Child Care Human Resources Sector Council

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• Child Care Human Resources Sector Council
• CCHRSC BOARD
• LABOUR MARKET STRATEGY REVIEW
• February 2008

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THE ROLE OF SECTOR COUNCILS (HRSDC-SCP
PERSPECTIVE)

• Operating at an arms-length from government,
  sector councils
• identify and respond to labour market trends
• foster commitment to skills development, bringing
  together industry and education to ensure that
  workers continue to meet evolving knowledge and
  skills demands.
• generate new knowledge, consensus and expertise
  on the HR and skills situation in specific
  sectors and
• Provide Pan-Canadian sector-specific products and
  services developed by the sector, for the sector,
  including
• (Labour Market Research and Information,
  Strategy Development, National Standards,Certifica
  tion,Curriculum and Skills Enabling Products and
  initiatives that facilitate labour entry,
  integration, mobility, recruitment, and
  retention)

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LABOUR MARKET STRATEGY

• Based on the 2004 Labour Market Update (LMU) and
  report Working for Change Canadas Child Care
  Workforce.
• Set of targeted, interrelated initiatives and
  associated activities to be undertaken by
• the CCHRSC
• or in partnership with the child care community,
  partners in governments, the education community,
  post secondary institutions, labour, policy or
  research organizations.
• Based on issues identified in the LMU
• Developed in January 2005, needs to be updated
  for CCHRSC initiatives (2008-2010)

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VARIABLES AFFECTING THE LMS UPDATE

• Review of the 2004 Labour Market Update what
  has been done, what is outstanding
• Review of the HRSDC-SCP current priorities and
  funding criteria (SCP is being revised)
• Scan of the current environment - Federal govt.
  priorities initiatives affecting ECEC sector
• Consideration of provincial territorial
  priorities, activities future directions in
  ECEC.
• Consultation with key stakeholders / CCHRSC
  target audiences

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LMU RECOMMENDATIONS

• Framework to address HR Challenges in the
  regulated sector
• Promote increased pay and benefits.
• Develop recruitment strategies.
• Develop retention strategies
• Enhance management and leadership
• Increase attachment to professional, labour
• and advocacy organizations.

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LMU RECOMMENDATIONS

• Develop partnerships with the education
  research community, government departments
  related sectors.
• Reframe the child care versus early child
  development dialogue.
• Develop a (labour market / human resources)
  research agenda.

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CCHRSC FOCUS

• Foster improved skills development, responsive to
  the sector requirements
• Enhance sectoral HR management practices to
  respond to recruitment retention challenges
• Develop mechanisms to increase the
  portability/recognition of credentials
• Increase access to labour market information, and
  an increased understanding of labour market
  trends and issues in the sector
• Provide leadership and coordination on HR issues

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CCHSC LOGIC MODEL AREAS OF EMPHASIS

• Advance HR issues
• Labour market and human resources research
• Sector development
• Communication, promotion and coordination
• Outreach and partnership development within and
  outside the child care sector

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CCHRSC COMMUNICATIONS TARGET AUDIENCES MESSAGES

• National, provincial/territorial municipal
  child care and labour organizations
• Provincial and territorial directors of child
  care policy makers
• Educational institutions and training
  organization, and
• Senior decision-makers at the federal level
• HR Focus, improving skills, increasing
  recognition of child care workers and improving
  the work environment

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SCAN OF THE CURRENT ENVIRONMENT

• General
• Economic growth in parts of the country, causing
  labour market shortages in lower paid jobs across
  Canada
• Global economy competition for trained and
  experienced workers internationally
• Reinvigoration of Sector Council Program
  Canadas Knowledge Advantage to create the
  best-educated, most-skilled and most flexible
  workforce in the world.
• SCP role Improving LM opportunities for
  Canadians on three fronts Quality, Quantity and
  Efficiency.
• NOC review in advance of 2011 Census

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SCAN OF THE CURRENT ENVIRONMENT

• The political environment
• Eight HRSDC ministers in 3 years
• Change of government (2006) Canadas Universal
  Child Care Plan
• Budget 2007 proposed to transfer 250 million per
  year to P/T. Spaces Initiative
• Child Care Benefit - direct financial assistance
  of 100 per month per child under the age of 6
• Bill C303

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SCAN OF THE CURRENT ENVIRONMENT

• The internal government environment
• SDC consultation across Canada in 2006
• OECD setting the bar higher
• Agreement re OECD ECEC Knowledge Network
• PT Ministers of Education a Ministerial
  Statement on Quality Assurance
• Collaboration between SCP and SDC

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SCAN OF THE CURRENT ENVIRONMENT

• Training
• Federal transfer of 250M to provinces and
  territories and early indications that PTs
  intend to invest in training initiatives.
• Ontarios College of ECEs
• Curriculum frameworks five jurisdictions are
  planning to release fully developed curriculum/
  learning frameworks.

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SCAN OF THE CURRENT ENVIRONMENT

• Key child care labour market trends
• General LM shortages, likely to increase
• Supply and demand factors
• Growing recruitment and retention pressures in
  child care
• Demographics sector has largest older workforce
• Leadership issues, looming retirement boom
• Training gaps

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PROJECTS COMPLETED

• Sector Study/LMU Working for Change 04
• Making Family Child Care Work 04
• Shedding New Light on Recruitment Retention
  04
• Occupational Standards for Child Care
  Administrators 06
• Career Promotions and Recruitment Strategy
  Project January 2007
• Training Strategy - November 2007

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PROJECTS UNDERWAY PLANNED

• UNDERWAY
• Supporting Employers
• Addressing Workforce Shortages
• Pathways to ECE Credentialing
• PLANNED TO START IN 2008
• Labour Market Information Research Agenda
• Occupational Standards Update
• Curriculum Development

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OTHER INITIATIVES

• Series of Research Papers from Sector Study
• Web site
• Listing of PSI-colleges universities
• HR tools
• Research reports
• Bulletin and E-Bulletin
• Workshops and presentation(30-40)
• ECE Affinity Group

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CONSULTATION RE. LMS UPDATE

• Consultation with key stakeholders, an essential
  part of the update process key target audiences
• Survey to P/T Directors
• CCHRSC Board
• Other
• Identify key areas and priorities for CCHRSC work
  to address HR issues.