2010-2011 Annual Report

11/14/2011

LISTUGUJ MI’GMAQ

DEVELOPMENT CENTRE

Annual Report 2011

Building Mi’gmaq Resources

11/14/2011

Listuguj Mi’gmaq Development Centre – Annual Report 2011 1

TABLE OF CONTENTS

Introduction ................................................................................................................. 2 A Year of Change .......................................................................................................... 2 Restructuring – Who We Are ...................................................................................... 4 Introducing the LMDC Team ................................................................................ 5 2010-2011 Activities ....................................................................................................... 7 Local Programming Step-by-Step Transitions Program .................................................................. 9 Summer Student Employment ....................................................................... 9 Professional Training Eastern Shores School Board ................................................................... 10 General Education Development (GED) ................................................. 10 Basic Entrepreneur Workshops ................................................................ 11 Choice and Reality Therapy Training ....................................................... 11 First Aid/CPR ............................................................................................. 11 Business Development of Canada ........................................................... 12 CCQ Orientation ...................................................................................... 12 Wind Power Project ................................................................................. 12 Labour Market Information (LMI) Implementation Strategy ...................... 12 Research Labour Market Information ..................................................... 13 Training on LMI ....................................................................................... 14 Communications Strategy........................................................................ 15 Steering Committee ................................................................................. 16 Anti-racism Campaign ............................................................................. 16 Community Involvement ..................................................................................... 16 Other Services Disability Measures ........................................................................................ 17 Documentation Centre .................................................................................. 17 Community Access Centre ............................................................................. 17 Web-For-All .................................................................................................... 18 Funding Core Funding ........................................................................................................ 18 Funding Partners .................................................................................................. 19 Conclusion ................................................... ................................................................ 20

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LISTUGUJ MI’GMAQ DEVELOPMENT CENTRE

Annual Report 2011

The Listuguj Mi’gmaq Development Centre (LMDC) is in its 15th year of operation,

delivering Employment and Training services to Listuguj Mi’gmaq. It is one of 22 Local

First Nation Centres servicing 29 communities, which compromise the First Nations

Human Resources Development Commission of Quebec (FHNRDCQ). The FNHRDCQ

also consist of 4 Urban Service Points; Montreal, Quebec, Val d’Or and Sept-Iles.

The LMDC is governed by a Board of Directors, referred to as the Listuguj Mi’gmaq

Development Council (LMDCouncil). Its members are appointed by the Listuguj Mi’gmaq

Government and consist of 2 community members, 2 elected members of council, and 3

Listuguj Mi’gmaq Government Staff members; 1 from Education, 1 from Social Assistance

and 1 from Finance. The Chief serves as Chairperson.

The Aboriginal agreements signed with Human Resources and Skills Development Canada

(HRSDC) provides financial contributions to support the cost of human resources

development programs, designed and delivered by Aboriginal Organizations. These

agreements have been in place for fifteen years, with the signing of the Regional Bilateral

Agreement in 1996, followed by the Aboriginal Human Resources Development Strategy

(AHRDS) agreements and finally the new Aboriginal Skills and Employment Strategy

(ASETS) agreements.

The LMDC is pleased to present its annual report for the fiscal period 2010-2011 to the

Listuguj Mi’gmaq Government and to the community of Listuguj, as approved by the

LMDCouncil.

A YEAR OF CHANGE The 2010-2011 year brought about many changes for the LMDC. Although challenging at

times, these changes resulted in a higher quality of service, helping our community and its

members in Building Mi’gmaq Resources.

Challenges for the LMDC began early on, with a six month extension to the AHRDS

agreement and the signing of the ASETS agreement to cover the remainder of the fiscal

year. The ASETS agreement extends to March 31, 2015.

This meant that the year 2010-2011 included two distinct fiscal periods with separate

accountability for each of the two six-month portions. Additionally, the accountability

requirements of the AHRDS were different from those of the ASETS.

Furthermore, the priorities of the ASETS agreement shifted from that of a “client based

approach” to include: supporting demand-driven skills development; fostering

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partnerships with private sector and government; and placing emphasis on accountability

and results.

An important factor remains; the Government of Canada through the signing of the

human resources development agreements with Aboriginal People across Canada, have

been contributing at the same level of funding since 1996. No considerations have been

made for increases in population, training costs, minimum wage, operation expenses, etc.

The review of changes to the new agreement and consideration of low levels of funding,

brought about the following recommendations for the LMDC

Priority What this means for the LMDC

Supporting demand-driven skills development

Use of Labour Market Information (LMI) to determine realistic employment outlook specific to Clients’ career goals

Use of LMI to determine employment outlook that is specific to the regional economy creating awareness within the community and developing a labour force that addresses those needs

Fostering partnerships with private sector and government

Use of LMI to establish a network of employers for Client referrals to employment opportunities

Establishment of partners to acquire information in regards to training and employment opportunities for our community

Placing emphasis on accountability and results

Individual Client follow-up and job coaching to secure employment upon completion of a measure

Re-training of staff for the recording of all services and interventions delivered

Re-training of staff for the accountability results tracking for each service and intervention delivered

Identified gaps in services included; client assessments, follow-up and job coaching;

connecting Clients to employers; building and maintenance of LMI; limited pool of

employer/sponsor for Client referral; and clear sharing of front line community services.

The review led to the restructuring of the LMDC to include the necessary positions to fill

the gaps in client services while eliminating non-essential services to address funding

limitations.

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RESTRUCTURING – WHO WE ARE

The LMDC employs nine full time staff members and one project based staff. The

positions and team members are:

RECEPTIONIST – Jeanette Henry

CAREER COUNSELLOR (Interim)– Myrna Isaac

EMPLOYMENT COUNSELLOR – Jennifer LaBillois-Metallic

SUPPORT COUNSELLOR (Interim) – Anna Isaac

COMMUNICATIONS TECHNICIAN/INSTRUCTOR – Tina Girvan

DATA ENTRY/RESEARCH CLERK – Sheila Brisk

ADMINISTRATIVE CLERK – Christie Caplin-Isaac

WORKSHOP/COURSE FACILITATOR/INSTRUCTOR – Cathy Martin

CUSTODIAN – David Caplin Jr.

DIRECTOR – Lorna Sook

With the planned leave of absence of Bella Moffat, Myrna Isaac was transferred to the

position of Career Counsellor and Anna Isaac was hired as Support Counsellor. Bella will

be returning to her position in January 2013.

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INTRODUCING THE LMDC TEAM

The Listuguj Mi’gmaq Development Centre is a strategically focused team environment

that relies on each individual contributing with their talents and abilities, while having the

flexibility and desire to assume varying roles and responsibilities, to ensure the success of

the team and themselves. Client based outcomes and top-level results are expected and

rewarded.

Receptionist – The receptionist of the LMDC is the Client’s first

contact. The Receptionist is responsible for registering and/or

updating the Clients’ profile in the Aboriginal Labour Market

Adaptation Support System (ALMASS). The service required is then

determined and a referral is made to the appropriate Counsellor.

The Receptionist provides support to the entire staff.

Career Counsellor - The Career Counsellor

conducts an initial interview to obtain the Client's employment

and education background information, after which basic

interest, aptitude and personality assessments are conducted.

The Career Counsellor guides the Client through Labour Market

Information (LMI) research on occupations, training programs

and institutes, and requirements. Together with the Client, the

Career Counsellor develops a Return-To-Work Action Plan. All

information is entered into ALMASS.

Support Counsellor - The Support Counsellor is responsible

for monitoring the Clients who are on active employment and

training measures. The attendance, academic progress and

evaluation of each Client are monitored and interventions are

conducted if necessary. The Support Counsellor is also

responsible to provide support to all Clients, ensuring

continued motivation and encouragement. Referral to

appropriate external services is made when necessary. All

interventions are entered into ALMASS.

In addition, the Support Counsellor, together with the Director

is responsible for establishing partnerships with training

institutes and coordinating training programs, including

recruitment and screening of potential participants.

Employment Counsellor - The Employment Counsellor

provides the Client with the skills and knowledge required to

obtain and maintain a job, including cover letters, resumes, job

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search skills, interview techniques, how to communicate with employers and work ethics.

The Employment Counsellor is also responsible for obtaining and maintaining a pool of

potential employers for current and up-coming employment opportunities. All

interventions are entered into ALMASS.

Communications Technician/Instructor – The Communications

Technician/ Instructor is responsible for providing training on

various software modules to Clients. Additionally, the

Communication Technician/Instructor conducts research, develops

and implements information strategies for the promotions of

LMDC’s programs and services; provides staff support in the area of

technology; and maintains the centre’s electronics and software.

Data Entry/Research Clerk - The Data Entry/Research Clerk

ensures up-to-date information on the labour market profile of

Listuguj community members and employers; and job

opportunities resulting from all economic projects occurring in

the Gaspe Region and Atlantic Provinces. The Data

Entry/Research Clerk ensures accuracy, completeness and

consistency of data; and makes statistical reports available to

LMDC staff and Listuguj Community resources.

Administrative Clerk – The Administrative Clerk provides

administrative and clerical support to the staff of the LMDC;

performs accounting services in the areas of accounts payable,

payroll, accounts receivable, financial statements, reporting and

audit requirements; and ALMASS project management. The

Administrative Clerk also assists with

coordination of periodic activities/events

and coordinates building maintenance.

Custodian – The Custodian is responsible to clean and maintain

the interior and exterior of the Listuguj Mi’gmaq Development

Centre.

Director – The Director is responsible for

the efficient and effective management of the

Listuguj Mi’gmaq Development Centre, including operations,

human resources management, financial management and policy

development. The Director also ensures that all programs are

monitored; goals and objectives met and implements program

development. The Director is also the official representative for

Listuguj at the First Nations Human Resources Development

Commission of Quebec.

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2010-2011 ACTIVITIES

During the 2010/2011 fiscal year, 178 Clients participated in 280 employment and training

measures; Professional Training (129), Academic up-grading (80), On-the-Job Training

(27), Job Creation (42), and Self-Employment Assistance (2).

Results indicate that 223 measures were completed, 4 were abandoned, 10 ended by

mutual agreement and 43 were in progress at March 31st, 2011.

Further results indicate that, 89 Clients are employed, 123 are not employed, 17 returned to

school, 5 are self-employed and 3 started another measure.

46%

28%

10%

15% 1%

Participation in Mesures

Professional Training Academic Up-grading

On-the-Job Training Job Creation

Self-Employment Assistance

80%

1%

4% 15%

Results

Completed Abandoned

Ended by Mutual Agreement In Progress

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Additionally, 5 Listuguj Mi’gmaq Clients were sponsored by the FNHRDCQ- Urban

Strategy; Professional Training (3), Academic Up-grading (1) and Job Creation (1). Results

indicated that 1 measure was completed and 4 were in progress at March 31st, 2011. Further

results indicate that 1 Client returned to school.

38%

52%

7% 2% 1%

Results

Employed Not Employed

Returned to School Self-Employed

Started Another Measure

60% 20%

20%

Participation in Measures

Professional Training Academic Up-grading

On-the-Job Training Job Creation

Self-Employment Assistance

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LOCAL PROGRAMMING

Step-by-Step Transitions Program The Step-by-Step Program registered 9 Clients in the fall

of 2009. Of those registered, 7 successfully completed

the program in June 2010, 1 ended by mutual

agreement, and 1 was required to withdraw.

Among those that completed the program, 5

registered in College or University, and 2 are not

employed.

In the fall of 2010, 14 Clients registered for the Step-by-Step Program.

Summer Student Employment During the summer of 2010, the LMDC provided Job Coaching

Services for Listuguj Grade 10 & 11 high school students. Travis

Wysote, a post secondary student pursuing his degree in Bachelor

of Arts – Majoring in History, was hired to coordinate the initiative.

The Job Services Office was organized to provide up to date

material on securing and maintaining a job.

A two week job readiness workshop series was developed and

implemented. The topics that were presented were: how to research

jobs opportunities, cover letter and resume writing, interviews skills and mock interviews,

preparing for the workforce, workers rights and succeeding in the workplace. Individual

Job Coaching was also offered.

20%

80%

Results

Completed Abandoned

Ended by Mutual Agreement In Progress

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Although the number of Clients who accessed the service was low, those that participated

were very pleased with the information provided and appreciated the certification of

completion awarded to them. The low numbers were attributed to the providing of

automatic job placements for grade 10 and 11 students by the local government. There

were no provisions for applying for specific positions, hence, job finding skills were

deemed unnecessary.

PROFESSIONAL TRAINING

Eastern Shores School Board The LMDC assisted in the coordination of the Carpentry, Health Assistant and Nursing,

Home Care Assistance and Accounting Programs delivered by the Eastern Shores School

Board.

The Health Assistance and Nursing Program registered 19 students of which 14 graduated

in the spring of 2010. Of the 14 graduates, 4 were Listuguj Mi’gmaq. The Accounting

Program registered 16 students of which 7 graduated. Of the 7 graduates, 2 were Listuguj

Mi’gmaq.

Another Health Assistant and Nursing Program started in September 2010, and registered

19 students. The program is on-going with 11 students still participating. It is scheduled to

be completed on April 13, 2012. Two Listuguj Mi’gmaq are expected to graduate from the

program.

The Carpentry Program started in January 2011 and

registered 14 students. The program is on-going with 9

students still participating. It is scheduled to be

completed on April 13, 2012. Five Listuguj Mi’gmaq and

1 Mi’gmaq from another community are expected to

graduate from the program.

General Education Development (GED) Preparation The primary objective for the GED Preparation Program is to provide Clients with the

necessary basic skills for entry level

employment or prerequisite training.

Students who successfully complete the 5

tests required are awarded a High School

Equivalency Certificate.

A two week refresher course for GED

students from 2010 who needed to

prepare for the rewrite, was offered from

October 12 – 22, 2010. These students participated in the rewrites on October 22nd & 23rd.

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The 2011 GED preparatory program, for newly registered students, was offered from

January through March 2011 providing 8 weeks of instruction. A total of 29 students wrote

the GED test on March 4th and 5th in Campbellton. The GED project was in collaboration

with LMDC and the Listuguj Social Services Directorate. Attendance was provided to the

Social Assistance office to ensure accountability of Clients participating in the program.

The program produced 5 graduates with more testing scheduled in the coming months.

The GED preparatory project is regionally-driven as there is a realization for the need to

increase basic literacy skills in order to improve the employability of Clients in the district.

Basic Entrepreneur Workshops The Basic Entrepreneurship Workshop is held several times each

year, depending upon demand and the availability of a

facilitator. The workshop, held at LMDC, covers fundamental

business concepts and provides a solid foundation for the

development of entrepreneurial traits and skills. Though the

workshop is mandatory for all clients who are interested in

applying for LMDC’s Self Employment Assistance Program, it

is open to all community members regardless of their intent.

In the 2010-2011 fiscal year, 3 workshops were held, attracting a total of 20 attendees. Eight

people attended the workshop on July 12-14, 2010, nine attended the workshop on

November 8th, 2010 and three people attended the workshop on March 9th & 10th, 2011.

Choice and Reality Therapy Training The LMDC coordinated William Glasser’s Choice and Reality Therapy training through

Moncton Reality Therapy Consultants.

William Glasser’s Choice theory forms the foundation of Choice and Reality Therapy.

Basic intensive training teaches the value of relationship building, including: maintaining

healthy relationships by practicing the seven habits that bring people closer together;

applying choice theory and reality therapy to a variety of life situations and developing a

more thorough understanding of mental health as it applies to education, management

and marriage.

The training took place in early May 2010 with front line staff from Social Services, Haven

House, Gignu Group Home and LMDC successfully completing the training.

First Aid/CPR Several First Aid & CPR courses were held over the year. Formation Urgence Vie was

contracted to offer the training at LMDC.. The two day training sessions, which were

designed to comply with both federal and provincial occupational health and safety

legislation, covered a variety of topics, including cardiovascular and breathing

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emergencies, prevention of disease transmission and

CPR level A. Three training courses were offered during

the month of May 2010. Eight members of the LPD

attended the session on May 17th & 22nd, 11 participated

on May 18th & 19th, and 6 attended the session on May

27th & 28th.

Business Development of Canada (BDC) The LMDC invited the BDC organization to give a presentation regarding banking and

funding for small and medium sized business on March 29th, 2011. They specialize in First

Nation Banking situations. The presentation was open to the public, and entrepreneurs in

the community were given individual invitations. The session was attended by 25

community members (15 community members and 10 Step-by-Step Clients). The

information was very enlightening and helpful.

The presentation was given by Patrick Lamarre. He also provided information on E-Spirit

Program, which is a youth entrepreneur competition for young First Nation people, fully

sponsored by BDC. The LMDC will be promoting the E-Spirit Program at the High School

in the coming months.

Commission de la Construction du Quebec (CCQ)

Orientation Two CCQ orientation sessions were held, both during the month of March 2011. These

sessions were designed to provide community members with more information about the

employment opportunities that were, and continue to be, available on the wind farms

currently being erected in the district.

Thirty three people attended the first session on March 15th, 2011, which covered the

process of qualifying for CCQ certification, either via the completion of vocational training

or by challenging the exam, which involves having the required work hours recognized.

Thirty people attended the second session on March 29th, 2011, which covered the types of

vocational training programs that were available as well as the qualification process.

Wind Power Project The LMDC participated in an open house coordinated by the Mi’gmawei Mawiomi

Secretariat (MMS), to promote employment opportunities in Wind Power Projects, and

provide information related to training in the areas of Linesmen, Reinforcing Steel,

Electrical and Millwright.

In addition, the LMDC assisted with the promotion and recruitment of trainees for each of

the 4 programs to be delivered by the Vocational Training Centre for Aboriginals in the

Construction Trades (VTCACT).

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LABOUR MARKET INFORMATION (LMI) IMPLEMENTATION

STRATEGY

As you may be aware, in November 2009, the FHNRDCQ signed an agreement with

HRSDC under the Aboriginal Skills & Training Strategic Investment Fund or ASTSIF. The

LMDC was asked to partner with the commission to be the pilot site for the Labour

Market Information Implementation Strategy.

The objective of this venture was to develop and implement Labour Market Information

services and job placement services in Listuguj through partnerships with Service Canada,

Emploi Quebec, the LMDC and the FNHRDCQ.

Labor Market Information (LMI) involves collecting, analyzing, reporting and publishing

data on economic activities. There is LMI Data on employment, wages, standards,

qualifications, job openings, working conditions and much more. With LMI we can see:

What trades and occupations are in highest demand

What is the average salary of a given occupation

What type of training offers the best job prospects

Which regions offer the best chance of finding work in a particular field; or,

What education/training is required for a specific job

Jennifer LaBillois-Metallic was the LMI Coordinator who ensured the successful

implementation of the project. Throughout 2010-2011 fiscal yera, the following activities

took place to realize the LMI Strategy.

Research Labour Market Information Kristen Barnaby, Tina Isaac, Sue Barnaby and Sheila Brisk all worked throughout the year

on different projects to update the labour market database. They were instrumental in:

Updating the community’s labour force profile which allowed us to know who our

skilled workers are and what experiences/certification they have

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Researching labour market data on jobs available locally, regionally and

provincially and upcoming large work projects in the region, providing

information on career opportunities and training needs

Completing a local employer’s database to know the total number of people

employed in the combined private and public sectors; what their titles were, work

status and vacant positions

All of this information was entered in the labour market data base and continues to be

maintained regularly. Additionally, the information was shared with the community

through newsletters, mail inserts, postings, the LMDC website and announcements on the

radio. Each of these women did a fabulous job and should be commended for all their

hard work.

During the year, the database software was modified to improve its performance. A

complementary reporting tool was also developed using ACCESS. This allowed us to

import data from ALMASS to enable quicker access to more labour force statistical

reports. This new program will be used for future analysis on an on-going basis.

The Listuguj Mi’gmaq Government supported the process through Order-in-Council,

allowing the transference of labour force data from the social services, human resources

and education sectors. This sped up the data entry process resulting in a more complete

reporting tool with current and accurate data. As of the first week of March, the database

was 96% updated.

From the completed labour force inventory and through research conducted on the

external labour markets an Analysis Report was created for Listuguj.

The report looks at the overall employment situation in Canada, then within the two

provinces and furthermore, specifically at the regions. The report shows what regional

industries have positive future trends and which do not; what specific occupations are

going to be in demand in the near future; and which would have an excess supply of

labour. This report was incorporated into the local Labour Market analysis in order to

make recommendations on what direction to pursue when looking at education and

employment programming for Listuguj.

The Labour Market Analysis was completed in March and was presented to Chief and

Council, the LMDC Staff, LMDCouncil, the LMI Steering Committee and to the local

government Directors.

The recommendations from the report are as follows:

1. Address the less than 35 year olds in training/employment programming with

specific attention to males.

2. Prioritize clients with and without High School diploma as their highest level of

education to assist them in increasing their level.

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3. To prioritize training in the occupations (professional, technical and intermediate

skill levels) which show a positive outlook as identified in the external regions

research.

From the analysis report, programming is to be developed and shared with the community

through focus groups to gain their input/recommendations on to how to address these

issues.

Training on LMI To effectively plan strategies to address the community’s growing labour force, the LMDC

offered Labour Market Information Training to LMDC front line workers, local decision

makers and to the general public. The training introduced all the various LMI resources

and tools, and how they can be utilized.

The evaluations from the participants were positive and affirming. Each member

responded that they learned a great deal of information to be able to assist clients or to

learn more about the realities affecting the community.

The suggestions provided by participants were to provide information sessions on LMI on

a regular basis.

Communications Strategy Additional components of the project were to develop communications and marketing

strategies to promote labour market information tools and to develop anti-racism

promotional materials for off-reserve employers and businesses. The project also required

that a new LMDC website be created to use as a promotional vehicle for the LMI

components.

The marketing strategy included: radio announcements; informational postings in the

community; LMI resource booklets, pamphlets and posters; the creation of a brand new

LMDC website to use as a promotional vehicle; recordings of all training sessions for the

development of videos; newspaper articles; etc.

The sessions on LMI were recorded and developed into bilingual video clips that can be

found on our website. From the recorded sessions an overall documentary of the LMI

initiative was produced and shared with all partners.

The new LMDC website was launched on June 30, 2010. A free community Barbeque was

offered to the 100 plus members who were in attendance for the kickoff event. The

website was shown as a power point showing the LMDC program and service information

and LMI resources and tools developed for the project.

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Steering Committee A steering committee was established, consisting of career counselors, employers/

businesses representative both on and off reserve, and other potential stakeholders.

A Lunch and Learn LMI session was held May 13, 2010 with over 40 representatives in

attendance from Listuguj, the surrounding communities and from regional organizations.

The luncheon succeeded in highlighting the pilot project on Labour Market Information

(LMI) and its intention of creating a LMI Steering Committee.

From that event, 12 candidates were recommended and met twice over the year to address

LMI resources for Listuguj. The representatives were from provincial and federal

government departments; the local chamber of commerce; regional English school board

agents; and local employment and training department staff. Topics that were discussed

at the meetings were on: the barriers that Listuguj Mi’gmaq experience when seeking

employment in the region and recommendations were made as to how to address them.

Members also indicated they would look into the matter further in their respective

positions; the mandate of the Steering/Advisory Committee; and a review of the Listuguj

Labour Market Analysis Report.

Anti-racism Campaign An anti-racism campaign was developed, targeting non-native employers to start

considering hiring qualified and skilled Listuguj Mi’gmaq.

The objective of the Anti-racism campaign was to foster meaningful relationships with

employers in the region. As a result of partnerships created, we can remove barriers that

will allow entry for Mi’gmaq into the regional work

force.

On Wednesday, February 23, 2011, the LMDC unveiled a

series of positive posters, depicting five employed and

highly skilled Listuguj Mi'gmaq working in various

areas outside the community. Also included with the

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posters were informational pamphlets from the Aboriginal Human Resource Council’s

Racism Free Workplace Strategy.

Over 40 people were in attendance for the launch. The Aboriginal Human Resource

Council National Director for Employer and Partner Relations was invited to speak about

the Racism Free Workplace Strategy. The posters were unveiled one at a time explaining

each candidate depicted and the message that is directed to employers to aid in

addressing racism. The media were in attendance and numerous articles were aired on

television and radio and in local, regional and national newspapers.

For you reference, the LMI Analysis Report is available at www.lmdc.ca under

publications.

COMMUNITY INVOLVEMENT

The Staff of the LMDC attended various community events throughout the year, including

Wellness Fair, MMS Annual General Assembly, Families First Open House and

participated in National Addictions Awareness Week.

Additionally, LMDC staff members are active participants in various groups such as the

Network Committee, Drug Strategy Committee, Directors’ Committee and the Listuguj

Communications Committee. Staff has also participated in Comprehensive Community

Planning Meetings.

Other Services

Disability Measures The LMDC is able to access additional dollars earmarked for clients with disabilities to

participate in employment and training measures. During the 10/11 fiscal year, the LMDC

sponsored 3 clients, of which 2 are still in progress, and 1 is unemployed.

Documentation Centre The Documentation Centre is a collection of reference material on post secondary

institutes, personal & professional development materials and business management

information. The Documentation Centre is accessible to community members.

Community Access Centre In the fall of 2001, LMDC became part of the Community Access Program which is a

Government of Canada initiative, administered by Industry Canada. The Listuguj

Community Access Centre aims to provide access to the Internet and skills needed to use

it effectively, giving the community access to the electronic information highway. A small

allocation is provided by Industry Canada and administered by Réseau des SADC du

Quebec. These funds are used to support Access Centre coordination and to up-grade

http://www.lmdc.ca/

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equipment. Additionally, SADC employed Miranda Mitchell-Caggiano, for a period of 10

weeks to assist community members in using the internet, Email and related software

applications.

The access centre is located in the documentation centre which allows for use of the

computers during regular business hours.

Web-For-All The Web-For-All Program is administered by Collectivité

Ingénieuse de la Péninsule Acadienne (CIPA) Inc.

CIPA employed Tanya Webster as the Web-For-All

Animator for 26 weeks to provide services in Listuguj.

The program provides support and services to help

Clients learn and expand on computer skills. The

animator develops a personalized program for the

success of each Client. Adaptive hardware and software programs are also available. It is

a nurturing and supportive environment and available at no cost.

FUNDING

Core Funding Listuguj was allocated a total of $955,358 by the First Nations Human Resources

Development Commission of Quebec through agreements signed with Human Resources

and Skills Development Canada and the Department of Aboriginal Affairs (Includes

$207,997 from the LMI-ASTSIF project). Additionally $693 was earned in interest, for a

total of $956,051. These funds were allocated at follows:

Administration of Measures 111,886

Labour Market Information 211,050

Professional Resources 264,127

Research and Development 6,000

Professional Training 110,757

General Academic Up-grading 28,338

On-the-Job Training 17,523

Job Creation Initiatives 157,665

Self-Employment Assistance 18,600

Carry over to 2011-2012 30,105

Total 956,051

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Funding Partners The LMDC has been fortunate to have several funding partners, which is necessary to

realize programs such as Step-by-Step and GED Preparation. The major funding partners

include the Listuguj Mi’gmaq Government and the Centre Local d’Emploi. Other funding

partners include Réseau des SADC du Quebec and Service Canada. The LMDC also

generates revenue from classroom rentals, which is used for building maintenance. Other

revenue and expenditures were as follows:

Revenue:

Réseau des SADC du Quebec 4,546.00

Listuguj Mi'gmaq Government 180,154.00

TD Bank - Interest/Other 355.00

Classroom Rental 38,580.00

Service Canada 1,955.00

Centre Local d'Emploi 26,696.00

2009-2010 Carry Over 64,964.00

317,250.00

Expenditures:

Administration 5,022.00

LMI Project 5,022.00

Access Centre 5,246.00

Building Operations & Maintenance 65,882.00

Summer Student Program 1,955.00

Step-by-Step Programs 126,584.00

GED Preparation Programs 73,798.00

Deferred Revenue to 2011-2012 33,741.00

317,250.00

12%

22%

28%

1% 11% 3% 2%

16%

2% 3%

Distribution of Funds

Administration of Measures Labour Market Information

Professional Resources Research and Development

Professional Training General Academic Up-grading

On-the-Job Training Job Creation Initiatives

Self-Employment Assistance Deferred to 2011-2012

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For your reference, LMDC’s audited financial statement is available at www.lmdc.ca under

publications.

CONCLUSION Through the presentation of this annual report, the LMDC has demonstrated positive

results in meeting its human resources development objectives, given the limited budget

as presented in the audited financial statement.

The LMDC is a very structured, consistent and professional organization. It is these

qualities that are strongly upheld by the LMDC team, including the LMDCouncil, which as

a result, have allowed the Centre to grow into a formidable service provider, while

ensuring positive results for Listuguj Mi’gmaq.

1%

57%

0% 12% 1%

8%

21%

Other Revenues

Réseau des SADC du Quebec Listuguj Mi'gmaq Government

TD Bank - Interest/Other Classroom Rental

Service Canada Centre Local d'Emploi

2009-2010 Carry Over

http://www.lmdc.ca/

11/14/2011


Notes

11/14/2011


Notes

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2010-2011 Annual Report

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