ARCHIVED - Human Resources and Social Development Canada

• Creation of employment and service initiatives for youth through partnerships with business, labour, industry, not-for-profit and voluntary organizations, Aboriginal and rural remote communities, and other levels of government.
• The common key results commitments for all initiatives receiving funding under the YES are:
  • Youth clients will be served through work experiences or tailored interventions; and
  • a portion of youth participants will return to school to further their education/skills development and/or become employed or self-employed.

• encouraging employers to provide individuals with work opportunities
  and experience;
• working in partnership with organizations for people with disabilities to address barriers to an individual's labour market participation;
• helping individuals increase their employment skill level and;
• helping individuals to start their own business.

• People with disabilities have enhanced their employability by completing an Opportunities Fund intervention.
• People with disabilities obtained employment or self-employment or sought further skills upgrading following Opportunities Fund programming.
• People with disabilities have increased earned income levels and reduced their dependence on passive income support.

• Sustainable employment for Aboriginal people leading to lasting benefits for Aboriginal communities, families and individuals.
• Promote maximum employment for Aboriginal people on major economic developments through a collaborative partnership approach.
• Increased skills level in the Aboriginal workforce.
• Increased direct and indirect employment for Aboriginals across Canada.
• Decreased Aboriginal unemployment and dependency on social assistance.
• Improved skills levels (i.e. literacy, numeracy, computer skills, post-secondary certification).
• Increased Aboriginal business opportunities.
• A more diversified workforce within communities.

• Labour market development programs to assist Aboriginal people, including Aboriginal persons with disabilities, prepare for, obtain, and maintain meaningful and sustainable employment;
• Special programs to assist Aboriginal Youth make successful transitions from school to work or to support their return to school, and;
• Child care programs.

• assist Aboriginal individuals to prepare for, obtain and maintain employment, thereby resulting in savings to income support programs;
• assist Aboriginal youth (a person normally from 15 to 30 years of age) in preparing for, obtaining and maintaining employment and in making a successful transition into the labour market, thereby resulting in increased employment; and
• Increase the supply of quality child care services in First Nations and Inuit communities, thereby raising the availability of distinct and diverse services in these communities to a level comparable to that of the general population.

The objective of the Enabling Fund is to strengthen community economic and human resources development in official language minority communities.

The Enabling Fund provides funding to Official Language Minority Communities (OLMC) designated organizations, the Réseaux de développement économique et d'employabilité (RDÉE) and Community Economic Development and Employability Committees (CEDEC) through contribution agreements so that these organizations can plan, develop and manage community projects and access additional funding for these projects.

Contributions can be made under the Enabling Fund for the Official Language Minority Communities to support activities such as:

• Economic and human resources planning, implementing community development plans, research;
• Creating, implementing and consolidating collaborative projects to enhance the vitality and economic growth of Official Language Minority Communities ;
• Mobilizing community stakeholders;
• Strengthening local and national structures to improve their capabilities to manage and implement community projects.

• Increased community vitality, including economic and job growth in official language minority communities.
• Stabilization of community networks and increased capacity of organizations to produce and implement community economic development plans and projects.
• Increased ability of community networks to leverage funds from other sources, including other levels of government and the private sector, to support community projects.
• Increased relevance of strategic plans in addressing community needs.

Reporting under the Agreements will include selected societal indicators (employment income, educational attainment and employment rate of working age people with disabilities) and the following program indicators:

• number of participants in programs and services
• number of participants completing a program or service where there is a specific start and end point to the intervention
• number of participants who were assisted in obtaining and maintaining employment where the program or service supported the activity.

The Formative Evaluation of the Canada - Manitoba LMAPD began in FY 2006-2007 and will be completed by April 2008.

The Formative Evaluation of the Canada - Nova Scotia LMAPD is expected to begin in FY 2008-2009 and will be completed in FY 2009-2010.

The Formative Evaluation of the Canada - Prince Edward Island LMAPD is expected to begin in FY 2008-2009 and will be completed in FY 2009-2010.

The Targeted Initiative for Older Workers is a federal-provincial/territorial cost-shared initiative providing support to unemployed older workers in communities affected by significant downsizing or closures, and/or ongoing high unemployment, through programming aimed at reintegrating them into employment. In situations where there is little likelihood of immediate employment, programming may be aimed at increasing the employability of older workers and ensuring they remain active and productive labour market participants while their communities undergo adjustment.

Provinces and territories are responsible for identifying affected communities to target for activities, design and delivery of projects, and monitoring and reporting on projects.

To be eligible to participate in the Initiative, older workers must be unemployed, legally entitled to work in Canada, lack skills needed for successful integration into new employment, live in an eligible community, and normally be aged 55 - 64.

Projects must include employment assistance activities such as résumé writing, interview techniques, counselling and job finding clubs, and at least two other employability improvement activities such as prior learning assessment, skills training, work experience, or assistance to start a small business. As well, they must offer income support to participants in the form of allowances, wages or wage subsidies, and involve at least 25 hours per week of activity for participants.

Where possible and appropriate, activities will support community economic development strategies and activities. As an example, skills development activities may prepare participants for emerging employment opportunities. Census Metropolitan Areas with a population greater than 250,000 are not eligible for Initiative programming.

Targeted Initiative for Older Workers is a two-year interim program that has been put in place while a feasibility study is undertaken to evaluate current and potential measures to address the changes faced by displaced older workers.

• Eligible Client indicators
  1. Total number of Eligible Clients served/in training by employment status (that is, employed, unemployed, self-employed).
  2. Education level of Eligible Clients prior to intervention, as follows:
     • Number of clients served with less than high school
     • Number of clients served with high school
     • Number of clients served with post secondary education
  3. Number of Eligible Clients served in an intervention by designated client group (that is, Aboriginal peoples, immigrants, older workers, persons with disabilities, women, youth)
• Service Delivery Indicators
  1. Number of Eligible Clients participating in interventions by intervention type
  2. Proportion of Eligible Clients "satisfied" with service received upon completion of the intervention
• Eligible Client Outcome and Impact Indicators
  1. Proportion of Eligible Clients who have completed their intervention, by intervention type.
  2. Proportion of Eligible Clients who, 3 months and 12 months after leaving the intervention, are:
     1. employed,
     2. unemployed, or
     3. continuing in an intervention
  3. Number of Eligible Clients who have earned credentials or certification through participation in the intervention.
  4. Average hourly earnings of Eligible Clients following the intervention.
  5. Proportion of Eligible Clients who, 3 months and 12 months after leaving the intervention, indicate their training helped prepare them for future employment.

• Labour market forecasting and analysis;
• National occupational standards;
• Curriculum tailored to industry needs;
• Skills development tools, including e-learning;
• Literacy and essential skills initiatives;
• Integration of foreign trained workers; and

• develop new and innovative solutions to human resources and skills issues; by
  • increasing consensus and understanding of skills, occupational needs and labour market issues;
  • increasing availability and use of products and services to help industry address their HR issues;
  • enhancing labour market transition (facilitating labour market entry and career progression); and
  • Increased industry investments in skills development to promote a quality workforce
• address current and emerging skills and HR issues by:
  • increasing sectoral capacity - by sharing best practices and innovative ideas between councils and across sectors and industries;
  • encouraging learning systems to be more responsive to the labour market - by developing curricula that reflects the skills and competencies required by employers in Canada's labour market ; and,
  • promoting the workplace as a learning place - by encouraging employers to increase investments in workplace learning for their employees.

• to promote lifelong learning by reducing non-financial barriers to adult learning;
• to facilitate the creation of opportunities for Canadians to acquire the learning, literacy and essential skills they need to participate in a knowledge-based economy and society.

• Dissemination, transfer and application of knowledge on literacy and essential skills;
• Increased capacity of stakeholders to integrate literacy and essential skills into their activities;

• Programming, services and policies that respond to evolving needs; and
• Enhanced opportunities for adult literacy and essential skills.

• increase the understanding, consensus and commitment on issues and potential solutions related to foreign credential recognition;
• increase the knowledge of what works in developing a pan-Canadian process for foreign credential recognition;
• identify sectors and occupations facing current and emerging critical shortages that could be addressed by interventions from the program; and
• enhance national coordination of partnership activities with regards to foreign credential recognition.

• To improve the ability of sectors, employers and regulators to assess and recognize the credentials of internationally trained workers;
• To increase the awareness, availability and use of tools and processes for employers and regulators to assess and recognize foreign credentials;
• To standardize pan-Canadian Foreign Credential Recognition processes in targeted occupations and sectors; and
• To reduce the barriers to entering the labour market for internationally trained workers.

• Central to these projects is the development of human capital in and for the workplace;
• Projects will vary in scope and scale (e.g. firm vs. sector);
• Small- and medium-sized enterprises will be a key audience;
• Projects will generate cumulative knowledge around skills development and best human resources models and practices.

• Increased awareness among workplace partners across Canada of the Workplace Skills Initiative and the importance of workplace skills;
• Increased collaboration among workplace partners toward the development of models and instruments for workplace skills;
• Increased knowledge, innovation, experimentation and dissemination of models and instruments for workplace skills among workplace partners.

• The Apprenticeship Incentive Grant aims to promote access to apprenticeships and improve labour mobility by providing a $1,000 grant to registered apprentices in the Red Seal trades.
• This taxable cash grant is designed to reward advancement in the first two years of an apprenticeship program in one of the Red Seal trades, building momentum for apprentices to complete their programs and receive their Red Seal endorsement.
• Registered apprentices who completed their first or second year of their apprenticeship program in a Red Seal trade designated in the province/territory where they are registered as an apprentice, on or after January 1, 2007, are eligible to apply.
• The Apprenticeship Incentive Grant provides an incentive for more Canadians to pursue apprenticeships and, taken together with the Apprenticeship Job Creation Tax Credit for employers and the Tradesperson's Tool Deduction, is intended to meet the future need for skilled trades people that is crucial to the sustained growth of the economy.
• By focusing on the Red Seal trades, for which there are national occupational and training standards, the Apprenticeship Incentive Grant will also support inter-provincial mobility.

• To increase access to apprenticeships in the Red Seal Program trades by helping apprentices to cover expenses such as the purchase of tools and other materials required for learning on-the-job and travel expenses associated with classroom training, etc.;
• To encourage the apprentice's progression through the technical and on-the-job training requirements in the early years of their apprenticeship program, thus building the momentum towards certification; and ultimately,
• To promote inter-provincial mobility by increasing the number of apprentices remaining in the Red Seal trades and getting their Red Seal.

• Track claim payments to financial institutions for the remaining balance of the portfolio.
• Canada meets its obligations as set out under the Canada Student Loans Act in agreements with financial institutions.

• As a result of this transfer payment, students who borrowed under the risk-shared regime continue to receive in-study student financial assistance and debt management assistance in repayment.
• Canada meets its obligations as set out under the Canada Student Financial Assistance Act in agreements with financial institutions.

• Post-secondary education students in the province of Québec, the Northwest Territories and Nunavut continue to access financial assistance similar to the assistance provided to students in those jurisdictions that participate in the Canada Student Loans Program.
• Students in participating jurisdictions with financial difficulty are able to receive debt management measures.

• Planned Evaluations: The Audit and Evaluation Directorate of HRSDC has a five-year plan for the summative evaluation of CSLP, of which the Year 2 (2007-2008) evaluation work is focusing on the needs assessment process of loans and grants, including the program delivery. The interim results of the evaluation on needs assessment process will be available in 2008-09. Year 3 (2008-2009) of the summative evaluation will focus on Canada Student Loans Program Impacts on Access to Post-Secondary Education, which includes impacts from loans and grants.

• ER #1 - Canadians with children under 18 years have Registered Education Savings Plan (RESP) savings
  • PI #1 - Percentage of children under 18 years in the current calendar year who have ever received a CESP incentive (i.e., CLB and/or CESG)
  • PI #2 - Amount ($) of Registered Education Savings Plan (RESP) assets in a fiscal year
• ER #1 - Canadians with children under 18 years are aware of RESP savings incentives
  • PI #1 - Percentage of Canadians with children under 18 years who are aware of RESP savings incentives by income level

• ER #1 - Eligible low-income Canadians save for children's post-secondary education through RESPs
  • PI #1 - Percentage of CLB recipients who are making contributions in a calendar year
  • PI #2 - Percentage of eligible children who have ever received a CLB

• ER #1 - Canadians with children under 18 years have Registered Education Savings Plan (RESP) savings
  • PI #1 - Percentage of children under 18 years in the current calendar year who have ever received a CESP incentive (i.e., CLB and/or CESG)
  • PI #2 - Amount ($) of Registered Education Savings Plan (RESP) assets in a fiscal year
• ER #1 - Canadians with children under 18 years are aware of RESP savings incentives
  • PI #1 - Percentage of Canadians with children under 18 years who are aware of RESP savings incentives by income level

• Canadians with children under 18 years are saving early for children's post-secondary education through RESPs.
  • PI #1 - Average age of new CESG beneficiaries in a calendar year
  • PI #2 - Percentage of children under 18 years in the current calendar year who have ever received a CESG

• Eligible seniors receive a lifetime benefit in recognition of their contribution to Canadian society;

• Eligible low income seniors receive a guaranteed income supplement.

• Eligible low income seniors receive a guaranteed income supplement.

• Non-profit organizations are funded to respond to existing and emerging social development issues.
• Funded non-profit organizations create products or engage in events to address existing and emerging social issues.

• Grants and contribution agreements

1. Community Participation and Leadership component, which provides grant funding to encourage seniors to contribute to their communities by sharing their skills, wisdom and experience and helping to reduce isolation.
2. Capital Assistance component, which provides grant funding for the upgrading of community facilities and equipment related to existing programs and activities for seniors.
3. Elder Abuse Awareness component, which provides contribution funding for national or regional projects that raise awareness of the abuse of older adults.

• Community priorities are addressed;
• Seniors' experience, skills and wisdom are utilized;
• Canadian society has knowledge and awareness of elder abuse and fraud;
• Organizational capacity is developed; and
• Seniors are connected through networks and partnerships.

• Promotions/awareness plan; and
• Funded projects;

• Accessibility for people with varying abilities

• Grant and Contribution Agreements
• Project Reports

• Contribute, with partners, to a more sustainable and comprehensive continuum of supports to help homeless Canadians move towards self-sufficiency and to prevent those at risk from becoming homeless through: increased investments in supportive and transitional housing and services, and strategic investments according to community plans; broader and enhanced engagement of partners; and increased knowledge and better informed policy, decision making and coordination of services.