The Advisory Group to the Recruitment and Retention Project consists of individuals from around B.C. that are affiliated with various unionized and non-unionized community agencies, government ministries, employer organizations, and post secondary institutions. View list.
Analytical Framework / Life Course Perspective
The analytical framework for the Federation’s Recruitment and Retention Project is designed to guide our data collection strategy, data analysis, and overall building of strategies. This framework aims to ensure that diverse perspectives and constituents are represented and accounted for. View more.
Community Social Service Sector 2009 Workforce Survey - Final Report
This report presents the key findings of the 2009 Community Social Services Sector Workforce Survey. The purpose of collecting human resources data from organizations across the community social services sector of BC, was to develop a comprehensive human resources development plan with provincial, regional and sub-sector strategies. Read more.
Recruitment and Retention Fact Sheets
1.1 Labour Profile: B.C.'s Community Social Services Sector
Here, we've provided information about the provincial labour market as well as the labour force characteristics of our sector. This helps us understand what makes our sector unique as well as what opportunities there might be to reach out to people who are not currently engaged in the sector. Read more.
1.2 Strategies To Recruit and Retain Staff
Recruitment and retention strategies discussed will vary for different population groups, such as for individuals who have traditionally been underrepresented in the labour market, for example: immigrants, Aboriginal peoples, and persons with (dis)abilities. Read more.
1.3 Cost of Worker Turnover
Research demonstrates that there are significant costs attached to the turnover of employees in the workplace, within the range of 70 to 200 percent of an employee’s salary. Included are key sites that offer occupational profiles, salary ranges, and job titles and more. Read more.
1.4 Generations in the Workplace
This report provides a brief breakdown of each of the 'generational' work groups, why they stay, why they leave. (Adapted from Roest, 2007). Read more.
1.5 Volunteerism in the Sector
Researched indicates that increased activity in the paid workforce results in a decreased commitment to volunteering. With an anticipated upcoming shortage of volunteers in the community social services, this FCSS recruitment and retention initiative addresses both volunteers and staff. Read more.
1.6 Labour Shortage vs Skills Shortage
Our sector appears to be undergoing both a labour shortage and a skills shortage. So what is it that draws or doesn't draw people into this work? What path do people take in order to work in the sector? What keeps people in the sector? And finally, what challenges people’s commitment to continue working within the field? Read More.
1.7 Joining, Staying and Leaving
Information gathered through a series of focus groups describes what we have learned so far about what motivates or influences people to join, stay, or leave the social services workforce. Read more.