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Labour Market Planning LMDA Service Delivery Advisory Group September 28, 2006 CONFIDENTIAL – NOT FOR DISTRIBUTION.

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Presentation on theme: "Labour Market Planning LMDA Service Delivery Advisory Group September 28, 2006 CONFIDENTIAL – NOT FOR DISTRIBUTION."— Presentation transcript:

1 Labour Market Planning LMDA Service Delivery Advisory Group September 28, 2006 CONFIDENTIAL – NOT FOR DISTRIBUTION

2 CONFIDENTIAL – NOT FOR DISTRIBUTION- 2 Purpose  Provide SDAG with an overview of initial MTCU perspectives on: — Fall 2006 engagement with stakeholders — Future goals for labour market program planning  Solicit SDAG’s insights on the above Objectives:  Support from SDAG for Fall 2006 proces  Solicit SDAG’s insights on labour market program planning to support continued development of the end-state model

3 CONFIDENTIAL – NOT FOR DISTRIBUTION- 3 Overview 1.The ‘drivers’ for: — Fall 2006 discussions — Local labour market planning 2.Proposed Agenda: 2006 Fall Engagement 3.Straw Model of ‘End-State’: Local Labour Market Planning Process 4.Discussion points

4 CONFIDENTIAL – NOT FOR DISTRIBUTION- 4  As of Jan., 1, 2007, Ontario’s integrated training and employment system will deliver the provincial labour market programs (offered by LMTD) and the Service Canada programs transferring under the LMDA.  Ontario’s planning process must in time integrate and replace existing federal and provincial program-specific processes  The integration of federal and provincial programs provides Ontario with the opportunity to: −improve service to clients, through effective program delivery and better linkages between programs; −develop a consistent approach to local labour market planning which supports provincial priorities, while reflecting regional sensitivity for the mix and blend of programs/services and other unique local priorities; and −implement a model of local labour market planning that reflects the Ministry’s commitment to local or decentralized decision-making. The ‘Drivers’

5 CONFIDENTIAL – NOT FOR DISTRIBUTION- 5 The LMDA includes explicit program planning requirements related to the delivery of employment benefits and measures (EBSMs): With the LMDA, Ontario agreed to:  Integrated local planning involving stakeholders such as employers, unions, training institutions, Ontario Works Service managers, Service Canada offices, Service Ontario offices, local groups and associations, to ensure that each community gets services tailored to meet its needs and that mutual priorities can be identified and communicated. (Annex 3, s3.7)  Set EBSM targets for and each fiscal year thereafter that are mutually agreed upon by Ontario and Canada (LMDA s8.2), to establish mechanisms to set these targets jointly (s8.3) and, when setting these targets, to take into consideration local, regional and provincial economic and labour market circumstances [and] the results achieved in the previous year” (s8.4) and the local level labour market realities and opportunities, individual clients needs, community/partnership capacity and program mix (Annex 5, s3.3)  Ensure that the annual plan Ontario develops to meet these EBSM targets is “informed by local plans developed in consultation with local Service Canada offices, Ontario Works and other sources” (Annex 4, Section bii).  Submit its EBSMs program plan to the federal government for the last quarter of fiscal year no later than October 1, 2006; for each subsequent fiscal year, submit this plan no later than three months prior to the beginning of the fiscal year to which it relates. (s3.2)  Ensure an integrated approach to labour market programming between the LMDA and the LMPA (Annex 4, Section j). The ‘Drivers’ (continued)

6 CONFIDENTIAL – NOT FOR DISTRIBUTION- 6  General approach: −1 regional session facilitated by MTCU Regional Directors −One to two in each region (Central, Eastern, North, and West) −Some sessions to include bilingual capacity (i.e., in the North and eastern Ontario) −Before Dec. 31, 2006 to meet timelines for Ontario’s 2007/08 Annual Plan (LMDA s3.2)  Key participants to include: −Municipal service providers (Ontario Works deliverers, and Aboriginal OW deliverers) −Other provincial ministries including: MCSS, MEDT, OMAFRA, MNDM, MNR, EDU −Service Canada −College partners −Employers/organized labour/education (Local Boards) −Employment sector −Literacy sector Fall 2006 Sessions

7 CONFIDENTIAL – NOT FOR DISTRIBUTION- 7  General objectives: — Solicit feedback on future planning process to begin 2008/09 — Signal MTCU’s plans for ongoing engagement — Build relationships between MTCU’s new regional directors and local stakeholders — Discuss business continuity objective and, if available, implications of program plans for 2007/08 under the LMDA — Initiate the exchange of program information Fall 2006 Sessions

8 CONFIDENTIAL – NOT FOR DISTRIBUTION- 8 Fall 2006 Sessions: Proposed Agenda Labour Market Stakeholder Focus Groups Draft Agenda Items 1. Welcome & Introductions 2. Purpose and Objectives 3. LMDA Program Plans and Business Continuity for 2007/08: - Presentation of Provincial Policy Priorities for upcoming year under LMDA - Business Continuity approach - Presentation of LMDA Program Plans for 2007/08 Proposed Discussion Points: What concerns or issues to you see emerging during the transition process? What opportunities do you see for the upcoming year? Are there things of which we should be aware as we complete our LMDA transition? 4.Straw Model of ‘End-State’ – Proposed Labour Market Planning Framework - Presentation of proposed planning framework - Vision and Desired End-State of Local Labour Market Planning - Proposed Labour Market Planning Principles and Process Proposed Discussion Points: Are there elements that have not been addressed or should be changed / added? What are some of the challenges / barriers associated with implementing this approach? How would you mitigate against them? In your opinion, what is the value in moving to this approach? 5.Next Steps - Summary of how this information/feedback will be used - Next communication with stakeholders, etc.

9 CONFIDENTIAL – NOT FOR DISTRIBUTION- 9 Local Labour Market Planning Process  MTCU’s long-term vision for local labour market planning: −Recognize and build upon existing processes −Ensure client needs are supported by effective, relevant and responsive programs −Afford the opportunity to stakeholders to inform policy and resource decisions in a coordinated way −Position the Government of Ontario to move quickly to respond to our common clients: individual Ontarians, employers and communities −Balance local-regional priorities against provincial priorities/interests such as the need for standards and accessibility Characterized by: −Consistently applied labour market planning/information −Clear roles and responsibilities for participants −MTCU coordination

10 Labour Market Related Program Priorities & Objectives Labour Market Planning Information [e.g., Local Board, Colleges, non-profit groups, etc] LMTD Program Priorities and Objectives, Regional Service Delivery Outcomes and LMI data [MTCU and Service Canada] Integrated Labour Market Planning: Regional/Local discussions Identification of Regional Labour Market Needs / Priorities [1 to 3 year perspective] Inform Government Program Delivery Allocations and Priorities Confirm and Inform Business Plans & Service Priorities Development of Regional LMTD Service Delivery Plans LMTD Program Policy and Allocation Decisions Implementation of LMTD Service Delivery Plans, Reporting & Evaluation I I O I I I In-Year Adjustments / Consultations 360 degree Labour Market perspective Assembly of Labour Market Information Confirmation of Priorities & Program Resource Alignment Service Delivery & Ongoing Monitoring Summer to FallWinterSpring I Inputs / Informs O Outcome MTCU Planning Activities Other Planning Activities Straw Model of ‘End-State’: Local Labour Market Planning (for implementation in ) DRAFT FOR DISCUSSION PURPOSES

11 CONFIDENTIAL – NOT FOR DISTRIBUTION- 11 Discussion Points  What are your opinions about the proposed Fall 2006 sessions?  What do you recommend to support: −credibility with partners; −setting some framework for longer-term planning; and −managing expectations?  Are there additional elements to building a foundation for good relations in future processes which we should consider?  What are some of the challenges/barriers associated with our vision for local labour market planning – end state? How would you mitigate against them?


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