Monday, June 2, 2008

Workshop Series A- 9:45am- 10:45am

A1- Starting with the End in Mind: Integrating Planning and Evaluation - Part 1 of 2 (Senior Educator)

Donna Robbins, Cathy Keates- York University, Career Centre

As interest in (and pressure for) greater accountability and better measures of quality in student services increases, career centres are struggling with how to integrate evaluation smartly and efficiently into their operations. Learn how to build a culture of evaluation, accountability, and constant improvement by making outcomes paramount, designing programming around them, and building â..use-focusedâ. evaluation into your daily operation. This structure integrates program planning and evaluation to not just improve your measurement, but enhance and direct your program planning at the same time. See how it has improved clarity and results at the York University Career Centre. At last yearâ..s national conference there was great interest in a presentation from the University Career Centre Metrics Working Group (which York is a member of) about evaluation. This proposed presentation is in many ways a follow up from the core ideas presented by the working group last year.

Objectives:

learn about a method for program planning and evaluation in career centres.
understand the links between program planning and evaluation.
apply the method to a scenario of interest to participants.

Donna Robbins has been the Director of the Career Centre at York for over 10 years. In this role she has led strategic planning, program renewal and growth. Awarded the 2004 CACEE Award of Excellence for the innovative Career Cyberguide, Donna continues to forward her teamâ..s efforts in supporting student success through evaluation and program innovation.

Cathy Keates, Special Projects Coordinator, has been immersed in evaluation as a member of the University Career Centre Metrics Working Group and as lead for evaluation at the York Career Centre. She sits on the Board of Directors for Contact Point and has held positions on the executive of the Canadian Career Information Association.

A2- Faculty Relations â.. A New Paradigm of Collaboration Part 1 of 2 (Educator)

Carol Naylor, Norma Wieland- University of British Columbia

Do you want to increase your ability as a centralized career centre to offer relevant, customized services to students in diverse Faculties across your campus? Do you recognize the advantages of embedding career education within studentâ..s familiar learning communities ie. their major of study, but feel too under-resourced to make it work? At UBC, a new paradigm of collaboration between the Faculty of Arts and centralized units in student affairs â.. including UBC Career Services is breaking new ground. The focus is on working with students through their majors and embedding career education within their academic pursuits. It doesnâ..t necessarily mean new programs, just a different approach. Come and hear our story and strategies and help us continue to redefine the way Career Centres and Faculties can work together to best serve students.

Objectives:

Explain the advantages of embedding career education within studentâ..s academic pursuits and their major of study.
Describe the components of effective collaboration between Faculties and centralized Career Centres
Identify possible new models of collaboration between your career centre and Faculties on your campus

For the past five years, Carol Naylor has been the Manager of Career Education with UBC Career Services. In 2005, Carol joined the Student Services in Arts Leadership Team (SSALT) where she has experienced the immense value of Career Services working through the lens of a studentâ..s discipline within their faculty.

Norma Wieland, Assistant Dean of Student Services, Faculty of Arts, University of British Columbia. Since 1976, Norma has been a faculty member in the department of Central, Eastern and Northern European Studies at UBC. In 2005, she was appointed Assistant Dean of Arts for Student Services and began laying the foundation for an exciting new paradigm of collaboration between the faculty and centralized units in Student Affairs.

A3- Best practices on building an effective student community at the workplace (Recruiter)

Dave Scott, Virginia Gomez De La Torre- Campus Programs, IBM Canada Ltd.

An overview of Future Blue, IBMâ..s student community will touch on; what it is, how/when/why it started, what Future Blue does, the tools used by Future Blue (FB website, FB Team Room), the benefits, upcoming plans for Future Blue, recommendations for employers considering launching a student community.

Objectives:

Understand the initial steps to take in launching a student community and with consideration for the challenges which could be encountered
Understand the benefits of a strong student community at the workplace, for both students and the employer
Propose various activities that can be implemented within or by the student community

In his role, Dave Scott is responsible for IBMâ..s Campus recruiting strategy, and leading a team in the execution of the strategy. Dave and his team is responsible for branding IBM on Canadian campuses and building the talent pipeline of IBMâ..s student and new graduate population.

A4- What is the Duty to accommodate upon hiring? (Recruiter) (Workshop to be simultaneously Translated into English)

Myriam JÃ©zÃ©quel- Expert Consultant for ENAP and UQAM

While employers generally question jurists about the scope of the duty to accommodate (where does their duty to accommodate end?), do they really know when their duty to accommodate begins? Job applicants are not yet employees but you could be required to accommodate them. It must be understood that the duty to accommodate applies before hiring, from the selection process to time on the job. From selection tests to medical checkups, precautions are essential to respect human rights. Can an employer reject an application on the grounds that the applicant has a physical anomaly, even though this anomaly does not prevent the applicant from performing the duties of the position? When is a refusal to hire prohibited or justified? Are applicants required to tell the whole truth about their health status in a hiring interview?

Myriam JÃ©zÃ©quel (Ph.D) is currently a consultant for the Commission de consultation sur les pratiques dâ..accommodement reliÃ©es aux diffÃ©rences culturelles (the Bouchard-Taylor Commission on accommodation practices related to cultural differences). She has edited two anthologies on reasonable accommodation and cultural diversity, which were recently published by Les Ã.ditions Yvon Blais: Les accommodements raisonnables: quoi, comment, jusquâ..oÃ¹? Des outils pour tous and La justice Ã lâ..Ã©preuve de la diversitÃ© culturelle. Among her various contributions to legal journalism, she writes a column on reasonable accommodation in Le Journal du Barreau (QuÃ©bec Bar).

A5- Assess for Success (Educator/ Recruiter)

Ken Keis, MBA, CPC- President and CEO of CRG Consulting Resource Group International, Inc.

Learn why and how every professional or department should implement an assessment strategy with their constituents. You will discover that not all assessments are created equal and what to look for in assessments to best serve your needs. You will be challenged that many of the assumptions and industry beliefs about assessments are false. And finally you will personally experience the power of the assessments process as part of this program. This is a highly interactive program so be ready to learn, have fun and contribute at a 100%. Participants will complete an assessment in the session to experience the power of this process firsthand.

Ken Keis, MBA, CPC, is an internationally known author, speaker, and consultant. His new book is hot-off-the-press: My Source Experience Journal â.. A Personal Discovery Process for Those Who Want to Lead a Passionate and Fulfilling Life. A Certified Professional Consultant with an MBA in International Management, Ken is considered one of the foremost global experts on how assessment strategies and processes not only increase but multiply your success rate. He is President and CEO of CRG Consulting Resource Group International, Inc., founded in 1979.

Workshop Series B- 11:15am- 12:15 pm

B1- Starting with the End in Mind: Integrating Planning and Evaluation â.. Part 2 of 2 (Senior Educator)

Donna Robbins, Robert Obee Tower, Cathy Keates- York University, Career Centre

B2- Faculty Relations â.. A New Paradigm of Collaboration Part 2 of 2 (Educator)

Carol Naylor, Norma Wieland- University of British Columbia

B3- Improving School to Work Transitions in Canada: recent evidence from the Work and Learning Knowledge Centre (Educator/ Recruiter)

Alex Stephens- Canadian Council on Learningâ..s Work and Learning Knowledge Centre, Donnalee Bell- Canadian Career Development Foundation, Ron Saunders- Canadian Policy Research Networks (CPRN)

Two major research and knowledge exchange initiatives related to school-to-work transitions are the subject of this workshop. Both were sponsored by the Work and Learning Knowledge Centre (WLKC). Donnalee Bell of the Canadian Career Development Foundation will present her recent work compiling an inventory of effective, promising and innovative school to work transitions programs across Canada. Ron Saunders will present current results for CPRNâ..s multi-phase study Pathways for youth to the labour market, including the results of a four-province study of school to work pathways for school leavers. Together the two presentations will provide participants with the latest insights on current policy and practice in Canada aimed at facilitating school to work transitions.

Objectives:

Acquire an understanding of latest policy and practice trends across Canada aimed at improving school to work transitions
Consider latest best practice evidence as a means to investigating the transferability of such practices

Alex Stephens is Coordinator of the Canadian Council on Learningâ..s Work and Learning Knowledge Centre. He has 10 years of experience as a researcher on various policy issues, and a Masters in Political Science from the University of Toronto.

Donnalee Bell is a consultant with the Canadian Career Development Foundation. She is an expert in the development of professional development interventions for career development practitioners as well as of educational curriculum and career development programs for youth and equity groups. Ms. Bell has a Master in Womenâ..s studies from York University.

Ron Saunders is Vice-President, Research, at Canadian Policy Research Networks (CPRN). He was an Assistant Deputy Minister at Ontarioâ..s Ministry of Labour, where he served in a number of policy positions. He has a Ph.D. in Economics from Harvard University, and has taught at the University of Toronto and Queen's University.

B4- How to facilitate a successful job finding club within the context of an educational institution (Educator) (Available in French Only)

Janice Tester- McGill University

Janice Tester, a career counsellor at McGill University with a Masterâ..s in Psychology, has worked with students individually and in career development workshops at the McGill Career Centre for the past 9 years. Her goal is to induce her students to use creative job search techniques in their field of interest. Janice Tester is the coordinator of the McGill University Job Finding Club, which she started in 2000 and which meets three times a year.

B5- Student Perspectives on Ideal Employers: From Learning to Work 2008 (Recruiter)

Graham Donald- Brainstorming Consulting, President

Which employers get top rankings from todayâ..s students? What attracts students to these employers? What can your company do to become an employer of choice now?These and many more questions will be answered by the 2008 edition of From Learning to Work â.. Canadaâ..s Campus Recruitment Reportâ.¢. The Report, which is researched and published annually by Brainstorm Consulting, DECODE, and Universum, is based on an extensive survey of tens of thousands of university and college students in all program areas from across Canada. Join one of the report's authors, Graham Donald, as he shares some of the reportâ..s highlights and engages delegates in discussing the results.

Objectives:

Discover what kinds of organizations are most attractive to todayâ..s students and graduates.
Gain unique insight into who and what influences the career decisions of your future workforce.

Graham Donald, President of Brainstorm Consulting, has been providing training, strategic consulting, and research information in the field of campus recruitment and career services for 19 years. He is a co-author of Canadaâ..s benchmark research report on campus recruiting, The From Learning to Work Report. He was Executive Director of CACEE for seven years. He received both his BA and MBA from the University of Toronto.

Workshop Series C- 1:30pm- 2:30pm

C1- Catching the Second Wave (Senior Educator)

Nisha Panchal & Natasha Wood- University of Toronto, Engineeering Career Centre

This presentation aims to share the opportunity we have found in identifying a â..second waveâ. of students with higher needs, who were previously left behind following the first round of internship placements. In response, we implemented a program focused on expanding the development of those requiring additional guidance. Our counsellors now work closely with these students in order to facilitate their professional growth by training them on how to express their skills, education, and experience in a manner that is relevant to employers. As a result, these students have the opportunity to make a significant contribution to a real-employment situation; which fosters increased confidence and the ability to succeed academically and professionally.

Objectives:

Understand the breakdown of students based on three levels of need
Share what we have learned about facilitating the development of the second group of students into sought-after employees
Identify the benefits to employers and students of working closely with this group

Nisha works at the Engineering Career Centre at the University of Toronto, in the position of Assistant Director. She attended Wilfrid Laurier University where she graduated with a Bachelor of Arts Degree in Political Science.

Natacha is a Career Counsellor at the Engineering Career Centre at the University of Toronto, where she provides individual career counseling as well as facilitates large and small group workshops. She attended McGill University where she graduated with a Masterâ..s Degree in Counselling Psychology.

C2- The predictive validity of structured telephone interviews in nonprofit organizations (Recruiter)

Jennifer Hendlisz

All organizations must face the difficult task of selecting individuals whom they believe will perform well and allow their companies to succeed. This can be a daunting task given numerous challenges such as labour market shortages, competition amongst organizations, and resource constraints. While numerous selection methods such as personality testing and structured face-to-face interviews exist, they are not viable options for all organizations. For example, nonprofit organizations do not always have the time or financial and human resources to employ these methods. Thus these organizations might have to rely on alternative selection methods, such as the structured telephone interview. It is recognized in the literature that structured face-to-face interviews have a high level of predictive validity; this research aimed at determining if structured phone interviews had a similarly high level of predictive validity. Various hypotheses were examined, and data was collected from a non-profit organization located in Santiago, Chile.

Born and raised in Montreal, Jennifer has been working in recruitment at Bombardier since 2006. In 2004, I traveled to Chile to volunteer at an orphanage and helped create an organization that recruits volunteers from all over the world to work in orphanages in Chile. My masters thesis in HR is based on this organization.

C3- Student Accountability and Responsibility: Setting Registration Guidelines for Employer and Staff- Led Activities at McMaster University (Educator)

Gisela Oliveira, Jacqueline Hampshire- McMaster University

The Student Accountability Policies, Procedures and Guidelines were created in partnership by participating campus offices at McMaster to set registration and attendance expectations as we move forward in service excellence to support both our student and employer partners. Supported by the Dean of Students and Faculty Deans from Social Sciences, Science, Engineering and Business; the Student Accountability Working Group will reconvene in December 2007 and April 2008 to measure success and set a communication plan to make the policy available to the larger McMaster community of departments and Faculties.
By adhering to the policies as outlined under Student Accountability, students at McMaster will develop professional behaviours and skills sought by employers in the workplace. In the presentation, we will share quantitative (impact on attendance) and qualitative (student behaviour) results as indicated from implementation of the Student Accountability policies.

Objectives:

Share best practices within the subject area of measurement and accountability.
Provide awareness of new policies and highlight the steps McMaster University is taking to prepare our graduates for the transition to the workplace.
Generate discussion in an open forum regarding issues of student accountability and share stories of success through being a partner in learning.

Gisela Oliveira, Employment Services Coordinator, McMaster University joined McMaster University after finishing a Business Administration diploma at a private college. She is currently enrolled in the Human Resources Certificate program at McMaster and working towards her Bachelor of Commerce Degree.

Jacqueline Hampshire, Events and Marketing Coordinator, McMaster University has worked in the post-secondary career services industry for the last 5 years. Her background is in student recruitment, relationship building and event coordination. Jacqueline has an undergraduate degree from York University and is excited to begin a post-graduate degree in Marketing.

C4- Schools, Social Computing, and Second Life (Educator/ Recruiter) (Workshop will be Simultaneously Translated into French)

Stephen Perelgut B.A.Sc. and M.Sc.- University of Toronto

The Internet is a chaotic system with few controls and, as a result, it keeps evolving to satisfy the demands of users. The most recent shift increases the sense of personal presence for Internet users and gives them a much higher degree of interactivity. One result of this shift is the rapid growth of tools for social computing and other new tools to create a three dimensional, immersive Internet experience through the use of virtual worlds.
This talk will provide a structured review of current tools (and trends) in these areas. For example, tools that increase your sense of interaction such as Facebook, mySpace, linkedIN, etc; or ones that increase a sense of presence including Second Life and games such as World of Warcraft; and tools that emphasize interactions such as blogs, wikis and forums.

Objectives:

Understand current trends toward interactivity and presence on the Internet
Learn current tools and what needs they fulfill (plus a peek at what is coming)
Learn how to participate in these changes

Stephen Perelgut has a B.A.Sc. and M.Sc. from the University of Toronto. As IBMâ..s University Relations Manager, his duties include coordinating IBMâ..s overall relationships with colleges and universities including: research collaboration, recruiting, sales and technology transfer. In his â..spareâ. time, Stephen researches applications of Social Computing technologies in business.

C5- Scotiabankâ..s Running Start with CareerStart (Recruiter)

Islay McGlynn- Scotiabank, Kevin Fairs- Director Learning & Performance Services, Domestic & Wealth Management HR

As Canadaâ..s most international bank, Scotiabank is proud to be recognized as an employer of choice. Throughout our Campus Recruitment process, we consistently communicate the resources and career support we provide to our employees. Growing and retaining talent is a top priority for us and we believe CareerStart helps us do that.
Scotiabankâ..s CareerStart leverages multiple learning approaches to maximize the practical learning experience for new employees. CareerStart includes: a personalized learning plan; regular one-to-one coaching; on-job skill demonstrations and practice; telephone role-play sessions; observational coaching; and group discussions with product and policy experts. CareerStart successfully provides a smooth post-secondary to career transition by providing new employees with the practical skills and experience they require to apply their new knowledge in customer interactions.
CareerStart has not only become a model for other career development programs within the Bank; it is being adapted for general development planning for all employees.

Objectives:

Demonstrate how we recruit and retain talent through our employment brand, which supports Scotiabankâ..s overall talent sourcing strategies.
Describe elements of an effective career development program
Identify strategies to successfully integrate career development messaging in recruitment communications

Islay McGlynn is the Director, Employment Relationships at Scotiabank and is responsible for talent sourcing and acquisition policies and programs that support the Bankâ..s Employer of Choice profile. She has 19 years experience with Scotiabank in a variety of business lines and holds a Masters in Business Administration from McGill University.

C6- Beyond the Science, The Art of Interviewing- Available in French Only (SR)
Richard Matte- Matte IIC

This presentation will be covering the following topics;

Beyond the science: the art of interviewing.

Importance of emotional intelligence in selection

Questions concerning new graduates

Problem situations in the selection interview

Richard M. Matte is President of Matte Groupe conseil. He completed a Masterâ..s in Industrial Psychology and performed Masterâ..s level studies in Business Administration. He is a member in good standing of the Corporation professionnelle des psychologues du QuÃ©bec and the Ordre des conseillers en relations industrielles du QuÃ©bec. He has operated in the executive search field for over 20 years. In particular, he worked as senior consultant and industrial psychologist with two reputable consulting firms before founding Matte Groupe conseil.

In the course of his career, Richard has successfully carried out many senior executive search mandates for private companies and government, paragovernmental and municipal bodies. He has also developed expertise in reassignment of executives working in the sectors of administration, finance, operations, marketing, economic development, and R&D. He regularly moderates human resources conferences and training seminars, and serves on the board of directors of several social organizations and charities.

Workshop Series D, Discussion/Roundtables- 4:00pm-5:00 pm

D1/D2- Recruitment Trends Roundtable Discussions (Educator and Employer- 4:00pm- 4:45 pm following by Combined Feedback Session 4:45pm- 5:30 pm)

Educator Roundtable Facilitated by: Ian Ingles and Gloria Didiodato
Employer Roundtable Facilitated by: John Stockwell and Sean Bartman

Cynthia Wilchynski from Ryerson University submitted a proposal for a workshop on Trends in On-Campus Recruitment â.. great idea. With all the experts on the post-secondary school to career transition in one place, we couldnâ..t resist expanding on Cynthiaâ..s idea and taking the pulse of on-campus recruitment on a national level. Educators are invited to participate in one Roundtable session from 4:00pm- 4:45 pm, Employers are invited to participate in a separate session from 4:00pm- 4:45 pm

From 4:45pm- 5:30 pm, Educators and Employers will come together to share information on trends, best practices, projections â.. what ever arose in the earlier session.

Please note: CACEE hopes to create an audio file of this session and participants will be asked to use a microphone.

D3- Changes to the CA Profession (Recruiter) (Workshop to be Simultaneously Translated into French)

Ryan Moynes, Institute of Chartered Accountants of Ontario, Lara Greguric- CA Training Office Liaison function in Western Canada, Tiffany Seccareccia- Training Liaison officers for the province of Ontario, Mona Ghiami- CA, Director of Career Information, ICAO

This presentation will explain to both educators and employers the recent changes to the experience portion of CA student training. These changes, among other things, will expand the network of CA Training Offices and will affect all students and current CA training offices across the country. These changes allow for students to train to become a CA outside the traditional audit/assurance stream. Moreover, many new types of employers may now have the opportunity to train high quality business undergraduates who wish to seek the distinguished CA designation.
Discussion will include:

a) what informed students should know when seeking employment at a CA training office; and

b) the types of organizations that can now apply to become a CA training office.

Objectives:

Inform University Career Information professionals about the changes in the experience portion of CA training.
Inform corporate HR professional on the newly approved opportunity to apply to become a CA Training Office.

Ryan Moynes is an Approved Training Liaison officer for the Institute of Chartered Accountants of Ontario. Ryan works with the committee that approves CA Training Offices nationally. He has worked with a number of companies/organizations in developing their CA Training Program. Ryan holds a Masters of accounting and obtained his CA designation while working at KPMG.

Lara Greguric is responsible for the CA Training Office Liaison function in Western Canada. Lara works out of the CA School of Businessâ..s (CASB) Vancouver office. Lara is tasked with expanding the network of training offices in Western Canada and enhancing the extent and effectiveness of collaboration between CASB and all training offices.

Tiffany Seccareccia is one of the two Approved Training Liaison officers for the province of Ontario. Tiffany works with the committee that approves CA Training Offices nationally. She has worked with a number of companies/organizations in developing their CA Training Program. Tiffany obtained her CA designation while working for KPMG LLP.

Mona Ghiami is the Director of Career Information at the ICAO. She is responsible for the promotion of the CA profession at both secondary & post-secondary levels across Ontario. Mona qualified in 2003 as a Chartered Accountant with PricewaterhouseCoopers. She currently volunteers on the Board of Directors for the Boys & Girls Club of Ontario.

D4- Aspiring into Career Centre Management (Panel Discussion) (Educator)

Panelists Include: Amy Elder- Brock University, Kerry Mahoney- University of Waterloo, John Ault- University of Saskatchewan, Jennifer Browne- Memorial University of Newfoundland, Jennifer Magison- University of Victoria

Career services professionals considering their own career direction are invited to attend this panel discussion. A terrific opportunity to learn from the experts as Career Centre Directors/Managers discuss their perspectives on the requirements for career centre management. A terrific opportunity to have your questions answered.