Presentation to Job Connect College Sector College Conference Tuesday, June 5, 2007

1. Employment Ontario Integrating Ontario’s Employment and Training Network Presentation to Job Connect College Sector College Conference Tuesday, June 5, 2007 Durham College Oshawa, Ontario

2. Outline • Employment Ontario – Where we are today • Key Accomplishments • Employment Ontario – Where we need to go • Questions and Answers

3. Employment Ontario – Where we are today • As of January 1, 2007, the Labour Market Development Agreement (LMDA) transfers to Ontario $525M in annual federal Employment Insurance funding and over 500 staff to support the delivery of programs and services that help eligible clients return to work. • MTCU and Service Canada worked successfully on a number of fronts to support the effective transfer of programs, services and staff. • Under Employment Ontario, the transfer enhances Ontario’s capacity to harmonize and coordinate the design and delivery of labour market programs and services in Ontario.

4. Employment Ontario – Where we are today Key Accomplishments • LMDA is being implemented - Employment Ontario is launched (with a reach of 900,000 clients,14,000 agreements and a public investment of nearly $1 billion annually, a network of 1,200 third-party service providers) • Business continuity – transferred effected with no major disruptions in client services • Establishment of a robust regional delivery structure (with a network of 87 MTCU offices across Ontario) to meet new business needs • 2006/07 Employment Benefits and Service Measures (EBSM) expenditures are ‘on target’ at approximately 99% of the planned budget.

5. Employment Ontario – Where we are today A sample of other 2006-07 key LMTD accomplishments • Implemented the Rapid Re-employment and Training Strategy • Exceeded target of 23,500 new apprenticeship registrations in 2006/07 (25,469 new registrations) and introduced new trades • Exceeded public performance measure for Job Connect • Executed a significant ‘ramp-up’ of Academic Upgrading

6. Employment Ontario – Where we need to go Planning Horizon Re-Engineering Program/ Service Coherence Transformation Transfer Business Continuity to Individuals/ Service Providers Stabilization Integration-Alignment Effort Transition January 2007 March 2007 January 2008 March 2008 and beyond

7. Employment Ontario – Where we need to go Transition Projects Program & Policy Coherence Organizational Development Service Delivery Management Framework Channel Development 5. Classification Review 1. Implement Program & Policy Changes a) Classification Review of IT02 and CD03 b) Full Classification Review 11. Channel Strategies 2. Develop Mid-Term Initiatives a) Content Management Framework b) Voice Channel Integration c) Web enabled Tools a) Research & Innovation b) TES c) Employer Sponsored Training 6. Change Management Strategy 8. Service Delivery Model & Standards a) Internal Communications Strategy & Framework b) Implement Leadership Development Program c) Restructure Program Functions and Align HO and regional responsibilities d) Implement Training Plan 3. Develop Long-Term Policy & Program Strategy 9. Develop Access Strategies 12. Branding Implementation 10. Service Delivery Contract Mgmt 4. Program Evaluation 7. Workforce Realignment and Management Governance & Accountability 16.a. Internal Governance: Establish Business Planning Framework 13. Federal-Provincial Governance 14. Inter-ministry Engagement a) Post-LMDA Governance b) LMI protocol c) Audit & integrity protocol d) Manage financial relationship with Service Canada . . . 15. Formal Engagement of Stakeholders 16.b. Internal Governance bi) Treasury Board Report Back bii) Chart of Accounts Enterprise Management & Business Continuity 21. Scale up Contingency, Security & Disaster Recovery 22. Operationalize Financial Processes 17. Long-term System Solution a) Establish EI Section 25 Approval Process b) Integrated Budget and Forecasting Process c) Operationalize EBSM Forms & Tools d) Implement Family Responsibility Office Processes a) Federal systems interface b) Business Case development C) Secure External Access 23. Business Process Re-Engineering a) Continuity of Operational Plan b) Operationalize IM/IT processes c) Reassessment of Delivery Environment 18. Privacy Framework 24. Records Management 19. Accommodations Strategy 20. Controllership Review

8. Employment Ontario – Where we need to go Considerations moving forward include: • Consult with stakeholders to build awareness of Transition Phase. • Maintain coherence with the Promise of the Employment Ontario Brand. • Undertake a rapid build-up of organizational capacity and a re-focus on client service issues.

9. TCU is changing • The Ontario government has put developing Ontario’s people at the centre of its strategy for strengthening the province in the global marketplace. • TCU has an essential role to play in the development of Ontario’s people. • Our transformation will enable us to fulfill this role more effectively, by building on our strengths and allowing us to work as a more integrated whole. • The new organization is designed to balance excellence in program delivery with capacity to develop policies to boost human capital and improve employment outcomes.

10. Employment Ontario • Questions and Answers