Government representatives have multiple roles in developing the current labour market practices, but generally speaking the government supports the development and maintenance of standards and regulations, as can be seen by Apprenticeship and sector groups. Governments also coordinate the development of partnership processes and fund necessary employment and training programs. The government needs to be accountable to the taxpayer for the funding of employment and training services, while trying to encourage and lead other departments, the training institutions, professional bodies and employers to participate in the process and quality training.
There are many complexities and linkages in the government systems, both internally and externally. To ask individuals, employers, educators and all the other players to work together will not be easy. It will be important that all partners see the value in a seamless labour market model that produces a qualified workforce in a timely way. The first step will be to identify who really should be part of an inclusive and representative industry group. The next question is how representatives are selected as well as the delineation of the limits of authority for each party.
The Worker Intake Model (see page 10) developed through this research project helps illustrate the integral linkages between the partners in the labour market matching process and the possible steps which could be taken to identify suitable workers and their training needs. This model begins in the top left with the entry of the potential Labourer or HEO. Ideally, the individual would be able to access information to inform their decision to proceed with a career in Heavy Construction.
In a PLAR process model, there would be sufficient information available to allow someone to appropriately assess what he or she knows and what he or she can do. For this project, the pilot participants completed a self-assessment package that accompanied the one-week curriculum package (see Part I, Appendix G). Participants went through a brief orientation that included information about the job and a self-assessment, addressing their perceived suitability to perform in the work environment. The Leaf Rapids Report (ETS 2005) had previously produced a package for HEO Essential Skills assessment and this was contextualized and piloted by the training program (see Part I, Appendix F).
There is a wide array of individuals trying to enter the construction labour market in Manitoba. People are well aware of the direct attention being paid to occupations in this field due to the Hydro and Floodway projects. Some potential workers in Manitoba are highly skilled already and just need help in assessing and presenting their skills to employers or trainers. Getting these individuals ready for work quickly is one step in the process. The pilot illustrated that an individual’s suitability and placement advice is possible, following a one-day process of assessment. The field assessment, along with the assessor guidelines, can be seen in Part I, Appendix B.