PARQ’s Report Back on Legal Agreements for 39 Smithe Street

Progress update on “Responsible Gaming Agreement” & “Inner-City Local Employment and Procurement Agreement”

The intent of rezoning conditions, DP Board decisions, and Council motions was to demonstrate the City’s commitment to strengthening social and economic benefits while mitigating harms associated with problem gambling

Decisions since 2011 to Mitigate Harms Associated with Problem Gambling

To develop clear, innovative, and accountable steps

What is a Community Benefit Agreement (CBA)?

• Legally-binding agreement between the City and owner to ensure that development projects enhance social and economic opportunities for inner-city residents and local businesses.

• 6 CBAs in Vancouver

CBAs in Vancouver

Hastings Racecourse

2005

Millennium/ Olympic

Village (2007)

Aquilini Pacific Coast Arena (2014)

Concord 5BE (2014)

Concord 5BW (2014)

PARQ (2015)

Legend

Gaming Facility

Half (46.4%) of respon-dents travelled <5km to a gaming facility

Problem Gambling Statistics (in BC)

• Majority who engage in gambling are responsible gamblers.

• Moderate/high-risk problem gamblers account for 3.3% (or 125,000) of population, of which 0.7% are severe and 2.5%.are moderate problem gamblers.

• Greater risk amongst Aboriginal, ethno-cultural minorities, low-income groups.

• Mental health issues and substance use are predictors for at- risk/problem gambling.

• Social/economic impacts: Bankruptcy, family disruption, exacerbation of mental health issues, suicide.

PARQ CBA Highlights Vancouver’s most robust CBA “Responsible Gaming Agreement” 10% “Inner-City Local Employment &

Procurement” for construction and on-going operations

Directing best efforts to highest needs neighbourhoods

“Monitoring”: PARQ funds neutral third party with City agreement

PARQ funds dedicated PARQ staff Prior-to DP conditions, BP & OP holds

Responsible Gaming Agreement

Condition: Address Provincial Health Officer’s report: 1. Hours of operation and liquor service 2. Signage on slot machines to signal problem

gambling 3. Creating a harm reduction strategy 4. Reviewing of risk mitigating activities

Update: “Responsible Gaming Agreement” update: Increase funding for City to grants. Prohibit complimentary alcohol on casino floor. Sequester ATMs off public gaming floor. Responsible gaming messaging on machines. Partnership and funding for harm reduction. Commitment to best practices in alignment with

external audits of casino. Enhance staff training.

Local Employment & Procurement Agreement

Condition: “Execute an ‘Inner-City Local Employment & Procurement Agreement’ for construction and operations” Update: Secured Local Employment & Procurement Agreement Achieved 10% local employment

target during casino operations. Achieved 10% local employment

and procurement target for construction with expand geography. Moving forward: Use best efforts

towards meeting obligations.

VANCOUVER INNER- CITY EMPLOYMENT & PROCUREMENT PROGRAM & RESPONSIBLE GAMING

ANNUAL REPORT 2016

NOVEMBER 30 th , 2016

PG 10

PROJECT DESCRIPTION

• 2 levels of Casino Gaming

-600 Slot machines

-75 Table Games (including multiple private salons)

• Vancouver’s largest conference area (60,000 sq.ft)

• Over 30,000 sq.ft of public outdoor space on the 6th floor Park

• 4,000 sq.ft of retail space

• 6 Restaurants of various cuisines (2 fine dining, 3 casual, 2 bars , 1 lobby lounge/terrace)

• JW Marriott Hotel (329 rooms)

• Douglas Hotel (188 Rooms) (Marriot Autograph Collection)

• 1,069 parking spaces in underground parking facility

PG 11

EMPLOYMENT & PROCUREMENT | RESPONSIBLE GAMING

Responsible Gaming – As of October 2016

-Edgewater has received the highest Responsible Gaming Check score in Canada

Employment & Procurement – As of October 2016

-Edgewater has achieved 25.06% of its labour forces from within the catchment area

-Ellis Don Tishman has achieved 20.17% of its labour forces from within the catchment area based on a

“headcount” metric

-Parq has achieved 11.70% of procurement from within the catchment area, based on expanding the catchment

to include LaFarge

PG 12

PG 13

EMPLOYMENT & PROCUREMENT | RESPONSIBLE GAMING

• Yasmine Roulleau, RPN, Exec.MBA, CHE - Director of Social Responsibility, Edgewater/parq Vancouver

• Jasmine Marchant, CHRP, BAI – Director of Human Resources, Edgewater/parq Vancouver

• Brad Reid – Senior Project Manager, Ellis Don Tishman

• Jessica Breen, LEED AP, PMP - Project Manager, Procurement & Construction, parq Vancouver

PG 14

OVERVIEW OF RESPONSIBLE GAMING AGREEMENT

• Social Responsibility Fund- Monetization of impact plans to stakeholders

• Responsible Gaming Operational Covenants

• Local HealthCare Professional’s Participation in Responsible Gaming Training- Data sharing and knowledge

translation via Speaker Series, pilots with RG counselors, partnership with VPD , bearings program for

employment

• Vancouver Stakeholders’ Responsible Gaming Collaboration

ENHANCED RESPONSIBLE GAMBLING PROCEDURES • New Employee Training includes Responsible Gaming

• All Associates have received ART 1 training. Managers/Supervisors ART 2

• Events throughout the casino to engage and facilitate best practices, (shift change-RG quizzes, dedicated

responsible gaming month, responsible gaming posters in break room, education/speaker series, nightly

newsflash to all staff with RG messaging, monthly newsletter with RG updates)

• Responsible gaming Refresher mandatory for all supervisors and mangers, 250 staff (completed in

September).Exam yielded results of 85%

• HR Training include third party vendors i.e. Valet, Service Masters

• Plans for responsible gaming education/training modules in multiple language (pilot)

• Monthly responsible gaming Committee Meetings with all Department Heads & Quarterly Corporate Social

Responsibility Meetings

PG 15

ATM AND GLOBAL CASH ACCESS

• In accordance with responsible gaming Audit recommendations, all ATM machines and global cash access is

off the gaming floor.

• Responsible gaming messaging is visible and accessible in surrounding areas

• Staff are well trained to support responsible gaming and/or problem gambling concerns

PG 16

HOURS OF OPERATION

• As 24/7 gaming operators,

• We ensure our Associates and Managers are trained in responsible gaming

• We encourage our Patrons to take breaks

• We ensure clocks are visible throughout the casino floor and on slot machines

PG 17

LIQUOR POLICY

• We adhere to all liquor requirements in accordance to our primary license and BCLC regulations

• We adhere to our commitment in Section 3.1 (d) of the recorded Responsible Gaming Agreement to not

comp alcoholic beverages on the public gaming floor

• Staff training for responsible gaming includes Intoxication and the correlation between liquor and responsible

gaming.

PG 18

RESPONSIBLE GAMING MESSAGING • Responsible gaming brochures are found at the entrance and throughout the casino floor, in the bathrooms

• All electronic machines have game sense messaging (600 messages every 2 hours approx.10,000 RG

messages)

• Audible time alerts are now in place

• Reserve signs with gambling help line number and game sense tag

• Increased responsible gaming messaging on cool signs regulation requires 4 cool signs, we have and

additional 6 displaying responsible gaming message every few moments

• Game Sense Advisors are resourced during peak times/Game Sense Booth is at the entrance and offers

myth busting information, interactive games, information on support including debt counseling and problem

gambling counseling for patrons, staff and family

• All Associates and Management are well-versed in problem gambling resources

PG 19

PILOTS/INITIATIVES • VSE process map

• Community responsible gaming events (i.e. Food Trucks)

• Resources collaboration GPEB (RG Counselors) and Security

• Working with Vancouver Police Department for responsible gaming /problem gamblingtraining

• VSE cool down periods and resource access for family

• Development of a problem gambling tool (pre- VSE enrollment)

• GSA integration Plans

• Game Sense focused responsible gaming messaging disaggregated by player, age, demographic etc.

• Standardized evaluation tools and practices for responsible gaming and problem gambling.

• International Conference participation and sponsorship

PG 20

RESPONSIBLE GAMING AUDIT CHECK

• Responsible Gaming Audit Score 82.6%

• Highest score in BC for “like” casino

• Highest score across the nation

• Highest percentage increase between audits

PG 21

PG 22

SPHF ADDICTIONS HEALTH PARTNERSHIP

Intent: incorporate evidence based best practice for both responsible gaming and problem gambling behaviors.

• 300K per year for 5+ years (duration TBD)

• Knowledge sharing and integration with UBC Center For Gaming Addiction

• Standardized evaluation and self-assessment tools and practices for responsible gaming and problem

gambling.

• Generate new insights into different types of metrics and data that are unique based research and clinical

understanding, specific to Edgewater/PARQ and BCLC.

• Work with BCLC/UBC on influencing research and or policy specifically: database data mining; mitigation

and identification of problem gambling and addictive behaviors; “safe” time on machines, and the relationship

between alcohol and problem gambling.

PG 23

HARM REDUCTION PROCESS

METRICS

• To be industry leaders in responsible gambling Audit Score

• To share best practices

• To constantly integrated international best practice recommendations into operations

• To learn from validation studies and push the envelope

• To contribute to the evolving indicators for best practice

PG 25

OVERVIEW OF EMPLOYMENT & PROCUREMENT

• Employment & Procurement – As of October 2016

-Edgewater has achieved 25.06% of its labour forces from within the catchment area

-Ellis Don Tishman has achieved 20.17% of its labour forces from within the catchment area based on a

“headcount” metric

-Parq has achieved 11.70% of procurement from within the catchment area, based on expanding the

catchment to include LaFarge

EDGEWATER CASINO INCLUSIVE EMPLOYMENT PARTNERSHIPS

• Edgewater is working with the Lead WorkBC Sites such as WorkBC Vancouver City Centre, WorkBC Vancouver Downtown Eastside, WorkBC Vancouver Midtown, Pacific Community Resource Society, Open Door, Mosaic and YWCA

• Other working partnerships: ISS of BC, Success, Musqueam, Tsleil-Waututh Nation, Vancouver Community College, Art Institute, BCIT, Look out Society and WorkBC North Vancouver & Surrey Whalley

PG 26

INCLUSIVE EMPLOYMENT BREAKDOWN

PG 27

First Nations 9%

Social Development

Agencies 10%

V5K 8%

V5L 4%

V5M 11%

V5N 19%

V5T 8%

V5Y 2%

V6A 10%

V6B 19%

Postal Code 81%

INCLUSIVE EMPLOYMENT BREAKDOWN

PG 28

1.1%

28.5%

50.5%

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

100.0%

TOTAL COUNT

Disability

Visible Minority

Female

EDGEWATER CASINO INCLUSIVE EMPLOYMENT PARTNERSHIPS

Edgewater’s currently supports the following:

• YWCA Admin Essentials practicum/Skills link – focuses on under skilled women

• BC Partners in Workplace Innovations – BC Win Project – focused on people with disabilities

• We have participated in 17 job fairs in 2016

• Guest speaker/panelist for YWCA Career Zone, Vancouver Community College, Open Door, Untapped

Conference, Vancouver Employer Engagement Committee which is made up of all of the Lead Work

BC sites

• Immigrant Employment Council of BC – Mentor Connect program

PG 29

PG 30

ELLISDON TISHMAN EMPLOYMENT • As of October 2016 - the current employment percentage reported through headcount is 20.17%.

• Headcount reporting is widely embraced on-site due to the increased employee emphasis on privacy,

therefore many more trades have been reporting

• As of November 2016, the type of labour is shifting from basic general labour to more specialized labour

• Working closely with EMBERS, BladeRunners, First Nations Communities, etc. to source workers of all skill

levels and develop on/off site training programs for skilled trades and employee development.

PG 31

PARQ PROCUREMENT Concrete breakdown (incl. in EDT value)

• LaFarge - $4,473,058

• Burnco - $2,107,409

• Ocean- $3,811,535

PG 32

GVRA 6%

BC 7%

USA 55%

OVERSEAS 22%

CATCHMENT AREA 7%

CANADA 3%

LOCATIONS OF PROCUREMENT OF CONSTRUCTION MATERIALS AT PARQ VANCOUVER

PG 33

INDUSTRIAL / LIGHT INDUSTRIAL ZONING AREAS (DT CORE)

INDUSTRIAL / LIGHT INDUSTRIAL ZONING (S/E MARINE AREA)

PG 34

LESSONS LEARNED • City of Vancouver Zoning Policies

- currently the DTES is not located in a Light Industrial / Industrial area

- We need Policy changes to encourage business to come and build their businesses locally

• LEED – Regional Material Credit

- Due to the nature of the construction of this project (Curtain Wall, Steel, Large Mechanical units, etc.)

many of the materials are not available locally, nor within the 500km designation as required by LEED.

• Construction type is an anomaly for Vancouver. Where majority of our development is Condo High rise

(heavy concrete, minimal finishes & fixtures) our project is very diverse in its use and its construction.

• Competitive Bid process (our project) vs Self Preformed Work (typical Vancouver condo)

The method of our project does not offer us as much flexibility as a Developer self-preforming their work

(procurement, construction labour, interior design, etc.)

PG 35

PG 36

THANK YOU

Consultant Recommendations 1. Citywide Policy Requirements

• Local jobs and procurement for all large buildings • Balance geography and people with challenges to employment • Form advisory network

2. Reconciliation • Establish protocol with local First Nations & Aboriginal orgn’s

3. Quick Starts • Consider local procurement early in design • Require job opportunities as part of development approval

4. Recruitment, Training, Retention • Employers to ensure communication of job opportunities for

people with challenges • Encourage employers to design training and hire graduates • Support ongoing employment and affordable housing

5. Business Opportunities • Leverage land use (eg zoning) to ensure industrial space • encourage procurement from social enterprises and others that

hire local residents"

+ Legal Services + Planning & Dev. Services

+ PARQ staff

+ Nathan Edelson

+ Vancouver Coastal Health, Providence Health, & UBC

+ Social Development Agencies + Consultants

Next Steps: Apply learnings

to upcoming citywide policy

(2017)

Acknowledgements and Next Steps

+ EllisDon Tishman