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"Report examines Alberta labour market, impact of labour shortages Study reveals cost of labour shortages, offers recommendations for tackling one of the province's most pressing policy challenges. By Jamie Hanlon on July 18, 2013 (Edmonton) The scope of Alberta's labour shortage and the need for recommendations on how to address it were the catalyst for a year-and-a-half-long study of one of the province's most pressing policy challenges. The University of Alberta's Institute for Public Economics commissioned the study to foster informed debate on the highly relevant policy issue. An Examination of Alberta Labour Markets explains that the opportunity cost of not filling jobs under an economic scenario similar to that outlined in Alberta's 2013 budget is $33 billion in current dollars over four years. Lost personal tax revenue to the provincial and federal governments is estimated to be nearly $6.8 billion over four years. The report emphasizes that several industries risk significant shortages-including retail, hotel and food services, and health care. Edmonton and the Banff-Jasper region are two areas at the greatest risk for labour shortages. To counteract these trends, the report's authors developed a number of recommendations to provide access to otherwise untapped labour groups including mature workers, disabled people and First Nations people. "This comprehensive analysis leads to a number of concrete policy actions that can be taken by both the federal and Alberta governments," said Robert Ascah, director of the institute. "The report's recommendations are aimed at developing a highly skilled workforce, which will benefit all Albertans. "This means attracting the most skilled workers possible and ensuring we are doing everything we can to have apprentices complete their training." The study was funded by the Government of Alberta and 12 associations and unions with an interest in addressing periodic labour shortages in A

With the workforce aging in Alberta and across Canada, labour force participation by mature workers is attracting increased attention. As people live longer, healthier lives, many wish to stay active in the workforce or to volunteer in their communities. Mature workers have developed valuable skills and abilities and a lifetime of knowledge and work experience.  At issue is not only the need for increased labour supply, but how to minimize the loss of experience, corporate memory, leadership and mentorship that can occur when people retire. Without taking action now to address the impacts of an aging workforce, there will be a significant decline in Alberta's labour supply. In 2006, the Government of Alberta acknowledged the need to increase the labour force participation of mature workers in its comprehensive labour force strategy, Building and Educating Tomorrow's Workforce (BETW). Between October 2007 and February 2008 an online public consultation on Alberta's aging workforce gathered input from Albertans on their priorities, issues and experience with an aging workforce. Following this, government has developed an action plan to support increased labour force participation of mature workers. The action plan is based on the following assumptions: * With the aging population, increasing mature worker labour force participationmay be important for improving productivity and encouraging economic growth.* Mature workers have identifiable work-related needs, such as the need forincreased flexibility, which are not being fully addressed. * Market forces and employer practices will have a positive influence on increasingthe workforce participation of mature workers; however, policy changes may be necessary to remove some barriers and to sustain strong labour market participation. Engaging the Mature Worker: An Action Plan for Alberta identifies four overarching goals to support mature workers in the labour force.

The labour shortage, particularly in industries like construction, means there are jobs that are not getting filled, while many immigrants are not getting jobs. Seems like it's our immigration system that really needs the help

Since reaching its peak last April at 7.6%, the Alberta unemployment rate has  recovered to 5.7% as of March 2011. However, to say the labour market  has  completely recovered because the unemployment rate has fallen misses an important point. The average length of unemployment in Alberta was 16.8 weeks in the first quarter of 2011, still up near the peak of 17.7 weeks reached in Q2 2010. This is substantially longer than before the recession, when the average duration of unemployment was around 8 weeks (see graph). This is a sign that the current labour market consists of two distinct groups of job seekers: those who have the skills and qualities employers want, and those who do not.During the boom years the length of unemployment was abnormally low in Alberta as employers, suffering from labour shortages,  couldn't afford to be  too  selective. However, with labour demand  cooling with the recession, individuals who currently do not have  the skills employers desire face a tough hiring climate.The unemployment rate and the duration of unemployment indicator  have followed  similar (although less dramatic)  paths at the national level,indicating that this  phenomenon is not unique to Alberta.Long-term unemployment is a much larger problem than short-term as it leads to myriad of other  social troubles. Over the coming quarters, the duration of unemployment might trickle back down slowly as the economy improves, although the root of this problem (lack of skills/skills mismatch) can't be solved by more economic growth - the solution lies in things like further education and re-training.  

"A pre-approved LMO or 'pre-approval to hire temporary foreign workers' is a process introduced by Service Canada for employers hiring foreign workers in occupations where the recruitment activities are 'prolonged and/or extensive'. Given the current pressure for workers, most of the occupations in the construction industry fall under this category. Pre-approved LMOs are used when the employer wishes to have an 'approval in principle' prior to starting the recruitment phase. It is important to note that pre-approved LMOs do not guarantee a positive Labour Market Opinion from Service Canada. LMOs are specific to a particular worker and the labour market situation at any given time. The actual determination of a positive LMO can only be made after the employee has been selected. If you have already applied for a pre-approval, you will only provide the worker-specific information once you have selected your worker. For employers who have not applied for a pre-approval to hire a worker, "

Labour Force Development Organizational Unit Name Phone Title Main Number 780 644-4306 Boehm, Marilynn Executive Director Labour Force Development Employment and Immigration 6th fl Centre West Building 10035 - 108 Street Edmonton, AB T5J 3E1 Phone: 780 422-1851 Fax: 780 422-6400 E-mail: marilynn.boehm@gov.ab.ca Mail Label view map 78

Workforce Expansion and ImprovementThe shortage of skilled workers is unquestionably one of themost important challenges faced by Edmonton industry. Moreover,demographic forecasts indicate that today's acute labour shortageswill only become worse without strategic initiatives to grow ourworkforce through immigration and increased participation ratesfrom under-employed segments of society. Increased productivityand innovation within organizations are also part of the long-termsolution.EEDC's Edmonton Workforce Connection program continues tostrategically implement practical initiatives, in conjunction withindustry and other levels of government, to address regionallabour challenges. These initiatives will continue to be focused onbusiness development (primarily through improved productivityand innovation), labour retention and labour attraction.

Give a new alberta water authority the mandate to innovate in water stewardship, and realize the full benefit of our precious water assets Alberta needs all its citizens to develop the mindset and skills to thrive in today's world and drive economic growth - to be resilient, lifelong learners, healthy and productive, eager to achieve and perform, globally connected and informed seeking talent around the globe Like other countries with aging populations, Alberta in 2040 will be competing to attract the brightest and the best talent to the province's workforce to fill critical gaps. As early as 2030, demographers predict that domestic workforce growth in Alberta and Canada will have stalled, although higher birth rates in our Aboriginal population could indicate potential for some domestic population growth. Encouraging seniors who wish to stay in the workforce longer to do so could mitigate (but not solve) the problem. Employers could abolish their mandatory retirement age and other policies that discriminate on the basis of age.Employers in this province are already concerned about shortages of people to fill jobs at all skill levels, well aware that energy booms create huge demands for workers in service sectors as well as in construction and labour-intensive oil sands production. The very specialized skills and knowledge essential to success in broadening the economic base are in short supply in the province now because there have not historically been good opportunities in these areas. One key requirement is more people experienced in founding and growing technologybased businesses. While productivity improvements and the application of innovative business models may slow growth in the labour supply gap or change the mix of skills required over the  next three decades, we still expect to see an increasing  need to attract immigrants to the province to fill key gaps  at all skill levels.The number of immigrants to Alberta fr

"to clarify for employers that they may use the Labour Market Opinion (LMO) or Accelerated Labour Market Opinion (A‑LMO) process rather than the Alberta Occupation-Specific Pilot. If an employer uses the LMO or A‑LMO process, the foreign national(s) should be issued an employer-specific Work Permit (WP)."

Canada-Alberta Temporary Foreign Worker (TFW) Annex Pilot on Occupation Specific Work Permits   Steamfitter-Pipefitter Background The TFW Annex is an addition to the Agreement for Canada-Alberta Cooperation on  Immigration. The Annex includes an agreement to implement a number of pilots.  One of the pilots allows Citizenship and Immigration Canada (CIC) to issue an  occupation-specific work permit for TFWs working in Alberta in the steamfitterpipefitter trade (NOC 7252). Initially, this permit allows TFWs to be employed for up  to one year by one employer or a Group of Employers recognized by CIC and  Human Resources and Skill Development Canada while working toward trade  certification.  Once certified, foreign workers can apply for a two-year open work permit, allowing  them to move between employers without the employer applying for a labour market  opinion. Eligibility Steamfitter-pipefitter is a compulsory trade in Alberta.  To work in this occupation,  TFWs need a job offer from an employer and an approval letter from Alberta  Apprenticeship and Industry Training (AIT) for the Qualification Certificate Program  before they come to Alberta. More information on the AIT certification requirements  to work in a trade in Alberta can be found at www.tradesecrets.alberta.ca.  For applicants who are not currently trade certified, work permits will be issued for  one year allowing the foreign worker time to become certified under the Qualification  Certificate Program. Once certified, CIC will issue an open work permit for an  additional two-year period.  TFWs currently certified and working in the steamfitter-pipefitter trade in Alberta are  eligible to apply for the two-year open work permit before the expiry of their current  work permit. The job letter from the employer must indicate a wage that is consistent with the  prevailing wage paid to Canadians in the same occupation in Alberta and that the  working conditions for the occupation meet