January 2014

Hamilton’s Employment and Training Network

In partnership with the Skills Development Flagship

ACKNOWLEDGEMENTS

Authors: Judy Travis and Sarah Hosick, Workforce Planning Hamilton

Advisory team:

Angela Eckhart- Employment Hamilton

Kerry Lubrick – Ontario Works

Leah Morris – Adult Basic Education Association

Network Maps: Robyn Kalda, Health Nexus

Workforce Planning Hamilton would like to recognize and thank those organizations and

individuals that have contributed their knowledge and expertise to the creation of this report.

Thanks to the members of the Skills Development Flagship for partnership support of this

project. WPH would also like to acknowledge all those who responded to the relationship

network survey in Fall 2013.

Special thank you to Robyn Kalda at Health Nexus. Robyn’s guidance and creation of the

network maps of employment and training service providers in Hamilton was invaluable in

understanding the employment and training network.

This Employment Ontario project is funded by the Government of Ontario.

Ce projet Emploi Ontario est financé par le gouvernement de l’Ontario.

This document may be freely quoted and reproduced without obtaining the permission of Workforce Planning

Hamilton provided that no changes whatsoever are made to the text and that Workforce Planning Hamilton is

acknowledged as author.

The information in this report is current at the time of printing.

The views expressed in this document do not necessarily reflect those of the Government of Canada or the

Government of Ontario.

Page | 1

TABLE OF CONTENTS

Purpose of this report 2

Background 2

Methodology 3

Limitations 3

Part 1: A Profile of the Unemployed Population in Hamilton By the Numbers Gender Age Distribution Duration of Unemployment Education Skills Mismatch in Hamilton Major Field of Study of the Unemployed

4

Part 2: An Inventory of Program and Service Availability Specializations Service Mix

1. Employment Related Services 2. Educational Services 3. Other Services

9

Part 3: Network Mapping What is Network Mapping? Goal of Network Mapping Network Maps of Hamilton’s Employment and Training Services Appendix A: Service Questions Appendix B: Service Category Definitions Appendix C: Network Mapping Survey Appendix D: List of Survey Respondents

19

29

30

35

38

Page | 2

PURPOSE OF THIS REPORT There are 28 organizations in Hamilton that provide training and upgrading services,

employment services, or both types of services to help people upgrade their skills and get back

to work.1 Located throughout the city, each organization offers unique services for their

clients, with different eligibility criteria and specializations. As program offerings change and

adapt to suit client needs, it can be challenging for workers in each organization to keep current

on other organizations’ programs. Therefore, this report is designed to help service providers

better understand current employment and training program options in Hamilton so that there

is greater connectivity, awareness and alignment of programs and services.

To achieve this purpose, we first present an analysis of Employment Ontario client

demographics, as well as the general unemployed population in Hamilton. In so doing, we can

see who is currently receiving employment or training services, as well as who is not receiving

services but might benefit from them. Complementing the client analysis, we also look at an

inventory of current program offerings and how they align with client needs.

To understand the relationships between organizations, we connected with Health Nexus, a

charitable organization that supports individuals, organizations and communities to strengthen

their capacity to promote health, to construct a relationship network map of the service

providers. Through network mapping, we are able to discover the strengths of relationships

within the service provider community, so that its work and effectiveness may be strengthened.

BACKGROUND Recognizing the need to better understand community relationships and service coordination,

the Workforce Information Network (WIN) Hamilton website (www.winhamilton.ca) was

developed in 2009 and launched publicly in 2011 with funding from the Ministry of Community

and Social Services. Developed by the Skills Development Flagship, and operated by Workforce

Planning Hamilton, WIN Hamilton offers a comprehensive list of local employment, training,

and upgrading programs, complete with maps and contact information. There are 244 users

1 These services receive government funding and are registered on WIN Hamilton. There are more organizations registered on WIN Hamilton that do not provide direct employment or training services. There are also private-sector organizations that are not registered on WIN Hamilton.

One of the goals of this paper is to stimulate discussion in the service provider community

about client needs and service availability. Service questions are provided throughout the

report to help facilitate dialogue between agents. See Appendix A for a full list of service

questions.

Page | 3

registered on the site, and from October 2012-October 2013, the website saw 6,514 visits

(5,413 unique) and over 16,500 page views.

At the time the project was designed, it was restricted by not having access to client

information on who was using employment or training services. In 2013, the Ministry of

Training, Colleges and Universities released aggregate data on Employment Ontario (EO) clients

to Workforce Planning Hamilton allowing us to build upon the WIN Hamilton initiative and

explore the linkages between service providers and client needs.

METHODOLOGY In consultation with the Adult Basic Education Association and the Skills Development Flagship,

Workforce Planning Hamilton undertook a research approach which included:

an analysis of the 2011 National Household Survey for the Hamilton census division, as

well as the monthly Labour Force Survey for the Hamilton census metropolitan area;

an assessment of custom client data from the Employment Ontario agencies serving

Hamilton, provided by the Ministry of Training, Colleges and Universities, as well as

custom Ontario Works client data provided by the City of Hamilton Community and

Emergency Services for the year April 2012- March 2013;

a review of program offerings collected from the WIN Hamilton website;

an online survey created with guidance from Health Nexus that gauged awareness and

relationship levels between service providers that was distributed to all members of the

WIN Hamilton website, gathering 119 responses from September to October 2013.2

LIMITATIONS Client data from MTCU was in aggregate form and could not be cross-tabulated or separated by

service provider. Data presented here is also not representative of all individuals who access

employment services in the community. The numbers of EO clients reported are those that

received direct service. Some people choose to conduct their job search without committing to

a structured program and these individuals would not be reflected in the EO client data.

Individuals that receive educational or employment services outside of the EO or OW system

are also not included in the client analysis.

Time references of data sets are also slightly different. Data on the general unemployed

population in Hamilton was gathered from the 2011 National Household Survey, while EO and

OW client data was aggregated from the 2012-2013 fiscal year.

2 See Appendix B for a copy of the survey questions.

Page | 4

PART 1: A PROFILE OF THE UNEMPLOYED POPULATION IN HAMILTON Training and employment services are available to help the unemployed population find work.

This section will profile Hamilton’s labour force, with specific focus on:

Who could benefit from employment or training services (the unemployed population)

Who is currently receiving employment or training services (clients who received

Employment Ontario (EO) services from April 2012- March 2013 and Ontario Works

recipients who were active at some point from April 2012-March 2013)

BY THE NUMBERS

*These client groups are not mutually exclusive. Source: 2011 National Household Survey, EO Client Data

Clients who receive employment services represent a subset of the general unemployed

population. By looking at characteristics of the total unemployed population as well as the

employment service groups we can see who we are reaching with our services and who is not

currently using employment services but might benefit from them.

Population - 519,949

Labour Force - 266,200

Employed - 243,080 Unemployed - 23,120

EO - ES Assisted Clients - 4,292*

EO - LBS Learners - 816*

OW - 20,303

One-to-one employment

counselling - 3,626*

Page | 5

GENDER

Source: 2011 National Household Survey, EO Client Data, OW Client Data

Slightly higher proportion of unemployed males than females (54.5% male compared to

45.5% female)

Employment service assisted clients have similar distribution of males and females

(54.1% male and 45.9% female) as the unemployed population

Employed population, LBS learners and OW recipients are almost even proportions of

men and women

AGE DISTRIBUTION

Source: 2011 National Household Survey, EO Client Data

Youth (15 to 24 years) more likely to be unemployed than people of prime working age

Youth are less likely to access employment services compared to the general

unemployed population

Majority of clients served are of prime working age (25 to 44 years)

0%

50%

100%

Employed Unemployed Employment Service Assisted

Clients

Literacy and Basic Skills Learners

Ontario Works Active

Applicants

Female

Male

0%

20%

40%

60%

80%

100%

Employed Unemployed Employment Service Assisted

Clients

Literacy and Basic Skills Learners

65 years and over

45 to 64 years

25 to 44 years

15 to 24 years

Page | 6

0%

20%

40%

60%

80%

100%

Ontario Works Clients

65 years and over

45 to 64 years

30 to 44 years

22 to 29 years

18 to 21 years

Taking a detailed age breakdown of OW clients

shows that there are also a low number of youth

in their program, with 14% of active clients under

the age of 22

Source: OW Client Data

DURATION RECEIVING SERVICES

Source: EO Client Data, OW Client Data

ES clients tend to either be relatively new to services, or have been an active client for

over a year

Ontario Works also has a high proportion (57.5%) of their caseload who have received

benefits for 12 or more months

0%

20%

40%

60%

80%

100%

Employment Service Clients Ontario Works (March 2013 Caseload)

More than 12 months

7 to 12 months

3 to 6 months

Less than 3 months

Service Question: Long-term unemployment has been linked to negatively impact the

chances of finding a job. What strategies can help the long-term unemployed overcome the

perceived negative bias and get back to work?

.

Page | 7

EDUCATION

Source: 2011 National Household Survey, EO Client Data, OW Client Data

Employed population is higher educated than unemployed population

Almost half of ES assisted clients have either college or university education, yet still

have difficulty securing employment

SKILLS MISMATCH IN HAMILTON?

When we consulted with service providers for Workforce Trends in Hamilton the majority of employment agencies noted skills misalignment or outdated skills as the most common reason for clients with postsecondary education to have difficulty in the labour market. There is evidence of a skills gap or skills mismatch in Ontario’s labour market, with the Conference Board of Canada estimating the gap costing the Ontario economy up to $24.3 billion in foregone GDP.3

Seven hundred employment service clients had less than high school education, yet only 97 clients had outcomes of either Ontario Secondary School Diploma or equivalent, academic upgrading or EO literacy training. EO agencies reported that although every client is made aware of training options, clients tend to place greater importance on securing employment rather than education. In order to stay competitive in the knowledge economy, clients need to embrace lifelong learning so they can adapt to changing workforce needs.

3 The Need to Make Skills Work: The Cost of Ontario’s Skills Gap, The Conference Board of Canada, Daniel Munro and James Stucky, 2013

0%

20%

40%

60%

80%

100%

Employed Unemployed ES Assisted Clients

Ontario Works

Other

Completion of postsecondary

Completion of high school

Less than high school

Page | 8

MAJOR FIELD OF STUDY OF THE UNEMPLOYED Forty-four percent of the unemployed population has a postsecondary degree, diploma or

certificate.

Source: 2011 National Household Survey

Of the unemployed population with postsecondary education:

25% had a background in architecture, engineering, and related technologies

Business, management and public administration postsecondary credentials were the

second most common unemployed group at 21%

Health and related fields represented 12% of the unemployed population with

postsecondary education

Education, 4.0%

Visual and performing arts,

and communications

technologies, 3.6%

Humanities, 5.6%

Social and behavioural

sciences and law, 11.3%

Business, management and

public administration,

21.4%

Physical and life sciences and

technologies, 3.3%

Mathematics, computer and information

sciences, 3.3%

Architecture, engineering, and

related technologies, 25.0%

Agriculture, natural resources and conservation,

2.0%

Health and related fields, 12.4%

Personal, protective and transportation services, 8.1%

Service Question: What fields of study do EO clients typically come from?

Does it match the fields of the unemployed?

.

Page | 9

PART 2: INVENTORY OF PROGRAM AND SERVICE

AVAILABILITY

From www.winhamilton.ca:

A service provider/program has

A distinct organizational structure

Dedicated staff who are not part of other service providers or programs

Its own funding

Its own client roster and thus, has its own client records

There are 28 service providers on WIN Hamilton that offer employment, training and upgrading

services. Service providers can have multiple locations across the city.

Source: www.winhamilton.ca

Services are clustered in the downtown area, generally on main public transit routes

Unemployment rates in the downtown area tend to be higher than other areas of

the city 4

4 Statistics Canada 2006 Census by Census Tract

Page | 10

The following is a list of the service providers on WIN Hamilton that offer training and upgrading

services, employment services, or both (as self-identified by their program listings).

TRAINING AND

UPGRADING SERVICES

ONLY

BOTH EMPLOYMENT SERVICES

ONLY

Circle of Friends for

Newcomers

Hamilton Literacy Council

March of Dimes Canada

Mohawk College

Academic Upgrading

Mohawk College

Language Instruction

ABEA, Adult Basic Education

Association

ACFO, Association Canadienne-

Française de l'Ontario

CARE Centre Hamilton

City of Hamilton Community and

Emergency Services

Collège Boréal

Community and Continuing Education-

HWDSB

Community Living Hamilton

Employment Hamilton

Goodwill Career Centres

Mohawk College Community

Employment Services

Mohawk College Specialized Skills

Training

Salvation Army - Lawson Ministries

St Charles Adult & Continuing

Education Centre – HWCDSB

St Joseph Immigrant Women's Centre

Threshold School of Building

vpi Inc

Wesley Employment Services

YWCA Hamilton

Hamilton Area

Steelworkers Adjustment

Committee

John Howard Society

Mohawk College Second

Career

PATH Employment

Services

YMCA Employment,

Training & Settlement

Page | 11

ONTARIO WORKS CASELOAD

Heavier caseload in the downtown area, generally where service providers are also

clustered

Page | 12

SPECIALIZATIONS

Source: www.winhamilton.ca

155 service provisions are classified into 17 specializations

The most common specializations are

o general unemployed (59 provisions)

o persons with disabilities (47 provisions)

o youth (28 provisions)

59

18

16

17

28

47

13

8

12

4

4

19

27

17

11

21

7

0 10 20 30 40 50 60 70

Unemployed

Laid off workers

Older workers

Aboriginal persons

Youth

Persons with disabilities

Persons with low literacy

Francophones

Employers

Ex-offenders

Seniors

Underemployed

Low income

Internationally trained persons

Women

Immigrants/newcomers

Persons with multiple barriers

Service Provisions by Specialization January 2014

Page | 13

EO client groups that are typically harder to serve tend to be specializations that have more

provisions.

% of ES assisted clients (self-

identified)5

% of Provisions

Newcomers 9.1% 13.5%

Persons with disability 9.2% 29.5%

Internationally Trained

Professionals

16.4% 10.3%

Aboriginal 1.9% 10.3%

Youth 21.8% 17.3%

Source: EO Client Data, WIN Hamilton

Internationally Trained Professionals and Youth are the only specializations that have a

higher concentration of ES assisted clients than the % of total provisions

S

5 These client groups are self-identified and therefore data collection methods of these groups may vary by service provider.

Service Question: Are there any specializations that should have a higher number of

provisions?

.

Page | 14

SERVICE MIX Only service providers that offer government-funded programs are included in this analysis.

Private employment or training services in the community are not reflected here.

1. Employment Related Services

Source: www.winhamilton.ca

23 service providers offer employment services in the community

Many locations are located in the downtown area and/or on main bus routes

Most Common Employment Services Least Common Employment Services

Individual job search assistance (11 provisions) Job coaching (3 provisions)

Job placement (10 provisions) Preparation of career development summary

to access funding (3 provisions)

Employment resource centres (10 provisions) Internship (1 provision)

Self-employment (1 provision)

Page | 15

Most common employment services are offered by several service providers throughout

the city

Some of the least common employment services are also offered outside of the

employment network community

o For example, the Hamilton Small Business Enterprise Centre (SBEC) provides

business information, guidance and advice on starting and running a business,

which may decrease demand for self-employment services from employment

service providers. Ontario Works and EO agencies also refer clients to other

organizations such as SBEC.

8

10

9

11

1

3

5

10

5

5

6

6

1

4

6

3

0 2 4 6 8 10 12

Career counselling

Employment resource centre

Employment skills

Individual job search assistance

Internship

Job coaching

Job matching

Job placement

Job retention/job maintenance

Job search workshops

Occupational training

Placement incentives

Self-employment

Structured group job search workshops

Case management

Preparation of career development summary to …

Employment Service by Number of Provisions - January 2014

Service Question: Are the services that are in the highest demand match the services with

the highest provisions? Do the services with only a few provisions meet demand? Do

service providers know all referral options for different services?

.

Page | 16

2. Educational Services

Source: www.winhamilton.ca

22 service providers offer training and upgrading services in Hamilton

Most Common Educational Services Least Common Educational Services

English as a Second Language (14 provisions) Centralized assessment centre (1 provision)

Academic upgrading (13 provisions)

Skills development training and support (8

provisions)

Accreditation for Internationally Trained

Professionals (1 provision)

Page | 17

13

1

2

1

5

7

8

14

2

0 5 10 15

Academic upgrading

Accrediation for internationally trained professionals

Bridging programs for internationally trained professionals

Centralized assessment centre

Literacy and basic skills

Pre-employment, pre-training and life skills preparation

Skills development training and support

English as a second language

French as a second language

Training and Upgrading Service by Number of Provisions

Page | 18

3. Other Services

Other services typically involve client referrals or assistance outside the education or

employment realm

SERVICES FOR EMPLOYERS

Many employment service providers also offer resources for employers. In particular,

EO helps attract and recruit employees with the required skills, post employment

opportunities, help identify human resource skill requirements, and match position and

workplace requirements to a participant’s skills, capabilities, interests and experience.

Agencies also help determine eligibility for financial incentives to offset some of the

costs of providing on-the-job training and work experience. There are 11 provisions on

WIN Hamilton that are employer-focused.

2

1

5

2

0 2 4 6

Financial and material assistance

Formal referrals to other services

Information and referral services

Organizational training and supports

Other Services by Number of Provisions

Service Question: Are there any services that are not currently categorized that are

offered? Are there any services that are not offered that would benefit clients?

.

Page | 19

PART 3: NETWORK MAP OF HAMILTON’S

EMPLOYMENT AND TRAINING SYSTEM

“Network mapping and analysis helps us visualize and explore relationships within a group so

that the group itself, and therefore its work and effectiveness, may be strengthened.”6

WHAT IS NETWORK MAPPING? Network mapping (also known as social network analysis) is a way of looking at the connections

and relationship flows between individuals, groups, organizations or other

information/knowledge processing entities.7 A network map consists of nodes, which represent

the individuals or groups, and links, which show the relationship between nodes.

GOAL OF NETWORK MAPPING FOR HAMILTON’S

EMPLOYMENT AND TRAINING NETWORK By creating a network map of Hamilton’s employment and training network we can look at the

flow of information between members. We can see if there are any missing or weak links within

the network and if there are any opportunities to improve client services through strengthened

relationships.

With the large number of employment and training services in Hamilton, we decided to focus

on the awareness level between organizations. We asked all registered users on WIN Hamilton

to rank their awareness level of other organizations using the following scale:

NONE: My organization has no awareness of or contact with this organization

AWARENESS: My organization is aware of this organization and its services or materials

COORDINATION: In the past two years, my organization has received referrals from, or referred

clients to this organization, identified best locations and schedules, etc

COLLABORATION: In the past two years, my organization has worked with this organization on

joint ventures, shared case planning, supporting new program design, etc

INTEGRATION: In the past two years, my organization has integrated programs or services with

this organization under shared funding or governance

6 Network Mapping @ a glance, Robyn Kalda, Peggy Schultz, Suzanne Schwenger, Health Nexus 7 Valdis Krebs, www.orgnet.com.sna.html

Page | 20

Health Nexus used the results of the survey to produce a network map that pictures the

relationship between members.

Questions to consider when analyzing Hamilton’s employment and training network map:

What organizations receive the core flow of information? Do these organizations

act as leaders within the employment and training network?

What organizations are on the peripheral that could improve client service if they

were more integrated within the network?

How might members better collaborate on future projects or work together to

improve client outcomes?

.

Page | 21

Map 1. Overall Network of Hamilton’s Employment and

Training Network

Based on our survey findings, there are 1,397 unique links in the network, resulting in a healthy,

resilient-looking map. There is a core of closely-related organizations in the centre, a near

periphery of organizations with multiple ties to the network but their main focus may be

elsewhere, and a large periphery of organizations with more minimal connections that help

support the work of the core. Many of the core organizations would have to be removed before

the network would collapse.

We will break down the map into sections to identify where each organization falls on the map

and see the strength of relationships between organizations.

Map 2. Top Supports

Which organizations provide support, advice or resources that have been helpful in your work?

There is a large cluster around OW

partly due to the high number of

survey respondents from OW.

The organization with the most

incoming links (that is, the most

common organization others listed

as being the top support) appears

to be the ABEA. Note that since

respondents wrote in their

answers, there could be some

duplication of organizations under

multiple names.

Are there any organizations

that others have listed that

could help you more with your

work?

Page | 22

Map 3. All Relationship Levels

Which term best describes your relationship with the following organizations?

1: Awareness

2: Coordination

3: Collaboration

4: Integration

This map shows the dense network of

all levels of relationships between

organizations.

The EO Employment Service agencies,

OW and ABEA are right in the core and

tend to have more integration and

collaboration-level relationships.

Organizations around the periphery

have looser ties to each other than the

organizations in the core.

As this map is so dense, we will look at

relationship levels separately.

Page | 23

Map 4. Awareness Relationships Only

This map shows the basic

awareness that individuals have of

other organizations. From the high

number of lines between all

organizations, we can see that

organizations have at least an

awareness level of each other.

Page | 24

Map 5. Awareness and Coordination Relationships

This map shows the awareness and

coordination relationships

together. The thin light grey lines

represent awareness and the

heavy dark grey lines are

coordination relationships.

We can see that most

organizations that have awareness

are superseded by coordination-

level relationships. A few

organizations near the edges of the

map have awareness-only

relationships.

Page | 25

Map 6. Coordination and Collaboration Relationships

Map 6 shows coordination (grey

lines) and collaboration (green

lines) together. Organizations

around the edges have many more

coordination-level relationships

than collaboration-level

relationships. Organizations in the

core appear to have many

collaboration-level relationships.

Are there missing

opportunities for

coordination-level

organizations to collaborate

with organizations in the core?

Page | 26

Map 7. Collaboration and Integration Relationships

This map shows the collaboration

(green lines) and integration

(purple lines) relationships

together.

Integrated organizations are

primarily within the core of the

network map; however, there are

a few integrated relationships with

periphery organizations.

Considering which

organizations are not as

integrated with others, are

there missing opportunities for

more integrated relationships?

Page | 27

Map 8. Integration Relationships Only

This map shows only the

integration-level relationships that

appeared on Map 7. Ontario

Works has many integrated

relationships (partly influenced by

the high number of survey

respondents from OW). Other

organizations with several

integration-level relationships are

the EO Employment Service

agencies and ABEA.

CONCLUSION

This document has been prepared to stimulate discussion among service providers about the

relationships between programs, services, and clients. A facilitated workshop is scheduled to

take place with the members of the Skills Development Flagship on January 30, 2014 where the

service questions presented in the document will be addressed. The SDF will then determine

next steps to better integrate and continuously improve employment and training services.

Page | 29

Appendix A – Service Questions

The following is a list of service questions posed throughout the document and their

corresponding page number.

1. What strategies can help the long-term unemployed overcome

the perceived negative bias and get back to work?

6

2. What fields of study do EO clients typically come from? Does it

match the fields of the unemployed?

8

3. Are there any specializations that should have a higher number of

provisions?

12

4. Are the services that are in the highest demand match the

services with the highest provisions?

5. Do the services with only a few provisions meet demand?

14

14

6. Are there any services that are not categorized that you offer? 17

7. Are there any services that are not offered that would benefit

clients?

17

1. What organizations receive the core flow of information? Do

these organizations act as leaders within the employment and

training network?

17

8. What organizations are on the peripheral that could improve

client service if they were more integrated within the network?

19

1. How might members better collaborate on future projects or

work together to improve client outcomes?

19

1. Are there any organizations that others have listed that could

help you more with your work?

21

1. Are there missing opportunities for coordination-level

organizations to collaborate with organizations in the core?

25

2. Considering which organizations are not as integrated with

others, are there missing opportunities for more integrated

relationships?

26

Page | 30

Appendix B – Service Category Definitions

Centralized assessment

centre

An employment resource centre that provides information and

tools to conduct a self-directed job search; provides case

management services; and provides formal referrals to other

services in the service delivery network

Formal referrals to other

services

Produces assessments that are used as a basis to provide formal

referrals to other services in the service delivery network

Organizational training and

supports

Workshops, courses, and other supports offered to service

providers, e.g. clear writing seminars

Accreditation for

internationally trained

individuals

Services that assist people to have their foreign educational or

occupational credentials assessed to determine Canadian

equivalences

Bridging programs for

internationally trained

individuals

Programs that help people who were trained outside of Canada

move into the labour market. Programs may include: an

assessment of education and skills; work placement;

occupation-specific language training; learning plans to identify

any added training needed; and preparation for license or

certification exams.

Career counseling

The exploration, identification and clarification of interests,

abilities, skills and education in relation to career goals; the

exploration of occupational and job requirements and

assessment against skills and experience; and individual/group

assistance and support in career counseling

Case management

Identification of strengths and challenges of individuals as they

relate to the development of a career/employment goal;

clarification of goals and expectations; the assessment of

service needs based on employment goals; the development of

client service action plans (such as “return to work action

plans”); supported access and referral to services

Page | 31

Employment resource centre A stand alone centre that provides information and tools to

conduct a self-directed job search with no case management,

no collection or access to personal information or no

formal/written referrals to other services

Financial and material

assistance

Monetary supplements to help offset expenses encountered

during a job search or process of training and upgrading.

Material assistance includes provision of clothing to be used in

job search and interview process

Individual job search

assistance

Individual assistance and support during job search including

the preparation of job search tools such as resumes, cover

letters, employment application, interview and job search

strategies, providing information on education and training

options, providing orientation to the labour market and

workplace and referral to other service components

Internship

Paid or unpaid supervised practical training and work placement

for a specific period of time, usually offered to students or

entry-level job seekers

Job coaching

Providing hands-on coaching of individuals in the work

environment to provide practical support in learning the job and

adapting to the work environment

Job matching Outreach to employers to identify opportunities that are not

currently available in the competitive job market; support to

employers in identifying skills required and capabilities needed;

matching of employers’ skills, needs and participants’

capabilities and interests; assessing the appropriateness of the

workplace

Job placement Placement of individuals into employment with and without

financial incentives; coordinating volunteer, job trial and on-

the-job training opportunities; monitoring of the placement

and/or on-the-job agreements; and the development and

monitoring of on-the-job training plans

Page | 32

Job retention/job

maintenance

Identification of need for additional support for individuals

upon securing employment; the provision of individual support

in assisting individuals to maintain the job and/or advance their

employment; the development of a support plan with the

individual and/or the employer, as appropriate; and linking

individuals with mentors and coaches to provide support

Job search workshops The provision of job search information and the development of

job search tools such as resumes, cover letters, employment

applications, interview and job search strategies in a group

workshop setting. This would be a time limited one-time event

such as a half-day resume workshop

Placement incentives

The provision of funds to employers to offset employer costs of

on-the-job training (for example, targeted wage subsidy), work

experience and summer student hiring including incentives to

encourage employers to provide apprenticeship training

Pre-employment, pre-

training, and life skills

preparation

Supporting individuals, individually or in a group setting, in

developing essential self management skills that will support

them in their job search and integration into the labour market,

or during their training. Examples include communication skills,

time management skills, and conflict resolution skills

Preparation of career

development summary to

access funding

On behalf of the client, preparation of the Career Development

Summary including client profile, counseling process,

appropriateness of intervention, labour market info, training

institution decision, financial and budget information, and

counselor’s statement of support to access funding such as Skill

Development or Second Career Strategy

Self employment

Assessment of individuals and business ideas for feasibility of

developing and implementing a successful small business;

providing individual/group assistance in the development of

business plans; and, coaching individuals in the implementation

of their business plan and the launch of their small business

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Structured group job search

workshops

The provision of job search information and the development of

job search tools such as resume writing, cover letters,

employment applications, interview, and job search assistance

in a group format which includes multiple job search workshops

organized into a program model. This would include programs

where clients are required to spend a specified number of hours

over a time period in a group format such as 25 hours per work

in a structured job search program

Academic upgrading

Courses that assist clients in receiving higher academic

credentials, such as a high school diploma, including day classes,

night classes, distance learning, or teacher-led online courses

Apprenticeship preparation

and support

Various types of assistance offered to persons seeking

apprenticeship (on-the-job training program for people who

want to work in a skilled trade or occupation that includes

learning new skills from skilled journeypersons

Employment skills Critical skills needed for the workplace, including

communication, problem solving, positive attitudes and

behaviours, adaptability, working with others and computer,

science, technology and mathematics skills

English as a second language

Language training for individuals whose first language is not

English. Training is designed to help participants learn reading,

writing, listening and speaking skills in English

French as a second language

Language training for individuals whose first language is not

French. Training is designed to help participants learn reading,

writing, listening and speaking skills in French

Information and referral

services

A self-directed resource centre linked to other service delivery

options that are provided within the organization

Literacy and basic skills

Provision of assistance with literacy, math and other skills

people need to reach their work or other life goals, including

Essential Skills and workplace skills

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Occupational training Development of skills or knowledge through instruction or

practice; can include both formal education and on-the-job

experience. Smart Serve and WHMIS training are in this

category

Skills development training

and support

Process of learning a new skill or trade, also known as

“retraining.” Includes Second Career and Ontario Skills

Development (OSD)

Tutoring Individualized instruction that imparts skills or knowledge of a

certain topic

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Appendix C – Network Mapping Survey

1. Name

2. Organization

3. Email

4. What is your position?

a. Front-line worker

b. Manager/supervisor

c. Director

d. Other (please specify)

PART 1 – AWARENESS OF EMPLOYMENT AND TRAINING SERVICES – WHO DO YOU KNOW?

The list below represents the membership of the Skills Development Flagship. To the best of

your ability, use the following scale when measuring the strength of your organization's

relationship with other member organizations:

NONE: My organization has no awareness of or contact with this organization

AWARENESS: My organization is aware of this organization and its services or materials

COORDINATION: In the past two years, my organization has received referrals from, or referred

clients to this organization, identified best locations and schedules, etc

COLLABORATION: In the past two years, my organization has worked with this organization on

joint ventures, shared case planning, supporting new program design, etc

INTEGRATION: In the past two years, my organization has integrated programs or services with

this organization under shared funding or governance

Please select only the highest awareness level that corresponds to your relationship with each

organization. For example, if you have both coordinated and collaborated with the

organization, choose "Collaboration".

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5. Which term best describes your relationship with the following organizations? (If it is

your own organization, please choose N/A)

NONE AWARENESS COORDINATION COLLABORATION INTEGRATION N/A

ABEA

CARE Centre Hamilton

Career Foundation

Circle of Friends for Newcomers

Community and Continuing Education –HWDSB

Community Living Hamilton

Employment Hamilton

Good Shepherd Works

Goodwill Career Centres

Hamilton Literacy Council, The

Hamilton Regional Indian Centre

John Howard Society

March of Dimes

Métis Nation of Ontario – Education and Training

Mission Services

Mohawk College Employment Services

Mohawk College Language Instruction

Mohawk College Specialized Skills Training

Niagara Peninsula Aboriginal Area Management Board

ODSP – Income Support

ODSP – Employment Support

Ontario Works

PATH Employment Services

Salvation Army – Lawson Services

St Charles Adult & Continuing Education Centre – HWCDSB

St Joseph’s Immigrant Women’s Centre

St Joseph’s Healthcare/Community Schizophrenia Service

Steelworkers Adjustment Committee

Threshold School of Building

TRI -Rock Program – Living Rock Ministries

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vpi Inc

Welcome Inn

Wesley Urban Ministries Employment Services

Workforce Planning Hamilton

YMCA Settlement

YWCA Hamilton (Bizsmartz, Bridge Training)

6. Have you referred clients to and/or received referrals from the following organizations

or services?

YES NO

Catholic Family Services

COAST (Crisis Outreach and Support Team)

Elizabeth Fry Society

Hamilton Housing Help Centre

Hamilton Urban Core Community Health Centre

Marty Karl Centre

Women’s Centre of Hamilton – Interval House of Hamilton

Volunteer Hamilton

7. Are there any organizations that have not been mentioned that you receive referrals

from and/or refer to?

PART 2 – NETWORKING

8. Please list (up to) 5 most helpful contacts (and which organization they belong to) that

provide support, advice or resources that have been helpful in your work. (If you do not

have a specific contact person at the organization you find helpful, just list the

organization)

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Appendix D – List of Survey Respondents

The following is a list of how many respondents from each organization completed the

relationship survey sent online through WINHamilton.

Organization

Number of Respondents

Adult Basic Education Association 3

Collège Boréal 5

Employment Hamilton 8

Goodwill Career Centre 11

Mohawk College 5

ODSP 1

Ontario Works 65

PATH Employment Services 2

vpi Inc 5

Wesley Urban Ministries 5

Workforce Planning Hamilton 3

YMCA 6

Total 119