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Keeping Canadian Tourism Globally Competitive

The Future Skills Framework is a three-year initiative to address the changing nature of work in the tourism sector; it is funded by Employment and Social Development Canada’s Sectoral Initiatives Program.

The project will see the creation of a competency framework—a comprehensive and sustainable collection of competencies and essential skills—for the tourism sector. The framework will define current and future skills within tourism by drawing on content from Tourism HR Canada’s suite of National Occupational Standards and feedback from numerous consultation events to take place between 2018 and 2021.


The Future Skills Framework will serve as a library of competency elements that are easily updated to adapt to the increasing pace of change within today’s workplaces. It eliminates costly and time-consuming processes associated with updating occupation skills on a job-by-job basis.

The framework will provide tourism stakeholders with a better way to align the skills of individuals in the Canadian labour market, minimizing gaps and mismatches. One central source will provide a complete picture of the entire sector, making it easier to collect, analyze, and map information.

Specific to tourism, a competency framework:

Increases consistency in defining skills, which improves learner and labour mobility and boosts productivity

Improves the quality of education and training delivery by helping curriculum content align with market demands

Provides the basis for a system to compare credentials or qualifications regardless of where they were earned

Promotes skills forecasting as an exploratory methodology for the National Occupational Classification (NOC) codes


The Future Skills Framework can be used by:

  • Employers
  • HR professionals
  • Educators
  • Students
  • Career counsellors
  • Job seekers
  • Governments
  • Industry associations

The Future Skills Framework can be used to:

  • Bolster training and development
  • Define career planning pathways
  • Improve credential recognition
  • Consolidate recruitment and selection criteria
  • Outline succession planning
  • Refine performance management practices
  • Delineate occupation profiles