MAPPING THE WORK FORCE AND SETTING STRATEGIC PRIORITIESThe human resource issues are fundamentally different for specialized and non-specialized occupations.For specialized occupations, <strong>the</strong> key issues are:• recognition,• <strong>the</strong> adequacy or appropriateness of occupational regulation,• <strong>the</strong> adequacy of supply,• <strong>the</strong> adequacy of tra<strong>in</strong><strong>in</strong>g,• <strong>the</strong> adequacy of professional development opportunities.“There is a built heritage <strong>in</strong>dustry, but it is a loose affiliation of <strong>in</strong>dividuals who mostly know each o<strong>the</strong>r’s work.”<strong>Heritage</strong> Consultant, OntarioFor non-specialized occupations, <strong>the</strong> key human resource issue is <strong>the</strong> degree to which persons <strong>in</strong> <strong>the</strong>seoccupations understand <strong>the</strong> built heritage sector and adjust <strong>the</strong>ir professional practices appropriately. Insome <strong>in</strong>stances, it may be appropriate to consider <strong>the</strong> qualification requirements to work <strong>in</strong> <strong>the</strong> buil<strong>the</strong>ritage sector, although <strong>the</strong> practicality of this will vary by occupation and, <strong>in</strong> some <strong>in</strong>stances, by region.The community of persons <strong>in</strong> specialized built heritage occupations is comparatively small. Figure No. 3sets out our estimates of <strong>the</strong> number of persons <strong>in</strong> specialized occupations work<strong>in</strong>g wholly or preponderantly <strong>in</strong><strong>the</strong> built heritage sector. These estimates are best described as guesses that are <strong>in</strong>formed by <strong>the</strong> commentsof participants <strong>in</strong> our <strong>in</strong>terviews and workshops. We have no basis on which to estimate <strong>the</strong> number ofpersons <strong>in</strong> non-specialized occupations who occasionally work <strong>in</strong> <strong>the</strong> built heritage sector or whose workimp<strong>in</strong>ges on <strong>the</strong> sector.Figure No. 3ESTIMATE OF PERSONS IN SPECIALIZEDOCCUPATIONS IN THE BUILT HERITAGE SECTOR<strong>Heritage</strong> Institutions (Public and Non-Profit) 9 2,500 to 3,000Governments (Policy and Programme Adm<strong>in</strong>istration) and <strong>Heritage</strong> Organizations 300 to 500Professionals (private sector) 300 to 500<strong>Heritage</strong> Crafts 200 to 300<strong>Heritage</strong> Trades 500 to 1,000Total 3,800 to 5,300With respect to construction related work, we can offer some rough estimates. Statistics Canada reports that<strong>in</strong> 2004, heritage <strong>in</strong>stitutions 10 <strong>in</strong>curred approximately $254 million <strong>in</strong> capital expenditures. Constructionemployment related to <strong>the</strong>se capital expenditures was probably around 2,200 persons. 11 Perhaps ano<strong>the</strong>r200-300 persons were employed <strong>in</strong> a professional capacity related to <strong>the</strong>se capital expenditures. If fullyutilized, <strong>the</strong> Commercial <strong>Heritage</strong> Properties Incentive Fund (CHPIF) could generate approximately1,000-1,200 additional construction and o<strong>the</strong>r jobs. We have no means of estimat<strong>in</strong>g ei<strong>the</strong>r <strong>the</strong> magnitudeor <strong>the</strong> number of persons who worked on privately f<strong>in</strong>anced undertak<strong>in</strong>gs, whe<strong>the</strong>r residential ornon-residential, outside of <strong>the</strong> purview of CHPIF. While <strong>the</strong>re are data on renovation and repair expenditures,we have no basis for estimat<strong>in</strong>g <strong>the</strong> share of those expenditures that perta<strong>in</strong>ed to heritage structures. Indeed,data are lack<strong>in</strong>g even for designated sites that are privately owned, let alone non-designated sites.9 There are approximately 25,000 persons employed by heritage <strong>in</strong>stitutions of all types. Based on <strong>in</strong>terviews we estimate thatperhaps 10-15% of <strong>the</strong>se persons have significant responsibilities <strong>in</strong> <strong>the</strong> built heritage sector.10 Note that heritage “<strong>in</strong>stitutions” is broader than heritage build<strong>in</strong>gs.11 This is based on very approximate guesses that (1) 60% of capital expenditures were for construction labour, (2) <strong>the</strong> labour co-efficientsare around 25,000 hours per $1 million of expenditure, and (3) for persons <strong>in</strong> <strong>the</strong> construction <strong>in</strong>dustry, employment averages 1700hours per year. These are higher labour ratios and labour co-efficients than would be applied to new construction. This reflects <strong>the</strong> greaterlabour <strong>in</strong>tensiveness of built heritage work.©CULTURAL HUMAN RESOURCES COUNCIL19
HUMAN RESOURCES IN CANADA’S BUILT HERITAGE SECTOR<strong>Human</strong> Resource IssuesFormal Professional Tra<strong>in</strong><strong>in</strong>g:“There are few full-time open<strong>in</strong>gs <strong>in</strong> Canada for our graduates. About 35% of our students are from outsideCanada. Our program would not be susta<strong>in</strong>able on Canadian enrolments alone.”Professor – Specialized University Program“In some discipl<strong>in</strong>es, <strong>the</strong>re are problems reta<strong>in</strong><strong>in</strong>g people ow<strong>in</strong>g to <strong>the</strong> lack of work.”Workshop Participant, HalifaxIn light of <strong>the</strong> comparatively small number of persons who are engaged full-time <strong>in</strong> <strong>the</strong> built heritagesector, it is not surpris<strong>in</strong>g that many universities and colleges have difficulty <strong>in</strong> attract<strong>in</strong>g a sufficientnumber of students to susta<strong>in</strong> specialized programmes deal<strong>in</strong>g with <strong>the</strong> built heritage sector. Employmentprospects <strong>in</strong> <strong>the</strong> sector will not support any significant <strong>in</strong>crease <strong>in</strong> full-time enrolments. This is likely tomean that many practitioners will obta<strong>in</strong> <strong>the</strong>ir advanced qualifications outside Canada. Obta<strong>in</strong><strong>in</strong>g foreignqualifications has been a common pattern <strong>in</strong> <strong>the</strong> past. It is likely to rema<strong>in</strong> so.Professional Development:In <strong>the</strong> built heritage sector, professional development for <strong>the</strong> <strong>in</strong>cumbent work force is at least as important, if notmore important, than tra<strong>in</strong><strong>in</strong>g new entrants. Not surpris<strong>in</strong>gly, <strong>the</strong>refore, many professionals, especiallythose employed <strong>in</strong> <strong>the</strong> public and non-profit sector, identified professional development tra<strong>in</strong><strong>in</strong>g as animportant concern.Professional development tra<strong>in</strong><strong>in</strong>g is currently available through <strong>the</strong> University of Victoria and <strong>the</strong>University of Montreal, as well as through professional associations. Organizations such as <strong>the</strong> Associationfor Preservation Technology and <strong>the</strong> Canadian Conservation Institute also provide multi-discipl<strong>in</strong>ary tra<strong>in</strong><strong>in</strong>g.Parks Canada offers a number of specialized courses, although its resources are limited. We were toldthat “every course [offered by Parks Canada] is a sell-out and many have wait<strong>in</strong>g lists.” The federalgovernment’s Historic Places Initiative was cited as hav<strong>in</strong>g had an important effect <strong>in</strong> <strong>in</strong>creas<strong>in</strong>g <strong>the</strong>demand for professional development tra<strong>in</strong><strong>in</strong>g.<strong>Resources</strong> for professional development have not always been sufficient. More importantly, <strong>the</strong>re may nothave been a sufficient recognition of <strong>the</strong> importance of professional development tra<strong>in</strong><strong>in</strong>g <strong>in</strong> <strong>the</strong> publicand non-profit sector. While <strong>the</strong>re is evidence that this is chang<strong>in</strong>g, support for professional developmenttra<strong>in</strong><strong>in</strong>g still falls short of <strong>the</strong> sector’s needs. The sector needs a general review of its professional developmentrequirements and <strong>the</strong> <strong>in</strong>stitutional and f<strong>in</strong>ancial resources that are available to meet those requirements. Sucha review will significantly streng<strong>the</strong>n <strong>the</strong> sector’s understand<strong>in</strong>g of its human resource needs.20©CULTURAL HUMAN RESOURCES COUNCIL