TRANSFERABLESKILLS
AddendumReportonCompetenciesandCriticalSkills
*ImagefromClarkeUniversityCareerServices
Calgary,May2016TalentPoolincooperationwith
CalgaryRegionImmigrantEmploymentCouncil
1
CONTENT
INTRODUCTION Page2
1. TRANSFERABLESKILLS Page5
2. TRANSFERABLESKILLSANDEXPRESSENTRY Page8
3. PRE-ARRIVALSERVICES Page13
4. THEEUROPEANAPPROACH Page15
5. RECOMMENDATON Page17
CONCLUSION Page19
EXHIBIT1 Page21
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INTRODUCTION
AccordingtotheOrganizationforEconomicCo-operationandDevelopment,OECD,releasingthe
fullskillspotentialofimmigrantsisakeychallengeforbothdestinationandorigincountriesata
timewhenmanycountriesareexperiencingdemographicageingandagrowingdemandforskills
astheireconomiesbecomemoreknowledge-based.Theissueisalsoofgreatimportancewith
regardstosocialcohesionandforinternationaldevelopment.Migrationcanonlyhaveapositive
impactoneconomicdevelopment-inbothoriginanddestinationcountries-whenimmigrants
arewell-integratedandtheirfullrangeofskillsareproperlyusedinthedestinationcountries.
Inreality,however,mostdestinationcountrieshavealongwaytogotofullyappreciateanduse
migrants’skills.Acrosstheadvancedcountries,thenumberofhighly-educatedimmigrantshas
increased rapidlyover thepastdecade,however,muchof thispotential is currentlynot fully
used; and, perhaps not surprising but certainly disappointingly, qualifications and work
experienceacquiredabroadarelargelydiscountedinthehostlabourmarket.InvirtuallyallOECD
countries,highlyeducatedimmigrantshaveloweremploymentratesthannative-bornwiththe
sameformalqualification level–regardlessofage,genderandfieldofstudy.This isatypical
“triple-lose”situation(i.e.alossforthedestinationcountry,fortheorigincountry,andforthe
immigrant).Whenhighlyskilledimmigrantsareemployed,theyarealmosttwiceaslikelytobe
overqualifiedfortheircurrentjob.
Canadahasmuchtogainby recognizing immigrants’ learningandprofessionalcredentials. In
fact,thefailurebyCanadianemployerstorecognizeandeffectivelyutilizethefullrangeofskills,
learning, qualifications and core competencies, cuts across all demographics including
immigrants. In2015theConferenceBoardofCanadapublishedBrainGain20151stating that
“unrecognizededucationandskills inCanadacostbillionsofdollarsinlostearnings”.Thisisa
directimpacttothenationalGDPandproductivity.
1TheConferenceBoardofCanada,BrainGain2015,http://www.conferenceboard.ca/infographics/brain-gain.aspx.
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Thisfailurehasbeentrendinginthewrongdirectionforthepast15yearsandshowslittlesign
of abating any time soon. To put this into real numbers of Canadian employees, 844,000
Canadiansfacechallengeshavingtheireducationandlearningrecognized,ofwhich482,080are
immigrants.ThisisasignificantissuethattearsatthefabricofCanadiansocietyandillustrates
theneedto findappropriatesolutions.Weappreciatethatstrategiesarebeingdevelopedby
corporate Canada, post-secondary learning institutions and government agencies and
departmentsincludingInnovation,ScienceandEconomicDevelopmentCanada,toaddressmany
oftheunderlyingfoundationalissues.Butthefactremainsthatasanationwearenotproviding
a large percentage of workers in Canada, including skilled immigrants, the opportunity to
participateintheeconomytotheirfullpotential.
4
In theglobal race for talent,Canadahas longbeenconsideredaworld leader,notably for its
abilitytoacquireskilledhumancapital throughacarefullycalibratedpointssystem.Although
manyimmigrantstoCanadaareselectedfortheirskills,thepastfewdecadeshaveseenhigh
unemploymentamongimmigrants,raisingconcernsthatCanada’simmigrationsystemisfailing
toliveuptoitspromise.2
Newly arrived immigrants struggle to gain a secure foothold in the labour market. Many
experienceprotractedperiodsofinactivity,unemployment,orlongtenuresinlow-skilledwork.
Skilled immigrants, meanwhile, often experience “brain waste” and are unable to put their
foreign qualifications to good use.3 The dynamics behind these troubling outcomes arewell
documented. Limited language proficiency, discrimination, and difficulties in having their
qualificationsrecognizedandinsignalinghowskillsandexperiencemeetemployers’needscan
allmakeithardfornewlyarrivedimmigrantstogetafootinthedoor.4
Canadadependsonamobilelabourforcewhoselearningcredentialsareissuedinadifferent
placefromwheretheywork.Learningcredentialsare increasingly importantasawaytosort
people into jobs.Canada is still a laggard in employing learning recognition as ameans to
increasereturnstohumancapitalandprovidesubstantialbenefitsfortheCanadianeconomy.5
HowcanCanadarealizethis?
2K.MyersandN.Conte,BuildingNewSkills:ImmigrationandWorkforceDevelopmentinCanada,MigrationPolicyInstitute,2013.3M.Bentonandothers,AimingHigher:PoliciestogetImmigrantsintoMiddle-SkilledWorkinEurope,MigrationPolicyInstitute,2014.4M.Bentonandothers,AimingHigher:PoliciestogetImmigrantsintoMiddle-SkilledWorkinEurope,MigrationPolicyInstitute,2014.5ConferenceBoardofCanada,BrainGain2015.
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1. TRANSFERABLESKILLS
Accordingtothebusinessdictionaryaskillis:
“Anabilityandcapacityacquiredthroughdeliberate,systematic,andsustainedeffortto
smoothly and adaptively carry out complex activities or job functions involving ideas
(cognitiveskills),things(technicalskills),and/orpeople(interpersonalskills).”6
Transferableskillsarecompetenciesthatcanbeusedinmanysituationsandmanytypesofwork.
Whilesomeoftheseskillscanbetaught,mostaregainedthroughexperience.Theyareskillsyou
acquirethroughoutyourlife–throughpaidemployment,volunteerwork,school,community
activitiesand/orlifeexperiences.7
Mostjobsrequiretwotypesofskillsets:
• Technicalorjob-specificskills:mandatoryjobrequirementssuchasadegreeordiploma,
specializedtraining,etc.;
• Non-technical or soft skills: skills that can be easily used in more than one work
environment.Thesearetransferableskills.8
HowcanTransferableSkillsbeidentifiedandcatalogued?
Many governments, organizations, Human Resources experts and practitioners have helped
developthevocabularyandmeaningof“transferableskills”,eachbasedontheirownunique
perspectivesandneeds.AccordingtotheGovernmentofCanadaessentialskillsincludetheskills
associatedwithliteracy(i.e.reading,writing,documentuseandnumeracy)butgoesbeyondto
also includecritical thinking skills,oral communication, computeruse/digital skills,working
withothersandtheskillsassociatedwithcontinuouslearning.Togethertheseskillsprovidethe
foundationforlearningallotherskillsandenablepeopletobetterpreparefor,getandkeepa
job,andadaptandsucceedatwork.9
6BusinessDictionary,http://www.businessdictionary.com/definition/skill.html#ixzz4ByEScXMi7SkilledImmigrantInfoCentre,http://pwp.vpl.ca/siic/career-advice/transferable-skills/8SkilledImmigrantInfoCentre,http://pwp.vpl.ca/siic/career-advice/transferable-skills/9GovernmentofCanada,http://www.esdc.gc.ca/en/essential_skills/definitions.page.
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The ConferenceBoard of Canada developed its ownunderstanding of transferable skills in a
frameworkitcalls“EmployabilitySkills2000+10.Thisisalistofemployabilityskills,alsoknownas
transferableorsoftskillsneededintheworkplace,groupedinthefollowingthreecategories:
1. FundamentalSkills:theskillsneededasabasisforfurtherdevelopment.Suchas:
o communicatingideas
o followingdirections
o solvingproblems
o gatheringinformation
o makingdecisions
2. PersonalManagementSkills:thepersonalskills,attitudes,andbehaviorsthatdriveone’s
potentialforgrowth.Suchas:
o gettingalongwithothers
o respectingdifferences
o beingsupportive
o co-operatingwithotherstoachievesharedgoals
o acceptingandofferingconstructivefeedback
3. TeamworkSkills:theskillsandattributesneededtocontributeproductively.
o maintainingapositiveattitude
o settinggoalsandpriorities
o beingadaptable
o learningcontinuously
o workingsafely
Several toolshavebeenbasedon theEmployability Skills2000+.TheGovernmentofCanada
developed a quiz11 to rate one’s employability/transferable skills. This quiz is developed for
individualsexploringcareerpaths.However,onewonderswhythisquiz isnotmorebroadly
10ConferenceBoardofCanada,http://www.conferenceboard.ca/Libraries/EDUC_PUBLIC/esp2000.sflb.11GovernmentofCanada,https://www.jobsetc.gc.ca/toolbox/checklists/employability.jsp?lang=e.
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knownorused?CouldthisquizbepartoftheExpressEntryprocess?Thereareseveralother
checklists for transferable skills developed. For example, a checklist from the Community
EmploymentServices(CES).SeeExhibit1.
Theissueisthatemployersdonotuseastandardizedapproachtoidentifyingtransferableskills
and the toolspreviously identifiedmaynot find theirway into thenumerousATSutilizedby
businesses.Thisinturnsignifiesthatforeigntalentcontinuestobeoverlooked.
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2. TRANSFERABLESKILLSANDEXPRESSENTRY
Express Entry is a mechanism, introduced in January 2015, by Citizenship and Immigration
Canada (CIC). Itmanages andprocesses theapplications received throughCanada’sdifferent
economic immigrationprograms.ExpressEntry isnotanewimmigrationprogram.Applicants
will need to become eligible members of one of the following four economic immigration
programs.
• TheFederalSkilledWorkerProgram;
• TheCanadianExperienceClass;
• TheFederalSkilledTradesProgram;and
• TheProvincialNomineeProgram.
EligiblemembersforExpressEntrywillthensubmitanExpressionofInterest(EOI)application.It
willbeassessedandissuedarankingscore.TherankingscoreforExpressEntrywillbebasedon
thenewComprehensiveRankingSystem(CRS).Thisnewrankingsystemdoesnotconsistofnew
selectioncriteria(likethatoftheoneusedfortheFederalSkilledWorkerProgram).Itisaranking
system for applicants who have already qualified under one of the four eligible economic
programs.12Applicantswillbeassignedpointsbasedonthefollowingcategories13:
Categories MaximumPoints ImproveScoreAge 100 Education 140 1. Improveeducation
2. Get an Educational CredentialAssessment(ECA)
LanguageProficiency 150 RetakeLanguageTestCanadianWorkExperience 70 Gain(more)relevantWorkExperienceSkillsTransferability 100LMIAStatus 600 SecureavalidJobOfferandLMIA
12Iwama,M.,ExpressEntry:TheBasics,January2016,http://moving2canada.com/immigration-to-canada/express-entry-canada/.13ExpressEntryfortheNewcomer,https://www.albertacanada.com/files/albertacanada/EE_Newcomers.pdf.
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TheCRS is a score out of 1,200used to benchmark federal economic applicants against one
another.Thescoreisusedasacut-offpointinExpressEntrydraws.Itisdesignedtoprojecta
candidate’slikelihoodofbeingeconomicallysuccessfulinCanada.ThosewithanLMIAareeligible
for a bonus 600 points in the CRS. In other words, without a LMIA, you can only receive a
maximumof600outofthe1,200pointsonoffer.ThegoodnewsisthatthenumberofCRSpoints
candidatesneedtoapplyhasbeendroppingsignificantlyandhasbeenbelow.14
AgoalofExpressEntryistoensurestronglinksbetweeneconomicimmigrationandtheCanadian
labourmarket.TheCRSwillassesstheprofile informationcandidatessubmit, including:skills,
workexperience,languageability,educationandotherfactors.AccordingtotheGovernmentof
Canada,thesefactorsallplayaroleineconomicsuccessforimmigrantsonceinCanada.15
ThesummaryofpointsperfactorforExpressEntrycandidatesshowsthatskillsrefertolanguage
skillsandeducation.16
C.SkillTransferabilityfactors Maximum100points
Education Maximum50pointsWith good/strong official languages proficiency and a post-secondarydegree
50
WithCanadianworkexperienceandapost-secondarydegree 50Foreignworkexperience Maximum50pointsWithgood/strongofficiallanguagesproficiencyandforeignworkexperience
50
WithCanadianworkexperienceandforeignworkexperience 50Certificateofqualification(forpeopleintradeoccupations) Maximum50pointsWithgood/strongofficiallanguagesproficiencyandacertificateofqualification
50
14Iwama,M.,ExpressEntry:TheBasics,January2016,http://moving2canada.com/immigration-to-canada/express-entry-canada/.15GovernmentofCanada,http://www.cic.gc.ca/english/express-entry/criteria-crs.asp.16http://www.cic.gc.ca/english/express-entry/grid-crs.asp
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Many of Canada’s immigrants are skilled: they hold a disproportionate number of graduate
degrees,accountingfornearlyhalf(49percent)ofallPhDsand40percentofmaster’srecipients.
Withthefastestgrowthindemandexpectedforjobsthatrequireuniversityeducation,theneed
for their contributions will intensify. Despite their qualifications, skilled immigrants are
chronically underemployed, at significant cost to our economy.A 2012 study concluded that
raisingtheemploymentrateofimmigrantworkerstothelevelofnon-immigrantswouldresult
inapproximately370,000morepeopleworking.17
AkeyfindingofBeyondCanadianExperience18,aresearchprojectbytheUniversityofToronto
andseveralTorontocommunityorganizations,showsthefollowing:“Employersadmitthatmany
immigrantshavethehardskills(experienceandexpertise)requiredforthejob,buttheywant
immigrants to show them that they have the soft skills (fitting in with the team, conflict
resolution,workplacecommunication)”.However, if immigrantsarenotscreenednorscored
forthoseskills,howwilltheybematchedtostatedemployers’needs?Bywhatmechanism?
HowcanExpressEntryfacilitatetheprocess?
17GovernmentofCanada,PanelonEmploymentChallengesofNewCanadians,SurvivaltoSuccess:TransformingImmigrantOutcomes,2015,http://www.esdc.gc.ca/eng/jobs/credential_recognition/consultations/index.shtml.18http://www.benefitscanada.com/benefits/other/dont-ask-skilled-immigrants-for-canadian-work-experience-74833.
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Aresearch intoskillneedsofmajorCanadianemployersshowedthattheemphasis isonsoft
skills–alsoknownasnon-cognitiveskills–ratherthanhardskills19.
WhileCanadianemployerswantsoftskillsoverhard,ortechnicalskills,whichcanbelearnedon
thejob,theCanadianExpressEntrycriteriaforimmigration,donotallocatepointstosoftskills.
ThefocusintheExpressEntrysystemonhardskillsratherthansoftskillsseemsnottobealigned
withtheneedsintheCanadianlabourmarket.WhenimmigrantsarriveinCanada,theirsoftskills
are measured by Canadian standards and there is insufficient emphasis on follow-up for
alternative careers and enhanced soft-skills training. The challenge is to transition those
immigrantswhoareinCanadafromsurvivaljobstojobswheretheycanbestusetheirskillsand
experience and to ensure future immigrants get jobs commensurate with their skills and
experience.20
19CanadianCouncilofChiefExecutives,Preliminarysurveyreport:theskillneedsofmajorCanadianemployers,January2014,http://www.ceocouncil.ca/wp-content/uploads/2014/01/Preliminary-report-on-skills-survey-Jan-20-2014-2.pdf.20GovernmentofCanada,PanelonEmploymentChallengesofNewCanadians,SurvivaltoSuccess:TransformingImmigrantOutcomes,2015,http://www.esdc.gc.ca/eng/jobs/credential_recognition/consultations/index.shtml.
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The longer they stay in survival jobs, the bigger the chance of a lost generational
productivity. It will be the next generation that will integrate and decades of meaningful,
productivelabourcontributionswillhavebeenwasted.
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3. PRE-ARRIVALSERVICES
There are a number of services offered by agencies, like immigrant serving agencies, and
governments across the country that can support individuals who are planning to come to
Canada. These are pre-arrival services and initiatives. Pre-arrival immigrant services have
emerged as a very popular topic in Canada in the recent years. This probably relates to the
GovernmentofCanada’srecentemphasisonpre-arrivalservicesasameanstosupportfastand
seamlessintegrationofimmigrantsintotheCanadianlabourmarketandsociety.21
A pre-arrival service is the Settlement Online Pre-Arrival (SOPA) is an online hub providing
guidance and personalized pre- employment supports for immigrants destined to Canada.
Initiated and implementedby Immigrant ServicesAssociation ofNova Scotia (ISANS) in early
2016, theprogram isdelivered inpartnershipwith fiveother settlementagencies inCanada:
AlteredMindsInc.(Manitoba),CalgaryCatholicImmigrationSociety(Alberta),MOSAIC(British
Columbia), Catholic Centre for Immigrants (Ontario) and Regina Open Door Society
(Saskatchewan). Services include information and orientation, needs assessment, developing
actionplan,referraltosettlementagenciesintheintendedlocationsandonlinecoursesdesigned
topromotesettlementandeconomicintegrationskillsofpotentialimmigrantstoCanada.22
TheCalgaryRegionImmigrantEmploymentCouncil,CRIEC,providespre-arrivalservicesthrough
itsrecentlylaunchedSmartPathwaysstrategy.Likemostpre-arrivalservicesofferedbyagencies
inCanada,thisisacombinedon-line,e-mailandlivevoice(Skype,etc.)formatthatenablespre-
arrival international talent to take full advantage of the CRIEC array of career path planning
programsincludingane-mentoringcomponent.WhenthenewcomerfinallyarrivesinCanada,
heor she is the connected to thepost-arrival servicesCRIECprovides includingaccreditation
advice,effectivenetworking/connectingintheappropriatesectorsandlivementoring.Muchof
CRIEC’sworkcentresonthisconceptoftransferableskillsandthecareerpathwaysavailableto
21Bhuiyan,M.,ReportonPre-ArrivalServicesinWesternCanada,UniversityofManitoba,2016.22Bhuiyan,M.,ReportonPre-ArrivalServicesinWesternCanada,UniversityofManitoba,2016.
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the skilled newcomer – for example, workshops focus on understanding, appreciating and
articulatingthesetransferableskillssothatthenewcomerhasthebestchancepossibletosecure
meaningfulemploymentand,indeed,truecareerpaths.
In fact, most of these pre-arrival programs focus on skills development and orientation, for
exampleitoffersanonlinecoursetolearnabouttheessentialskillsnecessarytofindajoband
besuccessful inyourCanadianworkplace fromcommunicationskills to team-workingskills.23
Whilethisinitiativeseemtofocusonimportantaspectsforsuccessfulimmigration,aquestion
atthisstageintimeishowtomakethisplatformknowntoallimmigrantgroups?Aslongasit
isnotobligatoryorusedincompulsoryprocesseslikeExpressEntry,manyimmigrantswillnotbe
awareandstillbeoverlooked.24
23SOPA,http://www.arriveprepared.ca.24Pleasesee“PartnershipPracticesforPre-ArrivalServicesinWesternCanada–AConceptMap”foradirectoryofpre-arrivalprogramsthroughoutManitoba,Saskatchewan,AlbertaandBritishColumbia.
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4. THEEUROPEANAPPROACH
Transferableskillsopenroadstoproductivity,employability,andsustainabledevelopment.The
abilityto identifyneededskillsandcompetenciesandtheabilitytodevelopthesewillbekey
differentiatorsforfuturesuccessoforganizations,andfutureemployabilityforindividualsand
communities.Competenciesaretheintegratedknowledge,skills,judgment,andattributesthat
people need to perform a job effectively. The competency approach allows portability and
transferability. Competencies can be acquired in different ways and are applicable to other
functions of similar nature, contributing to improve people’s future employability during an
economicdownturn.25
Labourmobility,bothgeographicalandoccupational,isonewayoftacklingskillsmismatchesby
bettermatchingthelaboursupply(withtherightskills/educationalqualifications/location)and
labour demand. Labour mobility within has the potential to help to reduce labour market
pressuresandeaseeconomicimbalances.
IntheEuropeanUniontheprimarypurposeofthemajorityofcompetenceframeworkshasbeen
to raise the skill level of theworkforce. Several European countries have adopted anational
qualification framework and a comprehensive system of sectoral competence-based
qualifications.Another,morefar-rangingEuropeaninitiativeistheproductionoftheEuropean
QualificationFrameworkthatrefersto learningoutcomes.This isatranslationtoolthathelps
communication and comparison between qualifications systems in Europe. The inspiration
behindtheEQFisthatlifelonglearninghasbecomeanecessityinaEuropecharacterizedbyrapid
social,technologicalandeconomicchange.26
25Justo,A.,DevelopingCompetenciesduringtheeconomicdownturn,http://armandojusto.blogspot.ca/2010/01/developing-competencies-during-economic.html.26TRACE,OverviewofEuropeanCompetencyFrameworks,2005.
16
Skills recognition isavitalelementwhenapplying inanothercountryandmuchprogresshas
alreadybeenmade,althoughincertainprofessionalsegments,suchashealthcare,scrutinyof
foreign certificates is still exceptionally severe. The European Skills, Competences and
Occupationstaxonomy(ESCO)targetsthepracticalbarriersofactuallymatchingapplicants’skills,
competencesandqualificationswiththeforeignequivalentwhichbeginwithfindingtheproper
counterpart in another language. Once ESCO has been completed and is available in all EU
languages, it will be disseminated to educational institutions, companies and employment
agencies. The European Commission is improving the cross-border job matching process by
upgradingtheEURESsys-tem;whetherthiswillhaveasubstantialimpactremainstobeseen.27
Online job portals normally use one classification system and one language. It's difficult to
exchangedatabetweenthem,particularlywhenthesystemsarebasedindifferentcountries.
This makes it harder to find the right job abroad. ESCO identifies and categorizes skills,
competences,qualificationsandoccupationsinastandardway,usingstandardterminologyinall
EUlanguagesandanopenformatthatcanbeusedbythirdparties'software.Itenablesusersto
exchange CVs and job vacancies stored in different IT systems. The multilingual ESCO
classificationiscomposedofthreeinter-relatedpillarscoveringoccupations;skills/competences;
andqualifications;linkedtorelevantinternationalclassificationsandframeworks,suchasNACE,
ISCOandEQF.28
27LabourmobilityintheEU;Dynamics,PatternsandPolicies,https://www.ceps.eu/system/files/IEForum32014.pdf.28EuropeanSkills/Competences,qualificationsandOccupations(ESCO),http://ec.europa.eu/social/main.jsp?catId=1042.
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5. RECOMMENDATION
Canadaisacountryoflabourmobilityandimmigration.Immigrantshavebeenanimportantpart
ofCanada’s laboursupplyover thepast fewdecades,andthis trend isexpectedtocontinue.
ManyofthesenewCanadiansareskilled.Withthefastestgrowthindemandexpectedforjobs
thatrequireuniversityeducation,theneedforskilled immigrants’contributionswill intensify.
Despitetheirqualifications,skilledimmigrantsarechronicallyunderemployed,atsignificantcost
totheCanadianeconomy.29
Canadaneedstofocusonintegratingskilledimmigrantsintotherightjobssotheycancontribute
to the Canadian economy as well as build a meaningful career and life in Canada. The
acknowledgementoftheimportanceofessentialskillsshouldbeintegratedintoourprocesses,
preferably at the national level. The Express Entry system could be the place to integrate,
acknowledgeandscoretransferableskills,byincreasingtheallocationofpointsinExpressEntry
giventoSkillscurrentlysittingat100.Onewaytoacknowledgeandscoretransferableskillsisby
usingtheSkillsquiz30developedbytheGovernmentofCanadaandbasedontheEmployability
Skills2000+fromtheConferenceBoard.
Secondly, Canada should focusmore on pre-arrival services as ameans to support fast and
seamlessintegrationofimmigrantsintotheCanadianlabourmarketandsociety.Anoptioncould
betheintegrationofpre-arrivalservicesintonationalimmigrationprograms,bymakingthese
programs and services obligatory. The relatively new SOPA initiative has the right focus on
transferableskills.Nowitisofimportancetobringthistotheimmigrantsbeforetheyarrivein
Canada.AslongasitisnotobligatoryorusedincompulsoryprocesseslikeExpressEntry,many
immigrantswillnotbeinformedwhileitcanservetheireconomicintegrationverywell.
29GovernmentofCanada,PanelonEmploymentChallengesofNewCanadians,SurvivaltoSuccess:TransformingImmigrantOutcomes,2015,http://www.esdc.gc.ca/eng/jobs/credential_recognition/consultations/index.shtml.30GovernmentofCanada,https://www.jobsetc.gc.ca/toolbox/checklists/employability.jsp?lang=e.
18
Finally,Canadadependsonamobilelabourforcewhoselearningcredentialsareoftenissuedin
adifferentplacefromwheretheywork.Learningcredentialsareincreasinglyimportantasaway
tosortpeopleintojobs.Canadaisstillalaggardinemployinglearningrecognitionasameansto
increasereturnstohumancapitalandprovidesubstantialbenefitsfortheCanadianeconomy.
Canada needs a flexible learning recognition system that allows people to use their learning
credentialstothefullestwherevertheymaymoveinCanada—likelyonethatismoreflexible
thanothercountries.CanadashouldlookatdevelopmentsandprogressmadeintheEuropean
Union’sclassificationsystemandonlinetools.
19
CONCLUSION
Canadadependsonamobilelabourforceandimmigration.AccordingtotheConferenceBoard
ofCanada,844,000Canadiansfacechallengeshavingtheireducationandlearningrecognized,of
which482,080areimmigrants.31AccordingtotheOrganizationforEconomicCo-operationand
Development,OECD,muchoftheskillsandknowledgeofmigrantsisnotusedduetobarriersin
transferability of skills and qualifications, while work experience acquired abroad may be
discountedinthelabourmarket.SkillsmatchingwillremainachallengeamongG20countries,
particularlyasmigrationpoliciesdonotyetconsistentlyincorporatelabourmarketevidenceand
arenotfullyalignedwithemploymentpolicies.32
Canadaisacountryof immigrants:In2011,immigrantsrepresented20.6percentofCanada’s
population,thehighestproportionamongG7countries.Immigrantshavebeenanimportantpart
ofCanada’slaboursupplyoverthepastfewdecades,andthistrendisexpectedtocontinue.The
proportionofCanada’sworkingagedpopulationaccountedforbyimmigrantshasbeenslowly
increasing for the past 15 years. Many of these new Canadians are skilled: they hold a
disproportionatenumberofgraduatedegrees,accountingfornearlyhalf(49percent)ofallPhDs
and40percentofmaster’srecipients.Withthefastestgrowthindemandexpectedforjobsthat
require university education, the need for their contributions will intensify. Despite their
qualifications, skilled immigrants are chronically underemployed, at significant cost to our
economy.33
Firstofall,Canadashouldintegratetheacknowledgementoftheimportanceofessentialskills
intothenationalprocesses.TheExpressEntrysystemcouldbetheplacetointegrate,
31TheConferenceBoardofCanada,BrainGain2015,http://www.conferenceboard.ca/infographics/brain-gain.aspx.32OECD,TheContributionofLabourMobilitytoGrowth33GovernmentofCanada,PanelonEmploymentChallengesofNewCanadians,SurvivaltoSuccess:TransformingImmigrantOutcomes,2015,http://www.esdc.gc.ca/eng/jobs/credential_recognition/consultations/index.shtml.
20
acknowledgeandscoretransferableskills,forexamplebasedonthequizdevelopedby
governmentandbasedontheEmployabilitySkills2000+fromtheConferenceBoard.Secondly,
andanextraorotheroptioncouldbetheintegrationofpre-arrivalservicesintonational
immigrationprograms,bymakingtheseprogramsobligatory.TherelativelynewSOPAinitiative
hastherightfocus,nowitisofimportancetobringthistotheimmigrantsbeforetheyarrivein
Canada.Andfinally,toimprovelabourmobilityinCanadaweneedaworldclasslearning
recognitionsystem.
21
EXHIBIT1ChecklistofTransferableSkills34• Communicate:Speakand/orwritewellandgetyourideasacrosstoothereasily.• Interpret:Lookatthingsandmakesenseofthem,figureoutwhatmakesthingswork,why
thereisaproblem,etc.• Analyze:Breakaproblemdowntoseewhatisreallygoingon.• Creativity:Useyourimaginationtocomeupwithnewideasortosolveproblems.• OrderGoods/Supplies:Keeptrackofitemsandhowtoorderthem.• DecisionMaking:Makegoodjudgementsaboutwhattodoinadifficultsituation,evenwhen
thesupervisorisnotpresent.• AdapttoSituations:Learnanewtaskand/orworkinadifferentareawithdifferentco-workers.• Explain:Tellotherswhyyoudocertainthingsthewayyoudoorwhyyouthinkthewayyou
do.• ThinkAhead:Planyourdayandkeepproblems/accidentsfromhappening.• CalculateNumbers:Useacalculator,cashregisterorcomputertoanswernumericalquestions.• OperateEquipment:Turnequipmentonandoffaswellashowtouseitsafelyandwisely.(If
youdon'tknowhowtooperatecertainthings,youalwaysaskforhelp.)• RecordData:Writethoroughandaccuratenotes/numbers.• SetGoals:Setgoalsforyourselftoachieveandplanwaystoachievethem.• LearnQuickly:Donewthingsandcarryoutnewresponsibilitieseasilybywatchingotherorby
followinginstructions.• Confident:Believeinandfeelgoodaboutyourself.• Pleasant:Nicepersonforotherstotalktoandbewith.• Energetic:Lotsofenergytouseatworkandatplay.• Helpful:Enjoyhelpingpeoplesolvetheirproblems.• Trustworthy:Canbetrustedtogetthejobdone,tolookafterthingsorkeepsecretsthatare
veryimportanttootherpeople.• Efficient:Performtasksinthefastestandsimplestwaysthattheycanbedone.• Organize:Arrangepeople/planevents/putthingsinordersothattheyrunsmoothly.• Delegate:Assigntaskstootherstocomplete.• AssembleProducts:Putthingstogetherwithyourhands.• TakeInstructions:Followinstructionswell,askquestionswhenyoudonotfullyunderstand
instructions.• MotivateOthers:Helpkeepothers'spiritsupandencouragethemtodotheirbest.• ServiceCustomers:Befriendly,patientandpolitewithcustomersandtryyourbesttoservice
theirneeds/wants.• Dependable:Canbecountedontodowhatyousaidyouwoulddo(i.e.showupforworkon
time,doyourjobdutieswell,etc.).• Flexible:Can carryoutmanydifferent responsibilities, sometimeswithvery littleadvanced
34CommunityEmploymentServices(CES),http://www.ceswoodstock.org/job_search/skillstransf.shtml.
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notice.• Self-assured:Feelveryconfidentandpositiveaboutyourselfandyourabilities.• Supervise:Watchotherstomakesurethateverythingisokand/orthattheyaredoingtheir
jobswell.• Time Management: Plan your time so that you don't forget to do things, you're almost
always/alwaysontime,andyouknowhowtoprioritizeandgiveyourselfenoughtimetodothethingsthatyouneedtodo.
• Trouble-shoot:Figureoutwhattheproblemis,whythereisaproblem,orpreventaproblembeforeithappens.
• Handle Complaints: Deal effectively with complaints made by customers or constructivecriticismfromyouremployer.
• Listen: Listen/pay attention to what others are saying, without daydreaming or formingjudgementaboutthem.
• Considerate:Alwaysthinkabouthowothersmayfeelaboutthings,especiallybeforeyousayordothingsthatmyaffectthem.
• Punctual:Alwaysontimeforthings.• Loyal:Committedanddevotedtothings/peoplethatmeanalottoyou(i.e.yourbestfriend,
yourjob/supervisor).• Precise:Makesurethatthingsaredoneaccurately,correctlyandexactly.• Resourceful:Thingofnew,creativeanddifferentwaystodothingswhentherearenoobvious
solutionsavailable.