northeastern review - jobsearchonlineover the past twelve months, job growth (+82,800) outpaced the...

ABOUT NORTHEASTERN BRITISH COLUMBIA

REVIEW NORTHEASTERN

Jobs Careers Information

January

2019

The 10 Highest (and 10 Lowest) Paying Jobs in Canada

PAGE 19

January 2019

Table of Contents

1105 103rd Avenue Dawson Creek, BC Phone: (250) 782-8744 Fax: (250) 782-8018 5016 50th Avenue Chetwynd, BC Phone: (250) 788-2500 Fax: (250) 788-2501

JOB SEARCH & SUPPORT SERVICES PO Box 156, Dawson Creek, BC V1G 4G3

www.jobsearchonline.bc.ca

INTRODUCTION __________________________________________________________________ 3-13 Northeastern BC Unemployment Rates Labour Force Employment Insurance Labour Force Survey Job Vacancies Average Weekly Earnings Payroll Employment, Earnings & Hours

CAREERS & JOB SKILLS _________________________________________________________ 14-21

How to Handle a Bully at Work 9 Tips on How to Quit Your Job How You’re Most Likely to Get Caught Lying in Your Resume Study: You Only Need 50% of Job Requirements to be Interviewed The 10 Highest (and 10 Lowest) Paying Jobs in Canada The Most In-Demand Jobs & Skills for 2019

CONSTRUCTION _________________________________________________________________ 22-24

Construction Permits for Dawson Creek Construction Permits for Fort St John Regional Building Permits Roof Replacement Fire Alarm Upgrade Canadian Tire Bougie Creek Drainage Improvements Supply and Installation—GMS Control Room Medical Device Reprocessing Department Renovation GMS & PCN Draft Tube Maintenance Gate Refurbishment Lighting Upgrade Replace 500KV Disconnect Switches Shell Groundbirch Pile Driving PRES Transmission Line Construction Culvert Replacement Northeast Elementary School

ENERGY & MINES _______________________________________________________________ 25-30

BC Land Sale Alberta Land Sale Scott Land the Top Crown Buyer for 2018 Western Canadian Land Sale Revenue Declined in 2018 Over 10,000 Wells Licensed in 2018, But December Permitting Slumps Industry Drills Just Over 6,500 Wells to End of November Active Oil Rigs—Peace Liard

January 2019

Introduction

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec 2009 4.6 4.6 6.5 6.5 8.4 7.7 7.9 8.3 7.9 7.2 5.5 5.4 2010 4.9 4.4 4.4 5.3 6.9 7.5 7.3 6.8 7.6 7.6 6.4 7.1 2011 9.0 9.1 8.1 5.4 5.1 4.0 4.4 4.2 4.3 4.3 *— *—

2012 *— 3.7 3.6 4.2 3.9 4.8 4.3 4.8 4.4 3.8 *— *—

2013 *— 4.1 4.6 5.2 6.1 4.9 4.5 4.4 4.9 4.9 3.6 4.7 2014 6.6 7.4 8.6 8.6 8.0 6.3 4.7 4.1 4.0 *— *— *— 2015 *— *— 4.2 4.7 5.9 6.1 6.4 5.5 5.5 6.2 7.0 7.6 2016 8.5 9.2 9.7 9.4 9.6 9.2 8.8 8.6 9.4 9.7 10.0 10.5 2017 10.5 8.7 6.5 5.4 7.0 7.3 6.6 5.2 5.2 6.0 5.3 4.6 2018 3.8 4.5 5.7 6.3 7.9 7.0 7.4 6.0 5.6 4.3 4.3 4.7

In December 2018, the unemployment rate in BC is 4.1% and 6.1% in Alberta. *— : suppressed to meet the confidentiality requirements of the Statistics Act

BC Highlights The unemployment rate in British Columbia was 4.6% in December, down 0.2 percentage points from

November and below the 5.8% it was 12 months ago. Compared to November, the size of the labour force was unchanged (-900), with an increase in employment (+5,600) and a drop in the number of unemployed (-6,500). Over the past twelve months, job growth (+82,800) outpaced the growth in the labour force (+53,400).

Compared to November, there were 6,200 fewer full-time and 11,800 more part-time jobs in December. The loss in full-time jobs was mostly felt by the 15 to 24 age group (-14,200), while the 25 to 54 age group saw a gain (+8,100) in full-time work.

Part-time employment increased for those aged 15 to 24 (+9,500) and 25 to 54 (+4.7), while the 55 and over group had fewer part-time jobs (-2,400).

In December, employment in both the public sector (+4,300) and the private sector (+5,100) was up, while the number of self-employed individuals (-3,800) declined.

Provincial Comparisons

At 4.6%, British Columbia’s unemployment rate was the lowest in Canada for the month of December. Quebec had the second lowest unemployment rate (4.9%), followed by Ontario (5.5%), while Alberta’s unemployment rate (6.9%) was fifth highest among the provinces.

(Continued on page 4)

LABOUR FORCE

NORTHEASTERN BC UNEMPLOYMENT RATES

January 2019

Introduction

LABOUR FORCE

Gender

In December, employment in British Columbia for men (aged 25 years and over) grew by 7,100 jobs, while the labour force increased by 6,900. As a result, the unemployment rate was 4.3%, down from 4.4% for the previous month.

For women (aged 25 years and over), 3,200 jobs were added in December. The labour force increased by 1,200, resulting in the unemployment rate dropping 0.2 percentage points to 3.9%.

Compared to December 2016, the unemployment rate for men was down by 1.3 percentage points to 4.3%, and for women it was down by 1.1 percentage points to 3.9%. Jobs for men increased by 39,300 (+3.6%) compared to a year ago, and for women employment climbed by 28,100 (+2.8%).

Youth Aged 15 to 24 Years

The unemployment rate for youth aged 15 to 24 years fell to 6.9% in December, down 0.9 percentage points from the previous month. Employment decreased by 4,700 jobs, while 9,000 individuals left the labour force. The addition of 9,500 part-time positions could not offset the loss of 14,200 full-time jobs. Compared to December 2016, the unemployment rate for youth declined by 1.8 percentage points to 6.9%.

Industry

Employment in the goods-producing sector was down (‑4,100 or ‑0.8%) overall in December. Forestry, fishing, mining, quarrying, oil and gas added 2,200 (+4.6%) positions. Conversely, there were employment losses in agriculture (‑2,900 or ‑10.7%), manufacturing (‑1,600 or ‑0.9%), and construction (‑1,200 or ‑0.5%). In the twelve months to December, the goods-producing sector added 23,100 (+4.9%) jobs.

In December there were 9,800 (+0.5%) more jobs in the services-producing sector over the previous month. Health care and social assistance (+6,200 or +2.0%) posted the largest increase, followed by professional, scientific, and technical services (+3,400 or +1.7%), finance, insurance, real estate, rental and leasing (+2,500 or +1.6%), public administration (+2,300 or +2.4%), and accommodation and food services (+2,200 or +1.2%). Employment shrank in information, culture, and recreation (‑3,000 or ‑2.2%), wholesale and retail trade (‑2,600 or ‑0.7%), and other services (‑2,600 or ‑2.2%). Since December 2016, the services-producing sector has added 59,800 (+3.1%) positions.

BC Stats Infoline

(Continued from page 3)

January 2019

Introduction

EMPLOYMENT INSURANCE

The number of British Columbians receiving regular Employment Insurance (EI) benefits inched down 0.2% (seasonally adjusted) in November, to 36,950. While there were more male beneficiaries than in the previous month (+1.2%), the number of women receiving EI benefits declined notably (-2.2%).

Nationally, EI beneficiaries were also slightly fewer in number than in October (-0.3%, to 438,990). The number of beneficiaries was down in most provinces across the country. Quebec (-3.8%) saw the most substantial decline, followed by Manitoba and Alberta (each down -1.5%).

Data Source: Statistics Canada BC Stats

November 2018

In November, the number of regular Employment Insurance (EI) beneficiaries was virtually unchanged from a month earlier at 439,000, following three consecutive months of declines.

Increases in Ontario (+2.6%) and New Brunswick (+2.5%) were offset by decreases in Quebec (-3.8%), Manitoba (-1.5%), Alberta (-1.5%) and Saskatchewan (-1.4%). There was little change in the other four provinces.

Compared with November 2017, the number of EI recipients in Canada declined by 66,200 (-13.1%), with all provinces recording year-over-year decreases.

In general, variations in the number of beneficiaries can reflect changes in the circumstances of different groups, including those becoming beneficiaries, those going back to work, those exhausting their regular benefits, and those no longer receiving benefits for other reasons.

Provincial and sub-provincial overview

In Ontario, the number of people receiving EI benefits increased 2.6% from October to 115,700 in November. This was the first notable increase since May, as the number of EI beneficiaries in the province had trended down since the start of 2017. Increases in November were observed across most census metropolitan areas (CMAs). The most notable was in Windsor (+21.7%), which coincided with the temporary shutdown of an automobile manufacturing plant. On a year-over-year basis, the number of EI beneficiaries in the province fell by 9.8%.

The number of EI beneficiaries in New Brunswick rose 2.5% to 29,800, the fifth increase in six months, following a low point in May 2018. In November, most of the increase occurred in areas outside the CMAs and census agglomerations (CAs) (+2.9%). In the 12 months to November, the number of beneficiaries declined by 8.3%, driven by decreases in the first half of the period. According to data from the Labour Force Survey (LFS), employment has been edging down in New Brunswick since the spring of 2018.

In November, the number of EI beneficiaries in Quebec decreased 3.8% to 107,700. This was the fourth consecutive monthly decline in the province. Compared with 12 months earlier, the number of beneficiaries fell by 11.4%. LFS data show that unemployment has been relatively stable in Quebec since the start of 2018.

In Manitoba, the number of EI beneficiaries was down 1.5% to 15,200, led by the CMA of Winnipeg (-1.7%). In the 12 months to November, the number of beneficiaries declined by 4.4% in Manitoba.

There were 46,200 Albertans receiving regular EI benefits in November, 1.5% fewer than in October. The decrease was due to a decline in the CMA of Calgary (-4.7%), where the number of beneficiaries has trended down since the fall of 2016. At the same time, there were more beneficiaries in the CA of Wood Buffalo (+6.9%). On a year-over-year basis, the number of beneficiaries declined by 27.2% in Alberta, with the decrease spread across the province.

In Saskatchewan, the number of beneficiaries has trended down since the beginning of 2018. In November, there was a 1.4% decline to 14,800, driven by decreases in areas outside the CMAs and CAs (-


January 2019

Introduction

EMPLOYMENT INSURANCE

2.6%). On a year-over-year basis, the number of beneficiaries was down by 17.9%, with the CMAs of Saskatoon (-25.6%) and Regina (-21.1%) posting the largest declines. According to the LFS, the unemployment rate in the province fell by 0.7 percentage points over the same period.

Employment Insurance beneficiaries by occupation

In November, the number of EI beneficiaries rose among those whose last job was in manufacturing and utilities occupations (+2.7%); followed by sales and service (+2.2%); and art, culture, recreation and sport (+1.2%). At the same time, there were fewer beneficiaries among those whose last job was in 4 of the 10 broad occupational groups, led by education, law and social, community and government services (-2.0%) and natural resources, agriculture and related production occupations (-2.0%).

Compared with 12 months earlier, there was a decrease in the number of beneficiaries who were last employed in each of the 10 broad occupational groups.

Employment Insurance claims

The number of EI claims rose by 8,900 or 3.9% to 237,000 in November, offsetting a decrease in the previous month. The number of claims provides an indication of the number of people who could become beneficiaries. Claims increased in every province except Newfoundland and Labrador, where there was little change.

Compared with November 2017, claims increased by 3.4% at the national level. Saskatchewan (-5.2%) and Alberta (-4.4%) were the only provinces in which claims decreased over that period. The number of claims in Canada has been relatively stable since the fall of 2016.

Employment Insurance beneficiaries aged 55 and older

In the 12 months to November, the number of EI beneficiaries aged 55 and older decreased by 11.4% compared with a decline of 13.7% for those aged 15 to 54. Declines were similar for older men (-11.8%) and women (-10.8%). The number of beneficiaries in this age group has trended downward since the spring of 2017. According to the LFS, the unemployment rate for this age group trended down throughout 2017, ranging from 4.9% to 5.5% in 2018. The employment rate for older workers has remained relatively high since hitting a peak of 36.4% in December 2017.

EI beneficiaries aged 55 and older represented 26.7% of all beneficiaries in November 2018. This proportion has been relatively stable since the spring of 2018 after having been on an upward trend that began in the summer of 2015. Those aged 55 and older represented 21.6% of the labour force in November.

Since the start of the century, both the proportion of older beneficiaries and of older individuals in the labour force have been trending upward. The proportion of older beneficiaries increased at a faster pace than the proportion of older labour force participants.

https://www150.statcan.gc.ca/n1/daily-quotidien/190124/dq190124a-eng.htm?CMP=mstatcan


January 2019

December 2018 Employment held steady in December and the unemployment rate was unchanged at 5.6%. In the 12 months to December, employment increased by 163,000 (+0.9%), entirely driven by gains in full-

time work (+185,000 or +1.2%). Over the same period, total hours worked rose 0.9%.

Highlights In December, employment increased in Newfoundland and Labrador, while it fell in Alberta, New

Brunswick and Prince Edward Island. Little change was observed in the other provinces. While employment held steady overall, increases were recorded in manufacturing, transportation and

warehousing, as well as in health care and social assistance. At the same time, there were declines in wholesale and retail trade as well as in public administration.

The number of employees was little changed in the public and private sectors, while self-employment increased.

Provincial summary

In Newfoundland and Labrador, employment rose by 2,700 in December. The unemployment rate edged down to 11.7%, and the employment rate increased 0.6 percentage points to 51.5%. The number of employed in the province has been slowly trending upward since the spring of 2018.

Employment in Alberta fell by 17,000 in December, as losses in full-time work outweighed gains in part-time work. On a trend-cycle basis, overall employment in the province has been increasing since June 2016. In December, the unemployment rate in Alberta was little changed at 6.4%.

Following little change in recent months, employment in New Brunswick decreased by 3,100 in December. The unemployment rate rose by 0.5 percentage points to 8.4%. The employment trend-cycle in the province has been relatively steady since the autumn of 2016.

Employment in Prince Edward Island fell by 1,200 in December. With more people searching for work, the unemployment rate increased by 1.1 percentage points to 9.6%. On a trend-cycle basis, employment in the province has levelled off in recent months after a period of growth which began in late 2017.

Industry perspective

In December, 24,000 more people were employed in manufacturing, with the bulk of the increase in Ontario and Alberta. Nationally, trend-cycle employment in this industry has levelled off in recent months, following a period of decline which began in early 2018.

Employment in transportation and warehousing rose by 15,000, continuing the upward trend that began in early 2016. The bulk of the increase in December was in Ontario.

There were also employment gains in health care and social assistance, with 11,000 more people working in the industry in December. Most of the gains were in Ontario.

On the other hand, 26,000 fewer people were working in wholesale and retail trade, most notably in Ontario.

Employment in public administration was down 17,000 in December, with declines in Ontario, Alberta and Nova Scotia. Employment in this industry has been relatively stable for most of the past year.


Introduction

LABOUR FORCE SURVEY

January 2019

Quarterly update for the territories The Labour Force Survey collects labour market data in the territories, produced in the form of three-

month moving averages. In the fourth quarter of 2018, the number of people employed in the Northwest Territories declined by

roughly 1,000 compared with the third quarter, pushing the unemployment rate up 2.7 percentage points to 7.4%.

In Yukon, employment was little changed from the third quarter to the fourth quarter. Over the same period, the unemployment rate rose by 0.8 percentage points to 4.0%, the result of more people in search of work.

Employment in Nunavut was little changed in the fourth quarter, and the unemployment rate was 15.1%.

Year-end review, 2018 In 2018, employment increased by 163,000 or 0.9%. This pace of growth was slower compared with 2017

(+2.3%) and 2016 (+1.2%). Over the course of the year, the unemployment rate fell 0.2 percentage points to 5.6%—the lowest rate

since comparable data became available in January 1976. Full-time employment continued on an upward trend in 2018, growing by 185,000 or 1.2%, while part-time

employment was little changed.

Employment growth spread across Ontario and Western Canada In Ontario, employment grew by 78,000 (+1.1%) in 2018, all in full-time work. The unemployment rate in

the province edged down 0.2 percentage points to 5.4%, the second lowest rate among the provinces. Employment gains were recorded in several industries, led by transportation and warehousing, and educational services. These gains were partially offset by declines in wholesale and retail trade as well as in information, culture and recreation.

In 2018, employment in British Columbia increased by 44,000, almost entirely in full-time work. Employment grew by 1.8%, double the national average, while the unemployment rate edged down to 4.4%, still the lowest among the provinces. Employment gains were spread across several industries, led by professional, scientific and technical services. At the same time, declines were recorded in finance, insurance, real estate, rental and leasing.

Following losses in late 2015 and early 2016 in the aftermath of declining oil prices, employment in Alberta recovered in 2017 (+55,000 or +2.4%). Employment continued to grow in 2018, up 22,000 (+0.9%). All the gains in 2018 were in full-time work, and were spread across a number of industries. The unemployment rate in Alberta fell from 7.0% at the end of 2017 to 6.4% at the end of 2018.

In Saskatchewan, employment rose by 11,000 (+1.9%) in 2018, entirely in full-time work. At the same time, the unemployment rate fell 0.9 percentage points to 5.6%. Employment gains were observed in several industries, led by agriculture.

In Manitoba, employment grew by 6,900 (+1.1%) in 2018, all in full-time work. The unemployment rate increased by 0.4 percentage points to 6.0%, the result of more people looking for work. A number of industries showed employment increases, led by transportation and warehousing.

Following robust growth in 2017, employment in Quebec was unchanged in 2018. With more people looking for work, the unemployment rate increased by 0.5 percentage points to 5.5% at the end of 2018.



Introduction

LABOUR FORCE SURVEY

January 2019

After little change in 2017, employment in New Brunswick fell by 5,100 (-1.4%) in 2018. The unemployment rate rose slightly to 8.4%.

Women of core working-age leading employment growth

Among the core-working-age population (aged 25 to 54), employment in 2018 increased more notably for women (+126,000 or +2.2%) than for men (+61,000 or +1.0%). At year end, the unemployment rate among this age group was 4.6% for women and 4.8% for men.

For men and women aged 55 and over, employment rose by 50,000 (+1.2%) in 2018, with most of the increase among men (+43,000 or +2.0%), whose unemployment rate fell 0.8 percentage points to 5.3% over the period. For women in this age group, employment was little changed, as was their unemployment rate of 4.6%.

In 2018, employment among young people aged 15 to 24 was down 73,000 (-2.9%), following gains the previous year. With little change in the size of their population, young people saw their employment rate fall by 1.9 percentage points to 55.3% at the end of 2018. On the other hand, their unemployment rate increased by 0.6 percentage points to 11.1%.

Service industries contributing to employment gains

Following strong growth in both goods and service industries in 2017, overall employment gains in 2018 were recorded almost entirely in service industries, including health care and social assistance (+74,000 or +3.1%); business, building and other support services (+59,000 or +7.8%); transportation and warehousing (+56,000 or +5.7%); and educational services (+33,000 or +2.6%).

At the same time, employment fell in wholesale and retail trade (-67,000 or -2.3%); information, culture and recreation (-37,000 or -4.6%); manufacturing (-30,000 or -1.7%); as well as finance, insurance, real estate, rental and leasing (-30,000 or -2.5%).

Employment in natural resources held steady in 2018, following gains in 2017. In 2018, the number of private sector employees increased (+101,000 or +0.8%), while public sector

employment was little changed and self-employment edged up. https://www150.statcan.gc.ca/n1/daily-quotidien/190104/dq190104a-eng.htm?CMP=mstatcan


Introduction

LABOUR FORCE SURVEY

January 2019

Introduction

Third quarter 2018 There were 551,000 job vacancies in Canada in the third quarter, up 83,000 (+17.8%) from the third

quarter of 2017. Over the same period, the job vacancy rate increased 0.4 percentage points to 3.3%. This was the eighth consecutive quarter with a year-over-year increase in both the number of job vacancies and the job vacancy rate.

The job vacancy rate represents the number of job vacancies expressed as a percentage of labour demand; that is, the sum of all occupied and vacant jobs.

The number of job vacancies in Canada (unadjusted for seasonality) was little changed from the second to the third quarter. By comparison, vacancies rose slightly from the second to the third quarter of 2016 (+3.5%) and from the second to the third quarter of 2017 (+1.8%).

Job vacancies increase in every province

In the third quarter, both the number of job vacancies and the job vacancy rate rose in every province on a year-over-year basis, a first since the beginning of the series in 2015. Quebec, Ontario and British Columbia reported the largest increases in the number of job vacancies. Job vacancies also rose in the Northwest Territories, but were little changed in Yukon and Nunavut.

There were 31,000 (+35.5%) more job vacancies in Quebec than in the same quarter one year earlier. The rise was widespread across most sectors, with health care and social assistance; accommodation and food services; and manufacturing accounting for close to half of the provincial increase. By comparison, these sectors accounted for about one-third of employment, according to the Job Vacancy and Wage Survey. On a year-over-year basis, the job vacancy rate in Quebec rose by 0.7 percentage points to 3.2%, the second largest provincial increase after Prince Edward Island. After having one of the lowest job vacancy rates among the provinces from 2015 to the first half of 2017, higher demand for labour in Quebec helped push its rate closer to the national average (3.3%).

The number of job vacancies was up 22,000 (+12.2%) in Ontario compared with the third quarter of 2017. Job vacancies rose in 11 of the 20 sectors, led by health care and social assistance. Following two consecutive quarters of year-over-year declines, vacancies in accommodation and food services rose by 8.3% in the third quarter. In Ontario, the average offered hourly wage increased by 19.2% in accommodation and food services. The year-over-year wage gain for this lower-wage sector coincided with a notable rise in the provincial minimum wage since January 2018. Compared with the same quarter a year earlier, the job vacancy rate in Ontario was up 0.2 percentage points to 3.2% in the third quarter.

In British Columbia, job vacancies increased by 18,000 (+19.4%) compared with the third quarter of 2017, led by construction (+5,900 or +70.3%). The job vacancy rate in the province rose by 0.6 percentage points to 4.8%.

Employers in Alberta reported 5,100 (+9.5%) more job vacancies compared with the same quarter one year earlier. On a year-over-year basis, this rate of increase was somewhat slower than the rate in the five previous quarters (around 20%). Increases in health care and social assistance (+2,000 or +56.5%) and transportation and warehousing (+1,800 or +56.0%) were partially offset by declines in accommodation and food services (-1,100 or -10.7%) and construction (-800 or -12.1%). The job vacancy rate in Alberta rose 0.2 percentage points year over year, to 2.9% in the third quarter.

Among the smaller provinces, Newfoundland and Labrador saw its number of job vacancies rise by 400 (+11.3%) from the third quarter of 2017 to the third quarter of 2018, the second consecutive year-over-year increase following decreasing or stable job vacancies since the beginning of the series in 2015. A number of sectors contributed to the rise, notably retail trade (+200 or +55.4%) and health care and social assistance


JOB VACANCIES

January 2019

Introduction

(+100 or +20.4%). The increase in vacancies, combined with a decrease in employment, helped push the provincial job vacancy rate up 0.3 percentage points to 1.9% over the same period.

Focus on the characteristics of job vacancies

Full- me and part- me vacancies

The proportion of vacancies that were for full-time work differed greatly across occupational groups. For example, in the third quarter, all of the vacancies reported for managers in natural resources production and fishing; managers in manufacturing and utilities; and underground miners, oil and gas drillers and related occupations were for full-time work.

By contrast, less than one-third of vacancies for cashiers (25.8%), athletes, coaches, referees and related occupations (26.1%), and retail salespersons (30.5%) were for full-time jobs. In the third quarter, the average offered hourly wage for part-time vacancies ($16.90) was noticeably lower than the offered wage for full-time vacancies ($22.45). The relatively higher wage offered for full-time vacancies may reflect a number of factors, including differences in the occupational composition of full-time versus part-time vacancies, as well as differing wages offered for a full-time vacancy versus a part-time vacancy for the same occupation.

Job vacancies for permanent and temporary posi ons

In the third quarter, over 9 in 10 job vacancies for supervisors, logging and forestry; managers in communication (except broadcasting); as well as butchers and bakers were for permanent positions. By contrast, this proportion was less than half for university professors and post-secondary assistants; harvesting, landscaping and natural resources labourers; as well as secondary and elementary school teachers and educational counsellors. In the third quarter, the offered wage for vacancies for permanent positions was $21.35, versus $19.35 for temporary positions.

Level of educa on

The minimum level of education sought for nearly two-thirds (63.3%) of job vacancies reported in the third quarter was a high school diploma or less, compared with 11.7% for which a bachelor's degree or higher was required. There were, however, important variations across occupational groups. Over three-quarters of job vacancies for therapy and assessment professionals; civil, mechanical, electrical and chemical engineers; and social and community service professionals required a bachelor's degree or higher. This contrasts with cashiers; labourers in processing, manufacturing and utilities; and occupations in food and beverage service for which a high school diploma or less was required for nearly all job vacancies. The proportion of vacancies requiring a bachelor's degree or higher has ranged from 10.5% to 12.9% since the beginning of the series in 2015.

The offered wage rose with the level of education required, with an average offered wage of $41.75 for job vacancies that required a university certificate or diploma above the bachelor's degree, compared with $16.10 for vacancies for which there was no minimum level of education.



JOB VACANCIES

January 2019

Introduction

November 2018 Average weekly earnings of non-farm payroll employees were $1,012 in November, little changed from

the previous month. Compared with 12 months earlier, earnings grew by 2.0%. In general, changes in weekly earnings reflect a number of factors, including wage growth; changes in the

composition of employment by industry, occupation and level of job experience; and average hours worked per week.

Non-farm payroll employees worked an average of 32.8 hours per week in November, virtually unchanged from the previous month and down from 33.0 hours in November 2017.

Today, Statistics Canada released the "Earnings and payroll employment in brief: Interactive app," a new way to explore the most recent results from the Survey of Employment, Payrolls and Hours.

Average weekly earnings by sector

In the 12 months to November, average weekly earnings were up in 6 of the 10 largest industrial sectors, led by retail trade; accommodation and food services; and administrative and support services. At the same time, earnings were little changed in wholesale trade, educational services, public administration, and professional, scientific and technical services.

Compared with November 2017, earnings in retail trade increased 7.0% to $618. Earnings growth was spread across most subsectors, with motor vehicle and parts dealers and miscellaneous store retailers contributing the most to the growth. Earnings in this sector have sustained high year-over-year growth since the end of 2017. Job vacancies and their average offered hourly wage in the third quarter of 2018 were both up in this sector on a year-over-year basis.

In the 12 months to November, earnings in accommodation and food services rose 5.9% to $415, mostly due to the full-service restaurants and limited-service eating places industry. Earnings in this sector have been trending up since the spring of 2017. Furthermore, job vacancies as well as their average offered hourly wage in this sector rose in the third quarter of 2018 compared with the third quarter of 2017.

On a year-over-year basis, average weekly earnings in administrative and support services grew 4.8% to $798, predominantly in the employment services and the services to buildings and dwellings industries.

In manufacturing, average weekly earnings increased 2.4% to $1,115. Earnings growth was observed across several subsectors, with fabricated metal product and chemical manufacturing contributing the most to the increase.


PAYROLL EMPLOYMENT, EARNINGS & HOURS

Payroll employees in British Columbia saw their average weekly earnings climb 2.7% in the 12 months to October 2018, to $978.

This was a slightly higher rate of growth than was seen across Canada (+2.5%). Nationally, average weekly earnings were $1,009 in October.

Looking at average weekly earnings across the major industrial sectors in B.C., the highest rate of growth in October was recorded in retail trade (+7.1%) and accommodation & food services (+6.1%). Growth in these sectors was offset by year-over-year declines in educational services (-3.1%), manufacturing (-2.6%) and a modest drop in health care and social assistance (-0.2%).

BC Stats Online

AVERAGE WEEKLY EARNINGS

January 2019

For payroll employees in construction, earnings were up 2.2% to $1,269, largely due to heavy and civil engineering construction. Increases in average weekly earnings in British Columbia, Ontario and Quebec were moderated by employment declines in Alberta, which had the highest weekly earnings among the provinces in this sector.

Compared with November 2017, earnings in health care and social assistance rose 2.1% to $919, driven by nursing and residential care facilities and ambulatory health care services.

Average weekly earnings by province

Compared with November 2017, average weekly earnings rose in eight provinces, led by British Columbia. Average weekly earnings in British Columbia increased 3.2% to $983 in November, driven by construction.

Earnings in the province have been relatively stable in recent months, following a period of increase from May to August.

In the 12 months to November, average weekly earnings in Ontario grew 2.5% to $1,035. The largest contributors to earnings growth in the province were educational services and health care and social assistance.

On a year-over-year basis, weekly earnings in Manitoba rose 2.5% to $941. Health care and social assistance, as well as manufacturing, contributed the most to the gains in the province.

In Nova Scotia, earnings increased 2.2% to $890 in the 12 months to November, largely attributable to health care and social assistance and manufacturing. Earnings in the province have been trending up since the summer of 2018.

Earnings for payroll employees in Saskatchewan rose 1.9% to $1,038 in November. Public administration and health care and social assistance contributed the most to the gains in November, which were moderated by declines in construction.

For payroll employees in Prince Edward Island, average weekly earnings were up 1.8% to $853, with the growth almost entirely driven by administrative and support services.

In New Brunswick, earnings grew 1.6% to $924, with professional, scientific and technical services contributing the most to the growth.

Compared with November 2017, earnings in Quebec increased 1.1% to $935. Growth was spread across several sectors, led by construction, but was moderated by decreases in utilities. After a period of rapid earnings growth beginning in the second half of 2017, year-over-year earnings growth slowed in the second half of 2018.

Non-farm payroll employment by sector

The number of non-farm payroll employees in November was little changed from October. The largest monthly increases were in retail trade, construction, and educational services. At the same time, payroll employment in mining, quarrying, and oil and gas extraction decreased.

On a year-over-year basis, the number of payroll employees rose by 379,900 (+2.3%). Employment growth was observed in most sectors, led by health care and social assistance (+69,200 or +3.6%), educational services (+47,600 or +3.7%), professional, scientific and technical services (+45,600 or +5.1%) and manufacturing (+44,500 or +2.9%). In contrast, declines were observed in information and cultural industries (-4,500 or -1.3%). In addition, employment decreased in mining, quarrying, and oil and gas extraction (-3,500 or -1.7%), all in Alberta.



PAYROLL EMPLOYMENT, EARNINGS & HOURS

Introduction

January 2019

Careers & Job Skills

By Peter Harris A reader reached out to me through our Twitter channel. She wanted to know how to deal with a bully at

work. Apparently, there is a manager from another department who consistently raises his voice in meetings to angrily intimidate other people into not disagreeing with him. It is creating a hostile and fearful work environment.

Here are some steps you can take for putting a stop to it.

How to deal with bullying coworkers Start with a conversation.

Sometimes people don’t know how their behaviour may be impacting others. The very first thing you should try to do is talk to your bullying colleague. Do it in the moment, when an incident occurs. “Look, X, I have to tell you that I feel like my opinions aren’t being heard at the moment and that you may be overreaching into my department’s responsibilities. Let’s take a step back and assess how our respective teams can best each contribute to the success of this project.”

Document everything.

You should keep a record of any kind of abusive behaviour. Save emails, quotes, events, and dates. If you have to end up going over her head, then you will need to be specific about the incidents, precisely what took place, and the impact that it had.

Gather your allies.

You mentioned that there were others negatively impacted by this coworker. Find out if they have specific incidents of their own to report. Will they back you up if and when the time comes to escalate to a formal complaint?

Do the math.

Have good people left the company because of this manager? Staff turnover is expensive. One person dragging down the working environment becomes more of a liability to a company than an asset – regardless of how personally productive they might be. And that is the math you need to do for your employer: because of the toll this person is taking on the overall morale (and therefore productivity), X is a liability for the company. Her behaviour, if unchanged, is costing us more than the value she brings.

Cut your losses.

Sometimes you just have to leave. If your boss doesn’t care that employee behaviour is negatively affecting the team’s self-esteem and happiness at work, that should tell you everything you need to know about who you’re working for. You need a job, but you need something else more.

You shouldn’t have to leave your job because of someone else’s negative behaviour, but staying in a

hostile environment can take its toll on your self-esteem and your health. It might not be worth it. Living well is the best revenge, as they say. The situation will look much better in hindsight from your new job where you are happy and successful.

Career Beacon

HOW TO HANDLE A BULLY AT WORK

January 2019


By Elizabeth Bromstein Some of the most common questions about jobs are about how to quit them. So, we thought we would

offer a few tips about giving notice, how the boss should be told, whether you have to do it in person, and more. Here are nine tips on how to quit your job.

Give notice

Two weeks is pretty standard. Your contract may specify something else. According to Robert Half, “In most provinces, employment standards state that an employee must give the employer a written notice of termination of at least one week if the employee has been employed between three months to two years, or at least two weeks if the employee has been employed for longer than two years.” Find out what you have to do, and do that.

Keep it quiet until you tell your boss

Don’t let your boss be the last to know you’re leaving. They will feel slighted and hurt, and a hurt boss is bad for your professional reputation. Worse, if you tell your people you plan on quitting, but haven’t actually made up your mind, your mind might be made up for you and you could be let go. This could mean you get unemployment benefits – if you’re fired without cause – and termination/severance pay. But it might not be what you planned for.

Line up another job first

It’s easier to find a job when you already have one. Try to get another job before quitting if possible.

Be gracious Maybe you hate your boss, and the company is the worst place you’ve ever worked in your life. You

want to give them all a piece of your mind, and then some, but avoid doing this. If there is an exit interview, that is the time to share your grievances. Even then, state your comments calmly. Avoid getting upset and trash talking. It won’t do you any good and may harm your professional reputation in future.

Do it in person

Quitting should be done in person, if possible. It’s a courteous way to do it. Of course, email or phone are fine if you have no choice. I’m not sure where the in-person rule came from but people expect it. You might also write a resignation letter. I never have. But some employers might want one. Make sure you do it within the required notice period.

Send a goodbye message

Email your colleagues and let them know how much you’ve enjoyed working with them (or, well, if you haven’t enjoyed working with them, lie). Include a link to your LinkedIn and suggest you connect there. You never know who might be willing and able to help you find your next opportunity.

Say thank you

Even if you think you have nothing to say thank you for, say thank you. Thank your employer for the opportunity they gave you… (stop arguing. Say it anyway). Thank any mentors or trainers you might have had. Thank your boss.


9 TIPS ON HOW TO QUIT YOUR JOB

January 2019


Ask for a reference

If you’ve handled things well and been a good employee, you should have no problem getting a letter of recommendation, right? Get it in writing, as a letter or reference on LinkedIn.

Leave things better than you found them

A lot of these types of articles say to “go out on a high note,” like after a big victory or accomplishment. But that not always, or even usually, possible. At least, don’t leave a mess. Finish your projects, train your successor, wrap up any unfinished business, clean your leftovers out of the office fridge, and take everything from your desk. You don’t want anyone looking around and thinking about what a jerk you are for leaving them a bunch of spills to clean up. At the end of the experience, You want to leave an impression of professional courtesy. You want people to miss you and think highly of you, and to say nice things to your network. Make the right professional decisions and hopefully that’s what will happen.

Career Beacon


9 TIPS ON HOW TO QUIT YOUR JOB

By Peter Harris Most companies conduct background checks on potential hires. They go to the extra time and effort

because they know that many candidates include exaggerated or false information on their resumes. A working relationship is built on mutual trust. Employers don’t want to enter into an association that starts out with dishonesty. Here’s what the experts say are the most common resume lies – and how they find out about them.

Education

Human Resources professionals say that this is by far the most common resume ‘exaggeration.’ People claim to have graduated and obtained certificates or degrees that they may have began studying for – but never completed.

How you’ll get caught: A simple background check. Most employers have a program in place for verifying information about potential new hires. A school will confirm the dates that you attended and the certifications that you earned.

Start and end dates

Employers say that candidates routinely alter the dates of their previous employment on their resume. This is usually done to increase the length of their employment in a role or to mask periods of unemployment in between positions.

How you’ll get caught: Similarly, a background check will uncover whether or not you worked at a company and what your beginning and ending dates of employment were.


HOW YOU’RE MOST LIKELY TO GET CAUGHT LYING IN YOUR RESUME

January 2019


Second language proficiency

Applicants who have conversational ability in a second language regularly claim to be ‘fully bilingual’. This can cause problems if they are hired for a job that requires native fluency in oral and written communications in both languages.

How you’ll get caught: Proficiency tests. For any job where bilingualism is vital to the role, employers are likely to bring in a fluent speaker to the interview. Many organizations will also include written proficiency tests as well. You don’t want to be caught out in a lie. List the language skills that you do have, but don’t exaggerate them.

Job titles

Candidates are frequently tempted to boost their job titles either to equal the job they’re applying for or to at least elevate their role with a previous employer to increase their chances of being hired.

How you’ll get caught: Background check – and social media. Previous employers will confirm your job titles and how long you held the roles. Potential employers also routinely look up candidates on social media. One of the things they check for is to see if your online information matches with the details in your resume. It is more difficult to fudge your job titles on social media since your connections could call you out if you list a role that you never actually held.

Technical skills

This is the worst lie of all because it is the least likely to be found out during the hiring process. People looking to boost the number of skills-related keywords in their resume are sometimes tempted to list technical abilities and hard skills that they do not actually possess. This may help your resume pass the ATS filters, but it won’t do your career any good if you’re called upon to actually use those skills on the job.

How you’ll get caught: The worst-case scenario would be getting hired for a job that you can’t actually do. What happens when you are asked to use those programming skills you claimed to have – and you can’t do the work? Not only would you be terminated for dishonesty, but your professional reputation will suffer a severe blow as your new employer has wasted time and resources recruiting and onboarding you based on a lie. Don’t do it.

You might be tempted to exaggerate the truth on your resume in order to boost your chances of landing a

coveted job. It’s not worth it. Most of the common lies are easily detectable with a basic background screening or social media scan. Both of which most employers routinely conduct.

And even if you can get past that process, failing a proficiency test or getting hired for a job that you can’t actually do could be even worse for your career. Your professional reputation could suffer a severe blow if you’re terminated for a combination of incompetence and dishonesty.

This is a great time to be looking for a new job. Unemployment is at record lows right now. Studies have shown that you only need 50 per cent of the qualifications listed in a job description in order to land an interview. So, don’t fudge your credentials. Demonstrate how the skills and credentials you do have to make you a great contender for the role.

Career Beacon


HOW YOU’RE MOST LIKELY TO GET CAUGHT LYING IN YOUR RESUME

January 2019


STUDY: YOU ONLY NEED 50% OF JOB REQUIREMENTS TO BE INTERVIEWED

By Peter Harris You see a job posting for a role that you would love to have, but you don’t have all of the qualifications the

employer is looking for. It’s not a lost cause. It turns out that you don’t actually need to have every credential in the bullet-pointed list of requirements.

Wanted:15-years experience in software development, a proven track record of exceeding

sales quotas, MBA, CPR certified, must speak English, French, Mandarin, and Portuguese, and provide a portfolio of published scholarly works.

Okay. Nobody has all of that. Sometimes what employers ask for in a job description is a wish list. They

shoot for the moon, asking for more than they actually expect candidates to have. This helps discourage less-qualified candidates from applying, giving them fewer resumes to sift through.

So, how much do you actually need? The team at TalentWorks was curious to find out exactly. They analyzed job postings and resumes for over

6,000 applications across 118 industries. Their research found that while matching requirements is important to land an interview, you don’t actually have to match all of them.

Candidates with fewer than 40 per cent of the qualifications requested had less of a chance of getting called in. When candidates applied to jobs where they matched 40 – 50 per cent of job requirements, they were 85% more likely to get an interview than when they matched less.

Applicants with 50 – 60 per cent of matching qualifications were an extra 192 per cent more likely to get an interview over the 40 – 50 per cent matches.

Interestingly, dream candidates with just about every qualification and credential the employer was requesting were not any more likely to be interviewed than those who have half of them. Candidates with 90 per cent of the requirements were interviewed at the same rate as those who had 50 per cent.

When they broke down the data along gender lines, the researchers found that women landed interviews at higher rates with only 30 per cent of the qualifications – and they were as likely to be interviewed with 40 per cent as with 90 per cent of matching requirements.

There is an important lesson here – particularly for female candidates. Studies have shown that women are far less likely to apply for jobs where they don’t match all of the qualifications listed in the job posting. Second guessing yourself and holding back could be costing you valuable opportunities.

Stop filtering yourself out of contention. Both men and women should feel confident applying for jobs where they match 50 per cent of the requirements. Any more than that isn’t increasing your chances of being interviewed anyway.

Career Beacon

January 2019


By Peter Harris Statistics Canada released its top 10 list of the most talked about stories of last year. Coming in on

number two on the list was their data on employment in Canada. (The number one story was cannabis.) The big employment story was Canada’s lowest unemployment rate in 40 years at 5.6%, but Stats Can’s

regular statistical and analytical releases uncovered many interesting trends, including changes to wages, specifically by occupation.

Part of that story is a report the data agency put out a few months ago including a list of the ten highest and ten lowest paying jobs in Canada. Once again, specialist physicians claimed the top spot at $70.00 or an annual median wage of $145,600.

Stats Can’s 10 highest paying occupations in Canada (hourly wage)

Specialist physicians – $70.00 Senior managers–financial, communications and other business services – $65.15 Chemical engineers – $59.00 Lawyers and Quebec notaries – $57.05 Statistical officers and related research support occupations – $46.80 Supervisors, mining and quarrying – $46.70 Supervisors, petroleum, gas and chemical processing and utilities – $44.35 Contractors and supervisors, pipefitting trades – $44.20 Producers, directors and choreographers and related occupations – $37.05 Real estate agents and salespersons – $35.00 On the other end of the spectrum, bartenders and food and beverage servers earned the lowest wage at a

median of $12.00 an hour. This would fluctuate regionally with the provincial minimum wage rates. (And this number does not take into account tips, which often go a long way to supplementing the income of service workers.)

The 10 lowest paying occupations in Canada (hourly wage)

Bartenders – $12.00 Food and beverage service workers – $12.00 Nursery and greenhouse workers – $13.65 Harvesting labourers – $13.65 Industrial sewing machine operators – $13.90 Home child care providers – $14.05 Taxi and limousine drivers and chauffeurs – $14.60 Collectors – $18.25 Artisans and craftspersons – $18.25 Animal health technologists and veterinary technicians – $18.75 Restaurant and food service managers – $18.80 Landscape and horticulture technicians and specialists – $21.20 The average Canadian wage is $996.66 a week, or just shy of $52,000.00 a year right now. You can see

the latest data on income for occupations by specific region here. Career Beacon

THE 10 HIGHEST (AND 10 LOWEST) PAYING JOBS IN CANADA

January 2019


By Elizabeth Bromstein A new report shows which skills will be in high demand in 2019, as well as the emerging jobs for which

demand is growing the fastest. The annual Emerging Jobs Report from LinkedIn uses data from the company’s Economic Graph to find

the roles that companies are rapidly hiring for, the skills associated with them, and the roles that have emerged over the last five years.

The report can help professionals make good career decisions and figure out which skills they need to develop in order to be successful.

AI skills are increasing in demand, even in industries outside of tech and are among the fastest growing. Basic business functions, however, are also very much in need. “AI may be on the rise, but it can’t replace the power of humans,” says the report. “Basic operational functions like Administrative Assistant, Assurance Staff and Sales Development Representative also landed spots on the Emerging Jobs list.”

The top 15 emerging jobs and the skills they require:

1. Blockchain Developer (33X growth)

Top Skills: Solidity, Blockchain, Ethereum, Cryptocurrency, Node.js 2. Machine Learning Engineer (12X growth)

Top Skills: Deep Learning, Machine Learning, Tensorflow, Apache Spark, Natural Language Processing

3. Application Sales Executive (8X growth) Top Skills: Software as a Service, Cloud Applications, Human Capital Management, Enterprise Resource Planning, Solution Selling

4. Machine Learning Specialist (6X growth) Top Skills: Machine Learning, Deep Learning, Tensorflow, Python, Artificial Intelligence

5. Professional Medical Representative (6X growth) Top Skills: Pharmaceutical Sales, Sales Effectiveness, Product Launches, Medical Devices, Gastroenterology

6. Relationship Consultant (5.5X growth) Top Skills: Banking, Retail Banking, Loans, Consumer Lending, Credit

7. Data Science Specialist (5X growth) Top Skills: Machine Learning, Data Science, Python, R, Apache Spark

8. Assurance Staff (5X growth) Top Skills: Auditing, Accounting, Financial Reporting, Internal Controls

9. Sales Development Representative (4X growth) Top Skills: Salesforce, Cold Calling, Software-as-a-Service, Lead Generation, Sales Prospecting

10. Business Support Consultant (4X growth) Top Skills: Risk Management, Credit, Banking, Business Analysis, Business Process

11. Solar Power Consultant (4X growth) Top Skills: Solar Energy, Renewable Energy, Sales, Business Development, Marketing

12. Administrative Assistant (4X growth) Top Skills: Receptionist Duties, Administrative Assistant, Data Entry, Office Administration, Microsoft Office


THE MOST IN-DEMAND JOBS & SKILLS FOR 2019

January 2019


13. Background Investigator (4X growth) Top Skills: Investigation, Background Checks, Private Investigations, Law Enforcement, Criminal Justice

14. Machine Learning Researcher (4X growth) Top Skills: Deep Learning, Machine Learning, Tensorflow, Python, Algorithms

15. Data Science Manager (4X growth) Top Skills: Data Science, Machine Learning, Apache Spark, Python, R

When it comes to skills as a standalone category, the largest gaps are found with soft skills. While

technical skills are obviously in high demand with many of the emerging jobs, soft skills – like oral communication, leadership and time management – are also in short supply and high demand.

“While hard skills are important, it remains imperative for professionals to maintain their arsenal of soft skills in this rapidly changing jobs landscape because those that have them, have a leg up,” says the report.

Oral Communication is the skill employers are having the most trouble finding. On the tech side, basic skills such as social media, graphic design and web development are always sought after. People with these skills are, reportedly, hired at faster rates than people without them.

The skills with the biggest gaps:

1. Oral Communication

Skills include: Public Speaking, Communication, Presentation Skills 2. People Management

Skills include: Teamwork, Supervisory Skills, Personnel Management 3. Development Tools

Skills include: Java, C++, Linux 4. Social Media

Skills include: Social Media, Digital Media, Social Media Measurement 5. Business Management

Skills include: Management, Strategic Planning, Business Process Improvement 6. Time Management

Skills include: Organization Skills, Time Management, Multitasking 7. Leadership

Skills include: Leadership, Team Leadership, Team Building 8. Graphic Design

Skills include: Adobe Photoshop, Web Design, Illustration 9. Data Science

Skills include: Data Analysis, Forecasting, Statistics 10. Web Development

Skills include: HTML, JavaScript, Cascading Style Sheets (CSS) Career Beacon


THE MOST IN-DEMAND JOBS & SKILLS FOR 2019

January 2019

CONSTRUCTION PERMITS FOR

DAWSON CREEK December Permits issued 2018 2 Single Family Dwelling 1 Mobile Home Duplex Multi-Family Garage/Renovation Commercial 1 Institutional Industrial December 2018 $375,000 Year to Date 2018 $34,527,769 Year to Date 2017 $27,112,147

City of Dawson Creek

CONSTRUCTION PERMITS FOR

FORT ST JOHN December Permits issued 5 Single Family Dwelling 2 Mobile Home Duplex 1 Multi-Family Garage/Renovation 1 Commercial 1 Institutional Industrial December 2018 $1,685,000 Year to Date 2018 $44,167,190 Year to Date 2017 $54,666,500

City of Fort St John

Construction

REGIONAL BUILDING PERMITS Through November of 2018, the value of building permits

issued in the province’s regions climbed 19.2% (unadjusted) above the level recorded twelve months earlier. Investment intentions were up in most regions ranging from 10.5% in Thompson/Okanagan to 263.6% in North Coast. Planned spending rose in Mainland/Southwest (+21.6%), where increases in commercial (+50.6%), residential (+18.9%), and institutional (+6.2%) building permits offset a decrease for industrial (-24.2%) projects. Overall permits increased in Cariboo (+45.3%), Kootenay (+18.8%), and Vancouver Island/Coast (+12.4%), while the Nechako (-51.3%) and Northeast (-25.1%) regions saw a decline in the value of permits.

Data Source: Statistics Canada (Regional data produced by BC Stats from unpublished data) BC Stats Infoline

ROOF REPLACEMENT 8553 Hwy. 97N, Charlie Lake This project is to replace the existing SBS roofing of the

Charlie Lake Office Roof Unit "The Dave Johnson Building", area's R1, R2, and R3. AWARD

DM Henderson Roofing Ltd Dawson Creek $170,799

Journal of Commerce

FIRE ALARM UPGRADE North Peace Cultural Centre, 10015 100 Avenue, Fort

St. John North Peace Cultural Centre Fire Alarm Upgrade.

AWARD Status Electrical Corporation Fort St John $120,844

Journal of Commerce

January 2019

BOUGIE CREEK DRAINAGE IMPROVEMENTS

Between km 356.06 and 358.40 on the Alaska Highway

Improvements to drainage ditches and culverts. The site is located at between km 356.06 and 358.40 on the Alaska Highway between Fort St. John and Fort Nelson, BC. TENDERS CLOSED

Journal of Commerce

Construction

CANADIAN TIRE 9716 Old Fort Road, Fort St John Construction of a 148,596-square-foot, one-story

above grade retail development for a new Canadian Tire store with an automotive centre, garden centre and site work. TENDERS CLOSED

Journal of Commerce

LIGHTING UPGRADE Fort St. John Curling Club, 9504 96 Street,

Fort St John The work generally consists of, but is not limited

to, the following: Removal of existing lighting and wiring; Supply and installation of new lighting

and controls; and Commissioning.

TENDERS DUE Journal of Commerce

SUPPLY AND INSTALLATION - GMS CONTROL ROOM

Hudson’s Hope, BC Design, supply and installation of a new control room at G.M. Shrum (GMS) Generating Station, located near Hudson's Hope, BC.


MEDICAL DEVICE REPROCESSING

DEPARTMENT RENOVATION Dawson Creek & District Hospital, 11100 13

Street, Dawson Creek The work to be undertaken generally includes

the following: Single-phased renovation to the MDRD. Demolition will occur prior to project

award and be outside of the contract. Work involves remove and re-install

existing equipment. Installation of new equipment. Make good existing conditions affecting

to the renovation area. TENDERS DUE

Journal of Commerce

GMS AND PCN DRAFT TUBE MAINTENANCE GATE

REFURBISHMENT Hudson's Hope The Scope of Services required under this

Contract includes the assignment of existing equipment to the contractor for refurbishment at the contractors workshop and also site work to refurbish small equipment.

The assigned equipment consists of 16 large steel structures (gates), hoist links and dogging devices. The equipment is located at Hudson Hope, BC, at the GM Shrum and Peace Canyon Generating Stations. Without limiting Contractors obligations with regards to the handling of BC Hydro property specified elsewhere in the Contract, all assigned equipment shall be subject to GC4.19 and GC.13.2.

The work also includes site work to remove and transport the gate sections to the workshop for detailed inspection, repairs if required, overhaul, abrasive blasting and painting. TENDERS DUE

Journal of Commerce

January 2019

SHELL GROUNDBIRCH PILE DRIVING

Hwy 97 Dawson Creek Pile Driving Work at Shell Groundbirch

Substation located around 42 km east of Chetwynd on Highway 97. TENDERS DUE

Journal of Commerce

Construction

REPLACE 500KV DISCONNECT SWITCHES Gordon M. Shrum Generating Station,

Hudson’s Hope Installation of 500 kV disconnect switches 5D1

to 5D10 including steel structures and all electrical connections, and removal of existing disconnect switches and associated civil and electrical works at the Gordon M. Shrum Generating Station(GMS), located near Hudson's Hope, BC. TENDERS DUE

Journal of Commerce

NORTHEAST ELEMENTARY SCHOOL

112th Ave and 86 Street, Fort St John Tender Package #04: Mechanical / Electrical /

Interior & Exterior Finishes / Landscaping / Civil for new school. TENDERS DUE

Journal of Commerce

PRES TRANSMISSION LINE CONSTRUCTION

Fort St John to Chetwynd, BC Construction of two new parallel 230kV

transmission lines, each approximately 58 km long, between the Site C Substation, south of Fort St. John, BC, and the existing Shell Groundbirch Substation, approximately 30km east of Chetwynd. TENDERS DUE

Journal of Commerce

CULVERT REPLACEMENT Between km 311 & 330 of the Alaska

Highway The project includes installation of pipe culverts.

The installation sites are located between KM 311 and KM 330 of the Alaska Highway between Fort St. John and Fort Nelson, BC. Installation of various sized diameter Steel Pipe Culverts using trenchless technologies (during winter conditions and frozen ground as applicable). Culvert installation via cut and cover construction techniques will not be accepted. Removal and offsite disposal of waste material from the inside of the installed culverts.

The work under this contract generally comprises the following but is not limited to:

Contract submittals prior to and during the work.

Mobilization and demobilization Traffic control Quality management. Development of construction access

and temporary earthworks. Restoration of disturbed areas to pre-

construction conditions. Installation of various sized diameter

steel pipe culverts. Removal and offsite disposal of waste

material. Surveys. Environmental protection.


January 2019

Energy & Mines

By Stephen Marsters The Alberta government’s first land sale of 2019 produced a total of $5.49 million in bonus bids — a ‘very

subdued’ start to the year. Industry purchased 35,112 hectares at an average price of $156.31/ha. At the first sale in 2018, industry purchased 66,442 hectares for $18.69 million at an average price of

$281.23/ha.

Sale highlights Metropolitan Resources Inc. purchased a 256-hectare parcel for $730,001.92, which was the highest

bonus bid in the sale. The per-hectare high for the sale, at $5,515.14 per hectare, was produced a 128-hectare lease picked up

by Canada West Land Services Ltd. for $705,937.92.

Oilsands bids Seventeen oilsands parcels — or 5,312 hectares — sold for $533,754, or $100.48/ha. BlackPearl Resources Inc. picked up six parcels in the Cold Lake oilsands area for a total of $117,974.40. Canadian Natural Resources Limited picked up a parcel in the Cold Lake oilsands region for just over

$77,000. In the Athabasca oilsands area, Highwood Oil Company Ltd. and Woodcote Oil Corp. participated on a

50-50 basis to pick up 10 parcels for $415,779.84. JuneWarren-Nickle's Energy Group

ALBERTA LAND SALE

The January 16th sale resulted in sales of licenses and leases of 4,002 hectares for $2,044,391, an average of $504.53 per hectare.

Contiguous Resources Ltd paid $278,031 for a 1,814 hectare drilling license and $493,997 for a 264 hectare license.

Storm Resources Ltd paid $252,676 for a 1,396 hectare lease. Synergy Land Services Ltd paid $502,843 for a 264 hectare license. Buffalo Hill Resources Ltd paid $491,584 for a 264 hectare license.

BC Government 2019 Sale Results

BC LAND SALE

Scott Land & Lease Ltd. was the top buyer of Crown land for all of 2018. The broker acquired 285,555 hectares during the 12-month period on behalf of its clients for $128.31

million at an average price of $449.33 per hectare. Scott Land picked up 234,394 hectares in Alberta for $100.05 million and 44,525 hectares for $13.29

million in B.C. The broker acquired 6,637 hectares in Saskatchewan for $14.97 million. The second most active Crown buyer during the January-December period was broker Landsolutions LP,

which acquired 34,246 hectares for $57.97 million at an average price of $1,692.84. JuneWarren-Nickle's Energy Group

SCOTT LAND THE TOP CROWN LAND BUYER FOR 2018

January 2019

Energy & Mines

Land sale spending in Western Canada declined by nearly 34 per cent in 2018, led by a sharp decrease in British Columbia.

Industry spent $527.05 million for the year, tying up 1.55 million hectares at an average price of $339.84. Spending in the western Canadian provinces was $793.93 million in 2017 as producers tied up 1.77 million

hectares at an average price of $448.11. After land spending plunged by 65 per cent in 2015 to $375.78 million, producers tightened their wallets

further in 2016, spending just $217.51 million in bonus bids in Western Canada for the year. Industry tied up 1.21 million hectares at an average price of $180.07. For 2015, the provinces sold 1.81 million hectares at an average price of $207.23.

Alberta

In Alberta, the Duvernay play dominated the headlines last year. The government closed 2018 with $411.38 million in bonus bids on 1.39 million hectares at an average of $296.84. In 2017, a bounce-back year after an anemic 2016, the province collected $556.39 million on the sale of 1.48 million hectares at an average price of $374.91.

Spending was fairly consistent throughout the year: $89.29 million on five land sales in the first quarter, $101.96 million on seven sales in Q2, and $108.24 million on six auctions in Q3. In the fourth quarter, spending declined markedly and sat at just $35.56 million heading into the final two sales of the year as acquisition activity slowed in the oil-prone Duvernay trend.

Auctions of $28.14 million and $48.86 million to end the year brought Q4 spending up to $111.88 million on six sales during the October-December period of 2018.

JuneWarren-Nickle's Energy Group

WESTERN CANADIAN LAND SALE REVENUE DECLINED IN 2018

January 2019

Energy & Mines

By Stephen Marsters For the second straight year, over 10,000 wells were licensed across Canada in 2018, although a drop in

December permitting is likely a harbinger for immediate 2019 trends. Governments authorized 10,038 new wells last year, off slightly from 10,117 in 2017 (down less than one

per cent). The story in December was markedly different, however. Last month, industry licensed 812 wells across Canada — down 35 per cent from 1,250 well

authorizations in December 2017 — as the recent volatility in commodity prices impacted future drilling plans. Operators in Alberta licensed 5,540 wells in 2018 compared to 5,338 wells the prior year (an increase of

four per cent). In December, 516 wells were permitted compared to 830 a year ago. In Saskatchewan, there were 3,270 new licences issued in 2018 compared to 3,586 licences the previous

year (down nine per cent). The December licence count declined to 190 from 299 in December 2017. There were 3,070 oil and bitumen wells permitted in Alberta last year compared to 2,957 in 2017, while

2,745 oil wells were authorized in Saskatchewan, down from 3,155 the prior year. In B.C., the province approved 921 new licences last year, down slightly from 923 in 2017. In the final

month of the year, 70 new wells were approved compared to 83 in December 2017. Manitoba’s new licence count lifted 15 per cent to 290 wells in 2018 from 253 the previous year. In

December, 34 wells were permitted versus 36 a year ago. Across Western Canada, the 2018 licence count included 6,160 permits to drill for oil or bitumen, down

four per cent from 6,398 the prior year. Gas well permitting during 2018 in the three most western provinces lifted to 1,926 from 1,737 the prior

year (up 11 per cent). The 2018 total included 7,838 horizontal wells (excluding experimental wells), or about 87 per cent of the

total, compared to 8,162 horizontal wells in 2017 (again, excluding experimental wells), or about 86 per cent of the total.

Industry licensed 925 oilsands evaluation wells in 2018, an increase of 89 per cent from 490 licences in 2017. The final month of 2018 saw 138 oilsands evaluation wells permitted, down from 296 in December 2017.

Top licensees

The top licensee of new wells in 2018, including experimental wells, was Canadian Natural Resources Limited (1,002 permits), up from 761 in 2017.

Second-place finisher Crescent Point Energy Corp. licensed 732 wells, down from 908 in 2017, when it was the top licensee for the year.

The top five for 2018 was rounded out by Encana Corporation (466), Husky Energy Inc. (435) and Baytex Energy Corp.(411).

British Columbia off 63 per cent

B.C. ended the year with $64.13 million in bonus revenue, driven largely by the June sale which attracted $42.08 million. Landsolutions GP Inc. picked up a 1,847-hectare drilling licence in B.C.’s June land sale for $42.05 million.

The parcel, at 87-24W6M, produced a per-hectare price of $22,767.84.


OVER 10,000 WELLS LICENSED IN 2018, BUT DECEMBER PERMITTING SLUMPS

January 2019

Energy & Mines

Industry acquired 69,980 at land sales in B.C. for 2018 at an average of $916.39. For 2017, the province attracted $173.25 million in bonus bids on 79,238 hectares at an average price of $2,186.49.

Saskatchewan

The provincial government attracted $50.71 million for all of 2018 on 89,552 hectares at an average price of $566.28. In 2017, industry paid $62.83 million for 200,967 hectares at an average price of $312.65.

Manitoba

For the year, Manitoba collected $828,576.21 in bonus bids on the sale of 5,514.09 hectares at an average price of $150.27. For 2017, the province picked up $1.46 million on 7,480.34 hectares at an average of $194.59.

Newfoundland and Labrador

In November, the Canada-Newfoundland and Labrador Offshore Petroleum Board (C-NLOPB) received $1.39 billion in its 2018 Call for Bids, and a record single successful bid amount of $621.02 million in work commitments.

Successful bids were submitted for four exploration licences in the Eastern Newfoundland region (NL18-CFB01) and for one exploration licence (NL18-CFB02) in the Jeanne d’Arc region.

These bids are not included in the bonus totals. In Newfoundland, the sole criterion for selecting a winning bid for the exploration licences is the total amount the bidder commits to spend on exploration of the parcel during Period I (the first period of a nine-year licence). The minimum acceptable bid for each parcel is $10 million in work commitments.



OVER 10,000 WELLS LICENSED IN 2018, BUT DECEMBER PERMITTING SLUMPS

January 2019

Energy & Mines

Industry rig released 6,530 wells in the first 11 months of 2018, excluding experimental wells, about a one per cent decline from 6,592 wells drilled in the comparable period last year.

Operators across Canada drilled 18.19 million metres of hole to the end of November, up almost three per cent from 17.73 million metres that were rig released in the first 11 months of 2017.

Alberta producers rig released 3,426 wells to the end of November compared to 3,397 a year ago (up about one per cent). Total metres drilled in the province lifted six per cent to 10.7 million metres versus 10.14 million metres a year ago.

Saskatchewan’s rig release count improved two per cent to 2,435 wells compared to 2,386 rig releases in the same timeframe a year ago. Rig-release meterage in the province rose 10 per cent to 5.13 million metres from 4.65 million metres a year ago.

In B.C., 397 wells were drilled to the end of November, down 30 per cent from 571 wells drilled in the January-to-November period last year. Operators have drilled 1.77 million metres in the province over that timeframe compared to 2.45 million metres last year (a decrease of about 28 per cent).

Operators working in Manitoba drilled 262 wells over the first 11 months of 2018 compared to 223 in the year-prior period (an increase of 17 per cent), with 535,595 metres drilled compared to 416,995 metres rig released a year ago (up 28 per cent).

In November, producers across Canada drilled 647 wells, again excluding experiment wells, up about 11 per cent from 582 rig releases a year ago. Operators drilled 1.8 million metres in November, up from 1.6 million metres in November 2017.

Rig release counts, including experimental wells

Operators drilled 7,009 wells, including experimental wells, over the first 11 months of 2018, down about two per cent from 7,137 rig releases in January-November 2017.

In November 2018, 649 wells were rig released compared to 583 in the year-prior month (an increase of 11 per cent).

Across Canada, of those wells with a reporting status, 72.23 per cent of the wells with a status are listed as oil or bitumen wells — up from 63.08 per cent last year. Meanwhile, 15.41 per cent of the rig released wells to the end of November have gas as an objective, down from 22.55 per cent last year.

In Alberta, oil or bitumen is listed as the objective for 2,725 wells rig released over the first 11 months of the year compared to 2,594 wells last year. Wells targeting gas or CBM declined to 780 rig releases versus 1,040 a year ago.

Oil is listed as the objective of 2,076 wells drilled in Saskatchewan (compared to 2,105 in January-to-November 2017), while three wells have been rig released in the province with gas as an objective — up from zero a year ago.


INDUSTRY DRILLS JUST OVER 6,500 WELLS TO END OF NOVEMBER

January 2019

January

Company # of Rigs

Akita Drilling Ltd 1

Citadel Drilling 1

Ensign Energy Services Inc

Excalibur Drilling

Horizon Drilling Inc 3

Ironhand Drilling Inc.

Jomax Drilling (1998) Ltd

Nabors Drilling Ltd 2

Patterson-UTI Drilling Co Canada 1

Precision Drilling Co 8

Savanna Energy Services Ltd

Trinidad Drilling Ltd 4

Energy & Mines

http://www.bcogc.ca/

ACTIVE OIL RIGS — PEACE LIARD Northeastern BC rig activity as of January 16, 2019

Spud/Drilling: 10 Suspended: 22 Resumed/Drilling: 7 Released: 4

JANUARY

Spud/Drilling Suspended Resumed/Drilling Released

2019 10 22 7 4

2018 28 28 4 10

2017 23 50 8 12

2016 17 76 14 11

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