CDPC | CEDC
CDPC | CEDC
Competency Category:

23.1 – Assess Labour Market Needs

Purpose & Context

Career Development Professionals (CDPs) participate in labour market needs assessment in a specific city or region to identify labour market challenges, develop and update labour market information, and increase awareness and access to labour market information. CDPs work with stakeholders committed to the economic and social growth of the community.

Effective Performance

Competent career development professionals must be able to:

  • P1. Create a labour market strategy working group, including, for example:
    • Business leaders
    • Employers
    • Community groups
    • Agencies
    • Associations
    • Government
    • Education and training providers
  • P2. Define roles and responsibilities
  • P3. Develop labour market goals
  • P4. Identify information and data to be collected, such as:
    • Demographics, e.g. age, population trends, immigration trends, education trends
    • Characteristics of local labour pool and employment, e.g. unemployment levels, participation
    • Type of work, e.g. occupation, industry
    • Tools and resources to connect people to jobs, e.g. training supports
    • Workforce challenges and opportunities, e.g. labour shortages, credential recognition, automation, funding for
      increasing skills and job readiness
  • P5. Collect information and data using range of methods, e.g. surveys, interviews, focus groups
  • P6. Analyze information, e.g. compile statistics, integrate information from various sources, develop key
    recommendations to address employability issues
  • P7. Seek feedback on research findings, for example:
    • Design conversations around the discovery of assets, gifts, abilities and resources of the community
    • Use focus groups, surveys, telephone interviews and meetings with elders, employers, management, and clients
  • P8. Finalize report, e.g. integrate feedback from consultations

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Community needs analysis process
  • K2. Data collection methods
  • K3. Data sources, for example:
    • Statistics Canada, e.g. census, labour force survey, annual migration estimates, population estimates, business
      counts
    • Emsi dataset, e.g. Canadian occupational projection system, post-secondary information system
    • Other, e.g. municipality data, Immigration, Refugees and Citizenship Canada

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

The role of the CDPs will vary depending on the resources available in the community to participate in the community needs assessment.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Community labour market needs assessment: gathering of information to identify gaps between current and future workforce needs. The information is used to develop policies, systems and strategies to solve community employability issues.

Community labour market plans: document presenting detailed analysis of labour market statistics and strategies on how to grow the workforce to meet the local workforce needs.

Information Sources and Resources for Consideration

Ottawa Community Labour Market Plan. 2018. Accessed January 23rd, 2020. https://ottawaemploymenthub.ca/wp-content/uploads/2018/11/Community-Labour-Market-Plan-2018-v31-resize.pdf

Emsi labour market data knowledge base for Canada. Accessed January 30th, 2020 https://www.economicmodeling.com/2015/10/27/introducing-the-emsi-knowledge-base-for-canada/

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Minimal risk: SOMEWHAT CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Circumstantially, e.g. per project, when a specific event arises

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A career development professional requires at least six months to establish a network of community and business stakeholders, as well as in-depth knowledge of best practices in community labour market needs assessment.

Autonomy

Practitioners typically perform this competency without supervision, and as part of a team.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None
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Career Development Professional Centre

Code of Conduct

Help us cultivate a Centre we all enjoy by reviewing and following the Code of Conduct.

Our Purpose

Thank you for being a part of the Career Development Professional Centre. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all.

Centre Rules

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