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• Para maiores informações, acesse o sítio: http://www.hrdc-drhc.gc.ca/

• Diretor de Pesquisas, Análises e Previsões Sócio-econômicas / Pesquisa Aplicada : Christian Dea [email protected]

• Divulgação IIEP - [email protected]

Canadian Labour Market Information System

Description, Challenges & Future Directions Socio-Economic Studies

Applied Research Branch, Strategic Policy

Human Resources Development Canada

International Seminar on Labour Market Observatories

Porto Alegre, Sao Paulo, Brazil

July 11-13, 2001

Outline of Presentation

• Information: A Strategic Tool for Governments to Support and Influence Career, Educational and Skills Decision Making

• Decision Making by Whom and For What• Information as a Policy and Program Tool• The Comparative Advantage of Information• The Role of Governments• The Canadian Labour Market Information System: Scope and

Objectives• Description of the Canadian Labour Market Information System• An International Comparison of Labour Market Information

Systems• Challenges and Future Directions

Information: A Strategic Tool to Support and Influence Decision Making

• As the world becomes more complex, designing income transfers and rules that efficiently and equitably affect most of the population becomes more difficult.

• Increasingly need to rely on individual, firm and community decision-making to get good outcomes.

• This requires:– data – facts

– information – facts analyzed to make sense

– knowledge – facts that are used to make choices

• Use as complements and substitutes for money and rules.

Decision Making: By Whom/and For What?

• Decision making by :

– Citizens

– Families

– Communities

– Employers

– Voluntary Organizations

– Practitioners

– Governments

• Decision making about:

– Childhood development

– Skill and Learning

– Work

– Workplace Organization

– Social Security

– Community Participation

– Retirement

Information as a Policy and Program Tool

• Policy function: to support the development of shared understanding of problems and desired outcomes and develop frameworks within which to innovate, coordinate actions, and learn better ways to achieve objectives.

• Program function: develop ways to produce and disseminate pertinent, tailored knowledge and information to users in support of decision-making.

The Comparative Advantage of Information

• Public good in an age of decreasing information and communication costs.

• Using knowledge and information may involve fewer or smaller trade-offs in deciding on the allocation of resources to various priorities relative to other instruments.

• Lower cost relative to other instruments may enable governments to enter into a wider range of areas.

Knowledge and Information Universe:Government is only one of many players

HRDC

Other Federal Depts.

Provinces/Territories

IndustrySectors

Communities

Academia

Labour/Unions

Citizens

Int’l Orgs.

NGOs

Private firmsEducation/training institutions

Government Role: Providing Leadership to Define Broader Issues and Directions

• Many diverse initiatives taking place

– K&I infrastructure• e.g. GOL, SchoolNet, Canada Career Consortium, E-Commerce

– International experience • e.g. OECD Social Capital Thematic Review, Metropolis, Conferences

– Different players with different roles (leadership and delivery)• e.g. Statistics Canada, Industry Canada, F-P-T governments, NGOs

• No single player able to make sense of it all• Creates spotty understanding of issues and directions

• Need to develop broader, co-ordinated framework to manage knowledge universe work more effectively

Knowledge and Information Universe:Basic Functions and Ideal Qualities

(exchange mechanism) (exchange mechanism)Data Information Users

current relevant Awarepublic targeted Valueaccurate tailored Learning culturelinked timely Skilled to use infogeographically diverse(int’l to local)

Exchange Mechanisms

Public Cost-effective Transparent Consolidated One-stop Multi-accessible Multi-directional (capture/respond to feedback)

Evolution of the Canadian LMI System

EraObjectivesScopeSystemClientPre-1982Planning tool for training

course- National/Provincial- 500 occupations, 70

industries- Quantitative focus

- Manpower RequirementsApproach (MRA)

- Only demand- Static

Policy makers

1982-1994Information tool to identifyimbalances and ease labourmarket transitions (schoolto work, non-employed toemployed).

- National/Provincial- 500 occupations, 70

industries- Quantitative focus with

some qualitativeinformation from privatesector associations

- MRA to estimate demand- School Leavers Model- Immigration Model- Static

- Policy makers- Unemployed- Students- Intermediaries- Job Changers

1995-2000Information tool to identifyimbalances and ease labourmarket transitions (schoolto work, non-employed toemployed). Meet needs ofspecific clients at variousmoments in their life.


industries- Quantitative focus with


- Sub-provincial information

- Static Accounting Model- Estimates of demand, supply

and imbalances- Behavioural aspects included

in models- Account taken of

heterogeneity of labourmarket

- Policy makers- Unemployed- Students- Intermediaries- Job Changers- Youth

2001-200XInformation tool.Objective remains theprovision of LMI to easelabour market transitionsbut more emphasis will beput on developing soundinformation over anindividual's life-cycle andat a more detail geographiclevel.


industries- Focus on skills- Sub-provincial information- Quantitative focus with


- Estimates of demand, supplyand imbalances

- Behavioural aspects includedin models

- Account taken ofheterogeneity of labourmarket

- Introduction of dynamicisminto the models

- Policy makers- Unemployed- Students- Intermediaries- Job Changers- Youth- Immigrants- Groups at risk

Mandate and Scope

Mandate• provide timely, reliable, current forward looking labour market

information.

• Improve labour market efficiency and ease transitions (e.g. school to work, non-employed to employed and job (career) to job (career)).

• Through a life cycle approach identify the needs of an expanded list of clients to enhance the socio-economic well-being of society

Scope• National plus 10 provinces, 139 occupations, 33 industries covering

the period 1984 to 2010.

• Skills/Literacy

Canadian Information System Lifecycle Approach

Selected Surveys Currently Addressing Lifecycle Demands for Information

Children Youth Graduates Adults Older Workers OlderPopulation

Surveys NLSCY YITS NGS LFS, WES, GSSAETS, SLID

GSSLFS

GSS

Content Surveys new-borns to age 17.

Collectsinformation onthe incidence ofvarious factorsthat influencechildren’sdevelopment,such as familylife, education,health, etc.

Surveys youth attwo age groups:15 year olds and18-20 year olds.

Collectslongitudinal dataabout schoolingand work forceexperiences as wellas problems youthface as they makethe transition fromschool to work.

Surveys graduates ofCanadian post-secondaryeducation institutions whohave completed programrequirements.

Collects data on labourmarket experiences ofgraduates entering thelabour market, focussingon employment,occupations and therelationship between jobsand education.

A wide range of surveys that collect diversedatasets about individuals, workers, businessestablishments, etc.

For example, WES collects data on humanresource practices, labour requirements and theinteraction of employers and employees in theworkplace. The LFS collects data on the labourmarket activities and demographic characteristicsof theworking-age population (15+). The AETSmeasures participation in education and trainingby adults (17+). The SLID survey providesincome, demographic, and labour market data onthe general population.

Various surveys whichcollect sub-components ofsocio-economic and labourmarket data on oldersegment of workforce,aged 45+.

Contains selecteddata on socialconditions, andsocial behavioursof individuals65+.

Coverage National andprovincial

National andProvincial

National, Provincial andTerritorial

Mainly National and Provincial, with someTerritorial representation.Limited sub-provincial data (CMA, ER, CA)

Mainly National andProvincial, with someTerritorial representation.Limited sub-provincialdata (CMA, ER, CA)

Mainly Nationaland Provincial,with someTerritorialrepresentation.

Accessibility Socio-economic and labour market data are mainly national and provincial in scope. Data are spotty for Territorial jurisdictions. Sub-provincial and rural areaslargely rely on the LFS for labour market data. Outside of quinquennial censuses, other socio-economic data are extremely limited at local-level geographicareas.

Canadian Information System Lifecycle Approach, cont’d

Selected Surveys Currently Addressing Lifecycle Demands for Information (continued)

Children Youth Graduates Adults Older Workers Older PopulationGaps -- determinants of

successful schoolingoutcomes-- impact of children’sfamily, socio-economicand culturalcharacteristics on theirachievement in school-- the impact of mobilityduring a child’s earlyyears on learningoutcomes-- impact of child-rearing and marriage onlearning

-- coverage of ‘older’ youthage groups >20-- sufficient sampling of ‘at-risk’ individuals.-- longer-term follow-ups(ie. 10 years).--effects of abilities,attitudes, motivations, andexpectations on youths’human capital investmentdecisions-- access to financing, tuitionfees, debt load

-- longer-term follow-ups(10 years)-- lack of data oncareer/labour marketprogression paths-- factors that influencelabour market performance-- distribution of rate ofreturns to education by fieldof study-- factors affectingoccupational and field ofstudy decisions-- data on private institutions-- ‘second-chance’trajectories for drop-outs-- access to financing, tuitionfees, debt load

-- basic data on skills type, leveland distribution-- wages by occupation-- labour market shortagesindicators-- emerging industries andoccupations-- life transitions-- career and geographicmobility-- factors affecting labour forceparticipation-- working arrangements andworkplace practices-- work-life balances

-- factors affectinglabour forceparticipation, labourmarket outcomesand retirementdecisions byoccupation.-- impacts of skillsobsolesce-- workingarrangements andworkplace practices-- work-life balance

-- factors affectinglabour forceparticipation, labourmarket outcomes andretirement decisions byoccupation.-- impact of skillsobsolesce-- workingarrangements andworkplace practices-- work-life balance-- financial security

Key Ingredients of the Canadian Labour Market Information System

• Needs Assessment

• Data

• Monitoring

• Research and Analysis

• Forecasting

• Human Expertise

• Consultation Process (Partnerships)

• Communication/Marketing Strategy

• Evaluation

Knowledge and Information Universe:Basic Functions and Ideal Qualities

(exchange mechanism) (exchange mechanism)Data Knowledge Information

Statistics Canada Research Development F/P/T Admin. Data Academic LMI ProductsExperiments/Pilot Government F/P/T Job Futures Projects NGOs NGOs such asPartnerships with Int’l Bodies Canada Career F/P/T Depts., F/P/T Consortium Professional Assocs. Networks Private Sector

(Sector Councils)

Dissemination F/P/T Gov’ts Partnerships Private Sector (NGOs)

Monitoring Labour Market Trends• Scope

– Quantitative and qualitative labour market conditions– Expand to local LMI and socio-econ. Information

• Data– Labour Force Survey– Census – Educational and Departmental Administration Data– Graduate Follow-Up Surveys– Immigration Data

• Tools– Consistent set of monitoring tools at the F/P/T level

(databases, pressure indicators, tables, charts)– development of consistent methodologies

• Consultation Network (Partnerships)– COPS F/P/T Partnerships– professional associations and sector councils (e.g.

automotive, textiles, IT, electronics, environment)

Forecasting

Scope

• industrial (33)/occupational(139) plus skill levels and type

Models

• National COPS - Demand/Supply/Imbalances

• Provincialization of COPS Models

Consultation Network (Partnerships)

• Emphasis on Qualitative Information

• Extensive consultations with the COPS Partnership and private sector forecasters

• Social councils, professional associations

Consultations and Partnerships

• COPS Federal/Provincial partners

• Private sector macroeconomic forecasters

• 130 professional associations and trade unions

• COPS Regional Consultation Process

• Sector Councils - Approximately 35 have been formed to date. (e.g. automotive, environment, IT, textiles).

Consultations and Partnerships- Canadian Sector Councils -

• Objective/Mandate– Analyze current and forward looking human resource

developments needs, issues, challenges facing a specific sector or occupation.

• Description– A body composed of business and labour, as brought together by

the Federal government, to identify and deal with current and emerging human resource issues in a specific sector or occupation

• Funding– Initial funding is provided by the Federal government with a phase

out effect after three years

Information Products and Activities

• Monitoring: – Provincial Monthly Labour Market Brief – Quarterly Labour Market Review

• Forecasting: – Industry/Occupational Pressures plus skills

• Research and Analysis: – Determinants of education– Work to retirement transition– Regional impacts of ageing on earnings– regional impacts of ageing on industries and occupations– Occupational/skills mobility– segmentation of the labour market– Impact of Technology on the Labour Market – Model Development– Occupational monographs

Information Products and Activities(continued)

• Labour Market Information: – Job Futures

– Youth Outlook

• Partnerships and Consultations: – F/P/T COPS Consultation Conferences

– Regional COPS Workshops

– F/P/T FLMM Participation

What are the pressures that we face?• Data

– lack of accurate, publicly-available national, provincial and local data on basic skills

– no consistent linkages between sectors & databases• e.g. skills, learning, education, labour markets• e.g. locally, provincially, nationally and internationally

• Information– need to tailor relevant information to heterogeneous user

needs

• Users– need to create information culture where

• Canadians are skilled users of information• Canadians value information as a decision-making resource

• Exchange Mechanisms– need efficient, accessible, transparent dissemination and

delivery systems

Appendix

COPS Modeling SystemsSupply Demand

COPS National ModelExcess supply/demand, NFLMS,

Education indicators

School LeaversMacro Model

Immigration

Re-entrants

Industry Employment

Expansion Demand

Occupational Coefficients

Job Leavers

Death

Net Job Changer

CDM

Replacement Demand

Expansion Demand (Non-stud.)

Retirements+ Death

Appendix - Job Futures: A New Direction

• The Vision:– Job Futures, the product, will evolve into an “intelligent” and

dynamic information base

– This will allow for:• Generation of custom-made profiles from raw data

• Users to ask specific questions and get individualized responses

• Job Futures to steer clients to relevant LMI if their questions cannot be answered

• Updating the information base as new/updated information becomes available

Appendix - New Directions for Job Futures

• Next Version of Job Futures– New architecture and site map

– New user interface (to facilitate the search process)

– New/updated information and data

– New second-level analyses: What labour market intelligence can we extract from our first-level quantitative analyses?

• Overviews - profiles

• NOC - simplifying its presentation

– Type, level & distribution of skills in Canada – Occupational/geographical mobility:

– Link with career ladders– Link with generic/specific skills profiles

ACTUAL CLIENTS plus

ACTUAL + Yr 1 plus

ACTUAL + Yrs 1/ 2 plus

ACTUAL

YEAR 1

YEAR 2

YEAR 3

ACTUAL plus

ACTUAL + Year 1 plus

ACTUAL + Yr. 1 + Yr. 2 plus

OVERVIEWS CLIENTS

– Industrial/occupational trends– Emerging sectors/occupations – Profiles (lifelong earnings, rates of return to education, employment-education linkages)– Favourable occupations by province– Aggregate current and future outlooks

– Overviews of global/Canadian economic outlooks

– Overview of Canadian labour market conditions– Overviews of occupational/FOS outlooks

– Opportunities & challenges in the knowledge-based economy:

– Labour market– Education system

– Job-quality indicators ("Quality of work”): – fringe benefits, human capital use, opportunities for advancement, workplace environment/arrangements

– Students/youth– Parents– Teachers– Practitioners

– Adults (workers & job seekers)– Policy makers

– Employers/ firms– Aboriginal people

– Impact of technology on work environment

– Overviews of LM/skills shortages– Occs. with favourable outlooks– Overviews of regional trends– Overview of pressures associated

with an ageing population

– Immigrants– Researchers

– Type, level & distribution of skills in Canada – Occupational/geographical mobility:

– Link with career ladders– Link with generic/specific skills profiles

Job Futures: Contents


ACTUAL CLIENTS plus

ACTUAL + Yr 1 plus


ACTUAL

YEAR 1

YEAR 2

YEAR 3

ACTUAL plus



OCCUPATIONS CLIENTS

– Titles, duties, where they work– Education, training & experience – Qualifications of recent entrants – Links to fields of study and related

occupations

– Current labour market statistics – Current and future outlooks

– Revised occupational listing– Inclusion of new NOC characteristics

(incl. “DPT”)– Geographical distribution– Factors affecting outlooks

– Current pressures using LM shortages indicators– Outlooks: add more explicit descriptions of factors

affecting future economic conditions– Enhanced linkages between occupations & education

– "Quality of work" indicators :– Workplace environment/arrangements

– Review methodology & develop new outlooks rating system

– Skills information– Impact of technology on occupations– Occupational/geographical mobility information




– Employers/ firms– Aboriginal people


ACTUAL CLIENTS plus

ACTUAL + Yr 1 plus


ACTUAL

YEAR 1

YEAR 2

YEAR 3

ACTUAL plus



FOS CLIENTS

– Description of program of study– Recent graduates’ LM performance &

evaluation– Labour market performance

(two and/or five years after graduation)

– Current and future outlooks – Links to occupations and related FOS

– More info on LM performance of graduates:– Career profiles (two and five years after graduation)– Job search tools (volunteering/co-op education)– Impact in obtaining “first" job

– Rate of return to education – Outlooks: add more explicit descriptions of

factors affecting future economic conditions– Enhanced linkages between FOS and

occupations

– Review FOS listing: – Redefinition of Trade level

– Info on immigrants by FOS:– Foreign Credential Recognition (FCR) information

– Links between FOS & skills– Career ladders (occupational mobility & FOS)– Impact of technology on the demand for new FOS




– Impact of development of KBE on education system (FOS)

– New survey data (NGS, WES)

– Employers/firms– Aboriginal people

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