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HELP FOR THE WHITE COLLAR UNEMPLOYED
Part Two: There IS Money Available For Training If You Know Where To Look
Columns which ran in the
Part One: Funding Shifts Imperil Knowledge Workers
Admittedly, the folks at
Human Resources and Skills Development Canada (HRSDC) have their hands full
these days. Their role is to help Canadians get back to work. But with such a
wide range of people unemployed in the GTA, it’s not easy to help every single
group. Throw in the backlash from some recent funding scandals, and you can see
how priorities might shift from time to time.
Lately it seems that the
shift is away from the experienced white collar crowd, sometimes referred to as
knowledge workers. Maybe you find this trend as perplexing as I do. After all,
isn’t this the group that typically holds managerial and professional
positions? Lots are well into their 40’s, 50’s or beyond. And more and more of
them are being thrust into unemployment lines across the country (think Nortel
announcing 3,500 layoffs this week).
Yet HRSDC is backing away
from several long-running programs serving this faction. In the last few weeks
alone, at least three key providers have learned their HRSDC subsidies are
ending: EARN (Executive Advancement Resource Network), HAPPEN (Halton And Peel
Professional Executive Network, now in York Region too), and Pro Training. In
total, these services assist several thousand unemployed knowledge workers
yearly.
Why the change? I spoke to Pat
Walcott, Director General, Service Delivery, Toronto/York Sector (HRSDC). She
says “In some cases, we are moving away from specialized services to focus on
community based programs all unemployed people can access.” Mainly it’s about being accountable and cost
effective. “We believe this is the best way to provide timely services to all
unemployed Canadians.”
Walcott points out that HRSDC
spends $84 million annually in the GTA to support job search programs of all
types. This overall level of sustenance is stable. Right now there is
particular emphasis on groups facing “extreme” challenges, including youth
under 30, recent immigrants, disabled persons and women at risk.
“In government, one must
attempt to balance the interests of all clients,” adds Walcott. She notes that
other HRSDC sponsored programs, such as Employment Resource Centres, job
finding clubs, and client case management can adequately service those affected
by the funding decisions.
Try telling that to Jim
Geraghty, Program Director, HAPPEN. After revising and re-submitting his
funding proposal six times in eight months, HRSDC decided not to renew its
commitment to them after three straight years of support. HAPPEN, which holds
weekly networking meetings for its members and guests in
“It’s questionable whether we
will be able to carry on now,” says Geraghty. “Unfortunately there’s nowhere
else our clients can get this opportunity to network with others in their
fields, at their level, this readily.”
Geraghty, who’s been involved
with HAPPEN for the last six of its thirteen years, is quick to point out that
the local HRSDC office has been very helpful. He knows they’ve been under a
microscope since thirteen people were charged in his region in a $1 million job
training scam. “Still,” says Geraghty, “our clients need a place to meet with their
peers and talk about the special issues confronting mid-level employees.”
This refrain is echoed by
Oliver Howey, Executive Director, EARN. His organization, founded in 1990 as a
self-help network for unemployed management types, sees 2500 people come to its
meetings downtown and in
EARN saw more than 160 people
“graduate” from its program last year into re-employment. Internal surveys show
the average member makes about $70,000 a year in their new job. That’s over
$11,000,000 in regained salaries to prime the economy and pay taxes.
“The services you get at EARN
cannot be replaced in the regular system,” says Howie. Mid-level white collar
employees are hunkering down in their offices, he adds, to avoid layoffs.
They’re busy and often don’t have time to build networks with other people
outside their company. “upwards of 70 to 80% of all new work is found through
networking. That’s why an environment like EARN is so critical. It gives these
people what they need, when they need it.”
Walcott, from HRSDC, counters
as follows. The mid-level knowledge workers are “a fairly capable group, in
need of updated labour market information and training in job hunting skills.
We should be able to link these people up in job hunting clubs.”
The president of Pro
Training, Rob Edwards, is not convinced.
“Our rallying cry is ‘one size doesn't fit all.’" Edwards points to
trends that make his services all the more vital these days. For instance, the
increasing reluctance of employers to spend money on extensive outplacement
programs for their downsized staff, and the “generic” nature of HRSDC services
offered to all comers.
"Babyboomers have to
wake up," says Edwards. “Why doesn't HRDC give out skills development
funding? Why are they moving away from this type of targeted program?” He goes
on to voice a lament common to the other providers I spoke with: “Since EI has
been cut back significantly -- how can HRSDC claim that lifelong learning is
key?”
Meanwhile, each of the
programs mentioned here will try to soldier on as best they can. Happen has had
to double its fees for memberships and meetings. EARN laid off a key employee,
must give up its offices, and has had to find new space for its downtown
meetings. Meanwhile Pro Train just terminated six employees.
Does this spell the end of
programs for mature white collar workers? Or is it just a moratorium until the
jobless rate begins to climb again?
Whichever way it goes, there’s no doubt the loss will be felt. Backlash
from current program participants is expected. Letter writing campaigns are
under way to all levels of government. Not surprising, given Howie’s final
observation: “When you stop giving support to your most significant taxpayer
group, people are going to start questioning the $41 Billion dollar Employment
Insurance surplus—if it’s not there for their time of need, then what is it
for?”
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Few people know about this
government funded program
Want to know a secret? Well,
it’s not strictly confidential, but you might think it was it’s so rare you
hear about it. Turns out there’s money available for training if you’re out of
work and Employment Insurance eligible. Human Resources Skills Development
Essentially this support is
for those having difficulty finding work, in particular where a skills gap is
involved. For example, you may have worked in a warehouse but now a minimum
requirement is forklift training. Or you’re a bookkeeper who took a few years
out of the workforce to raise your children; some courses in computerized
accounting programs might be essential for you. Youth who want to improve their
qualifications should consider applying as well.
The idea, according to
Rebecca Kingdon, a Regional Director with HRSDC in
Here are some of the expenses
that may be covered by the SDEB while you study:
-education costs such as
tuition, books, student fees, application or exam charges
-continued payment of
Employment Insurance (which is treated as taxable income)
-basic living expenses
(shelter/food/utilities) plus transportation and dependant care
Kingdon emphasizes that all
benefits under the SDEB must be negotiated: That is, they are not automatic,
and will be based on your specific circumstances. The maximum duration of your
course work will be 52 weeks. And while the Application Form gives the
impression you could get up to $25,000 or more, in practice the amount is far
less.
First,
though, comes eligibility. You must be unemployed, where an unemployment
benefit period has started or ended within the preceding 36 months, or
where a claim for maternity or parental benefits was established within the
preceding 60 months, and you are now seeking to re-enter the labour force.
Don’t quit a job to apply for funds, though. Even if you have just cause to leave,
such as being exposed to dangerous work conditions or documented harassment, it’s
unlikely you’ll qualify. But it never hurts to check beforehand.
Interested? Getting started
is pretty straightforward. If you have an Employment Insurance case worker,
contact them directly and ask about your eligibility. Or you can begin online,
at the HRSDC page describing this initiative (www.hrsdc.gc.ca/en/epb/sid/cia/grants/skills-deve/desc_skills.shtml).
You’ll learn more about how the program works and where to apply. You can also
download or print out a copy of the Application Form.
From there you’ll need to pay
a visit to an authorized assessment centre. These are local agencies and
community outreach centres contracted by HRSDC to administer the funding
program. To find one near you, ask your caseworker or call your HRSDC office (a
full list is available at
www.hrsdc.gc.ca/en/gateways/nav/top_nav/our_offices.shtml).
Once you meet with your SDEB
case manager (typically an employment counsellor, or assessor), it will be
necessary to receive an employment assessment, develop a Return to Work Action
Plan, and complete the Application Form. The employment assessment is where
your case manager determines how close, or how far you are from being
immediately marketable. Your Return to Work Action Plan shows HRSDC you have
thought out the steps that will get you back into the workforce reasonably
quickly. And the Application Form asks questions like: “Do you have any
background/experience in the field you’ve chosen?”; “What options, in addition
to institutional training have you considered in order to achieve your goal?”;
Why do you feel that this training is the best option to achieve your goal?”;
and “Have you researched the labour market in relation to employment
opportunities in the field in which you wish to pursue skills training?”
The case manager's statement comes
at the end of all this before your application can be assessed. Kingdon offers
a few tips on how to increase your chances of being approved. “The more work
you do upfront to clarify your goals and do research on training opportunities,
the better your chances are.” It helps to know what your skill sets are, the
kinds of credentials and experience employers in your field are looking for,
and which institutions offer courses that meet your requirements. This will help
show you’re serious, and can shave time off the application process.
For the kind of information
mentioned above you can visit an Employment Resource Centre (ERC) nearby. They
have computers with Internet access, a library of career material, photocopiers
and telephones for free. It tends to be more along the self-service model,
however assistance is available. For a list of Toronto ERC’s, visit www.hrsdc.gc.ca/asp/gateway.asp?hr=en/on/offices/toronto/tes/erc.shtml&hs=on0.
Don’t forget to talk with people in your field and read related publications as
well.
If you are accepted in the
program, you’ll still be expected to pay a portion of your expenses, possibly a
significant one. Something else to keep in mind is that training is not always
the best solution. It might be that you have skills you didn’t realize were in
demand, or what you really need is extra assistance with your search for work.
Your SDEB case manager will work with you to figure out the best way to
proceed.
Should you end up qualifying and getting your training subsidized, you’ll join the growing trend toward lifelong education. None of us can’t take for granted any more that what we know today will be current a few years hence. Since taking courses is becoming the new norm, you might as well get subsidized if you qualify. It’s just one more way to leverage the resources we pay for with our taxes. Now that the secret’s out, there’s no reason to delay.
Mark Swartz, MBA, M.Ed., is a speaker, career coach and author. He can be reached via e-mail.
The above article may contain material not included in the edited version.
© Mark Swartz, 2003, 2007. Republished with permission. All Rights Reserved. No part of this article may be reproduced or republished or redistributed without the prior written consent of the copyright holder. See Reprint Policy for details. Not-For-Profits exempted.
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