National Recruitment and Retention Stakeholders Committee
Labour Market Framework for Yukon
National Recruitment and Retention Strategy
Draft Action Plan 2013-2016
Draft version, December 13 2013
Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
New Actions
Objective
Actions
Stakeholders
Resources
Monitoring Actions
Timeline
Outputs
Indicators
Current Situation
Evaluation
2016 projection Outcomes
Indicator
Current
Situation
2013 projection
Stakeholders
are satisfied
with the impact
of the
strategy’s
implementation
Regular
meeting
with a
satisfactory
participant
turnout
Regular
meeting
are
organized
Stakeholders
are engaged
and satisfied
with the
progress made
regarding the
implementation
Governance an practise Goal: Stakeholders implement the LMF National Recruitment and Retention Strategy together
Implementing
the LMF National
Recruitment and
Retention
Strategy
National Recruitment
and Retention
Stakeholders
Committee continue to
monitor and assess the
implementation of the
National Recruitment
and Retention Strategy
of the Labour Market
Framework for Yukon
Any
stakeholders
interested or
impacted by
recruitment
and retention
Specifically:
President,
Board of
Directors
members and
human
resources
representatives
of: Crown
corporation,
Yukon
Government,
Whitehorse
Chamber of
Commerce,
Yukon Chamber
of Commerce,
Chamber of
Mines,
Corporation in
the energy.
Mines and
resources
sectors,
Northwestel,
In kind
contribution by
attending the
meetings
From 2013to 2016
Committee members
assess the
implementation of the
LMF National
Recruitment and
Retention Strategy on a
regular basis
Committee members
monitor the
implementation of the
LMF National
Recruitment and
Retention Strategy
Committee members
advise the chairs on
changes to make to the
Action Plan and any
related issues regarding
recruitment and
retention efforts and
initiaitives
# of stakeholder
attending the
LMF National
Recruitment and
Retention
Stakeholders
Committee
meeting
# of meeting per
years
Stakeholder met
on a regular basis
since 2010.
Stakeholders
participate
actively in the
committee
Progress
Report
developed
and
published
# of issues
identified and
recommendation
made to
Annual Progress Report
on the implementation of
the strategy published
each month of March
Co-chair model in place
(with a YG and a non-YG
as chairs)
1
Draft version December 13, 2013
Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
AFY, Yukon First
Nations,
Multicultural
Centre,
municipal
governments,
Association of
Yukon
Community
Strategic Goal 1.0: Recruitment Facilitates Yukon employers’ ability to recruit suitable employees.
1.1 Increase the
awareness of the
Yukon as a
desirable location
to work and live.
1.1.1 Promote a variety
of communication tools
available to use for
recruiting hard to fill
positions
1.1.1 A) Promote a
variety of
communication tools
available for Yukon
employers to use for
recruiting hard to fill
positions
Yukon
Government
(Advanced
Education
Branch,
Economic
Development,
Tourism)
Multi-cultural
Centre
Private Sector
Employers
City of
Whitehorse
Yukon
Chamber of
Commerce
Funds for content 2014-2015
development/web
design
Stakeholders In
kind contribution
Content (Multi-Media
and Videos living/working in Yukon)
developed
Promotion of Yukon (e.g.,
quality of life, health
care, wages,
opportunities, economic
growth, outdoors,
environment)
Better communication
among stakeholders and
with the targeted
audience
Marketing campaign
developed
Yukon
Chamber of
Mines
Effective partnerships
established: Linked
efforts to Economic
Development, Yukon
Mines and Training
Association and the
Yukon’s Hospital
Corporation
Association
Coordinated approach to
Whitehorse
Chamber of
Commerce
# of employers
using developed
websites
Collaboration
among employers
and government
in the promotion
of the existing
tools developed
Newsletters
content
mentioned the
communication
tools developed
Candidates
recruited by
stakeholders used
information tools
developed
Website
developed:
Yukon
Community
Profiles,
WorkFutures,
Invest Yukon
Promotional
campaign are
implemented
Visitors to web
sites/ social
media find
attractive and
vibrant site that
effectively
promotes
Yukon as a
place to live
and work
Partnerships are
established
Recruitment and
Retention
Committee
established
Yukon Human
Resource
Manager
Association
established
2
Draft version December 13, 2013
Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
francoyukonnaise
promote existing tools
Existing newsletter
mentioned the existing
tools
Association of
Yukon
Community
Candidates recruited
used the information
tools developed by
stakeholders
Links to employment
sites, posted jobs, and
support (e.g., multicultural centre)
1.1.1 B) ) Promote a
variety of
communication tools
available for students to
use for finding career
and employment
information
Yukon
Government
(Advanced
Education
Branch, Yukon
Public Schools)
Multi-cultural
Centre
Private Sector
Employers
City of
Whitehorse
Yukon
Chamber of
Commerce
Funds for content 2014-2015
development/web
design
Information session given
in schools throughout
Yukon
Information
shared among
stakeholders
Stakeholders In
kind contribution
Stakeholders of the LMF
Recruitment and
Retention committee are
informed of any new
development
Student from
Yukon Public
Schools are
informed about
the information
available
Multiple
stakeholders are
disseminating
careers and
employment
information
through
numerous
channels
Students are
informed about
careers and
employment
possibilities in
Yukon
Students from
Yukon Public
Schools are
guided to access
the information
available
Whitehorse
Chamber of
Commerce
Yukon
Chamber of
Mines
3
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
Association
francoyukonnaise
Association of
Yukon
Community
Commission
Scolaire
Francophone
du Yukon
Skookum Jim
Friendship
Centre
Schools
Councils
Group of
Careers
practitionners
Yukon First
Nation
Employment
Training
Officers
National
Recruitment
and Retention
Stakeholders
Committee
1.1.2 Yukon’s
representatives
participate to career
and college fairs across
Canada to advertise
career possibilities and
Yukon
Government
Career and
College Fairs
Private Sector
Employers
In kind
contributions by
stakeholders (by
example by
Yukon First
2014
More exposure of the
Yukon as a place to live
and work at job fairs
# of employers
who attend
career fairs
People in skilled-trades
are connecting with
employers
# of workers who
accept positions
in Yukon from
Yukon Hospital
Corporation send
representatives
to job fairs in
Canada
Yukon actively
promotes itself
as a place to
live and work at
career fairs
Demand for
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
available positions
Nations
National
Recruitment
and Retention
Stakeholders
Committee
1.1.3 Yukon host
international and
national conferences of
professional
associations as an
approach to promote
Yukon to professionals.
Yukon
Government
sending their staff
tom these events)
Effective websites
City of
Whitehorse
Incentives for
organizations
developed by
Yukon Convention
Bureau
Chambers of
Commerce
members
In kind
contribution by
stakeholders
2016
Participation to careers
and college fairs (by
example Destination
Canada)
career fairs
Increase of conferences
# Number of
professional
association
approached to
organize their
conferences in
Yukon.
National Conferences
hosted in Yukon
Yukon
Convention
Bureau
National
Recruitment
and Retention
Stakeholders
Committee
Yukon Education
1.1.5 Education, Career,
and Volunteer Expo
organized annually
Volunteer
Yukon,
Volunteer Yukon,
Yukon College in
kind contribution
and funding
Yukon College,
Yukon
Chamber of
Commerce,
Sponsorship by
the industry
More
organizations
chose Yukon as a
place to host
their
conferences.
Yukon actively
promotes itself
as a place to
live and work
5 years Housing
Strategy (20132018)
Yukon is a more
affordable
place to live as
a result of the
Yukon Housing
Strategy
implementation
Stakeholders
planned an
Education,
Career, and
Volunteer Expo
The Education,
Career, and
Volunteer Expo
is seen as an
effective event
by employers,
students and
sponsors
# of organization
who choose to
host their
conference in
Yukon.
Crown
Corporation
1.1.4 Participating in
the Yukon Housing
Strategy
skilled trades
and other
employment
opportunities
met due to
exposure at
career fairs
2014
Ongoing
Annually
Liaison with the Yukon
Housing Strategy
established
# of meetings
attended
Student, job seekers and
job planners have access
to employment related
information and contacts
# of exhibitors
Information
shared with
Recruitment and
Retention
Committee
# of entries
# of sponsors and
contributions
Whitehorse
5
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
Chamber of
Commerce
Yuwin
AFY
National
Recruitment
and Retention
Stakeholders
Committee
1.1.6 Launch an Info
and marketing
campaign to recruit
specialized skilled
position
Public Service
commission,
Yukon Education
Funding
2014
Campaign realized
# of employer
aware of the
campaign
No campaign
launched
Stakeholders
work together
in a
collaborative
way to improve
recruitment in
the Territory
Department of
Education
2015
Yukonners studying
outside Yukon are
recognized as valuable
# of programs to
hire recent
graduates among
Yukonners
Grad Corps
Local students
have assistance
from programs
to find
employment in
Yukon after
graduation
Advanced
Education
Branch,
Chambers of
Commerce and
Mines
Department of
Tourism and
Culture
National
Recruitment
and Retention
Stakeholders
Committee
1.2 Increase the
return rate of
Yukon students
who leave for
school and return
back to Yukon for
work
1.2.1 Increase number
of local students who
return from university
and have educational
backgrounds applicable
to jobs to which they
are applying
Advanced
Education
Branch,
Public Service
Commission,
Yukon
Chamber of
Economic
Development
Option for leveraging the
Yukon student grant as
financial incentive are
developed
# of applicants to
those programs
Step Programs
Incentives for employers
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
to hire recent graduated
are explored and
developed
Commerce
National
Recruitment
and Retention
Stakeholders
Committee
1.2.2 Work and
mentorship
opportunities are
available for returning
students to find
employment in their
field
Yukon
Government
Chamber of
Commerce
Chamber of
Mines
Yukon College
First Nations
Governments
Yukon Hospital
Corporation
Yukon Business
Yuwin
Volunteer
Yukon
A Return to Yukon
indicator is developed
Department of
Education
2016
Recent graduates are
mentored and assisted to
find relevant jobs in
Yukon
Best practises of
mentorships initiatives
are identified and
promoted
Evaluation of
mentorships initiative
performed
Step Program and Grad
Corp Program ongoing
Monitor # of
returning
students who are
still trying to find
permanent
employment in
their fields
Monitor # of
returning
students who find
successful work
opportunities
Grad Corp is
offered to recent
graduates
Step program is
offered to recent
graduates
Ad Hoc
mentorship
offered.
Career
counselling and
mentoring
services are
offered by Yukon
College, AFY,
YCOD,
Employment
Central,
Multicultural
Centre, LDAY,
YLC, and LDAY
Yukon’s student
at Yukon
College and in
Grades 11 and
12 are aware of
the services
and programs
available
Recent
graduates are
informed of the
Services and
Programs
available to
enter in the
labour market
Mentorship
initiatives are
improved
National
Recruitment
and Retention
Stakeholders
Committee
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
1.3 Increase the
recruitment of
underrepresented
groups, such as
aboriginals,
persons with
disabilities,
visible minorities,
youth, older
workers, social
assistance
recipients, and
women in trades.
1.3.1 Develop a
“Navigator” for smallmedium size businesses
Department of
Education,
1.4 Attract
people to Yukon
for specialized
and hard-to-fill
positions.
1.4.1 Develop a
marketing and
recruitment initiative to
support
industry/business
recruitment efforts
(worker attraction) for
skilled trades
Chambers of
Commerce
1.4.2 Assessing
regulation/licensing in
order to improve the
recruitment of skilled
workers in the mining
sector
Chamber of
Mines
Yukon
Chamber of
Commerce
In kind
contribution by
stakeholders
2015
“Navigator” developed
Inventory of best
workplace integration
practises developed
Whitehorse
Chamber of
Commerce
Navigator
develop
Best practises on
workplace
integration
practises
inventory made
No Workplace
Integration
Strategy in place
Underrepresented
groups are
successfully
integrated their
workplace
National
Recruitment
and Retention
Stakeholders
Committee
Yukon Education
funding
2014
Initiative realized
Chamber of
Mines
# of people in
trades reached by
the initiative
No coordinated
initiative
launched
Industry
/business are
supported
Increase of the
labour force
National
Recruitment
and Retention
Stakeholders
Committee
Advanced
education
Branch
Business
owners have
access to
resource to
implement
effective
workplace
integration
practises
In kind
contribution from
stakeholders
involved
2014
Assessment of
regulation/licensing to
improve the recruitment
of skilled mining workers
is made
Assessment
developed
Existing
regulations are
barriers to
effective
recruitment
Recruitment of
skilled workers
in mining sector
is more
effective
The Mining
Producers
Group
8
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
CNIM
WCB
National
Recruitment
and Retention
Stakeholders
Committee
1.5 Increase the
employment of
temporary casual
workers.
1.5.1 Integrating
successfully temporary
Foreign Workers into
the labour market
a) Reduce cost of
testing for temporary
foreign workers
1.5.1 B) Scoping the
barriers to employment
faced by temporary
foreign workers
Public Service
Commission,
Advanced
Education
Branch
In kind
contributions by
stakeholders
2014
Info sheet developed
Cost of testing
CTF is designed to
improve successful
labour market
integration of temporary
foreign workers
Testing limits the
possibilities of
the temporary
foreign workers
Agreement is reach to
decreased cost of testing
Public Service
Commission,
Advanced
Education
Branch
In kind
contributions by
stakeholders
2015
Inventory (scope)
developed Recruitment
and Retention
Committee members
participated in the
development of the
scope.
Temporary
foreign workers
are part of the
labour market
Inventory
developed
Temporary
foreign workers
face barriers
performing in the
labour market
Employer can
use an effective
Temporary
Foreign
Workers
Program
Making sure
that employers
knows about
Temporary
Workers
Program
Employers are
aware of the
barriers faced
by the
temporary
foreign workers
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
1.6 Improve
Yukon
employers’
access to
information/tools
to support their
ability to recruit
employees.
1.6.1 Informing the
business community on
information and data
affecting recruitment
and retention efforts
and initiatives
1.6.2 Websites
promoting the benefits
of living and working in
the Yukon are well
interconnected
Yukon
Education
National
Recruitment
and Retention
Stakeholders
Committee
Yukon
Education,
EcDev,
Tourism, HSS,
Mines, NGO
Advanced
Education staff,
EcDev staff,
Recruitment and
Retention
Stakeholders
Committee
No funding
required
2014
LMI Dashboard to be
compatible with this
landing page
Landing page
developed
Development of an
internet landing page.
Need for
horizontal
collaboration to
present data in a
comprehensive
approach.
Information expected by
employers is published
on the landing page and
in person through the
Recruitment and
Retention Stakeholders
Committee
2014
Identified relevant
websites are well
interconnected
No LMI
dashboard for
Yukon available
online.
Employer have
easily access to
relevant, timely
and accurate
information
regarding
recruitment
and retention
The Yukon
Bureau of
Statistics “portal”
and SWEP exist
# of websites
identified and
interconnected
YG Websites are
numerous and
some of them
refers to each
other but the
overall situation
shows a lack of
planned
interconnection
Web users can
navigate easily
from a YG
Website to
another as they
are well
interconnected
Strategic Goal 2.0 Retention: Enhance Yukon employers’ ability to retain skilled employees.
2.1
Increase
the awareness of
the importance
of employee
retention.
No action proposed
10
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
2.2
Improve
2.2.1 Promote
Yukon
integration support
employers’
into community
access to
information/tools
to support their
ability to retain
employees.
To be replaced
by:
Develop and
improve Yukon’s
employers’ ability
to retain
employer.
2.2.2 Sharing
onboarding process
among employers
2.2.3 Enhancing
networking among
stakeholders
Whitehorse
Chamber of
commerce,
Yukon chamber
of Commerce,
AFY, Yukon First
Nations,
National
Recruitment
and Retention
Stakeholders
Committee
Advanced
Education Branch
funding
ongoing
Social networking event
for employers and job
seekers are organized
# of networking
session organized
for job seekers
and employers
Regular events
are organized by
numerous
business oriented
organizations.
Specific regular
networking
event are
available for
employers and
job seekers
Whitehorse
Chamber of
Commerce,
Yukon Chamber
of Commerce,
Yukon
Education,
Economic
Development,
Recruitment
and Retention
Stakeholders
Committee,
HRMA, Yukon
First Nations,
AFY, National
Recruitment
and Retention
Stakeholders
Committee
In kind
contribution from
stakeholders
On going
Implement basics prior to
the first day on the job
# of employers
using onboarding
practises
Recognize
onboarding takes
place over time.
Milestones used (
30 – 60 – 90 –
120 days on the
job up to 1 year
postorganizational
entry)
Employers have
a better ability
to retain
employees by:
Attending
workshops
provided;
Recruitment
and Retention
stakeholders
Committee
meetings;
implementing
onboarding
best practises.
Yuwin and
Whitehorse
Chamber of
commerce,
Yukon Chamber
In kind
contribution from
stakeholders
Networking
events organised
by the
Whitehorse
Chamber of
Increase
visibility and
participation of
stakeholders in
the networking
Design and implement
formal orientation
programs
Create and use written
onboarding plans
Consistently implement
onboarding
Monitor progress over
time
Engage key stakeholders
in planning
Include key stakeholder
meetings
Workshop developed on
onboarding practises
Official
networking
Events
organised
on an
Networking event
organised
# of employers
participating in
the networking
events
11
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Labour Market Framework: National Recruitment and Employee Retention Strategy: Draft 2013-2016 Action Plan
of Commerce,
Public Service
Commission,
Yukon
Education, AFY,
Yukon First
Nations,
National
Recruitment
and Retention
Stakeholders
Committee
2.3
Increase
employers’
awareness of the
barriers to
employee
retention.
2.3.1 Development of a
survey to assess why
employees come here
To be replaced
by:
Increase
employers
awareness of the
reason of what
employees
appreciate about
living in Yukon
Business
owners,
Chamber of
commerce,
Yukon
Education,
Public Service
Commission,
Yukon First
Nations, Yukon
Bureau of
Statistics
National
Recruitment
and Retention
Stakeholders
Committee
Commerce on a
regular basis
annual basis
events
proposed.
Employers
expand their
knowledge on
recruitment
and retention.
In kind
contribution from
Recruitment and
Retention
Stakeholders
Committee
2014
Employee survey are
organized
# of employee
engaged in the
process
Data on
employee
satisfaction is not
available
Employers have
access of data
from their own
employee.
Employers are
aware about
what are the
reason why
their employee
likes living in
Yukon
12
Draft version December 13, 2013