February 22, 2012

Apprenticeships important as labour shortage looms

JESSICA PATTERSON

correspondent

Western Canada is facing a looming labour shortage, according to the chair of the Alberta Apprenticeship and Industry Training Board.

“I think we’re feeling the effects of a tightening labour market,” Raymond Massey told delegates at the recent Western Canadian Construction Superconference in Calgary.

“Some people on our board call it a tsunami coming towards us and I believe right now, we’re just under the crest of that wave. We need to act and we need to act now because all of a sudden we’re going to be swamped.”

The labour deficit is coming, whether Alberta and the western provinces are ready for it or not.

The areas where Alberta typically draws its labour force from are drying up, Massey explained.

“Those workers are staying home. I would suspect trying to attract people to come out here is not going to be as easy as it was,” he said.

“We’re going to have a far greater, more difficult time trying to attract those individuals.”

He said the western provinces are facing a significant challenge in finding labour to meet future demands, as the economy grows.

“We’re going to need to replace our workers as they retire and leave the workforce,” Massey said.

“Right now, the need to hire young trained professionals, to replace these workers, is likely one of the most viable ways to go about it.”

Last year, the government of Alberta forecast a labour shortage of about 190,000 workers, as baby boomers retire over the next decade.

The government predicted that there would be shortages of 320,000 workers across the country, Massey said.

“In Alberta, as far as the construction sector goes, we’re going to be about 40,000 workers short by 2019,” he said.

“And, 2019 is not that far away.”

And Alberta isn’t the only western province facing this challenge.

Neighbouring provinces of Saskatchewan and British Columbia will feel the pinch in coming years too.

Some of the trades that are in highest demand across Canada right now include boilermakers, construction carpenters, electricians, plumbers, sheet metal workers, steam fitters, pipe fitters and welders.

Massey suggested that in the Prairies, the most in-demand trades also include crane operators, industrial technicians, insulators and ironworkers.

“In Western Canada, we’re going to have to hire more construction managers and estimators, drillers and blasters, heavy equipment technician operators, labourers and truck drivers,” he said.

Over the years, Alberta has entered into agreements with the province of British Columbia like the Trade, Investment and Labour Mobility Agreement (TILMA), that recognized credentials in both jurisdictions as equal.

“Meaning as long as they were of the same trade, they could come into our province and work,” Massey said.

In July 2010, Alberta agreed to the New West Partnership Agreement, which will be fully implemented by July 1, 2013.

It not only recognizes equal credentials, but would create the largest barrier-free zone in Canada, allowing goods and services to move back and forth without any extra qualifications required.

The Alberta Apprenticeship and Industry Training Board has implemented several strategies to meet this incoming labour shortage tsunami, including initiatives to attract trades professionals and to encourage them to complete their certification.

They have implemented self-study modules, which are popular individual training modules that are being shared with other provinces.

Individuals can take training online, with online classes and multimedia training, which Massey said enhances capacity of those classes.

There’s the prior learning assessment that recognizes apprentices from other provinces.

“We know training isn’t standard,” Massey said.

“What they’re covering in the first year in New Brunswick may be different than what we’re covering in the first year here in Alberta. We still recognize them and allow them the upgrading they need.”

There is the familiar RAP program, which allows high school students to participate in an apprenticeship program, where they earn high school credits towards their diploma.

“Those hours get logged in their apprenticeship books, and they get to earn some money while they’re doing it too,” he said.

The board has also implemented a scholarship program to attract youth.

The bottom line is that if the students show up, the board will make sure technical training schools have room for them to meet the rising demand for labour.

“Industry continues to play a vital role in on-the-job training for our apprentices,” Massey said.

“Eighty per cent of training is delivered on the worksite, 20 per cent in a technical school. We’ve had great support from employers.”

He also told the room of delegates that the industry should take advantage of their mature workers’ experience and knowledge.

“As the population ages, we’re going to have to replace our older workers,” he said.

“Those who are retiring, we should have them mentor or consult, so that they can continue to contribute to the company.”

Hiring apprentices reduces the risk of labour shortages.

They are a better fit for individual companies, have increased productivity and make fewer mistakes on the job.

Going forward, companies need to become creative to retain the skilled workers they do have and attract new talent.

“I think a lot of companies need to develop their own strategies to attract and retain their best talent,” he said. “If they are involved in apprenticeship training, they develop a culture of training within the organization and become more of a highly sought employer because they do train.”

People like to be associated with a strong, healthy company with the opportunity to grow.

In that way, they become an employer of choice, he said.

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