Gitxaala Nation Continuous Learning Centre (Lach Klan, BC) and the Employment Education Development Centre (Prince Rupert, BC)
Both the Continuous Learning Centre (CLC) and the Employment Education Development Centre are owned and operated by the Gitxaala Nation. The CLC, located in the Gitxaala village of Lach Klan, BC and its sister centre the EEDC, located in Prince Rupert, were created to serve Gitxaala community members with their Literacy and Essential Skills building leading to more technical training and employment opportunities. Both centres deliver ES training initiatives that are developed by and for the community in order to meet the specific training and employment needs of community members. Our Vision is that Gitxaala Nation is: Thriving, Healthy and Employed.
The Gitxaala Continuous Learning Centre (CLC)
Located in the village of Lach Klan, the CLC has been delivering ES training programs to members of the Lach Klan community for 2.5 years. Due to the remoteness of their location, Gitxaala community members had to leave their community to pursue occupational skills training. When outside skills training programs were brought into the community it was very costly and there was no real attachment to the community itself. The Gitxaala Nation decided they wanted to develop, design, manage and deliver their own training programs. After reviewing the successful ES training model being delivered by ACCESS’ Essential Skills for Aboriginal Futures the Gitxaala Elected Chief and Council decided to adopt and modify this urban training model to fit the needs and realities of their remote environment The Continuous Learning Centre was created in order to provide tailored ES training to community members in their own community.
The Gitxaala Employment Education Development Centre (EEDC)
The EEDC was established about 18 months ago and services Gitxaala community members living in the more urban environment of Prince Rupert, BC. While Prince Rupert has high unemployment there is a lack of trained employees and on the whole more employment opportunities for Gitxaala community members living in this area. The EEDC is not only providing ES training programs but is engaging with the community by providing a series of more informal time-limited “clubs” addressing topics such as Career Exploration, Job search, Computers and Life Skills. The EEDC, while targeting Gitxaala community member, has also offered their programming to other Indigenous peoples living in the Prince Rupert region.
Gitxaala Training Model
The Gitxaala program model consists of an upfront 6 to 12 weeks ES training program followed by specific occupational skills training. While all 9 Essential Skills are integrated throughout every component of the program, ES instruction targets those ES most important to the specific occupation for which participants are being trained. Occupation skills training is aligned to Gitxaala Nation economic development projects and desires as well as regional/local labour market demands. Programming has included Professional Cooks training (levels I and 2), Bridge Watchman Certificate Training, Carpentry (level 1), and Careers in Forestry. A program in Early Child Hood Education is being planned for the future. Program duration varies depending on the required length of the occupation skills training and services an average of 12 participants per training program.
Currently each centre delivers approximately one ES Training program per year. The two centres work closely together, sharing mutual goals, resources, talents and expertise.
All Gitxaala programs are guided by the following principles:
• Built within and for the Gitxaala Nation
• Located and delivered in the community
• Building community capacity by training program trainers from within the community
• Involving community and culture
• Continuously improving programming
• On the job learning
• Supporting learners
• Ensuring sustainability
• Strong Partnerships
Francesca de Bastiani or Kirsten Barker, Gitxaala Nation Continuous Learning Centre
essentialskills@gitxaalanation.com
64 Ocean Drive Kitkatla, BC V0V1C0
Initiative Impact
Increase in Essential Skills levels, Career Exploration, trades training and other technical training, work experience, placement.
Total number of participants served: We have served over 300 Members over the past 2.5 years
Completion Rate: 80%
Average increase in ES levels: varies depending on where they start on the IALSS. We have seen full level jumps.
Employment outcomes: 30% We need to work on this and develop closer relationships with Employers.
Advanced education/training outcomes: approximately 30% go on to further training
An overall assessment is done early in the program and results of the assessment are used to develop an individual Learning plan for each participant. Assessment methods include a pre and post ES assessment using the Workplace Essential Skills Assessment and an assessment of participants’ learning capacities (strengths and challenges) using Structure of Intelligence (SOI) tools in order to enhance participants’ learning abilities.
The programs collect both quantitative and qualitative data. In addition participant attendance and participation are monitored and data on completion rates, and placement outcomes is collected. Anecdotal data on participants’ behavioural improvement and confidence levels is also gathered.
Participant challenges:
Weak foundation skills, confidence levels, fear of returning to school, personal barriers to learning, family issues, child care, no driver’s licence, learning to work with others in a group setting, communication skills and remoteness of the community.
Participant challenges are addressed through integration of essential skills training in every component of the program, providing incentives. Barriers to participant success are addressed through supportive interactions between instructors and participants, and building of positive and supportive connections between participants. The CLC and EEDC offer a safe environment for participants where everyone has a place, no matter their barriers and there is no shame or judgment.
Program challenges:
It is difficult to find trainers that are willing to work in the Community. The CLC and EEDC are committed to hiring and training trainers from the community and who are part of the community, trainers who have bought in to the importance of ES and will integrate ES into occupational technical training, trainers who are flexible, and trainers who are authentic. It is also a challenge to fund outside trainers to live and work in the community during their training session.
Occupational skills trainers from outside the community are asked to live in the community while delivering their training session. Also CLC and EEDC staff work with technical trainers to ensure ES are integrated into technical training curriculum.
Number of key learnings:
- Staffing is key: Important to find the right people. Staff who are coaches who support and love the participants and the community. Aligned with this lesson is the importance of building staff capacity. Training staff from within the community builds community capacity and program sustainability.
- Strong leadership buy-in and support. Need to have community leadership on board. They need to believe in and trust the program. This is key to sustaining funding and ensuring programming is fully resourced as these programs are expensive and require an investment up front.
- Essential skills training needs to be built around participants career and job goals
- Success builds on success. As the participants succeed the community experiences the benefits. The success of community members uplifts the entire community.
- The benefits of having a designated facility for the training programs. It can be set up to meet the program delivery needs and becomes a focal point of learning and support for the whole community.
The Community is happy with the services, especially that they do not have to leave home and go to Rupert and beyond for employment and education services.
Have had positive feedback from members of community Heritage Table.
What I have learned from the Basic Security Training: “I learned that to be a Security Professional, you need to be professional and remain calm. How you react to a situation can also determine how the situation escalates or de-escalates”
Incorporation of Essential Skills
Normally the programs hold a 6 to 12 week Essential Skills building initiative prior to technical training and employment focusing on those ES most important to the specific occupation being targeted. Essential skills are also integrated into other program components such as life skills, cultural actives, etc. Staff work with trainers to integrate Essential Skills into their technical training so that participants continue to enhance basic foundation skills and are better able to retain technical learning and transfer it to the workplace.
ES are assessed using pre and post ES assessment . The following tools are used:
The Workplace Essential Skills Assessment. WESA
The Essential Skills Needs Assessment. For those who we know struggle at the lower ES levels.
We also use the Structure of Intellect system – SOI to assess learning capabilities – Need to purchase these tools and use of this system requires an investment in professional certified training.
Project Components
The CLC is situated in the Gitxaala community. Participants and staff members are from and/or live in the community. Participants are all Gitxaala. Training happens within the context of a First Nations community and its culture. Participants bring their culture with them and are surrounded by their culture. The CLC and the EEDC values reflect the values of the community. More specifically Elders are involved in programming and language use and vocabulary building are encouraged.
Full commitment to the enhancement of Essential Skills. Creating a positive and safe learning environment. Flexibility, creativity. The program works best when owned and operated by the community and when staff members are from the community and/or are living in the community.
The following list includes some put not all partners
Indigenous and Northern Affairs Canada – funder
Tribal Resources Investment Corporation (TRICORP)- funder
Coast Mountain College – technical training institute
Community Adult Literacy Program – (CALP) – Ministry of Advanced Education
Ministry of Lands and Forests – Advice, guidance and funding
BC Trades Unions – contacts and training
The Aboriginal Essential Skills Guiding Team – networking and project sharing
Industry Training Authority – Apprenticeship oversight
The Port of Prince Rupert – information sharing, funding
Gitxaala Wellness Centre – healthy living support
Canada Revenue Agency – in community workshops
Service Canada – in community workshops
BC Construction Foundation – presentations and funding
Various Employers – mock interviews and recruitment (small to medium companies as well as large corporations)
We are currently looking at formalizing relationships with neighbouring Nations to widen the net of activity and to learn to work more closely with one another.
Our funders not only provide money but are committed to come and speak to the participants. Employers come to do presentations and do mock interviews. Trades people come to speak about their career paths in the trades.
Other Nation Departments are very supportive as well. The community Health Services provides participants wellness and healthy life style services the CLC can’t give.
Elders participate in the program; they encourage the participates and address any behavioural issues as well.