Background and Description
The urban issue is one of the principal concerns of all Aboriginal stakeholders, and especially of the Chiefs. In the early 1990s, two urban administrative structures were set up, one in Quebec City and the other in Montreal. To optimize services for all Quebec’s First Nations clients, the First Nations Human Resources Development Commission of Quebec has been asked by the Chiefs to restructure the services available to urban clients.
Implementation of the Urban Strategy has required standardization of procedures, the production of a guide to harmonize the processing of requests for assistance, and the creation of urban service delivery points to work in partnership with local First Nations commissions.
One of the qualities required of the new strategy is clarity regarding the accountability of government authorities under the labour market agreement between Human Resources and Skills Development Canada (HRSDC) and the Assembly of First Nations of Quebec and Labrador (AFNQL). It is vital, under this authority, for the FNHRDCQ to be able to implement decisions concerning the provision of services and measures within a more standardized, unified framework.
urban employment and training service delivery points
The urban employment and training service delivery points, known as the First Nations Human Resources Development Services (Montreal, Quebec City, Sept-Îles and Val-d’Or) are part of the Urban Strategy developed by the First Nations Human Resources Development Commission of Quebec, in accordance with the framework agreement signed by the AFNQL and HRSDC.
The mission of the urban service delivery points is to determine the employment and training needs of Inuit and First Nations clients living in urban areas, to meet those needs, and to ensure that urban clients are able to integrate the labour market.
The vision of Aboriginal human resources development is focused on a client approach and high quality services. To achieve the goal of labour market integration or reintegration, it is necessary to identify the client’s true needs. Investments in the development of human resources are vital to achieve continuity in adapting to labour market changes. One of the fundamental principles underlying the urban service delivery points is to enhance the value of manpower, and to achieve this the responsibility for employment training and development must be shared by all potential partners in the community.
We invite you to contact the urban service delivery points concerned for further information on their operations and procedures before submitting your application.
Mission
To offer employment and training programs and services to urban First Nations, Inuit and Métis clients, to assist and support their integration into the labour market.
Vision
To develop and promote our human resources to strengthen our future.
Values
Services (Measures)
A. SUPPORT AND GUIDANCE MEASURES
A1 To acquire relevant information on the labour market and educational community in order to identify the services and means that will allow the client to integrate the labour market (documentation centre, job bank, Internet, job postings, educational and professional information, etc.). Mobility assistance during the job search.
A2 Provide the client with professional services that will allow him or her to establish job integration strategies (counselling, guidance counsellor, information session, job search techniques, etc.).
A3 Support and develop approaches aimed at adapting or preparing innovative methods of improving a situation through research, surveys, reports, specific mandates, development strategies, etc.
See details about Support and Counselling Measures
B. TRAINING AND DEVELOPMENT MEASURES
B1 To allow clients or groups of clients to acquire vocational skills related to a given job.
B2 For adult clients who wish to:
B3 This measure is intended for clients with jobs who need to enhance their skills in order to remain competitive on the labour market.
Also allows employers to train new employees.
See details about Training and Development Measures
C. EMPLOYABILITY MEASURES
C1 Provide employers with incentives so that clients can integrate the labour market and acquire experience.
Offer individuals an opportunity to acquire work experience with employers while receiving supervision from competent staff.
Provide young people who have difficulty in finding a job with access to personal and vocational development programs, job skill development and work experience by taking part in projects, workshops, etc.
C2 Is to help clients wishing to start small businesses, normally during the first year of operations.
See details about Employability Measures
SUMMER CAREER PLACEMENTS
To enable young people to acquire work experience relevant to their field of study.
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