ag+r annual review june 2012. ag&r annual review section i

AG+R Annual ReviewJune 2012

AG&R ANNUAL REVIEWSECTION I

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Community Hiring Snap Shot: Year to Year

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Community Hires as % of Total Workforce

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Retention to date

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Apprenticeship enrollment

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Overview: 6 years

• Total hires: 201 (AG+R Financed Portfolio)

• Average tenure (all hires): 11 months

• Average tenure current employees: 21 months

• CHs as % of total workforce: 31%

• % of current employees (CHs) enrolled in apprenticeship: 30%

• % of all hires enrolled in apprenticeship: 14%

COMMUNITY HIRING – AUTOMOTIVE AFTER-MARKET SECTOR

SECTION II

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Network: Intro to Business Case Key challenges faced by business owners in the automotive after-market:

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Why it Matters?

• Businesses that grow put more emphasis on the people side of the business

• #2 industry challenge: Getting qualified new hires

• Time management and technical skills of current staff list in the top 5 business challenges

• Businesses that are likely to grow: hire apprentices, assess training needs using written or practical skills assessment, promote staff after training

Performance Driven: Labour Market Opportunities and Challenges for Canada’s Motive Power Repair and Service Sector, CARS, 2009

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Community Hiring

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Financial Benefits

Visit Apprenticesearch.com for more details

Potential training subsidies for automotive apprenticeships through community service agencies:

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Benefits of Diversity /Inclusion

• Higher Productivity

• Lower employee turnover

• New ideas and perspectives

• Increased understanding of clients

• Access to new markets

• Enhanced corporate reputation

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Progressive Hiring + Onboarding = ↑ Retention

• Competency based selection for entry level positions

• New Hire orientation

• Communicate performance and learning expectations

• Structured Buddy / Mentor System

• Structured training curriculum and milestones (investment in the employee and the business)

• Use of skills assessment tools linked to training

• Job creation, accommodation, job coaching