Business News Sept. 2012

VOLUME 27, NUMBER 9, 0834-2012 SEPTEMBER, 2012

IN THIS ISSUE:•History of human resources

•Meet your Ambassadors•International recruitment

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Business News is a monthly publication of the St. John’s Board of Trade.

Reproduction of any material contained in Business News is permitted provided written approval from the St. John’s Board of Trade.

Articles and criticisms are invited, but opinions expressed by contributors do not necessarily represent those of the St. John’s Board of Trade. We encourage you to support the business leaders whose names and products you see advertised in this issue as well as throughout our entire membership. The Board reserves the right to edit submissions.

Editor: Alisha MorriseyPrinted by: British Group of CompaniesLayout: Roxanne Abbott ST. JOHN’S BOARD OF TRADE EXECUTIVE

Steve Power ChairDenis Mahoney Senior Vice-ChairSharon Horan First Vice-ChairKim Keating Second Vice-ChairJo Mark Zurel Immediate Past ChairPaul Janes Secretary-Treasurer

BOARD OF DIRECTORS

Dallas MercerAndrea BrocklehurstWayne BruceHeather Bruce-VeitchLynn SullivanKaren McCarthyDorothy KeatingDes Whelan

STAFF

Nancy Healey ChiefExecutiveOfficerJennifer Chaytor Manager of Finance and ComplianceLori Coleman Business Affairs ManagerMargie Davis Sales ManagerAlisha Morrissey Policy Research AnalystShannon Lewis-Simpson Manager of Policy and CommunicationsWanda Palmer Director of Sales and MemberFulfillmentJackie Bryant-Cumby Member Relations Administrator

St. John’s Board of Trade34 Harvey RoadP.O. Box 5127St. John’s, NL A1C 5V5 CanadaTel: (709) 726-2961 Fax: (709) 726-2003E-mail: [email protected]: www.bot.nf.ca

IN THIS ISSUEContents

Business News

COVER STORY 2CHAIR’S MESSAGE 3FEATURES 4KEEPING CURRENT 10MEMBERSHIP 23

September 2012 1

Cover Story

Business NewsSeptember 20122

SHarINg fIrE“Education is not the filling of a pail, but the lighting of a fire.” –William Butler Yeats

Carla Fagan, P. Eng, PMP, Senior Project Engineer with Kiewit-Kvaerner Contractors recently

contacted Gardiner Centre for a friend to findoutiftherewereanyseatsremainingin Gardiner Centre’s upcoming Masters CertificateinProjectManagementProgram. According to Carla, completing herMastersCertificateinProjectManagement at Gardiner Centre and completing her PMP certificationprovidedher with employment opportunities that most engineers would “kill for” and her friend would like the same. Carla’s story has a familiar outcome, heard frequently by Jackie Collins, Gardiner Centre Training Advisor. Jackie has worked at Gardiner Centre for over 15 years and has seen thousands of people enroll in programs that have changed their lives, whether it is that big promotion, a new careerorjustanewfoundconfidenceintheir abilities. The entire Gardiner Centre teampersonifiesthestatementwelovewhat we do because we have a positive and lasting impact on those we do it for. People walk through Gardiner Centre’s doors because they want to learn, grow and advance.Itisexcitingtosharethefireforpersonal and organizational growth and development, and it is heartwarming to see the results. “Gardiner Centre allows organizations to strengthen and retain their most important resource, their people”, says Gardiner Centre Director Brian Hurley. Brian believes that professional development and training are keys to succession planning and preparing employees with potential

to become future leaders. Neil Coombs, Director of Human Resources at Plato Consulting, gave an example of this when he shared his thoughts on Plato’s experi-ence with Gardiner Centre. According to Neil, “The programs offered by Gardiner Centre have been an integral part of our company`s employee training and develop-ment strategies. The professional training and continued education options are well aligned with the competitive needs in the market,andflexibleenoughtoensureease of training without interrupting both company and personal time for employees.”

When someone attends training at Gardiner Centre they are treated to an exceptional learning experience. At GardinerCentre’shomeonthe4thfloorof the Business Administration Building, participants enjoy a professional yet relaxed atmosphere where they can learn from their facilitator and interact and network with other participants. Staff pride themselves on offering top notch service so that participants need not be worried or distracted by the little things. Healthy snacks, meals, parking and materials are all taken care of. With small class sizes, break out discussion rooms, a lounge area and dining room, Gardiner Centre provides a comfortable learning environment where participants can immerse themselves for their education and development.

Each year Gardiner Centre develops and delivers non-credit programs that advance business and leadership knowledge and skills for over 2000 individuals and more than 300 organizations, resulting in excess of 6200 person-days of contact each year. Gardiner Centre connects participants with the expertise and experience of Memorial’s Faculty of Business Administration instructors and other business leaders, educators and partners from our province and beyond. These subject-matter experts, supported by Gardiner Centre’s dedicated staff of eight, provide a wide range of programming. Open enrollment seminars

are offered each semester in areas such as communications, human resources, leadership, marketing and more. Custom trainingforgroupswithspecifictraining needs can be delivered at Gardiner Centre facility or at a location of the client’s choice. Customprogramsareflexibleandcan be scheduled and delivered to organizations to meet their exact needs. Gardiner Centre alsooffersanumberofcertificateprograms that have been developed internally or in partnership with industry, government and other universities. In efforts to offer more opportunities and stay current with

professional development Gardiner Centre is continually developing new programs. Fall 2012 will see the launch of new certificatesofachievementintheareasofbusiness communications and leadership. Gardiner Centre strives to be the premier resource in Newfoundland and Labrador for individuals seeking to develop successful organizations and careers. As organizations grow and face challenges, Gardiner Centre is here to help meet thechallenges…andtosharethefireofpersonal and organizational development.

For more information on Gardiner Centre programs visit www.mun.ca/gardinercentre or contact Jackie Collins at 709-864-2131 or [email protected] .

Chair’s MessagelEgacIES

Business News September 2012 3

Chair, Steve Power

“Employers must become networkers and enablers to make our province Great and create a legacy for the future.”

As I am writing this column, the Olympics have just finished. Everyone is pleased that the “happy and glorious” Games were incident and mostly drug free.

Our athletes went for the gold. Not all of them won medals, but they certainly left a legacy

of sportsmanship, fair play, drive and determination. The performance and willpower of our women’s soccer team inspired a new generation of young players across the country, including the girls that I have coached in the past. During the opening and closing ceremonies, we also had an opportunity to witness what it is that makes Great Britain great. The ceremonies were engaging in their eccentricities, connecting all of us through the music and movies we all enjoy, and a monarch who is not afraid to have a little fun while maintaining her dignity as a true leader. Who doesn’t know the Beatles, or the Who, or the Sex Pistols, or James Bond? What also connected us all to the ceremonies were the many British inventions and innovations that were not

so subtly showcased and from which we allbenefit.Theseeddrill,theBlackCab,stainless steel, the power loom, polyester, the National Health Service, tennis, boxing, ping pong, soccer—all British inventions. The Industrial Revolution started in Britain and, without iron forging and steel, the stadium itself could never have been built on its previously brownfieldandreclaimedsite. The World Wide Web was invented in 1989 by an Englishman, Sir Tim Berners-Lee, who Tweeted during the opening itself “This is for everyone.” This act highlighted the many technological and communications inventions from Britain, including the pencil, the newspaper, the radio,thefirstcomputer,theMP3player,SMSmessaging,therailway,thefirsttrafficlights,andthe“audiencepixels:”ascreen extending around the stadium made of 70,799 small panels mounted between the seats, all controlled by one computer via317kilometresoffibreopticcable.A great feat, which tells us Great Britain isstillGreat,despiteitscurrentfinancialtroubles. So, now that the Games are over, and the athletes can relax a little bit, our students are returning to school, and now we need to cheer them on. We need to encourage our children to go for the gold in math class, in phys. ed., in social studies, in geography, and while they complete their volunteer credits for graduation. We need to encourage them to become Great, to succeed. But in order to succeed, they must stay in school. Twenty-seven per cent of our population aged 15 and older has not yet completed high school. This number is far too high, especially considering the national average is 19.5 per cent. Our adult literacy rates are the lowest in the country. Our post-secondary completion rates are below the national average.

We need to keep our kids in school, give them reasons to stay there, and give them pride in our province and themselves. School should be a place where you learn anything is possible, if you work hard and have a bit of luck, and where you learn the skills to make ideas become reality. Our school system needs to become an incubator of ideas. Our economy needs to capitalize on those ideas. As business owners and employers, it is our duty to help students succeed after they leave school. We must commit to hiring new graduates and welcome their enthusiasm and newly-learned skill sets into our businesses. Gone are the days whenemployeesshouldrequirefiveyearsof experience to apply for a position. That’s the reason why youth unemployment in Newfoundland and Labrador is peaking at 20.2 per cent – the highest in the country. We frankly do not have enough people to have the luxury of demanding years of work experience. Neither should work experience be a necessity as many graduates have years of volunteer and work-term experience that can bring new perspectives to the workplace. We need

to help new graduates succeed because they are our business succession plan. Employers must become networkers and enablers to make our province Great and create a legacy for the future. Atourfirm,wehavehad over 600 work term placements where students

have been given the chance to learn, to teach us, and to gain relevant experience while they completed their degrees. The vast majority of these students have gone ontoworkinthefirmfulltime. I challenge each and every member to hire a new graduate this year, to grow your business and to encourage the best and brightest minds to stay in Newfoundland and Labrador. For, I guarantee you, if we are not willing to take these risks and hire and train our young minds, there are plenty of people in Alberta or Manitoba who are willing to do so.

Feature


gIvINg back To THE commUNITyOne young newcomer’s story of giving back to the community

Jivetesh (Jivy) Chhatwal says he always knew that one day he and his family would leave northern India. But it

wasn’t until he was 11-years-old that his parents, both practicing medical doctors, applied to immigrate to Canada. Four years later, in April 2010, the Chhatwal family landed in St. John’s. “From the start I decided I would take advantage of every opportunity to learn and give back to the community,” says now-17 year old Jivy. “We all need to get out of our comfort zones and explore what makes us different and what makes us the same. Communication is key.” Soon after enrolling at Prince of Wales Collegiate High School, Jivy jumped right in. He began volunteering with Association for New Canadians, Eastern Health, the City of St. John’s Mayor’s Advisory Committee on Youth, and the Newfoundland and Labrador Sikh Society. He says all these opportunities helped to feel more ‘at home’ in the community.The same year, Jivy says he got involved in Junior Achievement’s “Company Program” – an after-school program designed to teach high school students how to operate a business. The following year, Jivy became

president of Swollip (“pillows” spelled backwards), a youth-driven company that produced high-quality, eco-friendly pillows. “I’m proud that our company’s sales were driven even higher because of our strong relationship with the community,” says Jivy. Under the company’s mandate, for every three pillows sold, company members donated an hour of volunteer time to a community organization and a “swollip” to the Janeway Children’s Hospital. By the spring of 2012, Jivy’s commitment to the community began receiving major recognition. To acknowledge his commitment to newcomer youth, the Association for New Canadians nominated Jivy for the “2012 City of St. John’s Youth of the Year.” To no one’s surprise, except perhaps Jivy’s, he won. Swollip was also entered into the Junior Achievement’s provincial competition for “Company of the Year,” and won. Shortly after, Swollip was entered into the “2012 Canadian Chamber of Commerce Company of the Year,” and won,

recognizing Swollip as the best managed Junior Achievement company Canada-wide. Finally, in July 2012, Jivy was awarded one of the forty prestigious inaugural Canadian Schulich Leader Scholarships. Valued at $60,000, the scholarship will be disbursed in annual payments of $15,000 during each year of his four-year undergraduate degree program. And while Jivy says he’s proud of his recent accomplishments, he says he’s still keen to pave the way for other newcomers who want to make a home in Newfoundland and Labrador. “I’m determined to involve myself deeper in the community with continued volunteer work. I’ve made attempts to raise awareness of my culture and religion, and I’m still working on it,” says Jivy, a practicing Sikh, who proudly wears his turban. “I really want to contribute to an inclusive society for everyone. This is close to my heart.” Meanwhile Jivy says his long term goal is to do post graduate work in medicine and to one day become a radiologist.

—By Robin Grant

FeaturefIllINg laboUr SHorTagES


Canadian companies look to UK and Ireland to fill labour shortages

Labour shortages in Canada have dominated the news throughout 2012 as employers struggle to

recruit the necessary skilled labour. On a national level, The Globe and Mail revealed that between now and 2021, it’s estimated that a million jobs willgounfilledacross Canada. The Canadian Chamber of Commerce has vocalised how employers, including those from Newfoundland and Labrador, say that shortages are constraining their ability to grow, innovate and compete; leading it to label the shortage of highly skilled labour as the top barrier for Canadian businesses. Inthewakeofthesedifficulties,it’snatural that Canadian businesses are broadening their talent search overseas. With a plethora of highly educated and skilled professionals, yet facing a deepening recession, the UK and Ireland has plenty to offer.Thebenefitsofimmigrationareclear:aninjection of a skilled, educated workforce; a boost to Canadian economy; and increased cultural diversity are just some of the acknowledged positives. However, connecting to this UK and Irishmarketcanbedifficultasoverseasemployers try to identify a route to access these potential skilled migrants. One way Canadian employers have started exploring their employment options overseas are through international expos. The advantages are obvious. Expos are an excellent way for employers to meet skilledworkerswhohavebeenspecificallytargeted for a range of industries. Expos

allow employers to meet these skilled workers face to face, allowing clear communication without the unreliability of Skype internet connections. There are additional opportunities for employers to commence the recruitment process immediately as they can arrange interviews at the expo.

A popular choice of expos for Canadian employers are the Working In Opportunities Overseas Expos and the Energy, Mining and Engineering International Jobs Expo – an expo dedicated exclusively to the growing energy, mining and engineering industries that are highly impacted by the skilled labour shortage. Canadian employers that have used these expos to recruit represent a wide range of industries and roles. Since November 2011, the following Canadian employers involved include: Maple Reinders Group, North American Construction, Flynn Canada (all construction); Genivar, Klohn Crippen Berger Ltd and Hatch (all engineering); Canadian Natural Resources (oil and gas); Cameco and SGS (mining); Venture Kamloops (economic development); Physician Recruitment Agency of Saskatchewan (recruitment specialists); and the Government of BC. Statistics from the Leeds and London expos in July 2012 show that the majority of approximately 5,000 attendees

possessed energy, mining, engineering and construction industry experience, closely followed by health, trades and I.T. and telecoms – all recognized as skill gaps in Canada. Recent Canadian employers have commented favourably about their expo experience.

Klohn Crippen Berger says, “We’re lookingforthosegolden,hard-to-findengineers that have probably seven-plus years experience. We came away with a number of candidates that we’re following up on and as of yesterday andtodaywefeelreallyconfidentabout who we’ve seen here … we figurewegotabout100resumes.We’vemetsomereallyterrificseniorpeoplethatwouldbeagreatfit.Iwoulddo it again. It’s been really valuable for us so I would say [organizations not attending] are missing an opportunity by not being here. It’s been a really good experience.”

To find out how Working In can work for you, contact Brendan McGerty: +1 347 329 4640; +55 71 9294 3267; [email protected] The Working In expos launch their next UK and Ireland tour in November. Further information can be found via their website www.workingin-events.com.

Source http://www.workingin-events.com/about/photo-gallery/#.UCu__qllQk-

Feature


aN UNTappEd rESoUrcELooking back and looking forward the employment history of Newfoundland and Labrador has been somewhat shaky.

We have all watched as families moved to other areas of the country for steady employment

andfinancialstability. Times have changed and we are now a “have” province and with that change comes many opportunities for our province. Growth is happening all around us, real estate is at an all-time high, young people do not have to relocate for work; businesses are booming and forecasts report that will be facing a skilled trades labour shortage. Just as the economic prosperity of our province has brought us to an open-mindedness that things are moving forward, we also have to look at how the work-based culture is changing and how we are growing into a diverse culture. The question regarding the large projects that are developing in our province is, “Wherewewillgetthelabourforcetofillall of the skilled trade positions?” The buzz talk is about recruiting from other provinces and temporary foreign workers,

but there is an untapped labour resource pool within our province that is not receiving a lot of exposure – WOMEN. This under-utilized labour resource is staring us in the face in many developing markets. Women are not fully participating in trade careers because of cultural barriers or blinders on the part of companies, when in actual fact, recruitment and retention of women will strengthen our province’s economic position by capitalizing on the full human resources potential. Increasing women’s participation in the construction trades is part of the solution for the skilled labour shortage in this province as it gives us access to a broader base talent and adds vitality to the province’s economy. The talk around this country is that Newfoundland and Labrador is leading the wayinpromotingadiversifiedworkforceand this is evident by the involvement of government, unions and industry in creatingofficesthatsupportwomeninthetrades, unionized projects offering diversity scholarships,andthefinalpieceofthispuzzle is to actually hire these women and make them a vital resource for the looming skilled trades shortage. Women are trained and ready to work and it is time that we make the percentage of women working on these sites to a lot greaterthanthecurrentthreetofivepercent.

Women have already invested in their careers and see the opportunities that are available to them, which is why they are choosing the skilled trades as a viable career. This is evident in the number of trained women registered in the OfficetoAdvanceWomenApprenticesregistry database. More than 600 female tradeswomen are registered including apprentices and journeypersons. This officehasseenmanysmall-andmedium-size companies hire women welders, electricians, carpenters, heavy equipment technicians, millwrights, etc. and those same companies returning to ask for more resumes to review. The diversity plans that have been put in place by the major stakeholders of the large projects are a great start to equalizing the workforce of our province, but the task still remains for the contractors to create all-inclusive workplace.

Karen Walsh is the executive director of the Office to Advance Women Apprentices. Reach her at (709) 757-5434, ext 203 or at [email protected]

www.jumpcareers.ca709.576.0980

TAKE A STEP IN THE RIGHT DIRECTION! HIRE TALENT THAT STANDS OUT!

CHINAwith the St. John’s Board of Trade

EXPLORE

$3225.69 (Members Only) per person based on double occupancyRound-trip airfare from Toronto.

For more information please contact Lori at [email protected] or call 726-2961 ext. 6

April 17 – April 27, 2013

April

17Day 1: Toronto / BeijingCheck in at Toronto International Airport for an

afternoon flight HU7976 by 5:20pm to Beijing. Your

adventure begins as you fly trans-Pacific aboard a

wide cabin jetliner. Cross the International Dateline.

April

19Day 3: BeijingVisit the Tian An Men Square, the largest square

in the world. Sightseeing also includes the Palace

Museum, also known as the Forbidden City, home of

24 emperors with a total space of 9,999 rooms, and

the Summer Palace, known for many significance

such as the Long Corridor with painted gallery,

Kunming Lake and Longevity Hill, Seventeen- Arch

Bridge and Marble Boat.

April

18Day 2: Beijing(King Wing Hotel / 5-Star, 17 Dongsanhuan Rd. S.,

Tel: 86-10-67668866) Arrive in Beijing, the Capital

of China at 6:50pm. You will be met by your local

tour guide at the airport. Transfer to the hotel.

April

20Day 4: BeijingTour bus excursion to the Great Wall, the 4,000- mile

long and 2,000 years old construction is said to be

the only man-made structure visible by naked eye

from the moon. Visit to the Ming Tombs, one of

13 Ming Emperors’ Tombs is fully excavated and

open for exploration. Roasted Beijing Duck Dinner.

April

21Day 5: BeijingVisit Lama Temple and the Temple of Heaven, built

in 1420 A.D., where the emperors prayed to the

heaven for a good harvest.

April

22Day 6: Beijing / Shanghai / Suzhou(Glamor Hotel/4-Star, 6 Tongingbei Rd.,

Tel: 86-512-65338811) Morning China Hainan flight

11:10am/1:10pm to Shanghai, then take the tour bus

trip to Suzhou. Afternoon sightseeing to the centuries

old Lingering Garden.

April

23Day 7: SuzhouSightseeing include Tiger Hill and Hanshan Temple.

Visit to the National Embroidery Institute to see silk

embroidery, an important local craft with 1,000 years

history. Evening Dinner Show of the traditional Chinese

Music.

April

24Day 8: Suzhou / Hangzhou(Regal Hotel/5-Star, 370 Gym Rd.,Tel: 86-571-56199999)

Morning tour bus journey to Hangzhou. Visit to Economic

Development Zone. Visit to the centuries old Lingyin

Temple, with the main feature of the 64.3 ft-high

camphor-wood carved Buddha.

April

25Day 9: Hangzhou / Shanghai(Guangdong Hotel/5-Star, 328 Yixian Rd., Shanghai,

Tel: 86-21-51171888) Morning boat cruise on West

Lake with relaxing stopover at jewel-like pagodas

and tea houses. Afternoon tour bus trip to Shanghai.

April

26Day 10: ShanghaiSightseeing includes the Yu Garden, a maze of marvelous

pavilions, ponds, rocky works and over arching trees.

Visit to the Bund, a famous waterfront park. Business

visit to the Pudong economic development zone.

April

27Day 11: Shanghai / TorontoYou may take the morning flight 8:45am / 10:45 am to

transit at Beijing then HU7975 at 1:55 pm for Toronto

where you will arrive at 3:10 pm on the same day.

TRAVEL TO CHINA April 17 – April 27, 2013

Round-trip airfare from Toronto to Beijing, transportation from Beijing airport, four & five star hotel stays, airport taxes throughout the

trip, three full meals a day, English-speaking tour guides, intracity air & ground transportation, and admission to all tours & attractions.

Discover China with members from the business community. This trip offers something unique for everyone. *Round-trip airfare from

St. John’s to Toronto to be determined.

Don’t miss this once in a lifetime experience!

FeatureHISTory of HUmaN rESoUrcES


It pays to put people first

After working in human resources for the past decade, my observation is that organizations

that place a high value on their people are typically more successful than those that do not. Effective human resource practices are vital to ensuring customer satisfaction and retention over the long haul. Many smaller organizations struggle with a lack of HR capability in-house; and often do not have the budget to hire on a dedicated full-time HR employee. The solution, for these organizations, is to outsource their human resources work - a more cost effective strategy for small-to-medium sized organizations, which often do not require a full-time resource. It is also a better plan than delegating HR to an employee who is not an HR expert; or even worse, neglecting to perform HR work at all.

Human Resources is no Longer Just “Personnel Management” The history of human resources is an interesting one; and reveals the large role HRplaysininfluencinganorganization’sactions. Human resources began in the 1920s out of the labour movement. Originally known as “personnel management,” it began as a means to increase productivity of workers. Personnel programs evolved during this time to include medical aid and sickbenefits,vaccinations,holidays,housingallowances,andotherbenefits.Around this time, unionized workers began to demand more be done to protect occupational health and safety; and improvements were made in this area. Elton Mayo, known as the father of human relations, conducted the Hawthorne Studies from 1924 to 1932. These were an important series of illumination experiments conducted at the AT&T’s Western Electric Plant near Chicago. The study began as an effort to quantify how the levels of lighting and other physical conditions would maximize employee productivity.

However, Mayo and his researchers soon found a much greater link between employee productivity and the level of attention managers paid to employees and their behavior. Their conclusions were, in motivating workers, human factors are often more important than physical conditions. For thefirsttime,productivityresearch put forth the controversial proposition that workers’ feelings were important.

Relationships are Key to Motivating Employees Throughout the 1940s, the human resourcesfieldmadecontributionstoincrease understanding of the dynamics of work groups and the social needs of employees. Business leaders began to appreciate that a higher quality and quantity of work resulted when managers acted less like taskmasters and more like good leaders, counselors and facilitators. Non-monetary rewards became an important supplement to motivating employees. An understanding of the importance of improving the relationships between management and employees was furthered. As time progressed, the nature of work continued to change. A well-educated group of baby boomers changed the command and control leadership style to become a more collaborative one. Boomers placed human rights and ideas ofself-fulfillmentattheforefrontoftheirworkplace concerns. These individuals were interested in more than an occupation; they wanted jobs that were challenging and interesting. Employees began to view themselves as stakeholders in their organizations’ enterprises. Dedicated to making work meaningful, enriching the work environment, communicating by objectives, this generation seeks to tie the goals of individuals with the goals of the organization.

Human Resources in the 21st Century Today, the human resource professional is charged with optimizing employee skills, matching people to jobs and maximizing the potential of employees as valuable resources. In my opinion, a lot of organizations are limited in viewing HR as an administrative function only consideringrecruiting,payroll,benefits,and health and safety. In the St. John’s market, we keep hearing so much about the challenges of attracting talent. But, I would like to advocate for employers to focus their energies on also keeping their current talent engaged; helping their people develop their potential; and providing them with an opportunity to voice their ideas and suggestions. Unleashing the talents of your people and helping them direct their energies to where they can make their biggest contributions, is the value that human resources can provide today.

Susan Power is the principal consultant at Higher Power and can be reached at [email protected]

Susan Power

Keeping Current


polIcy maTTErS Labour Market Task Force Minister Joan Burke met with members of the Board of Trade’s Labour Market Task Force to discuss ways in which to overcome local labour market challenges. It is clear that there are not enough people in domestically to do the work that needs to be done now and in the next 20 years. The Labour Market Task Force will follow up with key personnel from the Department of Advanced Education and Skills and other interest groups in the coming weeks to resolve the labour shortages. MsNellieBurkefromtheOfficeofImmigration and Multiculturalism also provided an excellent lunch and learn session concerning international recruitment to our members. The Board will be providing more information sessions concerning the labour challenges in the near future.

Core Mandate Review Submission Your Board has submitted to the provincial government’s Core Mandate Review. The submission calls for a measured debt reduction, more people in our province, and the creation of a DiversificationStrategy. The provincial debt is of great concern. Approximately $800 million per year is paid to service the debt, resulting in $2.2 million per day that cannot be spent on critical issues such as the labour market challenge and education. Projections indicate that the debt will double in 10 years if measures are not taken to address it. The current unfunded pension liability accounts for 56 per cent of total debt. This amount will only increase due to poor returns on investments and a substantial increase in younger annuitants since 2008. The Board also advocates for public-private partnerships to deliver services moreefficientlythroughtheprivatesector.The example of Tim Horton’s in the Health Science Centre proved that the private sectorcandeliverservicesmoreefficientlyand lower the public’s cost of doing business while strengthening the private sector.

TheprovinceneedsaDiversificationStrategy to focus our efforts towards long-term sustainability. The Board’s submission also called for a more robust and realistic immigration policytofillthetensofthousandsofpositionsthatwillremainunfilled,even if all available Newfoundlanders, Labradorians and Canadians enter the work force. There is a need for both internal and external solutions to the labour market challenge.

Federal Pre-Budget Submission The Board of Trade has also made submission to the federal pre-budget consultations, advocating for a balanced budget, and the use of public-private partnerships wherever possible to reduce government operating costs while promoting the private sector. Government should also investigate the growing costs associatedwiththedefinedbenefitspublicpension fund. Board of Trade members also call for more authority located in Newfoundland and Labrador. More senior federal decision-makers in this province would help the federal government understand ourspecificchallengesinorderforNewfoundland and Labrador to maintain a strong federal presence and promote dialogue and understanding between governments.

Concerning innovation, Canada needs to become an idea incubator to promote job creation and foster sustainable global success. Canada needs the federal government to create the best possible atmosphere for this investment in people andinnovationtooccur.Increasedfiscalflexibilitywillenablegovernmenttochannel resources into R&D to assist the private sector in its innovation and investment schemes, and allow for internationally competitive tax regimes which are good for the economy.

Minimum Wage Review As committed in the Blue Book 2011, the provincial government has convened an advisory committee consisting of a Chairperson (Blair Patrick), an Employee Representative (Elaine Price) and an Employer Representative (John Peddle). Stakeholder feedback will be accepted by the committee until September 15, 2012 regarding three main questions: What are your views regarding changes to the minimum wage? 2) What are the issues you think should be considered in making changes to the minimum wage? 3) If you see challenges associated with increasing the minimum wage, how could these be addressed? The Board of Trade will submit to the committee, and members were encouraged to complete a member survey on minimum wage to provide input to the Board’s submission.

FeaturecoaSTal promISES


Sound management today; safe passage into the future.

A tired mantra? The watchwords of a successful business?

Fishers’Loft Inn is located on the Bonavista Penninsula. Every year around May some 30,000 visitors from Newfoundlandandaroundtheworldflockto the region to hike the trails, experience theatre, explore historic sites, visit family and wander the lanes and paths of these once busy rural communities. A way of life which came to a cataclysmic and sudden end in rural Newfoundland with the collapse of the north Atlantic cod stocks and the resulting moratorium in July 1992. Tourism, while hardly the answer to a lost way of life at least promised a seasonal job and a chance to stay home. Come October the summer visitors have mostly departed. Tourism businesses close for another season. In 2009 we noticed a decline in the levels of unemployment in our region. This combined with a Conservative majority in the federal government and a number of credible studies highlighting inequities in the Employment Insurance program nationally, suggested that yearly uncontested access to seasonal EI could soon be a thing of the past. It is, in the view of our business, a bogus assumption that the employee alone is responsibletofindtheirwaywhenincomesecurity lessens or diminishes completely as result of changes in government policy. While not generally recognized or at least

openly spoken about, seasonal businesses are as dependent on EI as their workers. As business owners we have both a responsibility to our workers and also the wellbeing of our businesses. The most valuable asset in our business – our staff – walks or drives home at the end of each day. It took three years to research, design, finance,andbuildanexecutiveconferencecentre. We visited conference centres in Great Britain, United States, and Canada. We met with conference planners and participants; read studies and reviews.

We now have a state-of-the-art conference centre replete with a plenary space for up to 200 participants, board rooms and breakout spaces. A business centre and everything to ensure successful meetingsandconferencesfromflipcharts, drop-down projection screen, HD projector, sound system with handheld and lapel mics, video and voice conferencing and high-speed wireless Internet; a professional kitchen and dining room. The centre is located on a high wooded ridge overlooking Trinity Bay with views as remarkable as anything at Banff.Our“fitnessroom”istherenownedfivekilometre Skerwink Trail which provides a vigorous and healthy workout combined with spectacular seascapes. Travel and Leisure Magazine rated it one of the best trails in North America.

Fishers’ Loft Inn has for 16 years demonstrated an inexhaustible commitment to quality. Resulting market support has been strong. The conference centre will continue this same commitment. In late May of this year we convened thefirstconferenceatthenewlyopenedfacility; a three-day 45-participant event for the National Judicial Institute of Canada. That same week Diane Finley, the Federal Human Resources Minister announced reforms targeting “repeat E.I users.” Fishers’ Loft Conferences is receiving bookings late into the fall. We reckon we are on the way to providing at least 10 months of work to our employees rather the current six months. Sound management today; safe passage into the future is working for us and for our hard working exceptionally talented and experienced employees.

John Fisher is the author of the management best seller “Money Isn’t Everything,” and a former governor of the Atlantic Provinces Economic Council. For 35 years he led the management consulting firm Fisher Associates. John and his wife Peggy started Fishers’ Loft Inn 1997. The Inn now employs 25 people including their sons Luke and Gabriel and their wives.

FeatureroUNdTablE


Maximizing the strategic value of human resources

Organizations within Newfoundland and Labrador are continually facing challenges when it comes

to “winning the war” on talent – attracting and retaining top talent, ensuring the workforce has been effectively deployed and sourcing the right skills to meet job requirements. With increasing opportunities available to workers within the province and across Canada, an organization’s Human Resource (HR) function must be aligned to an organization’s overall strategic direction and designed to support all facets of the organization, in order to be successful. It is important for organizations to know that their HR function and practices are effectively designed and managed to successfully engage in the talent war. One method available is to conduct an internal HR assessment to measure the effectiveness of the HR function in providing value Traditionally, HR assessments have focused on areas of compliance like occupational health and safety requirements or against policies for lower-risk areas like hiring and payroll practices. However, many organizations are conducting HR assessments with expanded scope, moving beyond compliance and focusing on how the HR function will provide value to the organization,intermsofdeliveringspecificprogramsandservicesthatmeetadefinedrange of management and employee needs. Organizations are asking some of the following questions:

Are HR and talent-management plans •and organizational plans aligned and do they address business-driven talent management needs and priorities?

Does the training, coaching, and •mentoring provided develop required skills and contribute to the retention of employees?Havehigh-impactanddifficult-to-•fillpositionsbeenidentified,andforecasts conducted of the demand for talent within these segments based on planned organizational growth, as well as retirement, mobility and separation projections?Are recruitment and succession •plans in place to address projected workforce shortages?Is the existing leadership team •effective and are future leaders being identifiedandtrained?

Are there any performance •management and measurement processes established to provide feedback on a consistent and timely basis?Have key workforce metrics been •definedandaretheyusedtomakeannual decisions to improve talent management?Does the organization assess the level •of employee engagement?

By assessing the current HR strategy and service delivery model in the context of the broader organization’s strategies, goals and objectives, organizations will be able to identify misalignment between the two and identify where opportunities exist to increase the value or services performed

by the HR function. This view of the HR function’s effort and resources will help inform whether the effort and focus is placed on the right activities. It will help organizations prioritize their HR practices and resources to address areas of risk or opportunities to optimize the value that HR provides to the organization. An HR assessment will allow organizations to gain insight and understanding as to how the HR function can move itself beyond an administrative function towards becoming or remaining a key strategic function supporting the achievement of an organization’s strategies, goals and objectives. The benefitsderivedfromanHRassessmentcan be foundational for understanding the value of HR services brought to an organization and how to maximize the HR functions’ strategic value.

For more information about Deloitte’s Human Resources practice, please contact David Gibbs at [email protected] or Tami MacDonald at [email protected], or call our St. John’s office at 709-758-5144.

In Focus: Our Labour MarketThis province is facing severe labour shortages in all sectors in the next 10 to 15 years. Our members are reporting that they’re losing business, opportunities and can’t staff their businesses within the local labour market. This problem is pervasive across the country. In fact, all the growth in this country’s labour force in 2012 has come from immigration.

Total potential Newfoundland and Labrador labour force aged 15-65 who are capable of work: •264,800 Total Newfoundland and Labrador working population as of June 2012: 230,400.•87 per cent of those capable and available to work in Newfoundland and Labrador are working. •32,600 are not working who could be This province has a 13 per cent unemployment rate•Of the 80,000 jobs opening between 2010 and 2020, 20,000 of those will be construction jobs, •the other 60,000 will be full-time permanent jobsTheConferenceBoardofCanadaestimatesthatamillionjobswillbevacantandunfilledacross•the country in the next decadeEven if we had an unemployment rate of ZERO, an all the 67 per cent of Income Support •recipientscapableofworkingwereintheworkforce,westilldonothaveenoughpeopletofillall the vacant positions

Newfoundland and Labrador Population: 509,348 (As of April 1, 2012)•Average age in Newfoundland and Labrador: 44 (in 1971, average age 20.9) •Atlantic Canada: a third of the population will be older than 65 in the next 20 years•Since the 1970s Newfoundland and Labrador’s birthrate has gone from the highest to the lowest •in CanadaOur province’s population is aging faster than any other province•In 2012 there were four working-age people aged 20 to 65 for every senior in Newfoundland and •Labrador. By 2026, the ratio will change to 2.2 for every senior in Newfoundland and LabradorCanada has 34 million people. We are vastly under populated compared to available land•

Employment Statistics(from Newfoundland and Labrador and Stats Can)

Demographic Information(from Government of Newfoundland and Labrador and Stats Can)

In 2012, two per cent of the Newfoundland and Labrador population are immigrants and 0.3 per cent •of the population are recent immigrants (2001-2006). By comparison, in Toronto 40 per cent of the population are immigrants.Most immigrants to Newfoundland and Labrador come from the UK; USA; India•25 to 44: most common age at which immigrants arrived (0-14: 29 per cent; 15-24: 20 per cent; •25-44: 43 per cent; 45+: eight per cent) In 2011 Canada admitted 250,000 immigrants – the average for the last decade.•Immigrants are 60 per cent more likely to have a university degree and their children become the •country’s greatest asset.2,401 immigrants to Newfoundland and Labrador between 1998 and 2003, but Newfoundland and •Labrador 864 (36 per cent) stayed here. As of 2010 we were retaining 81 per cent of Provincial Nominee Program applicants.90 per cent of the skilled-worker category immigrants have post-secondary education, compared to 43 •per cent of Canadian skilled workers. International students make up 187 provincial nominees to date – they’re an ideal pool of candidates for permanent immigration.In 2011 86 per cent of immigrants to this province are younger than 44.•

As of Dec. 1 2011 there were 1,823 TFWs working in Newfoundland and Labrador, most from USA, •UK, Philippines and China.The vast majority of TFWs are aged 25 to 44, with 23 per cent in St John’s and 77 per cent elsewhere •in the provinceOver 70 per cent of provincial nominees (new permanent residents) started as TFWs•

Immigration Statistics

Temporary Foreign Worker Facts

Keeping Current


aroUNd THE board

There was a great turn out (and an amazing prize) at the Plato summer mixer in Bowring Park.

The signature drink – Summer Passion - had everyone thinking blue and orange when they left the mixer.

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Keeping CurrentwHaT yoU mISSEd


Nellie Burke from the Office of Immigration and Multiculturalism provided an excellent lunch and learn session concerning international recruitment to our members.

The Temporary Foreign Worker Program (TFWP) and the Provincial Nominee Program (PNP) are two

programs that can help Board of Trade members to recruit and retain international workerswhenaqualifiedCanadianworkerisnotavailabletofilltheirpositions. To recruit a worker internationally, an employer first needs to:

Obtain a Labour Market Opinion 1. (LMO) from Service Canada, which includes a requirement to advertise the position locally and nationally tosatisfythatitcannotbefilledbyaqualifiedCanadian.Thereisnocostto apply and the LMO application is available at: www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/temp_workers.shtml ;For more information please contact 2. Service Canada at: (1-800-622-6232). If a positive LMO is received, the local employer can offer the position to a foreign worker. The worker must then apply to the Canadian Visa Officethatisresponsiblefortheircountry of residence for a temporary work permit through the Temporary Foreign Worker Program (TFWP)TFWs can apply for permanent 3. resident status after arriving and working in Canada.For further information, please consult 4. Citizenship and Immigration Canada’s website: www.cic.gc.ca.

Once TFWs arrive to work and become oriented to the province, they can apply for Canadian Permanent Residency through the Newfoundland and Labrador Provincial Nominee Program (PNP) whichisadministeredbytheOfficeofImmigration and Multiculturalism (OIM), in the Department of Advanced Education and Skills (AES).

NL has a target of 300 PNPs each •year and 1,934 people (applicants plus dependents) have been nominated since 2007.Provincial Nominees will have their •immigration applications expedited. To qualify, the candidate must:•

Be legally working in NL •or have a job offer from a provincial employer;Hold a temporary work permit •OR a post-graduate work permit OR a working holiday visa.

Have a good command of the •English language.

Full details on the PNP, including •application forms, are available online at: www.nlpnp.ca NOTE: INTERNATIONAL GRADUATES from all recognized Canadian Institutions who hold post graduate open work permits do not require a LMO from Service Canada to legally work in Canada.

For further information, please contact: [email protected] .Several Board of Trade members are international recruiters who may be able to assist with your recruitment needs. The Office of Immigration and Multiculturalism can also help plan international recruitment missions, as well as answer your questions concerning the immigration process.

Keeping Current


aroUNd THE board

Our 2002 president Gary Reardon was on hand to receive his Past President Pin.

Hon. Tony Clement spoke at a recent Board of Trade luncheon about the challenges and opportunities in the Canadian economy.

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ambaSSador profIlES


Shane Kennedy • Account Manager, BDC • www.bdc.caWhat do you believe to be the biggest challenge in the province right now? I believe the biggest challenge facing the province right now is our aging population. With more people beginning to leave the workforce than enter it human resource management and recruitment is going to be increasingly difficultforemployers.Alongwiththat,thepeopleoftheprovincearegoingtoberesponsibleforthehealthandsocialcareofourseniorswhileourrevenuesfromoil,andalosttaxbase,decrease;thiswillsignificantlyincreasethe burden of our younger population. Don’t get me wrong, I believe all our senior citizens deserve the care they have worked their whole lives to receive and to enjoy a wholesome retirement but I feel a stronger emphasis needs tobeplacedonensuringwecanprovidetherequiredserviceswithoutsignificantburdentoouryoungerpopulation.

Katie Hussey • Account Executive, Triware Technologies Inc. • www.triware.caWhere do you find inspiration? Ifindinspirationfrompeoplewhofacebothpersonalandprofessionalchallengeswithintegrityanddetermination, who are humble about their success and learn from their mistakes.

Jordan Dicks • Sales Associate, Murray Premises Hotel • www.murraypremisehotel.com What makes you smile? Helping guests have the most amazing stay at Murray Premises Hotel is a great feeling. It certainly puts a smileonmyfaceknowingIhelpedthemwiththeiraccommodationsandfulfilledalloftheirexpectations.However; spending any kind of time with my puppy makes me smile more than anything. Coming home after working all day and seeing her waiting for me. No matter what kind of day I had… if it is sunny, snowing or raining, her excitement for me coming home lights me up.

Kelly Strickland • Upstream Marketing • www.upstreammarketing.ca

What is the best piece of advice you have ever received? Makingmistakesisinevitable.Itishowwelearnandevolvefromthosemistakesthattrulydefineourcharacter.

Anders Jensen • Account Manager, TD Commercial Banking • www.tdcommercialbanking.com What was the best day of your life and why? The best day of my life was the day I was accepted into Lester B. Pearson United World College of the Pacific.Igotanopportunitytodiscussscience,business,theenvironment,politics,religion,andpersonalpreferences with 200 students from 86 countries. It was an opportunity and a time like no other.


Julie Gorman • Consultant, Knightsbridge Robertson Surrette • www.kbrs.ca What is the best piece of advice you have ever received?It’shardtochoosejustone,soI’llgivetwo.Thefirst,“Trustyourgut”.Thiswastoldtomebyacolleaguewithinthefirstweekofmyjob,yourinstinctswon’tlie,Irememberthateveryday.Thesecond,“Practicemakes perfect”, which I still hear regularly from my grandmother and something that has helped in all areas of my life.

Ashley Power-Stack • Manager, Power Boland Chartered Accountants • www.powerboland.ca

What was the best day of your life and why? I’ve had some amazing experiences including seeing the Blue Jays win the World Series in ‘93, working with Habitat for Humanity in Costa Rica, indulging in tasting / wine pairing menus with friends, and my wedding day to name a few, but I hope the best day of my life hasn’t happened yet, there’s so much more out there to do!

Torrie George • Marketing Coordinator, Cal LeGrow Insurance • www.callegrow.com What is the best piece of advice you have ever received?My mother always told me to ‘trust your gut’. Learning to trust your instincts, using that intuitive sense of what’s best for you, is paramount for any lasting success. I’ve tried to follow the little voice of intuition my entire life and the only time I’ve made mistakes is when I didn’t. So my best advice is trust your gut, because usually, the gut never lies!

Rob Bennett • Commercial Account Executive, Steers Insurance • www.steersinsurance.com

Where do you find inspiration?Ifindinspirationinpeoplewhoachievegreatsuccessinlifewhilealwaysmaintainingapositiveoutlookandtreating others with the utmost respect. There are all kinds of successful leaders in this world; however those who make it look easy and inspire you to be a better individual are the true leaders.

Barbara Stoyles – Business Development, O’Brien’s Whale & Bird Tours – www.obriensboatours.com

If you could invent or discover one new thing what would it be? I would like to invent a Full Upright Body Scanner to detect Cancer in the Human Body. It would be different than the MRI used now, it would be similar to the New Body Scanners used in Airport Security. All a patient would have to do is step into this upright scanner and it would be able to scan the body from head to toe and the X-Ray Technologists would be able to see instantly if there is active Cancer within the human body. Thousands of people walk through the Body Scanners in Airports daily and the Security can see instantly if the person has concealed a weapon, drugs or other harmful objects.

AfterallearlydetectionisthekeyinfightingCancer.IfthereweresuchamachineasaFullUprightBodyScanneritwouldtakealotof burden off the Health Care System, patients would not have to wait weeks and months for appointments and then to wait for results which can be very stressful to the patient. A lot more people could get tested in a run of a day giving them instant results.

ambaSSador profIlES


Brenda Kitchen • Manager of Business Development, Fit for Work • www.fitforwork.com

Where do you find inspiration?Ifindinspirationinalot!Passionatepeople,travel,money,colour,music,beauty,nature,laughterbutmostly,I am inspired by the people I meet, and work with, each day. We learn so much if we take the time to listen and really hear what the other person is saying. We all need to be inspired to continue to be the best we can because there is no day but today.

Alice Carter • Senior Business Advisor, CIBC • www.cibc.com If you had the opportunity to get a message across to a large group of people what would your message be? Go through life with a smile and a positive attitude. When faced with adversity Rise above it, come out on top. Be the best at whatever you choose to be and live life to the fullest.

Chris Sparkes • Owner, Mr. Lube • www.mrlube.com What makes you smile? The one thing that makes me smile is being on a salmon river.

Natasha Hudson • Business Development Coordinator, NATI • www.nati.net Where do you find inspiration? As the Business Development Coordinator at the province’s advanced technology industry association, I am constantly inspired by the world-class innovation our local companies are demonstrating on a daily basis. It’s so exciting to see local companies on the global stage, and so gratifying to see our companies compete on that stage, and WIN!

Lori Bragg • General Manager, Jumping Bean Coffee • www.jumpingbean.ca What was the best day of your life and why? I think that the best day of my life is always today. Although I have had some very memorable days including the day that I married my best friend, I feel extremely fortunate to work at something I enjoy and to be able to spend quality time with family and friends. An excerpt from A.A. Milne expresses my thoughts when Winnie the Pooh asked what day is it? “It’s today” squealed Piglet. “My favorite day” said Pooh!


Amy Tulk • Sales and Catering Manager, Ramada Hotel • www.ramadastjohns.com

What makes you smile? When you wake up in the morning and you can appreciate all the good in your life, it’s hard not to smile. All the people in my life make me smile every day, my family, friends, co-workers, clients & associates, life is great.

Justine Perry • Account Executive, NTV/OZFM • www.ntv.ca

What is one thing you really want to do but you haven’t done yet? Hike the Inca Trail to Machu Picchu.

Shawn Brown • Regional Sales Manager, Bell Aliant • www.bellaliant.net What is one thing you really want to do but you haven’t done yet?Ihavealwayswantedtotakeatruckandfifthwheelandtravelfromcoasttocoastexploringeverynookandcranny of Canada.

Lisa Martin Davis • Sales Manager (Meetings and Conventions), Destination St. John’s • www.destinationstjohns.com What makes you smile? What makes me smile is seeing and hearing the reactions of visitors who are visiting our fantastic city for the firsttime!AndofcoursechocolatedippedstrawberriesandagoodPinotGrigio!

Allison Crawford • Marketing and Project Consultant, Charles R. Bell Ltd.What is the best piece of advice you have ever received? I have been given some great advice from some of the most successful people in this province and in the marketing industry, advice that has certainly helped along the way. However the age old Golden Rule, to treat others as you wish to be treated, has been the advice or mantra that has been most valuable to me in my personal and business life.

Rob English • Industrial and Mining Sales, Whelan Petroleum Personnel Management • www.whelanpersonnel.com

Where do you see yourself in 10 years? 10 Years from now I hope to be CEO of the Levert Group and pondering retirement!

ambaSSador profIlES

MembershipmEmbErS IN THE NEwS


Nalcor and Emera Formalize the Term Sheet for Muskrat Falls

Thirteen formal agreements have been signed between Nalcor and Emera for the development and transmission of hydroelectric power of Muskrat Falls. These agreements are based on the Term Sheet which was released in Nov 2010. Emera will develop, own and operate Maritime Link and providing Nalcor with transmission rights on the Maritime Link on a pay-as-you-go basis through Nova Scotia in exchange for 20 per cent of Muskrat Falls output (NS block). Nalcor will assume ownership of the Maritime Link after 35 years. Emera pays 20

per cent of total project capital costs in exchange for the 20 per cent NS Block. The arrangement is premised on a 50 year service life for the Maritime Link, but Emera shall receive Supplemental Energy inthefirstfiveyearsinexchangeforafullterm life. Nalcor CEO Ed Martin stated during the press conference that around $450 million has been spent on project so far, a pre-project spend which normally equates to about 5 per cent of equivalent major projects. The Decision Gate 3 numbers have not yet been released. “The Board is pleased with the level of due diligence that is being exercised in this decision-making and gated process for evaluating the potential of Muskrat Falls,” saidBoardChiefExecutiveOfficerNancyHealey. “These agreements demonstrate what can be achieved between provinces and territories for the good of the national

economy, leading towards a stable national energy grid.”

Eat Atlantic Finalist!

The Newfoundland Chocolate Company was the only local company to make it to thefinalsoftheEatAtlantic2012Awards.The company was one of the top three finalistsinthechallenge.

Continued on next page...

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mEmbErS IN THE NEwS The Atlantic Food Product of the Year Award celebrates the world-class products that are made right here in Atlantic Canada. The Co-op’s Eat Atlantic Challenge is a buy-local campaign that promotes the economic, environmental and health benefitsofproductsproducedclosetohome. The winner receives a trophy, complimentary ad placements in the Co-op groceryflyer,theelectronicCo-opflyer,

an ad in their local newspaper, a short online video of their winning product and company, and recognition in a media release to Atlantic media.

A Rating for Newfoundland and Labrador The Province of Newfoundland and Labrador has been granted an A credit rating from the Dominion Bond Rating Service (DBRS). The DBRS says while the province continues to exhibit robust

economic indicators, volatility in oil prices and production levels lend a degree ofuncertaintytogovernment’sfiscalforecasts. While the province has been given a stable credit rating by the DBRS, with an “A” and R-1 (low) Stable Trend status for the long and short term, the service says that the end of Atlantic Accord payments and lower oil prices could put pressureonfiscalflexibilityintheshortterm. The bond rating service says Muskrat Falls presents what it calls a ‘balanced risk’ since cost overruns could increase debt. The province is projecting a $433 million deficitfornextyearbuttheDBRSsaysthosedeficitsaremanageableinlightoftheprovince’screditprofile.Theservicesays spending restraint will be necessary in order for the province to return to surplus, as projected, in 2014-15. The Finance Minister Tom Marshall alsosaidthateconomicdiversificationisadifficulttask, but it’s one that the provincial government has been focused on. He says there have been improvements in areas like aquaculture and ocean technology, but developing Muskrat Falls, and eventually the entire Lower Churchill, will help to make the province what he calls an energy warehouse.

Become a career mentor today! ScienceM@tters needs great career mentors to help build science capacity in the province’s business community. ScienceM@tters, a national award winning program, helps prepare Memorial’s science students for the world of work, to connect them with experiential learning opportunities, to connect students with employers, and to provide resources for career exploration. The program is targeted at undergraduate science students

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MembershipmEmbErS IN THE NEwS


2 Words.Pillowtop Mattress!

Welcome Back to the Greenwood Inn and Suites.

All the comfort, convenience and quality you’ve come to trust, along with new

improvements including pillowtop mattresses and LCD �atscreen televisions

in every guestroom. Call to book your reservation today!

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who are contemplating the value of a science degree, seeking career direction, and looking for guidance from experienced science alumni. Mentors are welcome from any profession, industry or occupation, but should hold a Bachelor of Science from Memorial University and have at least one year of work experience. For more information contact Stephanie Hartery , a career development co-ordinator for the science faculty at

Memorial University. http://www.mun.ca/science/alumni/alumnimentor.php

Going back to their roots Board of Trade members, government and others have recently met with Ireland’s Ambassador to Canada to build better business ties. Ray Bassett, Ireland’s Ambassador to Canada, visited the province recently and met with Provincial Aerospace and ClearRisk, and toured the National

Research Council-Institute for Ocean Technology and the Marine Institute. Bassett also attended the Southern Shore Shamrock Festival where he was joined by Minister Hutchings and later in the day they visited Renews with Loyola Hearn, Canada’s Ambassador to Ireland. The province has several memorandums of understanding with the Irish government outlining business and cultural relationships.

mEmbEr profIlESMembership

The Department of Career Development and Experiential Learning (CDEL) at Memorial University provides a multitude of services and resources

for students, graduates and employers looking to recruit new talent. From

funding programs, job postings, volunteer placements and on-campus interviews CDEL can help your business tap into the high caliber students and alumni

Memorial has to offer. Employers can also hold information sessions on campus and advertise jobs at no cost, or register

a booth at the Career and Graduate School Fair held Sept. 26th, 2012. New Entrepreneurship Training Program for International Graduate Students starting

this fall. Please feel free to visit our website at www.mun.ca/cdel or

call us at (709) 864-2033.


Global Knowledge (Canada) is the largest corporate training and talent

development company in Canada. We deliver the broadest choice of industry-

recognized curricula in IT, business process improvement, and leadership business solutions. With 13 locations

across Canada, Global Knowledge offers innovative learning solutions in both

classroom and online formats. We deliver via training centres, private facilities,

and the Internet, enabling our customers to choose when, where, and how they want to receive training programs and learning services. We offer more than

1,200 courses, which span foundational and specialized training as well as

certifications.Visit us online at

www.globalknowledge.ca.

We have been providing free and low-cost refurbished computer

equipment to schools, libraries and registerednon-profitorganizationsin

Newfoundland and Labradorsince 1993.

For further information call (709) 834-2377 or visit www.

computersforschoolsnl.ca.

For almost 15 years, Working In has been helping employers from Canada to attract and recruit skilled migrants, predominantly from the UK, Ireland

and South Africa. Targeting those skills in demand, including energy, mining

and engineering, Working In regularly runs expos where employers can meet and interview prospective migrants.

Additionally, Working In offers market-leading websites which attract in excess of 1.5 million skilled migrants annually.

The websites offer dynamic job vacancies andemployerprofilesaswellmigration

information.TofindouthowWorkingIncanworkforyou, contact Brendan McGerty: +1 347

329 4640; +55 71 9294 3267;[email protected]

FromourSt.John’soffice,MetroworthConsulting (Canada) Limited (MCL), oil and gas recruitment specialists are currently recruiting locally for their major clients on the Hebron project. With over twenty years of offshore

engineering and operations experience, MCL have established a reputation

for providing experienced personnel with specialist skills and knowledge to suit our clients challenging and quite

specificoffshoredesignandoperationalrequirements. MCL provide both staff

and contract personnel with expertise in design, construction, commissioning and operations to the global offshore drilling

and production sectors of the oil and gasindustryincludingrefineryprojects,

FPSO’s, pipelines and sub-sea.Julia Holman-Price – Lead

RecruiterTelephone: (709) 722-0822Cell: (709) 699-4892

Email: [email protected]

Ph 709.579.4990

Experience. Delivery. Solutions.

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Celebrating 25 years

215 Water St. Suite # 805

Permanent. Contract. Temporary.Workforce Solutions

MembershipNEw mEmbErS


association of Seafood Producers Inc.Derek Butler, Executive DirectorSuite 103, Baine Johnston Centre10 Fort William BuildingSt. John’s, NL A1C 1K4P: 709-726-3730F: [email protected]

Susan Sparkes & associatesSusan Sparkes, PresidentP.O. Box 23158 Churchill SquareSt. John’s, NL A1B 4J9P: [email protected]

Automotive Supplies Ltd.Max Penney, President85 Elizabeth AvenueSt. John’s, NL A1A 5B2P: 709-753-5434F: [email protected]

Metro Guide PublishingCourtney Langille, Sales RepresentativeSuite 103, 33 Pippy PlaceSt. John’s, NL A1B 3X2P: 709-754-3535F: [email protected]

The Lowe Martin GroupMike Landers, Account Manager400 Hunt Club RoadOttawa, ON K1V 1C1P: 613-741-0962F: [email protected]

Upcoming Events


SEpTEmbEr EvENTS

Save the Date – Luncheon with David Chilton

David Chilton, author of Canada's all-time best-selling book, “The Wealthy Barber”, is among the most sought after speakers in North America. He is also the newest member of CBC’s – TV Show Dragon’s Den. And he is coming to St. John’s to speak to the Board of Trade. Book your tickets today!

When: Tues., Nov. 13Time: noon – networking 1 pm - luncheonCost: $60+HST member discount $120+HST non-memberWhere: Sheraton Hotel, 115 Cavendish Square

Lunch and Learn “Sales Leaders Don’t Do Powerpoint”

Technology doesn’t build a relationship, overcome objections, or close sales. Sales leaders build relationships, overcome objections, and close sales by leveraging what they say and how they say it. “Sales Leaders Don’t Do Powerpoint” is a 45 minute session providing excellent tips on how to become a sales leader in any industry. Make sure you come out and join Dennis Dillon from VOCM.

Where: Wed., Sept. 12Time: 12:30 pm – 2 pmCost: $25+HST member discount $35+HST non memberWhere: St. John’s Board of Trade, Board Room 34 Harvey Rd., 3rd Floor

Business Mixer Destination St. John’s is looking forward to welcoming all members back from summer holidays. Come out and connectwithprospects,raiseyourprofileandgeneratefresh business ideas.

When: Thurs., Sept. 13 Time: 4:30 pm – 6:30 pmCost: Included as a benefit of your membershipWhere: Yellow Belly Brewery

luncheon Join Dean MacDonald as he speaks to Board of Trade members at a luncheon.

When: Fri., Sept. 14Time: 12:30 pm – networking 1 pm - luncheonCost: $39.50+HST member discount $79+HST non-memberWhere: Delta Hotel

China Orientation Session Come with us to China! Visit Shanghai, Suzhou and Hagnzhou. Price includes airfare, 4-5 star hotels, three meals a day, English speaking guide and so much more. Don’t miss this once in a lifetime opportunity. Join us for an information session to learn about the itinerary, business meetings, visa application, tour fare payment and much more.

$3225.69 (members only) Per person base on double occupancy•Round-trip airfare from St. John’s (includes air, hotel and all meals in •China)

*For a limited time – first come first serve pricing. Non-member rates available.

When: Mon., Sept. 17Time: 8:30 am to 10 amWhere: St. John’s Board of Trade, Board Room 34 Harvey Road, 3rd Floor

Look North – Explore the Opportunities Are you looking to explore the vast opportunities in Canada’s North? Join us for a half-day conference and meet with industry leaders while learning how to do business up North. Mark your calendar – details to follow.

When: Wed., Sept. 26 Time: 8 am- Registration 8:25 am – Welcome and Opening RemarksCost: TBDWhere: Holiday Inn

To register for these events contact Wanda Palmer at [email protected] or call at 726-2961 ext. 9

w w w . m i n i n g n l . c o m

The exclusive international resource investment conference.

T his is your opportunity

to learn about the hottest discovery stories in the market today! Hear from international experts:

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directly from mining and mineral exploration companies:

www.investorsforum.ca | t 709 722 9542 f 709 722 8588 | Free Registration

Adriana Resources Inc.Alderon Iron Ore Corp.Altius Minerals Corp.Anaconda Mining Inc.Buchans Minerals Corp.Canada Fluorspar Inc.Cap-Ex Ventures Ltd.Castillian Resources Corp.Century Iron Mines Corp.Cornerstone Capital Resources Inc.Golden Dory Resources Corp.Labrador Iron Mines Holdings Ltd.Marathon Gold Corp.

Ian ParkinsonBase Metals & Minerals Analyst, CIBC World Markets Inc.

Robin KozarEquity Research Analyst, RBC Capital Markets

Leonard Melman

Editor/publisher, The Melman Report

Mickey FulpBase Metals & Minerals Analyst, The Mercenary Geologist

Grant WilliamsPortfolio & Strategy Advisor, Vulpes Investment Management

Asa BridleDirector, Equity Research, Metals & Mining, Seymour Pierce Ltd.

Maritime Resources Corp.Metals Creek Resources Corp.Millrock Resources Inc.New Millennium Iron Corp.North Atlantic Iron Corp.Paladin Energy Ltd.Playfair Mining Ltd.Rambler Metals & Mining Plc.Ridgemont Iron Ore Corp.Rye Patch Gold Corp.Search Minerals Inc.Temex Resources Corp.Vulcan Minerals Inc.

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RIF_BOT_FullPage_Draft_G.indd 1 8/16/2012 12:13:45 PM

Are you a non-accounting concentration student or graduate in the workforce that now prefers to have a professional accounting designation?

CMA Newfoundland and Labrador offer the Accelerated Bridging Program with a distance option, that enables you to obtain the prerequisites to write the CMA National Entrance Exam.

For 5 years running, 95% of the Fall Accelerated Program graduates successfully passed the CMA National Entrance Exam! Now that’s preparation and a huge success story!

The Certified Management Accountants of Newfoundland and Labrador are also proud to announce the new Executive CMA Program. The Executive CMA Program is an unparalleled opportunity for experienced senior business leaders to gain a professional management and accounting designation. The part-time program is pursued alongside an intimate group of peers within an expedited, yet flexible, timeframe.

The CMA Accelerated Program is an extremely challenging endeavor that I thoroughly enjoyed and found ultimately rewarding. It required significant commitment, but provided an excellent grounding in accounting and an indispensable basis on which to prepare for the CMA National Entrance Exam. The instructor, Jacques Maurice, was very knowledgeable and possessed that rare ability of explaining complex concepts in simple terms with humor and example. The program requires discipline, but for serious students the rewards are substantial!

Sincerely, Keith Matthews, MBA, CMA

HURRY: the January 2013 Accelerated Program session registration deadline is December 19th, 2012! Be sure to visit www.BecomeaCMA.com and contact our

office as soon as possible for your CMA pathway evaluation.

Documents

Business News Sept. 2012