Keeping Skill in the Region
The study was performed by Livio Di Matteo, professor of economics at Lakehead University.
What really needs to change, Matteo said, is the message society is sending to the younger generation about how to pursue a career.
“I hear all the time people asking children what they want to be when they grow up and that really is the wrong message,” he said in an interview.
“Rather than making them think about what kind of job they want, like fireman or doctor, we should be encouraging them to think of the subjects they like, like sciences and maths and pursuing those so they can have skills to adapt to a wider array of options.”
This study, he added, would also help Thunder Bay and Northwestern Ontario transition from resource-based economies to knowledge-based economies.
Matteo said that he developed six recommendations from his findings.
The first is to develop an alumni survey to obtain information on career paths and regional graduate retention. Alumni associations already do this, he said, but there needs to be further development to centralize data.
The second is to establish a graduate tracking database that follows graduates from post-secondary schools to determine where they go and how successful they are. The database would follow graduates on a five, 10 and 15-year basis.
The third is a survey assessment of employer needs with respect to highly qualified personnel. Graduate retention is a supply and demand issue, Matteo said, so planning boards should know what kind of graduates are needed to help them connect with local employers.
The fourth involves Aboriginal graduate supply and career paths. Matteo said the First Nations demographic is growing and regional communities should partner to boost post-secondary education of this growing group.
The fifth is to explore a regional graduate retention incentive program. This area is very important, Matteo said, as finding a job isn’t the only concern for graduates.
“We could look at examples like Nova Scotia, and Saskatchewan, who give tax breaks to recent graduates who stay in the province,” he said. “We can’t overlook lifestyle aspects as well, like recreation, career development and job prospects for spouses.”
He added some communities and institutions have developed a reputation for being “industry incubators,” where graduates start their careers, then move on to other places.
The sixth recommendation stresses the need to recruit sector-specific graduates. Businesses should look outside the region to fill crucial positions in some sectors. He cited areas like geology and engineering, which are already identified in the Thunder Bay labour market inventory. While there is regional experience in these sectors, Matteo said businesses and the planning board should develop a broader strategy to adapt to the changing needs of the economy.
Marg Scott, executive director for the North Superior Workforce Planning Board, said they need this survey because they need to know what their labour pool is all about before developing an employment strategy.
“We need to know what they are studying, why they stay and what aspects factor into their decisions to leave or stay,” she said.
The board will use the data next year to discuss needs with local employers using the information in the report. They will also be conducting a sector-specific study to prepare for employment opportunities, like the Ring of Fire project.
http://www.chroniclejournal.com/content/news/local/2010/12/03/keeping-skill-region
