internal draft national occupational standards for ... for internal review only internal draft...

CONFIDENTIAL: FOR INTERNAL REVIEW ONLY

Internal Draft

National Occupational Standards for Environmental Employment and Environmental Professional Certification

25 June 2015

Prepared by: Research Team, ECO Canada

For comments or discussion, contact: Joanne O’Connell—Director, Research [email protected]


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TABLE OF CONTENTS

Preface: Visionary thinking for Canada’s employment future 3

Chapter 1: An existing model or a new paradigm? 4

Chapter 2: The Environment “Sector” 6

Chapter 3: National Occupational Standards for Environmental Employment 8

Chapter 4: Environmental Professional Certification 18

Chapter 5: Looking Forward 22

Appendices:

A: Timeline: Evolution of the NOS 23

B: Glossary 32

C: Structure of the NOS Dictionary & Applications 35

D: Calculation of Pass/Fail for EP Applications (detail) 40

E: How ECO Canada measures environmental employment 44 in relation to NOS, NOC and NAICS

NOTE FOR ECO CANADA STAFF:

Created by the Research Team and with assistance from an external writer (an EP,

Sustainability), the content of this report was sourced in part from a compilation of existing

research and documents and in part from information gathered during several ECO Canada staff

interviews.

This document is still in draft format and therefore may contain minor discrepancies or

inaccuracies, however at this stage the information contained herein still serves as a useful

resource for enhancing staff comprehension of program history and changes. Please note,

however, that until sourcing and vetting is finalized, this document is NOT to be shared

externally.


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PREFACE: VISIONARY THINKING FOR CANADA’S EMPLOYMENT FUTURE

In the early 1990’s the Canadian government established and provided startup funding to about 30 sector councils—

industry-led partnership organizations that bring employers, workers, educators, governments and other professional

groups together to address human resource challenges facing the Canadian economy. (Industry Canada:

http://www.ic.gc.ca/eic/site/054.nsf/eng/00083.html Retrieved 16 April 2015.)

As a government initiated and (initially) funded endeavour, the Sector Council Program endured through several decades

and several changes in government. Renamed the Sector Initiatives Program in 2013, the program has narrowed its

scope somewhat; however as of 2015, it retains a mandate to understand and build Canada’s labour force—a matter of

primary importance for shared national interests.

Through this program the government gave an important and weighty body of work to ECO Canada to define and

understand the Canadian environmental sector and its workforce in order to help ensure its sustainable economic

viability and its global relevance and competitiveness—critical matters of economic, political and social importance for

all Canadians.

Ultimately, and at the heart of environmental work across industries and types of employment, is a common aim: to

protect, manage or sustain Canada’s natural environment. This aim, achieved through the activities of people, means that

in order to properly define the environment industry and carry out its mandate, the foundation of ECO Canada’s work

must focus on the details and nature of environmental work and the labour force that carries it out.

Opportunity for enhanced understanding

From the description of the sector council initiative in the first paragraph above, the term “industry-led” may

require further exploration, as it presents some ambiguity in relation to ECO Canada. Given that environmental

work takes place across many output-based industries, is there currently a strong enough “demand-side” voice

from these industries to assist in finding ways to increase connections into workplaces and to raise awareness of

Canadian employers towards certifiable environmental professions? (Of course, this presupposes that there is not,

at present, a high level of awareness or value given by organizations to the EP designation).

ECO Canada’s Mission:

To ensure an adequate supply of people with demonstrated skills and knowledge required to meet the

environmental human resource needs of the public and private sectors.

CCHREI 2004 ELM Report

ECO Canada Vision:

To build the world’s leading environmental workforce. We work towards this vision by training and

certifying environmental professionals, offering the country’s premier environmental job board and

training academy, and setting the standards for certified Environmental Professionals (EPs). All of our

services are responsive to industry demand with insight from ongoing labour market research.”

Source: (ECO Canada Marketing 2015)


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Chapter 1: An existing model or a new paradigm?

For thousands of years it was the common understanding that the sun revolved around the earth. In 1539,

after trying in vain to better mathematically define planetary movements using this thinking, Copernicus

presented a theory that the earth and other planets, in fact, revolve around the sun. Although sometimes we

can solve a problem by examining it within an existing model, like Copernicus, we may sometimes also face

the limitations of an existing paradigm, where no amount of ‘tweaking’ it will provide a sustainable solution

and we need to consider that progress may mean looking at our challenge in fundamentally different way.

When we compare what we understand and how we think about the environment today with our knowledge

of even a few decades ago, we can easily see that environmental employment is dynamic and that

environmental considerations are incorporated more and more into individual, business and government

decisions in many complex ways. Attributed in part to the evolution of the global economy, scientific and

technological advancements, greater social awareness and advocacy, legal/policy changes and enhanced

environmental study, this growing awareness represents a requirement for organizations and individuals to

keep pace, or risk obsolescence.

PURPOSE OF THIS DOCUMENT

From a strategic perspective and in the context of ever-growing environmental awareness and industry

maturation, it is important to ensure that ECO Canada’s1 mandate, its programs and its operational focus are

still correctly aligned and are keeping pace with the realities of industry and the environmental employment

market.

This document has been written in order to capture in one place, elements of the National Occupational

Standards (NOS) for Environmental Employment2 and the Environmental Professional (EP) certification

framework in order to:

1) Understand how they relate to each other; 2) Understand the implications of past or planned changes; and 3) Look to the future to determine what preparatory actions may be needed or to determine if a stage

has been reached where the prevailing paradigm is challenged and a different approach is needed.

In an effort to provide the insight into the rationale for past decisions or existing structure and processes

concerning the NOS and EP certification, we can also take from this report a summary of issues where

ambiguity or contradiction may exist; where issues have arisen or current practices may be challenged; and

where an opportunity to further examine or leverage different approaches may be in the best interests of the

organization and its mandate.

This examination will provide support to ECO Canada and its efforts to develop a strategy for ensuring that

it continues to deliver on its mandate to manage realistic NOS for environmental professionals; to provide

accurate research and projections on industry trends; and to bring forth relevant insights and solutions to

labour market challenges.

1 The name “ECO Canada” is used throughout this document to refer to the current organization, as well as its previous names

and/or structures. E.g., The Canadian Council for Human Resources in the Environment Industry (CCHREI) was renamed ECO

Canada on March 31, 2005.

2 ECO Canada develops and maintains several types of NOS (see Appendix C). For the purposes of this paper, when we say

“NOS”, we are referring to the NOS for Environmental Employment and its associated competencies unless otherwise stated.


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INDUSTRY, THE NOS AND EP CERTIFICATION: THREE PARTS OF A SYSTEM

In the next three chapters of this report we will provide an overview of 1) The environment sector as ECO

Canada defines it (also sometimes referred to as the environment “industry”); 2) the NOS for environmental

employment; and 3) EP Certification. It is important to recognize these three elements as a SYSTEM—that

is, they are three parts of a whole body that interact with and influence the others for an overall effect. If one

element of the system is changed, there will be change realized by other parts of the system or by the system

as a whole (sometimes with unintended consequences).

Over time, shifting priorities, new technologies and other external factors will have an impact on the system

or any component of it. Regular ‘fine tuning’ of the system ensures that it correctly reflects the industry, the

NOS, and components of certification. However, at a certain point tweaks and fine-tuning may start to create

more confusion than clarity. At this point we realize that a more dynamic approach to keeping the system

current is needed. For this to happen ECO Canada will be required to demonstrate a great deal of leadership

and will need to expend a great deal of intellectual energy. Like Copernicus—who proposed that the Sun, not

the Earth was the centre of the solar system—we can sometimes only progress and realize the full potential

of the future when we are willing to adapt to a new paradigm. More about the review process can be read at

Chapter 5 on page 22.

COMPREHENSIVE REVIEW

� Every 10-15 years (at most)

� Strategic examination

of the organization

FINE-TUNING

� Adjustment to existing

competencies (wording/

accuracy)

� Addition of new

competencies (given

new technologies, industry

maturation, etc.)

Environment Sector

� Employment-based definition

� Describes work (tasks) versus industry output

� Based on ECO Canada defined competencies for

environmental work

National Occupational Standards

� Defines areas of expertise and common competencies and

sets standards for success

� Established to develop and accredit training/ education

programs and supports EP certification

� Helps define roles given local, national and/or international

laws, regulations and industry practices

Environmental Professional Certification

� Certifies individuals as being able to carry out their

work according to NOS Standards


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Chapter 2: The Environment “Sector”

WHY DO WE NEED TO DEFINE THE “ENVIRONMENT SECTOR”?

In economic terms, a sector is typically described as grouping of similar commodity or service-based industries.

(E.g. the mining sector could consist of the coal, potash, gold and other industries.)

But the environment sector does not fit well into this description. It is an ‘employment-based’ sector consisting of

people who impact, evaluate, study or monitor the environment (or certain elements of it) as part of their job,

regardless of industry.

The Government of Canada creates regulations and makes decisions in order to leverage Canada’s natural

resources for economic benefits while at the same time, ensuring the sustainability of and protection for the

natural environment.

In order to carry out its work to fully understand the environmental labour market and, in turn, support the

protection, management and sustainability of Canada’s natural environment, ECO Canada defines the

Canadian environment sector ‘employment based’. When we understand environmental work that is inclusive

of as many environmental workers as possible (regardless of industry), ECO Canada is able to develop and

manage meaningful programs, conduct impactful research, certify professionals and accredit training

programs in a manner that best meets Canada’s needs while satisfying its regulated requirements or other

considerations.

EMPLOYMENT-BASED INDUSTRY

ECO Canada categorizes overall environmental work on the basis of tasks performed on the job, regardless

of the output industry affiliation. This is often referred to as “employment-based” definition. In defining the

industry in this manner ECO Canada can carry out its work and assess the industry in terms of what people

do on the job, defining those jobs on the basis of the required competencies.

SETTING THE PRECEDENT

In the 1990s, after a major development project

involving consultation with many stakeholders

from across the country, ECO Canada created a

set of competencies which defined what

constituted “environmental work”.3 This, in

turn, determined what would constitute the “environmental sector” which ECO would attempt to measure.

This activity formed the foundation of a primary objective of ECO Canada – to develop and sustain National

Occupational Standards (NOS) for environmental employment. See page 8 for an overview of the NOS.

However, regardless of the competency, it is recognized that while much work on the “environment” is based

on a foundation of traditional physical sciences (e.g. biology, chemistry and physics), or traditional applied

3 If an activity was not included within the set of competencies, for the ECO definitions, it was not within the “environment industry”. This is

relevant to later discussions when the concept of “Green Economy” became current. The “Green Economy” often includes concepts of

attempting to change / modify / improve the environment, whereas the competencies for the “environment industry” include, for example,

measuring various environmental attributes without an implication of change. “Green” people might fight pesticides whereas someone in the

“environment industry” might just measure their spread.

“Competency” is a concept commonly used in the HR

field to describe performance requirements in terms

of behaviour—that is—how a job should be

performed in terms of a person’s knowledge, skills

and personal attributes.


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sciences (e.g. engineering), much of the work carried out is enhanced through multi-disciplinary experience

and study beyond traditional practices. Therefore, work within the “environment sector”, no matter how

understood, is taken to be “discipline-plus”. CHALLENGES

ECO Canada is continually challenged to relate to and or incorporate new industry-related “green”

definitions (e.g. Clean Tech) and new ways that advocacy and lobby groups may look at the environment.

Defining the amorphous and ever-emerging concept of an “environment industry” that does not easily fit

into current coding systems is a matter of discussion among many nations and bodies.

While there is a growing body of literature on the subject, there is, as yet, no universally accepted manner in

which to define it, creating the challenge for ECO Canada to be diligent in its efforts to correlate its research

with labour market realities and ultimately make recommendations and decisions that help advance work to

address human resource challenges for environmental employment.

N

Opportunity for enhanced understanding re: Industry vs. Sector

The terms “industry” and “sector” are often used interchangeably, within ECO Canada documentation as well as

in Canadian industry and labour publications and websites in general. In financial/ economic terms, the general

convention is that a collection of related industries is a sector (e.g., the manufacturing sector) where several

industries would exist within that sector (e.g., the manufacturing sector would include the semiconductor

industry and the automotive industry).

ECO Canada divides and categorizes the environmental industry as a“sector” model, where the industry is

broken into three sectors and then 14 subsectors.

Although somewhat ambiguous, and while this application of the term “sector” is not necessarily incorrect, the

terminology /structure may need to be frequently explained in ECO Canada’s public communications in order to

help avoid ambiguity.

For clarity, it is proposed that “sectors” as described in ECO Canada’s environment industry sector model be

called “clusters” instead.


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Chapter 3: National Occupational Standards (NOS) for Environmental Employment

The National Occupational Standards (NOS) for Environmental Employment are occupational standards that are

tailored specifically to the Canadian environmental sector. They provide a description of the competencies

(i.e., knowledge, skills and attributes) required by experienced practitioners employed as environmental

professionals/workers.4

WHY DO WE NEED NOS?

In general, occupational standards are often

presented in the form of statements

outlining the knowledge, skills and

performance required of an individual to be

considered competent in an occupation. NOS

are considered the benchmarks against which people of a particular occupation measure their level of

performance and competency.

NOS for environmental employment are voluntary standards for environmental professionals describing

required core knowledge, transferable competencies and technical skills for particular environmental

professions.

As a national, industry-initiated and led body with a mandate to resolve human resource issues faced by the

Canadian environmental sector, a key objective for ECO Canada since its inception has been to establish and

maintain a set of NOS for environmental employment.

These NOS are established in order to develop and accredit training and education programs; to define areas

of expertise and common competencies; and to help define the roles of professionals given local, national

and/or international laws, regulations and industry practices.

These standards are also important because when environmental work is carried on without standards there

could be costly and negative implications or consequences as a result.

BY ENVIRONMENTAL PROFESSIONALS, FOR ENVIRONMENTAL PROFESSIONALS

As a cross-sector, multidisciplinary group of professions, environmental employment requires specific

attention to ensure the currency and accuracy of its definition of standards.

Compiled using a process of broad-based input from people working in environmental fields, the NOS for

environmental employment use a bottom-up approach in conjunction with the guidance of senior

environmental experts to help ensure that the standards are of high quality and relevance – creating an

accurate depiction of current and emerging competencies in the many subsectors of environmental

employment.

4 ECO Canada develops and maintains several types of NOS and their associated competencies (see Appendix C).

WHAT DO WE MEAN BY “NATIONAL” ?

NOS are developed with a national objective to address

human resources challenges facing the Canadian economy.

They require pan-Canadian validation and endorsement to

enable recognition of these qualifications across Canada.


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NOS: DISCIPLINE-SPECIFIC AND DISCIPLINE-PLUS STANDARDS

Traditional 'occupational standards' typically specify the proficiency requirements of a singular, well-defined

occupation (e.g. doctors, lawyers, engineers). Traditional occupational standards are specific enough to cover

the range of the work typically associated with a certain occupation, but general enough to be applicable when

the occupation is performed within several different industries.

Those working in jobs dealing with the environment have different occupations, are found in many different

industries, and the nature of their duties often differs considerably. As a result ECO Canada developed

standards that include all of the environment-related competencies that are shared and performed by

practitioners with different academic backgrounds, as well as those that may be unique to certain professions.

ECO Canada uses the term 'discipline-plus', as described briefly on page 6, to refer to the nature of the

environmental competencies it has documented.

The discipline-plus concept brings in the notion that environmental occupations, according to ECO Canada's

research, are usually founded first on a formal discipline training (e.g., chemistry, biology, geology,

engineering) and secondly substantiated by multi-disciplinary competencies that are specific to environmental

work, and are usually developed with experience and/or further professional training. A grasp of this concept

is essential to understanding ECO Canada's standards.

DEVELOPMENT AND REVIEW OF THE ECO NATIONAL OCCUPATIONAL STANDARDS

All of ECO Canada’s NOS followed a rigorous methodology for development that is designed to engage

professionals at every step of the process: 1.) Defining & Documenting the tasks that professionals carry

out on the job 2) Verification of those tasks 3) Survey and Validation of the proposed descriptions among

professionals, academics and other stakeholders.

Originally updated every 5 years, ECO Canada needed to ensure that the NOS remained accurate and

reflective of the current realities of environmental employment in Canada. Over the years, the research and

validation process resulted in interesting and sometimes significant changes to the NOS structure (see

Appendix A). Following rigorous research and analysis, including a national online survey, focus groups held

across Canada and consultations with myriad environmental experts, the Sector Model describing

environmental employment was developed as an aid to organizing and understanding the NOS. The current

version of this model, along with some additional context, can be seen on page 14.

Define & Document

VerifySurvey & Validate

Current and emerging competencies - per input from professionals

National

Occupational

Standards Knowledge, skills,

context, scope, etc.


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HOW ARE NATIONAL OCCUPATIONAL STANDARDS USED?

NOS are comprised of a series of competency statements reflecting the skills and knowledge needed by

professionals to work in their fields of employment. In addition to being used as a guide for hiring practices,

occupational standards are used to inform employment models, to educate students about and to meet the

standards of the profession, and to develop training curricula. As NOS are developed, verified or updated, the

information can provide valuable insights into labour market trends, gaps and emerging priorities--further

assisting the environmental industry to develop effective human resource strategies and to ensure recognition

of skills and consistent training program

delivery.

ECO Canada also uses the NOS as a

basis for a national environmental

program accreditation system in

collaboration with educators,

accreditation professionals and industry.

This accreditation demonstrates to

students, parents, educators and

industry that environmental programs

have met and are committed to

upholding a national standard.

HOW ARE THE NATIONAL

OCCUPATIONAL STANDARDS STRUCTURED?

A. COMPETENCIES: In technical terms, competencies are the outcomes of applying relevant knowledge

and skills in the performance of a task. The NOS provide a description of the competencies required by

practitioners with five or more years of environmental experience and at least some within a designated sub-

sector and occupational level.5

The NOS for environmental employment are based primarily on technical competencies – the “hard” skills a

person would find useful in a specific kind of workplace or in a specific role they might have.

Examples of ECO NOS COMPETENCIES:

#189. Develops methods for indexing existing natural resources and parameters (e.g., wildlife populations and harvest mortality)

#262. Establishes the framework, baselines and benchmarks against which environmental

research outcomes can be measured

5 Over the years there has been some ambiguity as to whether the amount of environmental experience required is three or

five years.

National

Occupational

Standards


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ECO also publishes “transferable” competencies – the “soft” skills that facilitate behaviour in any workplace.

There are currently 42 transferable competencies. These competencies are relevant, but they are not used

directly in the validation of the professional (based on the assumption that the employer has already

determined this). These competencies serve as descriptors, as a means of ‘rounding out’ the summary of the

practitioner’s work.

B. DICTIONARY: The complete set of 330 technical competencies within the NOS for all Environmental

Employment across all sub-sectors is called the Dictionary.

…#189. Develops methods for indexing existing natural resources and parameters (e.g., wildlife populations and harvest mortality)

#262. Establishes the framework, baselines and

benchmarks against which environmental research

outcomes can be measured

#247 etc.

C. COMPETENCY CATEGORIES AND SUBCATEGORIES: In order to more easily manage and catalogue

the Dictionary of competencies, ECO classifies each competency into a “category” and “subcategory”.6 More

importantly, when developing profiles for subsectors categorization and sub categorization of competencies

provides a more specific description of the nature of the tasks that comprise the profile. The classifications

are unique; in other words, each competency belongs to ONE category and ONE subcategory only.

If we use the two sample competencies from above, each belongs to one category and one sub category.

COMPETENCY CATEGORY SUB CATEGORY

#189. Develops methods for indexing existing

natural resources and parameters (e.g., wildlife

populations and harvest mortality.)

M: Natural

Resources Planning

& Management

M24: Conducting studies related to

ecosystem and habitat preservation and/or

the management of natural resources

COMPETENCY CATEGORY SUB CATEGORY

#262. Establishes the framework, baselines

and benchmarks against which environmental

research outcomes can be measured

O:

Environmental

Research

O31:

Conducting environmental

research/publishing results

6 Conceptually, “category” groups competencies into general areas of practice, and a “sub-category” is a family of jobs with

similar tasks or outcomes.

DICTIONARY For NOS for

Environmental

Employment consists

of 330 technical

COMPETENCIES


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As of 2015, the categories and subcategories are as follows:

CATEGORY SUBCATEGORIES

A – Environmental Impact

Assessment A1 Conducting environmental impact assessments

B – Site Assessment (RRR) B2 Conducting environmental site assessments (ESA – Phase 1 and Phase 2)

B3 Developing/Implementing site remediation (Phase 3) plan

B4 Developing/implementing site restoration/reclamation (Phase 3) plans

C – Regulatory &

Enforcement C5 Interpreting/enforcing/complying with environmental regulations and standards

D – Pollution Prevention,

Abatement & Control D6 Implementing pollution prevention, abatement & control (PAC) methods

E – Climate Change E7 Identifying and mitigating climate change inputs

F – Waste Management F8 Developing/Implementing waste management plans and programs

F9 Monitoring waste application/disposal/reduction programs and activities

G – Water Quality

Management G10 Developing/Implementing water supply and water efficiency plans and programs

H – Environmental

Sampling & Analytical

Work

H11 Developing environmental sampling, testing and monitoring programs

H12 Collecting samples and data for environmental purposes

H13 Analyzing and interpreting environmental samples and data

I – Policy Development &

Planning

I14 Developing environmental policies, measures & standards

I15 Liaising and partnering with stakeholders

J – Planning, Monitoring &

Reporting for Sustainability

J16 Developing sustainability strategies, programs, plans, and indicators

J17 Implementing/monitoring sustainability strategies, plans and programs

K – Corporate

Environmental Program

Planning &

Implementation

K18 Developing corporate environmental and/or sustainability plans, policies and procedures

K19 Conducting environmental risk assessments

K20 Implementing environmental and/or sustainability management systems

K21 Managing environmental and/or sustainability management systems and practices

K22 Coordinating environmental aspects of facility design & operation

L – Environmental Safety L23 Monitoring/addressing occupational and public health and safety

M – Natural Resources

Planning & Management

M24 Conducting studies related to ecosystem and habitat preservation and/or the management of natural resources

M25 Developing and implementing plans, programs and practices for ecosystem and habitat preservation and/or the management of natural resources

M26 Monitoring/evaluating effectiveness of programs and practices related to ecosystem and habitat preservation and/or management of natural resources

N – Environmental Training

& Education

N27 Developing environmental curricula and programs

N28 Implementing environmental education and training

N29 Evaluating/Mentoring/Supervising students/practitioners

O – Environmental O30 Designing/developing environmental research and development proposals, programs, and projects


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CATEGORY SUBCATEGORIES

Research O31 Conducting environmental research/publishing results

P – Environmental

Business, Technology &

Product Development

P32 Developing/Coordinating/Implementing energy efficiency programs

P33 Identifying/Implementing activities pertinent to commercialization of environmental technologies, systems and equipment

Q – Environmental

Communications and

Public Awareness

Q34 Developing/Implementing environmental and/or sustainability communications and awareness programs

Q35 Presenting expert information on environmental matters

R - Energy management,

energy efficiency and

renewable energy

R36 Creating, managing and/or implementing energy management and energy efficiency strategies, initiatives, projects and programs.

R37 Managing and/or implementing renewable energy related strategies, initiatives, projects and programs

There are two different ways of classifying the NOS. This section just explained the first – which is

categorization and sub categorization of competencies. This next section will show how the NOS is classified

into profiles based on the Sector/Subsector model of the Environmental Industry.

Opportunity for enhanced understanding: Sector Model and Category Model

In this section we have just described the “categorization and sub categorization” structure of the NOS

where the “categories” are related to the “output” nature of the tasks. They are functional in nature.

In the next section we will be describing the Sector Model to describe areas of environmental practice and

where some sub sectors are defined by output, some functionally and some by descriptions of the natural

environment.

Overall, there appears to be overlaps between the two. The only distinctions for the two models both

needing to exist were to assist in understanding and categorizing the NOS, but because they were developed

at different times and without referencing each other, there is a somewhat inconsistent or ambiguous

application of terminology.

This requires further clarity around definition and a standardized approach to nomenclature (as “sector” is

similar to and often used interchangeably with “industry” to describe the existing and potential

environmental employment market in Canada.).


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D. COMPETENCY PROFILES WITHIN THE ENVIRONMENT SECTOR MODEL

ECO Canada defines the environmental sector/industry in terms of a “Sector Model”, per the diagram below, which

currently consists of 3 sectors and 14 subsectors.

The competencies discussed in section “C” above are used to create “NOS PROFILES” or occupational

profiles for each of the 14 subsectors numbered in this Venn diagram.7

These NOS Profiles are based on tasks

or areas of practice normally

undertaken within that subsector.

The combination of competencies

in each profile is unique, even

though some competencies may appear

in more than one profile.

In practice, there is significant overlap

of competencies between profiles.

Using “Sector A: Environmental Protection” from Sector Model as an example, the table below lists

several competencies that would form part of its subsector profiles.

SECTOR A Environmental Protection COMPETENCIES (e.g.)

1. Air Quality 3, 4, 5, 6, 7, 40, 41, 42, etc.

2. Water Quality 5, 7, 9, 40, 41, 42, 110, 111, etc.

3. Site Assessment & Reclamation 1, 6, 7, 9, 21, 23, 24, 102, etc.

4. Waste Management 1, 5, 10, 40, 41, 42, 70, 71, etc.

5. Health & Safety 2, 7, 40, 41, 42, 175, 176, 177, etc.

7 The competency statements of the NOS for environmental employment are ever evolving within a growing, and increasingly

complex industry. Since their initial development, much has changed and will continue to change with the way the standard is

organized, categorized or referenced. This change is necessary in order for ECO Canada to sustain its position as the “authority”

on Canada’s environmental labour market and to ensure that the NOS do not become obsolete or archaic. A comprehensive

record of all changes that have taken place since the initial NOS development can be found at Appendix A.


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Environmental Manager: In 2010 the Sector Model was updated in 2010 to include the introduction of a

14th specialization, the Environmental Manager role. This addition was made following significant research

and feedback from stakeholders as to the validity of the proposed addition.

This research led to the Environmental Manager role –with an emphasis on its strategic responsibilities rather

than supervisory ones—becoming part of the regular stream of certification rather than a hierarchical role to

specialized Environmental Practitioners and a different certification process.

Because of its functional overlap with the work in all the other subsectors, the Environmental Manager area

of practice was therefore situated at the centre of the Venn diagram. While somewhat contentious at first, the

work classified in this area of practice is performed by environmental professionals with extensive experience

who provide technical and strategic leadership, accountability and direction in the environmental fields of

their organizations or to organizations for which they provide environmental services.

E. COMPETENCIES (BY LEVEL OF IMPORTANCE) WITHIN NOS PROFILES

In reality and for any profession, some competencies are more important than others or are perhaps

performed more often. To acknowledge this, within each of the 14 subsectors the importance and frequency

of each competency is rated by classifying it as a Type 1, Type 2 or Type 3.8

Type 1 competencies - Essential because they are key competencies critical for the success of most

(>75%) workers.

Type 2 competencies – Necessary because they contribute to the success of most (>75%) workers

when they carry out Type 1 competencies.

Type 3 competencies - Essential because they are specialized competencies, critical for the success of

some (<40%) workers.

8 The definitions on this page for Type 1, 2 and 3 are for 2015. These terms have changed somewhat over the years, but they

change within the general direction shown here.


16

By implication, while a competency may have a high level of importance or frequency in one subsector, it

could be a less important or frequent (though still required) competency in another.

Continuing to explore the Sector A example from the above, we start to see how profiles continue to be

refined based on further categorization of competencies by Type.

SECTOR A Environmental Protection COMPETENCIES

TYPE 1 TYPE 2 TYPE 3

1. Air Quality 4, 34, 35 3, 5, 6 159, 160, 161

2. Water Quality 40, 41, 42 109, 113, 114 5, 7, 9

3. Site Assessment & Reclamation 10, 11, 12 35, 37, 167 None

4. Waste Management 35, 40, 41 34, 36 10, 11, 14

5. Health & Safety 40, 41, 42 2, 7, 18 16, 31, 43

And if we return to the original two competencies given as an example at the beginning of this chapter we

can see how each competency might manifest in various ways within the NOS.

COMPETENCY SECTOR SUB

SECTOR TY

PE

1

TY

PE

2

TY

PE

3

CATEGORY SUBCATEGORY

#189. Develops methods for

indexing existing natural

resources and parameters

(e.g., wildlife populations and

harvest mortality.)

B: Resource

Management

Fisheries &

Wildlife

X

M:

Natural

Resources

Planning &

Management

M24:

Conducting

studies related

to ecosystem

and habitat

preservation

and/or the

management of

natural

resources

#262. Establishes the

framework, baselines and

benchmarks against which

environmental research

outcomes can be measured

B: Resource

Management

Fisheries &

Wildlife X O:

Environmental

Research

O31:

Conducting

environmental

research/publis

hing results

C:

Environmental

Sustainability

Education &

Training X

C:

Environmental

Sustainability

Research &

Development X

F. NOS STRUCTURE SUMMARY: All of these efforts to categorize, subcategorize, rank and assign

attributes to the NOS are essential to the work of ECO Canada. As Canada’s authority on

environmental work and the environmental labour force, the development and management of

comprehensive NOS for environmental employment creates the foundation for the organization’s

body of work.


17

Within ECO Canada’s Sector Model for environmental employment, what is important to remember

about the structure of the NOS is:

a) The Model’s 14 subsectors each have an NOS

Profile based on combined competencies

b) The combination of competencies in each

NOS Profile is unique, even though some competencies

may appear in more than one profile

c) The Type of each competency (Type 1, 2 or 3)

is unique to that Profile; and therefore

d) Each subsector (and the Environmental Manager)

have a Profile with a unique pattern of:

- Categories and subcategories. Example: some

profiles may be heavy on competencies from the

“Climate Change” category whereas others are

lighter on the “Climate Change” category.

- Distribution of types. Some subsectors have a

narrow scope and virtually all competencies are

essential --therefore Type 1, whereas others are

very diverse and many competencies are Type 3.

- Total number of competencies. As above,

subsectors with a narrow scope will have fewer

competencies than subsectors with a wider scope.

NOS: THE FOUNDATION FOR CERTIFICATION

One of the widest applications of the NOS is ECO Canada’s Environmental Professional (EP) and other

certification and accreditation programs (EP). NOS form the foundation of these programs and has now, for

example, certified over 3000 workers from across the country as Environmental Professionals (EP) or

Environmental Professionals in Training (EP(t)).

CHALLENGES:

As perhaps some of the content within this chapter illustrates, there is a great deal of complexity involved in defining professional competencies in a sector that is continually growing, evolving and adapting to changing social pressures and priorities. Overall, this is ultimately good for Canada’s economy and environment. However, it does present several challenges to ECO Canada in terms of transparency, its mandate, priorities and available resources.

If we use an example from the Model, we can start

to see what the unique NOS PROFILE for an AIR

QUALITY professional would look like.

SECTOR: (A OR B OR C)

SUBSECTOR: (One of the 14 Sub Sectors)

COMPETENCIES TYPE (1 or 2 or 3)

CATEGORY (One of 18 – lettered A through R)

SUBCATEGORY (One of 37 – A1 through R37)

COMPETENCY TYPE 1 OR 2 OR 3

COMPETENCY

COMPETENCY

ETC.

SUBCATEGORY

COMPETENCY

COMPETENCY

(Repeat)

CATEGORY

SUBCATEGORY

COMPETENCY

COMPETENCY

COMPETENCY

ETC.

SUBCATEGORY

(AS MANY AS NEEDED FOR EACH PROFILE)


18

Chapter 4: Environmental Professional (EP) Certification

WHY DO WE NEED EP CERTIFICATION?

Professional certification can be found in almost every industry today: Finance (CMA), Project Management

(PMI), Supply Chain (SCMP), Information Technology (ITCP) and Engineering (PEng) are just a few of a

wide range of professions that have voluntary and/or mandatory certification.

In general terms, occupational standards and certification against those standards have been incorporated into

almost every industry for very good reasons. For example, for employers, hiring certified professionals may

represent a means of mitigating risk and reducing costs, by having efficient, competent, skilled professionals

with an independently verified baseline of competence in their field.

And (in the words of former Alberta Premier Ralph Klein) if Martha and Henry need an environmental

professional, as laypersons, they are not able to judge professional competency or who is even capable of

realizing a certain level of professional standards. They therefore can rely on employment standards such as

the NOS for Environmental Employment and the EP certification process to provide them with the kind of

professional they need.

In addition to the reasons above, Certification also provides the following:

� They advance professions and motivate employees to grow and sustain their competencies;

� They show commitment to the profession and help with job advancement and mobility;

� They help employers evaluate and analyze potential new hires and job performance; and

� They aid companies in mitigating risk in selecting contractors and service providers.

THE NATIONAL OCCUPATION STANDARDS AND CERTIFICATION

As stated in the previous section, NOS form the basis for ECO Canada certification programs. Certification

was always the initial intention of development of the NOS—to use the NOS as the building blocks for

certification. Canada has stringent environmental regulations; however there are no particular regulations

required for environmental professionals. Voluntary certification for environmental professionals therefore,

helps ensure a high calibre of practitioners in the labour market who are recognized for their competency,

regardless of their location.

Environmental

Professional Certification

BENEFITS & REACH

GOVERNMENT

INDUSTRY

SCHOOLS & STUDENTS

PROFESSIONALS


19

THE CERTIFICATION PROCESS:

In order to attain EP certification, the applicant is evaluated, relative to the NOS to ensure that they

possess the specific environmental competencies required in their fields of practice. The NOS provides a

rigorous, nationally validated benchmark of the skills, knowledge and experience relevant for practice

within the environment sector.

1. EDUCATION & EXPERIENCE: First, the education and experience of the applicant must be

adequate. ECO looks for post secondary graduates with at least 5 years environmental experience.

2. CONFIRMATION OF EDUCATION AND EXPERIENCE: ECO Canada verifies the education

(using a company called Back Check) in order to verify that education claims made by applicants are

legitimate. Employment claims are checked randomly.

3. ASSESSMENT & VALIDATION:

a) SELF: The ability of the worker to perform the task self-sufficiently is first measured by the applicant in his

/ her Self-Assessment profile.

The applicant assesses themselves on their ability to perform the competency behaviours self-sufficiently.

These are essentially measurement issues but there are philosophical issues underlying the choice of

measurements. The applicant must then rate themselves as one of the following: 1) Non Applicable;

2)Learning; 3) (Requiring) Guidance; 4) Independent; or 5) Lead.

And the applicant must rate themselves as “lead” or “independent” on a minimum number of competencies

(>/ 60% of the competencies in that particular profile) in order to go forward.

b) The competencies that the applicant rated are shown to peers, nominated by the applicant, (with their

qualifications assessed on a case by case basis—but supervisors and relatives are not allowed). One peer must

validate 80% of those. 60% have to be validated by 2 peers with some adjustment (10 % window) allowed on

a case by case basis. Applicants may nominate up to 5 peers per specialization to achieve this threshold.

Opportunity for Enhanced Understanding: Peer Validation

In some cases applicants may be challenged to find peers qualified to provide an accurate validation of their

competencies (e.g., a self-employed individual who generally works alone or a field employee who is often isolated).

Problems with obtaining peer validations, or with obtaining peer validations which pass the applicant, are often

handled by allowing more peers or by allowing client validations if no peers have been able to observe the behaviour.


20

4. PASS/FAIL CALCULATION: A Pass/Fail grade is calculated based on a formula which factors in the

TYPE of the competencies (1, 2 or 3), which are performed self-sufficiently, and an “H” factor (H =

homogeneity), which levels the playing

field between very broad or very

narrow profiles.

Ideally, the Pass/Fail cut off should

take into account the need to include as

least some amount of Type 1 or 2

competencies (all must do) in addition

to Type 3 (speciality). Applicants may

apply to specialize in up to 5

subsectors.

5. BOARD REVIEW & APPROVAL

– The Canadian Environmental Certification Approvals Board (CECAB) confirms and mandates the process

under which EP candidates are administered and assessed.

ACCOUNTABILITY FOR COMPETENT AND ETHICAL ENVIRONMENTAL PRACTICE

Applicants that meet the prescribed standards and are approved by the CECAB Board must sign the CECAB

Code of Ethics. This Code of Ethics is an amalgamation of the core elements of the codes of ethics from a

variety of professional organizations. The declaration states that the practitioner agrees to uphold the highest

standards of competent and ethical environmental practice within their subsectors of specialization. The Code

of Ethics is supported through a transparent disciplinary process under the direction of the CECAB Ethics &

Disciplinary Committee.

COMMITMENT TO ON-GOING PROFESSIONAL DEVELOPMENT

In order to maintain EP certification, practitioners must maintain annual records of professional development

demonstrating that they have met a minimum annual requirement of professional development credits. These

credits can be earned through a combination of practice, formal and informal training, and contributions to

the industry. Every 5 years, EPs must demonstrate that they have sustained their competence through

professional development. On-going professional development ensures that the practitioner maintains their

competencies.

ACCESSIBLE AND SCALABLE CERTIFICATION

ECO Canada’s online system for EP certification is founded on the NOS for Environmental Employment,

ensuring rigor, scalability and cross-jurisdictional applicability. The certification system is scalable nationally,

providing streamlined access to the certification process from anywhere. By developing a program that is

national in scope, ECO Canada has ensured that all environmental professionals, regardless of their location,

can attain certification and thus, promotes a positive profile for certification in the labour market.

“H” FACTOR

The Homogeneity or “H” Factor used in 2015 is the same for

all subsectors. Ideally it should be different for each

subsector. This represents an issue for further examination.

(This is a flaw in the system – and could have challenging

implications for certain specializations.) Although there was

a recommendation from the NOS consultant to change the

multiplier—as the current H factor “waters down” the

multiplier, allowing for more easily attained PASS scores for

applicants—this recommendation was not incorporated

(likely due to human error) into the programming of the

system that performs the calculations.


21

Because it is voluntary and not regulated it is accessible on a national and international scale. In fact, if there is

a movement towards regulating the professions, there could be a negative impact on employment accessibility

and the flexibility/mobility of the professional.

CHALLENGES:

Because each case for certification is different and this is a competency-based certification system using self-

assessment and peer validations, ECO Canada focuses on flexibility and making adjustments on a case-by-

case basis to determine certification being awarded. For example, occasionally, applicants who have been

working in a subsector for years and define themselves as very competent, fail the self-assessment. This

sometimes appears to result from the competency statement not being understood by the applicant as

intended by ECO Canada. So the certification team will sometimes adjust the self-assessment or allow the

applicant to repeat the self-assessment once only. However, this may undermine the rigour of the process. As

well, as noted on page 19, extraordinary efforts are sometimes made to find sufficient people to validate the

applicant. In summary, this continues to be is a major challenge to attaining rigour for voluntary certification

in an exceptionally broad sector.


22

Chapter 5: A more dynamic approach to the future is needed

As environmental employment continues to develop and mature ECO Canada is transitioning to an on-going

process (Dynamic Assessment) for updating NOS for environmental employment in order to reflect the pace of

change within (and to be better reflective of) the industry.

FINE-TUNING: INTERNALLY TRIGGERED

Ongoing efforts to keep the NOS competencies dictionary current will be focused on the following:

� Continued analysis of pass/pail calculations and their applications

� Occasional small scale surveys with workers in sub-sections;

� Monitoring application rates within each profile (e.g. growing numbers of professionals identifying as

Site Assessment or Sustainability professionals; and

� Assessment of the “big picture” and the structure of the NOS and Certification program.

In particular, certain circumstances may trigger the assessments noted in the 4th bullet above. One trigger that

may manifest are conditions where internal staff members are more frequently identifying problems and

complexity in the system and efforts to attain better balance need to be adopted.

COMPREHENSIVE REVIEW: EXTERNALLY TRIGGERED

External triggers for reviewing the ‘big picture’ would include changes in legislation or regulation as well as

technological developments and general industry maturation. The amount of effort required for this kind of

assessment is substantial. Actions would require substantial stakeholder consultation and would be costly in

terms of research required, staff resources needed and time. For these reasons, this type of review would only

be carried out only every 10-15 years at most.

OPPORTUNITIES FOR FURTHER RESEARCH

Further research required as it pertains to a review of the ECO NOS/EP framework should also include an

understanding of the views of those with EP certification versus those without certification. This assessment

goes to the EP application rate. Likewise, it will be important to understand the level of awareness of ECO

Canada and EP designation and the perceived value of both.


23

Appendix A: TIMELINE

1992

ECO Canada (corporate)

CCHREI – Canadian Council for Human Resources in the Environment Industry created

1993-1994

Sector/Subsector Model

Publication of CCHREI Definition of Environmental Employment and Classification of Environmental

Occupations. This is the first Sector/Subsector model and divides environmental employment as below:

• Sector A – Environmental Protection (5 subsectors)

� Human and Environmental Health & Safety

� Air Quality Protection

� Water Quality Protection

� Land Quality Protection

� Integrated Management for Environmental Protection

• Sector B – Conservation and Preservation of Natural Resources (6 subsectors)

� Fisheries and Wildlife Management


24

� Parks and Outdoor Recreation

� Forestry

� Agriculture

� Mining and Energy

� Integrated Natural Resource Management

• Sector C – Environmental Education, Communication and Research (4 subsectors)

� Environmental Education

� Environmental Communications

� Environmental Research

� Integrated Management for Environmental Education, Communications and

Research

These documents described in overview educational requirements, skills, aptitudes and functional areas

of environmental employment.

1994-1996

NOS

Development leading to 1996 publication of the Skill-Set documentation project, a detailed inventory of

skills required for environmental employment. This document was a forerunner to the NOS.

1997

NOS

Initial publication of 10 occupational standards for technicians and technologists. Areas addressed:

• Human and environmental health and safety

• Air, water and land quality protection (3 standards)

• Environmental research

• Fishery and wildlife

• Parks and Outdoor recreation

• Forestry

• Agriculture

• Mining and Energy

Certification

CECAB Approvals Board created


25

1999

NOS

Developed NOS for university-level occupations,

• (same as for technicians and technologists) plus

• Integrated environmental management

• Integrated natural resources management

• Environmental education

• Environmental communications

2000 Certification First CCEP and CEPIT applications are approved (Canadian Certified Environmental Practitioner;

Canadian Environmental Practitioner-in-Training)

2002 - 2003


Following extensive consultation and research conducted in 2002, the Sector/Subsector Model was

revised. The new model still retained the three-part Sector A, B and C breakdown, but 4 more

subsectors had been added, 2 were taken away and a few names were changed to reach the following,

Sector A: Environmental Protection

1. Air Quality

2. Water Quality

3. Land Quality

4. Waste Management 5. Restoration & Reclamation

6. Human & Environmental Health & Safety

7. Environmental Protection Management

Sector B: Conservation & Preservation

of Natural Resources

1. Fisheries & Wildlife

2. Forestry

3. Agriculture

4. Mining 5. Energy

6. Parks & Natural Reserves

7. Natural Resources Management

Sector C: Environmental Sustainability

1. Education

2. Research & Development 3. Policy & Legislation

4. Communications & Public Awareness

5. Sustainable Development Management


26


� Human and Environmental Health & Safety

� Air Quality

� Water Quality

� Waste Management

� Restoration and Reclamation

� Land Quality

� Environmental Protection Management


� Fisheries and Wildlife

� Parks and Natural Reserves

� Forestry

� Agriculture

� Mining

� Energy

� Natural Resource Management

• Sector C – Environmental Sustainability (5 subsectors)

� Education

� Research & Development

� Policy & Legislation

� Communications & Public Awareness

� Sustainable Development Management

NOS

Again following extensive consultation and research in 2002, 2003 saw a major overhaul of the NOS. The

major conceptual changes to the NOS in 2003 were,

• The number of competency statements was reduced from about 1,500 to about 300. This

was accomplished in several ways including,

• Removing context-specific references which allowed integration of multiple

statements. Example: Collect samples of flora for analysis by in-house or external

laboratory; Collect samples of flora for analysis by in-house or external laboratory.

Both these (and others) would have been combined into “Collect samples of flora”.

• Removing absolute duplicates. Before 2003, competencies which were duplicated

across subsectors were given a separate identity for each subsector, especially if

they were a different type within the subsectors. When absolute duplicated were

combined, it produced the current reality of competencies which are contained in

multiple profiles (the competencies can be different types within subsectors).

• Researching “chunk-size” so that competencies were adjusted for approximately

equal scope and complexity


27

• Even though the total number of competency statements was reduced, steps were taken to

ensure that new developments in environmental employment were captured and accounted

for

• Significantly re-organized the competency statements from their then-division into main

groups and clusters of competencies into what became known as “functions” and “clusters”.

• Eliminated knowledge statements from the NOS (Background. At the time, documents

listing “general knowledge” (broadly applicable to successful performance in most

workplaces) and “specialized knowledge” (more applicable to subsector tasks) had been

created. Because NOS are based on competencies and competencies are based on KSA –

knowledge, skills and attributes – the “K” component – the elements of “general

knowledge” and “specialized knowledge” – were informative but not essential. Further it

was believed that the competencies based on KSAs were sufficient for academic institutions

to develop programs and curricula, implying that they also did not need separate knowledge

statements to guide them. Partly because the knowledge statements were redundant with

full competencies to a degree, and partly because including them in the NOS for certification

increased the complexity of the application process, knowledge-based statements were

removed from the NOS).

• Added “enabling” competencies and organized into clusters. These are often referred to as

“soft” skills and constitute good business practice. They were non-assessed for certification

but provided as information. (Joanne – check if you have this correct. Are these what are

now called “transferable” competencies?).

• A uniform set of performance levels was developed for university-level practitioners in all

subsectors, and for technician/technologist practitioners in subsectors where requirements

for them differed significantly from the university-level practitioners.

• Revisions were made to the certification process, not detailed here.

2004

Certification

ECO Canada assumes administration and management of auditor certification, thereby offering the CEA

(Certified Environmental Auditor).

2005

ECO Corporate

CCHREI name changed to ECO (Environmental Careers Organization) Canada.


28

NOS

The National Occupation Guidelines were published for Canadian Water and Wastewater Operators.

However, the guidelines persist but were never adopted as “national occupational standards”.

Certification

First CEA (audit) is certified by CECAB

2008

NOS

Publication of new NOS for specific BEAHR training areas, used to inform the BEAHR training

programs for aboriginal peoples. The topic areas are,

• Land use planning

• Environmental Management

• Solid Waste coordinators

• Contaminated sites remediation coordinators

• Environmental site assessment assistants

• Environmental Monitors – research specialization

• Environmental monitors – regulatory specialization

• Environmental monitors – core NOS

The BEAHR NOS are guidelines only, and are not used as a basis for certification.

2009

Certification

ECO Canada launches Greenhouse Gas (GHG) certification, thereby offering the EP (GHG)


29

2010


A consultative project spanning 2009 and 2010 changed the Sector/Subsector model again as below,


� Air Quality

� Water Quality

� Site Assessment & Reclamation

� Waste Management

� Health & Safety


� Energy

� Fisheries and Wildlife

� Natural Resource Management

• Sector C – Environmental Sustainability (4 subsectors)

� Education & Training

� Research & Development

� Policy and Legislation

� Communications & Public Awareness


30

NOS

• The NOS were reviewed; a few statements were modified and some new statements added to

keep up with changes to environmental work.

• The “Environmental Manager” was placed at the intersection of the Sectors A, B and C. The

motivation was to account for a role defined as environmental professionals who provide

leadership, accountability and direction in the environmental fields of their organizations and/or

to organizations for which they provide environmental services. They play a role in the hierarchy

of the system, often providing guidance to the environmental practitioner. Their experience

builds on a baseline of environmental technical expertise or knowledge, and generally

progresses to a management level over time. Therefore, they likely do not belong to a specific

“subsector but do present a unique profile. For that reason, a specialization was developed for

them which sits outside any one subsector.

• Relabelled “functions” and “clusters” as “categories” and “subcategories”

Certification

Various changes were made to the certification math formulae, not addressed in detail here.

The name CCEP and CEPIT were changed to EP and EP(t) (Environmental Professional and Environmental

Professional in Training).

The distinction between the University Level (UL) and Technician/Technologist (TT) certifications was

removed. The reason was essentially that, in reality, university graduates and graduates from

technician/technologist programs eventually end up performing the same duties and functions on the

job. Based on good evidence, the distinction between the two levels of certification was creating

artificial lines that did not match the circumstance. ECO therefore made the decision to eliminate the

UL/TT distinction and provide only one single certification per subsector specialization.

2011

Certification

P. Met (meteorology certification) first offered, for meteorologists and meteorological technicians.


31

2013

NOS

“Sustainability” was added to Sector C as a new subsector.

Certification

EP Sustainability specialization added

Energy specialization, which had always included competencies in traditional (extractive) energy was

expanded to include renewable energy sources as well

2014 Greenhouse Gas and Meteorology specializations no longer offered. Existing greenhouse gas or

meteorology specialists were allowed to maintain their certification until the end of their term, or to

seek alternative certification as an EP specializing in Air Quality.

2015

TBD


32

Appendix B: GLOSSARY

This glossary of terms provides definitions for words and abbreviations commonly used within

ECO Canada. The following are provided in the context of this paper and ECO Canada’s mandate:

Accreditation

Accreditation is a quality assurance process to ensure that services and operations offered by an educational program meet national standards as evaluated by an external body. If these standards are met, accredited status is granted to the qualified program.

ECO Canada has developed a national environmental program accreditation system in collaboration with educators, accreditation professionals and industry. This accreditation demonstrates to students, parents, educators and industry that environmental programs have met and are committed to upholding a national standard.

Certification

Professional certification is official recognition from an accrediting authority that an individual has achieved a specified

level of knowledge, skills, and/or abilities, in addition to meeting a set of pre-established standards, a set of established

criteria, or fulfillment of a legal requirement.

ECO Canada has developed the Environmental Professional (EP) designation which provides assurance that an

environmental worker meets a certain standard for education, experience and professional competence in a particular

field.

Competency

A competency is a grouping of related behaviours originating from the application of one’s knowledge, skills and attributes* to the task at hand. Competencies are consistently demonstrated behaviours a professional carries out in order to achieve a desired result. (ECO’s National Occupational Standards (NOS) are comprised of 320 competencies.)

Technical Competencies: These are proficiencies required by a person in a specific a profession (e.g. …).

Transferable Competencies: The “soft” skills that facilitate behaviour in any workplace (e.g.“team player”). These are not used as a means of assessing a professional, but rather, help round out the overall description of the profession.

Knowledge and Skills and Attributes: Those qualities possessed by the environmental professional which, when used, demonstrate professional competence. Although sometimes used interchangeably, ECO Canada does not consider these terms to be synonymous.

Discipline-specific standards

Occupational standards typically specify the proficiency requirements of a single, well-defined occupation (e.g. doctors, lawyers, engineers). These standards are specific enough to cover the range of the work typically associated with an occupation but general enough to be applicable across several industries.

Environmental workers are found in many industries and the nature of their duties may differ considerably. ECO Canada developed discipline-specific standards to identify all environment-related competencies required by practitioners with different academic backgrounds and to identify and include those that may be unique to certain professions.

Discipline-plus(+)

According to ECO Canada's research, environmental occupations are 1) usually founded on education and training in a specific discipline (e.g., chemistry, biology, geology, engineering); 2) substantiated by multi-disciplinary competencies that are specific to environmental work; and 3) further developed with experience and/or further professional training.

Because environmental competencies require both education and on-the-job experience, they are called discipline-plus competencies. This is important because the credibility of the ECO Canada framework for evaluating and certifying environmental professionals is based on discipline-plus concepts – that professional competence extends beyond academic education to practical and applied knowledge.


33

Environment

In terms of ECO Canada’s mandate, the word environment is defined in terms of the physical environment—that is—the air, land and water. It refers to the natural world, as a whole or in a particular geographical area, especially as affected by human activity.

Environment Sector

In economic terms, a Sector is typically described as grouping of similar commodity or service-based industries. (E.g. the Mining Sector could consist of the coal, potash, gold and other industries.) The Environment Sector however is an ‘employment-based’ sector consisting of people who impact, evaluate, study or monitor the environment (or certain elements of it) as part of their job, regardless of industry. By defining the Environment Sector this way, ECO Canada is able to assess environmental employment statistics, trends and employment competency requirements in a manner that is inclusive of as many environmental workers as possible.

Green Economy

The Green Economy relates to goods and services that have emerged as an opportunity to address environmental, economic and social concerns. The popular perception of the Green Economy involves six key components:

- Economic prosperity based on sustainable development

- New technologies, industries and areas of growth

- Valuing natural capital assets

- Minimizing harmful environmental impacts and increasing efficiency

- Creating lasting social and ethical benefits

- Increased environmental awareness and the adoption of an environmentally responsible lifestyle

Labour Market Information (LMI)

Labour Market Information consists of comprehensive qualitative and quantitative information used to guide environmental stakeholders in recognizing employment trends, understanding human resource needs, meeting future challenges and responding to emerging opportunities as it pertains to the environment sector.

National Occupations Classification (NOC)

National Occupational Classification is a systematic taxonomy in English of all occupations in the Canadian labour market. It is a Canadian government publication (concurrently published in French as Classification nationale des professions) organized into two volumes, describing 923 distinct occupations in terms of aptitudes, interests, education, physical activities and other qualifiers. A separate index further classifies over 25,000 job titles from the listed occupations.9

National Occupational Standards (NOS)

Standards are physical models or written descriptions of characteristics which are deemed to be important by users of products, processes or services. They serve as the benchmarks against which these products, processes or services are compared and measured. Occupational Standards are competencies required to perform successfully in a particular occupation. They are a set of statements describing the standard acceptable skills, knowledge and attributes required by a professional. NOS are considered the benchmarks against which people of a particular profession measure their level of performance and competency.

In Canada, National Occupational Standards are developed with a national objective to address human resource challenges facing the economy. They require pan-Canadian validation and endorsement to enable recognition of these qualifications across Canada.

9 Human Resources and Skills Development Canada (2012). "Welcome to the National Occupational Classification 2011" (in English, French).

Retrieved 2015-04-20.


34

National Occupational Standards (NOS) for Environmental Employment

ECO Canada's National Occupational Standards (NOS) for Environmental Employment are occupational standards that are tailored specifically to the Canadian environmental sector. They provide a description of the competencies, knowledge, skills and attributes required by experienced practitioners employed as environmental professionals/workers.

North American Industry Classification System (NAICS)10

The North American Industry Classification System (NAICS) is an industry classification system developed by the statistical agencies of Canada, Mexico and the United States. Created against the background of the North American Free Trade Agreement, it is designed to provide common definitions of the industrial structure of the three countries and a common statistical framework to facilitate the analysis of the three economies. NAICS is based on supply-side or production-oriented principles, to ensure that industrial data, classified to NAICS, are suitable for the analysis of production-related issues such as industrial performance.

10 Statistics Canada (2012). http://www.statcan.gc.ca/subjects-sujets/standard-norme/naics-scian/2012/introduction-eng.htm Retrieved 2015-

06-01.


35

Appendix C: STRUCTURE OF THE NOS DICTIONARY & APPLICATIONS

Competency Dictionaries & Profiles

A Competency Dictionary is quite simply an inventory of all of the different competency statements

existing for a related group of specializations and can be split into several different Competency Profiles.

There is one Competency Profile for every related area of environmental specialization and each one is a

unique combination of dictionary statements relevant to those working in that area. Although the

statements may overlap, each profile is unique to the specialization it describes.

NOS Dictionaries

Environmental Employment

Air Quality

Water Quality

Site Assessment & Reclamation

Waste Management

Health & Safety

Energy

Fisheries & Wlidlife

Natural Resource Management

Education & Training

Sustainability

Research & Development

Policy & Legislation

Communications & Public Awareness

Environmental Manager

Greenhouse Gas

GHG Quantifier: Inventory

GHG Quantifier: Project Lead

GHG Verifier: Audit Expert

GHG Verifier: Team Lead

Auditing

Auditor

Auditing Team Lead

Meteorology

Applied Met

Operational Met

Research Met

Met Technician: Inspector

Operational Met Technician

Water & Waste Water

Operators

Treatment

Collection

Distribution

BEAHR

Contaminated Sites Remediation

Environmental Management

Environmental Monitoring

Site Assessment Assistants

Land Use Planning

Solid Waste Coordinators

Certification (Existing)

Accreditation

Training

Ap

pli

cati

on

s P

rofi

les

Dic

tio

na

ry

Certification (Phased out 2014) Guidelines Only


36

The NOS for Environmental Employment

The main Competency Dictionary used by ECO Canada is the NOS for Environmental Employment (NOS

for EE), which forms the core basis for EP Certification, discussed at length in this report. The NOS for EE

Dictionary lends itself to a wide range of environmental specializations since the skill sets needed to

perform the work relevant to these specializations are homogeneous enough to be housed under one

umbrella NOS yet heterogeneous enough that they require their own unique competency profile.

NOS for Specific Environmental Occupations

Some environmental occupations, however, are different enough to warrant a unique NOS Dictionary

and there are in fact several that exist alongside the NOS for EE. They include: 1) NOS for Greenhouse

Gas, 2) NOS for Environmental Auditing, 3) NOS for Meteorology and 4) NOS for Water & Waste Water

Operators.

BEAHR NOS for Canadian Aboriginals

ECO Canada has also produced NOS that are specific to Aboriginal Environmental Workers – these

belong to the BEAHR Training Program (Building Environmental Aboriginal Human Resources). The

BEAHR NOS are unique from the rest as they take into account culturally relevant information specific to

Canadian First Nations, Inuit and Metis.

Applications of the NOS

The NOS are applied in many different ways:

• As a foundation for certification;

• As a self-assessment/recruitment tool for professionals and employers;

• As curriculum development guidelines for educators;

• As a career planning tool for students; and

• They provide a structural framework to produce accurate and relevant labour market

information.

For ECO Canada, the most important applications of the NOS have been for the certification of

environmental professional and for accreditation of post-secondary environmental programs:

Certification

Since 2014, all designations offered by ECO Canada are given under the title EP – this, however, has

not always been so and it is worth a short discussion of how some occupationally-specific NOS have

given basis for a variety of other titles offered through our organization.

The NOS for Environmental Employment: EP and EP(t) – From 1999 to present

It has been discussed in detail elsewhere in this report how the NOS for EE makes up the basis for the EP

Certification program offered through ECO Canada but a short mention of its evolution is provided here:


37

Prior to 2010, these designations were referred to as CCEP (Certified Canadian Environmental

Professional) and CEPIT (Certified Environmental Professional in Training) and two levels of certification

were awarded: university level practitioner and technician/technologist. In 2010, the titles changed to

EP (Environmental Professional) and EPt (Environmental Professional-in-training).

The NOS for Environmental Auditors: EP (CEA) and EP (EMSA) – From 2004 to present

Prior to 2010, designations belonging to environmental auditing had 3 distinct titles: CEA (Compliance

Environmental Auditor), EMS(A) (Environmental Management Systems Auditor), and EMS(LA)

(Environmental Management Systems Lead Auditor). After 2010, the EMS(A) title was folded into

EMS(LA) so that only CEA and EMSLA remained. These remaining titles were then brought under the EP

label to become EP(CEA) and EP(EMSLA).

Compliance Environmental Auditor – developed in accordance with national and international

standards, with special emphasis on auditing activities described in CSA Z773 and ISO 19011.

Environmental Management Systems Lead Auditor - : Intended for auditors who are involved with

auditing organizations against the ISO 14001 standard. Certified individuals will have demonstrated their

competence to be a contributing member of an EMS audit team, to lead an EMS audit team or to

conduct audits by themselves.

The designations under this category were developed in partnership with the Auditing Association of

Canada (ACC).

In order to become an EP (CEA); EP (EMSLA), the following criteria must have been satisfied:

• Education – relevant post-secondary education; completion of 2 or 3 year college diploma from a

recognized Canadian or international college/CEGEP, or a f-year university degree from a Canadian

or international university;

• Experience – Applicants must have a total of 5 years of relevant work experience;

• Audit Logs – submission of 7 previously completed audits over the past 3 years; submission of EMS

or compliance audit logs; and

• Formal Training – minimum of 35 hours formal training by the applicants’ own organization or by an

external organization.

The NOS for Greenhouse Gas: EP (GHG) and EPt (GHG) – 2009 to 2014

The NOS for GHG was created in consultation with the Canadian Standards Agency (CSA). The resulting

certification operated in partnership with the GHG Management Institute (GHGMI).

GHG Quantification: Professionals in this area quantify and report emissions and emission reductions

that result from the activities of organizations, entities, facilities or GHG emissions reduction projects.

The work can be categorized into two domains – Inventory Quantification and Project Quantification.


38

GHG Verification: These professionals act as the independent party which evaluates how a GHG

inventory or project has been established and/or reported against program criteria and/or a specific

protocol that stated expectations of greenhouse gas accounting principles. Their work is categories into

3 major domains: Quantification expert, Auditing Expert and Team Lead.

In order to become an EP (GHG), the following criteria must have been satisfied:

• Education – a Canadian (or assessed equivalent) university degree in a relevant field, or equivalent.

Equivalence could be: a) college diploma plus 7 years work experience or b) university degree in a

non-relevant field plus 7 years work experience.

• Experience – Must possess a minimum of 5 years work experience in a relevant field.

• Work Logs – submission of relevant GHG work logs;

• Formal Training – training not required, but can be used in lieu of 2 work logs; and

• Knowledge examination – passing grade.

In 2014, it was decided that the EP(GHG) designation was no longer a feasible venture for ECO Canada.

The GHG standards and designation were created in anticipation of regulatory frameworks and market

drivers that would rely on qualified GHG verifiers and quantifiers. Since its inception, these drivers had

not materialized and in some jurisdictions, signoff has been assigned to other regulated professions.

Existing members were allowed to maintain their status until the end of their certification term at no

charge or to seek alternative certification as an EP, specializing in Air Quality.

The NOS for Meteorology: P. Met – 2011 to 2014

This title was created in partnership with the MSC (Meteorological Service of Canada), CMOS (Canadian

Meteorological and Oceanographic Society) and the Weather Network. Due to lack of interest, the P.

Met certification was folded into EP and is no longer offered as a stand-alone designation.

Applied meteorology - professionals in this area are those who take meteorological forecasts or other

meteorological products and apply those to specific situations; this area includes fields of expertise such

as consulting, education & training and management;

Operational meteorology - professionals in this area primarily focus on developing meteorological

forecast products and include forecasters and broadcasters; and

Meteorological Research - given the unique nature of their skills, researchers apply to this separate area

of expertise.

In order to become a ‘Professional Meteorologist’, the following criteria must have been satisfied:

• Education – a bachelor’s degree in meteorology from a recognized Canadian university or a

bachelor’s degree in a related science from a recognized Canadian university plus additional studies

consistent with a Canadian university diploma in meteorology, or an assessed equivalent foreign

credential;

• Experience –5-years relevant work experience; and

• Ethics Examination – passing grade.


39

It is worth noting that a study on the feasibility of implementing a P. Met-in-training title was done

shortly after the launch of P. Met. It was decided that this option would not in fact be feasible and it was

never implemented.

In 2014, it was decided that the P. Met designation was also no longer feasible as there was waning

support from stakeholders and limited market drivers. Meteorologists also tend not to perceive

themselves as environmental professionals so they fell outside of ECO Canada’s mandate and marketing

activities. Existing members were allowed to maintain their status until the end of their certification

term at no charge or to seek alternative certification as an EP, specializing in Air Quality.

Accreditation

The National Environmental Program Accreditation (NEPA) process ensures a high level of relevance and

currency for post-secondary environmental programs. This is partly because it is based on the NOS for

Environmental Employment. An institution that applies to become accredited by ECO Canada must

demonstrate how its curricula are tied to the NOS. This helps to ensure that environmental programs

have relevant linkages to the competencies required by environmental employers in Canada. In 2013,

management of NEPA was contracted externally to a company that specializes in that area.

The following is a list of programs accredited by ECO Canada in 2015:

University of Manitoba

Keyano College

University of Winnipeg

University of Ottawa

Acadia University

Carleton University

CEGEP de Saint Felicien

Centennial College

Fleming College

King's University College

Lakeland College

Lakehead University

Niagara College

Nova Scotia Community College

Royal Roads University

SAIT, Polytechnic

Trent University

University of Toronto

Vanier College


40

Appendix D: CALCULATION OF PASS/FAIL FOR EP APPLICATIONS (detail)

Formula currently in use to determine if an applicant passes or fails the Self-Assessment11

Overview

Self-Assessment is the process through which an applicant for EP certification assesses his/her level of

proficiency against a predefined subset of NOS competencies. The set of predefined competencies is

dependent upon the selected specializations (subsectors). Applicants write one self-assessment per

specialization and can select up to 5 specializations. Specialization is the term used by Certification to

refer to the environmental subsectors. Applicants are expected to be proficient in most, but not all, of

the competencies of a specialization. Because of that, the current formula for certification factors in four

components:

1. That there is a wide spectrum of occupations and work within a specialization. Specializations

are a family of somewhat similar jobs within an area of environmental employment. Because of

the breadth of employers, jobs and responsibilities in environmental employment, each

subsector profile covers a fairly wide spectrum of occupations and work. As a result, it is not

reasonable to expect that practitioners should have a high level of competence in all the

competencies in a specialization profile. The term ‘homogeneous factor’ is used to numerically

describe the degree of similarity within jobs in a subsector. Currently, the homogeneous factor

has the value of 0.6, meaning that applicants are expected to be proficient (pass) in at least 60%

of the competencies in each specialization.

2. That applicants must show a high level of maturity in at least 60% of the competencies of a

specialization, as they continue to gain mastery of their role12. Basically, applicants are expected

to be experienced (see below) and able to perform the competencies, even if they lack the

confidence or the willingness to take on responsibility. For that, competencies are rated using a

5 point scale that is an adaptation of the Situational Leadership model3:

a. 1- No Experience.

b. 2- Learning. Applicants at this stage lack the specific skills required to independently

perform the competencies rated at this level and require their manager to provide the

what, how, why, when and where to do the task.

c. 3- Guidance. Applicants are still unable to take on responsibility for the competencies

rated at this level. Hence, managers still provide direction, using two-way

communication and providing the socio-emotional support that will allow the individual

to buy into the process.

d. 4- Independent. Applicants are experienced and able to perform the competencies

rated at this level. They share with their managers the decision-making aspects of how

the competencies are accomplished. However, applicants may lack the confidence or

willingness to take on responsibility.

11 As of June 11, 2015. 12 If certified, applicants are expected to keep evolving in their role through professional development (PD) activities. Track of

the PD must be submitted to ECO Canada.


41

e. 5- Expert. Applicants are experienced at performing competencies rated at this level and

are also comfortable with their own ability to do it well. They are able and willing to

perform the competencies and to take responsibility for them (regardless of their

seniority level in their jobs).

High level of maturity is shown in competencies that are rated at an ‘independent’ or ‘expert’

level.

3. That some competencies are more essential for a specialization profile than others. From the

point of view of a specialization (as a family of similar jobs within an area of environmental

employment), some competencies are critical for the success of most workers (Type 1), others

are necessary because they contribute to the success of most workers (Type 2), and others are

essential for a specialized set of workers (Type 3). The certification formulas address account for

those differences by giving different weights to the different types of competencies.

4. Applicants must show that they have recent experience in the competencies in which they have

a high level of maturity. This means that they must have at least one year of experience within

the last five years in those competencies.

These factors translate in the measurement of 2 metrics, the Competency Count and the Average Rate:

• Competency Count (CC). Is the number of competencies that are rated at ‘independent’ or

‘expert’ levels. Hence, requiring that applicants must show a high level of maturity in at least

60% of the competencies of a specialization translates in having a CC greater than or equal to

60%.

• Average Rate (AR). This is a measure that combines the proficiency level of a competency and its

importance for the specialization as a whole (competencies are ranked in three different types,

according to their importance, as can be seen below). Applicants are expected to have an AR

that is greater than or equal to 45% (which would allow applicants to pass by achieving at least

60% on the maturity level in at least 75% of the competencies13; however, other combinations

would obtain the same result) of the theoretically possible maximum rate.

Applicants who satisfy the CC and the AR requirements pass the self-assessment process. Passed

applications go into the Peer Validation process. The following flowchart summarizes the process.

13 The contractor who developed the formulas for certification considered that applicants should show proficiency in 75% of

the competencies of a profile. As it was proposed, proficiency would have been measured using a 4-point scale, with the

highest 2 ranks (assuming the values of 3 and 4) representing passing grades. Hence, the contractor proposed an AR greater

than or equal to 56.25% (= 75% * 75%), which would have been achieved by applicants having a maturity level of 3 (75% of 4) in

at least 75% of the competencies.

Due to programming considerations, when the criteria were implemented by ECO, the proficiency scale was changed into a 5-

point scale. In the new scale, 75% of the maximum possible rank does not scale down into a whole number within the scale:

75% of 5 is 3.75. ECO decided to adopt 0.6 as scaling factor, as 60% of 5 is 3, the original minimum value proposed by the

contractor as passing grade. This new factor (0.6), however, did not consider that 3 is a failing grade under the new 5-point

scale (3 representing ‘guidance’ level). Indeed, for the new 5-point scale, 0.8 would have had the same mathematical

implications as 0.75 had for the contractor’s proposed 4-point scale.


42

Flowchart of current certification formula


43

Formula for Certification

ECO Canada assesses applicants for certification against the NOS using two different formulas, one for

the Competency Count and one for the Average Rate. Those two formulas have associated criteria to

decide whether or not an applicant passes. Applicants must pass both criteria to pass the Self

Assessment. Mathematically, the formulas can be expressed as,

�� =#�� ′ ��′��′

#��

�� =

∑ �� ∗ �� ∗ �� !"#$#%&'#('%") *'+#

∑ 5 ∗ -�� !"#$#%&'#('%") *'+#

Where,

Experience = 1 If the competency was performed for at least one year within the previous five.

0 Otherwise.

Proficiency = 1 If the competency is ranked as ‘no experience’.

2 If the competency is ranked as ‘learning’.

3 If the competency is ranked as ‘guidance’.

4 If the competency is ranked as ‘independent’.

5 If the competency is ranked as ‘expert’.

Importance = 3 If the competency is Type 1.

2.5 If the competency is Type 2.

2 If the competency is Type 3.

And the criteria for passing the Self-Assessment is:

• Criterion 1 – CC must be greater than or equal to 60% (0.6).

• Criterion 2 – AR must be greater than or equal to 45% (0.45)14.

If both criteria are satisfied, the applicant passes the Self-Assessment. Otherwise, the applicant fails the

Self-Assessment15.

14 Which represents having at least 60% on the maturity level in at least 75% of the competencies. See also 13.

15 Policies have been implemented to allow applicants to revise their responses, and/or to bypass the self-assessment process if

applicants are deemed to be knowledgeable enough but unable to satisfy either of the two criteria.


Appendix E: How ECO Canada measures environmental employment

in relation to NOS, NOC and NAICS

The purpose of this Appendix is to outline the measurement framework that ECO Canada uses to

gather Labour Market Information (LMI) for Environmental Employment.

Defining key terms used to generate traditional Labour Market Information – NOC and NAICS

NOC: The National Occupational Classification (NOC) provides a standardized language for

describing the work performed by Canadians in the labour market and is used by Statistics

Canada in all major surveys. NOC groups are formed based on occupations. An occupation is

defined as a collection of jobs, sufficiently similar in work performed to be grouped under a

common label for classification purposes. The NOC classifies occupations with a four-digit code

according to (1) skill type and (2) skill level. Skill type is based on the type of work performed,

but it also reflects the field of training or experience that is normally required for entry into an

occupation. The first digit of the NOC code identifies the skill type of an occupation. Skill level –

represented by the second digit of the NOC code – corresponds to the type and/or amount of

training or education typically required to work in an occupation.

NAICS: The North American Industry Classification divides the economy into twenty sectors.

Industries within these sectors are grouped according to the production criterion. Four sectors

within the NAICS are largely goods-producing and sixteen are entirely services-producing

industries.

Getting Traditional Labour Market Data

Labour market data on industries and occupations are often reported within a classification

system or framework using NAICS and NOC. The framework serves to both standardize and

organize data to make it consistent, comprehensive and comparable. Through Statistics Canada

Labour Force Survey, the following table can be populated:

NOC

NAICS

NOS (EE) & EP Certification Framework


45

Here is how the framework of NOC and NAICS is used in the Mining sector to estimate

employment. Mining has one dedicated NAICS (212) and 21 occupations (NOCs) which accounts

for Employment in the Mining sector.

NOC

NAICS

212 Mining

and quarrying

(except oil

and gas)

%

All occupations 70780 100%

8231 Underground production and development miners 8930 13%

7521 Heavy equipment operators (except crane) 6485 9%

8221 Supervisors, mining and quarrying 4160 6%

7311 Construction millwrights and industrial mechanics 3640 5%

7312 Heavy-duty equipment mechanics 3095 4%

7511 Transport truck drivers 2885 4%

7242 Industrial electricians 2070 3%

0811 Managers in natural resources production and fishing 2050 3%

8614 Mine labourers 2025 3%

2212 Geological and mineral technologists and technicians 1865 3%

7237 Welders and related machine operators 1680 2.40%

2143 Mining engineers 1515 2.10%

7452 Material handlers 1210 1.70%

2113 Geoscientists and oceanographers 1155 1.60%

8411 Underground mine service and support workers 1045 1.50%

1111 Financial auditors and accountants 955 1.30%

9231 Central control and process operators, mineral and metal processing 880 1.20%

9411 Machine operators, mineral and metal processing 790 1.10%

7611 Construction trades helpers and labourers 740 1.00%

0016 Senior managers - construction, transportation, production and utilities 730 1.00%

7316 Machine fitters 680 1.00%



46

When it comes to Environmental Employment, this traditional framework of NAICS and NOC

does NOT work for collecting LABOUR MARKET INFORMATION.

It is very difficult to identify an Environmental Professional based on the traditional classification

system of NAICS and NOC. The following example will help explain this further:

Let’s take the example of Jack, an Energy Auditor who works at Solar Ontario (NAICS 221 –

Utilities NAICS). Jack is a Civil Engineer (NOC 2131). Dan, an Engineering Manager who is also a

Civil Engineer by profession (NOC 2131) works at Pacific Gas and Electric Company (NAICS 221).

Both Jack and Dan belong to the same NOC –NAICS cell. But Jack is an Environmental

Professional and Dan is NOT– based on what they do / tasks they perform at their job– NOT on

the NAICS industry or NOC occupation within which they work.

Jack

Dan



47

So we need a THIRD COMPONENT to differentiate Environmental Professionals from Non-

Environmental Professionals.

Before we introduce the third component of the classification system – let’s answer in details

the two questions about why Environmental work cannot be directly mapped to NOC

Occupation groups and NAICS industry.

** Environmental tasks are classified broadly into three clusters – Environmental Protection, Natural Resource Management and

Environmental Sustainability – refer next page for details

Q1. Why can’t Environmental work be directly mapped to NOC occupation groups?

The core skills needed by Environmental Professionals depend on the competencies and skills they learn and

perform on the job. Often a specified field of training is NOT required to work in an environmental occupation.

Let’s take the example of an Engineer - Civil engineer – (NOC 2131), Chemical engineer – (NOC 2134) or other

professional engineers (NOC 2148) – a few of these Engineers will be performing Environmental tasks** like Site

Assessment, Air quality monitoring etc. and hence are Environmental Professionals. Other Engineers belonging to the

same NOC will be performing tasks that are not related to Environmental Protection, Natural Resource Management

or Sustainability – for example designing a Bridge. So based on NOC alone, we cannot differentiate Environmental

Professionals from Non Environmental Professionals.

It is very difficult to map a single NOC code solely to Environmental Employment. (No one to one mapping – many

to one mapping)

Q2. Why can’t Environmental Employment be directly mapped directly to NAICS?

Environmental Employment is cross sectoral - it does not have one major NAICS – it is spread across several NAICS.

NAICS as pointed out earlier are output based whereas Environmental Employment mainly depends on the type of

tasks professional performs in a job. Trying to map the two leads to the following three scenarios and hence one to

one mapping of Environmental Employment to a NAICS is not possible:

Scenario 1: Some workers are employed in environmental occupations (where they need to perform tasks that classify

them as Environmental workers) and employed in the industry which produces Environmental goods and services (e.g.

a design engineer applying energy efficiency competencies to a green building design).

Scenario 2: Other environmental occupations are individual contributors in a business that does not primarily produce

environmental goods and services (e.g. an environmental health and safety professional at an oil sands site).

Scenario 3: There is also some employment linked to the environmental goods and services sector that has no

environmental employment. An example is the provision of machined parts used a project such as a water treatment

plant. The goods serve an environmental purpose but the machinists making the parts don’t have environmental skills

requirements and therefore are not counted in environmental employment



48

Introducing the THIRD CLASSIFICATION system to better understand Environmental

Employment – ECO Canada’s National Occupational Standards (NOS)

Based on the unique nature of Environmental Employment, ECO Canada came up with a

definitional framework for Environmental Employment based on National Occupational

Standards (NOS).

Now let’s go back to Jack who is an Energy Auditor who works at Solar Ontario (NAICS 221 –

Utilities NAICS). He is a Civil Engineer (NOC 2131). Classifying him according to the ECO Canada

definition – he would be in the Subsector Energy who uses a group of ECO Canada NOS

competencies (NOS 711 – 721) to perform his job. A few examples of the NOS competencies he

uses are:

• Understands concepts related to generation, transport, installation, operation, and maintenance

of technologies and related equipment used to produce energy

• Advices in the development of energy management strategies on renewable energy use,

reduction of GHG emissions or improving energy efficiency.

• Assess economic feasibility of products and technologies aimed at reducing energy demand and

use and/or improving energy efficiency

• Identifies targets, best practices and objectives to reduce energy demand or use and/or improve

energy efficiency

ECO Canada’s 330 NOS competencies group related behaviors originating from the application of an individual’s

knowledge, skills and attributes. Competencies are presented as demonstrated behaviors which are specifically

designed to illustrate what a professional must consistently do to produce positive results, even when under

pressure.

Based on a different combinations of 330 NOS – ECO Canada classifies the Environmental Sector into three major

clusters based on the tasks performed – Environmental Protection, Natural Resource Management and

Environmental Sustainability. These three broad clusters are further subdivided into fourteen subsectors (refer

ECO Canada’s subsector model).



49

How to link ECO Canada’s definitional framework (subsectors and NOS) to NAICS and NOC –

the traditional LMI definitional framework?

How is ECO Canada Subsectors linked to NAICS?

Each subsector (Air Quality, Water Quality, Energy) in the ECO Canada model is spread across

various NAICS. Based on years of primary research ECO Canada has identified the 33, 3 digit

NAICS out of 97 3-digit NAICS where Environmental Employment is primarily concentrated.

What is the ongoing source of this NAICS – subsector data?

ECO Canada’s primary survey with Environmental Employers gives number of Environmental

Employees and Professionals by NAICS and ECO Canada subsectors as reported by

Environmental Employers.

How is ECO Canada Subsectors linked to NOC?

In 2012 ECO Canada started using the Job Scraping methodology for estimating the size of the

Core environmental workers in Canada and mapping them to the 140 3 digit NOC code. Almost

75% to 80% of the Environmental jobs posted could be linked to a NOC. Environmental

Employment was spread across all the 140 3-digit NOCs. 100 % of these Environmental jobs

could be linked to the ECO Canada subsectors and competencies (NOS).

What is the ongoing source of this NOC – subsector data?

The Job Scraping database will be the continuous source of this data. ECO Canada will continue

doing Job Posting Analysis on a regular basis.

The NOC (National Occupational Classification)-NOS (ECO Canada National Occupational

Standards) mapping through Job Posting Analysis (JPA) will help ECO Canada link NOC

employment (language of the industry which employers identify with) to the ECO Canada

subsectors.

The JPA can also be expanded to link the 140 NOC to the 330 competencies. JPA can also be

expanded to report at the 4 digit NOC level.

However, JPA cannot link the ECO Canada subsectors to the NAICS because as explained earlier

people needing Environmental skills (as posted in the job ads) don’t necessarily work for

Environmental Goods and Services producing industries and vice versa.



50

Measuring Framework for Environmental Employment

Based on the previous section – Environmental Employment can be measured by populating

various crosstabs of the following parameters:

What is the ideal scenario for measuring Environmental Employment?

As mentioned previously, Statistics Canada Labour Force Survey gives us the NOC-NAICS

crosstab.

In an ideal world if there were no budget or feasibility constraints – ECO Canada Environmental

Labour Market surveys would attempt to do primary surveys to estimate the percentage of

Environmental Employment in terms of ECO Canada subsectors (Air Quality, Water Quality) and

competencies (NOS) for each of the NOC – NAICS cell in the table below. This would give us a

total estimate of Environmental Employment based on all the parameters described in the

previous section.

140

3 Digit

NOC

33 3 Digit NAICS

% of ECO Canada subsector

employment

33 3-Digit level

NAICS

140 3-Digit

NOC codes

14 ECO Canada

Subsectors

330 NOS

competencies

Traditional LMI

variables

ECO Canada defined

variables to meet the

need of the

Environmental sector



51

However, practically that is not possible because of the magnitude and complexity of Primary

research ECO Canada would need to undertake. Hence ECO uses the steps outlined in the next

section to arrive at an Environmental Employment estimate linking the NOC, NAICS and NOS

(and hence ECO Canada subsectors).

Steps undertaken for Measuring Environmental Employment Labour Market Information:

In the absence of infinite budget and time – here are the steps ECO Canada undertakes to

measure Environmental Employment:

Step 1a: Link subsectors to NOC employment through Job Posting Analysis

Step 1 b: Budget permitting – Link NOC to 330 Competencies through Job Posting Analysis

Step 3: Link NAICS to ECO Canada Subsector Employment through Primary Employer Survey

140

3 Digit

NOC

14 ECO Canada Subsectors

140

3 Digit

NOC

330 ECO Canada competencies (NOS)

14 ECO Canada Subsectors



52

Finally COMBINING the above sources to arrive at a single Environmental Employment estimate

based on the NOC, NOS and NAICS parameters:16

16 The steps outlined in this paper very clearly tell us how to get a full picture of current Environmental Employment based on the

NAICS, NOC and NOS framework. It does NOT elaborate on the Environmental Goods and Services component. The Goods and

Services definition of Environmental Employment, based primarily on NAICS, concentrates only on industries that have

Environmental Goods and Services as an output. Taking a look at the Goods and Services component of Environmental Employment

will help us achieve two things:

• The measure will support measures of the size of the environmental sector as a percentage of the Canadian economy.

• Because the main source of information is the Statistics Canada Goods and Services survey and the Canadian System of

National Accounts which has been tracked over years – delving into this data will give us good indication of long term

trends in the Environmental Sector to better project future Environmental Employment.

For further information on this component, please get in touch with the ECO Canada research team.

At the outset, the definition of employment by environmental occupations (from Job Posting Analysis (JPA) will be

the smallest estimate of employment, but will have a high level of detail. This estimate from JPA will be a subset of

the environmental employment estimate based on competencies and ECO Canada subsectors (from ECO Canada

Employer Survey)

While the figures from the Primary Employer Survey will contain detailed information by NAICS, the information

can be aggregated to remove the NAICS level, and the environmental occupations data (from JPA) can be

subtracted out of the Environmental Employment data (from the Primary Employer Survey PCEE). This will

generate an estimate of environmental employment that is non-occupation environmental employment (workers

using environmental competencies but not using them enough to appear in core job descriptions on job ads).

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