Resource #1

Waterloo Wellington Training and Adjustment Board

Demand for Healthcare Workers in Waterloo Wellington

2008 to 2017

by Larry SmithEssential Economics Corporation

January 2008

The Trends, Opportunities and Priorities (TOP) labour market planning consultations for the communities of WaterlooRegion and Wellington County are facilitated by the Waterloo Wellington Training and Adjustment Board (WWTAB).

During these consultations, one of the priority issues identified has been the need for more in-depth information on futurehuman resource requirements in the health care sector.

WWTAB applied for and received funding from Citizenship and Immigration Canada and the Ontario Ministry ofCitizenship and Immigration to conduct this research. We gratefully acknowledge their support of this project.


2 List of Tables

2 Acknowledgements

3 Executive Summary

4 1.0 Mandate of the Work

6 2.0 Methodology

7 3.0 Employer Survey

8 4.0 Demographics of the Healthcare Occupations in 2001

10 4.1 Estimated Retirement Load Based on 2001 Census

13 5.0 Demographics of the Healthcare Occupations in 2007

13 5.1 Aging Labour Force

16 5.2 Estimated Retirement Load Based on 2007 Employer Surveys

21 6.0 Growth Component of Healthcare Occupations

22 6.1 Estimated Effect on Employment Levels of the Rising Demand for Healthcare Services

23 7.0 Estimated Number of New Entrants Needed

23 7.1 Estimated Number of New Entrants, 2008 to 2012

24 7.2 Estimated Number of New Entrants, 2013 to 2017

25 Technical Note 1: The Representativeness of the Survey

25 Technical Note 2: Estimating Retirement Load from 2001 Census

26 Technical Note 3: Estimating Retirement Load from 2007 Employer Survey

26 Technical Note 4: Estimating the Growth Component for Healthcare Workers

27 Appendix A: Hospital Survey Form

32 Appendix B: Selected Healthcare Occupations Numbers by Age, Waterloo Wellington 2001

33 Appendix C: Age Distribution/2007 Employer Survey, Percent of Total

Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017 1

Table of Contents

5 Table 1: Selected Healthcare Occupations

7 Table 2: Survey Details of Employers of Healthcare Workers, 2007

9 Table 3: Selected Healthcare Occupations, Percent of Total, Waterloo Wellington 2001

11 Table 4: Estimated Number of Retirements, Number and Percent of Total, Waterloo Wellington,2001 to 2006, 2007 to 2012, 2013 to 2017

12 Table 5: Healthcare Occupations, Susceptible to Future Shortages, (Based on Retirement Load),Waterloo Wellington

14 Table 6: Comparison of Demographic Profile, Workers Aged 60 and Over, Waterloo Wellington,2001 to 2007

15 Table 7: Comparison of Demographic Profile, Workers Aged 50 to 59, Waterloo Wellington, 2001 to 2007

17 Table 8: Estimated Number of Retirements (2001 Census and 2007 Employer Survey), Waterloo Wellington, 2008 to 2012

18 Table 9: Estimated Number of Retirements (2001 Census and 2007 Employer Survey), Waterloo Wellington, 2013 to 2017

19 Table 10: Estimated Number of Retirements (2007 Employer Survey) Percent of Total, Waterloo Wellington, 2008 to 2012

20 Table 11: Estimated Number of Retirements (2007 Employer Survey), Percent of Total, Waterloo Wellington, 2013 to 2017

22 Table 12: Estimated Increase in Net Employment, Number of Persons, Waterloo Wellington, 2008 to 2012, 2013 to 2017

23 Table 13: Estimated Number of New Entrants Needed, Waterloo Wellington 2008 to 2012

24 Table 14: Estimated Number of New Entrants Needed, Waterloo Wellington 2013 to 2017

AcknowledgementsEssential Economics expresses its appreciation for the generous response of healthcare providers in Waterloo Wellingtonwho provided feedback on their present employees and anticipated workload demands. Particular gratitude is extended toCambridge Memorial Hospital, Grand River Hospital, Guelph General Hospital, and St. Mary’s General Hospital.

2 Waterloo Wellington Training and Adjustment Board

List of Tables


Executive Summary

The Waterloo Wellington Training and Adjustment Board(WWTAB) asked Larry Smith of Essential EconomicsCorporation to conduct a research study to determine theprojected demand for selected healthcare occupations inthe local area (Waterloo Region and Wellington County)for the period from 2008 to 2017.

The study drew on three sources of information: theMinistry of Training, Colleges and Universities (MTCU)/Statistics Canada custom tabulation forOntario Local Training and AdjustmentBoards, other Statistics Canada data andthe results of a survey of healthcareemployers in Waterloo Region andWellington County.

It should be noted that this study doesnot replace the employers’ obligation toconduct their own analysis of labourmarket conditions, taking into account the unique aspectsof their situations. The observations of this work should,of course, contribute to that individual analysis.

The study concluded, that with respect to the 16occupations that the data allowed to be studied in detail,at least 1,893 new workers will be required to replaceretirees and accommodate the growth in population forthe period 2008 to 2012. Of that total, 907 workers will beneeded for the nursing profession. Personal supportworkers will require at least 511 entrants. This assumesthat the ratio of healthcare workers remainsapproximately the same.

In the period 2013 to 2017, at least another 2,845 workerswill be required, an increase of 50 percent from theprevious period. The number of retirees that need to bereplaced increased 292 percent. At least another 1,421new nurses and 701 more personal support workers willbe needed. Details for each of the 16 occupations arepresented in Tables 13 and 14.

This rapid increase in the required number of healthcareworkers will challenge the labourmarket. This is especially the case sinceeach of these estimates is almostcertainly the minimum expectedrequirement. The methodology adopteda conservative approach in order toavoid exaggerating the problem. Forexample, the estimates do not includethe effect of healthcare professionals

leaving or retiring at an earlier age or the demand arisingfrom new healthcare procedures or services.

Indeed, there is considerable evidence that healthcareprofessionals are retiring before age 65. This wouldundoubtedly add to the requirements. Most of theseestimates might therefore be exceeded and severely taxthe availability of workers.

The data also suggests that the greatest problem arises inthe period 2013 to 2017. The less challenging environmentof 2008 to 2012 represents the last opportunity to preparefor the rapidly rising demand of the later period.

Given the challenges involved in meeting the demand forhealthcare workers, employers, trainers and educatorsshould use the data contained in this report as planningscenarios to enable them to conduct their own analysisand anticipate the changes particularly relevant to them.

there is considerable evidence thathealthcare professionals are retiring

before age 65.

The less challenging environment of 2008 to 2012 represents the last opportunity to prepare for the rapidly rising demand of the later period.

The Waterloo Wellington Training and Adjustment Board(WWTAB) asked Larry Smith of Essential EconomicsCorporation to conduct a research study to determine theprojected demand for selected healthcare occupations inthe local area (Waterloo Region and Wellington County)for the period from 2008 to 2017. There is a significantand well identified need for more healthcare professionalsin the future. This need is rightly expected to increaseboth because of the retirement of current employees andbecause an aging population naturally adds to the relativedemand for healthcare. This is in addition to the everincreasing array of treatment options which also add tothe relative demand for healthcare.

However, there is a considerable information gap withrespect to the future demand for specific occupations.Research already conducted by WWTAB has determinedthat in other categories of occupations, there can be greatvariation with respect to which exactoccupations may be in high demand andthose for which the demand for workerswill be more constrained. Informationfrom the study would allow employers,educators and those promoting the sectorto focus on the most pressing needs toensure that skilled applicants will beavailable when required.

The research will not consider the demandfor physicians, dentists, pharmacists or psychologists. Thelength of training required, degree of education, differencesbetween generalists and specialists, array of specializationsand the requirements of licensing and certificationrepresent a unique set of factors that would require anelaborate methodology different from that for most otherhealthcare professions.

Many physicians areself-employed and thiscircumstance aboveaffects the analyticframework. Finally, thedemand and supply ofthe above notedprofessions are oftendetermined by publicpolicy initiatives with ageographic focusbeyond any specificlocal jurisdiction.

This study first focusedon 20 healthcareoccupations as defined by Statistics Canada. In addition,the increasing important occupation of nurse practitioner

was added separately. Theseoccupations are listed in Table 1.

After initial analysis, it was determinedthat a reliable and complete estimate offuture needs could not be provided forfive of the occupations in Table 1.

The study drew on three sources ofinformation: the Ministry of Training,Colleges and Universities(MTCU)/Statistics Canada custom

tabulation for Ontario training and adjustment boards,other Statistics Canada data and the results of a survey ofhealthcare employers in Waterloo Region and WellingtonCounty. The detailed methodology is discussed below.


there can be great variation with respect towhich exact occupations may be in highdemand and those for which the demand

for workers will be more constrained

1.0 Mandate of the Work


Table 1: Selected Healthcare Occupations

NOC Occupation

3132 Dietitians and nutritionists

3141 Audiologists and speech-language pathologists

3142 Physiotherapists

3143 Occupational therapists

3144 Other professional occupations in therapy and assessment

3151 Head nurses and supervisors

3152 Registered nurses

3211 Medical laboratory technologists and pathologists’ assistants

3212 Medical laboratory technicians

3214 Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists

3215 Medical radiation technologists

3216 Medical sonographers

3217 Cardiology technologists

3218 Electroencephalographic and other diagnostic technologists, n.e.c.

3219 Other medical technologists and technicians (except dental health)

3233 Licensed practical nurses

3234 Ambulance attendants and other paramedical occupations

3235 Other technical occupations in therapy and assessment

3413 Nurse aides, orderlies and patient service associates

3414 Other assisting occupations in support of health services

na Nurse practitioners

na: Not available Source: Statistics Canada

While every effort is made to ensure accuracy andprecision, a study such as this can only be anapproximation. Some aspects of skill shortages, for examplethose involving specialized experience, may not be capturedby available data. In addition, some of the occupationsunder study may be difficult to evaluate given other dataconstraints.

It should be noted that this study does not replace theemployers’ obligation to conduct their own analysis oflabour market conditions, taking into account uniqueaspects of their situations. The observations of this workshould, of course, contribute to that individual analysis.

In effect, this report provides benchmarks from whichother analyses may choose to proceed.

Any 10-year projection into the future is inevitablyaccompanied by some element of uncertainty. The goal ofthis work is to project the demands for the selectedhealthcare occupations by using a methodology explicitlyintended to reduce the uncertainty as much as the dataallows. Since the availability of healthcare professionalscan directly affect the well being of the community,producing a high quality estimate of future needs isessential. It may be the case that a particular occupationcannot be reliably estimated from the available data; suchinstances will be explicitly noted.

The future demand for an occupation is made up of twoseparate elements. First, over the time periods indicated,those workers who retire need to be replaced. Thisconstitutes the retirement-replacement(retirement load) component of thefuture demand for an occupation. Theretirement load will be estimated byusing the MTCU data for 2001, andalternatively from employer responsesfor 2007. (While the 2006 Censusinformation on population is available,information on occupations will not beready until March 2008).

The second element represents workers who will be hiredin the future, not to replace those who are retiring, but toaddress the growing demand for healthcare services. Thegrowth-demand component of total demand for an

occupation will be estimated fromemployer survey data and localdemographic data for 2001 and 2006.

Where possible, each estimate will useseparate sources of data to ensureaccuracy. In addition, a series ofoperational assumptions are requiredfor both retirement load and growthdemand. These are specified in therelevant sections below. To be as

comprehensive as possible, the study considered as manyemployers of healthcare workers as possible whetherpublic or private, large or small.


The future demand for an occupation ismade up of two separate elements. First, those workers who retire need

to be replaced.

The second element represents workers...to address the growing demand for

healthcare services.

2.0 Methodology

In order to produce a comprehensive estimate of thedemand for selected healthcare workers, local employersof healthcare professionals were asked to complete asurvey describing their present employment byoccupation, including demographic information forsummer 2007. They were also asked to describe thepresent number of patients/residents/clients and theirdemographic breakdown and to anticipate the futuredemand for their services.

Cambridge Memorial Hospital, Grand River Hospital,Guelph General Hospital and St. Mary’s General Hospitalparticipated, as well as the ambulance services of bothWaterloo Region and Wellington County.

The survey was also sent to long-term care facilities andretirement homes, community healthcare clinics, walk-in-clinics, placement services, diagnostic and imagingservices, and physiotherapists/occupational and sportstherapists. For-profit and public/non-profit facilities weresurveyed.

A simple, short survey format was selected to maximizethe response rate. Each group of employers received asurvey modified to refer only to relevant job titles.

The survey asked about the number and demographiccharacteristics of the service users (patients, residents,and clients), anticipated change in demand by users andthe number and demographic characteristics of theworkers. The hospital survey is attached in Appendix A.

The representativeness of the responses is discussed inTechnical Note 1.

Table 2 summarizes the response rate.


3.0 Employer Survey

Table 2: Survey Details of Employers of Healthcare Workers - 2007

Number of Number Response Rate asEmployer Category Surveys Sent Returned Percent of Total

Hospitals 4 4 100

Ambulance Services 2 2 100

Long-term care facilities 35 24 68.6

Retirement Homes 26 10 38.5

Healthcare Clinics 14 9 64.3

Placement Services 17 8 47.0

Diagnostic/Imaging Services 25 4 16.0

Physiotherapists/Occupational/Sport Therapists 75 21 28.0

Source: WWTAB Healthcare Employer Survey (2007)

The detailed demographic profile of healthcareoccupations, provided by the Ministry of Training,Colleges and Universities, provides the backgroundbenchmark data for employers’ responses and otherinformation. As well, the detailed profile drawn from the2001 Census for Waterloo Wellington offers a variety ofvaluable insights on its own.

The demographic profile for 2001 clearly indicates thatthe selected healthcare occupations can be classifiedbroadly into three categories. The nursing-relatedoccupations represent almost one-half of the persons inthe selected healthcare occupations. Head nurses (3151),registered nurses (3152) and licensed practical nurses(3233) represent 48.3 percent of the workers in theselected occupations.

The second category is comprised ofnurse aides, orderlies and patient serviceassociates (3413) and other assistingoccupations in support of the healthservices (3414). However, it should benoted that nurse aides and orderlies aretitles that are being phased out. Personalsupport workers/universal supportworkers appear in 3414. Taken together,support workers represent 26.5 percent of the total.

The third broad category is made up ofhealthcare specialists covering a widerange of technologies and expertise.While each specialized occupationemploys a relatively small number ofpersons, each provides anindispensable element of care.Together, these 15 occupationsrepresent 25.1 percent of the workersin the selected occupations.

These three categories represent occupations ofsignificantly different characteristics with respect toeducation, training, nature and conditions of work andemployment. The analytic framework must recognizethese differences.

For example, the nursing category is most vulnerable toshortages because of the large numbers needed, therigours of the training, the stress of the work and theneed for 24-hour staffing. On the other hand, a shortageof even a small number of persons in a particulartechnical specialization can potentially disrupt thedelivery of essential healthcare.


4.0 Demographics of the Healthcare Occupations in 2001

The nursing-related occupations representalmost one-half of the persons in the

selected healthcare occupations.

the nursing category is most vulnerableto shortages because of the large

numbers needed

Since cardiology technologists (3217) andelectroencephalographic technologists (3218) represent sosmall a number, it was not feasible to analyse theseoccupations further. They are excluded from thesubsequent study.

Details are presented in Table 3.


a shortage of even a small number ofpersons in a particular technical

specialization can potentially disrupt thedelivery of essential healthcare

Table 3: Selected Healthcare Occupations Percent of Total Waterloo Wellington - 2001

Number Percent of NOC Occupation Employed Total Employed1

3132 Dietitians and nutritionists 170 1.7

3141 Audiologists and speech-language pathologists 110 1.1

3142 Physiotherapists 380 3.8

3143 Occupational therapists 135 1.3

3144 Other professional occupations in therapy and assessment 80 0.8

3151 Head nurses and supervisors 85 0.8

3152 Registered nurses 4,050 40.3

3211 Medical laboratory technologists and pathologists’ assistants 300 3.0

3212 Medical laboratory technicians 295 2.9

3214 Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists 85 0.8

3215 Medical radiation technologists 205 2.0

3216 Medical sonographers 70 0.7

3217 Cardiology technologists 10 0.1

3218 Electroencephalographic and other diagnostic technologists, n.e.c. 10 0.1

3219 Other medical technologists and technicians (except dental health) 55 0.5

3233 Licensed practical nurses 715 7.1

3234 Ambulance attendants and other paramedical occupations 185 1.8

3235 Other technical occupations in therapy and assessment 435 4.3

3413 Nurse aides, orderlies and patient service associates 1,915 19.1

3414 Other assisting occupations in support of health services 750 7.4

10,040 100.0

1: May not sum because of roundingSource: MTCU/Statistics Canada Database


4.1 Estimated Retirement LoadBased on the 2001 Census

As a first estimation, the retirement load for eachoccupation (number of persons who retire in the timeframe under consideration, each of whom mustpresumably be replaced) can be calculated from thedemographic information from the 2001 Census. Thisassumes that everyone works until age 65 and thateveryone retires at that age. This does not take intoaccount either new entrants to the labour force or theeffect of net migration. While this is far from a completeanswer, it does provide both a starting point and areference base. By itself, this data can indicate whichoccupation faces a potentially high retirement burden andtherefore might be most susceptible to a serious shortage.The estimation technique is discussed in Technical Note2. A full breakdown by age and by occupation is found inAppendix B.

Looking at retirements that have already occurred, that isfrom 2001 to 2007, most occupations accommodated aninferred loss of workers that varied between 3.0 and 6.0percent of those employed in 2001. Generally speaking, thiswould not reflect a “heavy” retirement load over six years.Taken overall, 4.5 percent of thoseworking in 2001 would likely haveretired, no later than 2007.

Within the large nursing category,registered nurses (3152) lost 4.7 percentof its workers and practical nurses(3233) lost 1.4 percent. However, headnurses and supervisors (3151) faced arelatively high loss of 14.1 percent.

Note, however, that the relativelymoderate retirement load of nurses inthe 2001 to 2007 period assumes that nurses left at 65years of age. If in actual fact, employers in this timeperiod faced heavier rates of retirement, the problem is

the retention of staff, not the challenge of age-relatedretirement. These are two separate issues inviting

different responses.

Looking forward to the 2008 to 2012period, the total retirement loadnaturally rises as the pool of workersage, in the absence of new entrants andeffects of migration, from 4.5 to 7.7percent. However, the age profile of the2001 workers produced sharplydifferent loads among the 20 StatisticsCanada occupations. While audiologists

and speech language pathologists (3141) lose only 1.8percent of its workers and ambulance paramedics (3234)only 2.2 percent and medical laboratory technologists(3211) lose 11.0 percent of its 2001 workers. Moreover, allthree nursing occupations already have a retirement loadhigher than the overall rate.

If in actual fact, employers in this timeperiod faced heavier rates of retirement,the problem is the retention of staff, notthe challenge of age-related retirement.

Looking forward to the 2013 to 2017 period, the retirementload rises again, from 7.7 percent to 13.1 percent. Again,there is great variation among the occupations. While headnurses (3151) lose no workers and dieticians (3132) loseonly another 4.1 percent, registered nurses (3152) lose 16.6percent and medical radiation technologists (3215) lose19.0 percent of its workers.



Table 4: Estimated Number of Retirements (Census 2001)Number and Percent of Total1Waterloo Wellington • 2001 to 2007, 2008 to 2012, 2013 to 2017

NOC Occupation 2001- Percent 2008- Percent 2013- Percent2007 of total 2012 of total 2017 of total

3132 Dietitians and nutritionists 2 1.2 8 4.7 7 4.1

3141 Audiologists and speech-language pathologists 0 0 2 1.8 8 7.3

3142 Physiotherapists 30 6.6 25 6.6 31 8.2

3143 Occupational therapists 0 0 2 1.5 8 5.9

3144 Other professional occupations in therapy and assessment 2 2.5 8 10.0 0 0

3151 Head nurses and supervisors 12 14.1 8 9.4 0 0

3152 Registered nurses 192 4.7 396 9.8 671 16.6

3211 Medical laboratory technologists and pathologists’ assistants 15 5.0 33 11.0 61 20.3

3212 Medical laboratory technicians 14 4.7 21 7.1 28 9.5

3214 Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists 0 0 2 2.3 13 15.3

3215 Medical radiation technologists 10 4.9 9 4.4 39 19.0

3216 Medical sonographers 0 0 3 4.3 12 17.1

3219 Other medical technologists and technicians (except dental health) 0 0 0 0 2 3.6

3233 Licensed practical nurses 10 1.4 57 8.0 101 14.1

3234 Ambulance attendants and other paramedical occupations 0 0 4 2.2 18 9.7

3235 Other technical occupations in therapy and assessment 25 3.4 25 5.7 28 6.4

3413 Nurse aides, orderlies and patient service associates 105 5.5 138 7.2 208 10.9

3414 Other assisting occupations in support of health services 25 3.3 31 4.1 64 8.5

Total 452 4.5 776 7.7 1,319 13.1

1: Total in 2001Source: Derived from MTCU/Statistics Canada Database

Table 5 presents a listing of occupations that, based on thisdata alone, may be most susceptible to shortages based ontheir retirement loads (defined as aretirement load higher that the overallaverage load) over both time periods.Registered nurses, practical nurses,medical laboratory technologists andpathologists’ assistants are listed assusceptible in both time periods.

As is the case with other occupational sectors, it is clearthat staffing needs can vary dramatically from one specificoccupation to the other.

Additional insights into other professional occupations intherapy (3144), other medical technologists and technicians(3219) and other technical occupations in therapy cannotbe provided because of limitations in the data.

It should also be emphasized that these estimates arealmost certainly lower than what did or will occur, if onlybecause some will assuredly retire before age 65. In otherwords, the figures in Tables 4 and 5 represent theminimum number of retirements that can be anticipated.


Table 5: Healthcare OccupationsSusceptible to Future Shortages (Based on Retirement Load)1Waterloo Wellington

2008 to 2012NOC Occupation Retirement load

3217 Cardiology technologists 20.0

3211 Medical laboratory technologists & pathologists’ assist. 11.0

3152 Registered nurses 9.8

3151 Head nurses and supervisors 9.4

3233 Licensed practical nurses 8.0

Average 7.7

2013 to 2017NOC Occupation Retirement load

3211 Medical laboratory technologists & pathologists’ assist. 20.3

3215 Medical radiation technologists 19.0

3216 Medical sonographers 17.1


3214 Resp therap, clinical perfusionsists, and cardiopulmonary technol. 15.3


Average 13.1

1: Defined as a retirement load higher than the overall average loadSource: Derived from MTCU/Statistics Canada Database

It should also be emphasized that theseestimates are almost certainly lower than

what did or will occur, if only becausesome will assuredly retire before age 65.

Demographic considerations exert a powerful influenceon the healthcare sector, driving much of the demand forhealthcare and affecting the supply of healthcare workers.It was for this reason that the Employers Survey asked forthe demographic characteristics of both users andworkers. This section addresses the demographic effectson workers, in particular with respect to retirements inthe forecast period.

Section 5.1 documents the degree to which the workforcehas aged since 2001. Section 5.2 estimates retirementsbased on the Employer Survey and compares it to theretirement forecast based on the 2001 Census. Because oflimitations in the data, not all of the selected occupationswere estimated and some figures were not comparable tothe 2001 Census.

Section 6 will draw on the users’ demographic data toanticipate change in the demand for healthcare services.

The responses from the employers were assessed to bebroadly representative, except where noted. See TechnicalNote 1.

5.1 Aging Labour ForceA key issue affecting the supply of healthcare workers isthe degree to which the labour force will age over time.With a sufficiently high birthrate and/or net in-migrationrate, a local labour force may not age at all. (Indeed, it canon average get younger.) Of course, the more rapidly alabour force ages, the more the retirement burden growsand the availability of labour called into question.

Using the 2001 Census as a reference point, theproportion of workers 60 years of age and over, and those50 to 59 was calculated for both 2001 and for 2007 (basedon the Employer Survey). A significant increase in theproportion from 2001 to 2007 suggests a growingretirement burden; a decrease suggests the reverse.

Looking at workers 60 years and over, the picture is mixed.For some occupations the proportion has risen, inparticular dieticians (3132), registered nurses (3152) andpractical nurses (3233). However, the proportion fell forphysiotherapists (3142), head nurses (3151) and labtechnologists (3211) in hospitals.

Nevertheless, the values are within a reasonable range ofeach other, suggesting that the Employer Survey producedbroadly representative answers.


5.0 Demographics of the HealthcareOccupations in 2007 (Employer Survey)


In other occupations, such as physiotherapists (3142),technologists (3211) and radiation technologists (3215),the proportion fell. In other words, the population ofthese occupations became younger, rather than older.This could be caused either by the relatively heavy hiringof younger workers or older workers retiring before age65. In fact, both may have occurred.


Table 6: Comparison of Demographic ProfileWorkers Aged 60 and OverWaterloo Wellington 2001 to 2007

Proportion of Workers Percentage 60 and over Point Change

NOC Occupation 2001 2007

3132 Dietitians and nutritionists 0 5.6 5.6

3141 Audiologists and speech-language pathologists 0 01 0

3142 Physiotherapists 6.5 0.5 -6.0

3143 Occupational therapists 0 2.0 2.0

3151 Head nurses and supervisors 11.8 10.1 -1.7

3152 Registered nurses 3.1 4.9 1.8

3211 Medical laboratory technologists and pathologists’ assistants 3.3 1.51 -1.8

3212 Medical laboratory technicians 3.4 3.11 -0.3

3214 Respir. therapists, clinical perfusionists, cardio-pulmonary technologists 0 01 0

3215 Medical radiation technologists 4.9 1.81 -3.1

3216 Medical sonographers 0 2.61 2.6

3233 Licensed practical nurses 0 4.1 4.1

3234 Ambulance attendants and other paramedical occupations 0 0.3 0.3

3413 Nurse aides, orderlies and patient service associates 4.2 4.1 -0.1

3414 Other assisting occupations in support of health services 2.6 4.5 1.9

na Nurse practitioners na 1.8 na

1: Based on hospitals only na: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey

Looking at workers aged 50 to 59 years old, the picture ismuch clearer. Most occupations show a rising proportionof workers in the age range 50 to 59 compared to 2001.This effect is primarily because of the aging post-war babyboomers. The nursing and support occupations showedvery strong increases, especially for head nurses (3152)where an estimated 40.6 percent of workers are aged 50to 59.

The implication is therefore clear. The greater retirementburden will occur in the 2013 to 2017 period and beyond.The period 2008 to 2012 appears to be less challengingand should be seen as the last chance to prepare for theheavier burden of the future.



The implication is therefore clear. Thegreater retirement burden will occur in the2013 to 2017 period and beyond. Theperiod 2008 to 2012 appears to be less

challenging and should be seen as the lastchance to prepare for the heavier burden

of the future.

Table 7: Comparison of Demographic ProfileWorkers Aged 50 to 59Waterloo Wellington 2001 to 2007

Proportion of Workers Percentage 50 to 59 Point Change

NOC Occupation 2001 2007

3132 Dietitians and nutritionists 5.9 18.9 13.0

3141 Audiologists and speech-language pathologists 9.1 10.01 0.9

3142 Physiotherapists 13.2 13.3 0.1

3143 Occupational therapists 7.4 12.9 5.5

3151 Head nurses and supervisors 11.8 40.6 28.8

3152 Registered nurses 24.1 28.3 4.5

3211 Medical laboratory technologists and pathologists’ assistants 30.0 34.11 4.1

3212 Medical laboratory technicians 15.3 25.81 10.5

3214 Respir. therapists, clinical perfusionists, cardio-pulmonary technologists 11.8 10.61 -1.2

3215 Medical radiation technologists 22.0 13.61 -8.4

3216 Medical sonographers 21.4 21.41 0

3233 Licensed practical nurses 18.9 25.0 6.1

3234 Ambulance attendants and other paramedical occupations 10.8 8.6 -2.2

3413 Nurse aides, orderlies and patient service associates 16.5 19.9 3.4

3414 Other assisting occupations in support of health services 10.6 18.4 7.8

na Nurse practitioners na 17.9 na

1: Based on hospitals onlyna: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey

5.2 Estimated Retirement LoadBased on the 2007 EmployerSurvey

Using the Employer Survey data and the assumption thatall workers wait to retire at age 65, we can generate anupdated estimate of retirements and compare the resultsto those of 2001 (produced under the same assumption).This comparison can help us understand the degree towhich the retirement load may be changing.

It was also assumed that, except where noted, theEmployer Survey produced representative results thatcould be generalized to the overall population. (In somecases, data was insufficient to make any estimate at all).See Technical Note 3.

Looking at retirements from 2008 to 2012, the heaviestretirement load is borne by the nursing occupations.However, it appears that while the retirement estimate forpractical nurses is similar to the estimate from the 2001Census, the number of estimated retirements forregistered nurses is much lower. This may well reflect thefact that registered nurses are often retiring before the ageof 65, whereas it does not appear to be the same forpractical nurses.

Indeed, given the apparent tendency of registered nursesin particular to retire early, the actual demand forregistered nurses reported herein is likely to be larger. Theestimate for registered nurses should be interpreted inthat light. A similar situation may apply to labtechnologists and technicians.

The Employer Survey results did not appear fullyrepresentative for audiologists (3141), lab technologists(3211), lab technicians (3212), radiation technologists(3215) and sonographers (3216). As a result, the datareported in Tables 8 and 9 was inferred from the 2001Census. See Technical Note 3.

Changing occupational definitions and hospitalorganization make the data for nurse aides/orderlies(3413) and assisting occupations (3414) incomparablebetween the 2001 Census and the 2007 Employer Survey.Details are presented in Table 8.


Table 8: Estimated Number of Retirements (2001 Census and 2007 Employer Survey)Waterloo Wellington 2008 to 2012

Census 2001 2007 Employer Survey

NOC Occupation Number Number

3132 Dietitians and nutritionists 8 5

3141 Audiologists and speech-language pathologists 2 01

3142 Physiotherapists 25 2

3143 Occupational therapists 2 4

3151 Head nurses and supervisors 8 20

3152 Registered nurses 396 142

3211 Medical laboratory technologists and pathologists’ assistants 33 51

3212 Medical laboratory technicians 21 101

3214 Respir. therapists, clinical perfusionists, cardio-pulmonary technol. 2 02

3215 Medical radiation technologists 9 41

3216 Medical sonographers 3 21

3233 Licensed practical nurses 57 55

3234 Ambulance attendants and other paramedical occupations 4 01

3413 Nurse aides, orderlies and patient service associates 138 153

3414 Other assisting occupations in support of health services 31 983

na Nurse practitioners na 1

1: Inferred from the 2001 Census, based on the 2007 Employer Survey2: Based on hospitals only3: Not comparable to the 2001 Censusna: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey


Looking at retirements from 2013 to 2017, a similarpattern emerges. The number of registered nursesestimated to be retiring is lower than the demographicdata in 2001 would have suggested. It appears that asignificant part of the 671 registered nurses who wouldhave retired in this time period have already retired. Inthe case of practical nurses, retirements in this period arehigher, as are those for lab technicians.



It appears that a significant part of the 671 registered nurses

who would have retired in this time period have already retired.

Table 9: Estimated Number of Retirements (2001 Census and 2007 Employer Survey)Waterloo Wellington 2013 to 2017

Census 2001 2007 Employer Survey

NOC Occupation Number Number









3214 Respir. therapists, clinical perfusionists, cardio-pulmonary technol. 13 62







na Nurse practitioners na 5

1: Inferred from the 2001 Census, based on the 2007 Employer Survey2: Based on hospitals only3: Not comparable to the 2001 Censusna: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey

In order to provide interpretative context, estimatedretirements based on the 2007 Employer Survey can beexpressed as a percent of the total employed in 2007. Forthe period 2008 to 2012, the heaviest burden falls on headnurses (3151) where 10.1 percent of the total is estimatedto retire (assuming all work to age 65). The otheroccupations range from negligible to moderate, with thehighest percent among dieticians at 5.6 percent.



Table 10: Estimated Number of Retirements (2007 Employer Survey)Percent of TotalWaterloo Wellington 2008 to 2012

NOC Occupation Percent of Total

3132 Dietitians and nutritionists 5.6

3141 Audiologists and speech-language pathologists 0

3142 Physiotherapists 0.5

3143 Occupational therapists 2.0



3211 Medical laboratory technologists and pathologists’ assistants 1.5

3212 Medical laboratory technicians 3.1

3214 Respir. therapists, clinical perfusionists, cardio-pulmonary technologists 0




3234 Ambulance attendants and other paramedical occupations 0.3

3413 Nurse aides, orderlies and patient service associates 4.1

3414 Other assisting occupations in support of health services 4.5

na Nurse practitioners 1.8

na: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey

For the period, 2013 to 2017, the retirement burden risessharply. As noted earlier, this reflects the effect of thepost-war baby boom. The burden rises in particular forthe nursing occupations, technicians, technologists andsonographers.

Details are present in Table 11.


Table 11: Estimated Number of Retirements (2007 Employer Survey)Percent of TotalWaterloo Wellington 2013 to 2017

NOC Occupation Percent of Total

3132 Dietitians and nutritionists 9.4

3141 Audiologists and speech-language pathologists 5.0

3142 Physiotherapists 6.6

3143 Occupational therapists 6.4



3211 Medical laboratory technologists and pathologists’ assistants 17.0

3212 Medical laboratory technicians 12.9

3214 Respir. therapists, clinical perfusionists, cardio-pulmonary technologists 5.3




3234 Ambulance attendants and other paramedical occupations 4.3

3413 Nurse aides, orderlies and patient service associates 9.9

3414 Other assisting occupations in support of health services 9.2

na Nurse practitioners 8.9

na: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey

In order to estimate how many new persons must entereach occupation, two components must be addressed.New entrants into the occupations are needed in order toreplace those workers who retire (addressed in Sections 4and 5). In addition, the growing and aging of thepopulation adds to the need for more workers toaccommodate the rising demand for healthcare services(growth component).

The need to replace persons who leave the workforce forany reason before retirement or the effect of changingwork practices or scope of practice is excluded.

This analysis proceeds on the assumption that the ratio ofworkers to patients/residents/clients remains the sameover the forecast period. This, of course, requires aconsideration of the age profile of healthcare users and thegrowth of particular age cohorts. For example, the demandfor workers employed in long-term care will rise rapidly asa result of the relatively faster growth of older Canadians.

The growth for the same occupations in hospitals will beslower than that for long-term care, but faster than forhealthcare workers serving a younger population base.The Employer Survey provided a demographic breakdownof healthcare users and the 2006 Census for WaterlooRegion and Wellington County was used to estimate thegrowth component of the demand for healthcare workers.See Technical Note 4.


the growing and aging of the populationadds to the need for more workers toaccommodate the rising demand for

healthcare services (growth component)

This analysis proceeds on the assumptionthat the ratio of workers to

patients/residents/clients remains thesame over the forecast period.

6.0 Growth Component ofHealthcare Occupations

6.1 Estimated Effect on EmploymentLevels of the Rising Demandsfor Healthcare Services

The number of new workers needed solely to address therising demand for healthcare induced by populationgrowth is presented in Table 12. For 2008 to 2012 and2013 to 2017, the demand for registered (3152) andpractical nurses (3233) represent by far the highestnumber needed. Personal support workers (3414) willalso be in high demand.


For 2008 to 2012 and 2013 to 2017,the demand for registered (3152) andpractical nurses (3233) represent by far

the highest number needed. Personal support workers (3414)

will also be in high demand.

Table 12: Estimated Increase in Net Employment Number of PersonsWaterloo Wellington 2008 to 2012, 2013 to 2017

Number of Persons

NOC Occupation 2008 to 2012 2013 to 2017









3214 Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists 162 172







na Nurse practitioners 8 10

1: Inferred from the 2001 Census, based on the 2007 Employer Survey2: Based on hospitals onlyna: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey

This section looks at the estimated number of newentrants required for both 2008-2012 and 2013-2017.

7.1 Estimated number of NewEntrants, 2008 to 2012

The estimated number of workers needed to replace retirees(at 65 years of age) and the number needed to accommodatethe rising demand for healthcare workers induced by agrowing population is presented in Table 13 for the period2008 to 2012. Registered nurses (3152) and personal supportworkers (3414) represent almost equivalent demands at 588and 511 new entrants respectively. The next highest need fornew entrants is practical nurses (3233) at 264.

The total number of new entrants equals 1,893.

7.0 New Entrants Needed

Table 13: Estimated Number of Entrants NeededWaterloo Wellington 2008 to 2012

Number of Persons Needed

GrowthNOC Occupation Retirement Demand Total

3132 Dietitians and nutritionists 5 15 20


3142 Physiotherapists 2 38 40

3143 Occupational therapists 4 14 18

3151 Head nurses and supervisors 20 35 55

3152 Registered nurses 142 446 588

3211 Medical laboratory technologists and pathologists’ assistants 51 491 541

3212 Medical laboratory technicians 101 481 581

3214 Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists 02 162 162

3215 Medical radiation technologists 41 341 381

3216 Medical sonographers 21 111 131

3233 Licensed practical nurses 55 209 264

3234 Ambulance attendants and other paramedical occupations 1 40 41

3413 Nurse aides, orderlies and patient service associates 15 135 150

3414 Other assisting occupations in support of health services 98 413 511

na Nurse practitioners 1 8 9

Total 364 1,529 1,893

1: Inferred from the 2001 Census based on the 2007 Employer Survey2: Based on hospitals onlyna: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey


7.2 Estimated Number of NewEntrants, 2013 to 2017

New entrants to replace retirees and accommodate risingdemand for the period 2013 to 2017 is presented in Table14. Compared to the earlier period, the need rises in allcategories. Again, registered nurses (3152) and personalsupport workers (3414) take the top two spots, togetherrequiring 1,627 new workers. Practical nurses (3233) addthe need for another 413 workers. Alone the threeoccupations need another 2,040 workers.

The number of retirees to be replaced rises 292.0 percentfrom the earlier period. The number of workers toaccommodate growth rises 16.5 percent and the totalnumber of new entrants needed rises 50.3 percent.

It must also be strongly emphasized because of theconstraints of the assumptions that all of these numbersmust be treated as minimum estimates.


Table 14: Estimated Number of Entrants NeededWaterloo Wellington 2013 to 2017

Number of Persons Needed

GrowthNOC Occupation Retirement Demand Total

3132 Dietitians and nutritionists 9 17 26


3142 Physiotherapists 32 42 74

3143 Occupational therapists 17 16 33

3151 Head nurses and supervisors 41 41 82

3152 Registered nurses 408 518 926

3211 Medical laboratory technologists and pathologists’ assistants 561 561 1121

3212 Medical laboratory technicians 421 551 971

3214 Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists 62 172 232

3215 Medical radiation technologists 151 381 531

3216 Medical sonographers 81 131 211

3233 Licensed practical nurses 169 244 413

3234 Ambulance attendants and other paramedical occupations 12 46 58

3413 Nurse aides, orderlies and patient service associates 28 157 185

3414 Other assisting occupations in support of health services 209 492 701

na Nurse practitioners 5 10 15

Total 1,063 1,782 2,845

1: Inferred from the 2001 Census based on the 2007 Employer Survey2: Based on hospitals onlyna: Not availableSource: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey

registered nurses and personal supportworkers together requiring 1,627 new

workers. Practical nurses add the need foranother 413 workers. Alone the three

occupations need another 2,040 workers.The number of retirees to be replacedrises 292.0 percent from the earlierperiod. The number of workers to

accommodate growth rises 16.5 percentand the total number of new entrants

needed rises 50.3 percent.

Technical Note 1The Representativeness of theSurveyThe response from the hospitals and ambulances is fullyrepresentative since the sample includes all the employersinvolved.

While the constraints of the data do not allow the formaltests of representativeness, there are reasons to believethat the responses of the other employers, with oneexception, are broadly representative.

The response from the long-term care facilities is clearlyrepresentative. Sixty-eight percent of the facilitiesresponded, representing 80.9 percent of the long-termcare beds available in Waterloo Wellington. Thus, thehospitals and long-term care facilities taken together offerreliable evidence for a large proportion of the area’shealthcare workers.

Retirement homes had a response rate of 38.5 percent,high by the usual standards of sampling. Moreover, thosewho responded represented 53.0 percent of retirementhome places. Therefore, this should also provide reliableguidance.

The response rates from clinics (64.3 percent) andplacement services (47.0 percent) are also relatively highand therefore should also offer reasonably reliableguidance.

The physiotherapist/occupational therapy private practiceresponse rate is 28.0 percent and the consistency of theindividual answers should provide acceptablyrepresentative data.

The response rate from diagnostic/imaging services wasnot representative.

Technical Note 2Estimating Retirement Load fromThe 2001 CensusWhen estimating the number of expected retirementsfrom the 2001 Census, it is assumed that everyone retiresat the age of 65, not before and that no one dies. Inaddition, net migration is not considered. The age cohortsare projected forward to generate “retirement load.” Forexample, the number of persons who retire in 2007(become 65 years old in 2007) are equal to those whowere 59 in 2001.

The MTCU/Statistics Canada data for 2001 is grouped byage cohorts to produce retirement estimates for theperiods 2008 to 2012 and 2013 to 2017, using the aboveprocedures.


Technical Notes

Technical Note 3Estimating Retirement Load fromThe 2007 Employer SurveyThe estimate of the expected number of retirementsderived from the 2007 Employer Survey used the sameassumptions as those for the estimate derived from the2001 Census. See Technical Note 2. Since the projectionstarts with 2007 data and projects it forward, thisestimate should be more reliable since it is closer in timeto the retirement time frames of 2008 to 2012 and 2013 to2017. However, since it is not a census, but arepresentative sample, it may be somewhat less precise.

The total number of workers in each occupation in 2007is estimated from the Employer Survey. The demographicprofile provided by the Survey provides an estimate of thetotal number of persons by age cohorts. These are thenprojected forward to estimate retirements.

Since the responses from diagnostic/imaging serviceswere not representative, the data for audiologists (3141),lab technologists (3211), lab technicians (3212), radiationtechnologists (3215) and sonographers (3216) did notallow an accurate estimation of the total number of theseworkers in 2007. As a second-best solution for theseoccupations, the total number of workers in 2007 isestimated at the assumption that the employment rose atleast at the same rate as the total population from the2001 Census. The Employer Survey demographic profilewas assumed to be representative and it was applied tothe total inferred from the 2001 Census. In this way, thetotal number for these occupations, by age, was generated.This data is then projected forward to estimateretirements. Estimates using this procedure are describedin the text as “inferred from 2001 Census, based onEmployer Survey.”

Technical Note 4Estimating the Growth Componentfor Healthcare WorkersThe 2006 Census for the Waterloo Region and WellingtonCounty provided the base data necessary to makeinformed assumptions about the rate at which healthcareservices would rise for various categories of employers.The key statistics were the overall rate of growth of thepopulation and the rate of growth of the population 60years of age and older.

It should be noted that a detailed demographic projectionwas outside the scope of this project. Rather, the 2006Census was used to establish reasonable benchmarks,together with employers’ estimates of the growth in thedemand for their services.

From 2001 to 2006, the total population of WaterlooWellington rose 8.4 percent. The number of those 60years of age and older rose 14.6 percent and those under60 rose 7.1 percent. Since the age profile of the populationwill cause the over-60 segment to rise faster in the futureand, considering the age mix of hospital and other“active” healthcare providers, it was assumed that thedemand for healthcare services, in particular by hospitals,would rise 15 percent in each of the two timeperiods�2008 to 2012 and 2013 to 2017. This rate isconsistent with the hospitals’ own projections.

Retirement and long-term care facilities’ demands areassumed to increase 19 percent in both periods.

It should be emphasized that these are “operational”assumptions, reasonable in the circumstances. However,they should be treated as planning scenarios. Thepopulation growth assumptions are, if anything, lowerthan may actually occur. The goal has been to adopt aconservative stance in order to avoid exaggeratedestimates. The report intends to offer numbers that arethe minimum that are reasonable to expect.


Workload

1. How many patients do you serve in a typical week? ___________

2. What increase do you expect in the number ofpatients one year from now?

0% increase in number of patients

1-2% increase in number of patients

3-4 % increase in number of patients

5-6% increase in number of patients

more than 6% increase in number of patients

3. What percent of your patients fall into the followingage ranges?

% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

Staffing

4. How many head nurses and supervisors does yourorganization hire?

Full-time?

Part-time?

What percent of the above workers fall into thefollowing age ranges?

% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%


Appendix A


Healthcare Workers Labour Force Survey

HospitalsPlease answer the following questions and return the survey in the enclosed envelope.

Thank you for your help.

Contact Name: __________________________________________________________________________________________

Title: __________________________________________________________________________________________________

Name of Organization: ____________________________________________________________________________________

Address: ________________________________________________________________________________________________

________________________________________________________________________________________________________

5. How many registered nurses does your organizationhire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

6. How many nurse practitioners does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

7. How many licensed practical nurses does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

8. How many nurse aides does your organization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

9. How many orderlies does your organization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

10. How many personal support workers does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%


11. How many medical laboratory technologists andpathologists’ assistants does your organization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

12. How many medical laboratory technicians doesyour organization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

13. How many respiratory therapists, clinicalperfusionists and cardio-pulmonary technologistsdoes your organization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

14. How many medical radiation technologists doesyour organization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

15. How many medical sonographers does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

16. How many electroencephalographic and otherdiagnostic technologists, n.e.c. does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%


17. How many other medical technologists andtechnicians (except dental health) does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

18. How many cardiology technologists does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

19. How many dietitians and nutritionists does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

20. How many audiologists and speech-languagepathologists does your organization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

21. How many physiotherapists does your organizationhire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

22. How many occupational therapists does yourorganization hire?

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%


If your organization employs other healthcare workers,continue to the following page(s).

23. Title: ________________________________________

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

24. Title: ________________________________________

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

25. Title: ________________________________________

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

26. Title: ________________________________________

Full-time?

Part-time?


% Under 30

% 30-39

% 40-49

% 50-59

% 60 and over

100%

If necessary, please photocopy this page and attach to thesurvey.


Selected Healthcare Occupations - Numbers by AgeWaterloo Wellington 2001

NOC 15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+ Total

3132 Dietitians & nutritionists 0 15 25 10 55 20 35 0 10 0 0 170

3141 Audiologists, speech-language pathologists 0 0 15 20 35 30 0 10 0 0 0 110

3142 Physiotherapists 0 0 65 70 60 55 55 25 25 15 10 380

3143 Occupational therapists 0 0 25 30 45 25 0 10 0 0 0 135

3144 Other profess occupationsin therapy & assessment 0 10 25 15 10 10 0 0 10 0 0 80

3151 Head nurses & supervisors 0 0 0 10 20 35 0 0 10 10 0 85

3152 Registered nurses 0 105 340 400 670 640 795 640 335 110 15 4,050

3211 Medical lab technologists 0 25 40 25 55 10 45 65 25 0 10 300

3212 Medical laboratory technicians 0 30 50 30 45 45 40 25 20 10 0 295

3214 Respir therap, clinical perfusionists & cardio-pulmonary technologists 0 10 0 10 20 10 25 10 0 0 0 85

3215 Medical radiation technologists 0 0 30 45 30 30 15 45 0 10 0 205

3216 Medical sonographers 0 0 10 25 0 20 0 15 0 0 0 70

3217 Cardiology technologists 0 0 0 0 0 0 0 10 0 0 0 10

3218 Electroencephalographic, other diagnostic technologists, n.e.c. 0 0 0 0 0 10 0 0 0 0 0 10

3219 Other medical technologists & technicians (except dental health) 0 0 10 20 0 15 10 0 0 0 0 55

3232 Midwives, practit. of natural healing 0 0 15 15 25 30 20 20 0 10 0 135

3233 Licensed practical nurses 0 25 80 75 140 95 165 85 50 0 0 715

3234 Ambulance attendants and other paramedical occupations 0 25 35 30 45 20 10 20 0 0 0 185

3235 Other technical occupations intherapy and assessment 0 30 80 80 45 90 40 25 25 10 10 435

3413 Nurse aides, orderlies, patient service associates 110 275 210 185 185 275 280 190 125 70 10 1915

3414 Other assisting occupations in support of health services 25 95 135 80 80 135 100 55 25 10 10 750

135 645 1,190 1,175 1,565 1,600 1,635 1,250 660 255 65 10,175

Source: Derived from MTCU/Statistics Canada Database


Appendix B

Age Distribution/ 2007 Employer SurveyPercent of Total

NOC Occupation Under 30 30-39 40-49 50-59 60 & over Total1

3132 Dietitians and nutritionists 17.8 35.6 22.2 18.9 5.6 100

3141 Audiologists and speech-language pathologists 20 60 10 10 0 100

3142 Physiotherapists 12.5 51.3 22.4 13.3 0.5 100

3143 Occupational therapists 23.8 39.5 21.8 12.9 2.0 100

3144 Other professional occupations in therapy and assessment na na na na na na

3151 Head nurses and supervisors 2.0 14.7 32.5 40.6 10.1 100

3152 Registered nurses 15.2 24.7 26.8 28.3 4.9 100

3211 Medical laboratory technologists 5.4 22.5 36.4 34.1 1.5 100

3212 Medical laboratory technicians 17.5 23.7 29.9 25.8 3.1 100

3214 Respir. therapists, clinical perfusionists, cardio-pulmonary technologists 26.9 36.5 26.0 10.6 0 100

3215 Medical radiation technologists

3216 Medical sonographers

3217 Cardiology technologists na na na na na na

3218 Electroencephalographic and other diagnostic technologists, n.e.c. na na na na na na

3219 Other medical technologists and technicians (except dental health) na na na na na na

3233 Licensed practical nurses 18.8 22.3 29.7 25.0 4.1 100

3234 Ambulance attendants and other paramedical occupations 33.5 34.6 22.9 8.6 0.3 100

3235 Other technical occupations in therapy and assessment na na na na na na

3413 Nurse aides, orderlies and patient service associates 27.9 21.0 27.1 19.9 4.1 100

3414 Other assisting occupations in support of health services 20.9 29.8 25.6 19.2 4.5 100

na Nurse practitioners 1.8 28.6 50.0 17.9 1.8 100

1: May not sum because of roundingna: Not availableSource: WWTAB Healthcare Employer Survey (2007)


Appendix C

Waterloo Wellington Training and Adjustment Board218 Boida Ave, Unit 5 Ayr, Ontario N0B 1E0

Telephone: (519) 622-7122Fax: (519) 622-7260

www.wwtab.com

WWTAB is funded by Employment Ontario

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