March. Local Labour Market Planning

Transcription

1 2013 March LLMP Report Local Labour Market Planning

2 T he Algoma Workforce Investment Committee (AWiC) would like to thank everyone who provided input and contributed to the gathering and validation of the information contained in this report. The material is drawn from a variety of sources considered to be reliable, however the Algoma Workforce Investment Committee makes no representation or warranty, express or implied as to its accuracy or completeness and does not assume any responsibility of liability. The document may be freely quoted and reproduced without permission of the Algoma Workforce Investment Committee provided that AWiC is acknowledged as the author of the document. The Algoma Workforce Investment Committee gratefully acknowledges the continued support of the Ministry of Training, Colleges and Universities for this new approach to labour market planning. ADDITIONAL INFORMATION CAN BE OBTAINED BY CONTACTING: Jonathan Coulman Executive Director Algoma Workforce Investment Committee 68 Dennis Street, Suite 206 Sault Ste. Marie ON P6A 2W9 (705) jcoulman@awic.ca A member of 2

3 Table of Contents 1. INTRODUCTION... 4 About the Board... 4 Overview of the Planning Process OVERVIEW OF THE LABOUR MARKET INDICATORS... 6 Key Sources of Information... 6 Data Limitations... 6 I. Algoma District... 7 i. Population & Migration (An Aging and Declining Population)... 8 ii. Employment in Small and Medium Enterprises (SME) COMMUNITY LABOUR MARKET DATA II. Central Algoma i. Sault Ste Marie III. East Algoma i. Elliot Lake ii. Blind River IV. Superior East i. Dubreuilville ii. Wawa iii. White River PAST ACTIONS TAKEN ( ) ACTION PLAN ( ) APPENDICES List of Participating Community Stakeholders

4 1. INTRODUCTION About the Board E stablished in 2006 AWIC is a volunteer community-based planning committee whose members are knowledgeable about labour force development issues in the District of Algoma. AWiC is one of twenty-five (25) Workforce Planning Boards across Ontario. Its mission is to work collaboratively with community partners to address the region s key labour force needs. AWIC s objective is to engage communities in a local labour market research and planning process that will lead to cooperative efforts to find local solutions to local labour market issues. Board of Directors Dan Friyia Superior East Community Futures Development Corporation Tracey Seabrook Algoma District Services Administration Board Shawn Heard East Algoma Community Futures Development Corporation Ted Newbery Sault College Anita Vaillancourt Algoma University Dawna Kinnunen YesYouCan Employment Consulting Gary Premo Canadian Steel Trade Employment Congress Karol Rains Sault Community Career Centre Larry Little Community Development Corporation of Sault Ste. Marie & Area Linda Ryan Employment Solutions Melanie Pilon Confederation College Ralph Medaglia Essar Steel Algoma Rick Thomas Sault Ste. Marie Construction Association Russell Reid Regional Employment Help Centre Government Representatives Judy Montague Ministry of Training, Colleges and Universities Rob Lepore Ministry of Training, Colleges and Universities Christine Kucher Ministry of Northern Development and Mines 4

5 Overview of the Planning Process E ach year, local boards undertake a comprehensive local labour market planning (LLMP) process. This process engages communities in a locally-driven and evidence informed process to identify and respond to the key local labour market challenges and opportunities in their local labour markets. This Local Labour Market Planning (LLMP) report is an update to the previous LLMP of March This report is intended to provide the reader with an understanding of the local labour market changes and challenges of the District of Algoma as a whole and the communities within the region. The report also lists AWIC s partnership strategies for the year. A major component of this planning process is to compile, interpret and review local labour market information. The results of this information will assist in aligning labour opportunities with training and education priorities. It is presumed that local educational and training partners and other community s organizations will use this information in forming their strategic directions. The timelines and activities of the Local Labour Market Planning Process (LLMP) are detailed below. Timelines and Activities of the Local Planning Process April - September 2012 LLMI Research October - November 2012 Employer Surveys October -November 2012 LLMP Community Consultations March 2013 LLMP Report Compile, interpreted and shared local labour market information. Conducted 80 employer surveys. Held four (4) community consultations within the District of Algoma (Blind River, Elliot Lake, Sault Ste. Marie & Wawa) to present and discuss the labour market trends and issues within each of the areas. A final Local Labour Market Planning (LLMP) report will be completed. 5

6 OVERVIEW OF THE LABOUR MARKET INDICATORS Key Sources of Information T his section of the report provides an overview of the current labour market status and reports on significant changes. Where possible, evidence based data is used, however, some information is anecdotal and is based on community perspectives captured during the consultation process. While all data will have some sort of limitations, the data and information outlined in this document is designed to lay out the groundwork for short and long-term planning and decision making by community stakeholders in developing a skilled and adaptable workforce. While other sources of information may have been used, the key sources used in this report include: Data Limitations Census Data Statistics Canada Canadian Business Patterns Statistics Canada Labour Force Survey Statistics Canada CANSIM Statistics Canada Facilitation Community Consultations Employer Survey AWIC 2012 Employer Survey Local Intelligence Local and Area news & reports I t is important to recognize the limitations of sources of local labour market information. The Census and accompanying National Household Survey are conducted every five years with the latest being undertaken in The data is released by Statistics Canada over a period of years. This report details population, age and sex figures while other data such as income, occupation, education, etc. will be released later in We cannot discount older Census data in our analysis while we wait for newer data. In many cases it is the only data available and combined with anecdotal information can still be used to predict trends and challenges. The Canadian Business Patterns (CBP) data identifies the number of business establishments and number of employers by detailed industries for different employee size ranges. This data is used to estimate small and medium business employment every six months (June and December) with an approximate five week time lag for release. Employer data from the June 2012 Canadian Business Patterns and past data was used to identify more recent changes and trends in the local labour market. This data combine with census information provide a powerful base for understanding each regions labour market. Local intelligence captures the unique characteristics and circumstances of each community. Every community has sources of local data and knowledgeable persons who can add valuable insights about the realities of the local labour market. However, local knowledge must be used carefully because this information is often a combination of factual information, opinions and advice. Both evidence and local knowledge are needed to guide planning. 6

7 I. Algoma District L ocated in North-Eastern Ontario and bordering the north shore of Lake Superior and Lake Huron, the District of Algoma has a population of 115,870 covering 48,810 square kilometres from White River in the northwest to Spanish in the east. The district is divided into the following sub-districts: Superior East, Central and East Algoma. Certain industries, geographic regions and demographic groups in the District of Algoma have been experiencing growth and others face challenges. For example, service industries have been growing strongly and creating jobs, while the forestry sectors are experiencing significant pressures and layoffs bringing about regional differences in labour market performance, with certain communities facing high rates of unemployment and low rates of employment growth. White River Dubreuilville Wawa Sault Ste. Marie Bruce Mines Elliot Lake Thessalon Blind River 7

8 i. Population & Migration (An Aging and Declining Population) A n aging population, low birth rates and low overall population growth are indicators pointing to labour market shortages for the District of Algoma as more people retire and there are less people entering the workforce. As a result communities will need to tap into under-utilized pools of labour and look at ways to increase the working population to address these shortages. Northern Ontario comprises more than 88% of the land mass of Ontario but represents only 5.7% of the total population of the province (2011 Census). This % age represents a decrease from 6.5% from the 2006 Census. The Ministry of Finance (Ontario) has estimated the annual rate of population growth rate at -1.4 % in for the Algoma region. 1 Although populations have been tabulated, the incomplete enumeration of one or more First Nation reserves occurred in 2006/2011 and the results should be interpreted with caution. 2 TABLE 1A Census Population of Communities in Algoma Geography Population 2011 Population 2006 Percent Change Algoma 115, , % Blind River 3,549 3, % Dubreuilville % Elliot Lake 11,348 11, % Michipicoten 2,975 3, % Sault Ste. Marie 75,141 74, % Spanish % Thessalon 1,279 1, % White River % Source: Statistics Canada, 2011 Census of Population From 2006 to 2011 the population of the District of Algoma decreased by the relatively small % age of -1.4% to 115,870 with the City of Sault Ste Marie actually growing by 0.3% to 75,141. In addition, several in First Nation communities in Algoma experienced higher population growth rates which are not entirely captured in census data. The largest declines in population occurred in White River (-27.8%) and the communities of Dubreuilville and Michipicoten (Wawa). The declines in these communities coincide with a downturn in the local forestry industry Source: Statistic Canada 8

9 An Aging Population According to the 2011 Census, the median age of Ontario's population increased by 1.4 years between 2006 and 2011, from 39.0 years to 40.4 years. Median age is the point where exactly half the population is older and the other half is younger. 3 Table 1B shows that the median age of the population in Algoma is considerably older than that of Canada and Ontario. It should be noted, however, that it is similar to other areas in Northern Ontario. TABLE 1B Median Age of Algoma Compared to Ontario & Canada Median Age Canada Ontario Algoma Source: Statistics Canada, Focus on Geography Series, 2011Census Elliot Lake: Oldest Census Agglomeration in Ontario Among smaller population centres in Ontario called Census Agglomerations (CAs), Elliot Lake had by far the highest share of seniors, at over 35 % and a median age of Dubreuilville indicated the youngest median age for that of Algoma at 36.8 years with a slight increase from 2006 at 35.5 years old. TABLE 1C Median Age of Communities in Algoma Median Age Community Blind River Dubreuilville Elliot Lake Sault Ste. Marie Wawa White River Source: Statistics Canada, Focus on Geography Series, 2011 Census 3 Source: Globe and Mail 9

10 Population Distribution by Age From a labour market standpoint it is important to look at the makeup of the overall population by age ranges. This gives an indication of the age of the current workforce and the potential size of the future workforce (the number of younger people in the region) TABLE 1D Population Distribution by five-year age groups and sex in Algoma 2011 Female Male Source: Statistics Canada, Focus on Geography Series, 2011 Census As Table 1D clearly demonstrates the aging nature of the workforce in Algoma as those from ages 45 to 64 years outnumber those from 20 to 44 years of age. The impact of the population distribution will be felt as people begin to retire and there will be less people available to replace them. Also of concern will be the knowledge that is lost as those in the older age ranges are more likely to be in supervisory and management positions. There is an increase in population for those in the 15 to 24 years of age, which a promising sign as these people represent the future workforce. As we will see in the next section however, this portion of the population experiences a high out-migration from the district. It will be important to look at ways to retain this portion of the population as they migrate out of the region for post-secondary school. Table 1D also gives a perspective of the gender makeup of the population. The split between male and female is essentially equal across all age ranges. However it is important to note that female participation rates in the workforce are generally lower than that of males, so strategies for increasing female participation rates will become even more important in the coming years. Population Migration Migration is often a good indicator how a local labour market is doing. High in-migration suggests greater employment opportunities, while high out-migration suggests limited work opportunities, forcing residents to seek out of region employment. Table 1E shows net-migration for Algoma by age category. The District of Algoma, displays a net increase of migrants in 0-17 and which could reflect families moving back to the region who have gained employment. 10

11 TABLE 1E Net-Migration for Algoma by Age Group Age Group In-migrants Out-migrants Net-migrants ,114 2, ,671 2,831-1, ,700 5, ,179 2, ,296 1, Total 13,960 15,110-1,150 Source: Statistics Canada, Taxfiler Table 1 E shows a significant loss in the cohort. Attracting these individuals back to the region is an important aspect of ongoing workforce development. This indicates a limited supply of younger workers and a number of youth seeking education/employment outside the area. Individuals in this age cohort are viewed at their prime career years and arguably the most important contributors to the local labour force as well as the vitality of the local economy. If the extent of the predicted shortage of labour across Canada comes to fruition, then many provinces and communities will be challenging each other for migrants within the country. A 2006 census research paper sponsored by AWIC, summarized the issue as follows: A growing concern with the intense concentration of immigrants in the gateway cities of Vancouver, Toronto, and Montréal is coupled with a desire for the regionalization of immigration and the opportunity for smaller centres to benefit from Canada's immigration vision. Canada s rural and northern communities have yet to benefit from the country s current influx of immigrants and little is known about the challenges immigrants encounter in rural and northern communities and about their potential contributions in these communities. 4 This statement still holds true today and continued efforts need to be focused on local international immigration that work alongside with migration strategies. This includes working with local organizations such New to the Sault and the Sault Ste. Marie Local Immigration Partnership. Table 1F compares Net Migrations across Northern Ontario. TABLE 1F Net Migration in Northern Ontario Communities Total Nipissing Greater Sudbury Timiskaming Algoma 348-1, ,150 Thunder Bay , ,264 Cochrane , ,619 Source: Statistics Canada, Taxfiler 4 Migration and Mobility Trends in Northern Ontario , Chris Southcott 11

12 ii. Employment in Small and Medium Enterprises (SME) E mployment created by Small and Medium sized Enterprises make up much of the collective employment in the Algoma District, therefore it is important to focus on these employers who can profit from labour market initiatives. Canadian Business Patterns (CBP) is derived from Statistics Canada by Canada Revenue Agency and is based on the employee payroll remittances submitted by companies in behalf of the employees. CBP data is used to identify the concentration of industries within the economy of our region as compared to Ontario; demonstrate the increase or decrease in the number of business establishments operating in each industry between June 2011 and June 2012; and to estimate employment for business establishments employing less than 100 people. TABLE 2A Top 5 Sectors based on Number of Employees in Small and Medium Sized Businesses NAICS Small / Medium Total % Retail Trade 5,485 19% Accommodation and Food Services 4,083 14% Construction 3,468 12% Health Care & Social Assistance 2,788 9% Other Services 2,001 7% Source: Derived from Statistics Canada, Canadian Business Patterns June

13 Table 2A shows us that in Algoma the top five sectors of employment in SME s account for more than 60% of all jobs. As you would expect for this size of businesses (< 100 employees) - retail stores, restaurants and construction companies employ the most people. By drilling down a little further we can get more detail on the types of businesses in each of the sectors and their growth over the past year. Table 2B identifies Small and Medium Enterprises (SME) by their 3 Digit NAICS code - ranked by number of workers employed as of June Table 2 B Employment Growth for the top 15 Small and Medium Sized Employers (Ranked by Total Employed) Total Total Growth/ Industry Employed in Employed in Decline (%) Food Services and Drinking Places 3,125 3, % 238 Specialty Trade Contractors 1,955 2, % 541 Professional, Scientific and Technical Services 1,472 1, % 621 Ambulatory Health Care Services 1,254 1, % 522 Credit Intermediation and Related Activities 1,237 1, % 445 Food and Beverage Stores 1,205 1, % 813 Religious, Grant-Making, Civic, and Professional and Similar Organizations 1,073 1, % 561 Administrative and Support Services 1,087 1, % 236 Construction of Buildings % 531 Real Estate % 623 -Nursing and Residential Care Facilities % 721 Accommodation Services % 713 Amusement, Gambling and Recreation Industries % 441 Motor Vehicle and Parts Dealers % 452 General Merchandise Stores % Source: Derived from Statistics Canada, Canadian Business Patterns June 2012 As is evident, the top 3 SME industries by employment (largest to smallest) are Food Services and Drinking Places with 3,255 employees, Specialty Trade Contractors with 2,258 employees and a growth rate of 15.47%, and Professional, Scientific and Technical Services at 1,479 employees. These sectors are expected to grow due to economic priorities and with continued government incentives in the skilled trades. In terms of growth, General Merchandise Stores surpassed 2011 employment levels with a % growth rate from 2011 to Nursing and Residential Car Facilities are showing a growth rate of 9.09 % from 2011 to 2012 with employments levels on a steady rise with the aging population of the Algoma District. 13

14 Table 2 C identifies the 10 sectors by 3 digit codes with the most growth based on the number of new jobs and the 10 sectors with the greatest number of jobs lost. Table 2 C Growth/Decline in Employment in Small and Medium Business (Ranked by Absolute Change in number of Jobs) NAICS Absolute Change PercentChange (%) Growth Specialty Trade Contractors 1,955 2, Food Services and Drinking Places 3,125 3, Food, Beverage and Tobacco Wholesaler-Dist Nursing and Residential Care Facilities Support Activities for Transportation Furniture and Home Furnishings Stores Amusement, Gambling and Recreation Ind Fabricated Metal Product Manufacturing Ambulatory Health Care Services 1,254 1, Securities, Commodity Contracts, and Other Financial Investment and Related Activities Loss Publishing Industries (except Internet) Motor Vehicle and Parts Dealers Truck Transportation Insurance Carriers and Related Activities Clothing and Clothing Accessories Stores Repair and Maintenance Religious, Grant-Making, Civic, and Professional and Similar Organizations 1,073 1, Transit and Ground Passenger Transport Credit Intermediation and Related Activities 1,237 1, Utilities* Source: Derived from Statistics Canada, Canadian Business Patterns, June 2012 The sectors with the highest estimated growth rates in number of employees are Food, Beverage and Tobacco Wholesalers with % growth and Support Activities for Transportation at % growth. Table 2 B indicates the largest losses in number of employees by percent change are Utilities down % and Transit and Ground Passenger Transportation down %. 14

15 Why does Utilities rank as the Industry with the Greatest Loss of SME Jobs? To further explain the decline in the Utilities sector of -45 % in table 2 D (below) is due to change in the size of businesses in the utilities sector. Table 2 C only looks at small and medium sized businesses (under 100 employees) employment estimates are lower as there are no longer 2 businesses in the 50 to 99 employee size range, but there are 2 businesses in the 20 to 49 range. Also, you can see that there was an increase of 1 employer with 100 to 199 employees but that would not be included in the estimate as it is no longer a small or medium sized business. As a result, it looks like employment in the sector has decreased, when it may have increased overall, but decreased in small and medium sized businesses. Table 2 D Number of Employers by Employee Size Range Algoma District Utilities June 2011 to June 2012 NAICS Total Utilities Source: Derived from Statistics Canada, Canadian Business Patterns Table 2 E examines number of all employers by employee size ranges in the District of Algoma between June 2011 and June A decrease in the number of business establishment in any category of employee size range does not necessarily mean that the business is no longer operating. It may imply that an enterprise has increased or decreased the number of employees and appears in a different employee size range. Table 2 E Number of Employers by Employee Size Range- Algoma District June 2011 to June 2012 Number of Number of Percent Employers Employers Absolute Change Change (%) Employee Size Range Ontario Percent Change (%) ,160 2, ,485 1, Total 5,337 5, Source: Derived from Statistics Canada, Canadian Business Patterns Employers between 1-4 employee size ranges decreased 54 by employers or % and employers with 5-9 employees decreased by 42 employers or %. This is significant when compared to a.60 % increase and a minor -.94 % decrease for Ontario. This is an important indicator to monitor as this can be a gauge of economic renewal as a new generation of business establishments are developed. 15

16 Employers between increased by % with an absolute change of 59 employers which is more significant than that of Ontario with an increase of 3.31 %. This could be a reflection of businesses growing and employing more than 1-9 employees. Table 2 E also indicates employers employing individuals experienced a % growth or an absolute decrease of -2 compared to Ontario with a % increase in which case an established business could have caused the increased in the and 500+ employee size ranges by growing or shrinking in size. With the largest growth in the employee size of % only an absolute growth of 1 employer suggest that our region largely depends on larger employers to supply work for employees compared to that of Ontario with a 2.40 % change. Central to local labour market planning is an understanding of the characteristics of area employers. The number of employers, the size of employers and changes in the number and size of employers over time affect employment levels and employment opportunities within a local labour market. Table 2 F identifies the top five industries that have the greatest number of employers. Table 2 F Number of Employers by Employee Size Range and 3-Digit Industry- Algoma District June NAICS 0 Total % Real Estate Professional, Scientific and Technical Services Specialty Trade Contractors Ambulatory Health Care Services Food Services and Drinking Places Source: Derived from Statistics Canada, Canadian Business Patterns

17 Table 2 G examines the number of business establishments within industries in Algoma compared to the province. The term distribution refers to the number of business establishments operating in a sector as a percentage of the total number of business operating in the region. This percentage is then compared to industry activity at the provincial level to provide an indicator of the importance of that industry locally compared to the rest of Ontario and the diversity of the local economy in general. Table 2 G Distribution of Total Employers by 3-Digit Industry- Algoma District June 2012 NAICS Algoma Total Distribution % Ontario Total Distribution % Total 5, , Real Estate , Professional, Scientific and Technical Services , Specialty Trade Contractors , Ambulatory Health Care Services , Food Services and Drinking Places , Religious, Grant-Making, Civic, and Professional and Similar Organizations , Construction of Buildings , Repair and Maintenance , Administrative and Support Services , Securities, Commodity Contracts, and Other Financial Investment and Related Activities , Source: Derived from Statistics Canada, Canadian Business Patterns Table 2 G confirms that in Algoma the industry that has the greatest difference in the portion of employers compared to that of Ontario is Professional, Scientific and Technical Services with a 7.21% difference. This subsector comprises establishments primarily engaged in activities in which human capital is the major input such law, accounting, engineering and advertising firms. 17

18 The number of total employers in the Algoma District fell from 5,337 in 2011 to 5,292 in 2012 with an absolute change of -45 employers. Table 2 H shows us which sectors had the most growth and decline by number of employers (businesses). Table 2 H Change in the Total Number of Employers in Algoma District June 2011 to June 2012 Total Total Absolute Employers Employers Change NAICS Percent Change (%) Growth Specialty Trade Contractors Ambulatory Health Care Services Animal Production Amusement, Gambling and Recreation Industries Support Activities for Agriculture and Forestry Decline Truck Transportation Forestry and Logging Food Services and Drinking Places Clothing and Clothing Accessories Stores Miscellaneous Store Retailers Source: Derived from Statistics Canada, Canadian Business Patterns The industry with the most new businesses was Speciality Trade Contractors which saw an increase of 6.67 % or an absolute change of 21 employers from 2011 to This is a reflection of a healthy housing market, major construction projects such as a new PUC office in Sault Ste. Marie and new mall in Elliot Lake, as well as existing shops expanding into new business lines such as SIS. Of interest is the increase in Animal Production. This is a reflection of new farms in the Sylvan valley in East Algoma. The decline of the number of employers in truck transportation can be attributed to the increase in gas prices for transportation of goods. The Forestry and Logging economy is lagging and almost nonexistence due to the high Canadian dollar. The closure of St Mary s Paper in Sault Ste. Marie and Dubreuil Forest Products are examples of these companies affected by the slowdown of the forest industry. 18

19 COMMUNITY LABOUR MARKET DATA II. Central Algoma i. Sault Ste Marie T he largest urban centre in the Algoma District is Sault Ste. Marie and is the third largest city in Northern Ontario. With a population of an estimated 75,141 residents in 2011, Sault Ste. Marie is Ontario s 19 th largest city. POPULATION Table 3 A - Population Trends of Sault Ste. Marie Sault Ste. Marie 74,566 74,948 75,141 Source: Statistics Canada, 2011 Census of Population Table 3 B - Census Sub-divisions Population change from 2006 to 2011 Central Algoma Census subdivision (CSD) Name Population % change Sault Ste. Marie 74,948 75, Macdonald, Meredith and Aberdeen Additional 1,550 1, Garden River 985 1, Laird 1,078 1, Prince 971 1, Rankin Location 566 N/A N/A Source: Statistics Canada Focus on Geography Series, 2011 Census. In 2011, there were a total of 31 Indian reserves and Indian settlements that were 'incompletely enumerated such as the Rankin Reserve. For these reserves or settlements, enumeration was either not permitted or was interrupted before it could be completed, or enumeration was not possible. Table 3 E Sault Ste. Marie Age distribution Age groups Both sexes Males Females 0 to % 15.40% 13.40% 15 to % 66.80% 65.80% 65 and over 19.30% 17.70% 20.80% Source: Statistics Canada Focus on Geography Series, 2011 Census. In 2011, the % age of the population aged 65 and over in Sault Ste. Marie was 19.3%, compared with a national % age of 14.8%. The % age of the working age population (15 to 64) was 66.3% and the % age of children aged 0 to 14 was 14.4%. In comparison, the national % ages were 68.5% for the population aged 15 to 64 and 16.7% for the population aged 0 to

20 7,000 6,000 5,000 4,000 3,000 2,000 1,000 0 Table 3 C Sault Ste. Marie Change in Total Population by Age Total 75, Total 74,945 Source: Statistics Canada, 2011 Census Table 3 D Sault Ste. Marie Population Distribution by five-year age groups and sex 7,000 6,000 5,000 4,000 3,000 2,000 1,000 0 Source: Statistics Canada, Census 2011 Male 36, Female 39,030 20

21 LABOUR FORCE Estimates are based on 2006 census population counts and persons of working age (15 and above). These figures are estimates in thousands, rounded to the nearest hundred. The participation rate is the number of labour force participants expressed as a % age of the population 15 years of age and over. The employment rate (formerly the employment/population ratio) is the number of persons employed expressed as a percentage of the population 15 years of age and over. Table 3 F Labour Force survey estimates based on 2006 Census boundaries Sault Ste. Marie Labour force characteristics Population (x 1,000) Labour force (x 1,000) Employment (x 1,000) Unemployment (x 1,000) Not in labour force (x 1,000) Unemployment rate (%) Participation rate (%) Employment rate (%) Source: Statistics Canada. Table , CANSIM The unemployment rate in Sault Ste. Marie dropped from 8.9% in 2011 to 7.5% in This should be a good sign, but if you include the relatively low and declining participation rate, the drop in the unemployment rate is more likely due to people leaving the workforce and no longer looking for work. The participation rate of 53.9% is significantly lower than the provincial rate of 61%. EMPLOYERS Employment created by Small and Medium sized Enterprises (SME) often make up much of the collective employment in the region, therefore it is importance to focus on these employers who can profit from labour market initiatives. Employers with 0 employees are considered to be owner operated businesses which do not have any payroll employees or are contracted workers (e.g. Real Estate Agents). Table 3 G shows the top 5 economic sectors in Sault Ste. Marie based on the number of businesses in each sector. Table 3 G Top 5 Sectors by Number of Employers and Employment Size Ranges Total Total Retail trade Construction Real estate and rental and leasing Other services (except public administration) Professional, scientific and technical services Source: Derived from Business Register, Statistics Canada, June

22 By looking at the same data, but in more detail, we can see the types of business that operate within the sectors. Table 3 H indicates the different size ranges and the number of employers within those industries sectors. Table 3 H Top 10 Industries by Number of Employers and Employment Size Ranges Total Lessors of Real Estate Other Financial Investment Activities Management of Companies and Enterprises Offices of Physicians Residential Construction Building Equipment Contractors Automotive Repair and Maintenance Personal Care Services Building Finishing Contractors Limited-Service Eating Places Source: Derived from Business Register Division, Statistics Canada, June 2012 Real Estate activity supports many SME businesses as the housing market continues to improve in the area and continued low interest rates indicates growth. This trend should continue according to the Canadian Mortgage and Housing Corporation (CMHC): Ontario sales will moderate in 2012 before rising in 2013 to levels supported by underlying fundamentals. Ontario resale prices grew at an above inflationary rate early in While the balance between demand and supply remained constant, strong price growth was a result of increasing higher end home sales in more expensive markets. 5 The sectors that support Sault Ste. Marie s largest employers are listed in Table 3 I. Call centres (classified as Business Support Services); Education and Health Care services make up most of the largest employers in Sault Ste. Marie. Table 3 I Top Industries with Greater than 200 Employees 4-Digit NAICS 200+ Business Support Services 4 Elementary and Secondary Schools 2 Nursing Care Facilities 2 Out-Patient Care Centres 2 Universities 2 Other Local, Municipal and Regional Public Administration 1 Iron and Steel Mills and Ferro-Alloy Manufacturing 1 Deep Sea, Coastal and Great Lakes Water Transportation Source: Derived from Business Register Division, Statistics Canada, June

23 III. East Algoma E ast Algoma is comprised of many smaller towns and its population is dominated by the second largest city in the District of Algoma, Elliot Lake. East Algoma is also home to the four towns of Blind River, Thessalon, Bruce Mines and Spanish. The remaining population is a combination of townships and hamlets throughout the area. i. Elliot Lake POPULATION In 2011, the population of Elliot Lake census agglomeration (CA) was 11,348, representing a percentage change of -1.7% from Table 4 A Population Trends of Elliot Lake Elliot Lake 11, , , Source: Statistics Canada, 2011 Census of population In 2011, the percentage of the population aged 65 and over in Elliot Lake was 35.1%, compared with a national percentage of 14.8%. The percentage of the working age population (15 to 64) was 54.8% and the percentage of children aged 0 to 14 was 10.2%. In comparison, the national percentages were 68.5% for the population aged 15 to 64 and 16.7% for the population aged 0 to 14. Table 4 B Elliot Lake- Age Distributions Age groups Both sexes Males Females 0 to % 10.8% 9.5% 15 to % 54.2% 55.3% 65 and over 35.1% 35.0% 35.2% Source: Statistics Canada, Focus on Geography Series, 2011 Census. Elliot Lake s aging population is also clearly visible when looking at population by age ranges. With a median age of 57 years old, most of the population is over the age of 50. Succession planning is critical in Elliot Lake as a large portion of the workforce is at or approaching retirement age. These people and skills will need to be effectively replaced in order to maintain the local economy and services in the city. 23

24 Table 4 C Elliot Lake Change in Total Population by Age , ,550 Source: Statistics Canada, Census Similar to Algoma as a whole, the ratio of females to males is slightly higher in all age ranges. As we look to address gaps in the workforce due to aging, encouraging woman to take non-traditional roles could help in some sectors (e.g. skilled trades) Table 4 D Elliot Lake Population Distribution by Five-Year Age Groups and Sex Male 5, Female 5,950 Source: Statistics Canada, 2011 Census 24

25 EMPLOYERS The sector with the largest number of employers in Elliot Lake is Other Services. This sector is comprised of establishments not classified to any other sector, and those providing personal care services from their home. Given the aging population is Elliot Lake, it is not surprising that Personal Care and Healthcare employers rank among the Top 5 sectors by number of employers. By looking at the same data, but in more detail, we can see the types of businesses that operate within the sectors. Table 4 F indicates the different size ranges and the number of employers within those industries sectors. Table 4 F Elliot Lake Top 10 Industries by Number of Employers and Employment Size Ranges Total Total Real Estate Professional, Scientific and Technical Services Specialty Trade Contractors Religious, Grant-Making, Civic, and Professional and Similar Organizations Ambulatory Health Care Services Food Services and Drinking Places Administrative and Support Services Personal and Laundry Services Construction of Buildings Repair and Maintenance Source: Derived from Business Register Division, Statistics Canada The single largest employer in Elliot Lake is St. Joseph s General Hospital with more than 200 employees. Other large employers include the school boards, although for a Stats Canada perspective these jobs are attributed to the city where the head offices are located Sault Ste. Marie. Table 4 E Elliot Lake Top 5 Sectors by Number of Employers and Employment Size Ranges Total Total Other Services (except public administration) Retail Trade Construction Real Estate and Rental and Leasing Healthcare and Social Assistance Source: Derived from Business Register Division, Statistics Canada

26 ii. Blind River POPULATION Blind River s population decreased between 2006 and 2011 by -6.1 %, falling to 3,549 in 2011 from 3,780 in Table 5 A Population Trends of Blind River Blind River 3,969 3,780 3,549 Source: Statistics Canada, Census Profile Census When we look at the Population by Age, we can see that most of the loss in population can be attributed to younger age ranges and those between 40 to 49 years old. The exception is the significant increase in 25 to 29 year olds. This could be an indication of people returning to Blind River after completing university or college outside of the area Table 5 B Blind River Change in Total Population by Age Source: Statistic Canada, Census Profiles , ,780 26

27 Table 5 C Blind River Population Distribution by Five-Year Age Groups and Sex Male 1,720 Female 1, Source: Statistics Canada Community Profile EMPLOYERS Blind River is home to a large uranium refinery operated by the Cameco Corporation. Along with Cameco, the largest employers in the area are Blind River District Health Centre and the Serpent River First Nation. Table 5 D Blind River Top 5 Sectors by Number of Employers and Employment Size Ranges Total Total Retail Trade Construction Accommodation and Food Services Healthcare and Social Assistance Other Services (except public administration) Source: Derived from Business Register, Statistics Canada, June

28 Table 5 E Blind River Top 10 Industries by Number of Employers and Employment Size Ranges Total Total Specialty Trade Contractors Real Estate Food Services and Drinking Places Ambulatory Health Care Services Food and Beverage Stores Professional, Scientific and Technical Services Motor Vehicle and Parts Dealers Repair and Maintenance Securities, Commodity Contracts, and Other Financial Investment and Related Activities Source: Derived from Business Register, Statistics Canada, June 2012 The sectors with the largest individual employers (> than 50 employees) in Blind River are: General Medical and Surgical Hospitals Aboriginal Public Administration Non-Ferrous Metal (except Aluminum) Production and Processing Non-Scheduled Air Transportation Other Local, Municipal and Regional Public Administration 28

29 IV. Superior East T he Superior East region includes the communities if Dubreuilville, Wawa, White River and all points in between. The region is situated along the North-Eastern shore of Lake Superior. The total population of the Northern region of the Algoma District is a little over 4,000 people and the main sectors in the region are Accommodation and Food Services, Retail Trade, Forestry, Fishing and Hunting. The largest individual employers in the region are gold mines, which also support a wide range of support and service businesses in the area. i. Dubreuilville The town of Dubreuilville is situated between Sault Ste. Marie and Thunder bay, Ontario. This small, northern community is mainly Francophone (approx. 95%). Dubreuilville has been dependant on a single employer in the forestry industry since its inception in 1961 and is facing numerous challenges in the future development of its economy. The local economy could turn around however as gold mining could drive economic develop in the area. Prodigy/Argonaut Gold are in the advanced stages of developing a local mine and posed to begin extraction. POPULATION The decline of Dubreuilville s population can be primarily attributed to the closure of Dubreuil Forest Products which was the area s main employer for 50 years. The collapse of the regional forest industry has idled this mill, as well as others, leaving hundreds without work. This region experienced considered population losses when compared to the other regions in the District. Table 6 A Population Trends of Dubreuilville Dubreuilville Source: Statistics Canada, 2011 Census of Population As people leave the region to find work, the median age remains low compared to regional and national numbers. Table 6 B Dubreuilville Age Distribution Age Groups Total % 0 to % 15 to % 65 and over % Source: Statistics Canada, 2011 Census Profiles 29

30 Table 6 D highlights the relatively drastic drops across all of the primary labour force age ranges Table 6 C Dubreuilville Change in Total population by Age Source: Statistics Canada, Census Profiles Table 6 D Dubreuilville Population Distribution by Five-Year Age Groups and Sex Source: Statistics Canada, 2011 Census Profiles 2011 Male Female

31 EMPLOYERS Traditionally, Superior East has been classified as a resource based region, with each community relying on one or two major employers that employ the majority of the residents. Mining and Forestry have served as the primary industries in this region since its inception, although, the recent decline in resource based industries has negatively impacted the region as a whole. Table 6 E Top 5 Sectors by Number of Employers and Employment Size Ranges Total Total Accommodation and Food Services Agriculture, Forestry, Fishing and Hunting Management of Companies and Enterprises Other Services (except public administration) Retail Trade Source: Derived from Business Register, Statistics Canada, June 2012 The sectors with the largest individual employers (> than 20 employees) in Dubreuilville are: Metal Ore Mining Other General Merchandise Stores Specialized Freight Trucking Elementary and Secondary Schools Other Local, Municipal and Regional Public Administration 31

32 ii. Wawa POPULATION Wawa is a smaller community situated on the Trans-Canada highway between Sault Ste. Marie and Thunder Bay, Ontario.. Formerly known as the township of Michipicoten, the township was officially renamed for its largest and best-known community in The township also includes the smaller communities of Michipicoten and Michipicoten River, which are small port settlements on the shore of Lake Superior. Table 7 A Population Trends of Wawa Wawa 3,668 3,204 2,975 Source: Statistics Canada, 2011 Census Table 7 B Sault Ste. Marie- Age Distribution Age Groups Total % 0 to % 15 to % 65 and over % Source: Statistics Canada, 2011 Census Table 7 C Change in Total Population by Age Source: Statistics Canada, Census , ,205 32

33 Table 7 D Wawa Population Distribution by Five-Year age Groups and Sex Male 1, Female 1, Source: Statistics Canada, 2011 Census EMPLOYERS As many of the other Northern Ontario communities, Wawa s history is steeped in mining, forestry, and the fur trade. Although mining attempts began as early as the late 1660s, it wasn't until 1896 that gold was discovered on nearby Wawa Lake, leading to a rush to the area. The population grew from only a handful of people to approximately a thousand. Mining is still the major employer in the area, the largest operation being Wesdome Gold Mines. With a workforce of 190 employees, plus about 30 contractors, the operation draws people on a rotational basis from Wawa, Elliot Lake, Timmins, Sudbury, Sault Ste. Marie and Thunder Bay. The collapse of the forestry industry in the first decade of the 2000s not only impacted Wawa, but the neighbouring communities of Dubreuilville and White River. Wawa, the area's largest settlement, has consequently faced difficulties in attracting new industry to the community and region. Table 7 E Top 5 Sectors by Number of Employers Est. Number % of NAICS of Employers Employers 72 Accommodation and food services 67 20% Retail trade 38 12% 81 Other services (except public administration) 33 10% 62 Health care and social assistance 30 9% 71 Arts, entertainment and recreation 29 9% Source: Wawa Business Directory, June 2012 *based on estimated numbers. 33

34 iii. White River POPULATION Strategically located between Sault Ste. Marie and Thunder Bay, Ontario on the TransCanada Highway White River is a small but progressive community actively pursuing new opportunities for economic and population growth. The population of White River decreased substantially by 27.8 % falling to 607 in 2011 from 841 in Table 8 A Population Trends of White River White River Source: Statistics Canada, Census Table 8 B White River Age Distribution Age Groups Total % 0 to % 15 to % 65 and over % Source: Statistics Canada, Census Table 8 C Change in Total Population by Age Source: Statistics Canada, Census 34

35 Table 8 D White River Population Distribution by Five-Year Age Groups and Sex Source: Statistics Canada, Census 2011 Male Female 285 EMPLOYERS Table 8 E Top 5 Sectors by Number of Employers and Employment Size Ranges Total Total Accommodation and Food Services Retail Trade Agriculture, Forestry, Fishing and Hunting Real Estate and Rental and Leasing Construction Source: Derived from Business Register, Statistics Canada, June

36 Table 8 E Top 10 Industries by Number of Employers and Employment Size Ranges Total Total Accommodation Services Food and Beverage Stores Gasoline Stations Rental and Leasing Services Food Services and Drinking Places Forestry and Logging Support Activities for Agriculture and Forestry Construction of Buildings Repair and Maintenance Specialty Trade Contractors Source: Derived from Business Register, Statistics Canada, June 2012 The sectors with the largest individual employers (> than 50 employees) in White River are: Limited-Service Eating Places Full-Service Restaurants Other Local, Municipal and Regional Public Administration Traveller Accommodation Gasoline Stations Commercial and Industrial Machinery and Equipment Rental and Leasing Support Activities for Forestry Commercial and Industrial Machinery and Equipment Repair and Maintenance Full-Service Restaurants Residential Construction 36

37 4. PAST ACTIONS TAKEN ( ) Several of the action items pursed in build on previous activities of the Algoma Workforce Investment committee (AWIC). Past actions undertaken last year in partnership with community stakeholder include: IMPROVING LOCAL LABOUR MARKET DATA COLLECTION AND DISTRIBUTION Priority Issue(s) Addressed Providing accurate, timely and regionalized Labour Market Data is a challenge in Algoma. This project addressed the issue by developing stronger relationships within each community to ensure a higher level of data is available Description Outcome(s) Confirmed Partners Timelines & Milestones AWIC held a series of round table discussions and met individually with stakeholders to do an inventory of the existing data available, identify gaps in the data and develop partnerships for sharing/gathering data. The outcome of this project is the availability of stronger Labour Market data to our partners in Algoma. This also led to a better LLMP consultation process and more engagement with community partners. Lead or Co-Lead: AWIC is the lead Supporting Partners: Local Chambers of Commerce, Regional EDC, Regional CFDC, ELNOS, Sault Ste. Marie Community Geomatics Centre, other boards and Employment Ontario Service Providers. May 2012 Launched weekly Labour Market newsletter. June July 2012 Meetings with local data stakeholders including ELNOS, Sault Ste. Marie Community Geomatics Centre, Chambers of Commerce, Ministry of Northern Development & Mines September 2012 Launched Online Labour Market Survey October/November 2012 LLMP Consultations Next Steps or related activities ( if applicable) Short term: Explore the possibility of a Data Summit where data experts are brought in to present to stakeholders from across the region. Medium term: Follow the progress of the online data portal model being developed by Elgin Middlesex Oxford Workforce Planning and Development Board. Long term: Generate an RFP to get an estimate of the cost to build a portal for Algoma or develop a shared platform with existing sites (for example the Sault Ste. Marie Community Geomatics Centre). 37

38 ALGOMA TRAINING CONSORTIUM DEVELOPMENT Priority Issue(s) Addressed Description The District of Algoma faces an ongoing challenge to update the workforce skills required to sustain and grow the industrial, manufacturing and construction sectors in the region. In many cases the available labour resources are lacking the skill sets required by local employers in these sectors and the high cost of administrating training programs make regular training very difficult for many individual employers. AWIC worked with the employers who participated in an earlier research project to engage them in the process of developing a training consortium. This took the form of round table forums to discuss the structure that the training consortium should take in order to best meet the needs of the employers and training providers. One of the outcomes sought in the forum discussions was to identify specific training requirements of local employers, match them to existing courses offered by local training partners and deliver the program through a shared platform that all employers can access. This would be a pilot of the Algoma Training Consortium that would demonstrate the proof of concept. Outcome(s) Confirmed Partners Timelines & Milestones Next Steps or related activities ( if applicable) Outputs: Held round table discussions to discuss structure and training needs of the employers. Coordinate training through the Algoma Training Consortium model developed. Algoma Training Consortium is a hub for employers to identify training needs and share training resources. Lead or Co-Lead: AWIC is the lead. Supporting Partners: Sault College, CSTEC, Employment Ontario Service Providers, Regional CFDC, ELNOS, Regional Chamber of Commerce. April 2012 Round table discussion in Elliot Lake with ELNOS, Elliot Lake Chamber of Commerce. July Round table discussion in Sault Ste. Marie, participants included ESSAR Steel, Flakeboard and the Sault Ste. Marie Construction Association September Established a monthly community calendar for Sault Ste. Marie employers. Employers can submit training requirements/needs in the sectors of construction, industry and manufacturing. February Began participation in Literacy Service Provider (LSP) Meetings in Sault Ste. Marie Continue to develop and deliver the shared training calendar in Sault Ste. Marie. Essential Skills (Literacy and Numeracy) have been raised as an issue for employers in the skilled trades across the region. AWIC will look at developing partnerships to deliver Essential Skills training that is tailored to those in the Skill Trades or in an Apprenticeship path. 38

39 Issue(s) Addressed Description Outcome(s) Confirmed Partners Timelines & Milestones Next Steps or related activities ( if applicable) MINING SECTOR LABOUR MARKET FORECAST The mining industry is key to the future economic growth and development of all of Northern Ontario. In the region of Algoma, this is especially true for communities of Wawa, Chapleau, White River and Dubreuilville. To remain competitive, the mining industry must have access to a qualified workforce. The identification of the industry's specific labour needs is crucial to ensure that the right people, with the right skills will be readily available when needed. AWIC conducted the research required for a Labour Market Forecast with support from the Mining Industry Human Resources Council (MiHR). The research covers the entire district, but due to the regional nature of the industry mainly focuses on the Wawa area. This research project produced a customized regional mining labour market forecast for 66 mining and mining-related occupations. The report summarizes 2, 5, and 10 year forecasts for our local Mining Industry. Lead or Co-Lead: Co-Lead Supporting Partners: The research was conducted by AWIC with support from the Mining Industry Human Resource Council (MiHR). This project was also replicated in all of the districts in Northern Ontario and has the support of all of the Workforce Planning boards in the region. This includes the Far Northeast Training Board, The Labour Market Group (Nipissing and Parry Sound), The Northwest Training and Adjustment Board, The North Superior Workforce Planning Board and the Sudbury & Manitoulin Workforce Partnership Board. Additional partners include Greater Sudbury Development Corporation and the City of North Bay. Other CFDC s across Northern Ontario have also been approached for support in their regions. This includes Kirkland Lake CFDC, South Temiskaming CFDC, Venture Centre CFDC, North Claybelt CFDC and NordAski CFDC, Superior East CFDC. Colleges in Northern Ontario have offered their support for the project. This includes Cambrian College, Canadore College, Collège Boréal, Confederation College and Northern College. August 2012 First round of contacts with Mining Stakeholders September Mail outs to Key Stakeholders September 2012 Second round of Phone calls to Stakeholders October 2012 Mining Stakeholder meeting in Superior East January 2013 Formation and first meeting of Mining Task Force in Wawa Promotion and distribution of the mining report in Algoma. Continue to develop and work with the Mining Task force in Superior East. 39

40 Issue(s) Addressed Description Outcome(s) HEALTH CARE SECTOR RESEARCH The purpose of this project is to forecast the long-term Labour Market opportunities/risks in the Health Care sector. Having and sharing this knowledge will then allow for the development of home-grown talent through training and education programs. AWIC identified the job descriptions/roles in the Health Care Sector, the skills and training required for each role, the existing demand for the role and a longer term forecast. The outcome will be the identification of all of the job descriptions/roles in the Health Care Sector, the skills and training required for each role, the existing demand for the role and a longer term forecast. The current demand and forecasting would be accomplished through direct contact with employers in the Health Care sector and through partnerships (e.g. NE LHIN). Outputs: Identification of job descriptions and roles in the Health Care Sector. Surveying of employers in the Health Care Sector to forecast demand. Communication of the research findings with community partners to develop strategies for address the Labour Market issues identified for the Mining Sector. Lead or Co-Lead: This partnership will be led by AWIC Confirmed Partners Timelines & Milestones Next Steps or related activities ( if applicable) Supporting Partners: Elliot Lake Centre for Development, NE LHIN, Ministry of Health and Long-Term Care, Health care Providers, ADSAB, Employment Ontario Service Providers, regional employers. December 2012 Development of Survey Materials January 2013 Testing of survey with key stakeholders February 2013 Conduct surveys with Health Care Provider in Blind River and Elliot Lake March 2013 Summarize data from surveys into a report. Develop strategies and partnerships to address gaps identified by the research. 40

41 STUDENTS PRESENTATIONS (YOU27) Issue(s) Addressed Description Youth out migration is an issue in the region. Part of the issue could be a perceived lack of career opportunities by youth or they may simply not understand what a particular career might entail. AWIC will host a series of presentation highlighting careers in the skilled trades, health care, science and technology sectors within the different communities in the Algoma District. AWIC will host a series of presentations to High School Students to engage with local employers and organizations to learn more about opportunities in the Science, Technology, Trades and Healthcare fields. Outcome(s) Confirmed Partners Timelines & Milestones Next Steps or related activities ( if applicable) Enlightening high school kids on careers that they may not have considered at a time when they can take advantage of training and co-op programs that are already in place. This would help address some of the skills gaps that local employers face when looking to hire locally. Lead or Co-Lead: This partnership will be led by AWIC. Supporting Partners: Sault Ste. Marie Innovation Centre, Employment Ontario Service Providers, ADSB, HSCDSB, Sault Ste. Marie Construction Association and regional employers, Algoma District Services Administration Board May 2012 Presentation to Students in YMCA STEPS. October 2012 Participated in Sault Ste. Marie Innovation Centre s ARTIE Science and Technology career expo. February/March 2013 Student Presentations Continue to promote and highlight rewarding careers that are in demand in the local labour market. 41

42 5. ACTION PLAN ( ) ACTION #1 Priority Issue Past Actions Taken Description Working in the skilled trades can provide rewarding and wellpaying jobs. However, literacy skill gaps can contribute to candidates not being able to complete their apprenticeship training. None Proposed Actions Applicable Community Partnership Lead Partner(s) Timelines June 2013 Apprenticeship Forums to promote Employment Ontario's new Supporting Apprenticeship Completions program offered through local literacy service providers. Partnerships would be formed with relevant community stakeholders to ensure that there is greater awareness the program and participation. AWIC, The Mid North Network, community based Literacy Service Providers. Expected Outcomes Labour market stakeholders are informed of available Literacy Basic Skills service models that promote and support successful apprenticeship completions. ACTION #2 Priority Issue Past Actions Taken Proposed Actions Applicable Community Partnership Lead Partner(s) Timelines Expected Outcomes Description An aging population and workforce creates a threat for employers without appropriate succession plans. At the same time in also creates opportunities for entry into the job market Employment Data from Statistics Canada data will provide a general overview of average ages in the employment sector, but it will not provide localized data. No recent actions. A survey of employers in all sectors across Algoma to identify the average age of employees by occupation. Provide education surrounding incorporating succession planning into a business human resource strategy. AWIC, Chambers of Commerce, Economic Development Offices, Canadian Council of Human Resources Association (CCHRA). May June 2013, Employer Survey. August, Final Report Completed. AWIC work with partners to produce and execute a research survey for area employers to identify the average ages of their employees by job/role in their organizations. This information will be summarized in a report which will guide future succession planning efforts. 42

43 ACTION #3 Priority Issue Past Actions Taken Proposed Actions Applicable Community Partnership Lead Partner(s) Timelines Expected Outcomes ACTION #4 Priority Issue Past Actions Taken Proposed Actions Applicable Community Partnership Lead Partner(s) Timelines Expected Outcomes Description The district of Algoma faces an ongoing challenge to update the workforce skills required to sustain and grow the industrial, manufacturing and construction sectors in the region. In many cases the available labour resources are lacking the skill sets required by local employers in these sectors and the high cost of administrating training programs make regular training very difficult for any individual employers. A feasibility study in 2012 and the development of a shared training calendar for heavy manufactures and construction trades in Sault Ste. Marie. The Algoma Training Consortium is a framework for Employers and Service Providers to work together to identify training needs, source training resources, communicate existing training opportunities and share the costs of training. The Algoma Training Consortium (ATC) would match the training needs of employers and the workforce with training programs across the region. Sault College, Confederation College, College Boreal, CSTEC, Employment Ontario Service Providers, Regional CFDC, ELNOS, Regional Chambers of Commerce. This is an ongoing project that will continue throughout the year. In April and May, local employers will be asked to provide input on training needs and resources requirements. An increase in the amount of local training available and awareness of the training available in communities across the region. Description One of the benefits of AWIC's 2012 LLMP consultations was that we were able to bring together a diverse set of service providers and employers at one table. Many were unaware of the programs and services offered by others in the community that related to labour market issues. None Develop localized directories of services and programs offered by service providers and agencies related to labour market issues. This community partnership would bring employers and students together at a venue that would allow employers workforce development issues around jobs in innovation. AWIC, Employment Ontario Agencies, Ontario Works Agencies, Ontario Disability Support Program April - August, collect and format program information. October Release the Directory. A consolidated directory of services and programs available locally which will allow for better integration of service delivery and clarity of roles for clients/employers. 43

44 ACTION #5 Priority Issue Description An aging population combined with an out migration of youth combined with an increase in demand for skilled labour means that immigration could play an important role in meeting local Labour Market demands. Past Actions Taken Proposed Actions Applicable Community Partnership Lead Partner(s) Timelines Expected Outcomes Participated in the Sault Ste. Marie Local Immigration Partnership Welcoming Diversity and Unity in Diversity forum. The Sault Ste. Marie Local Immigration Partnership model can be utilized across the Algoma region. AWIC can help establish the partnership regional as well as identifying skills gaps in local Labour Markets that could be addressed with immigration. Partnerships to promote the region as a destination for new immigrants. AWIC, Sault Ste. Marie Local Immigration Partnership, Municipalities across Algoma. Ongoing An increase in immigration into the region. 44

45 6. APPENDICES List of Participating Community Stakeholders INDUSTRY & BUSINESS Canadian Steel Trade Employment Congress Community Development Corp. of Sault Ste. Marie & Area Blind River & District Chamber of Commerce Blind River Development Corporation East Algoma Community Futures Development Corporation Elliot Lake and District Chamber of Commerce Elliot Lake Centre for Development ELNOS Equipment World Essar Steel Algoma G.P. Flakeboard Harte Gold Corporation MiHR Prodigy Gold PUC Richmont Mines Sault Ste. Marie Construction Association Sault Ste. Marie Economic Development Corporation Sault Ste. Marie Innovation Centre Strike Minerals/Superior Aggregates Superior East Community Futures Development Corporation Wawa Economic Development Corporation Wesdome Gold Mines LTD MUNICIPALITIES City of Elliot Lake City of Sault Ste. Marie Municipality of Wawa North Superior Mayors Group The Corporation of the Township of Dubreuilville The Township of St. Joseph EDUCATION Algoma District School Board Algoma University Confederation College Huron-Superior Catholic District School Board Sault College GOVERNMENT Service Canada Ministry of Northern Development and Mines Ministry of Training, Colleges and Universities Ontario Works HEALTH CARE Algoma EMS (Elliot Lake Ambulance Services) Algoma Public Health Almost Heaven Day Spa Arnold Dentistry Prof Corp. Children s Rehabilitation Centre Algoma Club Des Aines L Etoile D Or D Elliot Lake Community Care Access Centre Counselling Centre of East Algoma Dr. B. Bourret s Dentist Office Dr. R. Ferguson s Optometrist Office Dr. Rene Purzner s Dentist Office Elliot Lake Denture Clinic Elliot Lake Family Health Team Elliot Lake Pharmachoice Freitag s Remedy s RX Hillside Park Retirement Residence Lennon Family Chiropractic Lyrette Opticians Manitoba Road Animal Hospital Mitchell Pharmacy No Frills Drugstore Pharmacy North Shore Physiotherapy Oaks Centre (Camillus Centre & Withdrawal Management Services) Rexall Sault Area Hospital St. Joseph s General Hospital St. Joseph s Manor COMMUNITY ORGANIZATIONS Algoma District Services Administration Board Contact North Employment Options Employment Solutions- Blind River Employment Solutions- Sault Ste. Marie Local Immigration Program Mamaweswen the North Shore Tribal Council Metis Nation of Ontario North Algoma Literacy Coalition North Channel Literacy North Superior Tribal Council Program Read Regional Employment Help Centre Sault Community Career Centre YesYouCan Employment Consulting ZAD Consulting Inc. 45

46 Algoma Workforce Investment Committee 68 Dennis Street, Suite 206 Sault Ste. Marie, ON P6A 2W9 Phone Fax