Reuters released their preview for StatsCan's March Employment Report

This Friday, Statistics Canada will release the Employment Report for the month of March and Canada is waiting for it with optimism. February's report, while showing growth wasn't as strong as some hoped, but March should bring us back to the strong growth we've seen over the past 12 months.

Reuters has released their forecast for the report, indicating they see Canada creating 26,000 new jobs in March and possibly lowering the unemployment rate to 7.7%.

They go on to say that Canada has created an average of roughly 40,000 new jobs every month for the past 5 months.

They also note the impact this report will have on the federal election, considering the importance of unemployment to any political platform.

The article can be viewed in full here or enclosed in this article.

PREVIEW-UPDATE 1-Canada seen creating 26,500 jobs in March

 WHAT: Canadian March employment report

 WHEN: Friday, April 8 at 7 a.m. (1100 GMT)

 REUTERS FORECAST (preliminary):

 ECONCA                    

                    March      F'cast range    Feb

 Jobs gain/loss     +26.5K    +11.4K to +40K  +15.1K

 Unemployment rate  7.7 pct    7.6 to 7.8 pct  7.8 pct

 FACTORS TO WATCH:

 Trend: The report will show whether job growth remained
lackluster for the second straight month or if there has been a
return to the more frenetic hiring pace of December and
January. The Canadian economy has created an average of 40,000
jobs per month for the past five months. But February's tepid
gain disappointed after two strong months, so markets will be
watching to see if the lull was temporary.

 During the economic recovery Canada has generally regained
lost jobs faster than the United States, but that trend may be
reversing as the neighboring economy outperformed Canada in
February and posted a second straight month of solid gains in
March. [ID:nNOAT00477]

 Growth: Economic growth picked up speed in the fourth
quarter of last year and early data show that momentum spilling
over into the first quarter of 2011, which should foster job
growth. [ID:nN31223177]

 Political fallout: Unemployment is a big theme in the
federal election campaign now in full swing ahead of a May 2
vote, especially in the hard-hit manufacturing belt in southern
Ontario, where the jobless rate was above the national average
in February at 8.0 percent.

 Wages: Annual wage inflation for permanent employees was
2.5 percent in February, up from 2.3 percent in January,
according to Statistics Canada's flagship employment survey.

 In a separate business census of non-farm payroll
employees, Statscan estimated a 4.2 percent advance in weekly
earnings in January from a year earlier.

 MARKET IMPACT

 The employment report is the last data point available to
the Bank of Canada ahead of its April 12 interest rate
announcement. While market players have effectively ruled out
the chances of a rate hike this month, strong job numbers could
convince investors to pull forward their forecasts on the
timing of the next rate hike.

 The Canadian dollar would likely get a boost from an upbeat
report, or slip from recent highs if the numbers disappoint.

 Canada's primary securities dealers, surveyed March 18,
were largely split between May 31 and July 19 as the date of
the central bank's next move, with one of the 11 betting on
April 12. [CA/POLL]

 Overnight index swaps, which trade based on expectations
for the key central bank rate, imply a fully priced-in rate
increase on the bank's Sept. 7 decision date. BOCWATCH
(Reporting by Louise Egan; editing by Jeffrey Hodgson)

Further proof that Canada's beating the recession - another drop in EI claims.

The EI Offices across Canada aren't nearly as busy as they were in the past few years. Proof of this can be found in StatsCan's newest study on EI claims which was released today. The study shows a whopping decrease of 13,300 recipients, or 2% of the overall claimants. This is Canada's 6th decline in 7 months, leaving the current number of recipients at 640,200.

Leading the pack in decreases was Ontario, shedding 11,200 beneficiaries (2.4%), followed by British Columbia at 1,900, Quebec lost 1,500 and Alberta lost 1,400.

Simply put, this means more people are working and it is becoming more & more difficult for employers to find that perfect employee. More & more employers are realizing that their ideal candidate isn't reading the newspaper's classifieds or looking at online job posting sites. We're seeing evidence of this through the dramatic increase of job postings on our site.

If you'd like to discuss how CMS can help you find that elusive employee, please don't hesitate to get in touch with us.

Here's the study in full from Statistics Canada.

Employment Insurance

January 2011 (Previous release)

The number of people receiving regular Employment Insurance (EI) benefits declined by 13,300 (-2.0%) in January to 640,200, the sixth decline in seven months. The number of beneficiaries decreased in seven provinces, with the fastest decline in Ontario.

Fewer Employment Insurance claims

To receive EI benefits, individuals must first submit a claim. There were 242,400 initial and renewal claims received in January, down 4,900 (-2.0%) from December. With this decline, the number of claims was similar to levels observed last June.

Note to readers

All data in this release are seasonally adjusted unless otherwise specified.

Each month, Statistics Canada provides analysis of the current labour market situation, using Employment Insurance (EI) statistics and other sources. Earlier this month, the Labour Force Survey (LFS) provided a picture of overall labour market conditions, including unemployment, total employment and those affected by changes in the labour market.

In this release, Statistics Canada provides additional sub-provincial detail through the EI statistics. Details by industry will follow with data from the Survey of Employment, Payrolls and Hours.

EI statistics are produced from an administrative data source from Human Resources and Skills Development Canada. These statistics may, from time to time, be affected by changes to the Employment Insurance Act or administrative procedures. The number of regular beneficiaries and the number of claims received for December 2010 and January 2011 are preliminary. In this release, large centres correspond to those with a population of 10,000 or more.

The number of beneficiaries is a measure of all persons who received EI benefits from January 9 to 15. This period coincides with the reference week of the LFS.

EI statistics indicate the number of people who received EI benefits, and should not be confused with data coming from the LFS, which provides information on the total number of unemployed people.

There are always a certain proportion of unemployed people who do not qualify for benefits. Some unemployed people have not contributed to the program because they have not worked in the past 12 months or their employment is not insured. Other unemployed people have contributed to the program but do not meet the eligibility criteria, such as workers who left their job voluntarily or those who did not accumulate enough hours of work to receive benefits.

The change in the number of regular EI beneficiaries reflects various situations, including people becoming beneficiaries, people going back to work, and people exhausting their regular benefits.

The situation across Canada varied. Ontario experienced the largest decline (-8,400), followed by Quebec (-1,600) and Alberta (-500). Claims increased in all other provinces and territories, most notably in New Brunswick (+1,100).

Claims provide an indication of the number of people who could become beneficiaries.

Largest declines in beneficiaries in Ontario, British Columbia, Quebec and Alberta

All provinces except those in Atlantic Canada recorded a fourth consecutive monthly decline in the number of beneficiaries in January.

In Ontario, the number of regular beneficiaries fell by 11,200 (-5.5%) to 192,600, and was the largest of four consecutive monthly declines in the province.

In British Columbia, the number of beneficiaries fell by 1,900 (-2.4%) in January to 76,100, while it declined by 1,500 (-0.8%) to 184,000 in Quebec. In Alberta, the number declined by 1,400 (-3.0%) to 44,800.

In New Brunswick, the only province with a notable increase in January, the number of beneficiaries rose by 840 (+2.5%) to 34,300.

Sub-provincial and demographic overview

Employment Insurance data by sub-provincial region, sex and age are not seasonally adjusted and are therefore compared on a year-over-year basis.

Year-over-year declines in most large centres continued

Between January 2010 and January 2011, the number of regular beneficiaries fell by 98,900 (-11.3%) at the national level, with decreases in 122 of the 143 large centres (see map). The number of large centres reporting year-over-year declines has been relatively stable over the past 10 months. Large centres are those with a population of 10,000 or more.

The five large centres in Newfoundland and Labrador all had fewer EI beneficiaries in January. The fastest decrease occurred in St. John's, where the number fell by 710 to 5,700. This was the 10th consecutive month of year-over-year declines.

The number of regular beneficiaries fell in 29 of the 33 large centres in Quebec between January 2010 and January 2011. The fastest declines occurred in Saint-Georges, Granby, Dolbeau-Mistassini and Rouyn-Noranda. Montréal recorded 7,800 fewer beneficiaries, the 11th consecutive month of year-over-year declines. In the census metropolitan area of Québec, the number of beneficiaries declined by 430, the first decrease in eight months.

In Ontario, 36 of its 41 large centres posted declines between January 2010 and January 2011. The most notable declines were in Greater Sudbury, Windsor, Tillsonburg, Leamington and Belleville. In Toronto, 80,400 people received benefits in January, down 19,500 from 12 months earlier. This was the 11th consecutive month of year-over-year declines.

In Alberta, all 12 large centres had fewer regular beneficiaries. The pace of decline was fastest in Brooks, Grande Prairie, Red Deer, Camrose and Medicine Hat. In Calgary, the number of beneficiaries fell by 6,200 to 14,600, the 10th consecutive month of year-over-year declines. In Edmonton, the number of beneficiaries decreased by 3,200 to 15,300, also the 10th consecutive decline.

In British Columbia, the number of beneficiaries fell in 21 of 25 large centres in the 12 months to January. The fastest declines were in Fort St. John, Williams Lake, Prince Rupert and Prince George. In Victoria, the number of beneficiaries declined year over year for the 10th consecutive month, down 370 to 4,400. In Vancouver, those receiving benefits fell by 3,800 to 34,800, the eighth decline in a row.

Demographic groups

Faster year-over-year decline for men than women

Between January 2010 and January 2011, the number of male EI regular beneficiaries fell by 79,000 (-13.4%) to 512,500. This was the 11th consecutive month with a year-over-year decline.

For men, the fastest rates of decline occurred among those aged under 25 years (-15.9%) and 25 to 54 (-15.7%). Over the same period, the number of beneficiaries decreased by 3.2% among men aged 55 and over.

The rate of decline was slower among female beneficiaries. The number of women receiving regular benefits decreased by 19,900 (-6.9%) to 267,200. This was the eighth consecutive month of year-over-year declines.

For women aged under 25 years, the number of beneficiaries decreased by 3,400 (-14.9%), while among those aged 25 to 54, it decreased by 18,700 (-8.9%). In contrast, the number of female beneficiaries aged 55 and over rose by 2,200 (+4.1%).

Available on CANSIM: tables 276-0001 to 276-0006, 276-0009, 276-0011, 276-0015 and 276-0016.

Definitions, data sources and methods: survey number 2604.

Data tables are also now available online. From the Key resource module of our website under Summary tables, choose Subject then Labour.

Data on Employment Insurance for February will be released on April 18.

A set of maps, Employment Insurance Statistics Maps, January 2011 (73-002-X, free), is now available online. The maps show percent changes in the number of people receiving regular EI benefits for all census metropolitan areas and census agglomerations in Canada. From the Key resource module of our website, under Publications, choose All subjects, then Labour.

For more information, or to order data, contact Client Services (toll-free 1-866-873-8788; 613-951-4090; labour@statcan.gc.ca). To enquire about the concepts, methods or data quality of this release, contact Kevin Forneris (613-951-8235) or Vincent Ferrao (613-951-4750), Labour Statistics Division.

How Engaged Are Your Employees? It's Up To Your Management

A new study released by the Chartered Institute of Personnel and Development in the UK reveals that employees take their queues to 'go the extra mile' from their management.

Obvious factors from management, such as feedback, praise and guidance were all elements that affect employee engagement - but the study went on to reveal that autonomy and empowerment from management also go a long way and the level of interest the manager shows in an employee.

This is a huge area for management to consider, given this article published by the Edmonton Journal which points to the Edmonton Research firm Psychometrics Canada where of 368 executives polled, nearly 70% found the level of employee engagement to be problematic. The study by Psychometrics can be read in full at this link.

Employers, you should look to CMS Management Consulting Services is in order to assess the level of engagement at work and what can be done to optimize it. In the mean time, here is an article regarding the Chartered Institute of Personnel and Development's study.

The extent to which managers provide guidance, feedback and the appropriate level of autonomy for staff is key to whether employees go the extra mile for their organization, according to research from the Chartered Institute of Personnel and Development (CIPD) in the United Kingdom.

"The central role of managers in boosting individual and organizational performance is well recognized…” said Ben Willmott, senior public policy adviser at CIPD. “But managers need more specific, tried-and-tested guidance on what they can do on a day-to-day basis to fulfill this key role well.”

The research asked employees what management behaviours supported them in focusing on what they do; feeling good about themselves in their role; and acting in a way that demonstrates commitment to their organization’s values and objectives.

The most frequently mentioned management competencies for supporting employee engagement were:
•reviewing and guiding
•feedback, praise and recognition
•autonomy and empowerment
•level of interest the manager shows in employees as individuals

"In today's tough economic environment, how managers manage is even more important in supporting employee commitment and motivation in the face of job cuts, pay freezes and cuts to training and development budgets," said Willmott.

Running late today - you're not alone!

Career Builder released a study today with Harris Interactive that points to tardiness in the workplace. Shockingly, the study says that one in five employees are running late to work at least once a week!

In contrast, the next day Career Builder released this study as reported by HRReporter.com that points to the recession for improving the punctuality of US employees.

As an employer, do these numbers add up to you? Perhaps you're one of the three in ten employers that the Canadian study says have fired an employee for tardiness?

If you're interested in further recruitment and employment related articles, please follow us on Twitter, LinkedIn and Facebook.

Nearly One-in-Five Workers Late to the Office at Least Once a Week, Finds New CareerBuilder Canada Survey

    -- Hiring Managers Share Most Outrageous Tardiness Excuses --

TORONTO, Feb. 23, 2011 /CNW/ -- Workers may be having a tough time with their time management as more are arriving late to their desks. A new CareerBuilder.ca survey reveals that 19 per cent of workers said they arrive late to work at least once a week, up from 17 per cent last year. Eleven per cent said they are late two or more times a week. This survey was conducted among 227 Canadian employers and 550 Canadian employees between November 15 and December 2, 2010.

Workers shared a variety of reasons for being tardy, such as lack of sleep (24 per cent) and traffic (24 per cent). Fifteen per cent blamed public transportation for their tardiness, while twelve per cent indicated bad weather delayed them. Other common reasons included getting kids to school or daycare, Internet use or their spouse.

"While workers will sometimes be late due to circumstances out of their control, they need to be aware of their companies' tardiness policies," said Rosemary Haefner, vice president of human resources for CareerBuilder. "Regardless of the reason, workers who are running late should always be honest with their managers."

While some employers are more lenient with worker tardiness, others have stricter policies. Three-in-ten (30 per cent) employers said they have terminated an employee for being late.

Hiring managers provided the following examples of the most outrageous excuses employees offered for arriving late to work:

    --  Employee claimed a bear stopped his car and broke his window and tried
      to grab them.
  --  Employee claimed a prostitute stole his car keys.
  --  Employee claimed he couldn't find his clothes.
  --  Employee claimed his dog ate his Blackberry.
  --  Employee claimed he ran over himself with the company truck.
  --  Employee claimed he was playing a video game and didn't want to break
      up the group he was playing with.
  --  Employee claimed her grandmother went missing.
  --  Employee claimed he forgot it was a workday.


  Survey Methodology

This survey was conducted online within Canada by Harris Interactive© on behalf of CareerBuilder.com among 227 Canadian employers and 550 Canadian workers (employed full-time; not self-employed; non-government) ages 18 and over between November 15 and December 2, 2010 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 227 and 550 one could say with a 95 percent probability that the overall results have a sampling error of +/- 6.5 and +/- 4.18 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.

    About CareerBuilder.ca:

CareerBuilder.ca is a leading job site in Canada. Owned by Gannett Co., Inc. (NYSE: GCI), the Tribune Company, The McClatchy Company (NYSE: MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder.ca powers the career centers for more than 250 Canadian partners that reach national, local, industry and niche audiences. These include leading portals such as MSN.ca and Macleans.ca. Job seekers visit CareerBuilder.ca every month to search for opportunities by industry, location, company and job type, sign up for automatic e-mail job alerts, and get advice on job hunting and career management. For more information about CareerBuilder.ca products and services, visit http://www.careerbuilder.ca.

New Challenges in Obtaining Work in Canada

Over the past several months, we at CMS have been encountering increasing problems in the justice system in terms of obtaining criminal record checks. The majority of our clients hire background checking firms to assess any candidates they are interested in hiring. The background check includes a criminal record check.

CMS encourages the use of background checks and historically this has been a straight forward procedure. In recent months however, the systems have been failing and have been returning inaccurate results. So people who have no criminal record are mistakenly being identified as “unclear” (indicating the individual has or may have a criminal record).

Later it is being identified that the system made a mistake and confused a person with someone with the same name who is actually of different gender or birth date. The trouble is that the only way it was eventually determined that the report was wrong was after the candidate, in attempting to prove their innocence (having been accused of being guilty) had to have their finger prints taken and resubmitted into the system to prove who they are and that they don’t have a criminal record.

The further problem is that this process takes up to six months and in that time the opportunity for the job has been lost. One has to wonder what the criminal justice system does with those finger prints once they have them. Will the upshot of this be that one day our finger prints will accompany all of us to a job interview? It makes me think of my time in China training HR managers who had very little work to do in assessing someone’s work history because their personal file contained every bit of information about them and followed them from one job to the next.

The enclosed article by Derek Sankey, as printed in the 02.05.11 edition of the Calgary Herald, paints an interesting picture of the 'bottle-neck' in today's background checks. I would call it a 'must read' for job seekers and employers alike.

Cindy Saunders
Principal - CMS Management Consulting

Background checks hit bottleneck

New RCMP rules delay hiring process for months

By Derek Sankey, For The Calgary Herald

Read more: http://www.calgaryherald.com/Background+checks+bottleneck/4229038/story.html#ixzz1DbgcWp1N

Recruiters are struggling to deal with a surge in criminal record checks under new RCMP rules for "vulnerable sectors" and private screening firms say the backlog is creating some difficult human resource challenges.

Vulnerable sectors include construction, medical, law enforcement, volunteers, lawyers, retail jobs involving cash, the financial sector and many more.

"It is a massive issue," says Ainsley Muller, director of business development for Express Pardons. "It certainly has escalated since mass layoffs have occurred. There is an onslaught of (job) applications."

Hiring managers often use criminal record checks as a screening tool to immediately rule out anybody who comes back with a positive result for a record. The problem is that oftentimes, the 24-hour check flags people with absolutely no record -- just the same name and date or place of birth as a criminal.

That type of check has two possible results: "clear" or "may or may not have a record."

"They tend to throw out a lot of really good candidates based on the check coming back with a positive hit," says Muller.

Under new rules introduced last July by the RCMP, a person is also matched by birthdate and gender -- but not by name -- against a list of 14,000 pardoned sex offenders.

Thousands of people are being incorrectly flagged, while the number of longer and more in-depth fingerprint checks has skyrocketed.

It's an imperfect system, and one that police are working with pre-employment screeners to resolve, but the concept behind it both helps and hinders various organizations in their search for the best and brightest talent.

"Your gut feeling is only 50 per cent of the equation," says Julie McLean, with preemployment screening firm Canpro HR Services Inc. "Criminal records and education are the two things that we see most often that don't match up to what the individual says."

It does, however, create some pressing HR challenges for recruiters. Long wait times -- it can take three to five months for some fingerprint criminal record checks, says Muller -- makes many volunteers simply move on, while good employees are also being overlooked.

"Until they know what their (criminal) record is, they can't make an offer of employment," says McLean. "Who's going to risk hiring someone for maybe eight months to a year and not know what the 'unclear' result is for?"

She says she's working with RCMP and industry to find a solution that works for all parties and does not put the RCMP at risk of liability for providing potentially inaccurate results.

Human rights legislation varies by province in Canada, with some areas protecting individuals from discrimination for not being hired due to a criminal record with or without a pardon, depending on province.

In Alberta, for example, neither pardoned nor unpardoned records are protected. In B.C., both types of records are protected.

Muller says recruiters need to arm themselves with the tools to handle the delicate subject of criminal records appropriately and in a way that puts matters into perspective. His job is to help people clear their names by working with employers to get pardons for past minor offences -- a process that can take six months to a year or more by itself.

Muller refers to Mike Quinn of IBM Canada when approaching the subject of criminal records, who put it this way: "The operative phrase is to apply common sense and judgment to these situations. A person who did something silly 25 years ago when he was still in high school would be looked at differently than somebody charged with bank robbery three years ago."

Background checks include more than just criminal record checks. They include credit checks, personal reference checks, credential and academic verification and any other requirements unique to any given field.

The current problem is the delay in finding out what the criminal record is for, given the lengthy wait times to access a definitive result from the RCMP and the Canadian Police Information Centre.

There is also the possibility that a positive result with one police force will not yield the same result on municipal databases and people also change names, confusing things further.

In Calgary, the average time for police checks is about six weeks, exceeding its target of 10 days to two weeks, but measures are being taken to reduce the wait.

derek.sankey@telus.net

© Copyright (c) The Calgary Herald

CMS Management Consulting Announces the Appointment of Don Janes as Branch Manager for Nedco Penticton

CMS Management Consulting, Canada’s leading recruitment company in the electrical wholesale sector, is pleased to announce the appointment of Don Janes to the position of Branch Manager for Nedco, Penticton. As a seasoned manager in the industry, Don brings more than 25 years of leadership in the electrical wholesale sector with the last 13 of those in the Okanagan region. As an addition to the BC leadership team, Don will serve to improve Nedco’s already strong presence in Okanagan region.

“Don’s local reputation and his track record of realizing profits through the ups & downs of the economy made him a very attractive choice to lead Nedco’s Penticton team,” said Cindy Saunders, Principal of CMS. “He’s proven himself as a competent leader who can facilitate Nedco’s growth plans in the Okanagan over the coming years,”

“CMS has been our partner in recruitment over the past number of years helping us strengthen our team. They are not only specialists in our industry but also intricately understand Nedco’s goals and philosophies. Don is a great example of the quality of people we’ve grown to expect from CMS,” said Glen Bourassa, Nedco’s District Manager for the Interior of British Columbia.

###

CMS Management Consulting is a specialized recruiting and consulting firm serving clients across Canada and Internationally. Through recruitment and executive searches, business development, and retention studies, CMS maintains a track record of more than 23 years of Helping to Build Successful Organizations. For additional information on CMS Management Consulting, please visit their website at www.cms-management.com or contact Cindy Saunders directly at 403.265.6494 or by email at csaunders@cms-management.com

Nedco is a division of Rexel Canada Electrical Inc, the largest distributor of electrical products in the world. With over 90 branches across Canada, Nedco is pleased to offer one stop shopping for a wide range of quality products for communications/data, wire and cable, distribution, lighting, energy saving products, security and fire alarm, and other electrical products. For additional information on Nedco, please visit their website at www.nedco.ca or contact Glen Bourassa at 250.383.1116.

Two New Surveys Anticipate Employment Growth in 2011

Now that the new year has begun, employers are thinking about growth much more than they were at the beginning of 2010. Two new surveys were released today but Harris Interactive and The Business Roundtable which both provide encouraging news to the employment market.

The Business Roundtable is an association of chief executive officers of leading U.S. companies with nearly $6 trillion in annual revenues and more than 12 million employees - many of these CEOs oversee Canadian operations as well. Their study shows that 80% of these companies expect an increase in sales and more than twice as many companies expect staffing growth when put in contrast to last year's Q4 study.

On a more Canadian front, a study by Harris Interactive for Career Builder shows that 70% of Canadian employers believe they are in a better position this year compared to this time last year. A whopping 33% of Canadian employers in the survey plan on hiring full time staff (which blows 2009's figure of only 18% out of the water!) A further 20% plan on hiring additional part-time staff and an overwhelming 51% of respondents said that they would be hiring temporary & contract staff in 2011.

These studies underline what we've been seeing at CMS. The trend is definitely pointing towards a larger workforce in 2011 and as an employer are you prepared? Maybe you should review our Recruitment page for more information on how we can help you keep up with your competition in terms of growth.

And to you job seekers; are you prepared to re-enter a Job-Seekers Market? Get in touch with one of our headhunters to discuss what we can do to help. It always pays off to follow us on Twitter, LinkedIn and Facebook.

Big Growth is coming back to the manufacturing sector - who is prepared?

Yesterday a survey conducted by Canadian PLANT and Grant Thornton LLP said that most manufacturing executives are anticipating growth in the coming years and they have started preparing for it already. This preparation includes workforce planning (including hiring) and investment into process, facility and technological improvements.

The study is called 'Innovation Advantage' and you can read it in its entirety at this link.

At CMS we've seen a tremendous rebound in hiring in the manufacturing sector as evidenced by our current jobs. Most pointedly is an interesting Production Manager job that we are filling in the plastics sector in the interior of BC. Get in touch with us for more information on this or send us an email with your resume to be considered.

Here is a press release on the study;

Business growth ahead for manufacturers

Survey of plant execs reveals confidence moving forward

TORONTO, Dec. 16 /CNW/ - Canadian manufacturers see the economy picking up over the next three years and they are preparing for business expansion with plans to hire employees, invest in process improvements, facilities, technology, training and innovation, according to a survey of senior plant executives.

The 2011 Business Outlook "Innovation Advantage" survey conducted by Canadian PLANT with sponsors Grant Thornton LLP and the Italian Trade Commission, attracted 384 responses from mostly small to medium-sized enterprises (SMEs) who are optimistic about the coming year and beyond.

Respondents are concerned about economic conditions, but 64% are expecting more orders next year, 63% say sales dollars will increase, 43% are counting in higher profits and 31% say their prices will go up.

Forty-four per cent of them intend to hire over the next three years, 33% are adding new lines of business, and 33% plan to enter new geographic markets. Forty-six per cent are investing in process improvement next year, 39% in training and 37% in machinery and equipment.

This year's survey looked at competitive issues, including manufacturers' efforts to innovate and improve productivity. Eighty-six per cent of respondents consider innovation to be an important part of their game plan, but when asked to identify their competitive advantages, quality was the top choice (24%) with innovation appearing well down the list (6%).

That's not to suggest manufacturers are not innovating. Spending on research, development and commercialization of new products is growing steadily, with a rate increase of about 10% expected for 2011, but 49% are not taking advantage of the SR&ED tax credit offered by the federal government.

"There is clearly a shared optimistic view amongst most Canadian manufacturers that the industry is in expansion mode," said Jim Menzies, national leader, manufacturing and distribution with Grant Thornton LLP in Toronto. "They also realize that they need to focus on longer term strategy and risk management, however many of them have been focused primarily on ensuring that the company continues to operate in the near term, hampering their ability to truly focus on their longer term objectives."

The survey was conducted in September and October. The margin of error is +/- 4.1% 18 times out of 20.

New Jobs - Regional Operations Manager Role with a Leading National Distribution Company

CMS has just begun working on a senior level Operations Manager Role covering the Western Canadian territory of a nation-wide distributor.

Do you have what it takes to lead the operational elements of a large distributor? Are you ready to take the next step in your career with a company that can introduce executive advancement at both domestic & international levels?

If so, please review the job ad here and get in touch with us for any further information.

More than three-quarters of businesses are not prepared with succession planning.

A new study from BMO Financial Group says that 82% of business owners in Canada & the US have not selected a successor for their business. Interestingly, more than one-quarter (27%) of Canadian business owners said the recession has not led to any change in their exit plans compared to 63% of their U.S. counterparts. But U.S. business owners plan to exit their businesses later (68 years of age) compared to Canadian business owners (62 years of age).

While 88 per cent of 650 U.S. business owners surveyed described the U.S. economy as being in recession, 45 per cent of 650 Canadian business owners said their country is experiencing a period of growth.

How about your business? CMS has many different services to help you locate a successor - be that through our executive searches or management consulting, get in touch with us to discuss your future!

Almost half of Canadian companies are struck by employee fraud - is yours?

A study released today by SAS/Leger Marketing survey of more than 1,000 Canadian executives said that 47% of executives had been defrauded by their employees.

More than two thirds of fraudsters were tracked down after the fraud but only one in six cases were companies able to identify the activity and put a stop to it before it happened.

What can you do to avoid such activity? CMS' Management Consulting can assess your employees through retention studies and a myriad of other consulting services. Get in touch with us for more information on this and our other services.

Here's the study in full released by SAS Canada and Leger Marketing.

Half of large Canadian companies hit by employee fraud attempts, execs say: study

Mid-sized companies safer, but less successful at catching fraudsters

TORONTO, Dec. 8 /CNW/ - Forty-eight per cent of executives at large Canadian companies said that employees have attempted to defraud their organization, while only 35 per cent of mid-sized company execs said they, too, face internal fraud issues. Regardless of company size, employees who attempt fraud were very likely to be caught, according to the findings of a SAS/Leger Marketing survey of more than 1,000 Canadian executives conducted earlier this year.

Only four per cent of executives at large companies said employees who committed fraud escaped being caught, whereas ten per cent of those fraudsters at mid-sized companies eluded detection, according to executives. More than two-thirds of the fraudsters were tracked down after the fraud occurred (74 per cent and 69 per cent respectively for large and mid-sized companies). In approximately one in six cases (14 per cent at large companies, 16 per cent at mid-sized) the company identified the fraud attempt and stopped it before it could occur.

"There needs to be a paradigm shift where the focus is on catching fraud before it occurs rather than tracking it down after," said Wes Gill, Executive Lead of Enterprise Risk Management with SAS Canada. "While diligence and perseverance help, technology is the key. Business analytics software can identify fraud as it is evolving, helping companies identify it before it has actually occurred. Would you rather round up the horses after they've left the barn or prevent them leaving in the first place?"

Customer fraud a concern too
Customer fraud, which could include everything from insurance scams to credit card and mortgage fraud, was also a bigger concern for large companies, with 47 per cent of executives saying they had been affected, versus 30 per cent for mid-sized companies. At large companies, seven per cent of customer fraudsters were not caught versus 12 per cent at mid-sized companies, according to the executives.

The financial, food/retail, and government sectors were the biggest victims of customer fraud attempts, with 60 per cent of food and retail executives, 59 per cent of finance executives, and 44 per cent of government executives saying they have been impacted by customer fraud. The lowest incidences were in the professional consulting, real estate and legal professions, with 16 per cent saying they have faced customer fraud.

• 30 per cent of finance companies often use business analytics software to help detect fraud
• 25 per cent of retail and food companies often use business analytics software to help detect fraud
• Only eight per cent of government executives said their organization often uses business analytics software to help detect fraud

"As the survey results indicate, certain industries are more affected by fraudulent activities than others," Gill said. "Though many organizations can benefit from the use of business analytics to detect fraud, the one concern I have from these results is that government, third highest in terms of customer fraud attempts and second highest in terms of employee fraud attempts, is not a big user of technology designed to detect fraud."

While there was not a lot of variance nationally when it came to customer fraud attempts (the national average was 39 per cent), Alberta was quite a bit higher than Quebec (48 per cent versus 36 per cent). When it came to internal fraud attempts, B.C. and Quebec were above Ontario, with 49 and 46 per cent respectively saying they had been impacted by employee fraud versus 37 per cent for Ontario. The national average was 42 per cent.

Stats at a glance
The survey also revealed that:

• 51 per cent of mid-sized companies tracked down the occurrence of customer fraud after it occurred
• 47 per cent at large companies tracked down the occurrence customer fraud after it occurred
• 31 per cent of all customer fraud was identified before it could occur (the same for both large and mid-sized companies)
• 55 per cent of food and retails executives said an employee had attempted to defraud their company
• 46 per cent of both government and finance executives said they had been hit by employee fraud attempts
• The lowest for employee fraud were the professional consulting, real estate and legal professions, with 23 per cent saying they had been victim of employee fraud attempts

About the Survey
This online comprehensive national executive survey was conducted for SAS Canada by Leger Marketing between March 3^rd and March 26^th, 2010, during National Fraud Prevention Month, with a representative sample of 1,022 senior-level business decision makers. This is the fourth and final installment based on the survey results. This method simulates a probability sample which would yield a maximum margin of error of +/-3.1%, 19 times out of 20.

About SAS
SAS is the leader in business analytics software and services, and the largest independent vendor in the business intelligence market. Through innovative solutions delivered within an integrated framework, SAS helps customers at more than 45,000 sites improve performance and deliver value by making better decisions faster. Since 1976 SAS has been giving customers around the world THE POWER TO KNOW^®.

The Canadian subsidiary of SAS has been in operation for 22 years. Headquartered in Toronto, SAS employs 263 people across the country at its Vancouver, Calgary, Edmonton, Winnipeg, Toronto, Ottawa, Quebec City and Montréal offices. www.sas.com

The numbers are in and the numbers are good - Canada's Labour Force Survey for November

StatsCan released the monthly Labour Force Survey today and while we didn't quite reach Reuters' anticipated 18,000 new jobs, Canada did add about 15,000.

The number of youths participating in the employment market has lowered though which put the unemployment rate below Reuters' estimated 7.9% at 7.6%. This is the lowest unemployment rate in almost two years, since January 2009.

StatsCan also said that the number of part-time jobs has grown by 4% year-to-year since November '09 while full-time employment has risen by 1.4%.

Here is the article in full from the StatsCan website;

Labour Force Survey

November 2010 (Previous release)

Employment edged up by 15,000 in November. At the same time, there was a notable decline in the number of youths participating in the labour market. As a result, the unemployment rate fell 0.3 percentage points to 7.6%, the lowest since January 2009.

Since November 2009, employment has risen by 318,000 (+1.9%).

In November, part-time gains were partly offset by decreases in full time. Over the past year, part-time employment has grown by 4.0% (+127,000), a faster pace than the 1.4% growth in full time (+192,000).

November's employment gains in health care and social assistance; retail and wholesale trade; and accommodation and food services were mostly offset by declines in manufacturing as well as in finance, insurance, real estate and leasing.

Note to readers

Following the release of final population estimates from each census, a standard revision is applied to the Labour Force Survey (LFS) estimates. The revised estimates are scheduled to be released on Friday, January 28, 2011, and will include the following:

LFS estimates are currently based on the 2001 Census population estimates. These data will be adjusted to reflect 2006 Census population estimates and will be revised back to 1996.

Industry estimates will be reclassified to the 2007 North American Industry Classification System (NAICS) from the 2002 NAICS and revised back to 1987.

Geography boundaries will be updated to the 2006 Standard Geographical Classification (SGC) rather than the current 2001 SGC. With this change, six new census metropolitan areas (CMAs) will be added and the boundaries of seven existing CMAs will be modified. New CMA tables will be created based on the 2006 census boundaries and will date back to 1996.

Finally, the 2006 National Occupational Classification for Statistics (NOC-S) will replace the 2001 NOC-S. This change will not affect the LFS estimates as there were only minor changes to the description of the categories.

Please note that the changes to the estimates will be minor. Rates of unemployment, employment and participation are essentially unchanged, as are key labour market trends.

During the revision, CANSIM data for the LFS will not be available from Friday, January 21 to Thursday, January 27, 2011. For further information on these changes, contact Client Services (toll-free 1-866-873-8788; 613-951-4090; labour@statcan.gc.ca).

LFS estimates are based on a sample, and are therefore subject to sampling variability. Estimates for smaller geographic areas or industries will have more variability. For an explanation of sampling variability of estimates, and how to use standard errors to assess this variability, consult the "Data quality" section of the publication Labour Force Information (71-001-X, free).

Unless otherwise stated, this release presents seasonally adjusted data, which facilitates comparisons by removing the effects of seasonal variations.

Ontario was the only province with a notable employment increase in November. Quebec and Manitoba had employment declines in the month, while the other provinces showed little change.

While employment for youths aged 15 to 24 was unchanged, their unemployment levels fell. This pushed the youth unemployment rate down 1.4 percentage points to 13.6%.

Gains in some service sectors, decline in manufacturing

In November, health care and social assistance employment rose by 28,000. This industry has seen gains of 120,000 (+6.1%) since November 2009, one of the highest rates of growth of all major industries.

Employment in wholesale and retail trade increased by 26,000. With this increase, employment in this industry is up 57,000 (+2.2%) compared with a year earlier.

Accommodation and food services employment was up 17,000 in November, following five months of little change.

Manufacturing employment fell by 29,000 in November, bringing employment in this industry to 1.73 million, or 47,000 (-2.6%) below its level of 12 months earlier.

With this decline, manufacturing's share of total employment continued its long-term downward trend, reaching 10% in November, the lowest since comparable data became available in 1976. This was down from 15% in the early 2000s and 19% in 1976.

Employment decreased by 23,000 in finance, insurance, real estate and leasing. Compared with November 2009, levels were down 43,000 (-3.8%).

Although construction was little changed in November, employment in this industry has been on an upward trend for more than a year, with gains of 89,000 (+7.5%) over the past 12 months. Employment growth in construction was the second fastest of all the major industry groups over the past year, behind natural resources (+7.9%).

While there was employment growth in the public sector in November, there was little change among private sector employees and the self-employed. Over the previous 12 months, employment growth in the public sector (+3.1% or 109,000) led that of the private sector (+2.5% or 266,000). Over the same period, self-employment fell by 2.1% (-56,000).

Employment gains in Ontario

Ontario's employment level rose by 31,000 in November, pushing the unemployment rate down 0.4 percentage points to 8.2%, the lowest since January 2009. With November's employment increase, the number of workers in Ontario grew by 2.1% (+140,000) from a year earlier, just above the national growth rate of 1.9%.

In November, employment in Quebec edged down by 14,000. Despite this decline, Quebec employment was up 78,000 (+2.0%) from a year earlier. The unemployment rate was 7.9% in November.

Manitoba's employment level fell by 3,000 in November, partly dampening its 12-month gain of 13,000 (+2.1%). The unemployment rate, at 5.1%, remained the lowest of all provinces.

While employment was unchanged in Alberta, a decline in the number of people looking for work pushed the unemployment rate down 0.4 percentage points to 5.6%.

Employment in British Columbia was little changed in November. With fewer people searching for work, the unemployment rate declined by 0.5 percentage points to 6.9%.

Fewer youths looking for work

While employment among youths was unchanged in November, there were fewer youths looking for work. As a result, their unemployment rate fell 1.4 percentage points to 13.6%. Since June, the youth participation rate has declined 2.1 percentage points to 63.2% in November, the lowest since August 1999.

Labour market conditions were little changed among other demographic groups in November.

Available on CANSIM: tables 282-0001 to 282-0042, 282-0047 to 282-0064 and 282-0069 to 282-0108.

Definitions, data sources and methods: survey number 3701.

A more detailed summary, Labour Force Information (71-001-X, free) is now available online for the week ending November 13. From the Key resource module of our website under Publications, choose All subjects, then Labour. LAN and bulk prices are available on request. The DVD-ROM Labour Force Historical Review, 2009 (71F0004X, $209), is now available. See How to order products.

Data tables are also now available online. From the Subject module of our website, choose Labour.

The next release of the Labour Force Survey will be on January 7.

For general information, or to order data, contact Client Services (toll-free 1-866-873-8788; 613-951-4090; labour@statcan.gc.ca). To enquire about the concepts, methods or data quality of this release, contact Jason Gilmore (613-951-7118; jason.gilmore@statcan.gc.ca) or Lahouaria Yssaad (613-951-0627; lahouaria.yssaad@statcan.gc.ca), Labour Statistics Division.

With 'friends' like these... Facebook Firings.

Are you reading this on our Facebook page? Are you reading this work? Are you Facebook friends with your boss? You'd better be careful!

Cases of disputed dismissal because of someone's actions aren't news - they've been happening since the dawn of the Internet. But as social media becomes more & more popular and your network of 'friends' becomes larger & larger, you've really got to be careful of what you say.

Take for instance a recent British Columbia Labour Board's ruling upholding the dismissal of two employees at a car detailing company for making remarks about their boss. The Labour Board found that these comments were creating a negative and hostile work environment and even constituted insubordination.

The catch is that their boss was among their friends who received live status updates - on his mobile phone.

In the US it's a different story because Facebook notices are protected under The First Amendment?

So the moral of the story is, the next time you have a blow-out at work and take out your mobile phone to update your Facebook status, think twice about who's going to read it! Toronto employment lawyer, Daniel Lublin says this is why not to add your manager as a friend.

The Labour Survey is to be released on Friday - what are the expectations?

Statistics Canada will release the labour survey this Friday December 3 for the month of November and the predictions are strong.

Reuters is predicting job gains of 18,000 - a sharp rise from October's overall gains of 3,000. While the unemployment rate is expected to stay higher than hoped at 7.9%, this reflects a greater number of people reentering the job-hunt and can be seen as an overall improvement in confidence.

Here's a link to the Reuters Preview in full.

Contract workers are in high demand in Canada & CMS can help.

A study released today by Statistics Canada shows that the demand for contract employees has risen by more than 50% in contrast to the previous year. The study's author goes on to clearly state “contract employment has been the main source of growth in temporary work,” and it represents a facet of growth overall in the Canada's rebound from the economical uncertainties of 2008/09.

Interestingly, 1 in 8 employees were employed on a temporary basis in 2009.

Employers are relying more & more on contract workers because of the flexibility they offer as demand for output waxes & wains. CMS are well versed in contract placements and we encourage you to review our Employers web page for more information on how we can fill your work-force demands.

Here is the study in full by Statistics Canada.

Study: Temporary employment in the downturn

1997 to 2009

In 2009, 1.8 million Canadians worked in some type of temporary job. Temporary work accounted for 12.5% of paid employment, a slight decrease from its peak of 13.2% in 2005.

After growing rapidly from 1997 to 2005, the temporary employment rate slowed in 2006. The number of temporary jobs declined a year before the downturn in total employment.

On average, these temporary jobs pay lower wages and provide fewer benefits than permanent positions. In addition, they are non-unionized and part time more often. Although temporary jobs are typically viewed as a uniform group, trends in temporary employment as well as their underlying issues vary widely depending on the type of job.

In 2009, contract positions accounted for just over one-half (52%) of temporary jobs, representing nearly 1 million workers. The other half was equally composed of seasonal and casual workers.

Since 1997, contract jobs have grown at a faster pace than other types of temporary employment. Contract jobs increased by more than 3% between 2005 and 2009, despite the overall employment downturn in 2008.

Professionals make up a large proportion of contract employees. On average, contract workers are more educated and slightly younger than permanent workers. Contract jobs are concentrated in health, education and public administration, industries that were relatively untouched by the recent economic slowdown.

From 2005 to 2009, seasonal employment fell by more than 3%. The number of seasonal jobs fell in traditionally seasonal industries like fishing and forestry, as well as in manufacturing and accommodation and food services.

In 2009, construction remained the top industry for seasonal employment, followed by information and cultural industries and the primary sector.

Casual jobs are those whose hours vary according to the demands of the employer. They are found mainly in retail and wholesale trade, education, health care, and the accommodation and food services industries.

Casual employment fell by more than 10% between 2005 and 2009, with losses affecting most sectors. Nearly one-half (47%) of casual workers were under 25 years of age, and one-quarter of them were students.

The hourly wage gap between temporary and permanent positions varied from 14% for contract jobs to nearly 34% for seasonal and casual positions. This gap remained constant both in periods of growth and slowdown.

Part of the gap was due to the relative youth of temporary workers, in general, and lower average education levels of seasonal and casual workers. After adjusting for such differences, the gap was much smaller. It ranged from 5% to 21%, depending on sex and the type of temporary job.

Characteristics such as unionization, work patterns and company size explained another portion of the gap. After these factors were taken into account, the gap for casual workers was nearly the same as the gap for all other temporary workers.

Temporary workers also work fewer hours, on average, which increases the weekly earnings gap with permanent employees.

Note: The article "Temporary employment in the downturn" is based on the Labour Force Survey. It examines temporary employment, its main components (seasonal, contract and casual jobs) and how they performed during the most recent employment slowdown. A brief profile of workers in temporary jobs is also provided, as well as characteristics of their jobs. Finally, the earnings gap between temporary and permanent positions is examined.

Monthly employment earnings for September more than 4% better than last year's

StatsCan released their monthly earning charts today and announced that earnings have risen 4.3% from last September. This is the second month that wages rose by more than 4% and proves to be yet another great sign of economic rebound in Canada. To put this in contrast, the year over year different for the better part of 2009 was -2%!

Average weekly earning grew to $864.13.

This leap not only indicates employers are paying more these days, it also reflects that employees are working more. The increase in time worked between September '10 and '09 was nearly 1%.

Newfoundland, Ontario, Alberta and Quebec all realized growth above the national average this month.

How about your earnings? Have you seen a raise that's suitable for you? If not, maybe it is time to see all of the jobs across Canada that we are presently filling. Get in touch with us for more information and if you don't see anything appealing, follow us on Twitter to keep plugged into to our current openings.

Here is the article in full from Statistics Canada;

Payroll employment, earnings and hours

Between September 2009 and September 2010, average weekly earnings of non-farm payroll employees rose 4.3% to $864.13. This was the second consecutive month with year-over-year growth over 4.0%.

Some of the weekly earnings growth is attributable to an increase in the number of hours worked per week between September 2009 and September of 2010 (+0.9%). The remainder of the increase reflects a number of other factors, including changes in the composition of employment by industry, changes in occupations within industry, job experience, as well as wage growth.

The pace of growth in earnings has been increasing in recent months. September marked the sixth consecutive month in which the year-over-year increase surpassed 3.0%. In contrast, year-over-year growth was below 2.0% for most of 2009.

Average weekly earnings increased in most provinces from September 2009 to September 2010. Growth was above the national average in Newfoundland and Labrador, Ontario, Alberta and Quebec.

Note to readers

The Survey of Employment, Payrolls and Hours (SEPH) is a business census of non-farm payroll employees. Its key objective is to provide a monthly portrait of the level of earnings, the number of jobs and hours worked by detailed industry at the national, provincial and territorial level.

Statistics Canada also produces employment estimates from its monthly Labour Force Survey (LFS). The LFS is a household survey whose main objective is to divide the working-age population into three mutually exclusive classifications — the employed (including the self-employed), unemployed and not in the labour force. This survey is the official source for the unemployment rate and collects data on the socio-demographic characteristics of all those in the labour market.

As a result of these conceptual and methodological differences, estimates of changes from SEPH and LFS do differ from time to time. However, the trends in the data are quite similar.

Unless otherwise stated, this release presents seasonally adjusted data, which facilitates comparisons by removing the effects of seasonal variations.

All earnings data include overtime pay and exclude businesses which could not be classified to a North American Industrial Classification System code.

Average weekly earnings are derived by dividing total weekly earnings by the number of employees.

Changes in average earnings can be influenced by a number of factors. Changes in the level of earnings, the number of payroll employees, and the number of hours worked can have an impact. Other factors could include compositional changes over time, such as changes in the proportions of full-time and part-time work; proportions of casual, senior and junior employees; the occupational distribution within and across industries; and in the distribution of employment between industries. Such effects may apply differently within different provinces and territories, and over time.

Because earnings can be influenced by any number of these factors, it is sometimes the case where earnings are moving in one direction and payroll employment is going the opposite direction (either at the aggregate level, by sector or industry).

Year-over-year growth was slowest in Manitoba and Prince Edward Island, while earnings declined slightly in New Brunswick.

Average weekly earnings by industry

Among Canada's largest industrial sectors, growth in average weekly earnings from September 2009 to September 2010 was above the national average of 4.3% in wholesale trade; accommodation and food services; administrative and support services; educational services; and professional, scientific and technical services. The slowest growth in earnings occurred in retail trade.

In the wholesale trade sector, average weekly earnings have been steadily increasing, reaching $1,031.92 in September. This was an 8.9% increase from September 2009, when earnings hit the most recent low.

Among the larger wholesale industries, the growth in earnings during this one-year period was strongest in computer and communications equipment and supplies (+15.2%); construction, forestry, mining, and industrial machinery, equipment and supplies (+13.3%); and food wholesalers (+13.2%).

Non-farm payroll employment by industry

In September, non-farm payroll employment edged up 0.1% (+14,100) from August, following a similar percentage increase the month before. Since September 2009, the number of payroll employees has increased by 1.6% (+236,200).

In the mining, quarrying and oil and gas extraction sector, the number of workers on payroll rose by 1.7% (+3,200) in September, the eighth consecutive monthly increase. Most of September's increase came from mining for oil and gas. Since September 2009, payroll employment in this sector has increased by 11.6% (+20,000). Payroll jobs rose in all industries in this sector during the year, led by support activities for mining and oil and gas extraction (+12,800).

In public administration, payroll employment increased by 0.7% (+7,500) in September, with gains in the federal, provincial and municipal administration. Despite the increase, payroll jobs in public administration remained 0.2% below the level in September 2009.

The number of jobs in health care and social assistance increased by 0.4% (+5,900) from August. The gains were mainly in individual and family services and general medical and surgical hospitals. Since September 2009, payroll employment in this sector has increased by 2.7% (+43,200), making it one of the top contributors to total growth over the year.

In manufacturing, payroll jobs increased by 0.4% in September (+5,600), following declines in the previous two months. Most of September's gains were in seafood product preparation and packaging; motor vehicle; and motor vehicle parts manufacturing. Since September 2009, total factory jobs have risen by 0.7% (+10,900), with most of the increases in early 2010.

In the construction sector, payroll employment has changed little since April of this year. However, compared with September 2009, jobs in this sector have risen by 3.2% (+25,600).

Hours worked and average hours worked by hourly and salaried employees

Total hours worked by hourly and salaried employees were down by 0.3% in September, the second consecutive monthly decline. Despite these decreases, total hours were up 2.1% over the past 12 months.

Average weekly hours worked by hourly and salaried employees amounted to 32.9 hours in September. This was unchanged from the previous month but up from 32.6 hours in September 2009.

Available on CANSIM: tables 281-0023 to 281-0039 and 281-0041 to 281-0046.

Definitions, data sources and methods: survey number 2612.

Detailed industry data, data by size of enterprise based on employment, and other labour market indicators will be available soon in the monthly publication Employment, Earnings and Hours (72-002-X, free).

Data on payroll employment, earnings and hours for October will be released on December 23.

For more information, or to order data, contact Client Services (toll-free 1-866-873-8788; 613-951-4090; labour@statcan.gc.ca). To enquire about revisions, concepts, methods or data quality of this release, contact Jeannine Usalcas (613-951-4720), Labour Statistics Division.