1. Im going to be channeling all three….

2. Note Before Watching Many of these slides require delicate interpretation – I have added links and even music to some, but many people have asked for a copy, especially for the historical photographs which puts employment services into context. So with this caveat I make them available. Stephen, August 2011

3. Where we came from Where we are

4. … iam pridem, ex quo suffragia nulli uendimus, effudit curas; nam qui dabat olim imperium, fasces, legiones, omnia, nunc se continet atque duas tantum res anxius optat, panem et circenses. (Juvenal, Satire 10.77–81)

5. … Already long ago, from when we sold our vote to no man, the People have abdicated our duties; for the People who once upon a time handed out military command, high civil office, legions everything, now restrains itself and anxiously hopes for just two things: bread and circuses (Juvenal, Satire 10.77–81)

29. 'Pogey' - from the CBC archives

30. The exhaustees - from the CBC archives

31. Misuse acceptabl e for the maximum benefit Tightest controls to force least possible use

32. RewardPunishment

37. Context: Political Social Economic

38. Treating the Low Serotonin Society Aligning Advanced Capitalism to our Basic Instincts (Chapter Heading) Britain on the Couch Treating the Low Serotonin Society Oliver James

39. ...as more attractive than the other applicants. This can only be achieved by extensive comparison of self and others, both real and imagined. pg 139, Britain on the Couch Treating the Low Serotonin Society Oliver James

40. This creates a preoccupation with self- definition through others, an altered mentality in which building your curriculum vitae and sucking up to potentially useful contacts becomes all- consuming. Pg 336, Britain on the Couch Treating the Low Serotonin Society Oliver James

41. Context: political, social, economic 1946 and 1969 LMI Self sufficiency Anger Management Small, medium, large Training versus Learning Just as wise employers catch up…. Santas

42. WHAT MANAGERS THINK EMPLOYEES WANT (in order) 1. Good wages 2. Job security 3. Promotion/growth opportunities 4. Good working conditions 5. Interesting work 6. Personal loyalty to workers 7. Tactful discipline 8. Full appreciation for work done 9. Sympathetic help on personal issues 10. Feeling in on things

43. WHAT EMPLOYEES SAY THEY WANT (in order) 1. Full appreciation for work done 2. Feeling in on things 3. Sympathetic help on personal issues 4. Job security 5. Good wages 6. Interesting work 7. Promotion/growth opportunities 8. Personal loyalty to workers 9. Good working conditions 10. Tactful discipline This survey first came out in 1946 in Foreman Facts, from the Labor Relations Institute of NY and was produced again by Lawrence Lindahl in Personnel magazine, in 1949. This study has since been replicated with similar results by Ken Kovach (1980) Valerie Wilson, Achievers International (1988) Bob Nelson, Blanchard Training & Development (1991) and Sheryl & Don Grimme, GHR Training Solutions (1997-2001).

44. The year of revolutions – Paris, London, USA - music link

45. Context: political, social, economic LMI Self sufficiency Anger Management Small, medium, large Training versus Learning Just as wise employers catch up…. Santas

47. The words we use What do you call what has happened over the last 2 years?

48. Context Good times – something wrong with you (need help) Bad times – something wrong with the economy (shrug)

49. Said, meant, heard, felt Stephen Hill

50. Ourselves Our families and relatives and dependants Our employer Employers Our agency Our funder The training/ learning status quo – Big academe The government The people Fellow citizens (putting the zen into citizen)

51. Said, meant, heard, felt Who are we working for when…… Consider the following exchanges……

52. Said, meant, heard, felt Im going to send you for training… I can offer you training.. Im referring you to…for training… Go see my buddy Lana, shell set you up – you go up the stairs and theres a blue door on the right… Oh while we are at it, Ive got some time, let me grab my coat…

53. Mentorship Language from Ross Laird Statements to Avoid Whenever Possible Calm down. I'll be with you in a minute. It's not my fault. No one else has a problem with this. I don't make the policy. There's nothing I can do. I can't help you. The rules apply to everyone. We've always done it this way. If you don't like this, you can leave.

54. Mentorship Language from Ross Laird Statements to Work In Whenever Possible Let me help you. I can give you all the time you need. Let's figure this out. Whatever the issue is, I'll help you get it resolved. It's very important to me that you are satisfied with what happens here. You are unique. I'm happy to adapt things for you. I really want you to feel that this is a community and that you belong here. When things don't work so well, we fix them together. I take my role, and yours, very seriously. I will stay with this until we find a resolution.

56. Craigslist is addiction Repeated use, greater use needed to satisfy, just one more and the myth of the perfect high.

57. 201,759 page views looking at 1,976 job adverts

58. Said, meant, heard, felt No time, not structured like that, my program doesnt allow me to…. So who are we working for…

59. Out of the Loop?

60. Idiots! (inspired by Christopher Hitchins)

61. Supremely placed but impotent – frontline! Refugees Immigration Restricted/restrictive services Welfare

62. Meaningless flow charts and graphics….

63. When I feed the poor they call me a saint. When I ask why the poor have no food they call me a communist. Hélder Câmara

64. CCDP?

65. The pupil is thereby schooled to confuse teaching with learning, grade advancement with education, a diploma with competence, and fluency with the ability to say something new. His imagination is schooled to accept service in place of value. Ivan Illich Deschooling Society (1973: 9)

66. 200 reasons why credentialing su*ks

67. 10 reasons why credentialing threatens our ability to drive change, innovation and model creative, spontaneous, workplaces

68. Education Training Grandfathering Wheres talent & passion – clusters of quirkiness Incomprehensible title Job security – actually job dictatorship No taxation without representation Where is apprenticeship and mentoring Standards for admission many of those we work for can only dream of Assistance with the process

69. So a degree is somewhere but a mere diploma is Little Town – oh the arrogance and hierarchy.

70. How much help do we really need to fill in a few forms…….?

71. So employment counsellors cant find work/leads for themselves?!

72. Recognize the artificiality of outcomes imposed by external regulatory bodies. These have limited usefulness and tend to embody the myth of objectivity. Yet outcomes determined by learners -- what am I learning, how will I know when I have learned it? -- can be immensely useful. But such outcomes must grow from the inside, from within the modes of inquiry pursued by learners, and must be adaptable enough to accommodate the ever- shifting landscape of learning experiences. myth of objectivity Thoughts for the Upcoming Semester 2009-09-06 by Ross Laird

73. An Alternative Manifesto Alternative work and action to keep current and certified A workplace innovation A workplace alignment 4 letters Philosophers Cafe 12 blog entries/comments/Enet postings A new pathway 4 marches or rallies A forum for expression for those we serve Mentoring and apprentices

74. Time Limited Services Rate your Vancouver employment service Top 10 Worst 10 New About Links Contact Please enter the name of your program to begin Work work W Its a fake, but why not hand some power back to those we exist to serve?

75. The Irish National Organisation of the Unemployed The frontline government welfare and employment staff are trained by unemployed people!

76. So perhaps the question is not who, or whom, we work for but what do we work for

77. I can't understand why people are frightened of new ideas. I'm frightened of the old ones. John Cage