Project:Workplace Integration of Newcomers WIN An industrydriven approach

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ProjectWorkplace Integration of Newcomers
(WIN)An industry-driven approach

• A Presentation for
• The Three Rs Forum
• Halifax , May 2006
• Manitoba Aerospace Human Resources Coordinating
  Committee
  DArcy Phillips

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Overview of Presentation

• Background
• What do we have ?
• How do you create an Occupational Competency
  Profile (DACUM)?
• What do we need?
• What would a matching system look like?
• Whats in it for Industry?
• Whos on board?
• Proposal to Federal Government
• Questions?

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Background on this Initiative

• Looming skill shortages because of demographics
• High profile advocacy by industry
• Increase immigration of skilled people!
• Provincial Nominee Program (PNP)
• Thousands entering MB but not necessarily finding
  jobs in their fields
• No matching system
• Regulatory barriers in some cases
• Industry not a player

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What do we have ? (1 of 3)

• Provincial Nominee Program (successful)
• Government settlement funding for NGOs
• Client driven not as successful as it needs to be
• Ltd engagement by industry
• Sometimes unrealistic expectations
• Insufficient resources to assess, credit and
  deliver gap training
• Too many under-utilized professionals, trades and
  technologists

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What do we have ? (2 of 3)

• Manitoba Sector Training Network (MSTN)
• 14 industry groups including
• Aerospace, Film, Food Processing, ICT, Health
  Care Products, Manufacturing,
• Capacity to do 3 types of Occupational Profiles
• Technical competencies, Language, Essential
  Skills
• Competency Profiles of occupations
• (Whats a DACUM?)
• some done capacity to do more

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What do we have ? (3 of 3)

• Canadian Language Benchmarks (CLB) CLB
  Assessment (CLBA) tool
• Listen/Speak/Read/Write
• Occupation Language Profiles
• some done capacity to do more
• Individual assessment via CLBA up to level 8
• Essential Skills
• Occupation specific ES Profiles
• Some done capacity to do more
• Individual assessment via TOWES at Red River
  College

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How do you create an occupational competency
profile (DACUM)?

• Define the occupation
• Recruit 8-12 expert practitioners
• Put them in a room for 2 days with a facilitator
  and a scribe to i.d. specific competencies and
  cluster them into groups
• Produce a first draft listing of competencies
• After 2 weeks, gather again for a half day to
  validate (and elaborate?)

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What do we need? (1 of 2)

• A structure shaped by industry - to match
  Skilled Immigrants (SIs) to its ongoing skill
  shortages, (assess, credit, fill the skills
  gaps, recognize, hire)
• Projection
• Use Demographic Due Diligence tool
• Where are the shortages (going to be)?
• Industrys job to answer this reliably for medium
  term
• Assessment
• What do immigrants have that is relevant?(PLAR)
• Self assessment Subject Matter Expert assessment

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What do we need? (2 of 2)

• Planning
• What do they need to acquire to be fully skilled?
• Learning plans - each one as individual as a
  thumbprint
• Gap training and recognition.
• A variety of means (courses, tutoring, learning
  contracts OJT)
• Outcome Fully skilled, fully recognized, fully
  employed SIs.

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What would an industry-shaped matching system
look like? (1 of 3)

• Industry identifies limited number (10 or 12)
  selected occupations (ongoing need)
• DDD tool (under development)
• Profile those occupations (I)
• Technical competencies
• Language demands (L/S/R/W) via CLB
• Essential Skills
• ( Organizational culture ?)
• Match individual SI to profiled occupation
  using selected occupations database (NGOs)
• Observerships 1 day/week or so (INGOs)
• Self assessment? two lists (can dos cant
  dos)

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What would an industry-shaped matching system
look like? (2 of 3)

• Subject matter expert (I)
• Assesses SI's can dos
• Gives credit for competencies
• Identifies additional cant dos
• Compiles comprehensive list of cant dos for gap
  training
• Learning plan drawn up (I/NGO)
• Courses
• Tutoring
• Learning contracts
• Industry-based training Certification (OJT?)

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What would an industry-shaped matching system
look like? (3 of 3)

• Case by case progress monitored supported
• Learning takes place (PSE I)
• At college/university
• In tutoring sessions
• Through learning contracts
• On the job -internships/wage subsidies where
  appropriate (e.g. at SMEs?)
• Learning is assessed and recognized
• Subject matter expert industry/PSE
• Regulatory body if necessary
• Immigrant is credited when Canadian standards are
  reached.(Industry/Post Sec. Ed./Licen. Body if
  nec.)
• Immigrant is employed at appropriate level

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Whats in it for Industry?

• Greatly increased access to a largely unused pool
  of talent
• Profiles of its key occupations re technical
  competencies, language and essential skills
• Access to Demographic Due Diligence tool to
  forecast their companys needs occupation by
  occupation
• Access to a database on current population of
  Skilled Immigrants
• Assessment by its own subject matter experts
• Internships/Wage subsidies for training SI's
• Staff fully accredited to Canadian Standards

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Whos on board?

• Six Manitoba Sector Groups
• Aerospace (MAHRCC)
• Manufacturing (CME)
• Health Care Products (HCPAM)
• Food Processors (MFPA)
• Film Training (MFT)
• IT telecommunications (ICTAM )
• Manitoba Government (LIM AET)
• HRSDC (Ottawa)

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Whos been briefed is supportive?

• Executive Directors of NGOs working on labour
  market integration of skilled immigrants
• Jeff Zabudsky ( President, Red River College)
• Dave Angus (Winnipeg Chamber of Commerce
• Graham Starmer (Manitoba Chambers of Commerce)

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The Proposal to the HRSDC5 year, 3 phase Demo
Project

• Phase 1 Build the Foundations (12 mo.)
• Build partnerships, I.D. occupations, do
  profiles, initiate research, assign roles,
  develop (2) data base(s)/dev/pilot immigrant
  assessment tool, determine project feasibility,
  plan cost out phases 2 3
• Phase 2 Implement Evaluate (3 yrs)
• Develop implement (2) data base(s), begin the
  matching, assessing, crediting training,
  recognition, carry out formative program
  evaluation/s, modify and fine tune processes (by
  sector?) identify options for sustainability
• Phase 3 Deliver Disseminate (12 mo.)
• Begin delivery of service on routine basis
  establish sustainability spread the word

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Questions/Comments?