TEER: The Proposed Replacement for NOC Code System in Canada – What Changes to Expect?

The National Occupational Classification (NOC) system is a widely used tool for job classification in Canada. It assigns a unique code to each occupation, based on its skill level and skill type. This system helps employers, job seekers, and government agencies to gather and analyze data on employment trends, labor market demands, and workforce development. However, the NOC system has some limitations and challenges that have led to calls for reform. The Temporary Foreign Worker Program Review (TFWP) recommended replacing the NOC system with a new framework called the Talent and Employment Exchange Registry (TEER). In this post, we will explore what TEER is, why it is being proposed, and what changes it will bring to the NOC system.

What is TEER?

TEER is a proposed framework that aims to modernize and simplify the current job classification and matching system in Canada. It is designed to be more flexible, transparent, and responsive to the needs of employers, job seekers, and other stakeholders. TEER will replace the NOC system and will be used to classify and match jobs based on skills and qualifications, rather than on a fixed set of criteria.

TEER will consist of three main components:

Talent Exchange:

An online platform that connects job seekers with employers based on their skills, experience, and preferences. The platform will be accessible to all Canadians, including students, newcomers, and underrepresented groups. It will also provide tools and resources to help job seekers improve their skills, build their networks, and access training and career development opportunities.

Employment Registry:

A database that contains information on job openings, labor market trends, and employer requirements. The registry will be managed by a government agency and will be used to monitor and analyze employment trends, identify skill gaps and shortages, and inform policy decisions.

Skills and Qualifications Framework:

A standardized system that describes the skills, knowledge, and competencies required for different occupations. The framework will be developed in consultation with industry stakeholders, labor unions, and other experts and will be updated regularly to reflect changing labor market demands.

Why is TEER being proposed?

TEER is being proposed in response to the growing demand for a more flexible and inclusive job classification system that can adapt to the changing needs of the labor market. The current NOC system has been criticized for being too rigid, outdated, and inconsistent. It often fails to capture the full range of skills and qualifications required for many jobs, particularly in emerging industries and occupations. This can lead to misclassification of jobs, underutilization of skills, and difficulty in recruiting and retaining talent.

TEER aims to address these challenges by providing a more dynamic and personalized approach to job classification and matching. It will use advanced technologies, such as artificial intelligence and machine learning, to analyze and match skills and qualifications more accurately and efficiently. It will also provide job seekers with more opportunities to showcase their skills, build their networks, and access training and career development programs.

What will change in the NOC system?

If TEER is implemented, it will replace the NOC system and bring several changes to the way jobs are classified and matched in Canada. Here are some of the main changes:

Focus on Skills and Qualifications:

TEER will focus on skills and qualifications rather than occupation titles and duties. It will use a standardized skills framework to describe the knowledge, abilities, and competencies required for different jobs. This will allow for more accurate and consistent matching of job seekers with job openings.

Personalized Matching:

TEER will use advanced algorithms and machine learning to match job seekers with job openings based on their skills, experience, and preferences. This will provide more personalized and efficient job matching, reducing the time and cost of recruitment for employers.

Inclusive and Flexible:

TEER will be more inclusive and flexible than the current NOC system. It will provide job seekers with more opportunities to demonstrate their skills and qualifications, regardless of their background or previous work experience. It will also enable employers to create customized job postings that reflect their unique requirements and preferences.

Up-to-date:

TEER will be continuously updated to reflect changes in the labor market, emerging industries, and new technologies. This will ensure that job classifications and matching remain relevant and accurate, reducing the risk of misclassification and underutilization of skills.

Conclusion:

In conclusion, the proposed TEER framework has the potential to modernize and improve the current job classification and matching system in Canada. It will provide a more flexible, personalized, and inclusive approach to matching job seekers with job openings based on skills and qualifications. It will also enable employers to create customized job postings that reflect their unique requirements and preferences. However, the implementation of TEER will require significant investment in technology, infrastructure, and stakeholder engagement. It will also require careful planning and coordination to ensure a smooth transition from the current NOC system. Nonetheless, the potential benefits of TEER in terms of reducing skill mismatches, increasing labor market efficiency, and improving the overall quality of jobs in Canada make it a promising alternative to the current system.