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 How can your business attract and retain the very best people? You'll find everything you need right here. Become an Employer of Choice!
How do you Find the right people? How can you make them want to join your organization, stay there, and as your businesss grows and changes, perform and adapt?
There are no easy answers, but good HR practices are the place to start. Why? Because "Employers of Choice" succeed where others struggle, attracting qualified people with the right attitude, supporting them with training and opportunities for advancement and striving to create a positive workplace and give back to their communities.
Explore Choose Tourism - for Employers! You'll find the resources you need to attract, retain and develop a strong, capable, customer-focused workforce that delivers the very best!
Tourism Sector Compensation Research
To assist employers in determining wage rates, the PEI Tourism Human Resource Sector Council is sharing results from the Canadian Tourism Sector Compensation Study (2008). This research was initiated by the Canadian Tourism Human Resource Council in cooperation with local provincial associations, including TIAPEI. Below is a sample of the findings for PEI.
Average base* 2008 wages for PEI
| Survey Job Title |
Hourly Base Wage |
| Accommodation Service Manager |
$12.75 |
| Banquet Server |
$ 8.25 |
| Bartender |
$ 8.25 |
| Cook |
$10.00 |
| Executive Chef |
$15.00 |
| Executive Housekeeper |
$11.50 |
| Food and Beverage Server |
$ 8.00 |
| Food and Beverage Service Supervisor |
$10.00 |
| Food Service Counter Attendant |
$ 8.58 |
| Front Desk Agent |
$10.00 |
| General Manager |
$18.84 |
| Host/Hostess |
$ 8.38 |
| Housekeeping Room Attendant |
$ 9.25 |
| Landscaping Grounds Maintenance Labourer |
$11.00 |
| Retail Sales Clerk |
$ 9.00 |
| Sous Chef |
$12.50 |
| Superintendent Maintenance/Groundskeeper |
$13.50 |
| Tour Guide |
$11.25 |
*Please note:
The dollar amounts listed are the average base wage and do not include other benefits such as gratuities, group insurance, perks, etc. Pay ranges were identified in the study which can be accessed by contacting the HR Advisor .
At the time of the survey, minimum wage was $8.00 per hour. Since then there have been two increases in minimum wage (June 1 and October 1, 2009, to the current $8.40 per hour rate).
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Labour Force Trends - Employment Reaches Highest Level This Year
- While the labour force declined, employment increased on PEI from March to April, 2010.
- Compared to this period a year ago, labour market indicators showed significant improvements on the Island.
Labour Force Trends
| |
Monthly
Variation |
Yearly
Variation |
| (Seasonally Adjusted) |
April
2010 |
March
2010 |
April
2009 |
Number |
% |
Number |
% |
| Population 15+ ('000) |
116.8 |
116.8 |
115.5 |
0.0 |
0.0 |
1.3 |
1.1 |
| Labour Force ('000) |
80.2 |
80.6 |
78.6 |
-0.4 |
-0.5 |
1.6 |
2.0 |
| Employment ('000) |
72.6 |
72.0 |
68.8 |
0.6 |
0.8 |
3.8 |
5.5 |
| - Employment full-time ('000) |
60.2 |
59.2 |
57.7 |
1.0 |
1.7 |
2.5 |
4.3 |
| - Employment part-time ('000) |
12.3 |
12.8 |
11.0 |
-0.5 |
-3.9 |
1.3 |
11.8 |
| Unemployment ('000) |
7.6 |
8.7 |
9.9 |
-1.1 |
-12.6 |
-2.3 |
-23.2 |
| Participation Rate (%) |
68.7 |
69.0 |
68.1 |
-0.3 |
|
0.6 |
|
| Unemployment Rate (%) |
9.5 |
10.8 |
12.6 |
-1.3 |
|
-3.1 |
|
| Employment Rate (%) |
62.2 |
61.6 |
59.6 |
0.6 |
|
2.6 |
|
Note: Totals may not add due to rounding
Source: Statistics Canada Labour Force Survey
- The male and female labour force increased since last year. The male labour force increased by 1,300, which was almost twice that for females (+700).
- Both full-time and part-time employment levels were up compared to last year, and total employment increased by 5.5%.
- Employment for males and females increased by 7.4% and 4.0% respectively over the last year. The increase in employment for males took place exclusively in full-time jobs. Conversely the increase for females occurred only in part-time employment.
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Survey Results for Staffing Levels
Thank you to the 73 employers and/or business operators who participated in the PEI Tourism Employer Survey. We received valuable feedback that will be used to determine future initiatives and activities. A few interesting trends that came through were:
Overall results:
- Only 38% have incentives to keep staff all season/year round, while 58% do not and 4% were unsure. Of the incentives that employers use, the following are some of the more common:
- Season completion bonus
- End of season celebration
- Thank you gifts
- Above minimum wage pay
- Salary and benefits
- Extra holiday time
- Offer training
- Involve them in the company
- Miniputt outings
- Free lunches
- "Loyalty" bonus paid out at Thanksgiving
- Assist staff with EI process
- Distribute tickets to various entertainment offered by other tourism operators
- Giving favourable comments to clientele on my staff's performance
- Many employers noted that their remote or rural location inhibiting successful recruitment, actions are currently being taken to improve the understanding and needs of rural communities. The PEI Rural Community Development Strategy is an initiative that will be identifying what can be done to assist businesses outside of larger communities and how to ensure these communities remain vibrant which will include looking at employment situations. TIAPEI is contributing to the development of the strategy and invites you to read the Renewing Rural Prince Edward Island Discussion Paper.
- The chart below shows the type of training in which operators are most interested.*
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*Selections receiving less than five respondents are not shown.
- The chart below shows the posititions which are most difficult to recruit.
Staff: Food & Beverage Operations
- At the current time, 73% of the Food and Beverage respondents are adequately staffed, however almost all respondents in this category cited cooks and/or line cooks as the most difficult to recruit. The two significant factors in the recruitment of cooks, according to employers, are that there are “not enough qualified applicants” or their location is “rural or remote”. Additionally, the majority of employers that hire cooks are interested in Apprenticeship training for their staff.
- Employers who indicated there are not enough qualified applicants may find that they have to develop cooks in-house or recruit directly from a training facility such as the Tourism and Culinary Centre of Holland College. Some employers host an open-house before the beginning of the season inviting Culinary students specifically. This proactive approach brings in potential employees and provides an opportunity for the employer and guest to prescreen one another, and also creates many loyal customers.
More results will be posted over the next few weeks, so check back often!
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Human resource management and business
HR and management go hand in hand, but often people are not familiar with the term "HR". This website is dedicated to HR in Tourism and can assist you in the following areas:
1. Recruitment & Selection
2. Training and Development (People or Organization)
3. Performance and Competency Evaluation and Management
4. Compensation, pensions, bonuses, etc. in liaison with payroll
5. Career development
6. Employment Legislation
7. Occupational Health & Safety
8. Communications
Browse the Choose Tourism website or contact the HR Advisor to find out how you can make HR work for your business.
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If you have any suggestions, comments, or questions relating to human resources and employee relations, please contact Andrea Boehner, HR Advisor.
Sharing best practices, promoting careers in tourism, and working with you to brand your organization as being a great place to work!
Office location:
25 Queen Street, 3rd Floor,
Charlottetown, PEI
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Phone (902) 566-5008
Toll-free 1-866-566-5008
Fax (902) 368-3605
Toll-free fax 1-877-368-3605
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