Logic Model
Vision: A qualified and motivated workforce that is sufficient to sustain profitable agriculture in Canada
Outcome One: Enhanced agricultural labour supply
Goals:
- Greater understanding of current labour supply and demand by region and by commodity; greater understanding of trends and future needs
- Greater range of solutions which address human resource barriers with respect to recruitment and retention
Activities:
- Collect and analyze data on labour market information, including trends and forecasts
- Identify and promote best practices and tools in government and industry; raise awareness on programs and policies available for producers
Outputs:
- Labour market information report by commodity and region, best practices, ag career internships; communications strategy to disseminate the results
Indicators:
- No. of operations who adopt best practices to increase recruitment and retention; no. of internships; % of producers that report worker shortages; no. of LMI reports requested and disseminated
Outcome Two: Enhanced levels of skills and training for employers and employees
Goals:
- Clearer understanding of common definitions, occupational standards classifications and terminology
- Greater knowledge of existing skills development programs and providers; increased access and availability of relevant learning, training programs and materials; promote life-long learning at all levels
Activities:
- Research, facilitate, and revise the development of occupational standards for the sector
- Research and facilitate the development of skills and training programs; raise awareness on available programs
Outputs:
- Reports and training database disseminated; list of gaps; curriculum for landscape technicians; roadmap for curriculum development; new markets and future skills report; sector-specific on-farm occupational grid; roadmap for occupational standard development; template for curriculum development
Indicators:
- No. of new occupational standards developed; no. of new course curriculum developed; no. of new training programs offered; no. of database searches; no of curriculum requests; no. of IDGA reports requested and disseminated; trends of students enrolling in or applying for ag programs; no. of graduates
Outcome Three: Increased adoption of supportive human resource policies
Goals:
- Broader understanding of HR issues in agriculture; develop partnerships with national and provincial organizations to find solutions to HR policy issues; increased stakeholder participation in CAHRC projects and activities
- Greater awareness of CAHRC; increased levels of awareness of programs, initiatives and opportunities for HR development
Activities:
- Conduct activities to raise awareness of HR issues in agriculture
- Develop and implement a communications strategy and plan
Outputs:
- HR Forum; newsletters; project updates; reports; industry meetings and workshops
- Public and media material, articles, annual report, brochures
Indicators:
- Attendance at HR Forum, meetings and workshops, number of newsletters and reports distributed
- No. of articles published and distributed; dissemination activities, newsletters, releases, annual reports, brochures distributed; no. of unique web browsers to CAHRC web site
Outcome Four: CAHRC is a representative, responsive, connected and results-based organization
Goals:
- Continue to develop CAHRC’s organizational capacity
- Ensure a representative and effective governance structure
- Increase stakeholder participation in CAHRC projects and activities
Activities:
- Develop and implement an effective governance model
Outputs:
- Governance structure report, policies and action plan
Indicators:
- Attendance at CAHRC AGM; membership and representation from key primary commodity groups on CAHRC Board; diversified sources of funding; partnerships developed with stakeholders