Calgary Labour Market Report - Alberta.ca · 2017-06-16 · Calgary and Area Labour Market - 2017 Q1 Report 8 CMHC, Preliminary Housing Start Data, Released April 2017 and Conference

2017>Q1

This Calgary and Area Labour Market Report is produced four times a year and provides results on labour market needs, shortages and issues from the perspective of employers in the Calgary Region.

Applications Management Consulting Ltd.

Calgary & AreaLabour Market Report

Table of Contents.................................................................................................Summary 1

..............................................................................................Calgary Economy 1

....................................................................................Calgary Housing Market 4

......................................................................................Labour Force Statistics 6

.........................................................................................Industry Employment 8

...............................................................................................Employer Survey 9

.....................................................Employer Survey - Q1 2017 Results 13..................................................................................................................Survey Profile 13

............................................................................................................Business Activity 14

..........................Employment: Past Layoffs, Vacant Positions and Future Employment 18

.....................................................................................................Recruitment Methods 24

......................................................................................................Recruiting Difficulties 27

.........................................................................................................Employee Turnover 33

.......................................................................................................Employee Retention 38

........................................Supplemental Questions - Focus on Technological Changes 43

........................................................Appendix A: Survey Methodology 57.............Appendix B: Employer Survey - Q1 2017 Occupation Results 58

......................................Appendix C: Additional Employer Comments 69

Calgary and Area Labour Market - 2017 Q1 Report

CALGARY ECONOMYSUMMARYQ1 2017

1

Summary

The Calgary Economic Region’s economy is forecast to rebound with modest GDP growth of 1.9% in 2017, following a decline of 1.1% in 2016. Growth is projected to pick up over the next few years, but should remain below historical averages.Calgary Economy

PAST GROWTH

Following a contraction of 3.7% in 2015, real gross domestic product (GDP) in the Calgary Economic Region (ER) declined by 1.1% in 2016. The City of Calgary estimates the local economy lost approximately $4.6 billion in economic output between 2014 and 2016, compared to a loss of about $3.8 billion during the global recession of 2008.1

2016

2015

2014

2013

-8% -4% 0% 4% 8%

6.5%

4.6%

-3.7%

-1.1%

Calgary ER Past GDP Growth

CURRENT GROWTH

The economic contraction that began with the collapse in oil prices is projected to end in 2017. Real GDP in the Calgary ER is forecast to grow at a modest rate of 1.9% in 2017, as the energy sector gradually regains stability. Nonetheless, potential growth will remain restrained by slow growth in oil prices, along with muted business and consumer confidence.

Calgary ER

Alberta

Canada

0% 1% 2% 3%

2.0%

2.4%

1.9%

GDP Growth Forecast 2017

FUTURE GROWTH

Growth in the Calgary ER is projected to pick up over the forecast horizon, in response to higher oil prices. Economic growth is expected to be driven by an increase in consumer spending, business investment, government expenditures and net exports.

2022

2021

2020

2019

2018

0% 1% 2% 3%

2.3%

2.6%

2.7%

2.7%

2.4%

Calgary ER GDP Growth Forecast


1 Past and forecast data from City of Calgary, Corporate Economics, Calgary and Region Economic Outlook, 2017 - 2022, Spring 2017.


2

Calgarians in the utilities and mining and oil and gas industries had the highest weekly earnings at $2,135 and $2,063 respectively in March 2017.

OIL PRICES

West Texas Intermediate (WTI) crude oil prices averaged US$52 per barrel in the first quarter of 2017, up from US$49 the previous quarter and US$33 in the first quarter of 2016. Western Canada Select (WCS) prices, the Canadian heavy oil benchmark, averaged US$37 per barrel in the first quarter of 2017, reflecting a differential of US$15 per barrel. WTI crude is forecast to average US$52.24 per barrel in 2017 and US$55.10 per barrel in 2018.2

Q1 17

Q4 16

Q3 16

Q2 16

Q1 16

$0 $20 $40 $60

$33

$46

$45

$49

$52

WTI Prices, Quarterly Avg. (US$/bbl)

INFLATION

Consumer prices in Calgary rose 1.1% in March 2017 (y/y), compared to 1.3% in Alberta and 1.6% nationally. Calgary recorded price growth in five of the eight major consumer categories, with the highest growth rates observed in recreation, education and reading and transportation. Gasoline prices, which are part of the transportation category, were 14% higher in March 2017 compared to twelve months prior.3

All-Items

Rec., ed., & reading

Transportation

Alcohol & tobacco

Health & pers. care

Clothing & footwear

Shelter

Household ops

Food

-4% 0% 4% 8%

-0.7%-0.4%-0.1%

0.2%1.4%

2.3%3.7%4.4%

1.1%

Calgary Inflation Rates Mar 17 (y/y)

WEEKLY EARNINGS

The average weekly earnings of payroll employees in the Calgary CMA increased by $8 to $1,148 in March 2017, from $1,140 a year earlier. Calgarians in the utilities and mining and oil and gas industries had the highest average weekly earnings at $2,135 and $2,063 respectively in March 2017, while accommodation and food services employees had the lowest weekly earnings at $494.4

Mar 17

Feb 17

Mar 16

$0 $400 $800 $1,200

$1,140

$1,146

$1,148

Calgary CMA Avg Weekly Earnings


2 Baytex Energy Corp. Historical Oil Pricing and U.S. Energy Information Administration, Short Term Energy and Summer Fuels Outlook, April 11, 2017.

3 City of Calgary, March 2017 Inflation Review, April 21, 2017.

4 City of Calgary, Corporate Economics, Economics, Labour Market Review, February and March 2017.


3

The number of regular EI beneficiaries eased for the third month in a row in March 2017, but were still 29% higher than the previous year.

NON-RESIDENTIAL CONSTRUCTION

Non-residential building construction investment in Calgary (industrial, commercial and institutional and governmental projects) amounted to $948 million in the first quarter of 2017, down 13.7% year-over-year. Investment in commercial projects, which made up 69% of non-residential construction spending in Calgary, declined 16% y/y in the first quarter of 2017.5

Calgary

Alberta

Canada

-18% -12% -6% 0%

-0.9%

-5.0%

-13.7%

Inv. in Non-Res Construction Q1 17 (y/y)

EMPLOYMENT INSURANCE

The number of Calgarians receiving regular EI benefits declined for the third consecutive month in March 2017 to 28,880, but was up 29% compared to March 2016. In December 2016, the number of EI beneficiaries in Calgary reached 32,300, the highest number in at least 20 years.6

Mar 2017

Feb 2017

Jan 2017

Dec 2016

Mar 2016

0 20,000 40,000

22,470

32,300

31,100

30,070

28,880

Calgary EI Beneficiaries

DOWNTOWNOFFICE MARKET

Calgary’s downtown office vacancy rate remained stable at 23.9% in the first quarter of 2017, compared to the previous quarter, but was up substantially from 17.6% in the first quarter of 2016. With the anticipated completion of Brookfield Place in Q2 2017 and Telus Sky Tower in Q4 2018, Calgary’s downtown office vacancy rate is forecast to reach nearly 28% by year-end 2018.7

Q1 2017

Q4 2016

Q3 2016

Q2 2016

Q1 2016

0% 5% 10% 15% 20% 25%

17.6%

21.1%

22.9%

23.9%

23.9%

Calgary Downtown Office Vac. Rates


5 Statistics Canada, CANSIM table 026-0016.

6 Statistics Canada, CANSIM table 276-0034.

7 Avison Young Q1 2017 - Calgary Office Market Report.

CALGARY HOUSING MARKETSUMMARYQ1 2017

4

Calgary Housing MarketNew housing starts, typically a leading indicator of future housing market activity, rose 33% in Calgary in the first quarter of 2017.

Calgary builders started 2,079 housing units in the first three months of 2017, a 33% increase compared to 1,567 units in the first quarter of 2016. Single-detached starts rose 21% year-over-year to 800 units while multi-family starts jumped 41% to 1,279 units. In Alberta, total housing starts were up 21% year-over-year while starts in Canada rose 14%. British Columbia (-18%) and Newfoundland and Labrador (-10%) were the only provinces to post year-over-year declines in housing starts in the first quarter of 2017. Total housing starts in the Calgary CMA are forecast to range between 9,300 and 9,400 units in 2017. New home construction is forecast to pick up in 2018 within a range of 10,000 to 11,000 units as inventories decline and demand improves.8

Statistic Canada’s New Housing Price Index (NHPI) showed new housing prices in the Calgary CMA declined 0.5% year-over-year in March 2017, following a y/y decrease of 0.5% in February 2017. It was the twentieth consecutive month prices were lower than the year before. Edmonton’s and Alberta’s index was down 0.4% in March, while Canada’s index rose 3.3% on the strength of price increases in Toronto (+8.4%) and Victoria (+6.3%).9

Calgary

Edmonton

Alberta

Canada

-2% 0% 2% 4%

3.3%

-0.4%

-0.4%

-0.5%

% Change in NHPI Mar 2017 (y/y)


8 CMHC, Preliminary Housing Start Data, Released April 2017 and Conference Board of Canada, Metropolitan Outlook 1, Calgary, Winter 2017.

9 Statistics Canada, The Daily, New Housing Price Index, March 2017.

05,000

10,00015,00020,00025,00030,00035,00040,00045,000

Calgary CMA Edmonton CMA Alberta Canada

40,811

5,5482,7142,079

35,645

4,5962,1111,567

Housing Starts

Q1 2016 Q1 2017

CALGARY HOUSING MARKETSUMMARYQ1 2017

5

Existing home sales in the city of Calgary rose 20% y/y in the first quarter of 2017, while the average sales price increased 3.1%.

The average sales price of an existing home in Calgary rose 3.1% y/y to $482,065 in the first quarter of 2017. A 4.8% increase in the average sales price for a detached home and a 1.6% increase for an attached home was slightly offset by a 1.5% decline in the average sales price for an apartment. Overall, excess housing inventory in Calgary eased in the first quarter of 2017, setting the stage for a more stable housing market in 2017. Months of supply totaled 3.3 months in the first quarter of 2017, down from 4.8 months the previous year.10

Existing home sales in the city of Calgary amounted to 4,192 units in the first three months of 2017, up 20% from 3,485 sales in the first quarter of 2016. Apartment sales were up 24% year-over-year in the first quarter of 2017, while attached and detached home sales rose by 20% and 19% respectively. Demand for resale homes in 2017 is projected to gradually improve over 2016 levels, but remain well below long-term trends.11

Q1 2017

Q4 2016

Q3 2016

Q2 2016

Q1 2016

0 2,000 4,000 6,000

3,485

5,719

4,799

3,798

4,192

City of Calgary Existing Home Sales


10 Calgary Real Estate Board (CREB), Monthly Statistics Package, City of Calgary, March 2017.

11 Ibid.

$0

$100,000

$200,000

$300,000

$400,000

$500,000

$600,000

$700,000

Total Detached Apartment Attached

$402,290

$282,354

$561,022

$482,065

$396,027

$296,732

$537,002

$467,780

City of Calgary Average Sales Prices for Existing Homes

Q1 2016 Q1 2017

LABOUR FORCE STATISTICSSUMMARYQ1 2017

6

Calgary’s labour market showed signs of improvement in Q1 2017 with employment up 1.1% q/q and the unemployment rate easing to 9.5%.

PARTICIPATION

Calgary’s labour force participation rate rose to an average of 74.6% in the first quarter of 2017, from 72.9% the previous year, but was unchanged quarter-over-quarter. Among major metropolitan areas in Canada, Calgary (74.5%), Regina (73.1%), Edmonton (72.6%) and Saskatoon (70.4%) had the highest participation rates in the first quarter of 2017.

The labour force participation rate is the number of persons who are employed, or unemployed but looking for a job, divided by the total working-age population.

EMPLOYMENT

Employment in the Calgary CMA averaged 809,100 in the first quarter of 2017, up 8,700 or 1.1% from the previous quarter and up 20,000 or 2.5% year-over-year.

Employment in the Calgary CMA is forecast to increase by 1.1% in 2017, translating into approximately 8,800 net new jobs. With the exception of construction (-1,500), employment gains are projected across all major industries in 2017, led by transportation and warehousing (+2,170), health care and social assistance (+1,580) and manufacturing (+1,025).12

UNEMPLOYMENT

Calgary’s unemployment rate eased to an average of 9.5% in the first quarter of 2017, from 10.1% the previous quarter but was up from 8.3% in the first quarter of 2016.

Calgary had the highest unemployment rate among major metropolitan areas in Canada in the first quarter of 2017, followed by St. John’s NL (9.2%) and Edmonton (8.3%).

Calgary’s unemployment rate is forecast to average 7.8% in 2017 and 6.8% in 2018.13

Labour Force Statistics


12 Forecast data from Calgary & Area Employment Forecast: 2016>Winter, Applications Management Consulting Ltd.

13 Ibid.

Calgary Labour Force Survey Stats Q1 2017 Q4 2016 Q1 2016

✓ Participation Rate 74.6% 74.6% 72.9%

✓ Employment Rate 67.5% 67.0% 66.9%

✓ Unemployment Rate 9.5% 10.1% 8.3%Source: Statistics Canada CANSIM table 282-0135

LABOUR FORCE STATISTICSSUMMARYQ1 2017

7

TYPE OF WORK

Year-over-year, employment in the Calgary CMA rose by 2.5% in the first quarter of 2017.

The number of Calgarians working part-time rose to an average of 159,300 in the first quarter of 2017, up 9.0% (+13,100) year-over-year. Women accounted for the majority of the increase in part-time work (+11.4% or +10,800).

Full-time employment increased 1.0% (+6,800) on the year in the first quarter of 2017, with women accounting for the majority of the gains as well (+2.2% or +5,900).

GENDER

Employment among women dominated in the first quarter of 2017, advancing 4.5% (+16,700) year-over-year. The 0.8% increase in employment among Calgary men (+3,200) supplemented the strong gains among women.

Overall, the unemployment rate for men rose to an average of 10.2% in the first quarter of 2017, while the unemployment rate for women increased to 8.4%. Men aged 15 - 24 years had the highest unemployment rates in the first quarter at 19.1% while women aged 25 - 54 years had the lowest unemployment rate at 6.4%.

AGE

Employment among Calgarians aged 15 - 24 years fell 4.1% (-4,100) on the year in the first quarter of 2017, the only major age category to record a loss. Employment rose 2.8% (+15,500) among Calgarians aged 25 - 54 years and 6.4% (+8,500) among older adults aged 55+ years.

In the first quarter of 2017, 12% of all employed Calgarians were aged 15 - 24 years, 71% were aged 25 - 54 years and 17% were aged 55+ years.


Men (15 yrs+) Total

Men (15-24 yrs)

Men (25-54 yrs)

Men (55 yrs+)

Women (15 yrs+) Total

Women (15-24 yrs)

Women (25-54 yrs)

Women (55 yrs+)

0% 5% 10% 15% 20%14.7%

6.4%

10.8%

8.4%

11.5%

8.5%

19.1%

10.2%

Unemployment Rates by Gender and Age, Calgary CMAQ1 2016 Q1 2017

Source: Statistics Canada, CANSIM table 282-0128.

INDUSTRY EMPLOYMENT SUMMARY

Industry Employment

These are the industries that posted the greatest change in employment in the Calgary CMA and Alberta in Q1 2017 (y/y).

Calgary CMA Highlights

Other Services

+12,200 jobs

Transportation & Warehousing

+11,400 jobs

Construction

-9,300 jobs

Mining & Oil & Gas

-4,600 jobs

Alberta Highlights

Educational Services

+10,100 jobs

Transportation & Warehousing

+9,400 jobs

Construction

-17,200 jobs

Manufacturing

-13,600 jobs

Forecast data from Calgary & Area Employment Forecast: 2016>Winter, Applications Management Consulting Ltd.

All industriesTransportationManufacturingOther Services

Health & Social AssistanceEducation

Wholesale TradeMining & Oil & Gas

Accom. & Food ServicesRetail Trade

Prof., Scientific & Tech. ServicesPublc Administration

Fin., Ins. & Real EstateConstruction

-4% -2% 0% 2% 4% 6%-2.0%

0.2%0.3%0.5%0.6%0.7%

1.1%1.1%1.1%

1.6%1.9%

2.5%4.1%

1.1%

2017 Forecast Change in Employment by Industry, Calgary CMA


Q1 2017

8

EMPLOYER SURVEYSUMMARYQ1 2017

9

Employer Survey

Survey Results: 201 large-sized employers with 100+ employees were surveyed in Q1 2017.

PAST GROWTH

On balance, 19% of employers reported that their company downsized in the 12 months prior to their survey (18% said they expanded and 37% said they downsized), compared to Q1 2016 when 27% of employers on balance reported a business downsize.

Results varied by industry with 7 of 10 industries on balance reporting business downsizing.

201720162015201420132012201120102009

-30% -15% 0% 15% 30%

Q1 Company Expansion

FUTURE GROWTH

Employers are much more optimistic about the next 12 months than they were in 2016. On balance, 19% of employers anticipate a business expansion in the 12 months following their survey, up significantly from 15% anticipating a business downsize in Q1 2016.

Results varied by industry with 9 of 10 industries on balance anticipating a business expansion in the next 12 months

201720162015201420132012201120102009

-15% 10% 35%

Q1 Anticipated Company Expansion

LAYOFFS

Twenty-eight per cent of employers reported that their companies laid off workers in the 3 months prior to their survey, down from 36% in Q1 2016.

Overall, employers reported about 584 people were laid off, representing a layoff rate of 0.5%, down from 0.9% in Q1 2016.

The construction and professional, scientific and technical services industries had the highest layoff rate in Q1 2017 at around 3%.

201720162015201420132012201120102009

0% 10% 20% 30% 40%

Q1 Layoffs



10

The most frequently reported vacant positions were university professors, landscaping and grounds maintenance labourers, administrative officers, community and social service workers, and truck drivers.

The positions employers reported the most difficulty recruiting were information systems analysts and consultants, cooks, managers in health care, and truck drivers.

The positions employers reported had the highest voluntary turnover were community and social service workers and food and beverage servers.

Eighty-five per cent of employers reported approximately 5,552 employees left as a result of voluntary turnover in the 12 months prior to their survey. Overall, the voluntary turnover rate was 4.9%.

PAST RECRUITMENT

Employers were asked if they had difficulty recruiting qualified employees in the 12 months prior to their survey. Twenty-seven per cent of employers reported difficulty recruiting, up slightly from 26% in Q1 2016.

20172016201520142013201220112010

0% 30% 60%

Q1 Past Difficulty

FUTURE RECRUITMENT

Employers were asked if they anticipated having more, less or the same difficulty recruiting qualified employees in the 12 months following their survey. On balance, 1% anticipated less difficulty compared to 27% anticipating less difficulty in Q1 2016.

20172016201520142013201220112010

-40% -5% 30%

Q1 Future Difficulty

PAST TURNOVER

Employers were asked if they had any voluntary turnover in the 12 months prior to their survey. Eighty-five per cent of employers reported voluntary turnover, unchanged from the Q1 2016 results.

20172016201520142013201220112010

0% 50% 100%

Q1 Past Turnover

FUTURE TURNOVER

Employers were asked if they anticipated voluntary turnover would be higher, lower or the same in the 12 months following their survey. On balance, employers anticipate employee turnover will be about the same over the next year.

20172016201520142013201220112010

-30%-15% 0% 15%

Q1 Future Turnover



11

Employers reported career and classified websites was the most successful recruitment method in the 12 months prior to their survey.

Most Successful Recruitment Methods

Employers reported that providing a job in this economy was the most successful employee retention strategy in the 12 months prior to their survey.

Most Successful Employee Retention Strategies

Career and classified websitesCompany website/internal postingsWord of mouth/employees referrals

Social mediaWalk-ins/unsolicited resumes

Job fairsIndustry associations

RehiresOther

SignageEmployment agencies

Did not hire in past 12 months 5%1%1%1%

2%2%2%2%

9%19%

20%33%

Providing a job in this economyLearning/growth opportunities

Competitive salaryCompany culture

Competitive benefits packagePerks

Positive work environmentExcellent management/supervision

Excellent communicationFlexible work measures

Cash bonusesEmployee engagement

Interesting/challenging workOnboarding/recruitment process

Reward and recognition programsOther

UnsureNothing 5%

6%1%

2%2%2%2%2%

3%3%

4%5%5%

6%8%

11%12%

18%



12

Overall, almost half of the employers reported they have implemented or adopted technological changes in the past two years.

Yes No Unsure

OverallOther

Fin. Insur. Real Est. & LeasingConstruction

Professional Scientific & Tech.Wholesale & Retail Trade

Health Care & Social AssistanceManufacturing

Accomm. & Food/Arts & Ent.Transportation & Warehousing

Mining & Oil & Gas

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Implemented technological changes in past two years

Overall, over one-third of employers have a plan to implement or adopt technological changes in the next two years.

Yes No Unsure

OverallHealth Care & Social Assistance

OtherManufacturing

Wholesale & Retail TradeAccomm. & Food/Arts & Ent.

Professional Scientific & Tech.Transportation & WarehousingFin. Insur. Real Est. & Leasing

ConstructionMining & Oil & Gas

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Plan to implement technological changes in the next two years


Employer Survey - Q1 2017 Results

The purpose of the quarterly survey is to gather information from Calgary and area employers on their recruitment and retention practices and various other employment issues they are facing. Over the course of the year, employers will be divided into four categories based on the number of employees in the company and results of the survey will be reported on as follows:

✓ Q1 2017: Large-sized companies with 100+ employees

✓ Q2 2017: Medium-sized companies with 50 – 99 employees

✓ Q3 2017: Small-sized companies with 10 – 49 employees

✓ Q4 2017: Micro-sized companies with <10 employees

Survey ProfileThe 201 large-sized employers surveyed employ approximately 112,670 people. Of this total, 59 per cent are full-time employees, 25 per cent are part-time employees, and 16 per cent are either contract, seasonal, casual, temporary or relief staff.

How many people does your company employ in the Calgary region?

”Other” represents companies in any of the following industries: agriculture, utilities, information & culture,management of companies, administrative & support services, educational services, other services or public administration.

Industry Total Employees

Number of Companies

Mining & Oil & Gas 4,794 20Construction 4,600 20Manufacturing 4,128 20Wholesale & Retail Trade 17,608 21Transportation & Warehousing 5,911 20Professional, Scientific & Technical Services 4,077 20Health Care & Social Assistance 43,670 20Accommodation & Food Services/Arts & Entertainment 4,480 20Finance, Insurance, Real Estate & Leasing 4,320 20Other 19,082 20Total 112,670 201


EMPLOYER SURVEYQ1 2017 Survey Results: Large-sized employers with 100+ employees

13

Business ActivityOn balance, 19 per cent of the employers said their company downsized in the last 12 months.Eighteen per cent of the employers surveyed in Q1 2017 said their company expanded in the 12 months prior to their survey and 37 per cent reported their company downsized, resulting in a negative balance of 19 per cent.14 In Q1 2016, 16 per cent of the employers reported they expanded and 43 per cent said they downsized, for a negative balance of 27 per cent.

On balance, 15 per cent of the health care and social assistance employers and 5 per cent of the ‘other’ employers said they expanded in the past year - the only industries to record positive results. In contrast, 45 per cent of the mining and oil and gas employers and 40 per cent of the construction and professional, scientific and technical services employers reported they downsized. Past Business ActivityPercentage of companies that expanded or downsized in the 12 months prior to their survey

Expanded Downsized Balance Expanded Downsized BalanceOverall Results 16% 43% -27% 18% 37% -19%

Results by IndustryMining & Oil & Gas 5% 95% -90% 10% 55% -45%Construction 0% 60% -60% 10% 50% -40%Manufacturing 15% 35% -20% 20% 35% -15%Wholesale & Retail Trade 15% 30% -15% 19% 48% -29%Transportation & Warehousing 15% 50% -35% 35% 35% 0%Professional, Scientific & Technical Services 15% 55% -40% 10% 50% -40%Health Care & Social Assistance 35% 10% 25% 40% 25% 15%Accommodation & Food Services/Arts & Entertainment 5% 40% -35% 5% 40% -35%Finance, Insurance, Real Estate & Leasing 25% 35% -10% 15% 20% -5%Other 25% 15% 10% 20% 15% 5%

Q1 2016 Q1 2017

Comments‣ “Many of our hourly people are still not getting full time hours, so there's been a downsize there.” -

Accommodation & Food Services/Arts & Entertainment

‣ “We haven't continued hiring as much as we would have in the past. We have slowly downsized because we have eliminated positions that formerly would have been filled following voluntary turnover.” - Accommodation & Food Services/Arts & Entertainment

‣ “We had a slight decrease because we haven't replaced people who left certain positions.” - Accommodation & Food Services/Arts & Entertainment

!27%%!19%%

!50%%

!40%%

!30%%

!20%%

!10%%

0%%

10%%

20%%

Q1%2016% Q1%2017%

Has$your$company$expanded$or$downsized$$in$the$last$12$months?$

Expanded% Downsized% Balance%


14 Percentage of companies reporting an expansion minus percentage of companies reporting a downsize.

14 EMPLOYER SURVEY

‣ “We've downsized in certain departments.” - Accommodation & Food Services/Arts & Entertainment

‣ “We did lose some staff and we chose not to replace them.” - Accommodation & Food Services/Arts & Entertainment

‣ “We had some layoffs, but we have done some hiring since. I would say overall our total employment has evened out.” - Finance, Insurance, Real Estate & Leasing

‣ “We have slightly downsized by cutting hours. No one has been let go though.” - Health Care & Social Assistance

‣ “We have downsized slightly. We have fewer full time office positions. We have a mainly casual workforce.” - Health Care & Social Assistance

‣ “We are consistently growing.” - Health Care & Social Assistance

‣ “We downsized in Calgary.” - Manufacturing

‣ “We expanded in Phoenix, but not in Calgary.” - Manufacturing

‣ “During the downturn, we just did what we could until it passed.” - Mining & Oil & Gas

‣ “We closed a store in January and we opened a different store last summer. Overall, I guess we've remained about the same.” - Wholesale & Retail Trade

‣ “We've had growth in the last month.” - Wholesale & Retail Trade

On balance, 19 per cent of the employers anticipate a business expansion in the next 12 months.Employers are much more optimistic about the next 12 months than they were in Q1 2016. Twenty-eight per cent of the employers anticipate their company will expand in the 12 months following their survey and 9 per cent anticipate their company will downsize15, for a positive balance of 19 per cent.16 In Q1 2016, 13 per cent anticipated an expansion and 28 per cent anticipated a downsize, for a balance of 15 per cent of the employers anticipating a downsize.

!15%%

19%%

!30%%

!20%%

!10%%

0%%

10%%

20%%

30%%

Q1%2016% Q1%2017%

Do#you#an(cipate#a#business#expansion#or#downsize#in#the#next#12#months?#

Expansion% Downsize% Balance%


15 Includes anticipated closures.

16 Percentage of employers anticipating a business expansion minus percentage of employers anticipating a business downsize.

15 EMPLOYER SURVEY

On balance, 35 per cent of the mining and oil and gas and transportation and warehousing employers anticipate a business expansion in the next year. This is a significant improvement from the Q1 2016 results, when half of the mining and oil and gas employers and 5 per cent of the transportation and warehousing employers anticipated a business downsize. Accommodation and food services/arts and entertainment employers are neutral on balance, with 10 per cent anticipating a business expansion in the next year and 10 per cent anticipating a business downsize.Future Business ActivityPercentage of companies that anticipate an expansion or downsize in the 12 months following their survey

Expansion Downsize Balance Expansion Downsize BalanceOverall Results 13% 28% -15% 28% 9% 19%

Results by IndustryMining & Oil & Gas 5% 55% -50% 40% 5% 35%Construction 5% 40% -35% 30% 25% 5%Manufacturing 20% 30% -10% 30% 10% 20%Wholesale & Retail Trade 10% 30% -20% 24% 5% 19%Transportation & Warehousing 15% 20% -5% 45% 10% 35%Professional, Scientific & Technical Services 15% 40% -25% 20% 10% 10%Health Care & Social Assistance 30% 10% 20% 35% 5% 30%Accommodation & Food Services/Arts & Entertainment 5% 25% -20% 10% 10% 0%Finance, Insurance, Real Estate & Leasing 0% 15% -15% 20% 5% 15%Other 20% 10% 10% 25% 5% 20%

Q1 2016 Q1 2017

Comments‣ “We are just not sure at this time.” - Construction

‣ “That's hard to say.” - Finance, Insurance, Real Estate & Leasing

‣ “No, not unless there are changes in the government's budget.” - Finance, Insurance, Real Estate & Leasing

‣ “A lot of what we do is grounded on public funding. If we receive more money we're going to have more jobs available, but I don't see that happening soon.” - Health Care & Social Assistance

‣ “We will continue to grow steadily.” - Health Care & Social Assistance

‣ “That will depend on government funding.” - Health Care & Social Assistance

‣ “It could be either or both.” - Manufacturing

‣ “We are hoping not to downsize, but there's certainly no expansion in the works.” - Manufacturing

‣ “We will be staffing up a bit in the field due to several positions that weren't being filled during the downturn.” - Mining & Oil & Gas

‣ “I'd say we're anticipating status quo. If there are fluctuations they would be minimal.” - Mining & Oil & Gas

‣ “I'm not sure what will happen going forward.” - Mining & Oil & Gas


16 EMPLOYER SURVEY

‣ “Honestly it changes constantly due to world oil prices, politics and weather. The oil companies have their strict quarterly budgets too. We're hoping it gets better with OPEC being consistent and with oil holding steady at $50.” - Mining & Oil & Gas

‣ “Things are starting to pick back up again, so we are hiring now.” - Mining & Oil & Gas

‣ “That all depends on the price of oil, so it's too early to speculate on that.” - Mining & Oil & Gas

‣ “There's certainly the potential for expanding near the end of this year. We have a [new exhibit] coming and that will mean an increase of six to eight positions. Next year in 2018 [another new exhibit] is coming, so we anticipate an expansion then because that addition will be expensive.” - Other

‣ “What we're hearing is that things will remain status quo. However, we haven't seen our budget yet.” - Other

‣ “I just talked with our Finance VP and it looks like we will remain flat for the upcoming year.” - Other

‣ “So far we have been expanding.” - Professional, Scientific & Technical Services

‣ “We are hoping to staying as is, only hiring in response to natural attrition.” - Transportation & Warehousing

‣ “That's hard to say. If there was an acquisition we would expand, but not through any other means.” - Transportation & Warehousing

‣ “We are merging with another company, so there is an acquisition pending.” - Transportation & Warehousing

‣ “We are talking about an expansion by 2018.” - Transportation & Warehousing

‣ “We are starting to increase again.” - Wholesale & Retail Trade


17 EMPLOYER SURVEY

Employment: Past Layoffs, Vacant Positions and Future EmploymentTwenty-eight per cent of the employers laid off workers in the three months prior to their survey.Twenty-eight per cent of the employers reported they laid off workers in the three months prior to their survey (for reasons other than seasonality). This is an improvement compared to the Q1 2016 results, when 36 per cent of the employers said they laid off workers. Forty-five per cent of the professional, scientific and technical services employers and 40 per cent of the construction employers reported they laid off workers, down significantly from 60 per cent in Q1 2016. The most dramatic improvement this year was among mining and oil and gas employers, with 30 per cent reporting they laid off employees, compared to 65 per cent in Q1 2016. Only 15 per cent of the manufacturing and accommodation and food services/arts and entertainment employers said they laid off workers in the previous three months, a significant year-over-year improvement for manufacturing employers. The percentage of employers reporting they laid off workers increased year-over-year among wholesale and retail trade, transportation and warehousing, and ‘other’ employers.

Overall, employers reported about 584 people were laid off, representing a layoff rate of 0.5 per cent. This is down substantially compared to the Q1 2016 results when employers reported 1,056 people were laid off, representing a layoff rate of 0.9 per cent. The construction and professional, scientific and technical services industries had the highest layoff rate in Q1 2017 at about 3.0 per cent, while the health care and social assistance and ‘other’ industries had the lowest layoff rate at 0.1 per cent. Additional details on layoffs can be found in Appendix B.

15%$15%$

20%$20%$

25%$30%$

35%$38%$40%$

45%$28%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$ 60%$ 70%$

Accomm.$&$Food/Arts$&$Ent.$Manufacturing$

Other$Fin.,$Insur.,$Real$Est.$&$Leasing$Health$Care$&$Social$Assistance$

Mining$&$Oil$&$Gas$TransportaNon$&$Warehousing$

Wholesale$&$Retail$Trade$ConstrucNon$

Professional,$ScienNfic$&$Tech.$Overall$

Percentage)of)companies)that)laid)off)employees)in)the)three)months)prior)to)survey)

Q1$2017$ Q1$2016$


18 EMPLOYER SURVEY

Number of Layoffs and Layoff Rates (in the three months prior to survey)

Comments

‣ “We laid off about 30 electricians.” - Construction

‣ “The 30 layoffs were in a range of different positions.” - Construction

‣ “We've eliminated some positions due to redundancy.” - Finance, Insurance, Real Estate & Leasing

‣ “No, all of our layoffs have been in Fort McMurray.” - Mining & Oil & Gas

‣ “We have laid off 29 people in various different positions across the organization.” - Mining & Oil & Gas

‣ “We laid off about 70 software engineers and designers.” - Professional, Scientific & Technical Services

‣ “There have been a couple but not any mass layoffs.” - Professional, Scientific & Technical Services

‣ “The layoffs were in a range of positions in the shipping and sales departments.” - Professional, Scientific & Technical Services

‣ “We laid off 10 people in the IT department.” - Professional, Scientific & Technical Services

‣ “Our temporary workers haven't been getting full hours, but there's been no layoffs and our full time employees are still getting full hours.” - Transportation & Warehousing

‣ “No, our layoffs all happened in July to October of last year.” - Wholesale & Retail Trade

‣ “We laid off about 15 grocery clerks.” - Wholesale & Retail Trade

‣ “We laid off 20 customer service representatives.” - Wholesale & Retail Trade

Industry Total Layoffs

Construction 248Professional, Scientific & Technical Services 217Finance, Insurance, Real Estate & Leasing 30Manufacturing 97Mining & Oil & Gas 288Accommodation & Food Services/Arts & Entertainment 9Transportation & Warehousing 104Wholesale & Retail Trade 20Health Care & Social Assistance 22Other 21Total 1,056 Layoff rate is the number of layoffs as a percent of total employment.Note: Some employers did not specify which occupations.

Q1 2016Layoff Rate

Total Layoffs

3.9% 1374.4% 1170.6% 573.0% 532.3% 580.2% 281.2% 360.3% 510.1% 350.1% 120.9% 584

Layoff rate is the number of layoffs as a percent of total employment.

Q1 2017Q1 2016Layoff Rate

3.0%2.9%1.3%1.3%1.2%0.6%0.6%0.3%0.1%0.1%0.5%

Q1 2017


19 EMPLOYER SURVEY

Sixty-eight per cent of the employers had 1,245 vacant positions that needed to be filled.Overall, 68 per cent of the employers reported they had vacant positions that needed to be filled at the time of their survey, up from 53 per cent in the first quarter of 2016. All the ‘other’ employers and 86 per cent of the wholesale and retail trade employers had vacant positions, compared to half of the construction employers and 40 per cent of the manufacturing employers.

While there were more employers reporting they had vacant positions in Q1 2017, the overall vacancy rate was unchanged year-over-year. Overall, employers reported they had 1,245 vacancies that needed to be filled at the time of their survey, resulting in an overall vacancy rate of 1.1 per cent. Vacancy rates ranged from a high of 2.6 per cent in the construction industry to a low of 0.4 per cent in the health care and social assistance industry. Additional details on vacant positions can be found in Appendix B.

Number of Vacant Positions and Vacancy Rates

Comments

‣ “We are always recruiting for experienced servers, hostesses, bartenders, managers, cooks and chefs.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have at least 80 positions open. I'm actively hiring for landscapers. We also have a few foreman and crew leader positions available.” - Construction

‣ “We are continuously hiring into our Management Trainee program. We aim to add two to four employees monthly.” - Finance, Insurance, Real Estate & Leasing

40%$50%$55%$60%$60%$

70%$75%$80%$

86%$100%$

68%$

0%$ 20%$ 40%$ 60%$ 80%$ 100%$

Manufacturing$Construc8on$

Accomm.$&$Food/Arts$&$Ent.$Fin.,$Insur.,$Real$Est.$&$Leasing$Professional,$Scien8fic$&$Tech.$

Mining$&$Oil$&$Gas$Transporta8on$&$Warehousing$Health$Care$&$Social$Assistance$

Wholesale$&$Retail$Trade$Other$Overall$

Percentage)of)companies)with)vacant)posi3ons)that)needed)to)be)filled)at)3me)of)survey)

Q1$2017$ Q1$2016$

Industry # of Vacant Positions

Total Employees

Vacancy Rate

# of Vacant Positions

Total Employees

Vacancy Rate

Construction 20 6,326 0.3% 122 4,600 2.6%Other 526 25,406 2.0% 448 19,082 2.3%Transportation & Warehousing 14 9,020 0.2% 119 5,911 2.0%Accommodation & Food Services/Arts & Entertainment 75 4,427 1.7% 80 4,480 1.8%Finance, Insurance, Real Estate & Leasing 47 4,819 1.0% 68 4,320 1.5%Mining & Oil & Gas 115 12,503 0.9% 64 4,794 1.3%Manufacturing 19 3,234 0.6% 37 4,128 0.9%Professional, Scientific & Technical Services 44 4,880 0.9% 35 4,077 0.9%Wholesale & Retail Trade 88 7,298 1.2% 111 17,608 0.6%Health Care & Social Assistance 402 43,425 0.9% 161 43,670 0.4%Total 1,350 121,338 1.1% 1,245 112,670 1.1%Vacancy rate is the number of vacant positions divided by all positions (vacant and occupied)

Q1 2016 Q1 2017


20 EMPLOYER SURVEY

‣ “We are always recruiting for management positions.” - Health Care & Social Assistance

‣ “We are looking for seven permanent positions and three casual positions.” - Health Care & Social Assistance

‣ “We are looking for about three automation designers and automation engineers.” - Mining & Oil & Gas

‣ “We just made offers to four people.” - Mining & Oil & Gas

‣ “We are in the process of filling eight conservation positions that are closing this Sunday. We also have one position that just closed last week, so we are interviewing in facilities right now.” - Other

‣ “I have at least 10 open positions at any given time.” - Other

‣ “We have an assistant registrar position open, but we have already short listed candidates and are interviewing soon.” - Other

‣ “We're always looking for architects but there are no absolute openings we're actively recruiting for.” - Professional, Scientific & Technical Services

‣ “Not in Calgary, but we are hiring in Fort McMurray.” - Professional, Scientific & Technical Services

‣ “We're always looking for qualified drivers.” - Transportation & Warehousing

‣ “I have an administrator role out in the market right now.” - Transportation & Warehousing

‣ “We are always accepting resumes on our website.” - Transportation & Warehousing

‣ “I would say about six positions. We have had some resignations following our downsizing.” - Wholesale & Retail Trade

‣ “We have 34 positions open.” - Wholesale & Retail Trade

‣ “We are hiring for 18 positions right now.” - Wholesale & Retail Trade

On balance, 23 per cent of the employers anticipate employment in their company will increase over the next three months.Once any current vacant positions are filled, 27 per cent of the employers anticipate employment in their company will increase over the next three months, 4 per cent anticipate employment will decrease, and 69 per cent anticipate employment will stay about the same, for a positive balance of 23 per

2%#

23%#

%20%#

%10%#

0%#

10%#

20%#

30%#

Q1#2016# Q1#2017#

Do#you#an(cipate#employment#will#increase,##decrease#or#stay#the#same#in#the#next#3#months?#

Increase# Decrease# Balance#


21 EMPLOYER SURVEY

cent.17 This is significantly more positive compared to the Q1 2016 results when only 2 per cent of the employers on balance anticipated employment would increase.

Construction employers are the most positive about future employment levels, with 45 per cent on balance anticipating an increase in employment in the three months following their survey, compared to 10 per cent anticipating a decrease in employment when surveyed in Q1 2016. In addition, 35 per cent of the health care and social assistance and ‘other’ employers anticipate employment will increase. Mining and oil and gas employers are much more optimistic about future employment in Q1 2017, with 20 per cent on balance anticipating an employment increase, compared to 30 per cent anticipating an employment decrease when surveyed the previous year. Future EmploymentPercentage of companies that anticipated an increase or decrease in total employment in the 3 months following their survey

Increase Decrease Balance Increase Decrease BalanceOverall Results 18% 16% 2% 27% 4% 23%

Results by IndustryMining & Oil & Gas 10% 40% -30% 25% 5% 20%Construction 15% 25% -10% 45% 0% 45%Manufacturing 15% 20% -5% 30% 5% 25%Wholesale & Retail Trade 20% 10% 10% 10% 5% 5%Transportation & Warehousing 25% 10% 15% 35% 10% 25%Professional, Scientific & Technical Services 20% 15% 5% 15% 5% 10%Health Care & Social Assistance 15% 0% 15% 35% 0% 35%Accommodation & Food Services/Arts & Entertainment 15% 25% -10% 25% 5% 20%Finance, Insurance, Real Estate & Leasing 15% 10% 5% 20% 5% 15%Other 25% 5% 20% 35% 0% 35%

Q1 2016 Q1 2017

Overall, in the three months following their survey, employers anticipate employment will increase by 1,787 and decrease by 183, for a net employment increase of 1,604 people. Accommodation and food services/arts and entertainment and construction employers anticipate a net employment increase of over 400 people each. Employers in the professional, scientific and technical services and wholesale and retail trade industries anticipate a slight employment decrease. Additional details on anticipated changes in employment can be found in Appendix B.


17 Percentage of employers that anticipate employment in their company will increase in the next three months minus the percentage of employers that anticipate employment will decrease.

22 EMPLOYER SURVEY

Comments‣ “We are under a hiring freeze.” - Accommodation & Food Services/Arts & Entertainment

‣ “There will be a little bit of decreasing, not many maybe five employees.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will be increasing due to summer hiring.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will definitely increase because the summer is around the corner. We will increase by about 40 people.” - Construction

‣ “We may increase by another 20 landscapers, depending on how successful our season is.” - Construction

‣ “In Calgary in the next three to four months we will have 45 to 50 new staff.” - Finance, Insurance, Real Estate & Leasing

‣ “It's fluid in a sense. People leave and we have to replace them as long as we still have funding. In this kind of business it's not easy to plan ahead.” - Health Care & Social Assistance

‣ “We will stay the same for the next three months, but in the longer term for 2017 we will grow.” - Manufacturing

‣ “We have number of employees falling off and we will be bringing on a new group. That's the nature of the business, when the term is done for the project staff and we require operations staff.” - Mining & Oil & Gas

‣ “There will be a slight increase by about six roles.” - Mining & Oil & Gas

‣ “In the Calgary area I expect another 5 to 10 employees.” - Mining & Oil & Gas

‣ “We are very seasonally and program driven. With the economic situation some of our programs have decreased. People are being laid off so we don't have money for additional programs.” - Other

Industry Increase #

Decrease # Net #

Accommodation & Food Services/Arts & Entertainment 487 5 482Construction 419 0 419Other 380 0 380Transportation & Warehousing 299 7 292Health Care & Social Assistance 67 0 67Finance, Insurance, Real Estate & Leasing 55 10 45Mining & Oil & Gas 23 1 22Manufacturing 28 10 18Professional, Scientific & Technical Services 14 50 -36Wholesale & Retail Trade 15 100 -85Total 1,787 183 1,604

Anticipated change in employment over the next three months


23 EMPLOYER SURVEY

‣ “There will be an increase of up to 200 camp staff.” - Other

‣ “We are going to be recruiting soon, as this is our busy season for hiring with most positions having an August start. We are currently looking at three to four new academic positions.” - Other

‣ “We will layoff an additional 50 software engineers and designers. These layoffs are not market known yet.” - Professional, Scientific & Technical Services

‣ “I expect we will keep a steady constant hiring pace.” - Transportation & Warehousing

‣ “I think we will decrease by about five or six people.” - Transportation & Warehousing

‣ “I'm hoping to find at least 10 good drivers.” - Transportation & Warehousing

‣ “We are always looking for warehouse staff, but especially at this time to get a head start on hiring leading into our summer season.” - Transportation & Warehousing

‣ “We are coming into our busy season, so we will hire back all of our field staff.” - Transportation & Warehousing

‣ “We are constantly recruiting, so it's hard to say if our total employment will increase because we have hired more people or decrease because we have lost people to turnover.” - Wholesale & Retail Trade

Recruitment MethodsCareer and classified websites was the most successful recruitment method over the last 12 months.Organizations use a variety of methods to recruit workers. Employers were asked to specify the recruitment method that was the most successful over the last 12 months. Career and classified websites was the most successful, reported by one-third of the employers, followed by company website/internal postings (20 per cent),word of mouth/employee referrals (19 per cent) and social media (9 per cent).

Comments‣ “We don't do a lot of outside advertising or

anything like that. We do have a small job fair that we take into the community. However, typically most students know golf courses hire during the summer months and so resumes come to us without us doing much work on recruiting.” - Accommodation & Food Services/Arts & Entertainment

‣ “We put ads on Kijiji.” - Accommodation & Food Services/Arts & Entertainment

5%#1%#1%#2%#2%#2%#2%#2%#

9%#19%#20%#

33%#

0%# 10%# 20%# 30%# 40%#

Did#not#hire#in#past#12#months#Signage#

Employment#agencies#Other#

Job#fairs#Industry#associaCons#

Rehires#WalkGins/unsolicited#resumes#

Social#media#Word#of#mouth/employees#referrals#Company#website/internal#posCngs#

Career#and#classified#websites#

Most%successful%recruitment%method%over%the%last%12%months%


24 EMPLOYER SURVEY

‣ “We only recruit online. Our website posts automatically go to Indeed and Monster.” - Accommodation & Food Services/Arts & Entertainment

‣ “We put ads in the local paper and a lot come back every year.” - Accommodation & Food Services/Arts & Entertainment

‣ “We use employee referral.” - Construction

‣ “I don't know if we have much in terms of recruitment strategies. There's not a lot of hiring going on. There's a good pool of people looking for work. We use LinkedIn and our website, but I think brand recognition is what brings them in.” - Construction

‣ “We post on our company website and with employment agencies.” - Construction

‣ “Word of mouth from employees and LinkedIn are the most useful.” - Finance, Insurance, Real Estate & Leasing

‣ “I would say referrals from internal employees.” - Finance, Insurance, Real Estate & Leasing

‣ “I would say Indeed has been one of the most successful. It's not where we post, but it's how applicants are finding us.” - Finance, Insurance, Real Estate & Leasing

‣ “We utilize agencies and headhunters.” - Finance, Insurance, Real Estate & Leasing

‣ “We recruit at career fairs.” - Health Care & Social Assistance

‣ “We recruit online through our local not for profit networks.” - Health Care & Social Assistance

‣ “We use a third party applicant track system that allows our applicants to apply online only. All online applications feed into that applicant tracking system where our staffing coordinators find those applications and record hiring activities there.” - Health Care & Social Assistance

‣ “I would say it's social media. We use LinkedIn a lot. Our website brings in a lot of people, or they are referred through Indeed. We don't use any newspaper ads or anything like that and we don't take walk-ins.” - Manufacturing

‣ “We only use the Government of Canada's Job Bank advertising. If that stops giving us results, then we will have to look for something else.” - Manufacturing

‣ “We are basically going back to people we've had employed with us in the past. We are really just pulling from our prior pool. We've only started filling roles in the last two to three months.” - Mining & Oil & Gas

‣ “We use Facebook for recruitment.” - Mining & Oil & Gas

‣ “LinkedIn is the most useful.” - Mining & Oil & Gas

‣ “We did a job fair in September that was very successful. We had an overwhelming amount of people show up.” - Other


25 EMPLOYER SURVEY

‣ “It really depends because we have different types of positions. For the higher education jobs and the faculty positions, it's the Calgary Arts Development job posting site, Academic Careers, LinkedIn, College Art Association, Akimbo, and Academica. For our staff positions, I would say LinkedIn.” - Other

‣ “That's a good question. Our recruitment strategies have remained the same for a period of time. We are one of Alberta's Top Employers, so people look at that and choose to come here. Our greatest recruitment strategy is our reputation in the community. That has been a very intentional strategy of ours for at least the last three years, to be one of Alberta's Top Employers.” - Other

‣ “With us being a municipality, I would say the AUMA (Alberta Urban Municipalities Association).” - Other

‣ “We've worked with an agency lately bringing some contract technical people in.” - Professional, Scientific & Technical Services

‣ “We are just hiring people back that we've let go. We phone them and ask them if they'd like their job back. We are just rehiring former employees.” - Professional, Scientific & Technical Services

‣ “Our print ads get the most attention from prospective candidates.” - Transportation & Warehousing

‣ “We have done the youth job fair in Calgary for the last four years and that's been very successful. We also have a full HR team in our head office in Toronto. They are a pretty valuable resource.” - Transportation & Warehousing

‣ “Most of our field staff have been with the company for 20 or 30 years, so most of our seasonal positions are filled by people we had employed with us last season.” - Transportation & Warehousing

‣ “It's difficult when you're in the aviation industry because you're limited in some ways. In our industry, referrals are important. After that I would probably say just the industry itself because we post through industry sites and will go to other aviation companies for recruiting.” - Transportation & Warehousing

‣ “We go to hiring fairs.” - Wholesale & Retail Trade

‣ “Typically it's just posting on the mall websites. If no one else is hiring but one store, applicants will apply.” - Wholesale & Retail Trade

‣ “Basically for us it's hiring people back. As the economy picks up, we recall the staff that was laid off. We hire them back first because they already know the position.” - Wholesale & Retail Trade

‣ “For us it's really been walking the malls and networking.” - Wholesale & Retail Trade


26 EMPLOYER SURVEY

Recruiting DifficultiesTwenty-seven per cent of the employers reported having difficulty recruiting qualified employees.Overall, 27 per cent of the employers said they had difficulty recruiting qualified employees in the 12 months prior to their survey, similar to the previous year when 26 per cent reported they had difficulty. Forty-five per cent of the construction employers had difficulty recruiting qualified employees, compared to only 5 per cent of the mining and oil and gas employers.

The 55 employers that reported having difficulty recruiting were also asked to specify the occupations that were the most difficult to fill. The top four mentioned occupations were information systems analysts and consultants, cooks, managers in health care and truck drivers.

Comments‣ “The most difficult occupations to fill are registered massage therapists, information technology and

web design, and entry level room attendants. We have about 200 housekeeping positions, so it's always quite hard to find 200 people to fill them.” - Accommodation & Food Services/Arts & Entertainment

5%#20%#20%#

25%#25%#25%#

35%#35%#

38%#45%#

27%#

0%# 10%# 20%# 30%# 40%# 50%#

Mining#&#Oil#&#Gas#Professional,#Scien=fic#&#Tech.#

Other#Manufacturing#

Accomm.#&#Food/Arts#&#Ent.#Fin.,#Insur.,#Real#Est.#&#Leasing#Transporta=on#&#Warehousing#Health#Care#&#Social#Assistance#

Wholesale#&#Retail#Trade#Construc=on#

Overall#

Percentage)of)companies)that)had)difficulty)recrui6ng)in)the)12)months)prior)to)survey)

Q1#2017# Q1#2016#

NOC Code Occupation Employers %

2171 Information systems analysts and consultants 7%6322 Cooks 7%311 Managers in health care 5%

7511 Truck drivers 5%111 Financial managers 4%911 Manufacturing managers 4%

2241 Electrical and electronics engineering technologists and technicians 4%4212 Community and social service workers 4%6221 Technical sales specialists - wholesale trade 4%6421 Retail salespersons 4%6731 Light duty cleaners 4%7315 Aircraft mechanics and aircraft inspectors 4%7321 Automotive service technicians, truck and bus mechanics and mechanical repairers4%7521 Heavy equipment operators (except crane) 4%

Note: 55 employers reported having difficulty recruiting qualified employees. Note: Some employers did not specify which occupations.Only occupations with 4% or more shown in the table.

What occupations have been the most difficult to fill?


27 EMPLOYER SURVEY

‣ “Our culinary positions such as cooks and chefs are difficult to fill.” - Accommodation & Food Services/Arts & Entertainment

‣ “For certain skills yes. Right now we're having a hard time finding a salesperson with the specific sales experience for our business. We struggle to find labourers with the level of technical ability the job requires. It's also difficult to find good mechanics who know how to do everything in the shop.” - Construction

‣ “Absolutely even with the landscapers. Foremen are almost impossible to find and lead hands are hard too.” - Construction

‣ “It can be hard to find enough summer equipment operators.” - Construction

‣ “Yes, we have difficulty with some of our IT roles.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, depending on the position. Management roles are difficult to fill.” - Finance, Insurance, Real Estate & Leasing

‣ “Our front line staff supporting individuals with developmental disabilities.” - Health Care & Social Assistance

‣ “Yes, with our senior executive level positions.” - Health Care & Social Assistance

‣ “We are always looking for casual cooks. One of the challenging aspects of recruitment for us is that many of our staff members and the applicants interested in applying for positions want a full-time job. It is particularly difficult to get cooks on board with the kind of open availability we require from our casual staff.” - Health Care & Social Assistance

‣ “Yes, with our upper level executive and management level positions.” - Health Care & Social Assistance

‣ “We do research here, so it's mostly in that area with scientists.” - Manufacturing

‣ “That depends on the position, but yes. It can be hard to find designers.” - Manufacturing

‣ “For sure there can be difficulty more in mechanical assembly soldering.” - Manufacturing

‣ “Only in certain professions. It has not been as bad as it has been before. In Calgary we have the most challenges finding interior designers with the experience for senior level positions.” - Professional, Scientific & Technical Services

‣ “Yes, in some cases such as with senior technical roles.” - Professional, Scientific & Technical Services

‣ “The technical, skilled roles are difficult to recruit for.” - Transportation & Warehousing

‣ “We have the opposite problem, where we're getting too many applicants who are overqualified.” - Transportation & Warehousing


28 EMPLOYER SURVEY

‣ “That depends on the position, but certainly the ones that require specific licensing are difficult to recruit.”- Transportation & Warehousing

‣ “Yes, depending on the position. It is difficult to find people in sales.” - Wholesale & Retail Trade

Employers have responded to the difficulty finding qualified employees in a variety of ways.Of the 55 employers that reported having difficulty recruiting qualified employees, 87 per cent increased recruiting efforts, 69 per cent did not fill the job opening, 45 per cent hired contingent workers and 45 per cent increased the workload for current workers.

Comments‣ “We just took our time and interviewed more people than we normally would. We made it work. Last

year there was more training in general, especially with managers.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have started working with post-secondary education institutions and I'm attending their job fairs. We go to the local job resource centre to have job fairs with them. We have partnered with other companies in the hospitality industry and with the lobby association to work with Morley, the nearby First Nations reserve, on a ready for work training program. We are making sure our job advertisements are posted as often and regularly as we can. We review our employer branding to

Response to hiring difficulties Employers %

Increased recruiting efforts 87%Did not fill the job opening 69%Hired contingent workers, including temps, contractors and freelancers 45%Increased workload for current workers 45%Increased investment in training provided by in-house staff 42%Redeployed employees to new roles where their skills were more needed 33%Hired a less qualified applicant 27%Targeted underutilized or new talent pools, such as mature workers* 27%Increased investment in training provided by a third-party 20%Redesigned the job to change the required skills 18%Increased wages/benefits to attract more applicants 15%Partnered with educational institutions to ensure programs develop candidates with the right skills13%Applied for/hired temporary foreign workers 7%Outsourced the work 7%Applied for a Canada-Alberta Job Grant 5%Implemented an employee referral program 4%Partnered with other local businesses in the industry 2%Partnered with other organizations, such as lobby association 2%Started actively hiring out of province 2%Nothing 2%Note: 55 employers reported having difficulty recruiting qualified employees.* Mature workers, stay at home parents, persons with disabilities, Aboriginal peoples, etc.

How has your company responded to the difficulty recruiting qualified employees?


29 EMPLOYER SURVEY

make ourselves more attractive. We applied for LMIAs that were approved in December. We have a new kind of training process. Our new staff orientation program will relaunch in the next few weeks, which represents a big investment in our seasonal entry level employees. We have a couple of employees going through Canada Job Grant sponsorship to take more post-secondary courses.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have been expending our advertising efforts and increasing our hourly wages.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are lowering the work experience required for the job.” - Accommodation & Food Services/Arts & Entertainment

‣ “We just give more hours to our current employees when we cannot find qualified people. It's almost impossible to get temporary foreign workers, so there's no point in applying anymore.” - Accommodation & Food Services/Arts & Entertainment

‣ “We hire mostly landscapers. I would say 99% of them we hire with no experience because there's none out there with qualifications.” - Construction

‣ “We were trying to bring in people through the foreign worker program, but due to the bureaucracy and red tape we've had to stop bringing them back.” - Construction

‣ “In some cases we've brought people in for a little bit of contract work. We are just looking at reorganization of tasks and shuffling of work with the employees we do have. We have budgetary restrictions, so any training would be online training.” - Finance, Insurance, Real Estate & Leasing

‣ “We have increased recruiting efforts, hired contingent workers to handle workloads, utilized staffing agencies, and relied on staff augmentation where possible.” - Finance, Insurance, Real Estate & Leasing

‣ “We implemented a New Grad Program.” - Finance, Insurance, Real Estate & Leasing

‣ “We've made new some relationships with post-secondary institutions. We do have company training that may prepare some people who were less qualified.” - Health Care & Social Assistance

‣ “I think at one time we had the warm body approach, where we would hire anyone who was moderately qualified. Now we're doing a more discerning hiring process. We have added bonus plan incentives to get better qualified people. We have also adjusted base wages to source a better level of candidates.” - Health Care & Social Assistance

‣ “We have a partnership with Bow Valley College.” - Health Care & Social Assistance

‣ “We've been flexible in where and how we find people. We look at our other sites to see who would be interested in taking extra shifts at another facility. [...] We do invest in internal training, however we are constrained by our budget funding that we receive from the Alberta government because we are in long term care.” - Health Care & Social Assistance


30 EMPLOYER SURVEY

‣ “We just throw the net father. We partner with search firms and we have a very generous employee referral program.” - Manufacturing

‣ “To be honest we just extend the recruitment process and wait for the right individual. In some cases we slightly modify the position and settle for someone, then adjust the pay accordingly.” - Manufacturing

‣ “We just try to use the Job Grant from the Government of Alberta. We would also try for other training grants if they become available.” - Manufacturing

‣ “During the economic downturn we lost a lot of long term employees. Many of them were reluctant to come back to work for us in this unstable economy. We laid off them off and then they found jobs at home if they could. Nobody wanted to hire oilfield workers because they thought they would just leave when oil prices went up. Actually many haven't returned to the rigs because they wanted jobs with stability to make sure their children and mortgages were paid for.” - Mining & Oil & Gas

‣ “I would say that our advertising that has gone out recently has been reworded to look for qualified applicants with a clean driving abstract. We have been receiving a lot of demerit applications, which makes recruiting an ongoing struggle.” - Transportation & Warehousing

‣ “We're developing a new driver training program.” - Transportation & Warehousing

‣ “The only new thing is that we put an ad on the billboard out front that we're hiring a licensed technician. I would not say that was successful because we're still looking.” - Wholesale & Retail Trade

‣ “We write our ads very specifically with code words. If people don't respond according to the ad, then we don't even talk to them. It's like applicants don't read or maybe there's an auto responder on job sites where resumes are sent to us. If they don't have the language of what we're asking for, we just don't respond to them.” - Wholesale & Retail Trade

‣ “We had to relocate people from other parts of Canada.” - Wholesale & Retail Trade

‣ “We try different strategies when hiring. For example, we're looking for an assistant manager but have been unable to find the caliber or quality we're looking for through conventional means. We have now posted for a store manager to see if we get a higher caliber of candidate come in. We would assign them a lower role upon hiring. This gives us a bigger pool to work with.” - Wholesale & Retail Trade


31 EMPLOYER SURVEY

On balance, 1 per cent of the employers anticipate they will have less difficulty recruiting qualified employees over the next 12 months.Eight per cent of the employers anticipate they will have more difficulty recruiting qualified employees in the 12 months following their survey, 9 per cent anticipate they will have less difficulty and 83 per cent anticipate they will have about the same difficulty, for a balance of 1 per cent anticipating they will have less difficulty.18 In Q1 2016, 27 per cent of the employers on balance anticipated they would have less difficulty recruiting qualified employees.

On balance, 15 per cent of the employers in the ‘other’ industry and 10 per cent of the employers in the transportation and warehousing industry anticipate they will have less difficulty recruiting in the next 12 months. On the other hand, 15 per cent of the manufacturing employers and 10 per cent of the wholesale and retail trade employers anticipate they will have more difficulty recruiting over the next year. Future Recruiting DifficultiesPercentage of companies that anticipated having more or less difficulty recruiting qualified employees in the 12 months following their survey

More Less Balance More Less BalanceOverall Results 3% 30% -27% 8% 9% -1%

Results by IndustryMining & Oil & Gas 0% 15% -15% 10% 5% 5%Construction 5% 45% -40% 5% 10% -5%Manufacturing 0% 30% -30% 25% 10% 15%Wholesale & Retail Trade 0% 35% -35% 14% 5% 10%Transportation & Warehousing 0% 15% -15% 5% 15% -10%Professional, Scientific & Technical Services 0% 30% -30% 15% 10% 5%Health Care & Social Assistance 10% 25% -15% 0% 5% -5%Accommodation & Food Services/Arts & Entertainment 10% 25% -15% 5% 10% -5%Finance, Insurance, Real Estate & Leasing 0% 30% -30% 0% 5% -5%Other 0% 45% -45% 0% 15% -15%

Q1 2016 Q1 2017

Comments‣ “The same, unless the oil companies start hiring again.” - Accommodation & Food Services/Arts &

Entertainment

‣ “Less because I have applications like you would not believe coming everyday to my email.” - Construction

‣ “It's never going to change because those skills are hard to find.” - Construction

!27%%

!1%%

!40%%

!30%%

!20%%

!10%%

0%%

10%%

Q1%2016% Q1%2017%

Do#you#an(cipate#having#more,#less#or#the#same#difficulty#recrui(ng#qualified#employees#in#the#

next#12#months?#More% Less% Balance%


18 Percentage of employers that anticipate having more difficulty recruiting qualified employees in the 12 months following their survey minus the percentage of employers that anticipate having less difficulty.

32 EMPLOYER SURVEY

‣ “It's too soon to tell. To be honest, most of our landscapers have no experience in the field so they will decide quickly it's not for them or it's too hard for them. I'm hoping I'm going to get better choice this year, but I'm still not getting qualified candidates. Our start date is next week for our busy season, so time will tell.” - Construction

‣ “More because with the Keystone project approved, US jobs will pick up. As a manufacturing company, we are always competing with the larger oil and gas firms for employees.” - Manufacturing

‣ “Less because we can rehire people who previously worked here.” - Mining & Oil & Gas

‣ “We will continue to have challenges with specialized skilled positions.” - Professional, Scientific & Technical Services

‣ “I expect more difficulty as the market picks up.” - Professional, Scientific & Technical Services

‣ “We haven't encountered difficulties hiring in the past year. So far in 2017 we have received even more flow of resumes coming in when we post a job, so if anything I would say it's getting easier to hire people.” - Transportation & Warehousing

‣ “It's just consistent and ongoing. We never stop recruiting.” - Wholesale & Retail Trade

‣ “It seems like difficulty recruiting will be the same, which is bizarre to me given the increasing unemployment rate.” - Wholesale & Retail Trade

Employee TurnoverEighty-five per cent of the employers reported employees had voluntarily left their company in the prior year.Overall, 85 per cent of the employers reported employees had left their company in the 12 months prior to their survey as a result of voluntary turnover,19 unchanged from the previous year’s results.

Ninety-five per cent of the transportation and warehousing employers said employees had voluntarily left in the prior year, compared to 70 per cent of the finance, insurance, real estate and leasing employers.

70%$80%$80%$85%$85%$85%$90%$90%$90%$95%$

85%$

0%$ 20%$ 40%$ 60%$ 80%$ 100%$

Fin.,$Insur.,$Real$Est.$&$Leasing$Other$

ConstrucCon$Health$Care$&$Social$Assistance$

Manufacturing$Professional,$ScienCfic$&$Tech.$

Mining$&$Oil$&$Gas$Accomm.$&$Food/Arts$&$Ent.$

Wholesale$&$Retail$Trade$TransportaCon$&$Warehousing$

Overall$

Percentage)of)companies)with)voluntary)turnover)in)the)12)months)prior)to)survey)

Q1$2017$ Q1$2016$


19 Initiated by the employee, not including retirement or maternity leave.

33 EMPLOYER SURVEY

Overall, the turnover rate was 4.9 per cent.Employers reported approximately 5,552 employees left their companies in the 12 months prior to their survey as a result of voluntary turnover. This equates to a turnover rate20 of 4.9 per cent, up from 3.1 per cent in Q1 2016.

The accommodation and food services/arts and entertainment industry had the highest turnover rate on average at 24.4 per cent, up significantly from 9.2 per cent the previous year. The transportation and warehousing industry had the next highest turnover rate at 12.4 per cent, up from 1.5 per cent in Q1 2016. In contrast, the finance, insurance, real estate and leasing and construction industries had the lowest average employee turnover rates in the first quarter of 2017 at 1.5 per cent.

Employers were also asked to specify the occupations that experienced the most voluntary turnover. Community and social service workers (7 per cent) and food and beverage servers (6 per cent) were the top occupations mentioned by employers.

1.5%%1.5%%2.1%%2.6%%3.1%%

4.6%%5.0%%

6.5%%12.4%%

24.4%%4.9%%

0.0%% 5.0%% 10.0%% 15.0%% 20.0%% 25.0%%

Construc4on%Fin.,%Insur.,%Real%Est.%&%Leasing%

Mining%&%Oil%&%Gas%Health%Care%&%Social%Assistance%

Manufacturing%Other%

Professional,%Scien4fic%&%Tech.%Wholesale%&%Retail%Trade%

Transporta4on%&%Warehousing%Accomm.%&%Food/Arts%&%Ent.%

Overall%

Employee(turnover(rates(Q1%2017% Q1%2016%

NOC Code Occupation Employers %

4212 Community and social service workers 7%6513 Food and beverage servers 6%7511 Truck drivers 4%5254 Program leaders and instructors in recreation, sport and fitness 4%6421 Retail salespersons 4%6731 Light duty cleaners 4%7611 Construction trades helpers and labourers 4%1221 Administrative officers 3%1411 General office support workers 3%8412 Oil and gas well drilling workers and services operators 3%1521 Shippers and receivers 2%3012 Registered nurses 2%3413 Nurse aides, orderlies and patient service associates 2%6221 Technical sales specialists - wholesale trade 2%6411 Sales representatives - wholesale trade (non-technical) 2%6525 Hotel front desk clerks 2%6711 Food counter attendants, kitchen helpers and related occupations 2%7241 Electricians (except industrial and power system) 2%8612 Landscaping and grounds maintenance labourers 2%9436 Lumber graders and other wood processing inspectors and graders 2%

Only occupations with a response of 2 per cent or more are shown in the table.

What occupations have experienced the most voluntary turnover?

Note: 171 employers reported employees had left their company in the previous 12 months as a result of voluntary turnover. Some employers did not specify which occupations.


20 Total turnover divided by total employees.

34 EMPLOYER SURVEY

Comments‣ “Yes absolutely we have turnover. We have so many young people here. They come and go like

flies.” - Accommodation & Food Services/Arts & Entertainment

‣ “The majority of our turnover is with our hourly staff.” - Accommodation & Food Services/Arts & Entertainment

‣ “I believe we're sitting at about 13% voluntary turnover. Turnover happens with our hourly employees.” - Accommodation & Food Services/Arts & Entertainment

‣ “Our turnover rate is approximately 78%. The most turnover occurs with housekeeping and dishwashing positions.” - Accommodation & Food Services/Arts & Entertainment

‣ “I'm going to say about 10 to 15 people left voluntarily. The greatest turnover would be with our banquet servers.” - Accommodation & Food Services/Arts & Entertainment

‣ “Our turnover is pretty high at maybe 50%. The most turnover happens with the front desk staff.” - Accommodation & Food Services/Arts & Entertainment

‣ “Our voluntary turnover rate is 8% overall for the company.” - Construction

‣ “Honestly, in terms of turnover, there are too many leaving to count sometimes.” - Construction

‣ “I would say about 15 have left voluntarily, mostly in accounting.” - Finance, Insurance, Real Estate & Leasing

‣ “I would say we have lost 5 or 6 people in entry level customer service and administration roles.” - Finance, Insurance, Real Estate & Leasing

‣ “We've had over 10 leave, mainly senior accountants.” - Finance, Insurance, Real Estate & Leasing

‣ “Our turnover rate for last year was 18%, most of which was with the front line positions supporting individuals with developmental disabilities.” - Health Care & Social Assistance

‣ “Yes, we lost about 10 in front line positions.” - Health Care & Social Assistance

‣ “The occupations experiencing the most voluntary turnover are clerical, nursing and professional or technical.” - Health Care & Social Assistance

‣ “We have several areas of high turnover. I would suggest that the highest turnover is with our health care aides and nurses but also in food services. This is keeping in mind that the majority of the time we are hiring casual. When they come on board they are still looking to find a full time role elsewhere and they leave when they do.” - Health Care & Social Assistance

‣ “Our turnover is about 17%, mainly casual and relief staff.” - Health Care & Social Assistance

‣ “Our turnover is very low. For 2016 our voluntary turnover was 3% company wide.” - Manufacturing

‣ “Less than 10 have left, mainly in warehouse and production.” - Manufacturing

‣ “About 15 of our production staff and general labourers have left.” - Manufacturing


35 EMPLOYER SURVEY

‣ “Our entry level production roles experience the most turnover.” - Manufacturing

‣ “I would say voluntary turnover would be 1.75%. We have more turnover with the field operators and power engineers, but that is also our biggest category of labour.” - Mining & Oil & Gas

‣ “Only 3 individuals have left in the past 12 months.” - Mining & Oil & Gas

‣ “Our turnover would be no more than 5%.” - Mining & Oil & Gas

‣ “Our overall turnover is less than 1%.” - Mining & Oil & Gas

‣ “Our turnover rate is around 8%. The most turnover probably occurs with our our camp staff and lifeguards.” - Other

‣ “We have turnover in different categories: the staff union, the faculty union, and the exempt management. Our turnover has been 5% in the last quarter because the public sector employees are frustrated by no increase in salary. Turnover has been about 2% in the other categories because they're still receiving regular salary increases.” - Other

‣ “We lost about 85 people in 2016, mostly instructors.” - Other

‣ “Our voluntary turnover for 2016 was 36% and that's a combination of avoidable and unavoidable turnover.” - Other

‣ “Turnover occurs with our non-managerial roles.” - Other

‣ “I would say we saw turnover in between 15 to 20 senior roles.” - Professional, Scientific & Technical Services

‣ “We see the most voluntary turnover with technical roles such as software developers.” - Professional, Scientific & Technical Services

‣ “For voluntary turnover, five left to do various things including open their own businesses.” - Professional, Scientific & Technical Services

‣ “We have had about 20 leave from quite a mix of occupations actually. It's spread out between disciplines, but I guess more on the architectural side but there's a higher bulk of population in that area.” - Professional, Scientific & Technical Services

‣ “Our turnover is about 10% and occurs the most with intermediate level positions.” - Professional, Scientific & Technical Services

‣ “Our turnover rate is about 26%.” - Transportation & Warehousing

‣ “We lost about 15 to 20, mostly entry level employees.” - Transportation & Warehousing

‣ “Students do leave, but with our full time warehouse staff they don't leave unless it's for retirement.” - Transportation & Warehousing

‣ “We have a large driver turnover of about 80%.” - Transportation & Warehousing


36 EMPLOYER SURVEY

‣ “I'm guessing in the last 12 months we've probably had 15 or 20 people that have quit their various positions. We are a sales force so they tend to not stay too long unless we get good people. I must say we're getting more into longevity with employees now though.” - Wholesale & Retail Trade

‣ “Our turnover rate is about 4% at our retail level.” - Wholesale & Retail Trade

‣ “For 2016 our voluntary turnover was 434 employees, mainly part timers.” - Wholesale & Retail Trade

On balance, employers anticipate employee turnover will be about the same over the next year.Ten per cent of the employers anticipate voluntary employee turnover will be higher in the 12 months following their survey and 10 per cent anticipate it will be lower, for a neutral balance of opinion.21 In Q1 2016, 12 per cent of the employers on balance anticipated turnover would be lower in the year following their survey.

Forty-five per cent of the mining and oil and gas employers and 10 per cent of the manufacturing employers anticipate employee turnover in their companies will be higher in the next year. The employers in the remaining industries anticipate turnover will be about the same or lower on balance.Future TurnoverPercentage of companies that anticipated employee turnover would be higher or lower in the 12 months following their survey

Higher Lower Balance Higher Lower BalanceOverall Results 8% 20% -12% 11% 11% 0%

Results by IndustryMining & Oil & Gas 10% 25% -15% 45% 0% 45%Construction 15% 30% -15% 10% 10% 0%Manufacturing 10% 15% -5% 15% 5% 10%Wholesale & Retail Trade 5% 15% -10% 10% 19% -10%Transportation & Warehousing 0% 15% -15% 5% 15% -10%Professional, Scientific & Technical Services 25% 5% 20% 5% 10% -5%Health Care & Social Assistance 5% 25% -20% 0% 10% -10%Accommodation & Food Services/Arts & Entertainment 5% 25% -20% 10% 10% 0%Finance, Insurance, Real Estate & Leasing 0% 15% -15% 5% 15% -10%Other 0% 30% -30% 5% 15% -10%

Q1 2016 Q1 2017

!12%%

0%%

!30%%

!20%%

!10%%

0%%

10%%

20%%

Q1%2016% Q1%2017%

Do#you#an(cipate#employee#turnover#will#be#higher#or#lower#in#the#next#12#months?#

Higher% Lower% Balance%


21 Percentage of employers that anticipated voluntary turnover would be higher in the 12 months following their survey minus the percentage of employers that anticipated voluntary turnover would be lower.

37 EMPLOYER SURVEY

Comments‣ “Turnover may be higher because as a privately owned manufacturing business we can't offer what

pipeline or oil and gas companies can once those jobs open up again.” - Manufacturing

‣ “Higher - they're going to go to other companies that pay more.” - Mining & Oil & Gas

‣ “If the market changes, we will be targeted by competitors who will approach our staff.” - Mining & Oil & Gas

‣ “People are more reluctant to leave their current jobs and come back to the rigs now without a promise of long term employment, even though we will pay them more in the short term.” - Mining & Oil & Gas

‣ “We are concerned that voluntary turnover is going to be higher. There's a two year freeze on public sector salaries, so those in the exempt group may get frustrated by that.” - Other

‣ “Our turnover is fairly consistent year over year.” - Other

Employee RetentionThe top successful retention strategy over the last 12 months was providing a job in the current economic environment.Employers were asked to indicate an employee retention strategy that was the most successful over the last 12 months. Eighteen per cent of the employers said just providing a job in the current economic environment was enough to retain employees, followed by providing learning/growth opportunities (12 per cent), a competitive salary (11 per cent) and company culture (8 per cent). Five per cent of the employers said nothing was successful in retaining employees and 6 per cent were unsure. Comments‣ “The economy keeps people working here.” - Accommodation & Food Services/Arts &

Entertainment

‣ “We are doing performance reviews to see where they're at and to find out what they're looking for from us.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are just investing in colleague training and that has helped retention.” - Accommodation & Food Services/Arts & Entertainment

5%#6%#

1%#2%#2%#2%#2%#2%#3%#3%#4%#5%#5%#6%#

8%#11%#12%#

18%#

0%# 5%# 10%# 15%# 20%#

None#Unsure#Other#

Cash#bonuses#Employee#engagement#

Interes@ng/challenging#work#Onboarding/recruitment#process#Reward#and#recogni@on#programs#

Excellent#communica@on#Flexible#work#measures#

Excellent#management/supervision#Perks#

Posi@ve#work#environment#Compe@@ve#benefits#package#

Company#culture#Compe@@ve#salary#

Learning/growth#opportuni@es#Providing#a#job#in#this#economy#

Most%successful%employee%reten0on%strategy%


38 EMPLOYER SURVEY

‣ “For the sales and management employees, it's our ESOP program (Employee Stock Ownership Program). They can buy into it and it's quite lucrative, so we have very low turnover with senior positions. For our entry level positions, which is our biggest group, we have a very extensive staff benefits package, including discounted movie tickets, ski passes and other recreation offers. This makes us appealing compared to our local competitors.” - Accommodation & Food Services/Arts & Entertainment

‣ “Our biggest retention strategies are employee training, having an employee relations coordinator available, and providing employee housing.” - Accommodation & Food Services/Arts & Entertainment

‣ “People appreciate our learning and development opportunities.” - Construction

‣ “We work with the union, so the benefit of them working in a union.” - Construction

‣ “We offer a great benefits program which really encourages employees to stay. We also offer year round employment in a seasonal industry.” - Construction

‣ “We now offer a seasonal benefits package. I have been doing this for 30 years and other benefit providers do not provide those packages to seasonal staff. Now we have landscapers coming back to us in the spring because they will have benefits. Wages can't go up because our costs are going up and we can't charge any more to our clients. Our biggest retention strategy for any other position is the fact that our company is 53 years old. We have a good name and a good reputation. We are respected in this field.” - Construction

‣ “It's making sure that we're paying employees the correct amount based on industry averages.” - Finance, Insurance, Real Estate & Leasing

‣ “It's probably our new hire orientation and on-boarding process.” - Finance, Insurance, Real Estate & Leasing

‣ “I would say our employee feedback survey and just listening to what employees want and need.” - Finance, Insurance, Real Estate & Leasing

‣ “I think our professional development and training.” - Health Care & Social Assistance

‣ “I think probably having set schedules. People are very comfortable working at the regular times they work. We are accommodating to child care and family responsibilities. The way we schedule now is significantly better than it was when I started here five years ago. A lot of our staff also have collective agreements with decent pay and decent benefits at sites.” - Health Care & Social Assistance

‣ “We have a partnership with Bow Valley College where we provide educational courses to our staff for free. We also give them the salary of someone who is already qualified while they are taking that course.” - Health Care & Social Assistance

‣ “We do a variety of things. There's ongoing employee recognition, including award and recognition ceremonies as well as an annual week long event. Thinking of our permanent staff who have access


39 EMPLOYER SURVEY

to benefits and RRSPs through a grandfather clause in the [union], being in a unionized environment actually impacts retention because you get more benefits the longer you stay employed at your company.” - Health Care & Social Assistance

‣ “Mostly it's just that there's not many jobs out there right now. We aren't doing anything special to retain employees.” - Manufacturing

‣ “It's probably hard to pick one retention strategy. I would say in house training or compensation package.” - Manufacturing

‣ “We've increased our benefits program through our group insurance as well as our RRSP program.” - Manufacturing

‣ “I would say probably the real reason is because of market conditions, but we do put a lot of effort into our employee engagement surveys and our leadership, training, and development programs.” - Mining & Oil & Gas

‣ “I would say learning and growth opportunities. With less people at the company, remaining employees had different and new opportunities to work on various different projects.” - Mining & Oil & Gas

‣ “We work here! Also, there's been changes in our executive group and I think their leadership has made a positive impact throughout the organization.” - Other

‣ “We have done a lot of training and development and awareness training. That's helped a lot with retention. We have professional development opportunities that all staff and faculty can apply for. We also have a really good environment here.” - Other

‣ “Our employee engagement survey is important.” - Other

‣ “We've been offering additional bonuses, specifically retention bonuses for staying on several months in some key roles.” - Professional, Scientific & Technical Services

‣ “We implemented a new dress code. People can now wear jeans everyday. That has actually made a huge difference.” - Professional, Scientific & Technical Services

‣ “We pay fairly well for the market, especially considering we hire people to come in as temps at first to see if we want them to stay on as full timers. We use this stepping stone approach, but we do have incentives where for every 500 hours someone works at the company they get a bonus.” - Transportation & Warehousing

‣ “I have no idea what keeps people here.” - Transportation & Warehousing

‣ “I would say our consistent training.” - Wholesale & Retail Trade

‣ “We've just taken our time hiring people rather than hiring right away. We are following a policy and procedure for hiring, as well as doing reference checks and personality tests to help us in deciding on who to hire. Somebody might present themselves well, but they might not be a good fit for position.” - Wholesale & Retail Trade


40 EMPLOYER SURVEY

Almost one-third of the employers on balance anticipate they will be focusing more on employee retention over the next year.Thirty-two per cent of the employers anticipate they will be focusing more on employee retention over the next year, 1 per cent anticipate they will be focusing less and 67 per cent anticipate they will be focusing about the same, for a positive balance of 31 per cent.22 This is up from the first quarter of 2016 when 21 per cent of the employers said they would be focusing more on employee retention. Forty-five per cent of the health care and social assistance employers and 43 per cent of the wholesale and retail trade employers anticipate they will be focusing more on employee retention over the next year, compared to 20 per cent of the construction employers and 10 per cent of the manufacturing employers. Future RetentionPercentage of companies that anticipated they would be focusing more or less on employee retentionin the 12 months following their survey

More Less Balance More Less BalanceOverall Results 26% 5% 21% 32% 1% 31%

Results by IndustryMining & Oil & Gas 5% 20% -15% 35% 5% 30%Construction 10% 5% 5% 20% 0% 20%Manufacturing 15% 5% 10% 15% 5% 10%Wholesale & Retail Trade 45% 5% 40% 43% 0% 43%Transportation & Warehousing 5% 5% 0% 35% 0% 35%Professional, Scientific & Technical Services 35% 5% 30% 25% 0% 25%Health Care & Social Assistance 45% 0% 45% 45% 0% 45%Accommodation & Food Services/Arts & Entertainment 25% 5% 20% 30% 0% 30%Finance, Insurance, Real Estate & Leasing 35% 0% 35% 30% 0% 30%Other 35% 0% 35% 40% 0% 40%

Q1 2016 Q1 2017

Comments‣ “Our business strategy is to focus more on people resources.” - Construction

‣ “We will have increased focus on our work culture.” - Finance, Insurance, Real Estate & Leasing

‣ “We are doing more with social media to recognize our staff. We are giving back to make sure our staff feel appreciated.” - Health Care & Social Assistance

‣ “We are laying more people off, so we will focus less on retention.” - Manufacturing

‣ “We will focus more on retention because we need to ensure staff are engaged.” - Mining & Oil & Gas

21%$

31%$

&10%$

0%$

10%$

20%$

30%$

40%$

Q1$2016$ Q1$2017$

Do#you#an(cipate#focusing#more,#less#or#the#same#on#employee#reten(on#in#the#next#12#months?#

More$ Less$ Balance$


22 Percentage of employers that anticipate they will be focusing more on employee retention in the 12 months following their survey minus the percentage of employers that anticipate they will be focusing less.

41 EMPLOYER SURVEY

‣ “We are looking at some new retention strategies, but we haven't had to develop some in a long time. Now because of the public sector salary freezes we are losing some of our very good exempt staff. They are going into the private sector where they can get more money right from the start. We have to do what we can to combat that trend.” - Other

‣ “We really want to enrich jobs and that's our retention focus right now.” - Other

‣ “There will be an increased focus on learning and development opportunities.” - Other

‣ “We are working on results of an engagement survey, so we are focusing more on retention right now.” - Wholesale & Retail Trade

‣ “We will be focusing a little bit more because that's always our goal. We want to keep people longer and keep them interested in what we do. We do a lot of training when they comes to on-boarding so that they're not plunked in a place they're not comfortable. We make them feel like they're part of a team. I've been here over 25 years and I've seen a great change in how we hire and retain people.” - Wholesale & Retail Trade

‣ “We will be focusing more on retention. With minimum wage increasing our labour needs to be managed tightly in order to ensure we continue to be profitable.” - Wholesale & Retail Trade


42 EMPLOYER SURVEY

Supplemental Questions - Focus on Technological ChangesIn addition to the general questions about recruitment and retention practices, employers were asked the following specific questions about past or future technological changes in their company:

‣ Has your company implemented or adopted any technological changes in the past two years that resulted in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description?

‣ If yes, did the technological changes result in an increase or decrease in the number of workers your company needed? Describe the technological change, occupation affected, whether the demand for that occupation increased or decreased, and by how many.

‣ If yes, did the technological changes result in a need for some workers to upgrade their skills with additional training? Describe the technological change, occupation affected, whether the training was provided by the employer or by an outside contractor, and how many employees were affected.

‣ If yes, did the technological changes result in a need for some workers to completely change their job description? Describe the technological change, occupation affected, the new occupation, and how many employees were affected.

‣ Does your company plan to implement or adopt any technological changes in the next two years that will result in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description?

‣ If yes, do you anticipate the technological changes will result in an increase or decrease in the number of workers your company needs? Describe the technological change, occupation that will be affected, whether the demand for that occupation will increase or decrease, and by how many.

‣ If yes, do you anticipate the technological changes will result in a need for some workers to upgrade their skills with additional training? Describe the technological change, occupation that will be affected, whether the training will be provided by the employer or outside contractor, and how many employees will be affected.

‣ If yes, do you anticipate the technological changes will result in a need for some workers to completely change their job description? Describe the technological change, occupation that will be affected, the new occupation, and how many.

‣ If your company has implemented or plans to implement any technological changes, what would you say is the most important skill (or skills) your workers need/will need once this new technology has been successfully implemented or adopted?


43 EMPLOYER SURVEY

Past Technological ChangesAlmost half of the employers implemented technological changes in past two yearsOverall, 49 per cent of the employers (99 employers) reported their company has implemented or adopted technological changes in the past two years23, 47 per cent said they have not, and 4 per cent were unsure. Seventy per cent of the ‘other’ employers and 60 per cent of the finance, insurance, real estate and leasing and construction employers said they have implemented technological changes, compared to only 10 per cent of the mining and oil and gas employers.

Technological changes resulted in a change in the number of workers needed.Of the 99 employers that implemented technological changes in the past two years, 33 per cent (33 employers) reported that the technological changes that were implemented resulted in an increase or decrease for workers. Seventy per cent of the manufacturing employers and 43 per cent of the ‘other’ employers said the technological changes directly impacted their need for workers, compared to 17 per cent of the finance, insurance, real estate and leasing employers and none of the mining and oil and gas employers.

10%$

40%$

45%$

50%$

50%$

52%$

55%$

60%$

60%$

70%$

49%$

75%$

60%$

55%$

50%$

45%$

43%$

45%$

40%$

35%$

25%$

47%$

0%$ 20%$ 40%$ 60%$ 80%$ 100%$

Mining$&$Oil$&$Gas$

Transporta<on$&$Warehousing$

Accomm.$&$Food/Arts$&$Ent.$

Health$Care$&$Social$Assistance$

Manufacturing$

Wholesale$&$Retail$Trade$

Professional,$Scien<fic$&$

Construc<on$

Finance,$Insurance,$Real$Estate$

Other$

Overall$

Has$your$company$implemented$or$adopted$any$technological$changes$in$the$past$two$years?$

Yes$ No$ Unsure$

IndustryEmployers that implemented a technological

change (#)

Employers that increased or decreased workers (#)

Employers that increased or decreased workers (%)

Manufacturing 10 7 70%Other 14 6 43%Transportation & Warehousing 8 3 38%Wholesale & Retail Trade 11 4 36%Construction 12 4 33%Professional, Scientific & Technical Services 11 3 27%Accommodation & Food Services/Arts & Entertainment 9 2 22%Health Care & Social Assistance 10 2 20%Finance, Insurance, Real Estate & Leasing 12 2 17%Mining & Oil & Gas 2 0 0%Total 99 33 33%

Employers that implemented technological changes that resulted in an increase/decrease for workers


23 That resulted in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description.

44 EMPLOYER SURVEY

The 33 employers were also asked to describe the technological change, the occupations affected, and the number of occupations that increased or decreased. Overall, employment declined by a net 30 occupations. Results varied by industry, ranging from a net increase of 30 occupations in health care and social assistance, to a net decrease of 46 occupations in manufacturing. Additional details on the technological changes and occupations affected can be found in Appendix B.

Technological changes resulted in a need for employee skills upgrading and training.Of the 99 employers that implemented technological changes in the past two years, 84 per cent (83 employers) reported that the technological changes that were implemented resulted in a need for some workers to upgrade their skills with additional training. All the mining and oil and gas employers and 90 per cent of the manufacturing and health care and social assistance employers said the technological changes directly impacted their need for employee skills upgrading and training, compared to 73 per cent of the professional, scientific and technical services employers.

Industry Employment increase

Employment decrease

Net change in employment

Health Care & Social Assistance 30 0 30Transportation & Warehousing 12 -4 8Finance, Insurance, Real Estate & Leasing 10 -5 5Professional, Scientific & Technical Services 6 -1 5Mining & Oil & Gas 0 0 0Construction 4 -5 -1Other 11 -14 -3Accommodation & Food Services/Arts & Entertainment 1 -5 -4Wholesale & Retail Trade 2 -26 -24Manufacturing 19 -65 -46Total 95 -125 -30

Change in Employment Due to Technological Changes Implemented in the Past Two Years


change (#)

Employers that required skills upgrading and

training (#)

Employers that required skills upgrading and trainings (%)

Mining & Oil & Gas 2 2 100%Manufacturing 10 9 90%Health Care & Social Assistance 10 9 90%Accommodation & Food Services/Arts & Entertainment 9 8 89%Transportation & Warehousing 8 7 88%Construction 12 10 83%Finance, Insurance, Real Estate & Leasing 12 10 83%Wholesale & Retail Trade 11 9 82%Other 14 11 79%Professional, Scientific & Technical Services 11 8 73%Total 99 83 84%

Employers that implemented technological changes that resulted in a need for employee skills upgrading/training


45 EMPLOYER SURVEY

The 83 employers were also asked to describe the technological changes, the occupations affected, whether the training was provided by the employer or by an outside contractor, and the number of employees that were affected. Overall, over 5,700 employees were trained, with 92 per cent of the employees trained by the employer, 3 per cent trained by an outside contractor, and 5 per cent trained by both the employer and an outside contractor. Additional details on the technological changes and occupations affected can be found in Appendix B.

Technological changes resulted in a complete change in some job descriptions.Of the 99 employers that implemented technological changes in the past two years, 6 employers overall reported that the technological changes that were implemented resulted in a total of 65 employees having to change their job descriptions. Additional details on the technological changes and occupations affected can be found in Appendix B.

Industry

Number of employees trained by contractor

Number of employees trained by employer

Wholesale & Retail Trade 4 2,329Health Care & Social Assistance 105 1,257Transportation & Warehousing 10 601Construction 25 174Finance, Insurance, Real Estate & Leasing 0 257Other 14 227Accommodation & Food Services/Arts & Entertainment 5 167Professional, Scientific & Technical Services 5 103Manufacturing 28 129Mining & Oil & Gas 1 20Total 197 5,264

Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Past Two Years

Number of employees trained by

both

Total number of employees

trained0 2,3330 1,362

10 62175 27417 27425 26640 21295 2030 1570 21

262 5,723

Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Past Two Years


change (#)

Employers that changed

employee job descriptions (#)

Employees affected (#)

Wholesale & Retail Trade 11 1 50Manufacturing 10 1 6Finance, Insurance, Real Estate & Leasing 12 1 3Other 14 1 3Transportation & Warehousing 8 1 2Accommodation & Food Services/Arts & Entertainment 9 1 1Construction 12 0 0Professional, Scientific & Technical Services 11 0 0Health Care & Social Assistance 10 0 0Mining & Oil & Gas 2 0 0Total 99 6 65

Employers that implemented technological changes that resulted in a need for some workers to completely change their job descriptions


46 EMPLOYER SURVEY

Comments‣ “We have started offering mobile check in and centralized reservation services. This has not led to a

decrease in workers at our Calgary location. However, there has been a decrease in the need for workers company wide. In Calgary, the change led us to offer one front desk agent training on the new system at a local university. Once the training is completed, that person will become front desk manager.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have been automating our reservations process. We're taking online reservations when we used to have somebody answering the phone. By automating payments we decrease our use of labour and therefore our costs. We probably reduced by about five customer service representatives. All of our servers needed training on the new system.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have a couple brand new systems that came in to create more efficiencies and to streamline processes. It has allowed us to do more work with the same amount of people, so the result was not a reduction in current staff but less need for additional staff. Our management team needed extensive training, but it was done in house.” - Construction

‣ “We have gone towards automated ordering and a more paperless flow. We decreased by three employees and they were in mid-level office positions.” - Construction

‣ “We have implemented many new technologies in the field that have improved quality and materials for paving and roadwork, including GPS technologies and things like that. All of our project managers had to receive training.” - Construction

‣ “We have changed our Customer Relationship Management (CRM) marketing and IT systems. This resulted in some administration staff getting additional training in marketing and their job description completely changing.” - Finance, Insurance, Real Estate & Leasing

‣ “We implemented a Human Resources Information System (HRIS) that resulted in a decrease of five HR positions and training for another five positions.” - Finance, Insurance, Real Estate & Leasing

‣ “We have allowed our employees more mobility or connection when they're in the community through introducing portable work stations. They have tablets and iPads that facilitate this. There was some training in house for front line employees who needed it.” - Health Care & Social Assistance

‣ “Our technological changes have been mostly in the clinical realm. We've implemented a point of care kiosk for our clinical teams where they can do documentation of care of residents as opposed to using paper charts, which has increased staffing needs by about 20 people and required training about 200 clinicians. Our Registered Nurses (RNs) now have another form of technician to support in documentation. Our maintenance protocol requirements and requests for maintenance are now on an electronic system, which required training of about 500 Health Care Assistants (HCAs).” - Health Care & Social Assistance

‣ “There is more automation in our operating facilities. About six people needed to be trained. Those people will see their job description change from labourer to operator.” - Manufacturing


47 EMPLOYER SURVEY

‣ “We implemented a new Customer Relationship Management system (CRM) and Business Intelligence, which required training of administration. We are exploring some robotics and drones, which required hiring a few people in technical roles.” - Manufacturing

‣ “We have looked to streamline process management. There has been a decrease of about 60 in production roles. There has been cross-training of about 60 others.” - Manufacturing

‣ “We adopted a new human resources information system. That involved an increase of about five HR workers and additional training for about 200 office workers.” - Other

‣ “We've made changes to our broadcasting equipment that meant a decreased need for 10 people and training for 10 others.” - Other

‣ “Our products are technology based, so the new products require us to bulk up on our teams. This is true of our company globally, so it's not just Calgary related. The bulk of positions resulting from a new technology are in the research development and innovation group, so they would be mainly software developers.” - Professional, Scientific & Technical Services

‣ “We introduced a new payroll and accounting system, which did result in decreased need for one person in the payroll department.” - Professional, Scientific & Technical Services

‣ “Automation of our internal processes led us to decrease by two people in dispatch.” - Transportation & Warehousing

‣ “Moving from paper logs to AutoCAD was a significant shift that increased usability and is a little less time consuming resource wise.” - Transportation & Warehousing

‣ “We implemented a new warehouse management software system. I think three workers required training through the employer and two of them changed their job description.” - Transportation & Warehousing

‣ “We implemented new system programming for capturing inventory and purchasing and that kind of thing. This required extensive training for some staff. Our sales are now a little bit more streamlined.” - Wholesale & Retail Trade

‣ “We have been increasing use of self-serve checkouts. We never want to decrease the colleagues in the store for any reason. In order to provide the customer service experience we want, we need more people working in the store regardless of the number of self-serve checkouts here. We've had to train more staff on customer service for our automated services.” - Wholesale & Retail Trade

‣ “The new point of sales system required training for 2,000 in sales. Our IT roles had to adapt to the change, so the job descriptions of about 50 staff changed.” - Wholesale & Retail Trade

‣ “We have adopted many technological changes. Our new purchasing and point of sale systems led to a decrease in two managers. New independent device implementation for self-checkout resulted in a reduction of 20 clerks.” - Wholesale & Retail Trade


48 EMPLOYER SURVEY

Future Technological ChangesEmployers that plan to implement technological changes in the next two yearsOverall, 34 per cent of the employers (70 employers) reported their company plans to implement or adopt technological changes in the next two years24, 48 per cent said they do not have plans, and 18 per cent were unsure. Fifty-five per cent of the health care and social assistance employers and half of the ‘other’ employers said they have plans to implement technological changes, compared to 15 per cent of the mining and oil and gas employers.

Technological changes expected to result in a change in the number of workers needed.Of the 70 employers that plan to implement technological changes in the next two years, 34 per cent (24 employers) anticipate the technological changes will result in an increase or decrease for workers. Fifty-seven per cent of the accommodation and food services/arts and entertainment employers and 56 per cent of the manufacturing employers anticipate the technological changes will directly impact their need for workers, compared to 11 per cent of the wholesale and retail trade employers.

15%$20%$20%$30%$30%$35%$43%$45%$50%$55%$

34%$

65%$75%$

50%$45%$45%$40%$

48%$40%$

45%$30%$

48%$

0%$ 20%$ 40%$ 60%$ 80%$ 100%$

Mining$&$Oil$&$Gas$Construc<on$

Fin.,$Insur.,$Real$Est.$&$Leasing$Transporta<on$&$Warehousing$Professional,$Scien<fic$&$Tech.$Accomm.$&$Food/Arts$&$Ent.$

Wholesale$&$Retail$Trade$Manufacturing$

Other$Health$Care$&$Social$Assistance$

Overall$

Does%your%company%plan%to%implement%or%adopt%any%technological%changes%in%the%next%two%years?%

Yes$ No$ Unsure$

Industry

Employers that plan to implement

technological changes (#)

Employers that plan to increase or decrease

workers (#)

Employers that plan to increase or decrease

workers (%)Accommodation & Food Services/Arts & Entertainment 7 4 57%Manufacturing 9 5 56%Professional, Scientific & Technical Services 6 3 50%Mining & Oil & Gas 3 1 33%Transportation & Warehousing 6 2 33%Other 10 3 30%Health Care & Social Assistance 11 3 27%Finance, Insurance, Real Estate & Leasing 4 1 25%Construction 5 1 20%Wholesale & Retail Trade 9 1 11%Total 70 24 34%

Employers that plan to implement technological changes that will result in an increase/decrease for workers


24 That resulted in: an increase/decrease in the number of workers needed and/or a need for some workers to upgrade their skills with additional training and/or a need for some workers to completely change their job description.

49 EMPLOYER SURVEY

The 70 employers were also asked to describe the technological changes, the occupations that will be affected, and the number of occupations that will increase or decrease. Overall, employers anticipate employment will decline by a net 20 occupations. Results varied by industry, ranging from a net increase of 10 occupations in accommodation and food services/arts and entertainment, to a net decrease of 20 occupations in manufacturing. Additional details on the technological changes and occupations affected can be found in Appendix B.

Technological changes expected to result in a need for employee skills upgrading and training.Of the 70 employers that plan to implement technological changes in the next two years, 63 per cent (44 employers) anticipate the technological changes will result in a need for some workers to upgrade their skills with additional training. All the mining and oil and gas employers and 86 per cent of the accommodation and food services/arts and entertainment employers anticipate the technological changes will directly impact their need for employee skills upgrading and training, compared to 25 per cent of the finance, insurance, real estate and leasing employers.

Industry Employment increase

Employment decrease

Net change in employment

Accommodation & Food Services/Arts & Entertainment 20 -10 10Professional, Scientific & Technical Services 6 -2 4Mining & Oil & Gas 3 0 3Finance, Insurance, Real Estate & Leasing 2 0 2Wholesale & Retail Trade 1 0 1Other 7 -10 -3Construction 0 -5 -5Health Care & Social Assistance 20 -26 -6Transportation & Warehousing 0 -6 -6Manufacturing 20 -40 -20Total 79 -99 -20

Anticipated Change in Employment Due to Technological Changes Implemented in the Next Two Years

Industry

Employers that plan to implement

a technological change (#)

Employers that will require

skills upgrading and

training (#)

Employers that will require skills

upgrading and trainings (%)

Mining & Oil & Gas 3 3 100%Accommodation & Food Services/Arts & Entertainment 7 6 86%Manufacturing 9 6 67%Professional, Scientific & Technical Services 6 4 67%Wholesale & Retail Trade 9 6 67%Construction 5 3 60%Other 10 6 60%Health Care & Social Assistance 11 6 55%Transportation & Warehousing 6 3 50%Finance, Insurance, Real Estate & Leasing 4 1 25%Total 70 44 63%

Employers that plan to implement technological changes that will result in a need for employee skills upgrading/training


50 EMPLOYER SURVEY

The 44 employers were also asked to describe the technological changes, the occupations affected, whether the training will be provided by the employer or by an outside contractor, and the number of employees that will be affected. Overall, employers anticipate approximately 3,672 employees will be trained, with 93 per cent of the employees trained by the employer, 1 per cent trained by an outside contractor, and 6 per cent trained by both the employer and an outside contractor. Additional details on the technological changes and occupations affected can be found in Appendix B.

Technological changes expected to result in a complete change in some job descriptions.Of the 70 employers that plan to implement technological changes in the next two years, 4 employers overall reported that the technological changes they plan to implement will result in a total of 25 employees having to change their job descriptions. Additional details on the technological changes and occupations affected can be found in Appendix B.

Industry

Number of employees to be trained by

contractor

Number of employees

to be trained by employer

Wholesale & Retail Trade 4 206Health Care & Social Assistance 0 481Transportation & Warehousing 14 500Construction 0 3Finance, Insurance, Real Estate & Leasing 0 5Other 20 1,491Accommodation & Food Services/Arts & Entertainment 7 27Professional, Scientific & Technical Services 3 80Manufacturing 0 614Mining & Oil & Gas 3 5Total 51 3,412

Anticipated Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Next Two Years

Number of employees to be trained by

both

Total number of employees

to be trained

0 21050 5310 5141 40 5

60 1,57130 641 84

62 6765 13

209 3,672

Anticipated Employee Skills Upgrading and Training Due to Technological Changes Implemented in the Next Two Years

IndustryEmployers that

plan to implement a technological

change (#)

Employers that plan to change employee job

descriptions (#)

Employees that will be affected (#)

Wholesale & Retail Trade 9 0 0Manufacturing 9 2 10Finance, Insurance, Real Estate & Leasing 4 0 0Other 10 1 10Transportation & Warehousing 6 0 0Accommodation & Food Services/Arts & Entertainment 7 0 0Construction 5 0 0Professional, Scientific & Technical Services 6 0 0Health Care & Social Assistance 11 0 0Mining & Oil & Gas 3 1 5Total 70 4 25

Employers that plan to implement technological changes that will result in a need for some workers to completely change their job descriptions


51 EMPLOYER SURVEY

Comments‣ “There will be more automation when it comes to food ordering and that sort of thing. We will likely

see a decrease in 8 to 10 servers in the long run. The remaining servers will need training on the new system.” - Accommodation & Food Services/Arts & Entertainment

‣ “For us we're going to be implementing specialized software and hardware for sales and accounting. These upgrades will result in an increase of about 10 to 12 employees and additional training for about eight employees.” - Accommodation & Food Services/Arts & Entertainment

‣ “There will be an increased focus on automation. We will decrease by three to five general labourers as a result. Also, two general labourers will need employer training.” - Construction

‣ “We are updating our technology in the field on a regular basis. Our boss believes that it's important to have up to date machinery, and not to use old machinery. We have 22 skid steers for example and they will be traded in every two years whether they need to be or not. Having up to date machinery means we can provide up to date work. Better work and better productivity means more money in the long run. We offer the training as needed to our landscapers each time we introduce new machinery in the field.” - Construction

‣ “We will be adopting a new Human Resource Information System (HRIS) because the one we have is not meeting our needs. Once we implement the new system, we will increase our HR team by about two employees. There will certainly be in house training with about five HR employees.” - Finance, Insurance, Real Estate & Leasing

‣ “Again it will probably all have to do with electronic documentation changes for our clinical staff, which could mean an increase of 20 documentation specialists. There may also be electronic systems changes, possibly including changes with our scheduling systems. We are getting a new electronic system to manage the scheduling for our staff members that will likely result in the need to train about 20 schedulers.” - Health Care & Social Assistance

‣ “We will be getting better programming for HR and database management. Hopefully the HR and database management tools will lead to a decrease because we would be making better scheduling decisions and we would be able to access better information. We could fill more positions internally, thus we would hire less externally and utilize our casual staff better. This change will only affect the training of admin staff. All 50 admin staff would need to learn it. Someone externally would come walk us through it, then we would need to figure it out internally from there.” - Health Care & Social Assistance

‣ “We're actually installing a brand new insulated unit to add an automated line to one of our departments. This will result in a decrease of about 10 positions and a change in job description for about five employees. Whenever new machinery is introduced, there needs to be training on its operation and maintenance.” - Manufacturing

‣ “There is a new machine being installed at both plants. This will lead to an increase of at least 10 machine operators. We have people from Germany come and train us on these machines and then we will train any new staff ourselves from there.” - Manufacturing


52 EMPLOYER SURVEY

‣ “In the area of design, we are changing from a 2D to a 3D platform. This will affect the entire process, from design to machine programming to operations on the shop floor. Over time this will likely eliminate about 20 labourer jobs as a result. We will choose to keep some dedicated long term employees by putting them in new roles, so their job description would completely change.The full extent of training needed is not really know yet, until the new platform is in place. Also, in the IT area we are making changes by embracing new technology and software, which will lead to hiring of about five more in IT.” - Manufacturing

‣ “There's some drying technology for drying our product that will add some efficiency. This will mean training for about four employees. There's some automation for our packaging coming that will mean a decrease of about 10 production labourers.” - Manufacturing

‣ “We will automate our manufacturing welding processes. We are unsure of the extent of impacts for employment at this point.” - Manufacturing

‣ “We're implementing Oracle, which should streamline things. This change will result in a reduction of certain roles but not a reduction in total employment. With this change there will be requirements for different specialties of knowledge which will result in a change of job descriptions. Currently we have internal business analysts that support internal systems who would no longer be required for that role, but we would need people to have a grasp on Oracle. The same will occur on the reporting side, where we would need the people in project controls to turn their focus to different technical skills such as coding.” - Mining & Oil & Gas

‣ “We have no set number in terms of reduction of staff as a result of automated ticket machines, but I would say there will be a decrease of at least 10 people depending on the success of the new system. Both employer and contractor training will be required. I would say strictly as a guess it would be in the 50 employee range. I think in some cases there would definitely be a change in job description, maybe for 10 people. Once the automated ticket machines have been introduced, some cashiers would be needed as customer service representatives instead.” - Other

‣ “New technological developments will lead us to hire at least five more software developers. Layoffs in the company are unrelated to technological change.” - Professional, Scientific & Technical Services

‣ “I think we will get a new document control management system. If we get that in place we will probably reduce that department from five people to three people, so we will lose two positions. We will have to train the remaining people in that department up.” - Professional, Scientific & Technical Services

‣ “We will be getting a new office management system that may result in a decrease of two office workers. We are also getting a new supply chain management system that may result in a decrease of two warehouse staff. They are going to centralize the company database, so it's not going to result in training for our Calgary location.” - Transportation & Warehousing

‣ “We're getting a new cash register with a self-checkout system. This will require training for existing cashiers, but won't cause a reduction in staffing levels. There's also some kind of technological


53 EMPLOYER SURVEY

improvement with the warehouse and stocking which may actually require an additional person. We have someone in place who is good to go on that but we may have to hire one more person.” - Wholesale & Retail Trade

‣ “Increasingly the generation we target are all about technology. We're introducing apps in the store to allow them to shop in different formats on their phone. We're launching that in the next couple months. There will be training for all of our retail salespeople and we're providing the training.” - Wholesale & Retail Trade

Most Important Skills RequiredEmployers reported that technological literacy is the most important skill required.Of the 124 employers that have implemented or have plans to implement technological changes, 40 per cent said technological literacy25 is the most important skill employees need or will need, followed by willingness to learn/take training (19 per cent), functional knowledge26 (17 per cent) and adaptability (11 per cent).

Comments‣ “Patience. So often people will say, “the

computer did it.” No, the computer didn't do it all by itself - you did it. You have no idea how many times I wish I could say that.” - Accommodation & Food Services/Arts & Entertainment

‣ “The ability to operate the new technology.” - Accommodation & Food Services/Arts & Entertainment

‣ “Just computer IT type skills such as knowing how to deal with apps and programs.” - Accommodation & Food Services/Arts & Entertainment

‣ “It's very few of our employees that use technology or software. We have a limited number of office based positions. For those who are affected, we will be increasing our social media presence, so communications skills will become more important. We are also looking to expand what we report on, so analysis and Excel skills.” - Accommodation & Food Services/Arts & Entertainment

‣ “I would say information management skills.” - Accommodation & Food Services/Arts & Entertainment

8%#

6%#

2%#

2%#

2%#

2%#

2%#

2%#

2%#

2%#

3%#

3%#

4%#

4%#

4%#

5%#

7%#

8%#

11%#

17%#

19%#

40%#

0%# 10%# 20%# 30%# 40%# 50%#

Unsure#

Other#

Sales#skills#

Pa<ence#

Excel#skills#

Change#management#

Leadership#skills#

Data#entry#skills#

Customer#service#skills#

AKen<on#to#detail#

Project#management#skills#

Crea<ve/innova<ve#thinking#

Problem#solving#skills#

People#skills/rela<onshipObuilding#

Collabora<on/teamwork#skills#

Communica<on#skills#

Analy<cal#capabili<es#

IndustryOspecific#knowledge/experience#

Adaptability#

Func<onal#knowledge#

Willingness#to#learn/take#training#

Technological#literacy#

n=124&

Most&important&skills&workers&need/will&need&once&new&technology&has&been&implemented&or&adopted&


25 Defined as the ability of an individual, working independently and with others, to responsibly, appropriately and effectively use technology tools to access, manage, integrate, evaluate, create and communicate information.

26 Defined as knowledge, skill, and/or abilities required to fulfill required job tasks, duties or responsibilities.

54 EMPLOYER SURVEY

‣ “Adaptability to change is the biggest skill set we need.” - Construction

‣ “They all need to have a keen eye to detail in order to input the right information.” - Construction

‣ “I think honestly it's more about a competency than skill. We require that continuous flexibility in employees to be able to change. The market is fairly adaptable and therefore adaptability is the biggest skill we're looking for. We are looking for people who strive for continuous improvement and are okay with change.” - Construction

‣ “The ability to learn that new technology and retain that information.” - Construction

‣ “Good communication skills are required because we're working with internal and external training. A willingness to adapt to new changes is needed because this is a very fast paced environment. Being able to keep up with the work and work with the team is key.” - Finance, Insurance, Real Estate & Leasing

‣ “Attention to detail.” - Finance, Insurance, Real Estate & Leasing

‣ “I think right now it's adaptability. We have a lot of tenured employees here, so they've had to adapt to changes.” - Finance, Insurance, Real Estate & Leasing

‣ “Critical thinking skills.” - Health Care & Social Assistance

‣ “The ability to deal with change.” - Health Care & Social Assistance

‣ “Probably proficiency with the English language.” - Health Care & Social Assistance

‣ “Staff will need to be computer savvy and know how to manage and input information.” - Health Care & Social Assistance

‣ “The skills would be machine specific. Whoever would be operating that new machine needs to know the ins and outs as well as maintenance requirements of that particular machine.” - Manufacturing

‣ “Innovation is key for our business.” - Manufacturing

‣ “Attention to detail and patience.” - Manufacturing

‣ “Employees will most definitely have to have 3D capabilities in terms of design and drawing. Areas of the shop floor will need to understand microvelum wood design and rayon metal design. These new skills will be needed if they want to move ahead with the company.” - Manufacturing

‣ “I think their organizational skills as well as computer literacy skills.” - Manufacturing

‣ “Communication skills.” - Mining & Oil & Gas

‣ “Getting used to a paperless environment.” - Other

‣ “Willingness to learn and people skills. Both are critical for our business.” - Other


55 EMPLOYER SURVEY

‣ “Honestly it's the ability to multitask and work under pressure. I don't know if the skills they've learned in school in our industry would change, but there needs to be a shift to being accepting of and having the acumen to do more than one job.” - Other

‣ “I think just understanding. It's important that they can pick up what they're learning and be able to teach others.” - Other

‣ “Due to the nature of the positions, research and innovation skills.” - Professional, Scientific & Technical Services

‣ “The most important skills are technological literacy, analytical capabilities, and problem solving skills.” - Professional, Scientific & Technical Services

‣ “They're going to need to be savvy and troubleshoot. For us right now it's more interpersonal skills. We can train people on technical and we can send them to courses. The teamwork, attitudinal, and communication skills, those are critical and not easy to teach.” - Professional, Scientific & Technical Services

‣ “The skill is about how to utilize and apply the technology to designing new buildings. We need people to be able to apply the technical knowledge to actually use it for what we do.” - Professional, Scientific & Technical Services

‣ “Ability to learn new processes.” - Transportation & Warehousing

‣ “I would say probably change management and training.” - Transportation & Warehousing

‣ “An understanding and some training in the new system. With tech knowledge it improves the testing of the vehicle and the knowledge of the industry. Keeping up with technology is important.” - Wholesale & Retail Trade

‣ “I think we just all really needed an IT guy able to train our employees.” - Wholesale & Retail Trade

‣ “I would say being good with technology, such as phones and apps. They need to know how to use it and understand it.” - Wholesale & Retail Trade


56 EMPLOYER SURVEY

Appendix A: Survey Methodology

The Q1 2017 Calgary and Area Employer Survey is based on responses to a telephone questionnaire conducted in January, February and March 2017 of Calgary and area employers with 100+ employees (large-sized employers). Following are the number of respondents from each industry sector.

The ‘Other’ industry category includes a variety of employers from the remainder of the industry categories: Agriculture, Utilities, Information & Culture, Management of Companies, Administrative & Support Services, Educational Services, Other Services and Public Administration.

It should be noted that the method of sample selection provides a good cross-section of opinion. Nevertheless, given the size of the sample, the statistical reliability of the survey is limited, particularly when the data is reported by industry. The value of this survey, however, goes beyond the data captured by the questionnaire. The telephone interview allows companies to expand on their responses, which provides invaluable information and comments that cannot be measured quantitatively.

Industry Number of Respondents

Mining & Oil & Gas 20Construction 20Manufacturing 20Wholesale & Retail Trade 21Transportation & Warehousing 20Professional, Scientific & Technical Services 20Health Care & Social Assistance 20Accommodation & Food Services/Arts & Entertainment 20Finance, Insurance, Real Estate & Leasing 20Other 20Total 201


APPENDIX ASurvey Methodology

57

Appendix B: Employer Survey - Q1 2017 Occupation Results

LayoffsTwenty-eight per cent of the employers laid off approximately 584 workers in the three months prior to their survey.

Industry NOC Code Occupation Number of Layoffs

Accommodation & Food Services/Arts & Entertainment 6513 Food and beverage servers 256525 Hotel front desk clerks 21221 Administrative officers 1

Subtotal 28Construction 7241 Electricians (except industrial and power system) 20

8255 Landscaping and grounds maintenance contractors and managers 157611 Construction trades helpers and labourers 107272 Cabinetmakers 61411 General office support workers 2

Not specified 84Subtotal 137Finance, Insurance, Real Estate & Leasing 1122 Professional occupations in business services to management 20

4163 Business development officers and marketing researchers and consultants 206232 Real estate agents and salespersons 101242 Legal secretaries 51112 Financial and investment analysts 2

Subtotal 57Health Care & Social Assistance 4212 Community and social service workers 22

3233 Licensed practical nurses 43125 Other professional occupations in health diagnosing and treating 33413 Nurse aides, orderlies and patient service associates 21411 General office support workers 11422 Data entry clerks 13012 Registered nurses 14151 Psychologists 1

Subtotal 35Manufacturing 9612 Labourers in metal fabrication 20

9619 Other labourers in processing, manufacturing and utilities 201411 General office support workers 49614 Labourers in wood, pulp and paper processing 31112 Financial and investment analysts 21223 Personnel and recruitment officers 21432 Payroll clerks 2

Subtotal 53


APPENDIX BQ1 2017 Employer Survey Occupation Results

58

Industry NOC Code Occupation Number of Layoffs

Mining & Oil & Gas 6411 Sales representatives - wholesale trade (non-technical) 122133 Electrical and electronics engineers 81225 Purchasing agents and officers 78232 Oil and gas well drillers, servicers, testers and related workers 62145 Petroleum engineers 51221 Administrative officers 38412 Oil and gas well drilling workers and services operators 31241 Secretaries (except legal and medical) 21253 Records management technicians 22132 Mechanical engineers 22231 Civil engineering technologists and technicians 22234 Construction estimators 2

111 Financial managers 1211 Engineering managers 1

1112 Financial and investment analysts 12148 Other professional engineers, n.e.c. 1

Subtotal 58Other 5224 Broadcast technicians 6

1221 Administrative officers 4124 Sales, marketing and advertising managers 1

4214 Early childhood educators and assistants 1Sub Total 12Professional, Scientific & Technical Services 2173 Software engineers and designers 70

2131 Civil engineers 102171 Information systems analysts and consultants 102174 Computer programmers and interactive media developers 57611 Construction trades helpers and labourers 51521 Shippers and receivers 46221 Technical sales specialists - wholesale trade 47241 Electricians (except industrial and power system) 4

711 Construction managers 14161 Natural & applied science policy researchers, consultants & program officers 19523 Electronics assemblers, fabricators, inspectors and testers 1

Not specified 2Subtotal 117Transportation & Warehousing 7511 Truck drivers 14

1521 Shippers and receivers 87514 Delivery and courier service drivers 21221 Administrative officers 17611 Construction trades helpers and labourers 1

Not specified 10Subtotal 36Wholesale & Retail Trade 6411 Sales representatives - wholesale trade (non-technical) 21

6622 Grocery clerks and store shelf stockers 156221 Technical sales specialists - wholesale trade 56421 Retail salespersons 51521 Shippers and receivers 46552 Customer service, information and related clerks 1

Subtotal 51Grand Total 584Note: Some employers did not specify which occupations.


59 APPENDIX B

Vacant PositionsSixty-eight per cent of the employers had a total of 1,245 vacant positions that needed to be filled.

NOC Code Occupation Vacant Positions

4011 University professors 1438612 Landscaping and grounds maintenance labourers 761221 Administrative officers 714212 Community and social service workers 647511 Truck drivers 576733 Janitors, caretakers and building superintendents 477321 Automotive service technicians, truck and bus mechanics and mechanical repairers 363413 Nurse aides, orderlies and patient service associates 301411 General office support workers 265254 Program leaders and instructors in recreation, sport and fitness 246731 Light duty cleaners 226622 Grocery clerks and store shelf stockers 217512 Bus drivers, subway operators and other transit operators 216513 Food and beverage servers 203212 Medical laboratory technicians and pathologists' assistants 194021 College and other vocational instructors 183012 Registered nurses 178412 Oil and gas well drilling workers and services operators 176221 Technical sales specialists - wholesale trade 136231 Insurance agents and brokers 136322 Cooks 134153 Family, marriage and other related counsellors 124214 Early childhood educators and assistants 116421 Retail salespersons 113233 Licensed practical nurses 105252 Coaches 108615 Oil and gas drilling, servicing and related labourers 109232 Petroleum, gas and chemical process operators 10

Note: Only occupations with 10 or more vacancies are shown.


60 APPENDIX B

Change in EmploymentEmployers anticipate employment in their company will increase by a net 1,604 positions over the next three months.

Industry NOC Code Occupation Net Change in Employment

Accommodation & Food Services/Arts & Entertainment 6513 Food and beverage servers 1728612 Landscaping and grounds maintenance labourers 1156731 Light duty cleaners 706722 Operators and attendants in amusement, recreation and sport 406525 Hotel front desk clerks 305254 Program leaders and instructors in recreation, sport and fitness 206322 Cooks 206411 Sales representatives - wholesale trade (non-technical) 106721 Other attendants in accommodation and travel 56741 Dry cleaning and laundry occupations 56513 Food and beverage servers (5)

Subtotal 482 Construction 7521 Heavy equipment operators (except crane) 245

7611 Construction trades helpers and labourers 76 8612 Landscaping and grounds maintenance labourers 60

711 Construction managers 26 7251 Plumbers 10 7291 Roofers and shinglers 2

Subtotal 419 Finance, Insurance, Real Estate & Leasing 6313 Other service supervisors 40

621 Retail and wholesale trade managers 12 651 Other services managers 1

2171 Information systems analysts and consultants 1 Not specified 1

1242 Legal secretaries (10) Subtotal 45 Health Care & Social Assistance 3413 Nurse aides, orderlies and patient service associates 6

4212 Community and social service workers 39 5254 Program leaders and instructors in recreation, sport and fitness 22

Subtotal 67 Manufacturing 9461 Process control & machine operators, food/beverage processing 8

7452 Material handlers 6 9413 Glass forming and finishing machine operators and glass cutters 5 9612 Labourers in metal fabrication 5 2132 Mechanical engineers 2 1122 Professional occupations in business services to management 1 8252 Agricultural and related service contractors and managers 1 9619 Other labourers in processing, manufacturing and utilities (10)

Subtotal 18


61 APPENDIX B

Industry NOC Code Occupation Net Change in Employment

Mining & Oil & Gas 8412 Oil and gas well drilling workers and services operators 12 2232 Mechanical engineering technologists and technicians 3 2233 Industrial engineering & manufacturing technologists/technicians 3 8232 Oil and gas well drillers, servicers, testers and related workers 3 1241 Secretaries (except legal and medical) 1 1414 Receptionists and switchboard operators 1 8412 Oil and gas well drilling workers and services operators (1)

Subtotal 22 Other 5254 Program leaders and instructors in recreation, sport and fitness 205

6552 Customer service, information and related clerks 110 714 Facility operation and maintenance managers 30

4214 Early childhood educators and assistants 11 2224 Conservation and fishery officers 10 6722 Operators and attendants in amusement, recreation and sport 5 8612 Landscaping and grounds maintenance labourers 5 4011 University professors 4

Subtotal 380 Professional, Scientific & Technical Services 2171 Information systems analysts and consultants 10

2131 Civil engineers 2 8612 Landscaping and grounds maintenance labourers 2 2173 Software engineers and designers (50)

Subtotal (36) Transportation & Warehousing 7611 Construction trades helpers and labourers 200

7521 Heavy equipment operators (except crane) 50 1521 Shippers and receivers 15 7511 Truck drivers 12 7512 Bus drivers, subway operators and other transit operators 10 7514 Delivery and courier service drivers 2

Not specified 10 1414 Receptionists and switchboard operators (1) 7513 Taxi and limousine drivers and chauffeurs (6)

Subtotal 292 Wholesale & Retail Trade 6221 Technical sales specialists - wholesale trade 15

6421 Retail salespersons (100) Subtotal (85) Grand Total 1,604 Note: Some employers did not specify which occupations.


62 APPENDIX B

Past Technological ChangesOverall, employers estimate employment declined by a net 30 positions due to technological changes implemented in the past two years.

Industry Technology Occupation

Manufacturing ERP system Glass forming and finishing machine operators and glass cuttersDryhouse reliability and automation project Stationary engineers and auxiliary equipment operatorsRobotics and drones Industrial engineering/manufacturing technologist/techniciansAccounting system Financial auditors and accountantsPayroll system Payroll clerksSignificant software upgrading Computer network techniciansSynced online business platforms Administrative officersMore efficient manufacturing processes Printing press operatorsStreamlining process management Other labourers in processing, manufacturing and utilities

SubtotalFinance, Insurance, Real Estate & Leasing Rewriting core business software Software engineers and designers

HRIS system Specialists in human resourcesSubtotalOther HRIS system Specialists in human resources

IT systems Information systems analysts and consultantsDatabase initiatives Data entry clerksAccounting and payroll system Payroll clerksHRIS system Human resources managersElectronic recordkeeping Administrative officersChanges to broadcasting equipment Support occupations in motion pictures/broadcasting/performing arts

SubtotalProfessional, Scientific & Technical Services New technology development Software engineers and designers

Benefits and recruitment module Personnel and recruitment officersPayroll and accounting system Payroll clerks

SubtotalTransportation & Warehousing Benefits and payroll system Payroll clerks

Software content management systems Information systems analysts and consultantsApplicant tracking systems Specialists in human resourcesAutomation of internal processes Dispatchers and radio operators

SubtotalWholesale & Retail Trade Computer systems upgrades Information systems analysts and consultants

New software system Information systems analysts and consultantsPoint of sale systems Retail and wholesale trade managersPurchasing system Retail and wholesale trade managersFinance program Other financial officersSales program Technical sales specialists - wholesale tradeSelf-checkout devices Grocery clerks and store shelf stockers

SubtotalConstruction Computer software upgrading Software engineers and designers

Computer software upgrading Computer programmers and interactive media developersSystem upgrades Information systems analysts and consultantsAutomation of applicant tracking system Personnel and recruitment officersAutomation of ordering General office support workers

SubtotalAccomm. & Food Services/Arts & Entertainment Marketing on iPads Professional occupations in advertising/marketing/public relations

Automation of reservations CashiersSubtotalHealth Care & Social Assistance Point of care kiosk Court recorders and medical transcriptionists

Improved company website Community and social service workersSubtotal

Grand Total

Net Change in

Employment10321111

(5)(60)(46)10(5)5542

(1)(1)(2)

(10)(3)51

(1)5

102

(2)(2)811

(1)(1)(2)(2)

(20)(24)

211

(2)(3)(1)1

(5)(4)201030

(30)


63 APPENDIX B

Overall, employers estimate 5,723 employees required additional skills upgrading and training due to technological changes implemented in the past two years.


Manufacturing Streamlining process management Other labourers in processing/manufacturing/utilitiesAppraisal system Technical sales specialists - wholesale tradeIntranet Manufacturing managersTime and attendance management system Other labourers in processing/manufacturing/utilitiesSoftware upgrades General office support workersAutomation of operating facilities Woodworking machine operatorsERP system Glass forming/finishing machine operators/glass cuttersSoftware upgrades Farmers and farm managersManufacturing processes Printing press operatorsAccounting system Financial auditors and accountantsPayroll system Payroll clerksCRM Administrative officersAdmin Administrative officers

SubtotalFinance, Insurance, Real Estate & Leasing Gmail Financial and investment analysts

Software upgrading and accounting packages Legal secretariesTechnology changes Insurance/real estate/financial brokerage managersSoftware upgrades Administrative officersHRIS System Specialists in human resourcesComputer programs Financial managersCRM marketing Administrative officersERM system Data entry clerksIT systems Information systems analysts and consultantsLaunch pad tablet check in Customer service representatives - financial servicesMicrosoft Exchange Receptionists and switchboard operatorsHR systems Specialists in human resourcesOutlook systems Information systems analysts and consultants

SubtotalOther HRIS System General office support workers

Systems changes Administrative officersNew software General office support workersChanges to broadcasting equipment Announcers and other broadcastersPayroll system Payroll clerksDatabase initiatives Managers in health careTalent management system Personnel and recruitment officersComputer system General office support workersHRIS System Personnel and recruitment officersChild care software Managers in health careAccounting software Financial auditors and accountantsPayroll and HR data entry system Payroll clerksPayroll and HR data entry system Personnel and recruitment officersOffice 365 General office support workers

SubtotalProfessional, Scientific & Technical Services HRIS System Human resources managers

HRIS System Payroll clerksHRIS System Personnel and recruitment officersHRIS System Specialists in human resourcesPayroll system Personnel and recruitment officersPerformance management system Personnel and recruitment officersSoftware upgrades General office support workersExpense reimbursement system Financial auditors and accountantsSystems changes Administrative officersSystems changes Graphic designers and illustratorsApps in programs Professional occupations in business services to mgmt.

SubtotalTransportation & Warehousing Paperless office General office support workers

Warehouse management software Shippers and receiversApplicant tracking systems Personnel and recruitment officersApps for booking Dispatchers and radio operatorsApps for booking General office support workersSoftware content management systems Information systems analysts and consultantsPayroll and benefits system General office support workersPayroll and benefits system Managers in transportationOffice 365 and Slack General office support workersComputer systems Management occupations

Subtotal

Employees trained by contractor

Employees trained by employer

Employees trained by

both

Total employees

trained60 6025 25

20 2020 207 76 6

5 55 55 5

1 11 1

1 11 1

28 129 157100 10080 8048 4810 107 7

5 55 5

5 55 5

5 52 2

1 11 1

257 17 274200 200

10 1010 10

10 102 6 85 5

5 55 5

3 32 22 2

2 22 2

2 214 227 25 266

2 22 2

5 52 25 52 25 55 5

10 1095 95

70 705 103 95 203

3 33 3

5 510 105 5

5 530 30

10 1050 50

500 50010 601 10 621


64 APPENDIX B

Industry Technology OccupationEmployees trained by contractor

Employees trained by employer

Employees trained by

both

Total employees

trainedWholesale & Retail Trade Point of sales system Retail salespersons

ERP system Retail and wholesale trade managersSales program Technical sales specialists - wholesale tradeNew software Technical sales specialists - wholesale tradePhone system Retail salespersonsFinance program Administrative officersOnline tire system Automotive service techs/truck & bus mechanicsSelf-serve checkouts CashiersFinance system Other financial officersHRIS System Personnel and recruitment officersSystem programming for inventory/purchasing Technical sales specialists - wholesale tradeERP system Administrative officersSystem programming for inventory/purchasing Purchasing managersSystem programming for inventory/purchasing Supervisors, recording/distributing/scheduling occupations

SubtotalConstruction Homebuilder ONE Construction trades helpers and labourers

GPS technology Construction managersHomebuilder ONE Construction managersHand held device software Construction managersUpdated office technology General office support workersAccounting system Construction managersSystems changes Construction managersComputer software upgrading General office support workersHomebuilder ONE General office support workersOnline system to track work Construction trades helpers and labourersOnboarding system Personnel and recruitment officersERP system Supervisors, finance and insurance clerksPayroll system Payroll clerks

SubtotalAccomm. & Food Services/Arts & Entertainment Systems and software applications Hotel front desk clerks

Automation of reservations Food and beverage serversSystems changes Hotel front desk clerksComputerized check in Hotel front desk clerksSystems and software applications Accommodation service managersPayroll system Payroll clerksPayroll system Personnel and recruitment officersAccounting software Financial auditors and accountantsUpdated website Professional occupations in advertising/marketing/pub. rel.Recruiting software Personnel and recruitment officersMobile check-in/centralized reservation services Hotel front desk clerks

SubtotalHealth Care & Social Assistance Maintenance requests system Nurse aides, orderlies and patient service associates

Radiology information system Medical radiation technologistsElectronic health records Management occupationsPoint of care kiosk Registered nursesInternet learning program Nurse aides, orderlies and patient service associatesPortable devices Community and social service workersInternet learning program Community and social service workersPayroll system Payroll clerksSoftware upgrades General office support workersInternet learning program Managers in health careSystems changes Administrative officersPortable work stations Community and social service workersHRIS System Specialists in human resourcesSoftware upgrades Administrative officers

SubtotalMining & Oil & Gas SAP system Professional occupations in business services to mgmt.

Payroll system Payroll clerksSubtotalGrand Total

1,900 1,900100 100100 10090 9060 6025 2520 2010 108 87 76 63 3

2 22 24 2,329 2,333

80 8050 50

30 3025 25

20 2015 15

15 1510 10

10 1010 105 52 22 2

25 174 75 274100 100

40 4030 3020 2010 10

2 2 42 2

2 22 21 1

1 15 167 40 212

500 500288 288200 200200 200

70 7024 24

20 2010 1010 10

10 1010 1010 10

5 55 5

105 1,257 1,36220 20

1 11 20 21

197 5,264 262 5,723

Overall, employers estimate 65 employees were required to completely change their job descriptions due to technological changes implemented in the past two years.

Industry Technology Old Occupation

Wholesale & Retail Trade IT roles adapting to change Information systems analysts and consultantsManufacturing Automation of operating facilities Labourers in wood, pulp and paper processingFin., Insurance, Real Estate & Leasing CRM system Administrative officersOther New website Prof. occupations in advertising/marketing/pub. rel.Transportation & Warehousing Warehouse management software Shippers and receiversAccomm. & Food/Arts & Entertainment Mobile check-in/centralized res. services Hotel front desk clerksTotal

New Occupation Total Employees

Computer programmers/interactive media developers 50Woodworking machine operators 6Prof.l occupations in advertising/marketing/pub. rel. 3Sales, marketing and advertising managers 3Supervisors, recording/distributing/scheduling occs. 2Accommodation service managers 1

65


65 APPENDIX B

Future Technological ChangesOverall, employers anticipate employment will decline by a net 20 positions due to technological changes implemented in the next two years.


Manufacturing New machine Process control & machine operators, food/bev. processingIT systems Information systems analysts and consultants3D platform Industrial designersAutomation for packaging Labourers in wood, pulp and paper processingAutomation of production line Labourers in wood, pulp and paper processing3D platform Stationary engineers and auxiliary equipment operators

SubtotalFinance, Insurance, Real Estate & Leasing HRIS system Specialists in human resourcesSubtotalOther Accounting system Financial auditors and accountants

Office 365 Information systems analysts and consultantsAutomated ticket machine Cashiers

SubtotalProfessional, Scientific & Technical Services New technology development Computer programmers and interactive media developers

Accounting system Financial auditors and accountantsDocument control management system Records management technicians

SubtotalTransportation & Warehousing Office management system General office support workers

Supply chain management system Shippers and receiversMore efficiencies Dispatchers and radio operators

SubtotalWholesale & Retail Trade Warehouse and stocking technology Shippers and receiversSubtotalConstruction Automation Labourers in wood, pulp and paper processingSubtotalAccomm. & Food Services/Arts & Entertainment Software and hardware upgrades Sales representatives - wholesale trade (non-technical)

Marketing technology Professional occupations in advertising/marketing/pub. rel.Website upgrades Information systems analysts and consultantsSoftware and hardware upgrades Information systems analysts and consultantsSoftware and hardware upgrades Conference and event plannersAutomation of food ordering Food and beverage servers

SubtotalHealth Care & Social Assistance Electronic documentation Records management technicians

Various computer systems Secretaries (except legal and medical)HRIS system Community and social service workers

SubtotalMining & Oil & Gas HRA database Petroleum engineersSubtotalGrand Total

Net Change In

Employment1055

(10)(10)(20)(20)

2261

(10)(3)51

(2)4

(2)(2)(2)(6)11

(5)(5)85322

(10)1020(1)

(25)(6)33

(20)


66 APPENDIX B

Overall, employers anticipate 3,672 employees will require additional skills upgrading and training due to technological changes implemented in the next two years.


Manufacturing Online database Other labourers in processing, manufacturing and utilitiesIT software Industrial designersNew machine Process control & machine operators, food/bev. processingNew automated line Woodworking machine operators3D platform Supervisors, plastic and rubber products manufacturingDrying technology Woodworking machine operatorsNew automated line Manufacturing managers

SubtotalFinance, Insurance, Real Estate & Leasing HRIS system Personnel and recruitment officersSubtotalOther Employee system Program leaders/instructors in recreation/sport/fitness

Updating main software Program leaders/instructors in recreation/sport/fitnessAutomated ticket machine Customer service, information and related clerksUpdating main software Recreation/sports/fitness program directorsSoftware programs Administrative officersAutomated ticket machine Customer and information services supervisorsNew payroll system Payroll clerksChild care software Managers in social, community and correctional services

SubtotalProfessional, Scientific & Technical Services Videos to email Professional occupations in business services to mgmt.

Systems changes Administrative officersDocument control management system Records management techniciansSoftware for design Software engineers and designers

SubtotalTransportation & Warehousing Computer systems Other service supervisors

Software and management systems Managers in transportationWorkday (financial/capital mgmt. software) Financial and investment analystsWorkday (financial/capital mgmt. software) Specialists in human resources

SubtotalWholesale & Retail Trade Apps to shop in different formats Retail salespersons

Different accounting program Technical sales specialists - wholesale tradeSpark System Retail and wholesale trade managersSelf checkout system CashiersNew systems Administrative officersHR database Personnel and recruitment officersNew payroll programs Payroll clerksWarehouse and stocking technology Shippers and receivers

SubtotalConstruction Automation Labourers in wood, pulp and paper processing

Automation Construction trades helpers and labourersUpdating machinery Landscaping and grounds maintenance labourers

SubtotalAccomm. & Food Services/Arts & Entertainment Automation of food ordering Food and beverage servers

New computer systems Administrative officersIntegration of software reporting systems Recreation/sports/fitness program directorsNew computer systems Facility operation and maintenance managersSales software and hardware Prof. occupations in advertising/marketing/pub. rel.Accounting software and hardware Financial auditors and accountantsAccounting software Financial auditors and accountantsApplicant tracking system Human resources managersApplicant tracking system Specialists in human resources

SubtotalHealth Care & Social Assistance Client management system Community and social service workers

Information and data management tools Community and social service workersHR and database management system General office support workersScheduling system Managers in health careHuman resources management system Specialists in human resourcesSoftware applications General office support workersCustomer relations management systems Customer service representatives - financial servicesFinancial systems Financial and investment analystsPayroll systems Personnel and recruitment officers

SubtotalMining & Oil & Gas Oracle Construction managers

ERP system Financial and investment analystsHRA database Petroleum engineersERP system Personnel and recruitment officersOracle Professional occupations in business services to mgmt.

SubtotalGrand Total

Employees to be trained by

contractor


employer


both

Total employees to

be trained

600 60050 5010 10

5 55 54 4

2 2614 62 676

5 55 5

1,225 1,225260 260

40 4020 20

10 1010 10

4 42 2

20 1,491 60 1,57170 7010 10

3 31 1

3 80 1 84500 500

10 102 22 2

14 500 514100 10060 6020 2020 20

5 52 22 2

1 14 206 210

2 21 1

1 13 1 4

30 3010 10

5 55 5

5 53 32 2

2 22 2

7 27 30 64280 280143 143

50 5020 2020 2010 10

5 52 21 1

481 50 5314 4

3 33 3

2 21 1

3 5 5 1351 3,412 209 3,672


67 APPENDIX B

Overall, employers anticipate 65 employees will be required to completely change their job descriptions due to technological changes implemented in the next two years.

Industry Technology Old Occupation

Mining & Oil & Gas Oracle Internal Business AnalystMining & Oil & Gas Oracle Project ControlsManufacturing 3D platform LabourerManufacturing New automated line General LabourOther Automated ticket machine CashiersTotal

New Occupation Total Employees

Oracle Specialist 50Coder 6Machine Operator 3Machine Operator 3Customer Service 2

65


68 APPENDIX B

Appendix C: Additional Employer Comments

Past Technological Changes‣ “We have been using iPads a lot more for our marketing and advertising. As a result, we hired an

additional marketing professional.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have had lots of computer system changes requiring additional training of about 30 front desk staff.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have implemented a new payroll system which is now live. The training was provided by the company we purchased our payroll software from. There were four employees who participated in that training. We have trained our managers internally based on what we learned.” - Accommodation & Food Services/Arts & Entertainment

‣ “We implemented new accounting software, which required training within the company.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have completely redone our online recruiting software, updated our website substantially, and implemented a new online payroll system. Each change required relevant training.” - Accommodation & Food Services/Arts & Entertainment

‣ “Our check in process has become more computerized, more friendly and more tech savvy. We had to train all of our front desk staff on the system.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have a new accounting system. Our whole project management team needed additional systems training, so about 12 to 15 people. We have automated our applicant tracking system, which has resulted in a decrease of two recruiters.” - Construction

‣ “Yes we have implemented systems changes such as a new Enterprise Resource Planning (ERP) system, new payroll and new intranet, which required training of specific people.” - Construction

‣ “Yes, we implemented a very comprehensive software program that connects different departments with each other. It's a project management and finance tool in one called Homebuilder ONE. Everyone had to be trained on the new software.” - Construction

‣ “We have implemented an online system to track work, rather than relying on paper. Some of our labourers needed training in basic computer skills to use the system.” - Construction

‣ “We are in the middle of a major project. We are rewriting the core software for our core business. This will be implemented later this year, but the process has been ongoing for the last year and a half. We have had to hire 10 software developers on a temporary basis.” - Finance, Insurance, Real Estate & Leasing


APPENDIX CAdditional Employer Comments

69

‣ “We are introducing numerous new technologies to our 48 management trainees, which will involve ongoing training.” - Finance, Insurance, Real Estate & Leasing

‣ “We went from Outlook to rolling out Google Gmail enterprise wide and adopted Dayforce for our Human Resource Information System (HRIS) and recruitment module and to keep track of workday hours. Gmail involved internal employee training enterprise wide. It just involved learning a different way of doing things. The HRIS system required training amongst head office staff outside of Calgary.” - Finance, Insurance, Real Estate & Leasing

‣ “We have new Launch Pads, which are tablets for customers at checkin and checkout. Training was made available for those who needed it, which ended up involving about five employees.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, there were technological changes related to our radiology information system and our payroll system that involved internal training. About 80% of the total employee population required the training because it impacted all of the radiology systems, which most of them use at some point in time.” - Health Care & Social Assistance

‣ “New software adoption has been shifting us to more mobile platforms. We are using cell phones and laptops instead of desktop computers for example. This led to our office staff needing training.” - Health Care & Social Assistance

‣ “We now have a voice telephone system. We have more portable devices for staff working out in the community and more staff cell phones as well. The technology enhanced their ability to do their jobs and communicate with the office. Most of the younger staff are pretty good with technology, but some training was required for a couple dozen of our other staff members.” - Health Care & Social Assistance

‣ “The new website allows us to better match potential job candidates with potential clients, so we have been able to hire more support staff and take on more clients. I would say this meant an increase of about 10 people.” - Health Care & Social Assistance

‣ “We've implemented a number of online systems, such as our payroll and accounting systems. We have synced a lot of different platforms to manage different areas of our business with online access. This involved additional hiring of three employees and contractor training of 3 employees.” - Manufacturing

‣ “There have been different manufacturing processes that have increased efficiency and therefore eliminated some portion of work. Those processes also require additional training.” - Manufacturing

‣ “We started a new dryhouse reliability and automation project, which has resulted in an increase of three people.” - Manufacturing

‣ “Our new Enterprise Resource Planning (ERP) system led us to increase staffing by 10 and increase training for five.” - Manufacturing


70 APPENDIX C

‣ “We've made changes to our IT systems that increased the department by four IT positions. Our new payroll system required us to train about a half dozen people.” - Other

‣ “New software in accounting and payroll as well as implementation of a new HRIS system led to a decrease in staffing and an increase in training in those departments.” - Other

‣ “We've done some upgrades to our systems and have also changed a few processes. We have moved into electronic based record keeping instead of paper forms. All of our forms are now email or electronic based, as are our personnel files. This has resulted in a decrease of two in administration.” - Other

‣ “Database initiatives required hiring an additional two in data entry roles and providing online training to about five in managerial roles.” - Other

‣ “We are introducing a new website. It will help us attract more workers and students. A few in the communications department saw their job descriptions change to marketing.” - Other

‣ “We added a new benefits and recruitment module, which meant hiring another recruiter.” - Professional, Scientific & Technical Services

‣ “We have a new system for our benefits and payroll that required hiring 10 more people. This also required training for about 10% of our total staff in Calgary.” - Transportation & Warehousing

‣ “We have added software content management systems, which required hiring two in IT. We also added applicant tracking systems, which required a reduction in two in HR. I would say each change meant training for about 5 people.” - Transportation & Warehousing

‣ “We've gone more from phones to apps for booking, which required training for all of our office staff.” - Transportation & Warehousing

‣ “We implemented a different sales program and a finance program called NDS. It's difficult to say how many in Calgary region specifically were laid off as a result because this change was company wide, but I would guess at least four. I would say about 125 in the Calgary region specifically needed additional training.” - Wholesale & Retail Trade

Future Technological Changes‣ “There will be more integration of the software for reporting as opposed to transferring from one

system to a different reporting system. Integration of software reporting systems will mean that five of us in management in the office will need internal training.” - Accommodation & Food Services/Arts & Entertainment

‣ “The changes would be towards our marketing technology and will likely mean we hire an additional five people in that department.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are working on implementing a new recruitment module that will be going live in the next few months. That will be a new applicant tracking system that will require contractor training for the HR


71 APPENDIX C

management team, who will then train the rest of the HR department. We are also in the process of upgrading all of our restaurant and hotel websites at the moment, which is a significant upgrade that will involve hiring an additional three IT personnel.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will be getting new computer systems. This change will be more on the operation side I guess. Implementation of new computer systems will result in about 10 to 15 people needing more training.” - Accommodation & Food Services/Arts & Entertainment

‣ “There will be more automation. It is unknown at this time whether that will mean a decrease in workers. It is likely that it will result in technical training in the field, both by a third party and by our company.” - Construction

‣ “Our client management is moving to Sharepoint and I would say probably close to 250-300 employees need to be trained on that software. We're also currently investigating a new Human Resource Information System (HRIS) platform, which when implemented will require training for about 20 employees” - Health Care & Social Assistance

‣ “The changes will mostly be related to information management tools and data management tools. We will all need to be trained on how to use the new software. I believe this training will all be through the employer.” - Health Care & Social Assistance

‣ “We will be making changes with our customer relations management systems, financial systems, and payroll systems. That might involve a decrease of one administrative support person. That will also involve training of people in those departments.” - Health Care & Social Assistance

‣ “Our research people are always innovating. Beyond that, we are considering major overhaul of our IT systems that will mean increasing by five IT people.” - Manufacturing

‣ “This year we are implementing an online system to check the database and pay stubs. We will train them all, the entire company, on how to use that.” - Manufacturing

‣ “We will implement absolutely anything that will make the mill run smoother. Training would be on an as needed basis and it would be internal training, so we're unsure who will need the training as of yet.” - Manufacturing

‣ “We're planning to bring in an Human Resources Application (HRA) system database. We will probably be increasing by one to three positions and training up to three people through a third party.” - Mining & Oil & Gas

‣ “We are going to have a new employee system that manages our business, including our memberships. It links in with all of our other processes. This technology will impact everybody because it really drives our business. All 225 staff will need additional training.” - Other

‣ “We will be updating our employee system and our accounting and payroll system. The upgrading of the accounting and payroll system will result in an additional six positions. The new employee system will mean considerable training for all staff internally.” - Other


72 APPENDIX C

‣ “Our staff are starting to do mini videos to email the clients. About 70 consultants have been trained on how to do this.” - Professional, Scientific & Technical Services

‣ “We will be adding more efficiencies, which will result in a decrease in dispatchers.” - Transportation & Warehousing

‣ “The company is always looking for advancement. We are planning a major change to our computer systems that will result in employer training of 500 staff.” - Transportation & Warehousing


73 APPENDIX C

Documents

Calgary Labour Market Report - Alberta.ca · 2017-06-16 · Calgary and Area Labour Market - 2017 Q1 Report 8 CMHC, Preliminary Housing Start Data, Released April 2017 and Conference