Global Skills Strategy Overview for MEDEC

Transcription

1 Global Skills Strategy Overview for MEDEC Immigration, Refugees and Citizenship Canada Employment and Social Development Canada September 22nd, 2017

2 Global Skills Strategy: Context Canadian firms need to be able to access the skills and expertise of talented workers from around the world to succeed in the global marketplace. Access to talent is critical for Canadian employers, and exponentially more so for firms competing in knowledge sectors, including technology. As a recognized leader in economic immigration, Canada s immigration programs need to adapt to accommodate the emphasis on speed, predictability and responsiveness that increasingly drive investment decisions. In this context, the Global Skills Strategy launched on June 12,

3 Global Skills Strategy: Consultations IRCC and ESDC participated in close to 60 events with over 300 stakeholders across Canada promoting awareness of the Global Skills Strategy, soliciting feedback on the design and development of GSS policy, programs and services. Federal Organizations Provincial and Territories Incubators Legal community Academic Institutions Sectoral leaders and associations 2

4 Global Skills Strategy: Four Pillars Two-week Service Standard to support economic growth & improve predictability Work Permit Exemptions For short duration, high-value work Dedicated Service Channel For employers bringing significant investment to Canada Work permits for high-skilled talent will be processed in two weeks or less. Skilled workers and top research talent able to come work in Canada for short periods with less red tape. Departmental staff ready to guide employers through the immigration process to help meet their specific needs. IRCC Global Talent Stream (ESDC) For employers seeking skilled occupations in shortage or, specialized and unique talent Applications processed in two-weeks or less and predictable client-focused service to help employers access highly-skilled global talent while making lasting positive benefits for the Canadian labour market ESDC 3

5 TWO WEEK SERVICE STANDARD PURPOSE This is a commitment to provide two week work permit processing for high-skilled workers under the International Mobility Program, and for participants in ESDC s Global Talent Stream. ELIGIBILITY CRITERIA E-application submitted on June 12, 2017 or later; Application submitted outside of Canada; Foreign national has an employer-specific job offer in a NOC 0 or A position; or, Has been identified within ESDC s Global Talent Stream. EXPECTED OUTCOMES Improved speed and responsiveness; Greater predictability for both employer and prospective recruits; Canadian employers gain an edge in recruitment; Canadian workers benefit from knowledge transfer and new economic opportunities. 4

6 WORK PERMIT EXEMPTIONS PURPOSE GSS s Work Permit exemptions allow short-term entry (up to 30 days) for high-skilled workers and provide similar facilitative measures for researchers (up to 120 days). ELIGIBILITY CRITERIA High-skilled workers: Foreign nationals coming to work in professional and managerial occupations (NOC skill type 0 or skill level A); Coming to perform work for up to 15 or 30 consecutive calendar days and have not been granted an exemption under this public policy in the last 6 or 12 months (depending). Researchers: Coming to perform research at a Canadian publicly-funded, degree granting institution or affiliated research institution; Coming to perform work for up to 120 days and have not been granted an exemption under this public policy in the last 12 months EXPECTED OUTCOMES Reduced administrative burden on employers and research institutions that need workers on a short-term basis to meet deadlines, expand operations or perform research. 5

7 DEDICATED SERVICE CHANNEL PURPOSE The Dedicated Service Channel (DSC) provides select employers making significant investments in Canada or top academics with personalized client service at IRCC to facilitate their immigration needs. IN-SCOPE SERVICES Provision of general information on immigration programs. Case-specific advice and troubleshooting (where authorized). Seamless connections for the employer with other relevant client services within IRCC and OGDs (e.g. Service Canada). OUT OF SCOPE SERVICES x Targeted Labour Market Impact Assessment exemptions. x x Processing of applications. Faster processing (unless foreign national meets the eligibility criteria for two-week processing of work permits and visas, where applicable). REFERRAL MECHANISM IRCC will rely on designated referral partners to identify eligible firms and federally funded research chairs. EXPECTED OUTCOMES Firms are incentivized to invest in and/or relocate to Canada. Firms are provided with tailored client service and information to navigate the immigration system. 6

8 DEDICATED SERVICE CHANNEL: Referral Partners* Bilateral Referral Partners (IRCC): Trilateral Referral partners (IRCC and ESDC): Privy Council Office Foreign Direct Investment Office Tri-Agency Institutional Programs Secretariat Social Sciences and Humanities Research Council Toronto Global London Economic Development Corporation Waterloo Region Economic Development Corporation Economic Development Winnipeg Edmonton Economic Development Corporation Vancouver Economic Commission *As of June 19, Refer to the IRCC website for the Referral Partner updates. Global Affairs Canada Trade Commissioner Service Innovation, Science and Economic Development Canada Accelerated Growth Service National Research Council Industrial Research Assistance Program Federal Economic Development Agency of Southern Ontario Atlantic Canada Opportunities Agency Government of Ontario Citizenship and Immigration, and Economic Development and Growth Government of Prince Edward Island Island Investment Development Inc. Government of Manitoba Manitoba Education and Training, Immigration Division Business Development Bank of Canada Council of Canadian Innovators Information and Communications Technology Association of Manitoba (ICTAM) Communitech MaRS Venn Innovation BC Tech Association Invest Ottawa Montréal International Québec International 7

9 Additional Resources: IRCC and the Global Skills Strategy: Two-week processing: week.asp Short-term work permit exemptions: The International Mobility Program: 8

10 10 The Global Talent Stream

11 11 Outline Background What makes the Global Talent Stream different? Category A: Current list of Designated Partners and Eligibility Criteria Category B: Global Talent Occupations List Labour Market Benefits Plan (LMBP) Additional Resources Annex A: Mandatory and complementary benefits: Example activities and indicators (3 slides)

12 12 Background The Government launched the new Global Talent (GT) Stream on June 12, 2017, as part of the Global Skills Strategy. The GT Stream under the Temporary Foreign Worker (TFW) Program assists: Innovative Canadian companies to fill positions that require unique and specialized talent in order to help them scale-up and grow (Category A); and Companies in Canada seeking highly skilled foreign workers to fill positions for in-demand occupations for which there is insufficient domestic supply (Category B). All employers using the GT Stream must demonstrate their commitment to creating lasting positive benefits for the Canadian labour market via their Labour Market Benefits Plans (LMBPs).

13 13 What makes the GT Stream unique? Although the Immigration and Refugee Protection Regulations apply to all streams of the TFW Program, the GT Stream has some unique elements: It provides eligible employers with client-focused service to assist with the GT Stream application process; It has no minimum recruitment requirements; GT Stream applications, including LMBPs, will be processed in 10 business days service standard to be met by ESDC 80% of the time; and Work permits for TFWs being requested under the GT Stream* will be eligible for processing in 10 business days service standard to be met by IRCC 80% of the time. *ESDC will inform employers of the information needed to facilitate the foreign worker s work permits being processed by IRCC.

14 14 Category A The GT Stream will only accept applications to hire TFWs under Category A from firms in Canada that have been referred to GT Stream by an ESDC Designated Partner on the basis that: They are innovative Canadian companies and have positions which need to be filled with unique and specialized global talent in order for the firm to scale-up and grow. Companies need unique and specialized global talent that have not only technical skills but also specialized leadership and business development expertise that are specific to each sector. High quality referrals to Category A are expected from ESDC Designated Partners as these organizations have direct links to innovative companies at national, provincial, territorial, regional and local levels. For all eligible Category A firms, it will be mandatory to demonstrate in their LMBPs that access to unique and specialized foreign talent will result in job creation and knowledge transfer to Canadian workers.

15 15 Category A Con t List of ESDC Designated Partners as of September 11, 2017 Federal (including Crown corporations) National Research Council - Industrial Research Assistance Program Innovation, Science and Economic Development - Accelerated Growth Service Business Development Bank of Canada Global Affairs Canada s Trade Commissioner Service Regional Development Agencies Federal Economic Development Agency for Southern Ontario (FedDev) Atlantic Canada Opportunities Agency (ACOA) Provincial/ Territorial Ontario Ministry of Citizenship and Immigration Ontario Ministry of Economic Development and Growth Government of Manitoba, Manitoba Education and Training Government of Prince Edward Island, Island Investment Development Inc. Investissement Québec Private Sector Communitech Corporation Council of Canadian Innovators (CCI) BC Tech Association MaRS Discovery District VENN Innovation ICT Manitoba (ICTAM) Invest Ottawa Montréal International Québec International

16 16 Category A Con t Eligibility criteria for referrals to the GT Stream Eligibility Criteria Firm is operating in Canada E.g. Canada Revenue Agency (CRA) business registered number Firm has a focus on innovation E.g. Commercialization of Intellectual Property (patents, trademarks, etc.) Firm has a willingness to grow E.g. Annual revenues of more than $3 million or an average annualised growth greater than 10% per annum (in revenue or in number of employees), over a three year period or a significant investment (i.e. $5M or more) Firm is seeking to scale up E.g. Achievable Business Plan with Human Resources Strategy Firm has a need for unique and specialized global talent E.g. Advanced knowledge of the industry; Advanced degree in an area of specialization of interest to the employer; minimum of five years of experience in the field of specialized experience; min. salary of $80,000 or more Firm has identified a specific foreign worker for potential hire E.g. Employment is expected within six months according to the description of the project(s) or plan(s). * As the pilot unfolds, these criteria may be adjusted to address scope and implementation issues, such as lower or higher volume of intakes than anticipated and increasing the diversity of companies or firms accessing this Category.

17 17 Category B The GT Stream will only accept applications to hire TFWs under Category B from firms in Canada that need to: Hire highly skilled foreign workers for occupations found on ESDC s Global Talent Occupations List which have been determined to be in-demand and for which there is insufficient domestic labour supply. The evidence-based GT Occupations List was established by labour market information experts at ESDC, using National Occupation Classification (NOC) codes and a verified methodology. As of September 11, 2017, it includes eleven (11) occupations in NOC skills levels O, A and B in the information and communications technology (ICT) field that have applicability for Canadian firms of different sizes and sectors. For all eligible Category B firms, it will be mandatory to demonstrate in their LMBPs that access to highly skilled foreign talent will result in investments in skills and training for the Canadian labour force.

18 18 Category B Con t Global Talent Occupations List as of Sept. 11, 2017* GLOBAL TALENT OCCUPATIONS LIST NOC code Occupation Min wage Min wage (annual salary) (hourly rate) 0213 Computer and information systems managers Prevailing wage (PV) 2147 Computer engineers (except software engineers and designers) PV 2171 Information systems analysts and consultants PV 2172 Database analysts and data administrators PV 2173 Software engineers and designers PV 2174 Computer programmers and interactive media developers PV 2175 Web designers and developers PV 2241 Electrical and electronics engineering technologists and technicians $81,000 or higher PV $38.94 or higher PV 2283 Information systems testing technicians $78,000 or higher PV $37.50 or higher PV Sub-set of 5241** Sub-set of 5131*** Digital Media Designers **Min. five years of industry experience, and skills requirements including: 3D modeling, virtual and augmented reality; animation, level editing, editor and pipeline software and tools in applicable industry; other specialized knowledge of software framework in applicable industry (for example, Unreal 3.0); and/or, Experience in planning and managing a project. Producers, directors and choreographers ***Min. five years of experience required in the visual effects, video game or animation industries in one or a combination of the following roles: producer, technical director, creative director, artistic director or project manager, with experience in at least one or more of the following skills relevant to the visual effects, video game or animation industries: surfacing and look development; character or simulation rigging; matte painting; or technical pipeline development and application for visual effects, video games, or animation production. $80,000 or higher PV $38.46 or higher PV $75,000 or higher PV $36.06 or higher PV *Consistent with current practices related to the joint administration of the TFW Program in Quebec, the wages for temporary foreign worker positions requested under the Global Talent Stream in the province of Quebec will be assessed by the ministère de l Immigration, de la Diversité et de l Inclusion (MIDI). In addition given the shared federal and provincial responsibility on immigration, the wage floors for occupations on the Global Talent Occupations List are set at different values within the province of Quebec to account for wage differences. *List will be updated periodically (at least annually) to help expedite access to global talent

19 19 Labour Market Benefits Plan (LMBP) Every LMBP under the GT Stream will include at least 1 mandatory benefit and at least 2 complementary benefits. All LMBPs will also: Be Employer-focused: Not position or occupation specific, employers will complete a full LMBP as part of their LMIA process the first time they enter the GT Stream; Include Measurable and Observable Benefits: Dedicated resources at ESDC will assist employers to identify appropriate benefits and activities for their LMBPs including setting targets; Be Monitored at Regular Intervals: An employer check-in at 6 month intervals, or as needed, after the LMIA is issued and seek aggregate data on employees; and, A no one-size fits all approach: Will consider factors such as company size, revenue, sector, growth-stage and the number of foreign nationals per employer, including for global talent workers.

20 20 Additional Resources The following resources are available online: Program Requirements; Applicant Guide; and, Application Form. Mona Nandy Director Global Talent Stream Korey McKinnon Manager Global Talent Policy Unit

21 21 Annex A: Mandatory and Complementary Benefits in LMBP Benefits LMBP Category A Category B Mandatory Benefit Complementary Benefits Employers must include: one (1) Mandatory Benefit with quantitative targets and timeline Employers must include: At least two (2) Complementary Benefits with quantitative and qualitative indicators and timeline Job creation for Canadians and/or permanent residents Increase in skills and training investments for Canadian workers Increase in skills and training investments for Canadian workers Job creation for Canadians and/or permanent residents Increase in diversity in Canadian workforce Knowledge transfer to Canadian workers Enhanced company performance Best policies and/or practices

22 22 Annex A: Mandatory Benefit in LMBP Mandatory Benefit Category A Category B Employers must include: one (1) Mandatory Benefit with quantitative targets and timeline Job creation for Canadians and or permanent residents Number and percentage increase of total new Canadian employees (full- or part-time) Increase in skills and training investments for Canadian workers Number of new co-op placements and/or paid internships (full- or part-time and duration) New/increased dollar amount invested in external training opportunities related to the occupation for which the firm is requesting a foreign national (e.g., college/university courses) Activities* New/increased dollar amount in company investment in existing inhouse training programs New/increased funding partnerships with academic institutions to develop formal sector-based training programs New/increased use of federal/pt programs (e.g. Canada Summer Jobs (CSJ) or PT government programs)- see Annex C * Non-exhaustive list

23 23 Annex A: Complementary Benefits in LMBP Complementary Benefits Employers must include: At least two (2) Complementary Benefits with quantitative and qualitative indicators and timeline Activities* : Increase in diversity Number or percentage increase of new employees who are members of underrepresented groups (i.e.: women, youth, indigenous and persons with disabilities) in the labour market. Development/update of hiring policies/practices aimed to increase the number or percentage of new employees who are members of underrepresented groups (i.e.: women, youth, indigenous and persons with disabilities) in the labour market. Knowledge transfer Enhanced company performance Number of direct reports supervised by the foreign national Knowledge transfer between foreign national and other company employees through mentoring, job shadowing, etc. New/enhanced talent management plans New/increased number of workshops /learning events Number and percentage increase in internal promotions Increased revenue (% increase over a specified time period) Increased financing/funding from financial institutions, government programs, etc. Increased number of clients/projects/contracts/ or entries into new markets Development/improvement of new good/process /business model or service by company that leads to increased sales, revenue, and/or efficiencies Avoiding net loss of Canadian jobs Best policies and/or practices Development/enhanced partnerships with organizations that assist with the identification of top domestic talent (e.g., Ventura for Canada) Development /improvement of best practice(s) or policies related to attraction/retention of Canadian workforce Number and percentage increase of Canadians receiving relocation supports (to facilitate interprovincial mobility) Avoiding net loss of Canadian jobs New/increased use of federal/pt programs (e.g. CSJ or PT government programs) * Non-exhaustive list

24 Thank you Peter Gibaut Dedicated Service Channel Immigration, Refugees and Citizenship Canada Lindsey Raymond Temporary Foreign Worker Program Employment and Social Development Canada