Understanding the Skills Gap in Huron County - Four County Labour ...

FEBRUARY 2014

THE FIRST STEP Understanding the Skills Gap in Huron County

Acknowledgements from Gemma Mendez-Smith, Executive Director As the economy of Ontario continues to change along with national and global impacts so too does the Four County Region. It is important to know, with some degree of certainty, what assets and liabilities are present as we fashion a workforce and economic development strategy that keeps the region progressing to the future. This Skills Gap Study was commissioned by the Four County Labour Market Planning Board and its community partners as an update to the 2005 reports completed for Bruce Grey and Huron Perth. The information in this report will provide recommendations to set guideposts that will keep us on track to building a successful, vibrant and sustainable future. This study was completed by Harry Cummings, Don Murray and Shannon McIntyre of Harry Cummings and Associates. Special thanks to the study committee; Rose Austin, Dave Barrett, Meredith Bowers, Debbie Davidson, Barb Fisher, Paul Nichol, Alyson Nyiri, and Kristin Sainsbury for their time and commitment to the study. Thanks to the administration at our 4 district school boards and the leadership at the 24 participating high schools that supported this study without whom we would not have an insight from our future workforce. Many thanks to the survey team for their hard work and dedication to getting the answers; Inem Chahal, Mark Ferguson, Carolyn Robertson, Elena Christy, Monika Kokoszka, Bakhtawar Khan, Anna Chow, Alberto Salguero, Shawn Filson, and Mary Ellen Wales. Much gratitude to all of the employees, employers and high school students of Bruce, Grey, Huron and Perth counties who responded to a survey or participated in a focus group or interview. Your input will help us with our future planning goals. Funded by: Ontario Ministry of Training, Colleges and Universities – Employment Ontario Additional Support From: City of Stratford; County of Grey; County of Huron; County of Perth; Four County Labour Market Planning Board; Huron Business Development Corporation; Perth Community Futures Development Corporation; Saugeen Economic Development Corporation Project Partners: Avon Maitland District School Board; Bluewater District School Board; Bruce Community Futures Development Corporation; Bruce Grey Catholic District School Board; Huron Perth Catholic District School Board

The views and opinions expressed in this document do not necessarily reflect those of the Government of Ontario

Executive Summary and Recommendations The need for timely and accurate labour market information is critical in the development of a healthy and sustainable labour market. Decisions regarding labour market planning, programming and resource allocation are all based on the labour market information that helps to describe the overall context in which we work and live. The primary undertaking of this study was to examine the existing labour force and a forecast of future skill requirements by employers to help identify labour pool gaps critical to the sustainability and growth of existing and future employers in Bruce, Grey, Huron and Perth counties. The Four County Labour Market Planning Board, and its partners, are completing this study as an update for the labour market skills gap studies that were completed in Bruce, Grey, Huron and Perth counties in 2005. Data for this report was derived from five major sources: • Statistics Canada databases • Three original surveys designed and administered to employees, employers and Grade 12 students in the Four County Region • Focus groups with employers and economic development stakeholders in the Four County Region

Methods The labour market profile was compiled using data from the 2006 Statistics Canada National Census (Census) and the 2011 Statistics Canada National Household Survey (NHS). To illustrate the various population and labour features of the Four County Region tables were prepared from the analysis of Census and NHS data. The profile features comparisons between the four counties and the Province of Ontario. The high school survey was developed and administered to Grade 12 students attending high school in the Four County Region. The survey was administered in each of the participating high schools with the assistance of teachers and/or guidance counselors. The survey focused on the current academic achievements of students; their involvement in extracurricular, volunteer and co-op and work activities; their level of skills, and their plans for future education / training and a future career. A total of 366 students from Huron County completed the survey. The employee survey was conducted by telephone with the general population of the Four County Region. Eligibility for the survey was restricted to individuals who were residents of either Bruce, Grey, Huron or Perth County, over 16 years of age, and not retired. The aim of the survey was to determine the particular levels of work experience, education and skills possessed by the residents of the area, as well as information on mobility, household activities and job satisfaction. A total of 301 Huron County residents completed the survey.

EXECUTIVE SUMMARY AND RECOMMENDATIONS THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

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The employer survey was used to gather labour market information at the County level for Bruce, Grey, Huron and Perth counties. The objective was to survey as many as 50 businesses using a mixed method where at least 10 major employers were to be interviewed by phone and the balance participated in an online electronic version of the survey for each County. The list of candidate businesses was developed in consultation with the steering committee. Businesses were selected that represented a variety of industry sectors including businesses that were major employers in the county. A total of 59 employers in Huron County participated in the survey as well as representatives from the Avon Maitland District School Board, Huron Perth Catholic District School Board, Huron County Federation of Agriculture, Alexandra Marine and General Hospital, and Huron Perth Healthcare Alliance.

Findings The labour market profile was helpful in articulating a broad picture of the labour market environment for the Four County Region, and Huron County more specifically: • Between 2006 and 2011, Huron County experienced a slight population decrease of -0.4% • Huron County has an older population with a median age of 45.1 years vs. 40 years for Ontario • The average household income for Huron County in 2011 was $71,916 • The average personal income for Huron County in 2011 was $33,932, the lowest in the Four County Region • A smaller proportion of people in Huron County have completed high school and gone on to complete higher levels of formal education compared to Ontario • A higher proportion of the Huron County population has completed an apprenticeship or trade program compared to the province • The employment participation rate in Huron County fell from 67.9% in 2006 to 65.9% in 2011 • The unemployment rate increased from 4.5% to 5.7% between 2006 and 2011 • The top three industries by employment in 2011 by place of work in Huron County were: Agriculture; Manufacturing; and Health Care and Social Assistance The high school survey found that: • In general, female students have higher levels of achievement in the core subjects of English, math and science • Males tend to favour technology education courses while female students are more likely to be engaged in the art elective courses • Students are very much engaged in extra-curricular activities, particularly sports and/ or physical activity • A large portion of students have volunteered in the last year, spending on average 44 hours a year • The most common part-time and summer employment activities are in the following sectors: • Wholesale and Retail Trade • Accommodation and Food Services • Agriculture • Other Services (repair and maintenance, automotive repair, personal care) • Males participating in co-op were most likely to be involved in Agriculture • Females participating in co-op were most likely to be involved in Health Care and Social Assistance or Education


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•M ales have scored themselves the highest in physical and hands on skills while females have scored themselves the highest in social, interpersonal skills and teamwork • Th e large majority (90.1%) of students expect to finish high school and continue onto post-secondary school or apprenticeship program • Males are much more likely to enroll in a trade, vocational or apprenticeship with 19.1% of the male respondents planning to attend a trade program compared to 2.1% of females • The top industry categories that male students expect to be employed in include: 1. Construction and/or Specialty Trade Contractor 2. Professional, Scientific and Technical Services 3. Agriculture, Forestry, Fishing • The top industry categories that female students expect be employed in include: 1. Health Care and Social Assistance 2. Professional, Scientific and Technical Services 3. Business, Building and Other Support Services • The majority of students in Huron County intend to leave their communities to find a job Selected findings from the employee survey are as follows: • Approximately 12% of respondents from Huron County held multiple jobs in the last year • More than 82% of respondents’ primary employment was fulltime • Approximately 36% reported college or a speciality school as their highest completed education • The top five occupations held in Huron County were: 1. Trades, transport and equipment operators and related occupations 2. Management 3. Occupations in Social Science, Education, Government Service and Religion 4. Occupations Unique to Primary Industry 5. Business, Finance and Administrative Occupations •The top three skills in Huron County as reported by employees were: • Reading • Verbal communication • Teamwork • The skills cited as weak among Huron County employees were: • Database • Information technology • Spreadsheets • Close to 60% of respondents did not participate in any training in the last year •A lmost 15% of respondents believe they are underemployed (working less than 30 hours per week, not by choice; when skills and education are underutilized; when wages, productivity or other job qualities are substandard) • In the next year, 85% of the respondents from Huron County believe they will be in the same job •A lmost 5% believe they will be retired in one year, 24% of respondents reported they believe they will be retired in five years


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The employer survey and interviews with the various sector specific representatives yielded the following findings: • The median number of years in operation in Huron County was 21 years •A pproximately 40% of the businesses surveyed have 10 employees or less and 6.5% employ more than 200 • The skilled trades or skilled professionals positions are most difficult to fill • 86% of employers expect 10 retirements or less in the next five years • Employers from Huron County are looking for the following occupations skills: • Teamwork • Social/interpersonal skills • Critical thinking and problem solving • Verbal and written communication •E mployers are having the most difficulty finding employees who have the following occupational skills: • Critical thinking and problem solving • Leadership skills • Artistic or creative skills •A small number of employers are experiencing sector specific challenges (agriculture, construction, education, health) • Approximately 40% of those surveyed offer apprenticeship opportunities in Huron County •Most companies offer a variety of occupational training to their employers on a regular basis including • Health and safety • Employee retraining • Apprenticeship programs • Classroom or vocational training

Recommendations Given the rapid pace of change in the regional job market stakeholders: businesses, educators and community partners, need to review and assess their strategies, programs and services to ensure they better reflect and address the new reality. The following recommendations are based on the findings of the various research components of this report. These recommendations are intended to inform the decision making process for all relevant stakeholders, in Huron County, working with labour market issues.


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Employers/Businesses Employers and business owners set the pace at which career decisions are made for the local workforce. They are also able to build strong connections to help with workforce attraction.

1. It is recommended that employers become more engaged in providing workplace training opportunities that could include co-op, apprenticeships, job shadows for the local labour force.

2. It is recommended that employers invest in ongoing training in the workplace by providing flexible hours to accommodate employee training. This will help employees adapt to a changing workplace.

3. It is recommended that employers collaborate with other businesses with similar skill requirements to provide necessary training (i.e. Health and Safety, sector specific training) to employees at a lower cost.

4. It is recommended that employers engage their workforce in training and mentoring to fill management positions and to ensure knowledge transfer among generations.

5. It is recommended that employers collaborate with community partners to highlight local career options and build an attraction strategy to aid in succession planning.

6. It is recommended that employers participate in a spousal employment program to help keep and attract the skilled professional.

Educators High Schools, Colleges, Universities, Private Career Colleges, Technical Delivery Agencies, etc. Educators are able to build the skills of the future and current workforce to ensure they meet the demands of the local labour market.

1. It is recommended that guidance counsellors and those teaching the Grade 10 Careers Studies (GLC2O) in high schools share information on the current local labour market and trends to ensure youth understand the dynamics of the local labour market to make sound education and career decisions.

2. It is recommended that the education sector make use of resources available through community partners including the Four County Labour Market Planning Board, Huron Business Development Corporation and employment and training service providers.

3. It is recommended that educators collaborate with community providers and parents to develop the soft skills in youth required by employers. These skills are not limited to but include; work ethic, leadership, teamwork, adaptability, organizational, problem solving and computer literacy.


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4. I t is recommended that colleges offer more flexibility in training to accommodate continuous learning opportunities.

5. I t is recommended that guidance counsellors work with employers and community partners to promote the diversity of job opportunities in the area to students.

6. I t is recommended that educators collaborate with employers to build an attraction strategy for students who leave for post-secondary opportunities. Local high schools should develop a strategy to connect with alumni to maintain the relationship between graduates of the County and the local job market. This would include events to connect with youth when they return for holidays and vacation, newsletters and social media.

7. I t is recommended that educators highlight the apprenticeship opportunities to local youth, especially to females.

8. I t is recommended that educators incorporate business courses to help the workforce understand leadership and management in business.

9. I t is recommended that educators collaborate with community partners to track Grade 12 graduates through post-secondary education and those who enter the workplace directly. The students’ field of work, field of study, place of study and place of residence could be tracked to maintain a database of the upcoming labour market skills, education and aspirations.

10. I t is recommended that guidance counsellors direct students to all career paths not just college or university.

11. I t is recommended that educators development a stronger partnership with businesses to develop a career program that connect students with companies in the community.

Community Partners Workforce Planning Board, Employment and Training Service Providers, Adult Learning Centres, Community Futures Development Corporations, County/Municipal Economic Development Services, Small Business Enterprise Centres, etc. Community partners are the link between job seekers, business and education. It is important that they are involved in the strategies for workforce development. 1. I t is recommended that the Planning Board engage in a promotional program directed at education and employment partners to inform them about the existing and projected skills gaps and collaborate with these partners to provide support in assisting youth and job seekers in general to enhance their skills to meet the needs of the business community.


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2. It is recommended that employment services partner with schools to promote their summer employment and other youth services in the schools to students as they look for employment related to their field of study or career of interest.

3. It is recommended that employment services partner with schools to offer their expertise in job development and career coaching to guidance counsellors and Career Studies teachers.

4. It is recommended that Community Futures Development Corporations (CFDCs) engage youth to explore the opportunities for entrepreneurship.

5. It is recommended that Small Business Enterprise Centres (SBECs) and CFDCs promote their training opportunities to local businesses.

6. It is recommended that County and Municipal Economic Development departments work with employers to build a strong workforce attraction strategy to fill immediate skills gaps.

7. It is recommended that adult education services promote their computer and education upgrading programs to local businesses.

8. It is recommended that community partners offer employment readiness programs to youth through a variety of options that could include Junior Achievement and Job Readiness Program offered by Owen Sound YMCA Employment Services.

9. It is recommended that community partners develop a strategy to connect with expatriates to communicate business and careers opportunities in Huron County. The target audience could include youth who go off to post-secondary or employment.

10. It is recommended that community partners must work together to study rural transportation issues and opportunities to encourage strategies related to improving accessibility to and from the workplace from those with limited access to a vehicle.

11. It is recommended that community partners should use the findings from this study and others to develop a strategic plan for local recruitment and retention including promotion of the rural lifestyle and recreational amenities, and spousal support for dual income households new to the area.

Overall, it will take a unified approach among the three key stakeholder groups to ensure economic and workforce development success for Huron County.


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Table of Contents

Executive Summary and Recommendations 1.0 Introduction 2.0 Huron Labour Market Profile

1 10 12

Fact Sheet - Huron County High School Student Profile 3.0 Huron High School Student Survey

39 42

2.1 Introduction 2.1.1 Limitations 2.2 Huron County Population Profile 2.2.1 Population 2.2.2 Age and Gender Distribution 2.2.3 Ethnic Origin 2.2.4 Household and Personal Income 2.2.5 Education 2.2.6 Personal Income by Education 2.3 Huron County Labour Force Profile 2.3.1 Labour Force Participation 2.3.2 Employment Rate 2.3.3 Unemployment 2.3.4 Employment by Industrial Sector 2.3.5 Labour Force by Occupation 2.3.6 Personal Income by Industrial Sector 2.4 Summary

3.1 Introduction 3.2 Methodology 3.2.1 Survey Design 3.2.2 Population 3.2.3 Sampling Strategy 3.2.4 Survey Administration 3.3 Results 3.3.1 Response Rates 3.3.2 Respondent Profiles 3.3.3 Courses 3.3.4 Extra-Curricular Activities 3.3.5 Volunteer Activities 3.3.6 Paid Work 3.3.7 School Co-op Activities 3.3.8 Work at Home Activities 3.3.9 Overall Skills 3.3.10 Plans for Future Education 3.3.11 Plans for Future Career 3.3.12 Future Place of Work and Residence 3.4 Summary

TABLE OF CONTENTS THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

12 12 13 13 14 15 17 20 23 25 25 26 27 27 33 37 38 42 42 42 44 44 45 45 45 46 46 51 54 58 66 69 71 73 80 83 85

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Fact Sheet - Huron County Employee Experiences 4.0 Huron Employee Survey 4.1 Introduction 4.2 Methodology 4.2.1 Survey Design 4.2.2 Survey Process 4.2.3 Sampling Strategy 4.3 Survey Analysis 4.3.1 Response Rate 4.3.2 Respondent Profile 4.3.3 Labour Market Features 4.3.4 Community Characteristics 4.4 Employee Summary

Fact Sheet - Huron County Employer Experiences 5.0 Huron Employer Survey 5.1 Introduction 5.2 Methodology 5.2.1 Survey Design 5.2.2 Survey Process 5.3 Survey Analysis 5.3.1 Respondent Profile 5.3.2 Employees’ Status 5.3.3 Employees’ Skills Assessment 5.3.4 Current and Future Workforce 5.3.5 Training 5.4 Focus Group Results 5.5 Employer Summary 6.0 Summary of Findings List of Tables

TABLE OF CONTENTS THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

87 90

90 90 90 91 91 92 92 92 94 116 119

121 124

124 124 124 125 125 125 129 131 133 138 140 141

143 151

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1.0 Introduction

Bruce, Grey, Huron and Perth counties, like rural Ontario more generally, have experienced a changing labour market including youth out migration, centralization of services and jobs to urban centres and changes in the education system. Given the ever changing environment, the Four County Labour Market Planning Board, and its partners, recognize that current and comprehensive labour market information is critical in the development of a healthy and sustainable labour market. Decisions regarding labour market planning, programming and resource allocation are all based on the labour market information that helps to describe the overall context in which we work and live. As such, a study of the existing labour force and a forecast of future skill requirements by employers was completed to help identify labour pool gaps critical to the sustainability and growth of existing and future employers. This study is an update for the labour market skills gap studies that were completed in Bruce, Grey, Huron and Perth counties in 2005. Where possible the community and labour market profiles developed for the current study were compared to the previous studies.1 Data for this report were derived from five major sources: • Statistics Canada databases, including the 2006 (Census) and 2011 (NHS) • Three original surveys designed and administered to employees, employers and Grade 12 students in the Four County Region • Focus groups with employers and economic development stakeholders in the Four County Region

1 Individual reports were prepared for each county as part of the current study while blended reports were prepared for Bruce/Grey and Huron/Perth for the previous studies.

SECTION 1: INTRODUCTION THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

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The report consists of five major sections. Following this introduction, the Huron County community profile and labour market profile were developed using Statistics Canada data. These data were compared to Ontario and to Bruce, Grey and Perth counties. The information from these profiles provide a foundation for understanding the issues in the larger context of the region as a whole. The third section reports on the high school survey results. This survey was developed and administered to students in Grade 12 in both the public and Catholic school boards in Huron County. The information gathered from the high school students can provide some insight into future contributions made by the next generation of the labour pool. The fourth section highlights the findings of the employee survey that was developed to gather information on the current labour pool with respect to skills, education and training as well as job satisfaction and forecasts for future employment, mobility and training plans. Survey findings from the employers and industry specific representatives is the fifth section of the report. The employer survey was completed in four phases. The first phase involved telephone interviews with strategically important local employers while the second phase was an online survey of additional local businesses. The third phase involved interviews with health, education and agriculture sector representatives and the fourth phase involved focus groups with employers. A summary of all findings as well as recommendations on future directions suggested by these findings is found in the Executive Summary.

SECTION 1: INTRODUCTION THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

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2.0 Huron Labour Market Profile

2.1 Introduction The purpose of the profile is to provide background information on the general socio-economic conditions in Huron County. The profile compliments research into present and future skills gaps in the Four County Region: Bruce, Grey, Huron and Perth counties. Understanding the socio-economic context is essential for developing effective economic and human resource development strategies. The profile was compiled using data from the 2006 Statistics Canada Population Census and the 2011 Statistics Canada National Household Survey. To illustrate the various population and labour features of Grey County, tables and graphs have been prepared from the data. The profile features comparisons between the four counties and the Province of Ontario. In some cases comparisons have also been made to the previous study period.

2.1.1 Limitations The 2011 National Household Survey (NHS) was a voluntary survey, as opposed to the Census of Population long-form questionnaire used in previous databases for which response was mandatory. As a result there is an important difference in the response rates in 2011 compared to previous years. For the 2011 NHS estimates, the global non-response rate (GNR) is used as an indicator of data quality. This indicator combines complete non-response (household) and partial non-response (question) into a single rate. A smaller GNR indicates a lower risk of non-response bias and as a result, lower risk of inaccuracy. The threshold used for estimates› suppression is a GNR of 50% or more. The non-response rate for Canada and Ontario was 26% and 27% respectively.2 2 National Household Survey User Guide, 2011. Statistics Canada.

SECTION 2: HURON LABOUR MARKET PROFILE THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

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The non-response rate for Huron County in 2011 was 31.6%. Non-response bias is a concern because the characteristics of people who responded to the survey may be different from those who refused to participate. This averages that there are potential gaps in data from groups and communities that tend not to respond to voluntary surveys including new immigrants, low income families, residents in rural areas and others.

2.2 Huron County Population Profile 2.2.1 Population Huron County has a total land area of 3,400 square kilometres and a population density of 17.4 persons per square kilometre. A great proportion of Huron County population lives in rural areas with some in small urban centres, including the Town of Goderich. Between 2006 and 2011 the population of Huron County decreased by 0.4%. Huron County is often considered Ontario’s west coast, bounded by Lake Huron to the west. Bruce County is immediately to the north, Perth County to the east and both Middlesex and Lambton counties to the south. In the summer of 2011, an F3 tornado touched down in Goderich causing significant damage to the Town and Huron County, killing one and injuring 37 people. Table 1: Population of Huron County 2001

2006

2011

59,701

59,325

59,100

Percent Change 2006 to 2011 -0.4


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2.2.2 Age and Gender Distribution The distribution of age across the Huron County population is illustrated below. The population of the region varies between counties. In comparison to the Province of Ontario, the Four County Region has an older population. The median age in Ontario, in 2011, was 40.4 years. Each of the counties has a slightly higher proportion of females than males overall and a higher proportion of those 85 years and older than the province. Huron County has a median age of 45.1. Table 2: Age Distribution of Bruce, Grey, Huron and Perth County, and Ontario, 2011 Bruce

Grey

Huron

Perth

Ontario

Total Population

66,100

92,565

59,100

75,110

12,851,820

Median Age

47

47.3

45.1

41.2

40.4

Pop.

%

Pop.

%

Pop.

%

Pop.

%

Pop.

%

0-4

3,465

5.2

4,285

4.6

3,255

5.5

4,445

5.9

704,260

5.5

5-9

3,135

4.7

4,455

4.8

3,200

5.4

4,550

6.1

712,755

5.6

10-14

3,365

5.1

5,195

5.6

3,630

6.1

4,750

6.3

763,755

5.9

15-19

4,205

6.4

5,905

6.4

4,135

7.0

5,325

7.1

863,635

6.7

20-24

3,765

5.7

5,190

5.6

3,315

5.6

4,680

6.2

852,910

6.6

25-29

3,580

5.4

4,260

4.6

2,930

5.0

4,215

5.6

815,120

6.3

30-34

3,260

4.9

4,180

4.5

2,855

4.8

4,175

5.6

800,365

6.2

35-39

3,130

4.7

4,470

4.8

2,885

4.9

4,300

5.7

844,335

6.6

40-44

3,395

5.1

5,265

5.7

3,270

5.5

4,630

6.2

924,075

7.2

45-49

4,840

7.3

6,995

7.6

4,260

7.2

5,750

7.7 1,055,880

8.2

50-54

5,575

8.4

7,765

8.4

4,645

7.9

5,930

7.9 1,006,140

7.8

55-59

5,670

8.6

7,620

8.2

4,515

7.6

5,455

7.3

864,620

6.7

60-64

5,465

8.3

7,475

8.1

4,475

7.6

4,505

6.0

765,655

6.0

65-69

4,280

6.5

5,890

6.4

3,505

5.9

3,345

4.5

563,485

4.4

70-74

3,275

5.0

4,540

4.9

2,795

4.7

2,800

3.7

440,780

3.4

75-79

2,455

3.7

3,710

4.0

2,135

3.6

2,295

3.1

356,150

2.8

80-84

1,755

2.7

2,885

3.1

1,710

2.9

2,000

2.7

271,510

2.1

85+

1,490

2.3

2,495

2.7

1,580

2.7

1,975

2.6

246,400

1.9

When comparing the population for Huron County to that of the province (Figure 1), it is clear that the age distribution is different. The province has a greater proportion of children and youth than Huron County, with the exception of those aged 5-9 years and females 0-4. Huron County has a higher proportion of every age category over 55 years compared to Ontario.


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Figure 1: Population Chart, Ontario and Huron County NHS 2011

2.2.3 Ethnic Origin Table 3 shows the number and percentage of the thirty most commonly reported ethnic groups by population in Ontario. The greatest number of Huron residents reported their ethnic origin as English followed by Canadian and Scottish. These rankings are fairly consistent with the provincial profile. Canadian, English, Scottish, Irish and German ethnic origins account for almost 80% the total population base in Huron County. In comparison, these five ethnic origins account for 52.3% of the total population base in Ontario.


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Table 3: Population by Ethnic Origin for Bruce, Grey, Huron and Perth County, and Ontario, NHS 2011

Bruce #

Grey %

#

Huron %

#

Perth

%

#

Ontario %

#

%

Canadian

22,330

18.5

30,160

17.3

17,910

16.8

22,985

16.9

2,946,095

13.8

English

21,730

18.1

35,210

20.2

20,085

18.8

24,280

17.8

2,925,660

13.7

Scottish

18,730

15.6

29,195

16.8

16,945

15.9

19,000

13.9

2,080,545

9.7

Irish

16,025

13.3

25,090

14.4

15,370

14.4

16,895

12.4

2,069,110

9.7

5,420

4.5

7,195

4.1

5,095

4.8

5,970

4.4

1,362,320

6.4

16,545

13.7

20,135

11.6

13,535

12.7

22,070

16.2

1,154,550

5.4

1,205

1.0

1,650

1.0

845

0.8

1,560

1.1

883,990

4.1

Chinese

275

0.2

230

0.1

130

0.1

330

0.2

713,245

3.3

East Indian

280

0.2

265

0.2

80

0.1

355

0.3

678,465

3.2

Dutch

3,950

3.3

6,075

3.5

7,585

7.1

7,855

5.8

508,595

2.4

Polish

1,315

1.1

1,785

1.0

865

0.8

1,035

0.8

475,565

2.2

N. American Indian

2,480

2.1

2,060

1.2

900

0.8

1,055

0.8

345,870

1.6

Ukrainian

975

0.8

1,635

0.9

540

0.5

915

0.7

342,005

1.6

Filipino

165

0.1

95

0.1

60

0.1

150

0.1

295,700

1.4

Portuguese

335

0.3

360

0.2

150

0.1

345

0.3

295,030

1.4

French German Italian

Jamaican

55

0.1

120

0.1

35

0.0

80

0.1

218,065

1.0

1,070

0.9

2,015

1.2

1,025

1.0

1,390

1.0

192,650

0.9

Russian

270

0.2

465

0.3

200

0.2

740

0.5

186,940

0.9

Jewish

230

0.2

190

0.1

90

0.1

75

0.1

173,780

0.8

Spanish

190

0.2

395

0.2

295

0.3

345

0.3

164,650

0.8

Hungarian

560

0.5

740

0.4

395

0.4

355

0.3

148,960

0.7

60

0.1

135

0.1

55

0.1

140

0.1

140,970

0.7

980

0.8

1,035

0.6

525

0.5

715

0.5

136,500

0.6

0

0.0

15

0.0

0

0.0

0

0.0

112,465

0.5

Pakistani

55

0.1

55

0.0

0

0.0

0

0.0

109,295

0.5

Vietnamese

0

0.0

30

0.0

0

0.0

75

0.1

100,520

0.5

680

0.6

1,135

0.7

125

0.1

300

0.2

97,045

0.5

40

0.0

0

0.0

0

0.0

50

0.0

92,635

0.4

Romanian

120

0.1

300

0.2

115

0.1

290

0.2

85,115

0.4

Korean

100

0.1

115

0.1

0

0.0

145

0.1

82,640

0.4

4,250

3.5

6,100

3.5

3,910

3.7

6,800

5.0

2,267,600

10.6

100.0 173,985

100.0

106,865

100.0

136,300

100.0

21,386,575

100.0

Welsh

Greek American Sri Lankan

Métis Iranian

Other Total

120,420


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16

2.2.4 Household and Personal Income 2.2.4.1 Household Income

In Huron County the average household income was $71,916, an $8,905 increase from 2006, as shown in Table 4. The average household income for Ontario in 2011 was $85,772. Huron had the second highest increase in average household income between 2006 and 2011. Table 4: Average Household Income for Bruce, Grey Huron and Perth County, and Ontario, Census 2006 and NHS 2011 2011

2006

Change

Bruce

83,516

64,464

19,052

Grey

70,736

62,546

8,190

Huron

71,916

63,011

8,905

Perth

75,863

67,241

8,622

Ontario

85,772

77,967

7,805


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17

Part of the reason for the higher provincial average household income is the higher percentage of Ontario families in the larger income categories. As shown in Table 5, 30% of the Ontario households reported an income of $100,000 or higher, while in Huron County 21.2% reported a household income of $100,000 or higher. Slightly more than 10% of the Huron County population reported a household income less than $20,000. Table 5: Population by Household Income Categories in Bruce, Grey, Huron and Perth County, and Ontario, NHS 2011 Total Households

Bruce #

Grey %

#

Huron %

#

Perth %

#

Ontario %

#

%

27,410

100

38,040

100

23,640

100

29,400

100

4,886,655 100

Under $5,000

500

1.8

875

2.3

420

1.8

515

1.8

123,775

3

$5,000 to $9,999

335

1.2

395

1

165

0.7

240

0.8

78,005

2

$10,000 to $14,999

700

2.6

975

2.6

685

2.9

650

2.2

143,390

3

$15,000 to $19,999

1,055

3.8

1,765

4.6

1,200

5.1

1,060

3.6

211,140

4

$20,000 to $29,999

2,490

9.1

4,205 11.1

2,210

9.3

2,630

8.9

405,725

8

$30,000 to $39,999

2,835

10.3

3,925 10.3

2,975

12.6

3,235

11

425,410

9

$40,000 to $49,999

2,565

9.4

4,220 11.1

2,280

9.6

2,605

8.9

425,720

9

$50,000 to $59,999

2,010

7.3

3,655

9.6

2,420

10.2

2,955

10.1

398,705

8

$60,000 to $79,999

3,820

13.9

5,755 15.1

3,680

15.6

4,380

14.9

680,850

14

$80,000 to $99,999

2,915

10.6

4,295 11.3

2,605

11

3,890

13.2

552,660

11

$100,000 to $124,999

2,675

9.8

3,150

8.3

2,195

9.3

3,215

10.9

497,970

10

$125,000 to $149,999

1,740

6.3

2,045

5.4

1,245

5.3

1,625

5.5

331,460

7

$150,000 and over

3,775

13.8

2,780

7.3

1,555

6.6

2,410

8.2

611,840

13


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18

2.2.4.2 Personal Income

The analysis of personal income data in 2011 shows that Ontario as a whole reported a higher personal average income (male and female combined) compared to all counties in the Four County Region, with the exception of Bruce County. From Table 6, the average personal income was $33,932 in Huron County, $8,332 less than the Ontario average personal income. Huron County reported the lowest personal average income for the Four County Region. In 2011, Huron County males reported an average person income of $38,064, females reported $29,229. Table 6: Average Personal Income by Place of Residence, by Gender, NHS 2011 Bruce Grey Huron Perth Ontario

Total 42,279 34,314 33,932 35,731 42,264

Male 50,960 38,971 38,064 41,437 50,242

Female 31,824 29,159 29,229 29,542 34,716


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19

2.2.5 Education 2.2.5.1 Education Levels

Of the Huron County population 26.3% of 15 years and older have not completed high school compared to 18.7% for Ontario; 28.4% of the population reported a high school diploma as their highest level of education; 10.7% has received an apprentice or trade certificate; 22% has attended college; and 12.6% of Huron County population has attended university of which 6.9% has completed a bachelor’s degree and 3.6% has completed a graduate degree or higher. Huron County has the highest proportion of those who have not completed high school in the Four County Region. In general, a smaller proportion of people in Huron County have completed high school and gone on to complete higher levels of formal education compared to Ontario as a whole. However, a higher proportion of the Huron County population has completed an apprenticeship or trade program compared to the province. Table 7: Highest Education Level for Bruce, Grey, Huron and Perth County, NHS 2011 Bruce #

Grey

%

#

Huron %

#

Perth

%

#

Ontario

%

#

%

Population 15 years & over by highest education

54,855

100 76,335

100 47,815

100.0 59,820

Less than high school

11,620

21.2 17,105

22.4 12,585

26.3 15,535

26.0

1,954,520 18.7

High school graduate

14,455

26.4 22,325

29.3 13,570

28.4 17,875

29.9

2,801,805 26.8

11.3

10.4

10.7

Apprenticeship or Trade College, with or without degree or diploma

6,175

13,555

7,910

24.7 16,720

5,130

21.9 10,520

100 10,473,670

5,835

9.8

22.0 11,890

19.9

University, without degree

1,555

2.8

2,090

2.7

1,000

2.1

1,280

2.1

University, Bachelor’s degree

4,895

8.9

6,475

8.5

3,310

6.9

4,970

8.3

University, above Bachelor’s degree

2,600

4.7

3,715

4.9

1,700

3.6

2,445

4.1

100

771,140

7.4

2,070,875 19.8

427,150

4.1

1,515,075 14.5

933,100


8.9

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20

2.2.5.2 Major Field of Study for Men and Women

When compared with the Four County Region as a whole, the profile for women in Huron County reveal several general similarities. All four counties share the top three ranking fields of study. There was slight variation between the three least common fields of study for women in the Four County Region, though Mathematics; computer and information sciences was present in each county’s least common three. Table 8: Post-Secondary Field of Study for Females for Bruce, Grey, Huron and Perth County, NHS 2011 Bruce #

Grey %

#

Huron %

#

Perth %

#

%

Total population aged 15 years and over by major field of study

27,475

100.0

38,990

100.0

24,315

100.0

30,660

100.0

No postsecondary certificate; diploma or degree

13,205

48.1

19,795

50.8

12,905

53.1

17,045

55.6

1,800

6.6

2,660

6.8

1,430

5.9

1,640

5.4

Visual and performing arts; and communications technologies

380

1.4

770

2.0

260

1.1

475

1.6

Humanities

850

3.1

1,060

2.7

590

2.4

900

2.9

Social and behavioural sciences and law

1,630

5.9

2,200

5.6

1,405

5.8

1,675

5.5

Business; management and public administration

3,340

12.2

4,130

10.6

2,535

10.4

2,760

9.0

Physical and life sciences and technologies

335

1.2

390

1.0

200

0.8

250

0.8

Mathematics; computer and information sciences

225

0.8

290

0.7

175

0.7

310

1.0

Architecture; engineering; and related technologies

490

1.8

300

0.8

195

0.8

300

1.0

Agriculture; natural resources and conservation

380

1.4

355

0.9

330

1.4

315

1.0

Health and related fields

3,670

13.4

5,755

14.8

3,395

14.0

3,910

12.8

Personal; protective and transportation services

1,155

4.2

1,260

3.2

880

3.6

1,075

3.5

Other fields of study

0

0.0

25

0.1

15

0.1

0

0.0

Education

= Most Common

= Least Common


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21

When compared with the Four County Region as a whole, the profile for men in Huron County reveal several general similarities. All four counties have Business; management and public administration, and Architecture; engineering; and related technologies in their top three. Just like their female counterparts, all four counties have Mathematics; computer and information sciences in their least common three fields of study. Table 9: Post-Secondary Field of Study for Males for Bruce, Grey, Huron and Perth County, NHS 2011 Bruce #

Grey %

#

Huron %

#

Perth

%

#

%

Total population aged 15 years and over by major field of study

27,385

100 37,350

100.0 23,500

100.0 29,170

100.0

No postsecondary certificate; diploma or degree

12,870

47.0 19,630

52.6 13,250

56.4 16,365

56.1

Education

590

2.2

870

2.3

420

1.8

535

1.8

Visual and performing arts; and communications technologies

225

0.8

675

1.8

175

0.7

570

2.0

Humanities

325

1.2

690

1.9

370

1.6

510

1.8


450

1.6

1,000

2.7

370

1.6

470

1.6

1,300

4.8

2,305

6.2

1,045

4.5

1,480

5.1


615

2.3

320

0.9

215

0.9

220

0.8

Mathematics; computer and information sciences

360

1.3

415

1.1

225

1.0

365

1.3

8,170

29.8

7,910

21.2

4,960

21.1

5,795

19.9

Agriculture; natural resources and conservation

910

3.3

1,075

2.9

1,190

5.1

1,115

3.8

Health and related fields

535

2.0

995

2.7

580

2.5

755

2.6

Personal; protective and transportation services

1,035

3.7

1,460

3.9

700

3.0

990

3.4

0

0.0

0

0.0

0

0.0

0

0.0

Business; management and public administration

Architecture; engineering; and related technologies

Other fields of study

= Most Common

= Least Common


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22

2.2.6 Personal Income by Education The personal income by education for both males and females was reviewed to get a sense of the differences that exist between education levels. Place of work data was examined to better understand the differences associated with the jobs that are located in Huron County. As discussed above, males have an overall higher income than females, except for those who have completed a university degree. For males in Huron County, the average income was $40,347 though this varied significantly depending on education. For males that completed university, their average income was $58,282 which is about $34,000 more than a male who did not complete high school. Males who have completed a trade have a slightly higher average employment income than college graduates ($49,149 vs. $47,728). Table 10: Personal Income by Place of Work for Huron County, by Education for Males, NHS 20113 Population Less than High 15 years high school and older school graduate

Apprenticeship or trade

University, University College without or above degree

Total number of males

13,375

3,110

4,050

1,720

2,645

320

1,530

Number with employment income

12,595

2,815

3,835

1,600

2,530

310

1,500

Median employment income

$34,793

$17,370

$32,613

$45,929

$42,808

$52,639

$53,715

Average employment income

$40,347

$24,086

$35,945

$49,149

$47,728

$50,174

$58,282

Number with wages and salaries

10,755

2,180

3,505

1,330

2,225

270

1,245

Median wages and salaries

$39,772

$19,992

$34,873

$49,451

$44,995

$53,885

$61,965

Average wages and salaries

$42,839

$26,470

$37,101

$51,738

$50,123

$56,084

$62,291

3 Total income refers to total wages and salaries and net income from self-employment. Wages and salaries refers to gross wages and salaries before deductions for such items as income tax, pensions and Employment Insurance. Included in this source are military pay and allowances, tips, commissions and cash bonuses, benefits from wage-loss replacement plans or income-maintenance insurance plans, supplementary unemployment benefits from an employer or union as well as all types of casual earnings during calendar year 2010. Other employment income such as taxable benefits, research grants and royalties are included.


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23

For females in Huron County, the average income was $31,841, almost $10,000 less than their male counterparts. Again the average employment income depended on education, those with a higher education made a higher income. For females that completed university, their average income was $65,376 which is about $50,000 more than a female who did not complete high school. Female college graduates have a higher average employment income than apprenticeship or trades graduates ($31,857 vs. $24,001). The average personal income for male university graduates is approximately $7,000 lower than female university graduates. Table 11: Personal Income by Place of Work for Huron County, by Education for Females, NHS 2011 Population Less than High 15 years high school and older school graduate

Apprenticeship or trade

College

University, without degree

University or above

Total number of females

13,315

2,260

3,820

895

3,990

275

2,070

Number with employment income

12,465

2,070

3,475

825

3,815

265

2,010


$24,079

$9,695

$18,274

$22,561

$29,164

$28,064

$46,788


$31,841

$14,460

$24,481

$24,001

$31,857

$33,416

$65,376

Number with wages and salaries

11,225

1,820

3,140

695

3,475

225

1,865


$26,034

$9,677

$19,068

$24,886

$31,116

$28,138

$47,869


$30,060

$14,933

$24,069

$26,885

$33,431

$36,254

$49,063


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24

2.3 Huron County Labour Force Profile 2.3.1 Labour Force Participation The overall labour force participation rate4 in Huron County is slightly higher than the participation rate for Ontario. As shown in the table below, the participation rate for Ontario in 2011 was 65.5%, the Huron County labour force participation rate fell from 67.5% in 2006 to 65.9% in 2011. From the tables below, the labour force participation rate was 71.4% for men and 60.6% for women in 2011 for Huron County. Table 12: Employment Participation Rate for all ages 15 and over for Bruce, Grey, Huron and Perth County, and Ontario, Census 2006 and NHS 2011 Bruce Year Participation Rate

Grey

Huron

Perth

Ontario

2011

2006

2011

2006

2011

2006

2011

2006

2011

2006

62

64

63

64.6

65.9

67.5

71

72.1

65.5

67.1

Table 13: Employment Participation Rate for Males ages 15 and over for Bruce, Grey, Huron and Perth County, and Ontario, Census 2006 and NHS 2011 Bruce

Grey

Huron

Perth

Ontario

Year

2011

2006

2011

2006

2011

2006

2011

2006

2011

2006

Participation Rate

67.1

69.9

67.5

69.8

71.4

74.3

76.2

78.1

69.9

72.5

Table 14: Employment Participation Rate for Females ages 15 and over for Bruce, Grey, Huron and Perth County, and Ontario, Census 2006 and NHS 2011 Bruce

Grey

Huron

Perth

Ontario

Year

2011

2006

2011

2006

2011

2006

2011

2006

2011

2006

Participation Rate

56.9

58.3

58.6

59.6

60.6

60.9

66

66.4

61.4

62.1

4 The Labour Force Participation Rate is the percentage of total population who are employed or looking for work.


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25

2.3.2 Employment Rate Huron County has the second highest employment rate5 for the Four County Region, just slightly higher than Ontario. Huron County’s employment rate dropped between 2006 and 2011 from 64.5% to 62.2%. The decrease in employment rate between the two periods is common across the Four County Region. In 2011, in Huron County, the employment rate for men was 66.9% and 57.6% for women, compared to Ontario’s 64.2% and 56.3 for men and women, respectively. Table 15: Employment Rate for age 15 and over, for Bruce, Grey, Huron and Perth County, Census 2006 and NHS 2011 Year Employment Rate

Bruce 2011 2006

Grey 2011 2006

Huron 2011 2006

Perth 2011 2006

Ontario 2011 2006

57.9

58.3

62.2

67.1

60.1

60.6

61.2

64.5

69.5

62.8

Table 16: Employment Rate for Males age 15 and over, for Bruce, Grey, Huron and Perth County, Census 2006 and NHS 2011 Bruce

Grey

Huron

Perth

Ontario

Year

2011

2006

2011

2006

2011

2006

2011

2006

2011

2006

Employment Rate

62.9

66.4

62.3

66.0

66.9

71.5

72.2

75.6

64.2

68.1

Table 17: Employment Rate for Females age 15 and over, for Bruce, Grey, Huron and Perth County, Census 2006 and NHS 2011 Bruce Year Employment Rate

Grey

Huron

Perth

Ontario

2011

2006

2011

2006

2011

2006

2011

2006

2011

2006

53

55.0

54.5

56.6

57.6

57.7

62.2

63.7

56.3

57.8

5 The Employment Rate is the percentage of the total population who are actually employed.


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26

2.3.3 Unemployment As shown in the tables below, the unemployment rate6 in 2011 for Huron County is second lowest among the Four County Region, and lower in comparison to Ontario. Between 2006 and 2011, the Huron County unemployment rate increased from 4.4% to 5.7%. In 2011, the unemployment rate for men in Huron County was 6.2% and 5.1% for women. Table 18: Unemployment Rate for age 15 and over for Bruce, Grey, Huron and Perth, Census 2006 and NHS 2011 Year Unemployment Rate

Bruce 2011 2006 6.5

5.3

Grey 2011 2006 7.4

5.2

Huron 2011 2006 5.7

4.4

Perth 2011 2006 5.5

3.7

Ontario 2011 2006 8.3

6.4

Table 19: Unemployment Rate for Males age 15 and over for Bruce, Grey, Huron and Perth, Census 2006 and NHS 2011 Year Unemployment Rate

Bruce 2011 2006 6.3

5.0

Grey 2011 2006 7.7

5.5

Huron 2011 2006 6.2

3.7

Perth 2011 2006 5.3

3.2

Ontario 2011 2006 8.3

6.0

Table 20: Unemployment Rate for Females age 15 and over for Bruce, Grey, Huron and Perth, Census 2006 and NHS 2011 Year Unemployment Rate

Bruce 2011 2006 6.8

5.6

Grey 2011 2006 7.0

4.9

Huron 2011 2006 5.1

5.2

Perth 2011 2006 5.8

4.2

Ontario 2011 2006 8.3

6.8

2.3.4 Employment by Industrial Sector The North American Industry Classification System (NAICS) is an industry classification system developed by the statistical agencies of Canada, the United States and Mexico. The classification system was created against the background of the North American Free Trade Agreement and was designed to provide common definitions of the industrial structure of the three countries and a common statistical framework to facilitate analysis of the three economies. The NAICS classification system replaces the Standard Industrial Classification System which was used by Statistics Canada prior to the 2001 Census. The NAICS organizes Canadian industries into distinguishable categories or classifications. At the greatest level of aggregation these industries are divided into 20 separate categories and are presented in Table 21. Huron had a fairly similar distribution of employment by industrial sector compared to Ontario. The top three sectors in Ontario in 2011 in terms of jobs were Retail Trade (10.9%), Manufacturing (10.2%), and Health Care and Social Assistance (10.1%). The Agricultural sector only accounted for 1.5% of the jobs in Ontario. Table 21 highlights the top three in Huron. 6 The Unemployment Rate is the percentage of the population not employed and looking for work.


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27

Table 21: Population by Industrial Sector for all age 15 and over, NHS 2011 NAICS Industrial Sector Total

Bruce Jobs

Grey

%

Jobs

Huron %

Jobs

Perth

%

Jobs

33,550

100

47,270

100

30,975

100

2,620

7.7

3,270

7

4,230

13.4

3,765

265

0.8

245

1

445

1.4

Utilities

5,185

15.3

655

1

550

Construction

2,855

8.4

4,455

9

Manufacturing

2,470

7.3

5,410

940

2.8

Retail trade

3,715

Transportation and warehousing

Ontario %

%

6,680,255

100

8.9

101,280

1.5

105

0.3

29,985

0.4

1.7

190

0.5

57,035

0.8

2,930

9.3

3,115

7.3

417,900

6.1

11

3,705

11.8

7,395

17.4

697,565

10.2

1,290

3

1,280

4.1

1,965

4.6

305,030

4.4

10.9

5,265

11

2,900

9.2

4,500

10.6

751,200

10.9

1,150

3.4

1,605

3

1,415

4.5

1,945

4.6

307,405

4.5

Information and cultural industries

350

1.0

575

1

335

1.1

520

1.2

178,720

2.6

Finance and insurance

780

2.3

1,365

3

745

2.4

1,590

3.7

364,415

5.3

Real estate and rental and leasing

310

0.9

930

2

435

1.4

445

1.1

133,980

2.0

Professional; scientific and technical services

1,510

4.4

2,180

5

980

3.1

1,415

3.3

511,020

7.4

0

0.0

0

0

0

0.0

40

0.1

6,525

0.1

760

2.2

1,915

4

1,060

3.4

1,290

3.0

309,630

4.5

Educational services

1,770

5.2

2,880

6

1,675

5.3

2,050

4.8

499,690

7.3

Health care and social assistance

3,200

9.4

6,250

13

3,490

11.1

4,845

11.4

692,130

10.1

650

1.9

1,200

3

400

1.3

1,040

2.5

144,065

2.1

Accommodation and food services

2,345

6.9

3,100

6

1,855

5.9

2,510

5.9

417,675

6.1

Other services (except public administration)

1,315

3.9

2,075

4

1,360

4.3

1,710

4.0

296,340

4.3

Public administration

1,360

4.0

2,605

5

1,185

3.8

1,440

3.4

458,665

6.7

Agriculture; forestry; fishing and hunting Mining; quarrying; and oil and gas extraction

Wholesale trade

Management of companies and enterprises Administrative and support; waste management and remediation services

Arts; entertainment and recreation

41,875 100.0

Jobs

= Top Three Industrial Sectors in Huron


|

28

For men in Huron County, the top three industries were Agriculture (19.8%), Manufacturing (16.4%) and Construction (15.4%). Table 22: Population by Industrial Sector for Males age 15 and over, NHS 2011 NAICS Industrial Sector Total Agriculture; forestry; fishing and hunting

Bruce #

Grey

%

18,365 100.0

#

Huron %

#

Perth

%

25,220 100.0 16,770

100

#

Ontario %

22,230 100.0

#

%

3,542,030 100.0

1,910

10.4

2,170

8.6

2,965

17.7

2,485

11.2

66,485

1.9

250

1.4

230

0.9

395

2.4

95

0.4

25,650

0.7

Utilities

3,980

21.7

595

2.4

495

3.0

100

0.5

42,685

1.2

Construction

2,510

13.7

3,905

15.5

2,585

15.4

2,820

12.7

369,300

10.4

Manufacturing

1,840

10.0

3,715

14.7

2,750

16.4

5,190

23.4

493,305

13.9

710

3.9

1,005

4.0

935

5.6

1,435

6.5

197,770

5.6

1,390

7.6

2,250

8.9

1,160

6.9

2,010

9.0

344,480

9.7


835

4.6

1,165

4.6

975

5.8

1,465

6.6

225,245

6.4


155

0.8

300

1.2

160

1.0

240

1.1

98,835

2.8


185

1.0

535

2.1

210

1.3

440

2.0

153,125

4.3


115

0.6

495

2.0

255

1.5

165

0.7

72,835

2.1


760

4.1

1,040

4.1

430

2.6

655

3.0

281,420

8.0

0

0.0

0

0.0

0

0.0

35

0.2

3,540

0.1

Administrative and support; waste management and remediation services

385

2.1

1,065

4.2

630

3.8

580

2.6

172,475

4.9


450

2.5

945

3.8

370

2.2

575

2.6

162,765

4.6


255

1.4

900

3.6

320

1.9

680

3.1

120,165

3.4


280

1.5

620

2.5

130

0.8

470

2.1

75,035

2.1


830

4.5

1,195

4.7

460

2.7

970

4.4

177,240

5.0


635

3.5

1,110

4.4

690

4.1

715

3.2

133,795

3.8


680

3.7

1,600

6.3

535

3.2

815

3.7

236,655

6.7

Mining; quarrying; and oil and gas extraction

Wholesale trade Retail trade

Management of companies and enterprises

= Top Three Industries in Huron - Males


|

29

For women in Huron County the top three industries were Health Care and Social Assistance (21.5%), Retail Trade (11.8%) and Accommodation and food services (9.5%). The top industries vary slightly in comparison to the province, particularly in reference to agriculture. Table 23: Population by Industrial Sector for Females age 15 and over, NHS 2011 NAICS Industrial Sector Total Agriculture; forestry; fishing and hunting

Bruce #

Grey

%

15,625

#

Huron %

100.0 22,860 100.0

#

Perth

%

14,755 100.0

Ontario

#

%

#

%

20,225

100.0

3,322,960

100.0

715

4.6

1,100

4.8

1,265

8.6

1,285

6.4

34,800

1.1

0

0.0

0

0.0

50

0.3

0

0.0

4,340

0.1

1,205

7.7

60

0.3

60

0.4

85

0.4

14,350

0.4

Construction

345

2.2

550

2.4

340

2.3

295

1.5

48,595

1.5

Manufacturing

630

4.0

1,690

7.4

955

6.5

2,200

10.9

204,260

6.2

Wholesale trade

235

1.5

285

1.3

340

2.3

530

2.6

107,260

3.2

Mining; quarrying; and oil and gas extraction Utilities

Retail trade

2,325

14.9

3,015

13.2

1,745

11.8

2,485

12.3

406,720

12.2


315

2.0

440

1.9

440

3.0

485

2.4

82,160

2.5


200

1.3

275

1.2

175

1.2

285

1.4

79,885

2.4


585

3.7

830

3.6

530

3.6

1,150

5.7

211,290

6.4


195

1.3

440

1.9

180

1.2

280

1.4

61,145

1.8


750

4.8

1,135

5.0

550

3.7

755

3.7

229,600

6.9

0

0.0

0

0.0

0

0.0

0

0.0

2,990

0.1


375

2.4

845

3.7

435

3.0

705

3.5

137,155

4.1


1,320

8.5

1,935

8.5

1,300

8.8

1,480

7.3

336,925

10.1


2,945

18.9

5,355

23.4

3,170

21.5

4,165

20.6

571,965

17.2

370

2.4

590

2.6

275

1.9

570

2.8

69,030

2.1

1,515

9.7

1,910

8.4

1,395

9.5

1,545

7.6

240,430

7.2


680

4.4

965

4.2

665

4.5

995

4.9

162,550

4.9


680

4.4

1,005

4.4

650

4.4

625

3.1

222,015

6.7


Arts; entertainment and recreation Accommodation and food services

= Top Three Industries in Huron - Females


|

30

The employment data provided above reflects employment in jobs that are located within Huron County as well as jobs that residents of Huron County commute to outside the county. Table 24 presents the employment by industry based only on those jobs located within Huron County (place of work in Huron County) and provides a more refined profile of the workforce employed in the county. The place of work profile highlights the importance of the agricultural sector in the county economy. Table 24: Population by Place of Work by Industrial Sector for all age 15 and over, NHS 2011 NAICS Industrial Sector

Bruce

Grey %

#

%

42,530

100

26,685

100

41,825

100

7.9

3,200

7.5

4,055

15.2

3,825

9.1

310

0.9

130

0.3

460

1.7

80

0.2

Utilities

6,785

20.4

140

Construction

2,175

6.5

1,770

0.3

100

0.4

135

0.3

4.2

1,530

5.7

1,885

4.5

Manufacturing

1,705

5.1

5,125 12.1

2,980

11.2

870

2.6

1,045

2.5

1,010

3.8

3,545

10.6

5,700 13.4

3,030

11.4


625

1.9

1,120

2.6

1,080

4.0

1,500

3.6


275

0.8

530

1.2

245

0.9

550

1.3


755

2.3

1,210

2.8

715

2.7

1,540

3.7


340

1.0

835

2.0

350

1.3

470

1.1

1,575

4.7

1,850

4.3

780

2.9

1,325

3.2

0

0.0

0

0.0

0

0.0

55

0.1

625

1.9

1,275

3.0

670

2.5

1,170

2.8


1,805

5.4

2,500

5.9

1,550

5.8

1,815

4.3


3,015

9.0

5,900 13.9

3,385

12.7


695

2.1

1,785

4.2

520

1.9

1,155

2.8


2,795

8.4

4,250 10.0

2,000

7.5

3,065

7.3


1,320

4.0

1,895

4.5

1,270

4.8

1,500

3.6


1,485

4.5

2,240

5.3

935

3.5

1,405

3.4

Agriculture; forestry; fishing and hunting Mining; quarrying; and oil and gas extraction

Wholesale trade Retail trade

Professional; scientific and technical services Management of companies and enterprises Administrative and support; waste management, remediation services

%

33,330

100

2,635

#

Perth #

Total

#

Huron %

8,885 21.2 1,905

4.6

4,580 11.0

4,985 11.9

= Top Three Employment Sectors in Huron


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31

Location Quotient A further assessment of industrial specialization in Huron County can be obtained using the Location Quotient. Economic analysts have found the Location Quotient (LQ) to be a useful tool in determining which sectors of the economy are more specialized than others (Bendavid-Val, 1991, p.73). The term ‘specialized’ in this instance refers to the relative size or presence of an industrial activity. The LQ is essentially a ratio of ratios. In assessing sector specialization, the regional share of a particular sector is compared to the provincial share in the sector. Using the Agriculture sector in Huron County as an example, the LQ formula for 2011 appears as follows: LQ = number of agriculture jobs in Huron ÷ number of agriculture jobs in Ontario total number of jobs in Huron ÷ total number of jobs in Ontario

LQ = (4,055 ÷ 47,270) ÷ (26,685 ÷ 6,680,255) = 9.0

For the purpose of interpreting the LQ, the LQ has a base value of one. An LQ of one suggests that the county and the province are specialized to an equal degree in the chosen sector. If the LQ for the county is greater than one, it indicates that the county has a higher degree of specialization in the sector than the province. An LQ of less than one indicates that the sector is less specialized in the county than it is for the province. Table 25 presents the LQs for Bruce, Grey, Huron and Perth counties. Based on 2011 LQ calculations, the economy of Huron County is specialized in several sectors, particularly Agriculture as well as Mining; quarrying; oil and gas extraction and Utilities.


|

32

Table 25: Location Quotient for Bruce, Grey, Huron and Perth Counties, NHS 2011 NAICS Industrial Sector

Bruce

Grey

Huron

Perth

Agriculture; forestry; fishing and hunting

5.2

4.6

5.9

9.0

Mining; quarrying; and oil and gas extraction

1.8

1.2

0.6

3.2

18.1

1.6

0.5

2.1

Construction

1.4

1.5

1.2

1.5

Manufacturing

0.7

1.1

1.7

1.1

Wholesale trade

0.6

0.6

1.0

0.9

Retail trade

1.0

1.0

1.0

0.8


0.7

0.7

1.0

1.0


0.4

0.5

0.5

0.4


0.4

0.5

0.7

0.4


0.5

1.0

0.5

0.7


0.6

0.6

0.4

0.4


0.0

0.0

1.0

0.0


0.5

0.9

0.7

0.7


0.7

0.8

0.7

0.7


0.9

1.3

1.1

1.1


0.9

1.2

1.2

0.6


1.1

1.0

1.0

1.0


0.9

1.0

0.9

1.0


0.6

0.8

0.5

0.6

Utilities

2.3.5 Labour Force by Occupation As defined by Statistics Canada, an “occupation” refers to the kind of work performed by persons during the week of Sunday, May 1 to Saturday, May 7, 2011, as determined by their kind of work and the description of the main activities in their job. The following analysis focuses on the 10 broad occupational categories that are formed on the basis of education, training or skill level required to enter the job, as well as the kind of work performed, as determined by the tasks, duties and responsibilities of the occupation. The top 4 occupational categories for Ontario in 2011 were Sales and service at 23.2%; Business, finance and administration (17%); Trades, transport and equipment operators and related occupations (13%); and, Occupations in education, law and social, community and government services (12%).


|

33

Table 26 shows the top three occupational categories in the Huron County labour force in 2011. Table 26: Labour Force in Bruce, Grey, Huron and Perth County, and Ontario by Occupation, NHS 2011 All Occupations

Bruce

Grey

Huron

Perth

#

%

#

%

#

%

#

33,560

100

47,300

100

30,995

100

41,875

Ontario %

#

%

100 6,680,250

100

Management occupations

4,670 13.9

5,895 12.5

4,420 14.3

5,130

12.3

770,580

11.5

Business, finance and administration occupations

4,195 12.5

6,150

13

3,760 12.1

5,600

13.4 1,138,330

17

Natural and applied sciences and related occupations

1,765

5.3

1,755

3.7

875

2.8

1,525

3.6

494,500

7.4

Health occupations

1,915

5.7

3,570

7.5

2,050

6.6

2,805

6.7

392,695

5.9

Occupations in education, law and social, community and government services

3,000

8.9

4,705

9.9

2,945

9.5

3,560

8.5

801,465

12

Occupations in art, culture, recreation and sport

650

1.9

1,115

2.4

480

1.5

1,075

2.6

206,420

3.1

5,880

19

8,840

21.1 1,550,260

23.2

Sales and service occupations

7,220 21.5

10,565 22.3

Trades, transport and equipment operators and related occupations

5,740 17.1

8,700 18.4

6,145 19.8

7,620

18.2

868,515

13

Natural resources, agriculture and related production occupations

1,355

4

1,840

3.9

2,135

6.9

1,660

4

106,810

1.6

Occupations in manufacturing and utilities

3,060

9.1

3,005

6.4

2,310

7.5

4,065

9.7

350,685

5.2

= Top Three Occupational Categories in Huron The Huron County labour force by occupation profile is fairly comparable to the Four County Region as a whole. All four counties had both Sales and service and Trades, transport and equipment operators and related occupations in their top three ranked occupations. The trades and equipment operators in Huron are likely due to the number of farm and Agricultural occupations.


|

34

2.3.5.1 Male Labour Force by Occupation

Like Huron, the top occupation for males in Ontario in 2011 was Trades, transport and equipment operators, though with a smaller proportion of the population at 23.5%. The remaining leading occupations at the provincial level were Sales and service (19.5%); and Management (13.7%). The Huron County male labour force by occupation profile is very comparable to the Four County Region as a whole. All four counties had Trades, transport and equipment operators, Sales and service and Management in their top three ranked occupations. Table 27 highlights the top three occupations for males in Huron County in 2011. Table 27: Male Labour Force in Bruce, Grey, Huron and Perth County, and Ontario by Occupation, NHS 2011 Bruce

Grey

#

100

16,450

100

21,940

100

3,895

15.7

2,900

17.6

3,245

14.8

474,655 13.7

5.1

1,510

6.1

945

5.7

1,635

7.5

352,505 10.2

1,405

7.7

1,370

5.5

635

3.9

1,190

5.4

384,345 11.1

Health occupations

340

1.9

455

1.8

195

1.2

450

2.1

78,330

2.3


805

4.4

1,590

6.4

720

4.4

985

4.5

264,570

7.7


210

1.2

515

2.1

175

1.1

510

2.3

96,055

2.8


2,690

14.8

4,135

16.6

1,850

11.2

3,190

14.5

673,880 19.5


5,455

30

8,150

32.8

5,755

35

7,135

32.5

812,280 23.5


1,060

5.8

1,225

4.9

1,590

9.7

1,075

4.9

82,610

2.4


2,355

13

2,010

8.1

1,680

10.2

2,515

11.5

233,565

6.8

Business, finance and administration occupations Natural and applied sciences and related occupations

#

18,165

100

24,850

2,910

16

935

%

Ontario

%


%

Perth

#

All Occupations

#

Huron

%

#

%

3,452,795

100

= Top Three Occupational Categories in Huron - Males


|

35

2.3.5.2 Female Labour Force by Occupation

Like Huron, the top occupation for females in Ontario in 2011 was sales and service with 27.2% of the occupations reported by women in 2011. The remaining leading occupations at the provincial level were: • Business, finance and administration (24.3%) • Education, law and social, community and government services (16.6%) The Huron County female labour force by occupation profile is very comparable to the Four County Region as a whole. All four counties had Sales and service, Business, finance and administration and Education, law and social, community and government services in their top three ranked occupations. Table 28 highlights the top three occupations for females in Huron County in 2011. Table 28: Female Labour Force in Bruce, Grey, Huron and Perth County and Ontario by Occupation, NHS 2011 All Occupations

Bruce #

Grey

%

15,400

#

Huron %

#

%

100 22,445

100 14,545

Perth #

100 19,940

Ontario %

#

%

100

3,227,450

100


1,760

11.4

1,995

8.9

1,525 10.5

1,890

9.5

295,920

9.2

Business, finance and administration occupations

3,255

21.1

4,640

20.7

2,810 19.3

3,960

19.9

785,825

24.3

365

2.4

390

1.7

1.6

335

1.7

110,150

3.4

Health occupations

1,575

10.2

3,120

13.9

1,855 12.8

2,350

11.8

314,370

9.7


2,200

14.3

3,115

13.9

2,225 15.3

2,580

12.9

536,895

16.6


440

2.9

600

2.7

2.1

570

2.9

110,370

3.4

4,525

29.4

6,425

28.6

4,030 27.7

5,645

28.3

876,380

27.2


285

1.9

555

2.5

395

2.7

485

2.4

56,230

1.7


295

1.9

615

2.7

540

3.7

585

2.9

24,200

0.7


705

4.6

990

4.4

63

0.4

1,550

7.8

117,115

3.6

Natural and applied sciences and related occupations


235

300

= Top Three Occupational Categories in Huron - Females


|

36

2.3.6 Personal Income by Industrial Sector An individual’s income can vary significantly depending upon which industry he or she is employed. In Huron County, the highest average employment income by place of work (jobs located in Huron County) was for those in the mining, quarrying, and oil and gas extraction sector with an average income of $71,754. The next closest industry was utilities with $67,810 and public administration with $50,204 on average per year. The lowest paying industries on average for those working in Huron County are accommodation and food services ($11,469), arts, entertainment and recreation ($14,404), and administrative and support, waste management and remediation services ($22,609) Table 29: Personal Income by Place of Work, by Industry, NHS 2011 Total Employment

With employment income



With wages and salaries



26,685

25,060

$28,375

$36,116

21,985

$30,702

$36,314

Agriculture, forestry, fishing and hunting

4,055

3,690

$19,979

$26,239

2,335

$22,394

$26,911

Mining, quarrying, and oil and gas extraction

460

440

$73,669

$71,754

435

$73,649

$71,818

All industries

100

95

$76,996

$67,810

95

$76,996

$68,124

Construction

1,530

1,420

$31,356

$38,080

1,190

$34,355

$39,794

Manufacturing

2,980

2,885

$42,137

$45,653

2,805

$42,350

$46,598

Wholesale trade

1,010

950

$40,563

$44,387

915

$41,694

$46,341

Retail trade

3,030

2,880

$16,586

$25,159

2,600

$17,202

$26,418


1,080

1,005

$38,541

$39,038

975

$40,089

$39,516


245

240

$29,249

$39,621

235

$31,377

$39,601


715

700

$39,036

$47,146

655

$39,757

$47,698


350

320

$17,995

$23,886

245

$15,035

$24,015

Professional, scientific and technical services

780

735

$32,401

$38,631

555

$37,199

$44,271


0

0

$0

$0

0

$0

$0

Administrative and support, waste management and remediation services

670

605

$17,112

$22,609

535

$17,089

$22,647


1,550

1,505

$44,841

$49,917

1,450

$49,444

$50,846


3,385

3,245

$35,622

$49,729

2,970

$35,746

$39,336

520

500

$9,237

$14,404

450

$9,971

$14,805


2,000

1,890

$8,512

$11,469

1,840

$8,511

$11,411


1,270

1,130

$24,917

$27,288

880

$29,443

$30,700


935

800

$45,207

$50,204

795

$45,425

$50,304

Utilities

Arts, entertainment and recreation


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37

2.4 Summary The purpose of the profile is to provide background information on the general socio-economic status in Huron County. The profile compliments research into present and future skills gaps in the Four County Region. The profile was compiled using data from the 2006 Statistics Canada Population Census and the 2011 Statistics Canada National Household Survey. Between 2006 and 2011, Huron County experienced a slight decrease of -0.4%. In comparison to the Province of Ontario, Huron has an older population with a median age of 45.1. There is a higher proportion of females than males in Huron County. The top three ethnic backgrounds of Huron County residents in 2011 was English, Canadian and Scottish. The average household income in 2011 was $71,916, an increase from 2005. Huron County had the second lowest average household income of the Four County Region. The average personal income was $33,932, the lowest in the Four County Region. In general, a smaller proportion of people from Huron County have finished high school and have gone on to complete any post-secondary education than the Ontario population as a whole. In Huron County 28.4% of the population have reported high school as their highest level of completed education. Just over 10% of the Huron population has received an apprentice or trade certificate, higher than the Ontario proportion. The top three fields of study for women included: Health professions and related fields; Business; management and public administration; and, Education. For men the top three fields of study for men were: Architecture; engineering; and related technologies; Agriculture; and, Business; management and public administration. The employment participation rate in Huron County fell from 67.9% in 2006 to 65.9% in 2011. While the unemployment rate increased from 4.5% to 5.7% over the same period. The top industries reported by Huron County residents were: Agriculture; Manufacturing; Health Care and Social Assistance; and, Construction, very similar observations compared to the previous labour market studies. The leading occupations for males in Huron County in 2011 include Trades, transportation and equipment operations and related occupations; Sales and services; and, Management occupations. The leading occupations for females from Huron County in 2011 include Sales and service; Business, finance and administration; and, Occupations in education, law and social, community and government services.


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Fact Sheet - Huron County High School Student Profile This fact sheet focuses on the key findings gathered from the 366 Grade 12 students attending high school in Huron County. Where possible comparisons to the study completed in 2005 were made. Huron County had 166 male respondents (45.4%) and 200 female respondents (54.6%), the large majority of respondents were 17 years old.

0

20

40

60

80

100

SECTION 3: HURON HIGH SCHOOL STUDENT SURVEY THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

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39

100 80 60 40 20 0

0

50

100

150

200


|

40

0

10

20

30

40

50

60


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3.0 Huron High School Student Survey

3.1 Introduction The economic viability and growth of communities is dependent on a successful match between employers offering quality job opportunities and a skilled workforce that is able to respond to the corresponding labour requirements. Achieving this balance is consistently challenged in rural regions of Ontario where there is often a concern that a rural community will lose its population, particularly the youth population, to regions that are able to offer more choice in employment and higher salaries. An inventory of the available skills within the local labour pool is an invaluable tool for strategic planning and economic development as identified shortcomings can be addressed through relevant training initiatives and recognized strengths can be used to attract new employers. With a view towards sustainability it is critical to incorporate the youth of the region into the study. The Grade 12 students were surveyed to identify the current skill level of the youth, their expectations regarding skill improvement through education as well as future employment.

3.2 Methodology 3.2.1 Survey Design The questionnaire used for the High School student survey was originally developed by Harry Cummings and colleagues for two similar projects in the counties of Bruce and Grey and the counties of Huron and Perth in Southern Ontario (Bruce Grey Huron Perth Georgian Triangle Training Board (BGHPGTTB), 2005). The original survey tool was found to be a useful tool for gathering pertinent data on high school students and it was adopted for the 2013 study to allow for the results from the two periods to be directly compared.


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The main research categories covered by the questionnaire focus on the current academic achievements of students, their involvement in extracurricular activities, their involvement in volunteer activities, their involvement in part-time and summer work activities, their involvement in school co-op programs, their level of skills, their plans for future education / training, and their plans for a future career. The questionnaire provides information on the students’ current skills by firstly asking about their averages overall and in three major fields of study (English, math, science), and then by asking about the level of study of those fields (e.g. university preparation, college preparation, or workplace preparation). The amount of credits obtained in various others fields also provides information as to the types of skills they learned. Additionally, the students rated themselves on various skills including communication, analytical, teamwork, leadership, computer, etc. The combination of self-assessed skilled ratings with the number of credits completed, the level of classes taken and the average mark in class provide a representative picture of the skills the students have learned in high school. Questions regarding the students’ work history, which includes volunteer, paid part-time, paid summertime, and/or family business work provide additional details on the skills they currently have as well as where they tend to obtain those skills. The students’ recent employment record provides insight into the types of employments skills they have learned (i.e.: management skills, welding skills, customer service skills, etc.). Information regarding the students’ future educational and employment plans were collected with direct questions regarding the post-secondary institutions they plan on attending, their future field of study, the industry and occupation in which they expect to be. Students were also asked to identify their reasons for choosing such fields of work or study and to indicate whom or what influenced their decisions and aspirations. Finally, students were asked to indicate whether they expect to continue to live and work in the county and the reasons motivating them to stay in or leave the county.


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3.2.2 Population The future labour force for a region is composed of the current work force, minus those who die or leave, plus new entrants from the school system or via in-migration. The youth component would even include unborn children as they too may grow up to work in the area. Obviously, it would be quite impossible to representatively sample such a population. Therefore, the youth population studied here is that of all grade 12 students enrolled at the 5 public high schools in Huron County. Overall, there is a total of 1,002 Grade 12 students enrolled in the 4 high schools with the Avon Maitland District School Board (AMDSB) and the one high school with the Huron Perth Catholic District School Board (HPCDSB). Due to time, monetary and logistical constraints, the other grades and the private schools were not part of the sample frame. School

Location

School Board

Central Huron Secondary School

Clinton

AMDSB

St. Anne’s Catholic Secondary School

Clinton

HPCDSB

South Huron District High School

Exeter

AMDSB

F.E. Madill Secondary School

Wingham

AMDSB

Goderich District Collegiate Institute

Goderich

AMDSB

3.2.3 Sampling Strategy For the sample to be statistically representative of the population of 1,002 students and to have a 5% confidence interval and a 95% confidence level, it is technically necessary to obtain approximately 278 valid responses from randomly selected students in the sample frame.7 The sample would have to be drawn from an all-inclusive list of students. Given the administrative difficulties of delivering questionnaires to students randomly selected from all classes, the researchers used cluster sampling using the class as the unit to be sampled. For such a cluster sample then, a design factor of 1.5 is applied and a sample of 417 students is necessary. Cluster sampling affords a few benefits. Mainly, it makes the administration of the survey much simpler since the researchers only have to address classes rather than trying to contact 278 individual students. Additionally, the questionnaire can be administered through regular class times by the instructor for that class rather than having to make alternate arrangements for a few students from various classes to complete the questionnaire. The challenge is to select classes that will reach the greatest number of students while not sampling any students twice. Duplicating students would endanger the representativeness of the sample. To circumvent this, the researchers chose classes that did not overlap in roster. That is, the chosen classes were clearly separate so that it would be nearly impossible for a student to be in two sampled classes. Similar to the approach used in the previous study, the solution was to select only English Grade 12 classes and to administer the survey to all students in these classes. 7 A confidence level of 95% is typical for social science research. A 95% level of confidence ±5% error in the results means that if you asked a question from a survey 100 times, 95 of those times the percentage of people giving a particular answer would be within 5 points of the percentage who gave that same answer in the initial survey. For example, in a survey where 30% of the respondents chose Sunday as their favorite day of the week we can state that there is a 95% chance that between 25% and 35% of the population would select Sunday as their favorite day. Conversely, there is a 5% chance that fewer than 25% or more than 35% of the population would select Sunday as their favorite day.


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3.2.4 Survey Administration Starting in June 2013, formal letters of introduction were submitted to officials with the Avon Maitland District School Board and the Huron Perth Catholic District School Board to obtain their permission to carry out the survey. In September, the individual school principals were alerted of the survey via email and invited to participate. At this time the principals were asked to confirm their participation in the survey and to provide details on the number of Grade 12 English classes being offered in the fall semester, the names of the teachers instructing these classes and the number of students in each of the classes. The goal was to administer the survey in mid to late October to avoid a conflict with busy teacher schedules at the start of the school semester. In early October the surveys were printed by HCA and a schedule was developed with each of the schools to allow for an HCA representative to visit and drop off the surveys and provide instructions on the in-class administration of the survey. During the week of October 21, a member of the HCA research team visited all 5 high schools and met with school officials and teachers to review the goals of the survey and the process for administering it. At that time they also received all the necessary copies of the survey and were asked to have them completed over the next 2-3 weeks. They were asked to return the completed surveys to the HCA Guelph office via courier. By the 1st week of November, all of the schools had completed and couriered the surveys to HCA. All of the survey results were entered into an electronic database by members of the HCA research team using a Survey Monkey platform. The data was then transferred to an Excel database for data cleaning and further coding and then finally transferred to an SPSS database for statistical analysis.

3.3 Results 3.3.1 Response Rates A total of 447 survey questionnaires were distributed to the 5 high schools in Huron County and 377 valid responses were returned for an overall response rate of 84%. It important to recognize that the survey was voluntary and response rates varied across the schools. As noted earlier, at least 417 responses were necessary to provide a 95% confidence level with a +/-5% confidence interval. Although the 377 valid responses is below the target of 417, it still provides a confidence level of 95% with a ±6% confidence interval.

High School

Total # of students

Central Huron Secondary School

98

St. Anne’s Catholic Secondary School

110

South Huron District High School

54

F.E. Madill Secondary School

108

Goderich District Collegiate Institute

77

Total

447

Total # of valid surveys completed 80 105 44 85 63 377

Response Rate 81.6% 95.5% 81.5% 78.7% 81.8% 84.3%


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3.3.2 Respondent Profiles The distribution of gender and age of the high school student respondents can be found below. In all counties, there were more female than male respondents, with the exception of Bruce County. In Huron County, 45.4% of the respondents were males and 54.6% were female. Table 30: Sample Population by Gender Bruce

Gender Male

Huron

Perth %

Total

#

%

#

%

#

%

#

137

59.8%

174

47.4%

166

45.4%

191

47.3%

668

48.9%

92

40.2%

193

52.6%

200

54.6%

213

52.7%

698

51.1%

229

100.0%

367

100.0%

366

100.0%

404

100.0%

1,366

100.0%

Female Total

Grey

#

%

As expected, the majority of respondents are 17 years old. In Huron County, 83% of the respondents reported being 17 years old; another 9.2% are 16 years old. Table 31: Sample Population by Age Age

Bruce #

16

3

17

201

18

27

19

0

20

0

21

1

23

0

Total

232

% 1.3% 86.6% 11.6% 0.0% 0.0% 0.4% 0.0% 100.0%

Grey # 6 327 30 4 0 0 1 368

% 1.6% 88.9% 8.2% 1.1% 0.0% 0.0% 0.3% 100.0%

Huron # 34 307 22 4 2 1 0 370

% 9.2% 83.0% 5.9% 1.1% 0.5% 0.3% 0.0% 100.0%

Perth # 7 360 37 0 0 0 0 404

Total

% # 1.7% 50 89.1% 1,195 9.2% 116 0.0% 8 0.0% 2 0.0% 2 0.0% 1 100.0% 1,374

% 3.6% 87.0% 8.4% 0.6% 0.1% 0.1% 0.1% 100.0%

3.3.3 Courses The types of courses and the average grade for these courses was a focus of the survey. The type of course (i.e. university, college, and workplace) is an indicator of the pathway the student is likely to take as they pursue their career. The self-reported Average average for all classes, English, math and science courses was reviewed as an indicator of academic strengths. English develops the basics of reading and writing, math builds numeracy ability and science expands the capacity to analyze, make decisions and solve problems. Self-reported measurements of achievement within these courses are reflective of the students’ skills. The self-reported average for all classes in the last school year was quite high, but higher for females than males across all four counties In Huron, the average for all classes in the last school year was 75.8% for males and 78% for females. Students reported math as the highest average, followed by science and then English with averages of 76.3%, 75.3% and 74.5% respectively. Huron County students have the lowest English average in the Four County Region.


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Table 32: Average Course Marks by Gender

County

Female Total Male

Grey

Female Total Male

Huron

Female Total Male

Perth

Female Total Male

Total

Average for current or most recently completed English course

Average for current or most recently completed Math course

Average for current or most recently completed Science course

#

131

129

130

132

Average

77.3

75.0

76.2

73.9

#

88

87

89

87

Average

79.1

79.0

74.7

76.3

#

219

216

219

219

Average

78.0

76.6

75.6

74.8

#

158

153

158

156

Average

76.7

76.2

77.1

76.8

#

176

167

180

183

Average

78.8

78.9

76.8

75.2

#

334

320

338

339

Average

77.8

77.6

76.9

75.9

#

159

145

153

149

Average

75.8

72.8

76.2

74.5

#

184

181

184

187

Average

78.0

75.8

76.3

75.9

#

343

326

337

336

Average

77.0

74.5

76.3

75.3

#

185

179

186

181

Average

77.7

75.2

74.9

76.1

#

207

204

209

211

Average

80.0

79.0

74.5

77.3

#

392

383

395

392

Average

78.9

77.2

74.7

76.7

#

633

606

627

618

Average

76.9

74.8

76.1

75.4

#

655

639

662

668

Average

79.0

78.1

75.7

76.2

#

1,288

1,245

1,289

1,286

Average

78.0

76.5

75.8

75.8

Gender

Male Bruce

Overall average for all classes last school year

Female Total

In addition to the core courses (English, math and science) the average number of credits for additional courses for arts, business studies, Canadian and world studies, technology and computer studies courses were also reviewed. Enrollment and achievement in these courses are an indicator of the interest and strengths of the students- especially as many are not required but are elective. In Huron County students are most likely to be enrolled in Canadian and world studies than any other of the elective classes, 309 students


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47

reported as being enrolled in these courses such as geography and history. Males in Huron tend to favour technology education courses which would include wood working, metal, and automotive repair courses. Females are more likely to be engaged in arts courses including visual arts, drama and music. Perhaps surprisingly, the least common was computer studies. Table 33: Average Number of Credits for Elective Courses by Gender

County

Female Total Male

Grey

Female Total Male

Huron

Female Total Male

Perth

Female Total Male

Total

#

132

89

Average

2.4

1.5

#

86

53

Average

3.4

1.6

#

218

142

Average

2.8

1.5

Gender

Male Bruce

Total credits arts

Total credits business studies

Female Total

#

144

88

Average

2.0

1.5

#

172

104

Average

3.1

1.3

#

316

192

Average

2.6

1.4

#

132

82

Average

1.9

1.9

#

172

101

Average

2.9

1.3

#

304

183

Average

2.5

1.6

#

150

113

Average

2.0

1.8

#

180

111

Average

2.8

1.4

#

330

224

Average

2.5

1.6

#

558

372

Average

2.1

1.7

#

610

369

Average

3.0

1.4

#

1,168

741

Average

2.6

1.5

Total credits Canadian and world studies 127 2.7 85 2.7 212 2.7 151 2.6 170 2.7 321 2.7 135 2.4 174 2.7 309 2.6 153 2.7 178 2.6 331 2.6 566 2.6 607 2.7 1,173 2.6

Total credits tech education

Total credits computer studies

116

54

3.2

1.4

62

31

1.8

1.0

178

85

2.7

1.3

148

70

3.6

1.7

142

52

2.4

0.9

290

122

3.0

1.3

141

36

4.2

1.5

145

29

2.4

1.0

286

65

3.3

1.3

168

71

3.7

1.5

148

42

2.3

0.8

316

113

3.0

1.2

573

231

3.7

1.5

497

154

2.3

0.9

1,070

385

3.0

1.3


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In Huron County, 31.9% of males have completed or were enrolled in a university level English course. Another 30.1% of males have completed or were enrolled in a college level English course, 6.7% reported workplace level. Females were more likely to be enrolled in a university level English course than males, with 48.7% of the female respondents. Another 26.6% of the female respondents reported having completed or been enrolled in a college level English course. The 9.1% and 11.6% of respondents reported applied or academic level courses, respectively, likely represents misreporting by the students as Grade 12 students should be enrolled in either a university, college, workplace or open level English class. Table 34: Highest Level of English Course Completed, by Gender Gender County

Huron

Course Level

Male

Total

Female

#

%

#

%

#

%

Academic

15

9.2%

18

9.0%

33

9.1%

Applied

27

16.6%

15

7.5%

42

11.6%

University

52

31.9%

97

48.7%

149

41.2%

College

49

30.1%

53

26.6%

102

28.2%

Workplace

11

6.7%

8

4.0%

19

5.2%

Open

9

5.5%

8

4.0%

17

4.7%

Total

163

100.0%

199

100.0%

362

100.0%

*For full Four County results refer to Appendix Table A1

The level of the math course for Huron County is below, to see the comparison to all four counties see Appendices. In Huron County, more students have completed or enrolled in a university level math course than any other level; 40.8% of the female respondents and 28.9% of the male respondents reported university level math course. College level math was second most common level for both males and females. Table 35: Highest Level of Math Course Completed, by Gender Gender County

Course Level Academic Applied University

Huron

Male

College Workplace Open Total

# 14 26 46 26 24 23 159

% 8.8% 16.4% 28.9% 16.4% 15.1% 14.5% 100.0%

Total

Female # 19 25 80 34 12 26 196

% 9.7% 12.8% 40.8% 17.3% 6.1% 13.3% 100.0%

# 33 51 126 60 36 49 355

% 9.3% 14.4% 35.5% 16.9% 10.1% 13.8% 100.0%



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The level of the science course for Huron County is below, to see the comparison to all four counties see Appendices. In Huron County, more students have completed or enrolled in a university level science course than any other level; 47.9% of the female respondents and 30.5% of the male respondents reported university level science course. For males and females, applied was the second most common level of science course completed with 26% of the male respondents and 16.1% of females. This may indicate that many have not continued in science past the Ontario Secondary School Diploma (OSSD) requirements to graduate. Table 36: Highest Level of Science Course Completed, by Gender Gender County

Course Level Academic Applied University

Huron

College Workplace Open Total

Male # 23 40 47 32 10 2 154

% 14.9% 26.0% 30.5% 20.8% 6.5% 1.3% 100.0%

Total

Female # 30 31 92 29 9 1 192

% 15.6% 16.1% 47.9% 15.1% 4.7% 0.5% 100.0%

# 53 71 139 61 19 3 346

% 15.3% 20.5% 40.2% 17.6% 5.5% 0.9% 100.0%



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3.3.4 Extra-Curricular Activities Participation in extra-curricular activities outside of regular classes can assist in developing a wide range of skills for students that often cannot be taught in a classroom, but are learned through experience. Interacting in a group setting builds social and interpersonal skills, teamwork and collaboration. Some extra-curricular activities develop and enhance leadership qualities in a participant in addition to the physical or artistic skills that may be more apparent. Extra-curricular activities can provide insight into the skills and interests of the students outside of their academic realm. In all four counties the majority of students are engaged in extra-curricular activities. In Huron County, 62.4% of males and 70.4% of females participate in extra-curricular activities. Table 37: Extra-Curricular Participation by Gender Gender County

Bruce

Grey

Huron

Perth

Total

Male

Total

Female

#

%

#

%

#

%

Yes

103

75.2%

71

77.2%

174

76.0%

No

34

24.8%

21

22.8%

55

24.0%

Total

137

100.0%

92

100.0%

229

100.0%

Yes

106

61.6%

121

63.4%

227

62.5%

No

66

38.4%

70

36.6%

136

37.5%

Total

172

100.0%

191

100.0%

363

100.0%

Yes

103

62.4%

140

70.4%

243

66.8%

No

62

37.6%

59

29.6%

121

33.2%

Total

165

100.0%

199

100.0%

364

100.0%

Yes

129

67.9%

147

69.0%

276

68.5%

No

61

32.1%

66

31.0%

127

31.5%

Total

190

100.0%

213

100.0%

403

100.0%

Yes

441

66.4%

479

68.9%

920

67.7%

No

223

33.6%

216

31.1%

439

32.3%

Total

664

100.0%

695

100.0%

1,359

100.0%


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The time spent by the student per week on extra-curricular activities is significant, for all students across the Four County Region the average number of hours spent participating in extra-curricular activities is 8.2 hours. In Huron County, males spend 8.0 hours per week and females 7.6 hours a week engaged in extracurricular activities. Table 38: Average Number of Hours per Week Spent on Extra-Curricular Activities, by Gender County Bruce Grey Huron Perth Total

Male

Female

Total

#

99

68

167

Average

9.8

8.3

9.2

#

104

117

221

Average

7.8

8.0

7.9

#

99

136

235

Average

8.0

7.6

7.7

#

124

140

264

Average

8.9

7.6

8.2

#

426

461

887

Average

8.6

7.8

8.2

The level of the participation in extra-curricular activities for Huron County is below, to see the comparison to all four counties see Appendices. In Huron, only 16.9% of the students do not participate in any sport or physical activity. Students are most likely to participate in sports or physical activity through another organization beyond school. Table 39: Extra-Curricular Participation in Sports or Physical Activity at School or with Other Organizations Gender County

Male School

Huron

Other Organization None Total

# 70 65 10 103

% 68.0% 63.1% 9.7% 100.0%

Total

Female # 70 85 31 140

% 50.0% 60.7% 22.1% 100.0%

# 140 150 41 243

% 57.6% 61.7% 16.9% 100.0%

The percentages in the table may add up to more than 100% since some students identified more than one category. *For full Four County results refer to Appendix Table A4


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Art, drama or music is less common among students in Huron County than sports or physical activity extra-curricular activities. In Huron, 27.2% of students participate in art, drama or music in school and 20.6% of students participate in these activities through another organization outside of school. Table 40: Extra-Curricular Participation in an Art, Drama or Music Group at School or With Other Organizations Gender County

Huron

Male

Total

Female

School

# 22

% 21.4%

# 44

% 31.4%

# 66

% 27.2%

Other Organization

19

18.4%

31

22.1%

50

20.6%

None

68

66.0%

75

53.6%

143

58.8%

Total

103

100.0%

140

100.0%

243

100.0%


In Huron County, 19.1% of females and 12% of males have participated in student council or student government in school. Table 41: Extra-Curricular Participation in Student Council Gender County

Male Yes

Huron

No Total

# 12 88 100

Total

Female

% 12.0% 88.0% 100.0%

# 27 114 141

% 19.1% 80.9% 100.0%

# 39 202 241

% 16.2% 83.8% 100.0%


In Huron County, 46.3% of the students participate in another type of group or club. Students in Huron County are active in 4-H, church, religious and/or youth groups, males are also active in cadets while many females reported being involved in Ontario Students Against Impaired Driving (OSAID). Table 42: Extra-Curricular Participation in Another Type of Group or Club Gender County

Male Yes

Huron

No Total

# 38 63 101

% 37.6% 62.4% 100.0%

Total

Female # 73 66 139

% 52.5% 47.5% 100.0%

# 111 129 240

% 46.3% 53.8% 100.0%



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3.3.5 Volunteer Activities Like extra-curricular activities, volunteer activities provide insight into student skills and interests of the students. Volunteering provides the chance to gain valuable experience within the structure of an existing organization. These volunteer activities allow the students to develop and enhance several skills that can be transferred into the work place. In Huron, 83.4% of females and 77% of males have volunteered in the last year. As per the OSSD requirements, students are to perform at least 40 hours of volunteer work over the course of their high school career in order to graduate. Students were asked to report how many hours they have volunteered over the last year, as well as to describe the organizations for which they volunteer. Table 43: Volunteer Participation by Gender Gender County

Bruce

Grey

Huron

Perth

Total

Male

Total

Female

#

%

#

%

#

%

Yes

103

75.2%

83

90.2%

186

81.2%

No

34

24.8%

9

9.8%

43

18.8%

Total

137

100.0%

92

100.0%

229

100.0%

Yes

125

71.8%

159

82.8%

284

77.6%

No

49

28.2%

33

17.2%

82

22.4%

Total

174

100.0%

192

100.0%

366

100.0%

Yes

127

77.0%

166

83.4%

293

80.5%

No

38

23.0%

33

16.6%

71

19.5%

Total

165

100.0%

199

100.0%

364

100.0%

Yes

146

76.4%

189

89.2%

335

83.1%

No

45

23.6%

23

10.8%

68

16.9%

Total

191

100.0%

212

100.0%

403

100.0%

Yes

501

75.1%

597

85.9%

1,098

80.6%

No

166

24.9%

98

14.1%

264

19.4%

Total

667

100.0%

695

100.0%

1,362

100.0%


|

54

In all counties the majority of students have volunteered in the last year, and have volunteered significant hours. Across the Four County Region the average number of hours spent volunteering in the last year was 44.8 hours. Again in Huron County, the average number of hours spent volunteering over the last year was 44 hours. Table 44: Average Number of Hours Spent Volunteering in the Past Year by Gender County Bruce Grey Huron Perth Total

Male

Female

Total

#

95

79

174

Average

51.1

47.1

49.3

#

116

152

268

Average

45.1

54.1

50.2

#

116

157

273

Average

45.8

42.6

44.0

#

137

182

319

Average

38.5

38.4

38.5

#

464

570

1,034

Average

44.5

44.9

44.8

In Huron County, 46.8% of students reported having completed their volunteer activities because they had to in order to graduate high school. Beyond the OSSD volunteer requirements, 25.6% students volunteered because they were asked by a friend or family member. Another 18.8% of students volunteered because they wanted to gain some skills and experience for a future job. Table 45: Reason for Starting a Volunteer Activity by Gender Gender County

Huron

Reasons

Male

Total

Female

#

%

#

%

#

%

I had to volunteer in order to graduate from high school.

71

55.9%

66

39.8%

137

46.8%

I was asked to help by a friend or family member.

27

21.3%

48

28.9%

75

25.6%

I had to complete public service hours due to an incident involving legal authorities

2

1.6%

0

0.0%

2

0.7%

I wanted to gain some skills and experience so I could get a better job in the future; have more to show on my resume.

23

18.1%

32

19.3%

55

18.8%

My parent(s) wanted me to volunteer.

7

5.5%

2

1.2%

9

3.1%

I wanted to help in a cause I personally believe in.

12

9.4%

26

15.7%

38

13.0%

Total

127

100.0%

166

100.0%

293

100.0%



|

55

The volunteer participation by industry and volunteer activity for Huron County is below, to see the comparison to all four counties see Appendices. In Huron, the most common industries for which male students reported volunteer participation were Information, Culture, and Recreation (22.4%); Religious, Civic, Environmental or Social Advocacy (21.8%); and Agriculture (20%). The top industries for female students reported volunteer participation were Religious, Civic, Environmental or Social Advocacy (33.2%); Information, Culture, and Recreation (28.6%); and, Health Care or Social Assistance (19.1%). Table 46: Volunteer Participation by Industry and Gender Gender County

Huron

Industry

Male

Total

Female

#

%

#

%

#

%

Agricultural Organization

33

20.0%

21

10.6%

54

14.8%

Finance, Insurance, Real Estate Organization

3

1.8%

0

0.0%

3

0.8%

Professional, Scientific and Technical Service Org.

6

3.6%

3

1.5%

9

2.5%

Educational Organization

10

6.1%

20

10.1%

30

8.2%

Health Care or Social Assistance Organization

13

7.9%

38

19.1%

51

14.0%

Information, Culture, and Recreation Organization

37

22.4%

57

28.6%

94

25.8%

Religious, Civic, Environmental or Social Advocacy Org.

36

21.8%

66

33.2%

102

28.0%

Public Administration

2

1.2%

5

2.5%

7

1.9%

Other volunteer activity

8

4.8%

2

1.0%

10

2.7%

165

100.0%

199

100.0%

364

100.0%

Total



|

56

The activities that the students perform provide useful information as to the types of specific skills learned through experience. In many cases these activities provide an opportunity to develop and improve leadership, teamwork and organization skills. In Huron County, the most common activities performed by male and female students were: • Social assistance, teaching or coaching (24.9%) • Building, repairing, technical, or hands-on work (20.5%) • Organizing or supervising an event (17.4%) • Selling a product or service in order to raise money fundraising (9.9%) • Health care, support or counseling (7.5%) Table 47: Volunteer Participation by Activity where Most Time was Spent, by Gender Gender County

Huron

Volunteer Activity

Male

Total

Female

#

%

#

%

#

%

Acting as a committee or board member

1

0.8%

6

3.6%

7

2.4%

Organizing or supervising an event

20

15.7%

31

18.7%

51

17.4%

Office work, administration, clerical

2

1.6%

4

2.4%

6

2.0%

Helping to manage money or finances

1

0.8%

5

3.0%

6

2.0%

Computer-based work (designing a web site, working with spread sheets)

5

3.9%

2

1.2%

7

2.4%

Mentoring with a scientist, engineer, or agricultural specialist

0

0.0%

3

1.8%

3

1.0%

Health care, support or counseling

5

3.9%

17

10.2%

22

7.5%

Mentoring with a doctor, veterinarian, or other health professional

0

0.0%

4

2.4%

4

1.4%

Social assistance, teaching, or coaching

21

16.5%

52

31.3%

73

24.9%

Mentoring in a law office, with a social worker or a teacher

1

0.8%

0

0.0%

1

0.3%

Using creative skills in graphic design, painting, photography

6

4.7%

10

6.0%

16

5.5%

Writing newsletters, broadcasting, canvassing, campaigning or in some other way providing information to the public

2

1.6%

1

0.6%

3

1.0%

Selling a product or service in order to raise money; fundraising

11

8.7%

18

10.8%

29

9.9%

Building, repairing, technical, or hands-on work

39

30.7%

21

12.7%

60

20.5%

Using agricultural or horticultural skills

15

11.8%

12

7.2%

27

9.2%

127

100.0%

166

100.0%

293

100.0%

Total



|

57

The volunteering experiences reported by the students are opportunities to gain and develop many skills and qualities that are highly valued by employers. The students that reported helping an Information, Culture and Recreation organization are likely those engaged in social assistance or coaching. These individuals would therefore have strong leadership, organization and social and interpersonal skills. Religious, Civic and Social Advocacy volunteerism was the second highest reported industry category, which is common as these organizations are largely drive by volunteer support. Agriculture was ranked high among males which is linked to the rural foundations of the area, these agriculture opportunities can build physical, mechanical or hands on skills, as well as a chance to gain knowledge in agriculture and horticulture. Health Care and Social Assistance, a growing industry in the Four County Region was ranked high among females.

3.3.6 Paid Work Paid employment provides the essential workforce experience that is required to successfully move forward in the labour market. The time committed to a job helps youth develop both industry and/or occupation specific skills as well as transferable skills that will make them more marketable and increase their employability in the larger labour market. The majority of students are employed either during the school year or the summer, or in many cases both. Across the Four County Region 76.8% of the student respondents worked during the school year. Huron County has the second lowest part-time work participation with 73.3% of males and 74.5% of females working during the school year. Table 48: Part-time Work Participation by Gender Gender County

Bruce

Grey

Huron

Perth

Total

Male

Total

Female

#

%

#

%

#

%

Yes

105

77.2%

73

79.3%

178

78.1%

No

31

22.8%

19

20.7%

50

21.9%

Total

136

100.0%

92

100.0%

228

100.0%

Yes

122

70.1%

138

72.3%

260

71.2%

No

52

29.9%

53

27.7%

105

28.8%

Total

174

100.0%

191

100.0%

365

100.0%

Yes

121

73.3%

149

74.5%

270

74.0%

No

44

26.7%

51

25.5%

95

26.0%

Total

165

100.0%

200

100.0%

365

100.0%

Yes

151

79.1%

186

87.7%

337

83.6%

No

40

20.9%

26

12.3%

66

16.4%

Total

191

100.0%

212

100.0%

403

100.0%

Yes

499

74.9%

546

78.6%

1,045

76.8%

No

167

25.1%

149

21.4%

316

23.2%

Total

666

100.0%

695

100.0%

1,361

100.0%


|

58

Four County Region students (80.9%) worked during the summer months while off school, as shown in Table 49. Again, Huron County has the second lowest participation rate in summer employment with 81.3% of males and 77.5% of females working in the summer. Table 49: Summer Work Participation by Gender Gender County

Bruce

Grey

Huron

Perth

Total

Male

Total

Female

#

%

#

%

#

%

Yes

110

80.3%

72

79.1%

182

79.8%

No

27

19.7%

19

20.9%

46

20.2%

Total

137

100.0%

91

100.0%

228

100.0%

Yes

135

78.0%

143

74.5%

278

76.2%

No

38

22.0%

49

25.5%

87

23.8%

Total

173

100.0%

192

100.0%

365

100.0%

Yes

135

81.3%

155

77.5%

290

79.2%

No

31

18.7%

45

22.5%

76

20.8%

Total

166

100.0%

200

100.0%

366

100.0%

Yes

163

85.3%

189

89.2%

352

87.3%

No

28

14.7%

23

10.8%

51

12.7%

Total

191

100.0%

212

100.0%

403

100.0%

Yes

543

81.4%

559

80.4%

1,102

80.9%

No

124

18.6%

136

19.6%

260

19.1%

Total

667

100.0%

695

100.0%

1,362

100.0%

Of those that did work during the school year, students worked approximately 17.3 hours across the Four County Region very similar to those in Huron County at 17.1 hours. In Huron County, males work slightly more than females; 17.6 and 16.8 hours comparatively. Table 50: Average Number of Hours per Week Working in Part-time Job by Gender County Bruce Grey Huron Perth Total

Male

Female

Total

#

101

71

172

Average

18.4

15.9

17.4

#

115

129

244

Average

16.1

15.4

15.7

#

115

145

260

Average

17.6

16.8

17.1

#

146

184

330

Average

20.1

17.5

18.7

#

477

529

1,006

Average

18.2

16.6

17.3


|

59

The students worked on average 29.4 weeks of the year in the Four County Region and 29.6% weeks in Huron. Table 51: Average Number of Weeks Working in Part-time Job by Gender County Bruce Grey Huron Perth Total

Male

Female

Total

#

100

63

163

Average

28.3

30.0

29.0

#

108

116

224

Average

26.3

28.2

27.3

#

110

133

243

Average

29.9

29.4

29.6

#

137

172

309

Average

32.0

30.4

31.1

#

455

484

939

Average

29.3

29.5

29.4

For those who reported working a summer job reported that they worked approximately 29.7 hours a week in the Four County Region and 29.3 hours a week in Huron County. Again, males work more hours per week than females. Table 52: Average Number of Hours per Week Working in Summer time Job by Gender County Bruce Grey Huron Perth Total

Male

Female

Total

#

105

72

177

Average

31.8

26.7

29.7

#

131

129

260

Average

31.6

29.5

30.6

#

130

152

282

Average

31.4

27.5

29.3

#

158

184

342

Average

32.0

26.8

29.2

#

524

537

1,061

Average

31.7

27.6

29.7


|

60

For males and females across all four counties, the average number of weeks working in a summer job was around the 8 week mark as expected. Table 53: Average Number of Weeks Working in Summer time Job by Gender County Bruce Grey Huron Perth Total

Male

Female

Total

#

106

69

175

Average

8.3

7.9

8.2

#

132

126

258

Average

8.2

8.0

8.1

#

126

148

274

Average

8.2

7.8

8.0

#

152

182

334

Average

8.4

8.2

8.3

#

516

525

1,041

Average

8.3

8.0

8.1

The most dominant categories for both part-time and summer employment for males and females were Wholesale and Retail Trade and Accommodation and Food Services. While in many cases these jobs are used to gain money and not experience for a future career, such experience should be valued for the skills it impacts including customer service, interpersonal skills, team work, time management, organizational as well as financial. Agriculture was also among the top industries in Huron County, especially strong for males, which is linked to the focus of agriculture and farming in the area. These jobs provide youth with physical and hands on skills that are very valuable in an economy that depends on agriculture fairly significantly. Males in Huron are also involved in the Construction industry. The females from Huron also were active in the Health Care and Social Assistance field which includes babysitting and child care. This field is important as it provides highly valuable skills including mentoring, teaching, and interpersonal skills. Other Services was another common industry represented by both males and females from Huron. These occupations are likely to include automotive service and repair, personal care, and pet care.


|

61

Additional details on the part-time and summer work for Huron County can be found in Tables 54 and 55. Details on the other three counties can be found in the Appendices. Table 54: Part-time Work Activity by Industry and Gender Gender County

Huron

Industry

Male

Total

Female

#

%

#

%

26

21.5%

# 9

%

Agriculture, Forestry, Fishing

6.0%

35

13.0%

Construction and/or Specialty Trade Contractor

9

7.4%

2

1.3%

11

4.1%

Manufacturing

11

9.1%

4

2.7%

15

5.6%

Wholesale and Retail Trade

25

20.7%

29

19.5%

54

20.0%

Transportation and Warehousing

3

2.5%

0

0.0%

3

1.1%

Information, Culture

0

0.0%

1

0.7%

1

0.4%

Finance, Insurance

0

0.0%

2

1.3%

2

0.7%

Business, Building and Other Support Services

1

0.8%

7

4.7%

8

3.0%

Educational Services

1

0.8%

2

1.3%

3

1.1%

Health Care and Social Assistance

0

0.0%

18

12.1%

18

6.7%

Arts, Entertainment, Recreation

6

5.0%

11

7.4%

17

6.3%

Accommodation and Food Services

34

28.1%

55

36.9%

89

33.0%

Other Services (repair & maintenance; automotive repair, personal care, beauty, hair styling; dry cleaning and laundry; pet care; photo finishing)

14

11.6%

13

8.7%

27

10.0%


1

0.8%

4

2.7%

5

1.9%

121

100.0%

149

100.0%

270

100.0%

Total



|

62

Table 55: Summer Work Activity by Industry and Gender Gender County

Industry

Total

Female

# 30 1

% 22.2% 0.7%

# 12 0

% 7.7% 0.0%

# 42 1

% 14.5% 0.3%


14

10.4%

4

2.6%

18

6.2%

Manufacturing

9

6.7%

6

3.9%

15

5.2%


24

17.8%

26

16.8%

50

17.2%


4

3.0%

0

0.0%

4

1.4%

Finance, Insurance

1

0.7%

1

0.6%

2

0.7%

Real Estate and Leasing

2

1.5%

0

0.0%

2

0.7%


1

0.7%

10

6.5%

11

3.8%


0

0.0%

2

1.3%

2

0.7%


2

1.5%

22

14.2%

24

8.3%


7

5.2%

10

6.5%

17

5.9%


26

19.3%

48

31.0%

74

25.5%


15

11.1%

15

9.7%

30

10.3%

Religious, Civic and Social Advocacy Organization

3

2.2%

3

1.9%

6

2.1%


1

0.7%

4

2.6%

5

1.7%

135

100.0%

155

100.0%

290

100.0%

Agriculture, Forestry, Fishing Utilities

Huron

Male

Total



|

63

In Huron County, most found both their part-time and summer job through a family member, friend or neighbour, this is especially true for males. Another common method was submitting an application to an employer for a job that was not advertised. Only a small number of students found their job through an employment agency or counsellor. Table 56: Method Used to Find Part-time Job by Gender Gender County

Huron

Method

Male

Total

Female

#

%

#

%

#

%

Through a family member, friend or neighbor.

78

64.5%

82

55.0%

160

59.3%

I responded to a newspaper or print ad.

8

6.6%

20

13.4%

28

10.4%

I submitted an application to an employer for a job that wasn’t advertised.

27

22.3%

38

25.5%

65

24.1%

By posting an ad stating that I was looking for work.

1

0.8%

2

1.3%

3

1.1%

By consulting an employment agency or job counselor.

1

0.8%

0

0.0%

1

0.4%

121

100.0%

149

100.0%

270

100.0%

Total


Table 57: Method Used to Find Summer Work by Gender Gender County

Huron

Method

Male

Total

Female

#

%

#

%

#

%

Through a family member, friend or neighbor.

88

65.2%

96

61.9%

184

63.4%

I responded to a newspaper or print ad.

12

8.9%

12

7.7%

24

8.3%

I submitted an application to an employer for a job that wasn’t advertised.

26

19.3%

28

18.1%

54

18.6%

By posting an ad stating that I was looking for work.

1

0.7%

2

1.3%

3

1.0%

By consulting an employment agency or job counselor.

1

0.7%

1

0.6%

2

0.7%

135

100.0%

155

100.0%

290

100.0%

Total



|

64

In Huron County, males are most likely to get a part-time and summer job to have money to spend in their free time, while the females are most likely to want a part-time and summer job for their future education. Table 58: Reason for Getting a Part-time Job by Gender Gender County

Huron

Reason

Male

Total

Female

#

%

#

%

#

%

I wanted money to spend in my free time or to buy things.

64

52.9%

42

28.2%

106

39.3%

I wanted money for my future education.

50

41.3%

84

56.4%

134

49.6%

I needed money to help my family.

8

6.6%

7

4.7%

15

5.6%

I was asked to work by a friend or family member.

7

5.8%

11

7.4%

18

6.7%

I wanted to gain some skills and work experience.

20

16.5%

17

11.4%

37

13.7%

I wanted to find out if I was interested in a certain type of job/ career.

7

5.8%

7

4.7%

14

5.2%

My parent(s) wanted me to work.

9

7.4%

11

7.4%

20

7.4%

Total

121

100.0%

149

100.0%

270

100.0%


Table 59: Reason for Getting a Summer Time Job by Gender Gender County

Huron

Reason

Male

Total

Female

#

%

#

%

#

%

I wanted money to spend in my free time or to buy things.

77

57.0%

44

28.4%

121

41.7%

I wanted money for my future education.

47

34.8%

72

46.5%

119

41.0%

I needed money to help my family.

9

6.7%

4

2.6%

13

4.5%

I was asked to work by a friend or family member.

4

3.0%

16

10.3%

20

6.9%


21

15.6%

17

11.0%

38

13.1%


7

5.2%

3

1.9%

10

3.4%

My parent(s) wanted me to work.

7

5.2%

10

6.5%

17

5.9%

Total

135

100.0%

155

100.0%

290

100.0%



|

65

3.3.7 School Co-op Activities Planned learning experiences, like cooperative education or co-op, provide students who are enrolled in courses of all types and in all disciplines with the opportunity to enhance their school programs. Co-op is typically offered in the form of credit courses that are schedule for a full semester. It is the intention of the Ontario government that co-op can assist all students in making career decisions as well as in developing the knowledge, skills, and attitudes that are essential in today’s society. All forms of experiential learning are a valuable complement to students’ academic experience and preparation for the future. When organized in a sequential fashion that meets career development needs, experiential learning can maximize student growth and development, and should be encouraged. For the Four County Region as a whole, only 16.6% of students have been enrolled in co-op, with more females participating in co-op than males; 19.2% versus 13.8%. In Huron County, 15.2% of males and 16.5% of females have participated in co-op. Table 60: School Co-op Participation by Gender Gender County

Bruce

Grey

Huron

Perth

Total

Male

Total

Female

#

%

#

%

#

%

Yes

22

16.1%

20

21.7%

42

18.3%

No

115

83.9%

72

78.3%

187

81.7%

Total

137

100.0%

92

100.0%

229

100.0%

Yes

20

11.5%

36

18.7%

56

15.3%

No

154

88.5%

157

81.3%

311

84.7%

Total

174

100.0%

193

100.0%

367

100.0%

Yes

25

15.2%

33

16.5%

58

15.9%

No

140

84.8%

167

83.5%

307

84.1%

Total

165

100.0%

200

100.0%

365

100.0%

Yes

25

13.2%

44

21.1%

69

17.3%

No

164

86.8%

165

78.9%

329

82.7%

Total

189

100.0%

209

100.0%

398

100.0%

Yes

92

13.8%

133

19.2%

225

16.6%

No

573

86.2%

561

80.8%

1,134

83.4%

Total

665

100.0%

694

100.0%

1,359

100.0%


|

66

In Huron County, males participating in co-op were most likely to be involved in Agricultural, Forestry or Fishing (20%). In Huron County, females participating in co-op were most likely to be involved in Health Care and Social Assistance (30.3%) or Educational Services (24.4%). Table 61: Co-op Program Activity by Industry and Gender Gender County

Industry

Total

Female

# 5

% 20.0%

# 1

% 3.0%

# 6

% 10.3%


3

12.0%

3

9.1%

6

10.3%

Manufacturing

3

12.0%

0

0.0%

3

5.2%


2

8.0%

3

9.1%

5

8.6%


3

12.0%

0

0.0%

3

5.2%


0

0.0%

1

3.0%

1

1.7%

Finance, Insurance

1

4.0%

0

0.0%

1

1.7%

Professional, Scientific and Technical Services

1

4.0%

0

0.0%

1

1.7%


0

0.0%

3

9.1%

3

5.2%


2

8.0%

8

24.2%

10

17.2%


3

12.0%

10

30.3%

13

22.4%


1

4.0%

2

6.1%

3

5.2%


0

0.0%

2

6.1%

2

3.4%


2

8.0%

0

0.0%

2

3.4%


1

4.0%

1

3.0%

2

3.4%


0

0.0%

1

3.0%

1

1.7%

25

100.0%

33

100.0%

58

100.0%


Huron

Male

Total



|

67

The majority of male co-op students (44%) in Huron County choose to participate in the co-op program to gain some skills and work experience. The majority of Huron County female co-op students (51.5%) choose to participate in the co-op program to find out if they were interested in a certain type of job or career. Table 62: Reason for Participating in Co-op Program by Gender Gender County

Huron

Reason

Male

Total

Female

#

%

#

%

#

%

A teacher or counselor suggested I should take the course.

5

20.0%

3

9.1%

8

13.8%

I wanted to start accumulating hours for an apprenticeship.

4

16.0%

1

3.0%

5

8.6%

My friend(s) were taking the course.

0

0.0%

0

0.0%

0

0.0%

I thought the course would be easy.

1

4.0%

2

6.1%

3

5.2%


11

44.0%

11

33.3%

22

37.9%


3

12.0%

17

51.5%

20

34.5%

My parent(s) wanted me to take the course.

0

0.0%

1

3.0%

1

1.7%

Total

25

100.0%

33

100.0%

58

100.0%



|

68

3.3.8 Work at Home Activities The final area analyzed by the survey as a source of skill development and experience is labour that occurs within the home or through a family-owned business. Across the Four County Region, 52.8% of students reported working at home. In general, females are more likely to participate in work at home than their male counterparts. In Huron County, 53.7% of males and 63.5% of females reported working at home. Table 63: Work at Home Participation by Gender Gender County

Bruce

Grey

Huron

Perth

Total

Male

Total

Female

#

%

#

%

#

%

Yes

75

54.7%

45

48.9%

120

52.4%

No

62

45.3%

47

51.1%

109

47.6%

Total

137

100.0%

92

100.0%

229

100.0%

Yes

76

43.7%

99

51.6%

175

47.8%

No

98

56.3%

93

48.4%

191

52.2%

Total

174

100.0%

192

100.0%

366

100.0%

Yes

88

53.7%

127

63.5%

215

59.1%

No

76

46.3%

73

36.5%

149

40.9%

Total

164

100.0%

200

100.0%

364

100.0%

Yes

98

51.9%

109

51.9%

207

51.9%

No

91

48.1%

101

48.1%

192

48.1%

Total

189

100.0%

210

100.0%

399

100.0%

Yes

337

50.8%

380

54.8%

717

52.8%

No

327

49.2%

314

45.2%

641

47.2%

Total

664

100.0%

694

100.0%

1,358

100.0%


|

69

Females from Huron work approximately 10.6 hours at work per week, while males work 10.1 hours per week. Table 64: Average Number of Hours per Week Working at Home in Past School Year by Gender County Bruce Grey Huron Perth Total

Male

Female

Total

#

68

42

110

Average

10.4

9.8

10.1

#

70

82

152

Average

8.9

10.4

9.7

#

88

119

207

Average

10.1

10.6

10.4

#

91

102

193

Average

10.7

8.9

9.8

#

317

345

662

Average

10.1

10.0

10.0

Males from Huron are most likely to do chores around their home or work on their family farm. The majority (71.7%) of the females from Huron County do household chores around their house. Table 65: Main Work Activity When Working at Home by Gender Gender County

Work Activity

Total

Female

# 38

% 43.2%

# 20

% 15.7%

# 58

% 27.0%

I often work for my family’s trade business

4

4.5%

4

3.1%

8

3.7%

I often work at my family’s store

2

2.3%

4

3.1%

6

2.8%

I often work at my family’s restaurant.

0

0.0%

4

3.1%

4

1.9%

I often do chores around my house

43

48.9%

91

71.7%

134

62.3%

88

100.0%

127

100.0%

215

100.0%

I often work on my family farm

Huron

Male

Total



|

70

3.3.9 Overall Skills As a supplement to the more objective measurements of participation and time commitment in various skill developing activities the survey also incorporated a self-assessment of a number of skills. The students self-assessed on a 5-point scale from poor to excellent on various skills for comparison the Four County Region as a whole has also been provided. The following tables outline the Average scores for each variable according to gender. In all cases, the Average score for each variable was 2.9 or higher. In Huron County, females have generally scored themselves higher in most skills or qualities. Males have scored themselves the highest in physical and hands on skills with an average score of 3.7. Females have scored themselves the highest in social, interpersonal skills, teamwork and reading with 3.8 each. Gendered differences in self-assessed skill levels could be an indication of the area of concern in extending skill development and training. Table 66: Average Skill Rating for Huron County Students by Gender Skill

Male

Female

Total

# 162 163 163 163 163

Average 3.4 3.0 3.3 3.3 3.5

# 198 197 194 198 198

Average 3.8 3.5 3.3 3.1 3.8

# 360 360 357 361 361

Average 3.6 3.3 3.3 3.1 3.6

Analytical, decision making and problem solving

163

3.5

198

3.3

361

3.4

Teamwork

163

3.6

198

3.8

361

3.7

Computer

163

3.2

198

3.2

361

3.2

Self-management and organizational

163

2.9

198

3.5

361

3.2

Administrative/planning

162

2.8

197

3.3

359

3.1

Leadership

163

3.2

198

3.5

361

3.4

Creative thinking

162

3.5

196

3.6

358

3.5

Technological

162

3.5

196

2.8

358

3.1

Physical, mechanical or hands on

163

3.7

198

2.8

361

3.2

Performance, creativity, artistic

162

2.8

198

3.4

360

3.1

Reading Writing Oral communication Mathematical Social, interpersonal

*For full Four County results refer to Appendix Tables A22-26


|

71

In reviewing the Four County Region as a whole, the students rated their social, interpersonal skills and teamwork skills the highest with an average score of 3.8. Reading and creative thinking skills followed closely with an average score of 3.7. Table 67: Average Skill Rating for Four County Students by Gender Skill

Male

Female

Total

# 646 645 645 646 646

Average 3.6 3.3 3.5 3.4 3.6

# 684 681 678 682 683

Average 3.9 3.6 3.5 2.9 3.9

# 1,330 1,326 1,323 1,328 1,329

Average 3.7 3.4 3.5 3.2 3.8

Analytical, decision making and problem solving

645

3.7

684

3.6

1,329

3.6

Teamwork

646

3.8

684

3.9

1,330

3.8

Computer

646

3.4

683

3.2

1,329

3.3

Self-management and organizational

645

3.1

684

3.5

1,329

3.3

Administrative/planning

643

3.1

680

3.4

1,323

3.3

Leadership

646

3.5

683

3.7

1,329

3.6

Creative thinking

644

3.6

682

3.7

1,326

3.7

Technological

641

3.6

677

2.9

1,318

3.2

Physical, mechanical or hands on

644

3.7

683

2.9

1,327

3.3

Performance, creativity, artistic

643

2.9

679

3.6

1,322

3.2

Adaptability

642

3.5

682

3.6

1,324

3.6

Reading Writing Oral communication Mathematical Social, interpersonal


|

72

3.3.10 Plans for Future Education As part of studying the future labour force, it is helpful to gain an understanding of the expected future skills, the skills the students, now in Grade 12, will have once they enter the labour force. As such, the survey asked the students their future education plans upon graduating high school. A large majority (93.2%) of students across the Four County Region plan to enter post-secondary school or an apprenticeship. Males are more likely to enter the job market following high school than females. In Huron County specifically, 85.5% of males expect to finish high school and continue onto post-secondary school or apprenticeship program compared to 94% of females.8 Table 68: Plans for the Near Future by Gender Gender County

Huron

Total

Plans for the Near Future

Male

Total

Female

#

%

#

%

#

%

Finish high school and continue onto post-secondary school or apprenticeship

141

85.5%

188

94.0%

329

90.1%

Finish high school or leave high school and find a job

24

14.5%

12

6.0%

36

9.9%

Total

165

100.0%

200

100.0%

365

100.0%

Finish high school and continue onto post-secondary school or apprenticeship

599

90.1%

668

96.3%

1,267

93.2%

Finish high school or leave high school and find a job

66

9.9%

26

3.7%

92

6.8%

665

100.0%

694

100.0%

1,359

100.0%

Total

8 It is important to recognize that these figures represent stated intentions and not actual post-secondary outcomes. A 2009 study by Colleges Ontario assessed the PSE outcomes for high school students across Ontario. The study determined that 60% of students with 4 or 5 years of high school went directly into PSE programs (34% university, 20% college; 6% apprenticeship) while 40% went into the workforce (15% with OSSD, 25% without OSSD) (Ontario Colleges. Who doesn’t go to PSE? Nov. 2009).


|

73

The students are less sure when it comes to deciding which career path they will follow in the near future. Looking at the Four County Region, only 61.3% know about their career options and what they want to do regarding education to reach that goal, 32.9% have not chosen a career but are aware of their areas of interest. The remainder of students have not made any decisions regarding area of interest but feel they need further education to find a job. Again, females are surer of their future education and career pathway than males. In Huron, slightly more students know about their career options and what they want to do regarding their education. Table 69: Future Plans for Post-secondary School / Training by Gender County

Huron

Future Plans for Post-secondary School / Training

Male

Total

Female

#

%

#

%

#

%

I know about my career options and what I want to do and I’m planning for a program

83

59.3%

123

66.1%

206

63.2%

I don’t know what I want as a career but I know my areas of interest

48

34.3%

59

31.7%

107

32.8%

9

6.4%

4

2.2%

13

4.0%

Total

140

100.0%

186

100.0%

326

100.0%

I know about my career options and what I want to do and I’m planning for a program

346

58.3%

427

64.0%

773

61.3%

I don’t know what I want as a career but I know my areas of interest

210

35.4%

204

30.6%

414

32.9%

37

6.2%

36

5.4%

73

5.8%

593

100.0%

667

100.0%

1,260

100.0%

I don’t know what I want as a career but I know I need more education to get a job

Total

Gender

I don’t know what I want as a career but I know I need more education to get a job Total

The percentages in the table may add up to more than 100% since some students identified more than one category.


|

74

Making decisions regarding post-secondary education is important and can be daunting for some students. Often, there are several factors that can influence their plans in furthering their education. In Huron County, the students’ own thoughts and interests is the greatest influence on their plans for post-secondary education; 42.4% for males and 42% for females. For males, the second greatest influence was their classes at school. For females, the second greatest influence was their desire for a good job and a high income. Table 70: Factors that Influenced Student Plans for Post-secondary Education Gender County

Factors

Total

Female

# 31 2 13 9

% 18.8% 1.2% 7.9% 5.5%

# 26 10 11 12

% 13.0% 5.0% 5.5% 6.0%

# 57 12 24 21

% 15.6% 3.3% 6.6% 5.8%

A career education or guidance class

2

1.2%

1

0.5%

3

0.8%

The advice of a school counselor, teacher, or mentor

3

1.8%

5

2.5%

8

2.2%

My friends’ opinions

5

3.0%

4

2.0%

9

2.5%

My parents’ opinions

9

5.5%

18

9.0%

27

7.4%

My own thoughts and interests

70

42.4%

84

42.0%

154

42.2%

My desire for a good job and a high income

29

17.6%

39

19.5%

68

18.6%

Total

165

100.0%

200

100.0%

365

100.0%

My classes at school My volunteer experiences My job experiences My Co-op placement

Huron

Male


Males from Huron County are more confident in being accepted to and completing post-secondary education than females. Table 71: Level of Confidence in Being Accepted to and Completing Post-secondary Education by Gender Gender County

Level of Confidence Not confident at all Fairly confident

Huron

Confident Very confident Total

Male # 5 26 61 48 140

% 3.6% 18.6% 43.6% 34.3% 100.0%

Total

Female # 7 43 79 57 186

% 3.8% 23.1% 42.5% 30.6% 100.0%

# 12 69 140 105 326

% 3.7% 21.2% 42.9% 32.2% 100.0%



|

75

In reviewing the educational institutions the Four County Region students are most likely to attend a few important observations can be made. University is the most common response with 45.2% of the students planning to pursue a university program. Another 44.6% of students are looking to enter a college program upon graduating high school. Males are much more likely to enroll in a trade, vocational or apprenticeship with 18.8% of the male respondents planning to attend a trade program compared to 2.5% of females. In Huron, college is more common among students than university. Males (34.8%) and 47.3% of females from Huron are expecting to enroll in a university program while 46.1% of males and 50.5% of females are likely to attend college. Again, trade, vocational or apprenticeship programs are more likely to be attended by males. Table 72: Educational Institutions Students are Most Likely to Attend by Gender Gender County

Bruce

Grey

Huron

Perth

Total

Educational Institution

Male

Total

Female

#

%

#

%

#

%

University

64

48.5%

50

55.6%

114

51.4%

College

46

34.8%

38

42.2%

84

37.8%

Trade, vocational or apprenticeship

22

16.7%

2

2.2%

24

10.8%

Total

132

100.0%

90

100.0%

222

100.0%

University

56

37.8%

82

43.6%

138

41.1%

College

58

39.2%

101

53.7%

159

47.3%


34

23.0%

5

2.7%

39

11.6%

Total

148

100.0%

188

100.0%

336

100.0%

University

49

34.8%

89

47.3%

138

41.9%

College

65

46.1%

95

50.5%

160

48.6%


27

19.1%

4

2.1%

31

9.4%

Total

141

100.0%

188

100.0%

329

100.0%

University

77

43.0%

107

52.2%

184

47.9%

College

72

40.2%

92

44.9%

164

42.7%


30

16.8%

6

2.9%

36

9.4%

Total

179

100.0%

205

100.0%

384

100.0%

University

246

41.0%

328

48.9%

574

45.2%

College

241

40.2%

326

48.6%

567

44.6%


113

18.8%

17

2.5%

130

10.2%

Total

600

100.0%

671

100.0%

1,271

100.0%


|

76

In university programs, males and females are most likely to pursue a science degree with 50% and 57.3%, respectively. Bachelor of commerce programs are more common among males while females are more interested in the Bachelor of Arts programs. Table 73: University Degree Programs Students are Most Likely to Pursue by Gender Gender County

Bruce

Grey

Huron

Perth

Total

University Degree Program

Male

Total

Female

#

%

#

%

#

%

Bachelor of Arts

19

29.7%

24

48.0%

43

37.7%

Bachelor of Commerce

10

15.6%

5

10.0%

15

13.2%

Bachelor of Science

35

54.7%

21

42.0%

56

49.1%

Total

64

100.0%

50

100.0%

114

100.0%

Bachelor of Arts

11

20.0%

41

50.0%

52

38.0%


7

12.7%

6

7.3%

13

9.5%

Bachelor of Science

37

67.3%

35

42.7%

72

52.6%

Total

55

100.0%

82

100.0%

137

100.0%

Bachelor of Arts

14

29.2%

28

31.5%

42

30.7%


10

20.8%

10

11.2%

20

14.6%

Bachelor of Science

24

50.0%

51

57.3%

75

54.7%

Total

48

100.0%

89

100.0%

137

100.0%

Bachelor of Arts

26

33.8%

58

54.7%

84

45.9%


13

16.9%

14

13.2%

27

14.8%

Bachelor of Science

38

49.4%

34

32.1%

72

39.3%

Total

77

100.0%

106

100.0%

183

100.0%

Bachelor of Arts

70

28.7%

151

46.2%

221

38.7%


40

16.4%

35

10.7%

75

13.1%

Bachelor of Science

134

54.9%

141

43.1%

275

48.2%

Total

244

100.0%

327

100.0%

571

100.0%


|

77

In total for college programs, females are most likely to enroll in a health science program, with 41.3% of the female respondents, followed by 18.6% of females planning to attend a community services program. The most common program among males is engineering technology. For males, business and protective services were also common. In Huron, the same patterns exist, 44.1% of females are planning to pursue an education in health science. Males from Huron are most likely to enroll in engineering technology with 26.2% of the respondents. Table 74: College Programs that Students are Most Likely to Pursue by Gender Gender County

College Program Business Community Services Engineering Technology General Arts and Sciences

Huron

Health Sciences Hospitality and Tourism Info Technology / Computing Media Studies Protective Services Total Business Community Services Engineering Technology General Arts and Sciences

Total

Health Sciences Hospitality and Tourism Info Technology / Computing Media Studies Protective Services Total

Male # 9 3 17 7 5 2 2 7 13 65 36 9 61 33 20 5 11 26 36 237

% 13.8% 4.6% 26.2% 10.8% 7.7% 3.1% 3.1% 10.8% 20.0% 100.0% 15.2% 3.8% 25.7% 13.9% 8.4% 2.1% 4.6% 11.0% 15.2% 100.0%

Total

Female # 8 18 1 8 41 7 0 2 8 93 31 60 8 35 133 20 0 18 17 322

% 8.6% 19.4% 1.1% 8.6% 44.1% 7.5% 0.0% 2.2% 8.6% 100.0% 9.6% 18.6% 2.5% 10.9% 41.3% 6.2% 0.0% 5.6% 5.3% 100.0%

# 17 21 18 15 46 9 2 9 21 158 67 69 69 68 153 25 11 44 53 559

% 10.8% 13.3% 11.4% 9.5% 29.1% 5.7% 1.3% 5.7% 13.3% 100.0% 12.0% 12.3% 12.3% 12.2% 27.4% 4.5% 2.0% 7.9% 9.5% 100.0%



|

78

As discussed, apprenticeship programs are not common among females in Huron County. Only 4 students indicated they were interested in pursuing an apprenticeship. Almost 30 males indicated they were interested in pursuing an apprenticeship, 7 of which were interested in becoming an electrician. Another 18.5% of males are interested in automotive service. Table 75: Apprenticeship Programs that Students are most Likely to Pursue by Gender Gender County

Apprenticeship Program Automotive service technician Auto body repair Baker Cabinet maker Carpenter Drywall applicator Electrician (general)

Huron

Electrician (industrial) Hairstylist Machinist (general) Millwright (industrial mechanic) Plumber Roofer Tool and die maker Welding, fitting Total

Male # 5 1 0 1 4 1 6 1 0 1 3 3 1 2 1 27

% 18.5% 3.7% 0.0% 3.7% 14.8% 3.7% 22.2% 3.7% 0.0% 3.7% 11.1% 11.1% 3.7% 7.4% 3.7% 100.0%

Total

Female # 0 0 1 0 0 0 0 0 1 0 0 0 0 0 1 4

% 0.0% 0.0% 25.0% 0.0% 0.0% 0.0% 0.0% 0.0% 25.0% 0.0% 0.0% 0.0% 0.0% 0.0% 25.0% 100.0%

# 5 1 1 1 4 1 6 1 1 1 3 3 1 2 2 31

% 16.1% 3.2% 3.2% 3.2% 12.9% 3.2% 19.4% 3.2% 3.2% 3.2% 9.7% 9.7% 3.2% 6.5% 6.5% 100.0%



|

79

3.3.11 Plans for Future Career Assessing the aspirations regarding the students’ future employment provides an average of gauging expected labour supply in both industry and occupation categories. Survey figures in this regard provide a broad conception of where the emerging workforce is heading. The following tables describe the industry and occupations that the students of Huron County are most likely to be employed, for comparisons to the Four County Region refer to Appendices. Table 76: Industry that Students are most Likely to be Employed In by Gender Gender County

Industry

Total

Female

# 18

% 10.8%

# 8

% 4.0%

# 26

% 7.1%

Mining, Quarrying, and Oil and Gas extraction

3

1.8%

4

2.0%

7

1.9%

Utilities

2

1.2%

0

0.0%

2

0.5%


29

17.5%

2

1.0%

31

8.5%

Manufacturing

10

6.0%

1

0.5%

11

3.0%


6

3.6%

2

1.0%

8

2.2%


7

4.2%

0

0.0%

7

1.9%


0

0.0%

2

1.0%

2

0.5%

Finance, Insurance

8

4.8%

4

2.0%

12

3.3%

Real Estate and Leasing

1

0.6%

0

0.0%

1

0.3%

Professional, Scientific and Technical Services

19

11.4%

26

13.0%

45

12.3%


10

6.0%

15

7.5%

25

6.8%


4

2.4%

13

6.5%

17

4.6%


12

7.2%

86

43.0%

98

26.8%


13

7.8%

14

7.0%

27

7.4%


5

3.0%

5

2.5%

10

2.7%

Other Services

9

5.4%

6

3.0%

15

4.1%


0

0.0%

1

0.5%

1

0.3%


12

7.2%

4

2.0%

16

4.4%

166

100.0%

200

100.0%

366

100.0%


Huron

Male

Total


= Top Industry Categories - Males

= Top Industry Categories - Females


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80

Occupational categories are even more directly connected to an individual’s particular set of skills that they use on a daily basis to conduct their job. The data mirrors the data related to the industry categories above. For males, tradesperson, transport or equipment operator followed by sales and service and natural and applied sciences were the most common reported occupations. Occupations in health followed by social science, education government service and religion and art, culture, recreation and sport were the most common for females in Huron County. Table 77: Occupations that Students are most Likely to Have by Gender Gender County

Occupation

Total

Female

# 5

% 3.0%

# 3

% 1.5%

# 8

% 2.2%

Business, Finance and Administrative Occupation

14

8.4%

15

7.5%

29

7.9%

Natural and Applied Sciences and Related Occupation

24

14.5%

14

7.0%

38

10.4%

Health Occupation

8

4.8%

77

38.5%

85

23.2%

Social Science, Education, Govt. Service and Religion

6

3.6%

41

20.5%

47

12.8%

Art, Culture, Recreation and Sport Occupation

17

10.2%

24

12.0%

41

11.2%

Sales and Service Occupation

25

15.1%

19

9.5%

44

12.0%

Tradesperson, Transport or Equipment Operator

45

27.1%

2

1.0%

47

12.8%

Primary Industry Occupation

12

7.2%

3

1.5%

15

4.1%

Processing, Manufacturing and Utilities Occupation

7

4.2%

0

0.0%

7

1.9%

166

100.0%

200

100.0%

366

100.0%

Management Occupation

Huron

Male

Total



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Factorings influencing career selection are very similar to those influencing proposed education with an individual’s own thoughts and interest having the greatest bearing followed by classes at school and their volunteer work. Table 78: Factors that Directed Students toward Pursuing this Career by Gender Gender County

Factors

Total

Female

# 74 24 36 23

% 44.6% 14.5% 21.7% 13.9%

# 99 64 38 33

% 49.5% 32.0% 19.0% 16.5%

# 173 88 74 56

% 47.3% 24.0% 20.2% 15.3%

My own interests, thoughts, and ideas

118

71.1%

173

86.5%

291

79.5%

My results from an aptitude or career-match test

13

7.8%

32

16.0%

45

12.3%

A career education class

5

3.0%

16

8.0%

21

5.7%

Job shadowing

15

9.0%

37

18.5%

52

14.2%

166

100.0%

200

100.0%

366

100.0%

My classes at school My volunteer work My part-time or summer job My co-op placement Huron

Male

Total


Most students from Huron (79.5%) spoke to parents, family members and/or friends about their career interests. Huron County students were most likely to speak to a guidance counsellor, however males were less likely to speak to a guidance counselor or teacher at school compared to the female students (53% versus 62.5%). Less than half of the students spoke to someone in the profession. Approximately 5% had not spoken to anyone regarding their career interests. Table 79: Resources Students Spoke to about their Career Interests by Gender Gender County

Huron

Resource

Male

Total

Female

#

%

#

%

#

%

My parent(s), family, relatives and friends

128

77.1%

163

81.5%

291

79.5%

A guidance counselor, career education advisor, or teacher at school

88

53.0%

125

62.5%

213

58.2%

Someone working in the profession

72

43.4%

90

45.0%

162

44.3%

No one

10

6.0%

8

4.0%

18

4.9%

166

100.0%

200

100.0%

366

100.0%

Total



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3.3.12 Future Place of Work and Residence The out-migration of youth is a common trend faced by rural regions of Ontario, including the Four County Region. This has an impact on the future labour market supply as it determines the availability of the workforce, as well as the quality. A considerable number of youth across the region report intentions of out-migration. In all four counties, students are more likely to believe they will not find a job or live in Bruce, Grey, Huron or Perth County. In Huron County specifically, 55.5% of males and 51.5% of females do not expect to find a job or live in the Four County Region. Table 80: Students Expectations to Find a Job and Live in Huron, Perth, Bruce, Grey County by Gender County

Bruce

Grey

Huron

Perth

Total

Do you Expect to Find a Job and Live in Huron, Perth, Bruce, Grey County?

#

%

#

%

#

%

Yes

55

42.3%

42

46.7%

97

44.1%

No

75

57.7%

48

53.3%

123

55.9%

Total

130

100.0%

90

100.0%

220

100.0%

Yes

67

41.9%

63

33.7%

130

37.5%

No

93

58.1%

124

66.3%

217

62.5%

Total

160

100.0%

187

100.0%

347

100.0%

Yes

73

44.5%

94

48.5%

167

46.6%

No

91

55.5%

100

51.5%

191

53.4%

Total

164

100.0%

194

100.0%

358

100.0%

Yes

92

49.7%

104

49.5%

196

49.6%

No

93

50.3%

106

50.5%

199

50.4%

Total

185

100.0%

210

100.0%

395

100.0%

Yes

287

44.9%

303

44.5%

590

44.7%

No

352

55.1%

378

55.5%

730

55.3%

Total

639

100.0%

681

100.0%

1,320

100.0%

Gender Male

Total

Female


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Of those planning on leaving Huron County believe life will be more exciting elsewhere, another large portion blame the lack of job opportunities in the area. Table 81: Reasons for Planning to Leave the Huron Region Gender County

Huron

Reason

Male

Total

Female

#

%

#

%

#

%

There are no jobs here that I am interested in; not enough variety in job opportunities

39

42.9%

49

49.0%

88

46.1%

There are no jobs here that pay enough.

14

15.4%

15

15.0%

29

15.2%

There are not enough jobs here at all.

17

18.7%

24

24.0%

41

21.5%

I think life will be more exciting in another place

46

50.5%

67

67.0%

113

59.2%

Total

91

100.0%

100

100.0%

191

100.0%


Students were asked to identify influential factors for staying in the Four County Region as they pursue a career. For students in Huron, being in close proximity to family and friends was the most common response (68.9%) followed by their belief that their community is a great place to live (56.9%). However, only 27.5% cited the opportunity for a job in which they are interested as a reason to stay in the area, even fewer believe there are jobs in the area to provide a good salary. Table 82: Reasons to Stay in the Four County Region Gender County

Huron

Reason

Male

Total

Female

#

%

#

%

#

%

There are plenty of jobs in the area that I am interested in.

25

34.2%

21

22.3%

46

27.5%

The jobs here provide a good salary.

15

20.5%

10

10.6%

25

15.0%

I want to be near my friends and family.

49

67.1%

66

70.2%

115

68.9%

I like my community and think it is a great place to live.

32

43.8%

63

67.0%

95

56.9%

Total

73

100.0%

94

100.0%

167

100.0%



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3.4 Summary Huron County had 166 male respondents (45.5%) and 200 female respondents (54.6%) for the survey of grade 12 students. The majority of respondents were 17 years old. The average for all classes in the last school year was 75.8% for males and 78% for females. Generally students reported math as the highest average for core courses, followed by science and then English. Males in Huron tend to favour technology education elective courses, females are more likely to be engaged in arts courses. The majority of students participate in extra-curricular activities, on average they spend 7.7 hours per week. The most common extra-curricular activities are related to sports and physical activity. This observation was also made in the previous study. Students are continuing to be engaged in volunteer activity in Huron County, 83.4% of females and 77% of males have volunteered in the last year. The average number of hours spent volunteering over the last year was 44 hours, over the 40 hours required through their high school career. The most common industries students reported volunteer participation were similar to 2005 which included Information, Culture, and Recreation; Religious, Civic, Environmental or Social Advocacy; Health Care or Social Assistance, and the addition of Agriculture and Education Fewer Huron County students held a part-time or summer job compared to the previous study. In 2013, 73.3% of males and 74.5% of females worked part-time during the school year and 81.3% of males and 77.5% of females worked in the summer. The most common part-time and summer employment activities include Wholesale and Retail Trade; Accommodation and Food Services; Agriculture; and, Other Services, including personal care, automotive repair, etc. Co-op education in Huron County has fairly low participation in comparison to Bruce and Perth counties, only 15.2% of males and 16.5% of females have participated in co-op in the last year. Males participating in co-op were most likely to be involved in agriculture, females participating in co-op were most likely to be involved in Health Care and Social Assistance and Educational Services. For transferable skills, males have scored themselves the highest in physical, mechanical and hands on skills followed by teamwork. Females have scored themselves the highest in social, interpersonal skills, teamwork and reading. In Huron, 90.1% of students expect to finish high school and continue onto post-secondary school or apprenticeship program. Females are more likely to be planning on attending post-secondary education than males. College is the most common post-secondary education choice for students, followed by university. Males are much more likely to enroll in a trade, vocational or apprenticeship with 19.1% of the male respondents planning to attend a trade program compared to 2.1% of females.


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85

The top industry categories that male students are hoping to be employed are: Construction and/or Specialty Trade Contractor; Professional, Scientific and Technical Services; and Agriculture. Females are expecting to be employed in Health Care and Social Assistance; Professional, Scientific and Technical Services, and Business. Youth out-migration has been an issue in rural communities, 55.5% of males and 51.5% of females expect to leave the Four County Region to find a job. This was a slight decrease since the last study period. The unemployment rate for Huron County youth aged 15-24 was 11% in 2011 which was considerably lower than the provincial youth unemployment rate of 16%.


|

86

Fact Sheet - Huron County Employee Experiences The study carried out for the Four County Labour Market Planning Board in 2013 included a labour market profile and surveys with high school students, employees and employers in Bruce, Grey, Huron and Perth counties. Where possible comparisons to the 2005 study were made. This fact sheet focuses on the key findings gathered from the Huron County employees surveyed by telephone in the summer of 2013. Huron County had 145 male respondents (48.2%) and 156 female respondents (51.8%) and the average age of respondents was 48.2 years.

40 35 30 25 20 15 10 5 0

SECTION 4: HURON EMPLOYEE SURVEY THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

|

87

0 10 20 30 40 50 60 70 80


|

88

0

10

20

30

40

50

60


|

89

4.0 Huron Employee Survey

4.1 Introduction A fundamental input into a labour market study is information pertaining to the education, experience, skills and training of the current labour pool. This provides a basis for understanding the human resources available to employers in the area. As such, a telephone survey of the people composing the local labour force was deemed to be the best method to gain such information. The survey was designed to capture the relevant components necessary for the continued development of the labour market. The aim of the survey was to determine the particular levels of work experience, education and skills possessed by the residents of the area, as well as information on mobility, household activities and job satisfaction.

4.2 Methodology 4.2.1 Survey Design The design of the survey instrument was based on three criteria. The first was to ensure the survey met the needs of the study including requirement to collect information on the skills, training and education of the current labour pool in addition to the demographic information required to describe the socio-economic status of the County. The second was the need to design the instrument in a manner that would allow for comparison with the employer and the high school survey for the study. This was critical in the element in design as a primary output of the project was to perform a gap analysis among the three surveys. Comparisons to the Statistics Canada database was also a key consideration to gauge the representativeness of the sample within the context of the population at large.


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90

The third consideration was the need to design the instrument in a manner that would allow for the comparison to the studies completed in 2005. A draft version of the survey was generated and provided to the steering committee for review. Revisions suggested by the steering committee were incorporated into the draft. A pre-test of the redraft was conducted to ensure clarity of the questions, test the data input program, verify the survey output and validate the randomized calling process.

4.2.2 Survey Process A team of eight graduate students was hired to conduct the surveys. There was a two hour training session providing an overview of the project as well as specific training on the survey instrument. The survey commenced on May 7, 2013 and concluded on July 17, 2013. Calls were made in the evenings from Monday to Friday. No surveys were carried out on the weekends, or on Mondays of a holiday weekend (Victoria Day, Canada Day).

4.2.3 Sampling Strategy The labour force population survey was administered using a telephone interview. Potential participants for the survey were selected according to a randomized calling strategy. The unit of analysis for the sample was the household. Any participant within the household that met the following eligibility requirements was invited to participate: • Permanent resident of Huron County • Legally permitted to work in Canada • Over 16 years of age • Not retired Interviewers made calls from the region’s phonebook. The randomized calling strategy was achieved by consulting a random number table. The number generated by this table was then applied to the phonebook to select an entry. If a household was unreachable after three attempts that number was removed from the calling list. In instances where a household was unreachable replacement numbers were generated using a calling rule that directed them to a phone book row above or below the original entry selected. The total population, ages 15 and over, employed across all industrial sectors in Huron County in 2011 was 47,815. For the survey sample to be statistically representative of the population of employees and to have a ±5% confidence interval and a 95% confidence level, it is technically necessary to obtain approximately 380 valid responses from randomly selected employees in the sample frame. For the purpose of this study it was decided to limit the survey to 300 valid responses. A total of 301 surveys were actually completed which provides a confidence level of 95% with a ±6% confidence interval. The sample was stratified to ensure an even split of male and female respondents.


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91

4.3 Survey Analysis 4.3.1 Response Rate As noted above, the sampling strategy resulted in the completion of 301 surveys. Approximately 11 households were contacted for every survey completed (the non-response households included refusals, no one home, retirees). 4.3.2 Respondent Profile 4.3.2.1 Age and Gender Distribution

The gender of the respondents can be found in the table below. For each of the four counties the survey aimed to have a 50:50 male to female ratio. Huron County had 145 male respondents (48.2%) and 156 female respondents (51.8%). Table 83: Gender of Respondents Bruce, Grey, Huron and Perth County Gender

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Male

150

49.8

149

49.5

145

48.2

150

49.3

594

49.2

Female

151

50.2

152

50.5

156

51.8

154

50.7

613

50.8

Total

301

100.0

301

100.0

301

100.0

304

100.0

1207

100.0

Respondents must have been 16 years or older in order to complete the survey. The average age of respondents from Huron County was 48.2 years. Approximately 10% of the Huron County respondents were younger than 30 years old, 20% were over 60 years old. The largest proportion of the respondents were between 50 and 59 years. Table 84: Age of Respondents for Bruce, Grey, Huron and Perth County Age

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

16 to 19

4

1.4

3

1.0

4

1.4

6

2.0

17

1.4

20 to 29

27

9.2

19

6.4

24

8.1

19

6.4

89

7.5

30 to 39

43

14.6

51

17.2

45

15.3

51

17.3

190

16.1

40 to 49

62

21.0

58

19.6

76

25.8

70

23.7

266

22.5

50 to 59

113

38.3

105

35.5

86

29.2

96

32.5

400

33.9

60 to 69

38

12.9

51

17.2

47

15.9

46

15.6

182

15.4

70 and over

8

2.7

9

3.0

13

4.4

7

2.4

37

3.1

295

100.0

296

100.0

295

100.00

295

100.00

1181

100.0

Total Average age

48.3

48.7

48.2

48.3

48.4


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92

4.3.2.2 Household Income

Household income is a relative measure of well-being for area residents. The figures presented below are the self-reported figures representing a private household unit. The most common household income category reported in Huron was $60,000 - $79,999 with 21.6% of the responses. Comparing the reported household income of the survey respondents to these data from the NHS shows that this is fairly representative of the area. The average household income in Huron in 2011 was $71,916, and the most common income category was $60,000 to $79,999. Table 85: Respondents Household Income Categories in Bruce, Grey, Huron and Perth County Bruce

Household Income

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Under $20,000

9

4.2

11

4.9

6

2.7

8

3.7

34

3.9

$20,000 - $39,999

16

7.4

33

14.6

24

10.8

29

13.2

102

11.6

$40,000 - $59,999

31

14.4

46

20.4

39

17.6

36

16.4

152

17.2

$60,000 - $79,999

27

12.5

35

15.5

48

21.6

34

15.5

144

16.3

$80,000 - $99,999

30

13.9

28

12.4

36

16.2

32

14.6

126

14.3

$100,000 $119,999

27

12.5

25

11.1

24

10.8

36

16.4

112

12.7

$120,000 and over

76

35.2

48

21.2

45

20.3

44

20.1

213

24.1

Total

216

100.0

226

100.0

222

100.0

219

100.0

883

100.0


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93

4.3.2.3 Marital Status

Marital status give an indication of the composition of family units in the Four County Region. The majority (70.1%) of Huron County respondents were legally married, another 13.3% reported as single and 6.3% were divorced. Table 86: Marital Status of Respondents for Bruce, Grey, Huron and Perth County Bruce

Marital Status

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Single

37

12.5

38

12.8

40

13.3

47

15.6

162

13.5

Legally married

202

68.2

191

64.1

211

70.1

216

71.8

820

68.6

Common-law

18

6.1

30

10.1

14

4.7

9

3.0

71

5.9

Separated but still legally married

9

3.0

12

4.0

8

2.7

8

2.7

37

3.1

Divorced

19

6.4

19

6.4

19

6.3

11

3.7

68

5.7

Widowed

11

3.7

8

2.7

9

3.0

10

3.3

38

3.2

Total

296

100.0

298

100.0

301

100.0

301

100.0

1,196

100.0

4.3.3 Labour Market Features There are a number of basic features that are key in providing a framework for understanding local economies. For the purpose of this study employment status and experience, education, skills and training were examined. 4.3.3.1 Employment

There are a number of aspects of employment that are covered both by the NHS and the employee survey completed for the study. To describe the dynamics of employment in the Four County Region the following survey variables have been selected: employment status, employment basis and number of jobs held. Unemployment in the Region and the mechanisms for support of the employment was also reviewed.


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94

Employment Status The employment status of the respondents are found in the table below. For the Four County Region, 89.5% of the respondents had been employed in the last 52 weeks. In Huron County, the employment rate among respondents was 88.7%. Table 87: Employment Status of Bruce, Grey, Huron and Perth County Respondents Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Yes

274

91

273

90.7

267

88.7

266

87.5

1,080

89.5

No

27

9

28

9.3

34

11.3

38

12.5

127

10.5

Total

301

100

301

100

301

100

304

100

1,207

100

For the entire Four County Region, 85.1% of the respondents are employed. In Huron County, 85.4% of respondents were employed at the time of the survey. Of the respondents 5.6% reported as being a homemaker, 4.3% were unemployed and 1.3% were on disability leave. Table 88: Respondents’ Work Status for Bruce, Grey, Huron and Perth County Work Status

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Employed

264

87.7

254

84.4

257

85.4

252

82.9

1027

85.1

Unemployed

13

4.3

10

3.3

13

4.3

11

3.6

47

3.9

Student

6

2

9

3

9

3

6

2

30

2.5

Homemaker

14

4.7

19

6.3

17

5.6

25

8.2

75

6.2

Disabled

3

1

8

2.7

4

1.3

7

2.3

22

1.8

Maternity leave

1

0.3

1

0.3

1

0.3

3

1

6

0.5

301

100

301

100

301

100

304

100

1207

100

Total


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95

The respondents who reported to be unemployed in the last 52 weeks were asked to provide information about their income sources so as to help understand the structure of unemployment in the area, 5% of the respondents were supported by others, 2% depended on social assistance. Table 89: Income Sources for Unemployed Respondents for Bruce, Grey, Huron and Perth County Household Income

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Supported by others

14

4.7

15

5

15

5

23

7.6

67

5.6

Investment income

3

1

1

0.3

1

0.3

0

0

5

0.4

Loans

0

0

1

0.3

2

0.7

1

0.3

4

0.3

Employment insurance

3

1

1

0.3

2

0.7

5

1.6

11

0.9

Social assistance

2

0.7

1

0.3

6

2

2

0.7

11

0.9

Informal income

0

0

3

1

1

0.3

0

0

4

0.3

ODSP

3

1

6

2

5

1.7

3

1

17

1.4

CPP

3

1

2

0.7

4

1.3

3

1

12

1

WSIB pension

0

0

1

0.3

1

0.3

1

0.3

3

0.2

Child tax benefit

0

0

2

0.7

3

1

1

0.3

6

0.5

301

100

301

100

301

100

304

100

1,207

100

Total


|

96

Primary Employment In Huron County, 12.3% of the respondents held multiple jobs, the lowest among the four counties. On average, 16.4% of the respondents held multiple jobs in the Four County Region. Table 90: Multiple Jobs for Respondents from Bruce, Grey, Huron and Perth County

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Yes

35

12.7

56

20.3

33

12.3

54

20.2

178

16.4

No

240

87.3

220

79.7

235

87.7

213

79.8

908

83.6

Total

275

100

276

100

268

100

267

100

1,086

100

In reference to primary employment, 67.4% of the Huron County respondents have a permanent job compared to 70.1% across the Four County Region. In Huron County 19.7% of the respondents are selfemployed, the second highest among the four counties. Table 91: Employment Basis for Bruce, Grey, Huron and Perth County Respondents Job Type

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Permanent basis

172

72.6

145

66.8

157

67.4

156

73.6

630

70.1

Contract / seasonal basis

24

10.1

13

6

22

9.4

13

6.1

72

8

Self-employed

36

15.2

49

22.6

46

19.7

36

17

167

18.6

Casual basis

5

2.1

10

4.6

8

3.4

7

3.3

30

3.3

237

100

217

100

233

100

212

100

899

100

Total


|

97

Approximately 82% of the Huron County respondents’ primary employment was on a full-time basis, very close to the Four County Region average of 80.2% Table 92: Employment Status for Bruce, Grey, Huron and Perth County Respondents Employment Type

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Part time

38

16

52

24

42

17.9

46

21.7

178

19.8

Full time

199

84

165

76

192

82.1

166

78.3

722

80.2

Total

237

100

217

100

234

100

212

100

900

100

Respondents were asked to indicate how many hours per week they work at their primary place of employment. On average, Huron County respondents work 40.4 hours per week, the highest in the Four County Region. Table 93: Hours per Work at Primary Employment for Bruce, Grey, Huron and Perth County Respondents Hours per Week

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Less than 10 hours

4

1.5

13

4.8

2

0.7

7

2.6

26

2.4

10 to 19 hours

15

5.5

15

5.5

12

4.5

20

7.5

62

5.7

20 to 29 hours

27

9.9

35

12.8

35

13.1

32

12

129

12

30 to 39 hours

68

24.9

57

20.9

51

19.1

62

23.3

238

22.1

40 to 49 hours

105

38.5

102

37.4

103

38.6

94

35.3

404

37.4

50 to 59 hours

32

11.7

22

8.1

38

14.2

35

13.2

127

11.8

60 or more hours

22

8.1

29

10.6

26

9.7

16

6

93

8.6

Total

273

100

273

100

267

100

266

100

1,079

100

Average hours

40.1

39.4

40.4

39

39.8


|

98

On average, Huron County respondents have been employed with their current employer for 15.2 years, the longest in the Four County Region. Almost 30% of Huron respondents reported being with the same employer for over 20 years. Table 94: Number of Years with Primary Employer for Bruce, Grey, Huron and Perth County Respondents Years

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Less than 12 months

24

8.8

27

10

19

7.1

14

5.3

84

7.8

1 to 5 years

70

25.7

76

28

62

23.2

59

22.4

267

24.9

6 to 10 years

63

23.2

47

17.3

42

15.7

51

19.4

203

18.9

11 to 15 years

38

14

35

12.9

34

12.7

45

17.1

152

14.2

16 to 20 years

8

2.9

21

7.7

31

11.6

23

8.7

83

7.7

More than 20 years

69

25.4

65

24

79

29.6

71

27

284

26.5

Total

272

100

271

100

267

100

263

100

1,073

100

Average years

12.6

12.6

15.2

14.2

13.7


|

99

Secondary Employment On average 16.1% of the respondents from the Four County Region reported they hold a second job. In Huron County, 32 respondents hold a second job. Of those that hold a second job in Huron County, 40.6% reported being self-employed and 25% of second jobs are on a causal basis. Table 95: Secondary Employment Basis for Bruce, Grey, Huron and Perth County Bruce

Job Type

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Permanent basis

7

20.6

8

14.8

4

12.5

17

31.5

36

20.7


2

5.9

11

20.4

7

21.9

9

16.7

29

16.7

Self-employed

16

47.1

22

40.7

13

40.6

18

33.3

69

39.7

Casual basis

9

26.5

13

24.1

8

25

10

18.5

40

23

Total

34

100

54

100

32

100

54

100

174

100

Of those that hold a second job in Huron County, 93.8% reported working part-time in their second job. Table 96: Employment Status for Secondary Employment for Bruce, Grey, Huron and Perth County Employment Type

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Part time

31

91.2

50

92.6

30

93.8

48

88.9

159

91.4

Full time

3

8.8

4

7.4

2

6.3

6

11.1

15

8.6

Total

34

100

54

100

32

100

54

100

174

100


|

100

Tertiary Employment On average 2.6% of the respondents from the Four County Region reported they hold a third job. In Huron County, only three respondents hold a third job. Table 97: Employment Basis for Tertiary Employment in Bruce, Grey, Huron and Perth County Bruce

Job Type

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Permanent basis

0

0

1

8.3

0

0

0

0

1

3.6


1

20

9

75

1

33.3

4

50

15

53.6

Self-employed

2

40

2

16.7

1

33.3

1

12.5

6

21.4

Casual basis

2

40

0

0

1

33.3

3

37.5

6

21.4

Total

5

100

12

100

3

100

8

100

28

100

In Huron County, all of those working a third job work part-time in this position. Table 98: Employment Status of Tertiary Employment in Bruce, Grey, Huron and Perth County Employment Type

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Part time

4

80

11

91.7

3

100

8

100

26

92.9

Full time

1

20

1

8.3

0

0

0

0

2

7.1

Total

5

100

12

100

3

100

8

100

28

100


|

101

4.3.3.2 Employment Experience

There are a variety of occupation and industry specific skills that can be acquired from employment. Skills learned in both specific occupations and specific industries endow the employee with experience learned from both their employment and the business climate in which they work.

Occupation The most basic description of what people do at work can be circumscribed by their occupation classification. An occupation title is linked to a standard set of skills that are required to perform the day to day operations of that occupation in the workplace. The standard format for classifying and presenting occupation specific data is the National Occupation Classification System (NOC-S). For the purpose of this analysis, only the occupation of primary employment was examined. Table 99: Occupation Classification by Respondents for Bruce, Grey, Huron and Perth County Occupation

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Management Occupations

35

12.9

33

12.1

41

15.5

29

10.9

138

12.8

Business, Finance and Administrative Occupations

29

10.7

37

13.6

32

12.1

45

16.9

143

13.3

Natural and Applied Sciences and Related Occupations

9

3.3

4

1.5

6

2.3

5

1.9

24

2.2

Health Occupations

28

10.3

28

10.3

28

10.6

18

6.8

102

9.5

Occupations in Social Science, Education, Government Service and Religion

42

15.4

33

12.1

36

13.6

29

10.9

140

13

Occupations in Art, Culture, Recreation and Sport

1

0.4

4

1.5

5

1.9

10

3.8

20

1.9

Sales and Service Occupations

46

16.9

51

18.7

28

10.6

40

15

165

15.3

Trades, Transport and Equipment Operators and Related Occupations

48

17.6

47

17.2

44

16.6

37

13.9

176

16.4

Occupations Unique to Primary Industry

13

4.8

11

4

33

12.5

26

9.8

83

7.7

Occupations Unique to Processing, Manufacturing and Utilities

21

7.7

25

9.2

12

4.5

27

10.2

85

7.9

Total

272

100

273

100

265

100

266

100

1076

100

= Top Three Reported Occupations in Huron


|

102

In a direct comparison between the occupation reported by respondents and the occupations reported by Statistics Canada, the survey is largely representative. The greatest difference is in sales and service occupations, the survey under represented this occupation category. Table 100: Huron County Respondents Occupation Classification Compared to NHS 2011 Occupation

Respondents

NHS

Management Occupations

# 41

% 15.5

# 4,420

% 14.3

Business, Finance and Administrative Occupations

32

12.1

3,760

12.1

Natural and Applied Sciences and Related Occupations

6

2.3

875

2.8

Health Occupations

28

10.6

2,050

6.6

Occupations in Social Science, Education, Government Service and Religion

36

13.6

2,945

9.5

Occupations in Art, Culture, Recreation and Sport

5

1.9

480

1.5

Sales and Service Occupations

28

10.6

5,880

19

Trades, Transport and Equipment Operators and Related Occupations

44

16.6

6,145

19.8

Occupations Unique to Primary Industry

33

12.5

2,135

6.9

Occupations Unique to Processing, Manufacturing and Utilities

12

4.5

2,310

7.5

Industry In addition to the data collected on occupation, industry concentrations is essential to the composition of the labour market. Experience in a given industry provides certain industry-specific skills available for transfer within the labour market for employment. The standard format for classifying and presenting industry specific data is the North American Industry Classification System (NAICS). For the purpose of this analysis, only the industry of primary employment was examined. In Huron County, the top reported industry was Health Care and Social Assistance 16.9%. The remaining leading industries as reported by Huron County respondents were Agriculture, forestry, fishing and hunting (15%) as well as Manufacturing and Education both with 10.2% of the population surveyed.


|

103

In comparison to the Four County Region, Huron County had the highest proportion engaged in Agriculture, forestry, fishing and hunting. Table 101: Respondents by Industrial Sector for Bruce, Grey, Huron and Perth County Industry

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%


16

5.9

14

5.1

40

15

36

13.5

106

9.8


1

0.4

2

0.7

7

2.6

0

0

10

0.9

Utilities

57

20.9

8

2.9

9

3.4

4

1.5

78

7.2

Construction

20

7.3

28

10.3

21

7.9

13

4.9

82

7.6

Manufacturing

11

4

31

11.4

27

10.2

39

14.7

108

10

Wholesale trade

9

3.3

5

1.8

3

1.1

8

3

25

2.3

Retail trade

25

9.2

32

11.7

18

6.8

18

6.8

93

8.6


3

1.1

11

4

9

3.4

8

3

31

2.9


2

0.7

5

1.8

1

0.4

0

0

8

0.7


7

2.6

8

2.9

10

3.8

27

10.2

52

4.8


3

1.1

3

1.1

4

1.5

1

0.4

11

1


18

6.6

13

4.8

9

3.4

17

6.4

57

5.3


0

0

0

0

2

0.8

0

0

2

0.2

Administrative and support, waste management and remediation services.

1

0.4

1

0.4

0

0

0

0

2

0.2


29

10.6

21

7.7

27

10.2

23

8.6

100

9.3


35

12.8

46

16.8

45

16.9

28

10.5

154

14.3


6

2.2

5

1.8

9

3.4

10

3.8

30

2.8


7

2.6

10

3.7

11

4.1

10

3.8

38

3.5


13

4.8

16

5.9

7

2.6

11

4.1

47

4.4


10

3.7

14

5.1

7

2.6

13

4.9

44

4.1

Total

273 100 273 100 266

100

266

100

1,078

100


|

104

In comparison to the industries reported by Statistics Canada from the NHS 2011, the greatest differentiation was in health care and social assistance and education which were over represented in the survey. Table 102: Huron County Respondents Reported Industry Compared to NHS 2011 Industry

Respondents

NHS


# 40

% 15

# 4,230

% 13.4


7

2.6

445

1.4

Utilities

9

3.4

550

1.7

Construction

21

7.9

2,930

9.3

Manufacturing

27

10.2

3,705

11.8

Wholesale trade

3

1.1

1,280

4.1

Retail trade

18

6.8

2,900

9.2


9

3.4

1,415

4.5


1

0.4

335

1.1


10

3.8

745

2.4


4

1.5

435

1.4


9

3.4

980

3.1


2

0.8

0

0

Administrative and support, waste management and remediation services.

0

0

1,060

3.4


27

10.2

1,675

5.3


45

16.9

3,490

11.1


9

3.4

400

1.3


11

4.1

1,855

5.9


7

2.6

1,360

4.3


7

2.6

1,185

3.8


|

105

4.3.3.3 Education

The current labour market demands a base level of education for most forms of employment. The education levels as well as the major field of study shapes the labour market opportunities for those seeking employment. A large portion (26.9%) of Huron County respondents’ highest level of education was high school, another 35.9% reported college or a speciality school as their highest completed education. As shown in the table below, 10.3% of Huron County respondents have not completed high school. Table 103: Highest Education Level for Bruce, Grey, Huron and Perth County Respondents Highest Education

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Not completed high school

21

7

27

9

31

10.3

36

11.9

115

9.5

High School

77

25.6

107

35.7

81

26.9

89

29.4

354

29.4

Trade School

12

4

16

5.3

7

2.3

10

3.3

45

3.7

College/Specialty School

108

35.9

103

34.3

108

35.9

105

34.7

424

35.2

University Undergraduate Degree

67

22.3

34

11.3

63

20.9

49

16.2

213

17.7

University Master’s Degree

15

5

13

4.3

10

3.3

12

4

50

4.1

University- Ph.D.

1

0.3

0

0

1

0.3

2

0.7

4

0.3

301

100

300

100

301

100

303

100

1205

100

Total


|

106

The concentrations for the major fields of study are provided below, the top five fields of study are highlighted in Table 104 as reported by Huron County respondents. Table 104: Major Field of Study of Bruce, Grey, Huron and Perth County Respondents Major Field of Study

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Education

23

11.4

14

8.2

16

8.4

13

7.3

66

8.9

Visual and performing arts, and communications technologies

4

2

7

4.1

11

5.8

4

2.2

26

3.5

Humanities

5

2.5

12

7

7

3.7

7

3.9

31

4.2


14

6.9

13

7.6

16

8.4

23

12.9

66

8.9

Business, management, and public administration

26

12.9

29

17

29

15.2

36

20.2

120

16.2


19

9.4

5

2.9

12

6.3

7

3.9

43

5.8

Mathematics, computer and information sciences

5

2.5

1

0.6

6

3.1

4

2.2

16

2.2

Architecture, engineering, and related technologies

24

11.9

10

5.8

10

5.2

7

3.9

51

6.9

Agriculture, natural resources, and conservation

11

5.4

10

5.8

15

7.9

17

9.6

53

7.1

Health, parks, recreation, and fitness

28

13.9

28

16.4

35

18.3

25

14

116

15.6

Personal, protective, and transportation services

8

4

3

1.8

3

1.6

1

0.6

15

2

General study

19

9.4

16

9.4

13

6.8

11

6.2

59

8

Trades

16

7.9

23

13.5

18

9.4

23

12.9

80

10.8

Total

202

100

171

100

191

100

178

100

742

100

= Top Three Fields of Study in Huron


|

107

4.3.3.4 Skills

An individual’s skill set is equally as important as their education background in the labour market. Their skills area is a collection of abilities that are at their disposal and are able to use to perform in their job. The arrays of skills covered in the survey are those that are either generally in demand in the workplace or are broad based job-transferable skills. The ability to speak more than one language is considered a valuable skill set, especially in an increasingly globalized labour market. Approximately 20% of all Four County Region respondents are able to speak a second language, other than English well enough to hold a conversation. Approximately 18% of Huron County respondents are able to speak a second language. Table 105: Ability to Speak a Second Language by Bruce, Grey, Huron and Perth County Respondents

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Yes

53

17.6

66

22

55

18.3

58

19.1

232

19.2

No

248

82.4

234

78

246

81.7

246

80.9

974

80.8

Total

301

100

300

100

301

100

304

100

1,206

100

Of the 55 individuals who reported being able to speak a second language, 27 are able to speak French well enough to hold a conversation. Spanish and Dutch, as a second language, were also fairly common among Huron County respondents. Table 106: Languages Spoken by Bruce, Grey, Huron and Perth County Respondents Other Languages

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

French

36

12

31

10.3

27

9

30

9.9

124

10.3

Spanish

4

1.3

9

3

10

3.3

6

2

29

2.4

Dutch

1

0.3

12

4

13

4.3

14

4.6

40

3.3

German

10

3.3

15

5

6

2

7

2.3

38

3.2

ASL

2

0.7

1

0.3

3

1

1

0.3

7

0.6

Other language

9

3

10

3.3

6

2

6

2

31

2.6

Total

301

300

301

304

1,206


|

108

Survey respondents rated their perception of their own skills in a number of categories using a 5-point scale to self-rate their skills; a score of 1 was very poor and 5 was very good. Table 107 provides a summary of the skill set of the Four County Region survey respondents. Foundation to all jobs is a certain baseline skills set. In Huron County, respondents self-rated the following skills the highest: • Reading • Verbal communication • Teamwork • Critical thinking or problem solving As expected, occupation or industry specific skills such as Skilled trades and AutoCAD were rated much lower, as fewer individuals require these skills.


|

109

Table 107: Self-Assessment of Skills by Bruce, Grey, Huron and Perth County Respondents

Bruce

Grey

Huron

Perth

Total

#

Average

#

Average

#

Average

#

Average

#

Average

Reading skills

300

4.5

300

4.4

300

4.3

303

4.3

1,203

4.4

Verbal communication skills

300

4.3

300

4.3

299

4.3

303

4.3

1,202

4.3

Teamwork skills

300

4.4

299

4.3

300

4.3

303

4.3

1,202

4.3

Written communication skills

300

4.2

300

4.2

300

4.1

303

4.1

1,203

4.1

Social/ Interpersonal skills

300

4.2

300

4.2

300

4.1

303

4.2

1,203

4.2

Critical thinking/ problem solving

300

4.2

300

4.2

300

4.2

303

4.2

1,203

4.2

Leadership

300

4.1

298

4.1

300

4.1

303

4

1,201

4.1

Organizational skills

300

4.2

300

4

300

4

303

4.1

1,203

4.1

Math skills

300

4

300

3.8

300

3.8

303

3.9

1,203

3.9

Physical, mechanical, hands-on skills

300

3.7

299

3.8

300

3.8

303

3.6

1,202

3.7

Internet and information technology

299

3.7

299

3.6

299

3.6

302

3.6

1,199

3.6

Artistic, creative skills

300

3.2

300

3.4

300

3.2

302

3.1

1,202

3.2

Word Processing

299

3.3

299

3.2

300

3.2

302

3.2

1,200

3.2

Agricultural skills

299

2.9

299

2.9

299

3

302

2.9

1,199

2.9

Education sector skills

300

3.2

294

2.9

299

2.9

302

2.8

1,195

2.9

Manufacturing specific skills

299

2.6

294

2.7

299

2.6

302

2.6

1,194

2.6

Spreadsheets

299

3

299

2.7

300

2.7

302

2.8

1,200

2.8

Information Technology

299

2.9

298

2.7

300

2.7

302

2.7

1,199

2.7

Health and social service sector skills

300

2.6

293

2.7

300

2.7

300

2.5

1,193

2.6

Construction / skilled trades

298

2.8

294

2.7

299

2.5

300

2.3

1,191

2.6

Database

299

2.7

298

2.5

300

2.5

302

2.5

1,199

2.5

AutoCAD / Engineering skills

298

1.9

290

1.7

298

1.7

300

1.7

1,186

1.7


|

110

4.3.3.5 Training

In order to keep up with the ever changing labour market many employers and employees feel it is necessary to upgrade their education and training. The survey asked respondents about their upgrading activities in the last year. In Huron County, 58.5% of respondents did not participate in any upgrading activities. The most common type of training or education in the last year was an industry or occupation specific course, workshop or conference with 29.6% of Huron County respondents. Another 8.3% have completed workplace safety or first aid training and 6% completed a college or university course. Table 108: Training and Education Upgrading of Bruce, Grey, Huron and Perth County Respondents Other Training

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

No training / education in last year

160

53.2

179

59.5

176

58.5

181

59.5

696

57.7

College or university course

11

3.7

17

5.6

18

6

21

6.9

67

5.6

Small business management skills course

6

2

10

3.3

3

1

2

0.7

21

1.7

Accounting or bookkeeping skills

1

0.3

3

1

5

1.7

1

0.3

10

0.8

Teamwork or conflict resolution skills

2

0.7

2

0.7

1

0.3

1

0.3

6

0.5

Workplace safety or first aid course

20

6.6

18

6

25

8.3

14

4.6

77

6.4

Customer service skills

1

0.3

1

0.3

1

0.3

2

0.7

5

0.4

Adult education course

1

0.3

2

0.7

2

0.7

0

0

5

0.4

Internships/Apprenticeships

1

0.3

0

0

3

1

1

0.3

5

0.4

Language training

0

0

0

0

1

0.3

1

0.3

2

0.2

111

36.9

80

26.6

89

29.6

96

31.6

376

31.2

WHIMIS / food handling

3

1

3

1

5

1.7

1

0.3

12

1

Computer skills

4

1.3

3

1

3

1

4

1.3

14

1.2

Industry or occupation specific course/workshop/conference

Total

301

301

301

304

1207


|

111

Respondents were also asked about what training or education programs they would like to participate in that they believe is not offered in their area. The majority of respondents believe that no training is needed. In Huron County, 16% would like to complete a college or university course and 13.6% of respondents would like to participate in an adult education course. Table 109: Desired Training or Education by Bruce, Grey, Huron and Perth County Respondents Bruce

Training

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

No training needed

81

57

79

65.3

81

64.8

87

70.7

328

64.2

Adult education course

14

9.9

8

6.6

17

13.6

18

14.6

57

11.2

College or university course

27

19

19

15.7

20

16

12

9.8

78

15.3

Workplace safety or first aid course

2

1.4

0

0

2

1.6

6

4.9

10

2

Internships/ Apprenticeships

5

3.5

1

0.8

0

0

4

3.3

10

2

Language training

8

5.6

4

3.3

2

1.6

7

5.7

21

4.1

Industry specific training

12

8.5

11

9.1

6

4.8

5

4.1

34

6.7

Certification programs

3

2.1

1

0.8

0

0

0

0

4

0.8

Total

142

121

125

123

511

4.3.3.6 Job Satisfaction

The level of satisfaction of the respondents in their current employment is an important aspect of their quality of life and is an indicator of their commitment to their employer. Respondents were asked to rate how satisfied they were with their primary employment, given their experience, training and education. The majority of Huron County respondents are very satisfied with their current employment. Almost 90% are satisfied or very satisfied with their current employment. Table 110: Job Satisfaction of Bruce, Grey, Huron and Perth County Respondents

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Very satisfied

130

54.6

109

50.2

80

34.2

93

43.9

412

45.7

Satisfied

86

36.1

85

39.2

128

54.7

96

45.3

395

43.8

Undecided

11

4.6

7

3.2

13

5.6

6

2.8

37

4.1

Dissatisfied

10

4.2

14

6.5

9

3.8

15

7.1

48

5.3

Very dissatisfied

1

0.4

2

0.9

4

1.7

2

0.9

9

1

238

100

217

100

234

100

212

100

901

100

Total


|

112

Approximately 14.5% of the Huron County respondents believe they are underemployed, the lowest compared to Bruce, Grey and Perth. Underemployed was referred to as working less than 30 hours per week, not by choice; when skills are underutilized; when wages, productivity or other job qualities are substandard relative to skill and education level. Table 111: Perceived Underemployment of Bruce, Grey, Huron and Perth County Respondents

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Yes

42

17.6

42

19.4

34

14.5

35

16.6

153

17

No

196

82.4

174

80.6

200

85.5

176

83.4

746

83

Total

238

100

216

100

234

100

211

100

899

100

A major component of job satisfaction relates to the compensation for the work done. Respondents were asked to describe how they feel about their current wage for their primary place of work. The majority of respondents (54.7%) believe the wages they receive are adequate for the work they do. However, a large proportion of the Huron County respondents (21.4%) feel the wages they receive are somewhat less than adequate for the line of work they do. Table 112: Satisfaction with Wages for Bruce, Grey, Huron and Perth County Respondents

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

My wages are much less than adequate for the line of work I do.

17

7.2

16

7.4

15

6.4

16

7.6

64

7.1

My wages are somewhat less than adequate for the line of work I do.

31

13.1

48

22.3

50

21.4

36

17.1

165

18.4

My wages are adequate for the line of work I do.

134 56.5 114

53

128

54.7

134

63.5

510

56.9

My wages are somewhat more than adequate for the line of work I do.

42

17.7

28

13

32

13.7

20

9.5

122

13.6

My wages are much more than adequate for the line of work I do.

13

5.5

9

4.2

9

3.8

5

2.4

36

4

Total

237

100

215

100

234

100

211

100

897

100


|

113

Survey respondents were asked to think towards the future and describe where they see themselves in the next year and next five years, in terms of employment. In the next year, 81.8% of the respondents from Huron County believe they will be in the same job. Almost 5% believe they will be retired, which is comparable to the Four County Region as a whole at 5.4%. Table 113: Where the Bruce, Grey, Huron and Perth County Respondents see themselves in the next year Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

192

80.7

182

85

189

81.8

183

87.6

746

83.6

In the same job in a different industry

2

0.8

1

0.5

3

1.3

3

1.4

9

1

In a higher position in the same industry

13

5.5

7

3.3

12

5.2

8

3.8

40

4.5

Retired

20

8.4

10

4.7

11

4.8

7

3.3

48

5.4

Unemployed

4

1.7

4

1.9

1

0.4

2

1

11

1.2

Unsure

3

1.3

4

1.9

4

1.7

2

1

13

1.5

Different job

4

1.7

6

2.8

11

4.8

4

1.9

25

2.8

238

100

214 100 231

100

209

100

892

100

In the same job

Total

In the next five years, only 49.4% of Huron County respondents believe they will be in the same job. Retirements are expected to be quite high, as 24% of Huron respondents reported they believe they will be retired in five years. Table 114: Where the Bruce, Grey, Huron and Perth County Respondents see themselves in the next five years

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

115

48.3

102

47.4

115

49.4

112

52.8

444

49.4

In the same job in a different industry

5

2.1

3

1.4

3

1.3

4

1.9

15

1.7

In a higher position in the same industry

26

10.9

23

10.7

31

13.3

23

10.8

103

11.5

Retired

72

30.3

62

28.8

56

24

46

21.7

236

26.3

Unemployed

1

0.4

2

0.9

1

0.4

2

0.9

6

0.7

Unsure

8

3.4

9

4.2

11

4.7

12

5.7

40

4.5

Different job

9

3.8

11

5.1

11

4.7

9

4.2

40

4.5

Further education

0

0

2

0.9

2

0.9

3

1.4

7

0.8

Move to self-employment

2

0.8

1

0.5

3

1.3

1

0.5

7

0.8

238

100

215

100

233

100

212

100

898

100

In the same job

Total


|

114

4.3.3.7 Mobility

Most of the respondents from Huron County are not willing to relocate outside of the Four County Region. Key factors that would motivate Huron respondents to move away include a better wage (14.6%), more opportunities for jobs (14%) and family or personal reasons (9%). Table 115: Factors that would influence Bruce, Grey, Huron and Perth County Respondents to move out of the Region

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Nothing

113

37.5

99

32.9

115

38.2

105

34.5

432

35.8

Better wage

34

11.3

36

12

44

14.6

41

13.5

155

12.8

More opportunity for jobs / promotion

32

10.6

30

10

42

14

25

8.2

129

10.7

Family and/or personal reasons

55

18.3

41

13.6

27

9

34

11.2

157

13

Job loss

14

4.7

12

4

6

2

12

3.9

44

3.6

Better education / training facilities

7

2.3

6

2

2

0.7

1

0.3

16

1.3

Better benefits

3

1

3

1

2

0.7

0

0

8

0.7

Better working conditions

0

0

1

0.3

0

0

1

0.3

2

0.2

Better hours

0

0

0

0

1

0.3

2

0.7

3

0.2

Already working outside the county

0

0

4

1.3

4

1.3

2

0.7

10

0.8

Total

301

301

301

304

1207


|

115

Of those willing to relocate, the most would only move within the Four County Region (15.8%), another 15% would be willing to move within Ontario. Huron County respondents (6.8%) reported they would move within Canada, another 7.1% would move to the United States or abroad. Table 116: Distance Willing to Relocate for a New Job for Bruce, Grey, Huron and Perth County Respondents

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Not willing to relocate

138

50.4

120

44.1

129

48.5

143

53.8

530

49.2

Within the County I live

23

8.4

26

9.6

18

6.8

23

8.6

90

8.3

Within the Four County Region

23

8.4

30

11

42

15.8

36

13.5

131

12.2

Within the Province of Ontario

42

15.3

40

14.7

40

15

33

12.4

155

14.4

Within Canada

20

7.3

29

10.7

18

6.8

16

6

83

7.7

To the United States or abroad

28

10.2

27

9.9

19

7.1

15

5.6

89

8.3

Total

274

100

272

100

266

100

266

100

1,078

100

4.3.4 Community Characteristics Survey respondents were asked to identify the characteristics and qualities they enjoy about the Four County Region. Being close to family and friends was the highest ranked community characteristic for Huron respondents, followed by the high quality of life and the rural, small town feel.


|

116

Table 117: Positive Community Characteristics by Bruce, Grey, Huron and Perth County Respondents

Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Rural, small town, small community, sense of community

89

29.6

89

29.6

79

26.2

112

36.8

369

30.6

Overall good quality of life

89

29.6

85

28.2

105

34.9

83

27.3

362

30

Close to family and friends

89

29.6

72

23.9

114

37.9

74

24.3

349

28.9

114

37.9

72

23.9

56

18.6

26

8.6

268

22.2

Friendly, good neighbours

61

20.3

66

21.9

69

22.9

63

20.7

259

21.5

Quiet, peaceful

42

14

53

17.6

54

17.9

41

13.5

190

15.7

Convenient to get around the community / area

44

14.6

36

12

35

11.6

41

13.5

156

12.9

Relative location to work, other towns, amenities

18

6

25

8.3

18

6

33

10.9

94

7.8

Availability of shopping / retail services

23

7.6

27

9

25

8.3

15

4.9

90

7.5

Scenic location

25

8.3

39

13

8

2.7

11

3.6

83

6.9

Safe, secure, no crime

20

6.6

20

6.6

22

7.3

20

6.6

82

6.8

Availability of health services

25

8.3

24

8

16

5.3

11

3.6

76

6.3

Availability of cultural / entertainment activities

16

5.3

18

6

15

5

25

8.2

74

6.1

Availability of education services

15

5

16

5.3

11

3.7

11

3.6

53

4.4

Availability of affordable housing

15

5

23

7.6

11

3.7

3

1

52

4.3

Availability of job opportunities

20

6.6

7

2.3

7

2.3

2

0.7

36

3

8

2.7

15

5

7

2.3

6

2

36

3

Outdoors activities

10

3.3

9

3

4

1.3

1

0.3

24

2

Clean, cleanliness

6

2

7

2.3

4

1.3

7

2.3

24

2

10

3.3

7

2.3

2

0.7

2

0.7

21

1.7

Good community to raise kids/family

3

1

4

1.3

5

1.7

8

2.6

20

1.7

Availability of other government services

6

2

5

1.7

2

0.7

2

0.7

15

1.2

Availability of quality housing

4

1.3

6

2

2

0.7

2

0.7

14

1.2

Church, clubs, community groups

5

1.7

4

1.3

3

1

2

0.7

14

1.2

Availability of daycare centres

2

0.7

2

0.7

0

0

1

0.3

5

0.4

Availability of public transportation

0

0

1

0.3

3

1

0

0

4

0.3

Historical features

2

0.7

0

0

1

0.3

0

0

3

0.2

Availability of parks and recreation facilities

Privacy

No traffic

Total

301

301

301

304

1207


|

117

Survey respondents were also asked to identify the characteristics and features they do not like about the Four County Region. The community characteristics that were reported as the most negative among Huron County respondents was the lack of job opportunities in the area. Other disliked qualities included: the lack of shopping or retail in the area and the lack of cultural or entertainment activities. Table 118: Negative Community Characteristics Reported by Bruce, Grey, Huron and Perth County Respondents Bruce

Grey

Huron

Perth

Total

#

%

#

%

#

%

#

%

#

%

Lack of shopping / retail services

97

32.2

67

22.3

72

23.9

46

15.1

282

23.4

Lack of job opportunities

58

19.3

99

32.9

81

26.9

39

12.8

277

22.9

Lack of cultural / entertainment activities

48

15.9

42

14

45

15

30

9.9

165

13.7

Cost of living (including gas/taxes)

21

7

28

9.3

14

4.7

27

8.9

90

7.5

Weather - winter, winter roads

36

12

17

5.6

17

5.6

13

4.3

83

6.9

Lack of health services

34

11.3

17

5.6

22

7.3

7

2.3

80

6.6

Lack of public transportation

24

8

23

7.6

20

6.6

13

4.3

80

6.6

Distance, isolation

21

7

14

4.7

18

6

14

4.6

67

5.6

Lack of education services

22

7.3

17

5.6

17

5.6

9

3

65

5.4

8

2.7

14

4.7

12

4

20

6.6

54

4.5

Lack of parks and recreation facilities

10

3.3

6

2

18

6

13

4.3

47

3.9

Municipal government, town council, local politics

7

2.3

12

4

11

3.7

11

3.6

41

3.4

11

3.7

13

4.3

8

2.7

6

2

38

3.1

Lack of other government services

9

3

7

2.3

14

4.7

5

1.6

35

2.9

Lack of privacy, town gossip

8

2.7

8

2.7

6

2

7

2.3

29

2.4

Unfriendly neighbours, exclusive community

7

2.3

7

2.3

7

2.3

8

2.6

29

2.4

10

3.3

7

2.3

6

2

5

1.6

28

2.3

Crime

8

2.7

9

3

5

1.7

6

2

28

2.3

Wind mills/ wind turbines

6

2

4

1.3

7

2.3

6

2

23

1.9

Lack of activities

4

1.3

8

2.7

4

1.3

3

1

19

1.6

13

4.3

0

0

0

0

5

1.6

18

1.5

Communication infrastructure, internet access

2

0.7

6

2

1

0.3

2

0.7

11

0.9

Lack of daycare centres

3

1

0

0

4

1.3

0

0

7

0.6

Lack of quality housing

3

1

0

0

4

1.3

0

0

7

0.6

Overall poor quality of life

1

0.3

2

0.7

0

0

0

0

3

0.2

Agriculture activities

0

0

1

0.3

1

0.3

1

0.3

3

0.2

Not convenient to get around the community / area

Lack of affordable housing

Too distant from family and friends

Tourists

Total

301

301

301

304

1207


|

118

4.4 Employee Summary Employee Summary Huron County had 145 male respondents (48.2%) and 156 female respondents (51.8%) in the employee telephone survey. The average age of respondents from Huron County was 48.2 years. Approximately 90% of the 301 respondents had worked in the last year. Just over 82% of employees surveyed worked on a full time basis in their primary employment. Approximately 12% of respondents held multiple jobs, this is the lowest in the Four County Region. Almost 5% of respondents believe they will be retired in one year and 24% of respondents reported they believe they will be retired in five years In 2013, 10.3% of Huron County respondents have not completed high school while 35.9% reported college or a speciality school as their highest completed education. More than a fifth of Huron County respondents report an undergraduate, university degree as their highest education. In Huron, the top three fields of post-secondary study were: health, parks, recreation and fitness; business, management and public administration; and, trades. The most common occupations held by Huron County respondents included trades, transport and equipment operators and related occupations; management occupations; social science, education, government service and religion; occupations unique to primary industry; and, business, finance and administrative occupations. Employees residing in Huron County perceive the following as their top skills: • Reading • Verbal communication • Teamwork • Critical thinking or problem solving • Written communication • Social or interpersonal Employees from Huron County perceive the following as their weakest skills: • Sector specific skills (engineering, health care, skilled trades, agriculture) • Database • Information technology • Spreadsheets • Word processing • Artistic, creative


|

119

In Huron, almost 60% of respondents did not participate in any training or professional development in the last year. Of those who did complete training, the most common type of training in the last year was an industry or occupation specific course, workshop or conference. Another 8.6% have completed workplace safety or first aid training and 6% have completed a college or university course. The majority of Huron County residents who participated in the survey are very satisfied with their current employment, of which almost 90% are satisfied or very satisfied with their current employment. However, almost 15% of the Huron respondents believe they are underemployed. More than half believe the wages they receive are adequate for the work they do, while 21.4% of respondents believe the wages are somewhat less than adequate.


|

120

Fact Sheet - Huron County Employer Experiences The study carried out for the Four County Labour Market Planning Board in 2013 included a labour market profile and surveys with high school students, employees and employers in Bruce, Grey, Huron and Perth counties. Where possible comparisons to a 2005 labour market study. This fact sheet focuses on the key findings gathered from the Huron County employers surveyed by telephone and via an online survey. There were 59 employers surveyed for Huron County, 43 of which had their head office located in Huron County.

SECTION 5: HURON EMPLOYER SURVEY THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

|

121


|

122


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123

5.0 Huron Employer Survey

5.1 Introduction An important component of the skills gap study was the employer survey. The main focus of the survey was to gather labour market information for each county regarding the current employees and the expectations for the future need.

5.2 Methodology 5.2.1 Survey Design The design of the survey instrument was based on three criteria. The first was to ensure the survey met the needs of the study including the requirement to collect information on the skills, training and education of the current labour pool. These principal areas were supplemented with the information on the employers’ current workforce, future skill requirements and the ability of the employer to recruit and retain employees. The second was the need to design the instrument in a manner that would allow for comparison with the employee and the high school survey for the study. This was critical in the element in design as a primary output of the project was to perform a gap analysis among the three surveys. The third consideration was the need to design the instrument in a manner that would allow for some comparisons with the studies completed in 2005. A draft version of the survey was prepared based on the 2005 survey and shared with the steering committee for review. Revisions suggested by the steering committee were incorporated into the final survey.


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5.2.2 Survey Process The objective for this study was to survey as many as 50 businesses using a mixed method where at least 10 major employers were to be interviewed by phone and the balance participated in an online electronic version of the survey. The list of candidate businesses was developed in consultation with the steering committee. Businesses were selected that represented a variety of industry sectors including businesses that were major employers in the county. The 10 phone interview surveys were completed August to September 2013. Calls were typically made between 8:30am and 4:30pm, Monday through Friday. In some cases, interviews were scheduled in the evening to better suit the employer. No interviews were completed on the weekends. Personalized email invitations were sent to the remaining 40 businesses to complete the online survey. However, fewer than 10 of these businesses accepted the invitation to participate and the steering committee decided to open the survey to the wider business community using pre-existing membership mailing lists (e.g. Huron Business Development Corporation). A total of 50 online surveys were completed during August to September 2013. Key informant interviews were also conducted with representatives of the Avon Maitland District School Board and the Huron Perth Catholic District School Board, Alexandra Marine and General Hospital, Huron Perth Healthcare Alliance, and the Huron County Federation of Agriculture to ensure that these important employment sectors were captured in the final analysis.

5.3 Survey Analysis 5.3.1 Respondent Profile Of the employers that responded to the Huron County Employer Survey, 50 had a business located in Huron County. Table 119: Reported Location of Businesses Surveyed Location of Business

# Employers

Huron

50

Perth

4

Bruce

3

Other

2

Total Number of Respondents*

59

*Some respondents listed multiple locations for their business


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Of the 59 Huron County business, 43 indicated they had their head office located in Huron County. Table 120: Head Office Location of Businesses Surveyed Location of Head Office Huron Bruce, Grey or Perth Outside the Four County Region, in Ontario Outside Ontario Total Number of Respondents

# Employers 43 4 5 1 55

The majority (61.4%) of the employer respondents reported their business as a corporation. Approximately a fifth of businesses are sole proprietor, another 9.4% operate as a non-profit. Table 121: Operating Arrangement of Businesses Surveyed Operating Arrangement Corporation Sole Proprietor Non-profit Corporation Partnership Co-operative Other, Library Total Number of Respondents

# Employers 32 11 5 2 2 1 53

% 60.4 20.8 9.4 3.8 3.8 1.9 100

A total of 12 different industry sectors were represented in the employer survey. Manufacturing showed almost 25% of the businesses/organizations while 18.4% are in the Wholesale / Retail Trade sector and 16.3% are in the Professional, Scientific and Technical Services sector. Table 122: Businesses / Organizations by Industry Sector Industry Manufacturing Wholesale and Retail Trade Professional, Scientific and Technical Services Health Care and Social Assistance Finance, Insurance Other Services Agriculture Accommodation and Food Services Construction Public Administration Administrative/Support; Waste Management Real Estate and Leasing Total

# Employers 12 9 8 4 3 3 2 2 2 2 1 1 49

% 24.5% 18.4% 16.3% 8.2% 6.1% 6.1% 4.1% 4.1% 4.1% 4.1% 2.0% 2.0% 100


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Of the 59 respondents representing the business, 61.7% were the owners of the business. Table 123: Was the Survey Respondent the Owner of the Business? Are you the owner of the business?

# Employers

%

Yes

29

61.7

No

18

37.5

Total

47

100

The great majority of the businesses surveyed were started in Huron County. Table 124: Did the Business Start in the Four County Region? Was the business started in the Four County Region Yes No

# Employers 39 9

% 81.3 18.8

Of the businesses surveyed, 19.6% has been in the Four County Region for more than 50 years. The median number of years in the area was 21. Table 125: Number of Years in Business in the Four County Region Number of years in the Four County Region

# Employers

%

More than 50 years

8 6 5 4 5 0 3 2 2 2 9

17.4 13.0 10.9 8.7 10.9 0.0 6.5 4.3 4.3 4.3 19.6

Total

46

100

Median

21

Mode

3

0-5 years 6- 10 years 11-15 years 16-20 years 21-25 years 26- 30 years 31-35 years 36- 40 years 41- 45 years 46- 50 years


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The respondents were asked to score a variety of factors that potentially influenced their decision to locate their business in the Four County Region on a 5-point scale where 1 was not important and 5 was very important. The highest ranking factor was the personal preference of the business owner (4.33) to locate in the Four County Region. The business friendly environment (4) and the high quality of life (4) were ranked together at second. Other influential factors included the access to telecommunication services, excellent community amenities and competitive costs of hydro and other utilities. Table 126: Factors Influence to Locate in the Four County Region How important each feature is with respect to your decision to locate your business in the Four County Region?

Personal preference Business friendly environment / Pro business philosophy High quality of life Access to state of the art telecommunication services Excellent community amenities Competitive costs (e.g. hydro and gas utilities) Access to skilled labour force Lower taxes Infrastructure for business Access to extensive transportation network Access to business assistance programs Available buildings Access to support industries / businesses Available land Access to national and global markets Access to raw resources

Score

# Employers

4.3 4 4 3.8 3.7 3.7 3.6 3.5 3.5 3.3 3.2 2.9 2.9 2.9 2.8 2.3

36 40 41 40 42 38 40 38 38 38 39 39 41 39 34 37

* 5 point scale: 1 = not important and 5 = very important


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5.3.2 Employees’ Status Of the Huron County businesses surveyed the median number of employees was 16.5, many of businesses reported having between 1 and 10 employees. Approximately 87% of the Huron County businesses surveyed have 100 employees or less. Another 6.5% of the businesses have between 101 and 200 employees, additionally 6.5% employ more than 200. Table 127: Number of Employees Number of Employees

# Employers

%

1 to 10

18

39.1

11 to 20

8

17.4

21 to 30

1

2.2

31 to 40

4

8.7

41 to 50

1

2.2

51 to 60

3

6.5

61 to 70

3

6.5

71 to 80

1

2.2

81 to 90

1

2.2

91 to 100

0

0.0

101-150

1

2.2

151-200

2

4.3

201 or more

3

6.5

Total

46

100.0

Median

16.5

Within an aging community it is important to get a sense of the upcoming retirements. Most employers, 69%, expect between 1 and 10 retirements, 17.2% of businesses surveyed are not expecting any retirements. Table 128: Number of Expected Retirements in the Next 5 Years Number of Expected Retirements 0 1 to 10 11 to 20 More than 20 Total

# Employers 5 20 4 0 29

% 17.2 69 12.8 0 100


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Approximately 43%, of the businesses surveyed reported that 100% of their employees live within a 30 minute commute from work. Table 129: Percent of Employees Living within a 30 Minute Drive to Work Percentage of employees

# Employers

%

1 to 10

2

5.7

11 to 20

1

2.9

21 to 30

1

2.9

31 to 40

0

0.0

41 to 50

1

2.9

51 to 60

1

2.9

61 to 70

0

0.0

71 to 80

6

17.1

81 to 90

8

22.9

91 to 100

0

0.0

100%

15

42.9

Total

35

100

No response

22


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5.3.3 Employees’ Skills Assessment Employers were asked to provide an assessment of the existing labour force for management, skilled trades or skilled professionals, and general labourers. Inquiries were made as to the quantity, quality, availability and stability of each category of employee. Employers were asked to rank each type of employee on a 5-point scale where 1 was very poor and 5 was excellent. For the purpose of the survey, the quality of the labour force was described as the employees presently in the position possessing the appropriate skills to perform their functions adequately. Quantity referred to the employer being able to find the desired number of employees possessing the required skills for the position. Availability referred to the type of employee the employer was searching for in relation to their availability in the area while not currently employed or seeking to advance or change positions. Finally, stability meant the duration an employee stayed in the position, in other words the employer was not constantly replacing and training new employees for a specific position. From the results, below, employers are generally satisfied with the labour force in the Four County Region. The quality of the general labourers scored quite high, this could be related to the availability of this labour market which scored the highest among the three employee categories. The availability of the skilled trades is a concern among Huron employers. Management employees scored fairly high for quality and the highest for stability. Table 130: Quality, Quantity, Availability, Stability of Each Employee Category Management Average Score

Skilled Trades/Skilled Professionals Average Score

General Labourer Average Score

Quality

3.2

2.5

3.4

Quantity

3.4

3.1

3.1

3

2.3

3.1

3.6

3

3

Availability Stability

* 5 point scale: 1 = very poor and 5 = excellent

Half of Huron County businesses surveyed require at least a high school education. Approximately 26.3% do not require a high school diploma, and another 23.6% reported that the requirement of a high school education varies with the position. Table 131: High School Education Required High School Education Required Yes No Varies Total No response

# Employers 19 10 9 38 19

% 50.0 26.3 23.6 100


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Employers from Huron County were asked to indicate which occupational skills their business will be looking for in the next two to five years. Teamwork skills is the most sought after skill followed by social or interpersonal skills and critical thinking skills. Other valued skills included verbal and written communication and math skills. The industry specific skills such as agriculture, health or education scored lower, but are very valuable to the employers of the specific sector. In the sector specific interviews it was found that all positions in the health care field require their employees to have teamwork, leadership, organizational skills, as well as strong problem solving skills. As the health care field begins to add even more computerized systems into their hospitals and practices the organizations are expecting employees to have strong computer skills. Agricultural related employers are looking for well-rounded individuals with the sector specific skills as well as leadership, communication skills, social and interpersonal skills and teamwork. Skills or qualities required for teachers beyond their education requirements include: interpersonal, communication, computer, teamwork, leadership, organizational and problem solving or critical thinking skills. Table 132: Occupational Skills Needed in the Next 2-5 Years Occupational Skills Teamwork skills Social/Interpersonal skills Critical thinking/problem solving Verbal communication skills Written communication skills Math skills Organizational skills Reading skills Leadership skills Physical, mechanical, hands on skills Internet Information technology Manufacturing specific skills Spreadsheets Word Processing Database AutoCAD / Engineering skills Artistic, creative skills Construction / skilled trades Health and social service sector skills Agricultural skills Education sector skills

# Employers 33 31 29 28 27 27 27 26 26 22 19 18 15 14 13 13 11 10 10 6 5 1


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5.3.4 Current and Future Workforce The turnover rate experienced by businesses across the region is an important consideration in their individual business plans and a factor in the overall labour market in the region. In the last year, employers reported very few employees leaving the company; 86.6% of businesses have had 10 or fewer. Seven employers had no employees leave their company in the last year. Table 133: Number of employees that leave the company/business each year and their positions have to be filled Number of employees 0 1 to 5 6 to 10 11 to 20 21 to 30 31 to 40 41 to 50 51 to 100 More than 100 Total No response

# Employers 7 18 1 2 1 1 0 0 0 30 28

% 23.3 60 3.3 6.7 3.3 3.3 0 0 0 100

Employers were asked to predict the state of the workforce (growth or decline) in the next two years, would it increase or decrease and by how many. Twenty respondents from Huron County believe the workforce will increase. The increase is predicted to be quite low, half believe their workforce will increase by no more than 10 employees. Increase workforce is expected as employers have seen an increase demand for their services and more sales. Some employers discussed the plans to expand their operations, requiring more staff. Two employers predict a decrease. The decrease is expected to be anywhere between 1 and 5 employees. The decrease in workforce has been related to the outsourcing of work to other regions and automation replacing some jobs. Another 10 expect the workforce to remain the same. Huron County agricultural representatives believe the workforce will remain unchanged in the next two years. Due to the way health care is being funded in the Province it is likely the workforce in the health sector will likely stay the same. While there are likely to be retirements, these positions will be filled as necessary. Not likely to see any more positions open up. Could be a move towards more part-time positions and fewer full-time positions. In the school system, the public school board believes that jobs will decrease across the board due to declining enrollment in all schools in Huron. The Catholic board has not seen any dramatic change in enrollment over the last few years and expects enrollment and therefore jobs to remain relatively unchanged.


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Table 134: Predicted Increase or Decrease of the Workforce in the Next 2 Years Increase/Decrease/Stay Stay the Same Increase

Increase by how many… 1-5 6-10 11-20 21-30 More than 30 Decrease Decrease by how many… 1-5 30

Employers 10 20 8 2 4 1 1 2 2

Employers were asked to provide information about how they typically recruit employees to their available positions. The majority of employers typically hire from outside the company. Employers use a variety of methods to recruit employees including word of mouth, local media and online job sites. Table 135: Recruitment Sources Recruitment Sources From outside the company From within the company Word of mouth Local media (newspaper) Online job sites Company website Head hunter

# Employers 36 16 28 24 22 7 5

In Huron County, employers who responded to the survey find it most difficult to fill skilled profession or skilled trade positions. There is less difficulty filling management and general labourer positions. Very few businesses have difficulty filling office or clerical staff. Farm operators have a difficult time finding and keeping employees from Huron and the Four County Region. It has been especially difficult farm management specialists, equipment operators and mechanics, livestock specialists, field crop specialists, and general labourers. The vegetable and greenhouse farm operations rely on foreign worker programs more than others. Foreign workers are happy to take these low wage jobs, local people will not work for those wages.


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The two boards had significantly different answers related to the difficulty or ease of hiring specific positions. The Catholic board has very little trouble filling any positions, as they often hire from within their supply pool. Only issue was related to librarians and library technicians. The Public board has had difficulty filling: Principals, Vice Principals, Communications, IT and Special Education Teachers. Both boards contract out transportation, food services and positions related to mental health. Both boards mentioned that over the last few years there has been an influx of Early Childhood Educators (ECEs) due to the requirement of full day kindergarten. By next year all schools in Huron Perth will have full day kindergarten. Both boards have had some difficulty finding qualified ECEs willing to work for the school board. The decentralization of health services have caused a shift in available positions in the more rural communities. Hospitals and other health care employers in Huron County have difficulty hiring specialized positions such as Psychiatrists and Cardiologists. It was found to be difficult to find Nurse Practitioners and somewhat difficult to fill Registered Nurses positions. It can be especially difficult to find nurses with specialized qualifications such as pediatrics or critical care. For these positions it can be difficult to convince someone to relocate to the area, as there are few full-time positions available, more part-time. It has been fairly easy to fill the Registered Practical Nurse (RPN) positions, though many of these positions are part time or casual. There are several professional positions that have been difficult to fill including: dieticians, physiotherapists, respiration therapists, Speech and Language, Occupational Therapists and Pharmacists. Medical lab technicians and medical radiation technicians have been the most difficult to fill. Again, it has been difficult to fill these positions due to the lack of available spousal employment opportunities and a lack of full-time positions open. With respect to filling management positions in the healthcare sector, it is difficult to find Chief Executive Officers (CEOs) and Chief Financial Officers (CFOs), as well as Managers. There was no difficulty across the region finding administrative assistants. Challenges associated with the management positions relate to wage freezes. Further to this, many in nursing or other professional positions are unwilling to be promoted if it averages they must leave their union. The support staff positions in the healthcare sector have been less difficult to fill, with the exception of professional trades in the hospitals. It is challenging to fill these positions as the private sector often pays a higher wage. Table 136: Difficult to Fill Positions What positions does your company have the most difficulty filling?

# Employers

Skilled Professionals

18

Skilled Trades

18

General Labour

10

Management

7

Office/Clerical

3


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Employers were asked to rate the following skills on the basis of difficulty of finding an employee using a 5-point scale, where 1 was very difficult and 5 was never difficult, employers were asked to rate the following skills on the basis of difficulty of finding an employee with said skill. It was found that word processing and internet skills were fairly easy to find, as well as spreadsheet skills and reading. Sector specific skills, health and construction especially, were most difficult to find, Leadership and critical thinking skills were desired by a large proportion of the employers but were among the most difficult to find. Table 137: Difficult to Find Skills Skills

Word Processing Internet Spreadsheets Reading skills Education sector skills Verbal communication skills Database Social/Interpersonal skills Written communication skills Information technology Physical, mechanical, hands on skills Math skills AutoCAD / Engineering skills Teamwork skills Agricultural skills Artistic, creative skills Manufacturing specific skills Organizational skills Health and social service sector skills Leadership skills Critical thinking/problem solving Construction / skilled trades

Average Score

# Employers

3.7

18

3.6

25

3.5

21

3.4

31

3.3

3

3.3

34

3.2

20

3.2

34

3.1

32

3.1

21

3

25

3

30

3

11

2.9

34

2.8

6

2.6

13

2.6

16

2.5

32

2.5

6

2.2

33

2.2

33

2

13

* 5-point scale: 1 = very difficult and 5 = never difficult.

Employers were asked if they hire from outside of the Four County Region due to lack of qualified employees. Just less than half, 20 out of 42, of employers reported having hired outside of the area.


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Apprenticeship programs are a great opportunity for an individual looking to gain experience and skills on the job, under the direction of experienced workers. For employees, apprenticeship programs can be an important step to learning new skills and building a rewarding career. As such, employers were asked if their business or company was providing apprenticeship opportunities in the Four County Region. Of those surveyed, 40.5% were offering apprenticeship opportunities in Huron County, and another 5 businesses were interested in learning more. Table 138: Does the Business Provide Apprenticeship Opportunities? Apprenticeship Opportunities

# Employers 15 14 5 3 37

Yes No Not currently, would be interested in learning more Don’t know Total

% 40.5 37.8 13.5 8.1 100

Employers were asked to rate the importance of a variety of factors as they relate to the future success of their business on a 5-point scale where 1 was not at all important and 5 was very important. The three most important factors to ensure future success were research and development, new markets and improving worker productivity. Table 139: Factors to Ensure Future Success Factor

Research and development New markets Improving worker productivity Expansion of workforce Workforce development Energy costs Accessing Capital Availability of telecommunication services Improved business management Automation

Average

# Employers

4.4

36

4.3

36

4.2

36

3.9

34

3.8

36

3.8

35

3.7

33

3.6

35

3.4

36

3.4

32

* 5 point scale: 1 = not at all important and 5 = very important


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5.3.5 Training Employers in the Four County Region provide a variety of occupational training to their employees on a regular basis. Health and safety was the most common training provided, followed by employee retraining. Other training included the apprenticeship programs, as well as classroom or vocational training. Only 2 of the Huron County businesses surveyed indicated they do not provide any training opportunities for their employees. In the sector specific interviews training was also discussed to get a sense of their specific needs and opportunities. In Huron County, the health related fields offer training to their employees, where and when possible given budget restrictions. Many of the physician, nursing, and professional health care workers also have training available through their associated colleges or associations. Some organizations have partnered with larger health facilities to improve accessibility to training opportunities for their employees. While there has been some training opportunities for farm operators and staff in environmental farm practices and business management there has not been a lot of up take on these training sessions. Farm representatives believe that the farmers and farm employees need training in human resources, mechanics, farm safety and crop production. Many discussed that training opportunities, and the benefits of the training sessions should be better marketed to farmers and farm staff. The agriculture sector representatives believe that school boards and the school curriculum are doing very little to contribute to the development of a qualified labour force in agriculture. In the education sector, training and professional development is provided by the school boards for teachers, support staff and management or administration. Training is position specific, teachers have a wide range of professional development opportunities, and support staff have been offered a lot of training related to mental health and crisis intervention in the Public Board recently. Both school boards have been happy with the training provided to all levels of staff. The Catholic Board focuses a lot of attention on professional development related to succession planning. Both boards have had a recent focus on mental health- how teachers and staff can deal with the mental health issues of the students, and how to stay healthy themselves. Table 140: Training Opportunities Provided by Employers Training Health and Safety Employee retraining Classroom training Apprenticeship (Registered/Pre) Vocational Training School to Work Programs None Academic – Remedial (Reading, Math) Academic – Advanced (Reading, Math)

# Employers 29 22 14 11 6 6 1 3 2


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The most common type of training that employers would like to see completed by their employees are general skills such as basic math, reading and writing and managerial skills like finance and business planning. Professional skills are desired by employers including sales, marketing and accounting. Customer service skills and managerial skills training is also desirable among employers for their employees. Eighteen employers do not believe their current employees need training. Table 141: Training Needs Training Needs

Current employees do not need training General Skills Managerial Skills Professional Skills Customer Service Skills Computer Skills Equipment Operation Skills Specialized Skills (Medical skills, legal knowledge, etc.)

# Employers 18 16 14 13 12 6 4 4


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5.4 Focus Group Results As part of the employer research focus groups were held with employers in each of the four counties. These focus groups were used to share the results of the survey and to highlight any additional Huron County specific challenges and/or initiatives related to the workforce. In Huron County, the focus group was attended by employers and economic development officials from the County on November 19, 2013. Overall, focus group participants agreed with the findings of the survey, The group discussed the key issues and challenges facing the Huron County workforce: • The aging workforce • Average age employees for one company in Huron is 57 years • Workforce is not retiring as early as forecasted • Costs associated with providing benefits to an aging population • Poor math skills • Much of the workforce is not even at a Grade 12 level, still managed to graduate high school • Guidance Counsellors in high schools are not able or do not provide the guidance necessary • Directing high school students to career paths beyond university and college • Specialized training for the counsellors • Absenteeism • Workforce does not place going to work as a priority (drinking, partying play a factor) • Lack of ability to work with high tech equipment or tools • Health • Attract specialized health care professionals (especially related to mental health, not getting applicants) • Funding in health is being crunched • Mining • Need soft skills (leadership, team work), can train everything else • Upgrade skills of existing, not offered by many employers • Incentives needed to get employees/employers to take courses • Skilled trades needed • Spousal support is a challenge when recruiting new employees • Transportation is an issue, need to live close to employment The group also discussed the current and future skills demand of employees in their specific industry • Leadership training among employers to lead their employees • Global Information Systems (GIS) • Computer literacy • Social media • Website creation • Excel • Mechanical aptitude • Math skills (basic numeracy) • Business management • Self-employment skills


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5.5 Employer Summary A total of 59 employers were surveyed for Huron County, 43 of which had their head office located in Huron County. Approximately 81% of the businesses surveyed started in Huron County. The median number of years in operation in the Four County Region was 21 years, 9 businesses had been in operation in the Four County Region for more than 50 years. From the perspective of the business owners, the top factors to locate their business in Huron County were personal preference of business owner, the business friendly environment, the high quality of life, access to state of the art telecommunication services, and excellent community amenities. Approximately 87% of the businesses surveyed had 100 employees or less, only 3 businesses in Huron employ more than 200 people working on a regular basis. Approximately, 86% of employers expect 10 employee retirements or less in their business in the next five years. Most employers in Huron believe the workforce will increase in the next two years. Twenty respondents from Huron County believe the workforce will increase, most believe the increase will be by no more than 10 employees. Two employers surveyed predict a decrease. The decrease is expected to be anywhere between 1 and 5 employees. Huron County agricultural representatives believe the workforce will remain unchanged in the next two years. Health care representatives do not anticipate any major changes in the health sector workforce due to the way health care is being funded in the Province. While there are likely to be retirements, these positions will be filled as necessary. Not likely to see any more positions open up. Could be a move towards more part-time positions and fewer full-time positions. In the school system, the public school board believes that jobs will decrease across the board due to declining enrollment in all schools in Huron. The Catholic board has not seen any dramatic change in enrollment over the last few years and expects enrollment and therefore jobs to remain relatively unchanged. Employers find skilled trades or skilled professionals positions are most difficult to fill. There are also sector specific challenges in hiring. It has been especially difficult farm management specialists, equipment operators and mechanics, livestock specialists, field crop specialists, and general labourers. The Catholic school board has very little trouble filling any positions, as they often hire from within their supply pool. Only issues was related to librarians and library technicians. The public school board has had difficulty filling: Principals, Vice Principals, Communications, IT and Special Education Teachers. Hospitals and other health care employers in Huron County have difficulty hiring specialized positions such as Psychiatrists and Cardiologists. It was found to be difficult to find Nurse Practitioners and somewhat difficult to fill Registered Nurses positions. It can be especially difficult to find nurses with specialized qualifications such as pediatrics or critical care.


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Employers in Huron County are looking for the following occupations skills: • Teamwork • Social/interpersonal skills • Critical thinking and problem solving • Verbal and written communication Employers are having the most difficulty finding employees who have the following occupational skills: • Sector specific skills (AutoCAD, agriculture, health) • Critical thinking and problem solving • Leadership skills • Artistic or creative skills In the sector specific interviews it was found that all positions in the health care field require their employees to have teamwork, leadership, organizational skills, as well as strong problem solving skills. As the health care field begins to add even more computerized systems into their hospitals and practices the organizations are expecting employees to have strong computer skills. Agricultural related employers are looking for well-rounded individuals with the sector specific skills as well as communication skills, social and interpersonal skills and teamwork. Skills or qualities required for teachers beyond their education requirements include: interpersonal, communication, computer, team work, leadership, organizational and problem solving or critical thinking skills. Half of Huron County businesses require employees to have a high school diploma. Just over 40% offer apprenticeship opportunities in Huron County. Most companies offer a variety of occupational training to their employees on a regular basis including: • Health and safety • Employee retraining • Apprenticeship programs • Classroom or vocational training Generally, business owners and employers hire from outside their company or business. Education may be one of the few exceptions which often hire from within the system as occasional teachers are promoted to full-time permanent teachers, principals are often previous teachers.


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6.0 Summary of Findings

The depth and quality of data from this study allows for a comprehensive understanding to better inform those interested in the labour market in Bruce, Grey, Huron and Perth counties. Thriving and sustainable regional economies are reliant on a solid information base so as to be equipped with knowledge that allows them to be responsive in an ever changing environment. By engaging local employees, employers and high school students in the study regional strengths and labour gaps have been observed with respect to skills, education and training which have in turn created a more complete picture of the local labour market.

Labour Market Profile The purpose of the profile is to provide background information on the general socio-economic status in Huron County. The profile compliments research into present and future skills gaps in the Four County Region. The profile was compiled using data from the 2006 Statistics Canada Population Census and the 2011 Statistics Canada National Household Survey. Between 2006 and 2011, Huron County experienced a slight decrease of -0.4%. In comparison to the Province of Ontario, Huron has an older population with a median age of 45.1. There is a higher proportion of females than males in Huron County. The top three ethnic backgrounds of Huron County residents in 2011 was English, Canadian and Scottish. The average household income in 2011 was $71,916, an increase from 2006. Huron County had the second lowest average household income of the Four County Region. The average personal income was $33,932, the lowest in the Four County Region.

SECTION 6: SUMMARY OF FINDINGS THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

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In general, a smaller proportion of people from Huron County have finished high school and have gone on to complete any post-secondary education than the Ontario population as a whole. In Huron County 28.4% of the population have reported high school as their highest level of completed education. Just over 10% of the Huron population has received an apprentice or trade certificate, higher than the Ontario proportion. The top three fields of study for women included: Health professions and related fields; Business; management and public administration; and, Education. For men the top three fields of study for men were: Architecture; engineering; and related technologies; Agriculture; and, Business; management and public administration. The employment participation rate in Huron County fell from 67.9% in 2006 to 65.9% in 2011. While the unemployment rate increased from 4.5% to 5.7% over the same period. The Four County Region has experienced an increase in unemployment since 2006. The 2011 Huron County unemployment rate of 5.7% is the second lowest in the Four County Region. Even with an increasing unemployment rate, Huron County remains well below the Ontario unemployment rate of 8.3%. Given the ever changing labour market there have been shifts related to specific industries in Huron County. Though there were slight decreases for jobs in the Manufacturing and Agricultural sectors, Health Care and Social Assistance jobs are on the rise in Huron County. The top industries reported by Huron County residents were: Agriculture; Manufacturing; Health Care and Social Assistance; and, Construction, very similar observations compared to the previous labour market studies. The leading occupations for males in Huron County in 2011 include Trades, transportation and equipment operations and related occupations; Sales and services; and, Management occupations. The leading occupations for females from Huron County in 2011 include Sales and service; Business, finance and administration; Health; and, Occupations in education, law and social, community and government services.

High School Survey Huron County had 166 male respondents (45.5%) and 200 female respondents (54.6%) for the survey of grade 12 students. The majority of respondents were 17 years old. The average for all classes in the last school year was 75.8% for males and 78% for females. Generally students reported math as the highest average for core courses, followed by science and then English. Males in Huron tend to favour technology education elective courses, females are more likely to be engaged in arts courses. The majority of students participate in extra-curricular activities, on average they spend 7.7 hours per week. The most common extra-curricular activities are related to sports and physical activity. This observation was also made in the previous study.


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Students are continuing to be engaged in volunteer activity in Huron County, 83.4% of females and 77% of males have volunteered in the last year. The average number of hours spent volunteering over the last year was 44 hours, over the 40 hours required through their high school career. The most common industries students reported volunteer participation were similar to 2005 which included Information, Culture, and Recreation; Religious, Civic, Environmental or Social Advocacy; Health Care or Social Assistance, and the addition of Agriculture and Education Fewer Huron County students held a part-time or summer job compared to the previous study. In 2013, 73.3% of males and 74.5% of females worked part-time during the school year and 81.3% of males and 77.5% of females worked in the summer. The most common part-time and summer employment activities include Wholesale and Retail Trade; Accommodation and Food Services; Agriculture; and, Other Services, including personal care, automotive repair, etc. Co-op education in Huron County has fairly low participation in comparison to Bruce and Perth counties, only 15.2% of males and 16.5% of females have participated in co-op in the last year. Males participating in co-op were most likely to be involved in agriculture, females participating in co-op were most likely to be involved in Health Care and Social Assistance and Educational Services. For transferable skills, males have scored themselves the highest in physical, mechanical and hands on skills followed by teamwork. Females have scored themselves the highest in social, interpersonal skills, teamwork and reading. In Huron, 90.1% of students expect to finish high school and continue onto post-secondary school or apprenticeship program. Females are more likely to be planning on attending post-secondary education than males. College is the most common post-secondary education choice for students, followed by university. Males are much more likely to enroll in a trade, vocational or apprenticeship with 19.1% of the male respondents planning to attend a trade program compared to 2.1% of females. The top industry categories that male students are hoping to be employed are: Construction and/or Specialty Trade Contractor; Professional, Scientific and Technical Services; and Agriculture. Females are expecting to be employed in Health Care and Social Assistance; Professional, Scientific and Technical Services, and Business. Youth out-migration has been an issue in rural communities, 55.5% of males and 51.5% of females expect to leave the Four County Region to find a job. This was a slight decrease since the last study period.

Employee Survey The employee survey consisted of 145 male respondents (48.2%) and 156 female respondents (51.8%) from Huron County. The average age of respondents from Huron County was 48.2 years. Approximately 90% of the 301 respondents had worked in the last year. Just over 82% of employees surveyed worked on a full time basis in their primary employment. Approximately 12% of respondents held multiple jobs, this is the lowest in the Four County Region. Almost 5% of respondents believe they will be retired in one year and 24% of respondents reported they believe they will be retired in five years


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In 2013, 10.3% of Huron County respondents have not completed high school while 35.9% reported college or a speciality school as their highest completed education. More than a fifth of Huron County respondents report an undergraduate, university degree as their highest education. In Huron, the top three fields of post-secondary study were: health, parks, recreation and fitness; business, management and public administration; and, trades. The most common occupations held by Huron County respondents included trades, transport and equipment operators and related occupations; management occupations; social science, education, government service and religion; occupations unique to primary industry; and, business, finance and administrative occupations. Employees residing in Huron County perceive the following as their top skills: • Reading • Verbal communication • Teamwork • Critical thinking or problem solving • Written communication • Social or interpersonal Employees from Huron County perceive the following as their weakest skills: • Sector specific skills (engineering, health care, skilled trades, agriculture) • Database • Information technology • Spreadsheets • Word processing • Artistic, creative In Huron, almost 60% of respondents did not participate in any training or professional development in the last year. Of those who did complete training, the most common type of training in the last year was an industry or occupation specific course, workshop or conference. Another 8.6% have completed workplace safety or first aid training and 6% have completed a college or university course. The majority of Huron County residents who participated in the survey are very satisfied with their current employment, of which almost 90% are satisfied or very satisfied with their current employment. However, almost 15% of the Huron respondents believe they are underemployed. More than half believe the wages they receive are adequate for the work they do, while 21.4% of respondents believe the wages are somewhat less than adequate.

Employer Survey A total of 59 employers were surveyed for Huron County, 43 of which had their head office located in Huron County. Approximately 81% of the businesses surveyed started in Huron County. The median number of years in operation in the Four County Region was 21 years, 9 businesses had been in operation in the Four County Region for more than 50 years. From the perspective of the business owners, the top factors to locate their business in Huron County were personal preference of business owner, the business friendly environment, the high quality of life, access to state of the art telecommunication services, and excellent community amenities.


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Approximately 87% of the businesses surveyed had 100 employees or less, only 3 businesses in Huron employ more than 200 people working on a regular basis. Approximately, 86% of employers expect 10 employee retirements or less in their business in the next five years. Most employers in Huron believe the workforce will increase in the next two years. Twenty respondents from Huron County believe the workforce will increase, most believe the increase will be by no more than 10 employees. Two employers surveyed predict a decrease. The decrease is expected to be anywhere between 1 and 5 employees. Huron County agricultural representatives believe the workforce will remain unchanged in the next two years. Health care representatives do not anticipate any major changes in the health sector workforce due to the way health care is being funded in the province. While there are likely to be retirements, these positions will be filled as necessary. Not likely to see any more positions open up. Could be a move towards more part-time positions and fewer full-time positions. In the school system, the public school board believes that jobs will decrease across the board due to declining enrollment in all public schools in Huron. The Catholic board has not seen any dramatic change in enrollment over the last few years and expects enrollment and therefore jobs to remain relatively unchanged. Employers find skilled trades or skilled professionals positions are most difficult to fill. There are also sector specific challenges in hiring. It has been especially difficult farm management specialists, equipment operators and mechanics, livestock specialists, field crop specialists, and general labourers. The Catholic school board has very little trouble filling any positions, as they often hire from within their supply pool. Only issues was related to librarians and library technicians. The public school board has had difficulty filling: Principals, Vice Principals, Communications, IT and Special Education Teachers. Hospitals and other health care employers in Huron County have difficulty hiring specialized positions such as Psychiatrists and Cardiologists. It was found to be difficult to find Nurse Practitioners and somewhat difficult to fill Registered Nurses positions. It can be especially difficult to find nurses with specialized qualifications such as pediatrics or critical care. Employers in Huron County are looking for the following occupations skills: • Teamwork • Social/interpersonal skills • Critical thinking and problem solving • Verbal and written communication Employers are having the most difficulty finding employees who have the following occupational skills: • Sector specific skills (AutoCAD, agriculture, health) • Critical thinking and problem solving • Leadership skills • Artistic or creative skills In the sector specific interviews it was found that all positions in the health care field require their employees to have teamwork, leadership, organizational skills, as well as strong problem solving skills. As the health care field begins to add even more computerized systems into their hospitals and practices the organizations are expecting employees to have strong computer skills. Agricultural related employers are


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looking for well-rounded individuals with the sector specific skills as well as communication skills, social and interpersonal skills and teamwork. Skills or qualities required for teachers beyond their education requirements include: interpersonal, communication, computer, team work, leadership, organizational and problem solving or critical thinking skills. Half of Huron County businesses require employees to have a high school diploma. Just over 40% offer apprenticeship opportunities in Huron County. Most companies offer a variety of occupational training to their employers on a regular basis including • Health and safety • Employee retraining • Apprenticeship programs • Classroom or vocational training Generally, business owners and employers hire from outside their company or business. Education may be one of the few exceptions which often hire from within the system as occasional teachers are promoted to full-time permanent teachers, principals are often previous teachers.

An Integrated Perspective on the Labour Force Quantity, Quality and Availability of Employees

Employers were asked to rate the quantity, quality and availability of employees in Huron County.9 Employers indicated that the management pool is lacking in terms of availability. This pool of talent is crucial for employers as the employer survey revealed that improved business management is one of many key factors in ensuring the future success of their business. The 2011 census indicates that business, management and public administration is the third most common post-secondary field of study for males (4.5%) in Huron County but it lags substantially behind the most common field of study for males, architecture, engineering and related technologies (21.1%). Business, management and public administration is the second most common post-secondary field of study for females (10.4%) just slightly behind the most common field of study for females, health professions and related fields (14%). Results from the high school survey suggest that the future labour pool is not preparing itself for opportunities in the management profession. Students in Huron County had fewer business study credits than any other elective, with the exception of computer studies. Co-op participation in Huron County is largely concentrated in industries where students likely receive minimal exposure to management positions. The most common co-op programs for males was agriculture while the most common co-op programs for females include health care and social assistance and educational services. Additionally, only a small percentage of Huron County high school students indicated an interest in pursuing a Commerce (14.6%) or Business (10.8%) program in university or college.

9 For the purpose of the survey, the quality of the labour force was described as the employees presently in the position possessing the appropriate skills to perform their functions adequately. Quantity referred to the employer being able to find the desired number of employees possessing the required skills for the position. Availability referred to the type of employee the employer was searching for in relation to their availability in the area while not currently employed or seeking to advance or change positions.


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Employers indicated that the skilled trades / professionals pool is lacking in terms of quality and availability. Although the high school survey revealed that 9.4% of students (19.1% males; 2.1% females) intended to enter an apprenticeship program after high school. There may be an opportunity here for providing additional supports to assist high school students who want to pursue an apprenticeship program, especially female students. Employers indicated that the general labourer pool is lacking in terms of availability and stability. The employee survey indicates that the general population has a reasonably high skill rating in physical, mechanical and hands on skills which suggests the issue for employers is attracting experienced employees away from other, less physically demanding occupations. However, the employee population does have a low skill rating in manufacturing related skills and this is consistent with the challenge employers experience in finding persons with these skills. The high school survey revealed that students have moderate physical, mechanical or hands on skills for males, lower for females, which could be expected as this group is still in the process of gaining on the job experience to develop these skills.

Skills Gap Leadership skills and critical thinking or problem solving skills are among the most challenging skills that the majority of employers have difficulty finding. Employers identified teamwork skills and social or interpersonal skills as the most sought after occupational skill they are looking for in the next 2-5 years. Other important skills identified by the majority of employers include verbal and written communication skills and organizational skills. The skills self-assessment by high school students reveals several potential areas for enhancing skill development and training. Overall, Huron County high school students rated themselves highest in teamwork, reading, and social or interpersonal skills. The high student rating for soft skills is an encouraging development given the importance that local employers attach to improved worker productivity as key factors in ensuring the success of their business. In Huron County, males have scored themselves the highest in physical and hands on skills with an average score of 3.7. Females have scored themselves the highest in social, interpersonal skills, teamwork and reading with 3.8 each. Gendered differences in self-assessed skill levels could be an indication of the area of concern in extending skill development and training. The employee survey indicates that the general population has many of the skills that rank highly among employers. Overall, Huron County employees rated themselves highest in reading skills, verbal communication skills and teamwork skills. Huron employees also rated themselves high in written communication and social or interpersonal skills. While the employee population rated their information technology skills and database skills relatively low. Huron County high school students rated their computer skills as moderate and computer studies was the least common elective course. The employer survey indicates that some employers are still experiencing challenges in finding employees with information technology and database skills which suggests a potential area for enhancing skill development and training. Indeed, computer skills (word processing, database


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management, computer system maintenance) was identified as a type of training that employers are interested in for their current employees. Other important training needs identified by employers include managerial skills and professional skills.

Quality of Life as an Incentive for Living and Working in Grey County The personal preference of the business owner and a friendly business environment are key factors that influence employers to establish and maintain their business operations in Huron County. High quality of life and the access to telecommunication systems are also touted by employers as key reasons for locating in Huron County. Approximately 38.2% of Huron County employees reported that nothing would motivate them to move out of the Four County Region. The most popular attributes of Huron County as identified by employees include the proximity to family and friends, high quality of life and the rural / small town communities. The willingness of employees to stay in the region can also be linked to the high job satisfaction rate (90%) and general satisfaction with wages (72.2%). Students are not expecting to stay in the Huron County area as a place of future residence and work. The proportion of students who plan to leave the area fell slightly between 2005 and 2013 to 53.4%. The two key reasons linked to this intention were consistent for both time periods: a strong desire to experience life elsewhere and the limited variety of local job opportunities. Students were asked to identify influential factors for staying in the Four County Region as they pursue a career. For students in Huron, being in close proximity to family and friends was the most common response (68.9%) followed by their belief that their community is a great place to live (56.9%). However, only 27.5% cited the opportunity for a job in which they are interested as a reason to stay in the area, even fewer believe there are jobs in the area to provide a good salary. Statistics Canada reports that rural young adults often go elsewhere for education and many never return. Some may return to raise families in their hometowns or towns similar to them, but in general, rural areas face the threat of depopulation. Of all individuals who move out of their rural community, at most 25% return to this community ten years later.10 The implication of this trend means that rural communities have to rely on a combination of return migration, in migration from other areas and immigration to maintain and grow the population size of a given cohort.

10 Statistics Canada. Rural Youth: Stayers, Leavers and Return Migrants, 2000 http://www5.statcan.gc.ca/bsolc/olc-cel/olc-cel?catno=11F0019m2000152&lang=eng


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List of Tables List of Tables Table 1: Population of Huron County Table 2: Age Distribution of Bruce, Grey, Huron and Perth County, and Ontario, 2011 Table 3: Population by Ethnic Origin for Bruce, Grey, Huron and Perth County, and Ontario, NHS 2011 Table 4: Average Household Income for Bruce, Grey Huron and Perth County, and Ontario, Census 2006 and NHS 2011 Table 5: Population by Household Income Categories in Bruce, Grey, Huron and Perth County, and Ontario, NHS 2011 Table 6: Average Personal Income by Place of Residence, by Gender, NHS 2011 Table 7: Highest Education Level for Bruce, Grey, Huron and Perth County, NHS 2011 Table 8: Post-Secondary Field of Study for Females for Bruce, Grey, Huron and Perth County, NHS 2011 Table 9: Post-Secondary Field of Study for Males for Bruce, Grey, Huron and Perth County, NHS 2011 Table 10: Personal Income by Place of Work for Huron County, by Education for Males, NHS 2011 Table 11: Personal Income by Place of Work for Huron County, by Education for Females, NHS 2011 Table 12: Employment Participation Rate for all ages 15 and over for Bruce, Grey, Huron and Perth County, and Ontario, Census 2006 and NHS 2011 Table 13: Employment Participation Rate for Males ages 15 and over for Bruce, Grey, Huron and Perth County, and Ontario, Census 2006 and NHS 2011 Table 14: Employment Participation Rate for Females ages 15 and over for Bruce, Grey, Huron and Perth County, and Ontario, Census 2006 and NHS 2011 Table 15: Employment Rate for age 15 and over, for Bruce, Grey, Huron and Perth County, Census 2006 and NHS 2011 Table 16: Employment Rate for Males age 15 and over, for Bruce, Grey, Huron and Perth County, Census 2006 and NHS 2011 Table 17: Employment Rate for Females age 15 and over, for Bruce, Grey, Huron and Perth County, Census 2006 and NHS 2011 Table 18: Unemployment Rate for age 15 and over for Bruce, Grey, Huron and Perth, Census 2006 and NHS 2011 Table 19: Unemployment Rate for Males age 15 and over for Bruce, Grey, Huron and Perth, Census 2006 and NHS 2011 Table 20: Unemployment Rate for Females age 15 and over for Bruce, Grey, Huron and Perth, Census 2006 and NHS 2011 Table 21: Population by Industrial Sector for all age 15 and over, NHS 2011 Table 22: Population by Industrial Sector for Males age 15 and over, NHS 2011 Table 23: Population by Industrial Sector for Females age 15 and over, NHS 2011 Table 24: Population by Place of Work by Industrial Sector for all age 15 and over, NHS 2011 Table 25: Location Quotient for Bruce, Grey, Huron and Perth Counties, NHS 2011 Table 26: Labour Force in Bruce, Grey, Huron and Perth County, and Ontario by Occupation, NHS 2011 Table 27: Male Labour Force in Bruce, Grey, Huron and Perth County, and Ontario by Occupation, NHS 2011 Table 28: Female Labour Force in Bruce, Grey, Huron and Perth County and Ontario by Occupation, NHS 2011 Table 29: Personal Income by Place of Work, by Industry, NHS 2011 Table 30: Sample Population by Gender Table 31: Sample Population by Age Table 32: Average Course Marks by Gender

THE FIRST STEP – UNDERSTANDING THE SKILLS GAP IN HURON COUNTY

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Table 33: Average Number of Credits for Elective Courses by Gender Table 34: Highest Level of English Course Completed, by Gender Table 35: Highest Level of Math Course Completed, by Gender Table 36: Highest Level of Science Course Completed, by Gender Table 37: Extra-Curricular Participation by Gender Table 38: Average Number of Hours per Week Spent on Extra-Curricular Activities, by Gender Table 39: Extra-Curricular Participation in Sports or Physical Activity at School or with Other Organizations Table 40: Extra-Curricular Participation in an Art, Drama or Music Group at School or With Other Organizations Table 41: Extra-Curricular Participation in Student Council Table 42: Extra-Curricular Participation in Another Type of Group or Club Table 43: Volunteer Participation by Gender Table 44: Average Number of Hours Spent Volunteering in the Past Year by Gender Table 45: Reason for Starting a Volunteer Activity by Gender Table 46: Volunteer Participation by Industry and Gender Table 47: Volunteer Participation by Activity where Most Time was Spent, by Gender Table 48: Part-time Work Participation by Gender Table 49: Summer Work Participation by Gender Table 50: Average Number of Hours per Week Working in Part-time Job by Gender Table 51: Average Number of Weeks Working in Part-time Job by Gender Table 52: Average Number of Hours per Week Working in Summer time Job by Gender Table 53: Average Number of Weeks Working in Summer time Job by Gender Table 54: Part-time Work Activity by Industry and Gender Table 55: Summer Work Activity by Industry and Gender Table 56: Method Used to Find Part-time Job by Gender Table 57: Method Used to Find Summer Work by Gender Table 58: Reason for Getting a Part-time Job by Gender Table 59: Reason for Getting a Summer Time Job by Gender Table 60: School Co-op Participation by Gender Table 61: Co-op Program Activity by Industry and Gender Table 62: Reason for Participating in Co-op Program by Gender Table 63: Work at Home Participation by Gender Table 64: Average Number of Hours per Week Working at Home in Past School Year by Gender Table 65: Main Work Activity When Working at Home by Gender Table 66: Average Skill Rating for Huron County Students by Gender Table 67: Average Skill Rating for Four County Students by Gender Table 68: Plans for the Near Future by Gender Table 69: Future Plans for Post-secondary School / Training by Gender Table 70: Factors that Influenced Student Plans for Post-secondary Education Table 71: Level of Confidence in Being Accepted to and Completing Post-secondary Education by Gender Table 72: Educational Institutions Students are Most Likely to Attend by Gender Table 73: University Degree Programs Students are Most Likely to Pursue by Gender Table 74: College Programs that Students are Most Likely to Pursue by Gender Table 75: Apprenticeship Programs that Students are most Likely to Pursue by Gender


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Table 76: Industry that Students are most Likely to be Employed In by Gender Table 77: Occupations that Students are most Likely to Have by Gender Table 78: Factors that Directed Students toward Pursuing this Career by Gender Table 79: Resources Students Spoke to about their Career Interests by Gender Table 80: Students Expectations to Find a Job and Live in Huron, Perth, Bruce, Grey County by Gender Table 81: Reasons for Planning to Leave the Huron Region Table 82: Reasons to Stay in the Four County Region Table 83: Gender of Respondents Bruce, Grey, Huron and Perth County Table 84: Age of Respondents for Bruce, Grey, Huron and Perth County Table 85: Respondents Household Income Categories in Bruce, Grey, Huron and Perth County Table 86: Marital Status of Respondents for Bruce, Grey, Huron and Perth County Table 87: Employment Status of Bruce, Grey, Huron and Perth County Respondents Table 88: Respondents’ Work Status for Bruce, Grey, Huron and Perth County Table 89: Income Sources for Unemployed Respondents for Bruce, Grey, Huron and Perth County Table 90: Multiple Jobs for Respondents from Bruce, Grey, Huron and Perth County Table 91: Employment Basis for Bruce, Grey, Huron and Perth County Respondents Table 92: Employment Status for Bruce, Grey, Huron and Perth County Respondents Table 93: Hours per Work at Primary Employment for Bruce, Grey, Huron and Perth County Respondents Table 94: Number of Years with Primary Employer for Bruce, Grey, Huron and Perth County Respondents Table 95: Secondary Employment Basis for Bruce, Grey, Huron and Perth County Table 96: Employment Status for Secondary Employment for Bruce, Grey, Huron and Perth County Table 97: Employment Basis for Tertiary Employment in Bruce, Grey, Huron and Perth County Table 98: Employment Status of Tertiary Employment in Bruce, Grey, Huron and Perth County Table 99: Occupation Classification by Respondents for Bruce, Grey, Huron and Perth County Table 100: Huron County Respondents Occupation Classification Compared to NHS 2011 Table 101: Respondents by Industrial Sector for Bruce, Grey, Huron and Perth County Table 102: Huron County Respondents Reported Industry Compared to NHS 2011 Table 103: Highest Education Level for Bruce, Grey, Huron and Perth County Respondents Table 104: Major Field of Study of Bruce, Grey, Huron and Perth County Respondents Table 105: Ability to Speak a Second Language by Bruce, Grey, Huron and Perth County Respondents Table 106: Languages Spoken by Bruce, Grey, Huron and Perth County Respondents Table 107: Self-Assessment of Skills by Bruce, Grey, Huron and Perth County Respondents Table 108: Training and Education Upgrading of Bruce, Grey, Huron and Perth County Respondents Table 109: Desired Training or Education by Bruce, Grey, Huron and Perth County Respondents Table 110: Job Satisfaction of Bruce, Grey, Huron and Perth County Respondents Table 111: Perceived Underemployment of Bruce, Grey, Huron and Perth County Respondents Table 112: Satisfaction with Wages for Bruce, Grey, Huron and Perth County Respondents Table 113: Where the Bruce, Grey, Huron and Perth County Respondents see themselves in the next year Table 114: Where the Bruce, Grey, Huron and Perth County Respondents see themselves in the next five years Table 115: Factors that would influence Bruce, Grey, Huron and Perth County Respondents to move out of the Region Table 116: Distance Willing to Relocate for a New Job for Bruce, Grey, Huron and Perth County Respondents Table 117: Positive Community Characteristics by Bruce, Grey, Huron and Perth County Respondents


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Table 118: Negative Community Characteristics Reported by Bruce, Grey, Huron and Perth County Respondents Table 119: Reported Location of Businesses Surveyed Table 120: Head Office Location of Businesses Surveyed Table 121: Operating Arrangement of Businesses Surveyed Table 122: Businesses / Organizations by Industry Sector Table 123: Was the Survey Respondent the Owner of the Business? Table 124: Did the Business Start in the Four County Region? Table 125: Number of Years in Business in the Four County Region Table 126: Factors Influence to Locate in the Four County Region Table 127: Number of Employees Table 128: Number of Expected Retirements in the Next 5 Years Table 129: Percent of Employees Living within a 30 Minute Drive to Work Table 130: Quality, Quantity, Availability, Stability of Each Employee Category Table 131: High School Education Required Table 132: Occupational Skills Needed in the Next 2-5 Years Table 133: Number of employees that leave the company/business each year and their positions have to be filled Table 134: Predicted Increase or Decrease of the Workforce in the Next 2 Years Table 135: Recruitment Sources Table 136: Difficult to Fill Positions Table 137: Difficult to Find Skills Table 138: Does the Business Provide Apprenticeship Opportunities? Table 139: Factors to Ensure Future Success Table 140: Training Opportunities Provided by Employers Table 141: Training Needs


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