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       Sudbury HRC's Business Plan 1997/98 I am pleased to offer this document as the Sudbury Human Resource Business Plan for 1997/98. We hope this will be a useful tool for you to learn our directions for this fiscal year. Your comments and suggestions are always welcome. Please direct them to my attention and we will incorporate them into next year’s plan. With the help of our community partners and service delivery providers, we look forward to serving the Sudbury/Espanola/Manitoulin Island Districts. Maria Bozzo HUMAN RESOURCE TELECENTRE EMPLOYMENT INSURANCE PRIORITIES AND SUCCESS MEASURES APPENDIX
A APPENDIX
B APPENDIX
C APPENDIX
D APPENDIX
E APPENDIX
F The mandate of the Human Resources Centre of Canada (HRCC) includes:
This document has been produced to be used as the primary communication tool between our department and the community we serve. This Business Plan has been written to inform our community of the strategic direction taken by our department to address the current labour market conditions in the District of Sudbury, Espanola and Manitoulin Island. It strives not only to inform the public about the HRCC programs and services, but it will be the gauge for measuring our effectiveness. This paper outlines our “ raison d’être” . It makes the Sudbury and Espanola HRCCs accountable to the communities we serve. The way we do business continues to change. But by using all community resources available,we endeavor to meet our commitment of providing a quality service. As a federal government department committed to providing a quality service, Human Resources Development Canada’s (HRDC) Client Service Plan aims to provide:
As our labour market continues to change, so must our department continue to realign it’s priorities in an effort to meet these ongoing challenges. Recognizing that no single agency, department or individual in any community has all the answers, the HRCC continues to be a catalyst in the community planning process. Through a process of annual community planning meetings, the HRCCs of Sudbury and Espanola endeavor to establish priorities to meet the needs of our respective clients. Invitations are sent to our members of parliament (both federal and provincial), members of our area businesses including our major employers (Inco, Falconbridge, etc.), labour organizations, and our community partners as well as training institutions (both private and public). As part of the planning process, workshops are organized. These workshops then become the vehicle for community input. Members of our local board were introduced to the Sudbury community during the community planning meeting held in February 1997. We look forward to a greater involvement by the local board in the community planning activities to come. A list of our local board members is included in Appendix A. Although one of the primary goals of the community planning process is to set priorities and identify needs, it is not the only goal of these meetings. This forum is also used as mechanism to inform our partners of our mandate, provide information on the parameters of our programs including budget allocations for the upcoming fiscal year. Until the advent of the business plan, it was also the means by which our effectiveness in the community was judged. It is through this community planning process that our linkages with our community partners are forged and strengthened. In February 1996, the Honourable Diane Marleau, Minister of Public Works, announced on behalf of the Honourable Doug Young, then Minister of HRDC, the formation of a consolidated Human Resource Telecentre (HRT) in Sudbury. Since this time, the centre has progressed from the conceptual phase to a partial service delivery operation. This involved an extensive and time consuming hiring process, training program and significant equipment upgrades. Over the next year, the HRT will complete the roll-in of all management areas throughout Northern and Eastern Ontario. Sudbury was chosen as the site for the HRT due to it’s bilingual capabilities and it’s continued abilities to meet and surpass performance measurements. The Sudbury Human Resource Management Area is located in Northeastern Ontario and comprises all of the Sudbury Regional Municipality, the District of Manitoulin, and a large portion of the District of Sudbury. The Sudbury HRCC services over 40 communities and unorganized townships, while the Espanola office services over 30 communities not including numerous native reserves on and around Manitoulin Island. From the City of Sudbury, the areas our offices serve extend approximately 160 kilometers to the north, 192 kilometers to the south, 114 kilometers to the east and 282 kilometers to the west. An appendix detailing the population and demographics of the areas our offices serve is included at the end of the document. (Appendix B) HRCs: Sudbury and Espanola As of April 1997, the Sudbury HRCC will house information on (ISP) at the front end. It is anticipated that both the HRCC and the ISP operations will be located in the same facility sometime in 1998. The Federal Building located at 19 Lisgar Street in Sudbury is presently undergoing a refit to accommodate an amalgamation of both the Sudbury HRCC and the ISP offices. The Espanola HRCC continues to house, and to build upon their “ self-help” Resource Centre. HRCC Sudbury recently hosted the opening of a similar operation which offers, to all Canadians, a complete library of career planning and job search tools including updated local labour market information and Internet access. Fax machines, photocopiers, information on training courses and training institutions are available to assist the job seeker re-enter the labour market more efficiently. It is anticipated that this service will branch out to the outlying areas that we service. The arrival of multi-media kiosks that will provide our clients with labour market information, the listing of job vacancies and have the ability to allow the claimant to apply for Employment Insurance benefits is expected this fiscal year. The services available at each location are identified in Appendix C.
Information on EI can be accessed by calling the new HRT at 1-800-206-7218 (service in English) and 1-800-808-6352 (service in French). The Sudbury HRT not only handles inquiries on EI claims from our area, but also services all of Northern and Eastern Ontario. The clients in the 705, 807 and 613 area codes are answered by this operation. ISP presently offers a full range of programs (providing income support to seniors, persons with disabilities, survivors and migrants). An HRCC job bank kiosk located within their premises offers our clients access to updated job opportunities. It is anticipated that during this fiscal year, this kiosk will be replaced with a multi-media kiosk. Clients can access information on any Income Security program by calling a toll free number. (1-800-227-9914 for service in English and 1-800-277-9915 for service in French).
Sudbury and Espanola HRCCs have several challenges presented by the labour markets they serve. There exists a significant distance between the communities serviced by both offices. Through partnering and subsequently the establishment of a network of Resource Centres and job bank kiosks in outlying areas, the HRCCs of Sudbury and Espanola are striving to meet the employment needs of more people in a more timely manner. According to the figures in the Labour Market Review prepared by the District Economist’s Office, throughout 1996, the unemployment rate for the Sudbury Census Metropolitan area has remained primarily between 9 and 10 percent. However, one of the major concerns confronting the area is an unemployment rate for youth that continues to hover at the 24 % mark. It should also be noted that Sudbury has consistently, throughout 1996, had the second highest unemployment rate of all of the Census Management Areas. Welfare rolls still remain high as a result of the poor economic climate in the area. According to the Ministry of Community and Social Services department, the numbers of employable social service recipients are approximately 4,500 with over 30 % being males under the age of 30 with less than a high school education. Asignificant obstacle to the region achieving economic growth and prosperity is the very low educational levels of its work force. Some 24 % of the work force have not completed high school. A concerted effort will be made by the Sudbury and Espanola HRCCs and their partners to assist these workers in obtaining the skills that they require to compete for employment. Training purchases and feepayer arrangements will assist with this effort. As our major employers continue with their commitment to technology, there is little opportunity for many of our youth in anything other than part-time minimum wage jobs, primarily in the service and retail sectors. The employer community has been hiring slowly but the primary industrial sectors that are stable or slightly increasing in activity are hiring at the experienced end of the scale. There does not appear to be many entry level jobs in our communities, and in general, employers have been reluctant to provide training. The need for experienced people is increasing with restructuring and downsizing, as employers no longer have time to provide training. Due to the poor economy and the numbers of highly skilled people on the job market, employers are able to meet their human resources needs. In fact, the area of most concern for employers appears to be not the lack of qualified people, but rather the numbers of qualified people. Screening and selection has become a prime concern for many employers in our area when they are in a hiring mode. A labour market scan of the Sudbury/Espanola areas is included in Appendix F. PRIORITIES AND SUCCESS MEASURES Current Programming A major focus of the Sudbury HRCC is to create a sustainable economy that will permit residents, particularly its youth, to remain in the area. An environment will be created that will encourage employers and organizations to invest in training youth, and traditionally for youth, to create their own employment opportunities. Sudbury HRCC will be working in partnership and, through purchase of service agreements, with organizations that represent youth to promote the Job Opportunities for Youth program, Targeted Wage Subsidies and the Self-Employment Benefit. Several agencies are currently assisting the Sudbury HRCC in the delivery of services to our unemployed clients. Many more will be asked to submit proposals to further assist the Sudbury HRCC to meet its objectives. Training priorities for 1997/1998 remain the same as 1996/1997. The Sudbury HRC will be either purchasing or supporting training in the areas outlined in the following. It should be noted that some occupational areas identified by the community require multi year training. The HRC focuses primarily on training that assists the individual access training in the short term (within one year). Because of this, not all levels of training in som occupational areas can be offered. At present, individuals in receipt of EI benefits or dindividuals who have collected benefits in the past three years are HRCs priority. Training will be supported in the following areas this fiscal year: Self Employment Assistance At pre-determined times during this fiscal year, training will be supported in the following areas: Trades Upgrading The Request for Proposal process will be used as a selection tool when more than one training provider exists. Selection of the training host is based on the quality of training provided, the results of the training as well as the cost of the training. Accountability and results measurements will be built into each Request for Proposal. We strive to provide all training in the official language of the client’s choice. A plan to implement flexible income support for clients approved for training is now in place and the community will be advised shortly. The approach taken will be reviewed at a fall meeting of community partners to assess the impact. A priority has also been placed on the Self-Employment Benefit which assists EI clients to explore entrepreneurial opportunities. This benefit has produced very positive employment results over the past three year period. All arrangements negotiated for Employment Assistance Services will have precise results-based measurements. This option allows the HRCC to purchase services in the community from local delivery agents. Standards of service comparable to current HRDC levels will be expected at similar or lower cost. It is anticipated that the Sudbury HRCC will be working with the following mix of clients: 60 % active EI claimants. In accordance with data shared by our partners, the Sudbury HRCC will target clients who are: youth experiencing difficulties
integrating into the labour market due to the lack of
experience; The Federal Government’s committment to transfer responsibility for training and employment programs to native and metis organizations is moving ahead as planned. As of April 1/97, the Government of Canada will be entering into agreements with various native and metis organizations throughout the province so they can deliver their own programs and services directly to their communities. They will now be responsible for determining their own needs and priorities as well as developing programs and services that address these issues. Both the government and the native communities involved expect this initiative to result in better and more appropriate services to the native community. The Sudbury area has also been identified as an area of higher unemployment. To assist, the Transitional Jobs Fund is a special three year initiative of the Federal Government to assist communities with high unemployment rates adjust to recent changes to the new employment Insurance Act . Examples of local projects include Science North who has been approved for $300,000 to assist with the costs of adding a Motion Simulator to their facility. This project is expected to create some 20 permanent jobs and have significant economic impact for the Sudbury area. The Sudbury Family YMCA’s - Centre for Life has also benefited from this fund, receiving $700,000 to assist with the construction of their new facility creating some 82 permanent jobs as well as numerous short term construction jobs. The completion of this facility is expected to greatly assist with the revitalization of the downtown core as well as provide a unique and innovative approach to pro-active health and well being. Additional opportunities to bring jobs to the area will be explored through this program. Both the Sudbury and Espanola HRCCs are located in communities that act as a hub to numerous smaller communities surrounding their areas. Distances between these communities and the HRCCs create difficulties for residents to access services. In order to meet the needs of residents of the outlying communities, HRDC has entered into partnership agreements. A network of job bank kiosks has been established throughout the areas we serve. (see Appendix D for a comprehensive list of sites) Through our partnering agreements, it is the intention of our department to expand the number of kiosks in the areas we serve for the fiscal year 1997/1998. It is anticipated that in 1997 our website will be established on the Internet. Our local job vacancies will be accessible to all Internet users. Technology will play an increasing role in assisting our department in our service delivery to our clients in the outlying areas as well as in Sudbury and Espanola. We will therefore continue to look for more partnership agreements in the communities we serve. Nationally, the federal government is continuing to follow through on the commitment to withdraw from labour market training. When the Federal Provincial agreement has been signed with the province of Ontario, we expect to shift much of our traditional role in helping people find jobs and develop skills to meet the ever changing needs of the labour market, to the province. Currently, the Federal-Provincial agreements that have been signed are New Brunswick, Alberta, and Quebec. It is anticipated that Ontario will soon follow suit. The Espanola HRCC has signed an agreement with the Ministry of Community and Social Services to deliver employment services to social service recipients. This agreement has already been in place for approximately three years. For the areas served by the Sudbury and Espanola HRCCs, it is anticipated that an interactive training data base will be established this fiscal year using the Internet as the vehicle to gather and disseminate the information. In order to implement a comprehensive data base of trainers and training programs, preliminary discussions have taken place with the Sudbury Educators and Training Network (SETN). The reduced staffing levels in the office have resulted in challenges in maintaining employment service delivery standards. Staff are currently in the process of identifying alternate methods of service delivery. It is anticipated that there will be some partnership arrangements established and some outright purchase of services. Purchase of servcie delivery arrangements will be through a request for proposal process. The biggest initiative we have undertaken in the partnering process has been the establishment of a Local Training and Advisory Board. It is expected that the board, representing all sections of the labour market, will be designated and operational in 1997. One of our prime responsibilities is to provide relevant labour market information to assist the board in their decision-making and strategic planning process. EI (formerly Unemployment Insurance(UI)) Claims processing is the main focus of the EI program. There have been significant changes to how EI claims are processed and increased emphasis is placed on performance that is client focused. EI claims processing staff have answered the challenge of these changes by improving service to clients to meet or exceed national standards, often under stressful conditions arising from high workloads and legislative changes. The following are three key client service indicators and the national standards for each: Speed of payment to EI clients 90 % Speed of service (decision within 21 days 90 % Appeals speed of service (heard within 30 days) 90 % The department has an obligation to maintain the integrity of the Employment Insurance fund. This is done, in part, by Group Information Sessions. The purpose of these sessions is to introduce a variety of educational interventions to EI clients, thereby assisting them to become re-employed as soon as possible. The proven benefits are a reduction in claim duration as a result of finding work and fewer overpayments as a result of incorrect declarations. Our objective in the EI operation is to continue surpassing national standards as they pertain to three key client service indicators noted above, and to do so our action plan calls for providing our people with the needed skills that will allow flexibility in regards to work realignment. Our main focus will be in the area of raising individual computer skills. Significant progress has been made in this area and we will continue to provide opportunities for staff to keep up with the technology. One of the goals set by the Sudbury HRCC during the fiscal year 1996/97 was to establish a set of office service standards and this was accomplished. By surveying our clients, our goals were established. These standards are the principles by which service to the public is measured. Our service standards are clear guidelines whereby our clients are able to measure the quality and timeliness of the service they receive. These standards are posted in the reception area and are outlined in the appendix section. Clients are invited to provide feedback on how well our office is meeting the standards. (Appendix E) Delivery Support Tools In the coming year, the technical support services unit for the Sudbury HRCC will continue to provide and enhance on an on-going basis, technical support to HRCC staff and community partners involved in HRCC technological initiative and service delivery. Any projects that have been refined with the use of technology are geared to enhance the services that HRDC employees provide to clients and it is therefore imperative that they be made available as soon as possible. The unit will commit itself to complete installation of new software and hardware received from Regional Headquarters (RHQ) in Toronto and National Headquarters (NHQ) in Ottawa initiatives as soon as possible or by the install date when given. With respect to the installation and implementation of new technologies and enhanced working tools, the unit will provide staff all required training and support to ensure the highest level of quality service to HRCC clients. The unit will also deal with current issues such as stabilizing the existing network. In closing, the HRCs of Sudbury and Espanola are always interested in feedback from the communities we serve. Your comments and suggestions are always welcome. Please direct any written correspondence to: Maria Bozzo APPENDIX A TO HRC SUDBURY BUSINESS PLAN 1997/98 MEMBERS OF AREA 21 LOCAL TRAINING AND ADVISORY BOARD Staff Labour Representatives Racial Minorities Women Government Representatives Business Representatives Persons With Disabilities Francophone Educators/Trainers APPENDIX B TO HRC SUDBURY BUSINESS PLAN 1997/98 POPULATION AND DEMOGRAPHICS The statistics used below are from Statistics Canada 1991 Census: Ä The area served by the Sudbury HRCC has a population of 171,500 and a labour force of 87,545. Ä The Espanola HRCC serves a population of 21,700 and a labour force of 10,255. Ä Approximately 30 % of the area’s total population has French as a mother tongue. Ä Women encompass roughly 51 % (76,925) of the working age population. Ä The disabled comprise 14 % (21,400) of the working population. Ä Aboriginal peoples embody 5.3% (8,000) of the working population. With regard to the figures used for aboriginal peoples, it should be noted that the accuracy is questionable on the fact that the residents of the reserves on Manitoulin Island did not participate in the 1991 census. Ä Youth, those individuals between the ages of 15 and 25, make up approximately 24 % (21,335) of the population in our area. Ä Our senior population, people over the age of 55, constitute about 28 % of the working age population. Ä The smallest group represented in our area is members of racial minorities which comprise 1.7 % (2,500) of the working population. APPENDIX C TO HRC SUDBURY BUSINESS PLAN 1997/98 HRCs: SUDBURY AND ESPANOLA Sites y And Services Provided ?
APPENDIX D TO HRC SUDBURY BUSINESS PLAN 1997/98 Sudbury Area JOB BANK SITES
Espanola / Manitoulin JOB BANK SITES
APPENDIX E TO HRC SUDBURY BUSINESS PLAN 1997/98 SUDBURY HRC OFFICE SERVICE STANDARDS OUR COMMITMENT TO YOU To serve you in one of the official languages, English or French. We commit to working with our clients in a climate of mutual respect, confidentiality and sensitivity. Our aim is to provide you with current and accurate information about our benefits and services. To issue your first payment of Employment Insurance Benefits within 28 days of receiving your application provided that we have all necessary information and that you qualify for these payments. To ensure effective measures are in place to protect the integrity of public funds. Our goal is to ensure thoroughness when reviewing all applications or assisting clients with the completion of forms and/or documents. Our goal is to provide accurate job order information and to post or remove job orders within one (1) working day of notification. Our aim is to answer in-person enquiries in a prompt, courteous and informative manner. Our aim is to provide self-help employment related materials in print, video and audio tape formats as well as computer software to assist you in finding employment.
APPENDIX F TO HRC SUDBURY BUSINESS PLAN 1997/98 LABOUR MARKET SCAN OF SUDBURY AND ESPANOLA Wholesale/Retail Sector 17.69 % of the labour force This is the largest sector of the Sudbury economy. Although growth was flat during the first half of 1996, there was some limited activity in the last half. This growth could be attributed to lower interest rates which allowed consumers to purchase big ticket items such as cars and major appliances. Christmas 1996 saw an increase in sales activity over Christmas 1995. Retailers, however, were not completely satisfied with the final cash register tallies. A new Canadian Tire store opened its’ doors in 1996 with some hiring taking place as a result. In order for spending to occur, the consumer must have confidence in other sectors of the economy. With all levels of government in a downsizing mode and the purchase of the nickel deposits in Voisey’s Bay by Inco, Sudburians have generally been reluctant to open their purse strings. The Chamber of Commerce is lending it’s support to a Shop Locally campaign. The intent is to promote Sudbury retailers and encourage consumers to spend their dollars in town. If successful, this marketing strategy could have a major impact on the main sector of the Sudbury economy. It is expected that employment in
this sector should remain stable. Public Administration Sector 9.93 % of the labour force The Sudbury economy diversified in the early 80’s from primarily a mining based economy. As a direct result of this diversification, the public administration sector has grown to be the second largest sector of the Sudbury labour market. There are over 8,000 workers actively involved in employment at the federal, provincial, and regional levels. This is rapidly changing as both the federal and provincial levels are drastically reducing staff. Given the fact that the provincial transfer payments to both the regional and municipal governments are being cut, restructuring and ultimately the downsizing of staff at the local levels of government will result in significant staff reductions for 1997. It has been estimated that between 250-300 jobs were lost in the provincial government alone. This definitely will not be a
growth sector in 1997. Mining Sector 9.74 % of the labour force The mining industry continues to be one of the most important components of the Sudbury economy. It provides approximately 9,000 well paid jobs that are becoming increasingly more complex due to technological changes to mining methods. The two major players in the industry, INCO and Falconbridge, have experienced three years of tremendous profits. Although hiring by these companies has not been booming, they have steadily added to their labour force in 1996. INCO has announced that they will be hiring as of June 1997 but only people with post secondary education and highly developed skills within the mining or related industries. In 1996, INCO, working in partnership with Cambrian College, was instrumental in establishing a “ Hard Rock Mining” course. The Sudbury HRCC played an important role by approving income support, provided by means of the former Unemployment Insurance program, for several of the students while attending the course. All graduates were hired by the industry. It is anticipated that this
sector will experience some moderate growth in 1997. Medicine/Health 9.06 % of the labour force In keeping in line with the Harris government’s cost cutting measures, it has now been decided that services from our three hospitals, Memorial Hospital, Sudbury General Hospital of the Immaculate Heart of Mary and Laurentian Hospital will be reorganized and merged into one operation to be housed in Laurentian Hospital. It is anticipated that the restructuring of the hospitals will be completed by 1999. To date there have not been any lays-offs, although it is expected that lay-offs could begin this year. The restructuring will eliminate approximately 200 full-time jobs. It is hoped that many of the reductions will come through retirements and regular attrition. Most of the job losses will be from the administration and support staff with health professionals and front line workers expected to be affected the least. A committee has been struck to assist workers who will be losing their jobs as a result of the hospital redesign. The full impact of the
hospital restructuring will not be felt this year. The
question remains as to whether or not private industry
will be able to meet consumer medical needs. The market
for professionals, particularly in the area of nursing
remains unclear. Other Services 8.92 % of the labour force (i.e.: movie theatres, beauty shops, funeral parlors, repair services and other services of a personal nature) The occupations in this sector are varied with a high incidence of self-employment and franchised businesses. According to Statistics Canada, almost all of the growth in the economy since September 1996 has been in self-employment Consequently, one can only
assume that this sector will continue to grow in 1997. Education 8.69 % of the labour force Provincial funding cuts originally announced in November 1995 reduced the 1996 allocation to school boards by $9 million, while Laurentian University received cuts of approximately $5.6 million and Cambrian College about $6.3 million. Both school board continue to downsize their staff. The opening of Collège Boréal in 1996 has created about 50 positions and approximately 100 positions were transferred from Cambrian to Boréal. It is expected that Collège Boréal’s current student enrollment of 1,100 will swell to 2,500 by September 1997. Prospects for 1997 in this
sector would be considered poor. Manufacturing 7.78 % of the labour force The majority of the manufacturing done in the Sudbury area is directly related to the mining industry. Since the mining industry is doing well in the area, it is expected that this sector will also experience an upward trend. In anticipation of Voisey’s Bay starting up, local businesses are beginning a partnering process with Newfoundland companies. If successful, the result would boost this sector significantly. Prospects for this sector
look promising for 1997. Construction 7.13 % of the labour force Three major construction projects began in 1996; Collège Boréal, the Falconbridge smelter refit and the downtown bus terminal will be completed this year. E.B. Eddy Forest Products has announced a $93 million upgrade for the pulp and paper mill in Espanola for 1997. The construction phase is expected to create up to 50 jobs over the next 3 years. Perfetto Manufacturing Ltd., which specializes in the manufacture of cylinder and power units, is spending $1 million to expand its’ facilities and purchase new equipment. The 10,000 foot expansion will double the size of it’s existing plant. Science North is in the process of constructing a $2.4 million motion simulator theatre. NORCAT, the Northern Centre for Advanced Technology, hopes to move to a new $3 million building to be added onto Cambrian College. The 32,000 square foot facility went for tendering in January 1997. At this date, it is unknown the number of jobs this will create. Fewer big construction projects in 1996 has resulted in the net construction value of building permits, down 29 % from 1995 in the Sudbury region. Housing starts for 1996 were up 16 % over 1995 from 237 units to approximately 300 units. It is expected that this upward trend in the residential housing market will continue as this sector will continue to benefit from pent-up demand and low interest rates. Prospects in this sector
should increase marginally if interest rates remain low. Accommodation/Food/Beverage 7.09 % of the labour force According to the Sudbury Convention and Visitors Services Department, more than 40 major conventions and special events are booked for Sudbury for 1997. It is expected that these events should attract over 30,000 delegates. This figure does not include spouses, children, other family members or friends of the representatives. These visitors are expected to spend over $8.8 million while visiting our area. Much of this expenditure will be in the hotel, food and beverage sector. Restaurants seem to come and go almost monthly as restauranteurs attempt to attract more customers. This sector is highly competitive and as the population, in general, has less disposable income, the trend seems to be away from high priced restaurants to more fast food and take-out establishments. Jobs in this sector
experience high turnover due to low wages and late hours. Transportation/Communication 7.06 % of the labour force Bell Canada, Pelmorex Broadcasting, Baton Broadcasting Systems (formerly Mid-Canada Television) and the CBC experienced lay-offs in 1995 and 1996. The ferry service from Manitoulin Island to Tobermory was cut short this season for repairs. Air service to and from Manitoulin Island has also experienced cuts. There has been some discussion around the issue of privatizing the ferry service but no decisions have been made as yet. In the communications sector, several new service provider companies (companies that offer access to the Internet) have come into existence in the area during the past year, while others have gone out of business due to the competitiveness of the industry. CP Rail experienced more cuts as the decision was made to close the car repair shop located in downtown Sudbury. It was scheduled to close in February 1997 and the closure was expected to affect approximately 30 full time skilled employees. As the mining industry continues to thrive, so does the trucking industry. Slurry trucks can be seen on the main arteries of the Sudbury region on a 24-hour basis. Generally speaking, the trucking sector remains strong. In 1997, there could be some
minimal growth in companies offering Internet access and
improved in-home cable communications. The trucking
industry continues to experience difficulty in filling
it’s need for experienced, well trained drivers. Finance/Insurance/Real Estate 4.23 % of the labour force The banking industry as a whole continues to report record profits but this does not improve employment opportunities. An international study by Braxton Associates says that the spread of electronic and telephone banking and other technological changes will slash about half of the branches and almost one-quarter of the employees from Canada’s retail banking over the next decade. This could potentially affect 35,000 workers across the country. There has been a surge in financial planners over the past few years as companies and governments downsize and employees, taking early retirement packages and buy-outs, attempt to maximize their retirement income. The Sudbury real estate market which began slowly in 1996 picked up significantly towards the last half of the year as interest rates plummeted. Housing prices dropped but volume of sales increased. The number of houses going onto the market place in the last half of 1996 could be somewhat attributed to Inco’s purchase of Voisey’s Bay deposits. There have been few
opportunities advertised in this sector in 1996 and this
trend is expected to carry into 1997. Agriculture 0.64 % of the labour force Within the Regional Municipality of Sudbury, the main agricultural activity is potato and berry farming in Valley East and Rayside-Balfour with nurseries and greenhouses being the growth part of the industry. To the south, in the St. Charles/Noelville area, beef and dairy farming are predominant. The largest concentration of agriculture is on Manitoulin Island where some 343 farms sold nearly $11.2 million worth of products in 1991. This area also boasts 223 beef farms, 26 dairy herds and a variety of other specialty farms. This sector of the economy
is expected to remain stable in 1997. Logging and Forestry 0.40 % of the labour force The major player in this sector is E.B. Eddy Forest Products which operates a pulp and paper mill in Espanola and a large sawmill in Nairn Centre. There are other small companies and private cutters employed in areas such as Alban, Noelville, Killarney and Manitoulin Island but none are considered as major employers. No significant change is
expected in this sector for 1997. Fishing and Trapping 0.02 % of the labour force This is the smallest industrial group in the area and is not likely to increase. The main areas for this industry are French River, Killarney and Manitoulin Island. Recent problems and controversy in this area include the use of leg-hold traps for procuring furs and the decline in commercial fish stocks combined with a growing cormorant problem in all of the great lakes. No increase in activity is
expected in 1997.
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