Friday, October 30, 2009
The Career Practitioner's Toolkit on Violence Against Women
"Many women, who return to employment or have to restart employment because they have left an abusive partner, will take any job even if it is exploitive and as a result, they often end up returning to that abusive situation."The need for employment and training services specifically for women may be most crucial when it comes to women who have experienced violence in their personal lives.
The quote above comes from research undertaken by ACTEW in 2007 with career practitioners and women's advocates on the employment needs of women who had experienced partner abuse. The feedback from these service providers, and those who participated in ACTEW's Supporting Survivors, Supporting Employment professional development workshops, greatly informed our new publication, The Career Practitioner's Toolkit on Violence Against Women.
A number of programs currently run in Ontario that are especially designed for women who are at risk of violence. Such services provide a safe place for women to build confidence, develop skills and connect to meaningful employment. These initiatives recognize the importance of providing a specialized learning environment for job-seekers who share particular barriers to economic independence.
Given the prevalence of partner abuse and the employment needs of women who leave abusive relationships -- many lack work experience and almost all are desperate for income -- those who provide employment and training services serve violence survivors, whether they know it or not.
ACTEW's toolkit provides individual service providers and agency management with information, tools and tips for delivering respectful and effective services. A primary message is for employment agencies to connect with local women's organizations for referrals and to share expertise. Other strategies show how agencies can protect and support both clients and their own employees.
Download ACTEW's Career Practitioner's Toolkit on Violence Against Women
Labels: ACTEW_Activities, Issues_and_Trends, Resources_and_Research
Wednesday, October 21, 2009
ACTEW Members Meeting: Preparing for Change
To provide a report on the October meeting of the Service Delivery Advisory Group (SDAG), ACTEW hosted a members meeting on October 19. The conference call format allowed agencies from across the province to participate equally. Service providers from various regions represented 15 agencies currently funded by Ministry of Training Colleges and Universities (MTCU).
While all of the information in the SDAG update was valuable to the members, several topics were of great interest.
While all of the information in the SDAG update was valuable to the members, several topics were of great interest.
- Because many ACTEW members provide services especially for women, understanding MTCU's position on funding specialized services is of utmost importance.
- Members described the many different pieces of information they have heard about the transition and which agencies would be included in the new network.
- There was discussion of capacity to deliver a "full suite" of services.
- Members talked about some examples and ways to demonstrate the need for women's services in their respective communities.
- Hearing that all agencies will be given 6 months notice for wind-down or transition, members with contracts ending March 31, 2010, assume that their current contracts will be extended.
Labels: ACTEW_Activities, Meetings_and_Events, MTCU_Updates
Tuesday, October 20, 2009
October SDAG: Response to September SDAG Letter
No big announcements were made at the teleconference meeting of the Service Advisory Delivery Group (SDAG) with the Ministry of Training, Colleges and Universities on October 19, 2009. The meeting was an opportunity for Laurie LeBlanc to respond to issues raised in the letter SDAG sent to the new Assistant Deputy Minister in early September as well as a chance to discuss changes to the Second Career Strategy and the Self Employment Benefit.
Timelines
Although agencies were hoping for a specific date, LeBlanc could only report that notification of ES roll-out will take place between November 1 and December 20. She reiterated that all service providers would be notified at the same time when roll-out occurs. All agencies, whether facing wind-down or transition, will be given six months notice. TCU agrees with the SDAG request in the September letter that the process be consistent across the province and transparent. TCU will work closely with organizations that must shut down on deliverables, costs and closure plans.
SDAG asked that the ADM communicate with all stakeholders to ensure that service providers across the province receive a consistent message from TCU on the roll-out timelines and processes.
Severance/Termination
While originally TCU had said that costs for severance and termination would not be covered beyond 6 months, LeBlanc agreed to review this issue and report back to SDAG. SDAG asked TCU to consider the example of the closure of the Ontario Skills Development Program by TCU in 1997, which is noted in the September letter from SDAG. LeBlanc agreed to do this.
Specialized Services
LeBlanc was clear about TCU's commitment to specialized services, and named "women" as one of the populations requiring such services as indicated by community need. She said that not only is TCU is committed to serving populations with specialized service needs but also to improving services for them. Currently TCU is developing strategies for people with disabilities and will have this information available next month for SDAG feedback.
Funding Model
Patti Redmond, Programs Branch Director, reported that TCU would not increase funding ranges because there is no money available. SDAG had asked TCU to review these ranges in the August meeting. Redmond does not see the delivery model as too ambitious or as requiring agencies to serve more people with more services. However, Redmond also said that it will take "several years" for the system to reach maturity and so there will be time for agencies to adjust. TCU is committed to supporting agencies as they determine their numbers within the new system, and transition costs on an agency-by-agency level may help fill gaps in funding model.
Sherry Mahood, Director of Western Region noted that there is great difficulty making definitive comments about the EO delivery model or funding model because the new system is based on community need and communities vary greatly across each region. This means different implications for delivery and funding depending on the community. Mahood said that, "the quality of discussion at the community level is key as this defines the client pathway." Mahood followed this statement with an email to Western Region service providers reiterating this issue.
EOIS
Robert Lowry, Business and Systems Management Branch Director, reported on the EO information system or "case management" system currently under development. The challenge with EOIS is to meet the information needs of service providers, acknowledge the privacy rights of clients and overcome technical barriers.
According to Lowry, the new system will be greatly improved over previous systems:
As set out in her October letters to service providers, LeBlanc reviewed how Second Career and other EO programs have experienced spikes in demand. Further, changes in client profile have contributed to costs with more participants at the end of their EI term or on reach-back. As a result, changes are being made to the programs. Second Career and other skills development programs will continue, but in limited ways. Criteria for applicants are under review.
Second Career Strategy
At this time, TCU cannot provide details about upcoming changes to Second Career, only that there will be new rules for applicants. Once these rules are implemented, training will be available for service delivery staff. LeBlanc also said that the demand for Second Career is not slowing down the EO transition.
LeBlanc answered questions about the funding of the 16-month old program. The Labour Market Agreement funded Second Career, with $338M over three years. This fall, due to the high demand for the program, Second Career received an infusion of another $78M, as reported in the Globe and Mail. The new money comes from the Province, LeBlanc reported, and is not siphoned out other employment programs.
Self Employment Benefit (SEB)
TCU also reported all SEB money for this fiscal year has been spent, and to ensure that people already enrolled are fully served, no new applicants will be accepted. TCU is not entering into any new agreements this fiscal year for this program, but will do so next year with new guidelines. Agencies struggling to manage current SEB costs should talk to their local TCU project manager. As revised guidelines for the programs are developed, service providers will be asked for their input.
Timelines
Although agencies were hoping for a specific date, LeBlanc could only report that notification of ES roll-out will take place between November 1 and December 20. She reiterated that all service providers would be notified at the same time when roll-out occurs. All agencies, whether facing wind-down or transition, will be given six months notice. TCU agrees with the SDAG request in the September letter that the process be consistent across the province and transparent. TCU will work closely with organizations that must shut down on deliverables, costs and closure plans.
SDAG asked that the ADM communicate with all stakeholders to ensure that service providers across the province receive a consistent message from TCU on the roll-out timelines and processes.
Severance/Termination
While originally TCU had said that costs for severance and termination would not be covered beyond 6 months, LeBlanc agreed to review this issue and report back to SDAG. SDAG asked TCU to consider the example of the closure of the Ontario Skills Development Program by TCU in 1997, which is noted in the September letter from SDAG. LeBlanc agreed to do this.
Specialized Services
LeBlanc was clear about TCU's commitment to specialized services, and named "women" as one of the populations requiring such services as indicated by community need. She said that not only is TCU is committed to serving populations with specialized service needs but also to improving services for them. Currently TCU is developing strategies for people with disabilities and will have this information available next month for SDAG feedback.
Funding Model
Patti Redmond, Programs Branch Director, reported that TCU would not increase funding ranges because there is no money available. SDAG had asked TCU to review these ranges in the August meeting. Redmond does not see the delivery model as too ambitious or as requiring agencies to serve more people with more services. However, Redmond also said that it will take "several years" for the system to reach maturity and so there will be time for agencies to adjust. TCU is committed to supporting agencies as they determine their numbers within the new system, and transition costs on an agency-by-agency level may help fill gaps in funding model.
Sherry Mahood, Director of Western Region noted that there is great difficulty making definitive comments about the EO delivery model or funding model because the new system is based on community need and communities vary greatly across each region. This means different implications for delivery and funding depending on the community. Mahood said that, "the quality of discussion at the community level is key as this defines the client pathway." Mahood followed this statement with an email to Western Region service providers reiterating this issue.
EOIS
Robert Lowry, Business and Systems Management Branch Director, reported on the EO information system or "case management" system currently under development. The challenge with EOIS is to meet the information needs of service providers, acknowledge the privacy rights of clients and overcome technical barriers.
According to Lowry, the new system will be greatly improved over previous systems:
- both TCU and agencies will be track cases within the system in real-time
- agencies will be able to review previous information sent to TCU
- it will eliminate duplicate record-keeping/reporting for agencies
As set out in her October letters to service providers, LeBlanc reviewed how Second Career and other EO programs have experienced spikes in demand. Further, changes in client profile have contributed to costs with more participants at the end of their EI term or on reach-back. As a result, changes are being made to the programs. Second Career and other skills development programs will continue, but in limited ways. Criteria for applicants are under review.
Second Career Strategy
At this time, TCU cannot provide details about upcoming changes to Second Career, only that there will be new rules for applicants. Once these rules are implemented, training will be available for service delivery staff. LeBlanc also said that the demand for Second Career is not slowing down the EO transition.
LeBlanc answered questions about the funding of the 16-month old program. The Labour Market Agreement funded Second Career, with $338M over three years. This fall, due to the high demand for the program, Second Career received an infusion of another $78M, as reported in the Globe and Mail. The new money comes from the Province, LeBlanc reported, and is not siphoned out other employment programs.
Self Employment Benefit (SEB)
TCU also reported all SEB money for this fiscal year has been spent, and to ensure that people already enrolled are fully served, no new applicants will be accepted. TCU is not entering into any new agreements this fiscal year for this program, but will do so next year with new guidelines. Agencies struggling to manage current SEB costs should talk to their local TCU project manager. As revised guidelines for the programs are developed, service providers will be asked for their input.
Labels: ACTEW_Activities, Meetings_and_Events, MTCU_Updates
Thursday, October 15, 2009
ACTEW Members Meeting, Oct. 19
ACTEW invites members to a teleconference meeting on Monday October 19 from 4:00 to 5:00 pm.
This meeting will include a report on the Service Delivery Advisory Group (SDAG) meeting with MTCU that will take place earlier the same day. The ACTEW meeting will focus on Employment Ontario issues particular to agencies that provide employment and training services for women.
The SDAG meets with MTCU about Employment Ontario design, planning and implementation. At the last SDAG meeting in August, SDAG members were told that MTCU would arrange a teleconference prior to EO roll-out. While it is likely that SDAG members will receive information about the roll-out during the meeting on October 19, we have not yet received the agenda to confirm this.
If you would like to attend the ACTEW members teleconference at 4:00 pm on October 19, please RSVP to barbara@actew.org to pre-register and receive login information.
This meeting will include a report on the Service Delivery Advisory Group (SDAG) meeting with MTCU that will take place earlier the same day. The ACTEW meeting will focus on Employment Ontario issues particular to agencies that provide employment and training services for women.
The SDAG meets with MTCU about Employment Ontario design, planning and implementation. At the last SDAG meeting in August, SDAG members were told that MTCU would arrange a teleconference prior to EO roll-out. While it is likely that SDAG members will receive information about the roll-out during the meeting on October 19, we have not yet received the agenda to confirm this.
If you would like to attend the ACTEW members teleconference at 4:00 pm on October 19, please RSVP to barbara@actew.org to pre-register and receive login information.
Labels: ACTEW_Activities, Meetings_and_Events, MTCU_Updates
Tuesday, October 13, 2009
MTCU Update on Second Career and OSEB
Due to very high numbers of applicants, MTCU has officially limited access to popular training programs.
MTCU announced on October 7 that it has reduced the number of people served in the future by Second Career Strategy. Applications for January will be accepted on a first-come, first-serve basis. New assessment criteria for applications are being implemented.
As well, applications to the Ontario Self Employment Benefit program are no longer accepted.
MTCU encourages job-seekers to access other programs offered by employment service providers.
Read the letter from the ADM to service providers
MTCU announced on October 7 that it has reduced the number of people served in the future by Second Career Strategy. Applications for January will be accepted on a first-come, first-serve basis. New assessment criteria for applications are being implemented.
As well, applications to the Ontario Self Employment Benefit program are no longer accepted.
MTCU encourages job-seekers to access other programs offered by employment service providers.
Read the letter from the ADM to service providers
Labels: MTCU_Updates
Tuesday, September 29, 2009
MTCU Focuses on Second Career Strategy
While there is still no official word on the implementation of the Employment Ontario, MTCU distributed a letter last week on its popular retraining program.
Ten-thousand people entered college programs this September thanks to Second Career Strategy. However, MTCU reports that this rate is not sustainable. A letter from ADM, Laurie LeBlanc, to Employment Ontario service deliverers warns that changes to the program are necessary.
Read the letter.
Ten-thousand people entered college programs this September thanks to Second Career Strategy. However, MTCU reports that this rate is not sustainable. A letter from ADM, Laurie LeBlanc, to Employment Ontario service deliverers warns that changes to the program are necessary.
Read the letter.
Labels: Issues_and_Trends, MTCU_Updates
Tuesday, September 22, 2009
The Downward Trend: EI Training for Women in Ontario
Ten percent less women are receiving EI training then five years ago, ACTEW has learned from a review of EI data for the province.
It's not news that women are less likely to eligible for EI. The Canadian Centre for Policy Alternatives reported in 2007 that only 32% of women were eligible for EI compared to the national average of 36%. In Ontario, there are, on average, three men receiving regular benefits for every two women.
Women's ineligibility for EI means that two-thirds do not have access to the financial cushion that insurance provides between jobs. It also means that two-thirds of work-ready Canadian women are unable to access EI-funded training opportunities. And those ineligible women are likely to be in poorly paid, unstable, precarious work -- the very people who could benefit from training opportunities.
But EI eligible women also seem to be missing out on training. In reviewing Statistics Canada's EI data for Ontario, ACTEW has found a disturbing new training trend among EI recipients.
Last year, only 21% of EI trainees were women -- for a monthly average of 936 trainees, a year-end total of 11,230 trainees. In comparison, 79% of EI trainees in Ontario in 2008 were men, for a total of 41,060 trainees.
Training for EI eligible women in Ontario is on the wane:
• 2008 had the lowest number of female trainees and the greatest percentile difference between the sexes ever recorded by Statistics Canada (the data begins in 1975)
• in 2007, 25% of training recipients were women;
• in 2006, 27% were women; and
• in 2005, 29% were women.
Prior to this, women's participation in EI training hovered around one-third or 33%.
More research is required to determine why this trend is occurring.
See ACTEW's updated factsheet on Employment Insurance for more on women's level of access.
http://www.actew.org/projects/pwpsite/snapshots/ei.html
It's not news that women are less likely to eligible for EI. The Canadian Centre for Policy Alternatives reported in 2007 that only 32% of women were eligible for EI compared to the national average of 36%. In Ontario, there are, on average, three men receiving regular benefits for every two women.
Women's ineligibility for EI means that two-thirds do not have access to the financial cushion that insurance provides between jobs. It also means that two-thirds of work-ready Canadian women are unable to access EI-funded training opportunities. And those ineligible women are likely to be in poorly paid, unstable, precarious work -- the very people who could benefit from training opportunities.
But EI eligible women also seem to be missing out on training. In reviewing Statistics Canada's EI data for Ontario, ACTEW has found a disturbing new training trend among EI recipients.
Last year, only 21% of EI trainees were women -- for a monthly average of 936 trainees, a year-end total of 11,230 trainees. In comparison, 79% of EI trainees in Ontario in 2008 were men, for a total of 41,060 trainees.
Training for EI eligible women in Ontario is on the wane:
• 2008 had the lowest number of female trainees and the greatest percentile difference between the sexes ever recorded by Statistics Canada (the data begins in 1975)
• in 2007, 25% of training recipients were women;
• in 2006, 27% were women; and
• in 2005, 29% were women.
Prior to this, women's participation in EI training hovered around one-third or 33%.
More research is required to determine why this trend is occurring.
See ACTEW's updated factsheet on Employment Insurance for more on women's level of access.
http://www.actew.org/projects/pwpsite/snapshots/ei.html
Labels: ACTEW_Activities, Issues_and_Trends, Resources_and_Research
