Appendix A: Condition 12a Compliance Filing
TRAINING AND EDUCATION MONITORING PLAN FOR THE TRANS MOUNTAIN EXPANSION PROJECT
NEB CONDITION 12a
February 16, 2017
Prepared for:
Trans Mountain Pipeline ULC
Kinder Morgan Canada Inc. Suite 2700, 300 – 5th Avenue S.W. Calgary, Alberta T2P 5J2 Ph: 403-514-6400
Trans Mountain Pipeline ULC Training and Education Monitoring Plan Trans Mountain Expansion Project February 2017
TABLE OF CONCORDANCE
Introduction to this Section As identified as a condition to the legal instruments that collectively approve the Trans Mountain Expansion Project (the Project), Condition 12a is applicable to legal instruments OC-064. This table identifies how this report addresses the requirements of Condition 12a as related to the applicable legal instrument(s), and where the requirements of this condition are addressed within the report.
OC-064 AO-003-OC-2 AO-002-OC-49 XO-T260-007-2016 XO-T260-008-2016 XO-T260-009-2016 XO-T260-010-2016 MO-015-2016 National Energy Board (NEB) Condition 12a (CPCN) (OC2) (OC49) (Temp) (Pump1) (Pump2) (Tanks) (Deact) Training and Education Monitoring Plan: See below See below See below See below See below See below See below See below a) Trans Mountain Pipeline ULC (Trans Mountain) must file with the NEB for approval, at least 6 months prior to commencing construction, a plan for monitoring the implementation and outcomes of Aboriginal, local, and regional training and education measures and opportunities for the Project. The plan must include: a ) i) a description of, and rationale for selecting, the indicators that will be monitored to track the implementation of training This Report Section 5.0 This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not and education measures and opportunities; applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition #11 #11 #11 #11 #11 #11 #11 a) ii) the monitoring methods and schedule, including information and data sources for the indicators being monitored; This Report Section 5.1 This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition #11 #11 #11 #11 #11 #11 #11 a) iii) plans for consulting and reporting on the implementation and outcomes of training and education measures and This Report Section 5.2 This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not opportunities with Appropriate Government Authorities, potentially affected Aboriginal groups, business, industry, and applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition education and training organizations; and #11 #11 #11 #11 #11 #11 #11 a) iv) a summary of consultations with Appropriate Government Authorities, potentially affected Aboriginal groups, This Report Section 4.0 This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not This legal instrument is not business, industry, and education and training organizations on the development of the plan. applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition applicable to NEB Condition #11 #11 #11 #11 #11 #11 #11 b) Trans Mountain must file with the NEB, at least 3 months prior to commencing construction, any updates to the This is addressed in a This is addressed in a This is addressed in a This is addressed in a This is addressed in a This is addressed in a This is addressed in a This is addressed in a elements of the Training and Education Monitoring Plan described in a) i) through iii) above. separate report filing separate report filing separate report filing separate report filing separate report filing separate report filing separate report filing separate report filing
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TABLE OF CONTENTS Page 1.0 INTRODUCTION ...... 1 1.1 Project Description ...... 1 1.2 About This Document...... 2 1.3 Context and Approach ...... 3 1.3.1 Definitions – Aboriginal, Local and Regional ...... 3 2.0 TRANS MOUNTAIN EXPANSION PROJECT TRAINING AND EDUCATION PROGRAM ...... 9 2.1 Aboriginal Groups ...... 9 2.1.1 Aboriginal Engagement ...... 10 2.1.2 Trans Mountain Training Program for Aboriginal Peoples ...... 10 2.1.3 Trans Mountain Training Program for Aboriginal Peoples Training Fund ...... 11 2.1.4 Aboriginal Participant Referral ...... 11 2.2 Local and Regional Residents ...... 11 3.0 CONTRACTOR REQUIREMENTS – TRAINING AND EMPLOYMENT ...... 12 3.1 Employment and Training Resources for Contractors ...... 12 3.2 Maximizing Aboriginal, Local and Regional Inclusion ...... 13 3.3 Aboriginal Peoples ...... 14 3.4 Local Residents ...... 14 3.5 Regional Residents ...... 14 4.0 CONSULTATION AND ENGAGEMENT ...... 15 4.1 Trans Mountain Expansion Project Employment and Skills Registry ...... 15 4.2 Public Consultation ...... 15 4.3 Appropriate Government Authorities Consultation ...... 16 4.3.1 Aboriginal Skills and Employment Training Strategy Agreement Holders ...... 16 4.3.2 Government Support ...... 17 4.3.3 Labour Market Engagement Activities ...... 18 4.4 Aboriginal Engagement ...... 19 4.4.1 New Interests, Issues, Concerns and Response – July 2015 to December 2016...... 22 4.4.2 2015 Aboriginal Community Workforce Analysis ...... 22 4.4.3 Consultation on Training and Education Monitoring Plan – May 2015 ...... 23 4.4.4 Mutual Benefit Agreements ...... 23 4.5 Business and Industry ...... 23 4.6 Education and Training Organizations ...... 23 4.7 Future Consultation and Incorporation of Feedback ...... 25 5.0 MONITORING PLAN ...... 26 5.1 Monitoring Indicators - Data Sources, Methods and Schedule ...... 26 5.2 Reporting – Implementation and Outcomes ...... 28
LIST OF APPENDICES APPENDIX A TRANS MOUNTAIN EXPANSION PROJECT TRAINING POLICY FOR ABORIGINAL PEOPLES ...... 29 APPENDIX B CONSENT TO COLLECTION AND DISCLOSURE OF PERSONAL INFORMATION ...... 31 APPENDIX C TRANS MOUNTAIN EXPANSION PROJECT EMPLOYMENT POLICY ...... 5-33 APPENDIX D TRANS MOUNTAIN EMPLOYMENT AND TRAINING PROGRAM NATIONAL ENERGY BOARD MONITORING AND REPORTING INDICATORS FLOW CHART ...... 35
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LIST OF FIGURES Figure 1 Overview of TMEP Socio-Economic Effects Monitoring Documents ...... 3
LIST OF TABLES Table 1 Definitions of Aboriginal, Local and Regional ...... 4 Table 2 Aboriginal Communities Located in the Edmonton to AB/BC Border Region...... 4 Table 3 Aboriginal Communities Located in the AB/BC Border to Kamloops Region ...... 5 Table 4 Aboriginal Communities Located in the Kamloops to Hope Region ...... 5 Table 5 Aboriginal Communities Located in the Hope to Burnaby Terminal/Burrard Inlet Region ...... 6 Table 6 Aboriginal Communities Located in the Marine Corridor ...... 6 Table 7 Aboriginal Groups – Non-Boundary-Specific ...... 7 Table 8 Aboriginal Associations, Councils and Tribes ...... 7 Table 9 TMEP Local Communities ...... 7 Table 10 TMEP Regional Communities ...... 8 Table 11 Summary of Public Consultation – May 2012 to June 2015 ...... 16 Table 12 Summary of Government Funded TMEP Training Initiatives ...... 17 Table 13 Employment Offices Contacted for Local Labour Market Information in August 2016 ...... 18 Table 14 Summary of Aboriginal Issues and Concerns Related to Training and Education ...... 21 Table 15 2015 Aboriginal Community Workforce Analysis ...... 22 Table 16 Summary of Training Programs Developed in Partnership with Education and Training Organizations ...... 25 Table 17 Training and Education Monitoring Indicators, Data Sources, and Reporting Schedule ...... 27
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DEFINITIONS AND ACRONYM LIST
Definition/Acronym Full Name AB Alberta Aboriginal groups Aboriginal communities, associations, councils or tribes the Application the Facilities Application ASETS Aboriginal Skills and Employment Training Strategy BC British Columbia CCATEC Cariboo Chilcotin Aboriginal Training Employment Centre ESDC Employment and Social Development Canada ESA Environmental and Socio-Economic Assessment km kilometre(s) mm millimetre(s) mitigation the elimination, reduction or control of the adverse environmental effects of the project, and includes restitution for any damage to the environment caused by such effects through replacement, restoration, compensation or any other means MSTQ Minimum Safety Training Qualifications NEB National Energy Board NPS Nominal Pipe Size O.D. outside diameter PCST Pipeline Construction Safety Training the Project Trans Mountain Expansion Project the Program the Training and Education Program RSA Regional Study Area SCES Secwepemc Cultural Education Society TMEP Trans Mountain Expansion Project Trans Mountain Trans Mountain Pipeline ULC
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1.0 INTRODUCTION Trans Mountain Pipeline ULC (Trans Mountain) submitted a Facilities Application (the Application) to the National Energy Board (NEB) in December 2013 for the Trans Mountain Expansion Project (“the Project” or “TMEP”). On November 29, 2016, the Governor in Council concluded that the Project was in the public interest of Canada. A Certificate of Public Convenience and Necessity allowing the Project to proceed, subject to 157 conditions, was issued on December 1, 2016. The Training and Education Monitoring Plan (the Plan) was prepared to meet the requirements of NEB Condition 12a, with updates to certain elements of this Plan to be supplied at least three (3) months prior to commencing construction, pursuant to Condition 12b. A preliminary version of the Plan was shared with Aboriginal groups in 2015 and through consultation and engagement, additions and changes were made. The Plan was issued on January 16, 2017 for further consultation with Aboriginal groups, Appropriate Government Authorities, business, industry, and education and training organizations. Condition 12b will include changes and modifications as a result of the consultation on the Plan through until March 31, 2017.
1.1 Project Description Trans Mountain filed its Application with the NEB in December 2013. In developing its Application, Trans Mountain commenced a program of extensive discussions with landowners, engagement with Aboriginal groups, and consultation with affected stakeholders. This program was intended to gather input from these groups into the Application and supporting Environmental and Socio-Economic Assessment (ESA), and to continue to assist Trans Mountain in the design and execution of the Project. Trans Mountain is also working with Appropriate Government Authorities to carry out the necessary reviews, studies and assessments required for the Project.
The physical components of the Project include: the installation of new pipeline segments and reactivation of existing lines that are currently maintained in a deactivated state; construction of pump stations; expansion of existing terminals through the addition of new tanks and other infrastructure and construction of a new dock complex at Westridge Marine Terminal; and the addition of new power lines under the jurisdiction of the appropriate provincial authorities. The scope of the Project specifically involves the following applied-for facilities:
• using existing active 610 mm (NPS 24) and 762 mm (NPS 30) O.D. buried pipeline segments;
• constructing 3 new 914 mm (NPS 36) O.D. buried pipeline segments totaling approximately 866 km:
- Edmonton to Hinton – approximately 339.4 km;
- Blue River to Darfield – approximately 158.4 km; and
- Black Pines to Burnaby – approximately 367.9 km;
• constructing 1 new 1,067 mm (NPS 42) O.D. buried pipeline segment:
- Hargreaves to Blue River – approximately 121 km;
• reactivating 2 610 mm (NPS 24) O.D. buried pipeline segments that have been maintained in a deactivated state:
- Hinton to Hargreaves – 150 km; and
- Darfield to Black Pines – 42 km;
• constructing 2, 3.6 km long 762 mm (NPS 30) O.D. buried delivery lines from the Burnaby storage Terminal to the Westridge Marine Terminal (the Westridge Delivery Lines);
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• installing 25 new sending or receiving traps (18 on the Edmonton-Burnaby mainlines), for in-line inspection tools at nine existing sites and two new sites;
• adding 12 new pump stations (10 at existing Trans Mountain Pipeline site and 2 at a new greenfield site);
• constructing new tanks located at the terminals near Edmonton, Sumas and Burnaby; and
• constructing 1 new dock complex, with a total of 3 Aframax-capable berths, as well as a utility dock (for tugs, boom deployment vessels and emergency response vessels and equipment) at Westridge Marine Terminal, followed by the decommissioning of the existing berth, which was assessed in Trans Mountain’s ESA.
1.2 About This Document This document is intended to meet the requirements set out in NEB Condition 12a as described in the Table of Concordance.
Trans Mountain is committed to maximizing employment and business opportunities for Aboriginal, local and regional groups along the pipeline corridor. The Plan is one of several documents that outline Trans Mountain’s overall approach to addressing, monitoring and reporting on socio-economic effects and opportunities associated with the Project. Other relevant socio-economic documents which should be read in conjunction with future filings of this document include:
• NEB Condition 11 - Aboriginal, Local and Regional Skills and Business Capacity Inventory;
• NEB Condition 13 - Socio-Economic Effects Monitoring Plan;
• NEB Condition 58 - Training and Education Monitoring Reports; and
• NEB Condition 107 - Aboriginal, Local and Regional Employment and Business Opportunities Monitoring Reports.
The relationship between these socio-economic effects documents is outlined in Figure 1.
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Figure 1 Overview of TMEP Socio-Economic Effects Monitoring Documents
Aboriginal, Local and Regional Skills and Business Capacity Inventory (NEB Condition 11)
Training and Education Socio-Economic Effects Monitoring Plan Monitoring Plan (NEB Condition 12) (NEB Condition 13) (This Document)
Training and Education Aboriginal, Local and Regional Monitoring Reports Employment and Business Opportunity Monitoring Reports (NEB Condition 58) (NEB Condition 107)
Monitoring and Reporting of Project-Related Socio-Economic Effects and Opportunities
1.3 Context and Approach The Plan is guided by the TMEP Employment Policy (Appendix D) and the TMEP Training Policy for Aboriginal Peoples (Appendix A). The policies outline the strategies created to ensure the overall objectives are met.
The Training and Education Program (the Program) is an ongoing initiative and will continue throughout construction, as required by the Project. The Program is an integral component to the success for the Project.
1.3.1 Definitions – Aboriginal, Local and Regional Trans Mountain uses the definitions of “Aboriginal”, “local” and “regional” as outlined in Table 1. Additionally, Trans Mountain aims to maximize opportunities within the Provinces of British Columbia (BC) and Alberta (AB).
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TABLE 1
DEFINITIONS OF ABORIGINAL, LOCAL AND REGIONAL
Term Definition Aboriginal Aboriginal Peoples who have self-identified as such. Aboriginal groups that have been identified as potentially affected by or as having interests in the Project. Aboriginal groups having an Indian Reserve or traditional territories crossed by the Project Footprint and in the Socio-Economic Regional Study Area (RSA). A list of Aboriginal groups engaged with the Project is provided in Tables 2 to 7. Aboriginal business A business that is owned at least 51% by an Aboriginal group or Aboriginal person(s), as per the definition of “Aboriginal” above. Local Municipalities, counties, cities or regional districts that are crossed by the Project Footprint. The Footprint of the Project is defined as the area directly disturbed by surveying, construction and clean-up of the pipeline and associated physical works and activities (including, where appropriate, the permanent right-of-way, pump stations, terminals, Westridge Marine Terminal, temporary construction workspace, temporary stockpile sites, temporary staging sites, camps, access routes and power lines). A list of TMEP communities that are considered “local” is provided in Table 8. For employment purposes, local means a person’s home address is in a Project Footprint (“local”) community. For procurement purposes, local means the business has an office in a Project Footprint community. Regional Municipalities, counties or regional districts that are not crossed by the Project Footprint, but that are within the Socio-Economic RSA as defined in the Facilities Application (see Section 5.0 of Volume 5B, Filing IDs A3S1R7, A3S1R7, A3S1R9), and could be a source of labour or services within reasonable commuting distance from the Project. A list of TMEP communities and areas that are considered “regional” is provided in Table 9. For employment purposes, this means a person’s home address is in a “regional” community or area. For procurement purposes, this means the business has an office in a “regional” community or area. Other Municipalities, counties, regional districts or other communities located outside of the Socio-Economic RSA.
TABLE 2
ABORIGINAL COMMUNITIES LOCATED IN THE EDMONTON TO AB/BC BORDER REGION
Alexander First Nation Alexis Nakota Sioux Nation Aseniwuche Winewak Nation of Canada Asini Wachi Nehiyawak Traditional Band Enoch Cree Nation Ermineskin Cree Nation Foothills Ojibway First Nation Horse Lake First Nation Louis Bull Tribe Métis Nation of AB Gunn Métis Local 55 Métis Regional Council Zone IV of the Métis Nation of AB Michel First Nation Montana First Nation Nakcowinewak Nation of Canada O’Chiese First Nation Paul First Nation Saddle Lake Cree Samson Cree Nation Stoney Nakoda First Nation Sturgeon Lake Cree Nation Sucker Creek First Nation Sunchild First Nation Tsuu T’ina Nation Whitefish (Goodfish) Lake First Nation
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TABLE 3
ABORIGINAL COMMUNITIES LOCATED IN THE AB/BC BORDER TO KAMLOOPS REGION
Adams Lake Indian Band Ashcroft Indian Band Canim Lake Band Kelly Lake Cree Nation Kelly Lake First Nation Kelly Lake Métis Settlement Society Ktunaxa Nation Little Shuswap Indian Band Lheidli T’enneh First Nation Lhtako Dene Nation Llenlleney’ten First Nation (High Bar) Neskonlith Indian Band Oregon Jack Creek Band Shuswap Indian Band Simpcw First Nation Skeetchestn First Nation Splatsin First Nation Sts’wecem’cXgat’tem (Canoe Creek/Dog Creek) Tk’emlups te Secwepemc Toosey Indian Band Union Bar Indian Band Williams Lake (T'exelc) Band Xat’sull First Nation (Soda Creek)
TABLE 4
ABORIGINAL COMMUNITIES LOCATED IN THE KAMLOOPS TO HOPE REGION
Boothroyd Band Boston Bar Band Coldwater Indian Bar Cook’s Ferry Indian Band Kanaka Bar Lower Nicola Indian Band Lower Similkameen Indian Band Lytton First Nation Nicomen Indian Band Nooaitch Indian Band Okanagan Indian Band Penticton Indian Band Shackan Indian Band Siska Indian Band Skuppah Indian Band Spuzzum First Nation St'uxwtews (Bonaparte Indian Band) Upper Nicola Band Upper Similkameen Indian Band
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TABLE 5
ABORIGINAL COMMUNITIES LOCATED IN THE HOPE TO BURNABY TERMINAL/BURRARD INLET REGION
Aitchelitz First Nation Chawathil First Nation Cheam First Nation Katzie First Nation Kwantlen First Nation Kwaw-kwaw-aplit First Nation Kwikwetlem First Nation Leq’a:mel First Nation Musqueam Indian Band Peters Band Popkum First Nation Qayqayt First Nation (New Westminster) Scowlitz First Nation Seabird Island Band Semiahmoo First Nation Shxw’ow'hamel First Nation Shxwha:y Village Skawahlook First Nation Skowkale First Nation Skwah First Nation Soowahlie Indian Band Squamish Nation Squiala First Nation Sts'ailes Band (Chehalis Indian Band) Sumas First Nation Ts’kwaylaxw (Pavillion Indian Band) Tsawwassen First Nation
\ TABLE 6
ABORIGINAL COMMUNITIES LOCATED IN THE MARINE CORRIDOR
Cowichan Tribes Ditidaht First Nation Esquimalt Nation Halalt First Nation Huu-ay-aht First Nation Hwlitsum First Nation Lake Cowichan First Nation Lyackson First Nation Malahat First Nation Pacheedaht First Nation Pauquachin First Nation Penelakut First Nation Scia'new Indian Band (Beecher Bay) Sechelt Indian Band Snaw-Naw-As Nation (Nanoose) Snuneymuxw First Nation Songhees Nation Stz'uminus First Nation (Chemainus) T'Sou-ke First Nation Tsartlip First Nation Tsawout First Nation Tseycum First Nation
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TABLE 7
ABORIGINAL GROUPS – NON-BOUNDARY-SPECIFIC
BC Métis Federation Métis Nation of BC
TABLE 8
ABORIGINAL ASSOCIATIONS, COUNCILS AND TRIBES
Cowichan Nation Alliance Maa Nulth First Nations Nicola Tribal Association Nuu-chah-nulth Tribal Council Okanagan Nation Alliance Sencot'en Alliance Shuswap Nation Tribal Council St’at’imc Chiefs Councils Stk’emlupsemc te Secwepemc Nation Ts’elxweyeqw Tribes Management Limited Tsilhoqot’n National Government
TABLE 9
TMEP LOCAL COMMUNITIES
AB BC • Strathcona County • Fraser-Fort George Regional District, Area H • City of Edmonton • Village of Valemount 2 • City of Spruce Grove • Thompson Nicola Regional District, Electoral Areas B, A, O, P, J, M and N • Parkland County • District of Clearwater • Town of Stony Plain • City of Kamloops • Village of Wabuman • City of Merritt • Yellowhead County • Fraser Valley Regional District, Electoral Areas B, D, E • Town of Edson • District of Hope • Town of Hinton • City of Chilliwack • Municipality of Jasper 1 • City of Abbotsford • Township of Langley • City of Surrey • City of Coquitlam • City of Burnaby Notes: 1. Work will be performed on the Jasper Pump Station in the Municipality of Jasper. 2. Village of Valemount is not crossed by the pipeline corridor, however is in close proximity and is a proposed location for staging, worker accommodation, etc.
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TABLE 10
TMEP REGIONAL COMMUNITIES
AB BC • City of Fort Saskatchewan • Village of McBride • Village of Spring Lake • Thompson-Nicola Regional District, Electoral Area L • Summer Village of Betula Beach • District of Barriere • Summer Village of Kapasiwin • Municipality of Sun Peaks • Summer Village of Lakeview • Village of Chase • Summer Village of Point Alison • District of Logan Lake • Summer Village of Seba Beach • Regional District of Okanagan-Similkameen, Electoral Area H • Lac Ste Anne County • Town of Princeton • Town of Mayerthorpe • Fraser Valley Regional District, Electoral Area G, • Town of Onoway • District of Kent • Village of AB Beach • Village of Harrison Hot Springs • Summer Village of Birch Cove • District of Mission • Summer Village of Castle Island • Metro Vancouver, Electoral Area A • Summer Village of Nakamun Park • District of Maple Ridge • Summer Village of Ross Haven • City of Langley • Summer Village of Silver Sands • City of Pitt Meadows • Summer Village of South View • City of White Rock • Summer Village of Sunrise Beach • City of Port Coquitlam • Summer Village of Sunset Point • City of New Westminster • Summer Village of Val Quentin • Corporation of Delta • Summer Village of West Cove • City of Richmond • Summer Village of Yellowstone • City of Port Moody • Sturgeon County • Village of Anmore • Town of Morinville • Village of Belcarra • Town of Bon Accord • District of North Vancouver • Town of Gibbons • City of Vancouver • Town of Legal • City of North Vancouver • Town of Redwater • District of West Vancouver • City of St. Albert • Village of Lions Bay • Brazeau County • Bowen Island, Island Municipality • Town of Drayton Valley • Village of Breton • Leduc County • City of Leduc • Town of Beaumont • Town of Calmar • Town of Devon • Village of Thorsby • Village of Warburg • Summer Village of Golden Days • Summer Village of Itaska Beach • Summer Village of Sundance Beach • Improvement District No. 12 (Jasper National Park)
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2.0 TRANS MOUNTAIN EXPANSION PROJECT TRAINING AND EDUCATION PROGRAM Using an inclusive approach, Trans Mountain is engaging with Aboriginal, local and regional groups along the pipeline corridor to discuss the employment opportunities with the Project, through the Program. Trans Mountain was able to determine the priorities of both the Program and the Plan through both an analysis of the occupational requirements for the Project and qualitative and quantitative market research detailed in the Aboriginal, Local and Regional Skills and Business Capacity Inventory (the Inventory).
Trans Mountain will work with its Contractors to ensure training associated with the Minimum Safety Training Qualifications (MSTQ), as required by the TMEP Health and Safety Management Plan, is made available to Aboriginal, local and regional workers. Trans Mountain anticipates Contractors will provide the following training at a minimum:
• Pipeline Construction Safety Training (PCST) including Workplace Hazards Materials Information System;
• driving safety and awareness;
• fall protection awareness;
• appropriate level of First Aid, as necessary; and
• animal safety awareness.
Additionally, Trans Mountain anticipates the following training will be provided by Contractors during the Trans Mountain orientation for all Project workers:
• health and safety general orientation;
• security awareness;
• Environmental Level 1, 2 or 3 (role-dependent);
• Worker Code of Conduct including respectful workplace; and
• TMEP cultural awareness.
As outlined below in Sections 2.1, 2.2 and 2.3 respectively, the Plan components are unique for Aboriginal, local and regional groups. Additionally, the process and research results are detailed in the Inventory (in compliance with NEB Condition 11a).
2.1 Aboriginal Groups Trans Mountain recognizes the unique legal and constitutional rights of Aboriginal Peoples and is respectful of their history, customs, beliefs and traditions. Trans Mountain is committed to supporting the sustainability of Aboriginal communities and to the development of an Aboriginal workforce through effective and accessible training programs to maximize participation in available employment opportunities.
Trans Mountain recognizes Aboriginal groups may face additional barriers to accessing training, employment and procurement opportunities. As such, Trans Mountain will provide Aboriginal groups with a higher level of training support. The TMEP Training Policy for Aboriginal Peoples (Appendix A) guides the Trans Mountain Training Program for Aboriginal People, a program that focuses on training initiatives for construction-related, transferrable skill development.
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2.1.1 Aboriginal Engagement In collaboration with its Aboriginal Engagement Program, Trans Mountain works with Aboriginal groups located in proximity to the pipeline corridor to identify potential training opportunities to enhance access to employment opportunities.
Starting in February 2015, Trans Mountain invited Aboriginal groups to participate in a Project-specific workforce analysis. Groups were asked to provide capacity information regarding the interests and abilities of community members to participate in Project-related employment opportunities. To date, 32 groups have participated in the workforce analysis with Trans Mountain. The needs and gaps identified by participating groups have been analyzed and the Plan has been developed accordingly.
Through continued engagement Trans Mountain has shared the results of the analysis and priorities and initiatives of the Plan. Trans Mountain will work in collaboration with Aboriginal groups to identify individuals to participate.
2.1.2 Trans Mountain Training Program for Aboriginal Peoples Trans Mountain is managing a comprehensive Training Program for Aboriginal Peoples focused on construction-related, transferrable skill development for Aboriginal Peoples. The labour force skills capacity information that has been collected to date, as described in the Inventory indicates that there is a strong interest in employment amongst Aboriginal groups. To increase access to employment opportunities prior to construction, Trans Mountain has identified gaps in Aboriginal Peoples’ skills related to essential skills, pipeline construction, traffic control, health, safety and security.
Over the past 2 years, the Training Program for Aboriginal Peoples has been developed and informed by Trans Mountain, Aboriginal groups, industry partners, Aboriginal Skills and Employment Training Strategy (ASETS) organizations, Aboriginal training service providers, post-secondary institutions and private training service providers. Training Program development included a Project-specific workforce analysis, the results of which have informed the Program design. The following courses are included in the Training Program:
• essential skills;
• trades foundation;
• safety certification including PCST, First Aid, Workplace Hazards Materials Information System, Ground Disturbance, Fall Protection, Confined Space Entry and other certificates required for work on the Project;
• traffic control training;
• office administration;
• warehousing
• camp cook; and
• basic security.
The Program is flexible and as additional training opportunities arise, they will be added as resources allow.
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2.1.3 Trans Mountain Training Program for Aboriginal Peoples Training Fund In addition to the funds to be utilized to support the courses described in Section 2.1.2, funds can be accessed directly through proposals from Aboriginal groups and Aboriginal organizations along the Project corridor. Training fund proposals must demonstrate the goals of the training to be sought, the training/education priorities of the community and how the proposal will supplement the overall community training needs. The application to the training fund must also clearly identify:
• administrative capacity to manage and deliver the training program;
• training objectives and outcomes, the type of training, the scope and duration of the training, the number of people to be trained and the type of employment sought after training;
• current labour market information linking the training to available employment;
• other industry partners or funders involved in the training proposal, including the amount of funding being committed by each source;
• the training organization or institution developing and/or delivering the training; and
• certifications or accreditations to be obtained as a result of the training.
Priority will be given to training programs leading to employment and supporting the development of transferrable skills as well as training resulting in opportunities in the construction of the Project.
2.1.4 Aboriginal Participant Referral Upon successful completion of a training course, participants will be asked to complete a form allowing for a direct referral to Trans Mountain’s Contractors. The Trans Mountain Consent to Disclosure of Personal Information form is included in Appendix B.
2.2 Local and Regional Residents To maximize access to employment opportunities, Trans Mountain will work with its Contractors, as outlined in Section 3.0, to ensure training is made available first to local and then to regional residents, as required by the occupational requirements of the Project.
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3.0 CONTRACTOR REQUIREMENTS – TRAINING AND EMPLOYMENT In addition to the minimum training program requirements listed in Section 2.0, the Program recognizes the majority of employment opportunities will be made available through construction-related contracts whereby the opportunity exists for Contractors to provide training to Aboriginal, local and regional residents, in addition to the programs planned by Trans Mountain.
Trans Mountain will work to maximize employment opportunities for Aboriginal, local and regional groups through additional training and by working closely with the selected Contractors throughout the Project. Contractors will be required to adhere to the Aboriginal, Local and Regional Inclusion Plan.
Trans Mountain and the selected Contractors will identify any potential training and/or education gaps within Aboriginal, local and regional community members and will create and implement measures to address these gaps, or to support or increase training and education measures and opportunities where reasonably possible. Trans Mountain expects Contractors will maximize opportunities to provide training for Aboriginal, local and regional people considered “close to qualified” who apply for employment with the Project so they will be considered employment-ready. A close to qualified applicant is an applicant who, with participation in a short-term training program (maximum duration of three weeks), would be deemed qualified for the position by the Contractor.
3.1 Employment and Training Resources for Contractors The following resources will be made available by Trans Mountain to support the work of Contractors in meeting the objective of maximizing opportunities for Aboriginal, local and regional community members: • Trans Mountain Employment and Training team contact information;
• Trans Mountain Employment Policy;
• Trans Mountain Training Policy for Aboriginal Peoples;
• training manual and user guide for StakeTracker (Trans Mountain engagement tracking software);
• Trans Mountain Employment and Skills Registry database – contact information and employment interests-related data for members of Aboriginal, local and regional community members who have registered an interest in employment opportunities with the Project;
• completed Consent to Disclosure of Personal Information forms (competed by training program participants);
• Trans Mountain NEB condition compliance and reporting requirements;
• Trans Mountain Mutual Benefit Agreement (MBA) commitments requiring implementation support by major contractors;
• Trans Mountain Aboriginal communities qualitative workforce analysis data (completed in May 2015);
• Trans Mountain Employment and Training Aboriginal employment and training contact list;
• WorkBC and AlbertaWorks employment agencies contact list;
• employment and training-related Project commitments list - via the National Energy Board and Mutual Benefit Agreements;
• ASETS contact list; and
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• administration and/or strategic employment and training support for adherence to the requirements.
3.2 Maximizing Aboriginal, Local and Regional Inclusion Contractors will be required to adhere to the Trans Mountain Expansion Project Aboriginal, Local and Regional Inclusion Plan activities described below to demonstrate activities and processes to achieve employment and training objectives.
1. Participate in agreed upon engagement schedule as established by Trans Mountain to manage the delivery of employment and training-related activities to meet the objectives. 2. Adhere to the Trans Mountain priority hiring order for qualified applicants to job postings; a. Aboriginal Peoples who are members an Aboriginal community with a MBA with Kinder Morgan Canada (KMC); b. Aboriginal Peoples who are not members of an Aboriginal community with an MBA with KMC but who reside in the RSA; c. local residents; d. regional residents; and e. other residents. 3. Submit an Aboriginal, Local and Regional Employment and Training Plan to the Trans Mountain Employment and Training Team, for approval, including: a. a list of existing Aboriginal, local and regional employment and training policies and plans/procedures; b. the internal procedures in place to evaluate adherence to policies, plans/procedures and methods used to make enhancements and corrections; c. employment opportunities including job descriptions and workforce requirements, skills, qualifications and employment schedule; d. apprenticeship opportunities; e. analysis of Aboriginal, local and regional labour force in proximity to the award; f. information related to union agreements and labour supply, if applicable; g. a recruitment plan to attract and recruit Aboriginal, local and regional workers over the Project’s construction period including, but not exclusive to: i. promotional activities including job fairs, advertising and website promotion via the Trans Mountain website and reporting schedule; ii. building and maintaining relationships with Aboriginal groups; iii. building and maintaining relationships with ASETS organizations; and iv. utilization of local and regional employment offices; h. human resource support to the Project; i. Aboriginal, local and regional employment targets per position; j. training programs for delivery including training targets, timeline and demonstration that the provision of training will enhance access for individuals to available employment opportunities; k. workforce retention measures including mentorship program for Aboriginal peoples; l. provisions to assist Aboriginal workers to understand their role on site outlining the importance of the role and clear, realistic expectations;
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m. employment and training evaluation systems; and n. the mechanisms by which formal and informal employee feedback will be gathered. 4. Identify individuals for employment. 5. Identify individuals who require training to access employment opportunities. 6. Facilitate the delivery of training to access employment opportunities. 7. Facilitate the delivery of the online TMEP Cultural Awareness Training module to all Project workers. 8. Track all engagement activities using StakeTracker. 9. Adhere to or demonstrate the equivalence of the TMEP Worker Code of Conduct, including respect in the workplace. 10. Report monthly to Trans Mountain on the relevant indicators included in this Plan (see Table 17).
3.3 Aboriginal Peoples Aboriginal Peoples will be given a higher priority for accessing training and employment opportunities with Trans Mountain’s Contractors, over local and regional residents for positions in which candidates are qualified.
3.4 Local Residents Local residents whose communities will be affected by construction directly will be given a higher priority for accessing training and employment with Trans Mountain’s Contractors, over regional residents residents for positions in which candidates are qualified.
3.5 Regional Residents Trans Mountain recognizes regional residents have a high level of interest in employment opportunities with the Project. Training and education for regional residents has not been identified as a Project priority, however, as required by the Project, Trans Mountain will direct its Contractors to make training available to regional residents, as related to the MSTQ only. Regional residents will be given a higher priority for accessing training and employment opportunities over residents located outside of the Socio-Economic RSA.
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4.0 CONSULTATION AND ENGAGEMENT Consultation and engagement activities related to Trans Mountain’s training and education initiatives were completed between May 2012 and December 2016 with Appropriate Government Authorities, potentially affected Aboriginal groups, business, industry and education and training organizations. Opportunities to discuss the Program and the development of the Plan have been ongoing throughout the construction planning phase of the Project.
Consultation and engagement opportunities began in May 2012 with the Project announcement. Reports on activities completed between May 2012 and June 30, 2015 were filed with the NEB and are available in the Application (Volume 3A: Public Consultation and Volume 3B: Aboriginal Engagement) as well as in Consultation Update No. 1 and Errata, Technical Update No. 1/Consultation Update 2, Consultation Update 3 and Consultation Update 4. These reports include the results of consultation conducted to date, identification of issues and concerns as well as Trans Mountain’s response and are included below. Where appropriate, Trans Mountain’s response has been updated to reflect information developed since the original response was provided during the NEB proceeding for the Project.
Activities completed between July 2015 and December 2016are described below. New issues and concerns regarding training and education identified during this period, as well as Trans Mountain’s response, are described below.
This Plan is being shared for formal consultation with Appropriate Government Authorities, potentially affected Aboriginal groups, business, industry, and education and training organizations beginning in January 2017. Feedback will be utilized to make modifications to the Plan and will be received until March 31, 2017. The Training and Education Monitoring Plan will be updated to incorporate feedback received during consultation and will be filed with the NEB 3 months prior to the start of construction.
4.1 Trans Mountain Expansion Project Employment and Skills Registry Since January 2015, Trans Mountain has been collecting labour force skills data through the TMEP Employment and Skills Registry. People interested in employment opportunities register information including name, community of residence as well as completed safety and training certifications. Registrants indicate the region(s) along the pipeline corridor they would prefer to work and identify which job categories they are qualified for. Registrants are asked to select their first and second choice of preferred role and are asked to indicate if they are currently working in one of the roles listed. Additionally, registrants have the opportunity to self-identify as an Aboriginal person.
The data gathered via the registry has informed the development of the Program and the Plan.
4.2 Public Consultation Public feedback regarding training and education related issues pertinent to the Training and Education Monitoring Plan received between May 2012 and June 30, 2015 was submitted to the NEB in the Application and in subsequent filings. Table 11 provides a summary of the key themes from these periods; this represents historical public feedback and responses on issues that helped guide, and were considered in the development of the Plan.
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TABLE 11
SUMMARY OF PUBLIC CONSULTATION – MAY 2012 TO JUNE 2015
Issue or Concern Summary Trans Mountain Response Where Addressed Socio Economic – Employment and Training Opportunities Training programs and Trans Mountain is exploring opportunities to provide and support education and training initiatives Application Volume 5B - opportunities along the pipeline route, and has begun dialogue with local training institutions. Education and ESA - Socio-Economic training in areas such as trades, maintenance, operations and environmental management will enhance the capacity of the local labour force to participate in Project opportunities. This will also build transferrable skills that can be used across other industries, and enhance the overall community capacity. Training opportunities - Trans Mountain is exploring opportunities to provide and support education and training initiatives Application Volume 5B - operations and marine along the pipeline route, and has begun dialogue with local training institutions. Education and ESA - Socio-Economic training in areas such as trades, maintenance, operations and environmental management will enhance the capacity of the local labour force to participate in Project opportunities. This will also Application Volume 8A – build transferrable skills that can be used across other industries, and enhance the overall Marine Transportation community capacity. How will Trans Mountain Trans Mountain is exploring opportunities to provide and support education and training initiatives Application Volume 5B - work with trade schools on for Aboriginal communities along the pipeline corridor, and has begun dialogue with local training ESA - Socio-Economic skills development? institutions. Education and training for Aboriginal communities in areas such as trades, maintenance, operations and environmental management will enhance the capacity of the local Application Volume 5D – labour force to participate in Project opportunities. This will also build transferrable skills that can Socio-Economic Technical be used across other industries, and enhance the overall community capacity. Report Socio Economic – Benefits and Impacts Employment and training Trans Mountain is exploring opportunities to provide and support education and training initiatives Application Volume 3A – for local workforces along the pipeline route, and has begun dialogue with local training institutions. Education and Public Consultation training in areas such as trades, maintenance, operations and environmental management will enhance the capacity of the local labour force to participate in Project opportunities. This will also build transferrable skills that can be used across other industries, and enhance the overall community capacity.
New Interests, Issues, Concerns and Response – July 2015 to December 2016 No new issues or concerns with respect to education and training were identified by the public through engagement and communication opportunities during the July 2015 to December 2016 period.
4.3 Appropriate Government Authorities Consultation This section provides a summary of Trans Mountain’s consultation and engagement with Appropriate Government Authorities specifically regarding training and education related issues pertinent to the Training and Education Monitoring Plan. This included local and regional authorities, select federal authorities, service providers and select non-governmental community organizations.
4.3.1 Aboriginal Skills and Employment Training Strategy Agreement Holders To support the success of the Training Program for Aboriginal Peoples, Trans Mountain is engaged with the following ASETS Agreement Holders in AB and BC:
• Six Independent AB First Nations Society (Maskwacis, AB);
• Yellowhead Tribal Development Foundation (Morinville, AB);
• Oteenow Employment and Training Society (Edmonton, AB);
• Rupertsland Institute (Edmonton, AB);
• Shuswap Nation Tribal Council (Kamloops, BC);
• Sto:lo Aboriginal Skills & Employment Training (SASET) (Chilliwack, BC);
• Aboriginal Community Career Employment Services Society (Vancouver, BC);
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• Coast Salish Employment and Training Society (Duncan, BC); and
• Cariboo Chilcotin Aboriginal Training Employment Centre (CCATEC) (Williams Lake, BC).
Aboriginal agreement holders design and deliver employment programs and services best suited to the unique needs of their clients in their region, focusing on the three ASETS priorities:
• supporting demand-driven skills development;
• fostering partnerships with the private sector and the provinces and territories; and
• placing emphasis on accountability and results.
Engagement with the ASETS organizations continues on a regular basis. ASETS organizations are funded by Employment and Social Development Canada (ESDC), and are mandated to provide employment-related services for Aboriginal Peoples in their designated service area, which is inclusive of both on-reserve and off-reserve Aboriginal Peoples. Engagement has taken the form of:
• participating in ASETS quarterly meetings to provide information and updates on employment opportunities on the Project;
• providing letters to support applications to provincial and federal training fund initiatives;
• creating linkages between training initiatives conducted with partner organizations and employment opportunities through direct referrals to contractors of trained participants and those who have registered on TMEP’s on-line registry; and
• developing partnerships with ASETS organizations for delivery of training. Training is planned, in progress or has been completed through partnerships with Cariboo Chilcotin Aboriginal Training Employment Centre, Aboriginal Community Careers Employment Services Society and client support services from Central Interior ASETS (Shuswap Nation Tribal Council) and Sto:lo Aboriginal Skills and Employment Training (subject to approval of Skills Partnership Fund initiatives).
Other engagement activities from 2016 include:
• letter to ASETS to provide update on Project;
• letter to ASETS Re ESDC Skills Partnership Fund call for proposals;
• participation at ASETS Renewal Forum; and
• participation at ASETS quarterly meetings.
4.3.2 Government Support Trans Mountain, in partnership with various training service providers, has leveraged funds from government authorities in order to maximize the opportunities for participation in training initiatives funded by the Program. The partnerships have been successful in this effort with several programs, and as of the writing of this Plan, several more proposals are currently under evaluation for further partnership funding opportunities. Table 12 provides a summary of these training initiatives, the partners organization (applicant for the funds), the government authority from which funding was or has been requested, and the status of each proposal.
TABLE 12
SUMMARY OF GOVERNMENT FUNDED TMEP TRAINING INITIATIVES
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Status of Funding Funding Initiative Date of Program Training Initiative Partner Organization Proposal ESDC 2016 Skills and TBC 2017 Classroom Connections Labour Ready Employment Samson Cree Nation Under review by ESDC Partnership Fund Call Training Initiative ASETS for Proposals October 2017 - October Trades in Motion: Mobile Units Project Yellowhead Tribal Under review by ESDC 2018 College October 2016 – October Leveraging Partnerships for Success Program Tradewinds to Success Under review by ESDC 2018 TBC 2017 Enhanced Construction Craft Worker Program Aboriginal Community Under review by ESDC Career Employment Services Society January – July 2017 Office Administration for Employment Training Native Education College Under review by ESDC (tentative) Program January – March 2017 Environmental Technician Training Program Seven Generations Under review by ESDC (tentative) Environmental Services January – June 2017 Warehouse Training Program Secwepemc Cultural Under review by ESDC (tentative) Education Society (SCES) TBC 2017 Forestry Safety Certificate Program CCATEC Under review by ESDC TBC 2017 Seabird College SPF Proposal Seabird Island College Under review by ESDC AB Human Services Direct application to December 2014 - Nakcowinewak Nation of Canada Collaborative Nakcowinewak Nation of Program complete ASH January 2015 Employment Services Initiative to Increase Canada Workforce Participation Project BC Ministry of Jobs, Tourism, and Skills Training Canada-BC Job Fund November 2014 – Enhanced Construction Craft Worker Level I Thompson Rivers Program complete Agreement Stream 2 – February 2015 University Employer-Sponsored February – April 2014 Camp Cook Training Program` CCATEC; Program complete Training (2014) College of New Caledonia; Sage Trainers July – August 2014 Oil and Gas Safety Program CCATEC; Program complete Phoenix Recruiting and Oilfield Services 2014 Environmental Technician Training Program Sto:lo Aboriginal Skills Program complete Employment Training (SASET); Vancouver Island University Canada-BC Job Fund October 2015 Basic Security Training Level I Seabird Island College Program complete Agreement Stream 2 – November 2015 – Camp Cook Training Program Seabird Island College Program complete Employer-Sponsored February 2016 Training (2015) November 2015 – Women in Trades Training Program Thompson Rivers Program complete February 2016 University Canada-BC Job Fund March – May 2017 Enhanced Construction Craft Worker Level I Thompson Rivers Proposal approved Agreement Stream 2 – University (in partnership Employer-Sponsored with Camoson College) Training (2016) April – May 2017 Multi Industry Skills Training Program Camosun College Proposal approved March – May 2017 Basic Security Training Level I SCES Proposal approved
4.3.3 Labour Market Engagement Activities In August 2016, Trans Mountain sent a request to all AB Works and WorkBC employment offices located within the Socio-Economic Study Area (ESA) boundary, requesting any local labour market information that may be available. Table 13 lists the employment offices that were contacted during this initiative.
TABLE 13
EMPLOYMENT OFFICES CONTACTED FOR LOCAL LABOUR MARKET INFORMATION IN AUGUST 2016
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AB Edmonton City Centre AB Works Centre Hinton AB Works Centre Edmonton Meadowlark AB Works Centre Leduc AB Works Centre Edmonton North AB Works Centre Parkland AB Works Centre Edmonton South AB Works Centre Sherwood Park AB Works Centre Edson AB Works Centre St Albert AB Works Centre BC Fraser Valley Employment and Support Services Co-operative (Agassiz) Open Door Social Services Society (Kamloops) Barriere Employment Service Centre Merritt Employment Services Centre Chase Open Door Social Services Society Robson Valley Support Society (McBride) GT Hiring Solutions (Chilliwack) Valemount Learning Centre Clearwater Employment Services Family Services of Greater Vancouver (on behalf of all WorkBC Employment Free Rein Associates (Hope) Service Centres in Metro Vancouver and Abbotsford)
Feedback received was incorporated into Trans Mountain’s analysis of the labour market along the pipeline route, as detailed in the Aboriginal, Local and Regional Skills and Business Capacity Inventory While no employment offices were able to provide National Occupational Code-specific data for the communities they serve, feedback provided generally indicated a significant pool of skilled and available labour throughout the pipeline corridor. This reaffirmed Trans Mountain’s approach to funding training programs, targeting employment readiness programs to increase job readiness in Aboriginal communities.
4.4 Aboriginal Engagement As detailed in Section 2.0, since April 2012, Trans Mountain has engaged with Aboriginal communities that might have an interest in the Project or have Aboriginal interests potentially affected by the Project, based on the proximity of their community and their assertion of traditional and cultural use of the land along the pipeline corridor to maintain a traditional lifestyle. The objectives of Aboriginal engagement are to:
• have an open, transparent and inclusive process that seeks to exchange information in a respectful manner;
• address concerns shared by those who might have an interest in the Project or have Aboriginal interests potentially affected by the Project;
• incorporate feedback into Project planning and execution; and
• provide opportunities to maximize Project benefits to Aboriginal communities and Aboriginal groups.
A comprehensive Aboriginal engagement process is lead by experienced engagement advisors in AB and BC, specialized in the areas of Aboriginal relations, law, economic development, education, training, employment and procurement. Trans Mountain’s engagement process for the Project is flexible, allowing each community and group to engage in meaningful dialogue in the manner they choose and in a way to meet their objectives and values.
Each community has the opportunity to engage with Trans Mountain, depending upon Project interests and potential effects. The following opportunities to engage have been provided:
• respond to Project announcement;
• initial contact with Aboriginal community or Aboriginal group;
• meeting with Chief and Council and meetings with staff;
• host community information session(s);
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• conduct traditional land use studies and socio-economic interviews;
• identify interests and concerns; and
• identify mitigation options.
Issues and concerns specific to training and education raised during Aboriginal engagement between early 2012 to June 2015 are summarized in Table 14.
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TABLE 14
SUMMARY OF ABORIGINAL ISSUES AND CONCERNS RELATED TO TRAINING AND EDUCATION
Issue or Concern Summary Aboriginal Community Summary Trans Mountain Response Where Addressed Educational opportunities Saddle Lake Cree Nation One of the goals of Aboriginal Engagement Program is to work collaboratively with Aboriginal communities to support access to economic development opportunities that will Application Volume 3B – Aboriginal Enoch Cree Nation arise from the Project. These include employment and procurement opportunities and, where possible, education, training and community investments to maximize access to Engagement Alexander First Nation these opportunities. To identify procurement prospects, Project staff work with Aboriginal communities to identify Aboriginal businesses that are interested in contracting Samson Cree Nation opportunities. Trans Mountain has developed, in partnership with KMC’s procurement team, an Aboriginal Procurement Policy to provide guidance and allowances for facilitating Aboriginal participation in the Project. With regard to employment, Trans Mountain recognizes that the fast growth rate of Aboriginal population will have a substantial effect on Métis Nation of AB (Region 4) the available workforce in the future and there is a need for proactive program development in the areas of education and training to support employment opportunities. Through Foothills Ojibway Society the Aboriginal Engagement Program, employment opportunities are being shared with each Aboriginal community and a capacity inventory for employment within the Paul First Nation communities is being encouraged. The content will then be used for the realization of employment benefits with both Trans Mountain and prime contractors during the Project. Sunchild First Nation Lower Nicola Indian Band The Trans Mountain Aboriginal engagement team continues to communicate with Aboriginal communities along the pipeline corridor to identify education, training, employment Simpcw First Nation and procurement opportunities. Trans Mountain will: Ts’elxweyeqw Tribe Management Limited • maximize the hiring of on-reserve and off-reserve Aboriginal community members; Yale First Nation • liaise with communities, appropriate resources and with contractors; Popkum First Nation • initiate an Aboriginal Employment and Training Program to support increased access to Aboriginal employment opportunities on the Project; Scowlitz First Nation • develop a mentorship program for Aboriginal workers to encourage work site integration and retention; Semiahmoo First Nation • evaluate contractors’ recruitment and selection processes to ensure opportunities will be available to Aboriginal workers; and Alexis Nakoda Sioux Nation • ensure contractors communicate upcoming employment opportunities directly to Project area employment offices, women’s organizations and Aboriginal communities and Shackan Indian Band organizations on a timely basis.
Trans Mountain will continue to collaborate with regional training providers to identify ongoing opportunities to facilitate, support or participate in delivery of training for Aboriginal communities. Information will be provided in a timely manner to educators and governments about the types of Project-related jobs that will be available, and the required skills and qualifications, to assist training providers in developing and implementing appropriate training. Trans Mountain will work with contractors and labour organizations to encourage contractors to provide training and apprenticeship opportunities related to the work they perform, including opportunities for on-the-job training on the Project.
The Project will collaborate with training providers to provide job preparation and Project specific training to Aboriginal residents. All training programs that are supported by the Project will be mutually agreeable with particular training providers. Trans Mountain’s Aboriginal Peoples’ Training Policy is focused on creating initiatives that increase the long- term capability for Aboriginal People to participate in the economy and to share in the success of the Project. Langu age barriers to engagement, Paul First Nation Trans Mountain understands that language barriers may limit Aboriginal P eoples’ employment opportunities. Trans Mountain considers employment readiness programs as an Application Volume 3B – Aboriginal employment, and education Nakcowinewak Nation of Canada important training tool to reduce the barriers and provide increased access to employment or employment resources in general and for the Project. Engagement
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4.4.1 New Interests, Issues, Concerns and Response – July 2015 to December 2016 No new issues or concerns with respect to education and training were identified by Aboriginal stakeholders through engagement and communication opportunities during the July 2015 to December 2016 reporting period.
4.4.2 2015 Aboriginal Community Workforce Analysis Starting in February 2015, Trans Mountain sought to work with potentially affected Aboriginal groups to collect current labour market information specific to Aboriginal communities. The information sought included:
• labour market data specific to the construction job requirements of the Project;
• rates of certification for common safety certifications that will be common among most Project construction workers; and
• suggestions from each Aboriginal group for training programs that could be provided to enhance capacity for employment in Aboriginal communities.
Based on the feedback provided from the 31 Aboriginal groups who chose to participate in the workforce analysis, Trans Mountain determined that there is a strong interest in jobs related to the Project by members of Aboriginal communities who, despite needing some minor additions to their skill sets, are otherwise qualified to work.
These same Aboriginal groups provided Trans Mountain with training narratives, which outlined the desired training initiatives of community members, furthering the refinement of the TMEP Training Program for Aboriginal Peoples. The Training and Education Monitoring Plan was then updated to reflect the goal of tracking the success of individuals who have participated in training programs supported by Trans Mountain and its contractors throughout their work tenure with the Project, as described in Section 4.0 of this document.
Table 15 lists the Aboriginal groups who participated in the 2015 Aboriginal Community Workforce Analysis.
TABLE 15
2015 ABORIGINAL COMMUNITY WORKFORCE ANALYSIS
Aboriginal Group Information Provided AB Alexis Nakoda Sioux Nation Capacity Survey and Training Narrative Aseniwuche Winewak Nation of Canada Capacity Survey and Training Narrative Ermineskin Cree Nation Capacity Survey and Training Narrative Nakcowinewak Nation of Canada Capacity Survey and Training Narrative O’Chiese First Nation Capacity Survey and Training Narrative Paul First Nation Capacity Survey and Training Narrative Samson Cree Nation Capacity Survey and Training Narrative Sunchild First Nation Capacity Survey and Training Narrative BC Ashcroft Indian Band Capacity Survey and Training Narrative BC Métis Federation Capacity Survey Coldwater Indian Band Capacity Survey and Training Narrative Cowichan Tribes Capacity Survey and Training Narrative Ditidaht First Nation Training Narrative Esquimalt Nation Capacity Survey and Training Narrative Hwlitsum First Nation Training Narrative Kwikwetlem First Nation Capacity Survey and Training Narrative Malahat First Nation Capacity Survey and Training Narrative
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TABLE 15 Cont'd
Aboriginal Group Information Provided Métis Nation of BC Capacity Survey Musqueam Indian Band Capacity Survey and Training Narrative Nooaitch Indian Band Capacity Survey and Training Narrative Pauquachin First Nation Capacity Survey and Training Narrative Popkum First Nation Capacity Survey and Training Narrative Scia'new Indian Band (Beecher Bay) Capacity Survey and Training Narrative Seabird Island Band Capacity Survey and Training Narrative Semiahmoo First Nation Capacity Survey and Training Narrative Shackan Indian Band Capacity Survey and Training Narrative Skeetchestn First Nation Capacity Survey and Training Narrative Tk'emlups te Secwepemc (Kamloops Indian Band) Capacity Survey and Training Narrative Tsq’escen' (Canim Lake Band) Capacity Survey and Training Narrative Upper Nicola Band Capacity Survey and Training Narrative Whispering Pines/Clinton Indian Band Capacity Survey and Training Narrative Yale First Nation Capacity Survey and Training Narrative
Further details regarding the results of the workforce analysis are available in the Inventory.
4.4.3 Consultation on Training and Education Monitoring Plan – May 2015 In May 2015, Trans Mountain provided its first draft of the Plan (formerly NEB Draft Condition 7a) to all potentially affected Aboriginal groups for review. No feedback on the first draft of the Plan was received.
4.4.4 Mutual Benefit Agreements Trans Mountain has committed to funding training programs with specific Aboriginal groups via confidential Mutual Benefit Agreements. As programs are developed and implemented with these groups, Trans Mountain will consult with each group regarding appropriate elements included in this Plan and the associated monitoring indicators to be reported to the NEB as related to funding through Mutual Benefit Agreements.
4.5 Business and Industry Trans Mountain has engaged with several business and industry partners to discuss the Program, engagement. Formal engagement regarding the development of the Plan has taken place with the Industry Training Authority in BC.
4.6 Education and Training Organizations There is a range of post-secondary and training institutions across the Socio-Economic RSA. Refer to Section 8.5 of the Socio-Economic Technical Report of Volume 5D of the Application for a full discussion of educational services and institutions.
• Trans Mountain has engaged with numerous post-secondary institutions, as well as training, industry, and community organizations to-date in the context of developing its employment and training approach related to the Project, particularly to explore opportunities to provide training through the Training Program for Aboriginal Peoples. These institutions and organizations include:
• Northern AB Institute of Technology (Edmonton, AB);
• Tradewinds to Success Training Society (Edmonton, AB);
• Women Building Futures (Edmonton, AB);
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• Yellowhead Tribal College (Edmonton, AB);
• Interior Heavy Equipment Operator (Innisvale, AB and Mission, BC);
• Norquest College (Edmonton, AB);
• AB Aboriginal Construction Career Centre (Edmonton, AB);
• Classroom Connections (Wetaskiwin, AB);
• Camosun College (Victoria, BC);
• Nicola Valley Institute of Technology (Merritt, BC);
• Thompson Rivers University (locations in Clearwater, Kamloops, Lillooet, Williams Lake, BC);
• University of the Fraser Valley (locations in Abbotsford, Mission and Chilliwack, BC);
• Kwantlen Polytechnic University (Cloverdale, BC);
• Aboriginal Training and Employment Program (Kamloops, BC);
• Justice Institute of BC (Vancouver, BC);
• Native Education College (Vancouver, BC);
• Seabird Island College (Seabird Island, BC);
• SCES (Kamloops, BC);
• Ready4Work (Fort St. John, BC);
• Velocity Training Canada (Vancouver, BC);
• Domcor Health, Safety & Security Inc. (Campbell River, BC); and
• Seven Generations Environmental Services (Mission, BC).
The training programs listed in Table 16 have been completed or are planned in partnership with various education and training organizations. The programs listed are in addition to those listed in Table 11 where government funding as successfully secured to support the Program.
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TABLE 16
SUMMARY OF TRAINING PROGRAMS DEVELOPED IN PARTNERSHIP WITH EDUCATION AND TRAINING ORGANIZATIONS
Partner Organization/ Date of Program Training Initiative Training Provider Status of Program 2015 – 2016 Integrated Construction Craft Worker Program Thompson Rivers University; Program complete Seabird Island College January – May 2016 Business Fundamentals Program Thompson Rivers University Program complete January – July 2016 Integrated Welding Trades Training Program Thompson Rivers University; Program complete Seabird Island College; University of the Fraser Valley May – June 2016 Bridging Trades Program Nicola Valley Institute of Program complete Technology (NVIT) 2016 – 2017 Integrated Construction Craft Worker Program Thompson Rivers University; Program planned Seabird Island College April – May 2017 Traffic Control Certificate Program SCES Program planned 2017 – 2018 Integrated Welding Trades Training Program Thompson Rivers University; Program planned Seabird Island College 2017 – 2018 Integrated Construction Craft Worker Program Thompson Rivers University; Program planned Seabird Island College 2017 – 2018 Integrated Heavy Equipment Operator Program Thompson Rivers University; Program planned Seabird Island College
4.7 Future Consultation and Incorporation of Feedback In January 2017, Trans Mountain provided the Plan to Appropriate Government Authorities, potentially affected Aboriginal groups, business, industry and education and training organizations.
Further to the direct engagement mentioned above, Trans Mountain will provide an opportunity for the general public to review the Plan and provide feedback via the Trans Mountain website (www.transmountain.com). The Plan will be made available as a PDF, and an online survey page will be built to capture feedback and suggestions/concerns.
Trans Mountain will summarize the feedback received through its engagement on the Plan and will demonstrate how it has responded to and addressed the concern or issue through the filing of plan updates, if required, pursuant to Condition 12b 3 months prior to construction. It should be noted that although the engagement process will also provide for opportunity for general discussion about Project construction and associated issues and opportunities, only new feedback/issues directly related to training and education monitoring will be provided in this Plan. Other new issues and concerns will be captured in the corresponding condition report or management plan as appropriate. Trans Mountain will share the updated Plan with interested parties, once complete.
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5.0 MONITORING PLAN Generally, socio-economic monitoring plans outline the process and strategies for monitoring socio-economic outcomes related to a specific project, and evaluate the effectiveness of proposed mitigation and enhancement measures. The overall goal of monitoring education and training is to ensure that the measures to support educational opportunities occur, are having the intended outcome(s), and to facilitate ongoing discussion and information-sharing with relevant Aboriginal, local, and regional communities; business; industry; and education and training organizations.
5.1 Monitoring Indicators - Data Sources, Methods and Schedule Trans Mountain recognizes multiple factors influence the overall skill and capacity of the labour force in the Project’s regions and Trans Mountain’s contribution is one factor of many in a dynamic labour market. As such, an emphasis is placed on monitoring aspects where data is available and results can be directly attributed to the Project.
Trans Mountain has identified a range of indicators for the purposes of monitoring the implementation and outcomes of Project-related training and education initiatives during the construction phase. These indicators are outlined in Table 17, including the rationale for selecting each indicator and the schedule and responsibility for data collection required for each indicator.
Key criteria considered in the selection of the indicators were: • the information is available to the Project; and
• the information is reflective to an aspect of education and training that is directly attributable, and related, to the Project.
Additionally, the indicators were selected to respond to NEB conditions 11 and 12 for reporting and to confirm Project commitments to support the maximization of employment opportunities for Aboriginal, local and regional residents through the Project. During each reporting period, data for each indicator presented in Table 17 will be reported for the both the period as well as for the Project to-date. Appendix D includes a graphical representation of the Monitoring Indicators proposed for the Employment and Training Program overall, including those in Table 17 and those included in compliance with NEB Condition 12.
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TABLE 17
TRAINING AND EDUCATION MONITORING INDICATORS, DATA SOURCES, AND REPORTING SCHEDULE
Indicator Indicator Selection Rationale Data Source Responsibility of Data Collection Frequency of Data Collection Training programs (including institution) supported by Trans Mountain. • Demonstrates range of transferrable skills that will be enhanced through Project-related Trans Mountain/ Training Institution or Provider Trans Mountain Monthly training support including programs offered at time of Project orientation Training programs (including institution) supported by TMEP contractors. • Demonstrates range of transferrable skills that will be enhanced through Project-related Major contractor monthly reports Major Contractors Monthly training support Number of Aboriginal participants who receive training in Project-specific training programs • Demonstrates education and training opportunities directly associated with TMEP support Training Institution or Provider Trans Mountain Monthly supported by Trans Mountain (by course, program and institution) Number of participants who receive training in Project-specific programs supported by TMEP • Demonstrates education and training opportunities directly associated with TMEP contractor Major contractor monthly reports Major Contractors Monthly contractors (by course, program and institution): support a) Number of Aboriginal participants; b) Number of local participants; c) Number of regional participants; and d) Number of other participants. Trans Mountain investment (dollars) in Training Program for Aboriginal Peoples. • Demonstrates direct TMEP support for community-based training objectives of Aboriginal Trans Mountain Trans Mountain Monthly groups TMEP contractor investment (dollars) in Project-specific education and training opportunities. • Demonstrates TMEP contractors’ commitment to training and education Major contractor monthly reports Major Contractors Monthly Trans Mountain investment (dollars) in training and education initiatives through Project-specific • Demonstrates direct TMEP support for the community-based training objectives of Trans Mountain Trans Mountain Monthly Mutual Benefit Agreements with Aboriginal groups. Aboriginal groups Number of voluntary name-referrals of successful Aboriginal participants in Trans Mountain- • Demonstrates link between training support and TMEP construction employment Trans Mountain Trans Mountain Monthly supported training programs to TMEP contractors. opportunities: • An indicator of successful training and of employment opportunity
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5.2 Reporting – Implementation and Outcomes Trans Mountain will file the Training and Education Monitoring Reports, developed in compliance with NEB Condition 58, with the NEB as stated in Table 17. The Training and Education Monitoring Reports will also be made available to the public through Trans Mountain’s on-going Aboriginal engagement and stakeholder consultation programs and via the NEB website.
Trans Mountain will file an update to this Plan, with the NEB, at least 3 months prior to the start of construction.
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APPENDIX A
TRANS MOUNTAIN EXPANSION PROJECT TRAINING POLICY FOR ABORIGINAL PEOPLES
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Trans Mountain Expansion Project Training Policy for Aboriginal Peoples Trans Mountain recognizes the unique legal and constitutional rights of Aboriginal Peoples and will be respectful of their history, customs, beliefs and traditions. We are committed to supporting the sustainability of Aboriginal communities through the creation of employment opportunities over the life of the Project. We are committed to the development of an Aboriginal workforce through effective and accessible training programs to maximize their participation in available employment opportunities.
The TMEP is committed to enhancing Aboriginal Peoples’ long-term success through participation in the Canadian economy. This will be accomplished by supporting programs that build capacity in Aboriginal communities, along the Trans Mountain Pipeline right-of-way and its related facilities, to enhance their ability to benefit from economic opportunities associated with the pipeline industry.
Training Objectives Trans Mountain is committed to the following training objectives to provide Aboriginal Peoples with access to opportunities and resources to benefit from the development of the TMEP.
• Develop working relationships with Aboriginal communities to foster an understanding of their current human resource capacity.
• Collaborate with Aboriginal organizations, industry partners, educational institutions and all levels of government to leverage training funds for the provision of relevant and timely training programs to ensure participation to the greatest extent possible of Aboriginal Peoples in employment opportunities of this Project.
• Establish communications to maintain information flow to Aboriginal communities and relevant organizations on the status of the Project to ensure training is planned, scheduled and implemented to meet Project timelines.
• Develop and implement an evaluation plan; including tools to assess training and recruitment effectiveness.
Training Initiatives To achieve the objectives that Trans Mountain has set out, the following initiatives have been identified:
• Establish training priorities and corresponding core budget that identifies training programs based upon community priorities and linked to opportunities available during the construction phase of the Project.
• Support training to employment initiatives that focus on transferable skills related to the construction of the pipeline, facilities and docks.
• Work with Aboriginal and mainstream organizations to deliver training programs designed for successful training outcomes for Aboriginal candidates.
• Identify available resources to assist Aboriginal communities to increase their current capacity to participate in employment.
• Collaborate with Aboriginal communities, educational and training institutions, industry and all levels of government to increase the availability of training funds for Aboriginal communities.
• Provide information on the opportunities available during construction (including pre and post) and during subsequent pipeline operations.
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APPENDIX B
CONSENT TO COLLECTION AND DISCLOSURE OF PERSONAL INFORMATION
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Consent to Collection and Disclosure of Personal Information
Name:
Email Address:
Phone Number:
Mailing Address:
Affiliation (Band, First Nation or Aboriginal group):
Name of Training Program and Institution:
The Trans Mountain Expansion Project (“Trans Mountain”) manages a database of trained and qualified individuals for the purpose of assisting its construction contractors and subcontractors in hiring qualified individuals. I understand that "personal information" in this consent means any of my information collected by Trans Mountain in preparing the database and may include my name, biographic information, contact information, employment history, records of training and employment, and other similar information related to my hiring and employment with such contractors and subcontractors.
I understand that Trans Mountain is committed to protecting the privacy of all of my personal information in accordance with its own policies and procedures and in accordance with applicable laws.
I give my permission for Trans Mountain to collect my personal information for the purpose of preparing and maintaining its database of qualified personnel.
I give my permission for Kinder Morgan to share my personal information with its construction contractors and subcontractors for the purpose of helping those contractors and subcontractors to hire qualified individuals.
I understand that my personal information will not be used or sold for marketing purposes.
I understand that I may withdraw my consent at any time by sending an email to the address listed above, in which case my personal information will be deleted and removed from the database of qualified individuals.
Signature Date
Please return completed form to your training institution or to the attention of the Employment and Training with the Trans Mountain Expansion Project.
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APPENDIX C
TRANS MOUNTAIN EXPANSION PROJECT EMPLOYMENT POLICY
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The Trans Mountain Expansion Project (“the Project”) is committed to providing pipeline and facilities construction employment opportunities for Aboriginal, local and regional communities located along the Project corridor. This policy outlines the strategies created to ensure the overall objectives of the employment program are met.
Employment Objectives
• Aboriginal Peoples and local community members participate in employment on the construction of the Project. • Contractors and Sub-Contractors provide an accessible and welcoming work environment for Aboriginal and local employees. • Contractors and Sub-Contractors have programs in place to facilitate the hiring and retention of Aboriginal and local workers employed on the Project. • The construction labour force will have a positive impact on local communities. • Communication linkages between the Project, Contractors, the Aboriginal and local communities are effective in providing qualified workers on a timely basis. • Ensure the Project’s high standards for health and safety, concern for the environment, construction quality and schedules are achieved.
Employment Strategies
• Provide Contractors and Sub-Contractors with the Project’s expectations for employment, recruitment and retention standards and policies. • Provide timely information to Aboriginal and local communities on potential employment opportunities and requisite qualifications • Identify relevant and timely Project information on employment opportunities to inform training institutions and employment organizations. • Consult with employment service delivery organizations, unions, associations and local communities to establish recruitment processes linking applicants with Contractors and Sub- Contractors. • Collaborate with Contractors, Sub-Contactors, and employment service delivery organizations to ensure the recruitment of those qualified to work on the Project. • Monitor Contractors’ commitments to identify and implement retention measures to ensure Aboriginal people continue to be employed to the completion of the work they are hired for and for which they have the necessary qualifications. • Develop a liaison process for managing Aboriginal and local community concerns during construction. • Ensure Contractors, Sub-Contractors, and camp policies are inclusive and supportive of a diverse workplace.
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APPENDIX D
TRANS MOUNTAIN EMPLOYMENT AND TRAINING PROGRAM NATIONAL ENERGY BOARD MONITORING AND REPORTING INDICATORS FLOW CHART
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