Human Resources in Canada's Built Heritage Sector: Mapping the ...

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MAPPING THE WORK FORCE AND SETTING STRATEGIC PRIORITIESis the nature of the preservation goals. The relationship between preservation goals and the availability ofskills is not necessarily straight forward. In the private sector, preservation goals can be influenced by theavailability of skills. In other words, if architects or owners generally believe that high quality traditional skillscannot be hired, they may alter their preservation goals to take account of this perceived shortage of skills.A viable training strategy for skilled trades in the built heritage sector must rest on a solid analyticalfoundation of needs. The parameters of this analysis would include:Demand AnalysisAnalysis of theComposition of DemandSupply AnalysisGap AnalysisSkill AnalysisTraining Capacity Analysisestimates of trends in the amount of construction and repair workundertaken in the built heritage sectorestimates of the distribution of work in the built heritage sector across tradeestimates of the number of tradespersons who regularly work forspecialized built heritage sector contractors and who have acquired the requisiteskills through experiencea range estimate of the skills gap and how it is likely to evolve, in light ofdemographic factorsfocused profiles of the specific built heritage skills needed for each trade.Skill requirements should be developed using a DACUM analysis andexpressed in terms of specific competenciesinventory of training currently availableBased on such an analysis, recommendations can be made on (1) developing specialized trades (2) integratingbuilt heritage skills into general training for a trade, or (3) developing a training unit which leads to specializedendorsement for a certificate of qualification. There may also be a need to accommodate regional needs withinthe context of nationally recognized standards.The following table compares trades addressed by the NHTG in the UK, the Heritage Trade Skills coveredby the New South Wales training programme, and the trades in which skill shortage issues were noted bymore than one of the participants in our interviews and workshops. While this comparison does not provideguidance on the type of training or the numbers of persons needed, it is helpful in identifying initial priorities.UNITED KINGDOM NEW SOUTH WALES CANADA: TRADES IDENTIFIED(NHTG) AUSTRALIA IN INTERVIEWS & WORKSHOPSStone Masonry Stonemasonry Stone MasonsCarpentry and Joinery Carpentry and Joinery Finish/Trim CarpentersRoof Slating and Tiling Roofing and Roof Plumbing Roofers/Sheet Metal WorkersBricklaying Bricklaying BricklayersPainting and Decorating Painting and Decorating Decorative PaintersPlastering Plastering PlasterersLeadworkingSteeplejackingIronworkers (decorative)ThatchingPlumbersCraft MasonryElectricians©CULTURAL HUMAN RESOURCES COUNCIL51
HUMAN RESOURCES IN CANADA’S BUILT HERITAGE SECTORIt is noteworthy that electrical and mechanical trades are not referenced in either the UK or the Australianinitiatives. Our occupational profiles in Appendix E indicate, however, that there are distinctive featuresof working in the built heritage sector that are sometimes pertinent to these trades, especially to theplumbing trade. This point was also emphasized by a number of the individuals whom we interviewed.In the masonry trade, efforts are already well advanced to develop occupational standards and relatedtraining for restoration masonry. Similar discussions have occurred with respect to the carpentry trade.However, these discussions have not crystallized around a consensus solution. In part, this reflects the absenceof analytical information on the amount of work, the current supply of experience-based skills, and thespecific nature of the skills required. In the interior systems market, drywall predominates making plasteringa niche skill. Again, there is a lack of analytical information on the amount of plastering work and whethercurrent trade standards for plastering meet the needs of the built heritage sector.CraftsCertain skills required in the built heritage sector are better described as crafts, since these skills areoutside the formal system for training and qualifying skilled tradespersons. The craft skills which were mostfrequently mentioned in our interviews and workshops were: stained and leaded glass workers, stone carversand wood carvers. Information on these crafts is anecdotal. While many colleges offer training in these crafts,there is no information on the number of persons who work full-time in these crafts. Nor do we haveinformation on the calibre of craft skills available to the built heritage sector.Strengthening Dialogue between theConstruction Industry and the Build Heritage SectorWe noted at the beginning of this chapter that, in Canada, the dialogue between the construction industryand the built heritage sector is less developed than in some other jurisdictions. The approach taken in the UKmay be particularly relevant. In the UK, CITB-Construction Skills is the sector council responsible foroccupational skills in the construction industry. In 2004, CITB-Construction Skills established a subordinateorganization, the National Heritage Training Group, to address the skill needs of the built heritage sector.This initiative was taken in collaboration with English Heritage, one of the four “national trusts” responsiblefor maintaining listed sites. A similar approach may be appropriate in Canada.Recommendation No. 3The Built Heritage Sector and the Construction IndustryThat the Cultural Human Resources Council work with the Construction Sector Council, to provide an analysisof the supply and demand characteristics of skilled trades in the built heritage sector, as part of the CSC’s ongoingLabour Market Information project..Background: Stakeholders in the built heritage sector have a keen interest in ensuring that the distincttrade skills needed by the sector are systematically analyzed and addressed. In the UK, thisfunction is undertaken by the National Heritage Trades Group of the ConstructionIndustry Training Board. In New South Wales, Australia, the state government has carriedout this function. In Canada, there is a gap. In most trade standards, there is little, if anyrecognition of the distinct skills needed by the built heritage sector. The ConstructionSector Council is best equipped to fill this gap. The Cultural Human Resources Councilshould assist the Construction Sector Council in drawing on the insight and contributionof stakeholders in the built heritage sector.52©CULTURAL HUMAN RESOURCES COUNCIL
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