1000 Islands Workforce Development Report English

COMMENTS PERTAINING TO TABLE 6.2: Comparisons 1000 Islands Region vs Ontario• Number of Clients - The 1000 Islands Region has a higher percentage of ES Assisted Clients than Ontario but a similar percentage to that of Eastern Ontario.• Clients by Age - This area has a significant higher percentage of younger clients in the ages of 15-24 compared to Ontario but a lesser percentage of clients between the ages of 25-44.• Gender breakdown comparison is relatively the same.• Designated Groups - The 1000 Islands had a significantly less percentage of clients as new comers and visible minorities in designated groups compared to Ontario however, had a much larger percentage of clients as persons with disabilities.• Source of Income - This area had a significantly less percentage of persons having no source of income compared to that of Eastern Ontario and Ontario.• Length of Time Out of Employment/Training & Outcomes at Exit - percentages relatively the same.• Employment Outcome at Exit - approximately 60% employed full-time but significant lower percentages of persons employed in the area of training/choice• Training/Education at Exit - Percentages significantly higher in OSSD or equivalentFurther Interpretation of Data – Table 6.2:This area has a slightly higher percentage of clients with less than grade 12 and therefore a highernumber exited to OSSD or equivalent. Strong partnerships with local schools increase referralback and forth. No income is a flag for intervention – housing, OW referral etc.Table #6.3: LITERACY AND BASIC SKILLS COMPARISONS 1000 Islands Region 2014 vs 2015LITERACY AND BASIC SKILLS 1000 % 1000 % Variance %Variance 2015 vs 2015 vs Islands Islands 60.9% 2014 39.1% 2014 Region Region 100.0% 2014 2015 n/a n/aNumber of Learners n/a 100.0%In Person 1 2Number of In-Person Learners (New) 553 53.5% 692 139 25.1% 3 -36 -7.5% 4Number of In-Person Learners (Carry-Over) 480 46.5% 444 103 10.0% 5Total # of In-Person Learners 1033 100.0% 1136 0 n/a 6 0 n/aE-Channel 0 n/a 7 103 10.0% 8Number of E-Channel Learners (New) 0 n/a 0 47Number of E-Channel Learners (Carry-over) 0 n/a 0Total Number of E-Channel Learners 0 n/a 0Total # of Learners 1033 100.0% 1136Clients by Age Group 301 29.2% 316 28.0% 15 5.0%15-24 407 39.5% 435 38.5% 28 6.9%25-44 280 27.2% 318 28.1% 38 13.6%45-64 43 4.2% 61 5.4% 18 41.9%65 and older 1031 100.0% 1130 100.0% 99 9.6%Total by Age Group LLMP October 2015 | 1000 Islands Region Workforce Development Board

Gender 656 63.7% 710 62.7% 54 8.2% Female Male 374 36.3% 423 37.3% 49 13.1% Undisclosed Total by Gender 0 0.0% 0 0.0% 0 n/a 1030 100.0% 1133 10.0% 103 10.0% Designated Groups 35 12.7% 47 12.1% 12 34.3% Newcomer Visible Minority 29 10.5% 38 9.8% 9 31.0% Person with Disability Aboriginal Group 170 61.8% 243 62.6% 73 42.9% Total by Designated Group 41 14.9% 60 15.5% 19 46.3% 275 87.3% 388 87.9% 113 41.1% Source of Income 186 18.9% 206 19.0% 20 10.8% Other -2.6% Employed 230 23.4% 224 20.6% -6 62.1% Employement Insurance 60.3% No Source of Income 58 5.9% 94 8.7% 36 6.1% Ontario Disability Support Program -0.9% Ontario Works 63 6.4% 101 9.3% 38 18.2% Self-Employed 10.5% Total by Source of Income 180 18.3% 191 17.6% 11 233 23.7% 231 21.3% -2 33 3.4% 39 3.6% 6 983 100.0% 1086 100.0% 103 Learners' Goal Path 25 2.4% 45 4.0% 20 80.0% Apprenticeship 264 25.6% 323 28.4% 59 22.3% Employment 116 11.2% 124 10.9% 8 6.9% Independence 391 37.9% 383 33.7% -8 -2.0% Postsecondary 237 22.9% 261 23.0% 24 10.1% Secondary School Credit 1033 100.0% 1136 100.0% 103 10.0% Total by Learners' Goal Path1 Labour Force Attachment 119 11.6% 116 10.2% -3 -2.5%2 Employed Full Time3 Employed Part-Time 147 14.3% 157 13.8% 10 6.8%4 Full Time Student5 Part Time Student 28 2.7% 18 1.6% -10 -35.7% LFA Self-Employed6 Under Employed 39 3.8% 32 2.8% -7 -17.9% Unemployed7 Total by Labour Force Attachment 33 3.2% 42 3.7% 9 27.3%8 13 1.3% 11 1.0% -2 -15.4% 48 646 63.0% 759 66.9% 113 17.5% 1025 100.0% 1136 100.0% 110 10.7% Employment Outcomes At Exit 0 0.0% 0 0.0% 0 n/a Employed Apprentice Employment Full-Time 89 13.0% 84 12.8% -5 -5.6% Employment Part-Time Employment - Other 59 8.6% 48 7.3% -11 -18.6% Self-Employed 12 1.7% 19 2.9% 7 58.3% 12 1.7% 22 3.4% 10 83.3% LLMP October 2015 | 1000 Islands Region Workforce Development Board

Both employed and in education 24 3.5% 13 2.0% -11 -45.8%Both employed and in trainingIn Education 0 0.0% 0 0.0% 0 n/aIn TrainingIndependent 221 32.2% 190 29.0% -31 -14.0%VolunteerUnable to Work 23 3.4% 25 3.8% 2 8.7%Unemployed OutcomeUnknown 22 3.2% 29 4.4% 7 31.8%Total by Employment Outcomes at Exit 40 5.8% 29 4.4% -11 -27.5% 33 4.8% 46 7.0% 13 39.4% 66 9.6% 47 7.2% -19 -28.8% 85 12.4% 103 15.7% 18 21.2% 686 100.0% 100.0% 100.0% -31 -4.5%COMMENTS PERTAINING TO TABLE 6.3: 1000 Islands Region 2014 vs 2015Number of Learners - In-Person increased over last year • Clients by Age Group – 70% under age 44 - Significant numbers in 10 year span of 15-24 • Gender - Significant more females than males – consistent year to year • Designated Groups - Approximately 63% in persons with disabilities – consistent year to year • Source of Income – Low % of those with no income but an increase over last year - Significant number of people have an income sources from employment or Ontario Works • Goal Path - Postsecondary Education, Employment and Secondary School Credit – top priorities - Apprenticeship goal is very low • Labour Force Attachment – 67% are unemployed – Increase over last year • Employment Outcomes at Exit – No employed apprenticeship.Further Interpretation of Data – Table 6.3:Is it not realistic to expect Apprenticeship directly out of literacy. The typical apprentice, hasGrade 12 and works as a general labourer for a year or two before being signed on in the trade.TABLE #6.4: LITERACY AND BASIC SKILLS COMPARISONS 1 1000 Islands Region vs Eastern Ontario Region and Ontario 2015 2 3LITERACY AND BASIC SKILLS 1000 % Eastern % Ontario % 4 Islands Ontario 2015 5 Region Region 57.6% 2015 42.4% 6 2015 100.0% 7Number of Learners n/a 8 n/aIn Person n/a 49 100.0%Number of In-Person Learners (New) 692 60.9% 3894 58.9% 21931Number of In-Person Learners (Carry-Over) 444 39.1% 2720 41.1% 16171Total # of In-Person Learners 1136 100.0% 6614 100.0% 38102E-Channel 0 n/a 0 n/a 3455Number of E-Channel Learners (New)Number of E-Channel Learners (Carry-over) 0 n/a 0 n/a 2060Total Number of E-Channel Learners 0 n/a 0 n/a 5515Total # of Learners 1130 100.0% 6614 100.0% 43617 LLMP October 2015 | 1000 Islands Region Workforce Development Board

Clients by Age Group 316 28.0% 2253 32.4% 10349 30.0%15-24 435 38.5% 2740 39.4% 18882 43.4%25-44 318 28.1% 1683 24.2% 9973 22.9%45-64 61 5.4% 279 4.0% 1626 3.7%65 and older 1130 100.0% 6955 100.0% 43530 100.0%Total by Age GroupGender 710 62.7% 4147 60.3% 26099 60.0%Female 423 37.3% 2730 39.7% 17257 39.6%Male 0.4%Undisclosed 0 0.0% 0 0.0% 174 100.0%Total by Gender 1133 100.0% 6877 100.0% 43530Designated Groups 47 12.1% 448 21.8% 2528 18.1%Newcomer 38 9.8%Visible Minority 243 62.6% 453 22.1% 3180 22.7%Person with Disability 60 15.5%Aboriginal Group 388 87.9% 891 43.4% 2585 37.8%Total by Designated Group 262 12.8% 2986 21.4% 2054 78.2% 13979 81.9%Source of Income 206 19.0% 1010 16.0% 6593 15.9%Other 224 20.6% 1676 26.5% 11243 27.0%Employed 94 8.7% 433 6.9% 2788 6.7%Employement Insurance 101 9.3% 720 11.4% 5032 12.1%No Source of Income 191 17.6% 873 13.8% 12.3%Ontario Disability Support Program 231 21.3% 1464 23.2% 5111 23.8%Ontario Works 39 3.6% 139 2.2% 9887 2.2%Self-Employed 1086 100.0% 6315 100.0% 100.0%Total by Source of Income 911 41565Learners' Goal Path 45 4.0% 301 4.3% 2662 6.1%Apprenticeship 323 28.4% 2182 31.3% 12139 27.8%Employment 124 10.9% 634 9.1% 5147 11.8%Independence 383 33.7% 2670 38.3% 16885 38.7%Postsecondary 261 23.0% 1177 16.9% 6776 15.5%Secondary School Credit 1136 100.0% 6964 100.0% 43609 100.0%Total by Learners' Goal PathLabour Force Attachment 116 10.2% 1039 15.8% 6228 14.8%Employed Full Time 157 13.8% 1098 16.7% 5969 14.2%Employed Part-Time 18 1.6% 286 4.4% 2079 4.9%Full Time Student 32 2.8% 1405 3.3%Part Time Student 42 3.7% 119 1.8% 900 2.1%LFA Self-Employed 136 2.1% 739 1.8%Under Employed 11 1.0% 83 1.3% 24694 58.8%Unemployed 759 66.9% 3809 58.0% 42014 100.0%Total by Labour Force Attachment 1135 100.0% 6570 100.0%50 LLMP October 2015 | 1000 Islands Region Workforce Development Board

Employment Outcomes At Exit 0 0.0% 0 0.0% 531 1.9%Employed Apprentice 84 12.8% 618 14.1% 4091 14.8%Employment Full-Time 48 7.3% 423 9.7% 2035 7.3%Employment Part-Time 19 2.9% 105 2.4% 969 3.5%Employment - Other 22 3.4% 65 1.5% 356 1.3%Self-Employed 13 2.0% 105 2.4% 632 2.3%Both employed and in education 0 0.0% 23 0.5% 314 1.1%Both employed and in training 190 29.0% 1030 23.5% 5716 20.6%In Education 25 3.8% 333 7.6% 2121 7.6%In Training 29 4.4% 168 3.8% 1053 3.8%Independent 29 4.4% 69 1.6% 392 1.4%Volunteer 46 7.0% 184 4.2% 1009 3.6%Unable to Work 47 7.2% 619 14.1% 4309 15.5%Unemployed Outcome 103 15.7% 633 14.5% 4205 15.2%Unknown 655 100.0% 4375 100.0% 27733 100.0%Total by Employment Outcomes at ExitCOMMENTS PERTAINING TO TABLE 6.4: Comparisons 1000 Islands Region vs Ontario• Number of Learners - Higher In-Person• E-Channel - only E-Channel in Ontario• Clients by Age - Higher percentages of over persons 45 – 65 and 65+• Designated Groups - Lower in all categories except for Persons with Disabilities - 62.6% of clients in the 1000 Islands Region in Designated groups are with persons with disabilities compared to 37.8% in Ontario and 43.4% in Eastern Ontario.• Sources of Income - Less percentage of those with no income and with employment. Significant higher percentages with source of income in ODSP.• Learner’s Goal Path: Higher percentage seeking secondary school credit than Ontario but less for postsecondary. Low percentages in the 1000 Islands area, Eastern Ontario and Ontario seeking apprenticeship as a goal.• Labour Force Attachment - Lower employment percentages than Ontario and higher percentages unemployed• Employment Outcomes at Exit - Higher percentages in Education outcome and lower in Unemployed outcome. Lower in Employed – Full-time outcome.LLMP October 2015 | 1000 Islands Region Workforce Development Board 51

Table #6.5: SECOND CAREER COMPARISONS 1000 Islands Region 2014 vs 2015 SECOND CAREER 1000 % 1000 % Variance %Variance Islands Islands 2015 vs 2015 vs Region Region 2014 2014 2014 2015 Number of Clients 189 189 Number of Clients 228 100.0% 100.0% -39 -17.1% 100.0% -39 -17.1% Total # of Clients 228 100.0% Clients by Age Group 17 7.5% 25 13.3% 8 47.1% 15-24 134 58.8% 104 55.3% -30 -22.4% 25-44 77 33.8% 59 31.4% -18 -23.4% 45-64 65 and older 0 0.0% 0 0.0% 0 n/a Total by Age Group 228 100.0% 188 100.0% -40 -17.5% Gender 116 50.9% 80 42.3% -36 -31.0% Female 112 49.1% 109 57.7% -3 -2.7% Male 0 n/a Undisclosed 0 0.0% 0 0.0% -39 -17.1% Total by Gender 228 100.0% 189 100.0% Designated Groups 0 0.0% 0 0.0% 0 n/a Newcomer 0 0.0% 0 0.0% 0 n/a Visible Minority 34 100.0% 22 100.0% -12 -35.3% Person with Disability 0 0.0% 0 0.0% 6 n/a Aboriginal Group 34 100.0% 22 100.0% -12 -35.3% Total by Designated Group1 Educational Attainment at Intake 0 0.0% 0 0.0% 0 n/a2 Less than Grade 8 27 12.1% 16 8.8% -11 -40.7%3 Less than Grade 12 96 43.0% 92 50.8% -4 -4.2%4 Completion of Secondary 61 27.4% 52 28.7% -9 -14.8%5 Completion of College 0 0.0% 0 0.0% Completion of an Apprenticeship 13 5.8% 0 0.0% 0 n/a6 Completion of University 26 11.7% 21 11.6% -13 -100.0% Other Education 223 100.0% 181 100.0% -5 -19.2%7 Total by Educational Attainement at Intake -42 -18.8%8 Source of Income 129 57.6% 82 44.1% -47 -36.4% 52 Employement Insurance 22 9.8% 13 7.0% -9 -40.9% Ontario Works 0 0.0% 0 0.0% 0 n/a Ontario Disability Support Program 26 11.6% 32 17.2% 6 23.1% No Source of Income 47 21.0% 59 31.7% 12 25.5% Other 224 100.0% 186 100.0% -38 -17.0% Total by Source of Income LLMP October 2015 | 1000 Islands Region Workforce Development Board

Length of Time Out of Employment/Training 91 39.9% 88 46.6% -3 -3.3%Less than 3 months 44 19.3% 36 19.0% -8 -18.2%3 - 6 months 47 20.6% 27 14.3% -20 -42.6%6 - 12 months 31 13.6% 27 14.3% -4 -12.9%More than 12 months 15 6.6% 11 5.8% -4 -26.7%Time out unknown 228 100.0% 189 100.0% -39 -17.1%Total by Length of Time out ...Outcome at Exit 70 36.8% 77 42.3% 7 10.0%Employed 0 0.0% 11 6.0% 11 n/aTraining/Eduation 120 63.2% 94 51.6% -26 -21.7%Other 190 100.0% 182 100.0% -8 -4.2%Total by Outcomes at ExitOutcome at 12 Months 127 87.6% 131 86.8% 4 3.1%Employed 0 0.0% 0 0.0% 0 n/aTraining/Education 18 12.4% 20 13.2% 2 11.1%Other 6 4.1%Total by Outcomes at 12 Months 145 100.0% 151 100.0%COMMENTS PERTAINING TO TABLE 6.5: 1000 Islands Region 2014 vs 2015• Number of Clients - Decrease in numbers from 2014 1• Clients by Age – Majority of participants 25-44. Although smaller numbers there 2 3 was an increase in clients in the ages of 15-24 (the age group 15-24 generally do not have the labour market attachment to qualify for Second Career) 4• Designated Groups – All clients were from Persons with Disabilities - no clients from the Newcomer or Visible Minority groups (this latter group generally do 5 not have the Canadian labour market attachment to qualify for Second Career)• Educational Attainment at Intake - approximately 80% had completion of 6 college or secondary school – % increase of secondary school clients from 2014• Source of Income - Significant reduction of % share difference in employment 7 insurance recipients over last year but an increase in no source of income. (may 8 be a poor definition of no income – should reflect (spouse/parental income)• Length of Time Out of Employment/Training - % increase of less than 3 months over last year but a significant reduction of those out for 6-12 months.• Outcomes at Exit - High percentages continue to be employed at exit• Outcome at 12 months – Over 85% continue to be employedFurther Interpretation of Data - Table 6.5:32 people with no income accessing Second Career may not make sense. There is a concernthat only 42% are employed after Second Career, although it increases at 12 months. LLMP October 2015 | 1000 Islands Region Workforce Development Board 53

TABLE #6.6: SECOND CAREER COMPARISONS 1000 Islands Region vs Eastern Ontario Region and Ontario 2015 SECOND CAREER 1000 % Eastern % Ontario % Islands Ontario 2015 Region Region 100.0% 2015 100.0% 2015 Number of Clients Number of Clients 189 100.0% 1420 100.0% 9271 Total # of Clients 189 100.0% 1420 100.0% 9271 Clients by Age Group 25 13.3% 128 9.1% 603 6.5% 15-24 104 55.3% 775 55.0% 5197 56.1% 25-44 59 31.4% 507 35.9% 3431 37.0% 45-64 65 and older 0 0.0% 0 0.0% 40 0.4% Total by Age Group 188 100.0% 1410 100.0% 9271 100.0% Gender 80 42.3% 665 46.8% 4606 49.7% Female 109 57.7% 755 53.2% 4657 50.3% Male Undisclosed 0 0.0% 0 0.0% 0 0.0% Total by Gender 189 100.0% 1420 100.0% 9263 100.0% Designated Groups 0 0.0% 33 12.6% 411 19.0% Newcomer 0 0.0% 104 39.7% 1164 53.7% Visible Minority 22 100.0% 93 35.5% 437 20.2% Person with Disability 0 0.0% 32 12.2% 156 7.2% Aboriginal Group 22 100.0% 262 87.4% 2168 81.0% Total by Designated Group1 Educational Attainment at Intake 0 0.0% 0 0.0% 60 0.6%2 Less than Grade 8 16 8.8% 131 9.3% 754 8.1%3 Less than Grade 12 92 50.8% 481 34.2% 2785 30.0%4 Completion of Secondary 52 28.7% 391 27.7% 2257 24.3%5 Completion of College 0 0.0% 31 2.2% 124 1.3% Completion of an Apprenticeship 0 0.0% 105 7.4% 1299 14.0%6 Completion of University 21 11.6% 271 19.2% 1992 21.5% Other Education 181 100.0% 1410 100.0% 9271 100.0%7 Total by Educational Attainement at Intake8 Source of Income 80 44.1% 654 46.1% 4320 46.6% 54 Employement Insurance 13 7.0% 137 9.6% 472 8.0% Ontario Works 0 0.0% 23 1.6% 126 1.4% Ontario Disability Support Program 32 17.2% 314 22.1% 2264 24.4% No Source of Income 59 31.7% 292 20.6% 1819 19.6% Other 186 100.0% 1420 100.0% 9271 100.0% Total by Source of Income LLMP October 2015 | 1000 Islands Region Workforce Development Board

Length of Time Out of Employment/Training 88 46.6% 629 44.3% 3336 36.0%Less than 3 months 36 19.0% 266 18.7% 1597 17.2%3 - 6 months 27 14.3% 220 15.5% 1851 20.0%6 - 12 months 27 14.3% 245 17.3% 2058 22.2%More than 12 months 11 5.8% 60 4.2% 429 4.6%Time out unknown 189 100.0% 1420 100.0% 9271 100.0%Total by Length of Time out ...Outcome at Exit 77 42.3% 357 36.1% 1944 37.4%Employed 11 6.0% 57 5.8% 416 8.0%Training/Eduation 94 51.6% 576 58.2% 2837 54.6%Other 182 100.0% 990 100.0% 5197 100.0%Total by Outcomes at ExitOutcome at 12 Months 131 86.8% 715 81.1% 3435 80.5%Employed 0 0.0% 20 2.3% 95 2.2%Training/Education 20 13.2% 147 16.7% 739 17.3%Other 882 100.0%Total by Outcomes at 12 Months 151 100.0% 4269 100.0%COMMENTS PERTAINING TO TABLE 6.6: Comparisons 1000 Islands Region vs Ontario 1 • Clients by Age - largest group for both areas is 25-44. Higher % of clients 2 15-24 compared to Ontario but lower in grouping 45-64. 3 • Gender – % higher for males than females compared to Ontario • Designated Groups - all persons from persons with disabilities 4 • Educational Attainment at Intake – Significantly higher intake for completion of secondary school 5 • Source of Income – Lower for no source of income • Length of Time Out of Employment/Training - % more clients had more 6 than 3 months at intake than Ontario but of less % at more than 12 months • Outcomes at Exit - % higher for employed compared to Ontario 7 • Outcomes at 12 Months – 86.8% employed - significantly greater than the 8 Region and Ontario LLMP October 2015 | 1000 Islands Region Workforce Development Board 55

Table #6.7: APPRENTICESHIP 1000 Islands Region 2014 vs 2015APPRENTICESHIP 1000 Islands 1000 Islands Variance 2015 % Variance Region 2014 2015 vs 2014 Region 2015 vs 2014Apprenticeship 182 165 -17 -9.3%Number of CofAs IssuedNumber of Modular Training Registrations 110 152 42 38.2%Average Age of Apprentices RegistrationsNumber of New Registrations 27 26Number of Active Apprentices 449 495 46 10.2% 2209 1653 -556 -25.2%Further Interpretation of Data – Table 6.7:Non- completions: It has been noted that a few apprentices have been laid off and are havinggreat difficulty reconnecting on their pathway. More are probably working in the service sectorto make ends meet and lose the connection back.It is still difficult to get employers to sign on and commit to apprenticeships. EmploymentOntario-Employment Services can really make a difference in increasing access, but completionis another issue.TABLE #6.8: APPRENTICESHIP 1000 Islands Region vs Eastern Ontario Region and Ontario 2015 APPRENTICESHIP 1000 Islands Eastern Ontario Ontario 2015 Region 2015 Region 2015 Apprenticeship Number of CofAs Issued 162 1430 10323 Number of Modular Training Registrations 152 657 8365 Average Age of Apprentices Registrations 26 27 27 Number of New Registrations 495 4402 26018 1653 13134 784921 Number of Active Apprentices234567856 LLMP October 2015 | 1000 Islands Region Workforce Development Board

7 COMMUNITY CONSULTATIONSThis year the 1000 Islands Region Workforce Development Board conducted two formalconsultations with community partners. • 7.1 On-Line Survey - Community Partners: “Labour Market Challenges 2015” • 7.2 Telephone Survey - Employers: “Perception of Labour Market Shortages”7.1 On-Line Survey - Community Partners: “Labour Market Challenges 2015”This survey was conducted on-line with community stakeholders as part of a process to updatethe annual Local Labour Market Planning (LLMP) Report.The objectives of this survey were to:1. Prioritize labour market challenges in the region; 12. Provide direction for community stakeholders in undertaking initiatives related to workforce 2 3 development; and 43. Update the Local Labour Market Planning Report of the1000 Islands Region Workforce 5 6 Development Board. 7This survey consisted of 20 questions based on labour market challenges identified in the LLMPReport of October 2014. 8It was geared to obtain input from economic and community development organizations, 57employment service providers and educators. There were 58 respondents to this survey.Comments from this survey have been included in this document in Section 4 - “Key Trendsand Challenges”.For a complete report of this survey, please contact the 1000 Islands Region WorkforceDevelopment Board.On-Line Survey RespondentsName Organization/CompanyAngela Meulenbroek CSE Consulting, KemptvilleBadrdine SabhiBill Chafe SLC BrockvilleBob MacCallum St Lawrence College - Employment ServiceCorinne McFadden Trillium CollegeCrystal Furlong KEYS Job CentreD.Alarie Employment & Education CentreLLMP October 2015 | 1000 Islands Region Workforce Development Board

David Ashton St. Lawrence College Donna Perrin Kingston Literacy & Skills Doug Noyes Literacy Link Eastern Ontario Evans Shayo Kilimanjaro Trekking Guides Gillian Watters KEYS Job Centre Glenna Schaillee St. Lawrence College Heather Robinson Addiction & Mental Health Services - KFL&A Jim Johnston Algonquin & Lakeshore CDSB John L Smith Private Contractor Jose Menendez Paul Martin Construction Karen Peer Addiction & Mental Health Services - KFL&A Karl Flecker KEYS Job Centre Kim Fraser Addiction & Mental Health Services - KFL&A Kimberly Little United Counties of Leeds and Grenville Laurie Preston Limestone Community Education Lilian Murcia Aureus solutions Lilian Murcia Aureus solutions Linda Raby, Business Developer Employment and Education Centre Liz Huff Seeley's Bay Steps Up (economic revitalization initiative) Lobna Eslim Queens' University Lori Crossley St. Lawrence College, Employment Services Louise La Rue La Route du Savoir Marianne Paddle United Counties of Leeds Grenville Martha Rudden Kingston Literacy & Skills Maureen Kort CSE Consulting Melisa Lett Addiction & Mental Health Services - KFL&A Melissa Francis Leeds & Grenville Immigration Partnership Melissa Martin KEYS Job Centre Michael Harris KEYS Job Centre Michael Teglas Academy of Learning College Michelle Carroll Employment and Education Centre1 Mike Sewell Limestone District School Board KEYS Job Centre2 Mohssen3 Monica Stewart Queen's University4 Ahmed Heikal Nono Pascal Junior Unemployed5 Niels Pierik6 Riad Mohamed Ab Khalil ISKA – Immigrant Services Kingston and Area7 Samad Razaghzadeh Sara Teillet Addiction & Mental Health Services - KFL&A8 Sasikumar Pushpakanthan Shannon Liscumb CSE Consulting Sharon Smith City of Kingston Stephanie Wohnig58 LLMP October 2015 | 1000 Islands Region Workforce Development Board

Sue Watts Employment and Education CentreTom Russell 1000 Islands Community Development Corp.Tracy EIT – Eastern Independent TelecommunicationsUgur Ozer Township of Elizabethtown-KitleyZameer Addiction & Mental Health ServicesUnknownUnknown7.2 Telephone Survey - Employers: “Perception of Labour Shortages”This survey was conducted by telephone with employers in the 1000 Islands Region and wasfocused on addressing the question of whether employers were experiencing labour shortagesas future trends indicate. Forty-six (46) employers responded to this survey.Comments from this survey have been included in this document in Section 4 - “Key Trendsand Challenges”.For a complete report of this survey, please contact the 1000 Islands Region WorkforceDevelopment Board.Telephone Survey RespondentsEmployer City 11000 Island Flooring Kingston/Gananoque 2A&W Brockville 3Above All Building Solutions Kingston 4Bayfield Manor Kemptville 5Beach Home Hardware Athens 6Brunet - Your Home Climate Experts KingstonCanadian Tire Brockville 7Canadian Tire PrescottCanadian Tire Gananoque 8Carefree Pools BrockvilleCorville Electric Brockville 59Dr. Paul DeMan Denistry KingstonFirst Canada Inn KingstonG. Tackaberry & Sons AthensG. Williams Paving Ltd. KingstonHome Hardware Building Centre BrockvilleHopkins Chitty Surveying Inc. KingstonHoward Campbell LynKD Construction & Equipment Rentals BrockvilleKelsey's Restaurant BrockvilleKingston Curbs & Sidewalks KingstonLafarge Construction Brockville LLMP October 2015 | 1000 Islands Region Workforce Development Board

Lawnscape Brockville Leeds Grenville Lanark District Health Unit Brockville Levac Propane Kingston Limestone City Home Improvements Kingston Ludlow Technical Products Canada Gananoque Mayfield Retirement Home Prescott Montana's Restaurant Kingston Overhead Door Kingston Pharmasave Gananoque Physiotheraphy Kingston Kingston Pizza Hut Brockville Planes Precast Concrete Ltd. Kingston Quality Hotel Royal Brock Brockville R. Gipson Electric Ltd Gananoque Ripnet Ltd. Brockville Rosen Energy Group Kingston Service Master of Kingston Kingston Speedy Glass Brockville St. Lawrence Pools Kingston Staples Brockville The River Mill Restaurant Kingston Thousand Island Veterinary Service Gananoque Tim Hortons Gananoque Villager Custom Kingston1 LLMP October 2015 | 1000 Islands Region Workforce Development Board2345678 60

8 ACTION PLAN UPDATE 1 2 This action plan outlines proposed partnerships developed by community stakeholders that would 3 attempt to address some of the workforce challenges identified from labour market intelligence 4 presented in Section 4.0. This is not intended to be an exhaustive list of partnerships in the 1000 5 Islands Region. It is only a list of partnerships that were developed as a result of community 6 consultations undertaken by the 1000 Islands Region Workforce Development Board. 7 Summary of Challenges - Section 4.0 Challenge #1: Ensuring labour supply exists to meet employment demands of employers 8 Challenge #2: Attracting and retaining youth Challenge #3: Retaining and attracting businesses – Creating new jobs 61 Challenge #4: Increasing participation of those not in the labour force Challenge #5: Increasing participation of women in apprenticeship and trades Challenge #6: Ensuring the employment and other needs of the older resident are addressed. Other Challenges Identified - (Commonly Identified But Not Ranked By Stakeholders) • Transportation in rural areas. • Low wages and high cost of living. • International Migration Complexity – government process, welcoming communities, credential recognition Summary List of Partnerships with Employment Ontario Community Action #1: Service Coordination Action #2: EmployerOne Action #3 Creating Job Opportunities and Job Awareness For Youth Action #4: Attract Employers/Businesses to Region – Creating New Jobs Action #5: Baby Boomers in the workforce and the impact on available employment Action #6: Women In Apprenticeship Action #7: Averting Possible Labour Shortages Action #8: Accessing Labour from Those Not In the Labour Force Action #9: Implement Branding campaign for Literacy and Basic Skills Programs Action #10: Mentorship Action #11: Attract Employers/Businesses to Region - Communication & Incentives Action #12: Internships Action #13: Rural transportation solutions LLMP October 2015 | 1000 Islands Region Workforce Development Board

Action #1: Service Coordination Challenge To Be Addressed: Ensuring labour supply exists to meet employment demands of employers. During LLMP consultations with the “supply” community in July 2014, it was identified that sectors of the general public and stakeholders within the Employment Ontario Network are not aware of all the services that are available to clients and this may hinder access and referrals for clients. Objective(s): The Board will work with partners to augment the visibility of services available to the community and clients in order to maximize the access and use of programs and services. The strategy will include providers actively promoting services available and a marketing and branding campaign. Lead Potential Partners Timelines 1000 Islands Region Workforce Development - Employment Service Providers -March/April 2015- reconvene SC committees Board -Literacy & Basic Skills Services -May to Sept 2015- establish workshop details -LLEO and external communication plans, book -OW venues and contact service websites -ODSP -October to January- organize and conduct -Mental Health Organizations SC workshops. Finalize communication details -Immigration Partnerships with service websites coordinators. -CFB -February to March- produce report outlining partnership project and have translated Expected Outcomes/Outputs Stakeholders will be brought together to heighten the profile of services available to specific target groups within the population in order for them to access the appropriate services when they need it. A platform will be developed to inform the community and other service providers about what the network does and has to offer. Update The Board has established Service Coordination Committees in Leeds and Grenville and Frontenac regions. Both Committees have decided to organize workshops for “front line” workers to educate them about Employment Services available from Employment Service Providers, Literacy and Basic Skills, Ontario Works and Ontario Disability Support program, Mental Health Agencies, Canadian Forces Base and Immigration Partnerships. Real life client scenarios will be used to facilitate the discussions. External communication has involved promoting existing website that provides available service. In Frontenac the website “Kingston Helps” supported by Kingston, Frontenac, Lennox and Addington Health Unit meets the mandate of this partnership. In Leeds & Grenville, the SC committee chose the website “211” to promote available services. The Board is working with both website providers to determine next steps to further communicate to the general public the websites and the services listed on them.1 LLMP October 2015 | 1000 Islands Region Workforce Development Board2345678 62

Action #2: Employer OneChallenge To Be AddressedEnsuring labour supply exists to meet employment demands of employers.Consultations in December of 2012 and Employer input from the HR Hub project 2014/2015 indicated a need for more Local Labour Informationrelated to HR issues and current workforce labour status. Previously, employer engagement has been difficult to secure. A combined effort from thecommunity will contribute to fully understand employer issues and challenges which will address the need for current local market workforce information.Objective(s): Conduct EmployerOne survey with support of partners in Frontenac. The results will help to identify companies who are experiencingskill gaps, labour market shortages and employment opportunities. The results will be a helpful HR planning tool. The Board will also use results toanalyze in depth the vision of both current and projected industry trends as well as overall status of LLM. This will allow the Board to deem possibleaction plans required to address issues or opportunities.Lead Potential Partners Timelines1000 Islands Region Workforce Development - Employment Service Providers -March/April 2015- reconvene SC committeesBoard -Literacy & Basic Skills Services -May to Sept 2015- establish workshop details -LLEO and external communication plans, book venues -OW and contact service websites -ODSP -October to January- organize and conduct SC -Mental Health Organizations workshops. Finalize communication details with -Immigration Partnerships service websites coordinators. -CFB -February to March- produce report outlining partnership project and have translatedExpected Outcomes/OutputsStakeholders will be brought together to heighten the profile of services available to specific target groups within the population in order for them toaccess the appropriate services when they need it. A platform will be developed to inform the community and other service providers about whatthe network does and has to offer.UpdateThe Board has established Service Coordination Committees in Leeds and Grenville and Frontenac regions. Both Committees have decided toorganize workshops for “front line” workers to educate them about Employment Services available from Employment Service Providers, Literacy andBasic Skills, Ontario Works and Ontario Disability Support program, Mental Health Agencies, Canadian Forces Base and Immigration Partnerships.Real life client scenarios will be used to facilitate the discussions. External communication has involved promoting existing website that providesavailable service. In Frontenac the website “Kingston Helps” supported by Kingston, Frontenac, Lennox and Addington Health Unit meets the mandateof this partnership. In Leeds & Grenville, the SC committee chose the website “211” to promote available services. The Board is working with bothwebsite providers to determine next steps to further communicate to the general public the websites and the services listed on them. LLMP October 2015 | 1000 Islands Region Workforce Development Board 1 2 3 4 5 6 7 8 63

Action #3: Creating Job Opportunities and Job Awareness For Youth Challenge To Be Addressed Attracting and retaining youth in the region. Objective(s): Prepare youth for the workforce. Lead Potential Partners Timelines School Boards -Employment Ontario Network 2015-2017 Post-Secondary Institutions -LLEO -MTCU -Employers and Employer Organizations -Economic Development Agencies -Private and Public educators -Y2K Kingston Youth Strategy Expected Outcomes/Outputs Youth will seek education and employment in their community/region Actions to Date • School Boards - offer focus programs, individual pathways for students, youth apprenticeship • Queen’s University – participates in a job fair that highlights local employers for their students • St. Lawrence College – offer free educational programming for post-secondary education or career entrance, recruitment and retention strategies, youth camps, career services, placement and employment services • KEYS - lead participant in the Y2K Youth Initiative, provides learning opportunities for youth in school, summer job services, summer job company, provide programs to assist marginalized youth entering the labour force, provide IT related services and space for youth ie: to assist with job search, provides employment search skills training • Employment & Education Centre - offers mandatory Employment Ontario programs and services, provides youth volunteering opportunities and mentorship, works closely with St. Lawrence College to assist students in career related areas, work with employers to encourage the hiring of youth • Addiction & Mental Health Services – KFL&A - offers new youth initiative program through case management services for employment, partner with Heads Up! Early psychosis. • 1000 Islands Community Development Corp. - offers advice, grants and loans to young people to start businesses • Eastern Independent Telecommunications - creating new programs for youth, working with employers to support the hiring of youth • Kingston Literacy & Skills – provides entry-level training programs for youth and information on local employers hiring entry level positions • CSE Consulting, Kemptville - better career planning, youth programs to assist with gaining employment experience Next Steps • To find a lead organization to co-ordinate and consolidate the activities available for youth • To determine a measurable goal as a result of the activities1234567864 LLMP October 2015 | 1000 Islands Region Workforce Development Board

Action #4: Attract Employers/Businesses to Region – Creating New JobsChallenge To Be AddressedRetaining and attracting businesses – Creating new jobsObjective(s): Promote programs and initiatives to support local businesses and to encourage new business to the region. .Lead/Co-Leads Potential Partners TimelinesEconomic Development Organizations -1000 Islands Region Workforce Development 2015-2017Employment Service Providers BoardEconomic Development Organizations -Provincial and Federal Governments -Community Futures Development -Corporations -Eastern OntarioExpected Outcomes/Outputs• An increase in local businesses to the area creating more employment opportunities.• Retention of local employers.Actions to Date• 1000 Islands Community Development Corporation – provides loans, grants, training and advice to businesses• Addiction & Mental Health Services – KFL&A - promotes local employers as leaders in hiring diverse populations• Employment and Education Centre - works closely with existing employers to understand their needs and what assistance can be provided; sources qualified candidates for employers; undertakes data collection re: availability of skills; participates on the Labour Action Task Force• KEYS - participates in various employer forums; provides high quality candidate pool of workers; contributes to policy discussions to promote remedies; promotes benefits of immigrants and new Canadians’ talent; delivers Hire Smart and other workshops for businesses.• Kingston Literacy & Skills – developed a tool called “Paving The Way To Lasting Employment” which was designed to provide small businesses with support in the area of Human Resources training - available through their web-site• Leeds & Grenville Immigration Partnership – work with economic development offices to attract newcomer businesses to the region; ensures settlement services are available for newcomer entrepreneurs and their families• Limestone District School Board - promotes entrepreneurship opportunities• Literacy Link Eastern Ontario - promotes upskilling of employees; showcases current transferrable skills of the workforce to existing and new employers• Seeley’s Bay Steps Up (economic revitalization initiative) – improving signage, appearance of community, investing in marketing, assisting local businesses to modernize their brand and web presence etc.• St. Lawrence College – assist new businesses with finding talent• United Counties of Leeds & Grenville – has an economic development department that assists with the retention and attraction of businesses - promotes employment incentives to local economic development officers as a tool for use in attracting new business• CSE Consulting Kemptville – Promotes employer incentives, provides assistance with the hiring process – from job postings to interviewingNext Steps• Investigate possible sectors/industries/companies to be targeted• Identify measurable outcomes of community activities to determine success in retaining and attracting businesses to the region• Work on collaboration of activities 1 2 3 4 5 6 7 8 LLMP October 2015 | 1000 Islands Region Workforce Development Board 65

Action #5: Baby Boomers in the workforce and the impact on available employment Challenge To Be Addressed Addressing the employment needs of the older worker. The older worker is remaining in the workforce longer and the elimination of mandatory retirement has removed barriers to do so. But there are unique needs of the older worker. Objective(s): To provide support to the older worker seeking to continue or enter the workforce. Lead/Co-Leads Potential Partners Timelines Educational Institutions -Employers 2015-2017 Employment Service Providers -Labour Association Expected Outcomes/Outputs • Older workers will have the support to successfully participate in the workforce. Actions to Date • 1000 Islands Community Development Corporation – provides loans, grants, training and advice • Algonquin & Lakeshore CDSB – provides educational programs for those without grade 12 education • Addiction & Mental Health Services – KFL&A – provides vocational programs and job development services – advocates for older workers • Employment & Education Centre – promotes the Targeted Initiative for Older Worker Program (TIOW) – works one-on-one with older worker to determine their needs • KEYS – promotes job sharing initiatives that serve older workers work/life reality – provides Experience Counts workshop – promotes TIOW program • Kingston Literacy & Skills – provides introductory computer courses • St. Lawrence College – provides employers services • CSE Consulting Kemptville - promotes TIOW program Next Steps • Study the impact of services/programs for the older worker1 LLMP October 2015 | 1000 Islands Region Workforce Development Board2345678 66

Action #6: Women In ApprenticeshipChallenge To Be AddressedIncreasing the number of women in apprenticeship and trades.Objective(s): To ensure women have the necessary tools and opportunities to enter into apprenticeship and trades.Suggested Lead/Co-Leads Potential Partners TimelinesEducational Institutions -Chambers of Commerce 2015-2017Employment Service Providers -Labour Associations -Women OrganizationsLiteracy & Bacis Skill ProvidersExpected Outcomes/Outputs• Increase the numbers of women in apprenticeship and trades.Actions to Date• 1000 Islands Community Development Corporation - provides loans, grants, and advice• Academy of Learning College - offers education/training in related fields• Algonquin & Lakeshore CDSB – providing investments for women in apprenticeship and trades• Aureus Solutions – offers part-time jobs to study and improve the skill requirements• KEYS – supports school skilled trades competitions – chairs a sub-committee focused on apprenticeship – offers a career sampler camp which includes trades exposure – held 2 construction skills 101 and tried to fill one with women (only had one female applicant) – provides mentorships – contributes to policy discussion to promote inclusive, non-sexist workplace culture – work with unions and regulatory bodies to encourage inclusive practices – offers one-on-one counselling support to women interested in the trades – provides incentives to employers to hire more women into the trades• Employment & Education Centre – investigating options and partnerships – working with Interval House regarding employment preparation programs• Kingston Literacy & Skills – trying to increase the number of clients interested in preparing for apprenticeship of trades by participating in activities such as the Labour Day Picnic and connecting with various labour organizations• La Route de Savoir – organizes and/or participates in workshops and meetings with learners regarding the trade possibilities for women• Limestone District School Board – offers Women at Work Series – partners with the Female Engineering Network – prepares testimonials from successful current and past students• Literacy Link Eastern Ontario – promotes Skilled Trades curriculum to explore options• Queen’s University – supports a tech women group who are interested in careers in the technical field• St. Lawrence College – promotes employment in apprenticeship and trades as an option worthy of consideration when discussing employmentNext Steps• Develop mechanisms to determine the success of the activities to encourage women to seek careers in apprenticeship and trades - Are we making a difference?• Develop a working group to co-ordinate activities. 1 2 3 4 5 6 7 8 LLMP October 2015 | 1000 Islands Region Workforce Development Board 67

Action #7: Averting Possible Labour ShortagesChallenge To Be AddressedEnsuring labour supply exists to meet employment demands of employers.Objective(s): To ensure there is a readily available and skilled workforce to meet the needs and job requirements of employers.Lead/Co-Leads Potential Partners Timelines1000 Islands Region Workforce Development -Chambers of Commerce 2015-2017Board -Labour Associations -EmployersEconomic Development Organizations -Literacy & Basic Skill ProvidersEducational Institutions Employment Service Providers Expected Outcomes/Outputs • Employers will have ready access to skilled workers as required. Actions to Date • 1000 Islands Region Workforce Development Board - collects, analyses and disseminates relevant labour market information • 1000 Islands Community Development Corporation - manages the Eastern Ontario Development Program (EODP) available to provide funding to train new and existing employees • Academy of Learning College - offers quality education/training to those seeking careers in high opportunity careers in demand such as Healthcare, Information Technology and careers in Business • Algonquin & Lakeshore CDSB - promotes skills awareness – promotes women in non-traditional trades • Addiction & Mental Health Services – KFL&A – provides training on employer expectations – provides training on self-esteem and self-worth – advocates for hiring marginalized workers – supports clients with training and upgrading skills – develops jobs within organizations • Aureus Solutions – Train employees in demand occupations • City of Kingston – reviews client training needs on a case-by-case basis to find employment fit • KEYS - delivers Employment Ontario programs and federal programs pertaining to training, skill links – promotes the benefits of hiring immigrants to employers – promotes wages subsidy programs • Employment and Education Centre - partners with Immigration Partnership group to promote the attracting and hiring of immigrants - educates employers on different pools of labour to draw from - encourages training for youth – offers workshops/group activities aimed at certain skilled occupations – researches and provides information on demand sectors in various communities in Ontario – participates in the Labour Action Task Force • ISKA - promotes the benefits of hiring immigrants - encourages entrepreneurial initiatives for international educated immigrants – works with local government and economic development organizations to improve the policy environment • Kingston Literacy & Skills – provides training to adults to ensure they are ready for employment - improves literacy, numeracy and digital skills of clients • La Route du Savoir - member of the French network to attract immigrants – offers and promotes second language courses • Leeds & Grenville Immigration Partnership – works with local economic development staff to attract immigrant entrepreneurs/investors – works with employment agencies to ensure local employers are aware of the benefits of hiring immigrants, and how to do so effectively • Limestone Community Education - delivers Specialist High Skills Major Secondary School Diploma – delivers Health Care Road Show to schools1 • Queen’s University – Recruits for academic positions internationally - offers support for spouses/partners to find employment • St. Lawrence College – offers training provision in preparation for college and apprenticeship – works with foreign trained individuals and2 connects them with regulatory bodies regarding recognition of foreign credentials Next Steps3 • Continue to investigate potential labour shortages and develop initiatives to educate and train the workforce to fill the gaps4 • Develop outcomes to measure the success of activities. • Develop a working group to co-ordinate activities.567868 LLMP October 2015 | 1000 Islands Region Workforce Development Board

Action #8: Accessing Labour from Those Not In the Labour ForceChallenge To Be AddressedIncreasing the participation of those not in the labour force.Objective(s): To encourage participation of those not in the labour force to increase the supply of labour.Suggested Lead/Co-Leads Potential Partners TimelinesEducational Institutions -1000 Islands Region Workforce Development 2015-2017Employment Service Providers Board -Economic Development OrganizationsLiteracy & Basic Skill ProvidersExpected Outcomes/Outputs• Increase the numbers of those participating in the labour force.Actions to Date• 1000 Islands Community Development Corporation - provides financial support for a young professionals network - provides training, grants and loans• Algonquin & Lakeshore CDSB – provides ongoing promotion and information - encourages Skills Ontario participation• Addiction & Mental Health Services – KFL&A – offers vocational programs for persons with mental health or addiction issues - supports people in developing intrinsic motivation for employment• KEYS – offers a variety of youth-focused programs – delivers Opportunity Fund for people with disabilities – assists with access to skill training programs and sometimes with incentives – provides labour market information to individuals which may provide motivation to participate in the labour force – provides support to employers to assist in hiring, promoting and retaining staff• Employment & Education Centre – offers a variety of Employment Ontario services - works closely with Ontario Works and schools – provides mentorship opportunities• Kingston Literacy & Skills – provides training in literacy, numeracy and digital technology along with soft skills training (helps individuals to become more capable of participating in the labour force• La Route de Savoir – offers Literacy and Basic skills programs• Leeds & Grenville Immigration Partnership – works with employment agencies to ensure newcomers are aware of job opportunities, employment support services and events• Limestone District School Board – re-engages non high school achievers – re-structuring alternative education centres – partners with youth employment providers• St. Lawrence College – offers free training for those who wish to engage in the workforce or pursue further education – offers outreach programs to rural areas - provides access to upgrading and training – organizes employment fairs – provides short term skills based programs based on sector needs ie: supply chain – provides skills based programs for indigenous peoples• United Counties of Leeds & Grenville - supports education and training• CSE Consulting Kemptville - participates on community groups that target youth participation – works directly with students and offers various supportsNext Steps• Undertake a study/analysis to obtain a demographic breakdown of this group• Investigate why this group has chosen not to participate in the labour force• Organize workshops/consultations with this group to encourage participation 1 2 3 4 5 6 7 8 LLMP October 2015 | 1000 Islands Region Workforce Development Board 69

Action #9: Implement Branding campaign for Literacy and Basic Skills Programs Challenge To Be Addressed Ensuring labour supply exists to meet employment demands of employers. Segments of the population are not aware of the benefits the LBS Programs have to offer and there is a need to communicate to these groups what benefits these programs offer. Objective(s): To develop a communication strategy that will target potential clients and entice them to utilize the programs available to them. Suggested Lead/Co-Leads Potential Partners Timelines Literacy Link Eastern Ontario -Employment Services Programs 2016-2017 -Providers -LBS providers -Media providers -Employers Expected Outcomes/Outputs • Segments of the population will receive information about what the LBS programs have to offer and utilize these services. Next Steps • Consult with LBS programs to understand why certain people are not taking advantage of the Essential Skills programs • Engage in discussion with MTCU and other stakeholders to garner support to position programs differently • Contact all stakeholders and media to communicate LBS programs and benefits Action #10: Mentorship Challenge To Be Addressed Ensuring labour supply exists to meet employment demands of employers. Employer’s lack of knowledge of mentorship opportunities for potential apprentice, youth, immigrants, disabled, person with barriers and undereducated employees. Objective(s): Creating a culture for mentorship between Employers and potential job seekers. Transfer the skills/knowledge of veteran employers/employees to new workers. Suggested Lead/Co-Leads Potential Partners Timelines EEC (Roots to Wings) -Employers 2016-2017 KEYS (e-mentorship) -School Boards -Employment Service Agencies -Kingston Labour Council -Greater Kingston Community Foundation -Service Ontario -42K Kingston Youth Strategy -Post-secondary institutions Expected Outcomes/Outputs1 • Employers will be engaged, motivated and educated about possible mentorship programs. Youth and other job seekers will be directed to Employers that embrace the mentorship process.2 Next Steps3 • Develop a list of relevant workshops and material4 • Adopt the Roots to Wings Model from EEC • Identify what are best practices in the region and support those or replicate567870 LLMP October 2015 | 1000 Islands Region Workforce Development Board

Action #11: Attract Employers/Businesses to Region – Communication & IncentivesChallenge To Be AddressedRetaining and attracting businesses – creating new jobsEmployers/Businesses need to receive communication and incentives to attract them to locate in the Leeds & Grenville communities. Newbusiness will provide additional employment opportunities.Objective(s): Determine which new Employers/Markets/Sectors may be interested/able to locate in the region. Once LMI is established,approach existing Employers outside region, determine what incentives to bring to region and recruit local stakeholders to support initiatives.Suggested Lead/Co-Leads Potential Partners TimelinesEconomic Development Organizations -1000 Islands Region Workforce Development 2016-2017 Board -Provincial and Federal Governments -Community Futures Development Corporations -Eastern OntarioExpected Outcomes/Outputs• Local Leeds & Grenville partners and stakeholders will collaborate to communicate the benefits of locating in Leeds & Grenville and provide incentives to Employers/Businesses to locate within the region.Next Steps• Investigate other areas and their best practices• Investigate possible sectors/industries/companies to be targeted• Identify organizations to collate/analyze results; identify “champions”/local leaders to establish whether these activities could be implemented in the local area• iMiN (Interactive Manufacturing Innovation Network) – could have a link on websiteAction #12: InternshipsChallenge To Be AddressedAttracting and retaining youth.The need for access to centralized information which is available to youth/students and job seekers that will offer the ability to secure internshipopportunities.Objective(s): To provide students/youth and other job seekers the opportunity to explore careers, expand skill sets and gain work placeexperience with Employers that will provide beneficial and meaningful job experience.Suggested Lead/Co-Leads Potential Partners Timelines1000 Islands Region Workforce Development -Employers 2017Board -United Way -Employment ServicesPathways to Education -Community Futures Development Corporation -School Boards -Post-Secondary Institutions 1 -Economic Develop Organizations 2 -42K Kingston Youth Strategy 3 4Expected Outcomes/Outputs 5 6• Job Seekers will move through the pathway from access of information to obtaining on-the-job experience through internship programs 7 with engaged Employers. Job seekers will use an internship to determine if they have an interest in a particular career, build a network of contacts or gain school credits. The internship may lead to permanent, paid employment with the organizations for which they worked. 8 The internship may be a significant benefit to the employer as experienced interns often need little or no training when they begin regular employment. 71Next Steps• Establish potential internship employers• Connect businesses and student/job seekers for internship opportunities• Develop and provide Internship Info Kit for potential employers and interns• Accumulate internship funding information and resources• Establish a website or piggy back on existing website• Engage employers through consultations, accessing professional/networking groups• Meet with community partners to gain an interest level• Partner with community organizations to integrate the project into existing infrastructure LLMP October 2015 | 1000 Islands Region Workforce Development Board

Action #13: Rural transportation solutions Challenge To Be Addressed Rural Employers recruit potential employees but transportation issues restrict the ability of employee to get to work. Objective(s): Identify possible solutions to the lack of public transportation in rural areas where affordability and accessibility to transportation are barriers to employment. Address the hiring needs of Employers in rural areas when transportation issues impede recruiting initiatives. Suggested Lead/Co-Leads Potential Partners Timelines 1000 Islands Region Workforce Development -City of Kingston 2017 Board -Kingston Transit -Rural Municipalities -Rural Routes Frontenac Transportation -Key Employers -Private transportation providers -Tri-Board Transportation Expected Outcomes/Outputs • Employers will be able to recruit and hire qualified and eligible employees without employee access to transportation being an issue. Next Steps • A Task Force to explore and research possible ride sharing programs • Develop a message board system or application for carpooling options • Identify existing transportation services and exploring potential for collaboration (perhaps ex transportation services or medical transportation)1 LLMP October 2015 | 1000 Islands Region Workforce Development Board2345678 72

9 GLOSSARY 73 Ageing (of a population) An increase in the number of old persons as a percentage of the total population. Average age The average age of a population is the average age of all its members. Business Register The Business Register is a repository of information reflecting the Canadian business population and exists primarily for the purpose of supplying frames for all economic surveys in Statistics Canada. It is designed to provide a means of co-ordinating the coverage of business surveys and of achieving consistent classification of statistical reporting units. It also serves as a data source for the compilation of business demographic information. The major source of information for the Business Register are updates from the Statistics Canada survey program and from Canada Revenue Agency’s (CRA) Business Number account files. This CRA administrative data source allows for the creation of a universe of all business entities. Included in the Business Register are all Canadian businesses which meet at least one of the three following criteria: 1. Have an employee workforce for which they submit payroll remittances to CRA; or 2. Have a minimum of $30,000 in annual revenue; or 3. Are incorporated under a federal or provincial act and have filed a federal corporate income tax form within the past three years. The data provided in the products of Statistics Canada reflects counts of statistical locations by industrial activity (North American Industry Classification System), geography codes and employment size ranges. The name for the product of Canadian businesses is “Canadian Business Counts” (formerly known as Canadian Business Patterns. Canadian Business Counts (former Canadian Business Patterns) Is the product name of Canadian Businesses (refer to Business Register) It provides counts of active establishments and locations by various geography levels, industry classification and employment size. Canadian Business Counts is compiled from the Business Register, which is a repository of information on the Canadian business population. Starting with the June 2015 reference period the name Canadian Business Patterns changed to Canadian Business Counts. A number of changes that occurred for the December 2014 reference period resulted in a significant increase in the total number of businesses in Canada. The changes are made in an LLMP October 2015 | 1000 Islands Region Workforce Development Board

effort to be more coherent with the definition. NOTE: In 2015, Statistics Canada reclassified data that the local boards have analyzed and compared annually to report on the “total number of employers” and “changes in local industries”. Statistics Canada has stated that there will be no historical revision of the CBC data. Therefore, the CBC data is no longer comparable to previous year. This report will only include the reclassified data with no comparisons. And future year comparisons will be based on the 2015-16 fiscal start date. Census Division Group of neighbouring municipalities joined together for the purposes of regional planning and managing common services (such as police or ambulance services). These groupings are established under laws in effect in certain provinces of Canada. For example, a census division might correspond to a county, les municipalités régionales de comté or a regional district. In other provinces and the territories where laws do not provide for such areas, Statistics Canada defines equivalent areas for statistical reporting purposes in cooperation with these provinces and territories. Frontenac County and United Counties of Leeds and Grenville are census divisions. Census metropolitan area (CMA) A census metropolitan area (CMA) is formed by one or more adjacent municipalities centred on a large urban area (known as the urban core). A CMA must have a total population of at least 100,000 of which 50,000 or more must live in the urban core. To be included in the CMA, other adjacent municipalities must have a high degree of integration with the central urban area, as measured by commuting flows derived from census place of work data. Once an area becomes a CMA, it is retained as a CMA even if the population declines below 100,000 or its urban core population declines below 50,000. The urban areas in the CMA that are not contiguous to the urban core are called urban fringe. Rural areas in the CMA are called rural fringe. All CMAs are subdivided into census tracts. In the Census 2006, the CMA of Ottawa-Gatineau (Ontario-Quebec) crossed provincial boundaries. When the geographic level selected is all of Canada, the totals include the CMA on both sides of the provincial border. If a province has been selected, only the part of the CMA in the province chosen is included in the totals. NOTE: The Kingston CMA consists of the City of Kingston, South Frontenac, Loyalist Township and Frontenac Islands Components of demographic growth Any of the classes of events generating population movement variations. Births, deaths and migration are the components responsible for the variation since they alter the total population. Economic region (ER) Refers to a group of complete census divisions (with one exception in Ontario) created as a74 LLMP October 2015 | 1000 Islands Region Workforce Development Board

standard geographic unit for analysis of regional economic activity. 75Within the province of Quebec, economic regions (“régions administratives”) are designatedby law. In all other provinces or territories, economic regions are created by agreement betweenStatistics Canada and the provinces or territories concerned. Prince Edward Island and the threeterritories each consist of one economic region. In Ontario, there is one exception where theeconomic region boundary does not respect census division boundaries: the census division ofHalton is split between the ER of Hamilton – Niagara Peninsula and the ER of Toronto. PrinceEdward Island and the three territories each consist of one economic region.EmigrantCanadian citizen or immigrant who has left Canada to establish a permanent residence inanother country.Employment RateRefers to the number of persons employed in the week expressed as a percentage of the totalpopulation 15 years of age and over.ImmigrantWithin the framework of this publication, the term immigrant refers to landed immigrant. Alanded immigrant is a person who is not a Canadian citizen at birth but was granted the rightby the immigration authorities to live in Canada on a permanent basis.In-MigrantA person who takes up residence from another region with reference to the region of destinationIntraprovincial migrationIntraprovincial migration represents movement from one region to another within the sameprovince or territory involving a change of the usual place residence. A person who takes upresidence in another region is an out-migrant with reference to the region of origin and an in-migrant with reference to the region of destination.International migrationInternational migration represents movement of population between Canada and a foreigncountry which involves a change of the usual place of residence.Interprovincial migrationInterprovincial migration represents movement between provinces or territories involving achange in the usual place residence. A person who takes up residence in another province orterritory is an out-migrant with reference to the province or territory of origin and an in-migrantwith reference to the province or territory of destination.Industry (based on the 2002 North American Industry Classification System [NAICS])General nature of the business carried out in the establishment where the person worked. The2006 Census data on industry (based on the 2002 NAICS) can be compared with data from LLMP October 2015 | 1000 Islands Region Workforce Development Board

Canada’s NAFTA partners (United States and Mexico). Labour Force Refers to persons who were either employed or unemployed. Sometimes referred to as “total labour force.” Labour Force Activity Refers to the labour market activity of the population 15 years and over. Marginalized Workforce Marginalization typically involves some degree of exclusion from access to power and/or resources. In being at the periphery—at the margins—of society, those who are marginalized do not get to enjoy the full or typical benefits that those who are closer to the center tend to receive. Merriam-Webster’s online dictionary defines to marginalize as “to relegate to an unimportant or powerless position within a society” We acknowledge that the marginalized workforce is broad and very diverse. Other similar terms, such as “disadvantaged” and “underprivileged,” have also been used to describe overlapping groups of employees. Some of the groups identified during the roundtable session as being especially likely to be marginalized include: · The working poor · Immigrant workers, both legal and undocumented; migrant workers · Young workers, including school leavers and victims of child labor · Chronically unemployed individuals · Victims of human trafficking · Any group that has minority or lower social status in the society, including, for example, ethnic minorities, older workers, workers with disabilities, and lesbian, gay, bisexual, and transgender/transsexual (LGBT) employees Median age The median age is an age “x”, such that exactly one half of the population is older than “x” and the other half is younger than “x”. Natural increase Variation of the population size over a given period as a result of the difference between the numbers of births and deaths. Net internal migration Sum of net intraprovincial and net interprovincial migration. Net international migration Net international migration is obtained according to the following formula: Immigrants + returning emigrants + net non-permanent residents– (emigrants + net temporary emigration). Net interprovincial migration76 LLMP October 2015 | 1000 Islands Region Workforce Development Board

Net interprovincial migration represents the difference between in-migrants and out-migrants 77for a given province or territory.Net intraprovincial migrationNet intraprovincial migration represents the difference between in-migrants and out-migrantsin a given region. A region can be defined as a census division, an economic region or a censusmetropolitan area.Net non-permanent residentsNet non-permanent residents represent the variation in the number of non-permanent residentsbetween two dates.Net temporary emigrantsNet temporary emigration represents the variation in the number of temporary emigrantsbetween two dates. Temporary emigration includes Canadian citizens and immigrants livingtemporarily abroad who have not maintained a usual place of residence in Canada.Non-permanent residentsA non-permanent resident belongs to one of the five following groups:• persons residing in Canada claiming refugee status;• persons residing in Canada who hold a study permit;• persons residing in Canada who hold a work permit;• persons residing in Canada who hold a minister’s permit;• All non-citizens who are dependants on a person claiming refugee status, or holding one ofthe permit listed above and living in Canada.Occupation (based on the National Occupational Classification for Statistics 2006 [NOC–S2006])Kind of work done by persons aged 15 and over. Occupation is based on the type of job theperson holds and the description of his or her duties. The 2006 Census data on occupation areclassified according to the National occupational Classification for Statistics 2006 (NOC–S2006). For comparisons with data from the 1991 and 1996 censuses, the variable Occupation(historical) should be used.Out-MigrantA person who takes up residence in another region with reference to the region of origin.Participation RateRefers to the labour force expressed as a percentage of the population 15 years of age and over.Place of ResidenceEncompasses residents within a given area. Residents reside in this area, regardless of whetherthey work outside the area. If a table does not indicate otherwise, its data refers to Place ofResidence. LLMP October 2015 | 1000 Islands Region Workforce Development Board

Place of WorkEncompasses individuals working within a geographic boundary. These tables always havePOW in their titles.PopulationEstimated population and population according to the census are both defined as being thenumber of Canadians whose usual place of residence is within that area, regardless of wherethey happened to be on Census Day. Also included are any Canadians staying in a dwelling inthat area on Census Day and having no usual place of residence elsewhere in Canada, as wellas those considered non-permanent residents.Population estimate(a) Postcensal: Population estimate produced by using data from the most recent availablecensus adjusted for census net undercoverage (including adjustment for incompletely enumeratedIndian reserves) and estimate of the components of demographic growth since that last census.This estimate can be preliminary, updated or final.(b) Intercensal: Population estimate derived by using postcensal estimates and data adjusted forcensus net undercoverage (including adjustment for incompletely enumerated Indian reserves)of censuses preceding and following the year in question.Population growth or total growthVariation of population size between two dates. It can also be obtained by summing the naturalincrease, total net migration and if applicable, subtract residual deviation. It can be positive ornegative.Population Segment DefinitionsPopulation Category DescriptionTotal population Every person in the geographical areaTotal population 15 years and over Every person of labour-force ageNot in the labour force Neither working nor looking for workin the labour force Every person who is working or looking for workEmployed In the labour force and workingUnemployed In the labour force and not workingEmployment rate Ratio of employed to total population 15 years+Participation rate Ratio of labour force to total population 15 years+Unemployment rate Ration of unemployed to labour forceReturning emigrantCanadian citizen or immigrant having previously emigrated from Canada and subsequentlyreturned to the country.Total net migrationSum of net international and net internal migration.Unemployment RateRefers to the unemployed expressed as a percentage of the labour force in the week78 LLMP October 2015 | 1000 Islands Region Workforce Development Board



North NorthFrontenac Grenville Central Merrickville- Edwardsburg- Frontenac Wolford Cardinal Augusta Elizabethtown- Westport Kitley Prescott Rideau Lakes Athens Brockville Front of Leeds and theYonge South Thousand Islands Frontenac Kingston Gananoque Frontenac Islands Loyalist LakeOntario ‘Planning Solutions To Build Our Workforce’ 23 Mill Street, Unit 100 Gananoque, Ontario, K7G 2L5 Tel: 613-382-7462 Fax: 613-382-1172 [email protected] www.workforcedev.ca