skills acTion Plan for The food and Beverage secTor - Department of ...

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Examples of Sub-sector Outlook for Dairy and Wine The comparisons include outlook results (2005-10) of overall employment in the dairy and wine sub-sectors under the “default” scenario in relation to recent developments (2001-05) in these sub-sectors. This is followed by observations on the occupations and qualifications share of employment in each of the value chain 3 activities for dairy and wine sub-sectors based on the 2001 Census. The overall employment results, are also provided, taking into account replacement demand (under the default and an alternate lower turnover scenario), the impact of higher output (ie. milk solids and wine grapes) and lower productivity scenarios on dairy and wine sub-sector employment. Employment: Sub-Sector Totals and by Value-Chain • Total employment in the dairy sub-sector rose by fewer than 5,000 FTEs (or by 9%) between 2001 and 2005 and this is forecast to grow by about 3,750 FTEs (or by 7%) over the 2005 to 2010 period. Wine sub-sector total employment grew by about 3,500 FTEs (or 28%) over the recent period (2001-05) but is forecast to grow only by about 2,100 (or by 14%) over the forecast period (2005-10). • During (2001-05), the greatest increase in dairy sub-sector employment was in the processing/ manufacturing (22%) and the retail service (15%) value chain activities. Over the forecast period (2005-10), the increase in processing/manufacturing employment is expected to rise by only 9% while retail and retail service employment is expected to rise by about 15%. • During (2001-05), the greatest increase in wine subsector employment was in production (about 50%), followed by wine making (18%) and wholesaling (24%) value chain activities. Over the forecast period (2005- 10), the increase in employment in production activities was considerably less (under 10%) and the rise in employment in all other value chain activities was in the range of 12-18%. • In the dairy sub-sector, activities at the paddock or farm level account for over 60% of the employment followed by processing (18%) and retail and retail services (7-8%). In the wine sub-sector, activities at the vineyard level account for only about 30% of the employment closely followed by retail (29%), retail services (24%) and processing (15%). 3. BERL have used the following components of the value chain; paddock, process, wholesale, retail and retail service. 25
Occupations by Value-Chain Activities In terms of occupations by value chain activities, dairy farmer/farm worker and grape grower/wine maker accounted for over 60% of the production related occupations. In the case of processing activities, about 50% of the occupations in the dairy sector were in the “other” category and hence specific occupations were undifferentiated. This “other” category accounted for just under 30% in the case of wine processing. • In the wholesale value chain, administration and management related occupations accounted for about 20% in dairy and were over 30% in wine wholesaling. Technicians and associate professionals made up about 15% of the occupations in dairy and 17% in wine, while service and sales workers in wholesaling accounted for about 11% in dairy and 14% in wine. Professional occupations in dairy had a 14% share, however the number of professionals was not separately identified in the case of the wine industry. • In the retail and retail service value chain, service and sales staff accounted for about 40% and 60% of the occupations, respectively in the case of dairy and wine. Administrative and managerial positions represented about 15% and 20% of the occupations in retail and retail services, respectively, in the case of both dairy and wine sub-sectors. Qualifications breakdown for sub-sectors • Based on the 2001 Census, over 28% of the dairy sub-sector and about 22% of the wine sub-sector workers had no qualifications while over 40% of the dairy sub-sector and almost 50% of the wine subsector workers had high school qualifications. However, qualifications are not always necessary for some occupations. • About 20% of the dairy sub-sector workers and 15% of the wine sub-sector workers possessed either basic vocational or advanced vocational qualifications while about 6% of the dairy and 9% of the wine sub-sector workers had a bachelors or higher degree according to the 2001 Census. 1.2 Productivity Action Points • Complete the productivity study currently underway, which will identify productivity issues specific to food processing businesses. • The New Zealand Council of Trade Unions will use the findings of the productivity study to inform the Workplace Productivity Education Programme and in developing resources for union delegates and future productivity initiatives. • A first phase of science and technology adoption research has been completed. The findings will be taken forward with industry and relevant agencies. Background Although all sectors of the New Zealand economy have been enjoying an increased level of productivity growth in recent years, the country’s productivity measured in absolute terms still lags behind the OECD average. The graph (next page) illustrates the differences in labour productivity between OECD countries based on GDP per hour worked across all sectors of the economy. It illustrates that New Zealand is also below the OECD average for labour productivity. 26
Page 1 and 2: Skills Action Plan for the Food and
Page 3 and 4: CONTENTS PREFACE 1 CONTENTS 2 CHAIR
Page 5 and 6: A number of these opportunities wer
Page 7 and 8: Skill Shortages • Information has
Page 9 and 10: Priority 3: Attractive Careers High
Page 11 and 12: INTRODUCTION Background Food and be
Page 13 and 14: Sector section of this report, wher
Page 15 and 16: This requires a national means of e
Page 17 and 18: CURRENT LABOUR MARKET AND EMPLOYMEN
Page 19 and 20: • A large portion of food and bev
Page 21 and 22: • Long hours in some parts of far
Page 23 and 24: SKILLS WORKING GROUP PRIORITIES The
Page 25: • Over the five year period (2000
Page 29 and 30: LABOUR PRODUCTIVITY Source: A Treas
Page 31 and 32: and science and technology’s abil
Page 33 and 34: There are different types of skill
Page 35 and 36: TABLE 1: SKILL SHORTAGE ASSESSMENTS
Page 37 and 38: 2. More Strategic Investment in Tra
Page 39 and 40: While industry training is an appro
Page 41 and 42: Tertiary Education Commission - Fun
Page 43 and 44: across the Primary Sector), which i
Page 45 and 46: APPENDIX 1 AUSTRALIA/NEW ZEALAND ST
Page 47 and 48: C216 C217 C218 C219 Bakery Product
Page 49 and 50: h. Reduction of training fees to en
Page 51 and 52: Sources for the above table: 1. Dep

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