Retraining

This document offers an overview of the United Steelworkers’ Toronto Area Council’s Adjustment Centre, established in 2003 to help laid-off steelworkers upgrade their skills and get access to retraining.

This discussion paper focuses on the mismatch between employment skills and labour supply in Canada, with both labour surpluses and labour shortages evident, depending upon the sector.

The author points out that on the one hand, jobs go unfilled for long stretches because of the lack of qualified applicants. But for a number of occupations, employment opportunities are becoming scarcer.

Phased-in retirement is really a catch phrase that can include special assignments, mentoring, job sharing, and end to shift work, reduced hours and telecommuting. Unfortunately, the tax, pension and paperwork implications of these accommodations pose barriers that can translate into inertia.

The Florist Assistant Demonstration LBS Level 3 booklet gives learners and instructors information on a career as a florist assistant.

It includes essential core skills chart, demonstrations, resources and other useful information.

The Nanny / Caregiver Demonstration - LBS Levels 2/3 booklet gives learners and instructors information on a career as a nanny or caregiver.

It includes essential core skills chart, exercises and answer keys, demonstration overview, practitioner instructions and other useful information.

The Taxi Driver Demonstration - LBS Level 3 booklet gives learners and instructors information on a career as a taxi driver.

It includes essential core skills chart, exercises and answer keys, suggested learning activities and other useful information.

Whether or not there is a clear monetary return, proceeding with training can be difficult to justify unless a good return on investment can be proven.

This document outlines a study on how return on investment could be applied to training; a method of calculating return on training investment (ROTI) was developed.

This article is about the “BRIDGES to Equity training program (BRIDGES)”, an employment equity measure developed by the City of Toronto, designed to help women employees move from their traditional jobs into trades, technology, or operations within their own organization.

It is written in English with a summary in French.

This is a report on a conference held in September of 1981 to address questions such as: What is happening to women in the technological revolution? Are they benefiting from progress, or are they victimized by it? Are female workers moving toward new jobs, or are their present qualifications becoming useless? What is the role of women in decision-making processes at various levels, local as well as international?

Education is the key to our ability to maintain our position in the international marketplace. What is unfortunate is that much of our workforce is presently attempting to train and update themselves at night, on a part-time basis, and with inadequate resources.

This presentation paper discusses three issues
1. Provision of appropriate education
2. Making education accessible to all learners
3. Accountability.