Three Ready To Work projects underway this fall

We have three Ready To Work projects starting this fall:

• Regina (started September 4)
• Lloydminster (started September 11)
• Saskatoon (starting September 24)

First of all, welcome to the 60 or so (we don't yet have a final count for Saskatoon) Ready
to Work participants! We're glad to have you in our STEC "family", and we hope that you'll keep in touch as you embark on your new careers. We always love to know how you're doing.

To the employers out there, if you're in a position to hire new workers, you'll be happy to know that this fall's Ready To Work participants will be perfect candidates that will be ready for employment in time for your busy Christmas holiday season.

Our Ready To Work participants learn the skills that employers look for in entry level recruits, making them ideal candidates for work in tourism, hospitality and remote camp occupations. The RTW program delivers practical classroom instruction; hands-on skills training; safety training, including WHMIS, first aid / CPR, SIRS and Food Safe; and on-the-job mentoring.

Our Ready To Work coordinator has a Facebook account that lets RTW participants keep in touch with one another and to connect with STEC. This is the easiest and quickest way to locate and communicate with many RTW graduates. Employers can use our Facebook profile to find candidates for entry level positions. Just "friend" Ready To Work STEC and post a status update with a link to your job posting.

Parliamentary Secretary announces youth funding in Saskatoon

This morning, Dr. Kellie Leitch, Parliamentary Secretary to Human Resources and Skills Development Minister Diane Finley, was in our Saskatoon offices to announce that the federal government was launching Calls for Proposals to deliver $50 million in funding for the Youth Employment Strategy.

STEC Manager of HR Development Darcy Acton,
Parliamentary Secretary Dr. Kellie Leitch, and
Tourism Saskatchewan Industry Development
Manager Ian McGilp pose for a photo following
Wednesday's announcement in Saskatoon.
(Photo: Service Canada)

We were happy to be part of today's announcement. STEC has been helping our province’s tourism and hospitality employers recruit, train and retain a professional, skilled workforce for more than 20 years.

For most of that time, Ready To Work – Tourism Careers has been an important component of our service delivery.

Since 1994, more than 40 communities and three thousand youth have participated in Ready to Work in Saskatchewan.

Graduates have found long-term rewarding careers, returned to school, and moved from front-line to supervisory positions.

In fact, of the 300 participants who went through the program last year, 80 per cent are still employed.

We're able to get those remarkable results because of the support we receive from federal programs such as those announced today, as well at the valuable support we receive from our provincial and community partners.

That support makes it possible for people from under-represented groups to make the transition from unemployment or under-employment to the workforce. In addition to tourism, a valuable contributor to our provincial economy, participants also find work in mining and other significant economic sectors.

We currently have four RTW projects running in Saskatchewan: Saskatoon, Lloydminster, Regina, and La Ronge.

Register early for Tourism and Hospitality Forum

The CTHRC sends the following reminder that early bird registration for the Tourism and Hospitality Forum ends tomorrow:

Tourism and Hospitality HR Forum 2012

FINAL DAY TO SAVE $100!

Register Now! Register by August 17th, 2012 and SAVE $100.00

October 2-4, 2012
Toronto Marriott Downtown Eaton Centre Hotel

The HR Forum has become a “must go” event for anyone involved in managing and developing people for the tourism sector - executives, managers, corporate trainers, educators and association representatives. With a focus on critical issues related to recruitment, retention, and staff development in these challenging times, this event provides an opportunity you won’t want to miss!

See full program

Summer Youth Internship winds down another successful year

The Saskatoon Industry-Education Council (SIEC) Summer Youth Internship Program, running July 9 to August 17, held its annual Celebration Luncheon at Marion Graham Collegiate in Saskatoon yesterday (August 15).
Congratulations to the 68 students and 50 businesses that participated in this year's program. Special thanks to Chili's Saskatoon and to The Rook and Raven for the three culinary interns they hired for the summer.

Traditionally, most interns are hired in the construction trades, but with cooks and other food and beverage staff increasingly in short supply, we're sure to see more restaurants participating by next year.

There's no better way to start preparing your future employees than by hiring them as interns while they're still exploring career options. And there's no better way to hire interns than by working with our friends and partners at SIEC, because of the preparation, support and workplace mentoring that is available to them.

The SEIC recruits Grade 11 and 12 students from the three school divisions in the greater Saskatoon area. STEC recruits food service employers to participate in the program.

SIEC Summer Youth Internships get cooking

The Saskatoon Industry-Education Council's Summer Youth Internship Program (SYIP) is underway. For the past three years, the program has included cook internships.

The paid internships run from July 9 to August 17. Now in its eighth year, the program attracts 54 companies mentoring more than 80 youth. These companies will have paid more than $900,000 in wages into this program since the start. At least 25 youth participants will also gain Apprenticeship credits which can be used towards graduation from high school, while other interns will also complete the Saskatchewan Youth Apprenticeship certificate. The highlight of the program is the Summer Youth Internship Celebration luncheon on August 15.

Historically, construction trades take most students, but for the past three years there has been growing interest to train future cooks as the hospitality industry faces a shortage of skilled labour.

Students get hands-on experience, allowing them to investigate career options. They get relevant experience, evaluations, specialized training, and job coaching. Employers can see how the students fit into their businesses, often keeping the students on the payroll after their internships end.

The SEIC recruits Grade 11 and 12 students from the three school divisions in the greater Saskatoon area. STEC recruits food service employers to participate in the program.

In fact, if you own or operate a restaurant or other business that prepares and serves food, perhaps you'd like hire an intern next summer. You'd be expected to pay the student at least minimum wage, providing valuable summer employment for your intern, but unlike hiring inexperienced staff off the street or through classified advertising, you and your intern receive SYIP support that includes Food Safe and other safety training and a job coach who helps the student integrate into your workplace.

The kitchen and operations manager at one popular Saskatoon restaurant and lounge, who hired his first intern last summer, said that "the program sounded like a really good opportunity for the student and for us."

Hiring high school students is a good place to start, he said, because they haven't developed any habits that might make them unsuitable for a particular employer. Last year's intern is still working at the restaurant.

How to keep employees during a labour shortage

Earlier in June, the Canadian Tourism Human Resource Council released its labour supply and demand study titled, The Future of Canada’s Tourism Sector. I posed a question on the STEC Facebook Page at the time. (If you're game for a little bit of fun, go visit our Facebook page before reading any further and try out the little quiz I posted there on June 6. In it, I've asked you to take a guess at rating the top non-wage benefits that help employee retention.)

This study quantifies the implications of long-term demographic and economic trends on labour supply and demand in Canada’s tourism sector, and outlines potential labour shortages over the next 20 years by industry, by province, and by occupation.

The CTHRC study warns of a looming 20-year labour shortage. Saskatchewan is among five provinces to be especially hard-hit, with a projected shortage equal to 1,227 full time jobs within a year. By 2030, that shortfall could rise to 7,396 unless businesses begin to act now.

In shortest supply: chefs, other kitchen workers, entry-level counter staff and housekeeping room attendants.

The report outlines strategies for tourism employers to improve their labour supply, including non-wage benefits that are most attractive to Canadian workers and that are most likely to help employers retain their workforce.

While preparing the report, the CTHRC surveyed 1,000 workers - employed or looking for employment - and asked them what non-wage goodies would either keep them with their current employers or entice them to work with one employer rather than another. The resulting 23 benefits - especially the top 10 - might surprise you. There's a different top 10 depending on whether or not you make over $100,000 a year, whether or not you already have a job, and how old you are.

For Canadians who are currently employed, here are the most important non-wage benefits keeping them with their current employer:

1. vacation time of more than two weeks.
2. health and dental plans.
3. short- and long-term disability benefits.
4. employee life insurance.
5. registered pension plan.
6. flex time/flexible hours.
7. formal professional development.
8. informal professional development.

In other words, if you're looking to retain staff, you should carefully consider providing these highly rated benefits to employees if you are not already.

In the middle are the non-wage benefits that might or might not matter to employees. These vary greatly in importance, depending on employees' current income and age! You'll need to do your homework and have a good understanding of your employees as individuals before you make decisions about these benefits:

• Group RRSP.
• Employee discounts/free services.
• Sales bonuses and/or commissions.
• Company car/mileage allowance.
• Profit-sharing plan.
• Maternity/parental leave.

At the very bottom of the list, of least interest to employees:

• cell phone/smart phone.
• fitness club membership.
• telecommuting/home-based work.
• on-site fitness centre.
• association memberships
• job sharing.
• tickets to events.
• bus or subway passes.

If you're currently putting most of your effort into those benefits at the bottom of the list, you likely aren't having much of an effect on employee turnover. That's not a good thing in the face of a labour shortage. Of course, if you're not doing anything on any of these lists, that's even worse!

I've been looking around at various employee recognition/retention programs that are offered to employers. Surprisingly, most "turnkey" programs focus on benefits at the bottom of the scale - the freebies, discounts, "perqs" and other stuff that employees don't particularly want or care about and that doesn't make any difference in helping employers retain their staff. These programs all but neglect the most important non-wage benefits near the top of the list.

A lot of employers subscribe to group benefit plans separately from other retention programs, and that's something that every employer should consider, no matter how big or small. But there's still a large gap in non-wage benefits that employers need for workforce retention. Professional development, whether formal or informal, is the biggest unfulfilled demand in most small to medium businesses, and it's one area where a little investment can pay out big results. It sounds complicated, but it doesn't have to be. It's basically a matter of making sure that employees are given the opportunity to develop the skills and knowledge to do their jobs and serve their customers well. It might mean helping employees earn professional certification as front line workers, supervisors or managers. It could involve encouraging employees to apprentice toward journeyperson in a tourism or other trade. It could be as simple as enrolling in half-day or day-long workshops in customer service, responsible liquor service, or sales techniques. Just as important as the training or development is the follow-through. Don't give your employees the tools to do their jobs better and give customers more satisfaction and then expect everyone to keep doing things the way they were always done.

As we get closer to a serious labour crunch, employers are going to have to take a much closer look at their retention practices. Hanging out a "help wanted" sign just won't help any more.

Sweet deal for VIC managers

Do you work in one of the 112 Visitor Information Centres located in towns and cities throughout Saskatchewan? Or, maybe you know someone who does.

If so, we'd like to remind VIC managers that they can download copies of emerit National Occupational Standards for Tourism Visitor Information Counsellor and Tourism Visitor Information Supervisor.

The standards are ideal for training and orientation. Developed by the Canadian Tourism Human Resource Council (CTHRC) with input from employers and workers, emerit standards make it easier for you to prepare your staff and volunteers for their roles in your operation. Trained staff help boost visitor satisfaction, generate more business in your community, and inspire word-of-mouth referrals.

If you don’t already have the current emerit National Occupation Standards, download your free copy today (or order a printed copy for your office for $45). In addition to Tourism Visitor Information Counsellor and Tourism Visitor Information Supervisor, you might also be interested in Tour Guide and Heritage Interpreter.

You can download the standards from the emerit website. Look for the link on the right-hand side of the page for the free download.

For Tourism Visitor Information Counsellor, for example, you'll get a 44-page PDF booklet that provides a general job description and outlines the key attitudes, knowledge and skills a person needs to do the job. It also covers subjects such as tourism awareness, the role of the tourism/visitor information counsellor, communications skills, interacting with partner agencies, office routines, safety procedures, assisting people with special needs, product and service knowledge, selling, and handling payments.

Free USB key for first 20 VICs to request one!

If you are one of the first 20 Visitor Information Centres to ask for one, we will send you a free STEC 1GB USB flash drive. Each two-tone, blue and metallic, folding USB flash drive is emblazoned with the STEC logo and comes already pre-loaded with the emerit National Occupational Standard for Tourism Visitor Information Counsellor. We only have 20, and when they’re gone, they’re gone. We’re sure you won’t want to miss out! If you work at a Visitor Information Centre, simply post a comment below this blog post. Be sure to include the name and address of your Visitor Information Centre, so we'll know where to send your flash drive, as well as a link to your website.

Millennials in the workplace

Join STEC for a Lunch and Learn Seminar, presented by Darcy Acton, STEC's Manager of Industry Human Resources Development

• Tuesday, June 5
• 11:45 a.m. to 1:00 p.m.
• Saskatoon, SK

Hiring: The Next Generation

From Baby Boomer to Gen X, employers have had to learn how to hire and motivate the best workers.

Now, the Next Generation, Millennial Generation or Generation Y, is joining the workforce.

This technologically savvy, socially active generation strives for work-life balance, with an optimistic view of the future.

Discover what it takes to woo and wow Millennials. Learn practical tips for hiring and inspiring a young, involved workforce.

Only $35/person

For more information or to register by phone: (306) 933-7186 or 1-800-331-1529.
Email stec.training@sasktourism.com
Registration deadline: Friday, June 1, 2012.

Why you keep showing up for work (hint: it's not because of the money)

Have you noticed that whenever you ask someone, "How are you doing?" the answer is always "Fine", or some variation of that? It's one of those automatic responses we all give, and all expect. You don't really give it that much thought. Workplace gurus and entrepreneurial consultants advise that the best answer is an enthusiastic "Fantastic!!" But, really, it's still the same automatic response. No one actually says how they're really doing (try it some time, just to see what happens).

If you ask people what they think motivates others to work, more often than not their response is automatic, too. They'll say, "money." Maybe they say that because it's what they've always heard, or maybe because they think it's what they're supposed to say. (Or, maybe they're hoping that saying so in front of the boss will land them a nice raise!) It's just one of those automatic responses. But, when pressed to think about it, most people know that money is a poor motivator.

Last month, the Canadian HR Reporter blog reported on research by PsychTests AIM Inc. (company news release), about what motivates people to do their best at work.

Here are the top five things that keep people motivated at work:

1. Being customer focused.
2. Having a challenging work environment in which you can achieve something meaningful.
3. Being able to inspire others.
4. Working in a company or field that provides identity and purpose.
5. Having fun, working in a position or corporate culture that is entertaining.

Number one on that list above is what strikes me as interesting, not because people think customer focus is important, but that it's more important than all the other motivators. That really shouldn't come as a surprise. Helping someone else achieve their goal is at the heart of a lot of human motivation. When you look at it that way, you see that value in all five of the motivators above: working toward a common purpose makes people feel like they are achieving something meaningful.

That doesn't mean money isn't important. It may not motivate people to do better, but poor compensation certainly motivates people to leave a job.

Think about tourism careers during Saskatchewan Tourism Week

Shearwater Tours,
Saskatoon

During an economic boom like the one Saskatchewan's experiencing, a lot of employers have trouble finding qualified workers. But right now, all across Canada, tourism employers are feeling the pinch of a national labour shortage. So, combine our boom with with a national labour shortage of tourism workers, right at the start of the busy summer tourism season, and you can see that tourism businesses in our province are going to have a really tough time finding workers.

Already, we're projecting a shortfall of about 1,600 people to fill tourism jobs this year. That demand for workers is only going to get worse, because travel and visitor spending is increasing faster than other consumer purchases, meaning even more tourism work for fewer tourism workers. For workers, this is a great time to be in tourism, because you can basically write your own ticket to a job.

That doesn't mean the work is easy - far from it, because international competition for travellers and customer expectations for service have never been higher - but there is no better time to find rewarding work and careers in tourism, especially in Saskatchewan. Take a gander over at our sister Saskatchewan Tourism Saskatchewan Facebook page or the Tourism Saskatchewan website to see everything that our province has for visitors. Our tourism businesses are among the best you'll find anywhere (they have to be, because people are able and willing to travel anywhere to get the experiences they want).

So, while things are looking pretty rosy for workers, businesses have to offer not only the kinds of experiences that can attract ever-more-discerning customers, but also nurture the kinds of workplaces that attract and keep the best employees. That's a tough challenge for everyone, and no business is in a position to be able to meet that challenge alone. We all have to pull together to develop a qualified and motivated tourism workforce, a workforce that's well trained and well rewarded for the contribution that everyone makes to our economy.

Keeping track of employee training needs

How do you know what training your employees need? How do you know if their training is up to date?

We'd like you to take a moment to give us your feedback about a simple, quick tool that we hope will make it easier for you plan and track your employee training. We're not asking you plan anyone's training, or asking you for any personal information. This is just a short survey to help us develop the planning tool.

The survey is designed for business owners, supervisors and managers. Please take a moment to visit this link and take the survey. Your feedback is important. http://www.surveymonkey.com/s/2JX8T5N

Nominate someone you know as "Tourism Ambassador"

I bet you know someone who makes a tremendous contribution toward tourism in Saskatchewan. Maybe it's someone who makes every customer feel like a million bucks. It could be a coworker who inspires professionalism among everyone in the workplace. Perhaps you know of an instructor who has made an outstanding contribution to tourism or hospitality education. We want to hear your suggestions for this year's "Tourism Ambassador" awards at the 19th Annual Saskatchewan Tourism Professional Recognition Dinners, June 11 in Saskatoon and June 13 in Regina. Nominations are accepted until Friday, May 11. Download the nomination form (PDF).

Nominations are open in each of the five industries that make up the tourism sector:

• Accommodations,
• Food & Beverage Services,
• Recreation and Entertainment,
• Transportation, and
• Travel Services, as well as
• Educator of the Year.

Nominees for an Ambassador Award must meet the following criteria:

• be Certified in a tourism occupation,
• be active in tourism,
• embody the values of Certification, and
• exhibit an ongoing commitment to professionalism in tourism.

Download the nomination form (PDF).

If you have any questions, please contact:

Lesley Welter
Saskatchewan Tourism Education Council
Suite 102, 202 Fourth Avenue North
Saskatoon SK  S7K 0K1
Phone:  (306) 933-7188  Fax: (306) 933-6250
Toll Free:  1-800-331-1529
Email:  lesley.welter@sasktoruism.com

Awards may not be given for all industries in every year. Last year's awards were presented for Accommodations, Recreation and Entertainment, Food and Beverage, and Educator of the Year.