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L ISTUGUJ M I ’ GMAQ D EVELOPMENT C ENTRE Annual Report 2011

Building Mi’gmaq Resources

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TABLE OF CONTENTS Introduction ................................................................................................................. 2 A Year of Change.......................................................................................................... 2 Restructuring – Who We Are ...................................................................................... 4 Introducing the LMDC Team ................................................................................ 5 2010-2011 Activities ....................................................................................................... 7 Local Programming Step-by-Step Transitions Program.................................................................. 9 Summer Student Employment ....................................................................... 9 Professional Training Eastern Shores School Board ................................................................... 10 General Education Development (GED) ................................................. 10 Basic Entrepreneur Workshops ................................................................ 11 Choice and Reality Therapy Training ....................................................... 11 First Aid/CPR............................................................................................. 11 Business Development of Canada ........................................................... 12 CCQ Orientation ...................................................................................... 12 Wind Power Project ................................................................................. 12 Labour Market Information (LMI) Implementation Strategy ...................... 12 Research Labour Market Information ..................................................... 13 Training on LMI ....................................................................................... 14 Communications Strategy........................................................................ 15 Steering Committee ................................................................................. 16 Anti-racism Campaign ............................................................................. 16 Community Involvement ..................................................................................... 16 Other Services Disability Measures ........................................................................................ 17 Documentation Centre .................................................................................. 17 Community Access Centre ............................................................................. 17 Web-For-All .................................................................................................... 18 Funding Core Funding ........................................................................................................ 18 Funding Partners .................................................................................................. 19 Conclusion................................................... ................................................................ 20

Listuguj Mi’gmaq Development Centre – Annual Report 2011

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LISTUGUJ MI’GMAQ DEVELOPMENT CENTRE Annual Report 2011 The Listuguj Mi’gmaq Development Centre (LMDC) is in its 15th year of operation, delivering Employment and Training services to Listuguj Mi’gmaq. It is one of 22 Local First Nation Centres servicing 29 communities, which compromise the First Nations Human Resources Development Commission of Quebec (FHNRDCQ). The FNHRDCQ also consist of 4 Urban Service Points; Montreal, Quebec, Val d’Or and Sept-Iles. The LMDC is governed by a Board of Directors, referred to as the Listuguj Mi’gmaq Development Council (LMDCouncil). Its members are appointed by the Listuguj Mi’gmaq Government and consist of 2 community members, 2 elected members of council, and 3 Listuguj Mi’gmaq Government Staff members; 1 from Education, 1 from Social Assistance and 1 from Finance. The Chief serves as Chairperson. The Aboriginal agreements signed with Human Resources and Skills Development Canada (HRSDC) provides financial contributions to support the cost of human resources development programs, designed and delivered by Aboriginal Organizations. These agreements have been in place for fifteen years, with the signing of the Regional Bilateral Agreement in 1996, followed by the Aboriginal Human Resources Development Strategy (AHRDS) agreements and finally the new Aboriginal Skills and Employment Strategy (ASETS) agreements. The LMDC is pleased to present its annual report for the fiscal period 2010-2011 to the Listuguj Mi’gmaq Government and to the community of Listuguj, as approved by the LMDCouncil.

A YEAR OF CHANGE The 2010-2011 year brought about many changes for the LMDC. Although challenging at times, these changes resulted in a higher quality of service, helping our community and its members in Building Mi’gmaq Resources. Challenges for the LMDC began early on, with a six month extension to the AHRDS agreement and the signing of the ASETS agreement to cover the remainder of the fiscal year. The ASETS agreement extends to March 31, 2015. This meant that the year 2010-2011 included two distinct fiscal periods with separate accountability for each of the two six-month portions. Additionally, the accountability requirements of the AHRDS were different from those of the ASETS. Furthermore, the priorities of the ASETS agreement shifted from that of a “client based approach” to include: supporting demand-driven skills development; fostering Listuguj Mi’gmaq Development Centre – Annual Report 2011

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partnerships with private sector and government; and placing emphasis on accountability and results. An important factor remains; the Government of Canada through the signing of the human resources development agreements with Aboriginal People across Canada, have been contributing at the same level of funding since 1996. No considerations have been made for increases in population, training costs, minimum wage, operation expenses, etc. The review of changes to the new agreement and consideration of low levels of funding, brought about the following recommendations for the LMDC Priority

What this means for the LMDC

Supporting demand-driven skills development

Use of Labour Market Information (LMI) to determine realistic employment outlook specific to Clients’ career goals Use of LMI to determine employment outlook that is specific to the regional economy creating awareness within the community and developing a labour force that addresses those needs

Fostering partnerships with private sector and government

Use of LMI to establish a network of employers for Client referrals to employment opportunities

Placing emphasis on accountability and results

Individual Client follow-up and job coaching to secure employment upon completion of a measure

Establishment of partners to acquire information in regards to training and employment opportunities for our community

Re-training of staff for the recording of all services and interventions delivered Re-training of staff for the accountability results tracking for each service and intervention delivered Identified gaps in services included; client assessments, follow-up and job coaching; connecting Clients to employers; building and maintenance of LMI; limited pool of employer/sponsor for Client referral; and clear sharing of front line community services. The review led to the restructuring of the LMDC to include the necessary positions to fill the gaps in client services while eliminating non-essential services to address funding limitations.

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RESTRUCTURING – WHO WE ARE The LMDC employs nine full time staff members and one project based staff. The positions and team members are: RECEPTIONIST – Jeanette Henry CAREER COUNSELLOR (Interim)– Myrna Isaac EMPLOYMENT COUNSELLOR – Jennifer LaBillois-Metallic SUPPORT COUNSELLOR (Interim) – Anna Isaac COMMUNICATIONS TECHNICIAN/INSTRUCTOR – Tina Girvan DATA ENTRY/RESEARCH CLERK – Sheila Brisk ADMINISTRATIVE CLERK – Christie Caplin-Isaac WORKSHOP/COURSE FACILITATOR/INSTRUCTOR – Cathy Martin CUSTODIAN – David Caplin Jr. DIRECTOR – Lorna Sook

With the planned leave of absence of Bella Moffat, Myrna Isaac was transferred to the position of Career Counsellor and Anna Isaac was hired as Support Counsellor. Bella will be returning to her position in January 2013.

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INTRODUCING THE LMDC TEAM The Listuguj Mi’gmaq Development Centre is a strategically focused team environment that relies on each individual contributing with their talents and abilities, while having the flexibility and desire to assume varying roles and responsibilities, to ensure the success of the team and themselves. Client based outcomes and top-level results are expected and rewarded. Receptionist – The receptionist of the LMDC is the Client’s first contact. The Receptionist is responsible for registering and/or updating the Clients’ profile in the Aboriginal Labour Market Adaptation Support System (ALMASS). The service required is then determined and a referral is made to the appropriate Counsellor. The Receptionist provides support to the entire staff. Career Counsellor - The Career Counsellor conducts an initial interview to obtain the Client's employment and education background information, after which basic interest, aptitude and personality assessments are conducted. The Career Counsellor guides the Client through Labour Market Information (LMI) research on occupations, training programs and institutes, and requirements. Together with the Client, the Career Counsellor develops a Return-To-Work Action Plan. All information is entered into ALMASS. Support Counsellor - The Support Counsellor is responsible for monitoring the Clients who are on active employment and training measures. The attendance, academic progress and evaluation of each Client are monitored and interventions are conducted if necessary. The Support Counsellor is also responsible to provide support to all Clients, ensuring continued motivation and encouragement. Referral to appropriate external services is made when necessary. All interventions are entered into ALMASS. In addition, the Support Counsellor, together with the Director is responsible for establishing partnerships with training institutes and coordinating training programs, including recruitment and screening of potential participants. Employment Counsellor - The Employment Counsellor provides the Client with the skills and knowledge required to obtain and maintain a job, including cover letters, resumes, job Listuguj Mi’gmaq Development Centre – Annual Report 2011

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search skills, interview techniques, how to communicate with employers and work ethics. The Employment Counsellor is also responsible for obtaining and maintaining a pool of potential employers for current and up-coming employment opportunities. All interventions are entered into ALMASS. Communications Technician/Instructor – The Communications Technician/ Instructor is responsible for providing training on various software modules to Clients. Additionally, the Communication Technician/Instructor conducts research, develops and implements information strategies for the promotions of LMDC’s programs and services; provides staff support in the area of technology; and maintains the centre’s electronics and software. Data Entry/Research Clerk - The Data Entry/Research Clerk ensures up-to-date information on the labour market profile of Listuguj community members and employers; and job opportunities resulting from all economic projects occurring in the Gaspe Region and Atlantic Provinces. The Data Entry/Research Clerk ensures accuracy, completeness and consistency of data; and makes statistical reports available to LMDC staff and Listuguj Community resources. Administrative Clerk – The Administrative Clerk provides administrative and clerical support to the staff of the LMDC; performs accounting services in the areas of accounts payable, payroll, accounts receivable, financial statements, reporting and audit requirements; and ALMASS project management. The Administrative Clerk also assists with coordination of periodic activities/events and coordinates building maintenance. Custodian – The Custodian is responsible to clean and maintain the interior and exterior of the Listuguj Mi’gmaq Development Centre. Director – The Director is responsible for the efficient and effective management of the Listuguj Mi’gmaq Development Centre, including operations, human resources management, financial management and policy development. The Director also ensures that all programs are monitored; goals and objectives met and implements program development. The Director is also the official representative for Listuguj at the First Nations Human Resources Development Commission of Quebec. Listuguj Mi’gmaq Development Centre – Annual Report 2011

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2010-2011 ACTIVITIES During the 2010/2011 fiscal year, 178 Clients participated in 280 employment and training measures; Professional Training (129), Academic up-grading (80), On-the-Job Training (27), Job Creation (42), and Self-Employment Assistance (2). Results indicate that 223 measures were completed, 4 were abandoned, 10 ended by mutual agreement and 43 were in progress at March 31st, 2011. Further results indicate that, 89 Clients are employed, 123 are not employed, 17 returned to school, 5 are self-employed and 3 started another measure.

Participation in Mesures Professional Training

Academic Up-grading

On-the-Job Training

Job Creation

Self-Employment Assistance 15%

1%

10%

46% 28%

Results Completed

Abandoned

Ended by Mutual Agreement

In Progress

4%

15%

1% 80%

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Results Employed

Not Employed

Returned to School

Self-Employed

Started Another Measure 2% 1%

7%

38% 52%

Additionally, 5 Listuguj Mi’gmaq Clients were sponsored by the FNHRDCQ- Urban Strategy; Professional Training (3), Academic Up-grading (1) and Job Creation (1). Results indicated that 1 measure was completed and 4 were in progress at March 31st, 2011. Further results indicate that 1 Client returned to school.

Participation in Measures Professional Training

Academic Up-grading

On-the-Job Training

Job Creation

Self-Employment Assistance

20% 20%

60%

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Results Completed

Abandoned

Ended by Mutual Agreement

In Progress

20%

80%

LOCAL PROGRAMMING Step-by-Step Transitions Program The Step-by-Step Program registered 9 Clients in the fall of 2009. Of those registered, 7 successfully completed the program in June 2010, 1 ended by mutual agreement, and 1 was required to withdraw. Among those that completed the program, 5 registered in College or University, and 2 are not employed. In the fall of 2010, 14 Clients registered for the Step-by-Step Program.

Summer Student Employment During the summer of 2010, the LMDC provided Job Coaching Services for Listuguj Grade 10 & 11 high school students. Travis Wysote, a post secondary student pursuing his degree in Bachelor of Arts – Majoring in History, was hired to coordinate the initiative. The Job Services Office was organized to provide up to date material on securing and maintaining a job. A two week job readiness workshop series was developed and implemented. The topics that were presented were: how to research jobs opportunities, cover letter and resume writing, interviews skills and mock interviews, preparing for the workforce, workers rights and succeeding in the workplace. Individual Job Coaching was also offered.

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Although the number of Clients who accessed the service was low, those that participated were very pleased with the information provided and appreciated the certification of completion awarded to them. The low numbers were attributed to the providing of automatic job placements for grade 10 and 11 students by the local government. There were no provisions for applying for specific positions, hence, job finding skills were deemed unnecessary.

PROFESSIONAL TRAINING Eastern Shores School Board The LMDC assisted in the coordination of the Carpentry, Health Assistant and Nursing, Home Care Assistance and Accounting Programs delivered by the Eastern Shores School Board. The Health Assistance and Nursing Program registered 19 students of which 14 graduated in the spring of 2010. Of the 14 graduates, 4 were Listuguj Mi’gmaq. The Accounting Program registered 16 students of which 7 graduated. Of the 7 graduates, 2 were Listuguj Mi’gmaq. Another Health Assistant and Nursing Program started in September 2010, and registered 19 students. The program is on-going with 11 students still participating. It is scheduled to be completed on April 13, 2012. Two Listuguj Mi’gmaq are expected to graduate from the program. The Carpentry Program started in January 2011 and registered 14 students. The program is on-going with 9 students still participating. It is scheduled to be completed on April 13, 2012. Five Listuguj Mi’gmaq and 1 Mi’gmaq from another community are expected to graduate from the program.

General Education Development (GED) Preparation The primary objective for the GED Preparation Program is to provide Clients with the necessary basic skills for entry level employment or prerequisite training. Students who successfully complete the 5 tests required are awarded a High School Equivalency Certificate. A two week refresher course for GED students from 2010 who needed to prepare for the rewrite, was offered from October 12 – 22, 2010. These students participated in the rewrites on October 22nd & 23rd. Listuguj Mi’gmaq Development Centre – Annual Report 2011

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The 2011 GED preparatory program, for newly registered students, was offered from January through March 2011 providing 8 weeks of instruction. A total of 29 students wrote the GED test on March 4th and 5th in Campbellton. The GED project was in collaboration with LMDC and the Listuguj Social Services Directorate. Attendance was provided to the Social Assistance office to ensure accountability of Clients participating in the program. The program produced 5 graduates with more testing scheduled in the coming months. The GED preparatory project is regionally-driven as there is a realization for the need to increase basic literacy skills in order to improve the employability of Clients in the district.

Basic Entrepreneur Workshops The Basic Entrepreneurship Workshop is held several times each year, depending upon demand and the availability of a facilitator. The workshop, held at LMDC, covers fundamental business concepts and provides a solid foundation for the development of entrepreneurial traits and skills. Though the workshop is mandatory for all clients who are interested in applying for LMDC’s Self Employment Assistance Program, it is open to all community members regardless of their intent. In the 2010-2011 fiscal year, 3 workshops were held, attracting a total of 20 attendees. Eight people attended the workshop on July 12-14, 2010, nine attended the workshop on November 8th, 2010 and three people attended the workshop on March 9th & 10th, 2011.

Choice and Reality Therapy Training The LMDC coordinated William Glasser’s Choice and Reality Therapy training through Moncton Reality Therapy Consultants. William Glasser’s Choice theory forms the foundation of Choice and Reality Therapy. Basic intensive training teaches the value of relationship building, including: maintaining healthy relationships by practicing the seven habits that bring people closer together; applying choice theory and reality therapy to a variety of life situations and developing a more thorough understanding of mental health as it applies to education, management and marriage. The training took place in early May 2010 with front line staff from Social Services, Haven House, Gignu Group Home and LMDC successfully completing the training.

First Aid/CPR Several First Aid & CPR courses were held over the year. Formation Urgence Vie was contracted to offer the training at LMDC.. The two day training sessions, which were designed to comply with both federal and provincial occupational health and safety legislation, covered a variety of topics, including cardiovascular and breathing Listuguj Mi’gmaq Development Centre – Annual Report 2011

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emergencies, prevention of disease transmission and CPR level A. Three training courses were offered during the month of May 2010. Eight members of the LPD attended the session on May 17th & 22nd, 11 participated on May 18th & 19th, and 6 attended the session on May 27th & 28th.

Business Development of Canada (BDC) The LMDC invited the BDC organization to give a presentation regarding banking and funding for small and medium sized business on March 29th, 2011. They specialize in First Nation Banking situations. The presentation was open to the public, and entrepreneurs in the community were given individual invitations. The session was attended by 25 community members (15 community members and 10 Step-by-Step Clients). The information was very enlightening and helpful. The presentation was given by Patrick Lamarre. He also provided information on E-Spirit Program, which is a youth entrepreneur competition for young First Nation people, fully sponsored by BDC. The LMDC will be promoting the E-Spirit Program at the High School in the coming months.

Commission de la Construction du Quebec (CCQ) Orientation Two CCQ orientation sessions were held, both during the month of March 2011. These sessions were designed to provide community members with more information about the employment opportunities that were, and continue to be, available on the wind farms currently being erected in the district. Thirty three people attended the first session on March 15th, 2011, which covered the process of qualifying for CCQ certification, either via the completion of vocational training or by challenging the exam, which involves having the required work hours recognized. Thirty people attended the second session on March 29th, 2011, which covered the types of vocational training programs that were available as well as the qualification process.

Wind Power Project The LMDC participated in an open house coordinated by the Mi’gmawei Mawiomi Secretariat (MMS), to promote employment opportunities in Wind Power Projects, and provide information related to training in the areas of Linesmen, Reinforcing Steel, Electrical and Millwright. In addition, the LMDC assisted with the promotion and recruitment of trainees for each of the 4 programs to be delivered by the Vocational Training Centre for Aboriginals in the Construction Trades (VTCACT). Listuguj Mi’gmaq Development Centre – Annual Report 2011

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LABOUR MARKET INFORMATION (LMI) IMPLEMENTATION STRATEGY As you may be aware, in November 2009, the FHNRDCQ signed an agreement with HRSDC under the Aboriginal Skills & Training Strategic Investment Fund or ASTSIF. The LMDC was asked to partner with the commission to be the pilot site for the Labour Market Information Implementation Strategy.

The objective of this venture was to develop and implement Labour Market Information services and job placement services in Listuguj through partnerships with Service Canada, Emploi Quebec, the LMDC and the FNHRDCQ. Labor Market Information (LMI) involves collecting, analyzing, reporting and publishing data on economic activities. There is LMI Data on employment, wages, standards, qualifications, job openings, working conditions and much more. With LMI we can see: What trades and occupations are in highest demand What is the average salary of a given occupation What type of training offers the best job prospects Which regions offer the best chance of finding work in a particular field; or, What education/training is required for a specific job Jennifer LaBillois-Metallic was the LMI Coordinator who ensured the successful implementation of the project. Throughout 2010-2011 fiscal yera, the following activities took place to realize the LMI Strategy.

Research Labour Market Information Kristen Barnaby, Tina Isaac, Sue Barnaby and Sheila Brisk all worked throughout the year on different projects to update the labour market database. They were instrumental in: Updating the community’s labour force profile which allowed us to know who our skilled workers are and what experiences/certification they have Listuguj Mi’gmaq Development Centre – Annual Report 2011

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Researching labour market data on jobs available locally, regionally and provincially and upcoming large work projects in the region, providing information on career opportunities and training needs Completing a local employer’s database to know the total number of people employed in the combined private and public sectors; what their titles were, work status and vacant positions All of this information was entered in the labour market data base and continues to be maintained regularly. Additionally, the information was shared with the community through newsletters, mail inserts, postings, the LMDC website and announcements on the radio. Each of these women did a fabulous job and should be commended for all their hard work. During the year, the database software was modified to improve its performance. A complementary reporting tool was also developed using ACCESS. This allowed us to import data from ALMASS to enable quicker access to more labour force statistical reports. This new program will be used for future analysis on an on-going basis. The Listuguj Mi’gmaq Government supported the process through Order-in-Council, allowing the transference of labour force data from the social services, human resources and education sectors. This sped up the data entry process resulting in a more complete reporting tool with current and accurate data. As of the first week of March, the database was 96% updated. From the completed labour force inventory and through research conducted on the external labour markets an Analysis Report was created for Listuguj. The report looks at the overall employment situation in Canada, then within the two provinces and furthermore, specifically at the regions. The report shows what regional industries have positive future trends and which do not; what specific occupations are going to be in demand in the near future; and which would have an excess supply of labour. This report was incorporated into the local Labour Market analysis in order to make recommendations on what direction to pursue when looking at education and employment programming for Listuguj. The Labour Market Analysis was completed in March and was presented to Chief and Council, the LMDC Staff, LMDCouncil, the LMI Steering Committee and to the local government Directors. The recommendations from the report are as follows: 1.

Address the less than 35 year olds in training/employment programming with specific attention to males. 2. Prioritize clients with and without High School diploma as their highest level of education to assist them in increasing their level. Listuguj Mi’gmaq Development Centre – Annual Report 2011

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3. To prioritize training in the occupations (professional, technical and intermediate skill levels) which show a positive outlook as identified in the external regions research. From the analysis report, programming is to be developed and shared with the community through focus groups to gain their input/recommendations on to how to address these issues.

Training on LMI To effectively plan strategies to address the community’s growing labour force, the LMDC offered Labour Market Information Training to LMDC front line workers, local decision makers and to the general public. The training introduced all the various LMI resources and tools, and how they can be utilized. The evaluations from the participants were positive and affirming. Each member responded that they learned a great deal of information to be able to assist clients or to learn more about the realities affecting the community. The suggestions provided by participants were to provide information sessions on LMI on a regular basis.

Communications Strategy Additional components of the project were to develop communications and marketing strategies to promote labour market information tools and to develop anti-racism promotional materials for off-reserve employers and businesses. The project also required that a new LMDC website be created to use as a promotional vehicle for the LMI components. The marketing strategy included: radio announcements; informational postings in the community; LMI resource booklets, pamphlets and posters; the creation of a brand new LMDC website to use as a promotional vehicle; recordings of all training sessions for the development of videos; newspaper articles; etc. The sessions on LMI were recorded and developed into bilingual video clips that can be found on our website. From the recorded sessions an overall documentary of the LMI initiative was produced and shared with all partners. The new LMDC website was launched on June 30, 2010. A free community Barbeque was offered to the 100 plus members who were in attendance for the kickoff event. The website was shown as a power point showing the LMDC program and service information and LMI resources and tools developed for the project.

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Steering Committee A steering committee was established, consisting of career counselors, employers/ businesses representative both on and off reserve, and other potential stakeholders. A Lunch and Learn LMI session was held May 13, 2010 with over 40 representatives in attendance from Listuguj, the surrounding communities and from regional organizations. The luncheon succeeded in highlighting the pilot project on Labour Market Information (LMI) and its intention of creating a LMI Steering Committee. From that event, 12 candidates were recommended and met twice over the year to address LMI resources for Listuguj. The representatives were from provincial and federal government departments; the local chamber of commerce; regional English school board agents; and local employment and training department staff. Topics that were discussed at the meetings were on: the barriers that Listuguj Mi’gmaq experience when seeking employment in the region and recommendations were made as to how to address them. Members also indicated they would look into the matter further in their respective positions; the mandate of the Steering/Advisory Committee; and a review of the Listuguj Labour Market Analysis Report.

Anti-racism Campaign An anti-racism campaign was developed, targeting non-native employers to start considering hiring qualified and skilled Listuguj Mi’gmaq. The objective of the Anti-racism campaign was to foster meaningful relationships with employers in the region. As a result of partnerships created, we can remove barriers that will allow entry for Mi’gmaq into the regional work force. On Wednesday, February 23, 2011, the LMDC unveiled a series of positive posters, depicting five employed and highly skilled Listuguj Mi'gmaq working in various areas outside the community. Also included with the Listuguj Mi’gmaq Development Centre – Annual Report 2011

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posters were informational pamphlets from the Aboriginal Human Resource Council’s Racism Free Workplace Strategy. Over 40 people were in attendance for the launch. The Aboriginal Human Resource Council National Director for Employer and Partner Relations was invited to speak about the Racism Free Workplace Strategy. The posters were unveiled one at a time explaining each candidate depicted and the message that is directed to employers to aid in addressing racism. The media were in attendance and numerous articles were aired on television and radio and in local, regional and national newspapers. For you reference, the LMI Analysis Report is available at www.lmdc.ca under publications.

COMMUNITY INVOLVEMENT The Staff of the LMDC attended various community events throughout the year, including Wellness Fair, MMS Annual General Assembly, Families First Open House and participated in National Addictions Awareness Week. Additionally, LMDC staff members are active participants in various groups such as the Network Committee, Drug Strategy Committee, Directors’ Committee and the Listuguj Communications Committee. Staff has also participated in Comprehensive Community Planning Meetings.

Other Services Disability Measures The LMDC is able to access additional dollars earmarked for clients with disabilities to participate in employment and training measures. During the 10/11 fiscal year, the LMDC sponsored 3 clients, of which 2 are still in progress, and 1 is unemployed.

Documentation Centre The Documentation Centre is a collection of reference material on post secondary institutes, personal & professional development materials and business management information. The Documentation Centre is accessible to community members.

Community Access Centre In the fall of 2001, LMDC became part of the Community Access Program which is a Government of Canada initiative, administered by Industry Canada. The Listuguj Community Access Centre aims to provide access to the Internet and skills needed to use it effectively, giving the community access to the electronic information highway. A small allocation is provided by Industry Canada and administered by Réseau des SADC du Quebec. These funds are used to support Access Centre coordination and to up-grade Listuguj Mi’gmaq Development Centre – Annual Report 2011

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equipment. Additionally, SADC employed Miranda Mitchell-Caggiano, for a period of 10 weeks to assist community members in using the internet, Email and related software applications. The access centre is located in the documentation centre which allows for use of the computers during regular business hours.

Web-For-All The Web-For-All Program is administered by Collectivité Ingénieuse de la Péninsule Acadienne (CIPA) Inc. CIPA employed Tanya Webster as the Web-For-All Animator for 26 weeks to provide services in Listuguj. The program provides support and services to help Clients learn and expand on computer skills. The animator develops a personalized program for the success of each Client. Adaptive hardware and software programs are also available. It is a nurturing and supportive environment and available at no cost.

FUNDING Core Funding Listuguj was allocated a total of $955,358 by the First Nations Human Resources Development Commission of Quebec through agreements signed with Human Resources and Skills Development Canada and the Department of Aboriginal Affairs (Includes $207,997 from the LMI-ASTSIF project). Additionally $693 was earned in interest, for a total of $956,051. These funds were allocated at follows: Administration of Measures Labour Market Information Professional Resources Research and Development Professional Training General Academic Up-grading On-the-Job Training Job Creation Initiatives Self-Employment Assistance Carry over to 2011-2012 Total

Listuguj Mi’gmaq Development Centre – Annual Report 2011

111,886 211,050 264,127 6,000 110,757 28,338 17,523 157,665 18,600 30,105 956,051

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Distribution of Funds Administration of Measures

Labour Market Information

Professional Resources

Research and Development

Professional Training

General Academic Up-grading

On-the-Job Training

Job Creation Initiatives

Self-Employment Assistance

Deferred to 2011-2012

2% 3%

28% 16%

12%

3% 2% 11% 1%

22%

Funding Partners The LMDC has been fortunate to have several funding partners, which is necessary to realize programs such as Step-by-Step and GED Preparation. The major funding partners include the Listuguj Mi’gmaq Government and the Centre Local d’Emploi. Other funding partners include Réseau des SADC du Quebec and Service Canada. The LMDC also generates revenue from classroom rentals, which is used for building maintenance. Other revenue and expenditures were as follows: Revenue: Réseau des SADC du Quebec Listuguj Mi'gmaq Government TD Bank - Interest/Other Classroom Rental Service Canada Centre Local d'Emploi 2009-2010 Carry Over

4,546.00 180,154.00 355.00 38,580.00 1,955.00 26,696.00 64,964.00 317,250.00

Expenditures: Administration LMI Project Access Centre Building Operations & Maintenance Summer Student Program Step-by-Step Programs GED Preparation Programs Deferred Revenue to 2011-2012

Listuguj Mi’gmaq Development Centre – Annual Report 2011

5,022.00 5,022.00 5,246.00 65,882.00 1,955.00 126,584.00 73,798.00 33,741.00 317,250.00 19


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Other Revenues Réseau des SADC du Quebec

Listuguj Mi'gmaq Government

TD Bank - Interest/Other

Classroom Rental

Service Canada

Centre Local d'Emploi

2009-2010 Carry Over 21% 8%

1% 57%

1% 12% 0%

For your reference, LMDC’s audited financial statement is available at www.lmdc.ca under publications.

CONCLUSION Through the presentation of this annual report, the LMDC has demonstrated positive results in meeting its human resources development objectives, given the limited budget as presented in the audited financial statement. The LMDC is a very structured, consistent and professional organization. It is these qualities that are strongly upheld by the LMDC team, including the LMDCouncil, which as a result, have allowed the Centre to grow into a formidable service provider, while ensuring positive results for Listuguj Mi’gmaq. Listuguj Mi’gmaq Development Centre – Annual Report 2011

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Notes

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Notes

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2010-2011 Annual Report