1. Canadian Forum on Public Procurement

2. Overview – continued Thomas Friedman, “The World is Flat”

3. Vision “The Canadian Supply Chain Sector Council facilitates the attraction, training, and use of all people in the industry through a collaborative model. We do this by acting as a forum and a table around which partners build solution; as a storyteller for the supply chain industry, and as a committed knowledge transfer base for human resource information and exemplary practices for the industry.”

4. Background The work of the Canadian Supply Chain Sector Council (CSCSC) builds upon that of the Canadian Logistics Skills Committee (CLSC), formed in February 2004. APICS – The Association for Operations Management ACCC – Association of Canadian Community Colleges CIFFA – Canadian International Freight Forwarders CITT – Canadian Institute of Traffic and Transportation The Logistics Institute PMAC – Purchasing Management Association of Canada SCL – Supply Chain & Logistics Association Canada

5. Sector Study Through funding provided by the Sector Council Program, the CLSC undertook a comprehensive study of the supply chain sector, completed in the fall of 2005. A steering committee, comprising industry, academic and government representatives, led the project. Deloitte Consulting, based in Ottawa, Ont., conducted the study.

6. Overview – continued The Canadian supply chain sector employs an estimated 730,000 workers. 1.Senior Management 1.0% 2.Logistics Information Systems 5.3% 3.Warehousing 49.0% 4.Transportation 23.0% 5.Inventory/Material Control 12.0% 6.Purchasing 9.2% 7.Marketing and Sales 0.5%

7. Supply Chain Sector Employees by Occupation Slide 1 of 2 Source: 2001 Census (NAICS: 11,21, 22, 31-33, 41, 44, 45, 48, 49, 51-56, 61, 62, 71, 72, 91) Sub-function Occupation Category NOC CodeSample Position Titles Number of Supply Chain Employees Senior Management Managerial0016Senior managers: goods, production, utilities, transportation and construction 6,620 Logistics Information Systems Managerial0213Computer and information systems managers9,240 Tactical2233Industrial engineering and manufacturing technologists and technicians 14,635 2172Database analysts and data administrators305 2171Computer analysts9,415 2175Web/Internet site developers665 WarehousingManagerial0721Facility operations and maintenance manager: warehouse manager 24,570 0132Postal and courier service manager4,660 1214Supervisors, mail and message distribution occupations 8,305 Operational7452Material Handlers167,355 9617Labourers in food, beverage and tobacco processing: material handling, packaging 65,905 1472Store keepers and parts clerks: e.g., parts supplier, supply clerk 37,075 7451Long shore workers: e.g., dock worker, ship loader operator 6,935

8. Supply Chain Sector Employees by Occupation Slide 2 of 2 Source: 2001 Census (NAICS: 11,21, 22, 31-33, 41, 44, 45, 48, 49, 51-56, 61, 62, 71, 72, 91) Sub-function Occupation Category NOC CodeSample Position Titles Number of Supply Chain Employees TransportationManagerial0713Transportation managers26,135 Tactical1236Customs, ship and other brokers5,240 1476Transportation route and crew schedulers3,820 1475Dispatchers and radio operators2,245 Operational1471Shippers and receivers106,365 Inventory/ Material Control Managerial0114Other administrative service managers: e.g., inventory control manager, support services 13,435 1215Supervisors, recording, distributing and scheduling occupations 20,725 Tactical1474Purchasing and inventory clerks: e.g., inventory analyst, planner 38,655 1122Professional occupations in business services to management: consulting 820 PurchasingManagerial0113Purchasing managers9,055 Tactical1225Purchasing agents and officers28,025 6233Retail and wholesale buyers22,190 Marketing and Sales Managerial0611Sales, account and marketing managers3,135 TOTAL635,530

9. Findings The study’s findings form the basis for addressing the sector’s wide-ranging human resources issues. In addition to the issues identified for action in the short term, such as the establishment of the CSCSC, other medium-to-longer-term outcomes or benefits will result from initiatives based on this work.

10. Recommendations There are 26 recommendations emanating from the study covering five categories: Sector governance; Training and development/education; Marketing the sector and the “profession”; Policy implications for governments; and Human resources processes and practices. Our projects respond to these recommendations.

11. Education and Certification Compendium Project Goal: To collect information about: current training and education for supply chain employees employers’ needs and preferences related to education

12. What’s the difference? Credentialing Licensure Certification Accreditation

13. Human Resources Challenges Human Resources Challenge Area Sample Specific Human Resources Challenges Attraction and Retention Attracting and retaining younger, skilled employees Aging workforce Senior level experienced specialist roles (e.g., purchasing – sourcing, quotation, valuing bids etc.) can be difficult to fill Difficult to fill processing positions – skills of transitioning product from raw form to end product quickly Education and Training Questionable job-readiness of recent graduates Career Path General lack of clearly defined careers paths and enabling developmental programs Succession Planning Succession planning/knowledge transfer to ensure that valuable experience is not lost with retirement or for smaller organizations, with turnover Other Morale Seasonality, with respect to training staff Language constraints when operating globally Internal equity – having to hire externally at higher rates for senior positions Source: Employer Interviews and Employee Focus Groups

15. Canadian Supply Chain Sector Council Kevin A. Maynard, CAE Executive Director 1100 Central Parkway West, Suite 17-1 Mississauga, ON L5C 4E5 t. 905-897-6700/1-866-616-5948 f. 905-897-1100 www.supplychaincanada.org kmaynard@supplychaincanada.org