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BC LaBour Market
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Your Career in BC awaits You!
Your ideal career is right around the corner, check out BC’s diverse opportunites across a number of sectors!
An Independent sectIon by MedIAplAnet to the provInce
A United Front Ken Georgetti talks equality at work
Aboriginal Affairlearn more about our First nation’s workforce
beautiful bcrural bc’s booming job market
Facts about bc’s Labour
Market
Facts about
4Facts
May 2012
2 · MAy 2012 An Independent sectIon by MedIAplAnet to the provInce
CHaLLeNGeS
according to the Business Council of BC, “econo-mists estimate there will be more than one million job openings in
British Columbia between now and 2020. Job opportunities will exist in virtually all sectors of the economy and across all regions of the prov-ince” (bcbc.com).
This huge surge in employment opportunities is the result of an aging workforce (soon to retire) and economic growth and expansion across the province.
Getting the factsThe latest BC Labour Market Out-look Report for 2010 – 2020 high-lights the following opportunities and trends:
■■ Among the regions, the North-east region is expected to have the highest growth of demand for workers at 1.7 percent annu-ally. This is followed by Main-land/Southwest (1.6 percent) and North Coast and Nechako (1.3 percent).
■■ The largest number of job openings is expected for the Mainland/Southwest (666,300 job openings). This is followed by Vancouver Island/Coast (152,600) and Thompson-Okanagan (110,300).
■■ Approximately 78 percent of job openings over the ten-year
period from 2010 to 2020 are expected to require some post-secondary education and train-ing, including a college or trade certificate or a university degree.
■■ Over the outlook period, the demand for workers is expected to outgrow the available sup-ply by 61,500 workers. In other words, from 2010 and over the outlook period, the growth in supply of workers will not keep up with the growth in demand for workers.
What to doIn order to take advantage of these growing opportunities, as Brit-ish Columbians we will need to become self-directed initiators – people who take charge of our own future and intentionally research and plan how to prepare for the jobs and careers that will be available.
You may be a student deciding on
courses to take in high school or college, a new graduate looking to apply your new skills and knowl-edge, an adult in career transition, an immigrant looking to establish a new life, or a person with per-ceived barriers to employment needing a chance – no matter who you are, there are people and resources ready to help you plot a course to your new career.
Whom to contactGovernment, employers, educators (colleges and universities), unions, and career development profes-sionals all play a role in connecting people with jobs and employers with people.
Get a head-upDon’t try to figure out your best options on your own; do your research, ask for help, look at train-ing options, and find an oppor-tunity for you in BC’s growing economy.
To get started, access the resources listed in the “BC Career Resources” box beside this article. Whether you’re an employer or a job seeker, be sure to contact one of the new WorkBC Centres in your area, part of BC’s new jobs plan and employment program. For an interactive map and WorkBC Cen-tre listing, go to www.workbc.ca/workbccentres .
Gregg taylorpresident, bc career development Association.
We recommendPat bellMinister,Ministry of Jobs, tourism and Innovation
pAGe 06
Bc LaBour market, 2nd edition, may 2012
Publisher: Jon [email protected] Designer: Laura [email protected]: ken Georgetti, Pauleanna reid, andrew Seale, Gregg taylor, naomi yamamoto Managing Director: Joshua [email protected] Developer: ash [email protected]
Distributed within: the Province, may 2012this section was created by mediaplanet and did not involve the Province or its editorial departments.
Mediaplanet’s business is to create new customers for our advertisers by providing readers with high quality editorial content that motivates them to act.
FoLLoW uS on FaceBook & tWitter! facebook.com/Mediaplanetcatwitter.com/Mediaplanetca
www.workbc.ca
■■ Visit bc’s labour market website, a portal to infor-mation and resources for job seekers and employers.
www.workfutures.bc.ca
■■ research careers on this interactive website that provides profiles of hun-dreds of careers including salary ranges, employment outlook and training requirements.
www.education-planner.ca
■■ If you’re thinking of school or training, this website hosts a centralized listing of all programs at all of bc’s publicly funded universities, colleges, and technical institutes. You can search by program, region or by topic or interest area.
www.jobbank.gc.ca and workbc.ca/jobs
■■ search the federal and provincial government- hosted job boards for opportunities in your region
Bc career reSourceS
expert education p.9 your ticket to post-secondary school
Panel of experts p.10Insider Industry Info!
Whether it’s the huge demand for workers in mining and natural resources in Northern BC, job growth fueled by trade with Pacific Gateway markets, entertainment, new media, and web-based opportunities in Vancouver, or the annual job surge in BC’s hospitality and tourism sector across the province, British Columbia is not only ‘Super-Natural’ but also super-charged for both economic and career opportunity growth.
Cultivate your calling
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1 MiLLioNjob oPenInGs to be FILLeD
betWeen noW anD 2020 there WILL be
Working together to be the best for our communities, our environment... our future!
Welcome to Castlegar, where mountains meet and rivers converge, creating a naturally beautiful setting for this little city with big heart and abundant community spirit. Nestled in the valley you will find Zellstoff Celgar. Zellstoff Celgar is part of Mercer International and is one of North Amer-ica’s newest and largest NBSK softwood Kraft producers. Mercer International also owns and operates two world class softwood mills in Germany. Mercer International employs approximately 1,490 people internationally. All three mills continue to invest in their core assets and invest new revenue streams in the emerging bio-economy to further improve their long term viability.
How are we doing this:
•1993 spent C$850 million for modern-ization and trans-formed Celgar into a high-quality, continu-ous process pulp mill with modern power generation and envi-ronmental treatment facilities
•Purchased by Mer-cer International in 2005, over C$100 mil-lion has been invested in green energy assets and other cost-saving initiations
Build a career where your contribution is valued and where you’re learning and growing every day. At Celgar, we invest in the future – ours and yours! Join a group of indus-try professionals who are proud to work for Canada’s largest Kraft producer with a solid track record of growth, a focus on safety and sustainability and tre-mendous potential for the future. Zellstoff Celgar celebrated 50 years in 2011 and is going strong.
Zellstoff Celgar is committed to work life balance.
When combined with the natural beau-ty and significant outdoor recreation offered in the Kootenays, located in the southeast corner of British Columbia, (about 600 KM from both Vancouver and Cal-gary) our employ-ment opportunities are truly outstanding with competitive pay, bene-fit, pension package and relocation assistance.
Working together to be the best for our communities, our environment…. our future!
Zellstoff Celgar offers a way of life.
We invite you to virtually visit what we offer at:
www.mercerint.com,
www.celgar.com,
www.castlegar.ca,
www.visitorschoice.com/
Index.
sp?community=castlegar
Celgar's core purpose is providing fibers, renewable energy and chemicals, from sustainable sources, for essential human needs.
4 · MAy 2012 An Independent sectIon by MedIAplAnet to the provInce
iNSPiratioN
Going ruralBeyond the day-in and day-out hustle and bustle of the provinces’ major cit-ies lies a different kind of a commu-nity. A tighter-knit community, where the hum of main street and friendly chatter between neighbours punctu-ate the day’s activities.
It’s a slower kind of life, but it can be just as rewarding as urban center living, says Marie Gallant, executive director of Community Futures Brit-ish Columbia.
bright lights, small town“I always say jokingly – it takes me
half a day in Vancouver to do what I used to do in half an hour in a small town,” says Gallant, who has lived in both major centers and small towns.
Community Futures was founded by the federal government 26 years ago
to help support community economic development through consultation and investment.
And with a growing workforce demand in rural areas due to a booming resource economy and technological innovation, the organization is playing its role in showing that jobs and careers can be found in even the smallest of com-munities.
under the overheadFrom an economic standpoint, small
communities can be quite enticing.“For small businesses especially to
have that opportunity to operate in a rural setting, quite often their overhead is much less,” says Gallant, pointing out that most small cities have good trans-portation routes as well. “When you combine those two things it becomes a very effective option for small busi-
nesses to locate in small communities.”
Worker advantagesJob opportunities in rural areas aren’t
limited to entrepreneurs; regions like Fort St. John - Dawson City area are full of job opportunities in other sectors.
She also points to cheaper property and recreational activities (such as community sports leagues) that make smaller communities much more geared to a family lifestyle. “The cost of living is just a little bit cheaper,” she says.
know your neighbourAnd if you’re considering the slower
life, Gallant says, it’s a great idea to check out some of the communities.
“Spend your summer vacation tour-ing rural BC and see what’s out there for you.” Andrew seAle
chanGe
Question: Where can you find the perfect harmony between job opportunity and quality of life?answer: Rural British Columbia – Discover some of BC’s best kept secrets and see why these communities could be the perfect fit for you and your family.
“It takes me half a day in vancouver to do what I used to do in half an hour in a small town.”Marie Gallant executive Director, community Futures british columbia
Photo: Zelstoff Celgar
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ruraL BC Is Due to stronG
resource sectors
GroWInG WorkForce DeManD In
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spedcspedcPositioning the South Peace as a place to live, work, and build business.
Box 810 | 1981 Alaska Avenue | Dawson Creek, BC V1G 4H8
Tel: 250-784-3200 | Toll Free: 1-800-670-7773 | Fax: 250-784-3201
The SPEDC will pursue the role of facilitator, develop partnerships and leverage internal resources with those from government and the private sector in such a way as to advance the economic development interests of the region. Core program areas will include promoting and marketing the South Peace region, attracting new businesses, investment, work-ers and families, and helping existing businesses and entrepreneurs strengthen and expand their operations.
The SPEDC will work with member municipalities and the Regional District in serving those stakeholders dedicated to pursuing community, social and economic development in the South Peace. This will include businesses, community organizations, residents and First Nations.
The SPEDC is an economic development commission established by the municipalities and rural areas of the South Peace region of the Peace River Regional District. It was established and given core funding through an economic development bylaw and thus is for-mally supported by the municipalities of Pouce Coupe, Dawson Creek, Chetwynd and Tumbler Ridge, as well as Area ‘D’ and ‘E’ of the PRRD.
SOUTH PEACE ECONOMIC DEVELOPMENT COMMISSION
We believe that all work-ers have the collective right to bargain for wages and working conditions, but that determination is matched by our support for human and equal-ity rights at home and abroad. our support and activism takes many forms.
Young workersToo many young workers are
unemployed (13.9% in April 2012), and we want Ottawa to devise a strategy for full-time and secure
employment rather than giving away billions in tax breaks to corporations.
We also have younger work-ers in mind in our campaign to improve the Canada Pension Plan (CPP). One-third of Cana-dian workers aged 24-64 have no personal retirement savings. Today’s CPP is good as far as it goes, but the government allows CPP benefits to replace just 25% of the average wage. We want to double future CPP benefits through a modest, phased-in increase in contributions. It is today’s young workers who will
benefit the most when they retire.
Domestic workers There are about 150,000 workers in Canada from abroad serving as nannies, providing child care or live-in care for the elderly. We know that many of these work-ers are routinely exploited. In 2011, CLC Vice-President Barbara Byers participated in historic negotiations at the Interna-tional Labour Organization (ILO) in Geneva. Domestic workers will now be recognized as equal in status to other workers and
with the same rights. This will require that the Canadian gov-ernment review and overhaul its Live-In Caregiver Program.
summaryThe goals of labour’s advocacy can be summed up simply. We want good jobs, fair and safe workplaces, healthy and pros-perous communities – for every-one. It’s only fair and we will never give up the struggle to achieve it.
unions fight for greater equality
ken Georgettipresident,the canadian labour congress
6 · MAy 2012 An Independent sectIon by MedIAplAnet to the provInce
NewS
did you knoW?
Mining salary range
■■ new grad eng-Mine: $51,000 to $73,000
■■ Mine Geologist: $65,000 to $88,000
■■ surface Miner: $75,000 to $85,000
■■ human resources Man-ager: $91,000 to $127,000
■■ underground Miner: $80,000 to $85,000
■■ environmental officer: $58,000 to $81,000
Pat bellMinister,Ministry of jobs, tourism and InnovationPhoto: ProvinCe of British
ColumBia
kevin evansceo, Industry training authorityPhoto: industry training
authority
why apprenticeship makes business sense
■■ Question: Where and how can the rapid growth and development in bc recoup losses to our workforce?
■■ answer: Apprenticeship programs offer a high potential for profit with companies and workers alike.
Rapid development in British Columbia is allowing the govern-ment and industry to put their heads together and look for innova-tive ways to meet that human capi-tal through apprenticeship.
“We’re really seeing a significant renaissance, particularly in central and Northern British Columbia around major infrastructure proj-ects – big infrastructure projects that require lots of trades,” says Pat Bell, the province’s Minister of Jobs, Tourism and Innovation.
But meeting that demand will be
no easy task, says Bell, “despite [the fact that we’re] about doubling the amount of trades positions we’re graduating per year, there will be a big gap.”
Kevin Evans, CEO of Industry Training Authority (ITA) echoes Bell’s concerns: “we’ve just come through a recession where the number of employers who are hir-ing apprentices has decreased.”
speed up the cycleIn previous recessions it took about a decade to get back to pre-reces-sion sponsorship levels. “We don’t have a decade,” Evans notes. “By 2016 we’re going to be facing some pretty severe skills shortages, par-ticularly in the north where we’re already starting to see some evi-dence.” But the greatest challenge lies in convincing employers that hiring apprentices makes business sense. “We’re not asking employers
to do a charity thing here or an act of altruism – it truly is beneficial for their business,” he adds.
Research suggests that for every dollar an employer invests in apprentice sponsorship, they’ll get $1.47 in return. Evans says it also gives the employer an opportunity to shape the way the apprentice develops to match their work cul-ture – which is increasingly impor-tant in a rapidly changing world.
benefit to both partiesPatrick Waunch – head of Rambow Mechanical – has been sponsoring apprentices for as long as he’s been in the business. He sees it as the industry’s duty to train and develop the future workforce.
He also points out that the ben-efits are two-fold, as the young apprentices bring innovation from the classroom to the com-panies that sponsor them. “In a
way, they’re training us too,” says Waunch. He looks at apprentice-ship as a vital component of filling out the workforce.
coming up short“We’re going to be short 160,000 tradespeople in BC alone by 2015, and by 2022 we’re going to be short about a million tradespeople,” says Waunch. “We need to start produc-ing apprentices now to be ready for that.”
Evans says it’s essentially a call to arms. “If you look at the history of BC, the limitation to growth and prosperity has in the past been lim-itations to financial capital. For the first time in our history, it’s now the availability to human capital that’s going to determine whether or not this province can achieve our full economic potential.”
Andrew seAle
■■ in BC the industry is responsible for over 53,000 direct jobs
■■ in BC the forest prod-ucts industry contributes $8.4 billion to the balance of trade
■■ a $200 billion market-place in bioproducts exists, and Canada’s forest products industry is leading the way in getting a share of that market-place
■■ the Canadian forest products industry is hir-ing! the future is bright, green, growing and open to the world
■■ the forest products industry needs skilled trade workers, like heavy machine operators, indus-trial electricians, pipefit-ters, millwrights and we need scientists like chem-ists and engineers. our offices require accoun-tants, human resources coordinators, and sales and marketing specialists
ForeSt induStry StatS
Forest Products
AssociAtion oF cAnAdA
the Mining industry huMAn
resources council
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53,000DIrect jobs
ForestrY In bc Is resPonsIbLe
For oVer
• Career Counselling/Resources for Job Seekers • Skills Upgrading & Technical Training • Youth Programs • Apprenticeship Services • Employer Focused Training
Partnering employers with skilled Aboriginal workers to build better communities.
Aboriginal Community Career Employment Service Society
To increase Aboriginal participation in the Labour Market
ACCESS Trades - Allen Hunt Red Seal Carpenter
ACCESS BladeRunners - Trailblazers Aboriginal
Tourism Program
Visit us online at www.accessfutures.com or contact us directly at 604-913-7933
Funded by Service Canada & Province of BC
ACCESS Summer Student Program - UBC Museum of Anthropology
8 · MAy 2012 An Independent sectIon by MedIAplAnet to the provInce
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■■ Question: Where is one source the province can look to help fill job positions created by the looming skills shortage?
■■ answer: our aboriginal workforce – learn how our first nations communities are preparing to capitalize on the vast amount of career opportunities on the horizon in bc.
Although British Columbia is cur-rently experiencing a skilled labour shortage, the possibility of a thriv-ing future is not only within reach, but lies within the skills and talents of aboriginal people.
The solution may sound simple, but in fact isn’t as easy as one may think. Aboriginals still face many obstacles today, and when pursu-ing a position within the labour market, more than ever.
“One of the reasons behind the current skilled labour shortage is that the education, training,
mentorship, and introduction to employment opportunities weren’t provided, but now, there are a num-ber of institutions where adult learning is available,” says How-ard Grant, Executive Director, First Nations Summit. “The solutions are already there. It’s a matter of receiving the opportunity to use our knowledge in a more manage-able, long-term fashion,” states Grant.
Education plays the biggest role in this critical issue, as service centres and training centers only offer one year programs. This poses a problem because once trained up to a certain level, the markets for employment opportunities are limited.
Fighting for their rights“Canada has introduced their vision with respect to economic opportunity and employment. In BC, they’ve introduced a ship building contract with Seaspan which provides at least a minimum
of thirty year opportunities into the shipbuilding industry which requires welders, marine archi-tects, electricians, general labour, etc,” affirms Grant.
We see progress being made, but to close the economic gap, step-ping stones need to be laid so that aboriginals are given the opportu-nity to thrive in their chosen fields, not just survive.
As they excel in short-term opportunities, long-term employ-ment and apprenticeships still remain on the wish list. The aborig-inal population is steadily increas-ing and the employment oppor-tunities that were never provided in the past are slowly presenting themselves now.
Despite many hurdles, there’s no wall too high to climb. As more doors open and more resources become available, determination will prevail.
First nations Filling the skills gap
PAuleAnnA reid
Zachary tait,red seal automotive service technician Photo: aCCess
MAy 2012 · 9An Independent sectIon by MedIAplAnet to the provInce
In british columbia, a young adult graduating from secondary school can embark on numerous exciting career paths. At the same time, a mature adult can try out a new field or go back and complete the credits needed to fulfill a life-long dream.
Recent trends indicate that the majority of students transition from high school into some form of post-secondary education, and that transition rates have increased slowly but steadily for the past sev-eral years.
silver liningThe challenge of filling these future jobs is also a tremendous oppor-tunity. As new careers, sectors, and industries are emerging, BC’s public post-secondary institutions are working hard to ensure their programs are relevant and that students have the necessary skills anticipated for the future.
More than 1,900 programs are offered at BC’s 25 publicly funded post-secondary institutions. An additional 350 registered private career training institutions provide excellent opportunities to thou-sands of students every year.
see it firsthandI’ve personally toured our many campuses across the province and
have had the pleasure of visiting hundreds of learning sites. Along-side students, I’ve tried my hand at training as a welder, test driven an emergency response vehicle, and watched first-year medical students learn their first skills as future physicians. I can say with absolute certainty that in BC, our programs are world-class and widely accessible.
A student with financial restric-tions or a student with a disability has numerous support options available to assist in pursing their educational goals. In fact, with the fourth lowest tuition in Canada, and millions provided to students each year for financial assistance, BC students have among the best supports in the nation.
In BC, students are able to pursue world-renowned undergraduate and graduate degrees, highly rec-ognized speciality training, trades certification, and numerous oppor-tunities for upgrading. So if you are thinking about your first career or are vying for something new, BC has thousands of opportunities for every learner.
opportunities for every learner
Meeting the Demand for skilled Labour“Between now and 2020 there will be 1 million job openings to be filled,” says Jim Reed, President of BC Colleges.He points out that most of the demand comes from replacing current job positions of retiring workers and new jobs created by a booming economy.Of those jobs, 78 per cent will require some form of post-secondary educa-tion and an overwhelm-ing number of those new jobs – 420,000 – require skills certification and college training.“It really rests on the ability to deliver the right number of skilled people at the right time.”
FactS
NewS
naomi YamamotoMinister,Ministry ofadvanced educationPhoto: ProvinCe of British
ColumBia
JiM reed
president, bc colleges
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4tHLoWest tuItIon
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bc has the
10 · MAy 2012 An Independent sectIon by MedIAplAnet to the provInce
PaNeL of eXPertS
Byline
Byline
i-we280 words
The perfect candidate is someone with a broad set of skills who is capable of thinking outside the box. They must be able to see the broad picture and be able to synthesize information coming from a wide range of sources. They need to be able to critically assess this information, sorting out not only what is relevant but also what is reliable.
Question 3:Why should somebody be considering your industry as a potential career path right now? What are a few highlights of working in your industry?
Question 2:What can somebody considering a career in your industry expect when it comes to training, growth potential, and variety of positions available?
Question 1: Bc is set to experience a large skills shortage in many sectors. Who would be the perfect candidate for a career in your industry?
As with any position, it is often up to the individual to seek out the training, growth potential, and positions. Training is avail-able in many forms and if there is a trend today, it is for greater accessibility to training materials. The growth potential is huge, given the increasing realization of forestry and wood’s green credentials. There are many different types of positions avail-able; people need to be flexible and imagina-tive.
Modern forestry is very different to what most people associate with forestry. It uses advanced technology to generate a range of sustainable products while simultane-ously ensuring that a balance between envi-ronmental, social, cultural, and economic values is maintained. Forestry has had its problems, but is poised for a major renais-sance as people come to realize the need for a more sustainable world.
There is no one perfect candidate for the mining industry. This is because the num-ber of occupations exceeds 120 or more. The requirements are as varied as the number of jobs available. In other words, there is a job for almost any set of qualifications. The common denominators of course include strong work habits and a desire to participate in an exciting, safe, and sustainable industry! The industry seeks to employ the widest vari-ety of qualified applicants as possible; this includes youth, aboriginal people, women in non traditional jobs, new Canadians, and mature workers
As a result of the skills shortage, employers in the mining industry are pulling out all of the stops to encourage employment. In some cases, the industry works with educators and trainers to provide pre-employment opportu-nities for a whole range of skills. These skills can be acquired for occupations ranging from engi-neers, geologists, and scientists at a university level, to two-year diploma programs for occu-pations such as environmental survey techni-cians, as well as foundational skills training for entry-level trades, all at the college level. Once employed, a person will have the opportunity to participate in a wide range of internal develop-ment opportunities, including trades appren-ticeship and equipment operator training.
Currently the best part of working in the min-ing industry is the diversity of opportuni-ties provided in a variety of areas. Good mining industry jobs exist throughout BC and beyond – whether in an urban setting or adjacent to one of many beautiful smaller communities. Or perhaps it is a blend of the two, where commut-ing and fly-in camp opportunities exist. Mining is the safest heavy industry in BC. The industry ranks at the top of the pay and benefit scales. Canadian industry employers are recognized in Canada and around the world for their environ-mental excellence and sustainable practices. Want to work and travel in BC, Canada, and the rest of the world? Canadian “miners” are sought after to fill the many opportunities that exist.
Dave bazowski chair,bc Mining Labour shortage task Force
Dr. john Innesdean, Faculty of Forestry, university of british columbia
FNES represents ten First Nations as well as on/off reserve aboriginal people residing in 4 labour markets (Greater Van-couver, Sunshine Coast, Whistler-Pemberton, and Vancouver
Island). FNES manages an agreement with Service Canada on behalf of the ten First Nations with delegated authority for training and employment in the Vancouver, Whistler-Pemberton and Sunshine Coast regions of British Columbia.First Nations Employment Society is always striving to improve labour market outcomes for all Aboriginal people living in there service areas.
The First Nations Employment Society (FNES) was incorporated as a non-profit society in April 1997 and provides leadership in develop-ing Aboriginal Human Resources at a regional level.
“Helping First Nations People achieve success in their careers”
Office Line: (604) 605-8901
www.fnes.ca
At Mammoet, we view our employees as our main asset. Thousands of employees all over the
world are constantly working to bring even the most demanding of assignments to a successful
conclusion. They demonstrate an impressive flexibility, talent for improvisation, a co-operative
attitude, professionalism,and dedication. And rest assured, when working for Mammoet, safety
comes first in everything we do.
Mammoet, the world’s leading tailor-made heavy lifting and multimodal transport
solution specialists are actively recruiting for Journeyman Crane Operators, Crane & Rigging Supervisors, and Apprentice Crane Operators.
Please Contact Dawn Bland at [email protected] Today !
MAMMOET has the keys...
Do you have the experience?
Mammoet Canada Western Ltd.12920 33 Street NEEdmonton, Alberta, CanadaT6S 1H6Email: [email protected] Phone: (780) 449-0552Fax: (780) 465-9425
www.mammoet.com
