College Administrator Spring/Summer 2023

SHIFTING TIMES

Tammy Mackey, OCASA President

Welcome to the Spring 2023 issue of College Administrator magazine. The main theme of this issue of the magazine is Shifting Times, as we examine the evolution and outlook for microcredentials and the launch of new three-year degrees at Ontario Colleges.

In Outlook & Trends in Post-Secondary Education: A Global Future, Denise Amyot, CEO of Colleges and Institutes Canada, shares her take on some of the trends and priorities for Canada’s public colleges.

Also in this issue, we celebrate this year’s OCASA award winners in the following categories: Emerging Leader,

Distinguished Leader, and Doug Light Career Achievement. Congratulations to each of the well-deserving recipients! We want to continue to connect with you, our members. Please reach out any time with story ideas, exciting program news, and celebrations from your colleges. As a member of our association, you are an important part of this community.

Remember that you can always find us on LinkedIn at www.linkedin.com/company/ontario-collegeadministrative-staff-association-ocasa-/.

A bit about me: I have been with the college sector since 2003 and an administrator since 2011. I enjoy this dynamic sector. I appreciate the perspective of my fellow college administrators across the province and the knowledge that I have gained from you that informs my role as a Campus Manager and as the President of OCASA.

And on behalf of the OCASA Board of Directors, we appreciate your work and your support. 

Tammy Mackey, Campus Manager, Haileybury Campus, Northern College mackeyt@northern.on.ca

I appreciate the perspective of my fellow college administrators across the province and the knowledge that I have gained from you.

DES TEMPS MOUVANTS

Tammy Mackey, Présidente de l’APACO

Bienvenue dans le numéro de printemps 2023 de College Administrator. Le thème principal de ce numéro est Les temps mouvants, car nous y examinons l’évolution et les perspectives des microcrédits et le lancement de nouveaux programmes de trois ans dans les collèges de l’Ontario.

Dans Perspectives et tendances de l’enseignement postsecondaire : Un avenir global, Denise Amyot, PDG de Collèges et Instituts Canada, partage son point de vue sur certaines tendances et priorités pour les collèges publics du Canada.

Dans ce numéro, nous célébrons également les lauréats des prix de l’APACO de cette année dans les catégories Leader émergent, Leader distingué et Réalisation de carrière Doug Light. Félicitations aux lauréats, qui ont bien mérité ces distinctions!

Nous voulons continuer à former des liens avec vous, nos membres. N’hésitez pas à communiquer avec nous pour nous faire part d’idées d’articles, de nouvelles sur des programmes passionnants et de célébrations au sein de vos collèges.

En tant que membre de notre association, vous êtes un élément important de notre communauté.

N’oubliez pas que vous pouvez toujours nous trouver sur LinkedIn à l’adresse suivante : www.linkedin.com/company/ ontario-college-administrative-staff-association-ocasa-/.

Je me présente : Je travaille dans le secteur des collèges depuis 2003 et je suis administratrice depuis 2011. J’apprécie ce secteur dynamique. J’apprécie la perspective de mes collègues administrateurs de collèges à travers la province, comme les connaissances que j’ai acquises auprès de vous et qui éclairent mon rôle en tant que gestionnaire de campus et présidente de l’APACO.

Et au nom du conseil d’administration de l’APACO, nous apprécions votre travail et votre soutien. 

Tammy Mackey, gestionnaire de campus, campus de Haileybury, Northern College mackeyt@northern.on.ca

J’apprécie la perspective de mes collègues administrateurs de collèges à travers la province.

2023 Leaders & Innovators Conference

OCASA’s 2023 Leaders & Innovators Conference is a two-day event that provides highly relevant information, new practices, and meaningful networking that is uniquely designed for you – the college administrator.

September 25–26, 2023 Niagara Falls – Marriott on the Falls

Schedule coming soon! We hope you can join us this fall. Early-bird registration is currently available.

For registration details, go to https://ocasa.on.ca/news-events/events/#id=10188&cid=1085&wid=1201

Sponsored by:

From micro to macro options at Ontario colleges

3-YEAR DEGREES SET TO LAUNCH

By Monique Doyle

Ontario colleges are working to address the shortage of skilled workers by offering three-year degree programs for the first time.

The opportunity to earn a three-year degree rather than a three-year advanced diploma –when many employers are looking for candidates with a degree – will help to ensure more students will acquire the expertise to succeed in their careers. Additionally, three-year degrees are more recognized outside of Canada and around the world.

This launch will provide a great range of career options for graduates and help drive economic growth in Ontario in important sectors like the electric vehicle industry – helping to promote a cleaner economy. It also opens more doors for graduates looking to advance into management positions.

Expanding the degree programs at colleges will fulfil the growing demand among employers for graduates with more highly specialized qualifications. But in order to participate, Ontario’s colleges need to create new three-year degree programs in career-oriented areas that are different from what students could get at university.

Until now, most of the programs offered at colleges were diploma programs. Prior to April 2022, colleges were only authorized to award degrees to graduates of their careerfocused four-year programs.

Ontario colleges are working hard to develop their three-year programs and are looking to launch these programs by fall 2023. The expanded programs are also set to provide more learning opportunities for students in rural areas and smaller communities.

QUALIFICATIONS AND CONSIDERATIONS

The Postsecondary Education Quality Assessment Board (PEQAB) is a leader within Canada in setting the standards for the quality assurance of degree programs and institutions. Per PEQAB’s guidelines, to qualify, the new three-year degrees need to prove the following:

Economic need – The degree program should reflect economic needs within Ontario. Colleges are required to provide evidence of the present and anticipated economic need for the program and how the program closes a skills gap in the labour force including, for example:

• An analysis of economic forecasts, job advertisements, surveys of employers, and evidence of student demand.

• The need for degree level graduates of a bachelor’s degree program in an applied area of study (e.g., from professional associations, regulatory, and/or licensing bodies).

• Evidence of employer commitments to offer placements to students for the required work experience component of the program, to hire graduates or to provide financial support for the program and/or its students.

Non-duplication – The degree program should not duplicate programs normally offered by Ontario universities. Colleges need to submit a comparison between potentially related university programs with a description of the distinctive features of the proposed program.

PEQAB MANUAL OUTLINES MORE DETAILS

PEQAB has developed a new manual specific to threeyear degrees at Ontario colleges. It was released January 2023 and can be found online at www.peqab.ca/ManualsGuidelines.html.

James Brown, PhD, CEO & Director PEQAB, presented at the OCASA fall conference on the outlook for new threeyear degrees. According to Brown, these are the key points about three-year degrees offered by Ontario colleges through consent and PEQAB:

• It is crucially important is that these new three-year degrees be developed from the ground up to meet the requirements of the Ontario Qualifications Framework (OQF) at www.ontario.ca/page/ontario-qualifications-framework.

• Particularly, the learning outcomes (competencies) of column 10, on the OQF, Baccalaureate, be addressed; these

are the basis of PEQAB’s Degree Level Standard – the first (in every sense) Standard addressed in the PEQAB quality assurance process.

• Ontario colleges generally are well positioned to develop these learning outcomes because of their regular use of the real professionals in the area – their curriculum developers – which PEQAB regularly interacts with through the Curriculum Developers Affinity Group (CDAG). Otherwise, says Brown, there are many common features between the new three-year degrees and the four-year degrees that Ontario colleges have been offering for over two decades now.

Some of the principal distinctive features of Ontario college three-year degrees – linked to the Standards for these which PEQAB co-developed with the Ontario colleges, through the Coordinating Committee of Vice-Presidents, and the Committee of Presidents – are:

• Admissions standards – OSSD or equivalent only; no additional six Grade 12 courses at the university/college level (as required for the four-year degrees)

• Work integrated learning – 300 hours (not the 420 hours required for the four-year degrees)

• Percentage of faculty with the terminal credential –40% of students’ experience in the three-year program (not the 50% for four-year degrees)

• Breadth – 15% of the program in Liberal Arts/Breadth courses (not 20% as with the four-year degrees)

According to Brown, there were very few practical challenges of setting up the framework. “PEQAB received a directive from the Minister to create the framework in April of 2022 and had the first edition of the Manual for Ontario Colleges: Three Year Degrees up on its website in June 2022. In fact, PEQAB had already quality assured a couple of three-year degrees. The only substantial difference is the learning outcomes/ Degree Level Standard, and these are dictated by the Ontario Qualifications Framework. Otherwise it was just a matter of working out the levels of the ‘distinctive features’ of three-year degrees.”

Some colleges may be faced with challenges in finding appropriate educators for the launch of their three-year degree programs. For example, faculty already teaching similar courses on campus aren’t necessarily qualified instructors for the new three-year degrees. According to the PEQAB manual referenced above, faculty are required to hold an academic credential at least one level (one column on the OQF) higher than that offered by the program; some three-year degree programs may require an instructor with a PhD. Colleges then need to consider whether to pay for existing faculty to upgrade their credentials to meet those requirements, or whether to hire new educators who already hold the required credentials.

During Brown’s presentation for OCASA in the fall, there was considerable discussion of the concept of ‘applied areas of study.’ Said Brown: “This requirement applies to

CAMBRIAN’S BBA READY TO LAUNCH

Cambrian College is set to launch the first three-year degree program ever offered at an Ontario college. Cambrian College is introducing a new three-year Bachelor of Business Administration (BBA) degree program, to meet the growing demand for business professionals.

“This is completely new territory for Ontario’s colleges as we prepare students for the business world of today and tomorrow,” said Dr. Paula Gouveia, Vice-President Academic at Cambrian College. “Employers are demanding more flexibility in terms of the skills and knowledge graduates are bringing to the table, and we’re responding with this firstever, three-year degree program. Our new BBA enables our students to be more competitive on a global scale and opens doors to further education, nationally and internationally.”

The three-year BBA degree program provides students with a blend of foundational knowledge of various functional areas of business, critical-thinking and decision-making skills, and on-the-job learning. Students enrolled in the three-year BBA also have the possibility of taking one semester abroad with a partner university in Austria, Finland or Ireland.

all degrees offered by Ontario colleges and is based on the Post-secondary Education Choice & Excellence Act, 2000, the legislation under which PEQAB operates. PEQAB has always interpreted this broadly/permissively as regards Ontario college degrees and will continue to do so in regard to the new three-year degrees. The requirement does have meaning – it does preclude Ontario colleges offering some kinds of degrees which Ontario and other universities do offer: Bachelor of Arts: English, Bachelor of Arts: Philosophy, for instance. Also, this restriction links to the Economic Need consideration for Ontario college degrees.”

ADVOCACY LEADS TO BENEFITS

It has taken years of advocacy to get to this point. “I started at PEQAB in 2013, met with Linda Franklin (of Colleges Ontario) very early in my tenure – and she had two main issues she wanted PEQAB to address: the first was the fact that Ontario colleges were not allowed to call their four-year degrees ‘Honours’ degrees – despite the fact that they met all the four-year (‘Honours’) degree requirements. The second was the right of colleges to offer three-year degrees – and it took until 2022 to successfully promote that to the Ministry,” says Brown.

Linda Franklin, former President and CEO of Colleges Ontario, recently stated: “In April of 2022, The Ontario government announced that colleges can develop new three-year degree programs. This was a historic breakthrough, after a decade of

advocacy work on this, that ensures more students will acquire the professional expertise to succeed in their careers.

It’s immensely rewarding for me, as I retire, to see a policy change realized that is so clearly a game-changer for Ontario students, communities, and our economy. It elevates our post-secondary system on the world stage, opens up a much greater range of career options for graduates and drives economic growth through a more highly qualified workforce.”

Brown agrees that it’s good news for Ontario and for post-secondary students. “The principal benefit sought – and we think – realized in the new three-year degrees, both for students and for Ontario society is that students get out into the labour market sooner and at less expense, both to the student and to the system. And as long as the threeyear degrees are also high-quality programs that prepare students not only with the skills to be job-ready but also with the transversal skills (critical thinking, communication, teamwork) through which they can continue to develop in their careers, then the reduction in time and cost for schooling is a pure advantage,” explains Brown.

Sources:

• www.collegesontario.org/en/news/ontario-governmentapproves-new-three-year-degrees-at-colleges

• https://cambriancollege.ca/news/2023/02/cambrian-collegelaunches-first-ever-college-three-year-degree-program

• www.peqab.ca/ManualsGuidelines.html

college administrator

We want to hear from you !

College Administrator is seeking articles of interest to administrators in Ontario colleges for our Fall/Winter 2023 issue.

College Administrator is the bi-annual digital publication of OCASA (Ontario College Administrators Network). The magazine aims to engage and connect with hundreds of administrators at Ontario’s 24 colleges, along with college presidents and all members of boards of governors.

We’re looking for timely and topical articles and columns to inspire lively and meaningful discussion on topics important to the Ontario college community. Feature stories run about 1,500 to 2,500 words, with columns at approximately 750 words.

Our editorial deadline for the Fall/Winter 2022 issue is August 10, 2023.

College Administrator wants to hear YOUR stories about:

• current issues facing administrators.

• emerging challenges for the future.

• reports on academic papers.

• interesting people and colleagues in the college community.

• noteworthy projects happening at your colleges.

• new and innovative approaches to situations.

• insights on how developments in areas like information technology, student services, and more impact the role of administrators in other departments.

• societal shifts that are affecting how colleges function.

• how we can learn from other colleges outside of Ontario.

• AND MORE!

Please reach out any time to College Administrator Managing Editor Monique Doyle at monique@kelman.ca with questions, story ideas, and submissions.

DES TEMPS

LANCEMENT DES PROGRAMMES DIPLÔMANTS DE TROIS ANS

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Par Monique Doyle

Les collèges de l’Ontario s’efforcent de remédier à la pénurie de travailleurs qualifiés en proposant pour la première fois des programmes de trois ans sanctionnés par un diplôme.

La possibilité d’obtenir un diplôme en trois ans plutôt qu’un diplôme supérieur en trois ans, alors même que de nombreux employeurs recherchent des candidats titulaires d’un diplôme, permettra à un plus grand nombre d’étudiants d’acquérir l’expertise nécessaire pour réussir leur carrière. En outre, les diplômes de trois ans sont davantage reconnus à l’étranger et dans le monde entier.

Ce lancement offrira un large éventail d’options de carrière aux diplômés et contribuera à stimuler la croissance économique de l’Ontario dans des secteurs importants, par exemple l’industrie des véhicules électriques, contribuant ainsi à promouvoir une économie plus propre. Cette approche ouvre également davantage de portes aux diplômés qui souhaitent accéder à des postes de direction.

L’élargissement des programmes d’études dans les établissements d’enseignement supérieur répondra à la demande croissante des employeurs pour des diplômés ayant des qualifications plus spécialisées. Mais pour y participer, les collèges de l’Ontario doivent créer de nouveaux programmes de trois ans dans des domaines axés sur la carrière, qui doivent être différents de ceux que les étudiants pourraient obtenir à l’université.

Jusqu’à présent, la plupart des programmes proposés dans les établissements d’enseignement supérieur étaient des programmes sanctionnés par un diplôme. Avant avril 2022, les établissements d’enseignement supérieur n’étaient autorisés à en délivrer qu’aux diplômés de leurs programmes de quatre ans axés sur la carrière.

Les collèges de l’Ontario travaillent d’arrache-pied à l’élaboration de leurs programmes de trois ans et envisagent de les lancer d’ici l’automne 2023. Les programmes élargis devraient également offrir davantage de possibilités d’apprentissage aux élèves dans les zones rurales et les petites communautés.

QUALIFICATIONS ET CONSIDÉRATIONS

La CÉQEP est un chef de file au Canada dans l’établissement de normes pour l’assurance de la qualité des programmes et des établissements d’enseignement. Selon les lignes

directrices de la CÉQEP, les nouveaux programmes de trois ans doivent prouver ce qui suit :

Un besoin économique - Le programme diplômant doit refléter les besoins économiques de l’Ontario. Les collèges sont tenus de fournir des preuves du besoin économique actuel et anticipé du programme et de la manière dont le programme comble un déficit de compétences au sein de la main-d’œuvre, y compris, par exemple :

• une analyse des prévisions économiques, des offres d’emploi, des enquêtes auprès des employeurs et des preuves de la demande des étudiants.

• Le besoin de diplômés d’un programme de baccalauréat dans un domaine d’étude appliqué (par exemple, de la part d’associations professionnelles, d’organismes de réglementation ou d’octroi de licences).

• Une preuve de l’engagement de l’employeur à proposer des stages aux étudiants pour offrir l’expérience professionnelle requise dans le cadre du programme, à embaucher des diplômés ou à apporter un soutien financier au programme ou à ses étudiants.

L’absence de dédoublement – Le programme diplômant ne doit pas être une réplique des programmes normalement offerts par les universités de l’Ontario. Les établissements d’enseignement supérieur doivent présenter une comparaison entre des programmes universitaires

potentiellement semblables, ainsi qu’une description des caractéristiques distinctives du programme proposé.

LE MANUEL DE LA CÉQEP DONNE PLUS DE DÉTAILS

La CÉQEP a élaboré un nouveau manuel spécifique aux programmes diplômants de trois ans au sein des collèges de l’Ontario. Le manuel a été publié en janvier 2023 et est disponible en ligne : http://www.peqab.ca/french/Handbooks.html.

James Brown, Ph.D., PDG et directeur de la CÉQEP, a fait une présentation lors de la conférence d’automne de l’APACO sur les perspectives des nouveaux programmes de trois ans. Voici les points essentiels qu’il a soulevés concernant les programmes de trois ans proposés au sein des collèges de l’Ontario par l’entremise du consentement et de la CÉQEP :

• Il est essentiel que ces nouveaux programmes diplômants de trois ans soient conçus dès le départ pour répondre aux exigences du cadre de qualification de l’Ontario (CCTCO), disponible en ligne : https://www.ontario.ca/fr/page/cadrede-classification-des-titres-de-competence-de-lontario.

• Les acquis de l’apprentissage (compétences) de la colonne 10 du CCTCO, Baccalauréat, doivent être particulièrement pris en compte; ils sont à la base de la norme régissant les diplômes de la CÉQEP, c’est-à-dire la

première norme (dans tous les sens du terme) prise en compte dans le processus d’assurance qualité de la CÉQEP.

• Les collèges de l’Ontario sont généralement bien placés pour développer ces résultats d’apprentissage parce qu’ils font régulièrement appel aux vrais professionnels du domaine – leurs concepteurs de programmes d’études –avec lesquels la CÉQEP interagit régulièrement par l’intermédiaire du groupe d’affinité des concepteurs de programmes d’études.

Par ailleurs, selon M. Brown, il existe de nombreux points communs entre les nouveaux programmes de trois ans et les programmes de quatre ans que les établissements d’enseignement supérieur de l’Ontario proposent depuis plus de vingt ans.

Voici quelques-unes des principales caractéristiques des programmes de trois ans des collèges de l’Ontario – liés aux normes régissant ces diplômes que la CÉQEP a élaborées en collaboration avec les collèges de l’Ontario par l’intermédiaire du Comité de coordination des vice-présidents et du Comité des présidents :

• Les normes d’admission – diplôme d’études secondaires de l’Ontario (OSSD) ou équivalent uniquement; pas de six cours supplémentaires de 12e année au niveau

LE BAA DU COLLÈGE CAMBRIAN EST PRÊT À ÊTRE LANCÉ

Le Cambrian College s’apprête à lancer le premier programme de trois ans menant à un diplôme offert par un collège de l’Ontario. Le Cambrian College lance un nouveau programme de trois ans, le baccalauréat d’administration des affaires (BAA), afin de répondre à la demande croissante de professionnels du monde des affaires.

« Il s’agit d’un territoire totalement nouveau pour les collèges de l’Ontario, qui préparent les étudiants au monde des affaires d’aujourd’hui et de demain, a déclaré Paula Gouveia, vice-présidente des affaires académiques du Cambrian College. Les employeurs demandent plus de flexibilité en termes de compétences et de connaissances chez les diplômés, alors nous répondons à cette demande avec ce tout premier programme diplômant de trois ans. Notre nouveau BAA permet à nos étudiants d’être plus compétitifs à l’échelle mondiale et leur ouvre les portes de la formation continue, aux niveaux national et international. »

Le programme du BAA de trois ans permet aux étudiants d’acquérir une combinaison de connaissances fondamentales dans divers domaines fonctionnels de l’entreprise, de compétences en matière de réflexion critique et de prise de décision, et d’apprentissage en milieu de travail. Les étudiants inscrits au BAA de trois ans ont également la possibilité de suivre un semestre à l’étranger dans une université partenaire en Autriche, en Finlande ou en Irlande.

universitaire ou collégial (comme requis pour les programmes de quatre ans)

• L’apprentissage intégré au travail – 300 heures (au lieu des 420 heures requises pour les programmes de quatre ans)

• Le pourcentage d’enseignants titulaires d’un diplôme de fin d’études – 40 % de l’expérience étudiante dans le programme de trois ans (et non 50 % pour les programmes de quatre ans)

• L’approfondissement – 15 % du programme ès arts en cours d’approfondissement (et non 20 % comme pour les programmes de quatre ans)

Selon M. Brown, la mise en place du cadre n’a posé que très peu de problèmes pratiques. « La CÉQEP a reçu une directive du ministre pour créer le cadre en avril 2022 et la première édition du Manuel pour les collèges de l’Ontario a été publiée sur son site Web en juin 2022 : Programmes diplômants de trois ans sur son site Web en juin 2022. En fait, la CÉQEP avait déjà confirmé la qualité de quelques diplômes en trois ans. La seule différence substantielle réside dans les résultats d’apprentissage et la norme du niveau du diplôme, qui sont dictés par le cadre de qualification de l’Ontario. Sinon, il s’agissait simplement de déterminer les niveaux des “caractéristiques distinctives” des programmes de trois ans. »

Certains établissements d’enseignement supérieur pourraient être confrontés à des difficultés pour trouver des éducateurs appropriés pour le lancement de leurs programmes de trois ans. Par exemple, les professeurs qui enseignent déjà des cours similaires sur le campus ne sont pas nécessairement des instructeurs qualifiés pour les nouveaux cours des programmes de trois ans. Selon le manuel de la CÉQEP, le personnel enseignant doit être titulaire d’un titre universitaire supérieur d’au moins un niveau (une colonne du CCTCO) à celui offert par le programme. Certains programmes de trois ans pourraient donc exiger un enseignant titulaire d’un doctorat. Les établissements doivent alors se demander s’ils doivent payer pour que les enseignants existants améliorent leurs qualifications afin de répondre à ces exigences, ou s’ils doivent embaucher de nouveaux éducateurs qui possèdent déjà les qualifications requises.

Lors de la présentation de Brown à l’APACO cet automne, le concept de « domaines d’études appliqués » a fait l’objet d’une discussion approfondie Comme l’explique M. Brown : « Cette exigence s’applique à tous les diplômes proposés par les collèges de l’Ontario et se fonde sur la Loi favorisant le choix et l’excellence dans l’enseignement postsecondaire, une loi de 2000 qui régit le fonctionnement de la CÉQEP. La CÉQEP a toujours interprété ce principe de manière large et permissive en ce qui concerne les diplômes des collèges de l’Ontario. Elle continuera à le faire en ce qui concerne les nouveaux programmes de trois ans. L’exigence est sensée : elle empêche les collèges de l’Ontario de proposer certains types de diplômes que les universités de l’Ontario et d’autres universités proposent, comme le baccalauréat ès arts en anglais ou le baccalauréat ès arts en philosophie, par exemple. En outre, cette restriction est liée à la prise

en compte du besoin économique pour les diplômes universitaires de l’Ontario. »

LA DÉFENSE D’INTÉRÊTS EST BÉNÉFIQUE

Il a fallu des années de défense d’intérêts pour en arriver là. « J’ai commencé à travailler pour la CÉQEP en 2013 et j’ai rencontré Linda Franklin (de Collèges Ontario) très tôt dans mon mandat. Elle avait deux problèmes importants qu’elle voulait que la CÉQEP aborde : le premier était le fait que les collèges de l’Ontario n’étaient pas autorisés à appeler leurs diplômes de quatre ans des diplômes “avec mention”, malgré le fait qu’ils répondaient à toutes les exigences des diplômes de quatre ans (“avec mention”). Le deuxième concernait le droit des établissements d’enseignement supérieur à proposer des programmes diplômants de trois ans; il a fallu attendre 2022 pour que ce droit soit promu avec succès auprès du ministère », explique M. Brown.

Linda Franklin, ancienne présidente-directrice générale de Colleges Ontario, a récemment déclaré : « En avril 2022, le gouvernement de l’Ontario a annoncé que les collèges pouvaient développer de nouveaux programmes de trois ans menant à un diplôme. Il s’agit d’une avancée historique, après une décennie de travail de sensibilisation, qui permet à un plus grand nombre d’étudiants d’acquérir l’expertise professionnelle nécessaire pour réussir leur carrière.

Il est extrêmement gratifiant pour moi, alors que je prends ma retraite, de voir se concrétiser un changement de politique qui fera une réelle différence pour les étudiants et les communautés de l’Ontario, ainsi que pour notre économie. Ce changement élève notre système d’enseignement postsecondaire sur la scène internationale, ouvre aux diplômés un éventail beaucoup plus large d’options de carrière et stimule la croissance économique grâce à une main-d’œuvre plus qualifiée. »

M. Brown, pour sa part, convient qu’il s’agit d’une bonne nouvelle pour l’Ontario et pour les étudiants en enseignement postsecondaire. « Le principal avantage recherché (et, selon nous, réalisé par les nouveaux programmes de trois ans, tant pour les étudiants que pour la société ontarienne) est que les étudiants entrent sur le marché du travail plus tôt et à moindre coût, à la fois pour l’étudiant et pour le système. Et tant que les programmes diplômants de trois ans sont des programmes de haute qualité qui préparent les étudiants non seulement à l’emploi, mais aussi aux compétences transversales (pensée critique, communication, travail d’équipe) grâce auxquelles ils peuvent continuer à se développer dans leur carrière, la réduction du temps et du coût de la scolarité est un avantage, tout bonnement. »

Sources :

• www.collegesontario.org/en/news/ontario-governmentapproves-new-three-year-degrees-at-colleges

• https://cambriancollege.ca/news/2023/02/cambriancollege-launches-first-ever-college-three-yeardegree-program

• http://www.peqab.ca/french/Handbooks.html 

ARE YOU INTERESTED IN PROFESSIONAL SUPPORT AND CONNECTING WITH YOUR PEERS?

ARE YOU INTERESTED IN PROFESSIONAL SUPPORT AND CONNECTING WITH YOUR PEERS?

The Ontario College Administrators Network (OCASA) is a voluntary, professional association that supports Ontario’s college administrators, while supporting and promoting administrative excellence.

OCASA membership gives you:

• Strength in Numbers – A professional network of over 400 college leaders across Ontario.

• Leadership Opportunities – Make a difference by joining the OCASA board and committees. Nominate yourself or a colleague for the prestigious OCASA Awards.

• CAAT Pension, Insured Benefits Representation –OCASA represents administrators to the College Employer Council for pension and benefits.

• Legal Support – Get valuable free employment-related advice when you need it most.

• Job Evaluation Services – Get a preferred member rate on job evaluation services.

• Professional Growth Opportunities

• Two Administrator Summits and an in-person, members-first annual conference

• Tuition discount with Niagara University in Ontario (NUO)

• Student bursary awards

Visit  www.ocasa.on.ca/membership to join.

New members, join today and enjoy your first year free.

Dear Colleague,

As an Ontario college administrator, one of my critical professional resources is membership in OCASA. OCASA members provide exceptional leadership in their colleges, and are committed to sharing, supporting and encouraging best practices across the system.

There is no other organization dedicated exclusively to the professional interests of Ontario’s college administrators.

I invite you to join now.

Tammy Mackey, President, OCASA Campus Manager, Haileybury Campus – Northern College

From micro to macro options at Ontario colleges

MICROCREDENTIALS LEAD TO THE WAY TO THE FUTURE

By Monique Doyle

Ontario’s 2020 budget included a $59.5 million investment over three years in the province’s first microcredentials strategy for employment-related upskilling. This is a first for Canada. Microcredentials are one tool to help to drive the economy – because of their format, people can continue to work while earning microcredentials training to upskill. And more than 1,200 of these programs are now eligible for OSAP funding.

WHAT ARE MICROCREDENTIALS?

Microcredentials are rapid training programs offered by post-secondary education institutions that can help learners gain the skills that employers need. Microcredentials help people retrain and upgrade their skills to advance at work or find new employment. They are short, concentrated groups of courses that are flexible, innovative, timely, and based on industry needs. Microcredential programs are offered on campus, online, or in hybrid formats, and some can be combined to form a part of a larger credential.

Microcredentials:

• take less time to complete than degrees or diplomas

• may be completed online and may include on-the-job training

• are often created with input from business sectors, so the skills being taught match employer needs and in-demand job skills

Badges are a digital form of microcredential certification to recognize the learning achievement, and they can be stored in an electronic portfolio and shared online to demonstrate one’s knowledge and skills. These badges are like milestone markers for learners. They mark a path and help to track a learner’s progress. They have become signals into the labour market –like a red seal.

Groups like the Higher Education Quality Council of Ontario (HEQCO) and eCampusOntario are working to promote

STACKABLE MICROCREDENTIALS

awareness of the value and potential of microcredentials. eCampusOntario is a not-for-profit centre of excellence and a global leader in the evolution of teaching and learning through technology. In March, eCampusOntario held a forum titled Microcredential Forum 2023: Pathways for Jobs that explored the evolving relationship between microcredentials and the labour market.

At OCASA’s annual conference in Niagara Falls this past fall, Robert Luke, Chief Executive Officer at eCampusOntario, presented on the evolution of and outlook for microcredentials.

Luke’s main point in this presentation is that Ontario colleges are at a moment of profound transition and change to the post-secondary education model. This period of “disruption” was accelerated by the pandemic, but there are many other factors that have led to this point. Luke says we are now more aware of the benefits and failures of the current PSE model, and we are still working to understand this moment and what it will mean for the future of learning. He uses the term “disrupted,” and compares this shift to Napster and the music industry in 1999. Napster’s disaggregation of the consumption of music changed the music industry forever, and paved a path for iTunes, Spotify, Pandora, etc. Luke says that with education evolving to a digital-first approach, “it creates a time to rethink our assumptions about how we engage with education.”

Some colleges offer “stackable” microcredentials. A microcredential is stackable when it belongs to a series of related and consecutive microcredentials, which, when completed, constitute a path to a higher-level certification. This is similar to many students’ experience with two- and four-year academic institutions.

Microcredentials are one of the keys in this disruption in postsecondary education that we are currently navigating. Students want more flexibility and choice, he says, including the choice to learn fully or partially online. This represents a big change from 20 years ago. Luke adds: “Microcredentials empower us to do three big things: support diverse learners, support hybrid modes of learning, and support life-long learning.”

As part of its role in supporting Ontario’s microcredential strategy, eCampusOntario has created an online microcredential portal, available at https://microlearnontario.ca. There are almost 1,800 microcredential options from institutions across Ontario that can be found through this portal. Luke describes these options as on-ramps to career growth and life growth – the portal is a tool for “career wayfinding” and can help learners identify and address their own knowledge gaps.

OSAP ELIGIBILITY

Making part-time studies eligible for loans is “a game changer for access, convenience, and options,” says Luke. For the first time, OSAP loans are available for one class rather than a bare minimum of three for full-time students. This helps people who have previously been excluded from post-secondary education and for adult learners with other life commitments (not all students begin college right out of high school). And it represents an opportunity for the future. Luke encourages us to consider the following: “How do we enable these options to be utilized – even in ways we don’t think about now? What benefits will we see 10 to 15 years from now?”

Canada has one of the most educated populations in the world. While the post-secondary education system was mainly designed for young people fresh out of high school, today the majority of learners (it’s a small majority, says Luke) are mature learners. And mature learners need more flexibility; they might be raising families, working full time, are working to pay a mortgage, etc. The opportunity for microcredentials is vast in this space, says Luke.

Microcredentials are also available through the private sector. Companies like Google, Amazon, McDonalds, and Shopify are producing their own microcredential certifications, allowing the company to hire people and then give staff on-the-job training while they earn a salary. In a way, public education is competing with that. But how do you measure the quality of these microcredentials compared to public education? “Colleges have a public responsibility and their credentials are recognizable,” says Luke. He says that fungibility is another advantage. “Fungibility is the main thing of value that colleges have.” College credentials are fungible assets in any workplace and in the marketplace, and we need to protect that by understanding what the future is, he says.

The good news is that education is adapting.

Humber College recently launched a new microcredential program developed specifically for their faculty. The microcredentials are delivered in an asynchronous online format, and each has four modules. There is no fee or cost to register and this series is offered internally to active Humber employees only.

Topics covered include:

• Assessments for Learning

• Curriculum Design and Development

• Facilitating Learning

• Teaching and Learning in HyFlex Environments

WHAT IS NEXT?

What do the next 10 to 20 years in the post-secondary environment look like? While that’s hard to predict today, says Luke, a huge opportunity, including the future of stackability, is on the horizon.

Luke says, “We’re helping people to live a life. Change is going to happen as we move forward. We need to explore the potential of unbundled learning options for the challenges and considerations we have throughout life.”

Luke also recognizes the public sector’s willingness to work together and experiment with new education options, such as micro-masters and nanodegrees. “We are in this together to realize the future,” he says.

On the horizon are new jobs that colleges and institutes will need to train people for by continuing to adapt their current training options or by creating new options. Luke mentions the evolution of ChatGPT and artificial intelligence (AI) as some of the indicators that there is an ongoing need to train to meet emerging labour, and the need for teaching competencies.

“Microcredentials allow us to meet emergent labour market opportunities and signal to employers that I have a validated skill or knowledge,” says Luke.

ACCESSIBILITY

Because microcredentials are smaller, bite-sized pieces of learning, often online or in a hybrid format, they are accessible for many learners. And the opportunity cost is key, says Luke, for those who cannot afford to not work.

The fees for microcredential programs vary a bit, depending on factors like the subject matter, delivery format, and the number of hours of training provided. For example, the fee to register for Seneca’s Cybersecurity Fundamentals microcredential is $348. At St. Lawrence College, the Cybersecurity microcredential with four required modules offers continuous entry and 15 hours of online study; the fee each module is $98. At Durham College, the fee for the Designing Corporate Learning Experience microcredential is $239 (for 20 hours).

Microcredentials are not all designed for online learning. Luke says that’s a common misconception. Some of them need to include face-to-face, hands-on training, for example, many healthcare microcredentials. But when a significant portion can still be covered in digital format, it increases the potential for access and the ability to relearn things to help reinforce skills and key knowledge.

Colleges have an edge when it comes to developing microcredential courses, because they are well connected with industry and experienced in targeting education for industry’s needs.

Sault College’s innovative skin & wound microcredentials

Six new microcredentials – Skin and Wound: An Interprofessional Learning Experience – offered by Sault College, provided specialized training in January and February of 2023.

This project was supported through the Government of Ontario’s $15 million investment to accelerate the development of microcredentials across the province. Institutions that demonstrated success in enhancing community partnerships, driving economic recovery, and increasing job growth with their microcredentials were eligible for additional funding through the Community Impact Award to support expansion of their microcredentials.

“Congratulations to Sault College for their leadership on helping expand microcredentials across the province,” said the Honourable Jill Dunlop, Minister of Colleges and Universities. “As one of eight institutions to receive an Ontario Microcredentials Community Impact Award, Sault College is increasing the reach and capacity of our microcredential programs and training graduates in key sectors to address Ontario’s labour needs.”

Sault’s course prices ranged from $99–$399 with discounts provided when registering for multiple courses. The following courses were offered in this series:

• Dermatology

• Long-Term Care Wound Care

• Wound Bed Preparation

• Diabetic Foot Ulcers and Leg Ulcers

• Leg and Foot Ulcer Boot Camp – Practical Skills

• Pressure, Inflammatory and Traumatic Wounds

Sault College’s Director of Continuing Education and E-Learning, Lori Crosson, says they had upwards of 75 participants per session, and registration occurred right up until the date of the course.

This innovative project was designed to address a specific need in the community: “Northern Ontario has an amputation rate much higher than that of southern Ontario. We are hoping by providing training on treatment of wounds, particularly in the diabetic foot, we could decrease the amputation rates. Many rural communities are underserviced so treatment may not be as fast or it may not be the most up to date,” explains Crosson.

This series of courses was designed as a blend of online and in-person learning. Says Crosson: “The online portions allowed for those to attend that might not have been able to account for travel time. We know healthcare is stressed thin right now; many practitioners cannot step away for long from their practice. However, the in-person time provided practical skills and resources for those attending.”

Sault College is proud of the success and impact of this new microcredentials series. “Finding where the gaps in knowledge are is a major contributor. Our success was also, mainly, due to our Subject Matter Expert, Dr. Gary Sibbald, whom we partnered with.” Dr. Sibbald is a renowned dermatologist, highly respected in his field. The partnership with WoundPedia, a not-for-profit led by Dr. Sibbald which already has a following, was also a key factor in the success of this project.

“The knowledge from this training is going to have great impact on communities in the north!” adds Crosson.

Robert Luke says that’s a key thing about microcredentials: “These are options for learning that learners need today. Microcredentials can be used to address emerging opportunities with agility, while leveraging the brand of public education, which is really strong.” Says Luke, “Quality is what Ontario colleges are known for.”

Sources:

• https://microlearnontario.ca

• www.oecd.org/education/Canada-EAG2014Country-Note.pdf

• https://humber.ca/future-students/understandingcredentials/micro-credentials.html

• www.saultcollege.ca/news-releases/sault-college-offersinnovative-skin-and-wound-micro-credentials-healthcare 

Microcredentials empower us to do three big things: support diverse learners, support hybrid modes of learning, and support life-long learning.”

Robert Luke, Chief Executive Officer at eCampusOntario

Innovative Cybersecurity Consulting Services

Are you in search of effective cybersecurity services to safeguard your organization against the constantly evolving threat landscape? Look no further than 3Tenets, the premier provider of comprehensive cybersecurity solutions.

At 3Tenets, we bring over 40 years of combined experience in delivering top-notch cybersecurity services to the education sector, having worked with school boards, colleges, and municipalities. Our extensive experience in this industry allows us to provide you with tailored solutions that better serve your unique needs. As an approved supplier for the Ontario Education Collaborative Marketplace (OECM), we help you reduce your procurement time while still delivering the highest quality services. Trust 3Tenets to deliver reliable, effective cybersecurity services that produce tangible results for your organization.

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• Internal and External Network

Penetration Testing

• Web Application Penetration Testing

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• Social Engineering Campaigns

• Cloud Security Audits

• NIST Audits - Cybersecurity Road Map

Development/ Cybersecurity

Maturity Assessment

• Physical Security Testing

• Wireless Security Assessments

• Privacy Impact Assessments

• IT Policy and Procedure Development

www.3tenets.ca

EDUCATION HAS ONE OF THE HIGHEST RANSOMWARE RECOVERY COSTS COMPARED TO OTHER SECTORS!

In today’s rapidly evolving digital landscape, cybersecurity has become a top priority for organizations of all sizes and industries. With cyber threats becoming increasingly sophisticated and frequent, it is crucial to work with a trusted cybersecurity provider to safeguard sensitive information and assets. Especially within the education sector where the attack surface is larger and more susceptible than most. Every day, cybercriminals are finding new ways to exploit weaknesses in your systems and steal your valuable data. Without the right cybersecurity protection, your organization could be at risk of devastating financial losses, legal liabilities, and reputational damage.

3Tenets Consulting Inc. is an approved OECM supplier in the Vulnerability Assessment and Cybersecurity Penetration Testing space, committed to providing expert cybersecurity solutions tailored to meet the unique needs of organizations. This allows organizations such as yours to fast track the procurement process in determining vendor selection. Our team of experienced consultants has worked with public sector clients, including Townships, Colleges, and School Boards, with a focus on providing tertiary education organizations with clear insights that lead to positive change.

Specializing in conducting Threat Risk Assessments and Penetration Testing on complex environments, our company maintains the highest quality standards in services, including approach, methodology, and interactions with individuals and groups participating in consultations. Our mission is to provide expert cybersecurity solutions to help businesses and organizations protect their assets, data, and reputation. We are committed to delivering comprehensive and customized cybersecurity services that meet clients’ unique needs and help them achieve their security objectives.

At 3Tenets Consulting Inc., we strive to become a trusted partner to businesses and organizations across industries in securing their assets and reputation. Our vision is to be recognized as a leading cybersecurity services provider known for our expertise, reliability, and dedication to clients’ success. We adhere to a set of core values, including integrity, expertise, collaboration, excellence, and accountability, ensuring confidentiality, and adhering to the highest standards of ethical conduct.

We are passionate about staying at the forefront of the latest cybersecurity trends, threats, and technologies. Continuous improvement of processes, tools, and techniques is a priority to ensure the best results for clients, with responsibility for actions and outcomes, transparency, and regular updates on the progress of their cybersecurity initiatives. We are also committed to diversity, equity, inclusion, and justice, as demonstrated by our certification with the Canadian Aboriginal and Minority Supplier Council (CAMSC).

At 3Tenets Consulting Inc., we take cybersecurity seriously and are committed to providing the best cybersecurity services available to our clients. If you are looking for a trusted partner to help protect your organization, please contact us today to learn more about how we can help.

The average total cost of a data breach in 2022 was 4.35 million USD [IBM].

OUTLOOK & TRENDS IN POST-SECONDARY EDUCATION:

A Global Future

Denise Amyot, CEO of Colleges and Institutes Canada (CICan) was the afternoon keynote speaker at OCASA’s annual conference in the fall of 2022. CICan is the voice of Canada’s colleges, institutes, CEGEPs and polytechnics, and an international leader in education for employment. Amyot’s keynote presentation examined the outlook for Canada’s post-secondary education system. Attendees in Niagara Falls shared that they found Amyot’s presentation engaging and they appreciated the current, relevant information about the post-secondary education environment.

Amyot says the data she presents is always very popular and sometimes surprising. She says attendees are curious about what they should be focusing on next at their colleges and institutes, and the best ways to answer to the needs of the labour market.

According to Amyot, the outlook for post-secondary education in Canada is tied to key trends in education and the labor market, and where they intersect:

1. Accessibility for all (including Indigenous learners, women, people in rural and remote areas, lifelong learners)

2. Mental health (since spring 2020, feelings of depression have reportedly spiked and mental health concerns are up)

3. Equity, diversity, and inclusion (supporting newcomers and racialized communities – people who are more likely to work in high-contact settings)

4. Wide variety of programs and credentials (the importance of shorter programs that are flexible and stackable, and flexible delivery formats)

Canada’s high-demand for workers has not slowed down, but because of factors including automation, 60% of workers are in at-risk jobs. Upskilling and reskilling are important for at-risk jobs – and colleges are the first option for workers looking to reskill, says Amyot.

Also, when we focus on sustainability all of us can make a difference – and Canada has a long way to go. “One of the biggest challenges that we cannot deny is climate change. Really, there is no future without net zero. Colleges have a hugely important role in building a net zero economy,” says Amyot. Within CICan’s membership, close to 700 locations have pledged to achieve net-zero emissions on campus by 2050.

According to Amyot, the future of net zero rests on four pillars:

1. Green skills for a net zero future

2. Applied research and living labs

3. Indigenous and nature-based solutions

4. Leveraging campuses (includes facilities, curriculum, culture, communities, and applied research)

College curriculum should integrate sustainability across many disciplines for a green economy, and transition paths exist from at-risk to rapid growth in a clean economy. “With one year of retraining almost 58% of transition paths become feasible,” says Amyot.

Many good examples of sustainability progress already exist on Ontario campuses, and Amyot was keen to mention the following two developments.

Centennial College: At Centennial, the country’s first zerocarbon timber higher-education building is opening this year, bringing together Indigenous and western cultures in form and function.

Humber College: Humber wanted to retrofit a building – one of the worst of the worst, most inefficient buildings – to net zero. The challenge was finding a company with the expertise required, so they created a training program to fill the skills they needed. Now Building NX will be the most efficient building on their campus, and that training is benefitting the whole community and helping to educate the next generation of sustainability professionals.

By Monique Doyle

OTHER TRENDS AND OUTLOOK

Amyot identified cybersecurity as one of the top concerns in the post-secondary education outlook. It’s a global risk: cyberattacks are one main risks to global order. When colleges, large or small, are hacked it’s disturbing and costly, paralyzing, and it takes a lot of time to work your way out of that, she explains. There are also emotional and social consequences of cybersecurity attacks, which then relate back to health and safety on campus and in the workplace.

But, says Amyot, colleges are already experts in cybersecurity training and in other related fields. For example, Seneca has an eight-month course for cybersecurity and threat management program professionals. Because security and safety affect emotional and social well-being and all disciplines can be affected, the demand for knowledge in this field will continue to grow, and colleges are ready to create a pool of skilled workers to meet the need. “The students we train become the employees and employers of tomorrow,” explains Amyot.

Other trends in post-secondary education, says Amyot, include the demand for shorter and stacked credentials, and more reliance on artificial intelligence (AI). She also argues that prior learning assessments/equivalency and recognition of foreign diplomas will attract more students to the province, and Amyot wants to see public colleges do that. Areas of focus also include the continuation of hybrid learning, increased investment in technology, plus more focus on multi-disciplinary programs – jobs for which we don’t even have programs developed yet, explains Amyot. These areas can help students invent the jobs of the future.

Amyot also mentions continuous intake. She says that more options for intake dates and a shift to year-round colleges is part of the future of post-secondary education,

but she hasn’t yet noticed a shift towards this at most public colleges in Ontario.

CICAN PRIORITIES

Amyot outlined some of CICan’s priorities for 2023 and beyond. Globalization and immigration represent a huge opportunity for both faculty and learners. The federal government has committed to increasing immigration targets in the coming year, and Amyot says colleges will be a key part of that. She believes it’s important to attract newcomers to all locations to create opportunities for the smaller communities as well as the big cities – as smaller locales mean less competition for housing, summer jobs, etc. Students from around the world choose Canada, she explains, with 58% of international graduates from college remaining in their province of study (compared to 40% at the bachelor level).

Diversification is going to become even more important. “It’s important to diversify, diversify, diversify where our students come from,” stresses Amyot. Diversification of funding can reduce a lot of pressure from a finance point of view, and there are risks to relying on international students for that, especially if colleges are focused on recruiting from mainly one country (for example, India, the Philippines, or China), she explains.

Another priority, says Amyot, is future proofing. It’s important for colleges to be ready for any and all challenges that could arise, including inflation, labour shortages, climate crisis, and future pandemics. “We need a good plan to rebuild Canada’s workforce,” she says. “Our work is to ensure that the federal government knows what colleges and institutes can do.”

“Are we ready? If the last few years have taught us anything it’s that we need to be prepared for anything, be it six months or 10 years from now,” she adds.

Colleges also need to continue their commitment to reconciliation; we’re not done yet, says Amyot. We know this is an area with impact: Indigenous peoples are one of the fastest growing segments of the Canadian population. According to assessments made by the Future Skills Centre, 350,000 Indigenous youth are turning 15 between 2016 and 2026. There is a need to deliver on the Truth and Reconciliation Commission Calls to Action by supporting learners both inside and outside the classroom.

CICan has created a map of Canada to help demonstrate that impact (www.collegesinstitutes.ca/colleges-andinstitutes-in-your-community/our-members/our-membersacross-canada). It shows that 95% of all Canadians and 86% of Indigenous peoples live within 50 km of a college or institute. These institutions are deeply integrated into their local communities, and the CICan map helps people realize the impact colleges and institutes have from coast to coast to coast.

Amyot further adds that we are still working towards gender equity on campus. Within CICan’s membership, there are 55 women leaders of Canadian colleges and institutes (out of 141); that’s 39%. While that’s good news, Amyot says the goal is to see that increase to 50%, as colleges need to be agile to be able to represent the people in Canadian communities.

And, says Amyot, it’s important for colleges and institutes to support a global future. “It’s a big planet and we are all in this together.”

Sources:

• www.camh.ca/en/camh-news-and-stories/anxietydepression-loneliness-among-canadians-spikes-tohighest-levels

• www.collegesinstitutes.ca/what-we-do/advocacy/ advancing-sustainable-development-goals

• https://fsc-ccf.ca

• www.collegesinstitutes.ca/colleges-and-institutes-in-yourcommunity/our-members/our-members-across-canada 

Congratulations to This Year’s OCASA Award Winners!

OCASA Doug Light Career Achievement Award

The Doug Light Career Achievement Award pays tribute to an administrator within the Ontario college system who has significantly influenced college education throughout her/his career and while nominees must be administrators, their achievements may include efforts during their time as support staff or faculty. The recipient of this award has helped to shape colleges on a regional, provincial, or national level.

Recipient: Sandra Schelling – Executive Dean, Workforce Development, Continuing Education and Online Learning, Conestoga College

OCASA Emerging Leader Award

The Emerging Leader Award seeks to recognize administrators who are newer to management (approximately five years or less) and who are positively influencing the college through their leadership. Already they have the respect of their colleagues.

Recipient: Marlynne Ferguson – Associate Registrar, Admissions and Enrollment Planning, St. Lawrence College

OCASA Distinguished Administrator Award

The Distinguished Administrator Award recognizes administrators within an Ontario college who have demonstrated distinguished administrative performance within their college, region, or sector and are contributing at a high level.

Recipient: Christopher Woodley – Manager, Access & Education (Library & Learning Services), Conestoga College 

OCASA 2023 Academic Summit

Still working in education or retired?

Four great reasons to become an RTOERO

member

Benefits are a key part of any employee’s compensation package. And they are something Canada’s education sector workers want to continue to enjoy after retirement, according to Jim Grieve, chief executive officer of RTOERO.

“Many of our over 83,000 members across the country join for the exceptional group health insurance,” he said, “and are surprised to find more than 100 benefits and perks open to them – plus the invaluable experience of being part of an engaged and incredible community.”

RTOERO is for everyone who has worked in education, whether in public, private, First Nations or religious-affiliated schools. This includes educators at all levels, as well as the broader education community such as school board employees, bus drivers, custodial staff, education support staff, early years, trustees and beyond.

In short, no matter where you live in Canada or the role played in education, you can benefit from membership with RTOERO.

HERE ARE THE TOP FOUR REASONS TO JOIN: Easy to join

You can join at any time before or after your retirement date; simply fill out the form online and submit it. The full range of services and benefits becomes open to you once you retire. But Grieve feels joining five-to-10 years before retirement is a good idea. You will have access to vital information and resources, including the quarterly lifestyle magazine, Renaissance. And you can attend some of the events held in your local RTOERO district (there are 51 RTOERO districts across Canada), to start engaging with the community.

“Being a member of RTOERO, the most valuable aspect is the ease of use,” said James Barnes, RTOERO member.

Great benefits

Unique travel experiences still top many retirees’ wish lists. As a member, you have access to exclusive travel discounts with Merit Travel, a preferred travel sponsor with RTOERO since 2006. You can save on car rentals and hotels, as well as vacation packages and cruises.

RTOERO members also save up to 40% on home and car insurance with Johnson Insurance Inc. Your auto insurance might include a host of desirable features like first accident forgiveness and roadside assistance, while your home could be protected with over 20 cost-free benefits, including identity theft protection.

And the road ahead will look clearer – literally – when you take advantage of the IRIS opticians perks open to our members. They include a $150 discount on eyewear and prescription sunglasses at one of over 300 locations across Canada.

Like to dine out? See a show? Or need a new wardrobe?

RTOERO members can save more than $200 per year with Venngo MemberPerks. You also can pay less on personal devices, health and wellnesss, and much more with this worldclass discount program. Venngo MemberPerks allows users to look up discounts locally, so no matter where you go, you can search for them in the area.

Exceptional group insurance plans

“We are the largest provider of health insurance in the education retiree sector across Canada,” Grieve said.

More than 100,000 retired education-sector workers in Canada are covered by the member-owned RTOERO insurance plan. And many cite the non-profit group health insurance offered as a main reason to join. It pays for eligible expenses not usually covered by your government health insurance plan, things like extended and convalescent healthcare, dental and hospital services or supplemental travel.

Community

Wherever you are on your retirement journey, RTOERO is there. It helps you keep in touch with colleagues and make new connections, to be part of a community. There are plenty of opportunities to attend social events with like-minded retirees or hit the road through day trips and group excursions.

“Travel groups, hiking groups… We even have a new rockclimbing group for seniors,” said Kay Jeffery, RTOERO member.

As well, 70% of members are active volunteers in RTOERO and their local communities. The organization is active in every province and territory. With both anglophone and francophone districts, services and resources are offered in both English and French.

The organization’s mission is to improve the lives of not only its members, but all older adults in Canada. Among the many initiatives, each year it donates $100,000 to local communities and funds research into healthy active living for older adults. As well, it advocates with all levels of government across the country on issues like a national healthcare strategy for seniors.

“RTOERO is here for you with all the benefits and activities and inspiration you would hope to have in retirement,” Grieve said. “And for those who want to give back, we can help them do so in fun and fulfilling ways.”

For more information about RTOERO, visit rtoero.ca. 

Pension Security and Value

By Derek W. Dobson, CEO and Plan Manager, CAAT Pension Plan

At CAAT, we know how important your defined benefit (DB) pension is to you. No matter what the economic environment is around us, you can count on the CAAT Pension Plan to safeguard your pension until you are ready to retire.

CAAT is known for its steady and prudent management, and last year was no different. Our strategy of building up reserves helped to maintain contribution stability and strengthen benefit security despite market volatility.

The Plan started 2022 in a strong position with a robust funded ratio of 124%, which I am pleased to announce remains the case today. As at January 1, 2023, the Plan remains resilient and well-funded with $1.24 in assets for every $1 of pension promised today and in the future. We increased funding reserves to $4.7 billion to bolster resilience against any future economic headwinds, with a total of $18.2 billion in assets. Based on the strong funding position and investment market outlook, the Plan is extending conditional benefit enhancements through to 2026, including conditional inflation protection enhancements in retirement.

We are proud of our tradition of long-term security and stability because we know members need to have confidence that their pension will be paid every month, no matter what is happening in the investment markets. Our long-term focus on risk management and prudent investment strategy has led CAAT to become one of the highest performing and most sustainable pension plans in Canada.

What does this mean for members like you? It means you can rest assured that your pension is secure and will be ready to pay out when your future self is ready to retire. And, as of January 1, 2025, you can look forward to even more value.

Enhancing the DBplus Pension Factor and Reducing DBprime Contribution Rates

Based on the Plan’s funding policy and investment market outlooks, the Plan is moving confidently from Funding Level 4 to Funding Level 5. As a result of the strong funding position, the Plan governors have approved a net 1% drop in DBprime contributions for employers and members, and an increase in the annual pension factor for DBplus from 8.5% to 9.5% on a go-forward basis. Both changes will take effect January 1, 2025. More importantly, both changes mean more pension value for your contribution dollar.

Achieving this position to decrease DBprime contributions and increase the DBplus pension factor reflect the health of the Plan today and into the projected future. These changes make our pensions more valuable for members and employers. Along with CAAT’s recruitment toolkit, articulating the enhanced pension factor and the assurance of lifetime retirement income under the CAAT Plan can improve the colleges’ recruitment, retention, and wellness efforts.

I hope that you were able to join CAAT’s Annual Webinar on May 11, 2023 for a presentation of the year-end results and long-term outlook. A recording will be posted in the coming weeks on CAAT’s YouTube page (www.youtube.com/@ CAATPensionPlanYoutube), so please stay tuned. You can learn about the Plan Amendments on CAAT’s website (www.caatpension.ca/ about-us/caats-promise), and more details on our efforts to support your payroll administrators with these changes will be shared in the coming months.

Making Pensions Easy and Growing the Plan

Although workplaces are changing, the need for valuable, secure pensions is not. We have been working tirelessly to make our valuable modern DB pension easy for employers to provide to their employees, regardless of size or location.

Plan membership grew by 80 employers in 2022, including the first participating employers from the Northwest Territories and the Yukon. Who were some of these employers who recently joined? They include Jamieson Laboratories, Rio Tinto, City of Whitehorse and Reuters among many others. At the end of 2022, membership totaled 82,900 individuals across 291 employers and 15 industries, with the earned support of 18 unions and associations.

Expanding and diversifying membership improves the Plan’s longterm health, and we are passionate in our mission to provide secure, valuable and sustainable workplace retirement solutions. Unified in our purpose to improve retirement income security for Canadians, our team will continue working to make pensions simple for members and employers.

The good news is that both employers and employees agree that a valuable workplace pension makes all the difference in the ability of Canadians to save adequately for retirement. Across all income levels, most Canadians (77%) and employers (70%) say that employers have a responsibility to offer a pension plan so that employees can have adequate retirement income.

We want your help to spread the message that every Canadian deserves to build a secure stream of retirement income and enjoy less stress in the workplace, wherever they work. CAAT’s latest member survey showed that 94% of active members and 97% of retired members with an opinion agree with CAAT making lifetime retirement income accessible to more Canadian workers and workplaces.

Many of the employers who have joined CAAT have come to us through word of mouth. Informed CAAT members and leaders, like you, can raise the possibility of a secure, fixed cost and valuable pension to broader networks and be a collective force for a great good. If you know of a group who would benefit from joining CAAT, please show them the business case for better pensions at www.pensionsmatter.ca and introduce them to me or my team.

Become a Plan Ambassador

We recently launched the Plan Ambassadors program, where members and pension advocates gain exclusive access to curated content on Canadian

retirement and updates on how the Plan is expanding pension coverage across the country.

As a CAAT member, you can sign up to become a Plan Ambassador on our website at www.pensionsforeveryone. ca. You will also get a free t-shirt just for signing up. If you are really passionate about pensions for everyone, post a photo of yourself on Facebook wearing it and mention @CAAT Pension Plan. We would love to share it!

Since expanding outside of the Ontario college sector and becoming the only national DB pension plan open to employers of all sectors and sizes, I have been inspired by the scale of support for our purpose among Plan members and the broad community of pension advocates and business leaders. Together, we can show more employers and employees what the Ontario college sector has known for decades: everyone deserves access to a valuable pension plan. 

Sécurité et valeur des retraites

Par Derek W. Dobson, chef de la direction et gestionnaire du Régime de retraite des CAAT

Au Régime des CAAT, nous sommes conscients de l’importance que vous portez à votre régime de retraite à prestations déterminées. Peu importe le contexte économique dans lequel nous vivons, vous pouvez compter sur le Régime de retraite des CAAT à préserver votre rente jusqu’au moment de votre départ à la retraite.

Le Régime des CAAT est reconnu pour sa gestion stable et prudente et cela n’a pas changé l’année dernière. Notre stratégie visant à constituer des r é serves assure la stabilité des cotisations et renforce davantage la sécurité des prestations en dépit de la volatilité des marchés.

Le Régime a commencé l’année 2022 en position favorable, affichant un taux de capitalisation solide de 124 % dont je suis fier d’annoncer qui est toujours le cas aujourd’hui. En date du 1er janvier 2023, le Régime demeure robuste et bien

financé disposant de 1,24 $ pour chaque dollar de rente promise aujourd’hui et à l’avenir. Nous avons accru nos réserves de financement à 4,7 milliards de dollars afin de renforcer la robustesse du Régime face à toute crise économique future avec un actif total de 18,2 milliards de dollars. En raison de la position de capitalisation solide du Régime et des prévisions du marché des placements, le Régime accordera des bonifications conditionnelles aux prestations jusqu’en 2026, y compris les augmentations conditionnelles au titre de protection contre l’inflation à la retraite.

Notre histoire de sécurité à long terme et de stabilité est une source de fierté, car nous savons que les participants doivent être rassurés que leur rente leur soit versée chaque mois, indépendamment des fluctuations des marchés des placements. Notre orientation à long terme sur la gestion des risques et notre stratégie de

placements prudente ont permis au Régime des CAAT de devenir l’un des régimes de retraite les plus performants et les plus durables au Canada.

Qu’est-ce que cela signifie pour les participants comme vous? Cela signifie que vous pouvez être rassuré que votre rente est sûre et qu’elle sera disponible dès que vous serez prêt à prendre votre retraite à l’avenir. De plus, à partir du 1er janvier 2025, vous bénéficierez d’une valeur ajoutée encore plus importante.

Bonification du facteur de retraite annuel DBplus et réduction des taux de cotisation DBprime

Sur la base de la Politique de financement du Régime et des prévisions du marché des placements, le Régime des CAAT passera en toute confiance du niveau de capitalisation 4 au niveau de capitalisation 5. En raison du positionnement de capitalisation solide, les dirigeants du Régime ont

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approuvé une réduction nette de 1 % des taux de cotisation DBprime pour les employeurs et les participants, ainsi qu’une augmentation du facteur de retraite annuel DBplus, passant de 8,5 % à 9,5 %. Ces deux changements entreront en vigueur le 1er janvier 2025. Mais plus important encore, ces changements se traduisent en une valeur accrue pour votre dollar de cotisation.

Le fait de parvenir à réduire le taux de cotisation DBprime et à augmenter le facteur de retraite annuel DBplus reflète la santé financière du Régime aujourd’hui et dans l’avenir estimé. Ces changements confèrent une plus grande valeur aux prestations des participants et des employeurs. En plus de la trousse d’outils de recrutement du Régime, la présentation du facteur de retraite annuel amélioré et la promesse d’un revenu de retraite viager dans le cadre du Régime de retraite des CAAT peu vent renforcer les efforts de recrutement, de fidélisation et de bienêtre des employés du secteur collégial.

J’espère que vous avez été en mesure de participer au webinaire annuel du Régime des CAAT du 11 mai 2023 pour un compte rendu des résultats de la fin d’année et des prévisions à long terme. Un enregistrement sera publié dans les semaines à venir sur la page Youtube du Régime (www.youtube. com/@CAATPensionPlanYoutube) donc veuillez rester à l’écoute. Vous pouvez en apprendre plus à propos des modifications du Régime sur le site Web du Régime des CAAT (www.caatpension. ca/about-us/caats-promise?l=fr-CA).

De plus amples précisions au sujet des efforts que nous déployons afin d’aider vos administrateurs de paie à gérer ces changements vous seront communiquées dans les prochains mois.

Simplification des pensions et croissance de l’effectif du Régime

Les milieux de travail évoluent, mais la nécessité d’offrir des pensions de valeur reste la même. Nous avons travaill é sans relâche dans le but de permettre aux employeurs, peu importe leur taille ou leur situation géographique, de proposer plus facilement notre régime

à prestations déterminées de grande valeur aux employés.

L’adhésion au Régime a augmenté de 80 employeurs en 2022, notamment les premiers employeurs affiliés provenant des Territoires du NordOuest et du Yukon. Parmi les employeurs qui se sont joints à nous comptent Jamieson, Rio Tinto, la ville de Whitehorse, Reuters entre autres. À la fin de 2022, le nombre de participants s’élevait à 82 900 individus auprès de 291 employeurs répartis dans 15 industries avec le soutien de 18 syndicats et associations.

La croissance et la diversification des adhésions améliorent la vigueur à long terme du Régime et nous sommes passionnés de notre mandat d’offrir des solutions de retraite sûres, précieuses et durables aux entreprises. Notre équipe, unie dans l’objectif d’améliorer la sécurité du revenu de retraite pour les Canadiens, continuera à œuvrer en vue de simplifier les pensions pour les participants et les employeurs.

La bonne nouvelle est que les employeurs et les employés estiment qu’un régime de retraite professionnel de grande valeur fait toute la différence dans la capacité des Canadiens à épargner suffisamment en vue de leur retraite. Dans tous les niveaux salariaux, 77 % des Canadiens et 70 % des employeurs constatent que les employeurs ont la responsabilité d’offrir un régime de retraite en milieu de travail afin que les employés puissent avoir un revenu de retraite adéquat.

Nous avons besoin de votre aide pour diffuser le message que chaque Canadien mérite de se constituer un revenu de retraite sûr et de travailler l’esprit tranquille, peu importe son lieu de travail. Le dernier sondage auprès des participants du Régime des CAAT a révélé que 94 % des participants actifs et 97 % des participants retraités interrogés conviennent que le Régime des CAAT rend le revenu de retraite viager accessible à un plus grand nombre de travailleurs canadiens.

Bon nombre des employeurs qui ont adhéré au Régime des CAAT nous ont rejoints grâce au bouche-à-oreille.

Des participants et des dirigeants bien informés, comme vous, ont évoqué la possibilité d’accumuler une pension sûre, à coût fixe et de grande valeur auprès de leurs réseaux et peuvent constituer une force collective au service d’une bonne cause. Si vous connaissez un groupe qui bénéficierait d’une adhésion au Régime, veuillez lui montrer les justificat ions en faveur des meilleures pensions à Une meilleure pension grâce au Régime de retraite des CAAT (www.caatpension.ca/ pensions-matter/fr/ ) et présentez-le-moi ou présentez-le à mon équipe.

Devenez un Ambassadeur du Régime

Nous avons récemment lancé le programme des Ambassadeurs du Régime, dans le cadre duquel les participants bénéficient d’un accès exclusif aux données sur les tendances en matière de retraite au Canada et à des mises à jour sur la façon dont le Régime élargit la couverture des régimes de retraite à l’échelle du pays.

En tant que participant du Régime des CAAT, vous pouvez vous inscrire pour devenir un Ambassadeur du Régime sur notre site Web à Des pensions pour tous | Régime des CAAT (www.caatpension. ca/pensions-for-everyone). Vous recevrez également un t-shirt gratuit juste pour vous être inscrit. Si vous êtes vraiment passionné par notre message « Des pensions pour tous », publiez une photo de vous portant le t-shirt et utilisez la mention @CAAT Pension Plan. Nous serons ravis de la partager!

Depuis que le Régime s’est élargi en dehors du secteur collégial de l’Ontario et est devenu le seul régime PD sur le plan national ouvert aux employeurs de tous les secteurs et de toute taille, j’ai été inspiré par l’ampleur de l’appui apporté à notre objectif par les participants du Régime, la vaste communauté de défenseurs des régimes de retraite et les dirigeants d’entreprises. Ensemble, nous pouvons montrer à un plus grand nombre d’employeurs et d’employés ce que le secteur collégial de l’Ontario connaît pour des décennies : tout le monde mérite un accès à un régime de retraite de grande valeur. 