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AG+R Annual Review June 2012

AG+R Annual Review June 2012. SECTION I. AG&R ANNUAL REVIEW. Community Hiring Snap Shot: Year to Year. Community Hires as % of Total Workforce. Retention to date. Apprenticeship enrollment. Overview: 6 years. Total hires: 201 (AG+R Financed Portfolio)

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AG+R Annual Review June 2012

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  1. AG+R Annual Review June 2012

  2. SECTION I AG&R ANNUALREVIEW

  3. Community Hiring Snap Shot: Year to Year

  4. Community Hires as % of Total Workforce

  5. Retention to date

  6. Apprenticeship enrollment

  7. Overview: 6 years • Total hires: 201 (AG+R Financed Portfolio) • Average tenure (all hires): 11 months • Average tenure current employees: 21 months • CHs as % of total workforce: 31% • % of current employees (CHs) enrolled in apprenticeship: 30% • % of all hires enrolled in apprenticeship: 14%

  8. SECTION II COMMUNITY HIRING – AUTOMOTIVE AFTER-MARKET SECTOR

  9. Network: Intro to Business Case Key challenges faced by business owners in the automotive after-market:

  10. Why it Matters? • Businesses that grow put more emphasis on the people side of the business • #2 industry challenge: Getting qualified new hires • Time management and technical skills of current staff list in the top 5 business challenges • Businesses that are likely to grow: hire apprentices, assess training needs using written or practical skills assessment, promote staff after training Performance Driven: Labour Market Opportunities and Challenges for Canada’s Motive Power Repair and Service Sector, CARS, 2009

  11. Community Hiring

  12. Financial Benefits Potential training subsidies for automotive apprenticeships through community service agencies: Visit Apprenticesearch.com for more details

  13. Benefits of Diversity /Inclusion • Higher Productivity • Lower employee turnover • New ideas and perspectives • Increased understanding of clients • Access to new markets • Enhanced corporate reputation

  14. Progressive Hiring + Onboarding = ↑ Retention • Competency based selection for entry level positions • New Hire orientation • Communicate performance and learning expectations • Structured Buddy / Mentor System • Structured training curriculum and milestones (investment in the employee and the business) • Use of skills assessment tools linked to training • Job creation, accommodation, job coaching

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