Manitoba Construction Sector Council - Strengthening the Skills of Manitoba's Construction Sector Workforce

Current Projects & Initiatives

Manitoba Construction Sector Training Needs Analysis

The Manitoba Construction Sector Council retained the firm of Meyers Norris Penny (MNP) to conduct an analysis of the training needs in Manitoba's construction industry. The goal of the project was to have current, valid, reliable and relevant information about Manitoba's construction sector labour market training and skill development gaps and needs. A survey was distributed to the industry in April of 2010 utilizing six major constituent membership organizations.

The final report, released on October 18, 2010, contains some valuable information for MCSC to consider in its ongoing service to the construction sector in Manitoba. The following is a very brief summary of some highlights:

There are 9500 construction sector organizations registered with the Manitoba business register!
55.5% of residential home building and renovation respondents were in 1-10 employee organizations;
61.9% of industrial/commercial/institution are in 11-50 employee organizations;
81.9% of heavy construction are in 51+ employee organizations;
The median number of years survey respondents have been in operation in Manitoba is 33 (which may indicate that succession, from the business and people perspective, may be an issue);
The new employee skill level did not meet industry expectations in the areas of "listening, understanding, aware of policies, accountability, problem solving, and time management";
55% of companies indicated that they had a training policy or strategy but 92.6% responded that they do not have a training budget. This is significant, as any strategy without a dedicated budget will likely be ineffective."
30% of respondents indicated "limited awareness of source of relevant training" as a reason for not providing training. This is a critical point for MCSC to increase awareness of available opportunities;
Qualitative findings identified the following criteria for training delivery:
- Accessible and clear communication methods regarding available training and supports - Awareness;
- Employers don't always know what they don't know therefore they need to understand how to identify what training is required and who should take it - Relevance;
- Training needs to be offered at times that are convenient - Access;
- Employers need to understand how things will be better once their employees have taken the training - Impact;
MCSC asked some specific questions related to potential and existing programs and received the following positive responses:
- 87.5% would like assistance with identifying and applying to relevant employer programs;
- 84.4% would like assistance identifying relevant training;
- 75.5% would like assistance with Human Resource Management;
- 61.8% were interested in the On-the-job Training/Mentorship program;
- 58.8% thought that it would be a good idea for MCSC to create an employer and potential employee job bank on the MCSC website;

That is a very brief summary of the report and findings. MCSC looks forward to facilitating the training needs of the collective industry as well as the individual needs of individual companies.

Thanks to the Meyers Norris Penny team for their great work.

Manitoba's Labour Market Forecast Released

The Construction Sector Council released its Construction Looking Forward annual labour market forecast for Manitoba on April 19, 2011.

The report, which predicts market conditions from 2011-2019 for the province, foresees a steady, balanced growth that raises construction employment by 11% across the 2011 - 2019 scenario period, with employment estimated to increase by more than 20% between 2011 and 2014.

The report says an estimated 6,000 new workforce entrants will join the construction industry, but that retirements will also reduce it by about 6,400. New construction means a balance of about 4,600 workers will need to be recruited from outside the local market.

"The need to attract skilled workers from other industries and provinces, when others are also competing for these skills, highlights the importance of our continued career promotion to attract youth, women, Aboriginal people, and immigrants, says John Schubert, Principal, McCaine Electric Ltd. We also need to expand and adapt our training and apprenticeship programs to attract these workers."

Labour requirements for new construction across the scenario from 2011 to 2019 increase the labour force by 4,300 workers. Much of this labour force expansion will need to take place between 2011 and 2014. The exit of 6,400 workers attributed to retirements and mortality raises the total labour force requirement to 10,700. With only 6,000 new entrants expected to join the industry across the 2011-2019 scenario, a balance of 4,600 workers will need to be recruited from outside the local construction market to meet labour requirements. This in-mobility will be essential for maintaining balanced markets. It requires attracting skilled workers from other industries and provinces at a time when other projects may be competing for these skills. "We continue to work collaboratively with our partner at the national level, Construction Sector Council, to ensure we pursue national standards in all of our training to maintain the mobility of our workforce."

Manitoba's Construction Looking Forward Scenario 2011-2019 is available along with all forecast scenario data at www.constructionforecasts.ca

Source: WCA E-News

Pre-Employment Construction Training Program

On June 21, 2011, MCSC completed another Pre-Employment Construction Training (PECT) program. 6 students spent almost 20 weeks at Winnipeg Technical College, working through the Level 1 Carpentry Program. This program began with a particular focus on the roofing trade. However, once the program began, the PECT students merged with the WTC Carpentry students to form one class. MCSC is proud to say that all 6 students successfully completed the program and are now employed in the construction industry.

The objective of the PECT program is to train selected candidates in the skills necessary to enter the construction sector workforce. The program includes Essential Skill training, employability and life skills training, safety training (each participant received training in and the accompanying certificates for first aid, fire safety, rigging, fall protection and WHMIS), hand and power tool training as well as an introduction to foundations, framing, interior and exterior finishing and roofing materials.

The program combines in-class and hands-on training to ready each participant for successful entrance to the construction workplace. A two week work experience program is also incorporated into the program. Many of the participants were offered employment by their work experience hosts. The Manitoba Construction Sector Council expects to run future programs like this one providing there are appropriate job placements available to put skilled entry level construction workers to work. Programs can be tailored to a particular trade, sub-sector or geographic area if there is sufficient demand.

If your company is in need of entry level workers who have received well rounded pre-employment training please contact us: jmurphy@mbcsc.com or 204-272-5093.

On the Job Mentorship(OJT/M)

MCSC proposes to improve OJT by having developed a consistent and quality on the job training mentoring (OJT/M) program. The program identifies deficiencies existing in the current system of mentorship and implements changes that enhances on the job training and learning through structured and measured mentorship.

Five key actions have been recommended which will lead to a higher success rate for apprentices and workers learning in the workplace. These key actions will generate further discussion and efficiencies as the construction industry learning culture begins to mature. The five key actions include:

1. Ensuring industry recognizes the importance of learning in the 'real world' environment, i.e. on the job.

2. Insisting that structure be in place for all occupational OJT, structure that identities the on the job learning and is complete with specific outcomes and measures.

3. Recruiting journey persons and senior workers aware of their role as mentor, the importance of this work and who are ready to receive formal training on mentoring.

4. Insuring workplace mentors have the essential skills, demonstrate the best safe work habits, are seen as technical experts in their occupation and have the right interpersonal skills to interact with learners.

5. Removing the barriers to quality and consistent on the job learning by:

emphasizing the importance of OJT in all traditional classroom settings,
demonstrating to senior journey persons and workers the benefits to all and importance of quality OJT,
ensuring all stakeholders recognize that to learn effectively on the job through structured, measured and quality mentorship, productivity may decrease on the short term and that proven long term benefits will appear,
ensuring learners are active participants in the OJT and
rewarding mentors for this most important role.

These five key actions have been reinforced in a now concluded pilot project phase of this program. OJTM is a comprehensive program that has reviewed existing processes, recommended changes to the appropriate groups, and developed a mentor development plan. OJTM will now continue to be introduced and implemented to the construction industry. In particular, the Apprenticeship Branch has embraced OJTM as a key component for learners and mentors in the formal apprenticeship process.

It has been shown that on the job training and learning is the most important step in the development of expert construction workers. It is our plan to lead the initiative that will improve on the job learning for the construction industry in Manitoba. OJTM, complete with trained and capable workers, will reduce costs, increase effectiveness and efficiency of learning, create a safer work environment and ensure quality construction in Manitoba.

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