2016

✓ Participation Rate 74.7% 74.9% 73.0%

✓ Employment Rate 68.4% 68.0% 66.2%

✓ Unemployment Rate 8.5% 9.2% 9.3%Source: Statistics Canada CANSIM table 282-0135

LABOUR FORCE STATISTICSSUMMARYQ3 2017

8

TYPE OF WORK

Year-over-year, employment in the Calgary CMA rose by 4.7% in the third quarter of 2017.

The number of Calgarians working part-time rose to an average of 149,300 in Q3 2017, up 5.5% (+7,800) year-over-year. Women accounted for all the increase in part-time work (+17.9% or +15,900), offset by a decrease in part-time work among men.

Full-time employment increased 4.6% (+30,300) on the year in Q3 2017, with men accounting for the majority of the gains (+6.0% or +23,100).

GENDER

Employment growth among Calgary women continued to be strong in Q3 2017, increasing 6.2% (+23,100) year-over-year. The 3.4% rise in employment among men (+15,000) supplemented the gains among women.

Overall, the unemployment rate for men averaged 8.8% in the third quarter of 2017, while the unemployment rate for women averaged 8.5%. Men aged 15 - 24 years had the highest unemployment rate in the third quarter at 16.9% while men aged 25 - 54 years had the lowest unemployment rate at 6.4%.

AGE

Employment among Calgarians aged 15 - 24 years declined 1.3% (-1,400) on the year in the third quarter of 2017, the only major age category to record a loss. Employment increased 5.0% (+28,400) among Calgarians aged 25 - 54 years and 7.5% (+11,000) among older adults aged 55+ years.

In the third quarter of 2017, 12% of all employed Calgarians were aged 15 - 24 years, 70% were aged 25 - 54 years and 18% were aged 55+ years.


Source: Statistics Canada, CANSIM table 282-0158, Employment by CMA based on 2011 Census boundaries and National Occupational Classification (NOC), three-month moving average, unadjusted for seasonality.

Men (15 yrs+) Total

Men (15-24 yrs)

Men (25-54 yrs)

Men (55 yrs+)

Women (15 yrs+) Total

Women (15-24 yrs)

Women (25-54 yrs)

Women (55 yrs+)0% 5% 10% 15% 20%

10.8%

7.9%

18.4%

10.0%

10.4%

7.0%

17.6%

9.0%

10.1%

7.9%

9.5%

8.5%

12.1%

6.4%

16.9%

8.8%

Unemployment Rates by Gender and Age, Calgary CMAQ3 2017 Q3 2016

INDUSTRY EMPLOYMENT SUMMARY

Industry Employment

These are the industries that posted the greatest change in employment in the Calgary CMA and Alberta in Q3 2017 (y/y).

Calgary CMA Highlights

Accommodation & Food Services+16,900 jobs

Health Care & Social Assistance

+10,000 jobs

Mining & Oil & Gas

-6,700 jobs

Other Services

-4,300 jobs

Alberta Highlights

Mining & Oil & Gas

+11,300 jobs

Manufacturing

+8,400 jobs

Other Services

-10,400 jobs

Construction

-9,200 jobs

Forecast: Arcand, Alan, and Jane McIntyre. Metropolitan Outlook 1: Calgary—Autumn 2017. Ottawa: The Conference Board of Canada, 2017.


Q3 2017

9

All industriesPublic Administration

Transportation & WareousingNon-Commercial Services

Personal ServicesFin. Ins. & Real Estate

Wholesale & Retail TradeInfo & CultureManufacturing

Business ServicesConstruction

Primary & Utilities-15.0% -5.0% 5.0% 15.0% 25.0%

5.5%

7.2%

0.7%

3.1%

6.5%

2.1%

1.3%

-0.4%

-1.6%

-6.3%

3.9%

1.1%

-10.0%

-8.4%

-2.0%

-1.8%

-1.1%

1.9%

4.3%

6.3%

9.4%

18.7%

21.8%

2.7%

2017 and 2018 Forecast Change in Employment by Industry, Calgary CMA

2017 2018

EMPLOYER SURVEYSUMMARYQ3 2017

10

Employer Survey

Survey Results: 201 small-sized employers with 10-49 employees were surveyed in Q3 2017.

PAST GROWTH

On balance, 5% of employers reported that their company downsized in the 12 months prior to their survey (23% said they expanded and 28% said they downsized), compared to Q3 2016 when 23% of employers reported a business downsize.

Results varied by industry with 8 of 10 industries on balance reporting business downsizing.

201720162015201420132012201120102009

-30% -15% 0% 15% 30%

Q3 Business Expansion

FUTURE GROWTH

On balance, 12% of employers anticipate a business expansion in the 12 months following their survey (22% anticipate an expansion and 10% anticipate a downsize), up significantly from from the Q3 2016 results when 6% of employers on balance anticipated a business downsize.

Results varied by industry with 8 of 10 industries on balance anticipating a business expansion in the next 12 months.

201720162015201420132012201120102009

-10% 10% 30%

Q3 Anticipated Business Expansion

LAYOFFS

Thirteen per cent of employers reported that their companies laid off workers in the 3 months prior to their survey, down from 25% in Q3 2016.

Overall, employers reported about 90 people were laid off, representing a layoff rate of 1.8%, down from 5.0% in Q3 2016.

The highest number of layoffs were reported in the construction industry.

201720162015201420132012201120102009

0% 10% 20% 30%

Q3 Layoffs



11

Vacancies

The most frequently reported vacant positions were facility operation and maintenance managers, truck drivers, community and social service workers, and food counter attendants and kitchen helpers.

Difficulty Recruiting

The positions employers reported the most difficulty recruiting were facility operation and maintenance managers and truck drivers.

Voluntary Turnover

The positions employers reported had the highest voluntary turnover were community and social service workers, shippers and receivers, secretaries, insurance agents and brokers, retail salespersons, and construction trades labourers.

Turnover Rate

Fifty-six per cent of employers reported approximately 315 employees left as a result of voluntary turnover in the 12 months prior to their survey. Overall, the voluntary turnover rate was 6.4%.

PAST RECRUITMENT

Employers were asked if they had difficulty recruiting qualified employees in the 12 months prior to their survey. Twenty-nine per cent of employers reported difficulty recruiting, up from 17% in Q3 2016.

20172016201520142013201220112010

0% 25% 50%

Q3 Past Difficulty

FUTURE RECRUITMENT

Employers were asked if they anticipate having more, less or the same difficulty recruiting qualified employees in the 12 months following their survey. On balance, 3% anticipate more difficulty compared to 9% anticipating less difficulty in Q3 2016.

20172016201520142013201220112010

-30% 0% 30%

Q3 Future Difficulty

PAST TURNOVER

Employers were asked if they had any voluntary turnover in the 12 months prior to their survey. Fifty-six per cent of employers reported voluntary turnover, compared to 53% in Q3 2016.

20172016201520142013201220112010

0% 35% 70%

Q3 Past Turnover

FUTURE TURNOVER

Employers were asked if they anticipate voluntary turnover will be higher, lower or the same in the 12 months following their survey. On balance, 8% anticipate employee turnover will be lower over the next year

20172016201520142013201220112010

-20% -10% 0%

Q3 Future Turnover



12

Employers reported career and classified websites was the most successful recruitment method in the 12 months prior to their survey.

Most Successful Recruitment Methods

Employers reported that providing a job in this economy was the most successful employee retention strategy in the 12 months prior to their survey.

Most Successful Employee Retention Strategies

Career and classified websitesWord of mouth/employees referralsCompany website/internal postings

Employment agenciesSocial media

Walk-ins/unsolicited resumesNewspapers

RehiresIndustry associations

OtherSignageUnsure

NoneDid not hire in past 12 months 17%

1%1%1%1%1%1%

2%3%3%

5%7%

23%31%

Provide a job in this economyCompetitive salary

Positive work environmentExcellent management/supervision

Company cultureFlexible work measures

Interesting/challenging workCompetitive benefits package

Learning/growth opportunitiesCash bonuses

Excellent coworkersPerksOther

UnsureDon’t have/need strategy 5%

4%6%

2%2%2%

4%4%

5%5%

6%8%

12%14%

17%



13

Overall, almost two-fifths of the employers reported they have implemented or adopted technological changes in the past two years.

Yes No Unsure

OverallFin. Insur. Real Est. & Leasing

Health Care & Social AssistanceConstruction

Accomm. & Food/Arts & Ent.Manufacturing

Transportation & WarehousingOther

Professional Scientific & Tech.Wholesale & Retail Trade

Mining & Oil & Gas

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Implemented technological changes in past two years

Overall, over one-quarter of employers have a plan to implement or adopt technological changes in the next two years.

Yes No Unsure

OverallFin. Insur. Real Est. & LeasingAccomm. & Food/Arts & Ent.

Health Care & Social AssistanceManufacturing

OtherConstruction

Wholesale & Retail TradeTransportation & WarehousingProfessional Scientific & Tech.

Mining & Oil & Gas

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Plan to implement technological changes in the next two years


Employer Survey - Q3 2017 Results

The purpose of the quarterly survey is to gather information from Calgary and area employers on their recruitment and retention practices and various other employment issues they are facing. Over the course of the year, employers will be divided into four categories based on the number of employees in the company and results of the survey will be reported on as follows:

✓ Q1 2017: Large-sized companies with 100+ employees

✓ Q2 2017: Medium-sized companies with 50 – 99 employees

✓ Q3 2017: Small-sized companies with 10 – 49 employees

✓ Q4 2017: Micro-sized companies with <10 employees

Survey ProfileThe 201 small-sized employers surveyed employ approximately 4,908 people. Of this total, 85 per cent are full-time employees, 7 per cent are part-time employees, and 8 per cent are either contract, seasonal, casual, temporary or relief staff.

How many people does your company employ in the Calgary region?

”Other” represents companies in any of the following industries: agriculture, utilities, information & culture,management of companies, administrative & support services, educational services, other services or public administration.

Industry Total Employees

Number of Companies

Mining & Oil & Gas 572 20Construction 578 20Manufacturing 434 20Wholesale & Retail Trade 429 20Transportation & Warehousing 481 20Professional, Scientific & Technical Services 490 20Health Care & Social Assistance 487 20Accommodation & Food Services/Arts & Entertainment 495 20Finance, Insurance, Real Estate & Leasing 500 21Other 442 20Total 4,908 201


EMPLOYER SURVEYQ3 2017 Survey Results: Small-sized employers with 10 - 49 employees

14

Business ActivityOn balance, 5 per cent of the employers said their company downsized in the last 12 months.Twenty-three per cent of the employers surveyed in Q3 2017 reported their company expanded in the 12 months prior to their survey and 28 per cent said their company downsized, resulting in a negative balance of 5 per cent.14 In Q3 2016, 14 per cent of the employers reported they expanded and 37 per cent said they downsized, for a negative balance of 23 per cent.

On balance, 28 per cent of the finance, insurance, real estate and leasing employers and 25 per cent of the ‘other’ employers said they expanded in the past year - the only industries to record positive results. In contrast, 25 per cent of the accommodation and food services/arts and entertainment employers and 20 per cent of the construction employers reported they downsized. Past Business ActivityPercentage of companies that expanded or downsized in the 12 months prior to their survey

Expanded Downsized Balance Expanded Downsized BalanceOverall Results 14% 37% -23% 23% 28% -5%

Results by IndustryMining & Oil & Gas 10% 57% -48% 15% 30% -15%Construction 10% 70% -60% 20% 40% -20%Manufacturing 10% 50% -40% 30% 35% -5%Wholesale & Retail Trade 5% 65% -60% 25% 40% -15%Transportation & Warehousing 10% 30% -20% 15% 25% -10%Professional, Scientific & Technical Services 20% 45% -25% 25% 35% -10%Health Care & Social Assistance 25% 10% 15% 15% 25% -10%Accommodation & Food Services/Arts & Entertainment 15% 10% 5% 10% 35% -25%Finance, Insurance, Real Estate & Leasing 25% 15% 10% 38% 10% 28%Other 15% 20% -5% 35% 10% 25%

Q3 2016 Q3 2017

Comments‣ “Our revenue has declined because our rates have been reduced in order to get customers. ” -

Accommodation & Food Services/Arts & Entertainment

‣ “We have downsized a little bit.” - Construction

‣ “We have really downsized because of the economy.” - Construction

‣ “We stayed about the same.” - Finance, Insurance, Real Estate & Leasing

!23%%

!5%%

!40%%

!30%%

!20%%

!10%%

0%%

10%%

20%%

30%%

Q3%2016% Q3%2017%

Has$your$company$expanded$or$downsized$$in$the$last$12$months?$

Expanded% Downsized% Balance%


14 Percentage of employers reporting a business expansion minus percentage of employers reporting a business downsize.

15 EMPLOYER SURVEY

‣ “We have downsized in the Calgary office.” - Finance, Insurance, Real Estate & Leasing

‣ “We have downsized a lot.” - Health Care & Social Assistance

‣ “We have expanded both in terms of people and space.” - Health Care & Social Assistance

‣ “In June we were bought out by a larger parent company.” - Manufacturing

‣ “We have stayed static.” - Manufacturing

‣ “We have downsized by about 50%.” - Mining & Oil & Gas

‣ “We are about even compared to last year.” - Mining & Oil & Gas

‣ “We opened a sister location.” - Other

‣ “We have really shrunk.” - Professional, Scientific & Technical Services

‣ “We have had some acquisitions, so there's been expansion.” - Professional, Scientific & Technical Services

‣ “We have expanded slightly.” - Transportation & Warehousing

‣ “We are in the process of downsizing.” - Wholesale & Retail Trade

‣ “We took over the Canmore location. We used existing staff and added a few new employees as well.” - Wholesale & Retail Trade

On balance, 12 per cent of the employers anticipate a business expansion in the next 12 months.Employers are more optimistic about the next 12 months than they were in Q3 2016. Twenty-two per cent of the employers anticipate their company will expand in the 12 months following their survey and 10 per cent anticipate their company will downsize, for a positive balance of 12 per cent.15 In Q3 2016, 13 per cent anticipated an expansion and 19 per cent anticipated a downsize, for a balance of 6 per cent of the employers anticipating a downsize.

With the exception of construction and manufacturing, all the industries anticipate a business expansion in the next year, on balance. Thirty per cent of the professional, scientific and technical services employers and about a quarter of the finance, insurance, real estate and leasing and ‘other’ employers anticipate a business expansion in the next 12 months. In contrast, 5 per cent of the

!6%$

12%$

!20%$!15%$!10%$!5%$0%$5%$10%$15%$20%$25%$

Q3$2016$ Q3$2017$

Do#you#an(cipate#a#business#expansion#or#downsize#in#the#next#12#months?#

Expansion$ Downsize$ Balance$


15 Percentage of employers anticipating a business expansion minus percentage of employers anticipating a business downsize.

16 EMPLOYER SURVEY

construction and manufacturing employers on balance anticipate a business downsize in the next year. Employers in the mining and oil and gas industry appear to be more positive about future business activity, with 15 per cent on balance anticipating a business expansion in the next year, compared to one-third anticipating a business downsize when surveyed in Q3 2016.Future Business ActivityPercentage of companies that anticipate an expansion or downsize in the 12 months following their survey

Expansion Downsize Balance Expansion Downsize BalanceOverall Results 13% 19% -6% 22% 10% 12%

Results by IndustryMining & Oil & Gas 0% 33% -33% 20% 5% 15%Construction 0% 25% -25% 15% 20% -5%Manufacturing 15% 20% -5% 15% 20% -5%Wholesale & Retail Trade 10% 50% -40% 15% 10% 5%Transportation & Warehousing 15% 20% -5% 35% 15% 20%Professional, Scientific & Technical Services 30% 20% 10% 30% 0% 30%Health Care & Social Assistance 20% 0% 20% 20% 15% 5%Accommodation & Food Services/Arts & Entertainment 5% 15% -10% 10% 5% 5%Finance, Insurance, Real Estate & Leasing 25% 5% 20% 29% 5% 24%Other 15% 5% 10% 30% 5% 25%

Q3 2016 Q3 2017

Comments‣ “I expect things to remain stable.” - Accommodation & Food Services/Arts & Entertainment

‣ “That depends on the economy. When the economy in Alberta is bad, then people don't want to spend money.” - Accommodation & Food Services/Arts & Entertainment

‣ “That depends on the market, but at this point I anticipate we will stay the same.” - Construction

‣ “We will stay even.” - Finance, Insurance, Real Estate & Leasing

‣ “There will be a slight increase.” - Finance, Insurance, Real Estate & Leasing

‣ “I really don't see things getting better in the near future.” - Health Care & Social Assistance

‣ “It's possible there will be an expansion.” - Health Care & Social Assistance

‣ “We are getting busier and busier, so there will be expansion.” - Manufacturing

‣ “We will be closing down this current facility in September or October of this year.” - Manufacturing

‣ “We don't know because that all depends on the price of oil.” - Manufacturing

‣ “I think things will be status quo.” - Mining & Oil & Gas

‣ “We will probably expand slightly.” - Mining & Oil & Gas

‣ “There will be a minimal expansion.” - Other

‣ “We may be offering a new program now, so we might be asked to offer extra classes.” - Other

‣ “I expect things to remain status quo.” - Professional, Scientific & Technical Services


17 EMPLOYER SURVEY

‣ “There will be a bit of expansion.” - Transportation & Warehousing

‣ “Things will probably remain status quo, unless a lot of people quit. We haven't been replacing positions as they become vacant.” - Wholesale & Retail Trade

‣ “We are not replacing people as they leave, so I expect some downsizing.” - Wholesale & Retail Trade

‣ “There may be a little bit more of an expansion.” - Wholesale & Retail Trade

‣ “We are picking up right now.” - Wholesale & Retail Trade

Employment: Past Layoffs, Vacant Positions and Future EmploymentThirteen per cent of the employers laid off workers in the three months prior to their survey.Thirteen per cent of the employers reported they laid off workers in the three months prior to their survey (for reasons other than seasonality). This is a significant improvement compared to the Q3 2016 results, when 25 per cent of the employers said they laid off workers. Forty per cent of the construction employers and 20 per cent of the wholesale and retail trade employers reported they laid off workers, compared to none of the accommodation and food services/arts and entertainment employers. The most dramatic improvement this year was among manufacturing employers, with 15 per cent reporting they laid off employees, compared to 40 per cent in Q3 2016. The percentage of employers reporting they laid off workers increased year-over-year among health care and social assistance employers.

Overall, employers reported about 90 people were laid off, representing a layoff rate of 1.8 per cent. This is a significant improvement compared to the Q3 2016 results when employers reported 236 people were laid off, representing a layoff rate of 5.0 per cent. The construction (9.7 per cent), wholesale and retail trade (1.9 per cent) and manufacturing (1.6 per cent) industries had the highest layoff rates in Q3 2017, while accommodation and food services/arts and entertainment employers reported no layoffs. Additional details on layoffs can be found in Appendix B.

0%#5%#5%#

10%#10%#

15%#15%#15%#

20%#40%#

13%#

0%# 5%# 10%# 15%# 20%# 25%# 30%# 35%# 40%# 45%#

Accom.#&#Food/Arts#&#Ent.#Mining#&#Oil#&#Gas#

Other#Fin.,#Insur.,#Real#Est.#&#Leasing#TransportaGon#&#Warehousing#Health#Care#&#Social#Assistance#Professional,#ScienGfic#&#Tech.#

Manufacturing#Wholesale#&#Retail#Trade#

ConstrucGon#Overall#

Percentage)of)companies)that)laid)off)employees)in)the)three)months)prior)to)survey)

Q3#2017# Q3#2016#


18 EMPLOYER SURVEY

Number of Layoffs and Layoff Rates (in the three months prior to survey)

Comments

‣ “What we tend to do is to reduce hours rather than laying people off. Some people have quit in response to reduction in hours.” - Accommodation & Food Services/Arts & Entertainment

‣ “We laid off 2 consultants.” - Construction

‣ “We laid off about 8 concrete finishers.” - Construction

‣ “There have been about 30 heavy equipment operators laid off.” - Construction

‣ “We let one financial advisor go.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, we've eliminated a bank teller position.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, we have laid off about 5 dental assistants.” - Health Care & Social Assistance

‣ “We had to lay off our manager of development.” - Health Care & Social Assistance

‣ “Yes, we laid off 2 labourers.” - Manufacturing

‣ “We laid off one environmental scientist.” - Mining & Oil & Gas

‣ “No, we just reduced hours.” - Mining & Oil & Gas

‣ “We laid off two technologists.” - Professional, Scientific & Technical Services

‣ “We laid off two people in data entry.” - Professional, Scientific & Technical Services

‣ “We laid off a dispatcher.” - Transportation & Warehousing

‣ “Yes, two truck drivers.” - Transportation & Warehousing

‣ “There has been work sharing to avoid layoffs.” - Transportation & Warehousing

Industry Total Layoffs

Construction 17 Wholesale & Retail Trade 21 Manufacturing 18 Health Care & Social Assistance 1 Professional, Scientific & Technical Services 19 Transportation & Warehousing 15 Finance, Insurance, Real Estate & Leasing 5 Other 5 Mining & Oil & Gas 129 Accommodation & Food Services/Arts & Entertainment 6 Total 236 Layoff rate is the number of layoffs as a percent of total employment.

Q3 2016Layoff Rate

Total Layoffs

3.7% 565.1% 84.0% 70.2% 74.2% 52.6% 31.1% 21.2% 1

26.7% 11.1% 05.0% 90

Layoff rate is the number of layoffs as a percent of total employment.

Q3 2017Q3 2016Layoff Rate

9.7%1.9%1.6%1.4%1.0%0.6%0.4%0.2%0.2%0.0%1.8%

Q3 2017


19 EMPLOYER SURVEY

‣ “We have laid off about 10% of our staff, or about four salespeople.” - Wholesale & Retail Trade

‣ “We laid off one person in the admin department in Canmore. Our accounting is now done at the Red Deer location.” - Wholesale & Retail Trade

Forty-one per cent of the employers had 179 vacant positions that needed to be filled.Overall, 41 per cent of the employers reported they had vacant positions that needed to be filled at the time of their survey, up from 22 per cent in Q3 2016. Fifty-seven per cent of the finance, insurance, real estate and leasing employers and 45 per cent of the professional, scientific and technical services and health care and social assistance employers had vacant positions, compared to 30 per cent of the manufacturing and mining and oil and gas employers.

Employers reported they had 179 vacancies that needed to be filled at the time of their survey, resulting in an overall vacancy rate of 3.5 per cent. Vacancy rates ranged from a high of over 5.0 per cent in the accommodation and food services/arts and entertainment and transportation and warehousing industries to a low of 1.8 per cent in the manufacturing industry. Additional details on vacant positions can be found in Appendix B.

Number of Vacant Positions and Vacancy Rates

Comments

‣ “We probably have about 5 positions open right now in housekeeping and front desk.” - Accommodation & Food Services/Arts & Entertainment

30%$30%$

40%$40%$40%$40%$40%$

45%$45%$

57%$41%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$ 60%$

Mining$&$Oil$&$Gas$Manufacturing$Construc<on$

Wholesale$&$Retail$Trade$Other$

Transporta<on$&$Warehousing$Accom.$&$Food/Arts$&$Ent.$

Health$Care$&$Social$Assistance$Professional,$Scien<fic$&$Tech.$Fin.,$Insur.,$Real$Est.$&$Leasing$

Overall$

Percentage)of)companies)with)vacant)posi3ons)that)needed)to)be)filled)at)3me)of)survey)

Q3$2017$ Q3$2016$

Industry # of Vacant Positions

Total Employees

Vacancy Rate

# of Vacant Positions

Total Employees

Vacancy Rate

Accommodation & Food Services/Arts & Entertainment 26 535 4.6% 31 495 5.9%Transportation & Warehousing 18 569 3.1% 27 481 5.3%Other 10 419 2.3% 18 442 3.9%Professional, Scientific & Technical Services 20 455 4.2% 18 490 3.5%Finance, Insurance, Real Estate & Leasing 2 436 0.5% 17 500 3.3%Construction 2 454 0.4% 16 578 2.7%Mining & Oil & Gas 3 483 0.6% 16 572 2.7%Health Care & Social Assistance 5 479 1.0% 14 487 2.8%Wholesale & Retail Trade 10 415 2.4% 14 429 3.2%Manufacturing 9 454 1.9% 8 434 1.8%Total 105 4,699 2.2% 179 4,908 3.5%Vacancy rate is the number of vacant positions divided by all positions (vacant and occupied)

Q3 2016 Q3 2017


20 EMPLOYER SURVEY

‣ “We have started up the hiring process for our peak season, so we are looking for about 5 ice technicians.” - Accommodation & Food Services/Arts & Entertainment

‣ “Hiring is ongoing here, especially for housekeeping.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are looking for 6 people in our operations department.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are always looking for cooks and crew.” - Accommodation & Food Services/Arts & Entertainment

‣ “We're looking for about 3 electricians.” - Construction

‣ “We are always hiring journeymen electricians.” - Construction

‣ “We are looking for a social media organizer and an administrative professional.” - Finance, Insurance, Real Estate & Leasing

‣ “We need 3 more property managers.” - Finance, Insurance, Real Estate & Leasing

‣ “We are looking for a deaf senior companion.” - Health Care & Social Assistance

‣ “We have one position open in dental administration.” - Health Care & Social Assistance

‣ “We need a research consultant.” - Health Care & Social Assistance

‣ “There are two positions open, for a community disability services worker and a residential services worker.” - Health Care & Social Assistance

‣ “We are always looking for casual addictions support workers.” - Health Care & Social Assistance

‣ “We are always looking for qualified awning installers.” - Manufacturing

‣ “We have 3 positions in woodwork manufacturing open right now.” - Manufacturing

‣ “We need two ranging specialists for our directional drilling operations.” - Mining & Oil & Gas

‣ “We need two early childhood educators.” - Other

‣ “We need 3 education assistants.” - Other

‣ “We need a new director.” - Other

‣ “We're always looking for architects and architectural technologists.” - Professional, Scientific & Technical Services

‣ “We are searching for 3 legal assistants in family law.” - Professional, Scientific & Technical Services

‣ “We're a tax law firm so we're always looking for lawyers, but we have no specific positions available.” - Professional, Scientific & Technical Services


21 EMPLOYER SURVEY

‣ “We are looking for someone in our data analytics department.” - Professional, Scientific & Technical Services

‣ “We could use 3 more drivers.” - Transportation & Warehousing

‣ “We are looking for 3 or 4 more client services representatives.” - Transportation & Warehousing

‣ “We could use 4 to 6 more tow truck drivers.” - Transportation & Warehousing

‣ “We have two positions open in aircraft maintenance.” - Transportation & Warehousing

‣ “We could use 2 more gas attendants.” - Wholesale & Retail Trade

On balance, 1 per cent of the employers anticipate employment in their company will increase over the next three months.Once any current vacant positions are filled, 8 per cent of the employers anticipate employment in their company will increase over the next three months, 7 per cent anticipate employment will decrease, and 85 per cent anticipate employment will stay about the same, for a positive balance of 1 per cent.16 In Q3 2016, 3 per cent of the employers on balance anticipated employment would decrease.

Transportation and warehousing and finance, insurance, real estate and leasing employers are the most positive about future employment levels, with 10 per cent on balance anticipating employment will increase in the three months following their survey. In contrast, 10 per cent of the construction employers on balance anticipate employment will decrease.

!3%$

1%$

!15%$

!10%$

!5%$

0%$

5%$

10%$

Q3$2016$ Q3$2017$

Do#you#an(cipate#employment#will#increase,##decrease#or#stay#the#same#in#the#next#3#months?#

Increase$ Decrease$ Balance$


16 Percentage of employers that anticipate employment in their company will increase in the next three months minus the percentage of employers that anticipate employment will decrease.

22 EMPLOYER SURVEY

Future EmploymentPercentage of companies that anticipated an increase or decrease in total employment in the 3 months following their survey

Increase Decrease Balance Increase Decrease BalanceOverall Results 9% 12% -3% 8% 7% 1%

Results by IndustryMining & Oil & Gas 5% 10% -5% 5% 5% 0%Construction 10% 20% -10% 10% 20% -10%Manufacturing 10% 5% 5% 5% 10% -5%Wholesale & Retail Trade 10% 35% -25% 5% 10% -5%Transportation & Warehousing 15% 0% 15% 10% 0% 10%Professional, Scientific & Technical Services 25% 15% 10% 10% 5% 5%Health Care & Social Assistance 5% 0% 5% 10% 5% 5%Accommodation & Food Services/Arts & Entertainment 5% 30% -25% 10% 15% -5%Finance, Insurance, Real Estate & Leasing 10% 5% 5% 10% 0% 10%Other 0% 0% 0% 5% 0% 5%

Q3 2016 Q3 2017

Overall, in the three months following their survey, employers anticipate employment will increase by 62 and decrease by 77, for a net employment decrease of 15 people. Transportation and warehousing employers anticipate a net employment increase of 15 people, while construction employers anticipate a net employment decrease of 38 people. Additional details on anticipated changes in employment can be found in Appendix B.

Comments‣ “Total employment will decrease by about a dozen people. We will be approaching our end of season

and the university students we employ will go back to school in September.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will be hiring an additional 15 people in food and beverage positions.” - Accommodation & Food Services/Arts & Entertainment

‣ “I hope to increase so I can staff the restaurant properly.” - Accommodation & Food Services/Arts & Entertainment

Industry Increase #

Decrease # Net # Increase

#Decrease

# Net #

Transportation & Warehousing 9 0 9 15 0 15Accommodation & Food Services/Arts & Entertainment 13 65 -52 20 15 5Other 0 0 0 5 0 5Health Care & Social Assistance 1 0 1 3 1 2Professional, Scientific & Technical Services 11 27 -16 3 1 2Finance, Insurance, Real Estate & Leasing 3 2 1 2 0 2Mining & Oil & Gas 3 7 -4 1 2 -1Manufacturing 7 3 4 1 3 -2Wholesale & Retail Trade 13 16 -3 1 6 -5Construction 5 13 -8 11 49 -38Total 65 133 -68 62 77 -15

Q3 2016 Q3 2017Anticipated change in employment over the following three months


23 EMPLOYER SURVEY

‣ “I will be laying off four carpenters by November 1.” - Construction

‣ “We will let about five contractors go due to seasonality.” - Construction

‣ “Hopefully we will increase by at least 10 concrete finishers.” - Construction

‣ “In the next little while we will be letting six to ten people go.” - Construction

‣ “We will layoff another 30 heavy equipment operators.” - Construction

‣ “Total employment will remain the same for the next three months, but maybe in the last quarter of the year we might make a decision to downsize.” - Finance, Insurance, Real Estate & Leasing

‣ “I expect it will probably continue to decrease.” - Health Care & Social Assistance

‣ “We're just writing the ads now for two positions.” - Health Care & Social Assistance

‣ “We are not filling a vacant position due to the economic conditions right now.” - Health Care & Social Assistance

‣ “We will decrease by two employees.” - Manufacturing

‣ “To the best of my knowledge, it will decrease. We will lose at least one lab technician.” - Manufacturing

‣ “We're possibly looking at hiring one more salesperson.” - Manufacturing

‣ “We will probably let two accountants go.” - Mining & Oil & Gas

‣ “We are maxed out in terms of staffing and we are just holding in there.” - Mining & Oil & Gas

‣ “We will be adding five more preschool teachers by September.” - Other

‣ “We going into our busy season, so I expect we will increase by another ten drivers.” - Transportation & Warehousing

‣ “We will increase by three to five people.” - Transportation & Warehousing

‣ “No, we will not increase until after Christmas at least.” - Transportation & Warehousing

‣ “I will be letting three people go in the next three months.” - Wholesale & Retail Trade


24 EMPLOYER SURVEY

Recruitment MethodsCareer and classified websites was the most successful recruitment method over the last 12 months.Organizations use a variety of methods to recruit workers. Employers were asked to specify the recruitment method that was the most successful over the last 12 months. Career and classified websites was the most successful, reported by 31 per cent of the employers (28 employers specified Indeed, 14 specified Kijiji, 3 specified Job Bank and 1 employer each specified Job Shop, Reach Hire and Workopolis). Word of mouth/employee referrals was the second most successful recruitment method, reported by 23 per cent of the employers, followed by website/internal postings (7 per cent) and employment agencies (5 per cent). Only 3 per cent of employers said social media (Facebook, LinkedIn, Twitter) was the most successful recruitment method.

The most successful recruitment methods varied by industry. Career/classified websites was the most successful recruitment method in the manufacturing, wholesale and retail trade, transportation and warehousing, professional, scientific and technical services, health care and social assistance and accommodation and food services/arts and entertainment industries, while word of mouth/employee referrals was the most successful recruitment method in the mining and oil and gas, finance, insurance, real estate and leasing and ‘other’ industries. For construction employers, career/classified websites and word of mouth/employee referrals tied as the most successful recruitment methods.

17%$1%$1%$1%$1%$1%$1%$2%$3%$3%$

5%$7%$

23%$31%$

0%$ 5%$ 10%$ 15%$ 20%$ 25%$ 30%$ 35%$

Did$not$hire$in$the$last$12$months$None$

Unsure$Signage$Other$

Industry$associa?ons$Rehires$

Newspapers$WalkEins/unsolicited$resumes$

Social$media$Employment$agencies$

Company$website/internal$pos?ngs$Word$of$mouth/employee$referrals$

Career$and$classified$websites$

Most%successful%recruitment%method%over%the%last%12%months%

20%$

5%$

5%$

10%$

10%$

15%$

35%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$

Did$not$hire$in$the$last$12$months$

Company$website/internal$pos<ngs$

Employment$agencies$

None$

Social$media$


Word$of$mouth/employee$referrals$

n=20%

Mining%&%Oil%&%Gas%/%Most%successful%recruitment%method%over%the%last%12%months%

10%$

5%$

5%$

10%$

35%$

35%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$


Rehires$

Walk9ins/unsolicited$resumes$

Company$website/internal$posBngs$



n=20%

Construc-on%.%Most%successful%recruitment%method%over%the%last%12%months%


25 EMPLOYER SURVEY

20%$

5%$

5%$

5%$

5%$

10%$

15%$

35%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$




Newspapers$

Signage$

WalkDins/unsolicited$resumes$



n=20%

Whole/Retail%Trade%3%Most%successful%recruitment%method%over%the%last%12%months%

25%$

5%$

5%$

15%$

50%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$


High$schools$(RAP$program)$

Social$media$



n=20%

Manufacturing%/%Most%successful%recruitment%method%over%the%last%12%months%

20%$

5%$

5%$

5%$

5%$

5%$

20%$

35%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$




None$

Unsure$

WalkEins/unsolicited$resumes$



n=20%

Transporta-on%&%Warehousing%5%Most%successful%recruitment%method%over%the%last%12%months%

20%$

5%$

10%$

15%$

15%$

35%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$


Social$media$

Newspapers$




n=20%

Prof,%Scien/fic%&%Tech%Services%6%Most%successful%recruitment%method%over%the%last%12%months%

15%$

5%$

5%$

5%$

5%$

10%$

20%$

35%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$


Newspapers$

Social$media$

Walk=ins/unsolicited$resumes$


Industry$associaCons$

Company$website/internal$posCngs$


n=20%

Health%Care%&%Social%Assistance%5%Most%successful%recruitment%method%over%the%last%12%months%

5%#

5%#

5%#

10%#

25%#

50%#

0%# 10%# 20%# 30%# 40%# 50%#

Employment#agencies#

Signage#

Walk:ins/unsolicited#resumes#

Rehires#

Word#of#mouth/employee#referrals#

Career#and#classified#websites#

n=20%

Most%successful%recruitment%method%over%the%last%12%months%7%Accomm%&%Food/Arts%&%Ent%


26 EMPLOYER SURVEY

Comments‣ “We work more so with word of mouth based hires. We employ a lot of young university students or

high school students that come in on a part time basis and are recommended by people we know.” - Accommodation & Food Services/Arts & Entertainment

‣ “I would say that the most successful strategy is probably hiring and advertising locally. We are focused on bringing people on who are already in Cochrane.” - Accommodation & Food Services/Arts & Entertainment

‣ “Posting on our website is all we really need to do. I guess that is a sign of the times and of the economic conditions.” - Construction

‣ “We are just calling back our old employees.” - Construction

‣ “We use local newsprint advertising.” - Health Care & Social Assistance

‣ “We recruit through the Calgary Chamber of Volunteer Organizations, ReachHire and Charity Village.” - Health Care & Social Assistance

‣ “We have resumes on file that people have just dropped off. We just go through them. We don't do any advertising or anything like that.” - Health Care & Social Assistance

‣ “We use ReachHire, Indeed and the Alberta College of Social Workers.” - Health Care & Social Assistance

‣ “The most successful recruitment resources are the RAP program for high school students and youth employment through the Calgary Construction Association.” - Manufacturing

‣ “We usually hire people with prior work association with current staff.” - Mining & Oil & Gas

‣ “We don't really use recruitment methods. We have just been promoting from within.” - Mining & Oil & Gas

‣ “The market is saturated with candidates, so it's not really been difficult at all. We have just been hiring through word of mouth.” - Mining & Oil & Gas

29%$

5%$

10%$

10%$

14%$

14%$

19%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$


Unsure$


Social$media$

Company$website/internal$posBngs$



n=21%

Fin,%Ins,%Real%Est%&%Leasing%4%Most%successful%recruitment%method%over%the%last%12%months%%

10%$

5%$

5%$

5%$

15%$

15%$

45%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$



Job$fairs$

Unsure$


Company$website/internal$posDngs$


n=20%

Other%+%Most%successful%recruitment%method%over%the%last%12%months%


27 EMPLOYER SURVEY

‣ “[We use] Indeed because it's cheap and I've been very impressed by the results from it.” - Other

‣ “We use social media, so Facebook, LinkedIn, Twitter.” - Professional, Scientific & Technical Services

‣ “The most successful has been advertising on the Calgary Herald. That then goes out to Workopolis and Monster.” - Professional, Scientific & Technical Services

‣ “I find face to face talking with people is the best way to determine if they're a good fit. We have people calling us on the phone and saying they're looking for a job. We will ask them to come in and see us for anything we might have available.” - Transportation & Warehousing

‣ “We've been advertising through Indeed and Alberta Jobs. However, Canmore is a different story because it's located in the mountains and it's a smaller town. People who live there dropped off resumes to us and we kept them on file. When a position opens up we interviewed them from that pool and we tried to stay in the community when we could.” - Wholesale & Retail Trade

‣ “I would say hiring is done through the posters in our store.” - Wholesale & Retail Trade

Recruiting DifficultiesTwenty-nine per cent of the employers reported having difficulty recruiting qualified employees.Overall, 29 per cent of the employers said they had difficulty recruiting qualified employees in the 12 months prior to their survey, up from 17 per cent in Q3 2016. Half of the accommodation and food services/arts and entertainment employers and 45 per cent of the transportation and warehousing employers had difficulty recruiting qualified employees, compared to only 5 per cent of the mining and oil and gas employers.

The 59 employers that reported having difficulty recruiting were also asked to specify the occupations that were the most difficult to fill. The top two reported occupations were facility operation and maintenance managers (8 per cent) and truck drivers (7 per cent).

5%#15%#

20%#25%#

29%#30%#

35%#40%#

45%#50%#

29%#

0%# 10%# 20%# 30%# 40%# 50%# 60%#

Mining#&#Oil#&#Gas#Professional,#Scien=fic#&#Tech.#Health#Care#&#Social#Assistance#

Manufacturing#Fin.,#Insur.,#Real#Est.#&#Leasing#

Construc=on#Other#

Wholesale#&#Retail#Trade#Transporta=on#&#Warehousing#

Accom.#&#Food/Arts#&#Ent.#Overall#

Percentage)of)companies)that)had)difficulty)recrui6ng)in)the)12)months)prior)to)survey)

Q3#2017# Q3#2016#


28 EMPLOYER SURVEY

Comments‣ “They're all difficult to fill in this town. Canmore is a very expensive place to live in. With wages at

$14-16/hour, you can't find local employees. You can find staff from Montreal or Edmonton or somewhere else, but if you don't have staff accommodations to offer them then you're hooped.” - Accommodation & Food Services/Arts & Entertainment

‣ “The most difficult positions to recruit for are opening cooks, supervisors, and junior managers.” - Accommodation & Food Services/Arts & Entertainment

‣ “It's hard to find night auditors.” - Accommodation & Food Services/Arts & Entertainment

‣ “It's difficult to recruit for the late night positions.” - Accommodation & Food Services/Arts & Entertainment

‣ “Finding qualified carpenters can be difficult.” - Construction

‣ “It can be hard to find plumbing and heating service technicians.” - Construction

‣ “Our operations positions are difficult to fill.” - Construction

‣ “When we put an ad out we find we're getting applications from people with no qualifications or they're over-qualified.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, for our sales manager position.” - Finance, Insurance, Real Estate & Leasing

‣ “Certain roles, mainly in commercial lines of the insurance business.” - Finance, Insurance, Real Estate & Leasing

‣ “It can be difficult to fill those senior roles.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, we have had difficulty with our dental administration roles.” - Health Care & Social Assistance

NOC Code Occupation Employers %

714 Facility operation and maintenance managers 8%7511 Truck drivers 7%1241 Secretaries (except legal and medical) 5%1521 Shippers and receivers 5%6231 Insurance agents and brokers 5%6421 Retail salespersons 5%6731 Light duty cleaners 5%121 Insurance, real estate and financial brokerage managers 3%311 Managers in health care 3%

4214 Early childhood educators and assistants 3%6221 Technical sales specialists - wholesale trade 3%6711 Food counter attendants, kitchen helpers and related occupations 3%

Note: 59 employers reported having difficulty recruiting qualified employees. Some employers did not specify which occupations.Only occupations with 3% or more shown in the table.

What occupations have been the most difficult to fill?


29 EMPLOYER SURVEY

‣ “Yes, we have difficulty finding assistants and receptionists.” - Health Care & Social Assistance

‣ “We are still searching for an associate clinical director.” - Health Care & Social Assistance

‣ “No because there are tons of experienced people out there looking for the type of work I'm offering.” - Manufacturing

‣ “We get replies to our ads right away because there's currently a huge surplus of people looking for work in Calgary.” - Manufacturing

‣ “Yes, for certified tradespeople.” - Manufacturing

‣ “The challenge is that people have accepted the position and then not shown up numerous times.” - Manufacturing

‣ “Yes, it can be difficult to find equipment technicians.” - Manufacturing

‣ “It is difficult to find competent field hands. Those people aren't working in Calgary though.” - Mining & Oil & Gas

‣ “Yes, for some of our middle management positions.” - Other

‣ “Yes, there is some difficulty finding early childhood educators.” - Other

‣ “Yes, we have difficulty finding qualified architects and architectural technologists.” - Professional, Scientific & Technical Services

‣ “Yes, it can be difficult to find legal assistants.” - Professional, Scientific & Technical Services

‣ “We have had difficulty finding an operations manager.” - Transportation & Warehousing

‣ “Sometimes it can be hard to find freight forwarders.” - Transportation & Warehousing

‣ “We have difficulty finding experienced car haulers.” - Transportation & Warehousing

‣ “Absolutely. We have difficulty recruiting for driver positions.” - Transportation & Warehousing

‣ “Yes, for mechanical maintenance staff.” - Transportation & Warehousing

‣ “It's not that we have difficulty filling positions in general, it's that we have difficulty finding quality applicants. For us the difficulty is on the sales side of it. That's a challenge.” - Wholesale & Retail Trade

‣ “We have difficulty finding shipper receivers and salespeople.” - Wholesale & Retail Trade

‣ “Yes, depending on the position. It is difficult to find people for the warehouse.” - Wholesale & Retail Trade

‣ “We have trouble finding experienced project managers.” - Wholesale & Retail Trade


30 EMPLOYER SURVEY

Employers have responded to the difficulty finding qualified employees in a variety of ways.Of the 59 employers that reported having difficulty recruiting qualified employees, 68 per cent increased recruiting efforts and 42 per cent did not fill the job opening. In addition, approximately one-quarter of the employers said they hired a less qualified applicant, increased investment in training provided by in-house staff, or increased the workload for current workers.

Comments‣ “We've trained more on site in house.” - Accommodation & Food Services/Arts & Entertainment

‣ “It's an ongoing problem. People just take the housekeeping job until they can find a better job.” - Accommodation & Food Services/Arts & Entertainment

‣ “We continue to put advertisements out. We're in a position where we have had someone on a work visa who has applied for permanent residency and wants to work for us. We have done an LMIA to help this individual so he can continue to work with us and we have put a fair bit of time into rehiring him. This individual is currently in limbo where he's in a position where he can stay in Canada but he can't work until he gets approval. So we're having a hard time hiring people, but when we find someone we still can't hire them.” - Accommodation & Food Services/Arts & Entertainment

Response to hiring difficulties Employers %

Increased recruiting efforts 68%Did not fill the job opening 42%Hired a less qualified applicant 25%Increased investment in training provided by in-house staff 24%Increased workload for current workers 24%Hired contingent workers, including temps, contractors and freelancers 20%Redesigned the job to change the required skills 10%Redeployed employees to new roles where their skills were more needed 7%Targeted underutilized or new talent pools* 7%Applied for/hired temporary foreign workers 3%Increased investment in training provided by a third-party 3%Outsourced the work 3%Changed onboarding processes 2%Contacted past applicants/employees 2%Implemented an employee referral program 2%Increased wages/benefits to attract more applicants 2%Started actively hiring out of province 2%Nothing 12%Note: 59 employers reported having difficulty recruiting qualified employees.* Mature workers, stay at home parents, persons with disabilities, Aboriginal peoples, etc.

How has your company responded to the difficulty recruiting qualified employees?


31 EMPLOYER SURVEY

‣ “That's why we started our referral program.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are already hiring less qualified applicants. About 60% of our workforce is under 18.” - Accommodation & Food Services/Arts & Entertainment

‣ “It's just difficult to find people for the late night shifts.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have started an in house training program.” - Construction

‣ “As a result of our difficulties with recruiting, we haven't hired anybody.” - Construction

‣ “Nothing worked.” - Construction

‣ “We offer more in house training.” - Finance, Insurance, Real Estate & Leasing

‣ “So far we've hired the under-qualified applicants, but that becomes a struggle in training them. This is not so efficient for us.” - Finance, Insurance, Real Estate & Leasing

‣ “We started posting on a number of new sites and we got involved with an agency.” - Finance, Insurance, Real Estate & Leasing

‣ “We use a headhunter now.” - Finance, Insurance, Real Estate & Leasing

‣ “We are willing to train people for administrative roles in the dental field.” - Health Care & Social Assistance

‣ “We have not been able to respond successfully to the challenges we face with recruitment.” - Manufacturing

‣ “We focus more on word of mouth and advertising. We also have an app now to train our own employees to become qualified tradespeople.” - Manufacturing

‣ “We just keep looking, rewriting our ads and posting in other areas.” - Manufacturing

‣ “We are advertising on other avenues such as social media, newspapers and word of mouth.” - Other

‣ “We are doing more screening and having potential hires come in and try working with us for a couple days to see if we want to actually hire them.” - Professional, Scientific & Technical Services

‣ “For one position we're sorting through literally over 300 resumes to find one qualified person. Just diligence and keeping at it is our main strategy. We keep advertising. We're also targeting people on LinkedIn.” - Transportation & Warehousing

‣ “Nothing but patience.” - Transportation & Warehousing

‣ “We have taken the best of what we get applying.” - Transportation & Warehousing

‣ “We are taking a look at some of our benefits, which haven't increased in a couple of years. We are also making changes to our holidays.” - Transportation & Warehousing


32 EMPLOYER SURVEY

‣ “The biggest thing probably is that we have just changed from spot ads to full time ads. We understand there are going to be more people coming and going and the hiring process is going to take longer too.” - Wholesale & Retail Trade

‣ “Our growth has been constrained because we haven't been able to get the salespeople we were hoping for. For shipper receivers, we reassign people within the company until we can hire someone. We have not applied for a temporary foreign worker since 2007 because of the application process. We are tightening up our training processes to make sure people are as successful as they can be.” - Wholesale & Retail Trade

‣ “There's nothing we can do because the challenge is that there's no housing in Canmore for them. Without a place to live, they can't work here.” - Wholesale & Retail Trade

On balance, 3 per cent of the employers anticipate they will have more difficulty recruiting qualified employees over the next 12 months.Seven per cent of the employers anticipate they will have more difficulty recruiting qualified employees in the 12 months following their survey, 4 per cent anticipate they will have less difficulty and 89 per cent anticipate they will have about the same difficulty, for a balance of 3 per cent anticipating they will have more difficulty.17 In Q3 2016, 9 per cent of the employers on balance anticipated they would have less difficulty recruiting qualified employees.

On balance, 20 per cent of employers in the accommodation and food services/arts and entertainment industry and 10 per cent of employers in the transportation and warehousing industry anticipate they will have more difficulty recruiting in the next 12 months. Five per cent of the wholesale and retail trade employers on balance anticipate they will have less difficulty recruiting over the next year.

!9%$

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17 Percentage of employers that anticipate having more difficulty recruiting qualified employees in the 12 months following their survey minus the percentage of employers that anticipate having less difficulty.

33 EMPLOYER SURVEY

Future Recruiting DifficultiesPercentage of companies that anticipated having more or less difficulty recruiting qualified employees in the 12 months following their survey

More Less Balance More Less BalanceOverall Results 3% 12% -9% 7% 4% 3%

Results by IndustryMining & Oil & Gas 0% 14% -14% 5% 5% 0%Construction 5% 5% 0% 0% 0% 0%Manufacturing 5% 15% -10% 10% 5% 5%Wholesale & Retail Trade 5% 15% -10% 0% 5% -5%Transportation & Warehousing 0% 0% 0% 10% 0% 10%Professional, Scientific & Technical Services 5% 5% 0% 5% 5% 0%Health Care & Social Assistance 0% 30% -30% 5% 5% 0%Accommodation & Food Services/Arts & Entertainment 15% 0% 15% 20% 0% 20%Finance, Insurance, Real Estate & Leasing 0% 5% -5% 10% 10% 0%Other 0% 30% -30% 5% 5% 0%

Q3 2016 Q3 2017

Comments‣ “It's not getting any easier and will likely get more difficult.” - Accommodation & Food Services/

Arts & Entertainment

‣ “It appears there will be more difficulty than last year. Apparently there is a surplus of workers in Alberta and there's supposed to be all these people looking for work in Calgary, but I guess not our kind of work.” - Accommodation & Food Services/Arts & Entertainment

‣ “In a good economy it's hard to recruit and in a bad economy it's easy to recruit. I don't know where the economy is going so I can't predict what our future recruitment experiences will be.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have started hiring again, so there will be more difficulty.” - Finance, Insurance, Real Estate & Leasing

‣ “It's always challenging to recruit for 24 hour shift work.” - Health Care & Social Assistance

‣ “I think it will get more difficult as the economy gets better. With us being a nonprofit, we don't pay as much as profit businesses.” - Health Care & Social Assistance

‣ “Less difficulty because I've found some people that I feel will work out.” - Professional, Scientific & Technical Services

‣ “For us usually when oil picks up we get less applications but more quality of applicants. When oil slows down we get more applicants but less quality of applicants.” - Wholesale & Retail Trade


34 EMPLOYER SURVEY

Employee TurnoverFifty-six per cent of the employers reported employees had voluntarily left their company in the prior year.Overall, 56 per cent of the employers reported employees had left their company in the 12 months prior to their survey as a result of voluntary turnover,18 up slightly from the previous year’s results.

Eighty per cent of the accommodation and food services/arts and entertainment employers and 75 per cent of the health care and social assistance employers said employees had voluntarily left in the prior year, compared less than half of the mining and oil and gas (45 per cent), construction (45 per cent) and finance, insurance, real estate and leasing (43 per cent) employers.

Overall, the turnover rate was 6.4 per cent.Employers reported approximately 315 employees left their companies in the 12 months prior to their survey as a result of voluntary turnover. This equates to a turnover rate19 of 6.4 per cent, down from 7.3 per cent in Q3 2016.

The accommodation and food services/arts and entertainment industry had the highest turnover rate on average at 12.7 per cent, down significantly from 18.9 per cent the previous year. The health care and social assistance industry had the next highest turnover rate at 9.2 per cent, up from 5.2 per cent in Q3 016. In contrast, the mining and oil and gas and finance, insurance, real estate and leasing industries had the lowest average employee turnover rates in the third quarter of 2017 at 3.3 per cent and 3.2 per cent respectively.

Employers were also asked to specify the occupations that experienced the most voluntary turnover. Community and social service workers (7 per cent) were the top occupations mentioned by employers, followed by shippers and receivers, secretaries, insurance agents and brokers, retail salespersons, and construction trades helpers and labourers (4 per cent each).

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Q3$2017$ Q3$2016$

3.2%%3.3%%3.8%%4.5%%5.0%%

7.1%%8.2%%8.2%%

9.2%%12.7%%

6.4%%

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Fin.,%Insur.,%Real%Est.%&%Leasing%Mining%&%Oil%&%Gas%

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Employee(turnover(rates(Q3%2017% Q3%2016%


18 Initiated by the employee, not including retirement or maternity leave.

19 Total turnover divided by total employees.

35 EMPLOYER SURVEY

Comments‣ “Yes, we have the most turnover in the housekeeping department.” - Accommodation & Food

Services/Arts & Entertainment

‣ “Some people left in response to us reducing their hours.” - Accommodation & Food Services/Arts & Entertainment

‣ “The most turnover is with our service technicians.” - Construction

‣ “Yes there’s some difficulty with retaining people in lower level positions.” - Finance, Insurance, Real Estate & Leasing

‣ “We mainly employ salespeople in Calgary, so that is where the turnover is.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, probably the broker roles experience more turnover.” - Finance, Insurance, Real Estate & Leasing

‣ “Some of them have left arbitrarily because of hours cutback, mainly dental assistants.” - Health Care & Social Assistance

‣ “We lost 13 people, including a child and youth worker, our director of programs and individuals in development, clinical and case manager positions.” - Health Care & Social Assistance

‣ “Most of our turnover is with receptionists.” - Health Care & Social Assistance

‣ “Turnover occurs most in our labourer positions.” - Manufacturing

‣ “We had about 5 salespeople quit.” - Mining & Oil & Gas

‣ “Turnover occurs the most in software development.” - Mining & Oil & Gas

‣ “We are in oil services, so it's those in the field working on our rig sites. That's where the bulk of the turnover is.” - Mining & Oil & Gas

NOC Code Occupation Employers %

4212 Community and social service workers 7%1521 Shippers and receivers 4%1241 Secretaries (except legal and medical) 4%6231 Insurance agents and brokers 4%6421 Retail salespersons 4%7611 Construction trades helpers and labourers 4%4214 Early childhood educators and assistants 3%6731 Light duty cleaners 3%7441 Residential and commercial installers and servicers 3%7511 Truck drivers 3%

Only occupations with a response of 3 per cent or more are shown in the table.

What occupations have experienced the most voluntary turnover?

Note: 112 employers reported employees had left their company in the previous 12 months as a result of voluntary turnover. Some employers did not specify which occupations.


36 EMPLOYER SURVEY

‣ “We had two instructors quit.” - Other

‣ “There's a very transient population here in Banff. It's not related to the positions.” - Other

‣ “We have lost a few part time teachers.” - Other

‣ “The low end and lower pay positions experience the most turnover.” - Wholesale & Retail Trade

‣ “We had a couple of salespeople just leave with the new ownership.” - Wholesale & Retail Trade

On balance, 8 per cent of the employers anticipate employee turnover will be lower over the next year.Two per cent of the employers anticipate voluntary employee turnover will be higher in the 12 months following their survey and 10 per cent anticipate it will be lower, for a balance of 8 per cent anticipating turnover will be lower.20 In Q3 2016, 13 per cent of the employers on balance anticipated turnover would be lower in the year following their survey.

Twenty per cent of the health care and social assistance and ‘other’ employers and about 15 per cent of the construction, professional, scientific and technical services and finance, insurance, real estate and leasing employers anticipate employee turnover in their companies will be lower in the next year. The employers in the remaining industries anticipate turnover will be about the same on balance (with 5 per cent of accommodation and food services/arts and entertainment employers anticipating turnover will be higher).Future TurnoverPercentage of companies that anticipated employee turnover would be higher or lower in the 12 months following their survey

Higher Lower Balance Higher Lower BalanceOverall Results 1% 14% -13% 2% 10% -8%

Results by IndustryMining & Oil & Gas 0% 5% -5% 0% 0% 0%Construction 0% 20% -20% 0% 15% -15%Manufacturing 0% 20% -20% 0% 0% 0%Wholesale & Retail Trade 0% 15% -15% 5% 5% 0%Transportation & Warehousing 0% 15% -15% 5% 5% 0%Professional, Scientific & Technical Services 0% 15% -15% 0% 15% -15%Health Care & Social Assistance 5% 15% -10% 0% 20% -20%Accommodation & Food Services/Arts & Entertainment 5% 0% 5% 15% 10% 5%Finance, Insurance, Real Estate & Leasing 0% 25% -25% 0% 14% -14%Other 0% 10% -10% 0% 20% -20%

Q3 2016 Q3 2017

!13%%

!8%%

!15%%

!10%%

!5%%

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5%%

Q3%2016% Q3%2017%

Do#you#an(cipate#employee#turnover#will#be#higher#or#lower#in#the#next#12#months?#

Higher% Lower% Balance%


20 Percentage of employers that anticipated voluntary turnover would be higher in the 12 months following their survey minus the percentage of employers that anticipated voluntary turnover would be lower.

37 EMPLOYER SURVEY

Comments‣ “If the economy improves it will be less because we won't have to reduce hours. However, I don't

know that it will improve.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are really lucky to have very low turnover.” - Other

‣ “Lower - people are hanging onto their jobs right now.” - Professional, Scientific & Technical Services

‣ “If oil and gas picks up, then I expect our turnover to increase.” - Transportation & Warehousing

Employee RetentionThe top successful retention strategy over the last 12 months was providing a job in the current economic environment.Employers were asked to indicate an employee retention strategy that was the most successful over the last 12 months. Seventeen per cent of the employers said providing a job in the current economic environment was the most successful strategy, followed by providing a competitive salary (14 per cent), positive work environment (12 per cent) and excellent management/supervision (8 per cent).

The most successful retention strategy varied by industry. Providing a job in the current economic environment was the most successful retention strategy for mining and oil and gas, construction, manufacturing and transportation and warehousing employers, while competitive salary was a top strategy for wholesale and retail trade, professional, scientific and technical services and finance, insurance, real estate and leasing employers. For health care and social assistance and accommodation and food services/arts and entertainment employers, providing flexible work measures was the top retention strategy.

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38 EMPLOYER SURVEY

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n=20%

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39 EMPLOYER SURVEY

Comments‣ “We have a few recruitment strategies in place, but I think the most successful is our perks and

employment benefits.” - Accommodation & Food Services/Arts & Entertainment

‣ “I would say flexible work hours and good employee benefits.” - Accommodation & Food Services/Arts & Entertainment

‣ “We just try to create a decent work environment for them. We're not a high paying employer. We don't have benefits and we don't have monetary incentives to give, so we try to be flexible with shift selection and hours. We focus on accommodating the lifestyles of our employees and trying to be nice to them when they're here.” - Accommodation & Food Services/Arts & Entertainment

‣ “I pay 100% of their health care benefits.” - Accommodation & Food Services/Arts & Entertainment

‣ “I think it's based on the market conditions not necessarily what we're doing here. We do a lot of things, such as company functions and team building exercises, but the biggest impact on retention has been the lack of jobs elsewhere for qualified people.” - Construction

‣ “We have a family environment.” - Construction

‣ “Getting work for them. They stay because we have available work.” - Construction

15%$5%$5%$5%$5%$5%$

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n=20%

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n=20%

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40 EMPLOYER SURVEY

‣ “We have a long term group of staff here, so we have a good culture. Also, the job market out there isn't good so I think people are happy to be employed.” - Finance, Insurance, Real Estate & Leasing

‣ “They are pretty passionate about our mission.” - Health Care & Social Assistance

‣ “We have a health spending account and flexible hours.” - Health Care & Social Assistance

‣ “We're a small non-profit so we can be fairly flexible in some of our HR benefits. For example, we give people the flexibility they need for childcare.” - Health Care & Social Assistance

‣ “The big thing is that we treat them like family, so we have a lot of people working with us for many years.” - Manufacturing

‣ “We have a great working environment, they're paid well, they're treated well and I actually listen to my employees.” - Manufacturing

‣ “We are giving them a job.” - Manufacturing

‣ “I think just trying to use people effectively, keeping the job interesting and offering the best quality work opportunities we can.” - Manufacturing

‣ “We had to give them a small raise because people were looking elsewhere.” - Mining & Oil & Gas

‣ “The fact that it's a tough job market is keeping everyone here.” - Mining & Oil & Gas

‣ “Our bonus program is probably the most successful.” - Mining & Oil & Gas

‣ “We're busy, so they have a job in oil and gas in Calgary in this economy with no threat of being laid off.” - Mining & Oil & Gas

‣ “The most successful strategy is a poor strategy. It's a poor of economy. The lack of alternatives causes people to stay here. We're a small company and a very close group so we don't have much turnover in good times or bad, but generally speaking the thing that is keeping people who would move is the economy.” - Mining & Oil & Gas

‣ “I would say regular communication with employees and understanding their career development needs and desires.” - Other

‣ “We do training and offer workshops, we give retention bonuses, we have a staff benefits program and we give ample vacation time as well as flex days for sick time.” - Other

‣ “There's a couple of things. We have an environment and a culture of collaboration, we do potluck lunches and celebrate birthdays and we do recesses for 40 minutes a couple of times each month.” - Other

‣ “We make sure that they're valued, that they're respected and that they're not micro managed. We try to pay at the top end of the scale for aides that work with preschool children with severe needs.” - Other

‣ “I think more one on one attention, as well as getting the right people in the right positions.” - Other


41 EMPLOYER SURVEY

‣ “I think it's just that everybody works well together and we encourage teamwork.” - Professional, Scientific & Technical Services

‣ “I'm going to say money. I think it's salary because although we do a lot of promotional stuff for staff I don't know if it makes any difference.” - Professional, Scientific & Technical Services

‣ “The strategic planning work that we've been doing has resulted in changes in our HR strategies. A key strategy was the implementation of a revised benefits plan.” - Transportation & Warehousing

‣ “We empower our employees through team building.” - Transportation & Warehousing

‣ “Honestly when people leave it's because they just can't hack it and they feel they don't make enough money. Towing is a niche industry, so it's only a good paying job if you know what you're doing.” - Transportation & Warehousing

‣ “Nobody wants to work here but in this economy there's nowhere else to go.” - Transportation & Warehousing

‣ “I think it's just the people. It's a very friendly store. We have very long retention.” - Wholesale & Retail Trade

‣ “It's a small store so we just try to keep employees happy and hope that business continues on as is. We just try to do special things like take them for lunch to make them feel valued as employees.” - Wholesale & Retail Trade

‣ “We give extra bonuses. We give extra time off and we give them the shifts they want. We will also give gift cards for staff appreciation.” - Wholesale & Retail Trade

Seventeen per cent of the employers anticipate they will be focusing more on employee retention over the next year.Seventeen per cent of the employers anticipate they will be focusing more on employee retention over the next year, while the remaining anticipate they will be focusing about the same.21 This is up slightly from the third quarter of 2016 when 13 per cent of the employers on balance said they would be focusing more on employee retention.

Thirty per cent of the health care and social assistance employers and about a quarter of the construction, transportation and warehousing and finance, insurance, real estate and leasing employers anticipate they will be focusing more on

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21 Percentage of employers that anticipate they will be focusing more on employee retention in the 12 months following their survey minus the percentage of employers that anticipate they will be focusing less.

42 EMPLOYER SURVEY

employee retention over the next year, compared to only 5 per cent of the accommodation and food services/arts and entertainment employers. Future RetentionPercentage of companies that anticipated they would be focusing more or less on employee retentionin the 12 months following their survey

More Less Balance More Less BalanceOverall Results 14% 1% 13% 17% 0% 17%

Results by IndustryMining & Oil & Gas 5% 0% 5% 15% 0% 15%Construction 5% 0% 5% 25% 0% 25%Manufacturing 5% 0% 5% 15% 0% 15%Wholesale & Retail Trade 15% 5% 10% 15% 5% 10%Transportation & Warehousing 10% 0% 10% 25% 0% 25%Professional, Scientific & Technical Services 20% 10% 10% 10% 0% 10%Health Care & Social Assistance 30% 0% 30% 30% 0% 30%Accommodation & Food Services/Arts & Entertainment 30% 0% 30% 5% 0% 5%Finance, Insurance, Real Estate & Leasing 10% 0% 10% 24% 0% 24%Other 10% 0% 10% 10% 0% 10%

Q3 2016 Q3 2017

Comments‣ “We can't go more than 100%, so I would have to say that we will have the same focus on retention.”

- Finance, Insurance, Real Estate & Leasing

‣ “We will be focusing much more on retention going forward.” - Finance, Insurance, Real Estate & Leasing

‣ “Not until things pick up in this province.” - Health Care & Social Assistance

‣ “We will be working on improving the culture.” - Health Care & Social Assistance

‣ “More because it costs a lot of money for us to try to hire people.” - Manufacturing

‣ “We will focus more on retention to make sure we keep the good people.” - Transportation & Warehousing


43 EMPLOYER SURVEY

Supplemental Questions - Focus on Technological ChangesIn addition to the general questions about recruitment and retention practices, employers were asked the following specific questions about past or future technological changes in their company:

‣ Has your company implemented or adopted any technological changes in the past two years that resulted in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description?

‣ If yes, did the technological changes result in an increase or decrease in the number of workers your company needed? Describe the technological change, occupation affected, whether the demand for that occupation increased or decreased, and by how many.

‣ If yes, did the technological changes result in a need for some workers to upgrade their skills with additional training? Describe the technological change, occupation affected, whether the training was provided by the employer or by an outside contractor, and how many employees were affected.

‣ If yes, did the technological changes result in a need for some workers to completely change their job description? Describe the technological change, occupation affected, the new occupation, and how many employees were affected.

‣ Does your company plan to implement or adopt any technological changes in the next two years that will result in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description?

‣ If yes, do you anticipate the technological changes will result in an increase or decrease in the number of workers your company needs? Describe the technological change, occupation that will be affected, whether the demand for that occupation will increase or decrease, and by how many.

‣ If yes, do you anticipate the technological changes will result in a need for some workers to upgrade their skills with additional training? Describe the technological change, occupation that will be affected, whether the training will be provided by the employer or outside contractor, and how many employees will be affected.

‣ If yes, do you anticipate the technological changes will result in a need for some workers to completely change their job description? Describe the technological change, occupation that will be affected, the new occupation, and how many.

‣ If your company has implemented or plans to implement any technological changes, what would you say is the most important skill (or skills) your workers need/will need once this new technology has been successfully implemented or adopted?


44 EMPLOYER SURVEY

Past Technological ChangesThirty-nine per cent of the employers implemented technological changes in past two years.Overall, 39 per cent of the employers (78 employers) reported their company implemented or adopted technological changes in the past two years22, 60 per cent said they did not, and 1 per cent were unsure. Sixty-two per cent of the finance, insurance, real estate and leasing employers and 55 per cent of the health care and social assistance employers said they implemented technological changes, compared to 15 per cent of the mining and oil and gas employers.

Technological changes resulted in a net employment increase of 34 workers.Of the 78 employers that implemented technological changes in the past two years, 17 per cent (13 employers) reported that the technological changes that were implemented resulted in an increase or decrease for workers. Forty-three per cent of the professional, scientific and technical employers and 29 per cent of the ‘other’ and wholesale and retail trade employers said the technological changes directly impacted their need for workers, compared to none of the accommodation and food services/arts and entertainment and mining and oil and gas employers.

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Manufacturing$

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Accom.$&$Food/Arts$&$Ent.$

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Health$Care$&$Social$Assistance$

Fin.,$Insur.,$Real$Est.$&$Leasing$

Overall$

Has$your$company$implemented$or$adopted$any$technological$changes$in$the$past$two$years?$

Yes$ No$ Unsure$

IndustryEmployers that implemented a technological

change (#)

Employers that increased or decreased workers (#)

Employers that increased or decreased

workers (%)Professional, Scientific & Technical Services 7 3 43%Other 7 2 29%Wholesale & Retail Trade 7 2 29%Manufacturing 6 1 17%Finance, Insurance, Real Estate & Leasing 13 2 15%Construction 8 1 13%Transportation & Warehousing 8 1 13%Health Care & Social Assistance 11 1 9%Accommodation & Food Services/Arts & Entertainment 8 0 0%Mining & Oil & Gas 3 0 0%Total 78 13 17%

Employers that implemented technological changes that resulted in an increase/decrease for workers


22 That resulted in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description.

45 EMPLOYER SURVEY

The 13 employers were also asked to describe the technological change, the occupations affected, and the number of occupations that increased or decreased. Overall, employment increased by a net 34 occupations. Results varied by industry, ranging from a net increase of 12 occupations in finance, insurance, real estate and leasing to no change in accommodation and food services/arts and entertainment and mining and oil and gas. Additional details on the technological changes and occupations affected can be found in Appendix B.

Comments

‣ “We've added new software to expand the range of services we can offer to meet client needs. As a result of the technological advancements, we were able to hire 2 more consultants and 2 of our senior project managers required more training.” - Construction

‣ “A new human resource information system (HRIS) and a new payroll system led to increase in employment. All of the company was affected by training requirements.” - Finance, Insurance, Real Estate & Leasing

‣ “We're a bank, so we have had to implement new software to improve the customer experience. This has allowed us to hire an additional 10 banking advisors. We have had to train 6 existing staff.” - Finance, Insurance, Real Estate & Leasing

‣ “We implemented an integrated payroll and scheduling system, which led to the hire of a new person. We are looking at our data differently, which led to training of a different person.” - Health Care & Social Assistance

‣ “We have new computer numerical control (CNC) machining equipment. As a result, we have hired three machine operators and trained two more.” - Manufacturing

‣ “We've added SMART Boards and SMART TVs to our classrooms, which has allowed us to hire 5 more part time teachers. It has also required us to train about 35 existing part time teachers. We have updated our database as well, so we hired 1 more administrator.” - Other

Industry Employment increase

Employment decrease

Net change in employment

Finance, Insurance, Real Estate & Leasing 12 0 12Other 7 0 7Professional, Scientific & Technical Services 13 -7 6Manufacturing 3 0 3Construction 2 0 2Transportation & Warehousing 2 0 2Wholesale & Retail Trade 2 -1 1Health Care & Social Assistance 1 0 1Accommodation & Food Services/Arts & Entertainment 0 0 0Mining & Oil & Gas 0 0 0Total 42 -8 34

Change in Employment Due to Technological Changes Implemented in the Past Two Years


46 EMPLOYER SURVEY

‣ “We have added new features to our technological applications to make the lives of our customers easier. This required us to hire 4 new developers.” - Professional, Scientific & Technical Services

‣ “We are now booking appointments on the computer instead of paper or phone. We hired an IT person to help us with that.” - Professional, Scientific & Technical Services

‣ “We moved our data entry to the Philippines, which resulted in 7 positions terminated in Calgary. Part of the reason we moved our data entry was the higher cost of minimum wage in Alberta.” - Professional, Scientific & Technical Services

‣ “We have upgraded our phones and computers to switchboards within a dispatch centre. We have hired two dispatchers and are training a half dozen office workers.” - Transportation & Warehousing

‣ “We are making technological changes all the time, so that's happening continuously. In the last two years, updating our enterprise resource planning (ERP) system resulted in reduction of one office staff member and training for two managers.” - Wholesale & Retail Trade

Technological changes resulted in a need for skills upgrading and training for approximately 851 workers.Of the 78 employers that implemented technological changes in the past two years, 95 per cent (74 employers) reported that the technological changes that were implemented resulted in a need for some workers to upgrade their skills with additional training.

The 74 employers were also asked to describe the technological changes, the occupations affected, whether the training was provided by the employer or by an outside contractor, and the number of employees that were affected. Overall, about 851 employees were trained, with 85 per cent of the employees trained by the employer, 8 per cent trained by an outside contractor, and 7 per cent trained by both the employer and an outside contractor. Additional details on the technological changes and occupations affected can be found in Appendix B.

Industry

Employers that implemented a technological

change (#)

Employers that required skills upgrading and

training (#)

Employers that required skills upgrading and trainings (%)

Finance, Insurance, Real Estate & Leasing 13 13 100%Accommodation & Food Services/Arts & Entertainment 8 8 100%Construction 8 8 100%Transportation & Warehousing 8 8 100%Other 7 7 100%Manufacturing 6 6 100%Mining & Oil & Gas 3 3 100%Health Care & Social Assistance 11 10 91%Wholesale & Retail Trade 7 6 86%Professional, Scientific & Technical Services 7 5 71%Total 78 74 95%

Employers that implemented technological changes that resulted in a need for employee skills upgrading/training


47 EMPLOYER SURVEY

Comments

‣ “We went computerized. We finally got out of the stone age. We had to train 8 people in management and the office.” - Accommodation & Food Services/Arts & Entertainment

‣ “Some of our software systems in our office have changed and some of our machinery and equipment for our ice plant and ice maintenance has changed. These changes resulted in training for half a dozen employees.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have made some changes with our computer programming and different estimating packages available through the internet. About three project managers needed more training to use new technologies.” - Construction

‣ “We upgraded our estimating software, we upgraded our safety processes and systems to online and we moved most of our internal processes from paper to digital. This led to training for 2 estimating people, 2 safety people and 1 accounting person.” - Construction

‣ “We have made upgrades to cellphones so that we can text and send pictures back and forth. That's the biggest thing we've done. We trained all of our service technicians.” - Construction

‣ “Basically it was adjustments to how we communicate between our office and other insurance companies. We got new technology related to data transfer. Our two data analysts were retrained.” - Finance, Insurance, Real Estate & Leasing

‣ “We now use a program called Activity Management that is basically for tracking of sales opportunities. This led to some internal training of our sales department.” - Finance, Insurance, Real Estate & Leasing

‣ “Training on new efficiencies in our sales system in the Calgary office impacted at least 60% of the staff.” - Finance, Insurance, Real Estate & Leasing

‣ “Technological changes that are directly related to the dental field were implemented. This resulted in employer training for about 5 dental assistants.” - Health Care & Social Assistance

Industry

Number of employees trained by contractor

Number of employees trained by employer

Number of employees trained by

both

Total number of employees

trained

Finance, Insurance, Real Estate & Leasing 2 193 0 195Wholesale & Retail Trade 0 109 4 113Other 20 77 0 97Transportation & Warehousing 45 42 10 97Health Care & Social Assistance 0 90 0 90Accommodation & Food Services/Arts & Entertainment 2 59 0 61Manufacturing 0 54 5 59Construction 2 37 15 54Professional, Scientific & Technical Services 0 18 25 43Mining & Oil & Gas 0 42 0 42Total 71 721 59 851

Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Past Two Years


48 EMPLOYER SURVEY

‣ “The use of different electronics. We have moved from laptops which can be heavy and cumbersome to Surfaces. The combination tablet and laptop allows us to be more mobile and to be able to work from wherever as long as we have internet access. Training was offered to our front line staff who needed it or requested it.” - Health Care & Social Assistance

‣ “We launched an electronic medical record system for our clinic. This resulted in everyone receiving some training.” - Health Care & Social Assistance

‣ “The addition of more computerized equipment meant training for our equipment technicians.” - Manufacturing

‣ “We are getting into more robotics technology, which means more training for our engineers.” - Manufacturing

‣ “We have a few changes related to new computer systems in our trucks. This helps us direct bill on the site. There was some training involved for field staff, but that was all done in house.” - Mining & Oil & Gas

‣ “We have smart boards in all of our classrooms now. We trained about 20 teachers through an online program.” - Other

‣ “Because we serve a certain population, we have implemented assistive technology onto our computers. For example, in our training rooms we're using screens that are more friendly for those who are vision impaired and we are using Skype more for meetings. We have also upgraded all of our computers. Every person working for us needs to know how to use the assistive technology in order to help our clients.” - Other

‣ “We have upgraded our software, more specifically our dictation technology. The lawyers used to record on cassette which was an old technology, but now we use Big Hand. They can record right into the telephone and computer.” - Professional, Scientific & Technical Services

‣ “We are using a new accounting and document control software called ProLaw. This is a software package specifically for lawyers that deals with the front and back office, including the accounting and trusts as well as all of our documents, court dates, clients and word processing. Everyone in the office got trained on it, including the lawyers and associates.” - Professional, Scientific & Technical Services

‣ “Our new performance management system led to training in HR.” - Transportation & Warehousing

‣ “We have implemented electronic airway bills, but we were forced to do so by the industry. All of our staff required training.” - Transportation & Warehousing

‣ “We've changed over our whole digital format and replaced all of our computers. Everyone was trained when the change happened.” - Wholesale & Retail Trade


49 EMPLOYER SURVEY

Technological changes resulted in 18 employees changing their job descriptions.Of the 78 employers that implemented technological changes in the past two years, 5 employers overall reported that the technological changes that were implemented resulted in a total of 18 employees having to change their job descriptions. Additional details on the technological changes and occupations affected can be found in Appendix B.

Comments‣ “We now have an online registration system. This change resulted in our receptionist becoming an

administrator.” - Accommodation & Food Services/Arts & Entertainment

‣ “We made changes to our email system and new internal programs related to databases. About half of our staff were trained as a result. Two staff were also redeployed to new roles.” - Finance, Insurance, Real Estate & Leasing

‣ “We now do more social media type advertising. Our former office manager is now our business manager almost solely focused on that task.” - Health Care & Social Assistance

‣ “All of us have changed our job from retail sales in store to online retail supervisors from home.” - Wholesale & Retail Trade

IndustryEmployers that implemented a technological

change (#)

Employers that changed

employee job descriptions (#)

Employees affected (#)

Wholesale & Retail Trade 7 1 13Finance, Insurance, Real Estate & Leasing 13 2 3Health Care & Social Assistance 11 1 1Accommodation & Food Services/Arts & Entertainment 8 1 1Construction 8 0 0Transportation & Warehousing 8 0 0Other 7 0 0Professional, Scientific & Technical Services 7 0 0Manufacturing 6 0 0Mining & Oil & Gas 3 0 0Total 78 5 18

Employers that implemented technological changes that resulted in a need for some workers to completely change their job descriptions


50 EMPLOYER SURVEY

Future Technological ChangesEmployers that plan to implement technological changes in the next two years.Overall, 26 per cent of the employers (52 employers) reported their company plans to implement or adopt technological changes in the next two years23, 58 per cent said they do not have plans and 16 per cent are unsure. Just over half of the finance, insurance, real estate and leasing employers said they have plans to implement technological changes, compared to 15 per cent of the professional, scientific and technical services employers and 5 per cent of the mining and oil and gas employers. ‘Other’ employers are the most uncertain, with 35 per cent reporting they are unsure of any plans to implement technological changes in the next two years.

Technological changes expected to result in a change in the number of workers needed.Of the 52 employers that plan to implement technological changes in the next two years, 19 per cent (10 employers) anticipate the technological changes will result in an increase or decrease for workers. Sixty per cent of the ‘other’ employers and 33 per cent of the manufacturing and professional, scientific and technical services employers anticipate the technological changes will directly impact their need for workers, compared to none of the heath care and social assistance, construction, wholesale and retail trade and mining and oil and gas employers.

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75%#65%#

70%#60%#55%#

40%#65%#

55%#55%#

38%#58%#

20%#20%#10%#15%#20%#

35%#5%#

15%#15%#10%#

16%#

0%# 20%# 40%# 60%# 80%# 100%#

Mining#&#Oil#&#Gas#Professional,#Scien>fic#&#Tech.#Transporta>on#&#Warehousing#

Wholesale#&#Retail#Trade#Construc>on#

Other#Manufacturing#

Health#Care#&#Social#Assistance#Accomm.#&#Food/Arts#&#Ent.#

Fin.,#Insur.,#Real#Est.#&#Leasing#Overall#

Does%your%company%plan%to%implement%or%adopt%any%technological%changes%in%the%next%two%years?%

Yes# No# Unsure#


23 That resulted in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description.

51 EMPLOYER SURVEY

The 10 employers were also asked to describe the technological changes, the occupations that will be affected, and the number of occupations that will increase or decrease. Overall, employers anticipate employment will increase by 25 and decrease by 5, for a net employment increase of 20. Results varied by industry, ranging from a net increase of 12 occupations in finance, insurance, real estate and leasing, to a net decrease of 5 occupations in the accommodation and food services/arts and entertainment industry. Additional details on the technological changes and occupations affected can be found in Appendix B.

Comments

‣ “We will probably implement more self-serving technology. This will mean decreasing the number of servers by about 5 and training of about 5 hostesses.” - Accommodation & Food Services/Arts & Entertainment

‣ “Again, software use would allow us to hire additional insurance brokers and require us to train existing staff.” - Finance, Insurance, Real Estate & Leasing

Industry

Employers that plan to implement

technological changes (#)

Employers that plan to increase or decrease

workers (#)

Employers that plan to increase or decrease

workers (%)Other 5 3 60%Manufacturing 6 2 33%Professional, Scientific & Technical Services 3 1 33%Transportation & Warehousing 4 1 25%Finance, Insurance, Real Estate & Leasing 11 2 18%Accommodation & Food Services/Arts & Entertainment 6 1 17%Health Care & Social Assistance 6 0 0%Construction 5 0 0%Wholesale & Retail Trade 5 0 0%Mining & Oil & Gas 1 0 0%Total 52 10 19%

Employers that plan to implement technological changes that will result in an increase/decrease for workers

Industry Employment increase

Employment decrease

Net change in employment

Finance, Insurance, Real Estate & Leasing 12 0 12Manufacturing 7 0 7Other 4 0 4Professional, Scientific & Technical Services 1 0 1Transportation & Warehousing 1 0 1Construction 0 0 0Health Care & Social Assistance 0 0 0Mining & Oil & Gas 0 0 0Wholesale & Retail Trade 0 0 0Accommodation & Food Services/Arts & Entertainment 0 -5 -5Total 25 -5 20

Anticipated Change in Employment Due to Technological Changes Implemented in the Next Two Years


52 EMPLOYER SURVEY

‣ “More new banking software should allow us to expand by another 10 banking advisors and will result in about 6 others getting trained.” - Finance, Insurance, Real Estate & Leasing

‣ “Absolutely there will be additions of robotics, computer numerical control (CNC), and other technical equipment. We will need more people to operate those pieces of equipment, probably 5 in the next couple of years. Absolutely the training will be whatever is available, so I anticipate it will involve both employer and contractor training. The training will probably involve the whole staff.” - Manufacturing

‣ “New tools for new processes will mean hiring additional labourers. We will be starting to manufacture quartz, which will also involve some training.” - Manufacturing

‣ “We are looking at adopting database development software. There will be two new positions created and orientation to new software training needed for 8 employees.” - Other

‣ “We are in the initial stages of planning to work with another organization to help us come up with our own organizational ecosystem, everything from customer relations to sales to marketing. This would be an enterprise resource planning (ERP) program customized for us. The resulting increase of revenue will require us to add staff, but we don't know how many people yet. The resulting program change would mean training for all staff.” - Other

‣ “We're updating our whole system for electronic records and we're moving to electronic logs. We will hire an administrator for the new system and have one office staff become our document control specialist. In addition, about 15 of our drivers will receive training.” - Transportation & Warehousing


53 EMPLOYER SURVEY

Technological changes expected to result in a need for skills upgrading and training for approximately 410 workers.Of the 52 employers that plan to implement technological changes in the next two years, 83 per cent (43 employers) anticipate the technological changes will result in a need for some workers to upgrade their skills with additional training.

The 43 employers were also asked to describe the technological changes, the occupations affected, whether the training will be provided by the employer or by an outside contractor, and the number of employees that will be affected. Overall, employers anticipate approximately 410 employees will be trained, with 76 per cent of the employees trained by the employer, 3 per cent trained by an outside contractor, and 21 per cent trained by both the employer and an outside contractor. Additional details on the technological changes and occupations affected can be found in Appendix B.

Industry

Employers that plan to implement

a technological change (#)

Employers that will require

skills upgrading and

training (#)

Employers that will require skills

upgrading and trainings (%)

Accommodation & Food Services/Arts & Entertainment 6 6 100%Construction 5 5 100%Other 5 5 100%Transportation & Warehousing 4 4 100%Professional, Scientific & Technical Services 3 3 100%Mining & Oil & Gas 1 1 100%Manufacturing 6 5 83%Wholesale & Retail Trade 5 4 80%Health Care & Social Assistance 6 4 67%Finance, Insurance, Real Estate & Leasing 11 6 55%Total 52 43 83%

Employers that plan to implement technological changes that will result in a need for employee skills upgrading/training

Industry

Number of employees to be trained by

contractor


employer


both

Total number of employees

to be trainedFinance, Insurance, Real Estate & Leasing 0 60 15 75Other 8 39 25 72Transportation & Warehousing 1 65 0 66Wholesale & Retail Trade 2 39 0 41Health Care & Social Assistance 0 37 2 39Manufacturing 0 9 25 34Construction 3 26 3 32Professional, Scientific & Technical Services 0 7 15 22Accommodation & Food Services/Arts & Entertainment 0 18 1 19Mining & Oil & Gas 0 10 0 10Total 14 310 86 410

Anticipated Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Next Two Years


54 EMPLOYER SURVEY

Comments

‣ “There will be some changes on the administrative side, specifically a new point of sales system and payroll system. Initially there will be some training in the implementation stage.” - Accommodation & Food Services/Arts & Entertainment

‣ “The technological change would be more focused on utilization of applications associated with bookings. We have a hockey facility, a fitness facility and a gymnasium, so there are three different applications for accessibility to those spaces. We are looking at a system for registration of time schedules and programming for that. There will be 4 facility managers in particular that will be trained. It will not change their job description, but it will change some components of the job as the tasks will be performed differently.” - Accommodation & Food Services/Arts & Entertainment

‣ “I believe we're going to start using a different registration system sometime in the next 6 months. The training will be focused on how to help people register for programs.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will be getting new contact management software and we will also be changing our payroll system program. Some training will be necessary as a result.” - Construction

‣ “We will be using GPS type tracking technology, which means training our 10 equipment operators.” - Construction

‣ “We're in the process of implementing a new human resource information system (HRIS) in the next bit. Again, training will be mainly through the employer but will also involve a third party.” - Construction

‣ “We are going to implement the ability to invoice from the cellphone. All of our staff will need to be trained to ensure they can do this properly.” - Construction

‣ “We will be adding more self-service options for customers. These aren't technologies displacing employees, just helping customers. They would involve some training.” - Finance, Insurance, Real Estate & Leasing

‣ “There will probably be an accounting systems change. Of our 40 employees in Calgary, I think about 30 of them will need the additional training.” - Finance, Insurance, Real Estate & Leasing

‣ “We will be implementing some database and staff safety changes which will require targeted training.” - Health Care & Social Assistance

‣ “Our electronic medical records provider is providing us with replacement programs. This will mean training for our clinical administration department.” - Health Care & Social Assistance

‣ “We are looking at further automation. We're moving towards off site abilities with web apps for service delivery. All of our counsellors will need training when we implement that.” - Health Care & Social Assistance

‣ “We will focus on more robotics. There will be associated training as a result of technological changes.” - Manufacturing


55 EMPLOYER SURVEY

‣ “We'll continue to upgrade our assistive technology for clients with disabilities. We will probably have more video recording equipment and that type of thing. We plan to upgrade all of our computers to go onto latest version of Windows. We are transitioning to laptops and tablets versus desktop computers for both our staff and our clients. This will mean technology and software training.” - Other

‣ “I'm looking at implementing a training management software system. Two instructors will require training once that is in place.” - Other

‣ “We are looking into converting our paper files to electronic records. We require a temporary IT person to do that. Once that is implemented, we will need to train 7 office staff.” - Professional, Scientific & Technical Services

‣ “There are more software programs coming. We are currently using Summation which is a litigation software package. We will be updating that program we're using because it is not being supported any longer. This will result in additional software training for about 10 lawyers.” - Professional, Scientific & Technical Services

‣ “We may be purchasing a 3D printer. If we do, management would need training on how to use it effectively.” - Professional, Scientific & Technical Services

‣ “We are working on it. Because of the US, we are moving into electronic logs. The general manager will be trained on those.” - Transportation & Warehousing

‣ “We are working on electronic logs. Our main transportation lanes run into the US and theoretically as of December 18 electronic logs will be mandatory for all heavy commercial trucks. We've always had satellite tracking but we are upgrading to meet the US Department of Transportation requirements. All of our employees will be trained.” - Transportation & Warehousing

‣ “We have a big technological change coming as soon as [parent company] rolls out its new computer program. We thought that would be happening at the beginning of 2018, but we're hearing now it could happen closer to the end of the year. There will be in house training and it will involve everyone learning a new computer program. We will need to update all of our computers and our phone system.” - Wholesale & Retail Trade

‣ “We are getting a new point of sales (POS) system. Two managers will be trained on that.” - Wholesale & Retail Trade


56 EMPLOYER SURVEY

Technological changes expected to result in a change in job description for approximately 15 employees.Of the 52 employers that plan to implement technological changes in the next two years, 3 employers overall reported that the technological changes they plan to implement will result in approximately 15 employees having to change their job descriptions. Additional details on the technological changes and occupations affected can be found in Appendix B.

Comments‣ “We are replacing our retail locations with online shopping. This will result in all of our employees

becoming their own supervisor from home, rather than being a salesperson in a store.” - Wholesale & Retail Trade

IndustryEmployers that

plan to implement a technological

change (#)

Employers that plan to change employee job

descriptions (#)

Employees that will be affected (#)

Wholesale & Retail Trade 5 1 13Accommodation & Food Services/Arts & Entertainment 6 1 1Transportation & Warehousing 4 1 1Finance, Insurance, Real Estate & Leasing 11 0 0Health Care & Social Assistance 6 0 0Manufacturing 6 0 0Construction 5 0 0Other 5 0 0Professional, Scientific & Technical Services 3 0 0Mining & Oil & Gas 1 0 0Total 52 3 15

Employers that plan to implement technological changes that will result in a need for some workers to completely change their job descriptions


57 EMPLOYER SURVEY

Most Important Skills RequiredWillingness to learn and take training, technological literacy, and functional knowledge are some of the most important skills identified by employers.Of the 98 employers that have implemented or have plans to implement technological changes, one-third said willingness to learn/take training is the most important skill employees need or will need, followed by technological literacy24 (20 per cent) and functional knowledge25 (15 per cent).

Comments‣ “Usually when we're implementing a new

technology we're doing it so the employee has to do less work or it makes it easier for them or it allows for more efficiencies. Basically the biggest thing is that they just have to remember what we've taught them and their new training.” - Accommodation & Food Services/Arts & Entertainment

‣ “The most important thing is that it's used most appropriately.” - Accommodation & Food Services/Arts & Entertainment

‣ “Adaptability.” - Construction

‣ “They just need a good work ethic.” - Construction

‣ “I would say willingness to learn and to give that new technology a chance.” - Construction

‣ “The ability to adapt to the change. They need to take the change head on and run with it.” - Construction

‣ “We have to be adaptable to the changes of the industry.” - Finance, Insurance, Real Estate & Leasing

‣ “They need to be willing to embrace the new technology.” - Finance, Insurance, Real Estate & Leasing

‣ “Attention to detail.” - Finance, Insurance, Real Estate & Leasing

‣ “That's a difficult question. They need perseverance. The first days of anything new are very, very difficult.” - Finance, Insurance, Real Estate & Leasing

10%$10%$

4%$4%$4%$5%$5%$5%$6%$

15%$20%$

33%$

0%$ 5%$ 10%$ 15%$ 20%$ 25%$ 30%$ 35%$

Unsure$Other$

Work$ethic$Communica;on$skills$

A>en;on$to$detail$IndustryBspecific$knowledge/experience$

Customer$service$skills$Adaptability$

Good$aLtude$Func;onal$knowledge$Technological$literacy$

Willingness$to$learn/take$training$

n=98%

Most%important%skills%workers%need/will%need%once%new%technology%has%been%implemented%or%adopted%


24 Defined as the ability of an individual, working independently and with others, to responsibly, appropriately and effectively use technology tools to access, manage, integrate, evaluate, create and communicate information.

25 Defined as knowledge, skill, and/or abilities required to fulfill required job tasks, duties or responsibilities.

58 EMPLOYER SURVEY

‣ “The ability to utilize it so we can get more efficiencies out of the changes.” - Finance, Insurance, Real Estate & Leasing

‣ “Staying computer savvy definitely helps.” - Finance, Insurance, Real Estate & Leasing

‣ “Having an open mind.” - Finance, Insurance, Real Estate & Leasing

‣ “The willingness to learn.” - Health Care & Social Assistance

‣ “They need to understand technology.” - Health Care & Social Assistance

‣ “I would think that the most important thing is their attitude.” - Manufacturing

‣ “Flexibility.” - Mining & Oil & Gas

‣ “They just need to embrace the technological change.” - Mining & Oil & Gas

‣ “Personally I think they need to share the knowledge. They need to be able to collaborate and discuss because it's an educational learning process.” - Other

‣ “It's communication skills.” - Other

‣ “I think it's important to answer the question, "How is this new technology helping me in my job?" because people need to know and understand how to use it effectively and independently.” - Other

‣ “The ability to effectively use and implement that technology.” - Other

‣ “Attention to detail.” - Professional, Scientific & Technical Services

‣ “A willingness to learn new technology because sometimes old school people just can't move forward. People need to want to stay on top of technology.” - Professional, Scientific & Technical Services

‣ “A lot of our employees are a bit older and I really think it's general acceptance of something new that's the biggest challenge when it comes to technology.” - Transportation & Warehousing

‣ “I think employees need to be driven. I think there's a massive focus on entitlement that needs to change.” - Transportation & Warehousing

‣ “The most important thing for any of our employees is attitude. I'll take them without training if they come with the right attitude and work ethic.” - Wholesale & Retail Trade

‣ “For [shippers/receivers] it's just computer literacy and comfort with learning new processes. That's one group of employees that seem not to love change and the world is about change. When it comes to new technologies, it doesn't end.” - Wholesale & Retail Trade

‣ “Repetition and keeping up with the movement of technology.” - Wholesale & Retail Trade

‣ “The most important skills following a change are decision making skills and problem solving skills.” - Wholesale & Retail Trade


59 EMPLOYER SURVEY

Appendix A: Survey Methodology

The Q3 2017 Calgary and Area Employer Survey is based on responses to a telephone questionnaire conducted in July, August and September 2017 of Calgary and area employers with 10 - 49 employees (small-sized employers). Following are the number of respondents from each industry sector.

The ‘Other’ industry category includes a variety of employers from the remainder of the industry categories: Agriculture, Utilities, Information & Culture, Management of Companies, Administrative & Support Services, Educational Services, Other Services and Public Administration.

It should be noted that the method of sample selection provides a good cross-section of opinion. Nevertheless, given the size of the sample, the statistical reliability of the survey is limited, particularly when the data is reported by industry. The value of this survey, however, goes beyond the data captured by the questionnaire. The telephone interview allows companies to expand on their responses, which provides invaluable information and comments that cannot be measured quantitatively.

Industry Number of Respondents

Mining & Oil & Gas 20Construction 20Manufacturing 20Wholesale & Retail Trade 20Transportation & Warehousing 20Professional, Scientific & Technical Services 20Health Care & Social Assistance 20Accommodation & Food Services/Arts & Entertainment 20Finance, Insurance, Real Estate & Leasing 21Other 20Total 201


APPENDIX ASurvey Methodology

60

Appendix B: Employer Survey - Q3 2017 Occupation Results

LayoffsThirteen per cent of the employers laid off approximately 90 workers in the three months prior to their survey.

Industry NOC Code Occupation Number of Layoffs

Accommodation & Food Services/Arts & EntertainmentSubtotal 0Construction 7521 Heavy equipment operators (except crane) 31

7611 Construction trades helpers and labourers 147282 Concrete finishers 82131 Civil engineers 28612 Landscaping and grounds maintenance labourers 1

Subtotal 56Finance, Insurance, Real Estate & Leasing 1112 Financial and investment analysts 1

6551 Customer service representatives - financial services 1Subtotal 2Health Care & Social Assistance 3411 Dental assistants 5

311 Managers in health care 11414 Receptionists and switchboard operators 1

Subtotal 7Manufacturing 9436 Lumber graders & other wood processing inspectors & graders 3

9414 Concrete, clay and stone forming operators 29613 Labourers in chemical products processing and utilities 2

Subtotal 7Mining & Oil & Gas 2121 Biologists and related scientists 1Subtotal 1Other 4214 Early childhood educators and assistants 1Subtotal 1Professional, Scientific & Technical Services 1422 Data entry clerks 2

2251 Architectural technologists and technicians 2Not specified 1

Subtotal 5Transportation & Warehousing 7511 Truck drivers 2

1525 Dispatchers and radio operators 1Subtotal 3Wholesale & Retail Trade 6421 Retail salespersons 7

1431 Accounting and related clerks 1Subtotal 8Grand Total 90Note: Some employers did not specify which occupations.


APPENDIX BQ3 2017 Employer Survey Occupation Results

61

Vacant PositionsForty-one per cent of the employers had a total of 179 vacant positions that needed to be filled.

NOC Code Occupation Vacant Positions

714 Facility operation and maintenance managers 157511 Truck drivers 154212 Community and social service workers 76711 Food counter attendants, kitchen helpers and related occupations 74214 Early childhood educators and assistants 56231 Insurance agents and brokers 56322 Cooks 56552 Customer service, information and related clerks 56731 Light duty cleaners 5

311 Managers in health care 41224 Property administrators 46421 Retail salespersons 46525 Hotel front desk clerks 47241 Electricians (except industrial and power system) 48412 Oil and gas well drilling workers and services operators 41114 Other financial officers 31241 Secretaries (except legal and medical) 31242 Legal secretaries 34165 Health policy researchers, consultants and program officers 34413 Elementary and secondary school teacher assistants 37521 Heavy equipment operators (except crane) 39437 Woodworking machine operators 3124 Sales, marketing and advertising managers 2711 Construction managers 2

1112 Financial and investment analysts 21121 Specialists in human resources 22131 Civil engineers 26551 Customer service representatives - financial services 26621 Service station attendants 26622 Grocery clerks and store shelf stockers 27315 Aircraft mechanics and aircraft inspectors 27321 Automotive service technicians, truck and bus mechanics and mechanical repairers 27441 Residential and commercial installers and servicers 2

Note: Only occupations with 2 or more vacancies are shown.


62 APPENDIX B

Change in EmploymentOverall, employers anticipate employment will increase by 62 and decrease by 77, for a net employment decrease of 15 people.

Industry NOC Code Occupation Net Change in

Employment

Accommodation & Food Services/Arts & Entertainment 6513 Food and beverage servers 146611 Cashiers 56731 Light duty cleaners (2) 8612 Landscaping and grounds maintenance labourers (12)

Subtotal 5 Construction 7282 Concrete finishers 10

7241 Electricians (except industrial and power system) 1 7271 Carpenters (4) 7291 Roofers and shinglers (5) 7611 Construction trades helpers and labourers (10) 7521 Heavy equipment operators (except crane) (30)

Subtotal (38) Finance, Insurance, Real Estate & Leasing 6231 Insurance agents and brokers 2 Subtotal 2 Health Care & Social Assistance 4212 Community and social service workers 3

3222 Dental hygienists and dental therapists (1) Subtotal 2 Manufacturing 6221 Technical sales specialists - wholesale trade 1

2211 Chemical technologists and technicians (1) 9436 Lumber graders & other wood processing inspectors (2)

Subtotal (2) Mining & Oil & Gas 1223 Personnel and recruitment officers 1

1111 Financial auditors and accountants (2) Subtotal (1) Other 4214 Early childhood educators and assistants 5 Subtotal 5 Professional, Scientific & Technical Services 4165 Health policy researchers, consultants & program officers 2

2251 Architectural technologists and technicians 1 1121 Specialists in human resources (1)

Subtotal 2 Transportation & Warehousing 7511 Truck drivers 10

Not specified 5 Subtotal 15 Wholesale & Retail Trade 6611 Cashiers 1

6421 Retail salespersons (6) Subtotal (5) Grand Total (15) Note: Some employers did not specify which occupations.


63 APPENDIX B

Past Technological ChangesOverall, employers estimate employment increased by a net 34 positions due to technological changes implemented in the past two years.

Industry Technology Occupation

Construction New software to expand range of client services Civil engineersSubtotalFinance, Insurance, Real Estate & Leasing Banking software to improve customer experience Loan officers

Human Resource Information System (HRIS) Personnel and recruitment officersPayroll system Payroll clerks

SubtotalHealth Care & Social Assistance Integrated payroll and scheduling system Payroll clerksSubtotalManufacturing Computer numerical control machining equipment Sawmill machine operatorsSubtotalOther Addition of SMART Boards and SMART TVs Elementary school and kindergarten teachers

Updated database School principals/administrators-elementary & secondary educationNew timesheet software Farmers and farm managers

SubtotalProfessional, Scientific & Technical Services Developing automatic fan control Computer programmers and interactive media developers

Developing fan manual for fan control Computer programmers and interactive media developersDeveloping weather app Computer programmers and interactive media developersBooking appointments electronically Information systems analysts and consultantsChanges in data entry processes Data entry clerks

SubtotalTransportation & Warehousing Upgraded phones/computers to switchboards Dispatchers and radio operatorSubtotalWholesale & Retail Trade Upgrading computer systems General office support workers

Updating Enterprise Resource Planning (ERP) system General office support workersSubtotal

Grand Total

Change in Employment Due to Technological Changes Implemented in the Past Two YearsNet Change

in Employment

22

10 1 1

12113351174 4 4 1

(7) 6222

(1)1

34

Change in Employment Due to Technological Changes Implemented in the Past Two Years


64 APPENDIX B

Overall, employers estimate 851 employees required additional skills upgrading and training due to technological changes implemented in the past two years.


Accomm. & Food Services/Arts & Entertainment Electronic timesheet system Not specifiedUpdates of computers Program leaders/instructors in recreation, sport & fitnessElectronic table ordering system Food and beverage serversNew point of sales system Food and beverage serversComputerized the business General office support workersNew office software systems Administrative officersComputerized the business Recreation, sports & fitness program & service directorsNew machinery/equipment for ice plant Facility operation and maintenance managersOnline registration General office support workersCybersecurity program Restaurant and food service managersOnline training Restaurant and food service managersOnline payroll system Financial auditors and accountants

SubtotalConstruction Plan management programming on site Construction managers

Upgrades to cellphones PlumbersNew AutoCAD program Residential and commercial installers and servicersSmartphones Landscaping & grounds maintenance contractors & managersEstimating packages Construction managersNew AutoCAD program Interior designersNew software to expand range of services Construction managersComputer programs to streamline office work General office support workersUpgraded estimating software Construction estimatorsUpgraded safety processes/systems to digital Construction inspectorsInternal processes from paper to digital Financial auditors and accountants

SubtotalFinance, Insurance, Real Estate & Leasing Human Resource Information System (HRIS) Not specified

Payroll system Not specifiedEfficiencies with systems Insurance agents and brokersCustomer Retionship Management (CRM) sales tool Loan officersNew email system Secretaries (except legal and medical)Improved phone system Not specifiedMaintenance and information sharing system Not specifiedNew management software Not specifiedNew banking software Loan officersMajor software development Supervisors, finance and insurance clerksSoftware for tracking of sales opportunities Loan officersInternal program database changes Database analysts and data administratorsNew software platforms Insurance agents and brokersIncrease in online advertising Senior managers-financial, communications, business servicesNew software and server Financial managersHuman Resource Information System (HRIS) Specialists in human resourcesData transfer technology Database analysts and data administrators

SubtotalHealth Care & Social Assistance Organization WiFi Not specified

Electronic medical record system Not specifiedDental technologies Dental assistantsUse of Surfaces Community and social service workersDatabase changes General office support workersComputer upgrades General office support workersComputer upgrades Receptionists and switchboard operatorsCustomer Relationship Management (CRM) systems Managers in health careSoftware upgrades Medical secretariesNew software for booking service providers Receptionists and switchboard operatorsIntegrated payroll and scheduling system Payroll clerks

SubtotalManufacturing Tracking software for work orders Not specified

Robotics Mechanical engineersMore computerized equipment Industrial engineering & manufacturing technologists/techniciansUpdating information systems Technical sales specialists - wholesale tradeNew computer system Administrative officersComputer numerical control machining equipment Sawmill machine operators

Subtotal

Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Past Two YearsEmployees trained by contractor

Employees trained by employer

Employees trained by

both

Total employees

trained

14 1412 128 88 86 64 4

2 22 22 21 11 11 1

2 59 0 6115 15

12 127 75 53 33 32 22 2

2 22 21 1

2 37 15 5449 4949 4915 1512 1210 1010 1010 1010 106 65 55 53 33 3

2 22 22 22 2

2 193 0 19549 4910 105 55 54 44 44 43 33 32 21 1

0 90 0 9040 40

5 55 55 52 22 2

0 54 5 59



65 APPENDIX B


Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Past Two YearsEmployees trained by contractor

Employees trained by employer

Employees trained by

both

Total employees

trained


Mining & Oil & Gas New computer systems for direct billing Oil and gas well drilling workers and services operatorsSystems applications and products system Administrative officersSoftware changes Not specified

SubtotalOther Addition of smartboards and smarttvs Secondary school teachers

Smart boards Elementary school and kindergarten teachersAssistive technology on computers Not specifiedUpgraded all computers Not specifiedNew timesheet software Farmers and farm managersSoftware use Ministers of religionAdministrative software Administrative officersSoftware upgrades General office support workers

SubtotalProfessional, Scientific & Technical Services Accounting and document control software General office support workers

Accounting and document control software Lawyers and Quebec notariesComputerized appointment booking General office support workersDictation technology Lawyers and Quebec notariesCustomer Relationship Management (CRM) software General office support workersUpgraded time billing package Accounting and related clerksUpgraded printers Architectural technologists and technicians

SubtotalTransportation & Warehousing New accounting system Not specified

Upgraded computers Not specifiedUpgraded internal systems Managers in transportationElectronic airway bills Not specifiedUpgraded phones and computers to switchboards General office support workersOnline dispatch system General office support workersCyber security improvements Not specifiedPerformance management system Personnel and recruitment officers

SubtotalWholesale & Retail Trade New digital formats and computers Not specified

Upgrading computer systems Not specifiedNew computer system Not specifiedShift to online operations Technical sales specialists - wholesale tradePoint of Sale (POS) system Retail and wholesale trade managersUpdate Enterprise Resource Planning (ERP) system Retail and wholesale trade managers

SubtotalGrand TotalNote: Some employers did not specify which occupations.

20 2012 1210 10

0 42 0 4235 35

20 2012 1212 129 95 52 22 2

20 77 0 9714 1411 11

7 75 52 22 22 2

0 18 25 4345 45

18 1810 10

10 106 65 52 21 1

45 42 10 9740 4040 4025 25

4 42 22 2

0 109 4 11371 721 59 851

Overall, employers estimate 18 employees were required to completely change their job descriptions due to technological changes implemented in the past two years.

Industry Technology Old Occupation

Wholesale & Retail Trade Point of sale system Retail salespersonsFin., Insurance, Real Estate & Leasing Data transfer technology General office support workersFin., Insurance, Real Estate & Leasing New software and server Insurance agents and brokersHealth Care & Social Assistance Social media advertising Other administrative services managersAccomm. & Food/Arts & Entertainment Online registration Receptionists and switchboard operatorsTotal

New Occupation Total Employees

Retail and wholesale trade managers 13Database analysts and data administrators 2Financial managers 1Other business services managers 1Administrative officers 1

18


66 APPENDIX B

Future Technological ChangesOverall, employers anticipate a net change in employment of 20 (increase of 25 and decrease of 5) due to technological changes that will be implemented in the next two years.


Accomm. & Food Services/Arts & Entertainment Self-serving technology Food and beverage serversSubtotalFinance, Insurance, Real Estate & Leasing Banking software to improve customer experience Loan officers

Upgrading software Insurance agents and brokersSubtotalManufacturing Robotics and computer numerical control equipment Forging machine operators

New tools for new process Other labourers in processing, manufacturing and utilitiesSubtotalOther Management information system process Administrative officers

Database development software Ministers of religionDatabase development software Business development officers,marketing researchers & consultantsCustomized enterprise resource planning program Other instructors

SubtotalProfessional, Scientific & Technical Services Converting paper files to electronic record Information systems analysts and consultantsSubtotalTransportation & Warehousing Electronic records Administrative officersSubtotal

Grand Total

Anticipated Change in Employment Due to Technological Changes Implemented in the Next Two Years Net Change

in Employment

(5) (5)102

12527111141111

20

Anticipated Change in Employment Due to Technological Changes Implemented in the Next Two Years


67 APPENDIX B

Overall, employers anticipate 410 employees will require additional skills upgrading and training due to technological changes that will be implemented in the next two years.


Accomm. & Food Services/Arts & Entertainment Self-serving technology Maîtres d'hôtel and hosts/hostessesOnline booking system Facility operation and maintenance managersPoint of sales system Administrative officersNew property management system Property administratorsOnline records and services General office support workersNew registration system Administrative officersPayroll system Payroll clerks

SubtotalConstruction Invoice from the cellphone Construction managers

Invoice from the cellphone General office support workersInvoice from the cellphone PlumbersChanging payroll system Payroll clerksNew contact management software Senior managers-constructionHuman Resource Information System (HRIS) Personnel and recruitment officersComputer programs to streamline office work General office support workersGPS tracking system Heavy equipment operators (except crane)

SubtotalFinance, Insurance, Real Estate & Leasing Accounting systems change Property administrators

New telephone system Not specifiedUpgrading software Not specifiedSelf-service options Not specifiedNew banking software Loan officersSoftware to streamline processes Insurance agents and brokers

SubtotalHealth Care & Social Assistance Automation through apps for off site service delivery Family, marriage and other related counsellors

Adding new software Secretaries (except legal and medical)Database changes General office support workersNew electronic medical records programs Medical secretariesStaff safety changes Managers in health care

SubtotalManufacturing Robotics & computer numerical control equipment Not specified

Robotics Mechanical engineersUpdating information systems Technical sales specialists - wholesale tradeUpgrading computer systems General office support workersStarting fabrication of quartz Other labourers in processing & manufacturing

SubtotalMining & Oil & Gas Software changes Not specifiedSubtotalOther Customized enterprise resource planning program Not specified

Management information system process Not specifiedUpgrades to assistive technologies Not specifiedLatest version of Windows Not specifiedDatabase development software Ministers of religionTraining management software system College and other vocational instructorsDatabase development software Senior managers- other business servicesDatabase development software Human resources managers

SubtotalProfessional, Scientific & Technical Services Litigation software package Lawyers and Quebec notaries

Converting our paper files to electronic record General office support workers3D printer Architecture and science managers

SubtotalTransportation & Warehousing Electronic logs Not specified

Electronic logs Truck driversUpgrading internal systems Managers in transportationElectronic logs Senior managers - transportation

SubtotalWholesale & Retail Trade New email system Not specified

Update computer programs and phone system Not specifiedUpdate Enterprise Resource Planning (ERP) system Retail and wholesale trade managersPoint of sales software Retail and wholesale trade managersUpdating company website Retail and wholesale trade managers

SubtotalGrand TotalNote: Some employers did not specify which occupations.

Anticipated Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Next Two YearsEmployees

to be trained by contractor

Employees to be

trained by employer

Employees to be

trained by both

Total employees

to be trained

5 54 44 42 22 2

1 11 1

0 18 1 191 1

2 212 12

1 12 2

2 22 2

10 103 26 3 32

30 3015 15

10 1010 106 64 4

0 60 15 7525 255 54 43 3

2 20 37 2 39

20 205 5

5 52 22 2

0 9 25 3410 10

0 10 0 1025 25

13 1312 1212 12

6 62 2

1 11 18 39 25 72

10 107 7

5 50 7 15 22

40 4015 1510 10

1 11 65 0 66

25 2510 102 2

2 22 2

2 39 0 4114 310 86 410

Anticipated Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Next Two Years


68 APPENDIX B

Overall, employers anticipate 15 employees will be required to completely change their job descriptions due to technological changes to be implemented in the next two years.

Industry Technology Old Occupation

Wholesale & Retail Trade Shopping cart for e-commerce Retail salespersonsAccomm. & Food/Arts & Entertainment Online records and services Receptionists and switchboard operatorsTransportation & Warehousing Electronic logs General office support workersTotal

New Occupation Total Employees

Retail sales supervisors 13Administrative officers 1Records management technicians 1

15


69 APPENDIX B

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