Demographic Workforce Analysis of the Federal Real Property Community Real Property Institute of Canada November 16, 2011 National Workshop
Demographic Workforce Analysis of theFederal Real Property Community
Real Property Institute of CanadaNovember 16, 2011National Workshop
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Demographic Workforce Analysis (Real
Property)
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Beyond Bricks and Mortar
Historically the federal real property community has had boththe competency and the capacity to deliver our mandates
Today we face growing challenges to maintain our capacity todeliver these real property mandates as many of ourboomers head for retirement
As we continue our gradual process of leveraging privatesector expertise to assist us in delivering our mandates,we have introduced new competency requirements intothe real property community
What can we do to ensure that the real property communityhas enough capacity and the right competencies as wecontinue to deliver our mandates?
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Demographic Workforce Analysis
Led by TBS’ Communities Management Office onbehalf of Federal Real Property (RP) community
• Phase 1– Which positions make up the federal RP community?
• Phase 2– What can we learn about the people who fill these
positions?• Close-out
– Final results and approach will be shared withdepartments and agencies
– (Schedule I and IV, FAA)
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TimelinesM
OU
Sta
ts C
an
’10 Dec March June Sept ’11 Dec March
Met
hodo
logy
Phase 1- Pilot DepartmentConsultation and Feedback
Endorsement of process bygoverning bodies
RPIC Sneak Peek
Fina
l Rep
ort
On-going dialogue withReal property community
Phase 2 - Statistics Canada’svalue added analysis
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Phase 1 – Building the Frame
“Which positions make up the federal RPcommunity?”– Use of Position Classification Information
System (PCIS) based on March 2010 data
Methodology Used• Mapped the thought process involved to
determine if any one of the positions in PCIS isassociated with the RP community?– “Certainty of” and “total number of” flags– Pilot Departments
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Phase 1 - What we found in PCIS(’10)
Not all encumberedActive RP positions16,000*
use for historicaltracking only
Deleted RP positions5,000
(*99% from 12 occupational groups)
Not RP positions
Characteristics
removed from study 3,000
Action# positions
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Phase 1 - Occupational Groups
142DDDrafting and Illustration GroupDD309GTGeneral Technical GroupGT335ECEconomics and Social Science Services GroupEC340ARArchitecture and Town Planning GroupAR506CRClerical and Regulatory GroupCR664FRFirefighters GroupFR667HP
Heating, Power and Stationary Plant OperationGroupHP
971PCPhysical Sciences GroupPC1572ENEngineering and Land Survey GroupEN2250EGEngineering and Scientific Support GroupEG3039ASAdministrative Services GroupAS4916GLGeneral LabourGL
CountAcronymFull DescriptionAcronym
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Phase 1 - Now what?
Do we want a study of all ASpositions?– Would it help if you had data on the people
that fill the 3000 AS positions within the RPcommunity?
• How would you leverage this information?
Could we study a sub-set of anOccupational Group?– What role or function do those in AS positions
carry out?• How would you leverage this information?
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Phase 1 – Sub-sets of AS positions
Easier to leverage demographic informationfor those AS positions that perform asimilar function (Community of Practice)– These groupings are not to be found in any
known database… (not even NOC Codes)• Property and Facility Management• Project Management• RP-Support• Etc.
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Phase 1 - What work does an AS do in RP?
3039Grand Total (***positions not people***)
43Other (Geomatics, Environment, etc.)
173Project Management
274Portfolio, Program and Policy Management
304Real Estate Services (for example, Appraisal)
419Accommodation Management
719RP-Support
1122Property and Facility Management
TotalAreas of Work (“Functions”)
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Phase 1 – Requirement for “Definitions”
For each Real Property Function– Predominant occupational groups
• EG, AR, AS, ENG, GL, etc.
– Typical traits of work done and other factors
– Most common position titles
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Phase 1 - Other Occupational Groups?
There are 11 other occupational groups thatmake up the 16,000 positions within thefederal RP community– In sorting through the AS positions we found
similar titles in other occupational groups
– Now if we could sort all 16,000 positions by“function”, there would be advantages…
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Phase 1 - Functional Grouping Totals
15940Grand Total (*** Positions not people ***)
440Accommodation Management Services
479Real Estate Services
483Geomatics
542Portfolio, Program and Policy Management
664Fire Protection Services
667Heating Plant
1153RP-Support
1218Environment
1609Project Management Services
1702Architecture and Engineering Services
1927Property and Facility Management Services
5056General Labour and Trades (GL & GT)
TotalFunctional Grouping
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Phase 1 – Occupational Group Challenge
A typical demographic analysis– Finance (FI), Human Resource (PE), Procurement
(PG)Need a method to unify 12 Occupational Groups for this
study– Average age of those in entry level or EX (-1) positions– Years of experience by level– Etc.
GLEIM00GLPCF00GLELE06HP 01
GT 06ENENG01GLMOC04GLELE05GT 01
PG 04GT 05PL 03GLWOW00GLMOC03GLELE04DD 02
PC 02FR 05ENSUR02GLSMW00GLMDO05GLELE03CR 04
HP 08FR 04ENENG03GLPIP00GLMDO04GLELE02CR 03
HP 07FR 03EG 06GLPCF00GLMAN03GLELE01CR 02
RP-4RP-1
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Phase 1 – Summary
…our original question, “Which positions make upthe federal RP community?”– Thanks to the pilot departments, our
methodology, expert help from StatisticsCanada, and the sorting of positions throughthe use of Real Property functions we believethat the Demographic Workforce Analysis iswell positioned heading into Phase 2.
Questions before we discuss Phase 2 of thisproject?
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Appendix A - Property and Facility ManagementServices
– Make-up• 93% from AS and EG occupational group
– Typical Traits• Includes Asset Management• Job Titles predominant driver for inclusion
– Position titles• Head, Mechanical & Vertical Transportation Services• Facilities Information Technician• Asset and Facility Management - Program Officer
– Property/Facility Managers and their staff carry out thedaily functions required to keep a building in operation.Collection of requested tenant service work andmanaging the resulting work falls into this function aswell.
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Appendix A - Project Management Services
– Make-up• 95% from EN, EG, AR, AS occupational groups
– Typical Traits• Likely to have “project” in position title
– Position titles• Senior Project Leader• Senior Project Manager• Project Support Technician
– Dedicated positions to work on projects of one type oranother. Can be planning portion of a project ordelivery of a project – or both! Can be a dedicatedprofessional who works on projects, but does not leadprojects.
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Appendix A - Portfolio, Program and PolicyManagement
– Make-up• 90% of function from AS, EC, EX
– Typical Traits• 75% in PWGSC-RPB• There are likely more positions in this function than have been
identified (more consultation required)– Position titles
• Policy Analyst,• Investment Analyst,• Portfolio Manager,• Asset Manager
– Typically associated with HQ function or oversightfunction of managing a portfolio of assets. Write orinterpret policy to guide direction of a portfolio.Allocate resources to ensure stewardship of portfolio
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Appendix A - Architecture and Engineering Services
– Make-up• 91% from AR, DD, EG and EN occupational group
– Typical Traits• 66% in PWGSC and DND• Support of existing assets• Service providing in nature
– Participate in projects to build/modify assets– Maintain systems within assets
– Position titles• Operations Engineer,• Draftsperson,• Engineering Technologist
– Can be experts in a specific professional field and arenot leading projects. May be required to approve thework done by private sector.