Aboriginal Workplace Readiness Training


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How to manage the transition into the workplace. Readiness best practices. How many programs produce an abundance of enrolees, with few if any graduates. What can you do to turn this equation around.

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Aboriginal Workplace Readiness Training

  1. 1. Building EmployeeExperiences and Awareness of Future Endeavours Thursday 9:15 - 10:15 Infonex Winnipeg 2008 Chris Hylton
  2. 2. AGENDA1. Providing proper job training andpreparation for urban city employment2. Issues and barriers that may arise:employment and cultural awareness3. How to teach your employees to be moreassertive4. Improving employees communication skillsRealities of working in big cities5. Case study on internet learning forAboriginal communities6. Mentoring programs7. Examples of partnerships
  3. 3. About CG HyltonHuman Resource Consultants – Salary grids – Job description reviews – Pay for performance systems – Salary surveys – Department workplansEmployee Benefit Brokers – Benefit reviews, plan design, quotes
  4. 4. 1. Providing proper job training andpreparation for urban employmentJob dutiesSkills requiredEmployee skillsIdentify the gapTrain to overcome the gapFits in perfectly with new workers who are allabout themselves
  5. 5. Sask Nursing and MedicineNational Native Access Program to NursingNNAPN was established in 1985Past funding: Medical Services Branch & Indianand Inuit Health Careers Program - SaskatchewanBranchNNAPN had 196 students come through the springorientation program from 1986 to 1997
  6. 6. NowCurrently a support and retention service for the Nursing Education Program of Saskatchewan (NEPS), Post-RN, LPN, Second Degree Option Program, MN Program and Medical studentsName change: Native Access Program to Nursing/Medicine NAPNMCurrent funding: First Nations Inuit Health Branch , SIAST Nursing Division and the U of S (College of Nursing, College of Medicine) and SaskLearning – Advanced Ed & Employment
  7. 7. Mission StatementSuccess and Excellence for Aboriginal Health Science StudentsGoal: Recruit and retain Aboriginal students in the Bachelor of Nursing Program & the MD Program in the College of MedicineReferrals to other programs
  8. 8. Long Term Vision:Increasing the number of Aboriginal Peoples in the healing careersWorking towards balanced, healthy, Aboriginal communities
  9. 9. Promotion & Recruitment:Career FairsAdvertisingSuper SaturdaysScience CampsPresentationsMailouts Medical Student Little Pine First Nation 2008 Graduate
  10. 10. Promotion & Recruitment:Emphasize math andscience preparation athigh schoolAboriginal role modelshelp with recruitmentefforts in AboriginalcommunitiesNAPN/M website Tanny Yole- Merasty 3rd Year NEPS Class of 2009
  11. 11. Promotion & Recruitment:Keep in touch with graduatesInquiries: SK Toll-free line & e-mailCommunity meetingsProfile students Aboriginal Achievement Week 2007 Nursing students Vanessa Aubichon, Sasha Yole-Merasty, Nicole Marshall, Vanessa Laflamme
  12. 12. Current Statistics: NursingThere are 200+ Aboriginal students in Nursing (Regina,Saskatoon, Prince Albert)NEPS- Saskatoon and Regina sites, accepted 40+ self-identifiedAboriginal Nursing students in 2007 In 2007/08:Saskatoon and Regina will have 57 equity seats – 29 and 28respectivelyPrince Albert has 40 seatsWe have had over 70+ Aboriginal NEPS graduates the past twoyears
  13. 13. MedicineThere are currently 14 Aboriginal students studying in the MD Program: Year One – 6 Year Two – 3 Year Three – 4 Year Four - 114 Aboriginal MD Graduates since 1993 and 3 Aboriginal grads prior to 199321 self-identified Aboriginal applicants this year for 8 equity seats
  14. 14. Dentistry3 Aboriginal seats reservedThere are 9 Aboriginal students currently enrolled in the program -10% of the total enrolment (111) in the College.2003-2004: 1 admitted; 2004-05: 2 admitted; 2006-07: 4 admitted; 2007-08: 3 admittedIn the past two years twice as many applications over the quota from Aboriginal students
  15. 15. Health Science Stats – U of S240 Aboriginal Nursing Education Program of Saskatchewan students - 98 Saskatoon, 38 Regina, 104 Prince Albert5 Aboriginal Masters students in Nursing14 students in Medicine9 in Dentistry22 in Kinesiology30 in Pharmacy and Nutrition1 In Vet Med
  16. 16. Capacity Building PartnersNursing Education Program of Saskatchewan (N.E.P.S.) – College of Nursing (U of S), SIAST Nursing Division, First Nations University of SaskatchewanU of S - College of MedicineU of S - Aboriginal Students’ CentreU of S - College of Arts & ScienceSaskatoon Health RegionIndigenous Peoples Health Research CentreSK Health Boards (SAHO)
  17. 17. Success! Source: Val Arnault
  18. 18. 2. Issues and barriers that may arise:employment and cultural awarenessWhat cultural issues do you think wouldimpact at work?
  19. 19. 3. How to teach your employees to be more assertiveIs being assertive an issues with yourcommunity members?
  20. 20. 4. Improving employees communication skillsWhat is the number one fear?Dying? Being caught stealing? Going to thedentist? In a car accident and having dirtyunderwear?NOWhat is it? Don’t look
  21. 21. Public SpeakingWhy? What is the big deal? You have ideasjokes, stories, tell them!Does anyone know what mind mapping is?
  22. 22. Mind mappingMind Mapping® invented and copyrighted by Tony Buzan "a mind map consists of a central word or concept, around the central word you draw the 5 to 10 main ideas that relate to that word. You then take each of those child words and again draw the 5 to 10 main ideas that relate to each of those words."
  23. 23. Tests Assignments Exams Marks Forgetting Attendance Time CostHolidays Heat /Light TopicHomework Mind-Mapping
  24. 24. Sources SourcesMarks PROS CONS MarksTime Time Year-roundCost Schooling Cost Mind-Mapping
  25. 25. You have to do a presentationGive me a topic for a talk - any idea?What ideas relate to this topic?Jot them down, draw circles around them ingroups
  26. 26. 5. Realities of working in big citiesWhat special challenges do cities pose forworkers?
  27. 27. 6. Case study on internet learning for Aboriginal communitiesIn 1999, the Sunchild E-Learning Community wasestablished to develop and deliver high-qualityeducation aimed exclusively at the educationalneeds of grades 9 to 12 Aboriginal studentsin 12 First Nations communities across Canada.The Sunchild E-Learning Community is a private,non-profit, non-government funded andincorporated school that provides First Nationslearners with access to a range of educationchoices through an e-learning delivery service.
  28. 28. Sunchild E-LearningThe choices include: high school diploma courses;basic adult upgrading programs; trades training;industry training; and university courses.It augments and supports conventional schoolprograms by offering Aboriginal students accessible,responsive,flexible, and culturally respectful curricula.The school is an example of how First Nations areexerting control over their educational futures byembracing technology in order to meet specificlearning needs.
  29. 29. The Sunchild E-Learning Community consists of amix of live instruction and archived tutorials that offerindividual learners the opportunity to work in a structuredand interactive environment. At the same time, Sunchildprovides flexibility in the pace at which individualsmay learn, accommodating the varied responsibilitiesof family and work.• Students access the Sunchild E-Learning Communityfrom their desktop through an Internet connectionthat links them to their on-line instructor.• Students are provided with a blend of instructor supportede-learning courses that incorporate audio,video, whiteboard and chat capabilities (operatingover a common telephone line using compressedsoftware—WebCT and Elluminate Live).
  30. 30. SunchildMartin SacherProgram AdministratorP.O. Box 1149Rocky Mountain House ABT4T 1A8Tel: (403) 989-3476Fax: (403) 989-3614E-mail: sacher@sccyber.net
  31. 31. 7. Examples
  32. 32. Success Story #1The Alexis First Nation # 133 is located onthe shores of Lac Ste. Anne, in Alberta. TheBand has other reserve lands in Whitecourt,Cardinal River near Jasper National Park,and Elk River Crossing in the foothills ofJasper
  33. 33. Alexis Band ProfileThere are approximately 1400 Alexis Band Members, of which 800 members reside on reserve # 133. There are 600 members residing off reserve to pursue higher education or employmentThere is a high youth population between the ages of 16 to 30, which comprises about 45% of our population
  34. 34. Western LakotaDrilling ProgramDrilling Program
  35. 35. Nakoda ConstructionOil field construction business in operation for 2 years. The business is run somewhat like a temp agency with 5 or 6 permanent employees and approximately 30 to 40 temporary finding work in the oil field for bands members.The employee base is predominantly from Tsuu T’ina or Alexis Nakota Sioux Nation
  36. 36. Day RatesForeman (with 4x4 & cell) $500Supervisor On Site $40 / hourLabour $35 / hourEnvironment Impact Liaison (with 4x4 pick up / cell)$300Professional Fees $1,000Meals, Incidentals, Travel $150Subsistence $125
  37. 37. NakodaCo does not discriminate so will certainly hire outside the bandLast year they made around $1.5 M and recently received a grant for equipment from INACwww.alexisnakotasioux.com
  38. 38. What is this?
  39. 39. Deeper MeaningAs we worked to finalize this project, we were continually guided by the vision of one of our elders, Mary Paul, who said in 1994 that it was within the St. Eugene Mission that the culture of the Kootenay Indian was taken away, and it should be within that building that its returned.
  40. 40. St Eugene MissionNear CranbrookChief Sophie PierreKey is a partnership between a Hotel Chain, Delta, and the Ktunaxa Nation who had the location, valued heritage landmark, history and cultural features
  41. 41. The Ktunaxa Kinbasket Tribal Council has received approval for $3 million in federal funding for the redevelopment of the historic St. Eugene Mission, which will be a major component of a new $40.8 million international four-season resort in the Rockies.Delta Hotels will build and operate a separate 125- room hotel, casino and conference centre slated to open in May 2002.
  42. 42. Guess what happened?
  43. 43. Aboriginal TourismIs fast becoming one of the hottest international trends.Last year $474 million (not including casinos) was spent on Aboriginal tourismWith casinos this number rises to 4.9 billion!!
  44. 44. Either directly or indirectly across Canada Aboriginal tourism employs over 32,000 peopleThis is only the beginning!Aboriginals possess 2 of tourisms greatest assets, does anyone know what they are?
  45. 45. What can you do?Who has a tourist attraction ready to accept groups of 20 tourists 50 times a year?Who wants to create jobs in this area?Tell chris@hylton.caMaybe we can collaborate together on this
  46. 46. 8. Mentoring DefinitionMentoring: acting as mentor: the task of acting as amentor to somebody, especially a junior colleague, orthe system of appointing mentorsMentor: Experienced adviser and supporter: somebody,usually older and more experienced, who advises andguides a younger, less experienced personTrainer: a senior or experienced person in a companyor organization who gives guidance and training toothers
  47. 47. Question of the DayWhat does an interactive mentoring programlook like to your community or organization?
  48. 48. Mentoring ConceptsTurning into positivesCreate structure that is culturally relevant – Opportunities that are a cultural match – Job shadowing – Job sharing
  49. 49. Job ShadowingWhat is it?Any examples?Schools
  50. 50. Job SharingHigher percentage of single familiesCultural match!! Family firstLimited resources (i.e. daycare – or not openwhen one starts work)
  51. 51. Job SharingEnsure real input into org. (make it part ofpolicies)One week on, one week off , two on three on,three on two onSocial sharing (shared daycare)Use of technologyComputer links, office homeGood notesCultural Fit!!
  52. 52. Our offer to youPlease call if you have any HR, or workplace issue that you are overwhelmed withWe can help youWe also are pleased to do Free Workshops for your organization (some limits apply) Let us know what your needs are and we will make it happen! 57
  53. 53. CG Hylton - ServicesHR Consulting Benefits, Pensions,Job Descriptions EAPSalary Grids Strategic PlanningWellness at Work Drug and Alcohol programsStaff Morale Dept re-orgsTraining and Workshops Leadership compensation Tel 403 264 5288 chris@hylton.ca 58
  54. 54. Encouraging CollaborationCG Hylton Inc would like to thank youfor the opportunity to meet with youtodayQuestions?chris@hylton.catel 800 449-5866