Labour Market Programming for Newcomers to Canada: Getting Results

Presentation by:John Biles, Citizenship and Immigration CanadaandLeah Hamilton, Mount Royal University

16th National Metropolis ConferenceMarch 12-15, 2014Gatineau, QuebecLabour Market Programming for Newcomers to Canada: Getting Results11Presentation OverviewSettlement and Labour Market ProgrammingOverview of Calgary Catholic Immigration SocietyCase StudiesIntegrated Service ProgramsOil and Gas Training ProgramElectrician Upgrading and Certification ProgramLarge Employer PartnershipsCanada Safeway ProjectNetworking for SuccessLessons Learned

2Labour Market ProgrammingAlberta Settlement Outcomes Survey 2012

Overall, immigrants in Alberta enjoy relatively favorable economic outcomes, with these outcomes improving over time in the province and a noticeable jump at the 23 year mark Almost 70% of immigrants are working full or parttime, with a further 4% selfemployed or owning their own business The majority of these individuals report relatively high levels of job satisfaction The most commonly held jobs are in sales and service occupations, and in jobs that do not require university degrees (despite the fact that 57% of employed immigrants have completed a university degree) There are large differences among immigrants in their ability to find jobs that make use of their qualifications Those who do have difficulties attribute these difficulties to the fact that they lack Canadian experience, that employers dont accept their qualifications as equal, and that they dont have connections that would help them obtain jobs Individuals in smaller northern communities have the highest earnings and report less difficulty finding a job that matches their qualifications Individuals with university degrees have higher earnings than other immigrants and work at higher job skill levels, but have more difficulty obtaining a job that matches their qualifications and report less job satisfaction

Source: http://work.alberta.ca/documents/alberta-outcomes-settlement-survey-results.pdf3Labour Market Programming (Cont.)4Western Canadian Settlement Outcomes Survey 2013

All respondents were asked to identify the one type of service they would need most if they were to use only one service in Alberta. Half of the newcomers to Alberta indicated that they would need employment services (51%).Employed respondents were asked to indicate how satisfied they are with their current job. Immigrants in Alberta are fairly satisfied with their job (average = 5.2 on 7 pt scale), with approximately 70% of respondents providing ratings above the scale midpoint of 4, and nearly 30% indicating that they are extremely satisfied.Employed respondents were asked to indicate how much their job lets them use the skills they have from their education and training. Although nearly one-fifth of immigrants in Alberta feel their job doesnt use their skills at all, the majority (60%) of respondents provided ratings above the scale midpoint of 4 (average = 4.6 on 7 pt scale)

Source: http://p2pcanada.ca/wp-content/uploads/2013/08/Western-Settlement-Outcomes-Survey.pdfLabour Market Programming (Cont.)5The National Settlement Outcomes survey provided a statistical sense of how different areas are connected to one another. For example, for those in the labour force, employment fit is influenced by: Meeting life essentials/basic needs Ease with using official languages Understanding and knowledge of rights and responsibilities

In turn, it impacts: Making social connections Settlement satisfaction and attachment

This suggests that there are many possible pathways to supporting newcomers in Canada.

Source: http://vision.systemsinteractive.ca/pdf/ppt/Plenary_7-Nov14-ENG-Settlement%20Outcomes%20Survey%20Presentation.pdfCCISCalgary Catholic Immigration Society (CCIS) has been delivering settlement services to newcomers to Calgary for 33 years.CCIS Business, Employment and Training Services include:Employment Readiness ProgrammingIntegrated Training ProgramsLanguage ConnectionsYouth ProgramsCorporate Outreach6Case StudiesCCIS is well positioned to provide case studies due to:

Its relationship with employers over last three decades

Extensive outcomes data and records

Institutional memory of long-serving staff

7Case Studies (Cont.)We chose to examine a sample of the programs offered by CCIS including those funded by provincial and federal governments as well as those funded by employers themselvesIntegrated Service ProgramsOil and Gas Training ProgramElectrician Upgrading and Certification ProgramEngineering and Technology UpgradingEmployment Readiness ProgramsCanada Safeway ProjectNetworking for SuccessMentorship for IntegrationCareer Bridge WorkshopsEmployment Communications WorkshopYouth ProgrammingBridging Youth to Success

8Case Studies (Cont.)Each case study includes:

Program DescriptionProgram History/EvolutionSelection Criteria/Client CharacteristicsOutcomesFunding and AccountabilityStakeholder and Client PerspectivesKey Lessons Learned

9Electrician Upgrading and Certification ProgramProgram Description15 student cohortsFull-time 28 week program with training at both CCIS and SAIT3 month practicum

Program History/EvolutionLaunched in 199915 cohorts

Selection Criteria/Client Characteristics30-40 applicants for 15 spotsLanded immigrants living in Canada for less than 10 yrs who are unemployed or under employed because of limited occupational language, lack of knowledge about Canadian Electrical Code, and no trade certification in Canada.Foreign-trained electricians who have journeyman status, or equivalency of 6 years of full-time electrical experience (Albertas Apprenticeships and Industry Training System used to pre-assess international credentials)Must be eligible for income support (e.g. Employment insurance)Written English test (CLB 5)Written electrical exam and demonstrate practical electrical skillsFormal interview

10Electrician Upgrading and Certification Program (Cont.)11Outcomes225 graduates over 12 years98% completed training90% have successfully challenged red seal exam93% have obtained employment that reflects their skills, education and accreditation as electricians (provincial target 75%)Funding and AccountabilityFunded by Government of Alberta (approx $15,300/student including $450 for red seal exam, $300 of tools, textbooks and tuition at SAIT)Malatest undertakes basic program evaluationLeger Marketing surveys sample at 3, 12, 18 and 30 months post-completion tracking earnings, job satisfaction and employment statusStakeholder and Client PerspectivesIn progressKey Lessons LearnedFruitful partnerships with PPSIs are integral to successSettlement organizations must foster solid relationships with employers and recognize their constantly evolving needsGovernment funders need to undertake system and outcome evaluationsSelection criteria/processes developed in partnership with employers, regulators and PPSIs are critical to assure desired outcomes

Canada Safeway ProjectProgram DescriptionSafeway provides salary for a CCIS employee who matches CCIS clients to Safeway job openingsProgram History/EvolutionLaunched in 2004In 2008 70-90 clients/month with 10% success rateRevised selection criteria and addition of interview coachingIn 2013 45-48 clients/month with 50% success rateSelection Criteria/Client CharacteristicsLanded immigrants, refugees, TFWs, and CanadiansCLB 5Valid work permitCCIS client file60-70% referrals from CCIS councillors, 30-40% other agencies, PPSIs12Canada Safeway Project (Cont.)13OutcomesIn 2010/11 alone 719 clients placed through this program80% of hired clients remain with Safeway for 1-2 yearsHired clients scored 100% in secret shopper programFunding and AccountabilityProgram is fully funded by SafewayStakeholder and Client PerspectivesIn progressKey Lessons LearnedCentrality of employer trust and confidence in CCIS ability to only connect them with qualified potential employeesGetting a first job with a large employer can help access hidden employment opportunitiesEmployers are engaged in settlement when they perceive a benefitSettlement service organizations can be induced to collaborate on initiatives when they enhance outcomes of newcomers

Lessons LearnedTargeted NeedKnowledgeable StaffTriage ClientsCarefully Defined Selection CriteriaReferrals to Other ProgramsIntroduce Necessary Supports for ClientsPracticum ComponentKey PartnershipsSettlement SectorEmployersPost Secondary InstitutionsRegulatory BodiesProcess and Outcome EvaluationsProven Practices are Scalable

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