Career Pathway

MEC Real Learning has undertaken a strategic and focused effort to deliver the following objectives: 

  • Promote Building Operations as an occupation and viable career path.
  • Develop a National commercial real estate baseline standard for Building Operations Professionals in collaboration with industry Owners & Managers.
  • Work towards establishing NOC codes for the CRE Sector pertaining to Building Operations in collaboration with government, CRE industry owners and operators, and industry associations that will meet both current and future operational needs.
  • Release a Building Operations Designation (BOD) Program designed to meet the needs of the Canadian Commercial Real Estate Sector by increasing their knowledge, competencies, and skill sets of Building Operations Professionals.
  • Build strong, productive, and transparent relationships with CRE industry associations, building owners and managers and other organizations who are committed to best serving the needs of this important sector. 

The MEC Real Learning recognizes there are current and future challenges that real estate owners and operators face today and into the future. By developing strategies in co-operation with the sector, MEC Real Learning is committed to helping the industry overcome these shortfalls. We have laid out our initiative framework and are currently seeking input and support from industry leaders through this initiative.

Industry Research Report Findings

Several industry research reports exist that support MEC Real Learning’s commitment to the development of the BOD Program and a series of programs intended to elevate building operations as a viable occupation with a defined career path. Summaries of several related and interesting research reports have been included with links to the full report.

BOMA BC/British Columbia Labour Market Sector Engagement Partnership Study (2016) 

All stakeholders confirmed that a shortage of skilled Building Operations professionals is indeed real. Several factors were identified as contributing to the skill shortage of building operators ranging from lack of interest, lack of industry awareness, no all-inclusive training or development in a single program, retirement, compensation, and new construction. There is consensus that as the profession becomes increasingly more technical and specialized, we will be facing a momentous labour shortage if significant changes are not made. Educational and training programs for building operators exist, however, they are fragmented and currently do not appear to be meeting the needs. Download the full report here – Final Report.

Labour Market Information Research Study – BC Commercial Real Estate Industry (BOMA BC and Deloitte with funding from Canada – British Columbia Labour Market Development Agreement 2017)

More than half (55%) of the real estate workforce is over the age of 45. Accumulated knowledge and experience resides with an aging workforce. This threatens to significantly limit future workforce growth and talent supply if the sector fails to attract younger talent. Additionally, critical industry knowledge and skills could be lost if knowledge transfer between an aging workforce and incoming workforce does not keep up with the pace of retirement. The 15 to 24 age bracket represents 6% of the workforce in both BC and Canada, but only 4% of the workforce in real estate in both BC and Canada. This indicates a low number of people are starting their careers within the real estate industry. This up-and-coming workforce is not only smaller in terms of number of employees entering the industry, but also lacks the industry knowledge of the predecessors. This could lead to a serious shortage of experienced / senior positions as Baby Boomers retire, creating further pressure for succession management and leadership development strategies. Download the full report here.

Commercial Property and Facilities Management Sector Talent Strategy (2018)

The specific occupations in the CPFM (Commercial Property and Facilities Management) industry have little to no profile; neither industry outsiders nor high school and post-secondary students contemplating career paths have any notion of property management or building operations as being viable options. In addition to lacking a visible brand, the CPFM industry lacks clarity about its key occupations. Job titles and descriptions are not formalized and vary from company to company, as do the required qualifications to do the jobs. Technology has dramatically altered many job functions and created some doubt as to whether their NAICS/NOC classifications still fully apply. With the lack of definition around job titles and descriptions comes a lack of formality around the certifications, designations, and competencies needed to perform the key occupations in the CPFM industry, and the possible career paths – all of which leads to an inadequate pool of qualified talent. Upskilling is often informal and up to the employee to pursue, albeit with employer financial support. The programs in place have not necessarily kept up with the changing dynamics of adult learning and can be difficult for employees who work full-time to complete. Download the full report here.

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