NOC Awareness Workshop

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NOC Awareness Workshop

• Prepared by RDA Global

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Using NOC information to Solve Problems

• Recruiting and retaining workers
• Skills development management training
• Performance evaluation
• Setting pay rates
• Benchmarking your organization (e.g. for equal
  opportunity hiring processes)

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What is the NOC?

• National Occupational Classification
• It organizes over 30,000 job titles into 520
  occupational group descriptions.
• Classifies occupations by
• Skill Type -- the type of work performed
• Skill Level -- type and amount of training or
  education typically required
• Occupational Statistics are organized by NOC

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Skill Types
Skill Type Occupation
A Management Occupations
B Business, Finance and Administration Occupations
C Natural and Applied Sciences and Related Occupations
D Health Occupations
E Occupations in Social Science, Education, Government Service and Religion
F Occupations in Art, Culture, Recreation and Sport
G Sales and Service Occupations
H Trades, Transport and Equipment Operators and Related Occupations
I Occupations Unique to Primary Industry
J Occupations Unique to Processing, Manufacturing and Utilities
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Skill Levels
Skill Level Occupation
0 Management Occupations
1 Occupations usually require university education.
2 Occupations usually require college or vocational education or apprenticeship training.
3 Occupations usually require secondary school and/or occupation-specific training.
4 Up to two years of on-the-job training, specialized training courses or specific work experience.
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Origin and History of the NOC System

• Implemented in 1992
• Replacement for the Canadian Classification and
  Dictionary of Occupations (CCDO).
• 1996 version was replaced by the NOC 2001 and now
  the NOC 2006. NOC 2011 is currently under
  development
• The process for updating the NOC involves
  consultation with sector councils, employers and
  other stakeholders
• Goal insure it reflects changing occupations in
  Canada

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Benefits of the NOC

• The NOC provides a common standard framework for
  human resource evaluation
• Intended to use as a reference resource
• Not perfect for any one sector
• Standardizes occupational definitions for workers
  across industries
• Inclusive of all occupations
• Groups occupations by skill level
• Job functions balance scope of work skills

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NOC Descriptions Include

• Lead Statement
• Example Titles
• Main Duties
• Employment Requirements
• Additional Information
• Classified Elsewhere

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26 NOC occupations relevant to the Supply Chain
Sector

• A016 Senior managers - Goods production,
  utilities, transportation and construction
• A113 Purchasing managers
• A114 Other administrative services managers
• A122 Computer and information systems managers
• A131 Sales, marketing and advertising managers
• A141 Facility operation and maintenance managers
• A312 Postal and courier services managers
• A373 Transportation managers

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26 NOC occupations relevant to the Supply Chain
Sector

• B022 Professional occupations in business
  services to management
• B116 Customs, ship and other brokers
• B315 Purchasing agents and officers
• B414 Supervisors, mail and message distribution
  occupations
• B415 Supervisors, recording, distributing and
  scheduling occupations
• B571 Shippers and receivers

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26 NOC occupations relevant to the Supply Chain
Sector

• B572 Storekeepers and parts clerks
• B574 Purchasing and inventory clerks
• B575 Dispatchers and radio operators
• B576 Transportation route and crew schedulers

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26 NOC occupations relevant to the Supply Chain
Sector

• C071 Information systems analysts and consultants
• C072 Database analysts and data administrators
• C075 Web designers and developers
• C133 Industrial engineering and manufacturing
  technologists and technicians
• G133 Retail and wholesale buyers

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26 NOC occupations relevant to the Supply Chain
Sector

• H811 Longshore workers
• H812 Material handlers
• J317 Labourers in food, beverage and tobacco
  processing

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Toronto Supply Chain Workers (2007)
Occupation
145,811 Employees in the Supply Chain Sector
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Toronto Supply Chain Workers (2007)
Industry
Sector is present in all industries
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Toronto Supply Chain Workers (2007) in the
Wholesale Industry
Selected Wholesale Industries
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Toronto Supply Chain Workers
Industry CAGR 01-07 Total Workers
44-45 Retail trade -1.7 18,820
72 Accommodation and food services -1.1 857
53 Real estate and rental and leasing -0.4 1,348
71 Arts, entertainment and recreation -0.4 589
11 Agriculture, forestry, fishing and hunting 0.1 268
31-33 Manufacturing 0.8 42,810
91 Public administration 3.1 1,701
51 Information and cultural industries 3.2 2,856
48-49 Transportation and warehousing 3.5 23,029
22 Utilities 4.7 640
62 Health care and social assistance 5.5 1,567
81 Other services (except public administration) 5.8 1,859
23 Construction 6.2 2,550
54 Professional, scientific and technical services 6.2 6,201
41 Wholesale trade 6.9 31,256
52 Finance and insurance 7.0 1,778
61 Educational services 8.9 1,093
56 Administrative and support, waste management and remediation services 11.0 6,065
21 Mining, Quarrying, and Oil and Gas Extraction 11.6 206
55 Management of companies and enterprises 51.8 320
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Toronto Purchasing Managers
Industry Workers 2007 CAGR 01-07
72 Accommodation and food services 49 -15
44-45 Retail trade 236 -7
91 Public administration 30 -6
61 Educational services 35 1
21 Mining, Quarrying, and Oil and Gas Extraction 8 2
56 Administrative and support, waste management and remediation 72 2
81 Other services (except public administration) 34 5
51 Information and cultural industries 92 7
41 Wholesale trade 604 7
23 Construction 69 7
52 Finance and insurance 58 9
48-49 Transportation and warehousing 51 10
31-33 Manufacturing 1,165 10
22 Utilities 46 13
54 Professional, scientific and technical services 152 14
53 Real estate and rental and leasing 31 16
62 Health care and social assistance 93 16
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Ontario Purchasing Managers
Ontario CMAs Employees 2007 CAGR 01-07
London 133 3
Kitchener 243 3
Hamilton 406 3
Toronto 2,865 6
Non CMSA-CA Area 1,047 6
Oshawa 169 7
Windsor 126 10
St. Catharines - Niagara 185 15
Kingston 51 21
Thunder Bay 38 21
Ottawa-Gatineau, Ontario part 642 21
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Information Statistics on Occupations
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Categories of Statistics

• For each Occupation, there are statistics on
• Employment
• Wages Salary
• Demographics
• Geography
• Education
• Skill types levels

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NOC Employment Information

• Statistics Include
• Number of Workers in the Labour Force
• Number of Workers Employed
• Tenure of Employment
• Full-Time Part Time Status
• Average Weekly Hours Worked

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NOC Wage Salary Information

• Statistics Include
• Average Median Annual Salary
• Average Median Weekly Wages
• Average Hourly Wage
• Changes in compensation (time series)

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NOC Demographic Information

• Worker totals by
• Gender
• Ethnicity
• Indian Metis representation
• Age of workers
• Work Status/Country of Origin

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NOC Geographic Information

• Statistics are gathered at multiple geographic
  levels including
• National
• Provincial
• Census Metropolitan Level (CMA)
• Economic Region
• Non-Metropolitan Areas

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NOC Educational Information

• Level of Education Required
• Descriptive statistics include
• Years of education
• Level of educational attainment
• Field of study

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Timeliness of Information Sources

• Measured through the Labour Force Survey
• Monthly household survey
• Employment Income reporting is available on
  annual basis
• Detail is limited
• For census years (2001, 2006, 2011) more
  information is available.
• Some provinces conduct separate surveys (i.e.
  Alberta Wage Salary Survey)

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Using the NOC in your Human Resource Functions
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Relating Job Titles in Your Organization to the
NOC Occupations
http//www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welco
me.aspx
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Relating Job Titles in Your Organization to the
NOC Occupations
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Relating Job Titles in Your Organization to the
NOC Occupations
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A Template for Writing Your Job Descriptions

• Begin with a NOC description
• Adapt the information to describe the work
  performed by employees
• Combine information from different NOC
  descriptions to better identify the job performed
  by your employees
• NOC job descriptions can also identify specific
  working conditions or job requirements.

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A Template for Writing Your Job Descriptions

• NOC Job Descriptions Include
• Health or safety hazards (e.g. working with
  dangerous material)
• Shift work or long hours (e.g. overtime)
• Working in unusual conditions (e.g. underground,
  isolated locations)
• Physical requirements (e.g. lifting, standing for
  long periods of time)
• Location (e.g. downtown or outside the city) and
  
• Frequent traveling.

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Using NOC information to evaluate employee
performance

• Identify key performers for promotion or those
  ready for a new challenge within the company
• Acknowledge employee contributions or areas for
  improvement
• Evaluate employee progress after training, and
  identify any remaining gaps and
• Create a stronger bond between the organization
  and the employees
• Especially if employees take part in rating their
  expected level of performance and quality of
  their work.

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Using NOC information to evaluate employee
performance

• Step 1. From the job description, list the duties
  you want to evaluate
• Step 2. Describe the level of performance that is
  expected in ways that can be measured (quality or
  quantity of work performed) for each of the
  duties
• Step 3. Make the timing of evaluation clear
  annual, monthly or other

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Using NOC information to evaluate employee
performance

• Step 4. Provide concrete feedback to your
  employees. A simple rating scale such as did not
  meet objectives, met objectives and surpassed
  objectives may be used.
• Step 5. Suggest specific ways in which the
  employee could improve. This could include
  on-the-job training, certification or change of
  behaviour.

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Using NOC information to evaluate employee
performance

• Step 6. If your employees regularly exceed their
  work objectives, discuss with them other types of
  work they might be interested in or qualified for
  to ensure they continue to be motivated and
  challenged.
• This can help your company grow and prosper.

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Using NOC information to develop a recruiting
plan

• Calculate Current and Future Labour Needs
• Labour Turnover (attrition)
• Long-term vacancies Hiring Difficulties
• Retirements
• Determine number of workers needed
• Short Term (6-month)
• Long Term (1 to 5 years)
• Do this for each job title group by NOC

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Using NOC information to develop a recruiting
plan
NOC Occupation Current Employees Annual Turnover Rate Retirements 6-Month Hiring Needs 1-Year Hiring Needs
1215 Supervisors, Recording, Distributing and Scheduling Occs.
head dispatcher 15 10 2 1 4
supervisor, dispatchers 9 10 5 0 6

1475 Dispatchers and Radio Operators
truck dispatcher 12 25 1 2 4

7451 Longshore Workers
longshore worker and tower-loader operator 65 60 0 20 39

Total 101   8 22 52

1215 Supervisors, Recording, Distributing and Scheduling Occs. 1 9
1475 Dispatchers and Radio Operators 2 4
7451 Longshore Workers 20 39
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Using NOC information to develop a recruiting
plan

• Identify Labour Availability
• How Many Workers are there?
• In the occupation?
• In my industry?
• In my region?
• Identify long term vacancies shortages
• Select an appropriate recruiting strategy

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Using NOC information to evaluate job candidates
and hire employees

• Example Shortage in Tower Loader Operators
  (Longshore Workers)
• How many workers in the region?
• Nova Scotia has the largest regional supply.

PROVINCE H81 Longshore workers and material handlers
New Brunswick 3,478
Newfoundland and Labrador 2,582
Nova Scotia 4,326
Prince Edward Island 488
Total 10,873
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Using NOC information to Identify Training Needs

• With detailed job descriptions, you can compare
• the actual tasks of employees to
• what needs to be done within the organization.
• Technological change
• Compare the positions current job description to
  new requirements
• Identify skills gaps
• Identify the learning and training needs

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Using NOC information to establish pay rates for
an occupation

• Compare your pay rates for your occupations with
  the regional median rate
• Make direct comparisons of a single NOC
• Make comparisons with more than one NOC
• Use a weighted average based on skill description

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Using NOC information to establish a compensation
management plan for all workers
Occupation Workers Your Wage Median Wage Percent of Median Annual Compensation Expense Market Compensation
H812 Material handlers 55 14.50 13 12 1,595,000 1,430,000
B571 Shippers and receivers 23 9.20 10.00 -8 423,200 460,000
J317 Labourers in food, beverage and tobacco processing 66 8.21 12.00 -32 1,083,720 1,584,000
B574 Purchasing and inventory clerks 12 7.00 9.50 -26 168,000 228,000
G133 Retail and wholesale buyers 2 34,000 31,000 10 68,000 62,000
B415 Supervisors, recording, distributing and scheduling occs. 2 21,000 30,500 -31 42,000 61,000
A141 Facility operation and maintenance managers 2 56,000 65,000 -14 112,000 130,000
B315 Purchasing agents and officers 2 32,000 32,000 0 64,000 64,000
A373 Transportation managers 1 31,000 31,000 0 31,000 31,000
B414 Supervisors, mail and message distribution occupations 1 28,000 29,000 -3 28,000 29,000
A114 Other administrative services managers 1 35,000 33,000 6 35,000 33,000
C071 Information systems analysts and consultants 1 54,000 68,000 -21 54,000 68,000
A122 Computer and information systems managers 1 45,000 44,000 2 45,000 44,000
Total 169 3,748,920 4,224,000
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Using NOC information to benchmark your
organization against the industry

• Share of regional employment
• Benchmark wages salary
• Benchmark demographics
• Younger/older
• Gender benchmarks
• Benchmark outside of your geography
• Benchmark occupational mix

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Information Resources
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Searchable NOC databasehttp//www5.hrsdc.gc.ca/NO
C/English/NOC/2006/SearchIndex.aspx

• NOC Database on the HRSDC Website
• Search NOC
• Index of Titles
• Description
• Main Duties
• Specialization
• Employment Requirements

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CSCSC Occupational Standardshttp//www.supplychai
ncanada.org/en/occupational-standards-project

• Goal is to achieve representation of the sector's
  functions
• Prioritize high-demand occupations or those that
  require an increased emphasis on training or
  skills development due to, for example, the
  impacts of technological change.

• Cargo and Freight Agent
• Dispatcher 
• Logistics Manager
• Material Handler
• Order Picker/Selector
• Sales and Marketing Manager
• Shipper and Receiver
• Supervisor Material Handlers
• Transportation Manager
• Warehouse Operations Manager

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JobBank http//www.jobbank.gc.ca/
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Job Futureshttp//www.jobfutures.ca

• Job Futures in a career planning guide
• It provides useful information 265 occupational
  groups
• Describes the work experiences of recent
  graduates from 155 programs of study.

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Red Seal Programhttp//www.red-seal.ca

• Program promotes mobility across Canada for
  trades occupations
• There are 49 occupations in the Red Seal Program
• The CSCSC Occupations are not in the Red Seal
  Program

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Census-based resourceshttp//www12.statcan.ca/eng
lish/census06/data/topics/index.cfm?Temporal2006
APATH3

• Aboriginal peoples
• Age and sex
• Education
• Ethnic origin and visible minorities
• Families and households
• Housing and shelter costs
• Immigration and citizenship

• Income and earnings
• Labour
• Language
• Marital status
• Mobility and migration
• Place of work and commuting to work

Labour Force Survey http//www40.statcan.ca/l01/
ind01/l3_2621_1803-eng.htm?hili_lfss01 3
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CSCSC Special Resources for the Supply Chain
Sector

• LMI Project Data on
• www.SupplyChainCanada.org

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Resources for future questions

• HRSDC Official Tutorial on the NOC
• http//www5.hrsdc.gc.ca/NOC/English/NOC/2006/Tutor
  ial.aspx
• Skills and Labour Market Information
  DivisionProgram Policy and Coordination
  Directorate
• Internet www5.hrsdc.gc.ca/NOC-CNP/app/index.aspx?
  lceE-mail noc-cnp.response-reponse_at_hrsdc-rhdsc.
  gc.ca