INFORMATION STAKEHOLDERS IN QUEBEC - flmm-lmi.orgflmm-lmi.org/CMFiles/Publications/quebec-eng.pdf · Canada. 1.2 Gaps in existing LMI The members of the CPMT are happy overall with

REPORT ON THE CONSULTATION OF LABOUR MARKET INFORMATION STAKEHOLDERS IN QUEBEC

JANUARY 2009

TABLE OF CONTENTS

• INTRODUCTION • 1. MEMBER PARTNERS OF THE CPMT • 2. SECTOR WORKFORCE COMMITTEES • 3. INTERMEDIARIES AND SERVICE PROVIDERS • 4. GOVERNMENT DEPARTMENTS AND AGENCIES • 5. CONCLUSION • APPENDIX 1 - LMI consultation questionnaire • APPENDIX 2 - Organizations participating in the LMI consultation

INTRODUCTION

This report was produced as part of the proceedings of the Labour Market Information Advisory Panel (LMIAP), which was created by the Forum of Labour Market Ministers (FLMM), in order to identify ways of improving labour market information (LMI) in Canada. The consultation of LMI stakeholders in Quebec was carried out from November 10, 2008 to January 9, 2009, under the direction of the chair of the labour market partners committee (CPMT), Marjolaine Loiselle, who represents Quebec on the LMIAP.

The consultation document produced by the LMIAP, Working Together to Build a Better Labour Market Information System for Canada, and an accompanying questionnaire1 were sent to more than 60 organizations. The opinions of interested and available stakeholders were provided by the participating organizations in the form of either a written response to the questionnaire or a response to the questionnaire in a direct interview or in forums on the main points of interest. Some stakeholders also opted to respond in writing to the questionnaire completed in a meeting to clarify some points.

Four groups of stakeholders were contacted. The first group comprised member partners of the CPMT, which is made up of organizations representing employers, labour, the education system, community organizations and government agencies, all of which are dedicated to improving the way the labour market works.

The second group comprised sector workforce committees (CSMO) and employment integration and retention committees (CIME) in Quebec.2 CSMOs are independent bodies officially recognized by the CPMT under the Act respecting workforce skills development and recognition. Their role is to identify labour force development needs in their sector of the economy and support the development of labour force skills. There are two CIMEs, one for persons with disabilities and one for immigrants. Their mandate is to foster employment integration and retention among those groups. They do that by identifying the problems faced by members of the two groups and devising strategies for improving access to employment and the training they need to enter the labour market.

The third group comprised expert organizations that convey labour market information for the purpose of providing help and service in a broad sense, such as the Association québécoise d'information scolaire et professionnelle [Quebec association for academic and vocational information] (AQISEP) and the Ordre des conseillers d'orientation et des psychoéducateurs du Québec [Quebec order of career counsellors and psycheducators].

The fourth group comprised Quebec government departments and agencies that have specific responsibilities or obligations as producers, users or distributors of labour market information, such as the Institut de la statistique du Québec [Quebec statistics institute] (ISQ) and the Department of Immigration and Cultural Communities.

A total of almost 40 organizations took part in the consultations.3 This report is the result of an analysis of more than 30 completed questionnaires and notes taken in eight meetings attended by close to 40 people in all.4 Its aim is to give an overview of the consultations with these diverse organizations with emphasis on the gaps identified in the existing LMI system and suggestions on how the system can be improved.

This report represents Quebec's contribution to the work of the Advisory Panel on LMI. The high quality of the information gathered and the pertinence of the advice offered present a major contribution toward improving LMI. Consultations with stakeholders on the subject of LMI in Quebec has provided a wealth of information from which we can learn.

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1. MEMBER PARTNERS OF THE CPMT

Before presenting the results for each category of stakeholder, it is important to note that Emploi-Québec is viewed almost unanimously as the reference point for LMI. Emploi-Québec plays a triple role as user, producer and distributor of LMI. As a large consumer of data from Statistics Canada in particular, as well as of other external sources, its research services produce numerous analyses of the national labour market as well as of different regional labour markets. The LMI produced by Emploi-Québec is used extensively by a host of governmental and non-governmental organizations, as well as by members of the public. In addition, Emploi-Québec's on-line LMI is a well known public service.

1.1 Importance and sources of LMI

Given the role and mission of the CPMT, its members are organizations that take great interest in all aspects of the labour market, in particular labour market information. The CPMT ensures interface between the Quebec government and partner organizations directly affected employment and labour force development. By advising the minister, assisting in the establishment of Emploi-Québec's policy directions, setting the terms and conditions for application of the Act respecting workforce skills development and recognition and creating skills development and recognition tools, it helps increase the productivity of the labour force and businesses and boosts the employment rate.

The members of the CPMT also use LMI for their own purposes. The following member organizations took part in the consultation in some way: the Confederation of National Trade Unions (CNTU), the Fédération des travailleurs et travailleuses du Québec [Quebec federation of labour] (FTQ), the Centrale des syndicats du Québec [Quebec union association] (CSQ), the Union des producteurs agricoles [farm producers union] (UPA),

the Conseil du patronat du Québec [Quebec employers council] (CPQ), the Canadian Federation of Independent Business (CFIB), the Fédération des chambres de commerce du Québec [Quebec federation of chambers of commerce] (FCCQ), the Regroupement des jeunes chambres de commerce du Québec [Quebec association of new chambers of commerce] (RJCCQ), the Réseau des carrefours jeunesse-emploi du Québec [Quebec youth employment forums network] (RCJEQ), the Coalition des organismes communautaires pour le développement de la main-d'œuvre [coalition of community organizations for labour force development] (COCDMO), the Regroupement québécois des organismes pour le développement de l'employabilité [Quebec association of employability development organizations] (RQuODE) and the Fédération des cégeps. Needless to day, the representatives of these organizations all recognize the tremendous importance of labour market information because they use it constantly in their regular operations and because, in the context of their responsibilities within the CPMT, it is an important "raw material" in their proceedings and decisions.

The member partners of the CPMT are familiar with the main sources of LMI, such as Statistics Canada and its special publications (the Labour Force Survey (LFR), for example) and CANSIM and other databases. However, they appear to be more familiar with Quebec-based sources, in particular Emploi-Québec's on-line LMI and data from the Centre d'étude sur l'emploi et la technologie [centre for studies on employment and technology] (CETECH). Other Quebec sources are the ISQ and the Department of Education, Recreation and Sport.

Emploi-Québec's labour market information system is the primary source of data. The organization's on-line LMI site is widely identified as the most commonly used source. The Internet is far and away the most popular means of obtaining LMI; it has become the medium of choice. Some organizations occasionally submit special orders to Statistics Canada.

1.2 Gaps in existing LMI

The members of the CPMT are happy overall with the available labour market information (only one partner clearly expressed its dissatisfaction). The level of satisfaction is critical, however, because LMI users report a number of problems and gaps.

One of the most frequently cited problems is related in one way or another to the accessibility of information on the Internet. Users report that while there is a large body of labour market information posted on multiple sites, the information is inadequately documented and often does not permit comparison. Users also say it is hard to find specific, relevant information that meets their needs. For example, one employer association reports that it sometimes takes a long time to find the information it is looking for, so long, in fact, that it mistakenly assumes that the information does not exist. It then has to contact the organization concerned to determine whether its assumption is correct. Statistics Canada produces many tables, but they are not particularly well indexed and they have to be used frequently if users are to quickly obtain the tables they want. "[TRANSLATION] The methodologies are sometimes complex, and we have to study them ourselves to be sure that the ones we use are relevant. For business owners, data like the data produced by Statistics Canada are completely inaccessible."

As far as the actual information sources are concerned, users dislike data published in .pdf because that format does not allow the data to be directly manipulated. A common criticism is that information sources often combine too many industrial sectors, occupational categories and geographic areas. One union organization mentioned the

exorbitant cost of obtaining more disaggregated data, assuming such data exist. The respondents were critical of the fact that they have to pay for some information and that it is increasingly necessary to submit special orders to Statistics Canada.

The partners identified a number of gaps in the available LMI relative to their needs. Examples include:

• the lack of data on total compensation (wages and other terms of employment) by occupation elsewhere in Canada. That information can be obtained in Quebec for some occupations, but comparative data are not available for the rest of Canada (employer association);

• the lack of socio-demographic data on the number of unionized workers in each province (union);

• the lack of data on vacant positions (union); • the lack of longitudinal data on workers (employer association); • the lack of data on small businesses and productivity (employer association); • the lack of data on entrepreneurship (employer association); and • the lack of data on payroll taxes and labour market regulation (employer

association).

The partner organizations did not mention any specific measures taken to close or even narrow the gaps they identified, with the exception of one employer association, which regularly produces many statistics on small businesses, with particular emphasis on vacant positions, by conducting periodic surveys of its members.

1.3 Desired improvements or changes

Many of the desired changes are related to the gaps listed above. The respondents would like to be able to get the most detailed information possible at different infraprovincial levels. They would also like more free access to data and ask that measures be taken to give non-specialists access to data. The respondents also reiterated their desire for access to data on productivity, payroll taxes and labour regulation. They also call on government organizations to do more to meet the needs of employers and would very much like to get new data on vacant positions.

Some partners view the concept of a single window for labour market information as the best way of resolving the problem of access to data. Others, however, are more inclined to dismiss the idea of a single national window as a general solution to the needs of all of Canada's provinces and territories. Given the many and varied factors that come into play in a labour market information system, some partners (the CPQ, for example) would prefer a flexible specialized search engine — an LMI Google, so to speak — that would make it possible to target as much as possible the information sources that are most likely to meet a particular need.

1.4 Additional remarks

Many partners would like to see an increase in means and resources dedicated to LMI but caution against a standardized approach to the labour market. The CPQ, for example, firmly believes that there is not just one labour market in Canada, but more or less as many markets as there are provinces and territories and that that observation is especially true for Quebec. There is also agreement that Statistics Canada is a huge bureaucracy and that the response time to inquiries made in the course of a current study is very long. In that connection, it must be noted that two partner organizations

commended the ISQ for its accessibility and how quickly it responds to information requests.

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2. SECTOR WORKFORCE COMMITTEES

The second group of organizations consulted comprised sector workforce committees (CSMO) and employment integration and retention committees (CIME), which, as stated earlier, report to the CPMT. Sixteen of the organizations responded to our questionnaire, and most of the respondents took part in a subsequent forum.


The CSMO representatives are highly motivated and very involved in analysing labour force and employment issues in their sectors. This is reflected in their comments and their description of the problems they encounter. Given the demographic context (population aging, fear of a mass exodus of baby-boomers from the labour force, scarcity of workers), most are especially interested in information on employment opportunities and projected workforce needs in their sector. LMI is crucial to their task of identifying labour force development needs and supporting skills development. If they are to meet their objectives, they cannot do without labour market information.

There are two main sources of LMI: Emploi-Québec and Statistics Canada; both are far ahead of other federal and provincial government departments and agency, such as the Department of Education, Recreation and Sport, the ISQ and Service Canada. Some CSMOs occasionally use information from private sources, such as information compiled for investment purposes by banks and investment companies.

The vast majority of information is taken directly from the Internet. One CSMO said it submits special orders to Statistics Canada. It is important to note in this connection that Emploi-Québec handles all orders from Statistics Canada or processing of databases acquired by Statistics Canada in order to meet the needs of its various divisions and the needs of sector committees.

The most widely used site by far, according to the CSMO representatives, is Emploi-Québec's on-line LMI site, followed by the Statistics Canada site. The information and communication technologies CSMO described the introduction of Emploi-Québec's online LMI as a giant leap forward.


Here again, satisfaction is critical. On the one hand, CSMOs are very appreciative of the information available to them. On the other, they all have serious criticisms. The most frequently mentioned problem is the unreliability of data on the use of National Occupational Classification (NOC) codes, for example. Many CSMOs complain that there are serious discrepancies between the actual number of jobs in their sector and the numbers reported by official sources using the NOC codes. Their impression is that the statistics simply do not reflect the true situation in their sector. For example, the CSMO for the doors and windows and furniture and kitchen cabinets industry did a comprehensive audit of employers in the sector and found that the official source underestimated the number of jobs by more than 100%. A similar exercise was carried

out in the environment sector and came to a similar conclusion (bringing to light another problem with Statistics Canada's definition of the sector).

Some CSMOs involved in seasonal activities complain that the number of available seasonal jobs is underestimated. For one among these the problem is attributed primarily to the time of year the Department of Education, Recreation and Sport conducts its Relance survey, that is, March, which is the sector's slow period. Another CSMO, meanwhile, blames the problem on the very nature of seasonal employment, which is concentrated in a relatively short period but with longer days that are weighted differently than regular jobs. According to the representative of that committee, a job that provides 1,500 hours a year based on 30 50-hour weeks does not have the same statistical value as a regular job that provides 1,500 year hours a year based on 50 30-hour weeks. In the committee's view, this underestimating of jobs has a very real adverse effect on Emploi-Québec's calculation of employment opportunities because it tends to reduce the job outlook in the sectors it covers; as a result, candidates for occupational training for those jobs are denied financial support of any kind because such training is not based on real and officially accepted labour force needs. The committee fears that the situation will, in the long run, have a serious negative effect on the development of seasonal activities when there is a shortage of workers as there is right now.

Another CSMO believes that official sources have a fundamental lack of understanding of the industry. It believes that official sources do not differentiate between family labour and outside labour. As larger enterprises swallow up smaller operations, the population of the sector is decreasing at the same time the demand for outside workers is increasing. Yet that phenomenon is not reflected in the employment data and employment projections produced by Emploi-Québec, which discourages unemployed workers from looking to that sector because they assume there are no job opportunities. The CSMO representative also voiced dissatisfaction with the Labour Force Survey and the census of employment data for the sector.

Another observation made by some sector committees is that data can quickly become obsolete. A CSMO in the service sector, for example, claims that the biggest gap in LMI stems from the fact that the information is always retrospective. "[TRANSLATION] Official sources realize that our sector is facing challenges, but not until the storm has passed, especially in a field where changes happen so fast."

Another CSMO says that the data are not accurate enough and are not updated often enough, forcing it to conduct its own surveys.

On the subject of missing data, at least two sector committees complain that there are no historical data in Emploi-Québec's LMI system. They say that new information simply replaces the current information, making it impossible to do comparisons over time. A CSMO in the service sector complains that there is no <<database containing raw data that are frequently updated and can be used to do detailed searches using a number of variables>>. Finally, another service sector CSMO feels that governments do not make sufficient use of the information they have. They are sitting on a large body of data that are not used to their full potential.

2.3 Desired improvements and changes

The improvements CSMOs would like to see in existing LMI systems vary considerably from committee to committee. Foremost among them are:

• measures and provisions designed to make data for seasonal sectors more reliable;

• use of an absolute value of the number of workers rather than person-years to describe seasonal sectors;

• greater access to labour market information for lay users; one sector committee suggested creating a network of contacts for business owners;

• reports that are more user friendly; one committee representative suggested sending a message to users to inform them of changes or the release of new data;

• to ensure complementarity in the production of certain data by the federal and provincial governments;

• more free access to data; • free access to databases that are well documented, frequently updated and more

in line with actual needs; • availability of historical data on LMI sites; • production and distribution of data on layoffs; • review of the North American Industrial Classification System (NAICS) and the

National Occupational Classification (NOC) to bring them more in line with the current status of and changes in the labour market.


Many sector committees like the idea of a single window for LMI and see it as a way of improving access and making Internet searches easier, thus eliminating a frequent source of frustration. The retail trade CSMO, however, recognizes the value of a single window but cautions that the risk of a single window is a function of the size of the operation and the difficulty in managing it. "[TRANSLATION] There first has to be a consolidation or directory of the LMI currently available on the Internet." Another CSMO in the service sector also issues a stern warning about the relevance and feasibility of the idea: [TRANSLATION] The Internet is a network of networks, more a web that a single portal."

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3. EXPERT INTERMEDIARIES AND SERVICE PROVIDERS

The entities we include in this category are different but have one thing common: apart from government and its immediate partners, they are primary first-level users of labour market information because of the specific services they provide to the public. Foremost among these entities is a professional order, the Ordre des conseillers d'orientation et des psychoéducateurs du Québec [Quebec order of career counsellors and psycheducators] (OCEPQ), which has some 3,200 members and is dedicated to helping people make career decisions that take into account their psychological and personal characteristics and the environment in which they live and work.

The second organization is the Association québécoise de l'information scolaire et professionnelle [Quebec association for academic and vocational information] (AQISEP), in which education professionals work together to help students and young adults make academic and occupational choices that will ensure successful entry into the labour market. The association has more than 2,500 members: 1,500 in the education sector and 1.000 in labour force services networks.

The third organization, Jobboom, is a commercial venture that specializes in the distribution of labour market information to a wide audience. It is a very big user and "transmitter" of government-produced LMI, but also produces its own original information from to time, conducting field surveys, for example, to validate and complement information from the surveys of recent graduates carried out by the Department of Education, Recreation and Sport. Jobboom produces an annual report on job prospects called Carrières d'avenir and a free monthly magazine that has a circulation of 100,000.


Not surprisingly, these organizations describe labour market information as essential to their operations. One says that LMI is a key element in people's decisions on a matter that shapes their entire lives, and that is why good information is invaluable and irreplaceable. Another, meanwhile, cites the multiplying effect of LMI through its network of professionals, which serves some 150,000 students and young adults.

All that aside, one organization's representatives note the limits of the economic model that governs the view of labour market information and, in their opinion, stands out in the consultation document produced by the Labour Market Information Advisory Panel. The approach is thought to be too mechanical because it is based on the idea that it is enough to show labour market needs and opportunities so that individuals, obeying or reacting to the information, will be led more or less automatically to fill the available jobs. The argument is made that a person's occupational orientation is a less one-directional phenomenon, driven by more complex considerations. Labour market information is an important environmental element, but it is by no means the only factor that comes into play in making decisions.

Emploi-Québec still ranks first among sources of LMI. However, one organization feels that this source is underutilized by education professionals; they would benefit from using it more. Other sources mentioned by the representatives are Repères [benchmarks], the Department of Education, Recreation and Sport's information highway for occupational and technical training, and Monemploi.com, a site maintained by Septembre éditeur. Quebec sources are the ones most commonly used, but they in turn use other Canadian information sources depending on needs. On the other hand, one organization says that it has a national development mandate but finds that while the problems in some occupations may be pan-Canadian, the Quebec labour force is for the most part less mobile. As is the case for all other users encountered to date, the Internet remains the preferred tool for accessing information, although some hard-copy publications are still used from time to time.


The level of satisfaction with existing LMI is very high, and the three organizations recognize the effort made in this area in recent years. A comment by one career counsellor of these organizations is a good example: "[TRANSLATION] I especially like Emploi-Québec's LMI because it's user friendly and easy to use. The links to the information highway for occupational and technical training are also used a lot because they allow users to learn more about training programs." However, some representatives were quick to point out problems brought to light by regular use of those sites.

First, the two organizations agree on the need for a network of experts to support and document institutional users (school board professions, cégeps and universities, and career counsellors) in order to give users a better understanding of the information and

enable them to use it more effectively. A representative of one of these organizations feels that it is essential that the LMI system be managed by such an advisory network, which will ensure that published data are properly interpreted and used. In short, the aim is to create a bona fide after-sale service for users so that available information is used effectively.

For individual clients who visit LMI sites, the two organizations also agree that there should be an on-line advisor to respond directly to simple inquiries and requests for clarification of facts. One of them was quick to point out that a significant proportion of the people who go to counsellors are looking primarily for reliable factual information on a particular aspect of the employment outlook or the labour market, which does not require the involvement of a specialized professional. Having these questions answered by well-informed officers frees up more time to deal with problems that call for more professional expertise.

The representatives of two of the organizations said that the analyses included in publications on occupational outlooks are inflexible and lacking in nuance. They said that using those analyses alone to justify a particular approach to the delivery of employment services can lead to genuine abuse. At the same time, they point to the imprecise nature of such terms as "favourable" and "acceptable" used to describe the employment outlooks produced by Emploi-Québec. Another stakeholder has misgivings about Emploi-Québec's employment outlooks, which it finds hard to digest, and also observed that the above-mentioned terms are imprecise and undefined.

The absence or inadequacy of data on wages was another point raised by both organizations.

The representatives of the order of career counsellors firmly believe that the National Occupational Classification (NOC) is sometimes irrelevant or invalid relative to the actual situation. In many instances, the prescribed level of training is in their view unrealistic and often below current standards. They also believe that the NOC is hard to adapt to changes. Nor is the classification able to integrate the new occupations that are emerging more and more frequently.

Finally, one or the other organization mentioned such weaknesses as the lack of consolidation of information on the Internet and the risk of getting lost among the vast number of information sources, which are often difficult to compare. The stakeholders also lament to excessive use of .pdf format in Emploi-Québec's LMI, which makes it harder to manipulate the data. The career counsellors also note the absence of qualitative data, especially since young people today are sensitive to a set of factors or characteristics that go beyond consideration of only wages and other related terms of employment. According to one organization, LMI should go so far as to specify the physical characteristics of the job in some cases. That type of information can be particularly useful when dealing with persons with disabilities.

One of the initiatives used to close some of the gaps is the one taken by one organization, which saw a need and got into the habit of holding training activities for its members on the content and use of Emploi-Québec's LMI system by drawing on the expertise of Emploi-Québec specialists.

3.3 Desired improvements and changes

Desired improvements include an expert support network for institutional users and an on-line support service directly accessible by individual clients looking for specific

information. There is a need for improved data on wages and greater transparency in analyses of employment prospects. Other improvements which could be made are:

• better coordination among the various government services; getting departments to communicate with one another;

• a newsletter to inform users of updates and news; • the addition of information on usage and hiring practices specific to certain

sectors; • the addition to Emploi-Québec's on-line LMI of qualitative information on the

characteristics of occupations in order to help provide better, more comprehensive information on the status of occupations.

As far as a possible desire for a single LMI window is concerned, one organization is looking at a search engine (along the lines of Google) what would help focus searches based on specific needs given the variety and number of existing sources.


One of the expert organizations which use labour market information that was selected for the consultation is another professional association. The association responded very briefly on only one subject: the investment service offered to its members. Essentially, its evaluation of existing LMI does not really provide information on vacant positions by specialty, wages or the overall market for economists.

Two other organizations were consulted for their experience as employment assistance services for individuals. The centre describes itself as a heavy user of LMI from Emploi-Québec and also consults other government and non-governmental sources. It says it is happy with the available information but identifies a number of possible improvements, such as more frequent updates and the addition of field information on employers and workers, because the situation indicated by statistics is often different from the actual situation in the labour market.

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4. GOVERNMENT DEPARTMENTS AND AGENCIES

The fourth category of organizations consulted comprises Government of Quebec departments, specifically the Department of Education, Recreation and Sport (MELS), the Department of Immigration and Cultural Communities (MICC) and the Department of Economic Development, Innovation and Export Trade (MDEIE), plus the Institut de la statistique du Québec (ISQ). These organizations are heavy users (and sometimes producers) of labour marketing information because of the nature of their mandate. For that reason, their opinions and suggestions, which are rooted in longstanding professional experience, are especially valuable.

4.1 Department of Education, Recreation and Sport (MELS)

Because its mandate includes planning and development of occupational and technical training programs, this department uses the full spectrum of information on the performance of recent graduates in various fields and current and projected changes in

the supply of and demand for workers. For these reasons, the department considers labour market information to be a vital work tool.

With regard to the information sources used, MELS, in addition to its yearly Relance surveys on the placement of recent graduates from occupational training, technical training and university, cites Emploi-Québec as its primary source. It also notes that it has special collaborative ties with Emploi-Québec and the CPMT, as well as CSMOs. It claims to be happy overall with the available LMI, but adds that data are sometimes hard to access and LMI sites are often time-consuming and complicated to navigate. It also says that data are not updated often enough.

On the subject of desired improvements, MELS feels that governments have to allocate enough resources to the collection of administrative and statistical information. On the subject of a single LMI window, MELS has reservations because of the magnitude of such an undertaking. It suggests that one way of skirting the problem might to make effective use of references as Emploi-Québec does: using external links such as on-line LMI with the information highway for occupational and technical training, is a good way of overcoming the problem.

4.2 Department of Immigration and Cultural Communities (MICC)

For a department whose mandate consists in fostering an approach to the recruitment of immigrants that is tied in with the needs of the labour market and facilitating the economic and social integration of immigrants, labour market information plays a strategic and vital role. The MICC representatives consulted claim that their main source of information is Emploi-Québec's on-line LMI system. The representatives say that it also has special links with Emploi-Québec for when it has to obtain specialized information on the labour market. They also mention the use of other sources, such as Job Futures (Service Canada), Statistics Canada and the MELS's Relances surveys.

They also describe themselves as somewhat satisfied with the available LMI and particularly happy about the annual updates of occupational outlooks and sector analyses. They note, however, that there are a number of gaps which they have observed in the course of their work, such as:

• the absence of assessment and comments from training institutions on occupations, which would help enhance labour market information;

• the lack of information in LMI systems generally on visible minorities; • distortions caused by the use of NOC codes that results in separate occupations

with very different outlooks being combined in one group; the MICC representatives suggest that information for some occupations be reported as not available instead of consolidating occupations at any price;

• the descriptions of occupations in Emploi-Québec's on-line LMI system contain incomplete or incorrect information on the qualifications needed to practise regulated occupations in Quebec; the stipulated qualifications are valid depending on the province; MICC has had to react by producing information documents on the qualifications applicable to regulated occupations;

• inaccurate information on supply and demand in certain occupations and especially recruitment problems encountered in certain regions;

• the absence of data in Emploi-Québec's on-line LMI system on rated vacant positions (skill level A), considering immigrants with university-level qualifications, who make up a significant proportion of the department's clientele.

On the subject of desired improvements in existing LMI, the MICC representatives reiterated the need for more information on visible minorities and rated vacant positions. They also mentioned the importance of minimizing the amalgamation of certain occupations. They feel that the best way to improve LMI from employers (particularly on vacant positions and wages) would be to adopt a system that offers employers absolute confidentiality. The MICC representatives believe that <<a system which guarantees the confidentiality of information provided and a secure method of providing data related to human resources management would encourage employers to be more precise and more open without having to fear any undesirable impact from its clients or destabilizing impact from competition>>. MICC is very much in favour of initiatives like new data on vacant positions, <<provided the data are validated locally or regionally by Emploi-Québec>>.

Finally, MICC's take on the idea of a single LMI window is this: there is already a single window in Quebec, namely Emploi-Québec.

4.3 Department of Economic Development, Innovation and Export Trade (MDEIE)

Because of its mandate, MDEIE deals directly and constantly with all aspects of the labour market so that it can develop industrial strategies more effectively and better target economic initiatives. It is also committed to ensuring that employers get the workers they need for their operations.

MDEIE uses many sources of LMI. Leading the way is Emploi-Québec because of all its broad categories of information. The department's second-biggest source is Statistics Canada because of all its primary employment and labour surveys. Other sources are the Department of Education, Recreation and Sport and the Institut de la statistique du Québec.

MDEIE is satisfied with the quantity and variety of information available to users but notes a number of gaps and weaknesses that come to light through regular use of sources; foremost among those gaps and weaknesses are:

• the fragmented nature of labour market information: no consistent format for all available instruments;

• the lack of consistency among information sources: difficulty matching labour market information by occupation with information on the market for graduates by field;

• the confusion created by difficulty reconciling employment data from three Statistics Canada surveys, namely the Labour Force Survey (LFS), the Survey of Employment, Payrolls and Hours (SEPH) and the Annual Survey of Manufactures and Logging (ASML);

• difficulty obtaining from the Statistics Canada surveys on various sectors by province, economic region or CMA;

• information on the services sector in general that is fragmented, disparate and inconsistent in terms of accuracy from one activity to another;

• the lack of accurate information by sector and geographic region on wages, labour force turnover, number of vacant positions, number of unemployed by sector and occupation, number of layoffs, means used by employers to deal with shortages or surpluses of workers, etc.;

• lack of harmonization of the estimating methods used by the various information sources; for example, there are significant differences between Emploi-Québec's

occupational outlooks and those available on the Job Futures (Service Canada) site, raising questions about the methodologies used.

MDEIE adds that in order to address problems, it has repeatedly had to conduct in-house surveys that are relatively costly but not as rigorous in terms of methodology than surveys conducted by an expert statistics agency like Statistics Canada.

On the subject of desired improvements, the department's priorities cover the following points:

• first, an urgent request for Statistics Canada to offer on line tools that can be used to produce tables from its surveys so that users have more flexibility in terms of breakdowns (by region, by NAICS code or by NOC code); MDEIE adds that the annual LFS CD-ROM offers flexibility in this area and could be used as a base in developing such a tool;

• an increase in the size of the sample for the LFS in order to improve the reliability of the results when cross referencing is done;

• revision of employment surveys like the LFS, the SEPH and various annual sectoral surveys; MDEIE feels it would be better to have one survey covering all aspects of supply and one covering all aspects of demand rather than multiple small, scattered surveys that are hard to reconcile and a source of confusion for users; the department believes the revision should generate economies of scale that could be reinvested in order to increase the accuracy of data by sector, region and occupation.

With regard to on-line LMI more specifically, MDEIE recommends avoiding .pdf format as much as possible and would like Emploi-Québec data and the results of MELS's Relance surveys to be available in Excel files. It would also like historical data (also in Excel files) to be added. It bears noting also that the department supports a change in the presentation of data in the form of a single window to ensure better accessibility.

4.4 Institut de la statistique du Québec (ISQ)

The ISQ holds a special place among the organizations consulted because it is the official institution with a mission under its enabling legislation to provide reliable and objective statistical information on all aspects of Quebec society. The enabling statute also stipulates that the ISQ is responsible for informing the public of the status of and changes in the total compensation of government employees compared with the total compensation of other Quebec workers. (Note in passing that Quebec leads the rest of Canada in this area.) The ISQ is a user, producer and distributor of general information and numbers among its direct clients public decision makers, government agencies and the general public. Labour market information is therefore key to its mission and of utmost importance to the organization.

The ISQ relies primarily on Statistics Canada sources to fulfil its mandate. It is a heavy professional user of major Statistics Canada surveys like the LFS, the SEPH, the Survey of Labour and Income Dynamics (SLID), the Census, the Survey of Work Arrangements (SWA) and the ASML.

It also uses administrative data from public bodies, economic forecasts from financial institutions, Emploi-Québec's on-line LMI and data from its own surveys, such as the survey on total compensation and the survey on recruitment in Quebec (carried out in conjunction with the centre for studies on employment and technology). The ISQ also

regularly purchases data, microdata files, CD-ROMs and special compilations. The Web sites it consults most frequently are Statistics Canada, Emploi-Québec on-line LMI and Human Resources and Skills Development Canada (HRSDC).

On the subject of gaps and problems encountered in using sources created primarily by Statistics Canada, the ISQ notes:

• first, the fact that some surveys (the LFS, for example) are not big enough at the provincial level, which results in inadequate quality of data at a particular level of disaggregation and a particular geographic level (economic regions, MRCs[regional county municipalities]);

• the problem of reconciling data for identical variables in different surveys (such as employment in the LFS and the SEPH); this leaves users confused and perplexed;

• the need to update or revise the definition of "family" because new types of families emerge as society changes;

• the loss of valuable information caused by the elimination from some surveys, such as the Workplace and Employee Survey (WES) and the SWA;

• problems sometimes created by international comparisons of differences in concepts nomenclatures and methodologies.

With regard to the insufficiently documented aspects of labour market information, the ISQ notes the lack of information on immigrants. It takes the view that the integration and reliability of compiled information are not applied in all data sources; this information has been available since 2006 in the LFS. Few cross-referencing variables are available on the subject; special compilations have to be done.

The ISQ also points out the lack of sufficient information on older workers and the transition from employment to retirement and the lack of data on compensation and vacant positions and the characteristics of those positions. Finally, it is critical of the inadequacy and inaccessibility of information and the high cost of special orders from Statistics Canada.

Regarding the improvements the ISQ identifies as priorities, the emphasis is on:

• increased data liberation; • attainment of adequate data quality for economic regions; • the importance of ensuring consistency in the availability of compiled variables; if

a survey disappears because of a lack of funds, can we anticipate the collection of those data being incorporated into existing cross-sectional surveys?;

• the value of making data on immigrants more available (suggestion to incorporate the variable into the microdata file);

• the need to also produce more information on compensation by occupation; the ISQ representatives reiterate that their survey on total compensation covers employers with 200 or more employees and that the institute needs funds to cover employers with fewer than 200 employees.

The ISQ also feels that officials should do more to promote LMI Web sites. It supports the idea of a single LMI window, but adds that the tool should remain user friendly. It believes that governments should make more use of access to administrative data <<that allow them to obtain accurate information and reduce the burden on respondents, similar to the way the census form provides access to Revenue Canada information>>.

The ISQ also feels that the provincial and federal governments should work together to attain comparable results on certain strategic matters. That requires the identification of official data on employment and job creation, for example.

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5. CONCLUSION

The remarks and opinions of the organizations consulted covered many aspects of and issues related to LMI, with different and varied focuses depending on their area of activity and their specific interests. It seems appropriate to consolidate in the conclusion to this report the main observations made and gaps identified by those organizations and examine the factors that come into play in creating a labour market information system and determining its effectiveness.

But first, we should highlight a point that was raised time and again during the consultation, and that is the key role played by Emploi-Québec in the area of labour market information, the strength of its mark and its overall assessment. Emploi-Québec's on-line LMI site is the primary reference for almost all of the organizations consulted. It is without question the most frequently and most regularly visited site. Most of the organizations are familiar with its main products, which allows them to be specific and even quite direct in their comments and criticisms the case may be. That said, it is important to come back to the main observations made regarding the different elements involved in using an LMI system.

5.1 Accessibility of LMI

Most of the organizations consulted report a problem with access to the specific information they want. They have trouble navigating through a vast body of varied information, sources and methodologies. The idea of a single window has many supporters because they see it as a way of facilitating the consolidation and consultation of information, yet others are sceptical because they are not convinced a single window is feasible and practical. On the other hand, the idea of a single window for all of Canada does not get much support, especially since LMI in Quebec is widely considered a service or product that is essentially québécois, particularly because of the funds and other resources Emploi-Québec has invested over many years to develop, maintain and promote a structured labour market information network. It should be made clear at this point that it can be said that even where the respondents voice their agreement with the idea of a single window, very few see it as a global solution for Canada as a whole; what they have in mind first and foremost is a single window for Quebec labour market information.

5.2 Content of LMI sites

There were many remarks about the content of LMI sites. LMI sites are criticized for being insufficiently documented, for not identifying their sources and for confusing users grappling with data that are different, not comparable or even contradictory. Sites are also criticized for their lack of qualitative data that would enhance the information and help put it into context, especially where the information is an analysis of occupational outlooks. Also criticized is the lack of historical data and regional information for some occupations.

5.3 Help and support for LMI users

Related to content is the suggestion widely supported by professionals involved in career counselling and occupational choices that institutional users be provided with training and support so that they get a good understanding of LMI and are thus able to properly interpret the information available to them. There were references to the need for a network of experts to provide "after-sale service" regarding LMI. On a broader level, there were references to the need for on-line advisors to provide a help service for Internet users looking for specific information. Many respondents that dealt with Statistics Canada reported inadequate information and a slow response time.

5.4 Data publication format

Many organizations are critical of the publication of data in .pdf format and would prefer media (Excel data files) that are easier to manipulate. Some would like to have continuous access to well-maintained databases or microdata files that are flexible and can easily target data depending on the user's needs. These remarks were especially directed at Statistics Canada.

5.5 Reconciliation of data from different surveys

Many users, especially those that could be referred to as professional users, such as government organizations, are puzzled by this problem, which is very familiar to Statistics Canada. The typical example most often cited is employment data (which is particular sensitive) from the Labour Force Survey (LFS) and the Survey of Employment, Payrolls and Hours (SEPH).

5.6 Dissatisfaction and frustration caused by the quality or absence of regional or infraprovincial data

This situation is mainly attributable to the fact that the samples used for Statistics Canada surveys are too small, as is the case for the most popular and useful survey, the LFS.

5.7 Problems related to the National Occupational Classification

The NOC is perceived as not always conveying the true situation in the field and is criticized for combining occupations into groups or inappropriately amalgamating occupations that are very different. In addition, the information provided on the conditions for practising an occupation is often out of line with the situation in Quebec.

5.8 Desired increase in use of administrative data

Some organizations feel that governments do not make enough use of the large volume of administrative data to which they have access even though they have a cost advantage and put no burden on respondents.

5.9 Urgent requests for large volumes of complementary data

Users are quick to express their interest in and need for additional information in various fields and for different variables they consider important in creating an effective and productive LMI system. The most frequently mentioned fields and the ones that draw special interest are immigrants and visible minorities, wages by occupation, total compensation by occupation for employers with 200 or fewer employees, vacant positions by occupation, data on layoffs, payroll taxes and employer productivity.

5.10 Concern about the democratization of access to information

Many organizations are disappointed that Statistics Canada seems to increasingly question the notion of free information. They wonder about the agency's shift in recent years to a more business-like approach to the cost of its primary function, which is to serve the public. There is broad consensus that special orders from Statistics Canada are very costly.

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APPENDIX 1

CONSULTATION QUESTIONNAIRE ON LABOUR MARKET INFORMATION

Note: Complete the questionnaire to the best of your knowledge. You do not have to answer all the questions.

Name of organization: Person completing questionnaire: Telephone: E-mail:

1. Specific importance of LMI to you and your organization

1.1 Referring to the definition of LMI in the information document (pages 7 and 8), what type of LMI do you currently use?

1.2 Why do you use LMI?

1.3 Is LMI important to you and your organization?

2. LMI sources used

2.1 State the source of LMI used in your organization (federal or provincial government department or agency, public or private institutions, municipalities, businesses, etc.). Where possible, identify the LMI survey or instrument you use.

2.2 How do you go about obtaining information? (For example, you use publications; you get information free on the Internet; you submit requests to government bodies or special orders to Statistics Canada or other agencies.)

2.3 List the LMI Web sites you use most often.

3. Your opinion of weaknesses in LMI

3.1 Are you satisfied with the LMI you use?

3.2 What are the strengths and weaknesses of the information you use?

3.3 What specific problems does your organization encounter in using the available LMI?

3.4 Are there any serious gaps in the LMI you use?

3.5 Have you taken any measures to remedy these problems or close these gaps? Specify.

3.6 What other types of specific LMI would you most like to consult?

4. Your opinion on what should be done

4.1 State the changes or improvements you would like to see made in order to increase your satisfaction with the LMI you currently use. (frequency, level of disaggregation, geographic level, cost of data, etc.)

4.2 Does your organization have any specific LMI needs that are not currently being met? Specify.

4.3 How would you like LMI to be distributed?

4.4 In your opinion, what does the private sector need to improve LMI?

4.5 Would you use data on vacant positions?

4.6 In your opinion, what do governments need to improve LMI?

4.7 Is there a need for a single window for LMI on the Internet?

5. Overall importance of LMI in Canada

5.1 Would you agree that Canada's LMI system is important to the way labour markets work?

5.2 Could a better LMI system in Canada expand Canadians' economic prospects and increase productivity and economic growth?

5.3 What is the most important role played by Canada's LMI system?

We look forward to getting your opinion.

APPENDIX 2

LABOUR MARKET INFORMATION ADVISORY PANEL ORGANIZATIONS PARTICIPATING IN THE CONSULTATION IN QUEBEC

Category/ Organization Name Preferred Method of

Consultation Questionnaire Meeting

Confederation of National Trade Unions Sylvie Vachon and Josée Lamoureux

X

Centrale des syndicats du Québec Diane Charlebois

X

Fédération des travailleurs et travailleuses du Québec Louise Miller

X

CPMT- Labour

Union des producteurs agricoles Denis Roy

X

Fédération des chambres de commerce du Québec Jean-Guy Duchaine

X

Conseil du patronat du Québec Jacques Leblanc

X

Canadian Federation of Independent Business Audrey Azoulay

X CPMT- Employers

Regroupement des jeunes chambres de commerce du Québec Éric Paquette

X

Regroupement québécois des organismes de développement en employabilité Nicole Galarneau

X X

Coalition des organismes communautaire pour le développement de la main-d'oeuvre Martin Frappier

X X CPMT- Community

Réseau des carrefours jeunesse-emploi du Québec

X

Monique Sauvé

CPMT- Education Fédération des cégeps Gaetan Boucher

X

CSMO Logging Christine Bouliane

X SECTOR WORKFORCE COMMITTEES (CSMO)

EMPLOYMENT CSMO Food Services X




Laurence Zert

CSMO Retail Trade Patricia Lapierre

X X

CSMO Graphic Communications Christian Gendron

X

CSMO Social Economy and Community Action Lynda Binhas

X

CSMO Environment Dominique Dodier

X

CSMO Ornamental Horticulture (HortiCompétences) Martine Matteau

X X

CSMO Electrical and Electronics Industry Jean-François Poirier

X

CSMO Railways Pierre Bourbonnais

X

CSMO Shipping Claude Mailloux

X

CSMO Maritime Fisheries Nathalie Côté

X

CSMO Plastics and Composites Guylaine Lavoie

X

CSMO Doors and Windows, Furniture and Kitchen Cabinets Christian Galarneau

X X

CSMO Agriculture Hélène Varvaressos

X X

CSMO Personal Care Services Sylvie Bédard

X X

CSMO TechnoCompétences Louis Gagnon

X X

CSMO Textile Québec Lynda Cyrenne

X X

CSMO Tourism Sylvie Lamarche

X X

CSMO Food Processing Marie-France Héroux

X X

INTEGRATION AND RETENTION COMMITTEES

(CIME)

CSMO Highway Transportation Claude Chouinard

X X




CAMO Immigrants Lambert Opula

X X

Department of Education, Recreation and Sport (ADM occupational and technical training and continuing education) Julie Bissonnette, Gérard Carrier, Martin Doiron, Jacques Lahaye, Richard Lemieux and Alain Rousseau

X

Department of Immigration and Cultural Communities (ADM immigration and ADM integration) Martine Faille, Léo Lemaire, Diane Boilard and Martin Savard

X X

Department of Economic Development, Innovation and Export Trade Pierre Cauchon and Michel Voisard

X

OTHER DEPARTEMENTS AND AGENCIES

Institut de la statistique du Québec Christine Lamarre, Sandra Gagnon and Patrice Gauthier

X X

Ordre des conseillers et conseillères d'orientation et des psychoéducateurs et psychoéducatrices du Québec Martine Lacharité, Laurent Matte, Mario Charrette, Marjolaine Dorval and Mireille Moisan

X X

Association québécoise d'information scolaire et professionnelle Gaston Leclerc

X

Centre d'orientation et de recherche d'emploi de l'Estrie Andrée Lamarre

X

Jobboom Patricia Richard

X

EXPERTS/ "TRANSMITTES" /

SERVICE PROVIDERS Service Providers

Association des économistes québécois(ASDEQ)

X X




Charles A. Carrier

Association des collèges privé du Québec Denis Delisle

X

Conférence des recteurs et des principaux des universités du Québec Guy Girard

X

Centre de recherche d'emploi de Pointe-Claire Daniel Neveu

X

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1Appendix 1 is the consultation questionnaire. 2There are 30 CSMOs and two CIMEs, one for persons with disabilities and one for immigrants. 3Appendix 2 is a table of the organizations that took part in the consultation. 4It should be made clear that some organizations were represented by more than one person in the consultation meetings.

Documents

INFORMATION STAKEHOLDERS IN QUEBEC - flmm-lmi.orgflmm-lmi.org/CMFiles/Publications/quebec-eng.pdf · Canada. 1.2 Gaps in existing LMI The members of the CPMT are happy overall with