Meeting the Challenges in Recognizing International Qualifications

1. Meeting the Challenges in Recognizing InternationalQualifications Metropolis Conference March 2014

2. Outline • Shared concern • Pathway to recognition in Canada • Implementing change: Initiatives and investments • Areas of improvement • Outstanding challenges • Success through collaboration

3. Internationally educated individuals are important for Canada’s economy • Canada is facing long-term labour market challenges, such as: • an aging population and low population growth rate; • higher skills and education required to meet labour market needs; and • regional and industry-specific labour and skills shortages. • Internationally trained individuals (ITIs) make a significant contribution to an innovative and highly productive economy when matched to jobs commensurate with their skills and experience. • Underutilization of ITIs’ skills and experience costing the Canadian economy as evidenced by the following challenges: • Securing employment is a challenge for recent immigrants; • Despite high levels of educational attainment, recent immigrants have weaker labour market outcomes than Canadian-born workers, including higher unemployment rates and lower earnings; and, • The relative labour market performance of each successive cohort of Canadian immigrants has also been deteriorating since the 1980s. • Immigrants are not contributing to the Canadian labour market and economy in accordance with their potential. • This underutilization of skills represents a huge annual economic loss to Canada, recently estimated between $4.1 to 5.9 billion per year (Conference Board of Canada).

4. Foreign qualification recognition (FQR) is a key part of Canada’s competitiveness • FQR is an increasingly important part of the immigration selection process because it assists: • Immigrants through an assessment of their education/credentials as part of selection (Federal Skilled Worker Program) • Employers understand the skill level of immigrants (potential employees); and • Governments in meeting respective labour market/economic objectives. • FQR is a provincial and territorial responsibility further delegated to regulators and presents a complex environment: • Nearly 500 regulatory bodies, multiple credential assessment agencies and post-secondary education associations. • Over 2000 regulated certificates, 200 regulated occupations, 300 trades (of which 55 are Red Seal trades). • Without effective recognition processes Canada risks: • Greater difficulties to attract and retain diverse and talented workers needed across the country • Lost economic gains from immigrant labour market participation. • Underutilization and waste of skills and talent • Compromised policy aims for economic integration of immigrants

5. Labour market integration challenges • Settlement outcomes survey: Concern with the lack of “employment fit” and underutilization of immigrants skills • Practitioners recognize the need for better systems in order to provide better advice and information. • BC’s 2012 FQR review identified “real” barriers that impede outcomes of ITIs: • Lack of information about licensure processes and labour market demand. • Lower English language skills. • Lack of Canadian work experience. • Gaps in technical knowledge, understanding of Canadian business practices, soft work skills and essential skills. • The review also identified “perceived” barriers that confirms they are indeed barriers (e.g. regulatory bodies are biased against particular source countries, costs, lengthy decision making and processing times). In order to maximize the effectiveness of FQR processes as well as the labour market participation of ITIs, strong and ongoing collaboration between key institutions and stakeholders is essential.

6. Pan-Canadian Framework for the Assessment and Recognition of Foreign Qualifications (Framework) Framework Target Occupations First Set • Architects • Engineers • Financial Auditors & Accountants • Medical Laboratory Technologists • Occupational Therapists • Pharmacists • Physiotherapists • Registered Nurses • Second Set • Dentists • Engineer Technicians • Licensed Practical Nurses • Medical Radiation Technologists • Physicians • Teachers (K-12) • The Framework shows steps that individuals move through, that are increasingly beginning before arrival in Canada. http://www.esdc.gc.ca/eng/jobs/credential_recognition/foreign/framework.shtmlhttp://www.esdc.gc.ca/eng/jobs/credential_recognition/docs/fcr_eng.pdf

7. Implementing change: Governments are working with key stakeholders to improve FQR processes and support ITIs Major initiatives and investments supported by the GoC • Launched an FCR Loans pilot project tohelp ITIs cover costs associated with the FQR process (e.g. exams, licensing fees, short-term, targeted bridge training). • The Canadian Council of Directors of Apprenticeship is working to streamline and make more consistent the FQR processes in the Red Seal trades. • Citizenship and Immigration Canada is transforming its economic immigration program through the Expression of Interest model to match skilled applicants with employers. • Settlement services aim to improve pre-arrival and employment supports for newcomers.

8. Provincialinitiatives and investments • Comprehensive provincial strategies on FQR to improve coordination and accountability (BC, AB, NS, MB). • Fair Registration Practice Legislation - Provincial Fairness Commissioners: continue work to improve registration practices and monitor outcomes for internationally educated professionals. • Ontario, Manitoba, Nova Scotia • Québec Commissaire aux plaintes • Provincial initiatives: • Atlantic Connection: IEHP coordination – SARTS (self-assessment readiness tools) • NS: Multi stakeholder coordination • ON: Extensive bridge programs • SK: Piloting trades initiatives • BC: Review and targeted investments • NB: Alternative Careers Transition Centre

9. Stakeholder initiatives and investments • Regulator consortia and shared standards • Environment of regulation: CNNAR • Examples • Pre-Arrival Tools: e.g. medical radiation technologists (creation of online exam preparation package to increase internationally trained medical radiation technologists' pass rates on national certification exam) • National Systems: centralized components: nurses (National Nursing Assessment Service), physicians, architects, physiotherapists, etc. • Harmonized Standards: e.g. accountants (CAs, CGAs and CMAs are working together to develop common practice standards including a flexible bridging programs for internationally trained accountants)

10. Progress on FQR is producing tangible results • Significant progress achieved under the Framework: • Partnerships developed with all 14 target occupations, allowing F-P/T governments to support positive change in regulatory FQR processes • Increased awareness among regulators about FQR - prompting & enabling change in the regulatory landscape • More fair, consistent, timely, and transparent FQR processes than five years ago • Assessment of credentials prior to candidates’ arrival in Canada is offered by many regulators • With the addition of the new target occupations and new emphasis on the trades, by 2015 the Framework will have targeted over 80% of newcomers intending to work in regulated occupations. • As of December 31, 2012, the Government of Canada’s FCR Loans pilotproject has issued over 1200 loans.

11. Ongoing challenges • Lack of “employment fit” and underutilization of immigrants skills and strategies. Effective strategies to match supply with demand given regional variation in labour market • Increasing complex systems and demands to have effective coordinated processes: interface of centralized/local services • Capacities in smaller centres, smaller occupations • Lack of shared measures of progress by occupation, as well as occupational and thematic research on gaps/issues to inform effective strategies • Sustainability and fit of gap/bridge programming to meet recognition requirements and lead to employment • Active involvement of employers in labour market integration of internationally educated professionals • Horizontal coordination: immigration, human resource planning, apprenticeship, settlement/integration, employment

12. Drivers for Change • Shared vision that change is needed to further strengthen labour market outcomes and meet economic growth objectives • Central to immigration, integration, labour market development and innovation goals • Smarter more comprehensive strategies that address the complexity of the file • Collaboration across governments and with stakeholders to address challenges: • Efforts to share work and build capacities • Greater alignment, enabling legislative and regulatory environment • Accountability and outcomes measurement

13. Future directions to advance FQR Governments are committed to continue improving FQR processes by: • Implementing the Framework to improve outcomes including work with current and new target occupations. • Aligning FQR with changes to the immigration system with a greater focus on labour market needs and pre-arrival tools initiated overseas (includes designating professional bodies to conduct educational assessment for immigration selection purposes). • Engaging employers to better understand their challenges, workforce planning strategies, recruitment and retention practices; and continue developing tools and initiatives to address their issues. • Working with key stakeholders to better work with resources and address gaps to guide future directions (e.g. public opinion research, workshops on national FQR processes, mutual recognition agreements, and alternative careers, following-up on studies regarding the labour market integration of ITIs). • Monitoring and evaluation of targeted initiatives and work to date to help inform governments and stakeholders on work going forward.