The Director of WoodGreen Employment Services requested I create a 15 minute presentation on the transformation of WoodGreen\'s Employment Resource Centres and the new role of the Resource Facilitator. The outline for the presentation was based on 3 questions which the Director provided.

1. Employment Resource Centre Facilitation
Diana McLennan

2. Over the past 2 years, WoodGreen’s Resource
Centres have undergone significant
transformation. The role of the Resource
Facilitator has emerged into a key assessment
and clearing point directing all Job Seekers
needing to meet with an Employment
Advisor.

3. 1. What criteria you would use to
assess which Job Seekers would
qualify to meet with an Employment
Advisor.

4. When attending to new clientele a
Resource Facilitator does not have the
time allotment or privacy to conduct a
Common Assessment Process (C.A.P.)
to determine which Job Seekers
require an appointment with an
Employment Advisor.

5. Many potential clients do not
approach the reception desk, they
walk directly towards the Resource
Centre with their questions.
Remember courtesy and respect
establishes trust.

6.  Inquire if the individual is:
 Unemployed or underemployed 20 or
less hours per week
 A student seeking part time or
summer employment
 Is entitled to work in Canada

7. Enquire if the job seeker is registered
with WoodGreen as it is a requirement
to use the centre’s resources or meet
with an employment advisor.

8. If the client is not registered offer the
opportunity to proceed with
completing Kisok, obtaining a WGS ID
card, completing an EOIS form and
possibly the first 8 pages of “Getting
Started.” The purpose being to create
a case profile.

9. If registered they may have yet to
use any of the services, offer a tour
of the facility and discover their
objective.

10. The objective is to discover what
brought them to WoodGreen
Employment Services.
It is important to establish the
dimension of the objective as it may
connect to employability but require a
different WoodGreen service offered at
another location.

11. Many people arrive at a WoodGreen
Employment Service Centre assuming
all services are available in every
location.

12. A newcomer may be seeking LINC ESL,
or Enhanced Language Training ELT,
WoodGreen programs which may not
be available at every WoodGreen ERC
location; but are WoodGreen services.

13. Or the client believes an Employment
Advisor’s purpose is to write their
résumé and find them a job.

14. Presenting a workshop calendar to
discover if they have attended a Road
Map to Job Search workshop or any
other WoodGreen workshops, such as;
Cover Letters or Résumé 1 will aid in
clarifying Employment Services.

15. To create client self sufficiency in:
• Job Search
• Career clarification and planning
• Informed education, training and
employment decisions
• Employment maintenance

16. In order to efficiently assess an individual’s
criteria it is best to focus one’s questions
on the 5 Employability Dimensions:
1. Personal an Environmental
2. Job/Work Objective
3. Skills and Requirements
4. Job Search Skills
5. Employment Maintenance

17. Asking open ended questions regarding all
5 dimensions is not necessary as 1 or 2
points from the dimensions may determine
the client’s level of employment self
suciffiencey.
Or the client may clearly state they do not
wish to meet with an Employment Advisor
in order to pursue independent job search.

18. 2. What additional support would you
offer to those individuals who do
not qualify or choose not to meet
with an Employment Advisor.

19. Remind self directed client’s who do qualify
that the door is always open should they
decide they wish to meet with an
Employment Advisor.
Or that meeting an Employment Advisor is
mandatory should one choose to investigate
or move forward with a Second Career
application or other government sponsored
training or education programs.

20. Although a registered individual may
not qualify to meet with an
Employment Advisor it is important to
inform them they are welcome to use
the centre’s resources as do qualifying
clients.

21. Telephones
Fax
Photocopier
Computers
Workshops and Guest Presentations
Resource Library books, templates,
information sheets and brochures
Job Posting Binders

22. Remind all clients that the Resource
Facilitator is able to support searches
for resources beyond the focus of
WoodGreen Community Services.
IE: English Language Assessments are
performed by the YMCA

23. 3. Outline steps you would employ to
motivate Job Seekers who have
given up!

25. Due to the stress of the emotional
highs and lows of job searching in
today’s economy it is not unusual for
one to lose motivation to continue
seeking employment.

26. The longer an individual looks for a job, the
tougher it becomes. Feeling despondent,
discouraged, depressed and even bitter are
common symptoms of long term job
search.
A “Resourceful” Facilitator is an observant
one and will take note when an attendee
lacks motivation.

27.  A Resource Facilitator is not
responsible just for the operations of
the ERC but for its’ clients.
 Encouraging the ERC clientele to
participate in the following processes
or activities can help to maintain a
motivated job search

28.  Promote workshops or job seeker support
groups
 Recommend motivational books, DVDs,
articles available in the ERC Library
 Encourage new job-search techniques
 Advertise Job Fairs and Networking events
 Help them to find someone to report their
progress to

29.  Assist them to find a mentor
 Volunteering revitalizes one’s sense of
purpose
 Socialize to prevent isolation
 Create exercise and healthy eating
workshops
 Take a brief vacation from the employment
search

30. Should a client not respond to any of
the previous suggestions and the
unmotivated state worsens a Resource
Facilitator may discuss the matter with
the client’s Employment Advisor or a
Program Supervisor.

31. WIN (Work Initiative Network) is a
WoodGreen community based
program that helps adults
experiencing mental health issues find
paid employment.
A referral is required