Deloitte Access Economics Skill shortages in the resources sector


Energy Skills Queensland - Workforce & Competency Development Plan



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Energy Skills Queensland - Workforce & Competency Development Plan


Report name:

Workforce Planning Report

Part C – Workforce & Competency Development Strategy Plan

Prepared for the Queensland Coal Seam Gas / Liquefied Natural Gas Industry


Date:

September 2009

Author:

Energy Skills Queensland

Publisher/Industry/Government affiliation:

Energy Skills Queensland

Subcontractor involved:

-

Primary/Secondary research

Primary

Key sectors

Minerals and energy industry with a focus on Queensland

The CSG/LNG Workforce & Competency Development Plan will assist each future project outline the measures taken to provide employment and training opportunities to the local community for inclusion in its Environmental Impact Study. The strategies presented in the Plan seek to address the common critical workforce issues.

The six critical workforce issues are shown in the following table.



Table 1.6.1: Critical workforce issues faced by CSG/LNG Industry in QLD




Occupational Grouping

Critical Workforce Issues

Professional

Technical

Non Technical/ Unskilled

  1. Cannot fill positions – critical shortfall in labour supply

Yes

Yes

Yes

  1. Cannot fill positions – critical shortfall in skills supply

Yes

Yes

Yes

  1. Potential for the workforce to not be competent in meeting industry requirement without relevant and demand driven structure learning

Yes

Yes




  1. Current inadequate level of capacity and capability of registered training organisations to respond to rapid accelerated growth in workforce demand (skills and competency)

Yes

Yes




  1. ‘Off the Shelf’ generic competency based training packages – misalignment with industry needs




Yes




  1. Replacement Demand – loss of skills, experience and knowledge to the industry plus increasing impact of the ageing demographic

Yes

Yes



The industry has advocated for a multi-faceted, systems approach to building the capacity, capability and long-term sustainability of the industry-wide workforce. The paper proposes the following four levels of workforce development to address the critical workforce issues:



  • Level 1- Workforce, Skill Attraction and Retention

  • Level 2-Skill Development

  • Level 3-Skilling Systems

  • Level 4- Skills and Competence Sustainability.

The paper then details terms of reference for an industry taskforce to tackle the workforce development issues.
    1. Grad (article in Engineering and Mining Journal)


Report name:

Australian Mining Industry's Looming Labour Shortage

Date:

July/August 2010

Author:

Paul Grad

Publisher/Industry/Government affiliation:

Engineering and Mining Journal

Subcontractor involved:

-

Primary/Secondary research

Primary

Key sectors

Mining

Grad provides an overview of the 'looming' skills shortage predicted by the resources industry. The industry currently employs around 1.6 per cent of the total workforce and the Minerals Council of Australia predicts an additional 86,000 workers will be required over the next 10 years.

Companies, such as Rio Tinto, are seeking alternative options and incentives to source employees. These include FIFO rotation rosters and increased parental leave.

One of the key issues highlighted includes the long lead time for training and hence there is a greater call for increased overseas migration of skilled employees to fill the predicted gap.



Key roles highlighted by the Mining Industry Skills Centre that are likely to experience shortages are:

  • Geoscientists

  • Mine surveyors

  • Fitter mechanics

  • Electro-technical tradespeople.

The National Centre for Vocational Education Research (NCVER) identifies shortages in:

  • Mechanical fitters (heavy diesel, mechanical technicians, shovel fitters, drill fitters and schedulers)

  • Electricians (particularly those with high-voltage experience)

  • Automotive electricians (heavy vehicles)

  • Boilermakers

  • Explosives operators

  • Instrumentation technicians

  • Supervisory personnel with relevant trade experience.

Initiatives recommended by Grad to address the shortage include:

  • Providing apprenticeships to existing and mature-age workers with relevant trade skills

  • and experience .

  • Encouraging school students to undertake technical apprenticeships

  • Using ‘bonded scholarships’ to provide additional incentives during training but which require them to remain in the industry after completion

  • Accelerating apprenticeship training

  • Employing workers from overseas

  • Recruiting from alternative sectors, such as manufacturing

  • Encouraging women to work within the sector.



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