Labour Market Programming for Newcomers to Canada: Getting Results

1. Labour Market Programming for Newcomers to Canada: Getting Results Presentation by: John Biles, Citizenship and Immigration Canada and Leah Hamilton, Mount Royal University 16th National Metropolis Conference March 12-15, 2014 Gatineau, Quebec

2. Presentation Overview • Settlement and Labour Market Programming • Overview of Calgary Catholic Immigration Society • Case Studies • Integrated Service Programs • Oil and Gas Training Program • Electrician Upgrading and Certification Program • Large Employer Partnerships • Canada Safeway Project • Networking for Success • Lessons Learned

3. Labour Market Programming Alberta 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 2‐3 year mark • Almost 70% of immigrants are working full‐ or part‐time, with a further 4% self‐employed 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 don’t accept their qualifications as equal, and that they don’t 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.pdf

4. Labour Market Programming (Cont.) Western 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 doesn’t 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.pdf

5. Labour Market Programming (Cont.) The 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.pdf

6. CCIS • Calgary 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 Programming • Integrated Training Programs • Language Connections • Youth Programs • Corporate Outreach

7. Case Studies • CCIS 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

8. Case 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 themselves • Integrated Service Programs • Oil and Gas Training Program • Electrician Upgrading and Certification Program • Engineering and Technology Upgrading • Employment Readiness Programs • Canada Safeway Project • Networking for Success • Mentorship for Integration • Career Bridge Workshops • Employment Communications Workshop • Youth Programming • Bridging Youth to Success

9. Case Studies (Cont.) • Each case study includes: • Program Description • Program History/Evolution • Selection Criteria/Client Characteristics • Outcomes • Funding and Accountability • Stakeholder and Client Perspectives • Key Lessons Learned

10. Electrician Upgrading and Certification Program • Program Description • 15 student cohorts • Full-time 28 week program with training at both CCIS and SAIT • 3 month practicum • Program History/Evolution • Launched in 1999 • 15 cohorts • Selection Criteria/Client Characteristics • 30-40 applicants for 15 spots • Landed 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 (Alberta’s 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 skills • Formal interview

11. Electrician Upgrading and Certification Program (Cont.) • Outcomes • 225 “graduates” over 12 years • 98% completed training • 90% have successfully challenged red seal exam • 93% have obtained employment that reflects their skills, education and accreditation as electricians (provincial target 75%) • Funding and Accountability • Funded 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 evaluation • Leger Marketing surveys sample at 3, 12, 18 and 30 months post-completion tracking earnings, job satisfaction and employment status • Stakeholder and Client Perspectives • In progress • Key Lessons Learned • Fruitful partnerships with PPSIs are integral to success • Settlement organizations must foster solid relationships with employers and recognize their constantly evolving needs • Government funders need to undertake system and outcome evaluations • Selection criteria/processes developed in partnership with employers, regulators and PPSIs are critical to assure desired outcomes

12. Canada Safeway Project • Program Description • Safeway provides salary for a CCIS employee who matches CCIS clients to Safeway job openings • Program History/Evolution • Launched in 2004 • In 2008 70-90 clients/month with 10% success rate • Revised selection criteria and addition of interview coaching • In 2013 45-48 clients/month with 50% success rate • Selection Criteria/Client Characteristics • Landed immigrants, refugees, TFWs, and Canadians • CLB 5 • Valid work permit • CCIS client file • 60-70% referrals from CCIS councillors, 30-40% other agencies, PPSIs

13. Canada Safeway Project (Cont.) • Outcomes • In 2010/11 alone 719 clients placed through this program • 80% of hired clients remain with Safeway for 1-2 years • Hired clients scored 100% in secret shopper program • Funding and Accountability • Program is fully funded by Safeway • Stakeholder and Client Perspectives • In progress • Key Lessons Learned • Centrality of employer trust and confidence in CCIS’ ability to only connect them with qualified potential employees • Getting a first job with a large employer can help access “hidden” employment opportunities • Employers are engaged in settlement when they perceive a benefit • Settlement service organizations can be induced to collaborate on initiatives when they enhance outcomes of newcomers

14. Lessons Learned • Targeted Need • Knowledgeable Staff • Triage Clients • Carefully Defined Selection Criteria • Referrals to Other Programs • Introduce Necessary Supports for Clients • Practicum Component • Key Partnerships • Settlement Sector • Employers • Post Secondary Institutions • Regulatory Bodies • Process and Outcome Evaluations • Proven Practices are Scalable