If training participants are screened prior to obtaining approval for pre-employment training dollars, there could be substantial savings to the provincial costs of training HEOs. The number of successful HEO training participants, could also improve rapidly.
The higher-calibre work entrant could be referred to an appropriate next step, at the end of the one-day assessment. There are four referral options presented in the worker intake model, seen down the right-hand side. Some of the individuals in the pilot program were ready to be referred directly to work or a job finding service. These individuals were easily assessed as having the desired Essential Skills levels and as suitable for success in a training program. It seems then, that these ‘work ready’ individuals should receive some sort of document that certifies this skill assessment. The question here relates directly to the relationship with industry. What is acceptable evidence of skill to the construction sector in Manitoba and who can give this documentation the “stamp of approval”? Suggestions about recognition documents are contained in Appendix A. A few were assessed as not yet ready for work, but in need of other government services, such as English language training, math upgrading, safety training or work experience.
The second option in the Worker Intake Model allows the applicant the option of a one-week training program to help prepare them for work in construction. The pilot program was initially two weeks, and upon review, it was determined that five days of assessment and training were sufficient for the worker who could succeed in this sector, but needs a little more support. A new immigrant, with prior construction experience, would benefit from the one-week program, as did pilot participants, in the second pilot, who were from a Northern Manitoba reserve. There are multiple assessments throughout the one-week program.
The project revealed that a PLAR process would work well for this sector as many people do have experience that, if recognized, could expedite their labour market career progression. The research compared the competencies for Skilled Labourer in Heavy Construction, the competencies for Heavy Equipment Operators, and the competencies from *Building Trades Helper, NWT Apprenticeship and Occupational Certification, June 2005, see Part I, Appendix D. The competencies were drafted into products and checklists to illustrate the practical application to the hiring process (see Part I, Appendix C: Assessor Guide for Field Assessments) and were used as the basis of the pilot program learning outcomes.
Assessment criteria were developed for each occupation with subject matter experts. Participants were asked to describe the performance typically expected for an entry-level HEO or Skilled Labourer. These criteria were then incorporated into the field test referred to earlier. The detailed PLAR assessment criteria are attached as (Part II, Appendices B and C).