As the first sites come to an end of the pilot year, it has become evident that while much has been learned and accomplished the networks are still on an upward slope of their learning curve. The network Executive Directors have collaborated on a summary report of their experiences during the first year. Among many recommendations to the Ontario literacy field, one of the strongest is that networks be given the proper amount of developmental time in order to ensure that delivery agencies are in sync with the training needs of employers, employees and adult learners with employment goals.

Challenges and Opportunities

While agencies have gradually been moving toward a workforce training culture since the reform of the LBS program in the mid-1990s, customized workplace programs based on a fee-for-service structure is still a new facet to programming that offers many opportunities, but also challenges. The development of a coordination model, the building of internal and external partnerships, and the roll-out of marketing strategies played out differently in each first site network region, but there were consistencies that cannot be ignored. It is very clear that for a workplace literacy initiative to succeed, it has to include the following:

• Collaborative partnerships and trust among delivery agencies.

• Strong links to employment-based stakeholders in the community offering similar training.

• Marketing materials that respect the diverse employment sectors, their employers and employees.

• Buy-in from employers and employees.

• A training program that speaks to the employment environment and the bottom line.

These requirements are no small feat for networks and agencies, but not insurmountable. We hope that the lessons learned and articulated in the first site summary report will provide the springboard for continuing support and exciting opportunities.

Cindy Davidson is Executive Director, QUILL Learning Network in Walkerton, Ontario.