- Pilot Phase II was being administered originally Pan Provincially through the LMDA. After the
contract was signed, some modifications were made. (NOTE: Random North Development
Association did not have a contract for the Skills Development.) The modifications were with
the Skills Development component for Pilot Phase II. The main issue was opening/maintaining
communication and ensuring the local Human Resources Development Canada offices that
were a part of Pilot Phase II completely understood their roles and responsibilities relating to
administration and funding before the Pilot commences. It is recommended to ensure that the
sponsor organization and financial partners (if pan provincial) have an information session
within the appropriate local partnering offices.
- All local Human Resources Client Center offices follow the same Human Resources
Development Canada mandate, but local Human Resources Client Center offices administer programs differently.
- For a concept like Bridging the Gap, it is important to have consistency, especially
as it relates to client negotiations for subsidies. For Bridging the Gap,
Pilot Phase II, three out of the four Human Resources Development Canada local offices negotiated subsidies,
etc. with clients. The fourth Human Resources Development Canada local office
provided the same amount of subsidies to all clients with no negotiations. We also recognize that
we are not able to change how offices administer their programs; however, we
need to ensure that they know about Bridging the Gap and how they fit in.
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