Appendix C:
List of recommendations

Labour market information system

1. We recommend that the Canadian Labour Force Development Board (CLFDB) initiate the establishment of a national employment opportunities database an instant electronic listing of job opportunities filed by employers. Building from local databases, all job opportunities in the country would be listed along with details about skills and competencies expected.
   
   
2. We recommend that Human Resources Development (HRD), through the Canada Employment Centres (CECs), develop a job-seekers database -- a comprehensive listing of all individuals seeking jobs, not only those eligible for unemployment insurance (UI). This database would be electronically accessible to all employers looking for employees and would contain information currently collected by CECs through their routine processing of UI claims as well as information collected from community agencies dealing with clients who are ineligible for UI benefits or need specialized services best provided by these agencies.
   
   
3. We recommend that HRD coordinate the development of a hirings and separations database, classified by occupation and industry. This information should be generated regularly and disseminated widely to increase understanding of employment patterns and trends. The database could be compiled from existing sources, such as tax remittance forms for hirings and records of employment for separations, and should use occupation and industry codes based on the National Occupational Classification and the Standard Industrial Classification.
   
   
4. We recommend that HRD reaffirm its central role in the labour exchange by making appropriate information on job opportunities, job seekers, and hirings and separations by industry and occupation available to a wide audience in a timely manner.
   
   
5. We recommend that local labour force development boards play a major role in the new labour market information system by bringing together all local partners involved in labour market issues and promoting the use of the databases by all partners.
   
   
6. We recommend that employers make human resources planning an integral part of their strategic planning and clearly articulate their human resources needs (recruitment, employment projections, job classification, training, standards) to local boards on a regular basis to assist in the development of training and local labour force programs.