There’s a shortage of skilled workers in Canada. A shrinking talent pool, lack of quality skills training programs and youth reluctant to enter the skilled trades are some of the factors creating a shortfall with no end in sight.
Canada West Foundation (CWF) proposes an innovative solution to help employers build the workforce they need now and in the future. CWF’s latest What Now? brief, Rapid Employee Upskilling and Reskilling, provides principles upon which to build on-the-job skills training programs that meet the needs and interests of employers and job seekers.
Take a well-deserved time-out from Canadian winter and join hundreds of delegates in paradise in February. Network with peers, hear presentations and insights from industry leaders and take in the beautiful Hawaiian surroundings. This is an event not to miss.
The end of 2022 is within sight. I am proud of all we accomplished this year, and I am looking forward to making more progress in the upcoming year.
This year, I recognized we need to continue to help others fully understand our industry. Those we work with need to continuously hear from us to better understand our members, the contributions you make and the challenges you face.
For example, the City of Regina put forward a motion about local procurement and economic recovery. In that motion was a fair wage policy for all construction, maintenance and service contracts. I made a submission on behalf of the Saskatchewan Heavy Construction Association explaining the implications of such a policy and I asked questions that showed the kinds of challenges such a policy would create.
Knowing how we attract and compensate employees, the qualifications of those employed in the industry as well as how our members work with a general contractor were just some of the points I made in my submission. In the end, the motion was defeated, but I recognize it was a good opportunity to help a level of government understand what businesses like yours need to be successful working with them.
Another example of how I worked to ensure governments and others better understand our industry to improve their relationship with members is the work I did with the Ministry of Highways to develop adjustments to the fuel escalation clause.
Earlier this year, the Ministry of Highways presented some proposed adjustments to the fuel escalation clause. That proposal was reviewed, and several members provided additional improvements they would like to see added. I brought forward their requests and provided actual figures and examples of how our industry has been impacted by the price of diesel fuel climbing. Ultimately, after some back and forth, updates were made and included in fall tenders.
On a broader scale, we are working with other heavy construction associations in Western Canada to draw attention to the need for Canada to invest in its trade infrastructure. We were part of the release of a report From Shovel Ready to Shovel Worthy that was produced by the Canada West Foundation. That report encourages both the federal and provincial governments to plan their investment more strategically in infrastructure that supports the movement of goods and people through and far beyond our country.
It is important that we continue to raise the profile of our industry by explaining the work that we do, how that work gets completed and how that work contributes to improving our province and country. When we can help others recognize the significance of the work being done by our industry, we can not only benefit our members, but we can also improve what is possible in our province and country because of what members like you build. This is what makes me proud of the role I hold and the work that I do on your behalf.
You’ve worked hard through this year and now, with the construction season done for the year and the next one still months away, I hope you have an opportunity to rest and recover – and maybe even escape the cold – to get back at it once winter fades away. I wish you all a very merry Christmas and all the best in the new year, when I look forward to getting back to work to make even more progress on your behalf.
If only I had a loonie for every time I heard that question in the months since the end of the pandemic.
As employers scramble, or perhaps more accurately pull their hair out, over vacant jobs, strong demand and no one to actually do the work, it is little wonder they are frustrated these days. And StatsCan seems to amplify that sense when it posts surveys showing “record-setting job vacancies” now sitting north of one million positions. The logical response on the part of employers is to ask: where have all the workers gone? We were good, then came COVID and now we’re not good.
The answer is out there, and it might surprise you. And it isn’t CERB, or an apparent lost generation of 20-somethings cooped up in a dark basement playing video games, incapable or unwilling to secure gainful employment. Nope. Turns out, all those lost workers retired.
Demographics expert Eddie Lemoine was in Saskatchewan not long ago speaking to CEO groups in the major cities and he simply walked through the numbers showing Boomers are a significant part of the problem.
Actually, the answer is out there, and it might surprise you… Turns out, all those lost workers retired.
People in that age group were turning 65 at a rate of 8,500 a week or so through the pandemic; that meant somewhere between 500,000 and 800,000 (depending on your view of when the pandemic ended) reached the birthday usually associated with retirement.
Then there is the immigration story.
Lemoine notes that while Ottawa’s claim that we set a record with more than 400,000 new immigrants last year was “technically” correct, more than half of those were already here … only their status from temporary to permanent changed. So cut that figure in half.
Further, a large percentage of the immigrants who were here on temporary visas, such as student authorizations, actually returned to their homelands to ride out the pandemic with their families.
That’s another three or four hundred thousand taking us remarkably close to the one million posted jobs currently going unfilled in this country.
All of this brings us to policy responses. At the provincial level, we’ve seen the premier advance the notion of a “nation in a nation” as he demands the feds hand over more control over immigration.
The Fraser Institute think tank has advanced the idea that pension rules need to be changed to encourage older workers to stay in the workforce longer, even part-time, to take up some of the slack. They argue OAS claw-backs should be reduced or eliminated so older workers can take employment without being penalized. After all, why would anyone work for free?
COVID changed a lot of things, the labour market among them. But solving the issues at hand starts with getting a proper handle on what the issue actually is, and we might be moving that way. But the journey isn’t necessarily a short one.
In 2022, mental health and wellbeing are huge concerns for employers. Mental health is one of the biggest factors affecting employers and employees today! Mental health has come to the forefront in recent years with progress being made, but is it enough?
First and foremost, employers need to be educated on how to deal with mental health in the workplace. They need to be compassionate and educated to know what they as a company can do to assist employees when there are mental health concerns and to keep staff mentally well. Employers must come to terms that the old way (“sucking it up”) simply isn’t good enough anymore and realize the damage that comes with this mentality. In this day and age, we are all under a lot of stress and that looks different for all of us. The old way about we approached mental health – or rather, didn’t approach it – needs to go in the trash can.
What can employers do to help prepare their workplace for mental wellness? All employers should have a policy on mental health, discrimination, harassment and bullying. They should also acknowledge that not all people can be supervisors and nor should they. Just because someone is good at their job does not make them a “great supervisor.”
There is a saying that employees don’t quit their jobs, they quit their supervisors or bosses. Employers must recognize that we all have lives outside of the workplace and sometimes our home life creeps into our work world. For example, if a colleague or supervisor recognizes that someone isn’t themselves and suddenly has trouble with their job that previously they did no problem, there may be extenuating factors impacting that person. An employee needs to know that they are in a “safe place” at work, and it is okay not to be okay! Employees should feel safe to ask for help.
Employers can impact mental health positively in the workplace. For starters, consider enrolling in a mental health first aid course and offer it to employees as well. The University of Fredericton has partnered with WorkSafe Saskatchewan to bring courses on mental health at reduced rates. Courses are online and are available through the WorkSafe Saskatchewan website, www.worksafesask.ca/training/online-courses. There are many resources through WorkSafe Saskatchewan, and employers should utilize them.
Employers should also take advantage of free events like speakers on mental health, put on by WorkSafe Saskatchewan, industry associations and safety associations. Host lunch and learns in the workplace. Ensure you have an employee and family assistance program (EFAP) as some workplaces may not be equipped to deal with mental health concerns, and programs like these can offer critical support to employees. Employees need to know that there is someone who may be able to help them confidentially in their time of need.
It’s important that employers walk the talk, as too often policies and procedures are written but when it comes time to apply them, they’re forgotten. Treating a mental health concern should be no different than a broken leg. People need to feel that there is no stigma associated with mental health and should feel free to ask for help – no different than a physical injury. Employees should know that if they are not mentally well that they can take the time they need to get better. Employees who are not mentally well cannot be productive in the workplace.
One in five Canadians (7 million) will experience mental illness annually, according to an article prepared for the Mental Health Commission of Canada. Mental illness, if not treated, can lead to greater absenteeism rates as well as disability claims, which ultimately affect productivity as well as the financial implications from having employees away from the workplace. It really is in the best interest of employers to acknowledge mental health as a challenge employees may face and have a plan of action to help them get the help they need. People function best when they are mentally and physically well.
Drones – the aerial eye of the jobsite – have become a versatile tool for earthmoving operations. Among the benefits: increasing efficiency, productivity and accuracy on job sites. In addition, drones help reduce unplanned costs and rework throughout a project by providing a steady stream of job site progress data.
As drone technology evolves, the greater the return on investment in employing them, according to Zach Pieper, director of operations and co-owner of Quantum Land Design, an industry leader in managing and preparing 3D data required for construction projects of any scale.
“Drones are another tool contractors can put in their toolbox to make more efficient and better decisions.”
– zach pieper, quantum land design
“That is why is it important for those in the construction industry, especially in earthmoving, to learn about using drones,” said Pieper. “Drones are another tool contractors can put in their toolbox to make more efficient and better decisions. There are many situations where a contractor might need to keep track of how much earth is being moved, compare the current site to the planned site, and figure out how many yards of earth [there are that] still to be moved and where that dirt must go. Drones can be a very cost-effective way to do that.
“Drones can also provide a very rich layer of data that can be added to your knowledge of a project and your ability to manage it properly.”
feverpitched/123RF
When it comes to drones, Pieper says there are two types of contractors.
“One group I call ‘drone curious.’ They think drones are interesting and they need to be learning about them,” said Pieper. “The second group are those contractors that already have drones and feel they are not utilizing them as well as they could be. Or they bought a drone for a single purpose, which it is serving well, and they want to get more use out of the information collected. Or they want to get ideas on how to better use their drones on job sites.”
The How to Utilize Drones in Your Earthmoving Business education session at CONEXPO-CON/AGG will cover the high-level basics of drones, including types of drones, applications, the kind of data you can get out of drones and basic data collection procedures.
“The session applies to nearly any size contractor,” said Pieper. “It will be an information-dense way to learn how you can use drones to make better decisions with your contracting company and on each job site. It will be focused on applied technology. Everything in the education session will be information that any contractor can take back to their company or their jobsite and put it to work.”
Held every three years, CONEXPO-CON/AGG is the must-attend event for construction industry professionals. The show features the latest equipment, products, services and technologies for the construction industry, as well as industry-leading education. The next CONEXPO-CON/AGG will be held March 14–18, 2023, in Las Vegas, Nev. For more information on CONEXPO-CON/AGG, visit www.conexpoconagg.com.
By Ron Podbielski and Shannon Doka, Saskatchewan Common Ground Alliance
Do you remember the year 2007?
The third instalments of the Spiderman and Shrek movie series were the top grossing movies of the year. Apple released the very first iPhone. And in November, the Saskatchewan Roughriders, led by quarterback Kerry Joseph, claimed their third Grey Cup with a victory over the Winnipeg Blue Bombers in Toronto.
But there was also an especially important milestone in the world of public safety that year.
That’s because the Saskatchewan Common Ground Alliance (SCGA) was formed. We’re proud to be celebrating 15 years of a network of businesses and communities committed to damage prevention in our province.
Prior to 2007, there were many parties who saw the benefits of educating the public on the need to protect not only the billions of dollars of underground infrastructure that provide the services we rely on, but also the safety of those working around it.
But mostly, these companies and communities were pursuing their safety programs individually, without a wider network to share resources, discuss best practices and coordinate activities. From its modest beginnings, the SCGA grew to offer members a way to work together – right at a period when Saskatchewan’s economy (as well as its digging activity) began to experience tremendous growth.
Over the past 15 years, the SCGA has collaborated tirelessly with its partners to promote safe digging and construction practices to frontline workers and to the general public.
The SCGA spring series of contractor Dig Safe breakfasts in communities across Saskatchewan has been a tremendous tool in promoting these safety messages to thousands of frontline workers.
The SCGA has also developed a series of professionally produced education videos on a variety of topics, as well as safety information cards and resources on its website, www.scga.ca. The SCGA produces a quarterly newsletter to share and posts content on Facebook, Twitter and LinkedIn.
Over the past 15 years, the SCGA has collaborated tirelessly with its partners to promote safe digging and construction practices to frontline workers and to the general public.
The SCGA partnership with Sask1stcall.com has allowed us to take our safety focus to the tens of thousands of digging projects every year in Saskatchewan. And our members share a commitment to promote best practices through joint discussion and tools like the Damage Information Reporting Tool (D.I.R.T).
Another highlight was the 2021 launch of our Youth Ground Disturbance Program, a free safety training initiative for students aged 14 to 21, delivered in cooperation with the Saskatchewan Safety Council and Heavy Construction Safety Association of Saskatchewan.
We are proud that today, we have grown to 95 members and sponsors who share our vision of a safe digging community where everyone works safely, comes home to their families at the end of the day and protect the vital underground infrastructure that we all depend on.
Thank you for your support and we look forward to where the next 15 years takes us, together in partnership with all of Saskatchewan.
By Stuart Sutton, B.Comm., CFP®, Assante Capital Management Ltd.
Growing up, I was always afraid of standing up in class to speak or being singled out to answer a question. I thought it was because I was shy. Then I learned that people feared public speaking more than death!
Public speaking might have topped the list of fears at one time, but it’s been replaced. A survey by Allianz Life Insurance reported that three out of five people over age 55 fear running out of money in retirement, and 45 per cent don’t feel confident they’ll be able to afford the post-work lifestyle they want.
As time goes by, people are growing increasingly afraid they won’t have enough money. It’s gut-wrenching to wonder, “Will I have enough?” Or worse, “Will I have to depend on the kids?”
The Allianz poll also asked the following question to people who had amassed between $1 million and $10 million in net worth: “Are you concerned about losing your wealth?” An astonishing nine out of 10 millionaires said they were indeed worried about losing their wealth.
This fear is not unfounded. In addition to the ongoing challenges of the pandemic, Canada’s annual inflation rate has been increasing; it is at its highest point in over 30 years. This has led the Bank of Canada and most other central banks around the world to crank up interest rates, with the goal of reigning in the scourge of inflation.
Combined with the growing cost of living (which makes it harder to preserve your hard-earned dollars), the number of years you will need to fund your lifestyle after retirement has increased dramatically over the past few decades.
Steady gains in life expectancy were made through the 1960s, ’70s, ’80s and ’90s. Then, there was a huge jump in the 2000s. By 2009, Statistics Canada reported that a 65-year-old male had an average life expectancy of 18 more years, while a 65-year-old female could expect to live an average of almost 22 more years.
By 2009, Statistics Canada reported that a 65-year-old male had an average life expectancy of 18 more years, while a 65-year-old female could expect to live an average of almost 22 more
While it is a good thing that advances in science and healthcare have increased the number of potential years we can enjoy retirement, it can cause added stress. The combination of high inflation and increased lifespan makes the worry of running out of money even more pronounced.
It raises the question, “Is your retirement income plan stress-tested to age 100?”
That’s important. You want to make sure.
A secondary question is this: How much income will you need in retirement? This question is important because you may have heard one of the common myths out there, which is that you can retire on 70 to 80 per cent of your working income.
Peace of mind is knowing for certain that you’re doing everything possible to ensure you’ll have the freedom to live the rest of you life on your terms.
If you have subscribed to that standard in your retirement planning, I have two questions for you:
Which 20 per cent or more of your lifestyle do you not want to enjoy? Will you cut travelling, quit your hobbies and stop providing for the people and causes you care about?
Is it possible you might need more after retirement to do everything you’ve been putting off?
Sutton’s webinar will address ways for residents of Saskatchewan to protect their assets and minimize the bites on retirement income
Peace of mind is knowing for certain that you’re doing everything possible to ensure you’ll have the freedom to live the rest of your life on your terms. Maybe you are in good hands, but maybe you could use a specialist to take a second look. Either way, you want to be certain, because you only retire once.
Stuart Sutton, B.Comm., CFP® is a wealth advisor at Sutton Wealth Planning of Assante Capital Management Ltd. He is the author of “5 Serious Barriers to your Retirement Plans” and co-author of the “Is Now the Opportune Time to Upgrade Your Lifestyle (And Your Financial Advisor)?” special reports and the facilitator of “The Big Three Retirement Fears” webinar. Sutton specializes in helping family business and is a second-generation owner and partner at Sutton Wealth Planning. Sutton and his team have been showing business owners, professionals and executives how to preserve, protect and pass on their wealth for over 25 years.
Register for Sutton’s free webinar to discover new and easy ways to save taxes, eliminate fears and keep more of what you make: visit www.fairwaterworkshops.com/seminar/taxes-retirement-free-webinar-in-saskatchewan.
Coop-A-Deez Contracting Ltd. provides resilience and reliability even in times of uncertainty
By Pat Rediger
Fresh out of high school in 2009, Cooper Davis found himself in the oilfield at just 18 years old. Working long hours at remote locations, he quickly learned the value of a dollar and the hard work to earn it.
At first, the oilfield offered a lucrative and seemingly stable job where he operated heavy equipment. He met a fellow who mentored him on the equipment, and he became quite a proficient operator. But as prices became uncertain, people began losing their positions and Davis was forced to reconsider he career options.
When oil prices reached an all-time low in 2015, Davis decided that the time might be right to return home to Big River and do some contract earth-moving work.
“Oil had taken a hit and as a result I saw the chance to get my first piece of equipment,” he said. He and his wife Emily saw the equipment purchase as an opportunity to build a business of their own, leading to the creation of Coop-A-Deez Contracting Ltd.
Cooper Davis in his Dozer
Some of the earthmoving equipment used by Coop-A-Deez Contracting, Ltd.
With only a single dozer and a strong work ethic, the Davises set about making a name for their new company. Although times were tough in the oilfield, farmers and ranchers were still looking for operators to work their land as the agricultural industry continued to do well.
After the area was impacted by the depressed oil industry, heavy equipment was still needed in agriculture.
“People needed work done and there was really no one around left to do it,” Davis said.
Working out of Big River, he began doing some clearing and brushing work for local farmers. As trust and appreciation grew, word of mouth began to spread, and the phone began ringing on a more regular basis.
Davis began purchasing more equipment and accepting larger jobs. After landing a contract from the Prairie Farm Rehabilitation Administration (PFRA) to help remove a bridge in Meadow Lake, he purchased his own excavator as a necessary step in the business’ progression.
The old highway bridge had long since collapsed and had been converted to a cattle crossing, but when that structure fell into the creek, Coop-A-Deez removed the remnants and rebuilt the nearby abutments.
“The biggest thing was that I was young, on my own, and didn’t have a lot of equipment to work with,” said Davis. Dealing with a 90-by-40-foot bridge of solid steel components proved to be a real challenge. “It was extremely heavy and kind of daunting once we got up there and started working.”
After overcoming the challenges, the successful project marked a milestone for the company. As his first and one of the biggest projects to date, Davis says the work he put in was both challenging and rewarding.
Coop-A-Deez Contracting Ltd. has sent staff and equipment to northern Saskatchewan to fight fires
Company expands
Shortly after completing the bridge project, Davis decided to make another significant purchase by investing in a mulcher and expanding his scope of work even further. A few years later, he invested in a second dozer, winch truck and a scissor neck lowbed trailer and has continued to reinvest in himself and his employees ever since.
Last summer when the province was experiencing significant forest fires in the north, Davis was contracted to help contain the disaster. He quickly moved both dozers there and chased multiple fires in the area for three months.
“It can be very fast-paced, and you have to learn quickly,” he said. “You have to be skilled with equipment, but more than that, you have to be willing to push that equipment to the edge.”
The steady growth of the company also meant long hours away from home and with rising inflation, Davis has begun to rethink his priorities.
“Travel and fuel were getting expensive, along with accommodations,” he said. “It can become unprofitable very quickly working on the road.”
He and his wife had also started a family – they now have three children – which made time away from home that much more difficult.
Cooper and Emily Davis with their three kids
“You need to spend enough time on your business, whether that’s on the machine working a job, in the shop fixing equipment, looking at jobs, moving equipment, doing office work and attending meetings,” he said. “I also need and want to spend time with my wife and kids. It can be hard to find balance.”
For this reason, they decided to refocus on local projects. They are able to provide exceptional service while still finding time for family life. Business is still booming, and Davis says as his sons grow older, there is a potential to re-prioritize expanding the business – especially if they are as passionate about operating equipment as he is.
