NOC Awareness Workshop
Prepared by RDA Global
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)
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
Skill TypesSkill Type Occupation
A Management Occupations
B Business, Finance and Administration Occupations
C Natural and Applied Sciences and Related Occupations
D Health Occupations
EOccupations in Social Science, Education, Government Service and Religion
F Occupations in Art, Culture, Recreation and Sport
G Sales and Service Occupations
HTrades, Transport and Equipment Operators and Related Occupations
I Occupations Unique to Primary Industry
J Occupations Unique to Processing, Manufacturing and Utilities
Skill LevelsSkill Level
Occupation
0 Management Occupations1 Occupations usually require university education.
2Occupations usually require college or vocational education or apprenticeship training.
3Occupations usually require secondary school and/or occupation-specific training.
4Up to two years of on-the-job training, specialized training courses or specific work experience.
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
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
NOC Descriptions Include
Lead Statement
Example Titles
Main Duties
Employment Requirements
Additional Information
Classified Elsewhere
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
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
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
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
26 NOC occupations relevant to the Supply Chain Sector
H811 Longshore workers
H812 Material handlers
J317 Labourers in food, beverage and tobacco processing
New Brunswick Supply Chain Workers (2007)
14,500 Employees in the Supply Chain Sector
Occupation
New Brunswick Supply Chain Workers (2007)
Industry
Sector is present in all industries
New Brunswick Supply Chain Workers (2007)
Selected Manufacturing Industries
Calgary Supply Chain Workers (2007)
31,288 Employees in the Supply Chain Sector
Occupation
Calgary Supply Chain Workers (2007)
Industry
Sector is present in all industries
Calgary Supply Chain Workers (2007)
Selected Wholesale Industries
Information & Statistics on Occupations
Categories of Statistics
For each Occupation, there are statistics on Employment
Wages & Salary
Demographics
Geography
Education
Skill types & levels
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
NOC Wage & Salary Information
Statistics Include:Average & Median Annual Salary
Average & Median Weekly Wages
Average Hourly Wage
Changes in compensation (time series)
NOC Demographic Information
Worker totals by:Gender
Ethnicity
Indian & Metis representation
Age of workers
Work Status/Country of Origin
NOC Geographic Information
Statistics are gathered at multiple geographic levels including:
National
Provincial
Census Metropolitan Level (CMA)
Economic Region
Non-Metropolitan Areas
NOC Educational Information
Level of Education Required
Descriptive statistics include:Years of education
Level of educational attainment
Field of study
Timeliness of Information Sources
Measured through the Labour Force SurveyMonthly 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)
Using the NOC in your Human Resource Functions
Relating Job Titles in Your Organization to the NOC Occupations
http://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspx
Relating Job Titles in Your Organization to the NOC Occupations
Relating Job Titles in Your Organization to the NOC Occupations
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 that are not listed in the NOC.
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.
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.
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;
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.
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.
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
Using NOC information to develop a recruiting plan
NOC OccupationCurrent Employees
Annual Turnover Rate
Retirements6-Month Hiring Needs
1-Year Hiring Needs
1215 Supervisors, Recording, Distributing and Scheduling Occs.head dispatcher 15 10% 2 1 4supervisor, dispatchers 9 10% 5 0 6
1475 Dispatchers and Radio Operatorstruck dispatcher 12 25% 1 2 4
7451 Longshore Workerslongshore worker and tower-loader operator 65 60% 0 20 39
Total 101 8 22 52
1215 Supervisors, Recording, Distributing and Scheduling Occs. 1 91475 Dispatchers and Radio Operators 2 47451 Longshore Workers 20 39
Using NOC information to develop a recruiting plan
Identify Labour AvailabilityHow Many Workers are there?
In the occupation?
In my industry?
In my region?
Identify long term vacancies & shortages
Select an appropriate recruiting strategy
Using NOC information to evaluate job candidates and hire employees
PROVINCE H81 Longshore workers and material handlersNew Brunswick 3,478 Newfoundland and Labrador 2,582 Nova Scotia 4,326 Prince Edward Island 488 Total 10,873
Example: Shortage in Tower Loader Operators (Longshore Workers)
How many workers in the region?
Nova Scotia has the largest regional supply.
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 position’s current job description to new requirements
Identify skills gaps
Identify the learning and training needs
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 NOCUse a weighted average based on skill description
Using NOC information to establish a compensation management plan for all workers
Occupation Workers Your WageMedian 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
Compare Your Compensation with Market Rates
Identify cost areas
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
Information Resources
Searchable NOC databasehttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/SearchIndex.aspx
NOC Database on the HRSDC Website
Search NOCIndex of Titles
Description
Main Duties
Specialization
Employment Requirements
CSCSC Occupational Standardshttp://www.supplychaincanada.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
JobBank http://www.jobbank.gc.ca/
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.
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
Census-based resourceshttp://www12.statcan.ca/english/census06/data/topics/index.cfm?Temporal=2006&APATH=3
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
CSCSC Special Resources for the Supply Chain Sector
LMI Project Data on
www.SupplyChainCanada.org
Resources for future questions
HRSDC Official Tutorial on the NOChttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Tutorial.aspx
Skills and Labour Market Information DivisionProgram Policy and Coordination Directorate
Internet: www5.hrsdc.gc.ca/NOC-CNP/app/index.aspx?lc=eE-mail: [email protected]
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