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

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MAPPING THE WORK FORCE AND SETTING STRATEGIC PRIORITIES5. Estimates of Employment Co-Efficients and Share of Work by TradeThe usual procedure for gauging the number of persons employed in particular types of construction workis to formulate an estimate of the amount of employment that correlates to $1.0 million of spending on thattype of construction. This is known as the employment co-efficient of construction spending. These co-efficientsare developed using a sample of projects for which information is available. The co-efficients are then appliedto the global estimates of spending on the particular type of construction. For new construction, analysisalong these lines has been undertaken by the Ontario Construction Secretariat, among others.In the built heritage sector, estimating employment co-efficients would require analyzing information onmajor projects. This information would have to be provided by major public sector sponsors of theseprojects and by architectural or other firms that operated as project managers. This analysis would also allowa further set of estimates to be prepared estimating the approximate share of work by trade. This informationis important in identifying priorities for the development of specific heritage sector skills.6. Better Estimates of the Stock of Heritage StructuresThe heritage value of a structure is a function of its age and its aesthetic, cultural or historical significance.Moreover, as described earlier, attitudes towards heritage value evolve. Many vernacular structures previouslynot thought of as having significant heritage value are now understood to be important reflections of ourpast. In light of these complexities, there is no straight forward way to estimate the size of the heritage stock.However, it may be practical to use property assessment data to at least gauge the age and diversity ofconstructed assets. While this procedure would provide only a proximate indicate of the heritage stock, itwould nevertheless be a useful contribution. In some jurisdictions, property assessment is a governmentalfunction. In others, property assessment has been transferred to the private sector. While CMHC has dataon the age of the residential stock, there is no similar inventory of non-residential properties. The scope forusing property assessment data should be explored.Recommendation No. 4Rectifying Data DeficienciesThat the Built Heritage sector’s data needs be identified and prioritized, and strategies taken to rectify the mostserious data deficiencies.Background:These strategies could include customized surveys, systematic consultations, co-operationwith privately managed construction industry databases, and econometric modelling.©CULTURAL HUMAN RESOURCES COUNCIL55
HUMAN RESOURCES IN CANADA’S BUILT HERITAGE SECTOR11.RecommendationsRecommendation No. 1Supporting the Professional Work ForceThat an organization be established to support the professional work force in the built heritage sector.Background:Supporting the professional work force in the built heritage sector is one of the keys tostrengthening the sector. Professionals in the built heritage sector have a number of needsthat require distinct organizational expression. These include professional development,advocacy on behalf of the sector, policy advice to governments, succession planning,the maintenance of professional standards, co-ordination across the sector, collectiverepresentation, and managing relations with other professions whose work has an impacton the sector. Discipline-based organizations play an important role, but are able to speakto only some of these needs. In particular, there is no acknowledged organizational homefor professionals employed by the public and non-profit sector. The sector needs anumbrella professional organization that would respect the role of existing organizations,but address the gaps in the organizational fabric of the built heritage sector.Recommendation No. 2Architecture and Engineering Professions in the Built Heritage SectorThat a research project focused on the role of architecture and engineering in the built heritage sector be carriedout to document the distinct professional skill requirements of persons in the architectural and engineeringprofessions who work in the built heritage sector and the extent to which professional specialization alreadyprevails; and to examine the possible role of professional standards, continuing professional development, specializedregistries, or other procedures in meeting the needs of the built heritage sector for professionals in these fields.Background:This research project should be developed in co-operation with the respective professionalassociations and with major public and private owners of heritage structures. The projectwould need to take account of regional differences.Recommendation No. 3The Built Heritage Sector and the Construction IndustryThat the Cultural Human Resources Council work with the Construction Sector Council, to provide ananalysis of the supply and demand characteristics of skilled trades in the built heritage sector, as part of theCSC’s ongoing Labour 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.56©CULTURAL HUMAN RESOURCES COUNCIL
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