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Performance reviews corrupt the system by getting employees to focus on pleasing the boss, rather than on achieving desired results. And they make it difficult, if not impossible, for workers to speak truth to power.

performance preview. Instead of top-down reviews, both boss and subordinate are held responsible for setting goals and achieving results. No longer will only the subordinate be held accountable for the often arbitrary metrics that the boss creates. Instead, bosses are taught how to truly manage, and learn that it’s in their interest to listen to their subordinates to get the results the taxpayer is counting on.

Instead of the bosses merely handing out A’s and C’s, they work to make sure everyone can earn an A. And the word goes out: “No more after-the-fact disappointments. Tell me your problems as they happen; we’re in it together and it’s my job to ensure results.”

if the new normal was slow growing employment, the new new normal is a slow growing labour force. Put the two together and the unemployment decouples from the overall health of the economy. Why? Perhaps the Great Recession has permanently diminished work opportunities for big swathes of the work force, in particular prime-age men. Perhaps America is now experiencing an echo of what older Europe and Japan already have: a demographically driven slowdown in potential growth. Or perhaps it’s one of those temporary statistical mysteries that will disappear soon.

killed temporary foreign workers certified in Alberta’s optional trades can now apply directly to the government for permanent residency instead of having to apply with their employers, the province announced

Alberta is allowed to nominate 5,000 people. With limited numbers, Alberta’s focus will be on nominating people who currently work in permanent jobs

“We have to make sure we are ready for the coming labour shortages as economies around the world are competing for the same skills and the same people. This change will allow Alberta to nominate the most qualified and experienced tradespeople working in occupations that are needed in Alberta.”

emphasised the difference between routine and non-routine tasks. Many middle-skill positions—like factor line worker or back office clerk—are of the routine sort that can easily be either offshored or replaced by robot or computer programme. At either end of the skill spectrum, however, are a range of non-routine tasks—like design (at the high-skill end) or janitorial (low-skill) work. Employment opportunities for these positions have risen.

a key question is: what becomes of middle-skill workers? Do they find new work? As low-skill employees? And what does that do to the national income distribution? Thankfully, policymakers in Washington are debating these questions carefully and preparing a range of sensible responses. Right?

Canada's oil patch is scrambling to bring back foreign workers, desperate to avoid a repeat of the labour crunch that clobbered the industry three years ago.

In 2008, oil sands capital spending hit about $18-billion (Canadian). Projections by Calgary-based investment dealer Peters & Co. suggest industry will surpass that level by next year. By 2014, the firm forecasts capital spending will exceed 2008 levels by nearly 25 per cent.

The Alberta government says the province will be short 77,000 workers in the next 10 years. The Petroleum Human Resources Council has predicted up to 130,000 new workers will be needed in the coming decade, both to staff new jobs and replace retirements.

Productivity in Canada’s cities lags city regions globally

The Institute reports that Canada’s GDP per capita – a measure of the value created by workers and firms in Canada from the human, physical, and natural resources in the country – trailed the US by $9,500 or 17 percent in 2010

Canada’s lower productivity as the key challenge in closing this prosperity gap. “Canadians are among the leaders in developed economies in work effort, hours worked per person, but we are laggards in creating economic value per hour worked

Results Only Work Environment (ROWE).

ROWE is a management strategy espoused by companies like Best Buy where employees are paid for results – and have complete control over their schedules. The idea is that employees do what they want, when they want. The company isn’t concerned with when or where the work gets done, as long as it gets done. Think of it as extreme weisure where all that matters is results.

What is a Next City™? Next Cities™ are places with the assets and amenities that attract and retain a young, educated work force. They have bustling city centers, walkable neighborhoods, diverse career opportunities, and vibrant art and music scenes. In 2008, NGC surveyed young professionals in eight cities. These interviews and focus groups with members of the next generation revealed that they choose where to live based on the following seven indexes, listed in order of importance:1. Cost of Lifestyle: Young professionals are just getting started in their careers, and affordability is key. This index includes variables in the national cost of living index, which encompasses a roof over head, food on the table, clothes on the back, and a warm bed at night. 2. Earning: High school guidance counselors tell students that they’ll have between nine and eleven careers in their lifetime. The earning index measures the diversity of employment opportunities, the percentage of jobs in the knowledge-based sector, and average household income.

3. Vitality: How “healthy” is a city? This index measures air and water quality, green space, and a city’s overall health (e.g., obesity, life expectancy, etc.). 4. After Hours: There’s more to life than work. This index counts the places to go and things to do after work and on weekends. 5. Learning: Is the city committed to high quality education for all of its citizens? This index includes measurements related to educational opportunities and expenditures, educational attainment, and accessibility of Wi-Fi hotspots. 6. Around Town: How easy is it to get to where you want to go in a city? This index measures a city’s walkability, airport activity, commute times, and mass transit opportunities. 7. Social Capital: Great talent comes in every race, creed, and color. This index accounts for how open, safe, and accessible your city is to all people. It includes measures of diversity, crime rates, and civic engagement (e.g., voter participation, volunteerism). Jane Jacobs actually coined the phrase “social capital” in The Death and Life of Great American Cities.

When you were a kid, could you, your teachers, or your parents imagine your current job? Plenty of us go to work every day in careers that didn't exist when we were in grade school. How can schools set the next generation up for success when we don't have a clear picture of what the jobs of the future will be? The growing consensus is that we need to shift schools toward to fostering creativity and conceptual thinking abilities, and a new project called Imagination: Creating the Future of Education and Work wants to help educators figure out how to do it. 

Services sector downsized 13,000 to15,000 positions during the downturn - more than any other secto

Approximately 70% of the Services sector's workforce is located in the field where workers need to be prepared to work in all weather conditions and may be away from home for long periods of time.

Oil and gas key operating areas tend to be in hard-to-recruit locations such as remote areas and regions with low population densities.

Eligible occupations will include electricians, welders, heavy-duty equipment mechanics, and pipefitters, among others

GOVERNMENT OF SASKATCHEWAN SUPPORTS LABOUR RECRUITMENT MISSION TO IRELAND Premier Brad Wall and Advanced Education, Employment and Immigration Minister Rob Norris will participate in a labour recruitment mission to Ireland in March 2012. The delegation will be comprised of Saskatchewan employers and supported by the Government of Saskatchewan. Immigration staff will support employers who are actively making job offers in Ireland at career fairs in Dublin (March 3-4) and Cork (March 7) where more than 9,000 qualified candidates in fields including trades and construction, engineering and health sciences are expected to attend. "The New Saskatchewan offers jobs, a high quality of life, and a welcoming environment to newcomers," Wall said. "We look forward to telling our story in Ireland. Immigration is helping sustain our economic momentum and enriching our cultural diversity." "There is a tremendous pool of qualified people in Ireland who are actively seeking opportunities abroad," Norris said. "The Irish Economic and Social Research Institute estimates 75,000 Irish are expected to emigrate in 2012 as unemployment in the country continues to rise. This mission will connect Saskatchewan employers with qualified candidates who are seeking to emigrate." Twenty-two employers have committed to participating in the mission with more than 275 vacancies on offer. Candidates who receive an offer of employment will work with immigration officers to apply to the Saskatchewan Immigrant Nominee Program (SINP). "With a record of economic growth, and one of the lowest unemployment rates in Canada, Saskatchewan is a place of opportunity," Norris said. "And we welcome these newcomers to discover the Saskatchewan advantage." -30- For more information, contact: Richelle Bourgoin Advanced Education, Employment and Immigration Regina Phone: 306-787-8153 Email: richelle.bourgoin@gov.sk.ca

a three-day course organized by Alberta Oilfield Employment Solutions. Based in Red Deer, Alta., the two-man company provides basic training for workers wanting to enter the job-rich oilpatch.

The company provides a crash course in oilpatch safety and basic knowledge. For instance, the course covers standard first aid and mandatory training on working around hydrogen sulfide gas. Students also learn what coil tubing is, and the difference between a drilling rig and a service rig.

$995 the course isn't cheap

Canadian Language Benchmark Language Standards As of July 1, 2012, most applicants for semi- and low-skilled occupations under the PNP program will be required to first take a language proficiency test and obtain a minimum standard of CLB 4 across all four categories: listening, speaking, reading and writing. The CLB is the national standard used in Canada for describing, measuring and recognizing the English language proficiency of adult immigrants and prospective immigrants for living and working in Canada. It provides a descriptive scale of communicative proficiency in English as a second language, expressed as benchmarks or reference points. The NCLC are used for assessment of French language proficiency. CLB 4 is considered “Basic Proficiency” and means that an individual being tested who “meets” CLB 4: can communicate basic needs and personal experience; can follow, with considerable effort, simple formal and informal conversations; can read a simple set of instructions, plain language; and can write short messages, postcards, notes or directions. Applicants must provide valid results from a language test administered by a designated testing agency to Citizenship and Immigration Canada. The acceptable tests are: the International English Language Testing System (IELTS) General Training; the Canadian English Language Proficiency Index Program (CELPIP-General); and the Test d’évaluation de français (to test proficiency in French). No other evidence of language proficiency will be accepted.

Description of each level of proficiency Use the following chart to assess your proficiency. Follow the links for a description of each level of proficiency. Proficiency Level Ability Speaking Listening Reading Writing HIGH: You can communicate effectively in most social and work situations. Speaking: High Listening: High Reading: High Writing: High MODERATE: You can communicate comfortably in familiar social and work situations. Speaking: Moderate Listening: Moderate Reading: Moderate Writing: Moderate BASIC: You can communicate in predictable contexts and on familiar topics, but with some difficulty. Speaking: Basic Listening: Basic Reading: Basic Writing: Basic NO: You do not meet the above criteria for basic proficiency. Does not meet Basic Level. Does not meet Basic Level. Does not meet Basic Level. Does not meet Basic Level.

If you are a temporary foreign worker or a foreign student who graduated in Canada, you often have the qualities to make a successful transition from temporary to permanent residence. You are familiar with Canadian society and can contribute to the Canadian economy. You should have knowledge of English or French and qualifying work experience. Applying to stay in Canada permanently in your case is simple. You can do this under the Canadian Experience Class. All the guides, information and forms you need to apply are included here. Before you apply, make sure you get to know the requirements and current application procedures. After you apply, make sure you return to this website to find out about the steps that follow.

Employer-driven recruitment and nominee selection processes place serious limitations on the opportunities to address foreign workers’ employment-related insecurities through the PNPs

PNPs act less as a “response” to the problems of temporary status and more as a extension of existing trends

Manitoba have innovated significant legislative reforms and promoted third-party participation in order to correct some of these imbalances, Ontario should also consider alternative models for provincial economic immigration, with the overarching goal being to reduce employers’ reliance on TFWPs and to put decision-making power back into the public hands.

In 2010, over 36,000 people entered Canada under the PNP. And in 2012, Citizenship and Immigration Canada (CIC) intends to welcome up to 45,000 people under the PNP. These totals include nominees, spouses and dependents. This is seven times more people than came to Canada under the PNP in 2004.

In the fall of 2010, the Council of Atlantic Premiers expressed concern that current federal immigration policies do not serve the present and future needs of the Atlantic provinces and they called on the federal government to remove the caps on PNP nomination certificates.

Nova Scotia wants to double immigration, and hopes to issue 1,500 certificates per year by 2020.

Between 2005 and 2009, Manitoba received 13,089 immigrants through the provincial nominee program, nearly 40 per cent of the 33,722 nominee immigrants who landed in Canada in those years. Alberta, with 14 per cent, was a distant second.

Although immigration falls under federal jurisdiction, Ottawa has signed agreements to let provinces and territories establish criteria for, and seek out, immigrants to fill a province's specific economic needs. Manitoba was the first to sign such an agreement in 1996 and has been the most successful at using the program.

In Manitoba, where the provincial government has touted the nominee program as one of the saviours of the provincial economy, nominees are far more likely to be poor and working below their skill level than in other western provinces.