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( R E P O R T )

T H E A T L A N T I C

I M M I G R A T I O N

P I L O T :

L E A R N I N G A N D

S T R E N G T H E N I N G

T O G E T H E R

S e t t l e m e n t S t a k e h o l d e r

C o n s u l t a t i o n

February 12, 2019 (compressed due to weather conditions)Moncton, New Brunswick

An ARA I SA H o s t e d D i a l o g u e

Support and funding provided through

T a b l e o f C o n t e n t s

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BAC K G R O U N D

Workshop Goal

Learning Objectives

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k ey r e c o m m e n d a t i o n o u t c o m e s

Appreciation

Dialogue for Collaboration

Strengthened Relationship between Pre-Arrival Services and Atlantic SPOs

for Seamless Service Provision

Service Map and Info-Graphics

System Navigators

Employer Awareness

Cultural Competency Training

Focus on International Students in Atlantic Canada

Evaluation of the AIP

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R e a c t i o n L e v e l E v a l u a t i o n 17

R E C O M M E N DAT I O N S F O R E VAL UAT I O N 18

THE AIP: LEARNING AND STRENGTHENING TOGETHER

P R E F A C E

The value of convening a highlyparticipatory consultation such as TheAtlantic Immigration Pilot: Learning andStrengthening Together workshop is thedirect inclusion of diverse voices andopinions. Verbal and writtenrecommendations are captured as stated orrecorded. This noted, on occasion stated orwritten recommendations may include theinaccurate use of acronyms,process/organizational names or concepts. Inwriting this summary report, every effort hasbeen made to represent the verbal or writtencomments as close to original as possible.When an error has been noted, the authorsof the report have adjusted the language,but ensured that the integrity of themessage is maintained.

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B A C K G R O U N D

The Atlantic Immigration Pilot (AIP) is an innovativeimmigration program that is piloting a uniquepartnership model between Immigration, Refugees andCitizenship Canada (IRCC), the Atlantic provinces, theAtlantic Canada Opportunities Agency (ACOA), employersand settlement service provider organizations. The Atlantic Region Association of Immigrant ServingAgencies (ARAISA) on behalf of IRCC, convened ameeting with designated service provider organizations(SPOs) who deliver settlement services (including pre-arrival services) to eligible clients under the AtlanticImmigration Pilot, provincial and federal governmentrepresentatives, and other stakeholders. The meetingwas originally planned for one and a half days, onFebruary 12th and Wednesday, February 13th, 2019.Unstable winter weather conditions forced an immediateon-site decision to compress the workshop into one veryfull and demanding day. This workshop compression didnot seem to impact negatively the outputs of theworkshop. Participants came together with focusedenergy and collaborated to “get the work done”. Thismeeting was a follow-up to a prior meeting held in April2018 in Halifax, Nova Scotia. The meeting focused onsettlement aspects of the AIP, to help share bestpractices, identify ongoing or additional gaps, and bringforward further recommendations for improvement.

THE AIP: LEARNING AND STRENGTHENING TOGETHER // 04

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W O R K S H O P G O A L

1. To review the outcomes, recommendations andorganizational responses to the April 2018 consultation.2. To update information on program results andevaluation process.3. To share specific and relevant experiences focusingon the settlement aspects of the AIP that highlight bothwhat is working and gaps.4. To discern good practices for the settlement aspectsof the AIP, and how these may be strengthened oradapted in responding to existing gaps.5. To state key recommendations for the AIP, IRCC, theProvinces and the settlement and integration sector todeliver a effective and sustainable program.

L E A R N I N G O B J E C T I V E S

To build a shared understanding of key strengths(and areas requiring strengthening) of thesettlement aspects of the AIP to deliver aneffective and sustainable program.


K E Y R E C O M M E N D A T I O N

O U T C O M E S

This summary report highlights keyrecommendations. It is hoped that the thoughtfulcontributions and recommendations of overeighty AIP stakeholders may further inform andstrengthen the direction of the AtlanticImmigration Pilot. Various methods were usedthroughout the day to draw out common themesaround what is working well, what requiresmonitoring, and what needs strengthening orattention. The following recommendations arebased on what emerged.

THE AIP: LEARNING AND STRENGTHENING TOGETHER // 06©

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A P P R E C I A T I O N

Dialogue-based sessions like this service providerconsultation “bridge the gap”. As reflected in theevaluation conducted at the end of the workshop,participants highly appreciated the participatory designand facilitation of the event. Of note, participants valuedIRCC’s responsiveness to previous recommendations andconcerns. This was stated several times.

THE AIP: LEARNING AND STRENGTHENING TOGETHER // 07©

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D I A L O G U E F O R C O L L A B O R A T I O N


Participants arrived well informed, ready for shared andparticipatory dialogue leading to enhancing the AtlanticImmigration Pilot. Biannual dialogue-based workshopsare recommended. These opportunities result in concreterecommendations to strengthen the technical aspects ofthe AIP, but equally important, they afford an opportunityto strengthen the relational and functional aspects ofeffective programming. The consultation workshop offered an open opportunityfor reflection. AIP stakeholders confirmed that thesuccessful integration of clients and effective support byemployers requires cross-sectoral collaboration thatensures clarity of roles and responsibilities as well assharing lessons learned and good practices. It was notedseveral times and in several places that the inclusion ofAIP clients and employers (including industryassociations), and the perspective of municipalities,would contribute significantly to the dialogue forlearning.

DIRECT RECOMMENDATIONS FROM PARTICIPANTS

Keep talking! Conferences such as this one, for example,are amazingly informative in terms of inspiring discussionamong front line SPO staff.

"3C’s – constant,collaboration andcommunication."

"Education and clarity of process forall involved - government, employers,SPOs, candidates."


"More dialogue. Communication between all partners strengthens our mission. Timespent sharing info, practices, service models, perspectives and approaches, is morevaluable than we originally realized. Keep getting partners together."

"Develop stronger communication between clients, employees, government,immigrant serving agencies, municipalities. When we know people’s needs andchallenges, we can do more to help."

"Invite AIP newcomers and designated employers to such meetings to share withus their stories and challenges to know what could be done better. Not to be leftout of the process."

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S T R E N G T H E N E D R E L A T I O N S H I P B E T W E E N

P R E - A R R I V A L S E R V I C E S A N D A T L A N T I C

S E T T L E M E N T S E R V I C E P R O V I D E R

O R G A N I Z A T I O N S F O R S E A M L E S S S E R V I C E

P R O V I S I O N

Although the brief afternoon panel presentation anddiscussion with national pre-arrival settlement serviceswas well received and insightful, evaluative dataindicates it remained at a “high-level”. Moreopportunities to deepen the discussion on how toeffectively work together to ensure successful integrationwould be helpful. It was noted that there may be a gap inthe AIP client/employer understanding of what realsettlement requires, and what is available in response.This is particularly relevant during the initial integrationperiod. There needs to be a strengthened awareness andcapacity to access settlement support before problemsarise. Further dialogue to strengthen the relationshipbetween pre-arrival and domestic settlement serviceprovider organizations to ensure a seamless line ofservice is recommended. Ensuring that up-to-dateinformation on local services is available in each of thefour Atlantic provinces, and particularly for smallercentres within each province, would be helpful to thoseproviding pre-arrival services. Discussion during the Pre-Arrival Services sessionsuggested the development of an interactive “map”(perhaps as an application) might be useful for allstakeholders of the AIP. This might support a broadercoordination function.



"Strengthen the relationship betweenpre-arrival and local SPOs."

"Interactive map of Canada to identifynational SPOs, local SPOs,communities. They should worktogether to make immigration easierfor immigrants and employees."

"Take away - pre-arrival SPOs tocoordinate with each other onconnecting with domestic SPOs. In theworks with new ‘coordinator’ function."

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Recommendations: 1. provincial governments to be closelyconnected and involved with SPOs and the AIP process. 2. More communication with pre-arrival providers and post-arrival.

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S E R V I C E M A P A N D I N F O - G R A P H I C S


As collaboration strengthens, so does the requirement tocommunicate effectively and be accessible to allstakeholders of the AIP. The development of aninteractive and accessible “map” (as a web-basedapplication) of key national and regional stakeholdersmight be useful for all, and might support a broaderdesired coordination function. Additionally, a repositoryof frequently used templates and key messages would bevery useful and would ensure consistency across the AIP.


Develop a comprehensive service map that is interactiveand includes info on all services and players involved withthe AIP.

"Recommendations: IRCC should provide all SPOs with consistentmessaging that they can use to provide a better client experience. Sharecommunication tools and ideas in a central repository templates guide -info graphs to be singing the same song."

S Y S T E M N A V I G A T O R S


Complementary to the recommendation to develop aservice map and appropriate info-graphics, is therecommendation to fund the role of AIP “navigators”.Navigators would provide the initial entry-point for clientand employer questions or concerns, and ensure thatclients are aware of their rights and the supportsavailable not only for the Principal Applicant (PA), but fortheir families as well. They could assist employers incarrying out their roles and responsibilities, and closethe loop by alerting SPOs when the PA receives residencystatus.


AIP Navigators: referral service to help the players navigatethe system. Requires a combination of federal andprovincial funding.

"Strengthen employer support since it is an employer-driven program.IRCC should provide more support to settlement service providers throughmore funding. IRCC could prescreen application for completeness uponreceipt of the documents and then return back to the applicants whenthey notice any missing documents, rather than waiting 3 months."

E M P L O Y E R A W A R E N E S S


There is concern as to how well employers mayunderstand the role of settlement service providerorganizations and the supportive role they are able toprovide towards the effective integration of eligibleemployees. It is recommended to increase awareness ofthe value of these existing services, while alsostrengthening the capacity of employers, particularlythose representative of small and medium-sizedenterprises.


Employers need to receive support on the process -application process, preparation for the program,settlement services.

"Employers should be required torefer their new AIP employee tothe settlement SPO in theircommunity immediately afterarrival (within the first few weeksthat they are here)."

"Employer education – clarifyexpectations, process, awareness ofnewcomer needs, knowledge of AIPand immigration, more collaborationwith SPOs."

"Greater connection withemployers identifying needs, gaps,and opportunities to supportthem."

"At first contact, the client should beasked if they have received pre-departure services - if not, identifywhy."

C U L T U R A L C O M P E T E N C Y T R A I N I N G


During the one-day workshop, reference to culturalcompetency training was frequently raised (althoughthere may be a need to define the parameters of whatcultural competency training might look like). There is astrong recommendation that employers and theiremployees, as well as the client themselves, undertakeculture competency training to ensure a welcoming,inclusive and effective workplace.


Make employer guidelines/responsibilities mandatory.Involve SPOs directly in employer education.

"Make cross-cultural training mandatory."

"Require a face-to-face meeting between SPOs and employers (with the rightpeople from HR departments) to discuss challenges and how to jointly overcomethem. Develop a success plan of clients that will actually support the employer’sbottom line. Need a process for meaningful SPO and employer dialogue to haveclient at the center."

F O C U S O N I N T E R N A T I O N A L S T U D E N T S

I N A T L A N T I C C A N A D A


It is recommended to continue to find ways to connectwith Atlantic-based international students to ensure theyare aware of the AIP. Strengthening retention of thistalent pool has many advantages, as most internationalstudents will have already made many of the adjustmentsthat will facilitate their integration into the workplace.

E V A L U A T I O N O F T H E A I PWorkshop participants welcomed the well-presented IRCCframework for evaluating the AIP. This provided anopportunity for IRCC not only to share current andintended approaches, but also to gather feedback fromparticipants. There was a stated desire to be keptinformed of and involved in the evaluation process. Participants noted the importance of gathering evidencefrom the many diverse stakeholders that are essential tothe success of the program, as well as cross-referencingavailable comparable data from other sources (e.g. ESDC,Statistics Canada, etc.). While the ultimate success orfailure of the AIP will be determined based on overallaggregated data, there was an acknowledgement of thecomplexity of measuring employment and retentionoutcomes. The importance of comparing ‘apples toapples’ (e.g. community size, type of job, rates ofremuneration, family status, those who accessed theprogram from within Canada versus from outside ofCanada, access to settlement supports and culturalcompetency training, etc.) was underlined on severaloccasions.

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R E A C T I O N L E V E L E V A L U A T I O N

LEVEL OF SATISFACTION WITHTHE AIP CONSULTATION

At the conclusion of The Atlantic Immigration Pilot: Learning andStrengthening Together. Service Provider Organization Consultationparticipants were invited to complete a short written reaction levelevaluation. A compilation of responses is held with ARAISA. Summaryresults from 45 responses from SPOs indicate:

(1=Not Satisfied, 10=Highly Satisfied)

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LEVEL OF USEFULNESS OFTHE AIP CONSULTATION(1=Not Useful, 10=Highly Useful)

“Connecting with pre-arrival and domestic SPOs was very beneficial.”“Missing the perspective of clients and employers in the room.”

“Very informative and should be conducted frequently.”“Participatory approach increased engagement of attendees. Great job!”

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R E C O M M E N D A T I O N S

F O R E V A L U A T I O N

ARAISA has convened two participatory consultationworkshops with an explicit goal of strengthening ashared understanding of key strengths (and areasrequiring strengthening) of the settlement aspects ofthe AIP to deliver an effective and sustainable program.At the conclusion of these workshops, written reactionlevel feedback indicates the high value AIP stakeholdersplace on these AIP learning focused events. Collaborative and multi-stakeholder learningstrengthens a shared vision of, and commitment to, asuccessfully implemented AIP. Learning together in aninclusive environment with diverse representationenhances systems thinking and analysis. This generatesspecific recommendations that can be supported bystakeholders at large. Ultimately, this contributes to theeffective functioning of a complex, inter-provincial pilotand consequently to the achievement of results. It is requested that as the IRCC evaluation strategy isdeveloped for the AIP, consideration be given toevaluating the role of ARAISA in convening a series ofstrategically focused workshops and the difference thishas made to the success of the AIP.


It is heartening to see we are all sharing the samesuccesses and the challenges. If we are all facing

them together, the challenges should be easyenough to fix.

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©ARAISA

– Meeting participant

Thank you to all those who contributed!

3&1035 5)&5-/5*$ *..*(35*0/ 1*-05 -&3/*/(/% 453 ... - araisa€¦ · citizenship canada...

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3&1035 5)&5-/5$ ..(350/ 1-05 -&3//(/% 453 ... - araisa€¦ · citizenship canada...