Sector Partnership Planning Grant

Health and BioScience Sector Reportfor Durham Region and Clarington

Submitted by

Anna Johnston

Johnston HR Services

November 2017

Opening Remarks

Durham Workforce Authority along with partners Clarington Board of Trade, John

Howard Society and the Literacy Network of Durham Region are pleased to submit the

Sector Partnership Planning report. The focus of the report is on the Health &

BioScience sector for Durham Region and Clarington.

To ensure this sector continues to grow and thrive within the region, it is essential to

study the current state of the sector and the workforce and its supports that have an

influence on this sector. This report contains information around composition of the

workforce, labour market information, education, training supports and

recommendations to evolve workforce development.

We thank and acknowledge the support provided by partners, colleagues, employers,

post-secondary institutions, economic development, the Metcalf Foundation, and the

Ministry of Advanced Education and Skills Development.

We look forward to working together on investigating and developing the

recommendations; and continuing to support workforce development in our community.

For detailed information about this report or its contents please contact:

Durham Workforce Authority

951 Simcoe Street North

Oshawa, ON L1G 4W3

Email:admin@durhamwa.ca

Table of Contents

Executive Summary1

Project Scope and Limitations 2

Data Sources 4

Setting the Context and Background 5

Health and BioScience Sector in Durham Region and Clarington 7

Health and BioScience Sector Key Informant Interviews 10

Recommendations 12

Sector Strategy Implementation Strategic Framework 16

Durham Region Life Science Summit and Recommendations17

Conclusion and Next Steps 22

Appendices 23

Appendix A: Cooperation Agreement…………………………………………………….....25

Appendix B: Canadian Business Count – Durham Region 36

Appendix C: Educational Attainment by Occupation 37

Appendix D: Key Performance Indicators – Durham College 39

Appendix E: Industry Overview NAICS 40

Appendix F: Industry Overview NOC 42

Appendix G: Workforce Age Breakdown 46

Appendix H: Distribution of Occupational Categories 50

Appendix I: Training Map - Health and Bioscience 53

Endnotes 56

0

Executive Summary

Health and bioscience is a growth sector and a major employer across Durham Region.

The sector depends on several allied and sub sectors to support growth such as life

science, agriculture, advanced manufacturing, regional healthcare, post-secondary

institutions and multimodal transportation. This cross-sectoral approach supports sub-

sectors by utilizing resources and existing partnerships.

Clarington has a Life Sciences cluster committee, a sub-sector of the regional health

and biosciences sector.   The cluster committee is comprised of industry, economic

development, service providers, post-secondary institutions and the workforce planning

board, has identified several issues that impede the sector’s growth.

This project engages employers in the health and biosciences sector and leverages the

Clarington Life Sciences cluster to focus on workforce constraints, training, and

identifying opportunities for employer-led solutions, for options for specific training

requirements unique to this sector.

By conducting key informant interviews with stakeholders, holding a Life Science

summit and building strategies and recommendations from the related existing external

studies, shows there are opportunities to support the advancement of this sector in the

community.

Due to balancing timelines and employer engagement, recommendations are included

in this report that merit further investigation. The recommendations include forming a

Life Science Ontario chapter in the region, building capabilities for a talent hub/non-

profit staffing agency by leveraging partners, and leveraging training opportunities in an

innovative way.

Next steps include evaluating the recommendations with stakeholders and employers

and casting a wider net in the community to understand the varying perspectives.

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Obtaining support from employers, the Ministry of Advanced Education and Skills

Development, and other key partners will provide a foundation for moving forward.

2

Project Scope

The Sector Partnership Planning Grant (SPPG) brings together partners to develop

strategies that align training with the skills needed in a particular industry or sector to

grow and compete in the new economy. The project identifies workforce challenges

among employers in a particular sector and develops solutions in partnership with

providers.

Deliverables include creating a Health and Bioscience Report and recommendations

specific to this sector, Life Sciences Summit event, and strategic objectives from the

summit.

Health and BioScience Report

The Health and BioScience report includes reviewing labour market data, attending the

Clarington Life Sciences cluster committee to obtain information from stakeholders.

The report will include analysis of a labour market issue affecting the Health and

Biosciences sector including:

challenges and, opportunities, within Durham Region’s Health and Biosciences

sector with a specific focus on the life sciences sub sector;

factors that are contributing to the lack of available workforce;

utilizing the DWA LEPC Employer Survey 2017, key informant interviews, and the

Clarington Life Sciences cluster committee, to identify current and anticipated

workforce requirements.

Strategic Objectives and Recommendations

Included in the report will be a Health and Biosciences and sub-sector specific strategic

plan that includes:

the participation of employers in the Health and Biosciences sector and Life

Sciences sub sector;

recommendations that address the identified issues;

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addressing the skills development and workforce needs of regional employers;

detail how the strategy will support unemployed, marginalized job-seekers and lower

middle skilled workers, including a description of the needs and barriers of the

targeted population and how the strategy will address them.

Life Sciences Summit

This project engages employers in the health and biosciences sector and leverages the

Clarington Life Sciences cluster to focus on occupations in demand, creation of local

training maps (Appendix H) and identifying opportunities for employer-led solutions, and

identification of options for specific training requirements unique to this sector.

Limitations/Challenges of Project

Due to factors around time constraints, unforeseen changes in scheduling and

unavailability of management in some cases, not all sector specific employers were

represented in key informant interviews, and not available to attend the Life Sciences

Summit. Due to these constraints the key informant sample may not be enough to form

a definite conclusion as to what recommendations should be implemented. The

information that was gathered from key informants and the Life Sciences Summit to

inform the report has generated recommendations that need to be further investigated

along with building employer engagement opportunities and “partnership agreements”.

The strategic plan needs further employer engagement to ensure buy in, perhaps

addressing this at future cluster committee meetings. The recommendations have merit

to be further explored and are based on feedback from key informants, local statistics,

the Premier’s Highly Skilled Workforce Report, research from the Institute for

Competitiveness and Prosperity, the Metcalf Foundation and other related studies.

4

Data Sources

Methodology

Data sources for this report were derived through both quantitative and qualitative

methods.

Quantitative

Quantitative data was extracted from a variety of sources including but not limited to the

DWA LEPC Employer Surveys, Statistics Canada, national Occupational Classification

(NOC), North American Industry Classification System (NAICS), City of Oshawa Cluster

Strategy report, Premier’s Highly Skilled Workforce Report, and Institute for

Competitiveness and Prosperity

Qualitative

Qualitative data was gathered through information interviews with key employers,

economic development, and post-secondary institutions for a total of 18 organizations

contacted. The subject matter of the informant interviews included: workforce constraint

issues, training, student placements, sector specific planning and partnerships. The

Life Sciences summit discussed Life Science Ontario resources, local labour market,

workforce constraints, and training and placements. Other data sources included

attending the Metcalf Foundation event with other grant recipients, a Life Science

Ontario networking event in Toronto and utilizing technical assistance and documents

from the Metcalf Foundation (including attending the webinar offerings and holding a

coaching session).

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Setting the Context and Background

The rationale and case for workforce development in a changing economy has been

made by a number of research studies such as the Premier’s Highly Skilled Workforce

Report, the Institute for Competitiveness and Prosperity, the DWA and other

stakeholders. The Sector Partnership Planning body provided a letter to its Employment

Ontario network advising that the Highly Skilled Workforce Expert Panel identified that

gaps exist between training, employment programs, and the needs of employers and

workers. Workforce partnerships have proven to help regional industries and employers

improve their competitiveness while also supporting access to better jobs for low-skilled

or unemployed workers.i

The objective of the Sector Partnership Planning Grant is to support the development of

partnerships and strategies that will identify workforce needs among industry employers

and develop employment and training solutions that meet the needs of employers, job

seekers and workers. The recommendations identified through these partnerships will

help modernize key employment and training programs, such as Second Career and

the Canada Ontario Job Grant, to better address the workforce challenges of today and

tomorrow.ii

The institute for Competitiveness and Prosperity examines Ontario’s changing labour

market and skills, employer driven training and government skills training programs.

The Institute has provided recommendations for employers, government and

educational institutions to prepare Ontario’s workforce to be resilient in the face of

current and future labour market shifts.iii

The DWA is a hub for connecting employers, industry associations, sector groups and

other employer groups with employment and training services to address their

workforce development needs. The DWA has 20 years’ experience in providing Local

Labour Market Information and selected as one of the SPPG recipients to look at a

sector strategy for the Health and BioScience sector.

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Sector Strategy Defined

A Sector strategy is a partnership of employers within a critical industry that brings

together education, economic development, workforce systems, and community

organizations to identify and collaboratively meet the workforce needs of that industry

within a regional labour market.iv

The sector strategy model has advanced workforce development in the United States.

Many regions and a majority of states are now investing in sector strategies as stand-

alone initiatives in addition to federal laws emerging such as the Workforce Innovation

and Opportunity Act that are driving workforce organizations, to embrace sector based

approaches.v This is important to highlight due to the research that is available through

the Metcalf Foundation, a partner in this SPPG. The Metcalf Foundation, based in

Toronto, provides a link to best practices in workforce development and sector

strategies coming out of the United States, where practices are effectively

operationalized.

The result of this report is the culmination of research and alignment local workforce

development resources, needs, new and existing partnerships.

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Health and BioScience Sector in Durham Region and Clarington

The Health and BioScience sector comprises establishments primarily composed of

businesses in agriculture, manufacturing, professional services, health care and social

assistance (City of Oshawa, 2013). This sector also encompasses establishments

primarily engaged in oilseed and grain farming, pharmaceutical and medicine

manufacturing, general medicinal and surgical hospitals, chemical product

manufacturing, providing health care by diagnosis and treatment, providing residential

care for medical and social reasons, and providing social assistance, such as

counselling, welfare, child protection, community housing and food services, vocational

rehabilitation and child care, to those requiring such assistance (Statistics Canada,

2012).

Overview of the Health and BioScience Sector

Health and Bioscience is a growth sector and remains a major employer across the

Region. Through new and developing programs through local universities and

institutions, Durham Region has established itself as an emerging hub for the health

and bioscience sector. This emerging sector has developed the need for new research

and technologies within the health sciences. Research facilities train the next generation

of healthcare providers through state-of-the-art facilities, while education and research

efforts are focused on improving care for patients, families and the community. The

creation of these facilities allow health care practitioners the opportunity to establish

themselves at the forefront of industry leading research. Geographically, this industry

thrives due to the partnerships with local post-secondary institutions, as they provide a

well-educated workforce to support research, training and development (The Martin

Prosperity Institute et al., 2009). Local post-secondary institutions have established

specialized programs which support the success and growth of this sector (City of

Oshawa, 2013). Employers in Durham Region also benefit as having a pool of qualified

candidates, which allows them the opportunity to establish a solid long-term foundation

within the Region (City of Oshawa, 2013).

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The health care and social assistance industry continues to be a multi-billion-dollar

industry. In 2009, this industry accounted for 6.9% of Canada’s GDP and continues to

post employment gains (Town of Ajax, 2010). Although this sector continues to grow, it

faces challenges in order to meet the demands of a growing population and changing

demographic (Town of Ajax, 2010). Many health care workers currently within the

industry have an aging profile, which suggests that there will be the need for additional

workers in order to replace the aging workforce (Ziyz, 2012).

The provincial government has established programs to accelerate technologies in the

health and bioscience sector. Programs such as the Health Technologies and

Commercialization Program (H.T.C.P.) offer financial support to subject matter experts

which advance the development of innovative medical technologies, in order to compete

with foreign competitors. It promotes the advancement of medical technologies by

addressing significant unmet clinical need, while improving the cost effectiveness of

healthcare delivery. These funding programs encourage innovation within the health

and bioscience sector, as they incentivize manufacturing and research initiatives to

support the developing industry. The government of Canada also offers substantial

Research and Development (R&D) tax credits in order to continuously motivate and

incentivize R&D within health and bioscience (City of Oshawa, 2013). Research and

development continues to grow in Durham Region through places such as Clarington’s

Technology Business Park which will attract like-minded firms and create an R&D

cluster (Municipality of Clarington Planning Services Department, 2010).

Sectors that support the health and bioscience also have opportunity for growth and

transformation. The health and bioscience sector depends on several sectors in order to

support continuous growth such as the agriculture sector, advanced manufacturing and

multimodal transportation and logistics sector. This cross-sectoral approach efficiently

supports emerging sectors by utilizing community resources and existing partnerships

(City of Oshawa, 2013).

The health and bioscience sector is a Subject Matter Working Group for the Local

Employment Planning Council because it demonstrates the ability to continue to be a

high priority growth sector through main initiatives within Durham Region. As Durham

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Region moves towards a knowledge-intensive economy, health and bioscience will

continue to develop and become an integral part of the local and provincial economy

(City of Oshawa, 2013).

Health and BioScience Sector Employer Information

The following is a sample list of employers that fit into the Health and Biosciences

Sector in Durham Region and Clarington. Employers outside of this list were also

contacted to cast a wider net in this sector.

City of Pickering

Dynacare*, CML HealthCare*, CorCare, Pickering Medical Centre, Purdue Pharma Canada

Town of Ajax Lakeridge Health*, Oxford Medical Imaging*, ONE HealthCare, Appletree Medical Centre, The Harwood Medical Centre, Bromed Pharmaceuticals

Town of Whitby

Ontario Shores Centre for Mental Health Sciences, Design Prosthetics & Orthotics, Kinark Child and Family Services, Lakeridge Health Whitby, Tanta Pharmaceuticals Inc., Patheon Inc., Smile Corp

City of Oshawa Lakeridge Health*, Lakeridge Health Education and Research Network (LHEARN), Oshawa Clinic, Taunton Surgical Centre, University of Ontario Institute of Technology, Durham College*, R.S. McLaughlin Durham Regional Cancer Centre, Grandview Children’s Centre, Oshawa, Orthodent Ltd., Durham Medical, Lovell Drugs Ltd**

Township of Brock

Zonare Medical Systems Canada Ltd., Brock Community Health Centre

Township of Uxbridge

Markham Stouffville Hospital – Uxbridge Site (Uxbridge Cottage Hospital), Uxbridge Family Health Centre, Toronto Street Medical Centre

Township of Scugog

Lakeridge Health Port Perry, Medical Associates of Port Perry, North Durham Family Health Team, OASYS Healthcare, Pharmacy Associates of Port Perry

Municipality of Clarington

Courtice Health Centre, Lakeridge Health Bowmanville, Jack Nathan Health, Bowmanville Urgent Care, Holburn Biomedical Corporation

Related labour market Information for this sector is detailed in the Appendices near the

end of this report.

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Health and BioScience Sector Key Informant Interviews

Key informant interviews were held with employers, economic development, and post-

secondary institutions with a total of 18 organizations contacted through the interviews

and the Life Science Summit.

General findings and common themes to inform report recommendations include:

Larger employers in the region overall had less challenges attracting candidates.

These employers are established in the region for some time. Issues in

attracting candidates included highly specialized skill sets and management

positions where a combination of people management skills and specialized

skills are required.

Employees of large employers have access to internal training opportunities,

usually through a specialized department that handles training demands.

Small/Medium employers have unique challenges filling highly specialized roles

in laboratory positions with less opportunity for internal training.

Cannabis producer in the region is experiencing growth and will ramp up

recruitment efforts as legalization of recreational marijuana use is approaching.

This industry recruits for specialized skill sets and is capable of attracting

candidates with quality assurance skill set. There will be a need to hire

candidates with a high school diploma and experience in horticulture at a

minimum for entry level jobs such as pruning and packaging jobs. There is an

opportunity to partner with organizations such as John Howard Society and the

Literacy Network of Durham Region to assist with recruitment efforts and

employability training where required. Currently local post-secondary institutions

do not have a specific program in cannabis production like Niagara College does,

currently the only one of its kind in Ontario.

Organizations that are considered part of the larger health and bioscience sector

were also interviewed, including community non-profit service providers, long

term care, public health and an agriculture based business. All had unique

recruitment challenges where partnerships within the community could assist in

building the workforce and providing employment to those that are currently

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unemployed and furthest from these opportunities. For example, the food

service workers within long term care are difficult to attract due to the part time

nature of the work. The employer expressed an interest in one of the

recommendations around possibly having a “Talent Hub” (discussed further in

recommendations). Agriculture employer was also interested in exploring a

“Talent Hub” idea due to shortage of workforce and difficulty of attracting

candidates.

Local post-secondary institutions are open to discussing with local employers

their needs in terms of programming.

Local post-secondary institutions are expanding their programming in the health

and bioscience field.

There is no evidence of a health and bioscience strategy across the region from

an economic development perspective. However, each municipality, town and

city has varying levels of space/locations to attract employers in this sector. For

example, Pickering has the Pickering Innovation Corridor with direct access to

Highway 407 and Clarington has the Life Science Park close to the Highway 401.

Utilizing the information from the interviews and technical assistance from the Metcalf

Foundation the following are recommendations going forward that need further

discussion and investigation.

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Recommendations

The following are recommendations which require further investigation through

employer engagement with the wider Health and BioScience sector.

Recommendation #1: Create a Life Science Ontario - Durham Region Chapter

Creation of a Life Science Ontario Durham Region Chapter would benefit the Region for

a number of reasons including exposure of Durham Region as a Life Science growth

sector, collaboration, highlighting projects from employers and post-secondary

institutions, networking opportunities and influencing change in the Life Science sector.

Building a candidate attraction strategy to Durham Region would benefit the employers

that are experiencing growth by marketing the exciting projects and lifestyle Life

Science in Durham Region offers.

About Life Science Ontario

Life Science Ontario (LSO) is an organization that represents Ontario’s Life Sciences

sector. LSO collaborates with governments, academia, industry and other life science

organizations in Ontario and across Canada.vi LSO provides a wide range of

networking and educational events, and operates a mentorship program that is helping

to develop high-skilled talent and build new business opportunities. It is a conduit for

delivering policy options to government and is dedicated to promote the province’s

sector, locally, nationally and internationally.vii LSO recognizes innovation is key in

solving challenges in Ontario including a sustainable public healthcare system, a strong

and competitive economy, environmentally sustainable energy and fuels, safe and

healthy food for all and high quality jobs for our educated graduates.viii Life Science

made the case for the value they offer in terms of providing information and

opportunities to connect with other employers and students.

Life Science LSO Networking Event in Toronto

An opportunity presented itself to attend a Life Science Ontario evening networking

event in Toronto. The primary purpose of attending this event was to network with

students and recent graduates. The focus of the conversation was to understand their

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perception of Durham Region and the opportunities around Life Science within Durham

Region. The conversation was held with students from University of Toronto, University

of Western Ontario and Queens University. The general observation was that the

students were not aware of Durham Region or Life Sciences within Durham Region.

Students did not know which organizations were represented in Durham Region unless

prompted. Some of the students were keenly aware of the Life Science community

west of Toronto and were eager to talk about “Pill Hill” in Mississauga, a cluster for a

number of pharmaceutical, bio-medical and related companies; it is one of the largest

life science clusters in Canada. A couple of the students said they would move to

Durham Region to work in the field due to affordability of living in Durham Region

versus Toronto.

Information from Employers

During the key informant interviews and the Life Sciences cluster committee meeting

there was interest expressed about finding out more about how a Life Science Ontario

Durham Region Chapter would look like in the community. There is merit to present the

opportunities of the Life Science Cluster committee at further meetings and out in the

community to see if this could be a viable option for potential members to connect. The

Life Science Ontario asset map suggests that there are approximately 20 Life Science

Ontario members in the Durham Region.ix

Recommendation #2: Creation of a Regional Talent Hub/Non-Profit Staffing Model

Discussions during key informant interviews with employers prompted the exploration of

creating a regional talent hub, which requires further investigation to potentially evolve

into a non-profit staffing agency model through an industry partnership. An industry

partnership is a regional group of employers based around a set of occupations who

meet regularly with the assistance of a workforce intermediaryx. Partnerships that are

highly effective at solving workforce development challenges tend to share the following

characteristics: developing and maintaining employer leadership, produces outcomes

for individuals and employees, promotes career advancement, promotes industry

recognized credentials, communicates key information to stakeholders and operates

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with knowledgeable staffing provided by or through an intermediary.xi The employers

that were interested in this idea include entry level jobs such as in food services,

agriculture and administrative areas that support the Health and BioScience sector.

A “Talent Hub” can be explained as a pool of job candidates that are entry level, skilled

or highly skilled individuals that are seeking work in the Health and Bioscience sector or

would like to balance two or more part-time jobs in their field, to obtain full time hours, in

a variety of fields that support this sector. The rise of the “gig economy” means that an

increasing number of Canadians will find employment through independent contract

work, and therefore not be afforded access to traditional employer-led training and

development.xii The candidates would have to pass screening criteria to be qualified for

jobs, including obtaining essential skills and employability skills, as required.

Understanding and utilizing both sets of skills are vital to succeeding and adapting in

today’s current workforce. Essentials skills include skills applicable to aspects of

everyday life such as writing, reading and computer use skills. Employability skills are

skills required for the workplace and can include skills such as attitude, stress

management and time management. Although they differ, it is important that individuals

are versed in both sets of skills for the current job market.

A non-profit staffing agency may naturally evolve from a talent hub model where an

intermediary assists the employers with sharing candidates and with scheduling and

training. Generally, just being more involved with a number of sector specific employers

to deliver this service. Currently John Howard Society provides recruitment and training

supports in a non-profit capacity, and could be leveraged for advice on driving this

recommendation further.

MaRS Solutions Lab “…believes that the current network of non-profit employment

service and skills training providers must shift from a primarily supply-based

perspective, in which the job-seeker is often viewed as the primary or sole customer, to

a market approach informed by recognizing that employment services must be

significantly more responsive to employers in order to provide job seekers with

meaningful assistance and direct connections to jobs”.xiii

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This is an innovative concept and a non-profit staffing model could not be identified

through research. The exploration of this model benefits the employer, job seekers, and

leverages community partners to build employment opportunities.

Recommendation #3: Innovative Training Opportunities

There is a need to further investigate training solutions. There is interesting research

around credentials and skills by the FutureSkills Lab that could be tested on employers

and training providers in the region. The following is an excerpt from Building a Highly

Skilled a Resilient Canadian Workforce through the FutureSkills lab:

“… FutureSkills Lab could use the information collected to identify innovative ways of

linking degrees and credentials to skills and competencies. This is a complex challenge

and one that will need to be addressed with a coherent national approach. As one

potential tactic, the FutureSkills Lab might map the skills demanded by employers, as

expressed through pilot proposals, with information about the credentials of the

employees who have been most successful in the past. Progress on this front would

provide greater transparency to employers looking to hire workers with competencies

not reflected by traditional credentials, and to students looking to obtain the

qualifications they need to succeed in their desired field of work. Working towards

national accreditation standards would also create a more mobile Canadian workforce,

to the benefit of employers who hire nationally, and workers who would qualify for a

larger pool of jobs.”xiv

FutureSkills Lab recognizes that workers need a combination of technical and soft skills

to succeed in the current and future workplace. Testing an approach as above enables

employers to hone in their attraction and recruitment of candidates, and influence post-

secondary institution programming.

Partners such as John Howard Society and Literacy Network of Durham Region may be

able to support an initiative similar to this through the employability and essential skills

training for the workplace. The Life Science in the region could identify options for

specific technical and soft skill training requirements unique to this sector with the

approach from FutureSkills Lab.

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Sector Strategy Implementation Strategic Framework

The Metcalf Foundation provided information around best practices in workforce

development. Metcalf shared documents that look at research and practices that

advance success of sector focused organizations. Materials provided include the

Employment and Training Administration’s (E.T.A.) Sector Strategies Framework.xv

To continue building on successes in workforce development a similar framework could

be adapted as a basis for a sector strategy and to drive the proposed recommendations

to successful outcomes.

The E.T.A. also provides self-assessment tools for the effectiveness of sector strategy

approaches. The self-assessment tools are designed to help local and regional

workforce organizations (and current sector partnerships) determine how well they are

implementing full-scale sector strategies and where future enhancements should be

prioritized. xvi

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Durham Region Life Science Summit

The Municipality of Clarington has a Life Sciences cluster committee, which is a

subsector of the regional health and bioscience sector. Regular consultation with

the committee has indicated a necessary restructuring of the delivery of training

to meet the skills needs of both workers and employers. Some of these

challenges include difficult to fill positions such as medical lab technicians,

technical occupations and administrative supports. The purpose of the summit

was to bring together stakeholders in the life science community to collaborate

on recommendations and identify solutions. Topics included labour market

information, workforce and training constraints and successes, as well as non-

workforce related challenges that impede growth in the community.

The Clarington Board of Trade and Office of Economic Development partnered

with DWA and hosted a Durham Region Life Science Collision Event to provide

labour market information, discuss workforce constraints and lay a foundation of

solution building. A need has been identified to engage employers in a

coordinated process to inform program development, training and workforce

solutions. Including employers in identifying, planning and implementing

programs is key to improving labour market outcomes for residents including

those who have difficulty maintaining attachment to the local labour force.

The participants included Life Science employers in the Region, Life Science

Ontario, Durham College, University of Ontario Institute of Technology, Economic

Development from Durham Region, John Howard Society, and Literacy Network

of Durham Region. The attendees were presented with labour market information

specific to the region regarding the Health and BioScience sector of which Life

Science is a sub-sector. Key statistics from DWA’s labour market information

study included:

DWA LEPC Employer Survey 2016 revealed 56% employers did not

provide employees training

Employers in Health and Social Assistance provided employees with

fewer opportunities to get job specific training

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Occupations employers commonly provided training in NOC 341 –

assisting occupations in support of health services, NOC 421

paraprofessional occupations in legal, social, community and education

service

Majority of workforce is 45 years old or older

Healthcare workers have an aging profile, suggesting a need to replace an

aging workforce

67% respondent to DWA LEPC Employer Survey 2016 expected

retirements over 3 to 5 years

Most retirements expected in NOC 301 professional occupations in

nursing

42% in this sector do not have a strategy for retirements

40% indicated they would employ knowledge transfer strategy

36% would create a succession plan for key roles in their organizations

Recruitment challenges identified include:

o Lack of experienced individuals (greatest challenge)

o Lack of skilled applicants

o Lack of qualified individuals

o Lack of polished candidates and desire to work hard

o Lack of work ethic and willingness to learn

Commuting patterns reveal over 30% of the Health and Bioscience

workforce travels outside of Durham Region to work

Following the labour market information presented to attendees, there was a

round table discussion with the purpose to engage employers and partners in

discussion around workforce constraints, training, and other non-workforce

related challenges that impede growth. Discussions included:

Healthcare Provider:

Medical laboratory technicians in a highly unionized environment start

their employment as part time workers and it takes a minimum of 3 years

to become full time

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Candidate attraction strategy is focused on part time workers

Workforce is highly skilled and experienced; this experience is developed

internally through a minimum of six months training for new hires and

through ongoing professional development

Leadership roles are a challenge to fill (interviews with employers outside

of the Summit revealed the same pain point – leadership positions within

Life Science can take longer to fill with the appropriate candidate)

Partnerships with post-secondary institutions within Durham Region and

outside of the Region, allow for on the job internships and then hire into

part time roles

Integration of sites has had an impact on part time workers as they are no

longer able to hold two roles with the now one employer, therefore not

able to make up the full-time hours within the Region

Specialized skills (including those with special certifications) challenging

to fill as new graduates may not be exposed to specific areas within the

hospital

Overall, staff is long service in laboratory medicine which supports a

stable workforce, however it may also present challenges as staff may

lack diversity of knowledge and experience that may be critical in a rapidly

changing work environment

Expectations of a younger workforce may not always match work life

balance offerings of the organization to the new generation of workers

Cannabis Producer:

Less challenging to fill quality assurance type roles as candidates are

attracted to specialized roles

Offers roles with direct entry from high school with preference given to

those that have some experience in horticulture

Internal training provided due to lack of official education programs (post-

secondary program development is discussed at post-secondary level)

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Looking to add more resources to their workforce as legislation for

recreational use of cannabis rolls out

Life Science/Health Services:

Medicine is becoming more personalized and therefore the way patients

obtain information will be different

Patients may see results online

Deeper skill sets around quality assurance and artificial intelligence

required

There are highly specialized roles within the lab which is difficult to attract

candidates

Other workforce constraints discussed:

Lack of mandatory retirement age means delays in retirement

Critical need to develop strategies to help workforce keep pace with

changing technology and associated practices

Workplace behaviour, change management, analytical skills, problem

solving and non-technical skills are critical

Support flexible work environments to support the workforce of the future,

work from home or remote opportunities

Understanding that clients/patients are themselves more tech savvy, with

more access to information than ever before – therefore, skilled staff is

needed who can help manage patient knowledge consumption and

support interpretation of information, with varying complexity

Training/Placements Discussion:

Explore one-day careers fairs for youth and host industry tours

Post-secondary institutions host Open House for potential students to

learn about program offerings

Employers partner with post-secondary institutions for placements

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Employer specific training is conducted through internal employer training

opportunities

Post-secondary institutions conduct external scan on delivery of

continuing education courses and certificate programs

John Howard Society and Literacy Network of Durham Region is a conduit

for workplace training around employability skills and essential skills

Non-workforce related challenges that impede growth were also discussed such

as adequate space to grow, development, buildings, and internet service needs

to be upgraded where needed so the worker is not slowed down.

The employers that could not attend provided information outside of the summit.

These employers are in the pharmaceutical industry and reported less

challenges with workforce constraints. The demand for human resources is

based on the requirements of the client and their workforce supply is adjusted

accordingly. Attracting candidates was not an issue across most levels of the

organization. Attracting leadership positions with specialized skill sets was an

issue. Another employer in this industry cited location as an attraction issue.

Both employers have partnerships with local post-secondary institutions and

those outside of Durham Region to draw from a student placement and a

graduate student pool.

Life Science Summit Recommendations

The recommendations from the summit include building customized occupational

profiles and to investigate further the benefits on a Life Science Ontario –

Durham Region Chapter which is detailed in the Health and Bioscience this

report.

Occupational profiles can be tailored specific to employers’ needs based on

difficult to fill positions or where attracting candidates has been a challenge. The

occupational profile showcases the type of work performed and educational

credentials required. This will support the recruitment team of the employer. The

22

next step is to connect around which occupations would benefit the most from

having such a profile.

Conclusion and Next Steps

The Health and BioScience sector is a growth sector and major employer in

Durham Region and Clarington. This report provides a summary of data

obtained during the project timelines with recommended strategies that need

further exploration to ensure a successful sector strategy approach.

Next steps include evaluating the recommendations with stakeholders and

employers and casting a wider net in the community to see if there is more

uptake around the recommendations. The approach needs to be based on best

practices in workforce development and a service delivery model specific to the

sector’s requirements.

Research indicates that there is an imminent need to address workforce

constraints due to the changing economy. This shift in labour affects not only

highly skilled workers but those on the margins of gainful employment. The time

to invest in social capital and engage stakeholders is clear and the research

supports it on a local, provincial level and an international level with the

workforce development approaches and case studies documented in the United

States.

Obtaining support from employers, the Ministry of Advanced Education and Skills

Development, and other key partners will enable additional resources for moving

23

forward with the recommendations, within a sector strategy implementation

framework.

Appendices

24

Appendix A

COOPERATION AGREEMENT

THIS AGREEMENT is made as of [●] day of [●], 2017

BETWEEN:

DURHAM REGION LOCAL TRAINING BOARD

operating as Durham Workforce Authority,

a corporation incorporated under the laws of the Province of Ontario

(hereinafter called the “Company”)

- and -

Clarington Board of Trade, John Howard Society of Durham Region, Canopy, Mettrum, Lakeridge Health

(hereinafter called the “Healthcare Partners”)

WHEREAS:

A. The Company carries on the business of creating local workforce data through the development and implementation of local survey instruments (the “Business”);

B. The Company has entered into an agreement with the Ministry of Advanced Education and Skills Development (the “MAESD Agreement”) to produce employment data and other information pertaining to the Region of Durham;

C. The Company and the Healthcare Partners are desirous of entering into an agreement pursuant to which the Healthcare Partners shall provide certain Services to the Company to support the Company in fulfilling its obligations under the MAESD Agreement, as set out in this Agreement;

25

NOW, THEREFORE, THIS AGREEMENT WITNESSES that in consideration of the mutual covenants herein contained and other good and valuable consideration, the receipt and sufficiency of which is hereby acknowledged, the parties hereto agree as follows:

1. SERVICES

1.1 The Company hereby engages the Healthcare Partners in a cooperation agreement to continue the second phase of the MAESD sector grantto render the services as set out in Schedule “A” attached hereto.

2. TERM

The term of this Agreement shall begin on Month [●], 2017, and except as otherwise contained herein, shall expire on the close of business on Date. (the "Term”). This Agreement may be extended upon the mutual agreement and written amendment of the parties.

3. ACKNOWLEDGEMENTS AND REPRESENTATIONS

The Healthcare Partners acknowledges, represents and warrants to the Company that:

(a) it has the right and capacity to enter into this Agreement and fully perform all of its obligations hereunder. This Agreement is a legal, valid and binding obligation of the Healthcare Partners, enforceable against it in accordance with its terms (except as may be limited by bankruptcy, insolvency, moratorium, or similar laws affecting creditors’ rights generally and equitable remedies); entering into this Agreement will not violate the constating documents of the Healthcare Partners or any material contract to which it is a party;

(b) the Services shall be performed in accordance with, and shall not violate, applicable laws, rules or regulations, and standard prevailing in the industry and the Healthcare Partners shall obtain all permits or permissions required to comply with such laws, rules or regulations;

26

(c) the Healthcare Partners will comply with all lawful instructions and requirements from the Company and its management;

(d) any materials produced by the Healthcare Partners during the course of providing the Services shall be original, clear and presentable in accordance with generally applicable standards in the industry;

(e) any materials produced by the Healthcare Partners during the course of providing the Services shall not contain any libelous, injurious, or unlawful material and will not violate or in any way infringe upon the personal or proprietary rights of third parties, including property, contractual, employment, trade secrets, proprietary information, and non-disclosure rights, or any trademark, copyright or patent, not will they contain any format, instruction, or information that is inaccurate or injurious to any person, computer system or machine.

4. COMPENSATION

4.1 In full consideration for the performance of the Services hereunder, and for any rights granted or relinquished by the Healthcare Partners under this Agreement, the Company shall pay the Healthcare Partners a fixed fee in the amount of $XXX, inclusive of applicable taxes (the “Fee”), payable in installments as follows:

One payment of $XX on Date

Twelve (12) payment of $XX each, commencing on Date, payable on the last calendar day of each subsequent month, until the total Fee has been paid.

4.2 The parties agree that the Healthcare Partners shall be responsible for any and all expenses that it incurs in the performance of the Services.

4.3 The parties agree that, if and when this Agreement is terminated, the Healthcare Partners shall have no further rights to any form of payment set out in this Agreement.

27

4.4 In the event that the MAESD reduces that amount that it pays to the Company, pursuant to the MAESD Agreement, the parties hereto agree that the Fee may be adjusted by the Company in such manner as the Company determines in its sole and absolute discretion, acting reasonably.

5. CONFIDENTIAL INFORMATION AND PROPRIETARY RIGHTS

5.1 The Healthcare Partners acknowledges that, due to the positions of trust extended to it:

(a) the Healthcare Partners will acquire, from time to time, Confidential Information;

(b) all Confidential Information is the exclusive property of the Company, and that such Confidential Information could be used to the detriment of the Company.

5.2 Accordingly, the Healthcare Partners undertakes not to disclose the Confidential Information to any third party (except as may be necessary in the proper discharge of its duties hereunder), either during the Term set out herein or after termination of this Agreement, except with the written permission of an officer of the Company.

5.3 The Healthcare Partners agrees that the unauthorized disclosure of any Confidential Information will constitute cause for immediate termination of this Agreement.

5.4 The Healthcare Partners acknowledges and agrees that all materials, including but not limited to any and all written material, graphs, diagrams, data, correspondence or other documents prepared by the Healthcare Partners in relation to the Company’s operations and/or in the delivery of the Services in all forms whatsoever whether known or hereafter devised (the “Work Products”), shall be the sole and exclusive property of the Company.

5.5 The Healthcare Partners hereby grants the Company throughout the world and in perpetuity, all right, title and interest that the Healthcare Partners has or will have in the future, including but not limited to copyright, in and to the Work Products developed by the Healthcare Partners hereunder and Contractor hereby waives any and all moral rights the Healthcare Partners has or will have in such Work Products.

28

5.6 For the certainty of the parties, the Healthcare Partners acknowledges and agrees that the Company shall own exclusively and in perpetuity throughout the world, all right, title and interest existing now or in the future of every kind and character in and to the Work Products developed pursuant to this Agreement. All such rights shall vest in the Company immediately upon the creation of the Work Products and the provision of the Services by the Healthcare Partners and shall remain vested in the Company in perpetuity whether this Agreement expires in its normal course or is terminated by either party as provided for herein.

5.7 Upon termination of this Agreement and/or the expiry in the normal course, or at the request of the Company prior to such expiry or termination, the Healthcare Partners shall promptly return and/or deliver to the Company any and all documents, books, USB flash-drives or other electronic storage media or any other materials of any kind or nature, and/or any and all Work Products of any kind in its possession which are the property of the Company, including but not limited to any and all copies of the Work Products developed hereunder and resulting from the Services provided hereunder.

5.8 For the purposes of this Agreement, “Confidential Information” shall mean the Company’s proprietary information and data (including Intellectual Property), however recorded, including (but not limited to) the Company’s trade secrets, information related to the Company’s relationships with its present and prospective customers and suppliers, financial information (including financial statements, business plans, forecasts, market strategies, costing and bidding information), customer and supplier lists and contacts, inventions and discoveries (whether patentable or not), technology, and all other private or confidential matters of a business or technical nature.

For the purposes hereof, “Confidential Information” shall include all materials (including drafts, samples and associated materials) prepared for or submitted to the Healthcare Partners related to the discussions and negotiations referred to above.

However, “Confidential Information” shall not include the following information which:

(a) is independently developed by the Recipient or is known to the Recipient at the time of disclosure;

(b) becomes publicly known without the wrongful act or breach of this Undertaking by any party;

29

(c) is rightfully received by the Recipient from an independent third party not under and obligation or confidence;

(d) the Discloser agrees in writing, may be disclosed without further obligation of confidence; and

(e) is in the public domain at the time of disclosure.

5.9 For the purposes of this Agreement, “Intellectual Property” means all registered and unregistered patents, copyrights, industrial designs and trade marks and all trade names, secret processes, formulae, trade secrets, engineering, design, process and operating information, inventions, developments, patent, trade mark and industrial design applications, technical data and other scientific and technical information relating to any process or method now owned or controlled by the Discloser or its Affiliates relating in any way to the Confidential Information.

6. INDEMNITY

6.1 The Healthcare Partners has represented to the Company its ability to carry out the Services for which it has been retained. Where the Healthcare Partners has misrepresented its ability to carry out the Services (wither intentionally or unintentionally), the Company shall have the right to immediately terminate this Agreement without notice. The Healthcare Partners agrees to indemnify and hold harmless the Company from any damages claimed against the Company as a result of such misrepresentation.

6.2 The Healthcare Partners shall further indemnify and save harmless the Company of and from any and all claims, lawsuits, proceedings, losses, costs, damages, expenses (including reasonably legal costs), liabilities and demands which may be made against the Company including, but not limited to, those for personal injury or property damage suffered or sustained by an person or corporation caused by any act or omission, negligent or otherwise of the Healthcare Partners.

6.3 The Healthcare Partners agrees that it shall use all commercially reasonable efforts while performing the Services, to ensure that no viruses are introduced into any network or system of the Company. Data transmitted or stored on computers, portable devices or other media must be protected using secure procedures (i.e. password

30

protection, encryption of files, etc.). The Healthcare Partners agrees to provide the Company, upon request, details describing its plan for meeting the data security requirement.

6.4 The Healthcare Partners agrees that it will perform the Services without infringing or misappropriating any patent, copyright, trademark, trade secret or other proprietary rights of third parties.

7. TERMINATION

7.1 During the Term of this Agreement, the parties may terminate this Agreement as follows:

(a) by the Company, at any time, without breach or default, on thirty (30) days’ notice to the other party, in which case the Company shall have no further liability to the Healthcare Partners other than for payment of fees for Services performed under this Agreement up to and including the effective date of termination;

(b) by the Company, immediately and without any notice, in the event that MTCU Agreement is terminated by the Ministry of Training, Healthcare Partnerss and University; or

(c) in the event that the either party shall be in default of this Agreement (and such default shall not be cured within five calendar days of the default), the non-defaulting party may provide notice to the defaulting party, whereupon this Agreement shall be terminated effective immediately or at such other time as specified in the notice.

7.2 Upon termination of this Agreement, the Healthcare Partners shall immediately return all records, papers, materials, documents, information, electronic information and/or Client property acquired or obtained in the performance of this Agreement.

8. INDEPENDENT CONTRACTOR

31

8.1 It is acknowledged by the parties hereto that the Healthcare Partners is being retained by the Company in the capacity of an independent contractor and not as an employee, agent, joint venturer, or partner of the Company.

8.2 The Company and the Healthcare Partners acknowledge and agree that this Agreement does not create a relationship of agency, partnership, employment or joint venture.

8.3 The Healthcare Partners shall have no authority to contract for or bind the Company in any manner and shall not represent itself as an agent of the Company or as otherwise authorized to act for or on behalf of the Company.

8.4 The Healthcare Partners will be responsible for all expenses and costs incurred in connection with the provision of services under this Agreement. In particular, as an independent contractor, the Healthcare Partners will be responsible for its own Canada Pension Plan, Employment Insurance, Employer Health Tax, Workplace Safety and Insurance and Income Tax contributions, all statutory or other deductions, taxes, premiums or contributions related to the payments made hereunder.

8.5 The Healthcare Partners will be responsible for providing work-related materials, supplies and equipment required in providing Services under this Agreement. Any materials that may be provided by the Company for use during the term of this Agreement must be returned promptly to the Company upon the termination of this Agreement.

9. GENERAL PROVISIONS

9.1 This constitutes the entire Agreement between the Company and the Healthcare Partners and supersedes all prior or collateral oral or written representations or agreements related thereto.

9.2 This agreement shall be governed by the law of the Province of Ontario and the laws of Canada applicable therein.

9.3 No term or provision hereof shall be deemed waived and no breach excused unless such waiver of consent shall be in writing and signed by the party claimed to have waived or consented.

9.4 If any provision of this Agreement is declared by a court of competent jurisdiction to be invalid, illegal, or unenforceable, that provision shall be severed from the Agreement and the other provisions shall remain in full force.

32

9.5 Title and section headings contained in this Agreement are for the purposes of reference only, and shall not affect the interpretation of this Agreement.

9.6 This Agreement may be modified only in writing executed by the Healthcare Partners and a duly authorized representative of the Company. Such modification once approved shall form part of the present Agreement.

9.7 This agreement shall enure to the benefit of the Company and its successors and assigns, and it shall be binding upon the respective heirs, executors, administrators, successors and assigns of the Healthcare Partners.

9.8 This Agreement may not be assigned by the Healthcare Partners without the prior written consent of the Company.

9.9 This Agreement may be executed and delivered in any number of counterparts, each of which when executed and delivered is an original but all of which taken together constitute one and the same instrument. Any party may deliver an executed copy of this Agreement or any of the documents to be delivered or furnished pursuant to this agreement by facsimile transmission or other electronic transmission but that party shall immediately deliver to the other parties an originally executed copy of such document.

10. ACKNOWLEDGEMENT

The Healthcare Partners acknowledges having read and understood this Agreement prior to signing it, and having had the opportunity to seek independent legal advice with respect to its terms. The Healthcare Partners acknowledges that by signing this document the Healthcare Partners agrees to be bound by all the terms, conditions and obligations set forth in this Agreement. The Healthcare Partners acknowledges having received a fully executed copy of this Agreement.

IN WITNESS WHEREOF the parties hereto have executed this Agreement on the date first above written.

DURHAM REGION LOCAL TRAINING BOARD

By:___________________________________

33

Heather McMillan, Executive Director

“I have the authority to bind the Corporation.”

DURHAM HEALTHCARE PARTNERS

By:___________________________________

[●]

“I have the authority to bind the Corporation.”

34

SCHEDULE “A”

SERVICES

It is agreed that the services to be provided by the Healthcare Partners to the Company from time to time shall include, but are not limited to, the following:

Sector Strategy Implementation Strategic Framework

To continue building on successes in workforce development a similar framework could be

adapted as a basis for a sector strategy and to drive the proposed recommendations to

successful outcomes.

Recommendation #1: Create a Life Science Ontario - Durham Region Chapter

Creation of a Life Science Ontario Durham Region Chapter for collaboration, highlighting

projects from employers and post-secondary institutions, networking opportunities and

influencing change in the Life Science sector.

Recommendation #2: Creation of a Regional Talent Hub/Non-Profit Staffing Model

Exploration of creating a regional talent hub, which requires further investigation to potentially

evolve into a non-profit staffing agency model through an industry partnership.

Recommendation #3: Innovative Training Opportunities

There is a need to further investigate training solutions. There is interesting research around

credentials and skills by the FutureSkills Lab that could be tested on employers and training

providers in the region.

35

Appendix B:

Canadian Business Counts – Durham RegionData within the Canadian Business Counts table represents counts of active businesses by industry classification and employment-size

categories for Canada and the provinces and territories. The counts are compiled from the Business Register, Statistics Canada's

central listing of Canadian businesses. The table below represents a sampling of active businesses, as of December 2015 within the

Durham Region in the health and bioscience sector.

Description Without employees

Total with employees

1-4 5-9 10-19

20-49

50-99

100-199

200-499

500 +

Total 34,517 14,731 8,308 2,865 1,763 1,176

372 148 71 28

Unclassified 4,509 1,054 914 95 27 12 4 2 0 0

325 - Chemical manufacturing 26 24 3 5 7 5 2 0 2 0

414 - Personal and household goods merchant wholesalers

123 62 28 14 9 9 0 1 1 0

446 - Health and personal care stores 157 271 99 87 35 42 7 1 0 0

541 - Professional, scientific and technical services

4,654 1,721 1,435 172 53 46 14 0 1 0

621 - Ambulatory health care services 1,215 1,043 659 223 114 35 6 5 0 1

622 - Hospitals 1 14 5 3 0 0 0 0 3 3

623 - Nursing and residential care facilities 41 158 21 30 64 21 11 5 6 0

624 - Social assistance 393 219 56 44 56 46 15 1 1 0

36

Appendix C:

Educational Attainment by Occupation Educational attainment is information indicating the person's most advanced certificate, diploma or degree. This is a derived variable

obtained from the educational qualifications questions, which asked for all certificates, diplomas and degrees to be reported. The

following table represents highest educational attainment for individuals employed within the top 10 occupations in the industry.

Sourced from Statistics Canada 2011.

Educational Attainment Place of Residence - Durham RegionHealth and Bioscience

NOC Code Total - Highest

Certificate, Diploma

or Degree

No Certificate,

Diploma or Degree

High School

Diploma or

Equivalent

College, CEGEP or

Other Non-

University Certificate

or Diploma

Bachelor's Degree

Degree in Medicine, Dentistry,

Veterinarian Medicine or Optometry

Above Bachelor's

Degree (Master's Degree + Earned

Doctorate)

0311 Managers in health care 510 0 25 130 175 0 1002112 Chemists 265 0 0 30 125 0 302211 Chemical technologists and

technicians350 0 55 125 125 0 0

3012 Registered nurses and registered psychiatric nurses

5,325 0 80 2,430 1,610 25 165

3111 Specialist physicians 200 0 0 0 0 145 353112 General practitioners and family

physicians395 0 0 0 0 285 80

3212 Medical laboratory technicians and pathologists' assistants

40 0 0 0 0 35 0

416 Policy and program researchers, consultants and officers

2,770 75 330 650 930 0 455

6221 Technical sales specialists - wholesale trade

1,410 25 350 380 490 0 40

6222 Retail and wholesale buyers 670 75 305 145 105 0 0

37

Educational Attainment Place of Work - Durham RegionHealth and Bioscience

NOC Code Total - Highest

Certificate, Diploma or Degree

No Certificate,

Diploma or Degree

High School

Diploma or

Equivalent

College, CEGEP or

Other Non-

University Certificate

or Diploma

Bachelor's Degree

Degree in Medicine, Dentistry,

Veterinarian Medicine or Optometry

Above Bachelor's

Degree (Master's Degree + Earned

Doctorate)

0311 Managers in health care

310 0 20 85 70 0 65

2112 Chemists 160 0 0 0 95 0 252211 Chemical technologists

and technicians365 0 90 0 80 0 15

3012 Registered nurses and registered psychiatric nurses

2,985 0 25 1,590 830 0 65

3111 Specialist physicians 325 0 0 0 20 230 753112 General practitioners

and family physicians490 0 0 0 0 385 85

3212 Medical laboratory technicians and pathologists' assistants

100 0 0 0 0 60 0

416 Policy and program researchers, consultants and officers

1,340 55 165 340 365 0 210

6221 Technical sales specialists - wholesale trade

740 25 255 125 240 0 30

6222 Retail and wholesale buyers

430 60 220 70 60 0 0

38

Appendix D:

Key Performance Indicators – Durham CollegeEach year, Durham College produces a Graduate Employment Report based on information compiled from the KPI survey. The

information contained in the report profiles the employment status of Durham College graduates from post-secondary programs in

2014. Six months after graduation, graduates are contacted by an independent consulting firm (hired by the Ministry of Training,

Colleges and Universities), regarding their employment status. The table below represents programs within the health and bioscience

sector.

Program Name Total Graduates

Full-Time Program Related

Part-Time

Program Related

Full-Time Program Unrelated

Part-Time Program Unrelated

Percentage Working Related

Percentage Working

College Totals 4,101 794 159 353 158 55 84

Addictions and Mental Health 61 19 9 3 6 74 97

Biotechnology - Advanced (compressed, fast-track)

21 5 1 2 1 50 75

Biotechnology Technologist 15 2 0 1 0 33 83

Chemical Engineering Technology (compressed, fast-track) *

Chemical Engineering Technology 15 4 0 1 2 50 88

Chemical Laboratory Technician 66 0 0 14 0 0 58

Dental Assisting (Level I and II) 77 13 2 1 1 71 81

Dental Hygiene 35 6 13 3 2 73 92

Emergency Services Fundamentals 27 0 0 1 1 0 67

General Arts and Science - Nursing Preparation UOIT Transfer

36 0 0 0 1 0 50

General Arts and Science - Science and Engineering Preparation UOIT Transfer

9 0 0 1 0 0 50

39

General Arts and Science - Health Preparation 47 2 0 1 0 40 60

General Arts and Science (certificate) 43 1 0 0 2 17 50

General Arts and Science (diploma) 7 0 0 1 0 0 50

Paramedic 24 12 0 1 0 92 100

Paramedic Advanced Care (hybrid delivery) 18 10 0 0 0 100 100

Paramedic Advanced Care Online*

Personal Support Worker 68 14 5 1 3 73 88

Pharmaceutical and Food Science Technology (compressed, fast-track)

36 5 1 5 0 38 69

Pharmaceutical and Food Science Technology 24 4 0 1 2 33 58

Practical Nursing 137 35 14 10 4 61 79

Practical Nursing Bridging*

Registered Nurse - Critical Care 189 66 4 21 4 73 99

*In accordance with the Freedom of Information and Privacy Protection Act, data for programs with fewer than five graduates is not

published.

Appendix E:

Industry Overview (NAICS)The North American Industry Classification System (NAICS) is an industry classification system developed by the statistical agencies of

Canada, Mexico and the United States. Created against the background of the North American Free Trade Agreement, it is designed to

provide common definitions of the industrial structure of the three countries and a common statistical framework to facilitate the analysis 40

of the three economies. NAICS is based on supply-side or production-oriented principles, to ensure that industrial data, classified

to NAICS, are suitable for the analysis of production-related issues such as industrial performance.

NAICS is a comprehensive system encompassing all economic activities. It has a hierarchical structure and is composed of sectors

(two-digit codes), subsectors (three-digit codes), industry groups (four-digit codes), and industries (five-digit codes). At the highest level,

it divides the economy into 20 sectors. At lower levels, it further distinguishes the different economic activities in which businesses are

engaged.

Terms of ReferenceWithin this document data related to the industry is classified within two categories; Place of Work (POW) and Place of Residence

(POR). Place of Work – is defined as individuals employed within the Durham Region. Place of Residence – is defined as Individuals

who reside within the Durham Region. NAICS Code

Description Jobs in Durham Region (POW)

Durham Region

Residents Employed

(POR)

Total - Class of Worker

Employee Self-Employed

#2

Self-Employed

Median Wages and

Salaries (POR)

Average Wages and

Salaries (POR)

Median Wages

and Salaries (POW)

Average Wages

and Salaries (POW)

111-112 Farms (111 to 112) 2,285 2,395 2,585 1,745 845 760 $16,911 $25,942 $20,727 $31,840

1110 Farms (1111 to 1124 and 1129) 2,285 2,385 2,570 1,740 840 750

325 Chemical Manufacturing 1,060 1,735 1,840 1,830 15 15 $56,047 $65,154 $61,097 $68,973

3254 Pharmaceutical and medicine manufacturing

535 825 850 845 0 0

334 Computer and electronic product manufacturing

845 1,740 1,805 1,750 50 50 $51,970 $68,819 $46,860 $55,081

3345 Navigational, Measuring, Electromedical, and Control Instruments Manufacturing

50 225 270 265 0 0

339 Miscellaneous manufacturing 720 1,080 1,180 1,065 110 105 $36,846 $44,052 $34,840 $39,576

3391 Medical Equipment and Supplie2,485s Manufacturing

170 230 275 265 15 15

414 Personal and household goods wholesaler-distributor

865 2,305 2,4858 2,360 125 120 $49,854 $63,150 $48,015 $57,139

4145 Pharmaceuticals, toiletries, cosmetics and sundries wholesaler-distributors

265 815 925 910 0 0

446 Health and personal care stores 2,165 2,460 2,645 2,505 140 140 $23,320 $37,787 $23,376 $34,280

4461 Health and personal care stores 2,160 2,460 2,650 2,505 145 140

41

541 Professional, scientific and technical services

10,445 19,015 20,745 16,085 4,660 4,625 $48,484 $57,933 $43,298 $54,246

5416 Management, Scientific, and Technical Consulting Services

1,390 2,275 2,610 1,745 865 855

5417 Scientific Research and Development Services

385 500 530 515 15 15

5419 Other Professional, Scientific, and Technical Services

1,095 1,435 1,535 1,130 410 410

621 Ambulatory health care services 7,280 8,940 9,990 8,625 1,370 1,360 $34,838 $41,518 $35,135 $47,764

6211 Offices of Physicians 1,870 2,225 2,260 1,940 325 325

6212 Offices of Dentists 1,865 2,115 2,170 2,055 110 115

6213 Offices of Other Health Practitioners

1,905 2,295 2,485 1,775 710 710

6214 Out-Patient Care Centres 660 935 980 865 115 115

6215 Medical and Diagnostic Laboratories

370 475 530 505 0 0

6216 Home Health Care Services 420 505 930 865 55 55

6219 Other Ambulatory Health Care Services

195 500 640 620 0 0

622 Hospitals 5,405 9,785 9,955 9,895 65 65 $57,660 $60,966 $57,414 $61,241

6220 Hospitals (6221 to 6223) 5,405 9,780 9,955 9,895 60 60

623 Nursing and Residential Care Facilities

4,560 5,525 5,945 5,910 35 35 $35,422 $36,622 $34,749 $35,024

6230 Nursing and Residential Care Facilities (6231 to 6239)

4,560 5,525 5,945 5,910 35 35

624 Social Assistance 5,095 6,155 6,710 5,525 1,190 1,185 $27,654 $32,631 $26,932 $32,145

6243 Vocational rehabilitation services 145 240 260 255 0 0

*Includes self-employed with an incorporated business and self-employed with an unincorporated business. Also included among the self-employed

are unpaid family workers.

Appendix F:

Industry Overview (NOC)The NOC system is based on categorizing occupations by their evaluated skill level and skill type. Each NOC code consists of four

digits. The first digit denotes the occupation's skill type; the second denotes the occupation's skill level. Combined, these two digits

define the NOC "Major Group" for all occupations with the same skill level and skill type. The final two digits are employed to narrow, or

"drill down", to a specific occupational group. The third digit, combined with the "Major Group", defines the "Minor Group". The fourth

digit identifies even further the specific occupation within the "Minor Group", referred to as the NOC "Unit Group". The NOC is a

42

standard that classifies and describes occupations in the Canadian economy. It is the foundation for occupational statistics and labour

market information. Sourced from the Ministry of Advanced Education and Skills Development, 2016).

NOC Code Description Jobs in Durham Region (POW)

Durham Region

Residents Employed

(POR)

Total - All

Classes of

Worker

Employee Self-Employed (incorporated + unincorporated)

Median Wages

and Salaries (POR)

Average Wages

and Salaries (POR)

Median Wages

and Salaries (POW)

Average Wages

and Salaries (POW)

NAICS Code 3254 - Pharmaceutical and medicine manufacturing9421 Chemical plant machine operators 75 0 85 85 0 $60,851 $54,049 $76,319 $64,197

2112 Chemists 40 55 160 155 0 $60,003 $64,142 $64,465 $70,367

2211 Chemical technologists and technicians

40 50 365 355 0 $52,398 $52,704 $63,866 $64,684

0911 Manufacturing managers 20 90 970 860 115 $77,083 $84,513 $77,187 $110,891

6221 Technical sales specialists - wholesale trade

20 30 740 670 75 $64,137 $75,232 $63,258 $68,121

9232 Petroleum, gas and chemical process operators

20 65 60 60 0 $61,956 $64,140 $50,087 $52,488

NAICS Code 3391 - Medical equipment and supplies manufacturing3223 Dental technologists, technicians and

laboratory assistants25 45 80 75 0 $40,375 $48,529 $39,817 $48,253

3219 Other medical technologists and technicians (except dental health)

10 0 480 470 0 $32,756 $34,574 $31,425 $31,741

14 Office support occupations 50 55 8,295 7,995 250 $34,402 $34,366 $32,619 $33,270

NAICS Code 4461 - Health and personal care stores3131 Pharmacists 345 240 390 350 40 $75,450 $80,095 $85,677 $80,925

3219 Other medical technologists and technicians (except dental health)

325 340 480 470 0 $32,756 $34,574 $31,425 $31,741

6421 Retail salespersons 275 380 10,505 10,125 375 $12,466 $21,018 $13,112 $20,920

0621 Retail and wholesale trade managers 265 270 5,375 4,065 1,245 $45,686 $55,208 $41,768 $49,931

6611 Cashiers 245 265 4,985 4,915 45 $7,525 $10,115 $8,576 $11,423

6211 Retail sales supervisors 100 110 815 810 0 $24,621 $29,706 $19,039 $24,572

6222 Retail and wholesale buyers 95 105 430 415 0 $28,996 $32,337 $24,851 $26,349

3231 Opticians 50 40 115 105 0 $32,949 $38,585 $35,955 $41,217

3414 Other assisting occupations in support of health services

50 50 350 345 0 $31,312 $32,392 $19,746 $27,664

43

NAICS Code 5417 - Scientific research and development services2112 Chemists 30 15 160 155 0 $63,003 $64,142 $64,465 $70,367

2211 Chemical technologists and technicians

20 40 365 355 0 $52,398 $52,704 $63,866 $64,684

6221 Technical sales specialists - wholesale trade

20 0 740 670 75 $64,137 $75,233 $63,258 $68,121

9619 Other labourers in processing, manufacturing and utilities

20 0 620 580 40 $21,278 $27,154 $26,947 $36,020

1121 Human resources professionals 15 20 465 435 35 $66,892 $69,062 $66,873 $66,542

1221 Administrative officers 15 10 3,050 2,735 295 $43,576 $48,729 $43,159 $51,003

416 Policy and program researchers, consultants and officers

40 60 1,340 1,170 165 $60,780 $63,213 $60,752 $64,661

NAICS Code 6211 - Offices of physicians3112 General practitioners and family

physicians395 275 495 135 355 $122,097 $129,154 $122,311 $147,289

1414 Receptionists 310 320 2,155 2,155 0 $24,498 $23,886 $26,308 $25,017

1241 Administrative assistants 270 325 3,240 3,045 150 $37,255 $36,460 $36,719 $37,154

1243 Medical administrative assistants 205 340 425 415 0 $36,365 $35,543 $36,153 $33,063

3111 Specialist physicians 185 105 325 105 230 $119,884 $134,411 $119,887 $141,103

3012 Registered nurses and registered psychiatric nurses

110 175 2,985 2,965 10 $66,368 $65,578 $63,273 $61,150

312 Optometrists, chiropractors and other health diagnosing and treating professionals

35 35 380 110 270 $56,750 $55,790 $57,503 $102,300

NAICS Code 6215 - Medical and diagnostic laboratories3212 Medical laboratory technicians and

pathologists' assistants65 125 240 240 0 $48,966 $49,274 $54,411 $55,203

1414 Receptionists 55 65 2,155 2,155 0 $24,498 $23,886 $26,308 $25,017

3216 Medical sonographers 50 55 70 65 0 $61,238 $61,735 $69,092 $67,333

3215 Medical radiation technologists 40 60 340 340 0 $69,653 $69,698 $79,475 $79,067

1251 Court reporters, medical transcriptionists and related occupations

15 15 150 105 20 $35,720 $38,927 $43,239 $45,997

3211 Medical laboratory technologists 15 25 120 120 0 $62,103 $61,065 $71,801 $63,760

NAICS Code 6220 - Hospitals3012 Registered nurses and registered

psychiatric nurses1,910 3,760 2,985 2,965 10 $66,368 $65,578 $63,273 $61,150

3233 Licensed practical nurses 265 405 435 435 0 $52,105 $46,166 $56,651 $53,292

3413 Nurse aides, orderlies and patient 260 430 2,260 2,245 0 $32,046 $30,330 $32,603 $31,04244

service associates1411 General office support workers 225 425 2,760 2,585 145 $34,482 $34,242 $36,144 $35,985

6711 Food counter attendants, kitchen helpers and related support occupations

185 230 5,665 5,635 15 $7,291 $10,839 $8,355 $11,807

3215 Medical radiation technologists 180 260 340 340 0 $69,653 $69,698 $79,475 $79,067

0311 Managers in health care 150 255 305 305 0 $87,280 $88,741 $80,126 $81,255

1243 Medical administrative assistants 135 220 425 415 0 $36,365 $35,543 $36,153 $33,063

1241 Administrative assistants 125 305 3,240 3,045 150 $37,255 $36,460 $36,719 $37,154

NAICS Code 6230 - Nursing and residential care facilities3413 Nurse aides, orderlies and patient

service associates1,780 2,020 2,260 2,245 0 $32,046 $30,330 $32,603 $31,042

3012 Registered nurses and registered psychiatric nurses

460 510 2,985 2,965 10 $66,368 $65,578 $63,273 $61,150

4212 Social and community service workers 420 595 1,425 1,400 20 $37,878 $38,387 $36,293 $36,812

6711 Food counter attendants, kitchen helpers and related support occupations

335 335 5,665 5,635 15 $7,291 $10,839 $8,355 $11,807

6731 Light duty cleaners 170 190 1,280 1,100 180 $14,602 $20,587 $20,513 $22,731

3233 Licensed practical nurses 125 160 435 435 0 $52,105 $46,166 $56,651 $53,292

0311 Managers in health care 85 100 305 305 0 $87,280 $88,741 $80,126 $81,255

4153 Family, marriage and other related counsellors

85 75 325 290 35 $42,400 $44,861 $47,169 $50,004

45

Appendix G:

Charts- Workforce Age Breakdown

2121 - B

iologists a

nd related sc

ientists

2211 - C

hemical te

chnologist

s and te

chnici

ans

3012 - R

egistered nurse

s and re

gistered psyc

hiatric n

urses

3111 - S

pecialis

t physi

cians

3112 - G

eneral practi

tioners and fa

mily physi

cians

3131 - P

harmacis

ts

3211 - M

edical la

boratory tech

nologists

3219 - O

ther medica

l tech

nologists a

nd tech

nicians (

except d

ental health

)

3413- N

urse aides,

orderlies a

nd patient servi

ce associa

tes

4165 - H

ealth polic

y rese

archers,

consu

ltants

and program officers

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

100%

Workforce Age Breakdown - Health and Bioscience, Selected Occupations(4-Digit NOC)Place of Work

15 - 24 years 25 - 44 years 45 - 64 years 65+ years

46

2121 - B

iologists a

nd related sc

ientists

2211 - C

hemical te

chnologist

s and te

chnici

ans

3012 - R

egistered nurse

s and re

gistered psyc

hiatric n

urses

3111 - S

pecialis

t physi

cians

3112 - G

eneral practi

tioners and fa

mily physi

cians

3131 - P

harmacis

ts

3211 - M

edical la

boratory tech

nologists

3219 - O

ther medica

l tech

nologists a

nd tech

nicians (

except d

ental health

)

3413- N

urse aides,

orderlies a

nd patient servi

ce associa

tes

4165 - H

ealth polic

y rese

archers,

consu

ltants

and program officers

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Workforce Age Breakdown - Health and Bioscience, Selected Occupations(4-Digit NOC)

Place of Residence

15 - 24 years 25 - 44 years 45 - 64 years 65+ years

47

1

11-112 - Farm

s (111 to

112)

3

25 - Chemica

l manufactu

ring

3

34 - Computer a

nd electronic

product manufactu

ring

5

41 - Professi

onal, scie

ntific and te

chnica

l servi

ces

6

21 - Ambulatory

health ca

re servi

ces

6

22 - Hosp

itals

6

23 - Nursi

ng and resid

ential care fa

cilities

6

24 - Socia

l assi

stance

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Workforce Age Breakdown - Health and Bioscience, Selected Industries(3-Digit NAICS)Place of Work

15 - 24 years 25 - 44 years 45 - 64 years 65+ years

48

1

11-112 - Farm

s (111 to

112)

3

25 - Chemica

l manufactu

ring

3

34 - Computer a

nd electronic

product manufactu

ring

5

41 - Professi

onal, scie

ntific and te

chnica

l servi

ces

6

21 - Ambulatory

health ca

re servi

ces

6

22 - Hosp

itals

6

23 - Nursi

ng and resid

ential care fa

cilities

6

24 - Socia

l assi

stance

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Workforce Age Breakdown- Health and Bioscience, Selected Industries(3-Digit NAICS)

Place of Residence

15 - 24 years 25 - 44 years 45 - 64 years 65+ years

49

Appendix H:Distribution of Occupational Categories Comparison ChartsThe charts below demonstrate the distribution of occupational categories by health and bioscience sub-industry comparing Durham, Toronto and Ontario. Sourced from Statistics Canada 2011.

621 - Ambulatory Services 622 -Hospitals 623 - Nursing and Residential Care Facilities0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Distriution of Occupational Catergories, by Health and Bioscience sub-industry

Durham Region

50

Durham Toronto Ontario0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

621 - Ambulatory Health Care Service

51

Durham Toronto Ontario0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

622 - Hospitals

52

Appendix I

Training Map – Health and BioScience

The Health and Bioscience sector lends itself to educational opportunities at various levels including college diplomas,

universities degrees and apprenticeships. The following depicts training within Durham Region currently being offered.

Program Educational Institution

Entry Level Requirements Duration Related Occupations

Health Sciences

University of Ontario Institute of Technology

Ontario Secondary School Diploma (OSSD) with six 4U or 4M credits including English (ENG4U) with a minimum grade of 60 percent, Biology (SBI4U) and one of Advanced Functions (MHF4U), Calculus and Vectors (MCV4U) or Mathematics of Data Management (MDM4U).

4 years Community health co-coordinator

Laboratory research assistant

Researcher Biologist

Life Sciences University of Ontario Institute of Technology

Ontario Secondary School Diploma (OSSD) with six 4U or 4M credits including English (ENG4U), Advanced Functions (MHF4U), and two of Biology (SBI4U), Calculus and Vectors (MCV4U), Chemistry (SCH4U) or Physics (SPH4U). In addition, a combined minimum 70 percent average in prerequisite math and science courses is required. It is recommended that all four MCV4U, SBI4U, SCH4U and SPH4U be taken.

4-5 years Governmental or private researcher

Consultant Marketing (biotechnology

or publishing industry)

Medical Laboratory

University of Ontario Institute

Ontario Secondary School Diploma (OSSD) with six 4U or 4M credits,

4 years Registered medical laboratory technologist

53

Science of Technology including English (ENG4U) with a minimum grade of 60 per cent, Biology (SBI4U), Chemistry (SCH4U) and one of Advanced Functions (MHF4U) or Calculus and Vectors (MCV4U). In addition, a combined minimum 70 percent average in prerequisite math and science courses is required.

Biological technologist Technical sales specialist Health information

management technician

Pharmaceutical Chemistry

University of Ontario Institute of Technology

Ontario Secondary School Diploma (OSSD) with six 4U or 4M credits including English (ENG4U), Advanced Functions (MHF4U), and two of Biology (SBI4U), Calculus and Vectors (MCV4U), Chemistry (SCH4U), or Physics (SPH4U). In addition, a combined minimum 70 percent average in prerequisite math and science courses is required. It is recommended that all four MCV4U, SBI4U, SCH4U and SPH4U be taken.

4-5 years Chemical processing technologist

Consultant Governmental or private

researcher Pharmaceutical companies

and research

Biomedical Engineering Technology

Durham College Ontario Secondary School Diploma (OSSD) or Mature Student Status with Grade 12 English (C or U), Grade 12 Mathematics for College Technology (MCT$C), Grade 11 Biology (C, M or U). Physics and Chemistry (C, M or U) (recommended).

6 semestersFast track option available

Biomedical engineering technologist

Dialysis technologist Medical engineering

technologist

Chemical Laboratory Technician

Durham College Ontario Secondary School Diploma (OSSD) or Mature Student Status with Grade 12 English (C or U), Grade 12 Mathematics (C, M or U), Grade 11 or 12 Chemistry and

4 semesters Chemical laboratory technician

Quality assurance technician

Biological laboratory

54

Biology (recommended). technicianAddictions and Mental Health (Graduate Certificate)

Durham College University degree in psychology or social work or related discipline or college diploma in health or social service work or Practical Nursing; overall grade point average (GPA) of 2.5 or 65 per cent average. Minimum of three credits in post-secondary psychology courses.

3 semesters Addictions crisis worker Case manager Community support worker Psychotherapist Substance abuse

counsellor

Materials and Operations Management – Business Administration

Durham College Ontario Secondary School Diploma (OSSD) or Mature Student Status with Grade 12 English (C or U) and Grade 12 mathematics (c, M or U).

6 semesters Buyer or purchasing assistant

Inventory manager Project co-ordinator Materials control assistant

Office Administration – Health Services

Durham College Ontario Secondary School Diploma (OSSD) or Mature Student Status with Grade 12 English (C or U).

4 semesters Diagnostic imaging transcriptionist

Health assistant Medical administrator

Pharmaceutical and Food Science Technology

Durham College Ontario Secondary School Diploma (OSSD) or Mature Student Status with Grade 12 English (C or U), Grade 12 Mathematics (C, M or U), Grade 12 Chemistry and Biology (recommended).

6 semesters Analytical chemist Food safety and hazard

analysis and critical control point co-coordinator

Microbiologist Research scientist

55

Endnotes

56

i Sector Planning Partnership Letter to Employment Ontario Network.

http://www.tcu.gov.on.ca/eng/eopg/publications/sppg-letter-eo-network-en.pdf. 2017. ii Sector Planning Partnership Letter to Employment Ontario Network.

http://www.tcu.gov.on.ca/eng/eopg/publications/sppg-letter-eo-network-en.pdf. 2017. iii Institute for Competitiveness and Prosperity.

https://www.competeprosper.ca/work/working_papers/labour-market-shift-training-highly-skilled-and-

resilient-workforce-ontario. September 2017.iv ETA Sector Strategies Technical Assistance Initiative. U.S. Department of Labor.

file:///C:/Users/anna_/AppData/Local/Packages/Microsoft.MicrosoftEdge_8wekyb3d8bbwe/

TempState/Downloads/ETA_Sector_Strategies_Framework_2015.pdf. 2015.v ETA Sector Strategies Technical Assistance Initiative. U.S. Department of Labor.

file:///C:/Users/anna_/AppData/Local/Packages/Microsoft.MicrosoftEdge_8wekyb3d8bbwe/

TempState/Downloads/ETA_Sector_Strategies_Framework_2015.pdf. 2015.vi Life Science Ontario. http://www.lifesciencesontario.ca/about/aboutLSO/index.php. vii Life Science Ontario. http://www.lifesciencesontario.ca/about/aboutLSO/index.php. viii Life Science Ontario. http://www.lifesciencesontario.ca/advocacy/priorities/index.php. ix Life Science Ontario.http://www.lifesciencesontario.ca/resources/assetMap/index.php.x National Fund for Workforce Solutions. Characteristics of High Performing Industry Partnership.

https://nationalfund.org/wp-content/uploads/2016/10/Characteristics_of_a_High-

Performing_Industry_Partnership_NFWS_12.29.14.pdf. May 2014xi National Fund for Workforce Solutions. Characteristics of High Performing Industry Partnership.

https://nationalfund.org/wp-content/uploads/2016/10/Characteristics_of_a_High-

Performing_Industry_Partnership_NFWS_12.29.14.pdf. May 2014xii Building a Highly Skilled and Resilient Canadian Workforce through the FutureSkills Lab.

https://www.budget.gc.ca/aceg-ccce/pdf/skills-competences-eng.pdf. 2017.xiii MaRS Solution Lab. Demand-Led Systems Change in the Employment and Training

Sectorhttps://www.marsdd.com/systems-change/mars-solutions-lab/demand-led-employment/. A

project in partnership with Social Capital Partners.xiv Building a Highly Skilled and Resilient Canadian Workforce through the FutureSkills Lab.

https://www.budget.gc.ca/aceg-ccce/pdf/skills-competences-eng.pdf.2017.xvETA Sector Strategies Technical Assistance Initiative. U.S. Department of Labor.

file:///C:/Users/anna_/AppData/Local/Packages/Microsoft.MicrosoftEdge_8wekyb3d8bbwe/

TempState/Downloads/ETA_Sector_Strategies_Framework_2015.pdf. 2015.xvi ETA Sector Strategies Technical Assistance Initiative.

file:///C:/Users/anna_/AppData/Local/Packages/Microsoft.MicrosoftEdge_8wekyb3d8bbwe/

TempState/Downloads/etas_sector_strategies_self_assessment_20150318r2.pdf. 2016.

END.