# Presentation: 384552

## Canadian Case Study:Steel Industry Worker Adjustment Program

- Tripartite Collaboration

**Notes:**
Revisit purpose that is to provide direction for all our work

## Tripartite Collaboration

**Human Resources Development Canada (HRDC)**
**Canadian Steel Trade and Employment Congress (CSTEC)**
**Dofasco Inc.**

## Human Resources Development Canada

- 	Through CSTEC, union and management representatives approached the Federal Government’s Department of Human Resources Development Canada.  They accessed resources from its Innovations Program, to design and implement an adjustment initiative for laid-off workers in the steel industry.

## The Canadian Steel Trade and Employment Congress (CSTEC)

-  234 Eglinton Ave. E., Ste 501, Toronto, Ontario, M4P 1K7. Tel: 416-480-1797 Fax: 416-480-2986

** ****	****The Canadian Steel Trade and Employment Congress (CSTEC) is a joint-venture between The United Steelworkers of America (USWA) and Canada's steel producing companies.**
**	****CSTEC provides a range of services to employers, employed and unemployed workers, both inside and outside the steel industry. **

- Trade Activities
- New Entrant Services
- Training Services
- Adjustment Services

- New Entrant Services
- Career Awareness Materials
- Entry Level College Programs

- A Career Awareness Information Kit “New Steel: Doorway to the Future” which describes today’s new steel industry and how to access career opportunities in the industry. The Kit includes:
- 9 minute video
- CD-Rom
- Print information
- A portable display which can be used at job fairs and other recruitment events.

**Career Awareness Materials  **

**A Manufacturing Techniques Certificate Program (MTCP) which includes a co-op based work placement. This program provides individuals with the  pre-employment skills and knowledge they will need to  effectively pursue careers in the steel industry and in other manufacturing industries. **
**CSTEC is working on the development of a rolled-in      technician/apprenticeship Steel Industry Trades Replacement Program (SITRP) which includes co-op based work terms. This program provides individuals with a Technician Diploma and Certificate of  Qualification (C of Q) which will provide rewarding trades careers in either the steel industry or  in other industries.**

**Entry Level College Programs**

- Training Services
- Workplace Joint Training Committee (JTC) Orientation
- Training Needs Assessment
- Training Course Development: Industry Training Program (ITP)
- Prior Learning Assessment and Recognition (PLAR)

- One or two day workshop that develops organizational, meeting and problem solving skills
-  Participants will learn how to identify training needs, develop training plans and assess training results, and work in a joint-union management environment

**Workplace Joint Training Committee (JTC) Orientation**

- Assistance in the design and implementation of a needs assessment        process specific to workplace needs
- Analysis report of the training needs results and the identification of training gaps

**Training Needs Assessment**

- 10 CBT courses
- Access to other CBT course development
- New CBT course development
- Computer-based training management services

**Training Course Development: Industry Training Program (ITP)**

- One hour personalized interviews that help the individual identify their employability skills and future options
- A Needs Analysis report based on the interviews, which will assist the local adjustment committee  in developing an effective action plan for follow-up services

**Peer Counseling / Needs Assessment**

- One-day college accredited Portfolio-Development
- Course to assist individuals in identifying work and life experience for college credit
- Assistance to employers in reviewing current in-house training for the purpose of gaining credit(s) toward college programs
- One-day seminar and ongoing support to help individuals receive their General Education Development (GED) high school equivalency diploma

**Prior Learning Assessment and Recognition (PLAR)**

**Adjustment Services**
- Local Adjustment Committee Training
- Peer Counselling / Needs Assessment
- Job Shop (Job Search Techniques) Seminar
- Self Employment Seminar
- Financial Planning Seminar
- Job Placement
- Job Finding Club
- Portfolio Development
- Skill Development

- One to five-day workshop that develops organizational, meeting and problem-solving skills
- Assists committee members in developing an action plan, to access local resources and to develop contacts with prospective employers

**Local Adjustment Committee Training**

- One hour personalized interviews that help the individual identify their employability skills and their future options
- A Needs Analysis report based on the interviews that helps the local adjustment committee develop an effective action plan for follow-up services

**Peer Counseilling / Needs Assessment**

- 	Two to three day Job Shop Workshop that develops skills in getting job leads, writing effective resumes, completing application forms, writing cover letters, making cold calls, handling job interviews and networking

**Job Shop (Job Search Techniques) Seminar**

- 	Two-day workshop on Self-Employment to help individuals decide if this is the right option for them, and provide direction

**Self Employment Seminar**

- 	Half-day workshop on Financial Planning/ Budgeting that deals with severance, pensions, RRSPs and retirement

**Financial Planning Seminar**

- A National Job Bank that has ongoing  contacts with nearly 10,000 employers
- A National Database which links individual needs assessment information with job vacancy information

**Job Placement**

- 	One morning per week to provide ongoing support to job-seekers once they have completed the Job Shop seminar

**Job Finding Club**

- 	One-day workshop on Portfolio Development for individuals looking to get their work and life experience recognized and have it applied as credit(s) toward college programs

** ****Portfolio Development**

- A wide range of short-term upgrading courses that have proven employability results
- Assistance to individuals to develop training plans that can help facilitate the approval of related training by local employment officers

**Skill Development**

- 	www.cstec.ca

**CSTEC Website**

## Slide 26

## 	Hamilton Operations 

-    	Situated on 720 acres on Lake Ontario in Hamilton, Dofasco's QS9000 registered Hamilton operations account for most of the four million plus tons of steel that Dofasco    shipped in 2000. Dofasco also has a 22-acre storage facility in Stoney Creek, a 1 1/2 acre Trades Training Facility in Burlington, and a 100 acre Employee Recreation and             Training Facility in Stoney Creek.

## 	Hamilton Operations 

-    	Dofasco's Hamilton operations employs approximately 7,500 non-unionized employees. Dofasco's employee relations policies are designed to achieve and maintain good relations between the company and its employees. Employee benefits include extensive medical and dental coverage, life and disability insurance, pension, profit sharing and	post-employment benefits.

## Layoff Announcement

- 	On October 27, 1993 Dofasco Inc. announced that it was closing certain non-competitive operations in order to remain a key player in the increasingly competitive steel marketplace.
- 	Unfortunately, this restructuring necessitated the layoff of 650 Dofasco employees, effective April 2, 1994.

## D.T.A.P.

- 	On November 2,1993 Dofasco, in conjunction with the Canadian Steel Trade and Employment Congress (CSTEC), established  a Dofasco Transition Assistance Program (DTAP) to provide coordination and support  to the employees impacted by the layoff.

## D.T.A.P.

- 	The intent of DTAP was to develop a labour adjustment model that would provide the best resources available to ensure a successful transition into the workforce, or into skill training for the affected Dofasco employees.

## D.T.A.P. PROJECT PLAN

- 	In order to ensure that the most effective transitional process was developed and implemented, seven key components were identified:
- Principles of Operation, Values, and Key Goals
- Administrative Support
- Physical Operations
- Client Support/Services
- Skill-Building Support Staff
- Financial Systems/Reporting
- Communications

## Project Plan

- Will respond to clients’ needs first
- Will treat all individuals with respect and equity
- Will work as a team, ensuring continuous improvement in all activities
- Will design, develop, source, and approve all necessary support  and services
- Will implement, administer and co-ordinate all initiatives to assist clients
- Will ensure ongoing communication with all stakeholders and service providers

- Principle of Operation: The Transition Centre will operate based on the following principles:

## D.T.A.P.

- Confidentiality
- Honesty
- Integrity
- Respect

**Key Values**

## D.T.A.P.

- A supported transition of laid-off employees
- Provide support and service for individual self help to identify and implement personal career goals

**Key Goals Of The Transition Centre**

## D.T.A.P.

- General Administration
- Financial Administration
- Client Profile Data
- Training Process Administration
- Evaluation
- Information Resources

**Administrative Support**

## D.T.A.P.

- Location
- Phone/Fax
- Parking
- Service Delivery

**Physical Operation**

## D.T.A.P.

- Financial Support & Financial Planning Issues
- Personal & Family Counselling
- Needs Assessment Interviews & Analysis
- Workshops, Seminars and Information Kits
- Community Resources

**Key Client Support and Services**

## D.T.A.P.

- Team Building
- Orientation
- Community Support Services
- Severance Package Considerations
- Adjustment Models
- Administration of Office, Finances and Training
- Adjustment Human Issues

**Skill-Building for the DTAP Team**

## D.T.A.P.

- Administrative Overheads
- Training Purchases
- Brokering/Tendering of Training
- Signing Authority

**Financial Systems/Reporting**

## D.T.A.P.

- Centre Identification
- Internal Communication
- External Communication
- Policy
- Media

**Communication**

## D.T.A.P. Team

- 	The DTAP Team consisted of 7 full-time and 7 part-time Dofasco employees from both hourly and salaried positions, and from both permanent and “under notice of lay-off” status.

## D.T.A.P. Centre

- 	The DTAP Centre was opened on December 6, 1993 but no formal interviews were scheduled until January 1994.

## D.T.A.P. 

- Outplacement
- Training
- Counselling

## D.T.A.P.

- Resume preparation
- Current labour market information
- Interview techniques/mock interviews
- Follow-up thank you letters
- Updating job board
- Canada Employment Centre Job Bank on site at DTAP
- Assistance with fax, photocopying
- Client/student computer work centre
- DTAP brochure to prospective employers

**Outplacement Responsibilities Included:**

## D.T.A.P.

- Approving Training Programs
- Brokering Training (liaison with colleges, private institutions -- registrar's office, accounting, college special needs and counselling)
- Sponsorship letters
- Monitoring clients
- Maintaining training objective
- Course Approval, Sponsorship Letters, submission of training expense vouchers to Dofasco and CSTEC Accounts Payable

**Training Responsibilities Included:**

## D.T.A.P.

- Needs Assessment/Interview
- Offering assistance and making referrals as needed on an individual basis
- Identify and pursue available resources

**Counselling Responsibilities Included:**

## The DTAP Success Story

- Of the 650 laid-off employees:
- 636 used the Dofasco Transition Centre Services
- 628  have found full-time employment
- 8 are on extended disability
- 225 were recalled to full-time positions at Dofasco
- 111 graduated with post-secondary diplomas or degrees

## Slide 49