Waterloo Wellington Training and Adjustment Board
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
by Larry Smith Essential Economics Corporation January 2008
The Trends, Opportunities and Priorities (TOP) labour market planning consultations for the communities of Waterloo Region and Wellington County are facilitated by the Waterloo Wellington Training and Adjustment Board (WWTAB). During these consultations, one of the priority issues identified has been the need for more in-depth information on future human resource requirements in the health care sector. WWTAB applied for and received funding from Citizenship and Immigration Canada and the Ontario Ministry of Citizenship and Immigration to conduct this research. We gratefully acknowledge their support of this project.
Waterloo Wellington Training and Adjustment Board
Table of Contents 2
List of Tables
2
Acknowledgements
3
Executive Summary
4
1.0 Mandate of the Work
6
2.0 Methodology
7
3.0 Employer Survey 8
4.0
Demographics of the Healthcare Occupations in 2001
10
4.1
Estimated Retirement Load Based on 2001 Census
13
5.0
Demographics of the Healthcare Occupations in 2007
13
5.1
Aging Labour Force
16
5.2
Estimated Retirement Load Based on 2007 Employer Surveys
21
6.0 Growth Component of Healthcare Occupations
22
6.1 Estimated Effect on Employment Levels of the Rising Demand for Healthcare Services
23
7.0 Estimated Number of New Entrants Needed
23
7.1 Estimated Number of New Entrants, 2008 to 2012
24
7.2 Estimated Number of New Entrants, 2013 to 2017
25
Technical Note 1: The Representativeness of the Survey
25
Technical Note 2: Estimating Retirement Load from 2001 Census
26
Technical Note 3: Estimating Retirement Load from 2007 Employer Survey
26
Technical Note 4: Estimating the Growth Component for Healthcare Workers
27
Appendix A: Hospital Survey Form
32
Appendix B: Selected Healthcare Occupations Numbers by Age, Waterloo Wellington 2001
33
Appendix C: Age Distribution/2007 Employer Survey, Percent of Total
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
1
List of Tables 5
Table 1: Selected Healthcare Occupations
7
Table 2: Survey Details of Employers of Healthcare Workers, 2007
9
Table 3: Selected Healthcare Occupations, Percent of Total, Waterloo Wellington 2001
11
Table 4: Estimated Number of Retirements, Number and Percent of Total, Waterloo Wellington, 2001 to 2006, 2007 to 2012, 2013 to 2017
12
Table 5: Healthcare Occupations, Susceptible to Future Shortages, (Based on Retirement Load), Waterloo Wellington
14
Table 6: Comparison of Demographic Profile, Workers Aged 60 and Over, Waterloo Wellington, 2001 to 2007
15
Table 7: Comparison of Demographic Profile, Workers Aged 50 to 59, Waterloo Wellington, 2001 to 2007
17
Table 8: Estimated Number of Retirements (2001 Census and 2007 Employer Survey), Waterloo Wellington, 2008 to 2012
18
Table 9: Estimated Number of Retirements (2001 Census and 2007 Employer Survey), Waterloo Wellington, 2013 to 2017
19
Table 10: Estimated Number of Retirements (2007 Employer Survey) Percent of Total, Waterloo Wellington, 2008 to 2012
20
Table 11: Estimated Number of Retirements (2007 Employer Survey), Percent of Total, Waterloo Wellington, 2013 to 2017
22
Table 12: Estimated Increase in Net Employment, Number of Persons, Waterloo Wellington, 2008 to 2012, 2013 to 2017
23
Table 13: Estimated Number of New Entrants Needed, Waterloo Wellington 2008 to 2012
24
Table 14: Estimated Number of New Entrants Needed, Waterloo Wellington 2013 to 2017
Acknowledgements Essential Economics expresses its appreciation for the generous response of healthcare providers in Waterloo Wellington who provided feedback on their present employees and anticipated workload demands. Particular gratitude is extended to Cambridge Memorial Hospital, Grand River Hospital, Guelph General Hospital, and St. Mary’s General Hospital.
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Waterloo Wellington Training and Adjustment Board
Executive Summary The Waterloo Wellington Training and Adjustment Board (WWTAB) asked Larry Smith of Essential Economics Corporation to conduct a research study to determine the projected demand for selected healthcare occupations in the local area (Waterloo Region and Wellington County) for the period from 2008 to 2017.
In the period 2013 to 2017, at least another 2,845 workers will be required, an increase of 50 percent from the previous period. The number of retirees that need to be replaced increased 292 percent. At least another 1,421 new nurses and 701 more personal support workers will be needed. Details for each of the 16 occupations are presented in Tables 13 and 14.
The study drew on three sources of information: the Ministry of Training, Colleges and Universities (MTCU)/ This rapid increase in the required number of healthcare Statistics Canada custom tabulation for workers will challenge the labour Ontario Local Training and Adjustment market. This is especially the case since Boards, other Statistics Canada data and each of these estimates is almost there is considerable evidence that the results of a survey of healthcare certainly the minimum expected employers in Waterloo Region and requirement. The methodology adopted healthcare professionals are retiring Wellington County. a conservative approach in order to before age 65. avoid exaggerating the problem. For It should be noted that this study does example, the estimates do not include not replace the employers’ obligation to the effect of healthcare professionals conduct their own analysis of labour leaving or retiring at an earlier age or the demand arising market conditions, taking into account the unique aspects from new healthcare procedures or services. of their situations. The observations of this work should, of course, contribute to that individual analysis. The study concluded, that with respect to the 16 occupations that the data allowed to be studied in detail, at least 1,893 new workers will be required to replace retirees and accommodate the growth in population for the period 2008 to 2012. Of that total, 907 workers will be needed for the nursing profession. Personal support workers will require at least 511 entrants. This assumes that the ratio of healthcare workers remains approximately the same.
Indeed, there is considerable evidence that healthcare professionals are retiring before age 65. This would undoubtedly add to the requirements. Most of these estimates might therefore be exceeded and severely tax the availability of workers. The data also suggests that the greatest problem arises in the period 2013 to 2017. The less challenging environment of 2008 to 2012 represents the last opportunity to prepare for the rapidly rising demand of the later period. Given the challenges involved in meeting the demand for healthcare workers, employers, trainers and educators should use the data contained in this report as planning scenarios to enable them to conduct their own analysis and anticipate the changes particularly relevant to them.
The less challenging environment of 2008 to 2012 represents the last opportunity to prepare for the rapidly rising demand of the later period.
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
3
1.0 Mandate of the Work The Waterloo Wellington Training and Adjustment Board (WWTAB) asked Larry Smith of Essential Economics Corporation to conduct a research study to determine the projected demand for selected healthcare occupations in the local area (Waterloo Region and Wellington County) for the period from 2008 to 2017. There is a significant and well identified need for more healthcare professionals in the future. This need is rightly expected to increase both because of the retirement of current employees and because an aging population naturally adds to the relative demand for healthcare. This is in addition to the ever increasing array of treatment options which also add to the relative demand for healthcare.
Many physicians are self-employed and this circumstance above affects the analytic framework. Finally, the demand and supply of the above noted professions are often determined by public policy initiatives with a geographic focus beyond any specific local jurisdiction.
However, there is a considerable information gap with This study first focused respect to the future demand for specific occupations. on 20 healthcare Research already conducted by WWTAB has determined occupations as defined by Statistics Canada. In addition, that in other categories of occupations, there can be great the increasing important occupation of nurse practitioner variation with respect to which exact was added separately. These occupations may be in high demand and occupations are listed in Table 1. those for which the demand for workers After initial analysis, it was determined there can be great variation with respect to will be more constrained. Information that a reliable and complete estimate of which exact occupations may be in high from the study would allow employers, future needs could not be provided for educators and those promoting the sector five of the occupations in Table 1. demand and those for which the demand to focus on the most pressing needs to The study drew on three sources of for workers will be more constrained ensure that skilled applicants will be information: the Ministry of Training, available when required. Colleges and Universities The research will not consider the demand (MTCU)/Statistics Canada custom for physicians, dentists, pharmacists or psychologists. The tabulation for Ontario training and adjustment boards, length of training required, degree of education, differences other Statistics Canada data and the results of a survey of between generalists and specialists, array of specializations healthcare employers in Waterloo Region and Wellington and the requirements of licensing and certification County. The detailed methodology is discussed below. represent a unique set of factors that would require an elaborate methodology different from that for most other healthcare professions.
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Waterloo Wellington Training and Adjustment Board
While every effort is made to ensure accuracy and precision, a study such as this can only be an approximation. Some aspects of skill shortages, for example those involving specialized experience, may not be captured by available data. In addition, some of the occupations under study may be difficult to evaluate given other data constraints. It should be noted that this study does not replace the employers’ obligation to conduct their own analysis of labour market conditions, taking into account unique aspects of their situations. The observations of this work should, of course, contribute to that individual analysis. In effect, this report provides benchmarks from which other analyses may choose to proceed.
Table 1: Selected Healthcare Occupations NOC
Occupation
3132
Dietitians and nutritionists
3141
Audiologists and speech-language pathologists
3142
Physiotherapists
3143
Occupational therapists
3144
Other professional occupations in therapy and assessment
3151
Head nurses and supervisors
3152
Registered nurses
3211
Medical laboratory technologists and pathologists’ assistants
3212
Medical laboratory technicians
3214
Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists
3215
Medical radiation technologists
3216
Medical sonographers
3217
Cardiology technologists
3218
Electroencephalographic and other diagnostic technologists, n.e.c.
3219
Other medical technologists and technicians (except dental health)
3233
Licensed practical nurses
3234
Ambulance attendants and other paramedical occupations
3235
Other technical occupations in therapy and assessment
3413
Nurse aides, orderlies and patient service associates
3414
Other assisting occupations in support of health services
na
Nurse practitioners
na: Not available
Source: Statistics Canada
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
5
2.0 Methodology Any 10-year projection into the future is inevitably accompanied by some element of uncertainty. The goal of this work is to project the demands for the selected healthcare occupations by using a methodology explicitly intended to reduce the uncertainty as much as the data allows. Since the availability of healthcare professionals can directly affect the well being of the community, producing a high quality estimate of future needs is essential. It may be the case that a particular occupation cannot be reliably estimated from the available data; such instances will be explicitly noted. The second element represents workers who will be hired The future demand for an occupation is made up of two in the future, not to replace those who are retiring, but to separate elements. First, over the time periods indicated, address the growing demand for healthcare services. The those workers who retire need to be replaced. This growth-demand component of total demand for an constitutes the retirement-replacement occupation will be estimated from (retirement load) component of the employer survey data and local future demand for an occupation. The demographic data for 2001 and 2006. retirement load will be estimated by The future demand for an occupation is Where possible, each estimate will use using the MTCU data for 2001, and made up of two separate elements. separate sources of data to ensure alternatively from employer responses accuracy. In addition, a series of for 2007. (While the 2006 Census First, those workers who retire need operational assumptions are required information on population is available, to be replaced. for both retirement load and growth information on occupations will not be demand. These are specified in the ready until March 2008). relevant sections below. To be as comprehensive as possible, the study considered as many employers of healthcare workers as possible whether public or private, large or small.
The second element represents workers... to address the growing demand for healthcare services.
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Waterloo Wellington Training and Adjustment Board
3.0 Employer Survey In order to produce a comprehensive estimate of the demand for selected healthcare workers, local employers of healthcare professionals were asked to complete a survey describing their present employment by occupation, including demographic information for summer 2007. They were also asked to describe the present number of patients/residents/clients and their demographic breakdown and to anticipate the future demand for their services. Cambridge Memorial Hospital, Grand River Hospital, Guelph General Hospital and St. Mary’s General Hospital participated, as well as the ambulance services of both Waterloo Region and Wellington County. The survey was also sent to long-term care facilities and retirement homes, community healthcare clinics, walk-inclinics, placement services, diagnostic and imaging services, and physiotherapists/occupational and sports therapists. For-profit and public/non-profit facilities were surveyed. A simple, short survey format was selected to maximize the response rate. Each group of employers received a survey modified to refer only to relevant job titles.
The survey asked about the number and demographic characteristics of the service users (patients, residents, and clients), anticipated change in demand by users and the number and demographic characteristics of the workers. The hospital survey is attached in Appendix A. The representativeness of the responses is discussed in Technical Note 1. Table 2 summarizes the response rate.
Table 2: Survey Details of Employers of Healthcare Workers - 2007 Number of Surveys Sent
Number Returned
Response Rate as Percent of Total
Hospitals
4
4
100
Ambulance Services
2
2
100
Long-term care facilities
35
24
68.6
Retirement Homes
26
10
38.5
Healthcare Clinics
14
9
64.3
Placement Services
17
8
47.0
Diagnostic/Imaging Services
25
4
16.0
Physiotherapists/Occupational/Sport Therapists
75
21
28.0
Employer Category
Source: WWTAB Healthcare Employer Survey (2007)
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
7
4.0 Demographics of the Healthcare Occupations in 2001 The detailed demographic profile of healthcare occupations, provided by the Ministry of Training, Colleges and Universities, provides the background benchmark data for employers’ responses and other information. As well, the detailed profile drawn from the 2001 Census for Waterloo Wellington offers a variety of valuable insights on its own. The demographic profile for 2001 clearly indicates that the selected healthcare occupations can be classified broadly into three categories. The nursing-related occupations represent almost one-half of the persons in the selected healthcare occupations. Head nurses (3151), registered nurses (3152) and licensed practical nurses (3233) represent 48.3 percent of the workers in the selected occupations. The third broad category is made up of The second category is comprised of healthcare specialists covering a wide nurse aides, orderlies and patient service range of technologies and expertise. associates (3413) and other assisting The nursing-related occupations represent While each specialized occupation occupations in support of the health employs a relatively small number of almost one-half of the persons in the services (3414). However, it should be persons, each provides an noted that nurse aides and orderlies are selected healthcare occupations. indispensable element of care. titles that are being phased out. Personal Together, these 15 occupations support workers/universal support represent 25.1 percent of the workers workers appear in 3414. Taken together, in the selected occupations. support workers represent 26.5 percent of the total. These three categories represent occupations of significantly different characteristics with respect to education, training, nature and conditions of work and employment. The analytic framework must recognize these differences. For example, the nursing category is most vulnerable to shortages because of the large numbers needed, the rigours of the training, the stress of the work and the need for 24-hour staffing. On the other hand, a shortage of even a small number of persons in a particular technical specialization can potentially disrupt the delivery of essential healthcare.
the nursing category is most vulnerable to shortages because of the large numbers needed
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Waterloo Wellington Training and Adjustment Board
Since cardiology technologists (3217) and electroencephalographic technologists (3218) represent so small a number, it was not feasible to analyse these occupations further. They are excluded from the subsequent study. Details are presented in Table 3.
a shortage of even a small number of persons in a particular technical specialization can potentially disrupt the delivery of essential healthcare
Table 3: Selected Healthcare Occupations
Percent of Total Waterloo Wellington - 2001 Number Employed
Percent of Total Employed1
Dietitians and nutritionists
170
1.7
3141
Audiologists and speech-language pathologists
110
1.1
3142
Physiotherapists
380
3.8
3143
Occupational therapists
135
1.3
3144
Other professional occupations in therapy and assessment
80
0.8
3151
Head nurses and supervisors
85
0.8
3152
Registered nurses
4,050
40.3
3211
Medical laboratory technologists and pathologists’ assistants
300
3.0
3212
Medical laboratory technicians
295
2.9
3214
Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists
85
0.8
3215
Medical radiation technologists
205
2.0
3216
Medical sonographers
70
0.7
3217
Cardiology technologists
10
0.1
3218
Electroencephalographic and other diagnostic technologists, n.e.c.
10
0.1
3219
Other medical technologists and technicians (except dental health)
55
0.5
3233
Licensed practical nurses
715
7.1
3234
Ambulance attendants and other paramedical occupations
185
1.8
3235
Other technical occupations in therapy and assessment
435
4.3
3413
Nurse aides, orderlies and patient service associates
1,915
19.1
3414
Other assisting occupations in support of health services
750
7.4
10,040
100.0
NOC
Occupation
3132
1: May not sum because of rounding Source: MTCU/Statistics Canada Database
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
9
4.1 Estimated Retirement Load Based on the 2001 Census As a first estimation, the retirement load for each occupation (number of persons who retire in the time frame under consideration, each of whom must presumably be replaced) can be calculated from the demographic information from the 2001 Census. This assumes that everyone works until age 65 and that everyone retires at that age. This does not take into account either new entrants to the labour force or the effect of net migration. While this is far from a complete answer, it does provide both a starting point and a reference base. By itself, this data can indicate which occupation faces a potentially high retirement burden and therefore might be most susceptible to a serious shortage. The estimation technique is discussed in Technical Note 2. A full breakdown by age and by occupation is found in Appendix B. Looking at retirements that have already occurred, that is from 2001 to 2007, most occupations accommodated an inferred loss of workers that varied between 3.0 and 6.0 percent of those employed in 2001. Generally speaking, this would not reflect a “heavy� retirement load over six years. Taken overall, 4.5 percent of those working in 2001 would likely have retired, no later than 2007.
the retention of staff, not the challenge of age-related retirement. These are two separate issues inviting different responses.
Looking forward to the 2008 to 2012 period, the total retirement load If in actual fact, employers in this time Within the large nursing category, naturally rises as the pool of workers registered nurses (3152) lost 4.7 percent period faced heavier rates of retirement, age, in the absence of new entrants and of its workers and practical nurses effects of migration, from 4.5 to 7.7 the problem is the retention of staff, not (3233) lost 1.4 percent. However, head percent. However, the age profile of the nurses and supervisors (3151) faced a the challenge of age-related retirement. 2001 workers produced sharply relatively high loss of 14.1 percent. different loads among the 20 Statistics Note, however, that the relatively Canada occupations. While audiologists moderate retirement load of nurses in and speech language pathologists (3141) lose only 1.8 the 2001 to 2007 period assumes that nurses left at 65 percent of its workers and ambulance paramedics (3234) years of age. If in actual fact, employers in this time only 2.2 percent and medical laboratory technologists period faced heavier rates of retirement, the problem is (3211) lose 11.0 percent of its 2001 workers. Moreover, all three nursing occupations already have a retirement load higher than the overall rate.
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Waterloo Wellington Training and Adjustment Board
Looking forward to the 2013 to 2017 period, the retirement load rises again, from 7.7 percent to 13.1 percent. Again, there is great variation among the occupations. While head nurses (3151) lose no workers and dieticians (3132) lose only another 4.1 percent, registered nurses (3152) lose 16.6 percent and medical radiation technologists (3215) lose 19.0 percent of its workers. Details are presented in Table 4.
Table 4: Estimated Number of Retirements (Census 2001)
Number and Percent of Total1 Waterloo Wellington • 2001 to 2007, 2008 to 2012, 2013 to 2017 NOC
Occupation
20012007
Percent of total
20082012
Percent of total
20132017
Percent of total
3132
Dietitians and nutritionists
2
1.2
8
4.7
7
4.1
3141
Audiologists and speech-language pathologists
0
0
2
1.8
8
7.3
3142
Physiotherapists
30
6.6
25
6.6
31
8.2
3143
Occupational therapists
0
0
2
1.5
8
5.9
3144
Other professional occupations in therapy and assessment
2
2.5
8
10.0
0
0
3151
Head nurses and supervisors
12
14.1
8
9.4
0
0
3152
Registered nurses
192
4.7
396
9.8
671
16.6
3211
Medical laboratory technologists and pathologists’ assistants
15
5.0
33
11.0
61
20.3
3212
Medical laboratory technicians
14
4.7
21
7.1
28
9.5
3214
Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists
0
0
2
2.3
13
15.3
3215
Medical radiation technologists
10
4.9
9
4.4
39
19.0
3216
Medical sonographers
0
0
3
4.3
12
17.1
3219
Other medical technologists and technicians (except dental health)
0
0
0
0
2
3.6
3233
Licensed practical nurses
10
1.4
57
8.0
101
14.1
3234
Ambulance attendants and other paramedical occupations
0
0
4
2.2
18
9.7
3235
Other technical occupations in therapy and assessment
25
3.4
25
5.7
28
6.4
3413
Nurse aides, orderlies and patient service associates
105
5.5
138
7.2
208
10.9
3414
Other assisting occupations in support of health services
25
3.3
31
4.1
64
8.5
452
4.5
776
7.7
1,319
13.1
Total 1: Total in 2001 Source: Derived from MTCU/Statistics Canada Database
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
11
Table 5 presents a listing of occupations that, based on this data alone, may be most susceptible to shortages based on their retirement loads (defined as a It should also be emphasized that these retirement load higher that the overall average load) over both time periods. estimates are almost certainly lower than Registered nurses, practical nurses, what did or will occur, if only because medical laboratory technologists and pathologists’ assistants are listed as some will assuredly retire before age 65. susceptible in both time periods. As is the case with other occupational sectors, it is clear that staffing needs can vary dramatically from one specific occupation to the other. Additional insights into other professional occupations in therapy (3144), other medical technologists and technicians (3219) and other technical occupations in therapy cannot be provided because of limitations in the data. It should also be emphasized that these estimates are almost certainly lower than what did or will occur, if only because some will assuredly retire before age 65. In other words, the figures in Tables 4 and 5 represent the minimum number of retirements that can be anticipated.
Table 5: Healthcare Occupations
Susceptible to Future Shortages (Based on Retirement Load)1 Waterloo Wellington 2008 to 2012 Retirement load
NOC
Occupation
3217
Cardiology technologists
20.0
3211
Medical laboratory technologists & pathologists’ assist.
11.0
3152
Registered nurses
9.8
3151
Head nurses and supervisors
9.4
3233
Licensed practical nurses
8.0
Average
7.7
2013 to 2017 Retirement load
NOC
Occupation
3211
Medical laboratory technologists & pathologists’ assist.
20.3
3215
Medical radiation technologists
19.0
3216
Medical sonographers
17.1
3152
Registered nurses
16.6
3214
Resp therap, clinical perfusionsists, and cardiopulmonary technol.
15.3
3233
Licensed practical nurses
14.1
Average
13.1
1: Defined as a retirement load higher than the overall average load Source: Derived from MTCU/Statistics Canada Database
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Waterloo Wellington Training and Adjustment Board
5.0 Demographics of the Healthcare Occupations in 2007 (Employer Survey) Demographic considerations exert a powerful influence on the healthcare sector, driving much of the demand for healthcare and affecting the supply of healthcare workers. It was for this reason that the Employers Survey asked for the demographic characteristics of both users and workers. This section addresses the demographic effects on workers, in particular with respect to retirements in the forecast period. Section 5.1 documents the degree to which the workforce has aged since 2001. Section 5.2 estimates retirements based on the Employer Survey and compares it to the retirement forecast based on the 2001 Census. Because of limitations in the data, not all of the selected occupations were estimated and some figures were not comparable to the 2001 Census. Section 6 will draw on the users’ demographic data to anticipate change in the demand for healthcare services. The responses from the employers were assessed to be broadly representative, except where noted. See Technical Note 1.
5.1 Aging Labour Force A key issue affecting the supply of healthcare workers is the degree to which the labour force will age over time. With a sufficiently high birthrate and/or net in-migration rate, a local labour force may not age at all. (Indeed, it can on average get younger.) Of course, the more rapidly a labour force ages, the more the retirement burden grows and the availability of labour called into question. Using the 2001 Census as a reference point, the proportion of workers 60 years of age and over, and those 50 to 59 was calculated for both 2001 and for 2007 (based on the Employer Survey). A significant increase in the proportion from 2001 to 2007 suggests a growing retirement burden; a decrease suggests the reverse. Looking at workers 60 years and over, the picture is mixed. For some occupations the proportion has risen, in particular dieticians (3132), registered nurses (3152) and practical nurses (3233). However, the proportion fell for physiotherapists (3142), head nurses (3151) and lab technologists (3211) in hospitals. Nevertheless, the values are within a reasonable range of each other, suggesting that the Employer Survey produced broadly representative answers.
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
13
In other occupations, such as physiotherapists (3142), technologists (3211) and radiation technologists (3215), the proportion fell. In other words, the population of these occupations became younger, rather than older. This could be caused either by the relatively heavy hiring of younger workers or older workers retiring before age 65. In fact, both may have occurred. Details are presented in Table 6.
Table 6: Comparison of Demographic Profile
Workers Aged 60 and Over Waterloo Wellington 2001 to 2007 Proportion of Workers 60 and over NOC
Occupation
3132
2001
2007
Dietitians and nutritionists
0
5.6
5.6
3141
Audiologists and speech-language pathologists
0
01
0
3142
Physiotherapists
6.5
0.5
-6.0
3143
Occupational therapists
0
2.0
2.0
3151
Head nurses and supervisors
11.8
10.1
-1.7
3152
Registered nurses
3.1
4.9
1.8
3211
Medical laboratory technologists and pathologists’ assistants
3.3
1.5
1
-1.8
3212
Medical laboratory technicians
3.4
3.11
-0.3
3214
Respir. therapists, clinical perfusionists, cardio-pulmonary technologists
0
01
0
3215
Medical radiation technologists
4.9
1.81
-3.1
3216
Medical sonographers
0
2.6
1
2.6
3233
Licensed practical nurses
0
4.1
4.1
3234
Ambulance attendants and other paramedical occupations
0
0.3
0.3
3413
Nurse aides, orderlies and patient service associates
4.2
4.1
-0.1
3414
Other assisting occupations in support of health services
2.6
4.5
1.9
na
Nurse practitioners
na
1.8
na
1: Based on hospitals only na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey
14
Percentage Point Change
Waterloo Wellington Training and Adjustment Board
Looking at workers aged 50 to 59 years old, the picture is much clearer. Most occupations show a rising proportion of workers in the age range 50 to 59 compared to 2001. This effect is primarily because of the aging post-war baby boomers. The nursing and support occupations showed very strong increases, especially for head nurses (3152) where an estimated 40.6 percent of workers are aged 50 to 59. The implication is therefore clear. The greater retirement burden will occur in the 2013 to 2017 period and beyond. The period 2008 to 2012 appears to be less challenging and should be seen as the last chance to prepare for the heavier burden of the future.
The implication is therefore clear. The greater retirement burden will occur in the 2013 to 2017 period and beyond. The period 2008 to 2012 appears to be less challenging and should be seen as the last chance to prepare for the heavier burden of the future.
Details are presented in Table 7.
Table 7: Comparison of Demographic Profile
Workers Aged 50 to 59 Waterloo Wellington 2001 to 2007 Proportion of Workers 50 to 59 NOC
Occupation
3132
Percentage Point Change
2001
2007
Dietitians and nutritionists
5.9
18.9
13.0
3141
Audiologists and speech-language pathologists
9.1
1
10.0
0.9
3142
Physiotherapists
13.2
13.3
0.1
3143
Occupational therapists
7.4
12.9
5.5
3151
Head nurses and supervisors
11.8
40.6
28.8
3152
Registered nurses
24.1
28.3
4.5
3211
Medical laboratory technologists and pathologists’ assistants
30.0
34.1
4.1
3212
Medical laboratory technicians
15.3
25.8
10.5
3214
Respir. therapists, clinical perfusionists, cardio-pulmonary technologists
11.8
10.6
-1.2
3215
Medical radiation technologists
22.0
13.6
-8.4
3216
Medical sonographers
21.4
21.41
0
3233
Licensed practical nurses
18.9
25.0
6.1
3234
Ambulance attendants and other paramedical occupations
10.8
8.6
-2.2
3413
Nurse aides, orderlies and patient service associates
16.5
19.9
3.4
3414
Other assisting occupations in support of health services
10.6
18.4
7.8
na
Nurse practitioners
na
17.9
na
1 1 1 1
1: Based on hospitals only na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
15
5.2 Estimated Retirement Load Based on the 2007 Employer Survey Using the Employer Survey data and the assumption that all workers wait to retire at age 65, we can generate an updated estimate of retirements and compare the results to those of 2001 (produced under the same assumption). This comparison can help us understand the degree to which the retirement load may be changing. It was also assumed that, except where noted, the Employer Survey produced representative results that could be generalized to the overall population. (In some cases, data was insufficient to make any estimate at all). See Technical Note 3. Looking at retirements from 2008 to 2012, the heaviest retirement load is borne by the nursing occupations. However, it appears that while the retirement estimate for practical nurses is similar to the estimate from the 2001 Census, the number of estimated retirements for registered nurses is much lower. This may well reflect the fact that registered nurses are often retiring before the age of 65, whereas it does not appear to be the same for practical nurses. Indeed, given the apparent tendency of registered nurses in particular to retire early, the actual demand for registered nurses reported herein is likely to be larger. The estimate for registered nurses should be interpreted in that light. A similar situation may apply to lab technologists and technicians.
16
The Employer Survey results did not appear fully representative for audiologists (3141), lab technologists (3211), lab technicians (3212), radiation technologists (3215) and sonographers (3216). As a result, the data reported in Tables 8 and 9 was inferred from the 2001 Census. See Technical Note 3. Changing occupational definitions and hospital organization make the data for nurse aides/orderlies (3413) and assisting occupations (3414) incomparable between the 2001 Census and the 2007 Employer Survey. Details are presented in Table 8.
Waterloo Wellington Training and Adjustment Board
Table 8: Estimated Number of Retirements
(2001 Census and 2007 Employer Survey) Waterloo Wellington 2008 to 2012 Census 2001
2007 Employer Survey
Number
Number
NOC
Occupation
3132
Dietitians and nutritionists
8
5
3141
Audiologists and speech-language pathologists
2
01
3142
Physiotherapists
25
2
3143
Occupational therapists
2
4
3151
Head nurses and supervisors
8
20
3152
Registered nurses
396
142
3211
Medical laboratory technologists and pathologists’ assistants
33
51
3212
Medical laboratory technicians
21
101
3214
Respir. therapists, clinical perfusionists, cardio-pulmonary technol.
2
02
3215
Medical radiation technologists
9
41
3216
Medical sonographers
3
21
3233
Licensed practical nurses
57
55
3234
Ambulance attendants and other paramedical occupations
4
01
3413
Nurse aides, orderlies and patient service associates
138
153
3414
Other assisting occupations in support of health services
31
983
na
Nurse practitioners
na
1
1: Inferred from the 2001 Census, based on the 2007 Employer Survey 2: Based on hospitals only 3: Not comparable to the 2001 Census na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
17
Looking at retirements from 2013 to 2017, a similar pattern emerges. The number of registered nurses estimated to be retiring is lower than the demographic data in 2001 would have suggested. It appears that a significant part of the 671 registered nurses who would have retired in this time period have already retired. In the case of practical nurses, retirements in this period are higher, as are those for lab technicians.
It appears that a significant part of the 671 registered nurses who would have retired in this time period have already retired.
Details are presented in Table 9.
Table 9: Estimated Number of Retirements
(2001 Census and 2007 Employer Survey) Waterloo Wellington 2013 to 2017 Census 2001
2007 Employer Survey
Number
Number
NOC
Occupation
3132
Dietitians and nutritionists
7
9
3141
Audiologists and speech-language pathologists
8
61
3142
Physiotherapists
31
32
3143
Occupational therapists
8
17
3151
Head nurses and supervisors
0
41
3152
Registered nurses
671
408
3211
Medical laboratory technologists and pathologists’ assistants
61
561
3212
Medical laboratory technicians
28
421
3214
Respir. therapists, clinical perfusionists, cardio-pulmonary technol.
13
62
3215
Medical radiation technologists
39
151
3216
Medical sonographers
12
81
3233
Licensed practical nurses
101
169
3234
Ambulance attendants and other paramedical occupations
18
12
3413
Nurse aides, orderlies and patient service associates
208
283
3414
Other assisting occupations in support of health services
64
2093
na
Nurse practitioners
na
5
1: Inferred from the 2001 Census, based on the 2007 Employer Survey 2: Based on hospitals only 3: Not comparable to the 2001 Census na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey
18
Waterloo Wellington Training and Adjustment Board
In order to provide interpretative context, estimated retirements based on the 2007 Employer Survey can be expressed as a percent of the total employed in 2007. For the period 2008 to 2012, the heaviest burden falls on head nurses (3151) where 10.1 percent of the total is estimated to retire (assuming all work to age 65). The other occupations range from negligible to moderate, with the highest percent among dieticians at 5.6 percent. Details are presented in Table 10.
Table 10: Estimated Number of Retirements (2007 Employer Survey)
Percent of Total Waterloo Wellington 2008 to 2012 NOC
Occupation
Percent of Total
3132
Dietitians and nutritionists
3141
Audiologists and speech-language pathologists
3142
Physiotherapists
0.5
3143
Occupational therapists
2.0
3151
Head nurses and supervisors
10.1
3152
Registered nurses
4.9
3211
Medical laboratory technologists and pathologists’ assistants
1.5
3212
Medical laboratory technicians
3.1
3214
Respir. therapists, clinical perfusionists, cardio-pulmonary technologists
3215
Medical radiation technologists
1.8
3216
Medical sonographers
2.6
3233
Licensed practical nurses
4.1
3234
Ambulance attendants and other paramedical occupations
0.3
3413
Nurse aides, orderlies and patient service associates
4.1
3414
Other assisting occupations in support of health services
4.5
na
Nurse practitioners
1.8
5.6 0
0
na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
19
For the period, 2013 to 2017, the retirement burden rises sharply. As noted earlier, this reflects the effect of the post-war baby boom. The burden rises in particular for the nursing occupations, technicians, technologists and sonographers. Details are present in Table 11.
Table 11: Estimated Number of Retirements (2007 Employer Survey)
Percent of Total Waterloo Wellington 2013 to 2017 NOC
Occupation
Percent of Total
3132
Dietitians and nutritionists
9.4
3141
Audiologists and speech-language pathologists
5.0
3142
Physiotherapists
6.6
3143
Occupational therapists
6.4
3151
Head nurses and supervisors
20.3
3152
Registered nurses
14.0
3211
Medical laboratory technologists and pathologists’ assistants
17.0
3212
Medical laboratory technicians
12.9
3214
Respir. therapists, clinical perfusionists, cardio-pulmonary technologists
5.3
3215
Medical radiation technologists
6.8
3216
Medical sonographers
10.6
3233
Licensed practical nurses
12.5
3234
Ambulance attendants and other paramedical occupations
4.3
3413
Nurse aides, orderlies and patient service associates
9.9
3414
Other assisting occupations in support of health services
9.2
na
Nurse practitioners
8.9
na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey
20
Waterloo Wellington Training and Adjustment Board
6.0 Growth Component of Healthcare Occupations In order to estimate how many new persons must enter each occupation, two components must be addressed. New entrants into the occupations are needed in order to replace those workers who retire (addressed in Sections 4 and 5). In addition, the growing and aging of the population adds to the need for more workers to accommodate the rising demand for healthcare services (growth component).
the growing and aging of the population adds to the need for more workers to accommodate the rising demand for healthcare services (growth component) The need to replace persons who leave the workforce for any reason before retirement or the effect of changing work practices or scope of practice is excluded. This analysis proceeds on the assumption that the ratio of workers to patients/residents/clients remains the same over the forecast period. This, of course, requires a consideration of the age profile of healthcare users and the growth of particular age cohorts. For example, the demand for workers employed in long-term care will rise rapidly as a result of the relatively faster growth of older Canadians.
The growth for the same occupations in hospitals will be slower than that for long-term care, but faster than for healthcare workers serving a younger population base. The Employer Survey provided a demographic breakdown of healthcare users and the 2006 Census for Waterloo Region and Wellington County was used to estimate the growth component of the demand for healthcare workers. See Technical Note 4.
This analysis proceeds on the assumption that the ratio of workers to patients/residents/clients remains the same over the forecast period.
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
21
6.1 Estimated Effect on Employment Levels of the Rising Demands for Healthcare Services The number of new workers needed solely to address the rising demand for healthcare induced by population growth is presented in Table 12. For 2008 to 2012 and 2013 to 2017, the demand for registered (3152) and practical nurses (3233) represent by far the highest number needed. Personal support workers (3414) will also be in high demand.
For 2008 to 2012 and 2013 to 2017, the demand for registered (3152) and practical nurses (3233) represent by far the highest number needed. Personal support workers (3414) will also be in high demand.
Table 12: Estimated Increase in Net Employment
Number of Persons Waterloo Wellington 2008 to 2012, 2013 to 2017 Number of Persons NOC
Occupation
2008 to 2012
2013 to 2017
3132
Dietitians and nutritionists
15
17
3141
Audiologists and speech-language pathologists
18
1
201
3142
Physiotherapists
38
42
3143
Occupational therapists
14
16
3151
Head nurses and supervisors
35
41
3152
Registered nurses
446
518
3211
Medical laboratory technologists and pathologists’ assistants
491
561
3212
Medical laboratory technicians
481
551
3214
Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists
162
172
3215
Medical radiation technologists
341
381
3216
Medical sonographers
111
131
3233
Licensed practical nurses
209
244
3234
Ambulance attendants and other paramedical occupations
40
46
3413
Nurse aides, orderlies and patient service associates
135
157
3414
Other assisting occupations in support of health services
413
492
na
Nurse practitioners
8
10
1: Inferred from the 2001 Census, based on the 2007 Employer Survey 2: Based on hospitals only na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey
22
Waterloo Wellington Training and Adjustment Board
7.0 New Entrants Needed This section looks at the estimated number of new entrants required for both 2008-2012 and 2013-2017.
7.1 Estimated number of New Entrants, 2008 to 2012 The estimated number of workers needed to replace retirees (at 65 years of age) and the number needed to accommodate the rising demand for healthcare workers induced by a growing population is presented in Table 13 for the period 2008 to 2012. Registered nurses (3152) and personal support workers (3414) represent almost equivalent demands at 588 and 511 new entrants respectively. The next highest need for new entrants is practical nurses (3233) at 264. The total number of new entrants equals 1,893.
Table 13: Estimated Number of Entrants Needed
Waterloo Wellington 2008 to 2012 Number of Persons Needed Growth Retirement Demand
NOC
Occupation
3132
Dietitians and nutritionists
5
15
20
3141
Audiologists and speech-language pathologists
1
0
1
18
181
3142
Physiotherapists
2
38
40
3143
Occupational therapists
4
14
18
3151
Head nurses and supervisors
20
35
55
3152
Registered nurses
142
446
588
3211
Medical laboratory technologists and pathologists’ assistants
51
491
541
3212
Medical laboratory technicians
101
481
581
3214
Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists
02
162
162
3215
Medical radiation technologists
41
341
381
3216
Medical sonographers
21
111
131
3233
Licensed practical nurses
55
209
264
3234
Ambulance attendants and other paramedical occupations
1
40
41
3413
Nurse aides, orderlies and patient service associates
15
135
150
3414
Other assisting occupations in support of health services
98
413
511
na
Nurse practitioners
1
8
9
364
1,529
1,893
Total
Total
1: Inferred from the 2001 Census based on the 2007 Employer Survey 2: Based on hospitals only na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
23
7.2 Estimated Number of New Entrants, 2013 to 2017 New entrants to replace retirees and accommodate rising demand for the period 2013 to 2017 is presented in Table 14. Compared to the earlier period, the need rises in all categories. Again, registered nurses (3152) and personal support workers (3414) take the top two spots, together requiring 1,627 new workers. Practical nurses (3233) add the need for another 413 workers. Alone the three occupations need another 2,040 workers. The number of retirees to be replaced rises 292.0 percent from the earlier period. The number of workers to accommodate growth rises 16.5 percent and the total number of new entrants needed rises 50.3 percent. It must also be strongly emphasized because of the constraints of the assumptions that all of these numbers must be treated as minimum estimates.
registered nurses and personal support workers together requiring 1,627 new workers. Practical nurses add the need for another 413 workers. Alone the three occupations need another 2,040 workers. The number of retirees to be replaced rises 292.0 percent from the earlier period. The number of workers to accommodate growth rises 16.5 percent and the total number of new entrants needed rises 50.3 percent.
Table 14: Estimated Number of Entrants Needed
Waterloo Wellington 2013 to 2017 Number of Persons Needed Growth Retirement Demand
NOC
Occupation
3132
Dietitians and nutritionists
9
17
26
3141
Audiologists and speech-language pathologists
1
6
20
1
261
3142
Physiotherapists
32
42
74
3143
Occupational therapists
17
16
33
3151
Head nurses and supervisors
41
41
82
3152
Registered nurses
408
518
926
3211
Medical laboratory technologists and pathologists’ assistants
561
561
1121
3212
Medical laboratory technicians
421
551
971
3214
Respiratory therapists, clinical perfusionists and cardio-pulmonary technologists
62
172
232
3215
Medical radiation technologists
151
381
531
3216
Medical sonographers
81
131
211
3233
Licensed practical nurses
169
244
413
3234
Ambulance attendants and other paramedical occupations
12
46
58
3413
Nurse aides, orderlies and patient service associates
28
157
185
3414
Other assisting occupations in support of health services
209
492
701
na
Nurse practitioners
5
10
15
1,063
1,782
2,845
Total 1: Inferred from the 2001 Census based on the 2007 Employer Survey 2: Based on hospitals only na: Not available Source: Derived from MTCU/Statistics Canada Database; WWTAB Healthcare Employer Survey 24
Waterloo Wellington Training and Adjustment Board
Total
Technical Notes Technical Note 1 The Representativeness of the Survey
Technical Note 2 Estimating Retirement Load from The 2001 Census
The response from the hospitals and ambulances is fully representative since the sample includes all the employers involved.
When estimating the number of expected retirements from the 2001 Census, it is assumed that everyone retires at the age of 65, not before and that no one dies. In addition, net migration is not considered. The age cohorts are projected forward to generate “retirement load.� For example, the number of persons who retire in 2007 (become 65 years old in 2007) are equal to those who were 59 in 2001.
While the constraints of the data do not allow the formal tests of representativeness, there are reasons to believe that the responses of the other employers, with one exception, are broadly representative. The response from the long-term care facilities is clearly representative. Sixty-eight percent of the facilities responded, representing 80.9 percent of the long-term care beds available in Waterloo Wellington. Thus, the hospitals and long-term care facilities taken together offer reliable evidence for a large proportion of the area’s healthcare workers.
The MTCU/Statistics Canada data for 2001 is grouped by age cohorts to produce retirement estimates for the periods 2008 to 2012 and 2013 to 2017, using the above procedures.
Retirement homes had a response rate of 38.5 percent, high by the usual standards of sampling. Moreover, those who responded represented 53.0 percent of retirement home places. Therefore, this should also provide reliable guidance. The response rates from clinics (64.3 percent) and placement services (47.0 percent) are also relatively high and therefore should also offer reasonably reliable guidance. The physiotherapist/occupational therapy private practice response rate is 28.0 percent and the consistency of the individual answers should provide acceptably representative data. The response rate from diagnostic/imaging services was not representative.
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
25
Technical Note 3 Estimating Retirement Load from The 2007 Employer Survey
Technical Note 4 Estimating the Growth Component for Healthcare Workers
The estimate of the expected number of retirements derived from the 2007 Employer Survey used the same assumptions as those for the estimate derived from the 2001 Census. See Technical Note 2. Since the projection starts with 2007 data and projects it forward, this estimate should be more reliable since it is closer in time to the retirement time frames of 2008 to 2012 and 2013 to 2017. However, since it is not a census, but a representative sample, it may be somewhat less precise.
The 2006 Census for the Waterloo Region and Wellington County provided the base data necessary to make informed assumptions about the rate at which healthcare services would rise for various categories of employers. The key statistics were the overall rate of growth of the population and the rate of growth of the population 60 years of age and older.
The total number of workers in each occupation in 2007 is estimated from the Employer Survey. The demographic profile provided by the Survey provides an estimate of the total number of persons by age cohorts. These are then projected forward to estimate retirements. Since the responses from diagnostic/imaging services were not representative, the data for audiologists (3141), lab technologists (3211), lab technicians (3212), radiation technologists (3215) and sonographers (3216) did not allow an accurate estimation of the total number of these workers in 2007. As a second-best solution for these occupations, the total number of workers in 2007 is estimated at the assumption that the employment rose at least at the same rate as the total population from the 2001 Census. The Employer Survey demographic profile was assumed to be representative and it was applied to the total inferred from the 2001 Census. In this way, the total number for these occupations, by age, was generated. This data is then projected forward to estimate retirements. Estimates using this procedure are described in the text as “inferred from 2001 Census, based on Employer Survey.”
26
It should be noted that a detailed demographic projection was outside the scope of this project. Rather, the 2006 Census was used to establish reasonable benchmarks, together with employers’ estimates of the growth in the demand for their services. From 2001 to 2006, the total population of Waterloo Wellington rose 8.4 percent. The number of those 60 years of age and older rose 14.6 percent and those under 60 rose 7.1 percent. Since the age profile of the population will cause the over-60 segment to rise faster in the future and, considering the age mix of hospital and other “active” healthcare providers, it was assumed that the demand for healthcare services, in particular by hospitals, would rise 15 percent in each of the two time periods 2008 to 2012 and 2013 to 2017. This rate is consistent with the hospitals’ own projections. Retirement and long-term care facilities’ demands are assumed to increase 19 percent in both periods. It should be emphasized that these are “operational” assumptions, reasonable in the circumstances. However, they should be treated as planning scenarios. The population growth assumptions are, if anything, lower than may actually occur. The goal has been to adopt a conservative stance in order to avoid exaggerated estimates. The report intends to offer numbers that are the minimum that are reasonable to expect.
Waterloo Wellington Training and Adjustment Board
Appendix A Waterloo Wellington Training and Adjustment Board
Healthcare Workers Labour Force Survey Hospitals Please answer the following questions and return the survey in the enclosed envelope. Thank you for your help. Contact Name: __________________________________________________________________________________________ Title: __________________________________________________________________________________________________ Name of Organization: ____________________________________________________________________________________ Address: ________________________________________________________________________________________________ ________________________________________________________________________________________________________
Workload
Staffing
1.
How many patients do you serve in a typical week? ___________
4.
2.
What increase do you expect in the number of patients one year from now?
How many head nurses and supervisors does your organization hire? Full-time? Part-time?
0% increase in number of patients 1-2% increase in number of patients 3-4 % increase in number of patients
3.
What percent of the above workers fall into the following age ranges?
5-6% increase in number of patients
%
Under 30
more than 6% increase in number of patients
%
30-39
%
40-49
%
50-59
%
60 and over
What percent of your patients fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
100%
100%
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
27
5.
How many registered nurses does your organization hire? Full-time?
8.
How many nurse aides does your organization hire? Full-time? Part-time?
Part-time?
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
100%
100%
9. How many orderlies does your organization hire? 6.
How many nurse practitioners does your organization hire?
Full-time? Part-time?
Full-time? Part-time?
What percent of the above workers fall into the following age ranges? What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
%
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
100%
100%
10. How many personal support workers does your organization hire? 7.
How many licensed practical nurses does your organization hire?
Full-time? Part-time?
Full-time? Part-time?
What percent of the above workers fall into the following age ranges? What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
%
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
100%
100%
28
Waterloo Wellington Training and Adjustment Board
11. How many medical laboratory technologists and pathologists’ assistants does your organization hire?
14. How many medical radiation technologists does your organization hire?
Full-time?
Full-time?
Part-time?
Part-time?
What percent of the above workers fall into the following age ranges?
What percent of the above workers fall into the following age ranges?
%
Under 30
%
Under 30
%
30-39
%
30-39
%
40-49
%
40-49
%
50-59
%
50-59
%
60 and over
%
60 and over
100%
100%
12. How many medical laboratory technicians does your organization hire?
15. How many medical sonographers does your organization hire?
Full-time?
Full-time?
Part-time?
Part-time?
What percent of the above workers fall into the following age ranges?
What percent of the above workers fall into the following age ranges?
%
Under 30
%
Under 30
%
30-39
%
30-39
%
40-49
%
40-49
%
50-59
%
50-59
%
60 and over
%
60 and over
100%
100%
13. How many respiratory therapists, clinical perfusionists and cardio-pulmonary technologists does your organization hire?
16. How many electroencephalographic and other diagnostic technologists, n.e.c. does your organization hire?
Full-time?
Full-time?
Part-time?
Part-time?
What percent of the above workers fall into the following age ranges?
What percent of the above workers fall into the following age ranges?
%
Under 30
%
Under 30
%
30-39
%
30-39
%
40-49
%
40-49
%
50-59
%
50-59
%
60 and over
%
60 and over
100%
100%
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
29
17. How many other medical technologists and technicians (except dental health) does your organization hire? Full-time?
20. How many audiologists and speech-language pathologists does your organization hire? Full-time? Part-time?
Part-time?
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
100%
100%
18. How many cardiology technologists does your organization hire? Full-time?
21. How many physiotherapists does your organization hire? Full-time? Part-time?
Part-time?
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
100%
100%
19. How many dietitians and nutritionists does your organization hire? Full-time?
22. How many occupational therapists does your organization hire? Full-time? Part-time?
Part-time?
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
What percent of the above workers fall into the following age ranges? %
Under 30
%
30-39
%
40-49
%
50-59
%
60 and over
100%
100%
30
Waterloo Wellington Training and Adjustment Board
If your organization employs other healthcare workers, continue to the following page(s). 23. Title: ________________________________________
25. Title: ________________________________________
Full-time?
Full-time?
Part-time?
Part-time?
What percent of the above workers fall into the following age ranges?
What percent of the above workers fall into the following age ranges?
%
Under 30
%
Under 30
%
30-39
%
30-39
%
40-49
%
40-49
%
50-59
%
50-59
%
60 and over
%
60 and over
100%
100%
24. Title: ________________________________________
26. Title: ________________________________________
Full-time?
Full-time?
Part-time?
Part-time?
What percent of the above workers fall into the following age ranges?
What percent of the above workers fall into the following age ranges?
%
Under 30
%
Under 30
%
30-39
%
30-39
%
40-49
%
40-49
%
50-59
%
50-59
%
60 and over
%
60 and over
100%
100%
If necessary, please photocopy this page and attach to the survey.
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
31
Appendix B Selected Healthcare Occupations - Numbers by Age Waterloo Wellington 2001 NOC
15-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64
65+
Total
3132
Dietitians & nutritionists
0
15
25
10
55
20
35
0
10
0
0
170
3141
Audiologists, speechlanguage pathologists
0
0
15
20
35
30
0
10
0
0
0
110
3142
Physiotherapists
0
0
65
70
60
55
55
25
25
15
10
380
3143
Occupational therapists
0
0
25
30
45
25
0
10
0
0
0
135
3144
Other profess occupations in therapy & assessment
0
10
25
15
10
10
0
0
10
0
0
80
3151
Head nurses & supervisors
0
0
0
10
20
35
0
0
10
10
0
85
3152
Registered nurses
0
105
340
400
670
640
795
640
335
110
15
4,050
3211
Medical lab technologists
0
25
40
25
55
10
45
65
25
0
10
300
3212
Medical laboratory technicians
0
30
50
30
45
45
40
25
20
10
0
295
3214
Respir therap, clinical perfusionists & cardiopulmonary technologists
0
10
0
10
20
10
25
10
0
0
0
85
3215
Medical radiation technologists
0
0
30
45
30
30
15
45
0
10
0
205
3216
Medical sonographers
0
0
10
25
0
20
0
15
0
0
0
70
3217
Cardiology technologists
0
0
0
0
0
0
0
10
0
0
0
10
3218
Electroencephalographic, other diagnostic technologists, n.e.c.
0
0
0
0
0
10
0
0
0
0
0
10
Other medical technologists & technicians (except dental health)
0
0
10
20
0
15
10
0
0
0
0
55
Midwives, practit. of natural healing
0
0
15
15
25
30
20
20
0
10
0
135
3233
Licensed practical nurses
0
25
80
75
140
95
165
85
50
0
0
715
3234
Ambulance attendants and other paramedical occupations
0
25
35
30
45
20
10
20
0
0
0
185
Other technical occupations in therapy and assessment
0
30
80
80
45
90
40
25
25
10
10
435
Nurse aides, orderlies, patient service associates
110
275
210
185
185
275
280
190
125
70
10
1915
Other assisting occupations in support of health services
25
95
135
80
80
135
100
55
25
10
10
750
135
645
660
255
65
10,175
3219 3232
3235 3413 3414
1,190 1,175 1,565 1,600 1,635 1,250
Source: Derived from MTCU/Statistics Canada Database
32
Waterloo Wellington Training and Adjustment Board
Appendix C Age Distribution/ 2007 Employer Survey Percent of Total NOC Occupation 3132
Dietitians and nutritionists
3141
Audiologists and speech-language pathologists
Under 30
30-39
40-49
50-59
60 & over
Total1
17.8
35.6
22.2
18.9
5.6
100
20
60
10
10
0
100
3142
Physiotherapists
12.5
51.3
22.4
13.3
0.5
100
3143
Occupational therapists
23.8
39.5
21.8
12.9
2.0
100
3144
Other professional occupations in therapy and assessment
na
na
na
na
na
na
3151
Head nurses and supervisors
2.0
14.7
32.5
40.6
10.1
100
3152
Registered nurses
15.2
24.7
26.8
28.3
4.9
100
3211
Medical laboratory technologists
5.4
22.5
36.4
34.1
1.5
100
3212
Medical laboratory technicians
17.5
23.7
29.9
25.8
3.1
100
3214
Respir. therapists, clinical perfusionists, cardio-pulmonary technologists
26.9
36.5
26.0
10.6
0
100
3215
Medical radiation technologists
3216
Medical sonographers
3217
Cardiology technologists
na
na
na
na
na
na
3218
Electroencephalographic and other diagnostic technologists, n.e.c.
na
na
na
na
na
na
Other medical technologists and technicians (except dental health)
na
na
na
na
na
na
3219 3233
Licensed practical nurses
18.8
22.3
29.7
25.0
4.1
100
3234
Ambulance attendants and other paramedical occupations
33.5
34.6
22.9
8.6
0.3
100
na
na
na
na
na
na
Nurse aides, orderlies and patient service associates
27.9
21.0
27.1
19.9
4.1
100
Other assisting occupations in support of health services
20.9
29.8
25.6
19.2
4.5
100
Nurse practitioners
1.8
28.6
50.0
17.9
1.8
100
3235 3413 3414 na
Other technical occupations in therapy and assessment
1: May not sum because of rounding na: Not available Source: WWTAB Healthcare Employer Survey (2007)
Demand for Healthcare Workers in Waterloo Wellington 2008 to 2017
33
Waterloo Wellington Training and Adjustment Board 218 Boida Ave, Unit 5 Ayr, Ontario N0B 1E0 Telephone: (519) 622-7122 Fax: (519) 622-7260 www.wwtab.com WWTAB is funded by Employment Ontario