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Eportfolio_FairnessCommissioner_20120314

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Presented at the monthly business meeting of the Manitoba Fairness Commissioner March 14, 2012

Presented at the monthly business meeting of the Manitoba Fairness Commissioner March 14, 2012

Published in: Business, Technology

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  • Association of Manitoba Land Surveyors Association of Professional Engineers and Geoscientists of the Province of Manitoba Certified Technicians and Technologists Association of Manitoba Certified Management Accountants The Certified General Accountants Association of Manitoba The Institute of Chartered Accountants of Manitoba The Law Society of Manitoba Manitoba Institute of Agrologists The Manitoba Association of Architects Manitoba Veterinary Medicine Association The College of Physicians and Surgeons of Manitoba The Manitoba Dental Association College of Registered Nurses of Manitoba College of Registered Psychiatric Nurses of Manitoba The Psychological Association of Manitoba The Manitoba Naturopathic Association The Manitoba Pharmaceutical Association College of Dental Hygienists of Manitoba College of Dietitians of Manitoba College of Licensed Practical Nurses of Manitoba College of Medical Laboratory Technologists of Manitoba College of Midwives of Manitoba College of Occupational Therapists of Manitoba College of Physiotherapists of Manitoba The Manitoba Speech and Hearing Association The Manitoba Chiropractors Association College of Podiatrists of Manitoba
  • http://www.healthworkermigration.com/resources/iehp-report.html
  • We get asked a lot about how a portfolio is different from a resume. The simplest answer is that a resume is maybe two pages and a portfolio can be a hundred pages or more. The word Resume means summary and that’s all it is. It relies on credentials, dates and keywords instead of providing the richness of detail that a portfolio can bring. But resumes have their place, and no employment portfolio would be complete without one.
  • Video excerpts from Settlement.Org project: Agustin…reflection Duane…transferring skills
  • Organizational ITC systems: LMS, corporate eRecruitment, HR systems and Job Banks
  • The Royal College of Nursing, the largest European professional body of 350,000 members,..CPD and re-accrediation NHS…huge Also NHS in Scotland … many more
  • The Portfolio Development for IEHPs is centered on an individual's development and therefore the product is unique to each person. It encourages the learner to set goals, plan for success and reflect on the level of development and skills needed for that next career step. In this self directed program, learners use a guide and study book to access online resources and complete a series of activities to develop a portfolio. The portfolio will include their career goals, personal mission or philosophy of work, a resume, and a list of their skills related to employment experiences and career goals. Their portfolio will include appropriate evidence to document their skills, competencies and learning experiences as well as a reflective analysis or narrative (written or otherwise) that demonstrates hard to-capture experiences, skill sets and competencies to support their career path; philosophy of work, employment experiences and career goals. SK:
  • http://www.hc-sc.gc.ca/hcs-sss/pubs/hhrhs/2009-ar-ra/index-eng.php Atlantic Integration Framework for Internationally Educated Health Professionals Initiatives Amount/ Duration $1,340,448 2007/08 to 2009/10 Recipient Nova Scotia Department of Health on behalf of the Internationally Educated Health Professionals Atlantic Connection , a regional consortium working to attract, integrate and retain internationally educated health professionals (IEHPs) in New Brunswick, Nova Scotia, Prince Edward Island and Newfoundland. Objective Create a continuum of integrated services throughout the Maritimes to attract, integrate, retain and increase the capacity of IEHPs throughout the Atlantic Region. Activities Key activities undertaken by the Atlantic Integration Framework to support activities required to launch pilot projects in the region include: partnering with the western provinces and northern territories to develop and implement midwifery assessment tools, developing and implementing an information portal for IEHPs who wish to enter and settle in Atlantic Canada, expanding the successful IEHP portfolio development program and making it available online, developing language and communication supports for nurses, and developing a framework for a micro-credit system to assist IEHPs with financial barriers. Anticipated Results Output Facilitate the socio-cultural and career integration of IEHPs and their families into the Atlantic Canadian health sector by: enhancing the infrastructure for, and increasing the provision of: self-assessment opportunities for IEHPs, timely skills and knowledge assessment processes, and structured educational and clinical pathways to fill gaps. Contact Information Jennifer Murdoch Nova Scotia Department of Health 1690 Hollis Street Halifax, NS B3L 4H9 Telephone: 902-424-2900
  • Self-assessment build your confidence by recognizing the skills you already have see your learning gaps and make plans to fill then Develop communication skills collaborate with mentors and teachers see your improvement over time Develop other necessary skills and knowledge personal marketing skills (e.g. interview answers) plan your career options build your knowledge of your field in Canada (personal knowledge locker) Build your Network “ Friend of a Friend” and other skills and interest linkages “ Digital evidence bank” to support you for: cold calling emailing resume/cover letter follow-up to interviews Personal space for learning and building knowledge private, shared and public sections (private -> public) a journal of your learning process and ongoing professional development
  • Transcript

    • 1. ePortfolioRecognition and employability for Manitoba’s immigrants Office of the Manitoba Fairness Commissioner March 14, 2012
    • 2. Recognition ChallengesRegulated occupations
    • 3. Regulator ChallengesOperational• Regulators’ main concern is protection of the public• Safety concern reflected in practice: incompetent applicants out vs. competent applicants in• Paper vs. person• Incomplete requirement = non recognition• Mid-career professionals with experiential learning assessed by system designed for recent graduates (sequential education ) = years of experience as if non existent• Generalists vs. specialists• Little analysis about the purpose of the requirement / person meets the substance of the requirement / Courts have ruled there is a duty to accommodate
    • 4. BRAIN GAIN, DRAIN & WASTEThe Experiences of Internationally Educated HealthProfessionals in Canada (Bourgeault et al., 2010)Relevant Needs: – Improve access to health sector and profession- specific language training; – Provide clear, consistent information from multiple sources about the process and outcomes of integration – Increase opportunities to gain cultural competence both formally and informally. http://bit.ly/OMFC_BGDW
    • 5. What is ePortfolio? http://www.jiscinfonet.ac.uk/infokits/e-portfolios
    • 6. Résumé vs. Portfolio (Courtesy FuturEd)
    • 7. ePortfolio: Product and Process• Product – Digital archive – Showcase: celebration & assessment of learning • Education: Acceptance/advanced standing, course requirement, graduation requirement • Workplace: Hiring, HR development, professional development, project team selection• Process – Assessment for learning (e.g. CLPA) – Reflection, self-assessment – Transferring skills, making transitions – Coaching, collaborative learning – Learning plansFuturEd 2004
    • 8. Benefits of “e”• Information Management capabilities – Collecting, archiving, making different versions• Easy sharing – “One to many”, digital copies, links to specific pages• Collaboration – Easy to add comments, edit, mentor, coach – Can integrate with other ICT systems• Measurement – Link to frameworks, rubrics, track learning over time• Easy to illustrate/demonstrate with multimedia – Pictures, PowerPoint, Audio, Video• Integration with Internet skills – Online research: documents, networks – Internet literacy – Builds personal network, grooms digital identity
    • 9. Ways ePortfolio can be used• Initial, formative assessment tool – Assemble work experience, knowledge of the field – Demonstrate Essential Skills for employability (“Language +”)• Online Learning Workbook – “Personal Learning Environment”: knowledge building, learning plans, reflection – Benchmark progress, with online coaching• Challenge full/partial accreditation – RPL (authentic evidence)• Employment, career advancement – Online resume, Web CV, Job Match Summary• Continuing Professional Development (CPD) Record – Record of learning activities, knowledge building, reflection – Performance support (Personal Learning Environment)• Requalification (if a requirement)
    • 10. QR process flow
    • 11. ExamplesRoyal College of Nursing, NHS Scotland (UK)
    • 12. ExamplesRoyal College of Surgeons in Ireland
    • 13. Portfolios and IEHP• Atlantic Connection for IEHPs – Portfolio Development Guide for IEHPs• Ontario – College of Respiratory Therapists (paper portfolio)• Saskatchewan – Career Pathing Orientation Manual (SAHO)• Alberta – Mount Royal University – Professional Communication for IEHPs
    • 14. IEHP Toolkit
    • 15. ExamplesInternationally Educated Engineer (MB)
    • 16. Career Portfolio ManitobaProvincewide solution for adults in transition• Based on Essential Skills – Not a straitjacket - a focus for employability• User friendly – For individuals and employers – Can be “simple and easy” or “rich and deep”• Well supported – Hands-on portfolio building program – Exemplars, step by step video tutorials, ongoing user support• Complementary to other programs – e.g. Collaborative Language Portfolio Assessment (CLPA)• Open source and global: always improving – Flexibility & sustainable continuous improvement
    • 17. Building on Essential Skills
    • 18. DemonstrationCareer Portfolio Manitoba
    • 19. Benefits for newcomers• Self-assessment, personal reflection• “Digital evidence bank” to support professional goals and consideration of alternative goals• Personal space for learning and building knowledge• Develop communication skills• Build business network, personal “brand”
    • 20. Potential benefits for RegulatorsSupporting fairness, providing utility• Visibility, transparency – (esp. with exemplars)• Holistic view of applicant – Authentic valorization of experience• Overseas engagement? – Early “teachable moments” with time to improve• Value-added service to candidates – Low stakes tool for triage – Process & product supports career development • Can point to alternative career options• Ongoing services for registered members – Employability Showcase, CPD (e.g. CME)
    • 21. Looking forward:Options for Manitoba Regulators• Refer learners to WEM’s Career Portfolio Manitoba program: Phyllis Mann Program Coordinator for Essential Skills for Immigrants Workplace Education Manitoba 1000 Waverley Street Tel: 272-5044 PMann@wem.mb.ca• Explore individual solutions that integrate current organizational workflows
    • 22. http://careerportfolio.mb.ca/ Phyllis Mann Program Coordinator for Essential Skills for Immigrants 1000 Waverley Street (204) 272-5044 PMann@wem.mb.ca Don Presant don@learningagents.ca (204) 219-5933