Community Labour Market Plan 18/19

Community Labour Market Plan 18/19 Peterborough • Northumberland • Kawartha Lakes • Haliburton Acknowledgements The Workforce Development Board would like to thank each and every community member that provided their input and support for the Community Labour Market Plan. As workforce intermediaries, we strive together to better understand the challenges and opportunities facing both the demand side and supply side of our local labour market. The Workforce Development Board would also like to thank its staff, Board of Directors and members of our Governance Structure for their dedicated support for the work that we do.

For more information related to the Community Labour Market Plan, please contact:

Jennifer Lamantia, Chief Executive Officer Workforce Development Board 159 King Street, Suite 208 Peterborough, Ontario K9J 2R8

Telephone: 705-749-3250 Email: [email protected]

Photos licensed through https://stock.adobe.com

This project has been funded in part by the Government of Canada and the Government of Ontario Table of contents

Executive summary 4

Background 5

LEPC Service Area 6

Peterborough 10

Northumberland 13

Kawartha Lakes 16

Haliburton 19

Existing literature 22

Community input 26

Developing priorities 30

Appendix 31 Executive Summary This is the first Community Labour Market Plan business and our local labour market. produced by the Workforce Development Board Some additional highlights in the Community La- (WDB) under the Local Employment Planning bour Market Plan reflect challenges in our region Council (LEPC) pilot project. with our average individual employment income Our organization serves Northumberland Coun- for the WDB service area at 22% below the pro- ty (which includes Alderville First Nation), Peter- vincial average and where retail sales is a major borough County (which includes Hiawatha First source of employment in our region as well as top- Nation and Curve Lake First Nation), Kawartha ping the list for projected occupational growth. Lakes, and Haliburton County. During our consultations, we heard from employ- In 2015, the Workforce Development Board ers about the local labour force and soft skills, with (WDB) was selected through a competitive Call for oral and written communication as the top skill Proposals to deliver the Local Employment Plan- needed by employers advertising jobs across the ning Council (LEPC) pilot funded by the Ministry board. of Advanced Education and Skills Development In addition to a quantitative analysis, this Com- (MAESD). munity Labour Market Plan was made possible The LEPC pilot began December 1, 2015 through input from over 200 representatives of our through to May 31, 2017 and during that time the valued and respected stakeholder community in- WDB/LEPC completed research and delivered cluding employers, job seekers, employees, and eight projects focused within one of five strategic employment service providers. themes: local labour market information and intel- The content was developed through the active ligence, integrated local planning, service coordi- participation and feedback from our dedicated nation, innovation and research, and shared best Governance structure made up of our Secretariat practices. (Board of Directors), Central Planning Table, Ser- Five of these projects are highlighted and refer- vice Planning Working Group, Industry Business enced in the existing literature outlined in this re- Engagement Working Group, and Intergovern- port. mental Working Group who volunteer their time to The second phase of the LEPC pilot began June attend meetings and provide invaluable insights 1, 2017 to September 30, 2018 and some of the on an ongoing basis. eight projects currently underway were informed We truly appreciate their commitment and dedi- by the evidence from the initial pilot. cation to the LEPC pilot. In December 2017, MAESD announced that the Finally, the expertise and hard work of Jason LEPC pilot has been extended to March 31, 2019 Dennison, manager of operations, and Andrew and we look forward to continuing to collaborate Bell, labour market Information analyst, resulted in with our community partners to stimulate local ap- the foundation of this report supported by Kristen proaches to workforce development. Larocque, junior project officer, and Bev Evans, With the release of the 2016 Census data, this executive assistant, who coordinated meetings Community Labour Market Plan reflects interesting and consultations. changes in the labour force for our region. While The attractive design and creative presentation our population has increased by 3.3% since 2011, was prepared by Scott Howard, community devel- our total labour force for the region was down 3% opment and communications coordinator. from 2011. Our region experienced a huge increase in people aged 65 and over with growth of over 200% Jennifer Lamantia (53,040 people). This segment of the population in Chief Executive Officer our region may create future opportunities for new Workforce Development Board

4 Background In the late fall of 2015, the Government of Ontario community can work together to respond to with initiated a series of pilot projects across the prov- achievable outcomes that will enhance the work- ince to test the establishment of Local Employ- force and economic opportunities in our local com- ment Planning Councils (LEPCs) in eight regions munities. across Ontario. LEPCs function as workforce in- Critical to the success of this plan was the collec- termediaries designed to improve labour market tive input from the local community which includ- conditions in local communities through enhanced ed: students and educators, employers, employ- collection and dissemination of local labour mar- ees, retired persons, and job seekers representing ket information, and community engagement to a wide demographic range and multiple industry drive local workforce development initiatives. The backgrounds. communities we serve include Northumberland More than 200 community stakeholders helped County, Peterborough City and County, Kawartha inform this plan through in-person interviews and Lakes, and Haliburton County. online questionnaires, which provided the input An effective, responsive local labour market is necessary to gain a better understanding of local at the heart of sustainable, healthy, economic and workforce priorities and needs. workforce development growth. The sections that follow outline our Community Labour Market Plan Information Collection Framework for 2018/19. This comprehensive report provides Gathering local information is a critical activity an in-depth look at the critical factors that shape that helps to inform the current status of the local our current local labour market situation. The plan labour market. It is also the evidence base that also identifies and addresses key labour market helps inform the strategic priorities that the LEPC challenges, opportunities, and recommendations community needs to address. related to the following five key strategic areas: Our LEPC developed an information collection framework that focused on three key elements: • Collection and dissemination of local la- collection of labour market information; accessing bour market knowledge existing literature about the local community; and seeking community input on the perceived chal- • Integrated local planning lenges and opportunities of the local labour market. • Development of service coordination initia- Labour Market Information refers to the informa- tives for employers tion needed to help make decisions (or develop strategies) related to the local community. • Development of innovative research proj- There are multiple sources of information utilized ects to address identified local labour market in this plan, including national, provincial, and local issues sources of information, as well as data retrieved from subscription-based data providers that deliv- • Sharing of local best practices that help er information specific to the communities repre- strengthen the local labour markets sented in the LEPC catchment area. Existing Literature refers to any LEPC reports Changes in key population demographics, la- or local strategic plans and/or economic develop- bour force participation rates, income, business ment plans that highlight any key labour market concentration, and educational attainment tell us issues. a lot about how our community is developing over Community input refers to information that was time. In addition, local labour market indicators gathered through online questionnaires, focus also inform key strategic priorities that the LEPC groups, and in-person consultations.

5 LEPC service area

Population demographics The LEPC service area consists of the following Population counts Population counts for Census Divisions (CD): Northumberland (County), for LEPC area Northumberland Peterborough (City and County), Kawartha Lakes (City) and Haliburton (County). Population (2016) - 317,319 Population (2016) - 85,598 The LEPC regional population in 2016 was 317,319, which represents an increase of 9,990 Population (2011) - 307,329 Population (2011) - 82,126 people (3.3%) from 2011. Population change (%) - 3.3 Population change (%) - 4.2 Indigenous population The indigenous population for the region in 2016 Working age population - 266,865 Working age population - 72,040 was 11,531 (3.6% of total population), which includes the following three First Nation communi- Participation rate (%) - 57.4 Participation rate (%) - 56.7 ties: Alderville First Nation, Hiawatha First Nation, and Curve Lake First Nation (see Figure 1). With Employment rate (%) - 52.9 Employment rate (%) - 52.6 an on reserve population of 1,916, it represents 16.6% of the total indigenous population in the lo- Unemployment rate (%) - 7.8 Unemployment rate (%) - 7.3 cal community. A total of 9,615 Indigenous residents live in the In the labour force - 153,095 In the labour force - 40,880 surrounding communities, including: Peterborough (City) – 3,270 Employed - 141,105 Employed - 37,880 Kawartha Lakes – 1,995 Selwyn Township – 480 Unemployed - 11,990 Unemployed - 3,000 Cobourg – 440 Source: Statistics Canada Source: Statistics Canada

6 Population counts for Population counts Kawartha Lakes for Haliburton

Population (2016) - 75,423 Population (2016) - 18,062

Population (2011) - 73,219 Population (2011) - 17,056

Population change (%) - 3.0 Population change (%) - 5.9

Working age population - 63,510 Working age population - 16,070

Participation rate (%) - 56.9 Participation rate (%) - 49.0

Employment rate (%) - 52.5 Employment rate (%) - 44.3

Unemployment rate (%) - 7.7 Unemployment rate (%) - 9.6

In the labour force - 36,160 In the labour force - 7,875

Employed - 33,365 Employed - 7,120

Unemployed - 2,795 Unemployed - 755

Source: Statistics Canada Source: Statistics Canada Trent Hills – 300 Cavan Monaghan – 290 Figure 1 - Population change in local First Nation Communities Port Hope – 280 (2011-2016) Otonabee-South Monaghan – 275 Brighton – 270 1200 Cramahe – 250 For more information, see Figure 1 or turn to Ta- 1000 ble 2 and Table 3 in the Appendix.

Immigrant population 800 The immigrant population for the LEPC region in 2016 was 27,660 (8.7% of total population). It 600 should be noted that immigrants represent 10.4% of the total population in Northumberland County in 2016, higher than any other geography in our 400 region. One development that also should be highlighted 200 is the approval of Immigration, Refugees, and Cit- izenship Canada (IRCC) to grant the New Cana- dians Centre (NCC) – a not-for-profit organization 0 that provides immigration services throughout our Alderville Hiawatha Curve Lake First Nation First Nation First Nation service area – funding to support refugees following the Syrian Refugee Crisis in 2015. 2011 2016 Since Nov. 4, 2015, a total of 395 refugees have arrived in Peterborough and surrounding area. Services such as housing, health, education, social assistance, and employment services are critical to supporting local refugees and other Figure 2 - Changes in LEPC Area Labour Force (2011-2016) marginalized members of our local communities. (Source: IRCC, October 31, 2017). 140,000 For more information, see Table 4 in the appendix. 120,000

Labour force 100,000 Labour force status refers to whether a person was employed, unemployed or not in the labour force during the reference period. The labour force 80,000 consists of persons who contribute or are available to contribute to the production of goods and 60,000 services falling within the System of National Ac- counts production boundary. 40,000 In 2016, the total labour force in Peterborough, Kawartha Lakes, Northumberland, and Haliburton 20,000 in 2016 was 274,445, down 8,355 people from 2011. People aged 65 and over grew by a total of 53,040 throughout the area whereas all other age 0 categories declined in number. 15-24 25-44 45-64 65+ For more information, see Figure 2 or Table 5 in 2011 2016 the Appendix. 7 Income • Apprenticeship or trade certificate diploma According to Statistics Canada, the average indi- – 25,770 (2011) 23,590 (2016) vidual employment income in our service area in • College, CEGEP or non-university program 2015 was $37,173 (an increase of $73 over 2010). – 60,290 (2011) 68,370 (2016) The average income of individuals by community • University Certificate or Diploma Below was Northumberland County (NTHLD) at $39,636 Bachelor level – 6,515 (2011) 4,720 (2016) (an increase of $1,405), Peterborough (PTBO) at • University Certificate, Diploma or Degree – $38,500 (an increase of $714), Kawartha Lakes 37,110 (2011) 40,460 (2016) (CKL) at $37,242 (an increase of $369) and Hal- iburton County (HAL) at $33,314 (a decrease of Hiring demand $2,196). Determining the number and type of available The average individual employment income for jobs in local labour markets provides great insights Ontario was $47,369. into how local industries and local businesses are For more information, see Figure 3 or turn to Ta- performing. Capturing this information can be dif- ble 6 in the Appendix. ficult as there are many ways that employers can display their hiring needs. Employee referrals and Educational attainment word of mouth are common methods that employ- The following information on educational attain- ers use to attract local talent to fill local positions. ment was compiled by Statistics Canada as part Although a successful hiring practice by employ- of the 2015 Census: ers, these recruitment activities are hard to track, • No Certificate, diploma or degree – 52,030 thus making it difficult to determine the local hiring (2011) 49,420 (2016) demand. • High school diploma – 75,310 (2011) 80,310 Online job postings are an additional method that (2016) local employers use to attract talent, and this par-

8 ticular recruitment method can be counted. For Development (MAESD) provides funding supports instance, a total of 16,324 jobs have been ad- for a multitude of services that individuals in our vertised online since WDB began the operational communities can access to improve their skills and phase of the LEPC pilot in April of 2016. These better prepare them to successfully enter into and jobs were taken from company websites, and on- thrive in the local labour markets. In 2016-2017 line job boards that provide identified postings in the number of clients that accessed Resource the LEPC region. Of these 16,324 job postings, and Information and Unassisted Services grew by 438 (2.7%) were in Haliburton County, 2,889 8,133 clients (327% from the previous year). (17.7%) were in Kawartha Lakes, 3,532 (21.6%) For more information, turn to Table 10 in the Ap- were in Northumberland County, 8,767 (53.6%) pendix. were in the City and County of Peterborough, and 716 (4.4%) were posted for multiple locations in Apprenticeships the LEPC region. In 2016-2017, the number of active apprentices Sales and service occupations had the greatest has decreased by 181 apprentices compared to number of job postings (29.0% of total) followed the year before. Of the 503 new Apprenticeship by Trades Transport, and Equipment Operators registrants, 89 (17.7%) were female. (9.1% of total) and Occupations in Education Law, For more information, see Figure 4 or Tables 11, and Social, Community and Government Services 15, 23, 31, 39 and 40 in the Appendix. (8.6%). For more information, turn to Table 9 in the Ap- Canada Ontario Job Grant Highlights pendix. In 2016-2017, a total of 295 employers accessed the Canada-Ontario Job Grant (COJG) to sub- Local Employment and Training Service sidize costs related to employee training. These Updates training institutions served a total of 1,012 clients The Community Employment Resource Partner- over that time period. ship (CERP) is a group of over 30 employment and training organizations committed to enhancing service to individuals, businesses and the community as a whole. CERP provides a forum to explore issues, share, and create solutions relating to employment strategies in each of the CERP service areas, which include Haliburton County, Kawartha Lakes, City and County of Peterborough, and Nor- thumberland County. CERP developed and implemented a common, online referral system that allows agencies in the network to track client referrals between agencies. This referral system allows both sending and re- ferring agencies to monitor and track referral com- pletions (a successful referral means that a client accessed the service that he or she was referred to). From April 1, 2016 until January 13, 2018, a total of 2,920 completed referrals have been made within the CERP service delivery network. Of these referrals, 2,296 (78.6% of total) were successful, and 624 (21.4% of total) were unsuccessful.

Employment Ontario Service Highlights The Ministry of Advanced Education and Skills 9 Peterborough

Population demographics Population counts Population counts for Peterborough is the most populous community in our service area and serves as the regional hub for Peterborough Northumberland for many community-based services, including the Population (2016) - 138,236 Population (2016) - 85,598 regional office for the Ministry of Advanced Educa- tion and Skills Development. Key communities in Population (2011) - 134,928 Population (2011) - 82,126 the Peterborough region include: Curve Lake First Nation, Hiawatha First Nation, and the Municipality Population change (%) - 2.5 Population change (%) - 4.2 of Trent Lakes, Township of Selwyn, Township of Asphodel-Norwood, Township of Douro-Dummer, Working age population - 115,245 Working age population - 72,040 Township of Cavan Monaghan, Township of Have- lock-Belmont-Methuen, Township of North Kawar- Participation rate (%) - 59.2 Participation rate (%) - 56.7 tha, and Township of Otonabee-South Monaghan. Peterborough City and County’s total population Employment rate (%) - 54.4 Employment rate (%) - 52.6 in 2016 was 138,236, up 3,308 people (+2.5%) from 2011. The total labour force population (in- Unemployment rate (%) - 8.0 Unemployment rate (%) - 7.3 dividuals 15 years or older) was 118,345, with the bulk of the working age population between the In the labour force - 68,180 In the labour force - 40,880 ages of 45-64 years of age (34.2% of total labour force population). People 65 and older represent- Employed - 62,740 Employed - 37,880 ed 22.8% of the total population. The unemployment rate for the region in 2016 Unemployed - 5,440 Unemployed - 3,000 was 8.0%, compared to 7.8% for LEPC service area. Source: Statistics Canada Source: Statistics Canada

10 Population counts for Population counts Kawartha Lakes for Haliburton

Population (2016) - 75,423 Population (2016) - 18,062

Population (2011) - 73,219 Population (2011) - 17,056

Population change (%) - 3.0 Population change (%) - 5.9

Working age population - 63,510 Working age population - 16,070

Participation rate (%) - 56.9 Participation rate (%) - 49.0

Employment rate (%) - 52.5 Employment rate (%) - 44.3

Unemployment rate (%) - 7.7 Unemployment rate (%) - 9.6

In the labour force - 36,160 In the labour force - 7,875

Employed - 33,365 Employed - 7,120

Unemployed - 2,795 Unemployed - 755

Source: Statistics Canada Source: Statistics Canada Educational attainment • Ambulatory health care services (401 local The following information on educational attain- businesses) ment for Peterborough residents was compiled • Specialty trade contractors (380 local busi- by Statistics Canada as part of the 2015 national nesses); Census: • Professional, scientific and technical ser- • No Certificate, diploma or degree – 19,665 vices (338 local businesses) • High school diploma – 33,265 • Food services and drinking places (284 lo- • Apprenticeship or trade certificate diploma cal business); and, – 9,275 • Construction of buildings (159 local busi- • College, CEGEP or non-university program nesses). – 30,130 The top five industries in Peterborough City and • University Certificate or Diploma Below County in 2017 without employees were: Bachelor level – 1,865 • Real estate (2,102 local businesses) • University Certificate, Diploma or Degree – • Professional, scientific and technical ser- 21,045 vices (799 local businesses) For more information, see Table 23 in the Appen- • Specialty trade contractors (443 local busi- dix. nesses) • Securities, commodity contracts, and other Business Counts financial investment and related activities (402 According to Statistics Canada (Canadian Busi- local businesses); and, ness Patterns), the top five industries in Peter- • Ambulatory health care services (318 local borough City and County in 2017 with employees businesses). were: For more information, see Table 24.

Labour force by age LabourTop softforce skills needsby age Top soft skills needs in Peterborough in Northumberland

1 Oral and written communication 1 Oral and written communication

2 Detail oriented 2 Detail oriented

3 Team player 3 Team player 15 to 24 years 25 to 44 years 15 to 24 years 25 to 44 years 17,735 (2011) 28,550 (2011) 49,375Customer (2011) service15,110 oriented (2011) 4 Work independently 16,335 (2016) 29,940 (2016) 8,680 (2016) 15,925 (2016) 5 Problem solving 5 Dependability

6 Integrity 6 Clean criminal record

7 Clean criminal record 7 Problem solving

8 Self-starting/self-motivated 8 Integrity 45 to 64 years 65-plus 45 to 64 years 65-plus 41,120 (2011) 25,000 (2011) 26,9909 Dependability (2011) 16,650 (2011) 9 Organizational skills 40,520 (2016) 31,550 (2016) 27,380 (2016) 22,260 (2016) 10 High-energy 10 Marketing Source: Statistics Canada Source: Statistics Canada Source: CEB Talent Neutron Labour force by age 11 Labour force by age Top soft skills needs Top soft skills needs in Kawartha Lakes in Haliburton

1 Oral and written communication 1 Oral and written communication

2 Team player 2 Team player

15 to 24 years 25 to 44 years 153 toDetail 24 years oriented 25 to 44 years 3 Dependability 8,315 (2011) 13,815 (2011) 1,570 (2011) 2,425 (2011) 7,880 (2016) 14,210 (2016) 41,365Integrity (2016) 2,655 (2016) 4 Work independently

5 Customer service oriented 5 Sales experience/ability

6 Work independently 6 Integrity

7 Dependability 7 Entreprenereurial

45 to 64 years 65-plus 458 toMarketing 64 years 65-plus 8 Prospecting 24,125 (2011) 14,990 (2011) 6,225 (2011) 4,720 (2011) 24,370 (2016) 19,060 (2016) 96,375Clean (2016) criminal record5,940 (2016) 9 Highly motivated Source: Statistics Canada Source: Statistics Canada 10 High-energy 10 Work ethic Projected Occupational Growth in Peterborough City and County

Occupation** 2017 2024 Change % Jobs Jobs 2017-2024 Change 4212 - Social and community service workers 804 1,023 219 27% 6711 - Food counter attendants, kitchen helpers and re- 778 916 138 18% lated support occupations 1414 - Receptionists 537 745 208 39% 1221 - Administrative officers 649 734 85 13% 6411 - Sales and account representatives - wholesale 689 721 32 5% trade (non-technical) 3413 - Nurse aides, orderlies and patient service associ- 490 652 162 33% ates 1411 - General office support workers 530 597 67 13% Top Job Postings in Peterborough City and County including Median Wagesᵻ (January 1, 2017 to September 30, 2017)

Occupation Number of Median Salary Jobs* ($/hr)** 3012 - Registered nurses and registered psychiatric nurses 341 $35.47

4021 - College and other vocational instructors 308 $37.90

6421 - Retail salespersons 301 $12.24

6623 - Other sales related occupations 248 $13.32

6552 - Other customer and information services representatives 208 $17.74

6411 - Sales and account representatives - wholesale trade 182 $24.99 (non-technical)

4412 - Home support workers, housekeepers and related occupa- 159 $15.91 tions

0621 - Retail and wholesale trade managers 137 $33.91

6611 - Cashiers 116 $10.83

1411 - General office support workers 83 $20.82

NOTE: Changes to the minimum wage on Jan. 1, 2018 will impact future wage calculations Sources: * Vicinity Jobs and ** Economic Modelling Specialists International (Emsi) 12 Northumberland County

Population Demographics NorthumberlandPopulation County is countsthe southern-most ge- Population counts for ography in ourfor service Peterborough area and is a key compo- Northumberland nent of the Highway 401 corridor. NorthumberlandPopulation (2016)County is- made138,23 up6 of the follow- Population (2016) - 85,598 ing communities: the Township of Alnwick/Haldi- mad,Population the Municipality (2011) of Brighton, - 134,928 the Town of Co- Population (2011) - 82,126 bourg, the Township of Cramahe, the Township of Hamilton,Population the Municipality change (%)of Port - 2.5 Hope, the Mu- Population change (%) - 4.2 nicipality of Trent Hills, and Alderville First Nation. NorthumberlandWorking age County’spopulation total - 115,245population in Working age population - 72,040 2016 was 85,598, up 3,472 people (+4.2%) from 2011.Participation rate (%) - 59.2 Participation rate (%) - 56.7 The total labour force population (individuals 15 yearsEmployment or older) was rate 72,245, (%) with- 54.4 the bulk of the Employment rate (%) - 52.6 working age population between the ages of 45- 64 yearsUnemployment of age (36.9% rate of total (%) labour - 8.0 force pop- Unemployment rate (%) - 7.3 ulation). PeopleIn the 65 labour and older force represented - 68,180 26.0% of the In the labour force - 40,880 total population. TheEmployed unemployment - 62,740 rate for the region in 2016 Employed - 37,880 was 7.3%, compared to 7.8% for the LEPC ser- viceUnemployed area. - 5,440 Unemployed - 3,000

Source: Statistics Canada Source: Statistics Canada

Population counts for 13 Population counts Kawartha Lakes for Haliburton

Population (2016) - 75,423 Population (2016) - 18,062

Population (2011) - 73,219 Population (2011) - 17,056

Population change (%) - 3.0 Population change (%) - 5.9

Working age population - 63,510 Working age population - 16,070

Participation rate (%) - 56.9 Participation rate (%) - 49.0

Employment rate (%) - 52.5 Employment rate (%) - 44.3

Unemployment rate (%) - 7.7 Unemployment rate (%) - 9.6

In the labour force - 36,160 In the labour force - 7,875

Employed - 33,365 Employed - 7,120

Unemployed - 2,795 Unemployed - 755

Source: Statistics Canada Source: Statistics Canada Educational Attainment • Professional, scientific and technical ser- The following information on educational attain- vices (204 local businesses); ment for Northumberland residents was compiled • Specialty trade contractors (190 local busi- by Statistics Canada as part of the 2015 national nesses); Census: • Food services and drinking places (156 local business); • No Certificate, diploma or degree – 13,215 • Ambulatory health care services (127 local • High school diploma – 22,220 businesses); and, • Apprenticeship or trade certificate diploma • Construction of buildings (116 local busi- – 6,400 nesses). • College, CEGEP or non-university program The top five industries in Northumberland County – 18,270 in 2017 without employees were: • University Certificate or Diploma Below • Real estate (996 local businesses); Bachelor level – 1,325 • Professional, scientific and technical ser- • University Certificate, Diploma or Degree – vices (555 local businesses); 10,615 • Specialty trade contractors (326 local busi- For more information, see Table 15 in the Appen- nesses); dix. • Crop production (318 local businesses); and, • Securities, commodity contracts, and other Business Counts financial investment and related activities (236 According to Statistics Canada (Canadian Busi- local businesses). ness Patterns), the top five industries in Northum- For more information, turn to Table 16 in the Ap- berland County in 2017 with employees were: pendix.

Labour force by age LabourTop soft force skills needs by age Top soft skills needs in Peterborough in Northumberland

1 Oral and written communication 1 Oral and written communication

2 Detail oriented 2 Detail oriented

3 Team player 3 Team player 15 to 24 years 25 to 44 years 15 to 24 years 25 to 44 years 17,735 (2011) 28,550 (2011) 49,375Customer (2011) service 15,110oriented (2011) 4 Work independently 16,335 (2016) 29,940 (2016) 8,680 (2016) 15,925 (2016) 5 Problem solving 5 Dependability

6 Integrity 6 Clean criminal record

7 Clean criminal record 7 Problem solving

8 Self-starting/self-motivated 8 Integrity 45 to 64 years 65-plus 45 to 64 years 65-plus 9 Dependability 9 Organizational skills 41,120 (2011) 25,000 (2011) 26,990 (2011) 16,650 (2011) 40,520 (2016) 31,550 (2016) 27,380 (2016) 22,260 (2016) 10 High-energy 10 Marketing Source: Statistics Canada Source: Statistics Canada Source: CEB Talent Neutron 14 Labour force by age LabourTop soft force skills needs by age Top soft skills needs in Kawartha Lakes in Haliburton

1 Oral and written communication 1 Oral and written communication

2 Team player 2 Team player

15 to 24 years 25 to 44 years 315 Detailto 24 yearsoriented 25 to 44 years 3 Dependability 8,315 (2011) 13,815 (2011) 1,570 (2011) 2,425 (2011) 7,880 (2016) 14,210 (2016) 41,365Integrity (2016) 2,655 (2016) 4 Work independently 5 Customer service oriented 5 Sales experience/ability

6 Work independently 6 Integrity

7 Dependability 7 Entreprenereurial

8 Marketing 8 Prospecting 45 to 64 years 65-plus 45 to 64 years 65-plus 24,125 (2011) 14,990 (2011) 6,225 (2011) 4,720 (2011) 9 Clean criminal record 9 Highly motivated 24,370 (2016) 19,060 (2016) 6,375 (2016) 5,940 (2016) Source: Statistics Canada 10Source:High-energy Statistics Canada 10 Work ethic Projected Occupational Growth in Northumberland County

Occupation** 2017 2024 Change % Jobs Jobs 2017-2024 Change 6421 - Retail salespersons 1,015 1,069 54 5% 7271 - Carpenters 804 1,023 219 27% 7511 - Transport truck drivers 778 916 138 18% 4032 - Elementary school and kindergarten teachers 537 745 208 39% 4214 - Early childhood educators and assistants 649 734 85 13% 0821 - Managers in agriculture 689 721 32 5% 1414 - Receptionists 490 652 162 33% 1311 - Accounting technicians and bookkeepers 518 628 110 21% 4212 - Social and community service workers 493 627 134 27% 3413 - Nurses’ aides, orderlies and patient service asso- 530 597 67 13% ciates

Top Job Postings in Northumberland County including Median Wagesᵻ (January 1, 2017 to September 30, 2017)

Occupation Number of Median Salary ($/ Jobs* hr)** 6421 - Retail salespersons 163 $12.24 6623 - Other sales related occupations 110 $13.32 6411 - Sales and account representatives - wholesale trade 98 $24.99 (non-technical) 4412 - Home support workers, housekeepers and related occu- 97 $15.91 pations

3012 - Registered nurses and registered psychiatric nurses 94 $35.47

6611 - Cashiers 74 $10.83 6322 - Cooks 72 $11.52 8431 - General farm workers 56 $13.18 6552 - Other customer and information services representatives 52 $17.74

9619 - Other labourers in processing, manufacturing and utilities 46 $13.82

NOTE: Changes to the minimum wage on Jan. 1, 2018 will impact future wage calculations Sources: * Vicinity Jobs and ** Economic Modelling Specialists International (Emsi)

15 Population counts Population counts for Kawartha Lakes for Peterborough Northumberland Population (2016) - 138,236 Population (2016) - 85,598

Population (2011) - 134,928 Population (2011) - 82,126

Population change (%) - 2.5 Population change (%) - 4.2

Working age population - 115,245 Working age population - 72,040

Participation rate (%) - 59.2 Participation rate (%) - 56.7

Employment rate (%) - 54.4 Employment rate (%) - 52.6

Unemployment rate (%) - 8.0 Unemployment rate (%) - 7.3

In the labour force - 68,180 In the labour force - 40,880

Employed - 62,740 Employed - 37,880

Unemployed - 5,440 Unemployed - 3,000

Source: Statistics Canada Source: Statistics Canada Population Demographics The City of Kawartha Lakes (Kawartha Lakes) is Population counts for Population counts the third most populous geography of our service Kawartha Lakes for Haliburton areas. The city area includes the following incorporated Population (2016) - 75,423 Population (2016) - 18,062 communities: Bobcaygeon, Fenelon Falls, Lind- say, Omemee, Sturgeon Point and Woodville. Population (2011) - 73,219 Population (2011) - 17,056 In addition to these incorporated communities, there are over 100 communities and hamlets in Population change (%) - 3.0 Population change (%) - 5.9 Kawartha Lakes. Kawartha Lakes’ total population in 2016 was Working age population - 63,510 Working age population - 16,070 75,423, up 2,204 people (+3.0%) from 2011. The total labour force population (individuals 15 Participation rate (%) - 56.9 Participation rate (%) - 49.0 years or order) was 65,520, with the bulk of the working age population between the ages of 45- Employment rate (%) - 52.5 Employment rate (%) - 44.3 64 years of age (37.1% of total labour force population). Unemployment rate (%) - 7.7 Unemployment rate (%) - 9.6 People 65 and older represented 25.2% of the total population. In the labour force - 36,160 In the labour force - 7,875 The unemployment rate for the region in 2011 was 7.7%, compared to 7.8% for the LEPC ser- Employed - 33,365 Employed - 7,120 vice area. Unemployed - 2,795 Unemployed - 755

Source: Statistics Canada Source: Statistics Canada 16 Top soft skills needs Top soft skills needs EducationalLabour Attainment force by age •Labour Specialty intrade Peterboroughforce contractors by (232 age local busi- in Northumberland The following information on educational attain- nesses); ment for Kawartha Lakes residents was compiled • 1Professional,Oral and written scientific communication and technical ser- 1 Oral and written communication by Statistics Canada as part of the 2015 national vices (151 local businesses); Census: • 2FoodDetail services oriented and drinking places (112 lo- 2 Detail oriented cal business); • No Certificate, diploma or degree – 13,095 • (110 local busi- 3ConstructionTeam player of buildings 3 Team player • High school diploma – 20,340 nesses); and, • Apprenticeship or trade certificate diploma • Ambulatory health care services (108 local 15 to 24 years 25 to 44 years 154 toCustomer 24 years service25 oriented to 44 years 4 Work independently – 6,205 businesses). 17,735 (2011) 28,550 (2011) 9,375 (2011) 15,110 (2011) • College, CEGEP or non-university program 16,335 (2016) 29,940 (2016) 58,680Problem (2016) solving 15,925 (2016) 5 Dependability – 16,195 The top five industries in the City of Kawartha • University Certificate or Diploma Below Lakes6 inIntegrity 2017 without employees were: 6 Clean criminal record Bachelor level – 1,180 • Real estate (989 local businesses); • – University Certificate, Diploma or Degree • 7AnimalClean production criminal and record aquaculture (412 lo- 7 Problem solving 6,495 cal businesses); For more information, turn to Table 31 in the Ap- • 8SpecialtySelf-starting/self-motivated trade contractors (390 local busi- 8 Integrity pendix. nesses); • 9Professional,Dependability scientific and technical ser- 9 Organizational skills Business45 to 64 Counts years 65-plus vices45 (380to 64 local years businesses); and,65-plus 41,120 (2011) 25,000 (2011) 26,990 (2011) 16,650 (2011) According to Statistics Canada (Canadian Busi- •10 CropHigh-energy production (282 local businesses). 10 Marketing ness40 Patterns),,520 (2016) the top five industries31,550 (2016) in the City For27,380 more information, (2016) turn to22,260 Table 32(2016) in the Ap- of Source:Kawartha Statistics Lakes in Canada 2017 with employees were: pendix.Source: Statistics Canada

LabourTop soft force skills needsby age Top soft skills needs Labour force by age in Kawartha Lakes in Haliburton

1 Oral and written communication 1 Oral and written communication

2 Team player 2 Team player

3 Detail oriented 3 Dependability 15 to 24 years 25 to 44 years 15 to 24 years 25 to 44 years 8,315 (2011) 13,815 (2011) 41,570Integrity (2011) 2,425 (2011) 4 Work independently 7,880 (2016) 14,210 (2016) 1,365 (2016) 2,655 (2016) 5 Customer service oriented 5 Sales experience/ability

6 Work independently 6 Integrity

7 Dependability 7 Entreprenereurial

8 Marketing 8 Prospecting 45 to 64 years 65-plus 45 to 64 years 65-plus 9 Clean criminal record 9 Highly motivated 24,125 (2011) 14,990 (2011) 6,225 (2011) 4,720 (2011) 24,370 (2016) 19,060 (2016) 6,375 (2016) 5,940 (2016) 10 High-energy 10 Work ethic Source: Statistics Canada Source: Statistics Canada Source: CEB Talent Neutron 17 Projected Occupational Growth in City of Kawartha Lakes

Occupation** 2017 2024 Change % Jobs Jobs 2017-2024 Change 6411 - Sales and account representatives - wholesale 804 1,023 219 27% trade (non-technical) 7511 - Transport truck drivers 778 916 138 18% 7271 - Carpenters 537 745 208 39% 0821 - Managers in agriculture 649 734 85 13% 4032 - Elementary school and kindergarten teachers 689 721 32 5% 4212 - Social and community service workers 490 652 162 33% 3413 - Nurses’ aides, orderlies and patient service asso- 518 628 110 21% ciates

Top Job Postings in Kawartha Lakes including Median Wagesᵻ (January 1, 2017 to September 30, 2017

Occupation Number of Median Salary Jobs* ($/hr)** 6322 - Cooks 93 $11.52

6552 - Other customer and information services representatives 86 $17.74

6421 - Retail salespersons 73 $12.24

9619 - Other labourers in processing, manufacturing and utilities 59 $13.82

6411 - Sales and account representatives - wholesale trade 51 $24.99 (non-technical)

4412 - Home support workers, housekeepers and related occupa- 50 $15.91 tions

6611 - Cashiers 49 $10.83

6711 - Food counter attendants, kitchen helpers and related sup- 46 $10.61 port occupations

7511 - Transport truck drivers 39 $18.29

7452 - Material handlers 38 $16.32

NOTE: Changes to the minimum wage on Jan. 1, 2018 will impact future wage calculations Sources: * Vicinity Jobs and ** Economic Modelling Specialists International (Emsi) 18 Population counts Population counts for Haliburtonfor Peterborough Northumberland Population (2016) - 138,236 Population (2016) - 85,598

Population (2011) - 134,928 Population (2011) - 82,126

Population change (%) - 2.5 Population change (%) - 4.2

Working age population - 115,245 Working age population - 72,040

Participation rate (%) - 59.2 Participation rate (%) - 56.7

Employment rate (%) - 54.4 Employment rate (%) - 52.6

Unemployment rate (%) - 8.0 Unemployment rate (%) - 7.3

In the labour force - 68,180 In the labour force - 40,880

Employed - 62,740 Employed - 37,880

Unemployed - 5,440 Unemployed - 3,000

Source: Statistics Canada Source: Statistics Canada Population Demographics HaliburtonPopulation is the fourth countsmost populous for commu- Population counts nity in our serviceKawartha area and Lakes is the northernmost for Haliburton community. CommunitiesPopulation in(2016) Haliburton - 75,423 County include: Population (2016) - 18,062 Township of Algonquin Highlands, Municipality of DysartPopulation et al, Municipality (2011) -of 73,219 Highlands East, and Population (2011) - 17,056 the Township of Minden Hills. HaliburtonPopulation County’s change total population(%) - 3.0 in 2016 was Population change (%) - 5.9 18,062 people, up 1006 (+5.9%) from 2011. TheWorking total labour age force population population - 63,510(individuals 15 Working age population - 16,070 years or older) was 16,335 people, with the bulk of theParticipation working age populationrate (%) -between 56.9 the ages Participation rate (%) - 49.0 of 45-64 years of age (39.0% of total labour force population).Employment People rate 65 (%)and - older52.5 represented Employment rate (%) - 44.3 32.9% of the total population. TheUnemployment unemployment raterate for (%) the - 7.7region in 2011 Unemployment rate (%) - 9.6 was 9.6%, compared to 7.8% for the LEPC ser- viceIn area. the labour force - 36,160 In the labour force - 7,875 Haliburton County had the highest percentage of its totalEmployed population - 33,365 with an apprenticeship or trade Employed - 7,120 certificate diploma at 9.5 per cent. For more information,Unemployed see Tables -39 2,795 and 40 in the Appendix. Unemployed - 755

Source: Statistics Canada Source: Statistics Canada 19 Top soft skills needs Top soft skills needs Labour force by age EducationalLabour inattainment Peterborough force by age • Constructionin Northumberland of buildings (66 local business- The following information on educational attain- es); ment for Haliburton residents was compiled by • Professional, scientific and technical ser- 1 Oral and written communication 1 Oral and written communication Statistics Canada as part of the 2015 Census: vices (44 local businesses); • No Certificate, diploma or degree – 3,445 • Food services and drinking places (31 local 2 Detail oriented 2 Detail oriented • High school diploma – 4,485 business); and. • Apprenticeship or trade certificate diploma • Religious, grant-making, civic, and profes- 3 Team player 3 Team player – 1,710 sional and similar organizations (27 local busi- • College, CEGEP or non-university program nesses). 4 Customer service oriented 4 Work independently 15 to 24 years 25 to 44 years – 3,77515 to 24 years 25 to 44 years The top five industries in Haliburton County in 17,735 (2011) 28,550 (2011) • University9,375 (2011) Certificate15,110 or Diploma (2011) Below 2017 without employees were: 5 Problem solving 5 Dependability 16,335 (2016) 29,940 (2016) Bachelor8,680 level (2016) – 350 15,925 (2016) • Real estate (236 local businesses); • University Certificate, Diploma or Degree – • Specialty trade contractors (104 local busi- 6 Integrity 6 Clean criminal record 2,305 nesses); For more information, see Table 39 in the Appen- • Professional, scientific and technical ser- 7 Clean criminal record 7 Problem solving dix. vices (100 local businesses); • Construction of buildings (72 local business- 8 Self-starting/self-motivated 8 Integrity Business counts es); and, According to Statistics Canada (Canadian Busi- • Securities, commodity contracts, and other 9 Dependability 9 Organizational skills 45 to 64 years 65-plus ness45 Patterns), to 64 years the top five industries65-plus Haliburton financial investment and related activities (55 41,120 (2011) 25,000 (2011) County26,990 in 2017 (2011) with employees16,650 were: (2011) local businesses). 10 High-energy 10 Marketing 40,520 (2016) 31,550 (2016) • 27,380Specialty (2016) trade contractors22,260 (91 (2016) local busi- For more information, turn to Table 41 in the Ap- nesses); Source: Statistics Canada Source: Statistics Canada pendix.

Labour force by age LabourTop soft force skills needs by age Top soft skills needs in Kawartha Lakes in Haliburton

1 Oral and written communication 1 Oral and written communication

2 Team player 2 Team player

6 Work independently 6 Integrity

7 Dependability 7 Entreprenereurial

8 Marketing 8 Prospecting 45 to 64 years 65-plus 45 to 64 years 65-plus 9 Clean criminal record 9 Highly motivated 24,125 (2011) 14,990 (2011) 6,225 (2011) 4,720 (2011) 24,370 (2016) 19,060 (2016) 6,375 (2016) 5,940 (2016) 10 High-energy 10 Work ethic Source: Statistics Canada Source: Statistics Canada Source: CEB Talent Neutron 20 Projected Occupational Growth in Haliburton County

Occupation** 2017 2024 Change % Jobs Jobs 2017-2014 Change 0712 - Home building and renovation managers 804 1,023 219 27% 4212 - Social and community service workers 778 916 138 18% 6731 - Light duty cleaners 537 745 208 39% 3413 - Nurse aides, orderlies and patient service associ- 490 652 162 33% ates 3012 - Registered nurses and registered psychiatric 518 628 110 21% nurses 1221 - Administrative officers 493 627 134 27% 1414 - Receptionists 530 597 67 13%

Top Job Postings in Haliburton County including Median Wagesᵻ (January 1, 2017 to September 30, 2017)

Occupation Number of Median Salary Jobs* ($/hr)** 6411 - Sales and account representatives - wholesale trade 42 $24.99 (non-technical)

4412 - Home support workers, housekeepers and related occu- 31 $15.91 pations

6623 - Other sales related occupations 20 $13.32

0621 - Retail and wholesale trade managers 14 $33.91

6421 - Retail salespersons 13 $12.24

6222 - Retail and wholesale buyers 9 $16.96

6552 - Other customer and information services representa- 9 $17.74 tives

3012 - Registered nurses and registered psychiatric nurses 7 $35.47

3131 - Pharmacists 6 $50.58

6711 - Food counter attendants, kitchen helpers and related 6 $10.61 support occupations

NOTE: Changes to the minimum wage on Jan. 1, 2018 will impact future wage calculations Sources: * Vicinity Jobs and ** Economic Modelling Specialists International (Emsi) 21 Existing literature

The following section presents a review of ex- between workforce development and economic isting literature that, as noted in the introductory development activities at the local level. Although section, provides strategies, or action items that there are clear distinctions between the core func- help inform and grow the local economic situa- tions of both workforce development and econom- tion in LEPC region. We specifically focused on ic development, they both play an important role evidence taken from its own project deliverable in connecting businesses to the available labour during the pilot project’s operational phase, which pool. ran from June 1, 2016 up until the time of writ- Recommendations from this report included the ing this current plan. Key recommendations from following: these projects help identify important next steps • Clearly defining the role of the LEPC as a facil- for developing a workforce development strategy itator and coordinator that can connect workforce for our service area. development and economic development priori- A critical component of the LEPC pilot project has ties and activities; and been the development, execution and completion • Clearly defining local business sectors that are of partnership projects that focus on improving lo- in-demand, and the knowledge, skills and abilities cal workforce development conditions. Below is needed to support these sectors. a selection of completed projects (with download- • Develop a strategy that integrates the work of able links) with outputs and key recommendations local workforce development and economic devel- to inform next steps in creating a local workforce opment organizations. development strategy for the LEPC service area. Best Practices and Promising Ap- Aligning Workforce and Economic De- proaches in Economic Development velopment Priorities, Strategies and Re- This project, led by Explorer Solutions and Amer sources and Associates, also highlighted the importance This project, led by Kawartha Lakes Communi- that economic development plays in the local ty Futures Development Corporation and MDB community. The final report identified the stra- Insight, looked at the need for better alignment tegic plans, sector focus, and services offered

22 by economic development organizations within channel for community members looking for addi- the region. This report also reviewed econom- tional LMI supports. Uptake of the helpdesk ser- ic development models used by municipalities to vice has been positive. At the time of writing, we achieve their objectives, and highlighted the im- have processed over 150 unique LMI requests for portance that collaborations with external partners community stakeholders. There is an opportuni- and knowledge sharing plays in driving successful ty to analyze these requests to determine: who is economic development initiatives. asking for LMI, what specific LMI people are look- The LEPC has the opportunity to act as a central ing for, why they need it, how they are using it, figure for knowledge sharing (i.e. programs and and what the outcomes are for having accessed services, sector-based LMI, key workforce devel- specific LMI. opment issues) to its partners and stakeholders throughout the region. Recruiting for Small-to-Medium Employ- ers: A User Guide Employability Skills Gaps Savino Human Resources Partners (SHRP) de- This project, led by Wakeford and Associates, veloped a step-by-step HR guide to help employ- looked at developing a better understanding of lo- ers better understand and organize their recruit- cal skills gaps, and whether or not there is one. ment processes, and also to become more aware A total of 89 employers and 62 service providers of the local resources that employers can access outlined the following local hiring challenges: to help facilitate their hiring process, including • Recruiting Gap – employers have difficulty in Employment Ontario services. Included in the HR finding people with the right skills for the job within guide is information related to mandatory polices the local area, and there is an equal challenge to that employers need to be aware of such as: attract people to the region. • AODA Compliance • Wage Gap – employers have difficulty draw- • Workplace Violence & Harassment Prevention; ing in employees from larger urban centres where • Ontario Health and Safety Act; and wages are higher; • Employment Standards Act • Geography Gap – employers in rural areas find Changes or amendments to these policies do oc- it difficult to compete with job seekers who are cur, and although there are resources available to used to an urban lifestyle; educate employers at the local and provincial lev- • Transportation Gap – employers in rural areas els, the LEPC should consider the role that it plays highlighted the challenges of transportation costs, in supporting the coordination of these activities. lack of public transit, and commuting distances We also looked at local economic development and travel conditions as key barriers to attracting strategic plans, or business expansion and reten- talent. tion reports (BR+E) for a number of reasons. First, These local challenges, or ‘gaps’ are important these plans provided information related to local issues that should be considered in the LEPC industry sectors. Sectors are key pillars that help strategic priorities. us focus on the businesses, occupations, and additional labour market information (LMI) that can Labour Market Information (LMI) User support them. Second, economic development Guide strategic plans or BR+E reports provide first-hand The LMI User Guide is a resource that helps peo- accounts of the workforce development challeng- ple become more informed and better skilled at es and opportunities facing local businesses and finding and using LMI. This resource provides key sectors. information on how job seekers, employers, educators and trainers, and other user groups can Northumberland County Integrated benefit from using LMI. Economic Development Master Plan - We also created [email protected], an email ad- 2017 and Beyond dress that links directly to LEPC staff to support The 2017 Economic Development Master Plan the guide, but also to provide a communications for Northumberland County presents a number of 23 components that are critical to economic success, retention and expansion (BR+E) project to deter- including a skilled and diverse workforce that helps mine the needs, concerns, and opportunities of lo- to increase local productivity and maintain eco- cal businesses. One key theme that came out of nomic vitality. Key sectors of interest highlighted this report was workforce development. in the economic development master plan include: More than 60 percent of businesses cited hiring • Manufacturing Attraction and Retention challenges due to: lack of applicants, lack of skills • Tourism – Marketing and Development training, and lack of experience. The hardest posi- • Agriculture and Food tions for employers to recruit were sales staff and • Small Business and Entrepreneurship Develop- skilled labourers. ment, and Key actions related to workforce development in- • Business Immigration. clude: The economic development master plan high- • Engage post-secondary institutions to increase lights the need for supporting the immigrant pop- co-operative educational opportunities in rural ar- ulation through its focus on the provision of settle- eas to support businesses and provide employee ment and immigration services to Northumberland development opportunities; County. A focus on research initiatives that ad- • Provide employers with opportunities to learn dresses in-migration and out-migration of people about programs available to support employment and the local workforce is critical to economic suc- costs. cess in the region. • Promote local training resources and additional information to local employers. Northumberland County Business Plan and Budget Peterborough & the Kawarthas Eco- The 2017 Business Plan for Northumberland nomic Development: Strategic Plan for County focuses on relationship building with key 2015-2018 regional economic development partners and The current strategic plan for Peterborough & workforce development intermediaries to sup- the Kawarthas Economic Development (PKED) port integrated planning for economic prosperity. focused on achieving a high-performing economy Long-term strategies also focus on an integrated through supporting and developing the following economic development support system that al- key sectors that have been expanded upon to in- lows for timely information to support and match clude: local demand opportunities. • Advanced Manufacturing; Northumberland County provides a wealth of • Aerospace; business development and support services for • Agriculture; existing and prospective businesses. Key ser- • Clean Tech and Water; and vices include (but are not limited to): • Tourism. • Regional Tourism Organization 8 (RTO8); In 2017, PKED launched a full suite of analytical • Ontario East Economic Development Commis- services that provides businesses with opportu- sion; nities to learn more about the local business en- • Industrial Research Assistance Program; vironment through key demographics to support • Export Development Canada; their business decisions, including workforce/la- • Northumberland Manufacturers Association; bour market information. • Business Development Bank; • FedDev Ontario; City of Kawartha Lakes Economic De- • Northumberland Community Futures Develop- velopment Strategy ment Corporation In 2017, the City of Kawartha Lakes launched its current economic development strategy, which Township of Selwyn Business Reten- highlights the key economic opportunities for this tion and Expansion Report community. Key components of this strategy in- In 2017, Selwyn Township conducted a business clude growth of the next generation workforce, 24 and to build and grow the following business sectors or clusters: • Agriculture and Food; • Tourism; • Specialized Manufacturing; • Culture (including arts, heritage, and events); and • Engineered Products and Related Services Key actions in refocusing programs to support these five clusters include program integration and resource allocation, coupled with data to support business cluster participation, business growth by cluster, and by changes in tourism numbers (for Tourism sector).

Downtown Revitalization Action Plans for Coboconk and Norland, Fenelon Falls, Lindsay and Omemee In 2017, the City of Kawartha Lakes launched its downtown revitalization action plans for each of the following communities: Coboconk, Norland, Fenelon Falls, Lindsay, and Omemee. In addition to promotion of public spaces, and social uses for tourists and residents, these downtown revitalization projects provide local commu- that are needed by local employers. Related to nities with opportunities to grow their commercial youth retention was the need to develop the fu- activities, which require a local workforce to sup- ture workforce, with educational programming that port this growth. Central to each of these revital- matches the needs of the local economy. ization plans was the development of a market data report that looked at the assessment of local County of Haliburton Official Plan – Up- business types, as well as the identification of key date 2017 demographic characteristics of the area, including: The official plan for the County of Haliburton pro- population, age distribution, income, family struc- vides information related to the policies that help ture employment, and educational attainment. support planning and development to meet the specific needs of its upper tier and lower tier mu- Municipality of Dysart et al Economic nicipalities. Development Strategy The official plan focuses on land use planning re- In 2016, the Municipality of Dysart et al launched lated to key issues that are necessary for growth. its economic development strategy. Included in As noted in the plan, the County of Haliburton ex- this strategy was the identification of a number of pects 13 percent growth in population by 2036, objectives related to workforce development is- and 25 percent growth in employment. sues including but not limited to: 1) attraction and Achievement of these targets requires planning retention of young families, and 2) education and for future residential, commercial, industrial land skills development and 3) developing the following use, as well as development in infrastructure sectors: such as roads, water mains, sewers, parks, and • Agriculture and Forestry; and schools. • Tourism (including seasonal residents) Successful execution of the official plan also re- Specific to the attraction and retention of young quires a commitment from the people that support families was the need to identify employment skills these communities. 25 Community input In addition to the collection of local labour market • They expose the skilled trades and other career information and the examination of existing liter- opportunities to students; and ature related to local communities, we gathered • They create the business case for adding ad- direct input from the community regarding the ditional programming to schools that meet the challenges and opportunities that exist in the lo- needs of the local, regional, and provincial labour cal labour market. Data was collected via the fol- markets. lowing methods: student focus group, an online questionnaire, and in-person consultations. Online questionnaire A total of 169 people responded to the online Student focus group questionnaire, which was distributed publically on We hosted a focus group with 14 attendees our Twitter, Facebook, LinkedIn and Magnet ac- from a local secondary school, which included 11 counts, as well as internally via the LEPC gover- students enrolled in a construction program, two nance structure. teachers administering the construction program, For more information, see Pages 31 and 32. and one representative from the local district school board office in charge of programming sup- In-person consultations ports including the Ontario Youth Apprenticeship A total of 26 individuals responded to the in-per- Program (OYAP), and Specialist High Skills Ma- son consultations. Similar to the online question- jors (SHSM) programs. naire, respondents were asked about their workforce status, and key demographic information Challenges related to age, residence, and educational attain- Students discussed a number of challenges re- ment. lated to preparing them for future work. One key The majority of in-person consultations (17) took theme that came out of these conversations was place in Peterborough, with six in Northumberland, the need for experiential learning opportunities. two in Kawartha Lakes and one in Haliburton. Specifically: Ten participants identified themselves as an em- • There is a gap between what students want ployer, followed by nine as a manager/supervisor, to learn, and the availability of co-op placements five as an employee and one student. based on their career interests; Of the 24 respondents that worked for business- • Transportation is a barrier for students to ac- es (as either employers, manager or employees), cess co-op placements, and other workplace ex- 15 (62.5%) worked for businesses that were over periences (i.e. part-time jobs, summer jobs). 20 years old. Only three of these businesses were • Math should be more hands-on, and related to five years old or less. the needs of the workplace; In terms of educational attainment, participants • Employers who have had bad co-op experienc- reported the following: es can impact future experiential learning oppor- No Certificate, diploma or degree – 1 tunities. High school diploma – 2 Opportunities Some college -- 2 Overall, students, teachers and school board fac- College diploma or certificate- 8 ulty felt that the duel-credit construction program Some univesity - 1 and other programs such as OYAP and SHSM are Univeristy degree - 12 beneficial in preparing students for the workforce for a number of reasons: For more information, see Page 27 or visit the • These courses provide a form of experiential or Appendix. ‘hands-on’ learning that differs from the traditional classroom setting; 26 PLACE OF RESIDENCE AGE OF

% of Total Responses % of Total Population RESPONDENTS

% of Total Responses % of Total Population 36% 50% 44% 29% 23% 21% 27% 18% 24% 23% 13% 12% 11% 10% 6% 6%

NTHLD PTBO CKL HAL 15 TO 24 25 TO 44 45 TO 64 65 +

Ten highly sought hard skills Top hard skills needs in Top 10 skills needs Issues facing local labour market throughout WDB/LEPC region Northumberland (2017) in Northumberland

Quality Control Quality Assurance Oral and written communication 1 1 Lack of opportunities for spouses 1 1 and partners 2 Blueprints 2 Blueprints 2 Detail oriented Differences in employer/employee Quality Assurance 2 Freight + Team player 3 3 expectations, value and/or culture 3 4 Food Preparation 4 Forklifts 4 Work independently 3 Transportation 5 Freight + 5 Food Preparation 5 Dependability Opportunities for career 4 advancement 6 Inventory Control Systems 6 Preventative Maintenance 6 Clean criminal record 5 Benefits 7 Preventative Maintenance 7 Quality Control 7 Problem solving 6 Affordable housing 8 Firewall 8 Quality Management 8 Integrity 7 Employment stability 9 Technical Support 9 AutoCAD 9 Organizational skills 8 Wages 10 Microsoft Offi ce 10 Digital Cameras 10 Marketing

Top hard skills needs in TopTop hard 10 skills skills needs needs Top 10 skills needs Kawartha Lakes (2017) inin Haliburton Kawartha Lakes(2017) in Haliburton

1 Food Preparation 11 FoodOral andPreparation written communication 1 Oral and written communication

2 Blueprints 22 OrthoticsTeam player 2 Team player

3 Geographic Resources Analysis 33 BlueprintsDetail oriented 3 Dependability

4 Quality Control 44 GogglesIntegrity 4 Work independently

5 Crisis Intervention Techniques 55 HolterCustomer Monitors service oriented 5 Sales experience/ability

6 Inventory control systems 66 AutomaticWork independently Teller Machines (ATMs) 6 Integrity

7 Microsoft Offi ce 77 QualityDependability Control 7 Entreprenereurial

8 Dump Trucks 88 QualityMarketing Assurance 8 Prospecting

9 Lawn Care 99 DigitalClean criminal Cameras record 9 Highly motivated

10 Corporate Social Responsibility 10 WeldingHigh-energy Equipment 10 Work ethic Challenges Workforce development challenges identified by survey and consultation participants included:

Transportation for job seekers to employment sites in rural areas as well as for late shift positions

Part-time work in service-based industries

Lack of skilled trades to meet employer demand and community demands

Difficulty in finding employees that are qualified, will work hard, and can be retained Decline in manufacturing jobs

Employment moves in polar directions. There Lack of jobs for older workers are low wages for low-skilled individuals, and high wages for highly-skilled individuals Hiring practices based on networking, not based on skills Lack of training by employers For post-secondary institutions, there are Labour cost for start-ups are high more students than available jobs

Need for more serviced land to grow busi- Overqualified employees with low salaries nesses Lack of knowledge of workers’ rights and Em- Oral and written communication gaps in la- ployment Standards Act bour supply Lack of skilled upper and middle managers Challenges in recruiting Registered Nurses Transit for late shifts vs. cabs/need for transit Demand and supply imbalance for Personal hours expansion Support Workers (PSW); lower PSW salaries Apprenticeship training on decline Lack of seasonal summer candidates in tourism industry Lack of training in digital skills

Government legislation does not support Lack of technology and internet access in ru- SMES ral areas

Hard to find and retain talent in rural areas Lack of viable labour supply in agriculture sector Need for commuting to find work/need to commute for good job Lack of skills in kitchen

28 Opportunities Labour market opportunities identified Growth in small business operators by survey and consultation participants included: Internet supports allow for online learning in some areas Rural community and collective approach to matching people with jobs Availability of employment supports and business supports Post-secondary education opportunities with living wage salaries Entrepreneurial supports

Quality of life, work-life balance/reduced Call centres provide opportunities for un- commuting trained workers.

Growth in the tourism industry Small business community allows for opportunity for face time with owners, informal men- Many possibilities in the agriculture/agri-food toring/senior population for mentoring oppor- sector tunities.

Service sector to give youth work opportunity Healthcare, Green Jobs, Education, Munici- pal, Food Service, Retail Business opportunities to support seniors Thriving restaurant scene, collective focus Working outdoors on culinary tourism

Companies are hiring qualified individuals, High demand for AZ truck drivers small community (communities), a wide range of different types of companies and career op- Minimum wage has increased to offset living portunities costs

29 Developing priorities There are a number of key issues that can be sustain or grow their businesses through collabo- observed in the reviews of local labour market rative partnerships with stakeholders. information, reviews of existing literature, and input from individuals that participated in communi- Issue – There is no clear understanding of how ty consultations. Demographic changes such as local stakeholders are using the LMI provided and age, educational attainment, and employment sta- what the specific outcomes are. tus are important indicators that influence the local Recommendation – (Short Term) Develop a labour market situation. better method to track how LMI provided by LEPC Equally important are recommendations from is being used in the local communities and deter- local reports that provide recommended areas of mine the demographics of those accessing the focus to improve the economic conditions of local service. (Long Term) Use feedback from users to communities. develop a LMI strategy for primary and secondary Drawing on this information is an important step LMI data collection, analysis and dissemination in identifying future recommendations to support as well as exploring the possibility of developing a the LEPC in its objectives to improving local la- web-based solution for LMI requests. bour market conditions under the following strategic themes: Integrated local planning Issue – There are a number of common sec- Collection and dissemination of local tors (i.e. agriculture, manufacturing, and tourism), labour market knowledge that local economic development organizations Issue – Current sources of business count infor- throughout LEPC service area intend to develop. mation used by LEPC do not provide key details We should support these communities and their on business type, and what specific sectors these sector development strategies equally. businesses represent. It is difficult to portray an Recommendation – (Short Term) Work with lo- accurate picture of the local business community cal economic development organizations in each without more detailed information. community to develop a better understanding of Recommendations – (Short Term) Research their sector strategies, LMI needs, hiring needs, and identify supporting data sets that can provide and conditions needed to grow the identified sec- better information that provides insights into who tors. (Long Term) Develop a common service offer- these businesses are, what industries they belong ing to local economic development organizations to, and the key labour market conditions facing that helps support their own initiatives for sector these identified industries. (Long Term) Identify growth, and the growth of key sectors in our region specific workforce development challenges these as a whole. businesses face, and what employment and training supports or business supports they need to Development of service coordination initiatives for employers Issue – There are multiple challenges that pre- vent employers from selecting, attracting, and hiring people. Key barriers include: attracting people from the local regions, drawing in employees from larger urban centres, transportation costs, commuting distances, and travel conditions. Recommendation – (Short Term) Identify programs, services, and other supports that employers could access to aid in their recruitment efforts. (Long Term) In conjunction with employment and 30 training service providers and business support Sharing of local best practices that help service providers, develop a local solution for em- strengthen the local labour markets ployers and entrepreneurs that will assist them Issue – Experiential learning opportunities with their own hiring activities. through programs offered by secondary schools provide students with hands-on learning activities Development of innovative research that will help prepare them for future work. The solutions to address identified local la- LEPC can do more to capture and promote these bour market issues success stories that occur at schools throughout Issue – Transportation, particularly in rural ar- our service area through social media and stake- eas, is a critical barrier for both job seekers and holders. employees, as well as employers. Recommendation – (Short Term) Support school Recommendation – (Short Term) Identify local boards in promoting experiential learning opportu- communities in Ontario that are working on de- nities to students, and link these experiences and veloping community-based solutions to address career development skills with the needs of local transportation and employment issues. (Long industries. (Long Term) Create the business case Term) Develop and test a pilot solution that ad- for adding new and/or additional programming to dresses transportation issues in the communities area schools that meets the needs of the local, that encompass our service area. regional, and provincial labour markets. Appendix Appendix A – LEPC communities • Havelock-Belmont-Methuen • North Kawartha Alderville First Nation • Trent Lakes

City of Peterborough Haliburton County • Highlands East City of Kawartha Lakes • Minden Hills • Algonquin Highlands Curve Lake First Nation • Dysart et al.

Hiawatha First Nation Appendix B – LEPC Community Labour Market Plan (CLMP) Survey Northumberland County • Brighton Please identify your current workforce status: • Crahame I am an employer (business owner, entrepreneur, • Hamilton self-employed); • Port Hope I am a manager of supervisor; • Cobourg I am a student; • Alnwick/Haldimand I am an employee of an organization; • Trent Hills I am retired; I am a job seeker; Peterborough County Other (please specify) • Asphodel-Norwood • Otonabee-South Monaghan What is your age? • Cavan Monaghan 18 to 24; 25 to 34; 35 to 44; 45 to 54; 55 to 64; 65 • Selwyn Township to 74; 75 and older. • Douro-Dummer What is your current place of residence? 31 Northumberland County; Alderville First Nation; you like to receive from an employer? Peterborough City and County; Hiawatha First Nation; City of Kawartha Lakes; Curve Lake First Additional Question for Online Survey Nation; Haliburton County. Please rank the following issues based on which ones you think have the greatest impact on the Please provide the name of the business you local labour market: represent? • Career advancement opportunities; • Affordable housing; How long has your organization been in busi- • Benefits; ness? • Difference in employers’ and employees’ expectations, values and/or culture; How many employees work at your organiza- • Employment opportunities for spouses/part- tion? ners; • Employment stability; What is the highest level of education that • Transportation; and, you have completed? • Wages Did not graduate from school; University degree (undergraduate); Graduated from high school; Holy Cross Focus Group Questions University degree (Master’s level); Some college; • Why did you decide to take construction and/or University Degree (Doctorate level); College diplo- trades-related courses? ma or certificate; Other; Some university (under- • How do you think your courses at school are graduate). preparing you for the future of work? • What are some challenges that you think you What are some challenges in the local labour are going to face when you begin work? market? • What other courses or training would you like to be taking a school? What are some opportunities in the local la- • What would be the best job out there? bour market? Appendix C – Community participants Additional Questions for In-person Interview (Employers, Managers or Supervisors) WDB would sincerely like to thank the many What non-wage benefits do you provide employ- businesses and organizations that took part ees? in this project through the online survey and What training or professional development does in-person consultations: your organization provide its employees? A Way Home Peterborough Additional Questions for In-Person Interview Abbey Gardens (Employees) Agilec What non-wage benefits do you currently re- Alf Curtis Home Improvements ceive? What would you like to receive? Alzheimer Society What training or professional development does Angevaare Mazda your organization provide its employees? What Assante Wealth Management would you like to receive? BDO Canada LLP Big Brothers Big Sisters of Kawartha Lakes-Hal- Additional Questions for In-person Interview iburton (Job Seekers) Bill Larocque’s Insulation What non-wage benefits would you like to re- By the Bushel Community Food Co-Operative, ceive from an employer? Trent University Campus Store What training or professional development would CF Cuture Family 32 Cameco Fuel Manufacturing Lakeside Cottages Canada Candy Company Lakeview Motel Canadian Mental Health Association Halliburton Laridae Communications Inc. Kawartha Pine Ridge Literacy Ontario Central South Castle Keep Retirement Inc. Lynn Teatro Charlen Organic Farm Marcus Beach Cottages Chaulk Woodworking inc Mastermind Toys City of Kawartha Lakes Family Health Team McCloskey International City of Kawartha Lakes Human Services (Social MS Society of Canada (PKLH branch) Services) Municipality of Port Hope City of Kawartha Lakes, Victoria Manor New Canadians Centre Peterborough City of Peterborough Northumberland Hills Hospital City of Peterborough Ontario Works Ontario College of Trades Chandler Point COA Parkbridge Community Living Trent Highlands Pefferlaw Peat Products Inc Concept 2 Relaity Peterborough and the Kawarthas Economic De- Co-operators velopment Correctional Services of Canada Peterborough and District Labour Council County of Haliburton Peterborough Native Learning Program Crayola Canada Peterborough Regionall Health Centre Cw Millworks and Design Ltd. Ramara Township Public Library DFL Pickseed RBC (Chemong branch) Dorland Farms ltd. Rehill Building Supplies Durham College Employment Services Remax Country Lakes Eagle Lake Country Market RoJu Gsrdens Escape Maze Sabic Innovative Plastics Inc. Fay & Associates Sadleir House Fleming College Service Canada Fleming CREW Employment Centre Shaw Computer systems Inc. Freshii SHRP Limited Gentry Apparel Sienna Senior Care Haliburton County Home Builders Association Sir Sam’s Ski/Ride Harcourt Park Marina St. John Ambulance Holiday Inn Starbucks Home Childcare Ste. Anne’s Bakery Home Instead Senior Care Strexer Harrop and Associates Jane Davidson Writing Coach Tamarack Farms Janet McGhee Professional Corporation Tas Page Communications John Howard Society The Commonwell Mutual Insurance Group Junior Achievement PLM The Cottage Angels Kadex Aero Supply Trillium Lakelands District School Board Kathco Pipe Dreamz Town of Cobourg Kawartha Business Equipment Ltd. Towne Optical Kawartha Chamber of Commerce & Tourism Township of Algonquin Highlands Kawartha Guard service Trent University Community Relations Office Kawartha Pine Ridge District School Board VCCS Employment Services Kettleby Valley Summer Camp Vintage Pizza Pie Company Kleer Management Solutions White Pine Media Laidlaw Bulk William’s Landing COA 33 Appendix D - List of tables Table 1 – Population Demographics for the LEPC Table 23 – Educational Attainment for Peterbor- Region ough City and County Table 2 - Population change in local First Nation Table 24 – Business Counts for Peterborough Communities (2011-2016) City and County by Industry Table 3 – Indigenous Population in LEPC Com- Table 25 – Top Job Postings in Peterborough munities (2016) City and County including Median Wages Table 4 – Immigrant Population in LEPC Region Table 26 – Top 10 Skills Needs in Peterborough (2016) City and County (2017) Table 5 – Changes in LEPC Labour Force (2011- Table 27 – Projected Occupational Growth in Pe- 2016) terborough City and County Table 6 – Average Individual Employment In- Table 28 - Population Counts for Kawartha Lakes come for LEPC Region (2010-2015) (2011 – 2016) Table 7 – Business Size by Number of Employ- Table 29 - Labour Force Distribution by Age for ers in LEPC Region Kawartha Lakes Table 8 – Educational Attainment for LEPC Re- Table 30 – Migration Patterns in Kawartha Lakes gion (2011-2016) (2011-2016) Table 9 – Job postings by Occupation (Septem- Table 31 – Educational Attainment in Kawartha ber 1, 2016 – September 30, 2017) Lakes Table 10 – Clients Access of Employment Ontar- Table 32 – Business Counts for Kawartha Lakes io Services in LEPC Region by Industry Table 11 – Apprenticeship Status in LEPC Re- Table 33 – Top Job Postings in Kawartha Lakes gion including Median Wages Table 12 – Population Counts for Northumber- Table 34 - Top 10 Skills Needs in Kawartha Lakes land County (2017) Table 13 - Labour Force Distribution by Age for Table 35 – Projected Occupational Growth in City Northumberland County of Kawartha Lakes Table 14 - Migration Patterns in Northumberland Table 36 – Population Counts for Haliburton County (2011-2016) County Table 15 – Educational Attainment in Northum- Table 37 - Labour Force Distribution by Age for berland County Haliburton County Table 16 – Business Counts for Northumberland Table 38 - Migration Patterns in Haliburton Coun- County by Industry try (2011-2016) Table 17 - Top Job Postings in Northumberland Table 39 – Educational Attainment in Haliburton County including Median Wages County Table 18 – Top 10 Skills Needs in Northumber- Table 40 – % of LEPC population with Appren- land County (2017) ticeship or Trade Certificate Diploma Table 19 – Projected Occupational Growth in Table 41 – Business Counts for Haliburton Coun- Northumberland County ty by Industry Table 20 – Population Counts for Peterborough Table 42 – Top Job Postings in Haliburton County City and County including Median Wages Table 21 - Labour Force Distribution by Age for Table 43 - Top 10 Skills Needs in Haliburton Peterborough City and County County (2017) Table 22 – Migration Patterns for Peterborough Table 44 – Projected Occupational Growth in City and County (2011–2016) Haliburton County

– Table 1 Population Demographics for LEPC Region Peterborough LEPC Haliburton Kawartha Northumberland Year City and Region County Lakes County County 2016** 317,319 18,062 75,423 85,598 138,236 2011* 307,329 17,056 73,219 82,126 134,928 Population Change % 3.3 5.9 3.0 4.2 2.5 (2011-2016) WDB Working Age Population 266,865 16,070 63,510 72,040 115,245 (2016) Participation 57.4 49.0 56.9 56.7 59.2 Rate % (2016) Employment 52.9 44.3 52.5 52.6 54.4 Rate % (2016) Unemployment 7.8 9.6 7.7 7.3 8.0 Rate % (2016) In the labour 153,095 7,875 36,160 40,880 68,180 force Employed 141,105 7,120 33,365 37,880 62,740 Unemployed 11,990 755 2,795 3,000 5,440 Source: Statistics Canada, *Census 2011, **Census 2016

Table 2 - Population change in local First Nation Communities (2011-2016) Community Population % change 2006* 2011** 2016*** (2006-2016) Alderville First Nation 506 465 495 (2.2)% Hiawatha First Nation 483 362 362 (25.1)% Curve Lake First Nation 1,060 1,003 1,059 (0.1)% Total 2,049 1,830 1,916 (6.5)% Source: Statistics Canada, *Census 2006, **Census 2011, ***Census 2016

– Table 3 Indigenous Population in LEPC Communities (2016) Community Indigenous Community Indigenous Population Population Algonquin Highlands 45 Highlands East 245 Alnwick/Haldimand 170 Kawartha Lakes 1995 Asphodel-Norwood 190 Minden Hills 135 Brighton 270 North Kawartha 165 Cavan Monaghan 290 Otonabee-South Monaghan 275 Cobourg 440 Peterborough 3,270 Crahame 250 Port Hope 280 Douro-Dummer 130 Selwyn Township 480 Dysart et al. 95 Trent Hills 300 Hamilton Township 225 Trent Lakes 210 Havelock-Belmont-Methuen 155 Total 9615 Source: Statistics Canada, Census 2016

Table 4 – Immigrant Population on LEPC Region (2016) Number of Total % of total Geography Immigrants Population population Northumberland County 8,895 85,598 10.4% City and County of Peterborough 7,085 81,032 8.7% Peterborough County 4,325 57,204 7.6% City of Kawartha Lakes 5,785 75,423 7.7% Haliburton County 1,570 18,062 8.7% Total 27,660 317,319 8.7% Source: Statistics Canada, Census 2016

Table 5 – Changes in LEPC Labour Force (2011-2016) Age Total (2011) Total (2016) Change (2011-2016) 15-24 years 52,030 34,260 (17,770) 25-44 years 75,310 62,730 (12,580) 45-64 years 129,690 98,645 (31,045) 65+ 25,770 78,810 53,040 Total 282,800 274,445 (8,355) Source: Statistics Canada

Table 6 – Average Individual Employment Income for LEPC Region (2010-2015) Change % Average Income 2010* 2015** (2011-2015) Change Northumberland County $38,231 $39,636 $1,405 3.7% Peterborough City and County $37,786 $38,500 $714 1.9% Kawartha Lakes $36,873 $37,242 $369 1.0% Haliburton County $35,510 $33,314 ($2,196) (6.2%) LEPC Region $37,100 $37,173 $73 0.2% Source: Statistics Canada, *Census 2011, **Census 2016

Table 7 – Business Size by Number of Employers in LEPC Region Business Haliburton Kawartha Northumberland Peterborough LEPC Size County Lakes County City and County Region No 1,256 4,967 5,652 8,188 20,063 Employees 1 to 4 380 1,118 1,307 2,010 4,815 5 to 9 136 435 469 918 1,958 10 to 19 75 245 314 609 1,243 20 to 49 49 134 186 356 725 50 to 99 11 39 50 111 211 100 to 199 3 13 24 37 77 200 to 499 - 6 15 25 46 500 + - 3 1 10 14 Total 1,910 6,960 8,018 12,264 29,152 Source: Statistics Canada, Canadian Business Patterns, August 2017

Table 8 – Educational Attainment for LEPC Region (2011-2016) Education Total (2011*) Total (2016)** Change No Certificate, Diploma or Degree 52,030 49,420 (2,610) High School Diploma 75,310 80,310 5,000 Apprenticeship or Trade Certificate 25,770 23,590 (2,180) Diploma College, CEGEP or non-university 60,290 68,370 8,080 University Certificate or Diploma 6,515 4,720 (1,795) Below Bachelor level University Certificate, Diploma or 37,110 40,460 3,350 Degree Source: Statistics Canada, *Census 2011, **Census 2016

– – Table 9 Job postings by Occupation (September 1, 2016 September 30, 2017) Occupation Type Job Postings % of Total Jobs 0 – Management Occupations 1,018 (6.2%) 1 – Business, Finance, and Administration 1,231 (7.5%) Occupations 2 – Natural and Applied Science and Related 627 (3.8%) Occupations 3 – Health Occupations 1,372 (8.4%) 4 – Occupations in Education, Law and Social, 1,400 (8.6%) Community and Government Services 5 – Occupations in Art, Culture, Recreation and 218 (1.3%) Sport 6 – Sales and Service Occupations 4,739 (29.0%) 7 – Trades, Transport, and Equipment Operators 1,488 (9.1%) and Related Occupations 8 – Natural Resources, Agriculture and Related 271 (1.3%) Production Occupations 9 – Occupations in Manufacturing and Utilities 422 (2.6%) Unidentified job postings 3,610 (22.1%) Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/

Table 10 – Clients Access of Employment Ontario Services in LEPC Region Agency Type 2015-16 2016-17 Change Resources and 3,569 11,702 8,133 Employment Services Information and (ES) Unassisted Clients Assisted Clients 4,767 4,723 (44) Total 8,336 16,425 8,089 Literacy and Basic Number of new learners 903 852 (51) Skills (LBS) Carry-over learners 488 448 (40) Total 1,391 1,300 (91) Ontario Employment Number of Clients NA 114 NA Assistance Service (OEAS) Second Career Number of Clients 220 152 (68) Source: Ministry of Advanced Education and Skills Development, Employment Ontario Program Data, 2016-2017

– Table 11 Apprenticeship Status in LEPC Region Apprenticeship Status 2015-2016 2016-2017 Change (%) Number of Certificate of 185 161 -24 (-12.9%) Apprenticeships Issued Number of Modular Training 296 285 -11 (-3.7%) Registrations Average Age of Apprentices at 26 26 0 (0%) Registration Number of New Registrations 503 503 0 (0%) Number of Active Apprentices 1,521 1,340 -181 (-11.9%) Source: Ministry of Advanced Education and Skills Development, Employment Ontario Program Data, 2016-2017

Table 12 – Population Counts for Northumberland County

Northumberland County Population Counts Population (2016)** 85,598 Population (2011)* 82,126 Population Change %(2011-2016) 4.2 WDB Working Age Population % (2016) 72,040 Participation Rate % (2016) 56.7 Employment Rate % (2016) 52.6 Unemployment Rate (2016) 7.3 In the labour force 40,880 Employed 37,880 Unemployed 3,000 Source: Statistics Canada, *Census 2011, **Census 2016

Table 13 - Labour Force Distribution by Age for Northumberland County Age Number of People Number of People (2011) (2016) 15-24 years 9,375 8,680 25-44 years 15,110 15,925 45-64 years 26,990 27,380 65+ 16,650 22,260 Total 68,125 74,245 Source: Statistics Canada

Table 14 - Migration Patterns in Northumberland County (2011-2016)

Age Group In-migrants Out-migrants Net-migrants 0-17 3,756 2,478 1,278 18-24 1,809 2,602 (793) 25-44 5,501 4,755 746 45-64 6,272 3,378 2,894 65+ 3,443 2,203 1,240 Total 20,781 15,416 5,365 Source: Statistics Canada, Taxfiler

Table 15 – Educational Attainment in Northumberland County Educational Attainment Total (2016) No Certificate, Diploma or Degree 13,215 High School Diploma 22,220 Apprenticeship or Trade Certificate Diploma 6,400 College, CEGEP or non-university 18,270 University Certificate or Diploma Below Bachelor level 1,325 University Certificate, Diploma or Degree 10,615 Total 72,045 Source: Statistics Canada, Census 2016

Table 16 – Business Counts for Northumberland County by Industry Top 5 industries Number of Businesses With Employees 541 - Professional, scientific and technical services 204 238 - Specialty trade contractors 190 722 - Food services and drinking places 156 621 - Ambulatory health care services 127 236 - Construction of buildings 116 Without Employees 531 - Real estate 996 541 - Professional, scientific and technical services 555 238 - Specialty trade contractors 326 111 - Crop production 318 523 - Securities, commodity contracts, and other financial 236 investment and related activities

Source: Statistics Canada, Canadian Business Patterns, August 2017

Table 17 - Top 10 Job Postings in Northumberland including Median Wages Occupation Number of Median Salary Median(January Wages 1, 2017 to September 30, 2017) Jobs* ($/hr)** 6421 - Retail salespersons 163 $12.24 6623 - Other sales related occupations 110 $13.32 6411 - Sales and account representatives - 98 $24.99 wholesale trade (non-technical) 4412 - Home support workers, housekeepers and 97 $15.91 related occupations 3012 - Registered nurses and registered 94 $35.47 psychiatric nurses 6611 - Cashiers 74 $10.83 6322 - Cooks 72 $11.52 8431 - General farm workers 56 $13.18 6552 - Other customer and information services 52 $17.74 representatives 9619 - Other labourers in processing, 46 $13.82 manufacturing and utilities NOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; * Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; ** Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 18 – Top 10 Skills Needs in Northumberland County (2017) Skill Number of Job Postings Oral and written communication 293 Detail oriented 289 Team player 273 Work independently 187 Dependability 148 Clean Criminal Record 132 Problem solving 121 Integrity 107 Organizational Skills 100 Marketing 93 Source: CEB Talent Neuron. https://talentneuron.cebglobal.com

Table 19 – Projected Occupational Growth in Northumberland County

Occupation 2017 2024 Change % Jobs Jobs 2017-2014 Change 6421 - Retail salespersons 1,015 1,069 54 5% 7271 - Carpenters 804 1,023 219 27% 7511 - Transport truck drivers 778 916 138 18% 4032 - Elementary school and 537 745 208 39% kindergarten teachers 4214 - Early childhood educators 649 734 85 13% and assistants 0821 - Managers in agriculture 689 721 32 5% 1414 - Receptionists 490 652 162 33% 1311 - Accounting technicians and 518 628 110 21% bookkeepers 4212 - Social and community 493 627 134 27% service workers 3413 - Nurse aides, orderlies and 530 597 67 13% patient service associates Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 20 – Population Counts for Peterborough City and County Peterborough City and County Population Counts Population (2016)** 138,236 Population (2011)* 134,928 Population Change % (2011-2016) 2.5 WDB Working Age Population (2016) 115,245 Participation Rate % (2016) 59.2 Employment Rate % (2016) 54.4 Unemployment Rate % (2016) 8.0 In the labour force 68,180 Employed 62,740 Unemployed 5,440 Source: Statistics Canada, *Census 2011, **Census 2016

Table 21 - Labour Force Distribution by Age for Peterborough City and County

Age (2016) Number of People Number of People (2011) (2016) 15-24 years 17,735 16,335 25-44 years 28,550 29,940 45-64 years 41,120 40,520 65+ 25,000 31,550 Total 112,405 118,345 Source: Statistics Canada

Table 22 – Migration Patterns for Peterborough City and County (2011–2016) Age Group In-migrants Out-migrants Net-migrants 0-17 4,334 3,761 573 18-24 4,092 4,002 90 25-44 8,337 8,194 143 45-64 6,381 4,366 2,015 65+ 3,143 3,103 40 Total 26,287 23,426 2,861 Source: Statistics Canada, Taxfiler

Table 23 – Educational Attainment for Peterborough City and County Educational Attainment Total (2016) No Certificate, Diploma or Degree 19,665 High School Diploma 33,265 Apprenticeship or Trade Certificate Diploma 9,275 College, CEGEP or non-university 30,130 University Certificate or Diploma Below Bachelor level 1,865 University Certificate, Diploma or Degree 21,045 Total 115,245 Source: Statistics Canada, Census 2016

– Table 24 Business Counts for Peterborough City and County by Industry Number of Top 5 Industries Businesses With Employees 621 - Ambulatory health care services 401 238 - Specialty trade contractors 380 541 - Professional, scientific and technical services 338 722 - Food services and drinking places 284 236 - Construction of buildings 159 Without Employees 531 - Real estate 2,102 541 - Professional, scientific and technical services 799 238 - Specialty trade contractors 443 523 - Securities, commodity contracts, and other financial investment and related activities 402 621 - Ambulatory health care services 318 Source: Statistics Canada, Canadian Business Patterns, August 2017

Table 25 – Top 10 Job Postings in Peterborough City and County including Median Wages Occupation Number of Median (January 1, 2017 to September 30, 2017) Jobs* Salary ($/hr)** 3012 - Registered nurses and registered psychiatric 341 $35.47 nurses 4021 - College and other vocational instructors 308 $37.90 6421 - Retail salespersons 301 $12.24 6623 - Other sales related occupations 248 $13.32 6552 - Other customer and information services 208 $17.74 representatives 6411 - Sales and account representatives - wholesale 182 $24.99 trade (non-technical) 4412 - Home support workers, housekeepers and 159 $15.91 related occupations 0621 - Retail and wholesale trade managers 137 $33.91 6611 - Cashiers 116 $10.83 1411 - General office support workers 83 $20.82 ᵻNOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; *Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; **Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

– Table 26 Top 10 Skills Needs in Peterborough City and County (2017) Skill Number of Postings

Oral and written communication 859 Detail oriented 736 Team player 584 Customer service oriented 379 Problem solving 290 Integrity 288 Clean Criminal Record 287 Self-starting / Self-motivate 283 Dependability 282 High Energy 274 Source: CEB Talent Neuron. https://talentneuron.cebglobal.com

Table 27 – Projected Occupational Growth in Peterborough City and County Occupation 2017 2024 Change % Jobs Jobs 2017-2024 Change 6421 - Retail salespersons 1,015 1,069 54 5% 4212 - Social and community 804 1,023 219 27% service workers 6711 - Food counter attendants, 778 916 138 18% kitchen helpers and related support occupations 1414 - Receptionists 537 745 208 39% 1221 - Administrative officers 649 734 85 13% 6411 - Sales and account 689 721 32 5% representatives - wholesale trade (non-technical) 3413 - Nurse aides, orderlies and 490 652 162 33% patient service associates 7212 - Carpenters 518 628 110 21% 6541 - Security guards and related 493 627 134 27% security service occupations 1411 - General office support 530 597 67 13% workers

Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 28 - Population Counts for Kawartha Lakes (2011 – 2016) Kawartha Lakes Population Counts Population (2016)** 75,423 Population (2011)* 73,219 Population Change % (2011-2016) 3.0 WDB Working Age Population (2016) 63,510 Participation Rate % (2016) 56.9 Employment Rate % (2016) 52.5 Unemployment Rate (2016) 7.7 In the labour force 36,160 Employed 33,365 Unemployed 2,795 Source: Statistics Canada, *Census 2011, **Census 2016

Table 29 - Labour Force Distribution by Age for Kawartha Lakes Age (2016) Number of People Number of People (2011) (2016) 15-24 years 8,315 7,880 25-44 years 13,815 14,210 45-64 years 24,125 24,370 65+ 14,990 19,060 Total 61,245 65,520 Source: Statistics Canada

Table 30 – Migration Patterns in Kawartha Lakes (2011-2016) Age Group In-migrants Out-migrants Net-migrants 0-17 3,458 2,692 766 18-24 1,788 2,469 -681 25-44 4,976 4,590 386 45-64 5,536 3,245 2,291 65+ 2,755 2,206 549 Total 18,513 15,202 3,311 Source: Statistics Canada, Tax filer

– Table 31 Educational Attainment in Kawartha Lakes Educational Attainment Total (2016) No Certificate, Diploma or Degree 13,095 High School Diploma 20,340 Apprenticeship or Trade Certificate Diploma 6,205 College, CEGEP or non-university 16,195 University Certificate or Diploma Below Bachelor level 1,180 University Certificate, Diploma or Degree 6,495 Total 63,510 Source: Statistics Canada, Census 2011, Census 2016

Table 32 – Business Counts for Kawartha Lakes by Industry Number of Top 5 Industries Businesses With Employees 238 - Specialty trade contractors 232 541 - Professional, scientific and technical services 151 722 - Food services and drinking places 112 236 - Construction of buildings 110 621 - Ambulatory health care services 108 Without Employees 531 - Real estate 989 112 - Animal production and aquaculture 412 238 - Specialty trade contractors 390 541 - Professional, scientific and technical services 380 111 - Crop production 282 Source: Statistics Canada, Canadian Business Patterns, August 2017

– Table 33 Top 10 Job Postings in Kawartha Lakes including Median Wages Occupation Number of Median Salary (January 1, 2017 to September 30, 2017) Jobs* ($/hr)** 6322 - Cooks 93 $11.52 6552 - Other customer and information services 86 $17.74 representatives 6421 - Retail salespersons 73 $12.24 9619 - Other labourers in processing, manufacturing 59 $13.82 and utilities 6411 - Sales and account representatives - wholesale 51 $24.99 trade (non-technical) 4412 - Home support workers, housekeepers and 50 $15.91 related occupations 6611 - Cashiers 49 $10.83 6711 - Food counter attendants, kitchen helpers and 46 $10.61 related support occupations 7511 - Transport truck drivers 39 $18.29 7452 - Material handlers 38 $16.32 ᵻ NOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; *Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; **Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 34 - Top 10 Skills Needs in Kawartha Lakes (2017) In-Demand Skill Number of Postings

Oral and written communication 285 Team player 201 Detail Oriented 196 Integrity 153 Customer service oriented 134 Work independently 112 Dependability 100 Marketing 98 Clean Criminal Record 96 High Energy 94 Source: CEB Talent Neuron. https://talentneuron.cebglobal.com

Table 35 – Projected Occupational Growth in City of Kawartha Lakes Occupation 2017 2024 Change % Jobs Jobs 2017-2024 Change 6421 - Retail salespersons 1,015 1,069 54 5% 6411 - Sales and account 804 1,023 219 27% representatives - wholesale trade (non-technical) 7511 - Transport truck drivers 778 916 138 18% 7271 - Carpenters 537 745 208 39% 0821 - Managers in agriculture 649 734 85 13% 4032 - Elementary school and 689 721 32 5% kindergarten teachers 4212 - Social and community 490 652 162 33% service workers 3413 - Nurse aides, orderlies and 518 628 110 21% patient service associates 6611 - Cashiers 493 627 134 27% 1311 - Accounting technicians and 530 597 67 13% bookkeepers Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 36 – Population Counts for Haliburton County Haliburton County Population Counts Population (2016)** 18,062 Population (2011)* 17,056 Population Change % (2011-2016) 5.9 WDB Working Age Population (2016) 16,070 Participation Rate % (2016) 49.0 Employment Rate % (2016) 44.3 Unemployment Rate% (2016) 9.6 In the labour force 7,875 Employed 7,120 Unemployed 755 Source: Statistics Canada, *Census 2011, **Census 2016

Table 37 - Labour Force Distribution by Age for Haliburton County Age Number of People Number of People (2011) (2016) 15-24 years 1,570 1.365 25-44 years 2,425 2,655 45-64 years 6,225 6,375 65+ 4,720 5,940 Total 14,940 14,971 Source: Statistics Canada

Table 38 - Migration Patterns in Haliburton Country (2011-2016) Age Group In-migrants Out-migrants Net-migrants 0-17 758 566 192 18-24 464 490 (26) 25-44 1,044 925 119 45-64 2,116 822 1,294 65+ 738 767 (29) Total 5,120 3,570 1,550 Source: Statistics Canada, Taxfiler

Table 39 – Educational Attainment in Haliburton Educational Attainment Total (2016)

No Certificate, Diploma or Degree 3,445 High School Diploma 4,485 Apprenticeship or Trade Certificate Diploma 1,710 College, CEGEP or non-university 3,775 University Certificate or Diploma Below Bachelor level 350 University Certificate, Diploma or Degree 2,305 Total 16,070 Source: Statistics Canada, Census 2016

Table 40 – % of LEPC population with Apprenticeship or Trade Certificate Diploma Apprenticeship or Trade Certificate Total % of total Geography Diploma Population population Haliburton County 1,710 18,062 9.5 City of Kawartha Lakes 6,205 75,423 8.2 Northumberland County 6,400 85,,598 7.5 Peterborough City and County 9,275 138,236 6.7 LEPC Total 23,590 317,319 7.4

Source: Statistics Canada, Census 2016 Table 41 – Business Counts for Haliburton County by Industry Number of Top 5 Industries Businesses With Employees 238 - Specialty trade contractors 91 236 - Construction of buildings 66 541 - Professional, scientific and technical services 44 722 - Food services and drinking places 31 813 - Religious, grant-making, civic, and professional and similar organizations 27 Without Employees 531 - Real estate 236 238 - Specialty trade contractors 104 541 - Professional, scientific and technical services 100 236 - Construction of buildings 72 523 - Securities, commodity contracts, and other financial investment and related activities 55 Source: Statistics Canada, Canadian Business Patterns, August 2017

Table 42 – Top 10 Job Postings in Haliburton County including Median Wages Occupation Number of Median Salary (January 1, 2017 to September 30, 2017) Jobs* ($/hr)** 6411 - Sales and account representatives - 42 $24.99 wholesale trade (non-technical) 4412 - Home support workers, housekeepers 31 $15.91 and related occupations 6623 - Other sales related occupations 20 $13.32 0621 - Retail and wholesale trade managers 14 $33.91 6421 - Retail salespersons 13 $12.24 6222 - Retail and wholesale buyers 9 $16.96 6552 - Other customer and information 9 $17.74 services representatives 3012 - Registered nurses and registered 7 $35.47 psychiatric nurses 3131 - Pharmacists 6 $50.58 6711 - Food counter attendants, kitchen 6 $10.61 helpers and related support occupations NOTE: Changes to the minimum wage in Ontario starting January 1, 2018 will impact future wage calculations; * Source: Vicinity Jobs, 2017. www.vicinityjobs.com/lmi/; ** Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com

Table 43 - Top 10 Skills Needs in Haliburton County (2017) In-demand Skill Number of Job postings

Oral and written communication 40 Team player 37 Dependability 34 Work independently 32 Sales experience / ability 26 Integrity 26 Entrepreneurial 23 Prospecting 22 Highly motivated 22 Work ethics 21 Total Postings 141 Source: CEB Talent Neuron. https://talentneuron.cebglobal.com

Table 44 – Projected Occupational Growth in Haliburton County Occupation 2017 2024 Change % Jobs Jobs 2017-2024 Change 7271 – Carpenters 1,015 1,069 54 5% 0712 - Home building and 804 1,023 219 27% renovation managers 4212 - Social and community 778 916 138 18% service workers 6731 - Light duty cleaners 537 745 208 39% 6421 - Retail salespersons 649 734 85 13% 7512 - Bus drivers, subway 689 721 32 5% operators and other transit operators 3413 - Nurse aides, orderlies and 490 652 162 33% patient service associates 3012 - Registered nurses and 518 628 110 21% registered psychiatric nurses 1221 - Administrative officers 493 627 134 27% 1414 - Receptionists 530 597 67 13% Source: Economic Modelling Specialists International (Emsi) / www.economicmodeling.com