Succession planning is “critical” for Sudbury and Manitoulin companies that rely on skilled tradespeople to operate their businesses, according to new research from Workforce Planning for Sudbury & Manitoulin.
Released Oct. 28, the report, ‘Top Ten Compulsory Trades in Greater Sudbury,’ examines the area’s top 10 compulsory trades in an effort to better understand where specific skilled trades shortages exist and how to overcome them.
Compulsory trades are those in which journeypersons have to complete all of the education and hands-on training requirements for their trade, successfully pass a trade exam, receive a Certificate of Qualification, register with Skilled Trades Ontario, and pay their annual fees in order to work in their trade.
In Sudbury – Manitoulin, there are only shortages in certain skilled trades, according to the report. Additionally, the study found there’s no lack of students interested in going into trades careers.
What industry really needs is experienced and certified journeypersons.
“[Since] it takes anywhere from four to five years to reach the level of a journeyperson, succession planning is critical for employers who operate their business with skilled trades employees,” the report notes.
“Poaching from each other doesn’t solve the problem, as this does not add to the pool of journeypersons, but strategically planning and hiring apprentices does. This makes the most sense.”
According to the report, journeypersons in five of the top 10 compulsory trades are over the age of 50. That makes it “critically important” for employers and unions to develop a continuous pipeline to meet their ongoing workforce needs, the report says.
Some employers are engaged in succession planning, but 39 per cent of the 600 employers who responded to a survey indicated they do not. Another 20 per cent said they only have a succession plan in place for certain roles.
Almost every employer interviewed said they participate in a variety of recruitment initiatives, including hiring international students, engaging in co-op education initiatives, attending skilled trade events for students — such as Jill of All Trades or LevelUp! — providing summer job opportunities, and offering a pathway to apprenticeship.
“These are all important strategies to create greater awareness and interest in the trades,” the report notes.
But employers face barriers, too.
That includes overcoming a persistent stigma attached to the skilled trades and trying to encourage more women to pursue trades careers.
The report also cites a disconnect between college trade programs and the actual job — students are being trained on outdated equipment, and colleges need to do more to help students find an employer to hire them as an apprentice once they’ve completed their college program.
Employers who were interviewed suggested students need to be exposed to the skilled trades much earlier in their lives, and many want to see a return of trade shops to high schools. They also want to see more government investments into skilled trades equipment, training, training facilities, and pre-apprenticeship college programs.
The report emphasizes the need for collaboration amongst employers, colleges, and the Ministry of Labour, Immigration, Training and Skills Development — the responsibility does not lie with one party alone.
“Each has a role to play, and it is critical that we find ways to connect trade students with employers who will hire them as an apprentice,” the report said.
“Without this, we will continue to play catch-up and become even more stressed about not having enough skilled and certified journeypersons to fill the demand in the local labour market.”