Tuesday, August 18, 2009
August SDAG: The Implementation of Employment Ontario
The rollout of Employment Service implementation is very likely to begin this fall, according to new MTCU ADM, Laurie LeBlanc. This and other announcements were delivered at the August 18 meeting of the Service Advisory Delivery Group and MTCU.
Employment Service Implementation
The implementation will likely occur before the November 18 SDAG meeting. There will be a six-month transition as agencies exit the EO system/shut down, or transition into the new delivery model.
All agencies that participated in October 2008 capacity survey will be notified about their situation at the same time. The implementation itself will occur in stages, as some agencies will require more considerations.
Agencies that will not be funded will receive a telephone call from an MTCU representative. MTCU is committed to ensuring that agencies hear the news from the ministry rather than from other sources first. Such agencies will have six months to shut down their services.
Agencies that hold multiple contracts will receive one communication regarding all contracts, although those agencies that have services in more than one region may receive multiple communications.
The ADM is committed to clear communication regarding the transition and information sessions will be arranged. Directly after the implementation announcement, SDAG will be contacted for a teleconference meeting in which we will receive more information.
LeBlanc said she was not in a position to share information about how much change can be expected.
In other news from the meeting…
• the role of specialized services;
• severence pay for staff in services and agencies that must wind down;
• the MTCU communication strategy; and
• a response from MTCU to the letter sent by SDAG members in early April.
Employment Service Implementation
The implementation will likely occur before the November 18 SDAG meeting. There will be a six-month transition as agencies exit the EO system/shut down, or transition into the new delivery model.
All agencies that participated in October 2008 capacity survey will be notified about their situation at the same time. The implementation itself will occur in stages, as some agencies will require more considerations.
Agencies that will not be funded will receive a telephone call from an MTCU representative. MTCU is committed to ensuring that agencies hear the news from the ministry rather than from other sources first. Such agencies will have six months to shut down their services.
Agencies that hold multiple contracts will receive one communication regarding all contracts, although those agencies that have services in more than one region may receive multiple communications.
The ADM is committed to clear communication regarding the transition and information sessions will be arranged. Directly after the implementation announcement, SDAG will be contacted for a teleconference meeting in which we will receive more information.
LeBlanc said she was not in a position to share information about how much change can be expected.
In other news from the meeting…
- The Managers Forum, proposed by OAYEC/First Work, the agency lead, as a November event, will be rescheduled to Spring 2010 as the timing was not seen by MTCU as conducive to the EO implementation, LeBlanc reported.
- Funding ranges in the EO Employment Service funding model have been increased by 5%, reported Patti Redmond and Sue Forrester, in response to concerns raised by SDAG. However, MTCU cannot provide a cost of living increase that SDAG also requested because there is a limited pot of money from which to fund services.
- MTCU reports that the 2nd Career Strategy is a very successful program meeting its targets, with more than 10,000 people now retraining. Next steps for the program include supporting training graduates in employment, integrating employers, and conducting a client analysis.
Among numbers released by MTCU on the 2nd Career Strategy, 49% of recipients are women, a pleasing outcome for a worker population in need of training. Fifty-nine percent of recipients attend private career colleges and another 37% go to public colleges, which MTCU explained is the result of individual decisions made by recipients.
However only 6% of all the strategy recipients are non-EI eligible. $195M over 5 years from the federal government was earmarked for such workers by the Labour Market Agreement. Can the 2nd Career Strategy be adapted to serve job-seekers without EI or Reachback benefits? MTCU explained that it is hard to serve the non-eligible because 2nd Career Strategy is dependent on the recipient having some form of income.
- Good news for some marginalized workers is the $90M over two years that MTCU announced in the 2009 budget for literacy and basic skills training. This sector has had flatlined funding for 11 years, so the funding comes as a great relief to a system that served 48,500 learners in 2007-08. MTCU announced that it has funded 11 LBS provincial network, umbrella and support agencies.
• the role of specialized services;
• severence pay for staff in services and agencies that must wind down;
• the MTCU communication strategy; and
• a response from MTCU to the letter sent by SDAG members in early April.
Labels: ACTEW_Activities, Meetings_and_Events, MTCU_Updates
Monday, August 17, 2009
A Sector Looking for Answers: Women-Specific Services, Timing of Implementation, and the Transition Process
On August 11 and 13, ACTEW conducted teleconference focus groups with employment and training agencies to explore the impact of Employment Ontario on their service delivery and women clients. Participants from each region of the province represented 13 agencies currently funded under Employment Ontario.
Five participants work in women-only agencies, although all other participants recognize the distinct needs of women clients and offer women-specific services and/or hire and train staff on issues relevant to women clients' success.
Where are Women in Employment Ontario?
A key question for participants centers on the provision of services specifically for women.
Participants are very concerned that women will not be acknowledged as a "specialized group" by Employment Ontario (EO), even when there is research that demonstrates women's specific labour market development needs and patterns, as well as current women-specific service-delivery expertise across the province.
Many participants reported that they represent agencies with long histories serving job-seeking women very successfully. Their agencies have documented results of client success and many years of client testimonials that speak to the importance of women-only spaces for employment and training services.
Participants explained that for some women, such as newcomers or women who have experienced violence, a women-only environment is a "first step" -- a safe place to begin explorations and prepare for other services and opportunities. For rural women, many of whom are economically "second class citizens" as one participant described, women-only programs are a chance to gain desperately needed training and to network and collaborate.
Participants were concerned that there is little information from MTCU on how programming for specialized groups will be handled. A number of participants acknowledged that their agencies are well positioned for the transition and that they will adapt to whatever change comes. However, all agreed that women, and other economically marginalized of workers, will be further disenfranchised by a homogeneous service delivery model.
Long Waiting Period Means Uncertainty in the Sector
Another important issue for participants was the lengthy waiting periods agencies are enduring. The lack of notice regarding MTCU funding means that agencies are uncertain of their future. Many participants describe this as "living in limbo."
Participants report that this uncertainty has resulted in:
The Need for Communication
Participants report inconsistent information received from MTCU and its representatives, which confuses and worries them. More information and consistent information is strongly desired. One participant said, "Anything would be appreciated, even 'we're still working on it.'"
Participants report that they are unclear about what is included in the transition from old to new system:
Five participants work in women-only agencies, although all other participants recognize the distinct needs of women clients and offer women-specific services and/or hire and train staff on issues relevant to women clients' success.
Where are Women in Employment Ontario?
A key question for participants centers on the provision of services specifically for women.
Participants are very concerned that women will not be acknowledged as a "specialized group" by Employment Ontario (EO), even when there is research that demonstrates women's specific labour market development needs and patterns, as well as current women-specific service-delivery expertise across the province.
Many participants reported that they represent agencies with long histories serving job-seeking women very successfully. Their agencies have documented results of client success and many years of client testimonials that speak to the importance of women-only spaces for employment and training services.
Participants explained that for some women, such as newcomers or women who have experienced violence, a women-only environment is a "first step" -- a safe place to begin explorations and prepare for other services and opportunities. For rural women, many of whom are economically "second class citizens" as one participant described, women-only programs are a chance to gain desperately needed training and to network and collaborate.
Participants were concerned that there is little information from MTCU on how programming for specialized groups will be handled. A number of participants acknowledged that their agencies are well positioned for the transition and that they will adapt to whatever change comes. However, all agreed that women, and other economically marginalized of workers, will be further disenfranchised by a homogeneous service delivery model.
Long Waiting Period Means Uncertainty in the Sector
Another important issue for participants was the lengthy waiting periods agencies are enduring. The lack of notice regarding MTCU funding means that agencies are uncertain of their future. Many participants describe this as "living in limbo."
Participants report that this uncertainty has resulted in:
- great difficulty planning and developing responsive and effective programming for clients
- job insecurity for staff and increased staff retention problems
- administrative challenges over contractual issues such as leases
- the decreased ability to establish partnerships and other collaborative commitments because partners are cautious about developing long-term relationships with potentially unstable agencies; this sets off a financial domino effect because so many funders require partnerships.
The Need for Communication
Participants report inconsistent information received from MTCU and its representatives, which confuses and worries them. More information and consistent information is strongly desired. One participant said, "Anything would be appreciated, even 'we're still working on it.'"
- Agencies are anxiously waiting for outcomes from the October 2008 survey.
- Agencies do not know timelines for implementation, which keep shifting. The information received from various sources is not consistent.
- It is unclear where small agencies fit in. Is the benefit of smaller agencies for some client groups that are intimidated by large centres recognized?
- As noted above, information on how women and other specialized groups will be handled is inconsistent and unclear.
Participants report that they are unclear about what is included in the transition from old to new system:
- Will there be support for training staff for new roles and service delivery techniques (e.g. resource centre staff training on case management)?
- Will there be a period in which existing programs that will be discontinued are phased out and period when new programs are phased in?
- In situations where programs are discontinued or organizations must shut down, will MTCU cover only what’s required by the Employment Standards Act (ESA) or the full cost of staff lay-offs?
- What will happen with training services? Why were practice firms not included in the October survey of the network?
Labels: ACTEW_Activities, Issues_and_Trends, Meetings_and_Events
Thursday, August 13, 2009
An Opportunity to Evaluate the LMDA Implementation
If you or your organization participated in an intervention in the early stage of the LMDA implementation, you are encouraged to participate in an evaluation. This is an opportunity to provide MTCU with feedback on the implementation that has lead to Employment Ontario, including successful activities and areas for improvement.
Howard Green, Service Canada, and Laurie LeBlanc, MTCU, have notified service providers that the evaluation will be undertaken by TNS Canadian Facts, Social and Policy Research. It began in July 2009 and will be completed in the Fall 2009.
The evaluation will focus on activity immediately after the transfer of funds from the federal government to the province in January 2007 to March 31, 2008. A second phase of evaluation will be conducted in 2010. TNS will be contacting organizations based on a random list. Not all organizations participating in the implementation will be contacted.
ACTEW undertook a survey of the sector prior to the LMDA implementation, in December 2006. "Patching It Together: Employment and Training Opportunities for Women in Ontario Pre-Ontario-Canada Labour Market Development Agreement" found that agencies serving women struggled for funding and program supports for their in-demand employment and training services for women.
View the letter from Service Canada and MTCU.
Questions about the LMDA implementation evaluation can be directed to Hyacinth Vidal at hyacinth.vidal@ontario.ca.
Howard Green, Service Canada, and Laurie LeBlanc, MTCU, have notified service providers that the evaluation will be undertaken by TNS Canadian Facts, Social and Policy Research. It began in July 2009 and will be completed in the Fall 2009.
The evaluation will focus on activity immediately after the transfer of funds from the federal government to the province in January 2007 to March 31, 2008. A second phase of evaluation will be conducted in 2010. TNS will be contacting organizations based on a random list. Not all organizations participating in the implementation will be contacted.
ACTEW undertook a survey of the sector prior to the LMDA implementation, in December 2006. "Patching It Together: Employment and Training Opportunities for Women in Ontario Pre-Ontario-Canada Labour Market Development Agreement" found that agencies serving women struggled for funding and program supports for their in-demand employment and training services for women.
View the letter from Service Canada and MTCU.
Questions about the LMDA implementation evaluation can be directed to Hyacinth Vidal at hyacinth.vidal@ontario.ca.
Labels: LMDA, MTCU_Updates
Friday, August 07, 2009
Women's Economic Security in Sudbury and South-West Ontario
Two recent reports uncover economic issues for women in Ontario communities.
High levels of unemployment among newcomer women
"Exploring Newcomer Settlement and Integration Supports in Brantford, and Brant-Haldimand-Norfolk Counties" is a community-based participatory research report by Bharati Sethi in collaboration with the ISTEP (Immigrant Settlement Transition Employment and Partnership) Taskforce (July 2009).
The research involved newcomers and service providers reporting on a variety of issues related to integration. The findings will be important for agencies in smaller communities as they develop programs that will serve newcomers, as well as for policy makers.
As is common throughout Canada, Sethi found very high levels of unemployment among immigrant women, especially the newly arrived.
All research participants recommended women-specific services to facilitate women's integration into the community, particularly in relation to education, training and employment. While limited transportation and affordable childcare were acknowledged problems, respondents went further to point to other barriers that are specific immigrant women. The research demonstrates how the challenges of various factors such as gender, race, culture and immigration status compound one another to further marginalize a woman.
Another key finding was discrepancies in perceptions between the two groups of participants. The only issue that both newcomers and service providers completely agreed upon was the importance of specialized programs for women.
Increasing gender wage gap
Based on the 2006 Census, "A Social Profile of Greater Sudbury" by the Social Planning Council of Sudbury (March 2009) reports a significant income difference between men and women.
On average, women in the Sudbury area earned 58 cents for every dollar men earned in all occupations, a differential that has grown from the 62 cents women were earning in 2000. The national gender wage gap is 63 cents to the dollar.
From the report:
The report also observes that 10% of women with children under 6 in Sudbury were unemployed, compared to 3% of men. Not surprisingly the report notes that, "among single parent families, male lone-parents reported median incomes approximately 36% higher than their female counterparts ($51,041 vs. $32,585, respectively)."
> "A Social Profile of Greater Sudbury"
> "Exploring Newcomer Settlement and Integration Supports in Brantford, and Brant-Haldimand-Norfolk Counties"
High levels of unemployment among newcomer women
"Exploring Newcomer Settlement and Integration Supports in Brantford, and Brant-Haldimand-Norfolk Counties" is a community-based participatory research report by Bharati Sethi in collaboration with the ISTEP (Immigrant Settlement Transition Employment and Partnership) Taskforce (July 2009).
The research involved newcomers and service providers reporting on a variety of issues related to integration. The findings will be important for agencies in smaller communities as they develop programs that will serve newcomers, as well as for policy makers.
As is common throughout Canada, Sethi found very high levels of unemployment among immigrant women, especially the newly arrived.
All research participants recommended women-specific services to facilitate women's integration into the community, particularly in relation to education, training and employment. While limited transportation and affordable childcare were acknowledged problems, respondents went further to point to other barriers that are specific immigrant women. The research demonstrates how the challenges of various factors such as gender, race, culture and immigration status compound one another to further marginalize a woman.
Another key finding was discrepancies in perceptions between the two groups of participants. The only issue that both newcomers and service providers completely agreed upon was the importance of specialized programs for women.
Increasing gender wage gap
Based on the 2006 Census, "A Social Profile of Greater Sudbury" by the Social Planning Council of Sudbury (March 2009) reports a significant income difference between men and women.
On average, women in the Sudbury area earned 58 cents for every dollar men earned in all occupations, a differential that has grown from the 62 cents women were earning in 2000. The national gender wage gap is 63 cents to the dollar.
From the report:
"The largest income-gender gap occurred in the ‘processing, manufacturing and utilities’ occupational category where women earned on average $10,964/year compared to male earnings of $47,418/year; and the ‘health occupations’ category (32%) where women earned on average $43,761/year compared to the $136,058/year earned by their male counterparts."The income gap was the smallest in the lowest paid occupational category -- ‘art, culture, recreation and sport’ -- with women at $20,368 annually and men at $24,889.
The report also observes that 10% of women with children under 6 in Sudbury were unemployed, compared to 3% of men. Not surprisingly the report notes that, "among single parent families, male lone-parents reported median incomes approximately 36% higher than their female counterparts ($51,041 vs. $32,585, respectively)."
> "A Social Profile of Greater Sudbury"
> "Exploring Newcomer Settlement and Integration Supports in Brantford, and Brant-Haldimand-Norfolk Counties"
Labels: Issues_and_Trends, Resources_and_Research
Tuesday, August 04, 2009
Focus Group on Employment Ontario
ACTEW invites our members to a teleconference focus group on Employment Ontario and the role ACTEW can play.
Please consider joining us for a 1-hour teleconference meeting:
Tuesday August 11 at 11:00 a.m. EST
OR
Thursday August 13 at 10:00 a.m. EST
What questions do you have about EO and its implementation? If ACTEW can't answer your questions, we will seek answers at the next Service Delivery Advisory Group (SDAG) meeting with MTCU on August 18.
What are the key messages you would like ACTEW to deliver to MTCU on your agency's behalf?
What are specific issues for women in your community that will illustrate these messages for MTCU?
What role do you need ACTEW to play? How can we best gather information from you about your needs and share the information we obtain from MTCU and other sources? How has ACTEW made a difference in your work?
Contact Barbara Williams to register for a focus group or for more information.
Please consider joining us for a 1-hour teleconference meeting:
Tuesday August 11 at 11:00 a.m. EST
OR
Thursday August 13 at 10:00 a.m. EST
What questions do you have about EO and its implementation? If ACTEW can't answer your questions, we will seek answers at the next Service Delivery Advisory Group (SDAG) meeting with MTCU on August 18.
What are the key messages you would like ACTEW to deliver to MTCU on your agency's behalf?
What are specific issues for women in your community that will illustrate these messages for MTCU?
What role do you need ACTEW to play? How can we best gather information from you about your needs and share the information we obtain from MTCU and other sources? How has ACTEW made a difference in your work?
Contact Barbara Williams to register for a focus group or for more information.
Labels: ACTEW_Activities, Meetings_and_Events
