Thompson Youth Employment Community Plan 2011-2016

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BullMarket Consulting Ltd. This plan has been funded by Service Canada and consists of a five-year plan of action to address the employability needs of youth with barriers in Thompson.

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The 5-Year Thompson Youth Employment Community Plan 2011-2016 has been written and prepared under contract by BullMarket Consulting Ltd. for Service Canada. Please note: The report has not been updated since the date of issuance; that it should be read as a whole; and, that it has been prepared for specific purposes described in the Contract. Please contact the contractor with any questions pertaining to the information contained within this report: BullMarket Consulting Limited Tammy Lee Marche, President Box 940 Thompson, MB R8N 1N7 204.679.5436 [email protected]

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The funding for the 5-Year Thompson Youth Employment Community Plan 2011-2016 was provided by Service Canada and could not have been brought forward without the time, energy and commitment of the individuals that collaborated on this project. • Dr. Karen Rempel - Centre for Aboriginal and Rural Education Studies, Brandon University • Geordie Lancaster - Graduate Student and Researcher, Brandon University (Youth

Employment and Employer Survey data analysis). • Gordie Crate - Program Officer, Service Canada • Velma McCombie - Senior Development Officer, Service Canada We would also like to thank the individuals that completed the Youth Employment and Employer Surveys, the members of the Thompson Youth Employment Advisory Committee, and the organizations that assisted us with distributing the youth survey: Thompson Youth Advisory Committee:

1. Adam Driscoll - Wilderness Program Supervisor, MacDonald Youth Services 2. Cat Cogle - Steps to Success, Adult Literacy and Essential Skills Training, YWCA

Thompson 3. Christopher Sauve -Sexual Exploitation of Youth Outreach Worker, Boys and Girls

Club 4. Jade Carleson - Street Involved Youth Outreach Worker, Boys and Girls Club 5. Jo-Anne White - Assessment Officer, YWCA Thompson

Organizations that assisted with the 2011 Youth Employment Survey distribution:

• Boys and Girls Club of Thompson • Manitoba Keewatinowi Okimakanak • Ma-Mow-We-Tak Friendship Centre, Northern Circle of Youth • Thompson Neighbourhood Renewal Corporation • Thompson Public Library • YWCA Thompson

All of the contributors to this project showed their commitment to youth in our community and provided guidance that was essential in making the survey a success.

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In October 2010, several communities in rural Manitoba and Service Canada initiated a project aimed at identifying the strengths and barriers faced by youth in obtaining and retaining employment in rural Manitoba. The project involved 11 communities or regions in rural Manitoba (Flin Flon, The Pas, Thompson, Dauphin/Russell, Swan River, Brandon, Neepawa/Minnedosa, Deloraine, Selkirk, Portage La Prairie, Morden/Winkler, and Steinbach), the Centre for Aboriginal and Rural Education Studies in the Faculty of Education at Brandon University, and administrative staff from Service Canada. In addition to a comprehensive data set, the project involved the development of (a) processes to establish Youth Advisory Committees in each community and (b) documentation of the 5-year plan for youth with barriers in each of the communities based on a common framework. Further, the Centre for Aboriginal and Rural Education Studies in the Faculty of Education at Brandon University will amalgamate the information from the 11 community plans into one document. On behalf of the community of Thompson, Service Canada contracted BullMarket Consulting Ltd., a communications consulting firm based in Thompson, to complete the project, and from January to March 2011, we implemented the project by initiating the development of the Thompson Youth Employment Advisory Committee, conducting a survey of both youth and employers, and consulting with youth serving agencies. The focus demographic of the project was individuals classified as “priority youth” by Human Resources and Skills Development Canada. Priority youth have at least one of the following barriers to employment:

• High school non-completion • Disability • Aboriginal ancestry • Health, drug and/or alcohol-related problems • Residence in a rural or remote location • Lone (single) parent • Visible or ethnic minority • Low levels of literacy and numeracy • Language barriers • Street involvement • Contact with justice, child welfare or social assistance system • Homeless or at-risk of becoming homeless • Lack of social supports: family, friends or community supports • Poor self-management and/or behaviour management abilities • Other

From January to February 2010, 160 youth between the ages of 15 and 30, and 30 representatives from local businesses completed the surveys. The purpose of the surveys was to assess the barriers and challenges that both youth and employers faced with regards

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to youth employment. This plan has been developed out of the survey results with a specific focus on question 28 of the Youth Survey (p. 25), “What factors are preventing you from working or getting a different job?” The factors that were stated by the youth as barriers to employment reflect education, work experience, transportation and training barriers. The factors are:

1. Lack of education; 2. No previous experience; 3. I don’t have transportation; and, 4. I don’t have the right qualifications.

The 5-Year Thompson Youth Employment Community Plan 2011-2016 consists of the following five goals:

1. Establish and manage a youth employment advisory committee. 2. Increase the education level of youth between the ages of 15 and 30. 3. Improve the availability of skills development programs and services that address the

skills youth are lacking as reported within the 2011 Youth Employment and Employer Surveys.

4. Increase the employability of youth by creating awareness among youth and employers with regards to employer and employee expectations and youth and employer challenges.

5. Address the transportation barriers that youth face in achieving education and employment in Thompson.

This plan is organized into the following sections:

• Section 1: Mission statement, Mandate and Terms of Reference for the Thompson Youth Employment Advisory Committee.

• Section 2: Background Information including demographics (population and age characteristics), labour force information, local economic trends, baseline information from the 2011 Youth Employment and Employer Surveys, and a short summary of related plans in the community of Thompson.

• Section 3: Priority Areas, Goals and Outcomes have been developed by the youth advisory committee and were derived from the 2011 Youth Employment and Employer Survey results.

• Section 4: Annual Work Plan 2011-12 details the goals, objectives, activities, outputs, anticipated outcomes, and indicators of the priority areas recognized by the youth advisory committee.

• Section 5: Year-at-a-Glance Summary Sheet will be utilized to review the previous years outcomes and indicators.

• Section 6: References includes important references or sources used within the plan.

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Ultimately, this plan provides a comprehensive strategy for the Thompson Youth Employment Advisory Committee and the community of Thompson to address the employment barriers of youth by utilizing the results of the 2011 Youth Employment and Employer Surveys.

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Name: Thompson Youth Employment Advisory Committee Mission Statement: To work together to assist youth in achieving their potential by supporting actions that promotes employment, education, and an increase in community involvement. Mandate of the Committee: To reduce youth employment barriers, identified within the Thompson 5-Year Youth Employment Community Plan 2011-2016, by implementing Annual Work Plans, conducting regular consultations with youth, and supporting programs and services that address the needs and concerns of youth. Terms of Reference:

a. Scope of the Committee • Provide feedback about the ideas, issues, alternatives, and proposals discussed

at meetings. • Identify issues (priority areas), recommend actions (objectives and activities),

and ensure that concerns and expectations are understood and considered prior to decision-making.

• Work together to develop an understanding of the issues, set out a plan of action (5-year community plan and 1-year action plan), and identify solutions.

b. Governance

• Decisions will be made by consensus where a majority will approve a given course of action; however, the majority agrees to go along with the course of action with modifications.

• A minimum percentage of 2/3 of the committee will be required for decision-making purposes.

• The committee will keep a record of meetings as a record of decisions made, rather than a record of minutes.

c. Responsibilities of Members

• Understand the goals, objectives and desired outcomes of the project. • Take a genuine interest in the project’s outcomes and overall success. • Act on opportunities to communicate positively about the project.

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• Actively participate in meetings through attendance and discussion and offer insights, recommendations, opinions and ideas.

• Support open discussion and debate and encourage fellow committee members to voice their insights.

d. Membership on the Committee

• Membership will be selected based on knowledge of youth with barriers, ability to represent the interests of stakeholders, and ability to help resolve any project issues.

• The committee will have a minimum of six (6) members and a maximum of 10 members.

• Members of the committee can send proxies to meetings. Proxies are entitled to participate in discussions and the decision-making process.

• Each member will be entitled to one (1) vote.

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Thompson Community Profile

The City of Thompson is the third largest city in Manitoba and home to a diverse population of 14,023 people (Thompson and Planning District Sustainable Community Plan 2010 estimate). Known as the Hub of the North, Thompson is the regional trade and service centre of northern Manitoba, representing an additional 36,000 – 65,000 Manitobans. As such, it has all of the services and amenities of a much larger urban centre. The city is located 739 kilometers north of Winnipeg. Selected Characteristics Youth between the ages of 15 and 29 comprise 23.7% of Thompson’s total population. This is significantly higher than the Canadian national average of 19.6% (Census 2006). Thompson - Total Population

Total % of Total Population Male Female

Total population 13,445 - 6,880 6,565 15 to 19 years 1,170 8.7 585 575 20 to 24 years 1,000 7.4 500 500 25 to 29 years 1,020 7.6 495 525 Median age of the population 29.7 - 30.0 29.5 % of pop. 15 and over 73.2 - 73.1 73.3

Source: Statistics Canada 2006 Census 90% of those who completed the 2011 Youth Employment Survey were self-identified as Aboriginal. According to Statistics Canada 2006 Census, the Aboriginal population accounts for over one-third (36%) of the total population in Thompson; the highest population of Aboriginal people compared to any other city in Canada. The 2006 Aboriginal Population Profile for Thompson, produced by Statistics Canada, states that “Aboriginal youth aged 15-24 living in Thompson had slightly higher school attendance rates than their non-Aboriginal counterparts (56% versus 52%)”. However, “almost half (48%) of Aboriginal men and over a third (35%) of Aboriginal women aged 25-64 had less than a high school education, compared to 23% and 18%, respectively, of their non-Aboriginal male and female counterparts” (Statistics Canada).

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Aboriginal Identity Population Aboriginal Identity Non-Aboriginal Identity Total

4,915 8,490 13,405 Source: Statistics Canada 2006 Census In 2006, Aboriginal youth between the ages of 15 and 29 comprised 21% of the total Aboriginal identity population. Aboriginal Youth Population Comparison

Source: Statistics Canada 2006 Census

Labour Force From 2001 to 2006, the local working age population increased by 3%, the total workforce by 1%, while the number of people actually working decreased by almost 1%. Labour Force-City of Thompson

Thompson 2001 2006 Pop. 15 and over 9,520 9790 Labour Force 7,390 7,490 Employment 7,030 6,975 Unemployment 7% 6.9%

Source: Statistics Canada 2006 Census In 2006, compared to four selected cities in Manitoba and to the province as a whole, Thompson not only had the highest employment rate at 71%, it had the highest unemployment rate at 7%; indicating that in Thompson there are employment opportunities

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but not enough qualified individuals to fill the positions. Also, labour force participation rates are 76% higher in Thompson than in the selected cities and the province as a whole. Labour Force Opportunities and High Demand Skills According to Statistics Canada Census 2006, there were 7,365 individuals in the total experienced labour force1 15 years of age and older in Thompson, 2,110 (28.6%) were working in sales and service occupations, 1,245 (16.9%) were working in trades, transport, equipment operating and related occupations, and 1,675 (22.7%) were working within business, finance, administration, social sciences, education and other government services. Only 350 (4.8%) of the total experienced labour force were working in health occupations.

High Demand Skills in Northern Manitoba High Demand Skills in Northern Manitoba Specific Skills

General Written and Verbal Communication Skills

Ability to listen, speak and write, in order to transmit or receive information clearly.

Analytical Problem-Solving Ability to recognize and define problems, design and implement solutions and evaluate results.

Group Effectiveness, Interpersonal and Teamwork Skills

Ability to work with others for the purpose of problem-solving, innovation and process improvement.

Time Management Ability to schedule and prioritize work for self and others and to use time efficiently.

Presentation Skills Ability to organize information and communicate through public presentations using a variety of media including overheads and PowerPoint presentations.

Negotiation and Conflict Resolution

Ability to handle difficult situations, clients and/or co-workers and work out reasonable solutions for all involved.

Technical Reading and Writing Ability to read technical documents and manuals as well as write instructions and procedures for a variety of technical processes and protocols.

Supervisory Skills

Ability to assign and co-ordinate projects, and ensure that the work is done on time and to quality standards. These skills are especially valuable when combined with experience doing the work of those being supervised.

General Computer Skills Ability to use various computer applications and programs such as spreadsheets, databases, word-processing and various operating systems. Keyboarding skills.

Environmental Assessment Ability to conduct an environmental assessment using a number of interrelated skills including data interpretation, risk assessment and knowledge of hazardous waste handling.

Source: Manitoba Research Alliance 1 Refers to persons 15 years and over, excluding institutional residents who, during the week (Sunday to Saturday) prior to Census Day (May 16, 2006), were employed and the unemployed who had last worked for pay or in self-employment in either 2005 or 2006.

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Local Trends: Thompson Aboriginal Accord For the first time in its history, the City of Thompson showed its commitment to the Aboriginal community by signing the Thompson Aboriginal Accord. In June 2009, the mayor of Thompson and six representatives from Aboriginal organizations and governments signed the accord; including, Keewatin Tribal Council, Manitoba Keewatinowi Okimakanak, Manitoba Metis Federation, Nisichawayasihk Cree Nation (Nelson House), the Northern Association of Community Councils and the Thompson Urban Aboriginal Strategy. The accord states that, the “City of Thompson is dedicated to strengthening its relationship with Aboriginal governments and peoples in and around the Thompson region.” The accord provides a framework for the development of agreements based on positive relationships between the municipal government and Aboriginal peoples. Vale - Future Development On November 17, 2010, Vale, formerly Inco Limited, announced the closure of its refining and smelting operations in Thompson by 2015. They estimated that 500 jobs would be lost and that most of these job losses would be achieved through attrition. Initially, the announcement sent shock waves through the community as Vale employees, local residents, businesses and the local, federal and municipal governments speculated on what the economic impact would be on the city of Thompson. However, through Vale commitments it is believed that the actual job losses will be minimal. Quote:

We see a strong and long-term future for our operations in Manitoba. It’s a future that will look different than it does today, but it is one that we believe will allow our operations to continue there for many, many years to come and one that will allow Thompson to remain a vibrant and important contributor to the northern Manitoba economy.

Vale CEO Base Metals, Tito Martins In a press release on November 17, 2010, Vale announced the closure of its surface operations in Thompson; however, the release also announced Vale’s commitment to Thompson through five specific investments:

1. Focus on developing new sources of ore to create a long-term, sustainable mining base.

2. Current plans at the company’s Birchtree Mine see operations continuing well beyond 2020.

3. Aggressively pursuing new mine development opportunities in northern Manitoba at both the Thompson 1-D and Pipe-Kipper deposits (representing a potential investment of more than $1 billion in Thompson and Manitoba’s mining future.)

4. Investing $150 million to upgrade its tailings containment facilities in Manitoba, which will aid the transition to a sustainable mining and milling future.

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5. Continuing an aggressive exploration program in the Thompson Nickel Belt that saw more than $25 million in expenditures last year directed at identifying and developing new ore sources for future operations-program continues to generate encouraging results that support a sustainable mine-mill operation well into the future.

Thompson-More than a Mining Town The City of Thompson was built on the mining operations and developments of Inco Limited (Vale) in 1956, and for many years Thompson was considered a mining town; however, in recent years, Thompson has diversified its economy and has been experiencing strong economic growth and expansion. New Business Since 2006, several franchises and local businesses have established themselves in Thompson; including, Tim Horton’s, M&M Meats, Quiznos, Grapes, Staples, Boston Pizza, Minute Muffler, the Brick, Thompson Gas Bar Co-op Limited, Riverlodge Convention Centre, Global Aerospace Centre for Icing and Environmental Research Inc. (jet engine testing), Honda (winter weather testing) and Ardene’s. Business Expansions and Construction Recent business expansions and construction projects include the retrofit of the Thompson Regional Community Centre, Mystery Lake Hotel, Ma-Mow-We-Tak Friendship Centre, Nickel City Motors, MTS Connect, Days Inn, and the I Scream Shack. Current Developments The University College of the North (UCN) is building a new campus in Thompson that includes 24 student family housing units and a childcare centre. The provincial government is funding the project at an estimated cost of $82 million. Construction will begin in the spring of 2011, and the campus will open in the fall of 2013. The new campus will significantly expand educational opportunities in the north, and the student family housing units will enable students with families, mostly from the surrounding communities, to live on-campus with their families. At present, there are students who are accepted to attend the UCN but decline because there is no suitable, accessible and affordable housing available for them and their families. In addition, the new campus will provide more university and college programs and improvements to the trades facilities will triple the number of available trades training opportunities. Other current local developments include: the Suburban Extended Stay Hotel; a hotel development by Tony Chang; Rogers Communications; and several industrial developments. In addition, Manitoba Hydro is in the process of developing two major hydroelectric dam projects located within an hour of Thompson; Wuskwatim Generation Project with an estimated $1.6 billion in capital costs, and the Conawapa Generating Station “estimated to create 13,000 person years of direct and indirect employment over the 8–8.5 year anticipated construction period” (Manitoba Hydro). Furthermore, Vale is pursuing new mine prospects

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and other exploration and development projects, and through the Arctic Gateway Summit, the Manitoba and Nunavut governments have agreed to contribute to a cost-benefit study on a Manitoba-Nunavut all-weather road.

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Baseline Information - 2011 Youth and Employer Surveys

Youth Survey: From January to February 2011, 160 youth between the ages of 15 and 30 completed a 51-question survey. The purpose of the survey was to identify the barriers faced by youth in obtaining and retaining employment in Thompson. Survey criteria included youth between the ages of 15-30, not attending school (regularly), not employed (less than 15 hours per week), and living in Thompson. Each survey participant was provided with a $10 travel allowance and was required to sign a tracking form (to prevent youth from completing the survey more than once). Employer Survey: From January to February 2011, 30 representatives from 30 local businesses completed an 18-question survey. The purpose of the survey was to identify the challenges faced by employers when employing youth. Analysis The surveys included both multiple choice and open-ended questions. All participants were ensured confidentiality, and no reference is given to specific youth or employer names. Data analysis includes presentation of descriptive statistics (frequencies) for survey items in text, tables and figures, as appropriate. Please note: With regard to the presentation of frequency data for multiple choice questions where more than one (1) answer could apply the response percentages may not total 100%. All references to ‘N’ within the survey baseline data refer to the total number of respondents for each specific question.

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Youth Survey Results Key Findings

1. The average age of respondents was 20, with the median age 19.9. (Q.1)

2. Out of 153 respondents, 138 (90%) identified themselves as Aboriginal. (Q.3)

3. On average, the respondents had lived in 1.6 communities in the last year. (Q.6)

4. Just over half (79 or 51%) of the 155 respondents, reported that they did not have a bank account. (Q.11)

5. Out of 155 respondents, 143 (92%) have not graduated from high school. This means that only 12 (8%) of respondents reported that they had a high school diploma, and almost half, 74 (48%) respondents, were over 18 years of age. (Q.18)

6. Out of 148 respondents, the most reported factors preventing employment were “Lack of education” (73 or 49%), “No previous experience” (46 or 31%), “I don’t have transportation” (41 or 28%), and “Don’t have the right qualifications” (40 or 27%). (Q.28)

7. Out of 135 respondents, what should employers do to attract more youth workers, 72 (53%) stated that they should “Schedule work around school time”, 39 (26%) stated that they should “Schedule work around family time”, and 37 (25%) said that they should “Allow time for homework”. (Q.32)

8. 92 (62%) of the 148 respondents stated that they have had bad experiences in the work force. (Q.33)

9. 56 (40%) of the 140 respondents reported that they had used education, training or employment services outside of school. (Q. 41)

10. Out of 113 respondents, the three most reported answers for why they have not used any education, training and employment services were “I don’t know if we have any of these services” (32 or 28%), and “I don’t have access to transportation in order to use the services” and “I don’t need them” 31 (27%) respectively. (Q.43)

11. Only 14% (21 of 149 respondents) reported that they did have a driver’s license. (Q.48)

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Demographic Information 1. What is your age? (N=160)

The average age of respondents was 19.9 years. The majority of respondents were under the age of 20; however, there were a large number who were 30 years old (11%).

2. What is your Gender? (N=160) 59% of the respondents were male.

3. What is your ethnicity? (N=153) 153 respondents answered this question, with 90% self identified as Aboriginal. There were only two response options available, Non-Aboriginal or Aboriginal. Additional response options could be included in future surveys.

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4. How long have you lived in Canada? (N=152) The majority of respondents reported that they had lived in Canada for their entire lives. Fewer than 6% of respondents reported that they had lived outside of Canada for more than 5 years.

5. What are the first 3 characters of your postal code? (N=137) 90% of respondents identified the first 3 characters of their postal code as “R8N”. The second most popular was “R0B” with 6.5%.

• R8N (124) • R0B (9) • R8B (3) • O5I (1)

6. In the past year, what communities have you lived in? (N=119)

On average, the respondents who answered this question had lived in 1.6 communities in the last year. The most common response was Thompson (45%), followed by Winnipeg (16%), Nelson House (11%), South Indian Lake (9%), and The Pas (8%). A complete list of all communities reported is included below.

• Bird (1) • Bloodvein (1) • Brandon (1) • Brochet (4) • Cranberry Portage

(3) • Cross lake (6)

• Leaf Rapids (6) • Lockport (1) • Lorrette (1) • Lynn Lake (4) • Moose Lake (1) • Nelson House (13) • Norway House (3)

• South Indian Lake (11) • Split Lake (4) • St Laurent (1) • Steinbach (1) • Tadoule Lake (1) • Tataskweyak (1) • The Bush (1)

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• Easterville (1) • Flin Flon (1) • Gillam (1) • Gods Lake Narrows

(4) • Gods River (1) • Grand Rapids (1) • Granville Lake (1) • India (1) • Korea (1) • Lac Brochet (4)

• Oxford House (2) • Pelican Rapids (1) • Pikwitonei (5) • Prince Albert (1) • Pukatawagan (3) • Scanterberry (1) • Shamattawa (3) • Sherridan (1) • South End Saskatchewan

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• The North (2) • The Pas (9) • Thicket Portage (2) • Thompson (53) • Thunder Bay (1) • Wabowden (2) • Winnipeg (19) • York Landing (3)

7. Do you have a steady source of income? (N=151)

77% of the respondents reported that they did not have a steady source of income.

8. If yes, please specify about how much? (N=24) The average income of the 24 respondents who answered this question was $256 per week. The responses ranged from $10 a week to $1050 a week.

9. If yes, what is your source of income? (N=96) This question was interpreted differently than anticipated. Only 34 respondents reported that they had a steady source of income but 96 respondents answered this question. Of the 96 respondents who reported on this question, 117 sources of income were selected. This is possible because respondents were allowed to select more than one choice. Family was the most reported source of income, reported by 64% of the respondents. This was followed by Income assistance (27%).

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The “Other” responses included: • Babysitting • Borrowing • Child maintenance, Child tax • Child Tax

• E.I. • Homeless • Independent living. • Seasonal, I am on E.I.

10. If you do not receive a steady source of income, please check why. (N=120)

The majority of the respondents did not receive a steady source of income because they were unemployed, while almost one-quarter said that they did not have a steady income because they did not need it.

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The “Other” responses included: • BCR • Hubby makes income • In care • Medical condition • MYS gives me money

• No Birth Certificate • No SIN number • Not home most of the time • Stay at home mom

11. Do you have a bank account? (N=155) Of the 155 respondents who answered this question, just over half (51%) did not have a bank account.

12. Do you have any savings? (N=153) 83% of the 153 respondents who answered this question said they did not have any savings.

13. What is your marital status? (N=156) The majority of respondents (87%) reported that they were single, 4% were married, and 9% were common-law.

14. Do you have children? (N=155) Almost one-third (31%) of those surveyed reported that they had children. On average, 1.34 children lived with those who reported they had children. The number of children who lived with the respondents ranged from 0 to 6. Of the respondents who said that they had children, 31% said that their children did not live with them.

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15. Are you living with your family? (N=148) 64% of the respondents reported that they lived with their family. Of the 94 respondents who reported that they lived with their family, 46 answered the question regarding how many family members lived with them. An average of 3.74 family members lived with those who reported.

16. How many of these are adults over the age of 18? (N=97) Several respondents misunderstood this question. The question relates back to question 15 regarding how many members of your family are you currently living with. 20 respondents, who indicated that they did not live with their family in question 15, now indicated that some of their family members that they live with are over 18. Caution must be taken when using the results from this question. An average of 2.3 adults were reported to be living with the respondents.

17. How many of these adults are currently working? (N for females=71)(N for males=49) This question was also misunderstood. Respondents who had already stated they did not live with their family were providing numbers regarding how many members of their family they were living with were working. The results, therefore, should be used with caution. There were a total of 76 adult females currently working in the households of the 71 respondents who answered the question. There were a total of 45 adult men currently working in the households of the 49 respondents who answered the question.

Education and Training 18. What is your highest level of education? (N=155)

The most reported level of education was Grade 9–10, while the second most reported level of education was Grade 11 – 12. Over half of the respondents (55%) have not completed grade 11, and the large majority of respondents (92%) have not graduated from high school. This means that only 8% of respondents reported that they had a high school diploma. When almost half (48%) of the respondents are over 18 years of age, this statistic is important to address.

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When asked to specify which university program, two responses were made:

• Bachelor of Arts, Bachelor of Education • Some Courses

19. What education level would you like to achieve? (N=153) Only 7 respondents did not fill out this question supporting the idea that most respondents have the desire to achieve at least a high school education. In fact, almost half (48%) of respondents reported they would like to get some form of education past high school or high school equivalent.

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Employment Experience 20. Do you currently have a job?

85% of those who responded did not have a job at the time of the survey. Among those who had responded that they did have a job, only 2 were year round jobs; 11 were seasonal jobs, 8 were part-time, and 7 were casual jobs.

21. If yes, how long have you been working at this job? (N=16) 16 respondents reported durations of employment ranging from 1 month to over 5 years. 13 of the 16 respondents had been working at their current job for less than 1 year.

22. If yes, how many hours do you work? (N=21) The responses for this question varied greatly, ranging from 1 hour a week to 84 hours a week. The 21 respondents who answered the question averaged 30.9 hours per week. The average in this case might not represent the population because of the large range and small number of responses.

23. How many hours per week would you like to work? (N=44) The responses for this question varied greatly, ranging from 5 hours a week to 99 hours a week; the average was 39.1 hours a week.

24. Do you get paid to work at this job? (N=22) Of the 22 respondents, 19 reported that they were paid for their work, while 3 reported they did not get paid for their work.

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25. If yes, what is your hourly wage? (N=17) The hourly wages of those who responded ranged from $8.30 to $16.00. The average hourly wage was $11.07.

26. If you do not get paid, why not? (N=21) The most reported answers were “I provide child care or household work for my family” (38%) and “I get paid in other ways for my work” (33%).

The “Other” responses included:

• My friend owns a bar so I help out • Fishing • Recycling

27. If you are not working, have you had a job in the past? (N=84)

Of the 84 respondents, 83% reported that they had previously had a job. The respondents were asked to list how many of each job they previously had. The respondents reported that they previously had 45 seasonal jobs (29% of all the jobs) 84 part-time jobs (55% of all the jobs) and 28 casual jobs (18% of all the jobs).

28. What factors are preventing you from working or getting a different job? (N=148) The 148 respondents who answered this question gave 377 responses. The most reported factors preventing employment were “Lack of education” (49%), “No previous experience” (31%), “I don’t have transportation” (28%), and “Don’t have the right qualifications” (27%).


• Applied & waiting • Applied but did not get called back • Childcare is expensive & not enough

availability • Currently going to school • Don't have resume • I'm a single mother of 3 • I'm seeking to apply • Lay off, looking for work in Thompson now • Mental Health Issues

• Middle of moving • Nepotism in my reserve • Never get call backs • No SIN card • No SIN card • Not difficult at all • Other • Taking care of my family • Too lazy

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29. Where have you worked? (N=133) The 133 respondents who answered this question gave 246 responses. The most reported jobs were “Restaurants or bars” (43%) “Grocery or retail stores” (35%) and “Construction” (25%). The “Other” category was the third most popular response; however, half of those who responded this way did not specify where they had worked.


• Archaeology • Brighter Futures • Chambermaid • Fishing • Fishing Resort • Golf Course • Having company • Hotel • Hotel • Inn • Laborer • Laundromat

• Nickel Days • Northern Laundry • Outdoor Rink • Paper Picker • Peer support worker • Public works • Security • Summer Camp • Summer Lodge • TCN Gaming Commission • Wholesale • Youth Leader

30. Where would you like to work? (N=156)

The 156 respondents who answered this question gave 348 responses. The most reported responses were “Construction” (38%), “Restaurants or bars” (31%) and “Oil, gas, mining, lumber” (27%).

The “Other” responses included: • Fishing • Inn • RCMP • Recycling Centre • Social Worker • Summer Camp

• Support work • Video Game Designer • Video Games • Writing-Self Employed • Youth Centre • Youth Program

31. What occupation or profession would you like to have? (N=154)

The 154 respondents who answered this question gave 253 responses. The responses were very evenly distributed among the options. All of the specific options had between 14% and 25% of the responses, while “Other” had the most at 29% of the responses.

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• Computer Tech • Animal Cop • Bio-Engineer • Breakdancing, Astronaut • Carpenter (4) • Construction • Councilor • Doctor (2) • Don't know yet • Fire Fighter • Guard • Hairstylist

• Helping out people • Laborer • Millwright • Plumbing • Psychologist • RCMP • Singer • Social Worker (2) • Vet, Bank Teller • Video Games • Youth Worker (3)

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Experience with Employers 32. What should employers do to attract more youth workers? (N=135)

The 135 respondents who answered this question gave 195 responses. The most reported response was “Schedule work around school time” (53%) followed by “Schedule work around family time” (26%) and “Allow time for homework” (25%).


• Advertisement • Be youth friendly • Bulletin Boards • Have more options.

• More money • Play Video Games • Providing training first • Teach

33. Have you had bad experiences in the work force? (N=148)

62% of the respondents who answered this question reported that they have had bad experiences at work. The most reported bad experiences related to physical injury and to bad experiences with management.

The responses that were made included:

• A board dropped on me • Almost died • Almost had grease go in my eyes • Arguing, fighting, lack of respect,

etc. • Bad Management • Conflicts with others, accidents,

getting hurt • Crummy Managers • Didn't get paid for my work • Getting hurt on the job • Lack of communication • Laid off before Christmas, fired

for not smiling, worked in hazardous conditions.

• Lies about my work habit • Manager was sexist • Nepotism, un-honesty, limited

info, unwanted & felt my opinion, experience & education didn't matter. *this is on the reserve

• No transportation & employer fired me

• Shoveling snow, sanding a friend’s dad's truck & only receiving $20

• Some mean boss • Stress • They take away from video

games • Time

34. What training or employment flexibility would make obtaining a job easier for you? (N=135) The 135 respondents who answered this question gave 158 responses. There were only two given options. “Some weekends off” (54%) and “Better scheduling of hours” (50%) were almost equally important. The comments for the “Other” choice were almost exclusively related to getting more hours or getting more education for the job.

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• 40 hours a week • Education • Need more education • Overtime

• Training on site • Ways to maximum my chance • Work as much as I can

35. Where would be the best place for employers to advertise if they are looking for youth

employees? (N=147) The 147 respondents who answered this question gave 375 responses. The most reported responses were “Newspaper” (65%) and “Internet” (55%).

Community Involvement 36. Please check the community services that you currently use. (N=145)

The 145 respondents who answered this question gave 577 responses. The most frequently used community services were “Restaurants” (49%), the “Library” (41%), and the “Drop-in Centre” (38%). The least used community services were the “Adult Literacy Centre” (11%), the “Church” (11%), and the “Park” (14%).

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• Babies Best Start • CFS-MYS • Cleaning hometown • Futures

• Leap • McDonald Youth Services • Northern Circle of Youth • Pupil Work

37. What community activities do you participate in? (N=116)

The 116 respondents that answered this question gave 167 responses. Respondents had the highest rates of participation in “Cultural groups” (45%) and “Sports teams” (34%). The “4H” (1%) and the “Church group” (7%) had relatively low rates of participation.


• Aboriginal childcare center (New Beginnings)

• Babies Best Start • Fairs • Hang outs

• Nickel Days • Outside activities • Play Guitar • Sports • Video Games

38. Have you volunteered in your community? (N=145)

Just under half (49%) of the respondents reported having volunteered in their community. The most commonly reported examples of volunteer work included:

• Cleaning (9) • Working with children (7) • Coaching or helping with sports (4) • Helping those less fortunate (3)

39. What do you do for leisure activities? (N=155)

The 155 respondents who answered this question gave 544 responses. The most popular leisure activity was “Hang out with friends” (72%) followed by “Watch TV” (65%) and “Use the computer” (57%).


• Go for walks • Play Games (2) • Play guitar (2) • Snowboard

• Stuff with my children (2) • Talk with people • Video Games

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40. How many hours/week do you spend on leisure activities? (N=132)

On average, the respondents reported they spend 43.8 hours per week on leisure activities. The number of hours spent on leisure activities ranged from 0 to 168 (24 hours a day, 7 days a week). The concept of leisure activities was obviously interpreted differently by different people. Caution should be used when using the data from this question.

Education, Training and Employment Services 41. Have you used any education, training, or employment services in your community other

than school? (N=140) 40% of the respondents had used education, training or employment services outside of school.

42. If yes, what services have you used? (N=70) The 70 respondents who answered this question gave 94 responses. The most reported services were “Employment services” (60%) and “Job site training programs” (37%). Relatively few respondents used “English as a second language programs” (7%) or “Adult literacy programs” (11%).


• Archaeology • Community Youth Leader • CPR • Cutting hair

• Fishing • Leap • Parenting speeches • Wecihitowin

43. If you have NOT used any education, training, and employment services in the community

please tell us why. (N=113) The 113 respondents that answered this question gave 131 responses. The three most reported answers were “I don’t know if we have any of these services” (28%), “I don’t have access to transportation in order to use the services” (27%), and “I don’t need them” (27%).

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• Lack of employment opportunities • I would like to if I had the

opportunity • Need Childcare (2) • Nepotism, I have education &

training but it does not matter

• New in Canada • No opportunities • Not educated • Occupied • They don't get paid much

44. Do you plan to stay in your community? (N=144) If no, why not? (N=26)

58% of the 144 respondents reported that they are planning to stay in their community. This means that 42% are planning on moving. The most common reason given for wanting to move away was for employment reasons (6) followed by educational reasons (4).


• No work available, all good jobs go to experienced workers

• Access job experience elsewhere • Cause it sucks in this small town • Continuing education in another

town • For work

• Move for schooling • Moving to Brandon to be

closer to my son • Need change • No home • No jobs • Nomadic

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• Got to move on • I don't think those people like us • I don't want my son growing up

here because of the pick-up in violence

• I like to travel • I want to move my family in a

year • If I get called back to work I will

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• Not enough housing available

• Not enough jobs • Nothing to do • Too much gang activity • Too small • Try to become a doctor • Want to move back to

Winnipeg, more options and for school

Looking Ahead 45. What are your plans for the next year? (N=154)

The majority of respondents reported that their plans for next year include “Get a job” (72%) followed by “Go back to school” (18%).


• Make a studio album • Stay home with family

Personal and Life Skills 46. Please check which of these tasks you are able to do. (N=148)

The skill that the respondents reported on the most was “Cooking” (N=136), and on average “Cooking” was the skill that respondents felt the most able to do (between good and fair). “Childcare” was also identified as a skill that respondents felt comfortable with (between good and fair). Respondents were least confident at the tasks of “Income tax” and “Mechanical skills”.

47. Do you have a social insurance number? (N=148) Of the 148 respondents who answered this question, 70% reported that they did have a social insurance number.

48. Do you have a driver’s license? (N=149) Of the 149 respondents who answered this question, only 14% reported that they did have a driver’s license.

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49. Can you live independently? (N=145) Of the 145 respondents who answered this question, 56% reported that they were able to live independently.

50. Would you be interested in attending any training workshops? (N=124) Of the 124 respondents who answered this question, 81% reported that they would be interested in attended training workshops. 101 respondents reported which training workshops they would like to attend. The most frequently reported training workshop was “CPR” (71%). The other workshops were close in frequency, ranging from “Money management” (38%) to “interview preparation” (26%).


• Hairstyling • Life Skills (2) • RCMP

• Video Game Design • Work Studies

51. What personal skills do you already have, need or would like to have? (N=147) The skills that respondents reported they already had were “Verbal skills” (63%), “Writing skills” (55%), and “Communication skills” (55%). The skills reported as being needed the most were “Technical skills” (39%) and “Math skills” (36%). The skills that the

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respondents reported they would like to have the most were “Other” (39%), “Interpersonal skills” (36%), and “Technical skills” (35%).

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Employer Survey Results Key Findings: 1. On average, there were more female employees (8.2 per business) than male employees

(4.8 per business). In total, employers reported having 254 female employees and 143 male employees. (Q.2)

2. Out of 30 respondents, the majority (22 or 73%) reported having difficulty finding qualified applicants for jobs they were trying to fill. (Q.11)

3. Ranging from 1 representing not much of a problem to 3 representing the biggest problem,

the respondents identified “Lack of youth willing to work” (2.41), “Lack of workplace skills” (2.26), and “Life style problems” (2.19) as the biggest problems when hiring youth employees. “Transportation issues” (1.44) was identified as not much of a problem. (Q.12)

4. The majority of respondents (18 or 60%) reported that they require no minimum level of

education for their employees. (Q.13) 5. With 1 representing poor and 3 representing good, the respondents reported that their

youth employees were best with “Computer skills” (2.79), “Verbal skills” (2.45) and “Technical skills” (2.41). The respondents reported that their youth employees were poorest with “Organizational skills” (1.79) and “Interview skills” (1.89). (Q.14)

6. Out of 30 respondents, 15 (50%) stated that service agencies could “Provide training in

customer service” to help raise the employability of youth, and 14 (47%) stated that they could “Help youth prepare for interviews”. There was 1 reported “Other” that stated that all options were important. (Q.17)

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Demographics and Workplace Characteristics 1. On average, how many employees do you have? (N=30)

The respondents reported an average of 12.5 employees, with a range from 2 employees to 60 employees.

2. What is the number of female and male employees in your business? (N=30) On average, there were more female employees (8.2 per business) than male employees (4.8 per business). In total, 254 female employees and 143 male employees were reported.

3. What type of business do you have? (N=30) The most reported types of businesses were “Grocery or retail store” (40%) and “Restaurant or bar” (27%). “Producer Services” (10%) and “Trades” (3%) were also reported.


• Day Spa • Employee Settlement • Hotel

• Multi-Family Property • Non-profit • Sign-Computer

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4. What are the first 3 characters of your postal code? (N=30) All of the businesses had “R8N” as the first 3 characters of their postal code.

5. How many positions in your business are full-time? Part-time? (N=30) The number of full-time employees ranged from 1 to 43, and the number of part-time employees ranged from 0 to 45. On average, there were 7.1 full-time employees and 5.2 part-time employees per business. In total there were 370 employees reported, 58% were full-time and 42% were part-time.

6. How many positions in your business are seasonal? (N=30) Of the 30 respondents, 8 reported that they had seasonal employees. Those who reported that they had seasonal employees reported having between 2 and 4 employees and an average of 2.4 per business.

How long is this season? (N=9)

9 respondents answered this question and the average length of their seasonal work ranged from 1 to 4 months with an average of 2.7 months.

If seasonal, what season of the year? (N=7)

7 respondents answered this question and the responses included:

• Christmas buying season (4) • Summer (2) • Summer & Christmas buying season (1)

7. How many positions in your business are for casual employees? (N=27)

27 respondents answered this question. The number of casual positions ranged from 0 to 50. The average number of casual positions per business was 4.1; however, this statistic does not describe the data very well because the majority (59%) of the businesses had 0 casual positions. 3 of the businesses made up 80% of the casual positions reported.

8. How many managerial positions do you have? (N=30) The number of managerial positions ranged from 0 to 8 and the average was 2.5 positions per business. In total, there were 74 managerial positions reported.

9. How many low-skilled positions do you have? (N=23) The number of low-skilled positions ranged from 0 to 45, and the average was 5.7 positions per business. In total there were 131 low-skilled positions reported.

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10. How many years has your business been located in this community? (N=28) The average business reported that they have been in their community for 17.7 years. The range of responses was from 4 months to 50 years.

Hiring Experiences 11. In the past 12 months, have you had any difficulty finding qualified applicants for any of

the jobs that you were trying to fill? (N=30) The majority (73%) of the respondents reported having difficulty finding qualified applicants for jobs they were trying to fill. There was a wide range of positions that employers were having difficulty filling. Positions ranged from sales associates to cooks to managers.

The responses included:

• Assistant Manager • Bridal Assistant • Clerk • Computer Tech • Cooks • Entry Level Positions • Estheticians, Hair Stylists • Every position, Management,

Servers, Bartenders, Kitchen Help

• Every position, Management, Servers, Bartenders, Kitchen Help

• Every position • Human Res. Co-od, VLT Clerk,

Cooks, Wait Staff, Room Attendants, Front Desk Clerk

• Installation, Management, General Staff

• Manager • Part-Time, 3rd Key • Preparing food & serving

customers • Product Consultants • Sales • Sales Associate • Sales Associate • Sales, Collections, Delivery • Sandwich Maker

12. What challenges do you face when trying to hire youth employees for your business? (N=29) Ranging from 1 representing not much of a problem to 3 representing the biggest problem, the respondents identified “Lack of youth willing to work” (2.41), “Lack of workplace skills” (2.26) and “Life style problems” (2.19) as the biggest problems when hiring youth employees. The issue that was identified as not much of a problem was “Transportation issues” (1.44).

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Education and Workplace Skills of Employees 13. What is the minimum education level that you require for your employees? (N=30)

The majority (60%) of the respondents reported that they required no minimum level of education for their employees. 34% of respondents reported that their employees required a high school diploma or GED.

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14. How would you rate the current skills of the youth employees that you hire? (N=29) With 1 representing poor and 3 representing good, the respondents reported that their youth employees were best with “Computer skills” (2.79), “Verbal skills” (2.45) and “Technical skills” (2.41). The respondents reported that their youth employees were poorest with “Organizational skills” (1.79) and “Interview skills” (1.89).

15. What skills do employees need to have for your business? (N=30)

Ranging from 0 representing not needed at all to 3 representing very important, the respondents reported that “Customer service” (2.97) “Communication skills” (2.97) and

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“Verbal skills” (2.93) were the most important skills for their employees. “Technical skills” (2.17) and “Computer skills” (2.20) were ranked as the least important. Even though these were the lowest ranked skills, they were still ranked quite high; therefore, they were not unimportant to employers.

16. Do you provide any workplace training for your youth employees? (N=28) 89% of the respondents indicated that they do provide workplace training for youth employees. 24 respondents reported on the type of workplace training they offer. The most commonly reported workplace training included “Customer Service” (12) “Food Preparation” (7) and “Workplace Health and Safety/WHIMIS” (6).

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The responses identified as “Other” included:

• Cares, Health & Safety, Loss Prevention

• Computer on site • Continuous Finance, customer

Service, Product & Sales Training, Always ongoing

• Corp. Designed Training • Customer Service, Food Prep, It's

good business • Customer Service, Food Prep, It's

good business • Customer Service, Food

Preparation • Customer Service, P.O.S. • Customer Service • Drink Making, Safety & Sanitary,

Cleaning, Sanitizing, Customer Service & some WHIMIS

• Easyhome Specific Training • Employee Settlement Program

Training • Hands On • Health & safety, Basic Selling

• In House-Level1, Customer Service, Product Knowledge, Food Prep (samples)

• Job Related • Manitoba Tourism Education in

Customer Service, Food Handling • OJT by a crew trainer, company

will provide promotional training like Basic Shift Management, Advance Shift Management, etc.

• Online Courses related to Business

• Proposal Writing, First Aid, Computer, Job specific, Communication (writing & oral)

• Sales, Customer Service • Whatever is needed to get the job

done • WHIMIS, Food safe, MB Best

Customer Service, It's good business-Responsible Service

• WHIMIS, Food safe, MB Best Customer Service, It's good

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Skills, Product Knowledge business-Responsible Service

17. What is the most important thing that service agencies could do to help raise the employability of youth? (N=30) The two most reported responses were “Provide training in customer service” (50%) and “Help youth prepare for interviews” (47%).

There was 1 reported “Other” response which was:

• All are important; most youth are not employable in this community.

Youth Employability Services for Employers and Employees 18. In the past 12 months have you used any youth employability services for employers and

employees? (N=29) Only 12 of the respondents reported using any type of employability services. Every service was used by at least one respondent. The employability services that were used the most by employers were “Canada Summer Jobs” (4) and “Career Focus” (4). There were many absent responses in the data for this question; only 182 responses were made out of the desired 330 responses (if everyone reported on every service). This may be an indication that respondents were not familiar with the services, or they were confused about the question.

There were 4 “Other” responses that included:

• Attempted, but no possible, acceptable applicants • Job Bank • MTEC training programs, WCB programs • Student work experience

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Related Plans in the Community!!!

A Vision and Path: A 5-Year Quest to Aboriginal Youth Health and Wellness 2010 – 2015 Funded by the Thompson Urban Aboriginal Strategy, the Quest consists of a five-year action plan to address the Aboriginal youth health and wellness issues in Thompson. BullMarket Consulting Ltd., in collaboration with the Thompson Neighbourhood Renewal Corporation, produced the report that identifies 12 areas of focus (major themes) with an adherence to a Medicine Wheel framework. The areas of focus were derived from the results of the 2010 Aboriginal Youth Health and Wellness Survey, and consultations with youth, youth serving agencies, Elders and other key stakeholders. Each area of focus is separated into the four human traits (mental, physical, emotional and spiritual): Mental

1. Education, Training and Economic Expansion 2. Addiction, Crime and Safe Environments 3. Communication and Collaboration

Physical 4. Social, Recreational and Youth Involvement 5. Inspiration, Art and Creativity 6. Health, Housing and Transportation

Emotional 7. Self-Esteem, Self-Worth and Self-Care 8. Child and Family Care 9. Counseling and Support Services

Spiritual 10. Cultural Awareness, Knowledge and Activities 11. Gender, Sexuality and Expression 12. Environmental Beautification and Preservation

An executive youth committee supported by the Thompson Neighbourhood Renewal Corporation and the Thompson Urban Aboriginal Strategy is responsible for implementing the plan. Please contact the Thompson Neighbourhood Renewal Corporation office at 204.677.0760 or [email protected] for more information on this plan.

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Thompson Homelessness Community Plan 2010-2014 Funded by Service Canada, and developed by BullMarket Consulting Ltd. in collaboration with the Thompson Homelessness Advisory Board, the Thompson Homelessness Community Plan provides an analysis of homelessness services, data on availability and use of these services, a community profile, identification of issues related to and effecting homelessness in Thompson, as well as a detailed action plan consisting of the following six priority areas:

1. Support the emergency shelter to ensure that the support services that it provides continue to operate and assist the homeless population with moving into greater housing stability.

2. Increase the number of transitional housing units in Thompson. 3. Increase the number of supportive housing units in Thompson. 4. Increase the availability of non-Residential Facilities to address the basic needs of

homeless adults and youth in Thompson. 5. Support programs and services that address basic skills development for those who

are homeless or at-risk of homelessness in order to enable them to transition from homelessness to self-sufficiency.

6. Support community coordination, partnership development and data management to strengthen the community’s response to preventing and reducing homelessness.

The Thompson Homelessness Advisory Board is responsible for implementing the plan and will use it as a guide for selecting projects that will be funded by Service Canada over the next three years. For more information on this plan please contact Service Canada:

Gordie Crate, Program Officer at 204.677.7125 or [email protected].

Velma McCombie, Senior Development Officer at 204.726.7781 or [email protected].

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Priority Areas The following priority areas as well as the goals and outcomes for the 5-Year Thompson Youth Employment Community Plan 2011-2016 have been derived from the data results of the 2011 Youth Employment and Employer Surveys, and from the guidance of the Thompson Youth Employment Advisory Committee.

Immediate (short-term) Priorities • Strengthen the Thompson Youth Employment Advisory Committee by

ensuring that there is a broad representative membership. • Distribute and ensure the 5-year community plan is available to youth service

providers, skills development and training organizations, youth themselves, and other resource centres within Thompson.

• Increase the high school education level among youth by working with youth serving agencies.

• Develop a plan that will assist youth in acquiring essential documents that will increase their employability; i.e. birth certificates, SIN numbers and bank accounts.

• Work with the City of Thompson to increase the availability and accessibility of transportation; i.e. increase the availability of bus passes.

Intermediate (medium-term) Priorities • Evaluate the 2011-2012 Annual Work Plan, and create an annual work plan

for the following year, 2012-13. • Ensure that there is a continued commitment to increase the educational

level of youth within the advisory committee and within the City of Thompson. • Work with employers to address the challenges that they face when hiring

youth and develop solutions; i.e. support a program that focuses on expectations in the workplace.

• Work with the community, organizations, businesses and youth to develop alternative transportation options for youth; i.e. implementing a carpool option for youth.

Long-Term Priorities • Ensure continued interest in the 5-year community plan by Service Canada

and within the City of Thompson. • Decrease the high school dropout rate of youth and increase the number of

high school graduates. • Assess the status of employer and employee relationships by conducting a

survey with youth and employers that evaluates their perceptions and opinions, and document any changes in these perceptions and opinions from the 2011 Youth Employment and Employer Surveys.'

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Priority Areas, Goals and Outcomes! Goal 1: Establish and manage a youth employment advisory committee. Priority Areas Thompson Youth Employment Advisory Committee

Anticipated Outcomes An effective Youth Employment Advisory Committee

Short-term Strengthen the youth advisory committee by including representatives from key youth serving organizations in Thompson. Generate committee stability by establishing the mandate, mission and terms of reference of the committee. Evaluate past activities and create a work plan for 2012-13. Intermediate Evaluate the 2011-2012 Annual Work Plan, and create an annual work plan for the following year, 2012-13. Long-term Ensure continued interest in the 5-year community plan by Service Canada and within the City of Thompson.

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Goal 2: Increase the education level of youth between the ages of 15 and 30. Priority Areas Education

Anticipated Outcomes Increase in the number of high school graduates and a decrease in the youth dropout rate.

Short-term Collaborate with education and skills development service providers to share the community plan as a way to address the barriers of youth with regards to employment and education. Support one organization in creating a project to help youth increase educational levels; i.e. by collaborating with First Nations representatives, the Brandon VOICE Project, or the Boys and Girls Club’s Youth Build program. Intermediate Ensure that there is a continued commitment to increase the educational level of youth within the advisory committee and within the City of Thompson. Long-term Decrease the high school dropout rate of youth and increase the number of high school graduates. Increase the number of youth who are pursuing a postsecondary education.

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Goal 3: Improve the availability of skills development programs and services that address the skills youth are lacking as reported within the 2011 Youth Employment and Employer Surveys. Priority Areas Skills Development

Anticipated Outcomes An increase in the availability and youth participation in skills development programs and services that focus on increasing the employability of youth between the ages of 15 and 30.

Short-term Communicate the skills development results of the Youth Employment and Employer Surveys to youth service providers and skills development and training educators within Thompson. Work with youth service providers and skills development and training educators to develop a plan to ensure youth have a birth certificate and SIN number (i.e. R.D. Parker and the Boys and Girls Club). Work with youth service providers and skills development and training educators to develop a plan to assist youth with opening and acquiring a bank account. Intermediate Work with employers to address their challenges when hiring youth and develop solutions to address these challenges by implementing a skills development program that focuses on youth awareness of workplace expectations. Long-term Increase participation in skills development programs and services. Work to ensure funding availability for programs and services. Monitor the progress of the revised skills development programs and services.

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Goal 4: Increase the employability of youth by creating awareness among youth and employers with regards to employer and employee expectations and youth and employer challenges. Priority Areas Disconnect between employers and youth employees.

Anticipated Outcomes An increase in the number of youth employed, and an increase in the awareness levels of both employers and employees with regards to the other parties expectations and challenges.

Short-term Create and distribute a flyer that promotes positive employer and employee behaviors. Intermediate Long-term Assess the status of employer and employee relationships by conducting a survey with youth and employers that evaluates their perceptions and opinions, and document any changes in these perceptions and opinions from the 2011 Youth Employment and Employer Surveys.

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Goal 5: Address the transportation barriers that youth face in achieving education and employment in Thompson. Priority Areas Availability and access to transportation.

Anticipated Outcomes An increase in the number of financial aid options for youth that will increase their mobility and address their transportation needs.

Short-term Work with the City of Thompson to increase the availability and accessibility of bus passes; i.e. to accept referrals from youth service providers for youth who need and would benefit from a bus pass. Intermediate Work with the community, organizations, businesses and youth to develop and implement a carpool option for youth. Long-term Increase the mobility of youth in Thompson by developing and supporting a program that assists them in getting their drivers license and accessing the transportation services available in Thompson. !

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Objective Activities Outputs Indicators 1.1 Strengthen the youth advisory committee by including representatives from key youth serving organizations in Thompson.

Invite all youth Aboriginal and non-Aboriginal service providers to a meeting to discuss the committee and their potential involvement in the committee. Present them with the Priorities, Goals and Objectives of the 5-year Thompson Youth Employment Community Plan 2011-2016.

The development of a representative advisory committee member list that includes a wide range of service provider representatives in Thompson.

The committee is represented by six (6) to 10 committee members that represent a broad range of individuals and organizations that works with youth, and includes local representatives from Aboriginal and non-Aboriginal serving agencies (i.e. MKO, Ma-Mow-We-Tak and Awasis).

1.2 Generate committee stability by establishing the mandate, mission and terms of reference of the committee.

Hold a meeting to establish the foundational documents that detail the mandate, mission statement, and terms of reference of the committee. Have everyone on the committee sign the foundational documents.

The development of a written document consisting of the mandate, mission statement and terms of reference for the committee.

Everyone on the committee is presented with the foundational documents of the committee. Committee members are attending meetings, and a record of minutes is established and recorded at all meetings.

1.3 Evaluate past activities and create a work plan for 2012-13.

In February 2012, prepare an annual report for 2011-12 and create a work plan for 2012-13.

A report is developed that includes a summary of the Annual Work Plan 2011-12, key priorities, objectives, and an evaluation of objectives, discussion of findings and recommendations for a new set of annual objectives, activities and indicators.

A report is developed that includes a summary of the Annual Work Plan 2011-12, key priorities, objectives, and an evaluation of objectives, discussion of findings and recommendations for a new set of annual objectives, activities and indicators for 2012-13.

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Goal 1: Establish and manage a Youth Employment Advisory Committee

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Goal 2: Increase the education level of youth between the ages of 15 and 30.

Objective Activities Outputs Indicators 2.1 Collaborate with education and skills development service providers to share the community plan as a way to address the barriers of youth with regards to employment and education.

Share the 5-year youth community plan. Discuss the results of the survey with regards to barriers to employment and education. Brainstorm solutions to youth barriers. Schedule a follow-up meeting to discuss actions and progress to date.

The development of a plan to address youth employment and educational barriers in Thompson. A follow-up meeting is scheduled to assess actions and progress to date.

Three education and skills development service providers receive a copy of the 5-year plan and are involved in creating a plan that addresses the barriers of youth (i.e. representatives from adult literacy programs, R.D. Parker High School and the Northern Circle of Youth). A follow-up meeting is scheduled to discuss actions and progress to date, and to plan future actions.

2.2 Support one organization in creating a project to help youth increase educational levels; i.e. by collaborating with First Nations representatives, the Brandon VOICE Project, or the Boys and Girls Club’s Youth Build program.

Work in collaboration with a youth serving organization/program to support the creation of a project that will increase the education levels of youth (i.e. a program that addresses the life skills challenges of youth.)

A program is supported and six (6) youth have increased their level of education and addressed their barriers to employment.

A program is supported that increases the education levels of youth. Six (6) youth increase their level of education and address their barriers to employment by accessing and completing the program.

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Goal 3: Improve the availability of skills development programs and services that address the skills youth are lacking as reported within the 2011 Youth Employment and Employer Surveys.

Objective Activities Outputs Indicators 3.1 Communicate the skills development results of the 2011 Youth Employment and Employer surveys to youth service providers and skills development and training educators within Thompson.

Meetings will be held and contact made with youth service providers and skills development and training educators to discuss the results of the youth and employer surveys with regards to skills development. Brainstorm how to get more youth interested and involved, and discuss alternative advertising methods.

Key findings of the surveys will be presented with a specific focus on skills development programs. A list of solutions will be created for the attendees to use as a guide.

Two meetings will be held with youth service providers and skills development and training educators. At the first meeting, a list of solutions and actions will be developed and presented to the attendees. At the second meeting, attendees will discuss their implementation of the solutions and present recommendations and create an action plan for the future.

3.2 Work with youth service providers and skills development and training educators to develop a plan to ensure youth have a birth certificate and SIN number (i.e. R.D. Parker and the Boys and Girls Club).

Hold a meeting with youth service providers and skills development and training educators to discuss and develop a plan to ensure youth have a birth certificate and SIN number.

One (1) meeting held with three (3) youth service providers and skills development and training educators represented. A written plan will be given to all in attendance. 15 youth acquire both a birth certificate and SIN number.

One (1) meeting held with three (3) youth service providers and skills development and training educators represented. A written plan will be given to all in attendance. 15 youth acquire both a birth certificate and SIN number.

3.3 Work with youth service providers and skills development and training educators to develop a plan to assist youth with opening and acquiring a bank account.

Hold a meeting with youth service providers and skills development and training educators to discuss and develop a plan to assist youth with opening and acquiring a bank account.

One (1) meeting held with three (3) youth service providers and skills development and training educators represented. A written plan will be given to all in attendance. 15 youth acquire a bank account.

One (1) meeting held with three (3) youth service providers and skills development and training educators represented. A written plan will be given to all in attendance. 15 youth acquire a bank account.

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Goal 4: Increase the employability of youth by creating awareness among youth and employers with regards to employer and employee expectations and youth and employer challenges.

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Objective Activities Outputs Indicators 4.1 Create and distribute a flyer that promotes positive employer and employee behaviors.

Create a flyer. Distribute the flyer to youth service providers and skills development and training representatives, organizations, and resource libraries throughout the City of Thompson.

A flyer is distributed throughout the community of Thompson.

400 copies of the flyer are distributed throughout the city to youth service providers, skills development and training educators, to the membership at the Chamber of Commerce, and other resource centres. Youth and employers will receive the flyer, and they will be more aware of the positive behaviours expected of them.

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Goal 5: Address the transportation barriers that youth face in achieving education and employment in Thompson.

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Objective Activities Outputs Indicators 5.1 Work with the City of Thompson to increase the availability and accessibility of bus passes; i.e. to accept referrals from youth service providers for youth who need and would benefit from a bus pass.

Hold a meeting with the City of Thompson’s Public Works department and relevant city councilors to discuss and address solutions to the availability and accessibility of bus passes for youth with barriers in Thompson. A request will be put forward to the City of Thompson that will ask them to implement a referral program for service providers that will assist youth with getting free or reduced rate bus passes.

A youth service provider referral bus pass program will be operating at the City of Thompson.

Establish a system of bus passes for September 2012. Hold three (3) meetings with public works. The development of a plan for increased bus pass availability. Youth will have bus passes to use as a method of transportation to and from work and/or education and skills enhancement programs. The youth transportation barrier will be reduced. Employers will have employees with the skills they require, and their challenges to hiring youth employees will be reduced.

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“Conawapa Generating Station” Manitoba Hydro Projects, Manitoba Hydro Projects. n.d. 10 Apr. 2011. <http://www.hydro.mb.ca/projects/conawapa.shtml>

Statistics Canada. 1996 Community Profiles. n.d. 10 Apr 2011.

<http://www12.statcan.gc.ca/census-recensement/2006/dp-pd/prof/92-591/details/page.cfm?Lang=E&Geo1=CSD&Code1=4622026&Geo2=PR&Code2=46&Data=Count&SearchText=thompson&SearchType=Begins&SearchPR=01&B1=All&Custom=>

“Thompson Aboriginal Accord” June 2009

<http://northernmanitoba.thompson.ca/dbs/cityhall/files/File/Valdine/_Aboriginal_Accord6_Small.pdf>

“Thompson and Planning District Sustainable Community Plan” Aecom. Oct.

2010 <http://cotcityhall.files.wordpress.com/2010/09/sustainable-community-plan-2010-10-12-final.pdf>

“Training Options that would Increase Employment Opportunities for Local

People in Resource Extraction Projects in Northern Communities.” Manitoba Research Alliance on Community Economic Development in the New Economy. Nov. 2004. 3 June 2008. <http://www.manitobaresearchallianceced.ca/Documents/59-land_reclamation_rev.pdf>

“Wuskwatim Generation Project” Manitoba Hydro Projects. Manitoba Hydro. n.d.

10 Apr. 2011 <http://www.hydro.mb.ca/projects/wuskwatim/overview.shtml>

Thompson Youth Employment Community Plan 2011-2016

Documents

Transcript of Thompson Youth Employment Community Plan 2011-2016