Employer’s Roadmap

7/29/2019 Employers Roadmap

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F o r e i g n C r e d e n t i a l s r e F e r r a l o F F i C e

employers roadmapT o H I r I N G a N d r e Ta I N I N G I N T e r N aT I o N a l ly

T r a I N e d W o r K e r s

Ci4-16/2010E-PDF


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e m p l o y e r s r o a d m a p

Thi ubictin w b th aincf sct Cunci f th Fign Cnti

Referral Ofce of Citizenship and Immigration

Canada. The Foreign Credentials Referral Ofce

thnk ticint wh vi inut int

the development of the guide.

Th Employers Roadmap to Hiring and Retaining

Internationally Trained Workers i gui f

employers in small and medium-sized enterprises.

The roadmap is a practical resource for anyoneinvv in hiing, incuing buin wn,

human resources professionals, recruiters and

managers. While efforts have been made to

ensure the accuracy of information contained

in the document, it should be noted that the

information is subject to change. Resources cited

throughout the document are not exhaustive.

Minister of Public Works and Government Services Canada, 2010

Cat. no. Ci4-16/2010E-PDF

ISBN: 978-1-100-14776-5


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table oF Contents

eMPloYers roadMaP to Hiring and retaining

internationallY trained WorKers (itW)

1. Why H iy t Wk? . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

1.1 Finding workers in a changing labour market 3

1.2 The benets of hiring ITWs 3

13 shing u ucc 4

2. tp Pp f d Wk Fc . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

21 pnning f iv wk fc 5

22 aing civ bi f ITW 5

2.3 The recruitment process 6

2.4 Dening the job to be done 7

2.5 Determining the importance of language skills 8

26 ding with cutu iffnc 8

27 lg cnitin 9

3. F iy t Wk . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

31 Fining ITW in Cn 10

32 Fining ITW uti f Cn 11

3.2.1 Federal Skilled Worker Program 11

3.2.2 Temporary Foreign Worker Program 12

3.2.3 Temporary Foreign Worker Program and international students 14

3.2.4 Canadian Experience Class 15

3.2.5 Provincial Nominee Program 1633 rt uc 19


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4. a sc iy t Wk. . . . . . . . . . . . . . . . . . 214.1 Assessment 21

4.2 Assessment and verication of international credentials 22

4.3 Assessment and verication of competencies 23

44 lngug tn 23

4.5 Certication and licensure 24

46 succ fct in cting intntin tin wk 25

47 rt uc 25

5. i r iy t Wk . . . . . . . . . . . . . . . . 27

5.1 Bridge-to-work programs 275.2 Training, mentoring and career development 27

53 Uing u wk ki 29

54 Cting n incuiv wkc 29

55 evuting u ucc 30

56 rt uc 31

6. rc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Ntin ruc 32

rgin ruc 36

sct ruc 40


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1. WHY Hire internationallYtrained WorKers?

In this section you will nd information on:

1.1 Finding workers in a changing labour market

1.2 The benets of hiring ITWs

13 shing u ucc

1.1 Finding WorKers in a CHanging

labour MarKet

The Canadian-born work force is aging, baby

boomers are retiring and the number of young

wk nting th wk fc i cining

Many employers across the country are already

experiencing skilled labour shortages. Statistics

Cn ch inict tht bf th

middle of the next decade, almost all labour

force growth will come from immigration.

Many employers do not know that there are

ITW n wiing t wk in Cn Th

wh w uct n tin in

other countries and whose work experience was

gained outside of Canada. They may be:

immigrants;

refugees;

foreign students living in Canada;

citizens of other countries willing and able

to work in Canada; or

Canadians who trained or worked outside

f th cunt

As an employer, you may not be aware of the

ki n tnt tht ITW hv t ff, n

you may not know if and how intntin

skills and experience will transfer to the

Cnin wkc. You may also be unsure

about how to recruit these workers, or you may

anticipate difculties integrating them into

your organization.

1.2 tHe beneFits oF Hiring itW

You can benet in many ways from hiring and

retaining ITWs. They are often highly motivated

dedicated hard-working employees who can:

Hp m y .ski

Canadian-born workers are getting harder

to nd and, over the coming years, immi-

grants will play an increasingly signicant

in Cn bu fc
http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/


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ic y cmp.mnITW hv th ki n tnt t h

your organization compete in the global

marketplace.

Hp p w mk. ITWs may

k ngug n hv knwg f

cutu tht cn h u v nw

local and global markets.

Mk y z m ffc.

ITW cn bing fh ctiv int

your organization, stimulating new thinking

and introducing more effective ways ofing buin

Cc y wh h wk

z. ITWs may be able to

link you to other prospective employees and

cnnct u buin t ufu ntin

or international organizations.

1.3 sHaring Your suCCess

Cnin cit i incing iv, n

the labour market is increasingly multicultural.

Intgting ITW int u wk fc

acknowledges the context in which your

organization operates and enhances the

cit in which u iv

You can contribute to your corporate image and

u cit b hing u ucc n

building on them

rp hw itW h c

y wkpc. Cbt u ucc

with stories in company newsletters,

press releases to community or trade

ubictin, t t hh

sh wh y h fm

c wk wh itW.

Cntibut bt ctic c tui

t u inut citin ct

cunci off t k t inut

workshops, community group meetings

or immigrant-serving organizations.

C wk wh c

y c tht

seek to improve skills training and foreign

credential recognition programs.
http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/http://www.canadastop100.com/immigrants/


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In this section you will nd information on:

21 pnning f iv wk fc

22 aing civ bi f ITW

2.3 The recruitment process

2.4 Dening the job to be done

2.5 Determining the importance of

ngug ki

26 ding with cutu iffnc

27 lg cnitin

2.1 Planning For a diverse

WorK ForCe

F pp kp hm

y wkpc h wcmy.

As an employer, you already engage in work-

force planning that includes:

determining job standards;

recruiting, orienting and training staff;

managing and evaluating staff; and

complying with the laws of the land.

Y c ccfy h ITW b

tailoring these activities to meet their needs.

Provide detailed job information and reach

ut t wi ng f tnti cuit

Become familiar with and use availablet n vic tht cn h u

international qualications.

Participate in bridge-to-work and mentoring

programs that include ITWs.

Get involved in language and job or skills

tining

Implement diversity and integration

programs.

2.2 addressing PerCeived barriersFor itW

t c h pp y ,

p y : w h

w.

ITWs face many barriers when theyre looking

for suitable employment.

2. tiPs on PreParing Fora diverse WorK ForCe


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Y c k p fy mh in your recruitment, assessment

n ctin c

Make sure everyone involved in hiring is

w f th vu f intntin ki

n cnti

Provide diversity and cross-cultural training

to all employees, including those involved

in hiing

Focus on the skills and job experience of

th cnit th thn n wh th

came from or where they gained their

education and experience.

Outline the selection and interview process

in your job postings.

When advertising jobs, let workers know

tht u vu intntin cnti

and competencies.

Let potential candidates know that your

wkc i incuiv n tht it

welcomes diversity.

Post health, safety and employment

standards in multiple languages to make

employees feel welcome.

For background information on cultures around

the world, see Citizenship and Immigration

CnCultural Proles Project

2.3 tHe reCruitMent ProCess

W h p f h ? ac

h p c

h qfc fy ccy.

There are four steps in any recruitment process:

dening the job;

nding candidates;

assessing candidates credentials and

experience; and

selecting a candidate.

These steps are closely linked: how you dene

the job will affect the candidates you nd,

th w u thi biiti n u

nal selection.

imp y cm pc b king

three important points in mind.

Focus on what it takes to do the job. This

is what matters most.

Dont underestimate international

credentials and experience because they

are unfamiliar.

Be aware of barriers related to international

credentials, Canadian work experience and

ngug ki
http://www.cp-pc.ca/http://www.cp-pc.ca/http://www.cp-pc.ca/http://www.cp-pc.ca/http://www.cp-pc.ca/


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Mk m ffc m. If u ntknow how international qualications compare

to Canadian credentials, base your assessment

on other criteria. Consider asking candidates to:

describe their years of experience in a eld

or job, or in performing specic tasks;

explain their skills or demonstrate them in

practical tests; and

demonstrate their knowledge through

written examinations.

You can also turn to the many organizationsn uc tht cn h u n

verify international credentials. Some of

these resources are specic to a sector or

an occupation; others are more general.

2.4 deFining tHe job to be done

Your job description determines the sort of

cnit u k f n th n u

eventually hire. You can write more effective

job descriptions by:

Dening the k q f

h .Th ki vi th funtin

for learning and make it possible for

people to grow in their jobs and adapt to

wkc chng

Dening the duties, responsibilities andh qm f h .

The National Occupational Classication

(NoC) can help you dene the main

duties or responsibilities, employment

requirements and titles for a wide

ng f ccutin

u fm y

y. mn inuti hv v

ntin tn tht cn h u

vut wk

F ccp, cy

the licencing or certication required by

w.In some circumstances, it may be

ib t hi t w v f

nibiit n h th cnit btin

the required licencing while on the job. If

so, make this clear in your job postings.
http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtml


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F - ccp, cvoluntary certication that may apply.

If u f cnit wh hv thi

certication, make this clear in your

job postings.

ak f wk pc

f C wk pc.

For many jobs, relevant work experience is

what matters, not the country where the

wk w n

2.5 deterMining tHe iMPortanCeoF language sKills

Fc h cmmc

qm f h . H h

cmmc k f h c.

As an employer, you may be concerned that

ITWs are not procient enough in either

English or French to communicate effectively

in th wkc

Communication is important, but before you

cnit ngug ki, cnithe following:

Wh k y f

h ?Some jobs may not require a high

level of language prociency, while others

may need specic job-related language

biiti

Wk k c cmthugh ngug tining

on-the-job experience.

d f y cc. Some ITWs

may be very procient in English or French

but k with n ccnt u iffnt

vocabulary. Dont attach too much

importance to these supercial aspects

of communication.

Keep in mind that some positions require

minimal communication skills. Consider lling

th itin with cnit wh tilearning how to speak uent English or French.

2.6 dealing WitH Cultural

diFFerenCes

b h ffc w c

ch y wkpc.

You may wonder whether a worker from a

different cultural background will t in and

be able to do his or her job. You may be

concerned about how other employees willct t n intct with ITW


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yu cn th cncn b ingyour workplace to embrace diversity. Here are

some points to keep in mind.

Your assessment and selection process

should be designed to help you determine

if the worker can do the job regardless of

cutu bckgun

You can provide training in cross-cultural

communications to all your employees,

incuing ITW

Cultural differences can be bridged.Exposure to different cultures can be

niching

An inclusive workplace benets everyone.

2.7 legal Considerations

In Cn, f n vinci w tct

employers and workers. Laws set minimum

wg v, hth n ft tn n

hours of work. Human rights laws protect

employees from unfair treatment based on their

sex, age, race, religion or disability.

Familiarize yourself with these laws: they apply

t intntin tin wk yu hu

b w f n vinci w tht vi

itin tctin f fign wk

Fwing th w cn h nu tht

talented staff remain dedicated and loyal to

your organization.


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In this section you will nd information on

the following:

31 Fining ITW in Cn

32 Fining ITW uti f Cn

3.2.1 Federal Skilled Worker Program

3.2.2 Temporary Foreign Worker Program

3.2.3 Temporary Foreign Worker Program

n intntin tunt

3.2.4 Canadian Experience Class

3.2.5 Provincial Nominee Program

33 rt uc

3.1 Finding itW in Canada

itW C h h k

pc y , h

my wy f hm.

th m f pc

c,including the following:

Immigrant-serving organizationsh

immigrants and newcomers settle in

Canada. These organizations can put you in

touch with the newcomers they serve.

d k chb wbit wh

agencies post ITW proles. Some also allow

employers to post jobs.

svic Cn Jb Bnk i f,

easy-to-use, online job listing and

recruitment service that connects

workers and employers across the

cunt

empy,including Canadian-born staff,

cn ftn f u t ITW

ac wk may have

programs aimed at placing internationally

trained workers in employment.

j fcn bing u fc t fc with

promising candidates in your region,

community or sector. You can join a job

fair as a participating employer.

u cprovide many

services, including bridge-to-work programs

and placement services that connect ITWswith employers.

3. Finding internationalYtrained WorKers
http://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.jobbank.gc.ca/intro_eng.aspxhttp://www.jobbank.gc.ca/intro_eng.aspxhttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asp


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3.2 Finding itW outside oF Canada

t h f , y m

hh f f

pc mm pm.

This section is intended to provide you with

a quick overview of a variety of immigration

programs. It covers your responsibilities

as an employer or sponsor and provides

background information on the

responsibilities of the immigrant.

It is important that you do further

ch int u nibiiti if uchoose to support the immigration of an

ITW t Cn thugh n f th

immigration streams.

3.2.1 Federal sKilled WorKer PrograM

Th Federal Skilled Worker Program i f

foreign citizens who wish to immigrate to

Canada or become permanent residents of

th cunt

Wh y kw

The program uses six selection factors to

assess applications: education, language

skills, experience, age, arranged

employment and adaptability. Each factor

is allotted a maximum number of points,

and applicants must obtain at least

67 int in t quif f Cnin

immigration (permanent resident) visa.

Some countries require that their citizens

meet certain conditions to work abroad.

ak th fign wk t vif if

itin cnitin in hi

h cunt yu cn cntct th

cunt cnut in Cn viit

its website for more information.
http://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/refugee-recognized/obtaining-csq.html


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If you plan to hire skilled workers forpermanent positions and support their

immigration, you can improve their

chnc f bing v b ing f

an arranged employment opinion (AEO)

from Human Resources and Skills

Development Canada.

o Note that Citizenship and Immigration

Cn cni aeo whn viwing

applications for permanent residence,

but tht n aeo nt gunt

that a work permit will be issued.

3.2.2 teMPorarY Foreign

WorKer PrograM

The federal governments Temporary Foreign

Worker Program w u t hi igib

intntin tin wk t wk in

Canada for an authorized period of time.

bf y c,you must

demonstrate that you are unable to nd

Canadians or permanent residents to ll

the jobs, and that the entry of new foreignworkers will not have a negative impact on

the Canadian labour market.

i m c, h f p in hiring a temporary foreign

worker from outside Canada.

o The number of steps will depend on the

specics of the job offer, and on the

foreign workers country of citizenship

and last place of permanent residence.

stePs For eMPloYers
http://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/EnGLIsh/work/employers/tfw-units.asphttp://www.cic.gc.ca/english/work/employers/index.asp


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stePs For Foreign WorKers

steP 3: CoMPlete tHe WorK PerMit

aPPliCation

M f wk c m

ppy f wk pm from Citizenship and Immigration Canada before

th cn wk in Cn

Work permits are not required for all job

ctgi Chck Jb tht nt qui

work permit bf u vi cnit

but ing

Some countries do not require their citizens

to obtain visas to enter Canada on a tempo-

bi Chck Cunti n titiwhose citizens require visas in order to

nt Cn viit f it tht

covers all temporary visa types.

th pc f cq h

cm my ff ning n th vi

ofce contacted. The foreign worker must

submit applications to the applicable visa ofce

the ofce that serves his or her country of

igin, th cunt in which h h g

i f t t n

To nd the applicable visa ofce, go to

Wh t n u ictin

Nt tht icnt wking in

Canada temporarily should submit their

applications to the visa ofce in

Buff, Nw yk

ifm h wk w p

usually includes:

information concerning his or her identity;

a copy of the job offer or signedemployment contract;

the labour market opinion;

photographs of himself or herself and any

accompanying family;

proof of his or her present immigration

status;
http://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/temp_workers.shtml


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a medical examination; and a criminal background check.

An application fee will be collected from the

icnt

steP 4: obtain tHe WorK PerMit FroM

tHe Canada border serviCes agenCY

oFFiCer at a Port oF entrY

Th Cn B svic agnc (CBsa)

grants foreign workers their work permits at

t f nt

Workers may be denied a work permit

or entry into Canada if the CBSA ofcer

believes that they do not meet the

requirements of the Immigration and

rfug ptctin act

3.2.3 teMPorarY Foreign WorKerPrograM and international

students

TwTemporary Foreign Worker Programs

w u t hi intntin tunt t

wk in Cn

off-Cmp Wk Pm Pm

ThOff-Campus Work Permit Programw

certain foreign students to work off campus

while completing their studies.

To qualify, students must be enrolled at

participating publicly funded post-secondary

uctin intitutin in v

programs at eligible privately funded

intitutin

Students must apply for and receive work

permits before they can begin to work

off campus.

o Work permits authorize students to

wk u t 20 hu wk uing

regular academic sessions, and full-

time during scheduled breaks, such as

summer holidays and spring break.
http://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/department/laws-policy/index.asp


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P-g Wk Pm PmUn th Post-Graduation Work Permit Program

(PGWPP), employers may hire international

students who have graduated from participating

Canadian post-secondary institutions.

They can work for up to three years, in jobs

related to their elds of study, without the

need for the employer to obtain an LMO.

Graduated students who have worked

under the PGWPP may be eligible for

permanent residence under the CanadianExperience Class stream of immigration

cib bw

3.2.4 Canadian exPerienCe Class

ThCanadian Experience Class (CEC)program

allows temporary foreign workers and graduated

international students to apply for permanent

inc

t qfy, the candidates must:

o intend to live outside Quebec;

o be either:

n temporary foreign workers with at

least two years of full-time (or

equivalent) skilled work experience

in Cn,

n foreign graduates from a Canadian

post-secondary institution with at

least one year of full-time (or

equivalent) skilled work experience

in Canada;

o Have gained their experience in

Cn with th wk tu

authorization; and

a whi wking in Cn withinn f ving Cn
http://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.cic.gc.ca/english/study/work-postgrad.asp


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t c f pmcun th CeC, th cnit

work experience must fall within one of the

fwing Cnin Ntin occutin

Classication (NOC) categories:

o Skill Type 0 (managerial occupations);

o Skill Level A (professional occupations);

ski lv B (tchnic ccutin n

ki t)

C thi Cninskilled work experience, their prociency

in engih Fnch, n thi Cnin

post-secondary credential (if applicable).

3.2.5 ProvinCial noMinee PrograM

Th Provincial Nominee Programw

provinces and territories to nominate immigrants

wh wi tt within thi buni n

contribute to their economic development.

You can help foreign workers succeed by

advising them on the process.

stePs For Foreign WorKerssteP 1: aPPlY For ProvinCial

noMination

Workers who choose to immigrate to Canada

as provincial nominees must rst apply to

th vinc wh th wih t tt n

complete the provincial nomination process.

Each jurisdiction has its own criteria, so

intt wk hu viit th

it wbit

abt

British Columbia

mnitb

Nw Bunwick

Nwfunn n lb

Nthwt Titi

Nv scti

onti

pinc ew In

sktchwn

yukn
http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www5.hrsdc.gc.ca/noc/http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.albertacanada.com/immigration/immigrate/ainp.htmlhttp://www.welcomebc.ca/en/index.htmlhttp://www2.immigratemanitoba.com/browse/index.htmlhttp://beinthisplace.ca/ImmigratingandSettling.aspxhttp://www.nlpnp.ca/http://www.iti.gov.nt.ca/businesseconomicdevelopment/nwtnomineeprogram.shtmlhttp://www.novascotiaimmigration.com/http://www.ontarioimmigration.ca/english/pnp.asphttp://www.gov.pe.ca/ial/index.php3?number=64578&lang=Ehttp://www.immigration.gov.sk.ca/http://www.immigration.gov.yk.ca/ynp_overview.htmlhttp://www.immigration.gov.yk.ca/ynp_overview.htmlhttp://www.immigration.gov.sk.ca/http://www.gov.pe.ca/ial/index.php3?number=64578&lang=Ehttp://www.ontarioimmigration.ca/english/pnp.asphttp://www.novascotiaimmigration.com/http://www.iti.gov.nt.ca/businesseconomicdevelopment/nwtnomineeprogram.shtmlhttp://www.nlpnp.ca/http://beinthisplace.ca/ImmigratingandSettling.aspxhttp://www2.immigratemanitoba.com/browse/index.htmlhttp://www.welcomebc.ca/en/index.htmlhttp://www.albertacanada.com/immigration/immigrate/ainp.htmlhttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www5.hrsdc.gc.ca/noc/


19/43

steP 2: obtain and CoMPlete tHe

ForMs in tHe PerManent residenCe

aPPliCation PaCKage

After workers have been nominated by a

province or territory, they have to make a

separate application to Citizenship and

Immigration Canada for permanent residence.

Th Application for Permanent Residence: Guide

for Provincial Nominees ckg incu napplication guide and all the forms that need to

be lled out.

The applicant should print the following forms

from the website and carefully follow the

instructions for lling them out. All questions

should be answered carefully, completely and

truthfully, and the forms must be signed.

Application for Permanent Residence in Canada

Schedule 1: Background/Declaration

Schedule 4: Economic Classes: Provincial

Nominees

Additional Family Information

Use of anImmigration RepresentativeThis form is for foreign workers who get

advice and assistance from immigration

nttiv Uing nttiv i

n chic Th i uu f f

thi vic

steP 3: CHeCK tHe aPPliCation

beFore subMitting it

The foreign worker must make sure the applica-

tion is completed correctly, and that all the

necessary supporting documents are included.

There is a helpful checklist in the

Application for Permanent Residence:

Guide for Provincial Nominees

steP 4: subMit tHe aPPliCation to

tHe CorreCt visa oFFiCe

The foreign worker must submit applications to

the applicable visa ofce the ofce that

v hi h cunt f igin, th

cunt in which h h g i f t

t n

To nd the applicable visa ofce, go to

Wh t n u ictin

Nt tht icnt wking in

Canada temporarily should submit their

applications to the visa ofce in

Buff, Nw yk
http://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/information/representative/index.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asp


20/438


steP 5: PaY tHe aPPliCable Fees

Th fign wk hu viit th pvinci

Nominee Program Citizenship and Immigration

Cn website to determine the fees that will

have to be paid. Information on how to pay fees

i incu in th intuctin

a pc f f fign wk n

their dependants must be paid when the

application is submitted.

Thi f i nt funb, vn if th

ictin i nt v

a rh f Pm rc f f

applicants and accompanying spouses or

common-law partners may apply.

Th f hu nt b i unti th

application is processed, but must be

paid before Citizenship and Immigration

Canada issues a permanent resident

vi Thi f i funb if th

fign wk cnc th ictin,

if th ictin i nt v, if

th wk nt u th vi

oh c may include fees for a medical

examination, a police certicate and

ngug tting

o Medical examinations must be carried

out at pre-specied locations. The list

of authorized doctors, organized by

cunt, tit gin, i incu

in th Application for Permanent

Residence: Guide for Provincial

Nominees
http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asp


21/43
http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www5.hrsdc.gc.ca/noc/http://www.jobbank.gc.ca/intro_en.aspxhttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.cic.gc.ca/EnGLish/immigrate/cec/index.asp


22/430


continued

tmpy F Wk Pm Czhp imm C (Pan-Canadian)

Information about the requirements and conditions for hiring temporary foreign workers.

http://www.cic.gc.ca/english/work/employers/index.asp

t f Wkpc e sk Hm rc sk dpm C

(Pan-Canadian)

Tests and training for three essential skills: reading text, document use and numeracy.

http://www.towes.com/home.aspx

Wk Pm emp Czhp imm C (Pan-Canadian)Information on job categories that may not require work permits.

http://www.cic.gc.ca/english/work/apply-who-nopermit.asp
http://www.cic.gc.ca/english/work/employers/index.asphttp://www.towes.com/home.aspxhttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.towes.com/home.aspxhttp://www.cic.gc.ca/english/work/employers/index.asp


23/43

4. assessing and seleCtinginternationallY trained WorKers

In this section you will nd information on

the following:

4.1 Assessment

4.2 Assessment and verication of international

cnti

4.3 Assessment and verication of

competencies

44 lngug tn

4.5 Certication and licensure

46 succ fct in cting intntin

tin wk

47 rt uc

4.1 assessMent

Mk h chc wh f

cc m pc.

As an employer, you have experience in

assessing the qualications of candidates for

a job. You know that accurately measuring

competencies, skills and language abilities is

the key to selecting candidates who meet the

job requirements.

You can improve your assessment process by

nuing tht it i fi, ccut n quitb

for all workers, including ITWs:

develop assessment criteria based on a good

job description; recognize the value of international creden-

tials and experience;

focus on the skills, behaviours and knowl-

edge required for the job; and

address barriers for ITWs.

The assessment process should also address any

certication requirements.


24/432


4.2 assessMent and veriFiCationoF international Credentials

F cfc, pm

my q C

c. i py f .

C m c cn

foreign credentials such as certicates,

diplomas and degrees and tell you how they

compare to Canadian standards. You can nd

some of these agencies through the Cnin

Information Centre for International

Cnti

yu cn h intntin tin wk b

uing th gnci, u cn k tnti

employees to have their credentials assessed

as part of their job applications.

oh c

Some regulatory bodies provide advice

and assistance on recognizing foreign

cnti

Some sectors have voluntary certicationsystems that can be used to assess the

biiti f intntin tin wk

in non-regulated occupations.

Prior Learning Assessment Recognition(PLAR) services are available at many

cg n intitut

o PLAR is the identication and

measurement of skills and knowledge

acquired outside of formal educational

intitutin Th plar c cn

establish competency equivalencies for

ki n knwg gin uti f

Canada and determine eligibility to

cti in t fin
http://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canadahttp://www.cicic.ca/415/credential-assessment-services.canada


25/43

4.3 assessMent and veriFiCationoF CoMPetenCies

Fc pfmc f wk

wh c really h .

Competency refers to the scope of skills,

knowledge and abilities needed to perform

specic tasks and duties. You can benet by

using competency-based testing to assess all

candidates for a job.

tp m cmpc

Mk f ccp

, which hv bn v b

ct cuncin fin citin

for many industries. You can assess the

competencies of ITWs against these

standards for specic occupations.

u h t f Wkpc e sk

(toWes) to assess entry-level skills. TOWES

uses workplace documents to accurately

measure the essential skills needed for safe

and productive employment. Sector-specic

TOWES assessments are also available. A

ntin ntwk f cg c Cn

conducts TOWES assessments.

dp pcc wh p.

p ign ctic tt w u

to see the candidate in action and assess

hi h ctu biiti

ocm cmpc wk pc. When advertising a job,

explicitly say that you recognize and value

experience gained outside of Canada.

Hp c m h cc

qm. If a job is regulated and

workers must have Canadian work

experience to be licenced, consider

cuiting cnit t w v unti

their licensure requirements are met.

4.4 language standards

Mk y h m ffc: fy

h k y , h

y c f.

ThCentre for Canadian Language Benchmarks

has developed national standards for measuring

the English or French language prociency of

adult immigrants and prospective immigrants.

You can use these standards to help dene

language requirements for job descriptions.

sv ct cunci, ntin citin

n gut bi hv v

sectoral or occupation-specic language testing

and training materials. You can nd links to

iniviu ct cunci t th ainc f

sct Cunci
http://www.councils.org/http://www.councils.org/http://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.towes.com/http://www.towes.com/http://www.towes.com/http://www.towes.com/http://www.language.ca/http://www.language.ca/http://www.language.ca/http://www.councils.org/http://www.councils.org/http://www.councils.org/http://www.councils.org/http://www.councils.org/http://www.language.ca/http://www.towes.com/http://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.councils.org/


26/434


tp dm h k f

h .Some jobs may require a high level

of language skills, while others may not.

Cni cting wk wh nt

speak uent English or French for positions

where basic language skills are sufcient.

ty cm wh

c.U in ngug, f f

jargon and slang, in your job postings and

ads. Consider casting a wider net by

vtiing in ngug th thn engihor French, especially for jobs that do not

qui high v f ki in th

ngug

g c m pp f

w. Keep in mind that a candidate

may be nervous during a job interview and

his or her language skills may appear worse

thn th mk wnc n giv

cnit vnc ntic f intviw

tht th cn

Cc wh h ppc y. Candidates may be procient in

engih Fnch but k with n ccnt

or express themselves differently. Make

wnc n t t fcu n th cntnt

Keep in mind that a good candidates

language skills can be improved through

training or on-the-job experience.

4.5 CertiFiCation and liCensure

Hp wk cq cc

cfc c,

-m mpy.

The job you are trying to ll may be in a

gut ccutin tht qui icnc t

cti If icncing qui Cnin wk

experience, consider hiring candidates at lower

levels until they meet the licensure require-

ments of the job for which they applied.

If the job you are trying to ll is not a regulated

occupation, you may be interested in voluntary

certication to establish job prociency.

Remember to communicate this preference to

candidates at the beginning of the job process.

rgut bi n fin citin

provide many resources on credential

assessment. Some industries have also

developed certication tools.


27/43

4.6 suCCess FaCtors in seleCtinginternationallY trained

WorKers

F h c p

p, f pc.

Having good job descriptions, good recruitment

ctic n fi, quitb n ccut

assessment processes will give you the tools you

need to select the best workers for the job.

You may want to make a specic commitment

to hiring ITWs for your organization. You can

also allocate a number of positions to work

transition programs.

Other success factors include these approaches:

Be clear about how you will make the nal

ctin

Use a consistent, equitable set of criteria

for similar positions. For example, create an

vutin tb t u f ch cnit

t nu cnitnc

Base your selection on an assessment

process that recognizes the value and

tnfbiit f intntin ki n

cnti

Consider all aspects of a candidates prole,

bncing n cn

To ensure a fair and equitable selection

process, invite a human resources advisor

hi cnutnt t it in th

intviw c

When rejecting applicants, explain clearly

n hnt wh d nt ck f

Canadian experience if it is not the

n
http://www.cicic.ca/415/credential-assessment-services.canadahttp://www.capla.ca/http://www.councils.org/


28/436


continued

C f C l bchmk (CClb) (Pan-Canadian)

Information on national standards for second-language prociency for immigrants and

prospective immigrants.

http://www.language.ca/

Cultural Proles Project Citizenship and Immigration Canada (Pan-Canadian)

Overview of life and customs in 100 foreign countries.

http://www.cp-pc.ca/

ec t sc C ic. (Pan-Canadian)The Canadian branch of the worlds largest private educational testing and measurement

organization.

http://www.etscanada.ca/

ehc l t Czhp imm C (Pan-Canadian)

Language training for newcomers to help them upgrade their English or French skills.

http://www.cic.gc.ca/english/newcomers/elt-newcomer.asp

e sk

Guiin n th nti ki n f v 250 ccutin

http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtml

t cc f (Pan-Canadian)

Information on one of the standardized French language tests used in Quebec.

http://www.ciep.fr/en/tcf/index.php


(Pan-Canadian)

Tests and training for three essential workplace skills: reading text, document use and numeracy.

http://www.language.ca/http://www.cp-pc.ca/http://www.etscanada.ca/http://www.cic.gc.ca/english/newcomers/elt-newcomer.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.ciep.fr/en/tcf/index.phphttp://www.towes.com/home.aspxhttp://www.towes.com/home.aspxhttp://www.ciep.fr/en/tcf/index.phphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.cic.gc.ca/english/newcomers/elt-newcomer.asphttp://www.etscanada.ca/http://www.cp-pc.ca/http://www.language.ca/


29/43

5. integrating and retaininginternationallY trained WorKers

In this section you will nd information on the

following:

5.1 Bridge-to-work programs

5.2 Training, mentoring and career development

53 Uing u wk ki

54 Cting n incuiv wkc

55 evuting u ucc

56 rt uc

5.1 bridge-to-WorK PrograMs

Bridge-to-work programs help provide a bridge

between international training and experience

n wking in Cn Th incu

internships, occupation-specic training and

placement, and external mentoring programs.

The programs start with a work placement,

after which you may offer a more permanent

itin t th ITW

These programs give employers:

support by offering workplace training to

ITWs outside of work hours;

an opportunity to upgrade an ITWs skills to

meet specic needs; and

assurance that the ITWs skills meet

Cnin tn bf ciing whth

to make a more permanent hiring

commitment.

Bridge-to-work programs also help ITWs

integrate effectively into the workplace with:

structured guidance through coaches or

mentors during the placement;

opportunities for professional developmentand networking; and

regular evaluations and feedback.

5.2 training, Me ntoring and

Career develoPMent

e y w cc hp y

wk , w cc.


30/438


t pmYou can provide training courses or peer-to-peer

ctic tining in th wkc t u

wk knw wh tining i vib

Training options include the following:

sk . ski tining i ff b

community organizations, municipal public

libraries and community centres. Colleges

n intitut ff viu cu t

upgrade technical and language skills. Some

programs combine technical training with

occupation-specic language training andbridging programs.

l . ITWs can benet from

ngug tining in engih Fnch,

occupation-specic language training, or

customized business English or French

cu

C cmmc .

Cultural and communications training helps

all workers to be more effective. Cultural

training helps workers interact more

ffctiv with cgu, ui

customers. Communications training

v nttin ki n h

workers to communicate their ideas

more clearly.

oz . lik nw

employees, ITWs will benet from training

that focuses on your organizations norms,

practices and expectations.

Your organization can also benet by helping

community organizations and training institutesdevelop job-related training.

M pmProviding mentors dedicated and experienced

staff members to answer new workers

questions will help them integrate into your

workplace faster. Mentoring programs can help

all new employees but may be particularly

vub t intntin tin wk

C pm

Career development opportunities are

important for all employees and for yourorganization. Be sure to make these

tuniti vib t intntin

tin wk

Include ITWs in formal leadership

development programs.

Be open to new forms of leadership and

cbtin dnt vk th biiti

of ITWs just because they dont reect the

norm in your workplace.

Provide coaching and courses to developcommunications and leadership skills.

Remember that ITWs may have special

n b n thi cutu bckgun,

abilities, training and work experience.


31/43

Support workers who are pursuing certica-tion or licensure. Your organization could

benet by providing nancial support for

examinations, or by offering workers paid

time off to prepare for and write important

examinations.

5.3 using all Your WorKers sKills

M y wk fc ckw

y wk k .

There are many ways to make the best use of

u intntin tin wk

Include them in the development of new

c, uct vic Thi

unique perspectives may present unusual

but ffctiv nw i

Watch for hidden skills that may not have

been identied during the hiring process.

Thi iv bckgun cn b ich

uc f ki n tnt Fin w t u

th ki it

Recognize and use their cultural knowledge,ngug ki n intntin ntwk

t v intntin buin

marketing programs aimed at specic local

markets.

Use their language skills to translate

materials and to provide customer service

in multiple languages.

5.4 Creating an inClusiveWorKPlaCe

Mk y wkpc y C

mk wcm y.

There is no better way to improve the morale

of your organization and ensure the dedication

of your employees than by creating a welcoming

workplace. Make sure that welcome extends

t ITW

Employ workers with different backgrounds.

Create a unifying vision for your organiza-tion that brings together workers from all

cutu

Create a climate where all workers are

welcomed by their colleagues and

managers, and let all workers know

that this is important to your organization.

Provide a formal orientation program

that makes new workers feel valued

n incu

To put newcomers at ease, pair them withexisting staff members: if possible, with

people who share the same cultural

bckgun

Connect newly arrived ITWs with people and

community supports that will help them and

their families settle.

Provide diversity and cross-cultural training

t tff


32/430


Celebrate your cultural diversity in posters,newsletters or other communications.

H ci vnt tht cbt

iffnt cutu

Create opportunities to communicate the

value of diversity, with specic mention

f ITW

Participate in and support initiatives

related to hiring, mentoring, promoting

n tining ITW encug vn

in your organization to participate.

Identify workers to champion diversity inyour organization. Include them in decision

making, and give them the scope and

resources to implement special initiatives

t ct n incuiv cutu

Ensure access to management and

higher-level opportunities for ITWs.

5.5 evaluating Your suCCess

H h m f y m

ff h itW whwh?

Dont forget to evaluate and celebrate u ucc

tck hw my itW y mpy.

If youve made a commitment to hire ITWs,

hv ct itin t wk tni-

tion programs, assess your progress on a

gu bi

Kp ck f hw itW y

wkpc.a th wk it

employed for their skills and qualications?

Are they advancing within your organiza-

tion? (Keep in mind that it should not becompulsory for workers to participate in

n tcking c)

rp hw itW h c

y wkpc.Cbt u ucc

with stories in in-house newsletters,

press releases to community or trade

ubictin, t t hh

sh wh y h fm

c wk wh itW.

Cntibut bt ctic c tui t

u inut citin ct cuncioff t k t inut wkh,

community group meetings or immigrant-

serving organizations.


33/43
http://www.thiagi.com/email-intercultural101-tips.htmlhttp://www.cic.gc.ca/english/newcomers/elt-newcomer.asphttp://www.cp-pc.ca/http://www.canlearn.ca/http://www.maytree.com/integration/allies


34/43

6. resourCes

2


National Resources

Regional Resources

Sectoral Resources
http://www.cme-mec.ca/shared/upload/on/reference_piece.pdfhttp://www.clbc.ca/files/Reports/Immigration_Handbook.pdfhttp://www.cicic.ca/http://www.cic.gc.ca/english/immigrate/cec/apply-how.asphttp://www.capla.ca/http://www.canadastop100.com/immigrants/http://www.biotalent.ca/http://www.maytree.com/integration/allieshttp://www.cic.gc.ca/english/immigrate/provincial/apply-application.asphttp://www.councils.org/


35/43

continued

Cl

http://www.canlearn.ca

C f C l bchmk (CClb)

http://www.language.ca

Cultural Proles Project Citizenship and Immigration Canada

http://www.cp-pc.ca

ec t sc C, ic.http://www.etscanada.ca

empym acc sy f imm lk ah i

http://www.iecbc.ca/

ehc l t Hm rc sk dpm C

http://www.hrsdc.gc.ca/en/cs/comm/hrsd/news/2005/050425ba.shtml

e sk Hm rc sk dpm C

http://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtml

F sk Wk Pm Czhp imm C

http://www.cic.gc.ca/english/immigrate/skilled/index.asp

F Wk Hm rc sk dpm C

http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/index.shtml

g C P Czhp imm C

http://www.goingtocanada.gc.ca

H imm

http://www.hireimmigrants.ca

Hm rc Mm C

http://www.hrm.ca/jobs.htm

Immigration Programs Foreign Credentials Referral Ofce Citizenship and

imm C

http://www.cic.gc.ca/english/immigrate/index.asp

imm-s oz Czhp imm C

http://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asp
http://www.canlearn.ca/http://www.language.ca/http://www.cp-pc.ca/http://www.etscanada.ca/http://www.iecbc.ca/http://www.hrsdc.gc.ca/en/cs/comm/hrsd/news/2005/050425ba.shtmlhttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/index.shtmlhttp://www.goingtocanada.gc.ca/http://www.hireimmigrants.ca/http://www.hrm.ca/jobs.htmhttp://www.cic.gc.ca/english/immigrate/index.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-20e.asphttp://www.cic.gc.ca/english/immigrate/index.asphttp://www.hrm.ca/jobs.htmhttp://www.hireimmigrants.ca/http://www.goingtocanada.gc.ca/http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/index.shtmlhttp://www.cic.gc.ca/english/immigrate/skilled/index.asphttp://www.hrsdc.gc.ca/eng/workplaceskills/essential_skills/general/home.shtmlhttp://www.hrsdc.gc.ca/en/cs/comm/hrsd/news/2005/050425ba.shtmlhttp://www.iecbc.ca/http://www.etscanada.ca/http://www.cp-pc.ca/http://www.language.ca/http://www.canlearn.ca/


36/434


continued

ic ih

http://www.thiagi.com/email-intercultural101-tips.html

i-n Czhp imm C

http://www.integration-net.ca

i rc C

http://www.integrationresourcescanada.com

j bk sc Chttp://www.jobbank.gc.ca/intro_en.aspx

l Mk op appc Czhp imm C

http://http://www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/fwp_forms.shtml

l Mk op bc Czhp imm C

http://www.cic.gc.ca/english/work/employers/lmo-basics.asp

l ic f nwcm C (linC) Czhp imm C

http://www.cic.gc.ca/english/resources/publications/welcome/wel-22e.asp

National Occupational Classication Human Resources and Skills Development Canada

http://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspx

off-Cmp Wk Pm Pm Czhp imm C

www.cic.gc.ca/english/study/work-offcampus.asp

P-g Wk Pm Pm Czhp imm C

www.cic.gc.ca/english/study/work-postgrad.asp

Pf ac C ifm C f i C

http://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21

Pc nm Pm Czhp imm C

http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asp

tmpy F Wk Pm Czhp imm C

http://www.thiagi.com/email-intercultural101-tips.htmlhttp://www.integration-net.ca/http://www.integrationresourcescanada.com/http://www.jobbank.gc.ca/intro_en.aspxhttp://http//www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/fwp_forms.shtmlhttp://www.cic.gc.ca/english/work/employers/lmo-basics.asphttp://www.cic.gc.ca/english/resources/publications/welcome/wel-22e.asphttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspxhttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/immigrate/provincial/apply-who.asphttp://www.cicic.ca/en/profess.aspx?sortcode=2.19.21.21http://www.cic.gc.ca/english/study/work-postgrad.asphttp://www.cic.gc.ca/english/study/work-offcampus.asphttp://www5.hrsdc.gc.ca/NOC/English/NOC/2006/Welcome.aspxhttp://www.cic.gc.ca/english/resources/publications/welcome/wel-22e.asphttp://www.cic.gc.ca/english/work/employers/lmo-basics.asphttp://http//www.hrsdc.gc.ca/eng/workplaceskills/foreign_workers/fwp_forms.shtmlhttp://www.jobbank.gc.ca/intro_en.aspxhttp://www.integrationresourcescanada.com/http://www.integration-net.ca/http://www.thiagi.com/email-intercultural101-tips.html


37/43

continued

tmpy F Wk u Czhp imm C

http://www.cic.gc.ca/english/work/employers/tfw-units.asp

t cc f

http://www.ciep.fr/en/tcf/index.php

t f

http://www.etscanada.ca/t/index.php

t f eh F l (toeFl)http://www.toe.org

t f eh f i Cmmc (toeiC)

http://www.etscanada.ca/toeic



Visa Ofces Citizenship and Immigration Canada

http://www.cic.gc.ca/english/information/ofces/index.asp

Wk rh Mmm W r g C Czhp imm

http://www.workingincanada.gc.ca/content_pieces.do?content=worker_rights&lang=en

Wk C t Hm rc sk dpm C

http://workingincanada.gc.ca

Wk tmpy C Czhp imm C


Wk Pm emp Czhp imm C

http://www.cic.gc.ca/english/work/apply-who-nopermit.asp

v appc Czhp imm C

http://www.cic.gc.ca/english/information/ofces/apply-where.asp

v emp Czhp imm C

http://www.cic.gc.ca/EnGLish/visit/visas.asp
http://www.cic.gc.ca/english/work/employers/tfw-units.asphttp://www.ciep.fr/en/tcf/index.phphttp://www.etscanada.ca/tfi/index.phphttp://www.toefl.org/http://www.etscanada.ca/toeichttp://www.towes.com/home.aspxhttp://www.cic.gc.ca/english/information/offices/index.asphttp://www.workingincanada.gc.ca/content_pieces.do?content=worker_rights&lang=enhttp://workingincanada.gc.ca/http://www.cic.gc.ca/english/work/employers/index.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/EnGLish/visit/visas.asphttp://www.cic.gc.ca/english/information/offices/apply-where.asphttp://www.cic.gc.ca/english/work/apply-who-nopermit.asphttp://www.cic.gc.ca/english/work/employers/index.asphttp://workingincanada.gc.ca/http://www.workingincanada.gc.ca/content_pieces.do?content=worker_rights&lang=enhttp://www.cic.gc.ca/english/information/offices/index.asphttp://www.towes.com/home.aspxhttp://www.etscanada.ca/toeichttp://www.toefl.org/http://www.etscanada.ca/tfi/index.phphttp://www.ciep.fr/en/tcf/index.phphttp://www.cic.gc.ca/english/work/employers/tfw-units.asp


38/436

http://www.speatbc.org/http://www.sitebc.ca/http://www.helpinghouse.org/http://www.bcit.ca/iceshttp://www.aved.gov.bc.ca/industrytraininghttp://www.iecbc.ca/http://www.bcitp.net/http://alberta.ca/home/jobs.cfmhttp://employment.alberta.ca/immigration/4512.htmlhttp://www.alberta-canada.com/immigration/employers/index.htmlhttp://www.centralalberta.ab.ca/index.cfm?page=WelcomingCommunitiesEmployerGuide


39/43

continued

Manitoba

acmc C am sc (aCas)

http://www2.immigratemanitoba.com/browse/work_in_manitoba/work-recognition-acas.html

C d Manitoba f nwcm

http://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/

ephp, t t gm f M

http://www.gov.mb.ca/tce/edu_train/index.html

M l imm/imm Mcm

http://www2.immigratemanitoba.com/browse/employers

M Wkfn

http://mb.workinfonet.ca

neWFoundland and labrador

empym dpm spp gm f nwf l

http://www.hrle.gov.nl.ca/hrle/ndajob/developmentsupports.html

neW brunsWiCK

Pscy ec, t l gm f nw bwck

http://www.gnb.ca/0311/index-e.asp

nortHWest territories

ec, C, empym gm f h nhw t

http://www.ece.gov.nt.ca

International Qualications Assessment Service (IQAS)

(a, skchw nhw t)

http://employment.alberta.ca/immigration/4512.html

nova sCotia

l Wkfc dpm gm f n sc

http://www.nsworkplaceeducation.ca
http://www2.immigratemanitoba.com/browse/work_in_manitoba/work-recognition-acas.htmlhttp://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www.gov.mb.ca/tce/edu_train/index.htmlhttp://www2.immigratemanitoba.com/browse/employershttp://mb.workinfonet.ca/http://www.hrle.gov.nl.ca/hrle/findajob/developmentsupports.htmlhttp://www.gnb.ca/0311/index-e.asphttp://www.ece.gov.nt.ca/http://employment.alberta.ca/immigration/4512.htmlhttp://www.nsworkplaceeducation.ca/http://www.nsworkplaceeducation.ca/http://employment.alberta.ca/immigration/4512.htmlhttp://www.ece.gov.nt.ca/http://www.gnb.ca/0311/index-e.asphttp://www.hrle.gov.nl.ca/hrle/findajob/developmentsupports.htmlhttp://mb.workinfonet.ca/http://www2.immigratemanitoba.com/browse/employershttp://www.gov.mb.ca/tce/edu_train/index.htmlhttp://www.immigrantsandcareers.mb.ca/cdmb-newcomers/general/pages/home/http://www2.immigratemanitoba.com/browse/work_in_manitoba/work-recognition-acas.html


40/438


continued

ontario

acc C f r empym (aCre) (suthwtn onti)

http://www.accesscentre.ca

b wk o imm

http://www.ontarioimmigration.ca/english/bridge_other.asp#professions

Cmp ec sc (Ces)

http://learn.utoronto.ca/ces.htm

i C am sc f C (iCas)

http://www.icascanada.ca/

iy t Wk Php (ottw)

http://www.itwp.ca

lasi W sk (ow)

http://www.ottawa-worldskills.org

l-M imm empym Cc (lMieC) (lnn)

http://www.lmiec.ca

M Php (Tnt)

http://www.thementoringpartnership.com

g epc Wk i o Chm f Cmmc

http://www.ontarioimmigration.ca/ENGLISH/geo.asp

o My f Czhp imm

http://www.citizenship.gov.on.ca/english/working/employers

o sk Pp: sk Wk H f h Wkpc

http://skills.edu.gov.on.ca/OSPWeb/jsp/login.jsp

sk f Ch (e, e tchc, tch ifm

tchy Pf) (Gt Tnt a)

http://www.skillsforchange.org/elt/index.html

sk Wh b (Brampton Board of Trade)

http://www.skillswithoutborders.com
http://www.accesscentre.ca/http://www.ontarioimmigration.ca/english/bridge_other.asp#professionshttp://learn.utoronto.ca/ces.htmhttp://www.icascanada.ca/http://www.itwp.ca/http://www.ottawa-worldskills.org/http://www.lmiec.ca/http://www.thementoringpartnership.com/http://www.ontarioimmigration.ca/ENGLISH/geo.asphttp://www.citizenship.gov.on.ca/english/working/employershttp://skills.edu.gov.on.ca/OSPWeb/jsp/login.jsphttp://www.skillsforchange.org/elt/index.htmlhttp://www.skillswithoutborders.com/http://www.skillswithoutborders.com/http://www.skillsforchange.org/elt/index.htmlhttp://skills.edu.gov.on.ca/OSPWeb/jsp/login.jsphttp://www.citizenship.gov.on.ca/english/working/employershttp://www.ontarioimmigration.ca/ENGLISH/geo.asphttp://www.thementoringpartnership.com/http://www.lmiec.ca/http://www.ottawa-worldskills.org/http://www.itwp.ca/http://www.icascanada.ca/http://learn.utoronto.ca/ces.htmhttp://www.ontarioimmigration.ca/english/bridge_other.asp#professionshttp://www.accesscentre.ca/


41/43

continued

t r imm empym Cc (trieC) (Tnt)

http://wwwticc

W r imm empym nwk (Wrien) (Wt)

http://www.wrien.com/main.cfm

W ec sc

http://www.wes.org/ca/employers/index.asp

PrinCe edWard island

C ec t gm f Pc ew i

http://www.gov.pe.ca/infopei/index.php3?number=790&lang=E

QuebeC

ac f imm v M gm f Qc

http://www.emploiquebec.org/individus/immigrants-minorites/index_en.asp

C p fm cq h Qc (CeFaHQ)

http://www.immigration-quebec.gouv.qc.ca/en/education/comparative-evaluation/index.html

Certicat de slection du Qubec Immigration et Communauts culturelles Qubechttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/

refugee-recognized/obtaining-csq.html

imm Cmm c Qc

http://www.immigration-quebec.gouv.qc.ca/en/employers/index.html

sasKatCHeWan

International Qualications Assessment Service (IQAS)

(abt, sktchwn n Nthwt Titi)

http://www.immigration.alberta.ca/iqas

js F sk gm f skchw

http://www.aeel.gov.sk.ca/jsfs

YuKon

ac ec gm f h Yk

http://www.education.gov.yk.ca/advanceded
http://www.triec.ca/http://www.triec.ca/http://www.wrien.com/main.cfmhttp://www.wes.org/ca/employers/index.asphttp://www.gov.pe.ca/infopei/index.php3?number=790&lang=Ehttp://www.emploiquebec.org/individus/immigrants-minorites/index_en.asphttp://www.immigration-quebec.gouv.qc.ca/en/education/comparative-evaluation/index.htmlhttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/http://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/http://www.immigration-quebec.gouv.qc.ca/en/employers/index.htmlhttp://www.immigration.alberta.ca/iqashttp://www.aeel.gov.sk.ca/jsfshttp://www.education.gov.yk.ca/advancededhttp://www.education.gov.yk.ca/advancededhttp://www.aeel.gov.sk.ca/jsfshttp://www.immigration.alberta.ca/iqashttp://www.immigration-quebec.gouv.qc.ca/en/employers/index.htmlhttp://www.immigration-quebec.gouv.qc.ca/en/immigrate-settle/refugees-other/http://www.immigration-quebec.gouv.qc.ca/en/education/comparative-evaluation/index.htmlhttp://www.emploiquebec.org/individus/immigrants-minorites/index_en.asphttp://www.gov.pe.ca/infopei/index.php3?number=790&lang=Ehttp://www.wes.org/ca/employers/index.asphttp://www.wrien.com/main.cfmhttp://www.triec.ca/


42/430

http://www.skillsforchange.org/elt/index.htmlhttp://www.petrohrsc.ca/http://www.ictc-ctic.ca/en/http://fc2i.engineerscanada.ca/e/index.cfmhttp://www.brightfutures.ca/resource-centre/reports.htmlhttp://www.csc-ca.org/pdf/Strategy-english-2.pdfhttp://www.cthrc.com/http://www.cthrc.ca/http://www.celban.org/celban/display_page.asp?page_id=1http://www.camc.ca/en/35.htmlhttp://www.cars-council.ca/http://www.caf-fca.org/en/reports/accessing_apprenticeship.asp


43/43

continued

scy f iy t e f bh Cm

http://www.sitebc.ca

scy f P e tch f bh Cm

http://www.speatbc.org

t Hm rc Cc g sk Cc

http://www.thrc-crhit.org/en/programs/development-en.asp
http://www.sitebc.ca/http://www.speatbc.org/http://www.thrc-crhit.org/en/programs/development-en.asphttp://www.thrc-crhit.org/en/programs/development-en.asphttp://www.speatbc.org/http://www.sitebc.ca/

Documents

Employer’s Roadmap