1. How does the program help employers?
The OHBA Job Ready program helps employers – especially smaller companies without a complete HR function – recruit and train entry-level workers for starter roles in construction.
- Program participants have completed mandatory industry safety training
- Up to a $3,000 incentive (per hire) may be available
- Ability to convert placement workers to full-time employees at the end of their placement.
- Personal Protective Equipment (PPE) will be provided to all participants.
2. What are the Employer Commitments?
As an employer in the program, you have the following commitment:
- Employers will agree to the terms laid out in the Ministry of Labour “Employer Registration Form”
- Employer must make all legally required employer and employee contributions and deductions in respect of the Employee including but not limited to CPP, EI, and provincial and federal income tax,
- Employer is responsible to pay employee based on hourly wage and in accordance with the pertinent legislation,
- Employer must commit to a 6-month job placement,
- Accountable for on-the-job training and skills-learning during the 6-month period,
- Provide a safe work environment,
- Employer agrees to participate in regular check-ins (weekly) and a final employee evaluation,
- The employer will allow their placement employee to attend an additional training course during the work placement term. We expect this additional training course to be 4-6 hours in length, and you will be given at least a week’s notice before the course takes place.
3. What employers can participate?
Companies located in Ontario, providing construction and construction-related, non-unionized, entry level jobs are eligible for participation.
4. What types of job placements are eligible?
Typical entry-level roles can include general construction labourer, renovation labourer, painter assistant, framers, carpenter helper, restoration technician, landscape installation trainee, cabinet maker assistant, site clerk, electrician helper, handyman, and flooring installer assistant.
In addition to general labour or pre-trade roles, the program will offer entry-level positions that can employ a broader range of job seekers with transferrable skills. This could include indoor jobs with builders in warranty work, décor centres, sales, contract management, homeowner liaison work, or other roles that provide exposure to the construction industry.
We have a sample job bank of previous and expected placements available on our website [LINK]
5. What are program participants screened for?
In the pre-screening process, participants are evaluated for their ability to work in Canada, their suitability for the program and its expectations, and an attitude and aptitude to learn new skills in a dynamic environment.
6. What is the typical experience or background for program participants?
The program has attracted a diverse group of participants with a variety of career experiences at different levels.
A number of participants have worked in warehouses or in ad hoc temporary labour roles with subtrades and would like exposure to other aspects of the residential construction industry.
Others come from a retail or food service background and are looking to develop a career in a more stable and growing field.
We have a number of participants who would like to test out the industry and find a suitable path before committing to a formal education program.
7. What type of safety training is provided?
The employees complete 15 hours of mandatory online learning. The courses include:
- The Basics of PPE
- Construction Hazard Awareness
- Intro to Occupational Health and Safety
- Workplace Violence and Harassment
- WHMIS 2015 and GHS
8. How can I recommend a job seeker to the program?
If you have a new employee or potential employee, you can onboard them through the program. Job seekers referred to the program in this way must be a new employee fulfilling an entry level position. Please contact us at email@example.com to learn more and start this process.
9. What’s the overall time commitment to the program?
The initial process of joining the program and securing a match with an employee may take 1.5 – 3 hours over two weeks. Once the employee has been hired, expect a brief monthly check-in with the recruitment agency over the six-month duration of the program. At the end of the placement, some evaluation information will be completed in the final meeting with the recruitment agency before signing off on the job placement experience, likely less than a half hour.
You’ll have ongoing on-the-job training of the employee throughout the program, as you would with other employees new to the industry.
10. For employers: I’ve completed my registration form, what are the next steps?
Once you have completed your registration form, we will connect you with the program’s placement agency Career Foundation for support in the recruitment and matching process.
- Career Foundation will review the program details and confirm any additional requirements for the role (E.g., work hours, work sites, transportation requirements, special skills/interests/aptitudes, additional training required, etc.)
- Career Foundation will share resumes of eager, job-ready individuals who are screened, have completed the job-ready training, and are approved for PPE.
- Within one business day, select the successful candidate(s) for an interview.
- Identify the successful candidate and update Career Foundation.
- Provide the general Training Plan information for the SDF Training Placement Agreement.
- Complete your company’s orientation and onboarding process with your new employee.
- Career Foundation will regularly check in with both you and the employee to enable success
- EnerQuality will stay in touch with program updates and opportunities for recognition and profile on your company’s participation in the program
- Feel free to share with us your successes and experiences in the program.
11. When will I receive the per-hire reimbursement for my company’s job placement?
Once the six-month job placement has wrapped up and the conditions in the Training Placement Agreement have been met, the employer will be reimbursed to a maximum of $3,000 per participant for employer supports.
12. If the employee leaves the program, will you send me a replacement employee?
As part of the ongoing support for employers in the program, we’ll work with you to address a vacant job placement in the program, although the placement term will still end by Mar 31, 2023.
13. How can I help my new employee succeed in the construction industry?
The program’s recruitment agency – Career Foundations – will work with you to make sure your employee is well supported as they start a career in the construction industry.
14. What PPE is provided by the program?
The program will enable employees to purchase a hard hat, safety boots, reflective vest, protective eyewear, and non-medical masks.
15. Will employees in the program have a vehicle?
While program marketing has emphasized that access to a vehicle is preferred, about half of the program participants have reliable access to a vehicle and a valid driver’s license. We are working on matching employees with vehicles to those employers with job sites that require a vehicle and securing additional roles that are accessible by transit or are centrally located.
16. Can I request an employee to provide their own tools?
Participants in the program are required to be job ready with mandatory training and basic PPE. Providing their own tools is not an expectation of the program.
17. Can my placements be independent contractors?
Participants placed with an employer in the program must be provided with the same employment terms, conditions and benefits provided to the employer’s other employees at the participant’s job level.
As part of the program, the employer is also responsible to make all legally required employer and employee contributions and deductions in respect of the employee, including but not limited to CPP, EI, and provincial and federal income tax.
18. Am I eligible for the employer reimbursement if I’m also receiving the Canada-Ontario Job Grant (COJG)?
An employer organization cannot receive multiple funding grants for the same employee. After the six-month placement term of the Job Ready employee is completed, an employer organization can apply for the COJG for that particular employee.