Learn from the Success of Others - CAMA Municipal Learning Resource Network

Case studies from successful municipal workplace learning programs demonstrate what has worked and why in:

How has Moncton, New Brunswick opened doors for a literate community?

More than 350 municipal employees have taken part in Moncton’s Workplace Education Program that began in 1998 and continues today. Cooperation among all the partners has helped the program achieve its mandate, open doors to all citizens for a literate community. Three unique features are key to the program’s ongoing success:

The project committee has broad representation: four municipal unions, management, Literacy NB Inc, and Moncton Community College.

Basic skills and advanced technology courses are computer-centred so learners are not identified by type of instruction they receive. Confidentiality is ensured.

Programs are open to all employees and their families (spouses and adult children).

The first needs assessment identified a variety of training needs: reading, writing, grammar, basic math, GED upgrading, basic computer training, and special interest courses such as basic parenting and income tax completion. In 2001, the committee added French as a second language. Courses were scheduled in five-week modules and participants learned in small groups with one-to-one tutoring available. Two full-time instructors began the workplace education programs at times accessible to workers and their families. Participants learned on their own time before or after work.

In 2003, a second needs assessment survey identified communication skills as the top priority. The City developed two new courses to meet the demand. Participants take daytime or evening classes on their own time.

Has the program made a difference?
Participants report that their self-confidence and performance has improved both at work and in the community. They feel that their new understanding of two-way communication will lead to better relationships in the workplace and success in the City’s activities. The City of Moncton and Judy Caissie, the instructor of these programs, won the CAMA award in 2005 for Creative Design for Workplace Education Programs.

How has Winnipeg, Manitoba prepared employees for the future?

In the late 1990s, the City of Winnipeg foresaw that they would lose 50% of their workforce within about five years and therefore made succession planning a priority. In 2000, the City negotiated a Letter of Understanding for Education, Training, and Staff Development with CUPE, Local 500, which included $3 million to help prepare City employees for the future. This Letter of Understanding was crucial in reducing many of the barriers that municipal committees face in starting up workplace learning programs. In 2003, city officials, management and labour jointly renewed this agreement and committed another $3 million for the life of the collective agreement. They again renewed the Letter of Understanding in 2006 for two years for a total of $900,000.

The initial needs assessment indicated that 90% of CUPE members were interested in more training for their jobs and for personal development. The joint labour-management committee created the following three levels of programming:

Departmental – courses such as property assessor training, AutoCAD, certifications such as arborist

Individual – programs such as Bachelor of Arts, conflict resolution, programmer

Corporate – programs such as essential skills, e-learning and more.

The needs assessment highlighted the need for essential skills and the committee formed a separate sub-committee, run by the union, to oversee this area. The essential skills program has offered GED preparation, reading, writing, math, introduction to computers, study/test writing skills, and academic essay writing.

Has the program made a difference?
The joint committee’s process and its open communication have boosted employee confidence and demonstrated that the corporation values its employees. With strong support from elected representatives, senior managers, and the unions, the joint committee has made workplace learning an outstanding success. In 2005 Dayna Paltridge won the CAMA Learner Achievement Award for her personal commitment to learning in the face of many challenges.

How has Halifax, Nova Scotia provided for continuous learning opportunities?

Since 1997 more than 250 employees have participated in workplace programs in the Halifax Regional Municipality (HRM). Many participants have advanced into supervisory and management positions within the corporation.

The stakeholder committee strongly believes that continuous learning promotes fair and equitable opportunities at work for everyone. The committee tries to attract a broad range of people through its varied courses: one-to-one literacy tutoring, reading, writing, math, GED, and high school equivalency support, communication skills training, and introduction to technology skills.

Has the program made a difference?
Participants say their self-confidence, basic skills, and their job performance have all improved and will lead to opportunities for advancement. In 2005, HRM won the CAMA award for Organizational Commitment to Workplace Literacy and Education. Despite changes in government and leadership, the municipality continues to support workplace learning and recognizes the importance of this commitment in times of tremendous change.


Last Reviewed: Nov. 27, 2006	Return To Top	Content © 2006