Indigenous Recruitment Action Plan Overview

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CIRNAC Yukon
Indigenous Recruitment
First Nation Managers’ Joint Gathering
June 12, 2019
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INAC developed the Employment Equity Recruitment Plan in 1995
INAC affirmed the Fifty-percent Aboriginal Hiring Strategy in November 1996
PSC increased flexibilities under the New Direction in Staffing protocol in April 2016
INAC introduced the Indigenous Recruitment and Retention Framework in December
2016
Numerous other reports and strategies published
CIRNAC Yukon wanted to identify tangible activities to support the frameworks
already in place
It was recognized that some of these activities may already be happening, but we
weren’t tracking or reporting on them.
Action plan was co-developed by an Indigenous Manager and two Indigenous
employees
On-going consultation with Indigenous employees, and several groups including
Indigenous employees, union and middle managers
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Three broad themes:
Outreach
Renewing the job advertisement
Mentorship
Each theme has five activities
Three overarching goals
Monitoring and Results Reporting
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Yukon College – presentations or
workshops
Community Outreach – link with
community visits
Co-op/Internship/Practicum – work with
Yukon College to attract local
Indigenous candidates at all levels
Employee Profiles – CANE to develop 4
employee profiles to be used in
advertisements, websites, or as
communications products
Wayfinder Yukon – post
advertisements, potential short-term
recruitment
Attended job fair in September and held
a speed staffing event in February. 4
classroom visits to advertise speed
staffing.
A CANE member attended Orientation
to the Public Service to speak about
CIRNAC
HR met with the college to discuss
interest in supporting students work
experience. Programs of interest were
Indigenous Governance, Older Worker
Program, and Business Admin. Also
reached out to Skookum Jim to promote
CIRNAC and FSWEP.
A profile of an indigenous student was
created and used in marketing.
All external jobs are posted at
Wayfinder.
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First Nations Job Boards – update
contact/distribution list for job
advertisements
Broader Advertising – go beyond
GCJobs; postings on yuwin.ca,
Employment Central and
wayfinderyukon.ca
Enhancing the Advertisement –
incorporate interesting stats, links and
videos highlighting Whitehorse, Yukon
and work/life balance
Social Media – collaborate with
Communications to investigate using
digital media to highlight employee
profiles, jobs, and why CIRNAC is a
great place to work
Student Recruitment – make all efforts
to recruit Indigenous students
Employment Central distributes to all First
Nations, all external ads. Email list of
Indigenous education departments were
used for student outreach. Speed Staffing
event was advertised in First Nation
newsletters.
All external advertisements are posted in
both locations.
YouTube links are included on ads.
Additional information to market
community, the department, and what we
can offer.
Social media featured heavily as an
advertising mechanism for student speed
staffing with good results.
Co-op continues to be a challenge. All
requests to hire non-indigenous students
went through YMC. Exploring different
universities and student outreach.
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Interchange Canada – reciprocal
agreements and assigning a
mentor
Indigenous Students – assigning a
mentor (preferably Indigenous)
Indigenous Employees – assigning
a mentor (preferably Indigenous)
FSWEP – investigate options for
part-time employment for high
school or college students
Job Shadowing – CANE to
organize “take a student to work”
day for high school students
Unfortunately there was no
mentorship as a direct result of the
Indigenous Recruitment Action
Plan.
No interchanges or job shadowing
occurred during the year.
One Indigenous FSWEP student
worked part-time and assisted with
Outreach activities at Yukon
College
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50% of all new hires are Indigenous, and complete the Affirmation of
Aboriginal Affiliation Form (AAAF). In cases where Indigenous candidates
are found qualified, Directors will be required to report to YMC if they wish
to hire a non-Indigenous candidate.
5 appointments of 13 were made to Indigenous candidates (38.4%).
When an Indigenous candidate was found qualified, they were appointed 5
out of 6 times (83.3%)
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100% of all student hiring (FSWEP and Co-op) will be self-declared
Indigenous students, where Indigenous students have been referred and
are found qualified.  Managers shall make all efforts to recruit Indigenous
students.
Indigenous students were hired for FSWEP positions 100% of the time
when they were referred.
None of the Co-op students were Indigenous. All efforts to solicit interest
from eligible Indigenous students has not been successful. This will
continue to be an area of focus.
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4 formal outreach sessions will be delivered at Yukon College
5 outreach sessions delivered at the Yukon College
September 11, December 12, February 4, 5, and 13
.
3 formal meetings with Yukon College regarding student recruitment and
co-op placements
October 12, October 22, and November 23.
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16 selection processes (including acting extension & co-op) completed
13 candidates appointed
39 Indigenous applicants (self-identified on application)
11 Indigenous candidates qualified (33.3%) after assessment
5 Indigenous candidates appointed (83.3%) when qualified/in pool
CR-04/CR-05/AS-01 Indigenous Inventory (active January to June 2019)
Proactive “Informal Discussion” offered to Indigenous Candidates who were not
successful at screening or assessment
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Maintain the good work already underway
Innovate sustainable activities and data collection strategies
Be a leader in implementing Chapter 22 RPSP activities
Work with CANE to determine next steps
Extend the plan?
Revise the plan?
Scrap the plan?
Change the scope?
Leverage CANE members to take a leadership role in outreach and
mentoring
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Questions?
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CIRNAC Yukon developed an Indigenous Recruitment Action Plan focusing on three themes: Outreach, Renewing the job advertisement, and Mentorship. The plan includes various activities such as attending job fairs, partnering with colleges, and creating employee profiles to attract local Indigenous candidates. By emphasizing monitoring and reporting, the plan aims to enhance Indigenous recruitment and retention efforts.


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  1. CIRNAC Yukon Indigenous Recruitment First Nation Managers Joint Gathering June 12, 2019

  2. History and Resources INAC developed the Employment Equity Recruitment Plan in 1995 INAC affirmed the Fifty-percent Aboriginal Hiring Strategy in November 1996 PSC increased flexibilities under the New Direction in Staffing protocol in April 2016 INAC introduced the Indigenous Recruitment and Retention Framework in December 2016 Numerous other reports and strategies published CIRNAC Yukon wanted to identify tangible activities to support the frameworks already in place It was recognized that some of these activities may already be happening, but we weren t tracking or reporting on them. Action plan was co-developed by an Indigenous Manager and two Indigenous employees On-going consultation with Indigenous employees, and several groups including Indigenous employees, union and middle managers 2

  3. What does the Action Plan look like? Three broad themes: Outreach Renewing the job advertisement Mentorship Each theme has five activities Three overarching goals Monitoring and Results Reporting 3

  4. Theme 1: Outreach Attended job fair in September and held a speed staffing event in February. 4 classroom visits to advertise speed staffing. A CANE member attended Orientation to the Public Service to speak about CIRNAC HR met with the college to discuss interest in supporting students work experience. Programs of interest were Indigenous Governance, Older Worker Program, and Business Admin. Also reached out to Skookum Jim to promote CIRNAC and FSWEP. A profile of an indigenous student was created and used in marketing. All external jobs are posted at Wayfinder. Yukon College presentations or workshops Community Outreach link with community visits Co-op/Internship/Practicum work with Yukon College to attract local Indigenous candidates at all levels Employee Profiles CANE to develop 4 employee profiles to be used in advertisements, websites, or as communications products Wayfinder Yukon post advertisements, potential short-term recruitment 4

  5. Theme 2: Renewing the job advertisement Employment Central distributes to all First Nations, all external ads. Email list of Indigenous education departments were used for student outreach. Speed Staffing event was advertised in First Nation newsletters. All external advertisements are posted in both locations. YouTube links are included on ads. Additional information to market community, the department, and what we can offer. Social media featured heavily as an advertising mechanism for student speed staffing with good results. Co-op continues to be a challenge. All requests to hire non-indigenous students went through YMC. Exploring different universities and student outreach. First Nations Job Boards update contact/distribution list for job advertisements Broader Advertising go beyond GCJobs; postings on yuwin.ca, Employment Central and wayfinderyukon.ca Enhancing the Advertisement incorporate interesting stats, links and videos highlighting Whitehorse, Yukon and work/life balance Social Media collaborate with Communications to investigate using digital media to highlight employee profiles, jobs, and why CIRNAC is a great place to work Student Recruitment make all efforts to recruit Indigenous students 5

  6. Theme 3: Mentorship Interchange Canada reciprocal agreements and assigning a mentor Indigenous Students assigning a mentor (preferably Indigenous) Indigenous Employees assigning a mentor (preferably Indigenous) FSWEP investigate options for part-time employment for high school or college students Job Shadowing CANE to organize take a student to work day for high school students Unfortunately there was no mentorship as a direct result of the Indigenous Recruitment Action Plan. No interchanges or job shadowing occurred during the year. One Indigenous FSWEP student worked part-time and assisted with Outreach activities at Yukon College 6

  7. Goal 1 50% of all new hires are Indigenous, and complete the Affirmation of Aboriginal Affiliation Form (AAAF). In cases where Indigenous candidates are found qualified, Directors will be required to report to YMC if they wish to hire a non-Indigenous candidate. 5 appointments of 13 were made to Indigenous candidates (38.4%). When an Indigenous candidate was found qualified, they were appointed 5 out of 6 times (83.3%) 7

  8. Goal 2 100% of all student hiring (FSWEP and Co-op) will be self-declared Indigenous students, where Indigenous students have been referred and are found qualified. Managers shall make all efforts to recruit Indigenous students. Indigenous students were hired for FSWEP positions 100% of the time when they were referred. None of the Co-op students were Indigenous. All efforts to solicit interest from eligible Indigenous students has not been successful. This will continue to be an area of focus. 8

  9. Goal 3 4 formal outreach sessions will be delivered at Yukon College 5 outreach sessions delivered at the Yukon College September 11, December 12, February 4, 5, and 13. 3 formal meetings with Yukon College regarding student recruitment and co-op placements October 12, October 22, and November 23. 9

  10. 2018-19 Interesting Facts 16 selection processes (including acting extension & co-op) completed 13 candidates appointed 39 Indigenous applicants (self-identified on application) 11 Indigenous candidates qualified (33.3%) after assessment 5 Indigenous candidates appointed (83.3%) when qualified/in pool CR-04/CR-05/AS-01 Indigenous Inventory (active January to June 2019) Proactive Informal Discussion offered to Indigenous Candidates who were not successful at screening or assessment 10

  11. What happens next? Maintain the good work already underway Innovate sustainable activities and data collection strategies Be a leader in implementing Chapter 22 RPSP activities Work with CANE to determine next steps Extend the plan? Revise the plan? Scrap the plan? Change the scope? Leverage CANE members to take a leadership role in outreach and mentoring 11

  12. Questions? 12

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