NOC Awareness Workshop

Prepared by RDA Global

Using NOC information to Solve Problems

Recruiting and retaining workers

Skills development management & training

Performance evaluation

Setting pay rates

Benchmarking your organization (e.g. for equal opportunity hiring processes)

What is the NOC?

“National Occupational Classification”

It organizes over 30,000 job titles into 520 occupational group descriptions.

Classifies occupations by:Skill Type -- the type of work performed

Skill Level -- type and amount of training or education typically required

Occupational Statistics are organized by NOC

Skill TypesSkill Type Occupation

A Management Occupations

B Business, Finance and Administration Occupations

C Natural and Applied Sciences and Related Occupations

D Health Occupations

EOccupations in Social Science, Education, Government Service and Religion

F Occupations in Art, Culture, Recreation and Sport

G Sales and Service Occupations

HTrades, Transport and Equipment Operators and Related Occupations

I Occupations Unique to Primary Industry

J Occupations Unique to Processing, Manufacturing and Utilities

Skill LevelsSkill Level

Occupation

0 Management Occupations1 Occupations usually require university education.

2Occupations usually require college or vocational education or apprenticeship training.

3Occupations usually require secondary school and/or occupation-specific training.

4Up to two years of on-the-job training, specialized training courses or specific work experience.

Origin and History of the NOC System

Implemented in 1992

Replacement for the Canadian Classification and Dictionary of Occupations (CCDO).

1996 version was replaced by the NOC 2001 and now the NOC 2006. NOC 2011 is currently under development

The process for updating the NOC involves consultation with sector councils, employers and other stakeholders

Goal: insure it reflects changing occupations in Canada

Benefits of the NOC

The NOC provides a common standard framework for human resource evaluation

Intended to use as a reference resource

Not “perfect” for any one sector

Standardizes occupational definitions for workers across industries

Inclusive of all occupations

Groups occupations by skill level

Job functions balance scope of work & skills

NOC Descriptions Include

Lead Statement

Example Titles

Main Duties

Employment Requirements

Additional Information

Classified Elsewhere

26 NOC occupations relevant to the Supply Chain Sector

A016 Senior managers - Goods production, utilities, transportation and construction

A113 Purchasing managers

A114 Other administrative services managers

A122 Computer and information systems managers

A131 Sales, marketing and advertising managers

A141 Facility operation and maintenance managers

A312 Postal and courier services managers

A373 Transportation managers

26 NOC occupations relevant to the Supply Chain Sector

B022 Professional occupations in business services to management

B116 Customs, ship and other brokers

B315 Purchasing agents and officers

B414 Supervisors, mail and message distribution occupations

B415 Supervisors, recording, distributing and scheduling occupations

B571 Shippers and receivers

26 NOC occupations relevant to the Supply Chain Sector

B572 Storekeepers and parts clerks

B574 Purchasing and inventory clerks

B575 Dispatchers and radio operators

B576 Transportation route and crew schedulers

26 NOC occupations relevant to the Supply Chain Sector

C071 Information systems analysts and consultants

C072 Database analysts and data administrators

C075 Web designers and developers

C133 Industrial engineering and manufacturing technologists and technicians

G133 Retail and wholesale buyers

26 NOC occupations relevant to the Supply Chain Sector

H811 Longshore workers

H812 Material handlers

J317 Labourers in food, beverage and tobacco processing

New Brunswick Supply Chain Workers (2007)

14,500 Employees in the Supply Chain Sector

Occupation

New Brunswick Supply Chain Workers (2007)

Industry

Sector is present in all industries

New Brunswick Supply Chain Workers (2007)

Selected Manufacturing Industries

Calgary Supply Chain Workers (2007)

31,288 Employees in the Supply Chain Sector

Occupation

Calgary Supply Chain Workers (2007)

Industry

Sector is present in all industries

Calgary Supply Chain Workers (2007)

Selected Wholesale Industries

Information & Statistics on Occupations

Categories of Statistics

For each Occupation, there are statistics on Employment

Wages & Salary

Demographics

Geography

Education

Skill types & levels

NOC Employment Information

Statistics Include:Number of Workers in the Labour Force

Number of Workers Employed

Tenure of Employment

Full-Time & Part Time Status

Average Weekly Hours Worked

NOC Wage & Salary Information

Statistics Include:Average & Median Annual Salary

Average & Median Weekly Wages

Average Hourly Wage

Changes in compensation (time series)

NOC Demographic Information

Worker totals by:Gender

Ethnicity

Indian & Metis representation

Age of workers

Work Status/Country of Origin

NOC Geographic Information

Statistics are gathered at multiple geographic levels including:

National

Provincial

Census Metropolitan Level (CMA)

Economic Region

Non-Metropolitan Areas

NOC Educational Information

Level of Education Required

Descriptive statistics include:Years of education

Level of educational attainment

Field of study

Timeliness of Information Sources

Measured through the Labour Force SurveyMonthly household survey

Employment & Income reporting is available on annual basis

Detail is limited

For census years (2001, 2006, 2011) more information is available.

Some provinces conduct separate surveys (i.e. Alberta Wage & Salary Survey)

Using the NOC in your Human Resource Functions

Relating Job Titles in Your Organization to the NOC Occupations

http://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspx

Relating Job Titles in Your Organization to the NOC Occupations

Relating Job Titles in Your Organization to the NOC Occupations

A Template for Writing Your Job Descriptions

Begin with a NOC description

Adapt the information to describe the work performed by employees;

Combine information from different NOC descriptions to better identify the job performed by your employees

NOC job descriptions can also identify specific working conditions that are not listed in the NOC.

A Template for Writing Your Job Descriptions

NOC Job Descriptions Include:Health or safety hazards (e.g. working with dangerous material);

Shift work or long hours (e.g. overtime);

Working in unusual conditions (e.g. underground, isolated locations);

Physical requirements (e.g. lifting, standing for long periods of time);

Location (e.g. downtown or outside the city); and

Frequent traveling.

Using NOC information to evaluate employee performance

Identify key performers for promotion or those ready for a new challenge within the company;

Acknowledge employee contributions or areas for improvement;

Evaluate employee progress after training, and identify any remaining gaps; and

Create a stronger bond between the organization and the employees

Especially if employees take part in rating their expected level of performance and quality of their work.

Using NOC information to evaluate employee performance

Step 1. From the job description, list the duties you want to evaluate;

Step 2. Describe the level of performance that is expected in ways that can be measured (quality or quantity of work performed) for each of the duties;

Step 3. Make the timing of evaluation clear: annual, monthly or other;

Using NOC information to evaluate employee performance

Step 4. Provide concrete feedback to your employees. A simple rating scale such as “did not meet objectives”, “met objectives” and “surpassed objectives” may be used.

Step 5. Suggest specific ways in which the employee could improve. This could include on-the-job training, certification or change of behaviour.

Using NOC information to evaluate employee performance

Step 6. If your employees regularly exceed their work objectives, discuss with them other types of work they might be interested in or qualified for to ensure they continue to be motivated and challenged.

This can help your company grow and prosper.

Using NOC information to develop a recruiting plan

Calculate Current and Future Labour Needs Labour Turnover (attrition)

Long-term vacancies & Hiring Difficulties

Retirements

Determine number of workers needed:Short Term (6-month)

Long Term (1 to 5 years)

Do this for each job title & group by NOC

Using NOC information to develop a recruiting plan

NOC OccupationCurrent Employees

Annual Turnover Rate

Retirements6-Month Hiring Needs

1-Year Hiring Needs

1215 Supervisors, Recording, Distributing and Scheduling Occs.head dispatcher 15 10% 2 1 4supervisor, dispatchers 9 10% 5 0 6

1475 Dispatchers and Radio Operatorstruck dispatcher 12 25% 1 2 4

7451 Longshore Workerslongshore worker and tower-loader operator 65 60% 0 20 39

Total 101  8 22 52

1215 Supervisors, Recording, Distributing and Scheduling Occs. 1 91475 Dispatchers and Radio Operators 2 47451 Longshore Workers 20 39

Using NOC information to develop a recruiting plan

Identify Labour AvailabilityHow Many Workers are there?

In the occupation?

In my industry?

In my region?

Identify long term vacancies & shortages

Select an appropriate recruiting strategy

Using NOC information to evaluate job candidates and hire employees

PROVINCE H81 Longshore workers and material handlersNew Brunswick 3,478 Newfoundland and Labrador 2,582 Nova Scotia 4,326 Prince Edward Island 488 Total 10,873

Example: Shortage in Tower Loader Operators (Longshore Workers)

How many workers in the region?

Nova Scotia has the largest regional supply.

Using NOC information to Identify Training Needs

With detailed job descriptions, you can compare:

the actual tasks of employees to

what needs to be done within the organization.

Technological change:Compare the position’s current job description to new requirements

Identify skills gaps

Identify the learning and training needs

Using NOC information to establish pay rates for an occupation

Compare your pay rates for your occupations with the regional median rate:

Make direct comparisons of a single NOC

Make comparisons with more than one NOCUse a weighted average based on skill description

Using NOC information to establish a compensation management plan for all workers

Occupation Workers Your WageMedian Wage

Percent of Median

Annual Compensation

Expense

Market Compensation

H812 Material handlers 55 $14.50 $13 12% $ 1,595,000 $ 1,430,000 B571 Shippers and receivers 23 $9.20 $10.00 -8% $ 423,200 $ 460,000 J317 Labourers in food, beverage and tobacco processing 66 $8.21 $12.00 -32% $ 1,083,720 $ 1,584,000 B574 Purchasing and inventory clerks 12 $7.00 $9.50 -26% $ 168,000 $ 228,000 G133 Retail and wholesale buyers 2 $34,000 $31,000 10% $ 68,000 $ 62,000 B415 Supervisors, recording, distributing and scheduling occs. 2 $21,000 $30,500 -31% $ 42,000 $ 61,000 A141 Facility operation and maintenance managers 2 $56,000 $65,000 -14% $ 112,000 $ 130,000 B315 Purchasing agents and officers 2 $32,000 32,000 0% $ 64,000 $ 64,000 A373 Transportation managers 1 $31,000 31,000 0% $ 31,000 $ 31,000 B414 Supervisors, mail and message distribution occupations 1 $28,000 29,000 -3% $ 28,000 $ 29,000 A114 Other administrative services managers 1 $35,000 33,000 6% $ 35,000 $ 33,000 C071 Information systems analysts and consultants 1 $54,000 68,000 -21% $ 54,000 $ 68,000 A122 Computer and information systems managers 1 $45,000 44,000 2% $ 45,000 $ 44,000 Total 169 $ 3,748,920 $ 4,224,000

Compare Your Compensation with Market Rates

Identify cost areas

Using NOC information to benchmark your organization against the industry

Share of regional employment

Benchmark wages & salary

Benchmark demographics Younger/older

Gender benchmarks

Benchmark outside of your geography

Benchmark occupational mix

Information Resources

Searchable NOC databasehttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/SearchIndex.aspx

NOC Database on the HRSDC Website

Search NOCIndex of Titles

Description

Main Duties

Specialization

Employment Requirements

CSCSC Occupational Standardshttp://www.supplychaincanada.org/en/occupational-standards-project Goal is to achieve

representation of the sector's functions

Prioritize high-demand occupations or those that require an increased emphasis on training or skills development due to, for example, the impacts of technological change.

Cargo and Freight Agent

Dispatcher 

Logistics Manager

Material Handler

Order Picker/Selector

Sales and Marketing Manager

Shipper and Receiver

Supervisor – Material Handlers

Transportation Manager

Warehouse Operations Manager

JobBank http://www.jobbank.gc.ca/

Job Futureshttp://www.jobfutures.ca

Job Futures in a career planning guide

It provides useful information 265 occupational groups

Describes the work experiences of recent graduates from 155 programs of study.

Red Seal Programhttp://www.red-seal.ca

Program promotes mobility across Canada for trades occupations

There are 49 occupations in the Red Seal Program

The CSCSC Occupations are not in the Red Seal Program

Census-based resourceshttp://www12.statcan.ca/english/census06/data/topics/index.cfm?Temporal=2006&APATH=3

Aboriginal peoples

Age and sex

Education

Ethnic origin and visible minorities

Families and households

Housing and shelter costs

Immigration and citizenship

Income and earnings

Labour

Language

Marital status

Mobility and migration

Place of work and commuting to work

Labour Force Survey http://www40.statcan.ca/l01/ind01/l3_2621_1803-eng.htm?hili_lfss01 3

CSCSC Special Resources for the Supply Chain Sector

LMI Project Data on

www.SupplyChainCanada.org

Resources for future questions

HRSDC Official Tutorial on the NOChttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Tutorial.aspx

Skills and Labour Market Information DivisionProgram Policy and Coordination Directorate

Internet: www5.hrsdc.gc.ca/NOC-CNP/app/index.aspx?lc=eE-mail: noc-cnp.response-reponse@hrsdc-rhdsc.gc.ca