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Make your next interview a slam dunk
Does B.C.’s apprenticeship system need an overhaul?
How to create a more effective resumé
See the new youth job program at work
Northern job opportunities forcing employers to find new ways to attract workers 7
Beautiful jobs Kick-start your career as a hairstylist, esthetician or registered massage therapist BY NOA GLOUBERMAN
If you’re looking for work in the beauty industry, a new website – BeautyJOBshop.com – may be able to help. The website connects job seekers with leading hair salons, spas and fashion-industry employers across Canada and the United States. “Whether you’re looking for an exciting new job as a hairstylist, fashion merchandiser, makeup artist or beauty therapist, we have it all on our site,” according to BeautyJOBshop.com. “It’s 100% free for job seekers.” The free resumé posting also includes the option to upload a short video to showcase your portfolio of work to potential employers. As of press time, BeautyJOBshop.com included job postings for estheticians, hairstylists and massage therapists in the Lower Mainland. We wondered what experience and training it would take to land one of these “beautiful” jobs. ESTHETICIAN An esthetician is a professional licensed in the service of makeup applications, facials and hair removal. The ﬁrst step in becoming an esthetician is to enroll in a program that will certify you to perform a range of treatments and services for clients. Vancouver’s Blanche Macdonald Centre (www.blanchemacdonald.com) offers an esthetics/spa therapist diploma that, in addition to the necessary theoretical and technical knowledge needed to succeed, will teach you to deliver “a total experience that leaves the client feeling pampered, healthy, glowing, relaxed and renewed.” Photo DREAMSTIME
Community Mental Health and Addictions Worker diploma program It is not our purpose to become each other; it is to recognize each other, to learn to see the other and honor him for what he is. – Hermann Hesse In partnership with PHS Community Services Society and the Lookout Emergency Aid Society, this unique curriculum has been prepared to support individuals with mental heath challenges and addictions. Based cally designed to prepare students – philosophically, mentally/intellectually, emotionally, and experientially – for a successful career with longevity and the potential for advancement.
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In partnership with:
Call today: 604-580-2772 · www.stenbergcollege.com Over 94% of our grads are employed in their ﬁeld of study within 6 months of graduation.
The program includes courses in makeup, nails, skin- and body-care services, massage, eco beauty (organics, sustainable practices), wellness/ wellbeing (yoga, meditation, detoxification), medi spa (cosmetic rejuvenation and lasers), spa management and entrepreneurship, art and technology, and life coaching. According to the school, a number of inherent skills can also help you succeed as an esthetician, including a motivating need to service and help people and the ability to create effective communication and positive emotional connections with clients. “The realization for the esthetics professional is that the creation of “beauty” is more than skin deep. Estheticians must attend not only to the surface but also to the internal, to one’s overall sense of wellness and wellbeing. … The esthetics program at the Blanche Macdonald Centre is designed to enhance your ability to reach people with conﬁdence, warmth, and respect.” HAIR STYLIST In British Columbia, many employers require trade certification to work as a hairstylist. Obtaining a certiﬁcation of qualiﬁcation will go a long way in helping you to get a job in the ﬁeld. There are two ways to gain proper certification as a hairstylist through the Cosmetology Industry Association of BC (www. ciabc.net). The ﬁrst requires you to complete a training program at an accredited school and get 1,500 hours of training, after which you can write an exam to obtain a certiﬁcation of qualiﬁcation. see Hands-on page 2
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Hands-on experience gained from Beautiful page 1 Because hairstyling is considered a trade in B.C., the second way to get certified is to apprentice through a salon to gain 3,000 hours of practical experience. After that, you can write the qualiﬁcation exam. Suki’s Academy (www.sukis.com) in downtown Vancouver offers a six-month foundations course for hairdressers that includes classroom theory lessons, hands-on work sessions (on both mannequins and live models), demonstrations by senior stylists and colour technicians, ﬁeld trips, practical work experience, photoshoots and fashion shows. “You will study, practise and perfect every aspect of successful hairdressing including consultations, colours, men’s and women’s cuts, finishing, updos, extensions, product recommendations and business skills,” says Suki’s. “Ongoing written and practical exams will ensure that your knowledge and skills are evaluated and improved throughout your program.” REGISTERED MASSAGE THERAPIST Registered massage therapists (RMTs) are becoming an essential part of our healthcare system as more British Columbians turn to massage therapy for treatment of medical conditions, injuries and overall wellness. In order to provide effective treatment to clients, RMTs must be registrants of the College of Massage Therapists of BC (CMTBC). In Burnaby, PCU College of Holistic Medicine
(www.pcucollege.ca) offers a registered massage therapy program that prepares students to write the CMTBC registration exam. “Along with anatomy, physiology, arthrology and neurology, students will learn essential techniques, theories and methods of massage,” according to PCU’s website. “They’ll also cover assessment protocol, treatment principles and therapeutic exercises. In addition, students will examine the scope of RMT practice in B.C. and the business of being a professional practitioner.” Among the unique aspects of PCU’s program is the hands-on experience students gain in a supervised clinic that welcomes real clients. You’ll also learn to provide treatment for patient populations with speciﬁc needs – sports injuries, chronic headaches, stress and more. •
1. Many B.C. employers require trade certification to work as a hairstylist; obtaining a certification of qualification will go a long way in helping you to get a job. 2. Along with the right training, a number of inherent skills – including a desire to help people look and feel their best – can help you succeed as an esthetician. 3. In order to provide effective treatment to clients, RMTs must be registrants of the College of Massage Therapists of BC (CMTBC).
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Expert advice to help you make your next interview for work a slam dunk
Crossing the jobinterview mineďŹ eld BY KIM COVERT, POSTMEDIA NEWS
Some HR professionals use the interview process to trip people up intentionally.
FOCUSED ON YOUR CAREER Visit: www.nextcareerguide.com
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Make it clear that youâ€™re taking personal time and that you only interview for jobs when you think The job interview is a potential mineďŹ eld for youâ€™re a terriďŹ c match. If a follow-up interview those who would just like to get down to doing is necessary ask if it could happen outside of the work instead of talking in vague abstractions working hours, says Kennedy. â€œHow did you prepare for this interview?â€? about why they should be hired. Some people donâ€™t interview well regardless Real question: do you care enough about of the circumstances; some become tongue-tied working here to do a little research about us? when under the microscope. Others have a real The best answer should also be a true one: that you started with the companyâ€™s website and problem tooting their own horns. Knowing that some HR professionals use the went on from there. â€œWhere would you really like to work? Doing interview process to trip people up intentionally (i.e., to worm out information youâ€™d rather not what?â€? In other words: are you applying for divulge or to discover how you perform under every job you see? (Also, are you going to stay stress) sets up an antagonistic, untrusting with us long enough to be worth our investment in you?) atmosphere from the â€œ N e v e r, e v e r start. mention another One inter view companyâ€™s name or expert says it doesnâ€™t another job,â€? said have to be that way. Kennedy, adding that â€œRecruiters report the appropriate answer that high numbers of job is, â€œThis is where I want seekers blab negative to work; this is what I information without want to do.â€? realizing theyâ€™re making â€œWhat bugs a farewell address to a you about your cojob opportunity,â€? said workers or bosses?â€? Joyce Lain Kennedy, â€“ Joyce Lain Kennedy, author, Real question: do you who is the author of Job Interviews for Dummies play well with others? Job Interviews for Kennedy advises that Dummies, now in its fourth edition. â€œWith the proper preparation, you â€œdevelop a poor memory for past irritations,â€? you can begin to give slam-dunk answers to any mention how your bosses were knowledgeable and fair and that you seem to get along with interview questions.â€? There are certain questions that are virtually everyone. â€œSmile your most sincere smile,â€? she said. guaranteed to explode under the unwary interviewee. Kennedy gives some advice about â€œDonâ€™t be lured into elaborating further.â€? â€œDescribe how you solved a problem.â€? The how to get around them safely. â€œWhy have you been out of work for so long? problem with this question, says Kennedy, is that How many others were laid off? Why you?â€? The people have trouble coming up with something. interviewer wants to know whatâ€™s wrong with So prepare an answer, knowing the question will you. Donâ€™t tell him or her, especially if youâ€™re arise. Time management is a good subject. â€œDescribe a mistake you made and how still angry with your former employer about being let go, which could raise doubts about you ďŹ xed it.â€? Real question: do you learn from your mistakes? Kennedy says people often err your self control. â€œShake your head and say you donâ€™t know here by delivering a litany of their bad points. the reason, because you were an excellent Again, prepare an answer: describe one wellemployee who gave more than a dayâ€™s work for intentioned goof and what you learned from the experience. â€˘ a dayâ€™s pay,â€? she advised. â€œIf employed, how did you ďŹ nd the time for ÂŠ Postmedia News. Article appears on the interview?â€? The real question is: are you lying to your employer about your whereabouts? www.working.com.
â€œJob seekers blab negative information without realizing theyâ€™re making a farewell address to a job opportunityâ€?
Glacier Media Group, publisher of NEXT, offers post-secondary schools, career colleges and service providers a unique advertising vehicle to market full-time and part-time programs. Visit us at www.nextcareerguide.com for more information. You can help make NEXT the best career training resource. Send your comments and suggestions to the editor at firstname.lastname@example.org. Publisher Trixi Agrios
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Automotive Diesel Service Technician
This program provides students with classroom and hands on learning with automotive and light duty diesel engines.
Automotive Diesel Service Technician - This program provides students with classroom and hands on learning with automotive and light duty diesel engines.
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Mott Electric owner Danny Mott (with site superintendent Grant Wilson, left): “we have to look at apprenticeship over the longer term so we don’t … panic when we’ve got a shortage of labour.” Photo RICHARD LAM
NDP boss pushes apprenticeship system overhaul Business and labour criticize Industry Training Authority, but ITA boss points to record number of certiﬁcations granted in 2011 BY GLEN KORSTROM, BIV
BC NDP leader Adrian Dix wants to retool B.C.’s Industry Training Authority (ITA) so apprenticeship programs produce a deeper pool of skilled labour and unions have more say in training decisions. “The major issue facing businesses today is a lack of skilled labour,” Dix said. “The idea that we should exclude labour from the equation doesn’t make practical sense for those programs. You need to involve everybody.” Organized labour reps remain bitter that the BC Liberals scrapped the Industry Training and Apprenticeship Commission (ITAC) in 2004 and replaced it with the ITA, which was intended to be more responsive to industry needs. ITAC included board representation one-third each from business, unions and government – a setup that some say resulted in gridlock. ITA has no such requirement for its board. The Liberals conceived the ITA to be an
Tweaking a resumé to meet the specifications of the recipient can boost your chances of getting considered for a job.
umbrella organization that spends most of its funding on apprenticeships and subsidizing training at schools. It also buys industry intelligence from six sector-specific industry training organizations (ITOs). But some private-sector employers say ITA board appointments are political and the ITA isn’t listening to what the ITOs are saying. “ITAC wasn’t a better system,” said Danny Mott, who owns the 250-employee Mott Electric GP. “But the ITA was supposed to be an industry driven system. Instead, it’s been watered down so that ITOs are ad hoc groups the ITA only wants to hear from once a year.” Mott also questioned the veracity of ITA data, including claims that 32,000 people are currently registered and training as apprentices. But ITA CEO Kevin Evans said the ITA does listen to ITO members. He defended the ITA’s effectiveness by pointing to the record 7,000 certiﬁcates of qualiﬁcations granted last year. Evans added that a key difference between
ITAC and the ITA is that “ITAC was more of a push model. We’re a pull model.” “In the push model, people say ‘carpentry is cool’ and there are 3,000 people in line to take carpentry even though the economy only needs 300. That’s not an effective use of training dollars.” He said the ITA system knows that, for example, only 300 carpenters are needed because employers have hired that many carpenters within some theoretical period. But Mott said the ITA’s approach promotes short-term thinking: “We have to look at apprenticeship over the longer term so we don’t need to suddenly panic when we’ve got a shortage of labour.” B.C. and Yukon Building and Construction Trades Council executive director Tom Sigurdson agreed. His main beefs with the ITA are that: unions are on the boards of only two of the six ITOs and are not represented as a full partner in all decision-making;
tradespeople like plumbers, gas-ﬁtters and electricians aren’t required to be either certiﬁed workers or apprentices in order to work; and it fails to mandate that all contractors bidding on government projects (municipal, federal or provincial) must demonstrate that they have apprentices in their workforces. The result of the current system, Sigurdson said, is unionized companies have a 90% completion rate for apprentices; non-union employers have completion rates at or below 40%. But neither he nor Mott wants Dix to scrap the ITA, only to tweak it. “The weakening of the apprenticeship programs and the narrowing of the skills that people get through that system has not, on balance, served most people very well. Nor has it served the economy.” • First published in Business in Vancouver, issue 1175.
Creating an effective resumé BY DAVID MACFADDEN, POSTMEDIA NEWS
A couple generations ago most employers didn’t ask for paperwork when you approached them for a job. If they liked how you looked and how you came across in a brief conversation, you could be hired on the spot. Once resumés entered the picture they became the standard tool for job applicants. At ﬁrst they just covered the bare basics: contact info, work history and some educational background. It didn’t matter whether you were applying to be a choreographer or a morgue attendant; everyone got the same resumé. Today’s resumé needs to show employers what you can do for their company rather than what you’ve done for somebody else. Job titles and generic lists of duties are less valued than concrete statements explaining how you’ve demonstrated those skills and abilities. Moreover, today’s employers aren’t going to automatically make the connection between your work history as a receptionist and your current goal to work as
a boilermaker. You need to ﬁll in the blanks, showing how your abilities and experience will beneﬁt them rather than talking about past jobs that do not speak to their needs. When reviewing resumés, I always wince when I read job objectives that are too vague or too broad. These are usually written by applicants who, when you ask what kind of work they’re looking for, answer “Any-thing!” – and conduct their job search in a similarly random manner. To be effective, a job search needs to be targeted. This means not only convincing the employer you have the skills and know-how to do the speciﬁc job, but also focusing your efforts on the employers you’re most interested in working for, and where you have the best chance of landing a job. Ideally, the occupational and training research you did to prepare for this stage – talking to employers, trainers, school advisers, etc. – will have kick-started your list of places to apply. You can expand this list through further networking and browsing in Yellow Pages directories or online counterparts. • ©
Postmedia News. Article appears on www.working.com.
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Youth job program throws salon owner a lifeline New funding means employers can get $2,800 hiring incentive plus $1,000 for training for each of three new hires BY LORNE MALLIN
Chloe Scarf was feeling burned out as a new entrepreneur trying to keep her Crescent Beach hair salon alive all on her own. “I was really hitting despair,” said Scarf, who moved from Commercial Drive to South Surrey to launch Seventh Heaven Hair Gallery and Bio
Salon Ltd. in September 2007. She had tried attracting established stylists with their own clientele who would be aligned with her holistic hairstyling vision of using organic, non-synthetic products. No go. Three years ago, Scarf gave a junior stylist named Kaitlin Sheridan a chance, but she needed more conﬁdence and training so it didn’t work out.
Then last year Scarf learned from a client director of marketing and communications at about the provincial Get Youth Working! Bowman Employment Services Inc., which Program, which, in its January 1, 2011, to March administers the program. 31, 2012, pilot phase offered a grant of $2,000 New funding began April 1, which is provided for hiring young people aged 15 to 29 for three through the Canada-British Columbia Labour months, as well as $1,000 for training costs. Market Agreement. The year-long extension aims Scarf applied for the program, brought back to create 900 jobs and sweetens the incentive by Sheridan and sent her to an advanced cutting boosting it to $2,800 per hire while the training course at Suki’s Advanced Hair Academy in subsidy stays at $1,000; each employer can hire downtown Vancouver. up to three young workers. “It made a huge difference,” said Sheridan, “The employer’s commitment, in order who was kept on after the program and now to receive the hiring incentive, is to hire the has her own repeat individual for a minimum clientele. of 30 hours a week for “I had no idea how three months,” Sambol satisfying it would be to s ai d . “ M a ny of th e give a young person an employers have kept opportunity and watch those youth working them blossom,” Scarf longer than the three said. months.” “[The program] has She said the made the difference application for employers between actually going is simple and can be forward and completely approved very quickly. not,” she said. “My ﬁveBut the program is – Chloe Scarf, owner, year lease is coming up for youth they are about Seventh Heaven Hair Gallery and Bio Salon and I really think that to hire, not those already if the program hadn’t working for them. “If been here to lend us a they’ve already started, helping hand … I just may have had to throw in I’m sorry we can’t fund that hire,” she said. the towel.” If the youth quits, or is not a good ﬁt for the The $3 million pilot phase of the program, company and is asked to leave, the employer will which was developed by the B.C. Ministry of receive a pro-rated amount of the $2,800. Jobs, Tourism and Innovation, created more than Employers are responsible for their own 650 opportunities for youth, said Susan Sambol, recruiting, Sambol said. But there is a job board at the program website, www.getyouthworking. ca, which at press time listed a wide range of work, from an entry-level cleaner for a boatcleaning company to a store manager for a Langley computer store. •
“I had no idea how satisfying it would be to give a young person an opportunity and watch them blossom”
Photo DOMINIC SCHAEFER
Chloe Scarf, Seventh Heaven Hair Gallery and Bio Salon owner, and Kaitlin Sheridan, junior stylist: program means Scarf’s business survives and Sheridan has an ongoing job.
First published in Business in Vancouver, issue 1174.
Susan Sambol, Bowman Employment Services director of marketing and communications: application for employers is simple.
Are you 15-29 and looking for work? Did you know that eligible employers can receive $2,800 to hire you plus $1,000 toward training to improve your skills? Are you eligible? Find out here!
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Don Krusel, president and CEO, Prince Rupert Port Authority: oversees a growing port, but the region’s workforce is dwindling.
An elephant in the north Job opportunities are forcing northern employers to discuss strategies for attracting workers BY PETER MITHAM, BIV
What a difference a decade makes. The decline of the resource sector in northern B.C. during the late 1990s prompted an exodus from the region as layoffs and closures hit the salmon industry, pulp mills and mines. The closure of Skeena Cellulose Inc.’s pulp mill at Prince Rupert in 2001 and shuttering of the Quintette and Bullmoose coal mines at Tumbler Ridge in 2000 and 2003, respectively, became icons of the region’s malaise. The population of northern B.C. – the North Coast, Nechako and Northeast development regions – fell from 180,569 in 1997 to 164,045 a decade later. Prince Rupert, which had 18,000 residents at its height, was hit particularly hard; its population sank to approximately 12,800 in the 2006 census. While the region’s population is set to reach 171,370 this year, it’s largely due to the vibrant northeast sector. Prince Rupert, by contrast, lost an additional 300 souls in the 2011 census. The future doesn’t promise a respite: Andrew Ramlo of the Urban Futures Institute in Vancouver notes that the region will see 24,625 retirements over the next eight years, potentially reducing the population and available workforce even further. The drop in population undercuts hopes pinned on an expansion of Prince Rupert’s port, where a brand new container facility has been heralded as the first step in an
Prince Rupert Port Authority president economic resurgence. A similar challenge faces Kitimat, where and CEO Don Krusel was unavailable to discuss upgrades to Rio Tinto Alcan’s smelter facilities steps the port is taking to meet its employment – the largest private investment in the province’s needs. Instead, port spokesperson Michael Gurney history – and plans for a liqueﬁed natural gas responded via email. terminal are fuelling local hopes. “From the port authority’s perspective, we All told, the province expects more than 37,000 workers to be needed in northern B.C. anticipate signiﬁcant increases in employment opportunities within the by 2020. next few years as new Unfortunately, the terminal developments number of employmentbegin construction and aged residents in the operation.” region is projected to Gurney did not increase by a mere 3,473 elaborate on how those by 2020 – that is less opportunities would be than a tenth of what’s ﬁlled. required. Sue Kenny, general And even when the – Michael Gurney, spokesperson, manager of Community approximately 6,000 Prince Rupert Port Authority Futures of Peace Liard, unemployed residents of also focuses attention on the region are factored the region’s growing job in, the shortfall remains opportunities, which she says are exacerbating far from what the jobs outlook requires. “Growth in the labour force–aged population an employment picture that’s never been easy – assuming 100% participation – and eliminating for northern communities to address. “There’s such a skilled labour shortage unemployment in the north would mean that the potential of future workers would only be one- across the province that if you have any kind of quarter of the ministry’s projected demand,” increase in your economy, then you’re caught,” she said. “We’ve had new development, and Ramlo said, bluntly. The issue is the elephant in the room for the population just has not been able to keep northern employers, who will face greater up with it.” But she acknowledges that increasing recruitment costs as the local population retirements will hit northern B.C. hard – continues to age and dwindle.
“We anticipate significant increases in employment opportunities within the next few years”
particularly outlying communities such as Fort Nelson and those further north. While the exploration sector relies on transient workers, it’s the full-time staff required for long-term extraction and processing activities at mines and well sites that are the most difﬁcult to attract. The men might be ﬁne with a remote location, but their families need more. “They want to be at the centres where there’s more educational institutions, more opportunity,” said Kenny, who originally came to northern B.C. 24 years ago when her husband landed a job in Tumbler Ridge. Wives in Tumbler Ridge typically had few job prospects outside the home, contributing to a higher incidence of depression and other social issues. “It was a huge issue,” Kenny said. “In isolated regions, it can be a problem.” The good news, however, is that times have changed. A shortage of skilled workers means that men and women have opportunities, and the slower pace of life and outdoor recreational opportunities that small towns offer are seen as perks rather than detractions for many couples. “It’s not like it was then,” Kenny said. “If you’re not working right now it’s because you don’t want to work.” • First published in Business in Vancouver, issue 1173.
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There is an urgent need for more Registered Psychiatric Nurses (RPN) in BC. The only program of its kind in BC, students can learn within their local communities via distance education, local and/or regional clinical placements, and some regional classroom delivery. Entry-level earnings start at $29/hr. This 23 month program is recognized by the CRPNBC.
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Our program includes training and certiﬁcation from the Provincial Outreach Program for Autism & Related Disorders (POPARD). Two POPARD courses are offered in this program: Introduction to Autism Spectrum Disorders & Introduction to Applied Behaviour Analysis. Starting wage for Special Education Assistants is approx. $22/hr. Starting wage for Special Education Assistants is approx. $22/hr.
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Medical Laboratory Assistant This program has been reviewed and approved by British Columbia Society of Laboratory Science and exceeds their requirements in many areas. The wage range of Stenberg MLA grads working in their ﬁeld of study is $18.04 - $23.70 per hour.
Medical Ofﬁce Assistant Consider a rewarding career in healthcare administration or expand your career options as a Hospital Support Specialist (see above).
Nursing Unit Clerk Nursing Unit Clerks, originally known as ward clerks and sometimes referred to as Nursing Unit Coordinators, act as the anchors of patient care departments. The average wage for Stenberg grads is $20.77/hr. plus 12.2% in lieu of beneﬁts.
“The teachers and staff at Stenberg were very supportive throughout my entire program … Working towards completion of this program requires a lot of hard work but because everyone in the class cooperates and encourages each other to succeed, it helped me a lot.”– Amanda P.
604-580-2772 · www.stenbergcollege.com Over 94% of our grads are employed in their ﬁeld of study within 6 months of graduation.