Introduction. New Frontiers: Transforming Labour Market Information in an Era of Lifelong Skills Development and Learning. April 8 and 9, 2002

Transcription

1 New Frontiers: Transforming Labour Market Information in an Era of Lifelong Skills Development and Learning April 8 and 9, 2002 Contents: Introduction Forum Objectives - Opening Remarks by Ontario Senior Officials Recommendations by Experts Sherri Torjman - Roslyn Kunin - Jacquelyn Thayer Scott - Lynne Bezanson - Jean-Pierre Voyer Showcase of What Works Presentations Alberta - British Columbia - Saskatchewan - Quebec - Northwest Territories - Ontario - HRDC - National Headquarters - Canadian Career Development Foundation Workshop Activity Defining Research Priorities What Participants Had to Say Forum Evaluation Appendix List of Participants Who attended the forum? People from Number Provinces/Territories 22 HRDC Regions 20 HRDC National Headquarters 12 Introduction The National LMI Forum was held at the Courtyard by Marriott hotel in Toronto, on April 8 & 9, Approximately sixty people from provincial, territorial and federal governments attended the event. Participants included data and information managers, economists and consultants involved in LMI development and delivery. This was the first annual forum sponsored by the FLMM LMI Working Group. The primary focus was to assist the Working Group identify joint research priorities for the FLMM LMI Research Agenda. The forum also facilitated information sharing among federal, provincial and territorial governments. William Forward, Assistant Deputy Minister, Ontario Ministry of Training, Colleges and Universities, and Bob Woodward, Regional Director General, HRDC Ontario Region provided the opening remarks. Mr. Forward spoke of the importance of ensuring employers, students, educators and individuals have timely access to the information they need to make good decisions. He highlighted two issues for consideration: capturing information on the rates of return for occupations to support education and training decisions; and lowering the acquisitions costs of the data to make it more accessible to the public. The work that you are doing to improve labour market information is very important for one central reason: by improving what private agents know about the facts of the labour market, we increase opportunity, productivity and ultimately economic growth. For me that is the central, crystal clear reason that governments are involved in the production and distribution of LMI. Mr. Woodward commented on the relevance of the LMI Working Group activities to federal and provincial initiatives. He stressed the importance of working collectively to enhance the quality and set acceptable standards for developing the labour market information service. Partnership is essential. This is a national challenge that no single government - or governments alone - can address. The Government of Canada, provinces and territories, business and labour institutions all have a part to play. Cooperation in initiatives such as the Forum of Labour Market Ministers is a testament to the power of productive collaboration among governments and the private sector. 1

2 Recommendations from Experts Day 1: Sherri Torjman Client Information Requirements in an Era of Lifelong Skills Development and Learning Sherri Torjman (Vice-President, Caledon Institute of Social Policy) discussed the labour market information required by communities and individuals to make learning, training and upgrading decisions. Her presentation focused upon current gaps in information and data. Information needs have changed dramatically in light of profound structural shifts in the labour market, rapidly evolving technologies, the growing interest in the economic potential of local economies and the need for ongoing learning, training and upgrading. These pressures have resulted in data gaps in many areas including the extent of available work, emerging occupations and locally relevant information. Ms. Torjman concluded her presentation by outlining some responses to address gaps in labour market information: The development of national data collection guidelines to help steer local data collection activities and ensure some degree of inter-regional data comparability. Working more in partnership at the local level to gather data, and facilitate informed and strategic application of labour market information into training and upgrading decision-making. Engaging sectoral councils to collect and disseminate real-time, accurate, sector-specific information on skill, training and upgrading requirements. Gathering contextual data on the factors deemed to attract and motivate talent, such as indicators of innovation, educational achievement levels and quality of life indicators. Day 2: Roslyn Kunin Current Gaps in Labour Market Information Data and Product Development Roslyn Kunin (Principal, Roslyn Kunin & Associates) reported on a project she completed for the FLMM LMI Working Group. The Literature Review Examining Studies of Labour Market Information in Canada study summarizes the key findings from LMI needs assessment studies conducted across jurisdictions. Labour market information is too broad basically the LMI that people want is: Who can give me a job, in my field, in my neighbourhood and what does it pay? That is what they are ideally looking for. We have to decide what groups we can serve and how best we can serve them. The report presents recommendations in three main themes and one other category, as follows: Simplicity. LMI products should be clearly labeled, standardized, and have some sort of self-help guide to simplify the content. Awareness. There is little value in producing information if no one is made aware of it. Communication plans are needed. As well, LMI product dissemination must not rely solely on electronic technology. Target Market. We must clearly define the target user: Who are we aiming at and who is going to use the product? Other. There is a need to coordinate major LMI efforts in Canada, and a joint research fund is needed to make sure we have the resources to do it. 2

3 Recommendations from Experts Day 2: Jacquelyn Thayer Scott An Assessment of Canada s Current Labour Market Information System: One Observer s View Jacquelyn Thayer Scott (President & Vice-Chancellor of the University College of Cape Breton) chaired the recent Government of Canada Expert Panel on Skills. Jacquelyn discussed the Stepping Up: Skills and Opportunities in the Knowledge Economy paper developed by the Expert Panel. We were asked to look for current or potential skills shortages and to write a report card on Canada s Labour Market Monitoring Systems. Were they generating timely, accurate data that individuals, employers, governments, and our education and training providers need to plan effectively? The Expert Panel s report included recommendations to strengthen the capacity to understand labour market trends and improve Canada s labour market information systems. Jacquelyn summarized the recommendations for Canada s labour market information service, as follows: Support research on emerging labour market issues as the enhanced capacity for long-term arms-length labour market analysis is a priority. Career and Employment Counselling Develop standardized professional certification procedures for guidance and career counsellors, as well as training opportunities to help them learn how to interpret and use labour market information effectively. Improving Data Collection Assist sector councils to develop the capacity to collect short-term data on skill requirements in emerging and established industries. Pursue with the Privacy Commissioner access to administrative records to obtain timely, accurate and comprehensive data. Overcoming Barriers to Labour Mobility within Canada Work in partnership with the education and training community to strengthen Prior Learning Assessment and Recognition (PLAR) services and expertise. Strengthening Capacity to Understand Labour Market Trends Enhance occupational coding systems to capture new occupations, management and soft skills within LMI systems. Develop a mechanism to support cross-sectoral and cross-regional comparisons of data by working in partnership with sector councils and industry associations to standardize skills definitions, measurements and terminology in emerging industries. Collaborate with the centres for education, health and justice to interpret data and disseminate information, and ultimately support decisions making and actions by all labour market stakeholders. 3

4 Recommendations from Experts Day 2: Lynne Bezanson Current Gaps in Labour Market Information Dissemination and Service Delivery Lynne Bezanson (Executive Director, Canadian Career Development Foundation) spoke of the current gaps in LMI dissemination and service delivery from the perspective of career development practitioners, learners and workers. I want to take a big picture approach rather than concentrate on listing voids or gaps in products. I want to speak about the idea of disseminating information as being much more than getting it out there, but more importantly thinking about creating opportunities for active and applied learning through labour market information. Ms. Bezanson provided several ideas on ways to improve the potential impact of LMI: Expand the focus from the development of LMI to LLMI, that is - Learning with Labour Market Information. This will signal a deliberate shift from helping people to acquire information to helping them to apply and integrate information knowledge and skill. Expand from resource-based approaches to learning needs-based approaches. Each piece of LMI should be challenged according to the career development learning needs it is intended to meet. This may result in fewer products but they will be more holistic and coherent in approach, and that link specifically to career development outcomes. Articulate and embrace a research agenda which will further advance understanding of how people actually process, integrate and learn from information. Day 2: Jean-Pierre Voyer The Role of Labour Market Information in Human Capital Investment Decisions: Insights from a Laboratory Experiment Jean-Pierre Voyer (Executive Director, Social Research Development Corporation) presented a research study currently being designed to gain some insights on the role of information in decision-making. The main purpose of this laboratory experiment is to investigate what types of government assistance can help increase human capital investment among adults from different socio-economic backgrounds. The study will generate information on the barriers that prevent adults from making a decision to invest in training and engage in learning activities. Mr. Voyer s recommendations on how to structure LMI research were: Use research to demonstrate the impact of LMI on decision-making. There is a real shortage of research demonstrating the impact of what we are doing. We are sophisticated in terms of data banks and models. We have come a long way but I don t think we have done a very good job proving the gains or relevance of LMI. Conduct research within a policy context that can demonstrate what works. You need this information to convince funders, the Minister of HRDC or Quebec, that labour market information can make a difference. Consider a variety of options when selecting research techniques. Lab experiments are one technique, however other approaches such as longitudinal studies and looking 4-5 years down the road at people s career choices and how they feel about their own economic well being should be considered. 4

5 Showcase of What Works Presentations Multi-channel Access to Career and Labour Market Information Judy Hutchinson, Province of Alberta The purpose of this initiative is to increase Albertans access to career and labour market information by offering access through a variety of channels the Internet, telephone, mail and in-person. Career and labour market information can be accessed through a number of channels: - the Internet: the ALIS (Alberta Learning Information Service) website - telephone and mail (including ): the Career Information Hotline, which provides toll-free access throughout Alberta - in-person: Labour Market Information Centres and other resource centres located in Alberta Human Resources and Employment service centres throughout the province. The target users are Albertans, aged 15-55, in a wide variety of situations: students considering work and/or further learning, job seekers, workers considering career change. The common thread is people in transition. Another key target audience is those who influence career and educational decisions (teachers/counsellors at high schools and post-secondary institutions; employers, etc.) This multi-channel approach has grown and strengthened over time, through strong collaboration and coordination among the various access channels. External partners are not a large part of this LMI practice, except for partnerships that enhance the content on the ALIS website. One is the partnership with Canada WorkInfoNet. ALIS is the Alberta partner in this pan- Canadian network that provides Internet access to career, learning and employment information. Also, ALIS provides links to HRDC career and labour market information. The What Works-Alberta Newsletter Diane Paul, Province of Alberta Irene Smith, HRDC (Alberta/NWT/Nunavut Region) Through a partnership, Alberta Human Resources and Employment (AHRE) and Human Resources Development Canada (HRDC-Alberta/NWT/Nunavut Region) promote evidence-based decision making in policy and program design and delivery. The What-Works Alberta initiative highlights effective practices for social, workplace and labour market programs and services, and exemplifies a co-operative commitment to achieving better outcomes for clients. Consultations with AHRE and HRDC staff revealed that easy access to information on what works or lessons learned is needed. Staff expressed a keen interest in knowing what programs or practices had produced positive results for others in the province and elsewhere. The design of the effective practices initiative has several components, including newsletters, an online literaturebased database, and exchange of information opportunities. The What Works-Alberta newsletter was the first product of this initiative. It provides staff and contracted service providers with a variety of effective practices information. Newsletters produced to date have focused on themes such as persons with disabilities and youth. Information for the newsletter comes from a variety of sources, including staff and stakeholders wishing to share their experiences. The newsletter, first released in September 2001, has been very well received by staff and stakeholders. For more information about the newsletter or other components of the initiative, contact WhatWorksAlberta@gov.ab.ca ALIS website: 5

6 Showcase of What Works Presentations Web Accessible Sub-Provincial Socio-Economic Profiles Don McRae, Province of British Columbia Practitioners and policy analysts often have limited access to local labour market intelligence for their specific areas of the province. The available data are incomplete and often consist of simple Census tabulations, which are only collected every five years. By using administrative data on social assistance recipients, education outcomes, crime offences, health records, employment insurance, it is possible to provide relevant, up-to-date, and consistent social and labour market statistics for sub-provincial regions within a province. BC Stats, the provincial government s statistics agency, has partnered and worked with a number of provincial ministries and federal government departments to ensure that up-to-date administrative data is available to support timely updating and release of the socio-economic profiles. The data is presented in a format that enables users to compare their region to other regions in the province in order to identify and analyze social and economic issues and concerns for their area. This data informs the development and implementation of policies and programs at the sub-provincial level within the province. Profiles in British Columbia are available by B.C. Regional Districts, Local Health Areas and Post-Secondary College Regions. In addition, the appropriate geo-coding allows custom geographies to be built for specific purposes. Targeted end-users include government field service delivery staff, education providers in colleges, government agents, economic development officers and others needing summary regional data for labour market planning and decision making. BC Work Futures Jim Howie, Province of British Columbia Doug Moulton, HRDC (BC/Yukon Region) BC Work Futures is a widely recognized comprehensive labour market and career planning resource tool, produced jointly by HRDC (British Columbia/Yukon Region) and the BC Ministry of Advanced Education, Training and Technology. BC Work Futures includes descriptions for almost 200 occupational groups that represent 98% of the British Columbia labour market. Representatives of industry, labour, governments and education have contributed to the content of BC Work Futures. The result is a comprehensive view of present and future labour market conditions. BC Work Futures provides information on career prospects. The information is designed for learners, individuals interested in changing careers or re-entering the labour market, and career practitioners. As a frequently used Internet resource tool, it has matured through strong stakeholder feedback and product demand. The move to a web-based model is consistent with the government s service delivery policies. Key priorities for the year are to: - produce the publication in French; - improve the end-user centered tools and applications that support access to labour market planning and decision making information; and, - enhance the distribution channels, including electronic and print (both in English and French) information delivery. BC Work Futures : 6

7 Showcase of What Works Presentations Saskatchewan Job Futures Job Chart Shane Reoch, Province of Saskatchewan In October of 2001, Labour Market Information Services of Human Resources Development Canada (Saskatchewan Region) and the Saskatchewan Ministry of Post-Secondary Education and Skills Training (PSEST), produced a 16-page, magazine-style publication that highlights occupations in the province. The Saskatchewan Job Futures Job Chart publication has two main purposes: - to provide an overview of Saskatchewan careers so that students (or others ready to make a transition in the work force) can begin to explore their career options; and, - to serve as a promotional tool for the Saskatchewan Job Futures web site. Users of the publication can find out the work duties, average annual wage, and education and training requirements for 142 Saskatchewan occupations. Each job profile also includes an employment forecast and an indication of employment numbers for that occupation. Profiles are organized both by skill types and by skill level. Occupations not found in the printed version of Saskatchewan Job Futures Job Chart can be found in a larger online version hosted on the HRDC Saskatchewan Region web site at The online version of Saskatchewan Job Futures Job Chart is integrated with other products bearing the Job Futures name. Each of the occupational titles in the online chart is a hot link to the corresponding Saskatchewan Job Futures profile. The intention is to provide users with as much or as little information as they want. The hot links readily provide more detailed occupation and wage and labour market information published online. Publication of 36 Brochures on Occupational Outlooks Yves Larocque, Province of Québec In October 2001, Emploi-Québec held a press conference to launch a collection of 36 brochures on employment outlooks by occupation. A product launch also took place in all regions of Quebec. Attendees included partners with an interest in labour development. The launch of the collection on occupational outlooks a major LMI product was intended, among other things, to consolidate the role of Emploi-Québec as a labour market knowledge expert in Quebec and the regions, to promote LMI as a universal basic service in all local employment centres (CLE). and The main challenge related to the launch was coordinating the production, preparation and design of the 36 brochures for 17 Quebec regions. Production of the brochure collection required contributions from communication specialists, economists and managers from Emploi-Québec headquarters and regional offices. An estimated 500 person-days were needed to prepare this series of 36 brochures. For Emploi-Québec, one of the goals of this exercise was to improve the fit between job seekers and labour market needs and thus reduce the vacancy duration in firms. Although the launch took place in October 2001, evaluation of the impact of the collection is yet to be done. However the brochures received good coverage in both print and electronic media. The collection is available on the Emploi-Québec Internet site at the following address: The success of the project has strengthened the relationship between the two levels of government. HRDC (Saskatchewan Region) and PSEST plan to follow up the project with a user survey in the Spring 2002 and second edition in the fall of

8 Showcase of What Works Presentations Electronic Labour Exchange Krista Rivet, Government of the Northwest Territories Under the Labour Market Development Agreement (LMDA), signed with the Government of Canada, the NWT Department of Education, Culture and Employment has responsibility for the development and distribution of northern labour market initiatives. This includes labour exchange services such as the national job bank. While the national job bank is a useful tool, a made in the north labour exchange tailored to meet the specific needs of northern workers and employers is being developed. In addition, the initiative will contribute to the Government of the NWT s priority of Maximizing Northern Employment. The electronic labour exchange, scheduled for launch in April 2002, will allow employers to post jobs and view online resumes of job seekers on the website. Employers will have the choice of posting jobs electronically, printing out the form and submitting via facsimile or by telephoning their request to the site administrator. Job postings will be territory-wide and will contain as much or as little information as an employer chooses. Employers will be able to request that resumes/applications be delivered electronically, via facsimile or in person. Job seekers will be able to view all job postings registered with the site. At the same time, they will be able to post electronic profiles that can be saved and altered with each position they apply on. These profiles will be based on a simple fill in the blanks format. The services offered through this labour exchange are free. The website can be found at the following address: obsnorth.ca Plain Language Resources for Adults Vicki Mason, Government of the Northwest Territories People need access to information on health care and the labour market to ensure they have a good quality of life. The Government of the Northwest Territories is producing a variety of career and labour market information materials that respond to the need for plain language resources in the North. In the Northwest Territories, those that have the greatest need for information are least likely to access LMI resources for the following reasons: - The government does not have a presence in some of smaller communities. - English is not the first language for a large portion of the population. - A significant number of adults have some level of difficulty with reading and writing. - Reading, writing and numeracy levels are low among youth. - Many of the materials currently available are not culturally relevant. Plain language resources are critically needed in the North. The government s approach to developing these resources is that the material must be easily understood, convey only the necessary information, and avoid jargon or technical information. Plain language resources being developed for employers and job seekers include print documents and videos such as: CareerScapes, WorkScapes and Labour Market Trends. Some of the products may be accessed on line at: ml 8

9 Showcase of What Works Presentations E-factsheet for Pharmacists Pilot Project Shamira Madhany, Province of Ontario The e-factsheet for Pharmacists was developed to assist international pharmacists gain licensure in Ontario and to act as a model for other professions. It offers foreign trained applicants an innovative new way to inform themselves on the best path to working as a pharmacist in Ontario. The e-factsheet for pharmacists is the extension of a concept to organize information for internationally trained immigrants seeking information on licensure in Ontario. By creating a set of pages that allows users to determine their own path through the information, resources can be presented in packages that are better suited for each individual's needs. The interactive nature of the site and its content provides information that is accurate, directed, and relevant without overwhelming users with volumes of unnecessary information. The e-factsheet for pharmacists is a collaborative project with the Ontario College of Pharmacists and the Ministry of Training, College's and Universities' Access to Professions and Trades Unit. It benefits foreign-trained individuals by providing the most direct and practical route to licensure for their own circumstances. Future benefits for the College of Pharmacists include savings of money and staff resources as the e-factsheet reduces the number of inquiries to the college. The e-factsheet for pharmacists was publicly launched in October 2001 as a pilot project. E-factsheets for other professions are currently planned and in development. The e-factsheets, and their companion paper-based fact sheets are available through the Access to Professions and Trades section of the Gateway to Diversity web site at: Inventory of Programs and Services (IPS) Stephen Morassut, Ontario WorkinfoNet Sandra Wright, Lennox, Addington, Frontenac, Leeds & Grenville Training Board Ontario s Local Training Boards receive operational funding from HRDC Ontario Region and the Ontario Ministry of Training and Colleges and Universities to develop and maintain local inventories of programs and services leading to employment. Access by community partners to this kind of information, either on a provincial or local basis, has been a challenge in the past A provincial web-based database system to house the Local Training Boards Inventory of Programs and Services (IPS) is under development. This project will provide a central web-based repository for local information collected by Local Boards. It will allow multiple-user access to reliable information on programs and services on a local and provincial basis. Ontario WorkInfoNet (OnWIN), in partnership with Local Training Boards, is developing the web-based database system. The IPS will become a link within the iwin framework (Individual WorkInfoNet), which is the local hub-site (by Local Training Board area) of the Ontario WorkInfoNet (OnWIN). The iwin contains web-site links to education, employment and related labour market information at a community level. Local Training Boards are expected to gather and maintain local level IPS information on an ongoing basis. The provincial database will allow Local Boards to create and update records directly online. This will give the Boards and their communities greater capacity and flexibility when accessing this information. This password protected content management system will allow for the addition, modification, deletion, de-activation and viewing of information in the database. 9

10 Showcase of What Works Presentations Accountability Framework for the Labour Market Information Service France Pitre, HRDC National Headquarters The accountability framework for HRDC s Labour Market Information Services was designed to contribute to the effective management of the LMI function at the local, regional and national regional levels within HRDC. The objective is to develop a simple and practical accountability strategy for a service that provides information and not transactions. The framework: - monitors the effectiveness of LMI - reports on achievements - identifies gaps and takes corrective measures The framework includes a logic model and incorporates a Balanced Scorecard approach to measurement. - The logic model provides a high-level picture of a program/initiative. It identifies activities and their desired results (outcomes). It is used to develop accountability and evaluation strategies. - The Balanced Scorecard approach for the LMI Service will identifies performance measures and indicators are identified for the national and local levels. Next steps for this initiative will involve a pilot at the national and local levels in 2002, and further development of some of the measures. After the pilot, there will be adjustments made to the framework. The accountability strategy will be implemented in Once implemented, the framework will provide support to HRCC Managers, LMI Analysts/Researchers, Regional Coordinators and National Headquarters staff. Career Circuit Sareena Hopkins, Canadian Career Development Foundation Career Circuit is a unique initiative that provides community-based practitioners those who serve youth and who are often disconnected from other forms of supports not only with information and tools, but also with the support they need to flourish and grow in their professional role. Regional Career Circuit representatives and Circuit Coach trainers act as catalysts for learning and application in service delivery. They help practitioners to understand their own community service and professional development needs, make the best use of available resources and learning supports and manage their own ongoing development. Career Circuit serves to sustain, build and energize the capacity of communities to deliver effective youth service. As a result of intensive development, pilot testing and refinement, the following Career Circuit components are now available free of charge to the youth serving sector across Canada: Network: A virtual community of over 5,000 community-based youth-serving member agencies, connected to each other and a wealth of current, regionally tailored and sector-specific information via Resources: A searchable database of Canadian futurebuilding resources ( and the Virtual Resource Centre (VRC) CD-ROM and on-line, offer access to thousands of resources organized by theme, media and youth questions. Training: Circuit Coach, a fully self-instructional training program (available online, on CD-ROM or disk), provides front-line workers with a solid grounding in career development and preparation to use a wide range of innovative interventions. 10

11 Workshop Activity Defining Research Priorities Forum participants identified issues, challenges and priorities for the FLMM LMI Working Group. The following actions/activities are related to the development of the FLMM LMI Research Agenda: Product Development and Dissemination Research the effectiveness of LMI products in helping clients make labour market decisions. Determine if the products we produced are the products end users want/need and are in appropriate form. By 2003 build on our knowledge of LMI client needs by focusing on key groups (e.g. Aboriginals, immigrants, policy makers, employed, unemployed, intermediaries) and launch in-depth analysis of LMI needs and how clients use information. Effective User Accessibility and Supported Application of Information Research service delivery activities for LMI and how they can be integrated in the global service delivery. Determine which has greater influence on career decision-making product or process; should we be focusing more effort on developing process initiative that will help those who influence others? Resourcing Identify financial requirements, funding sources, accountability and current mandates. Determine who is accountable and accountable to whom. Accountability Evaluate the benefits of using LMI to support decision-making (economic, social and financial). Determine who is accountable and to whom. The following are other actions/activities identified as priorities for the FLMM LMI Working Group: Data Development Use administrative data for analysis purposes. Refine data requirements for an expanded labour force survey and obtain funding to implement it. Implement Data Action Plan by 2003 and develop a sustainable framework to track progress and measure success. Governance Coordination and Coherence Among Stakeholders Work towards the establishment of a central LMI research and data-coordinating unit by looking at other existing models in Canada and abroad. Product Development and Dissemination Follow-up on the recommendations from the FLMM LMI Literature Review. Implement the product development guidelines. 11

12 What Participants Had to Say Forum Evaluation 87% felt the agenda and organization were good to excellent (29% said excellent) 97% felt the workshop facilities were good to excellent (39% said excellent) 87% felt the accommodations and meals were good to excellent (29% said excellent) Selected Comments What worked well: The speakers and best practices sessions were outstanding!! These mechanisms provide a stronger look to F/P policy drivers (e.g. Learning Innovation and skills development). The Best Practices Sessions are extremely informative and an excellent opportunity to share practical information on design, service delivery and citizen-based decision support models. Ways that the format of the forum could have been improved: Very full agenda and people were very tired when trying to establish the research agenda. Somehow, thread these activities more throughout the forum. Given the number of guests, possibly discussion groups could be structured differently. Maybe the research agenda should have been focused on what was needed to move the 3-year work plan along. Suggested topics for the next forum: Need to hear from the business community about their needs for LMI. Expand on concept of LMI as part of a learning process for end users. Expand on relationship between LMI & Career Development. Sharing of best practices; LMI evaluation within the service delivery context; and best practices from other countries (OECD). 12

13 National LMI Forum List of Participants Bélisle, Sylvain Bryson, Debbi Carle, Thérèse Carter-Whitney, David Chase, Lori Cochrane, Don Colterman, Catherine Cyr, Monique Cyr, Shirley M. Sylvain Bélisle, Économiste Direction de l information et de la planification stratégiques DRHC - Région du Québec, 200, boul. René-Levesque Ouest, Tour Ouest, 5 e étage Montréal, Québec H2Z 1X4 Ph: (514) ext: 2299 / Fax: (514) Sylvain.belisle@hrdc-drhc.gc.ca Ms. Debbi Bryson, Director, LMI Task Force Secretariat Labour Market Information Services - Human Resources Development Canada Phase IV, 4th Floor, 140, Promenade du Portage, Hull, Quebec K1A 0J9 Ph: (819) / Fax: (819) debbi.bryson@hrdc-drhc.gc.ca Mme Thérèse Carle, Coordinatrice IMT Région du Québec Direction de l information et de la planification stratégiques DRHC - Région du Québec, 200, boul. René-Levesque Ouest, Tour Ouest, 5 e étage Montréal, Québec H2Z 1X4 Tél: (514) poste 2304 / Fax: (514) therese.carle@hrdc-drhc.gc.ca Mr. David Carter-Whitney, Director, Human Resources Investment Directorate HRDC - Ontario Region, Suite 200, 4900 Yonge Street Toronto, Ontario M2N 6A8 Ph: (416) / Fax: (416) david.carterwhitney@hrdc-drhc.gc.ca Ms. Lori Chase, Labour Market Information Analyst Manitoba Education, Training and Youth Portage Avenue, Winnipeg, MB R3G 0N4 Ph: (204) / Fax: (204) Lchase@gov.mb.ca Mr. Don Cochrane, Economist/LMI Coordinator HRDC - New Brunswick Region 495 Prospect Street West, Box 2600, Fredericton, New Brunswick E3B 5V6 Ph: (506) / Fax: (506) don.cochrane@hrdc-drhc.gc.ca Ms. Catherine Colterman, Director Employment Information Services Labour Market Directorate - Human Resources Development Canada Phase IV, 5th Floor, 140 Promenade du Portage, Hull, Quebec K1A 0J9 Ph: (819) / Fax: (819) catherine.colterman@hrdc-drhc.gc.ca Ms. Monique Cyr, Senior Program Consultant Operations and Project Implementation, Employment Information Services Labour Market Directorate - Human Resources Development Canada Phase IV, 5th Floor, 140 Promenade du Portage, Hull, Quebec K1A 0J9 Ph: (819) / Fax: (819) monique.cyr@hrdc-drhc Ms. Shirley Cyr, Project Manager, Information Development and Evaluation Strategic Services. Alberta Human Resources and Employment 4 th Floor, Avenue, Edmonton, Alberta T5K 0G5 Ph: (780) / Fax: (780) shirley.cyr@gov.ab.ca 13

14 National LMI Forum List of Participants Efford, Irene Finley, Karen Forrest, Helen Gravel, Marie Harper, John Harvey, John Haysom, Tim Howie, Jim Hutchinson, Judy Ms. Irene Efford, Labour Market Information Coordinator HRDC - Nova Scotia Region PO Box 1350, 99 Wyse Road, Dartmouth, Nova Scotia B2Y 4B9 Ph: (902) / Fax: (902) irene.efford@hrdc-drhc.gc.ca Ms. Karen Finley, Research Analyst Labour Market Analysis Branch, Training and Employment Development 470 York Street, PO Box 6000, Fredericton, New Brunswick E3B 5H1 Ph: (506) / Fax: (506) karen.finley@gnb.ca Ms. Helen Forrest, Senior Policy Analyst Training and Continuing Education - Manitoba Education, Training and Youth Portage Avenue, Winnipeg, Manitoba R3G ON4 Ph: (204) / Fax: (204) Hforrest@gov.mb.ca Ms. Marie Gravel, Manager, Economic Analysis and Information HRDC - Ontario Region Suite 900, 4900 Yonge Street, Toronto, Ontario M2N 6A8 Ph: (416) / Fax: (416) jeanmarie.gravel@hrdc-drhc.gc.ca Mr. John Harper, Labour Market Analyst Workforce Manitoba - Manitoba Education, Training and Youth Portage Avenue, Winnipeg, Manitoba R3G ON4 Ph: (204) / Fax: (204) Jharper@gov.mb.ca Mr. John Harvey, Information Management Consultant HRDC Newfoundland Region 689 Topsail Road, PO Box 12051, St. John s, Newfoundland A1B 3Z4 Ph: (709) / Fax: (709) john.harvey@hrdc-drhc.gc.ca Mr. Tim Haysom, Team Leader, Labour Market Information HRDC Alberta/NWT/Nunavut Region Suite 1440, 9700 Jasper Avenue, Edmonton, Alberta T5J 4C1 Ph: (780) / Fax: (780) tim.haysom@hrdc-drhc.gc.ca Mr. Jim Howie, Manager Labour Market Services, Policy Services Division, Ministry of Advanced Education 5th Floor, 835 Humboldt Street, PO Box 9888, Stn Prov Govt. Victoria, British Columbia V8W 9T6 Ph: (250) / Fax: (250) Jim.Howie@gems1.gov.bc.ca Ms. Judy Hutchinson, Director Career and Workplace Resources, Human Resources and Employment 6th Floor, Sterling Place, Street, Edmonton, AB T5K 2V1 Ph: (780) / Fax: (780) judy.hutchinson@gov.ab.ca 14

15 National LMI Forum List of Participants Johnstone, Pat Kravis, Ieva Larocque, Yves Larson, Sandra Lowry, Robert Martin, Jeannie Mason, Vicki Matte, Bernard Ms. Pat Johnstone, LMI Coordinator HRDC - Manitoba Region Graham Avenue, Winnipeg, Manitoba R3C 0K3 Ph: (204) / Fax: (204) pat.johnstone@hrdc-drhc.gc.ca Ms. Ieva Kravis, Senior Analyst Labour Market Policy, Planning and Research Branch Ministry of Training, Colleges and Universities 900 Bay Street,!8 th Floor, Mowat Block, Toronto, Ontario M7A 1L2 Ph: (416) / Fax: (416) ieva.kravis@edu.gov.on.ca M. Yves Larocque, Économiste, Coordonnateur Module information sur le marché du travail (IMT) Direction de la planification sur le marché du travail (DPIMT) - Emploi-Québec 276, rue Saint-Jacques ouest, 6e étage, Montréal (Québec) H2Y 1N3 Tél : (514) / Fax: (514) yves.larocque@mess.gouv.qc.ca Ms. Sandra Larson, Coordinator Program Planning and Evaluation, Employment and Training Services Portage Avenue, Winnipeg, Manitoba R3G 0N4 Ph: (204) / Fax: (204) Slarson@gov.mb.ca Mr. Robert Lowry, Manager Labour Market Policy Development and Intergovernmental Relations Unit Ministry of Training, Colleges and Universities 900 Bay Street, Mowat Block, 18 th Floor, Toronto, Ontario M7A ll2 Ph: (416) / Fax: (416) robert.lowry@edu.gov.on.ca Ms. Jeannie Martin, Career Development Specialist Human Resources and Employment PO Box 8700, St. John s, Newfoundland A1B 4J6 Ph: (709) / Fax: (709) jeanniemartin@mail.gov.nf.ca Ms. Vicki Mason, Manager Career and Employment Development Department of Education, Culture and Employment Government of NWT, Box 1320, Yellowknife, NT X1A 2L9 Ph: (867) / Fax: (867) vicki_mason@gov.nt.ca M. Bernard Matte, Directeur de la Planification et de l'information sur le marché du travail Ministère de l emploi et de la solidarité sociale - Emploi-Québec 276, rue Saint-Jacques Ouest, 6 e étage Montréal (Québec) H2Y 1N3 Téléphone : (514) / Télécopie : (514) bernard.matte@mess.gouv.qc.ca 15

16 National LMI Forum List of Participants McRae, Don Moulton, Doug Paul, Diane Peters, Barry Phillips, Elaine Piccin, Franca Picco, Bob Pitre, France Proulx, Michel Mr. Don McRae, Director BC STATS - Ministry of Management Services, Province of British Columbia PO Box 9410 Stn Prov Gov, Victoria, B.C. Canada V8W 9V1 Ph: (250) / Fax: (250) don.mcrae@gems1.gov.bc.ca Mr. Doug Moulton, Manager, Strategic Services & External Relations HRDC - BC/YT Region, Library Square Tower, 15th Floor, 300 West Georgia Street Vancouver, British Columbia Ph: (604) / Fax: (604) douglas.moulton@hrdc-drhc.gc.ca Ms. Diane Paul, Director, Information Development and Evaluation Strategic Services. Alberta Human Resources and Employment 4 th Floor, Avenue, Edmonton, Alberta T5K 0G5 Ph: (780) / Fax: (780) diane.paul@gov.ab.ca Mr. Barry Peters, Program Officer Labour Market Directorate - Human Resources Development Canada Phase IV, 5th Floor, 140 Promenade du Portage, Hull, Quebec K1A 0J9 Ph: (819) / Fax: (819) barry.t.peters@hrdc-drhc.gc.ca Ms. Elaine Phillips, Manager Training and Continuing Education - Manitoba Education, Training and Youth Portage Avenue, Winnipeg, Manitoba R3G ON4 Ph: (204) / Fax (204) Elphillips@gov.mb.ca Ms. Franca Piccin, Senior Special Advisor Applied Research Branch - Human Resources Development Canada Place du Portage, Phase II, 7 th Floor, 165 rue Hotel de Ville, Hull, Quebec K1A 0J2 Ph: (819) / Fax: (819) franca.piccin@hrdc-drhc.gc.ca Mr. Bob Picco, Regional Manager, Information Management Human Resources Development Canada PO Box 12051, 689 Topsail Road, St. John's, NFL A1B 3Z4 Ph: (709) / Fax: (709) robert.j.picco@hrdc-drhc.gc.ca Ms. France Pitre, Team Leader Operations and Project Implementation, Employment Information Services Labour Market Directorate - Human Resources Development Canada 140 Promenade du Portage, Phase IV, 5 th Floor, Hull, Québec K1A 00J9 Ph: (819) / Fax: (819) france.pitre@hrdc-drhc.gc.ca M. Michel Proulx, Directeur de la planification et du partenariat Emploi-Québec, Région de la Mauricie 225 rue des Forges, bureau 510, Trois-Rivières, (Québec) G9A 6A7 Tél: / Fax: michel.proulx@mess.gouv.qc.ca 16

17 National LMI Forum List of Participants Purcell, Jennifer Reoch, Shane Rivet, Krista Roberts, Bruce Robertson, Diane Rodgers-Sturgeon, Kelly Rosove, Bruce Smith, Irene Ms. Jennifer Purcell FLMM Labour Market Information Secretariat c/o Alberta Human Resources and Employment 4 th Floor, Avenue, Edmonton, Alberta T5K 0G5 Ph: (780) / Fax: (780) jennifer.purcell@gov.ab.ca Mr. Shane Reoch, Labour Market Economist HRDC - Saskatchewan Region 2045 Broad Street, Regina, Saskatchewan S4P 2N6 Ph: (306) / Fax: (306) shane.reoch@hrdc-drhc.gc.ca Ms. Krista Rivet, Employment Development Coordinator Department of Education, Culture and Employment Government of NWT, Box 1320, Yellowknife, NT X1A 2L9 Ph: (867) / Fax: (867) krista_rivet@gov.nt.ca Mr. Bruce Roberts, Policy Analyst Higher Education and Adult Learning, Government of Nova Scotia P.O. Box 578, 2021 Brunswick Street, 4th Floor, Trade Mart Building Halifax, Nova Scotia B3J 2S9 Ph: (902) / Fax: (902) Robertba@gov.ns.ca Ms. Diane Robertson, Manager Information and Economic Services, Human Resources Development Canada HRDC PEI Region PO Box 8000, Charlottetown, Prince Edward Island C1A 8K1 Ph: (902) / Fax: (902) diane.robertson@hrdc-drhc.gc.ca Mr. Kelly Rodgers-Sturgeon, Director of Labour Market Analysis Branch Department of Training and Employment Development, Province of New Brunswick 470 York Street, Room 201, P.O. Box 6000, Fredericton, NB E3B 5H1 Ph: (506) / Fax: (506) kelly.rodgers-sturgeon@gnb.ca Mr. Bruce Rosove, Senior Policy Advisor Employment Information Services Labour Market Directorate - Human Resources Development Canada Phase IV, 5th Floor, 140 Promenade du Portage, Hull, Quebec K1A 0J9 Ph: (819) / Fax: (819) bruce.rosove@hrdc-drhc.gc.ca Ms. Irene Smith, Senior Programs Consultant HRDC- Alberta/NWT/Nunavut Region Suite 1440, 9700 Jasper Avenue, Edmonton, Alberta T5J 4C1 Ph: (780) / Fax: (780) irene.a.smith@hrdc-drhc.gc.ca 17

18 National LMI Forum List of Participants South, Bronwyn Vanstone, Melanie Weldon, François Williams, Arthur Woods, Jim Ms. Bronwyn South, Manager, LMI Services HRDC - Saskatchewan Region 2045 Broad Street, Regina, Saskatchewan S4P 2N6 Ph: (306) / Fax: (306) bronwyn.south@hrdc-drhc.gc.ca Ms. Melanie Vanstone Federal/Provincial Relations - Human Resources Development Canada Phase IV, Place du Portage, 3 rd Floor, Room 3C Promenade du Portage, Hull, Quebec K1A 0J9 Ph: (819) / Fax: (819) melanie.vanstone@hrdc-drhc.gc.ca Mr. François Weldon, Director, Research Partnerships and Knowledge Exchange Applied Research Branch - Human Resources Development Canada Place du Portage - Phase II, 7 th floor, 165 Hotel de Ville, Hull, Québec K1A 0J2 Ph: (819) / Fax: (819) françois.weldon@hrdc-drhc.gc.ca Mr. Arthur Williams, Labour Market Economist HRDC - Manitoba Region, Graham Avenue, Winnipeg MB R3C 0K3 Ph: (204) / Fax: (204) arthur.williams@hrdc-drhc.gc.ca Mr. Jim Woods, Regional Manager, Pan Canadian Operations HRDC - New Brunswick Region, 495 Prospect Street West, Box 2600 Fredericton, N.B. E3B 5V6 Ph: (506) jim.woods@hrdc-drhc.gc.ca 18