Canadian Case Study: Steel Industry Worker Adjustment Program

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Canadian Case StudySteel Industry Worker
Adjustment Program

• Tripartite Collaboration

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Tripartite Collaboration

• Human Resources Development Canada (HRDC)
• Canadian Steel Trade and Employment Congress
  (CSTEC)
• Dofasco Inc.

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Human Resources Development Canada

• Through CSTEC, union and management
  representatives approached the Federal
  Governments Department of Human Resources
  Development Canada. They accessed resources from
  its Innovations Program, to design and implement
  an adjustment initiative for laid-off workers in
  the steel industry.

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The Canadian Steel Trade and Employment Congress
(CSTEC)
234 Eglinton Ave. E., Ste 501, Toronto, Ontario,
M4P 1K7. Tel [phone] Fax [phone]
The Canadian Steel Trade and Employment
Congress (CSTEC) is a joint-venture between The
United Steelworkers of America (USWA) and
Canada's steel producing companies. CSTEC
provides a range of services to employers,
employed and unemployed workers, both inside and
outside the steel industry.
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• Trade Activities
• New Entrant Services
• Training Services
• Adjustment Services

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• New Entrant Services
• Career Awareness Materials
• Entry Level College Programs

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Career Awareness Materials

• A Career Awareness Information Kit New Steel
  Doorway to the Future which describes todays
  new steel industry and how to access career
  opportunities in the industry. The Kit includes
• 9 minute video
• CD-Rom
• Print information
• A portable display which can be used at job fairs
  and other recruitment events.

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Entry Level College Programs

• A Manufacturing Techniques Certificate Program
  (MTCP) which includes a co-op based work
  placement. This program provides individuals with
  the pre-employment skills and knowledge they
  will need to effectively pursue careers in the
  steel industry and in other manufacturing
  industries.
• CSTEC is working on the development of a
  rolled-in technician/apprenticeship Steel
  Industry Trades Replacement Program (SITRP) which
  includes co-op based work terms. This program
  provides individuals with a Technician Diploma
  and Certificate of Qualification (C of Q) which
  will provide rewarding trades careers in either
  the steel industry or in other industries.

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• Training Services
• Workplace Joint Training Committee (JTC)
  Orientation
• Training Needs Assessment
• Training Course Development Industry Training
  Program (ITP)
• Prior Learning Assessment and Recognition (PLAR)

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Workplace Joint Training Committee (JTC)
Orientation

• One or two day workshop that develops
  organizational, meeting and problem solving
  skills
• Participants will learn how to identify training
  needs, develop training plans and assess training
  results, and work in a joint-union management
  environment

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Training Needs Assessment

• Assistance in the design and implementation of a
  needs assessment process specific to
  workplace needs
• Analysis report of the training needs results and
  the identification of training gaps

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Training Course Development Industry Training
Program (ITP)

• 10 CBT courses
• Access to other CBT course development
• New CBT course development
• Computer-based training management services

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Peer Counseling / Needs Assessment

• One hour personalized interviews that help the
  individual identify their employability skills
  and future options
• A Needs Analysis report based on the interviews,
  which will assist the local adjustment committee
  in developing an effective action plan for
  follow-up services

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Prior Learning Assessment and Recognition (PLAR)

• One-day college accredited Portfolio-Development
• Course to assist individuals in identifying work
  and life experience for college credit
• Assistance to employers in reviewing current
  in-house training for the purpose of gaining
  credit(s) toward college programs
• One-day seminar and ongoing support to help
  individuals receive their General Education
  Development (GED) high school equivalency diploma

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• Adjustment Services
• Local Adjustment Committee Training
• Peer Counselling / Needs Assessment
• Job Shop (Job Search Techniques) Seminar
• Self Employment Seminar
• Financial Planning Seminar
• Job Placement
• Job Finding Club
• Portfolio Development
• Skill Development

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Local Adjustment Committee Training

• One to five-day workshop that develops
  organizational, meeting and problem-solving
  skills
• Assists committee members in developing an action
  plan, to access local resources and to develop
  contacts with prospective employers

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Peer Counseilling / Needs Assessment

• One hour personalized interviews that help the
  individual identify their employability skills
  and their future options
• A Needs Analysis report based on the interviews
  that helps the local adjustment committee develop
  an effective action plan for follow-up services

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Job Shop (Job Search Techniques) Seminar

• Two to three day Job Shop Workshop that develops
  skills in getting job leads, writing effective
  resumes, completing application forms, writing
  cover letters, making cold calls, handling job
  interviews and networking

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Self Employment Seminar

• Two-day workshop on Self-Employment to help
  individuals decide if this is the right option
  for them, and provide direction

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Financial Planning Seminar

• Half-day workshop on Financial Planning/
  Budgeting that deals with severance, pensions,
  RRSPs and retirement

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Job Placement

• A National Job Bank that has ongoing contacts
  with nearly 10,000 employers
• A National Database which links individual needs
  assessment information with job vacancy
  information

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Job Finding Club

• One morning per week to provide ongoing support
  to job-seekers once they have completed the Job
  Shop seminar

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Portfolio Development

• One-day workshop on Portfolio Development for
  individuals looking to get their work and life
  experience recognized and have it applied as
  credit(s) toward college programs

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Skill Development

• A wide range of short-term upgrading courses that
  have proven employability results
• Assistance to individuals to develop training
  plans that can help facilitate the approval of
  related training by local employment officers

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CSTEC Website

• www.cstec.ca

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Hamilton Operations

• Situated on 720 acres on Lake Ontario in
  Hamilton, Dofasco's QS9000 registered Hamilton
  operations account for most of the four million
  plus tons of steel that Dofasco shipped in
  2000. Dofasco also has a 22-acre storage facility
  in Stoney Creek, a 1 1/2 acre Trades Training
  Facility in Burlington, and a 100 acre Employee
  Recreation and Training Facility in
  Stoney Creek.

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Hamilton Operations

• Dofasco's Hamilton operations employs
  approximately 7,500 non-unionized employees.
  Dofasco's employee relations policies are
  designed to achieve and maintain good relations
  between the company and its employees. Employee
  benefits include extensive medical and dental
  coverage, life and disability insurance, pension,
  profit sharing and post-employment benefits.

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Layoff Announcement

• On October 27, 1993 Dofasco Inc. announced that
  it was closing certain non-competitive operations
  in order to remain a key player in the
  increasingly competitive steel marketplace.
• Unfortunately, this restructuring necessitated
  the layoff of 650 Dofasco employees, effective
  April 2, 1994.

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D.T.A.P.

• On November 2,1993 Dofasco, in conjunction with
  the Canadian Steel Trade and Employment Congress
  (CSTEC), established a Dofasco Transition
  Assistance Program (DTAP) to provide coordination
  and support to the employees impacted by the
  layoff.

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D.T.A.P.

• The intent of DTAP was to develop a labour
  adjustment model that would provide the best
  resources available to ensure a successful
  transition into the workforce, or into skill
  training for the affected Dofasco employees.

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D.T.A.P. PROJECT PLAN

• In order to ensure that the most effective
  transitional process was developed and
  implemented, seven key components were
  identified
• Principles of Operation, Values, and Key Goals
• Administrative Support
• Physical Operations
• Client Support/Services
• Skill-Building Support Staff
• Financial Systems/Reporting
• Communications

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Project Plan
Principle of Operation The Transition Centre
will operate based on the following principles

• Will respond to clients needs first
• Will treat all individuals with respect and
  equity
• Will work as a team, ensuring continuous
  improvement in all activities
• Will design, develop, source, and approve all
  necessary support and services
• Will implement, administer and co-ordinate all
  initiatives to assist clients
• Will ensure ongoing communication with all
  stakeholders and service providers

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D.T.A.P.
Key Values

• Confidentiality
• Honesty
• Integrity
• Respect

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D.T.A.P.
Key Goals Of The Transition Centre

• A supported transition of laid-off employees
• Provide support and service for individual self
  help to identify and implement personal career
  goals

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D.T.A.P.
Administrative Support

• General Administration
• Financial Administration
• Client Profile Data
• Training Process Administration
• Evaluation
• Information Resources

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D.T.A.P.
Physical Operation

• Location
• Phone/Fax
• Parking
• Service Delivery

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D.T.A.P.
Key Client Support and Services

• Financial Support Financial Planning Issues
• Personal Family Counselling
• Needs Assessment Interviews Analysis
• Workshops, Seminars and Information Kits
• Community Resources

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D.T.A.P.
Skill-Building for the DTAP Team

• Team Building
• Orientation
• Community Support Services
• Severance Package Considerations
• Adjustment Models
• Administration of Office, Finances and Training
• Adjustment Human Issues

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D.T.A.P.
Financial Systems/Reporting

• Administrative Overheads
• Training Purchases
• Brokering/Tendering of Training
• Signing Authority

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D.T.A.P.
Communication

• Centre Identification
• Internal Communication
• External Communication
• Policy
• Media

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D.T.A.P. Team

• The DTAP Team consisted of 7 full-time and 7
  part-time Dofasco employees from both hourly and
  salaried positions, and from both permanent and
  under notice of lay-off status.

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D.T.A.P. Centre

• The DTAP Centre was opened on December 6, 1993
  but no formal interviews were scheduled until
  January 1994.

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D.T.A.P.

• Outplacement
• Training
• Counselling

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D.T.A.P.
Outplacement Responsibilities Included

• Resume preparation
• Current labour market information
• Interview techniques/mock interviews
• Follow-up thank you letters
• Updating job board
• Canada Employment Centre Job Bank on site at DTAP
• Assistance with fax, photocopying
• Client/student computer work centre
• DTAP brochure to prospective employers

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D.T.A.P.
Training Responsibilities Included

• Approving Training Programs
• Brokering Training (liaison with colleges,
  private institutions -- registrar's office,
  accounting, college special needs and
  counselling)
• Sponsorship letters
• Monitoring clients
• Maintaining training objective
• Course Approval, Sponsorship Letters, submission
  of training expense vouchers to Dofasco and CSTEC
  Accounts Payable

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D.T.A.P.
Counselling Responsibilities Included

• Needs Assessment/Interview
• Offering assistance and making referrals as
  needed on an individual basis
• Identify and pursue available resources

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The DTAP Success Story

• Of the 650 laid-off employees
• 636 used the Dofasco Transition Centre Services
• 628 have found full-time employment
• 8 are on extended disability
• 225 were recalled to full-time positions at
  Dofasco
• 111 graduated with post-secondary diplomas or
  degrees

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