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Workforce DevelopmentThe shortage of skilled workers was unquestionably the mostimportant challenge faced by Edmonton industry in 2008. Inits third year, EEDC's Edmonton Workforce Connection (EWC)program continued in conjunction with industry and governmentto address regional labour challenges. EWC worked with industrystakeholders, immigrant-serving agencies, the City of Edmonton,educational institutions and Alberta Employment and Immigrationto launch the Edmonton Region Immigrant Employment Council.This organization was created to help address the underemploymentof skilled immigrants in the region.EWC also provided new opportunities for businesses and workersto connect. These included developing the Employers of Choicewebsite to highlight local employers, creating a link to WOWJobs that enabled companies to advertise job opportunities, andconnecting Edmonton employers to university career centresacross Canada.EWC has a new name - EEDC's Workforce Development Program- and new challenges. The focus of the program will be optimizingthe labour force to address a growing skills shortage that isdriven by an aging population, competition, innovation and newtechnologies. Alberta employers are reassessing their needs andthe future of their businesses in light of the economic slowdown.EEDC will continue to need blue and white-collar workers who areemployed to their maximum capacity to rebuild the economy. Productivity & InnovationIn 2008, EEDC made a strategic decision to be a leader inpromoting greater productivity through innovation in the Edmontonregion.In collaboration with the province and cities across Alberta, EEDChosted Innovative Manufacturing Works tours in Edmontonin October 2008. Thirty industry representatives visited threeEdmonton-area manufacturers, which are focused on continuallyrefining their processes to achieve peak efficiency. Events such asthese improve public awareness of the capability of local industryand encourage other firms to adopt be

Canadian Eligible Skilled Occupations Code Occupation 0631 Restaurant and Food Service Managers 0811 Primary Production Managers (Except Agriculture) 1122 Professional Occupations in Business Services to Management (cap reached for June 2011 year) 1233 Insurance Adjusters and Claims Examiners 2121 Biologists and Related Scientists 2151 Architects 3111 Specialist Physicians 3112 General Practitioners and Family Physicians 3113 Dentists 3131 Pharmacists 3142 Physiotherapists 3152 Registered Nurses (cap reached for June 2011 year) 3215 Medical Radiation Technologists 3222 Dental Hygienists & Dental Therapists 3233 Licensed Practical Nurses 4151 Psychologists 4152 Social Workers 6241 Chefs 6242 Cooks 7215 Contractors and Supervisors, Carpentry Trades 7216 Contractors and Supervisors, Mechanic Trades 7241 Electricians (Except Industrial & Power System) 7242 Industrial Electricians 7251 Plumbers 7265 Welders & Related Machine Operators 7312 Heavy-Duty Equipment Mechanics 7371 Crane Operators 7372 Drillers & Blasters - Surface Mining, Quarrying & Construction 8222 Supervisors, Oil and Gas Drilling and Service Canada Guide for Employers Skilled Workers Assessment Points calculator Guide for Individuals Overview Skilled Worker Immigration Shortage Occupations Family & Dependants International adoptions US vs. Canada Resume (CV) Format IT professionals Provincial Nominee Program Canada business immigration Working Holiday Program Canada Study Permits Relocating to Canada Immigration to Australia Canada United Kingdom United States more countries » Immigration assessments Tier 1 (General) Assessment UK employee work permit Australia skilled immigration Canadian skilled workers US green card lottery US H-1B for individuals US L-1 appraisal form US Green card assessment German green card General assessment Eligibility certificate Full assessments list

To streamline the complex analysis governments need to undertake, MGI offers a new framework of six sector groups that share characteristics and respond to similar approaches to enhancing competitiveness. They are (1) infrastructure services; (2) local services; (3) business services; (4) research and development (R&D)-intensive manufacturing; (5) manufacturing; and (6) resource-intensive industries. In each of these groups, MGI documents how competitiveness levers vary and how policy has influenced competitiveness in each. These six categories provide a useful framework for understanding what determines competitiveness in different kinds of industries and what tangible actions governments and businesses can take to improve competitiveness.

The labour shortage, particularly in industries like construction, means there are jobs that are not getting filled, while many immigrants are not getting jobs. Seems like it's our immigration system that really needs the help

Check out the Status of the 1000 Cap per NOC. This is as of Oct 19th. Applications received toward the overall cap: 2,226 of 20,000 0631 Restaurant and Food Service Managers 83 of 1,000 0811 Primary Production Managers (except Agriculture)  18 of 1,000 1122 Professional Occupations in Business Services to Management 739 of 1,000 1233 Insurance Adjusters and Claims Examiners 28 of 1,000 2121 Biologists and Related Scientists 95 of 1,000 2151 Architects 125 of 1,000 3111 Specialist Physicians 93 of 1,000 3112 General Practitioners and Family Physicians 117 of 1,000 3113 Dentists 125 of 1,000 3131 Pharmacists  192 of 1,000 3142 Physiotherapists  34 of 1,000 3152 Registered Nurses  296 of 1,000 3215 Medical Radiation Technologists  5 of 1,000 3222 Dental Hygienists and Dental Therapists 4 of 1,000 3233 Licensed Practical Nurses  13 of 1,000 4151 Psychologists 23 of 1,000 4152 Social Workers  57 of 1,000 6241 Chefs  11 of 1,000 6242 Cooks 32 of 1,000 7215 Contractors and Supervisors, Carpentry Trades 13 of 1,000 7216 Contractors and Supervisors, Mechanic Trades  39 of 1,000 7241 Electricians (except Industrial and Power System) 22 of 1,000 7242 Industrial Electricians 28 of 1,000 7251 Plumbers 2 of 1,000 7265 Welders and Related Machine Operators 6 of 1,000 7312 Heavy-Duty Equipment Mechanics  11 of 1,000 7371 Crane Operators 0 of 1,000 7372 Drillers and Blasters - Surface Mining, Quarrying and Construction 2 of 1,000 8222 Supervisors, Oil and Gas Drilling and Service 13 of 1,000

WorkforceEEDC's workforce development program continued forits fourth year in 2009. With industry, education andgovernment partners, EEDC addressed regional labourchallenges and helped to plan for anticipated increases in thedemand for skilled labour in 2010. The program supportedthe Edmonton Region Immigrant Employment Council, whichhelps immigrants gain experience working in Canada andprovides tools to help them find meaningful employment.Workforce development created opportunities for businessesand workers to connect through its enhanced web presenceat edmonton.com. The site informs employees aboutliving, working and educational opportunities in Edmonton.Employers were connected with programs designed toassist under-employed and unemployed segments of thelocal workforce. To address higher rates of unemployment,information was provided on how to access employmentopportunities in the Edmonton region. Productivity & Innovation Productivity improvements within the Edmonton regioncontinue to be a major focus for EEDC. Manufacturersand producers are experiencing increased internationalcompetition. With partners including the Government ofAlberta, we offer industry the opportunity to reviewbusiness processes, product improvements, evaluatenew markets, reinvent business models and explore newtechnological innovations.EEDC was actively involved in producing Reaching NewMarkets, a seminar that provided insights into new waysof growing business during challenging times. As part of aleadership development series, EEDC sponsored At the Speedof Trust by Stephen M.R. Covey at the Shaw ConferenceCentre in June. EEDC co-ordinated two best practicesmissions to Ontario in which corporate participants wereexposed to world-class manufacturers that have made greatstrides in productivity improvements.EEDC supported the heavy oil industry's National Buyer/SellerForum, which attracted 650 delegates from around the world,providing local companies the opportunity to sell into thein

"A pre-approved LMO or 'pre-approval to hire temporary foreign workers' is a process introduced by Service Canada for employers hiring foreign workers in occupations where the recruitment activities are 'prolonged and/or extensive'. Given the current pressure for workers, most of the occupations in the construction industry fall under this category. Pre-approved LMOs are used when the employer wishes to have an 'approval in principle' prior to starting the recruitment phase. It is important to note that pre-approved LMOs do not guarantee a positive Labour Market Opinion from Service Canada. LMOs are specific to a particular worker and the labour market situation at any given time. The actual determination of a positive LMO can only be made after the employee has been selected. If you have already applied for a pre-approval, you will only provide the worker-specific information once you have selected your worker. For employers who have not applied for a pre-approval to hire a worker, "

Skilled jobs will go to the lowest bidder worldwide. A decline in middle class pay and job satisfaction is only just beginning