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Where these components weren't present, the CLN was not as successful, as
was the case in Zone 9. (See discussion of the Zone 9 Highlights.)
There was some suggestions that CLNs could have been improved if one member was a subject
matter expert in the industry of the employment partner, which certainly
has merit, but is not always possible, considering the geographic locations
of some of the sites and that many of the government experts are regulatory
in their mandate and not focused on indutry, economic, or social development.
3.6 Project Co–ordinators
If any single position was most pivotal to the success of the Bridging
the Gap initiatives, it was the Project Co-ordinator. She (they were all
female) was the organizer, manager, book-keeper, communicator, confidant, counselor
and brainstorming resource for the CLN, the Academic Instructor, the
Project Sponsor, the Employment Partner, Random North and, most importantly,
the Clients.
The project co–ordinators were hired by the CLNs and the Project sponsors
in each region and were hired in advance (were possible) of the selection
of the employment partner and the participants, and stayed on after to
write reports and make recommendations.
Overall, the PCs were dynamic
and capable. Sometimes their direction and Student Services from either their
Project Sponsor or their CLN was less
than clear which made it challenging for them. In Zone 15, one PC handled
two sites and this worked out fine. The pre–conditions to that success were
that the sites were only a 30 minutes drive apart, they had staggered start
and finish dates, they dealt with the same College campus, most of the CLN
members were in the same community, travel and remoteness was not as much of an issue
and the PC was an exceptionally good organizer and communicator. Were these
conditions to be met again, this is recommended as it worked quite efficiently.
It is important to note however, that these conditions are often not met.
3.7 Clients
The clients are the primary focus and goal of Bridging the Gap.
They are the people for whom the model is designed, and it is with their situations in mind,
that the model sponsors constantly seek to improve it.
The parameters for selecting clients were as follows. They are
reflective of the inclusive approach of Bridging the Gap
- Adults who did not complete a Secondary School Program/ABE/GED and have barriers to employment
due to limited academic skills
- Unemployed and/or under employed ( if a potential participant
is under employed, then HRE or HRDC Employment Counsellors would
determine on an individual basis if the client fits the criteria/meaning of being under employed)
- Settled in community/region and do not want to leave the province to find employment
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