the global talent stream an overview · slide shows list as of june 12, 2017). 7 now and tomorrow...

NOW AND TOMORROW EXCELLENCE IN EVERYTHING WE DO 1 NOW AND TOMORROW EXCELLENCE IN EVERYTHING WE DO

The Global Talent Stream

An Overview

June 2017

NOW AND TOMORROW EXCELLENCE IN EVERYTHING WE DO 2

Outline

• Background

• Category A and List of current ESDC Designated Referral Partners

• Category B and Global Talent Occupations List

• Labour Market Benefits Plan (LMBP) and mandatory and complementary

benefits

• Resources, questions and contact information

Annex A: Mandatory and complementary benefits: Example activities and indicators (3 slides)

Annex B: Possible scenario and LMBP for Category A and B (2 slides)


Background

• The Global Skills Strategy launched on June 12, 2017, and includes the new Global Talent (GT) Stream under the Temporary Foreign Worker (TFW) Program

• The GT Stream will assist innovative Canadian companies to fill positions that require unique and specialized skills in order to scale-up and grow, as well as companies seeking highly skilled foreign workers to fill in-demand occupations for which there is insufficient domestic supply.

• All employers using the Global Talent Stream must demonstrate their commitment to creating lasting, positive benefits for the Canadian labour market.

• While the 24-month GT Stream pilot will operate under the same regulations as other TFW Program streams, it will provide eligible employers with:

Client-focused service to help with the GT Stream application process;

Flexible recruitment requirements;

Processing of applications, including Labour Market Benefits Plans, in 10 business days – service standard to be met by ESDC 80% of the time; and,

Eligibility for TFWs to have their work permits processed in 10 business days – service standard to be met by IRCC 80% of the time.

• ESDC will continue to work to expand its list of Designated Partners and continue to consult with stakeholders on key elements of the Stream for the duration of the pilot.


Category A Defined

• Firms in Canada that are referred to the GT Stream by an ESDC Designated Partner because they

are innovative and can demonstrate that they have positions which need to be filled by unique and

specialized global talent in order for the firm to scale-up and grow.

Rationale

• Companies need unique and specialized global talent that have not only technical skills but also

specialized leadership and business development expertise that are specific to each sector.

Expected Results

• High-quality referrals from ESDC Designated Partners that have direct links to innovative firms at

national, provincial, territorial, regional, and local levels will support streamlined service delivery.

• Access to unique and specialized foreign talent will result in job creation and knowledge transfer

for the Canadian labour force.

Eligibility

• An employer must indicate on the GT Stream application form, the name and contact information

for the ESDC Designated Partner that referred them to Category A of the stream.


Category A Continued – List of ESDC Designated Partners as of June 12, 2017 *

*Several partners have been identified for potential inclusion following the June 12, 2017 launch.

Federal (including Crown corporations)

Regional Development Agencies

Provincial/ Territorial

Private Sector

National Research Council - Industrial Research Assistance Program (NRC-IRAP)

Federal Economic Development Agency for Southern Ontario (FedDev)

Ontario Ministry of Citizenship and Immigration

Communitech

Innovation, Science and Economic Development (ISED) – Accelerated Growth Service (AGS)

Atlantic Canada Opportunities Agency (ACOA)

Ontario Ministry of Economic Development and Growth

Council of Canadian Innovators (CCI)

Business Development Bank of Canada (BDC)

BC Tech

Global Affairs Canada (GAC) – Trade Commissioner Service

MaRS Discovery District

VENN Innovation

ICT Manitoba (ICTAM)


Category B Defined

• Firms in Canada that need to hire highly-skilled foreign workers for occupations found on ESDC’s Global

Talent Occupations List which have been determined to be in-demand and for which there is a insufficient

domestic labour supply.

Rationale

• Using an established methodology, Labour Market Information (LMI) experts at ESDC compiled an evidence-

based list of ten (10) high-skilled occupations in NOC skills levels O, A and B in the ICT field that were

determined to be in-demand and for which there is insufficient domestic labour supply.

Expected Results

• Companies of various sizes and sectors across Canada will access to global talent in these high-skilled

occupations to address domestic shortages for in-demand skills.

• The Global Talent Occupations List that was published on ESDC’s website on June 12, 2017, will be updated

periodically by ESDC labour market experts (at a minimum on an annual basis). Stakeholders will be

consulted as part of this process, and information on occupations considered to be in shortage in Canada is

welcomed.

• Access to highly-skilled foreign workers with in-demand skills will result in employer investments in skills and

training for the Canadian labour force to address these shortages longer term.

Eligibility

• An employer will need to demonstrate that the position(s) which they are looking to fill with a highly skilled

foreign worker(s) matches one of the NOC codes found on ESDC’s new Global Talent Occupations List (next

slide shows list as of June 12, 2017).


Category B Con’t – Global Talent Occupations List as of June 12, 2017*

*List will be updated periodically (at least annually) to help expedite access to global talent

GLOBAL TALENT OCCUPATIONS LIST

National Occupations Classification (NOC) code

Occupation

Minimum wage requirement (annual salary)

Minimum wage requirement (hourly rate)

0213 Computer and information systems managers Prevailing wage (PV)

2147 Computer engineers (except software engineers and designers) PV

2171 Information systems analysts and consultants PV

2172 Database analysts and data administrators PV

2173 Software engineers and designers PV

2174 Computer programmers and interactive media developers PV

2175 Web designers and developers PV

2241 Electrical and electronics engineering technologists and technicians

$81,000 or higher PV $38.94 or higher PV

2283 Information systems testing technicians $78,000 or higher PV $37.50 or higher PV

Sub-set of 5241**

Digital Media Designers **position requires a minimum of five years of industry experience, and skills requirements including: 3D modeling, virtual and augmented reality; animation, level editing, editor and pipeline software and tools in applicable industry; other specialized knowledge of software framework in applicable industry (for example, Unreal 3.0); and/or, Experience in planning and managing a project.

$80,000 or higher PV

$38.46 or higher PV


Labour Market Benefits Plan (LMBP) Defined

• The LMBP will enable employers to demonstrate their commitment to creating lasting positive benefits for the Canadian labour market.

• Highlights of the LMBP development process include:

Employer-focused and not position or occupation specific: Employers will complete a full LMBP as part of their LMIA process the first time they enter the GT Stream;

Measurable benefits developed with support from ESDC’s Global Talent LMBP Review Unit: Dedicated resources at ESDC will assist employers to identify appropriate benefits and activities for their LMBPs during the application process. Employers will need to set targets and timelines for achieving their chosen LMBP benefits and activities. The selected activities could take more than two years to complete but some results will need to be demonstrated by employers during the 24-month period of the Pilot;

Monitored at regular intervals: ESDC’s Global Talent LMBP Review Unit will conduct an employer check-in at 6 month intervals, or as needed, after the LMIA is issued and seek aggregate data on employees, including by gender. In addition, periodic monitoring measures may be developed – to be applied across all employers at a particular time (e.g. year 1.5 of the Pilot); and,

A no “one-size fits all” approach: The LMBP will consider factors such as company size, revenue, sector, growth-stage and the number of foreign nationals per employer, including for global talent workers.


LMBP Continued – Mandatory and complementary benefits • Each employer-specific LMBP will be required to include one (1) mandatory and at least two (2)

complementary benefits.

• For each mandatory and each complementary benefit that the employer chooses to include in their LMBP, the Global Talent LMBP Review Unit will work together with the employer to ensure:

At least one activity per benefit is required to be chosen by the employer. More than one activity per benefit could be required depending on company size and other factors in-line with the Pilot’s “no one-size fits all” approach;

A numerical or percentage target is set by the employer for achieving the activity chosen to demonstrate the mandatory benefit required for all Category A and B employers, along with an expected timeline for completion (milestones need to occur within the 2-year mark if the activities go beyond the 24-month Pilot period); and,

6 month monitoring on progress and to seek aggregate results for employers on firm size and employees, including by gender. In addition, periodic monitoring measures may be developed – to be applied across all employers at a particular time (e.g. year 1.5 of the Pilot); and,

• Annex A contains details on these benefits and activities.

• Annex B contains example scenarios for category A and B, including benefits and activities.


Resources, questions and contact information

• The following resources are available online:

Program Requirements;

Applicant Guide; and,

Application Form.

https://www.canada.ca/en/employment-social-development/services/foreign-workers/global-talent.html

• For additional questions contact:

Mona Nandy

Director – Global Talent Stream

[email protected]

Korey McKinnon

Manager – Global Talent Policy Unit

[email protected]

Global Talent LMBP Review Unit

[email protected]

https://www.canada.ca/en/employment-social-development/services/foreign-workers.html












mailto:[email protected]




















Annex A: Mandatory and Complementary Benefits in LMBP

Benefits LMBP Category A Category B

Mandatory Benefit

Employers must include: • one (1) Mandatory

Benefit with quantitative targets and timeline

Job creation for Canadians and/or permanent residents

Increase in skills and training investments for Canadian workers

Complementary Benefits

Employers must include: • At least two (2)

Complementary Benefits with quantitative and qualitative indicators and timeline


Job creation for Canadians and/or permanent residents

Increase in diversity in Canadian workforce

Knowledge transfer to Canadian workers

Enhanced company performance

Best policies and/or practices


Annex A: Mandatory Benefit in LMBP

Mandatory Benefit Category A Category B

Employers must include: • one (1) Mandatory Benefit

with quantitative targets and timeline

Job creation for Canadians and or permanent residents


Number and percentage increase of total new Canadian employees (full- or part-time)

Number of new co-op placements and/or paid internships (full- or

part-time and duration)

New/increased dollar amount invested in external training

opportunities related to the occupation for which the firm is

requesting a foreign national (e.g., college/university courses)

New/increased dollar amount in company investment in existing in-

house training programs

New/increased funding partnerships with academic institutions to

develop formal sector-based training programs

New/increased use of federal/PT programs (e.g. Canada Summer

Jobs (CSJ) or PT government programs)- see Annex C

Activities*

* Non-exhaustive list


Complementary Benefits

Increase in diversity Knowledge transfer Enhanced company

performance

Best policies and/or

practices Number or percentage increase of new employees who are members of underrepresented groups (i.e.: women, youth, indigenous and persons with disabilities) in the labour market.

Number of direct reports

supervised by the foreign

national

Increased revenue (% increase

over a specified time period)

Development/enhanced partnerships

with organizations that assist with

the identification of top domestic

talent (e.g., Ventura for Canada)

Development/update of hiring policies/practices aimed to increase the number or percentage of new employees who are members of underrepresented groups (i.e.: women, youth, indigenous and persons with disabilities) in the labour market.

Knowledge transfer between

foreign national and other

company employees

through mentoring, job

shadowing, etc.

Increased financing/funding

from financial institutions,

government programs, etc.

Development /improvement of best

practice(s) or policies related to

attraction/retention of Canadian

workforce

New/enhanced talent

management plans

Increased number of

clients/projects/contracts/ or

entries into new markets

Number and percentage increase of

Canadians receiving relocation

supports (to facilitate interprovincial

mobility)

New/increased number of

workshops /learning events

Development/improvement of

new good/process /business

model or service by company

that leads to increased sales,

revenue, and/or efficiencies

Avoiding net loss of Canadian jobs

Number and percentage

increase in internal

promotions

Avoiding net loss of Canadian

jobs

New/increased use of federal/PT

programs (e.g. CSJ or PT government

programs)- see Annex C

Annex A: Complementary Benefits in LMBP

Activities*

* Non-exhaustive list

: Employers must include: • At least two (2)

Complementary Benefits with quantitative and qualitative indicators and timeline


Annex B: Possible Scenario and LMBP for Category A Employer Scenario: • In June 2017, an early-stage high-growth, integration software company is referred to Category A of the

GT Stream because they need to hire a senior marketing executive to lead the sales launch of a new product. The firm has already identified a foreign national from the United Kingdom who has significant business and management experience working in brand development and sales for cutting-edge integration software companies.

• As part of the GT Stream application process, the high-growth company and the Global Talent Unit work together to identify the employer-chosen mandatory and complementary benefits for the LMBP:

Mandatory Benefits with Activities, Targets and Timelines: • Job creation for Canadians / Permanent Residents

Target to hire X Canadians in full-time junior positions for a new team under senior marketing lead by a specific date.

Complementary Benefits with Activities and Indicators: • Knowledge Transfer: The company agrees to develop talent management plans for the new junior

staff to ensure professional development and retention.

• Enhanced Company Performance: The company is expecting to increase the number of new projects and contracts from X in June 2017 to Y by a specific date.

• Increased Diversity: The company will increase the percentage of women in company’s workforce from X to Y by a specific date.


Annex B: Possible Scenario and LMBP for Category B Employer Scenario • A mid-size video game company needs to hire X highly-skilled foreign workers to advance work on a

critical piece of software for their new game, and applies in June 2017 to use Category B of the GT Stream to fill occupations that are in demand and in shortage nationally.

• As part of the GT Stream application process, the company and the Global Talent Unit work together to identify the following mandatory and complementary benefits for the LMBP:

Mandatory benefits with Activities, Targets and Timelines: • Increased training investments to support skills development in the Canadian workforce

Target to increase number of existing full-time, paid co-op placements in company from X to Y by specific date.

Complementary benefits with Activities and Indicators: • Knowledge Transfer: The company will encourage knowledge transfer for all full-time company

employees , including foreign nationals (e.g. mentoring, job shadowing, capsule presentation).

• Enhanced Company Performance: The company is expecting to enhance company performance through new video game sales, leading to forecasted revenue increase from X in June 2017 to Y by specific date.

• Increased Diversity: Target to increase recruitment from at least one of the underrepresented groups in workforce (Indigenous peoples, youth, persons with disabilities and newcomers) from X to Y percentage of co-op placements at the company.

the global talent stream an overview · slide shows list as of june 12, 2017). 7 now and tomorrow...

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