Current Activities

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Workforce 2010 provides a platform of labour market intelligence that is informing, energizing, and contributing to the leadership of AARC in addressing labour market issues. The following activities are currently underway:

Labour Market Information Sessions
Job Competencies and Classification System
Human Resources Forums and Development of a Human Resource Strategy
Fair Compensation Committee
Strategic Communications Plan

Labour Market Information Sessions

The Workforce 2010 Committee is conducting more than 30 labour market information sessions with community groups, families, board members, and staff to share the results of the first year of research.

If your team or group would like to have a labour market information presentation, call Kara at (780) 415-8522.

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Job Competencies and Classification System

Training on the newly developed job competencies and job classification system will be held in each area of the province.

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Human Resources Forums and Development of a Human Resource Strategy

It will be through leaders within the AARC sphere of influence that an integrated solution for human resource management will be created. Board members and executive management, through a comprehensive understanding of the elements that contribute to being an employer of choice in a competitive workforce, will promote the development of a cohesive strategy that can be applied industry wide. Click here to view the "Employer of Choice" self-assessment tool.

Opportunities to build a strong leadership group and governance strategy, including an organizational structure, are required in order to position the service sector as an effective self-governing body for this labour market.

Towards this end, a series of three forums will to provide a plan of action over three time frames: 1 to 3 years, 5 years, and 10 years. The first forum is scheduled for October 19, 2005.

Click here for information regarding the October 18, 2005 forum—Building People Capacity for the Future.

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Fair Compensation Committee

The Fair Compensation Committee is made up of young leaders and experienced leaders from the membership of AARC. It is co-chaired by Matt Ashdown, Employment Support Facilitator, Selections, Edmonton and Patty Morris, Executive Director, DDRC, Calgary. Click here for contact information for all members of the committee.

The Fair compensation Committee is exploring the following streams of action to create solutions faced in Alberta’s labour market.

Stream 1:	Create a compelling picture of the Community Rehabilitation Workforce now and in the future.
	Actions recommended for an immediate impact Complete data collection on the current situation Have data analyzed by an external human resource expert to create a cohesive, defendable position from the existing data. Contract with a public relations firm to create presentation material.
	Actions recommended to create a strong future position Contract with a human resource expert to identify the expected wages and benefits that will be required by professionals in human services in the year 2010. This will include projections of cost of living, wage ranges in Alberta, demand for human resource workers and types of benefits that will be required to be a competitive employer. Complete the picture of the future worker from labour market intelligence gathered through the Workforce 2010 initiative.
Stream 2:	Explore the development of a Professional Association of staff supporting adults and children with disabilities within the Province of Alberta.
	Actions recommended for an immediate impact Invite AARC member organizations to identify young leaders who want to make a career in this field to come together to explore and create solutions for the future including the possibility of a professional association to promote the value of sector careers. Support a process to begin a discussion with staff across the province on long-term solutions to having this field be seen as a professional sector.
	Actions recommended to create a strong future position Investigate a number of professional associations ( ATA, ANA, CARP) to determine applicability to Alberta. Explore the development of a membership category for people working in the field within AARC.
Stream 3:	Position the AARC organization to influence both internal and external decision makers.
	Actions recommended for an immediate impact Develop and implement an information and awareness plan for decision makers utilizing information from Stream One. Explore current public and political influence strategies being used in other sectors (children’s, daycare, classification/level of support system [AAMR]). Develop strategic partnerships with other community initiatives lobbying for wage increases.
	Actions recommended to create a strong future position Examine the structure of AARC and propose structural changes required to sustain a strong and valued workforce. Engage the public on a discussion of the value of this workforce.
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Strategic Communications Plan

Part of the Workforce 2010 initiative is to develop a communication strategy to raise the profile of the field of community rehabilitation. A communication strategy is one element in a multi-faceted approach to provide a comprehensive solution to current and long-term human resource challenges in service to persons with developmental disabilities through a series of integrated strategies.

In order for a communications strategy on labour market issues within our field to be effective, it is necessary to look at a broader social change strategy that addresses the public’s understanding of people with disabilities.

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Last modified 2005-11-23 12:37