EMPLOYMENT AND CULTURE COMMITTEE. The Parties shall create, within thirty (30) days of the execution of the Agreement, a committee for training, employment and cultural matters (the “Employment and Culture Committee”). The charter of the Employment and Culture Committee is attached as Appendix 23. AEM and KIA agree to provide all relevant information requested by the Employment and Culture Committee to allow it to fulfill its role and responsibilities in order to implement this Schedule. APPENDIX 7.2 LABOUR POOL PROCESS STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Led By AEM in collaboration with KIA and ECC AEM community coordinator (CC) AEM community coordinator (CC) Community coordinator (CC) and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) Labour pool coordinator (LPC) Labour pool coordinator (LPC) Main Objectives Create a database of all potential Inuit employees to invite to the information sessions Establish a list of all Inuit potential employees Provide general basic information for the potential applicant to make a sound decision about working at an AEM mine site Information session covers topics like: Provide general basic assistance to the applicant, if needed, in filling the labour pool application form Review the application form of the applicant Review previous work experience at AEM or elsewhere Identify skills and interests Identify applicants who have a trade and should be assessed Ensure that applicants have received the work readiness training Ensure that applicants have received the work site readiness training Identify candidate trade skills through a practical assessment Match the candidate skills with the job opportunities at the mine site Describe the process whereby candidates are hired for job xxxxxxxxxxxxx Life at camp Work organization Jobs available and requirements AEM HR policies Identify steps that would apply Process AEM will use its database and local resources in Kivalliq Communities to solicit names AEM will add other Inuit who request to be on the list Attending the information session is the first step into the labour pool process Information session is advertised in public places and Applicants input their job application into the enterprise-wide recruitment software. If required, the CC coaches the applicant in filling In-person meeting with the applicant unless the applicant does not wish to meet. Family members of the applicant can attend. Deliver a work-ready skills development program on the following modules: Cross Cultural Self-Awareness Work Ethic Transitioning to Mandatory trainings offered through an elearning portal: General Induction Workplace Hazardous Materials Information System (WHMIS) To the extent of the requirements of a Job Category, the following assessments could be conducted: a practical work- based tasks to demonstrate trade HR Mine Site Agents and Contractors to contact the LPC for job placement The LPC matches candidates and STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities on radio Local organizations and agents are advised of any information session held in the community Applicant enrolls to the session by showing up on the date, time and place agreed in the community Session is facilitated by the CC various tools After the session, the CC assists the interested attendees in filling the labour pool application form Family members are invited to attend the information session the application form Applications are checked for attendance to an information session The application is uploaded in the recruitment software Basic work background of the applicants at AEM is checked Applicants terminated with fatal flaw will not go further All other applicants terminated by AEM within the last 12 months will not go further Discussions on application with applicants are scheduled by the CC or the Labour Pool Coordinator, unless the applicant does not wish to discuss. Basic literacy and numeracy skills assessed based on type and nature of Job Category (no disqualification) Identify skills and past experience Gather data for equivalencies Complete a trade assessment application unless not required by AEM Work Effective Communication Team work Time Management and Problem Solving Financial Management Work Life Balance Managing Emotions Career Planning Success factors are : Attendance (to all training hours) Active participation Successful applicants are paid for the 2- week training Living expenses, if any, are paid if the applicant has to receive the training in another community At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical Training sessions are Job Hazard Analysis (XXX) Standard Operation Procedures (SOP) Surface Fire Suppression Work Card Stairs & Ladders If needed, the CC or LPC can assist the applicants that are less familiar with elearning. Elearning is delivered under a classroom setting. Conventional learning methods would be available. Mandatory training offered in-class for workers interested in construction jobs: Health & Safety on Construction Site Successful applicants are paid for the mandatory trainings Living expenses, if any, are paid if the applicant has to receive the training in another community At the expense of AEM, participants outside the communities where skills of the candidate a technical interview around a series of questions specific to the trade Results would be discussed with the candidate Successful applicants are paid for the assessment Living expenses, if any, are paid if the applicant has to make his assessment in another community Candidate names remain on the list for 1 year CC to re-confirm enrollment of candidate one month before end of the 1- year period Except for a program update or new regulatory requirements, this is not a re-qualification process but rather an update of the information and availability of the applicant jobs available based on: 1. Skills 2. Seniority in the labour pool with priority to the candidates coming from the affected communities and subject to the AEM employee transfer policy For all AEM hires: All candidates are hired as temporary employees pending successful medical and 90 working day probation AEM or contractor must notify the LPC of candidates hired or no longer employed STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities delivered to a group of ±10 applicants at a time training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical When 3 months following the execution of the IIBA List updated on an ongoing basis On a quarterly basis 4 hour sessions As needed by the applicant As the number of applicants can justify the traveling OR To avoid delay, one-on-one discussion session to be held with an applicant On a regular basis, as ±10 applicants can be grouped together 2 week sessions (±60 hours) Within 3 months after completion of the work readiness training 9 hours for all the mandatory elearning trainings (approximately 15 hours for conventional training) A maximum of 35 hours for the training on H&S on construction site Within 3 months after enrollment on the Labour Pool List On an as-needed basis for AEM employment or upon award of a contract STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Where In all Kivalliq communities Information sessions are held in each Kivalliq community CC office or online (if possible) CC office or any other practical location Arviat, Xxxxx Lake, Chesterfield Inlet and Xxxxxx Inlet If no training session can be held in the community of an applicant within 30 days of the completion of the previous step, AEM will deliver training to such applicant in another community where a training session is held In person, at the CC office for the mandatory trainings or any other practical location Assessments at the mine site or in Kivalliq communities, where practical and at cost of AEM Phone contact made by HR Mine site agent or Contractor STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Alternate Path Names can be added at any time Attend next quarterly session One-on-one information sessions could be provided to an applicant, if the person is unable to attend a regular session If a person demonstrates relevant past experience or understanding of the working conditions then only certain identified steps would apply Reapply at age of 18 or when the termination period has expired If the rehabilitation of an applicant (fatal flaw) is demonstrated to the satisfaction of AEM, then AEM could determine if that person’s application may be accepted Any other applicant terminated within 12 months may request AEM to accept its application Seek reclassification at any time after acquiring basic numeracy and/or literacy skills. (AEM will direct the applicants to the proper training agency to acquire those skills) An applicant who has an immediate job opportunity can complete the necessary steps according to a plan agreed to with AEM, except the Health and Safety Training If incomplete, applicants can reapply after 6 months An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. Specific exemptions could be granted for some modules considering previous relevant work experience If incomplete, applicants can reapply after 6 months An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. IF COMPLETE AND SUCCESSFUL, APPLICANT IS INCLUDED ON THE LABOUR POOL LIST Candidate names remain on the list for 1 year CC to re-confirm enrollment of candidate one month before end of the 1- year period LPC to provide to HR mine site agents a report on applicants’ status Candidate proceeds to next step Candidates offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA CANDIDATE IS HIRED OTHER CANDIDATES REMAIN ON THE LIST Candidates will be considered and may be offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA Purpose APPENDIX 7.3
Appears in 1 contract
Samples: Benefit Agreement
EMPLOYMENT AND CULTURE COMMITTEE. The Parties shall createestablish, within thirty (30) days as of the execution of the AgreementEffective Date, a committee for training, employment and cultural matters (the “Employment and Culture Committee”). The charter of the Employment and Culture Committee is attached as Appendix 2321.1. AEM and KIA agree to provide all relevant information requested by the Employment and Culture Committee to allow it to fulfill its role and responsibilities in order to implement this Schedule. APPENDIX 7.2 LABOUR POOL PROCESS STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Led By AEM in collaboration with KIA XXX and ECC AEM community coordinator (CC) AEM community coordinator (CC) Community coordinator (CC) and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) Labour pool coordinator (LPC) Labour pool coordinator (LPC) Main Objectives Create a database of all potential Inuit employees to invite to the information sessions Establish a list of all Inuit potential employees Provide general basic information for the potential applicant to make a sound decision about working at an AEM mine site Information session covers topics like: • Life at camp • Work organization • Jobs available and requirements • AEM HR policies Provide general basic assistance to the applicant, if needed, in filling the labour pool application form • Review the application form of the applicant • Review previous work experience at AEM or elsewhere • Identify skills and interests • Identify applicants who have a trade and should be assessed • Identify steps that would apply Ensure that applicants have received the work readiness training Ensure that applicants have received the work site readiness training • Identify candidate trade skills through a practical assessment • Match the candidate skills with the job opportunities at the mine site Describe the process whereby candidates are hired for job xxxxxxxxxxxxx Life at camp Work organization Jobs available and requirements AEM HR policies Identify steps that would apply opportunities Process • AEM will use its database and local resources in Kivalliq Communities to solicit names • AEM will add other Inuit who request to be on the list • Attending the information session is the first step into the labour pool process • Information session is advertised in public places and on radio • Applicants input their job application into the enterprise-wide recruitment software. If required, the CC coaches the applicant in filling • In-person meeting with the applicant unless the applicant does not wish to meet. meet • Family members of the applicant can attend. • Deliver a work-ready skills development program on the following modules: • Cross Cultural • Self-Awareness • Work Ethic • Transitioning to Work • Mandatory trainings offered through an elearning portal: • General Induction • Workplace Hazardous Materials Information System (WHMIS) • To the extent of the requirements of a Job Category, the following assessments could be conducted: • a practical work- based tasks to demonstrate trade • HR Mine Site Agents and Contractors to contact the LPC for job placement • The LPC matches candidates and STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities on radio • Local organizations and agents are advised of any information session held in the community • Applicant enrolls to the session by showing up on the date, time and place agreed in the community • Session is facilitated by the CC using various tools • After the session, the CC assists the interested attendees in filling the labour pool application form • Family members are invited to attend the information session the application form • Applications are checked for attendance to an information session • The application is uploaded in the recruitment software • Basic work background of the applicants at AEM is checked • Applicants terminated with fatal flaw will not go further • All other applicants terminated by AEM within the last 12 months will not go further • Discussions on application with applicants are scheduled by the CC or the Labour Pool Coordinator, unless the applicant does not wish to discuss. • Basic literacy and numeracy skills assessed based on type and nature of Job Category (no disqualification) • Identify skills and past experience • Gather data for equivalencies • Complete a trade assessment application unless not required by AEM Work • Effective Communication • Team work • Time Management and Problem Solving • Financial Management • Work Life Balance • Managing Emotions • Career Planning • Success factors are : • Attendance (to all training hours) • Active participation • Successful applicants are paid for the 2- week training • Living expenses, if any, are paid if the applicant has to receive the training in another community • At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, • Job Hazard Analysis (XXX) • Standard Operation Procedures (SOP) Surface • Fire Suppression • Work Card • Stairs & Ladders • If needed, the CC or LPC can assist the applicants that are less familiar with elearning. Elearning is delivered under a classroom setting. • Conventional learning methods would be available. • Mandatory training offered in-class for workers interested in construction jobs: • Health & Safety on Construction Site • Successful applicants are paid for the mandatory trainings • Living expenses, if any, are paid if the applicant has to receive the training in skills of the candidate • a technical interview around a series of questions specific to the trade • Results would be discussed with the candidate • Successful applicants are paid for the assessment • Living expenses, if any, are paid if the applicant has to make his assessment in another community • Candidate names remain on the list for 1 year • CC to re-confirm enrollment of candidate one month before end of the 1- year period • Except for a program update or new regulatory requirements, this is not a re-qualification process but rather an update of the jobs available based on: 1. Skills 2. Seniority in the labour pool with priority to the candidates coming from the affected communities and subject to the AEM employee transfer policy • For all AEM hires: All candidates are hired as temporary employees pending successful medical and 90 working day probation • AEM or contractor must notify the LPC of candidates hired or no longer STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities whichever situation is more economical • Training sessions are delivered to a group of ±10 applicants at a time another community • At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical Training sessions are Job Hazard Analysis (XXX) Standard Operation Procedures (SOP) Surface Fire Suppression Work Card Stairs & Ladders If needed, the CC or LPC can assist the applicants that are less familiar with elearning. Elearning is delivered under a classroom setting. Conventional learning methods would be available. Mandatory training offered in-class for workers interested in construction jobs: Health & Safety on Construction Site Successful applicants are paid for the mandatory trainings Living expenses, if any, are paid if the applicant has to receive the training in another community At the expense of AEM, participants outside the communities where skills of the candidate a technical interview around a series of questions specific to the trade Results would be discussed with the candidate Successful applicants are paid for the assessment Living expenses, if any, are paid if the applicant has to make his assessment in another community Candidate names remain on the list for 1 year CC to re-confirm enrollment of candidate one month before end of the 1- year period Except for a program update or new regulatory requirements, this is not a re-qualification process but rather an update of the information and availability of the applicant jobs available based on: 1. Skills 2. Seniority in the labour pool with priority to the candidates coming from the affected communities and subject to the AEM employee transfer policy For all AEM hires: All candidates are hired as temporary employees pending successful medical and 90 working day probation AEM or contractor must notify the LPC of candidates hired or no longer employed STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities delivered to a group of ±10 applicants at a time training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical • At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical employed When 3 months following the execution of the IIBA List updated on an ongoing basis • On a quarterly basis • 4 hour sessions • As needed by the applicant • As the number of applicants can justify the traveling OR • To avoid delay, one-on-one discussion session to be held with an applicant • On a regular basis, as ±10 applicants can be grouped together • 2 week sessions (±60 hours) • Within 3 months after completion of the work readiness training • 9 hours for all the mandatory elearning trainings (approximately 15 hours for conventional training) • A maximum of 35 hours for the training on H&S on construction site Within 3 months after enrollment on the Labour Pool List On an as-needed basis for AEM employment or upon award of a contract STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Where In all Kivalliq communities Information sessions are held in each Kivalliq community CC office or online (if possible) CC office or any other practical location • Arviat, Xxxxx Lake, Chesterfield Xxxxxxxxxxxx Inlet and Xxxxxx Inlet • If no training session can be held in the community of an applicant within 30 days of the completion of the previous step, AEM will deliver training to such applicant in another community where a training session is held In person, at the CC office for the mandatory trainings or any other practical location Assessments at the mine site or in Kivalliq communities, where practical and at cost of AEM Phone contact made by HR Mine site agent or Contractor STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Alternate Path Names can be added at any time • Attend next quarterly session • One-on-one information sessions could be provided to an applicant, if the person is unable to attend a regular session • If a person demonstrates relevant past experience or understanding of the working conditions then only certain identified steps would apply • Reapply at age of 18 or when the termination period has expired • If the rehabilitation of an applicant (fatal flaw) is demonstrated to the satisfaction of AEM, then AEM could determine if that person’s application may be accepted • Any other applicant terminated within 12 months may request AEM to accept its application • Seek reclassification at any time after acquiring basic numeracy and/or literacy skills. (AEM will direct the applicants to the proper training agency to acquire those skills) • An applicant who has an immediate job opportunity can complete the necessary steps according to a plan agreed to with AEM, except the Health and Safety Training • If incomplete, applicants can reapply after 6 months • An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. • Specific exemptions could be granted for some modules considering previous relevant work experience • If incomplete, applicants can reapply after 6 months • An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. • IF COMPLETE AND SUCCESSFUL, APPLICANT IS INCLUDED ON THE LABOUR POOL LIST • Candidate names remain on the list for 1 year • CC to re-confirm enrollment of candidate one month before end of the 1- 1-year period • LPC to provide to HR mine site agents a report on applicants’ status • Candidate proceeds to next step • Candidates offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA • CANDIDATE IS HIRED • OTHER CANDIDATES REMAIN ON THE LIST • Candidates will be considered and may be offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA Purpose APPENDIX 7.3
Appears in 1 contract
Samples: Benefit Agreement
EMPLOYMENT AND CULTURE COMMITTEE. The Parties shall create, within thirty (30) days of the execution of the Agreement, a committee for training, employment and cultural matters (the “Employment and Culture Committee”). The charter of the Employment and Culture Committee is attached as Appendix 23. AEM and KIA agree to provide all relevant information requested by the Employment and Culture Committee to allow it to fulfill its role and responsibilities in order to implement this Schedule. APPENDIX 7.2 LABOUR POOL PROCESS STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Led By AEM in collaboration with KIA and ECC ETC AEM community coordinator (CC) AEM community coordinator (CC) Community coordinator (CC) and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) Labour pool coordinator (LPC) Labour pool coordinator (LPC) Main Objectives Create a database of all potential Inuit employees to invite to the information sessions Establish a list of all Inuit potential employees Provide general basic information for the potential applicant to make a sound decision about working at an AEM mine site Information session covers topics like: Provide general basic assistance to the applicant, if needed, in filling the labour pool application form • Review the application form of the applicant • Review previous work experience at AEM or elsewhere • Identify skills and interests • Identify applicants who have a trade and should be assessed • Identify steps that would apply Ensure that applicants have received the work readiness training Ensure that applicants have received the work site readiness training • Identify candidate trade skills through a practical assessment • Match the candidate skills with the job opportunities at the mine site Describe the process whereby candidates are hired for job xxxxxxxxxxxxx opportunities • Life at camp • Work organization • Jobs available and requirements • AEM HR policies Identify steps that would apply Process • AEM will use its database and local resources in Kivalliq Communities to solicit names • AEM will add other Inuit who request to be on the list • Attending the information session is the first step into the labour pool process • Information session is advertised in public places and • Applicants input their job application into the enterprise-wide recruitment software. If required, the CC coaches the applicant in filling • In-person meeting with the applicant unless the applicant does not wish to meet. • Family members of the applicant can attend. • Basic literacy and numeracy skills assessed • Deliver a work-ready skills development program on the following modules: • Cross Cultural • Self-Awareness • Work Ethic • Transitioning to • Mandatory trainings offered through an elearning portal: • General Induction • Workplace Hazardous Materials Information System (WHMIS) • To the extent of the requirements of a Job Categoryposition, the following assessments could be conducted: • a practical work- based tasks to demonstrate trade skills of the • HR Mine Site Agents and Contractors to contact the LPC for job placement • The LPC matches candidates and STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities on radio • Local organizations and agents are advised of any information session held in the community • Applicant enrolls to the session by showing up on the date, time and place agreed in the community • Session is facilitated by the CC various tools using a PowerPoint presentation and a video of the camp / mine site • After the session, the CC assists the interested attendees in filling the labour pool application form • Family members are invited to attend the information session the application form • Applications are checked for attendance to an information session • The application is uploaded in the recruitment software • Basic work background of the applicants at AEM is checked • Applicants terminated with fatal flaw will not go further • All other applicants terminated by AEM within the last 12 months will not go further Discussions • Discussion on application with applicants are scheduled by the CC or the Labour Pool Coordinator, unless the applicant does not wish to discuss. Basic literacy and numeracy skills assessed Coordinator based on type and nature of Job Category job position (no disqualification) • Identify skills and past experience • Gather data for equivalencies • Complete a trade assessment application unless not required by AEM Work • Effective Communication • Team work • Time Management and Problem Solving • Financial Management • Work Life Balance • Managing Emotions • Career Planning • Success factors are : • Attendance (to all training hours) • Active participation • Successful applicants are paid for the 2- week training • Living expenses, if any, are paid if the applicant has to receive the training in another community • At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical • Training sessions are • Job Hazard Analysis (XXX) • Standard Operation Procedures (SOP) Surface • Fire Suppression • Work Card • Stairs & Ladders • If needed, the CC or LPC can assist the applicants that are less familiar with elearning. Elearning is delivered under a classroom setting. • Conventional learning methods would be available. • Mandatory training offered in-class for workers interested in construction jobs: • Health & Safety on Construction Site • Successful applicants are paid for the mandatory trainings • Living expenses, if any, are paid if the applicant has to receive the training in another community • At the expense of AEM, participants outside the communities where skills of the candidate • a technical interview around a series of questions specific to the trade • Results would be discussed with the candidate • Successful applicants are paid for the assessment • Living expenses, if any, are paid if the applicant has to make his assessment in another community • Candidate names remain on the list for 1 year • CC to re-confirm enrollment of candidate one month before end of the 1- year period • Except for a program update or new regulatory requirements, this is not a re-qualification process but rather an update of the information and availability of the applicant • At the expense of jobs available based on: 1. Skills 2. Seniority in the labour pool with priority to the candidates coming from the affected communities and subject to the AEM employee transfer policy • For all AEM hires: All candidates are hired as temporary employees pending successful medical and 90 working day probation • AEM or contractor must notify the LPC of candidates hired or no longer employed STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities delivered to a group of ±10 applicants at a time training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical When 3 months following the execution of the IIBA List updated on an ongoing basis • On a quarterly basis • 4 hour sessions • As needed by the applicant • As the number of applicants can justify the traveling OR • To avoid delay, one-on-one discussion session to be held with an applicant • On a regular basis, as ±10 applicants can be grouped together • 2 week sessions (±60 hours) • Within 3 months after completion of the work readiness training • 9 hours for all the mandatory elearning trainings (approximately 15 hours for conventional training) • A maximum of 35 hours for the training on H&S on construction site Within 3 months after enrollment on the Labour Pool List On an as-needed basis for AEM employment or upon award of a contract STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Where In all Kivalliq communities Information sessions are held in each Kivalliq community CC office or online (if possible) CC office or any other practical location • Arviat, Xxxxx Lake, Chesterfield Inlet and Xxxxxx Inlet • If no training session can be held in the community of an applicant within 30 days of the completion of the previous step, AEM will deliver training to such applicant in another community where a training session is held In person, at the CC office for the mandatory trainings or any other practical location Assessments at the mine site or in Kivalliq communities, where practical and at cost of AEM Phone contact made by HR Mine site agent or Contractor STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Alternate Path Names can be added at any time • Attend next quarterly session • One-on-one information sessions session could be provided to an applicant, if the person is unable to attend a regular session • If a person demonstrates relevant past experience or understanding of the working conditions then only certain identified steps would apply • Reapply at age of 18 or when the termination period has expired • If the rehabilitation of an applicant (fatal flaw) is demonstrated to the satisfaction of AEM, then AEM could determine if that person’s application may be accepted • Any other applicant terminated within 12 months may request AEM to accept its application • Seek reclassification at any time after acquiring basic numeracy and/or literacy skills. (AEM will direct the applicants to the proper training agency to acquire those skills) • An applicant who has an immediate job opportunity can complete the necessary steps according to a plan agreed to with AEM, except the Health and Safety Training • If incomplete, applicants can reapply after 6 months • An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. • Specific exemptions could be granted for some modules considering previous relevant work experience experiences • If incomplete, applicants can reapply after 6 months • An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. • IF COMPLETE AND SUCCESSFUL, APPLICANT IS INCLUDED ON THE LABOUR POOL LIST • Candidate names remain on the list for 1 year • CC to re-confirm enrollment of candidate one month before end of the 1- year period LPC to provide to HR mine site agents a report on applicants’ status • Candidate proceeds to next step • Candidates offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA • CANDIDATE IS HIRED • OTHER CANDIDATES REMAIN ON THE LIST • Candidates will be considered and may be offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA • LPC to provide to HR mine site agents a report on applicants’ status APPENDIX 7.3 JOB PROFILE – LABOUR POOL COORDINATOR Purpose APPENDIX 7.3Reporting to the Human Resources Department and working in collaboration with the Employment and Culture Committee, the Labour Pool Coordinator (“LPC”) shall be responsible for implementing those provisions of the Meliadine IIBA that relate to the promotion and retention of Inuit employment. The LPC will also promote and encourage Inuit to pursue employment opportunities available at the Meliadine Project. Through networking and collaboration, the LPC will promote the Labour Pool List within the Kivalliq Region through AEM community coordinators, employment agencies, training providers, local associations, labour market stakeholders, GN ministries, KIA’s Community Liaison Officers and other appropriate venues. Responsibilities and Activities Labour Pool List ● Develop and maintain an updated Labour Pool List of Inuit, which will include a comprehensive database of the work experience of Inuit on the Labour Pool List ● Act as liaison agent with AEM’s HR Mine site agent and contractors to promote hiring of Inuit on the Labour Pool List ● Initiate and promote projects to ensure the development of the skills of the Inuit workers on the Labour Pool List ● Respond to Employment and Culture Committee information requests and submit an annual activity report ● Act as the project manager of the Labour Pool process (Appendix 7.2) and follow-up Skills Assessment (for trades only) ● Coordinate the development of practical skills assessments for selected jobs (trades only) ● Recruit Inuit for the Initial Labour Pool List and enroll them into the skills assessment process ● Implement AEM’s skills assessment process (Appendix 7.2) ● Maintain the records of applicants in the skills assessment process ● Report to the Employment and Culture Committee the general statistics of the results of any skills assessment process ● Make recommendations to improve the skills assessment process Employment Promotion ● Promote awareness and increase knowledge of the Labour Pool List within Inuit communities and organizations ● Support and/or create opportunities such as job fairs which allow AEM to connect with potential Inuit employees across the Kivalliq Region ● Facilitate the connection with Inuit job applicants throughout the Kivalliq Region ● Develop and maintain relationships with key organizations (KIA, Aboriginal Skills Employment and Training Strategy Agreement Holders (ASETS)) and service providers to support the Labour Pool List ● Remain up-to-date on the Meliadine employment needs Communications ● Assist AEM department heads to take action to identify labour market partnership opportunities to attract and retain Inuit workers on the Labour Pool List ● Work with AEM human resources, contractors and departments heads to share and respond to their labour needs ● Continue to develop the capacity and effectiveness of the Labour Pool List by organizing regular information sessions in the Kivalliq Region ● Communicate with potential Inuit employees on job needs and employment opportunities ● Continuously discuss with the contractors to plan for their employment needs and monitor the performance of the Labour Pool List Requirements Knowledge of: ● Local, Regional and Territorial labour markets, trends, issues and challenges ● Pre-employment and training programs, labour market programs and initiatives and other funding programs ● Mining industry, local associations and labour groups ● Employment and Occupational Health and Safety standards and applicable labour laws would be an important asset Academic and Experiential Qualifications: Relevant experience in a human resources recruitment position is desired, including a general understanding of a recruitment process. A post-secondary degree would be an asset. Essential Skills: ● English and, whenever possible, Inuktitut would be an important asset ● Initiative, professionalism, and independent judgment ● Networking skills ● Working knowledge and understanding of labour groups within the Kivalliq Region ● Well-developed communication skills ● Project planning and project management skills ● Inuit cultural awareness Leadership: ● Leadership, facilitation and team participation skills ● Organization, coordination and time management ● Teamwork and collaboration ● Resilient, adaptive to ongoing change, flexible, creative, able to deal effectively with transition Communication/Interpersonal: ● Strong HR skills while interacting with other people ● Training and presentation skills ● Creative problem-solving and conflict resolution skills ● Ability to communicate effectively in writing ● Public speaking ● Community partnership building ● Negotiation and mediation skills Reports to: Meliadine HR Department SKILLS ASSESSMENT PROCESS FOR THE FOLLOWING TRADES (if required): • Steel erector • Xxxxxxxxx • Diesel Mechanic • Electrician • Machinist • Mechanic • Millwright • Pipe Fitter • Plumber • Welder
Appears in 1 contract
Samples: Benefit Agreement
EMPLOYMENT AND CULTURE COMMITTEE. The Parties shall createestablish, within thirty (30) days as of the execution of the AgreementEffective Date, a committee for training, employment and cultural matters (the “Employment and Culture Committee”). The charter of the Employment and Culture Committee is attached as Appendix 2321.1. AEM and KIA agree to provide all relevant information requested by the Employment and Culture Committee to allow it to fulfill its role and responsibilities in order to implement this Schedule. APPENDIX 7.2 LABOUR POOL PROCESS STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Led By AEM in collaboration with KIA and ECC AEM community coordinator (CC) AEM community coordinator (CC) Community coordinator (CC) and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) Labour pool coordinator (LPC) Labour pool coordinator (LPC) Main Objectives Create a database of all potential Inuit employees to invite to the information sessions Establish a list of all Inuit potential employees Provide general basic information for the potential applicant to make a sound decision about working at an AEM mine site Information session covers topics like: Provide general basic assistance to the applicant, if needed, in filling the labour pool application form Review the application form of the applicant Review previous work experience at AEM or elsewhere Identify skills and interests Identify applicants who have a trade and should be assessed Ensure that applicants have received the work readiness training Ensure that applicants have received the work site readiness training Identify candidate trade skills through a practical assessment Match the candidate skills with the job opportunities at the mine site Describe the process whereby candidates are hired for job xxxxxxxxxxxxx Life at camp Work organization Jobs available and requirements AEM HR policies Identify steps that would apply Process AEM will use its database and local resources in Kivalliq Communities to solicit names AEM will add other Inuit who request to be on the list Attending the information session is the first step into the labour pool process Information session is advertised in public places and on radio Applicants input their job application into the enterprise-wide recruitment software. If required, the CC coaches the applicant in filling In-person meeting with the applicant unless the applicant does not wish to meet. meet Family members of the applicant can attend. Deliver a work-ready skills development program on the following modules: Cross Cultural Self-Awareness Work Ethic Transitioning to Work Mandatory trainings offered through an elearning portal: General Induction Workplace Hazardous Materials Information System (WHMIS) To the extent of the requirements of a Job Category, the following assessments could be conducted: a practical work- based tasks to demonstrate trade HR Mine Site Agents and Contractors to contact the LPC for job placement The LPC matches candidates and STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities on radio Local organizations and agents are advised of any information session held in the community Applicant enrolls to the session by showing up on the date, time and place agreed in the community Session is facilitated by the CC using various tools After the session, the CC assists the interested attendees in filling the labour pool application form Family members are invited to attend the information session the application form Applications are checked for attendance to an information session The application is uploaded in the recruitment software Basic work background of the applicants at AEM is checked Applicants terminated with fatal flaw will not go further All other applicants terminated by AEM within the last 12 months will not go further Discussions on application with applicants are scheduled by the CC or the Labour Pool Coordinator, unless the applicant does not wish to discuss. Basic literacy and numeracy skills assessed based on type and nature of Job Category (no disqualification) Identify skills and past experience Gather data for equivalencies Complete a trade assessment application unless not required by AEM Work Effective Communication Team work Time Management and Problem Solving Financial Management Work Life Balance Managing Emotions Career Planning Success factors are : Attendance (to all training hours) Active participation Successful applicants are paid for the 2- week training Living expenses, if any, are paid if the applicant has to receive the training in another community At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical Training sessions are Job Hazard Analysis (XXX) Standard Operation Procedures (SOP) Surface Fire Suppression Work Card Stairs & Ladders If needed, the CC or LPC can assist the applicants that are less familiar with elearning. Elearning is delivered under a classroom setting. Conventional learning methods would be available. Mandatory training offered in-class for workers interested in construction jobs: Health & Safety on Construction Site Successful applicants are paid for the mandatory trainings Living expenses, if any, are paid if the applicant has to receive the training in another community At the expense of AEM, participants outside the communities where skills of the candidate a technical interview around a series of questions specific to the trade Results would be discussed with the candidate Successful applicants are paid for the assessment Living expenses, if any, are paid if the applicant has to make his assessment in another community Candidate names remain on the list for 1 year CC to re-confirm enrollment of candidate one month before end of the 1- year period Except for a program update or new regulatory requirements, this is not a re-qualification process but rather an update of the information and availability of the applicant jobs available based on: 1. Skills 2. Seniority in the labour pool with priority to the candidates coming from the affected communities and subject to the AEM employee transfer policy For all AEM hires: All candidates are hired as temporary employees pending successful medical and 90 working day probation AEM or contractor must notify the LPC of candidates hired or no longer employed STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities whichever situation is more economical Training sessions are delivered to a group of ±10 applicants at a time training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical another community At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical information and availability of the applicant At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical employed When 3 months following the execution of the IIBA List updated on an ongoing basis On a quarterly basis 4 hour sessions As needed by the applicant As the number of applicants can justify the traveling OR To avoid delay, one-on-one discussion session to be held with an applicant On a regular basis, as ±10 applicants can be grouped together 2 week sessions (±60 hours) Within 3 months after completion of the work readiness training 9 hours for all the mandatory elearning trainings (approximately 15 hours for conventional training) A maximum of 35 hours for the training on H&S on construction site Within 3 months after enrollment on the Labour Pool List On an as-needed basis for AEM employment or upon award of a contract STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Where In all Kivalliq communities Information sessions are held in each Kivalliq community CC office or online (if possible) CC office or any other practical location Arviat, Xxxxx Lake, Chesterfield Inlet and Xxxxxx Inlet If no training session can be held in the community of an applicant within 30 days of the completion of the previous step, AEM will deliver training to such applicant in another community where a training session is held In person, at the CC office for the mandatory trainings or any other practical location Assessments at the mine site or in Kivalliq communities, where practical and at cost of AEM Phone contact made by HR Mine site agent or Contractor STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Alternate Path Names can be added at any time Attend next quarterly session One-on-one information sessions could be provided to an applicant, if the person is unable to attend a regular session If a person demonstrates relevant past experience or understanding of the working conditions then only certain identified steps would apply Reapply at age of 18 or when the termination period has expired If the rehabilitation of an applicant (fatal flaw) is demonstrated to the satisfaction of AEM, then AEM could determine if that person’s application may be accepted Any other applicant terminated within 12 months may request AEM to accept its application Seek reclassification at any time after acquiring basic numeracy and/or literacy skills. (AEM will direct the applicants to the proper training agency to acquire those skills) An applicant who has an immediate job opportunity can complete the necessary steps according to a plan agreed to with AEM, except the Health and Safety Training If incomplete, applicants can reapply after 6 months An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. Specific exemptions could be granted for some modules considering previous relevant work experience If incomplete, applicants can reapply after 6 months An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. IF COMPLETE AND SUCCESSFUL, APPLICANT IS INCLUDED ON THE LABOUR POOL LIST Candidate names remain on the list for 1 year CC to re-confirm enrollment of candidate one month before end of the 1- 1-year period LPC to provide to HR mine site agents a report on applicants’ status Candidate proceeds to next step Candidates offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA CANDIDATE IS HIRED OTHER CANDIDATES REMAIN ON THE LIST Candidates will be considered and may be offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA Purpose APPENDIX 7.3
Appears in 1 contract
Samples: Benefit Agreement
EMPLOYMENT AND CULTURE COMMITTEE. The Parties shall create, within thirty (30) days of the execution of the Agreement, a committee for training, employment and cultural matters (the “Employment and Culture Committee”). The Committee charter of the Employment and Culture Committee is attached as Appendix 23. AEM and KIA agree to provide all relevant information requested by the Employment and Culture Committee to allow it to fulfill its role and responsibilities in order to implement this Schedule. APPENDIX 7.2 LABOUR POOL PROCESS STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Led By AEM in collaboration with KIA and ECC AEM community coordinator (CC) AEM community coordinator (CC) Community coordinator (CC) and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) AEM Trainers and Labour pool coordinator (LPC) Labour pool coordinator (LPC) Labour pool coordinator (LPC) Main Objectives Create a database of all potential Inuit employees to invite to the information sessions Establish a list of all Inuit potential employees Provide general basic information for the potential applicant to make a sound decision about working at an AEM mine site Information session covers topics like: Life at camp Work organization Jobs available and requirements AEM HR policies Provide general basic assistance to the applicant, if needed, in filling the labour pool application form Review the application form of the applicant Review previous work experience at AEM or elsewhere Identify skills and interests Identify applicants who have a trade and should be assessed Identify steps that would apply Ensure that applicants have received the work readiness training Ensure that applicants have received the work site readiness training Identify candidate trade skills through a practical assessment Match the candidate skills with the job opportunities at the mine site Describe the process whereby candidates are hired for job xxxxxxxxxxxxx Life at camp Work organization Jobs available and requirements AEM HR policies Identify steps that would apply opportunities Process AEM will use its database and local resources in Kivalliq Communities to solicit names AEM will add other Inuit who request to be on the list Attending the information session is the first step into the labour pool process Information session is advertised in public places and Applicants input their job application into the enterprise-wide recruitment software. If required, the CC coaches the applicant in filling In-person meeting with the applicant unless the applicant does not wish to meet. Family members of the applicant can attend. Deliver a work-ready skills development program on the following modules: Cross Cultural Self-Awareness Work Ethic Transitioning to Mandatory trainings offered through an elearning portal: General Induction Workplace Hazardous Materials Information System (WHMIS) To the extent of the requirements of a Job Category, the following assessments could be conducted: a practical work- based tasks to demonstrate trade HR Mine Site Agents and Contractors to contact the LPC for job placement The LPC matches candidates and STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities on radio Local organizations and agents are advised of any information session held in the community Applicant enrolls to the session by showing up on the date, time and place agreed in the community Session is facilitated by the CC various tools After the session, the CC assists the interested attendees in filling the labour pool application form Family members are invited to attend the information session the application form Applications are checked for attendance to an information session The application is uploaded in the recruitment software Basic work background of the applicants at AEM is checked Applicants terminated with fatal flaw will not go further All other applicants terminated by AEM within the last 12 months will not go further Discussions on application with applicants are scheduled by the CC or the Labour Pool Coordinator, unless the applicant does not wish to discuss. Basic literacy and numeracy skills assessed based on type and nature of Job Category (no disqualification) Identify skills and past experience Gather data for equivalencies Complete a trade assessment application unless not required by AEM Work Effective Communication Team work Time Management and Problem Solving Financial Management Work Life Balance Managing Emotions Career Planning Success factors are : Attendance (to all training hours) Active participation Successful applicants are paid for the 2- week training Living expenses, if any, are paid if the applicant has to receive the training in another community At the expense of AEM, participants outside the communities where training is provided are flown-in or the trainer is flown-out, to the community, whichever situation is more economical Training sessions are Job Hazard Analysis (XXX) Standard Operation Procedures (SOP) Surface Fire Suppression Work Card Stairs & Ladders If needed, the CC or LPC can assist the applicants that are less familiar with elearning. Elearning is delivered under a classroom setting. Conventional learning methods would be available. Mandatory training offered in-class for workers interested in construction jobs: Health & Safety on Construction Site Successful applicants are paid for the mandatory trainings Living expenses, if any, are paid if the applicant has to receive the training in another community At the expense of AEM, participants outside the communities where skills of the candidate a technical interview around a series of questions specific to the trade Results would be discussed with the candidate Successful applicants are paid for the assessment Living expenses, if any, are paid if the applicant has to make his assessment in another community Candidate names remain on the list for 1 year CC to re-confirm enrollment of candidate one month before end of the 1- year period Except for a program update or new regulatory requirements, this is not a re-qualification process but rather an update of the information and availability of the applicant jobs available based on: 1. Skills 2. Seniority in the labour pool with priority to the candidates coming from the affected communities and subject to the AEM employee transfer policy For all AEM hires: All candidates are hired as temporary employees pending successful medical and 90 working day probation AEM or contractor must notify the LPC of candidates hired or no longer employed STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities delivered to a group training is provided are At the expense of of ±10 applicants at a time training is provided are flown-in or the trainer is AEM, participants time flown-out, to the outside the community, whichever communities where situation is more economical At the expense of AEM, participants outside the communities where training is provided economical are flown-in or the trainer is flown-out, to the community, whichever situation is more economical When 3 months following the execution of the IIBA List updated on an ongoing basis On a quarterly basis 4 hour sessions As needed by the applicant As the number of applicants can justify the traveling OR To avoid delay, one-on-one discussion session to be held with an applicant On a regular basis, as ±10 applicants can be grouped together 2 week sessions (±60 hours) Within 3 months after completion of the work readiness training 9 hours for all the mandatory elearning trainings (approximately 15 hours for conventional training) A maximum of 35 hours for the training on H&S on construction site Within 3 months after enrollment on the Labour Pool List On an as-needed basis for AEM employment or upon award of a contract STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Where In all Kivalliq communities Information sessions are held in each Kivalliq community CC office or online (if possible) CC office or any other practical location Arviat, Xxxxx Lake, Chesterfield Inlet and Xxxxxx Inlet If no training session can be held in the community of an applicant within 30 days of the completion of the previous step, AEM will deliver training to such applicant in another community where a training session is held In person, at the CC office for the mandatory trainings or any other practical location Assessments at the mine site or in Kivalliq communities, where practical and at cost of AEM Phone contact made by HR Mine site agent or Contractor STEPS Initial Labour Pool List Information Sessions Application to Labour Pool List Discussion on Application Work Readiness Training Mandatory Trainings Pre-Employment (TRADES ONLY) Employment Opportunities Alternate Path Names can be added at any time Attend next quarterly session One-on-one information sessions could be provided to an applicant, if the person is unable to attend a regular session If a person demonstrates relevant past experience or understanding of the working conditions then only certain identified steps would apply Reapply at age of 18 or when the termination period has expired If the rehabilitation of an applicant (fatal flaw) is demonstrated to the satisfaction of AEM, then AEM could determine if that person’s application may be accepted Any other applicant terminated within 12 months may request AEM to accept its application Seek reclassification at any time after acquiring basic numeracy and/or literacy skills. (AEM will direct the applicants to the proper training agency to acquire those skills) An applicant who has an immediate job opportunity can complete the necessary steps according to a plan agreed to with AEM, except the Health and Safety Training If incomplete, applicants can reapply after 6 months An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. Specific exemptions could be granted for some modules considering previous relevant work experience If incomplete, applicants can reapply after 6 months An applicant has 2 chances of completing the training. Otherwise, they will have the right to reapply after one year. IF COMPLETE AND SUCCESSFUL, APPLICANT IS INCLUDED ON THE LABOUR POOL LIST Candidate names remain on the list for 1 year CC to re-confirm enrollment of candidate one month before end of the 1- year period LPC to provide to HR mine site agents a report on applicants’ status Candidate proceeds to next step Candidates offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA CANDIDATE IS HIRED OTHER CANDIDATES REMAIN ON THE LIST Candidates will be considered and may be offered training in order to fulfill AEM’s annual employment goals as provided in the IIBA Purpose APPENDIX 7.37.3 JOB PROFILE LABOUR POOL COORDINATOR Reporting under the Nunavut People Acquisition & Development Structure and working in collaboration with the Employment and Culture Committee, thLPC shall be responsible for implementing those provisions of the Meliadine IIBA that relate to the promotion and retention of Inuit employment. The LPC will also promote and encourage Inuit to pursue employment opportunities available at the Meliadine Project. Through networking and collaboration, the LPC will promote the Labour Pool List within the Kivalliq Region through AEM community coordinators, employment agencies, training providers, local associations, labour market st and other appropriate venues. Responsibilities and Activities Labour Pool List Develop and maintain an updated Labour Pool List of Inuit, which will include a comprehensive database of the work experience of Inuit on the Labour Pool List on the Labour Pool List Initiate and promote projects to ensure the development of the skills of the Inuit workers on the Labour Pool List Respond to Employment and Culture Committee information requests and submit an annual activity report Act as the project manager of the Labour Pool process (Appendix 7.2) and follow-up Skills Assessment (for trades only) Coordinate the development of practical skills assessments for selected jobs (trades only) Recruit Inuit for the Initial Labour Pool List and enroll them into the skills assessment process Maintain the records of applicants in the skills assessment process Report to the Employment and Culture Committee the general statistics of the results of any skills assessment process Make recommendations to improve the skills assessment process Employment Promotion Promote awareness and increase knowledge of the Labour Pool List within Inuit communities and organizations Support and/or create opportunities such as job fairs which allow AEM to connect with potential Inuit employees across the Kivalliq Region Facilitate the connection with Inuit job applicants throughout the Kivalliq Region Develop and maintain relationships with key organizations (KIA, Aboriginal Skills Employment and Training Strategy Agreement Holders (ASETS)) and service providers to support the Labour Pool List Remain up-to-date on the Meliadine employment needs Communications Assist AEM department heads to take action to identify labour market partnership opportunities to attract and retain Inuit workers on the Labour Pool List Work with AEM human resources, contractors and departments heads to share and respond to their labour needs Continue to develop the capacity and effectiveness of the Labour Pool List by organizing regular information sessions in the Kivalliq Region Communicate with potential Inuit employees on job needs and employment opportunities Continuously discuss with the contractors to plan for their employment needs and monitor the performance of the Labour Pool List Requirements Knowledge of: Local, Regional and Territorial labour markets, trends, issues and challenges Pre-employment and training programs, labour market programs and initiatives and other funding programs Mining industry, local associations and labour groups Employment and Occupational Health and Safety standards and applicable labour laws would be an important asset Academic and Experiential Qualifications: Relevant experience in a human resources recruitment position is desired, including a general understanding of a recruitment process and interview experience. A post-secondary degree would be an asset. Essential Skills: English and, whenever possible, Inuktitut would be an important asset Initiative, professionalism, and independent judgment Networking skills Working knowledge and understanding of labour groups within the Kivalliq Region Well-developed communication skills Project planning and project management skills Inuit cultural awareness Ability to travel frequently to and from the Kivalliq Communities Capable of working under pressure Leadership: Leadership, facilitation and team participation skills Organization, coordination and time management Teamwork and collaboration Resilient, adaptive to ongoing change, flexible, creative, able to deal effectively with transition Communication/Interpersonal: Strong HR skills while interacting with other people Training and presentation skills Creative problem-solving and conflict resolution skills Ability to communicate effectively in writing Public speaking Community partnership building Negotiation and mediation skills Work Schedule: five days per week SKILLS ASSESSMENT PROCESS Reassessment (Allowed once a year) STEP 5 OUTCOME DECISION STEP 4.2 UNSUCCESSFUL STEP 4.1 SUCCESSFUL STEP 4 ASSESSMENT OUTCOME STEP 3 SKILLS ASSESSMENT STEP 2 DOCUMENTARY EVIDENCE ASSESSMENT Applicant notified of insufficient documentary evidence for assessment STEP 1 APPLICATION FOR ASSESSMENT FOR THE FOLLOWING TRADES (if required): Steel erector Xxxxxxxxx Diesel Mechanic Electrician Machinist Mechanic Millwright Pipe Fitter Plumber Welder
Appears in 1 contract
Samples: Benefit Agreement
