Celebrating Grand Erie’s Essential Workers – Jim

Celebrating Grand Erie’s Essential Workers – Jim

Through Frontline Fridays the Workforce Planning Board of Grand Erie pays tribute to essential workers in our community. Essential workers have helped us cope with the COVID-19 pandemic in Brantford, Six Nations, New Credit, and the counties of Brant, Haldimand and Norfolk.

Today, in our Frontline Fridays feature we talk to volunteer firefighter Jim Kent. Jim has volunteered with the Haldimand County Fire Department Station 4 (Cayuga) for approximately 35 years.

Deputy Fire Chief Rodger Hill commends Jim for his outstanding contributions to the department over the years and during the recent pandemic crisis:

“Jim Kent has not only served our community, but our firefighters week after week. It is rare to come across someone who is so dedicated and trustworthy, and we want Jim to be recognized for that.

Jim is the co-chair of the Fire Joint Health and Safety Committee and sits on the County’s Health and Safety Co-Chairs committee. He is regularly involved in health and safety meetings, discussions, policy reviews, management of fire hall safety. More noticeably he takes the time to ensure these items, as well as Health & Safety Boards, are consistent in each hall.

Additionally, Jim maintains records, schedules and conducts fit testing for all firefighters on both Self-Contained Breathing Apparatus and N95 masks. Jim travels to each fire hall regularly throughout the year, to conduct fit testing – that is approximately 548 fit tests per year taking numerous hours!

Jim consistently goes above and beyond. Recently due to COVID, he has undertaken going to all the stations to disinfect/sanitize fire apparatus. He has also taken a great interest in assisting at the vaccine clinics taking place throughout the county.

Jim’s efforts have not gone unnoticed, and we would like to extend our thanks and gratitude for everything that he does.”  

What made you pursue this role?

Jim: Back in 1985, I was asked by the Fisherville deputy fire chief if I was interested in joining the local volunteer fire department. I was a bit apprehensive about it, but I said yes. At that time, you had to submit two letters of recommendation from two firefighters and then it went to a vote from the station firefighters. In January of 1986 I became a member of the department. I was then involved in the village community.

What was your education/training?

Jim: I have a Grade 12 education and no training in firefighting.  Once I joined the department, I was expected to attend station training every Monday evening.  It was also recommended that you would go to the Haldimand- Norfolk fire school weekend training sessions held once a year. The Haldimand County Fire Department now holds weekend training in specific subjects such as ice and water rescue, pump ops, live fire, etc. in addition to Monday night training.

What does the average day look like for you?

Jim: Although most days we do not have calls, we carry pagers which alert us to fire calls on a 24/7 basis which include fires, burning complaints, medical calls and similar. I am also the “worker co-chair” on the Health and Safety Committee which involves attending meetings

In my other tasks, I do fit testing of nearly 300 firefighters to make sure that they are wearing the proper Self-Contained Breathing Apparatus (SCBA) mask at fire scenes and the proper medical mask on medical calls. This testing is done during evenings on a 2-year cycle and includes updating fit test data on each firefighter.

Additionally, Haldimand County Fire Department has a fleet of 42 vehicles located in 12 different locations and I sanitize the trucks using a Noco-Sprayer on a 3-month basis. This process takes one hour per vehicle and about two full days a month.

How has Covid-19 affected your day-to-day work?

Jim: On medical calls, if patient is VSA (Vital Signs Absent), unconscious or Covid-19 positive, we now must wear gowns over our bunker gear/PPE, medical mask and gloves, face shield or goggles. If a patient is Covid-19 positive, personal protective equipment and gear must be washed on return to the firehall.

All trucks and equipment must now be wiped down with disinfectant after fire calls and training sessions. While riding in vehicles, in training sessions and on calls, every firefighter is required to be wearing a medical mask. As well, all tables and chairs in training rooms are now sanitized after each use.

Along with three or four other firefighters, I now also spend two days a week working at the vaccination clinic.  Our job includes directing traffic in the parking lot, directing people in the arena and helping seniors fill out the application form for vaccination.

What has it been like to be an essential worker during the pandemic?

Jim: During fit testing, I try to maintain as much social distancing as possible.  Due to disinfecting protocols, where it used to take 20 minutes to test a firefighter, it now takes 30 minutes minimum.

What advice would you give to someone interested in becoming a volunteer firefighter?

Jim: I would say have a great interest and passion for being a volunteer in your local community and be dedicated in wanting to provide your time to training and attending calls. Someone can gain skills for becoming a volunteer firefighter from doing other volunteer service in the community, work experience or training, as well as athletic involvement. Challenging yourself to learn is important.

For information on how to become a volunteer firefighter with Haldimand County: Become a Volunteer Firefighter – Haldimand County

Local Training and Certification for firefighters and roles like Jim’s:

Ontario Fire Academy:

Get Professional Firefighter Training at Ontario Fire Academy

Ontario Fire Administration:

Firefighter Technical Skills Assessment | Ontario Fire Administration Inc. (ofai.ca)

Conestoga College:

Pre-Service Firefighter Education and Training | Full-time | Ontario College Certificate (conestogac.on.ca)

Ontario Colleges:

Firefighting / Fire Systems | ontariocolleges.ca

Firefighters Association of Ontario:

Fire Fighters Association Ontario | We Are Working For You (ffao.on.ca)

Ontario Professional Firefighters Association of Ontario:

OPFFA – Home

Fanshawe College:

Fire Safety Systems | Fanshawe College

Mohawk College:

Mohawk College Emergency Operations Centre Management and Emergency Site Management Course | Ontario Association of Fire Chiefs (oafc.on.ca)

Statistics Canada Occupational Profile:

NOC 2011 – 4312 – Firefighters – Unit group (statcan.gc.ca)

Search Local Fire Services Jobs:

Grand Erie Jobs  

Celebrating Grand Erie’s Essential Workers – David

Celebrating Grand Erie’s Essential Workers – David

Today, in our Frontline Fridays feature we talk to David Birtwell. David works as an AZ Truck Driver in the Cement Division at Stubbe’s Precast. Located in the County of Brant, Stubbe’s is a multi-faceted company that offers Structural and Architectural Precast Concrete, Redi-Mix Concrete and Bulk Cement products for the construction industry.

John Veldhuizen, Manager at Stubbe’s Cement describes the value of employees like David during the pandemic: “Dedicated drivers like David were especially important to us this past year because they kept our product moving on schedule and kept our customers inventories up so everyone could stay profitable. Without our truck drivers, we would not have been successful.” 

Through Frontline Fridays the Workforce Planning Board of Grand Erie pays tribute to essential workers in our community. Essential workers have helped us cope with the COVID-19 pandemic in Brantford, Six Nations, New Credit, and the counties of Brant, Haldimand and Norfolk.

What does an average day look like for you?

David: Since starting at Stubbe’s last summer, I have enjoyed driving for the powder division out of Princeton Ontario. This division delivers bulk powder cement to Stubbe’s plants and their customers throughout southern Ontario and Michigan.

During the summer when the powder division is at its busiest, I drive the afternoon shift, so I typically start late morning and end around midnight. The stagger of start times in the powder division gives us the flexibility to deliver to customers almost 24hrs a day when needed. 

How has Covid-19 has affected your day-to-day work? 

David: Last August I was referred to Stubbe’s Precast through a coworker and was told even though Canada was in the midst of a pandemic they were extremely busy. Lots of construction was still going on that was considered essential.

The pandemic hasn’t affected an AZ driver as much as other occupations. We are naturally isolated in our trucks and when we are in contact with customers and in their buildings, we wear masks.  Less paperwork is now exchanged and many of our customers request that we wear gloves when handling their equipment. A unique side effect of the pandemic lockdowns was less traffic to contend with in the GTA, which made driving easier.

What have been the greatest rewards and challenges in your work? What have been greatest supports for coping as an essential worker this past year? 

David: Making sure supplies and products needed for projects get there has been important. Management, as well as fellow drivers, have gone out of their way to welcome me and help me learn how to be a successful team member. I have seen first-hand Stubbe’s core values of hard work, teamwork, ethics, dependability and ownership being demonstrated in all areas of the business.

What made you pursue your career? What lead you to take a job in this community? 

David: It was about 4 years ago that I started considering getting my AZ license. I was attracted to this career because I knew a few AZ drivers and recognized how strong the demand for drivers is. The existing shortages of drivers are big plus a lot of truck drivers are above the age of 45 and looking ahead at retirement. I was referred to Stubbe’s Precast through a coworker and went to work for them out of their Princeton location.

What was your education/training? 

David: I obtained my license through a Kim Richardson Transportation Specialists in Caledonia. It was a great school and one of the only ones that is government approved for EI career upgrades. The rest of my training was done on the job

What advice would you give to someone interested in pursuing your career? 

David: For anyone considering getting their AZ license I would recommend talking with as many AZ drivers as they can. There are so many different jobs within the trucking community; from long haul to local delivery; from dry van to tanker. Each one requires a unique skill set and has a different work/life balance.

To learn about opportunities with Stubbe’s Precast, visit Stubbe’s Careers

Local Training and Certification for careers like David’s:

Ontario Truck Driving School:

Call Brantford – OTDS | Ontario Truck Driving School

Kim Richardson Transportation Specialists:

Course information | KRTS Transportation Specialists Inc. (krway.com)

Tri-Country Training School:

Tri-County Training Truck Driving School Serving Kitchener, Cambridge… (tri-countytruck.com)

Mohawk College:

Air Brake Training | Mohawk College Continuing Education

Fanshawe College:

Fanshawe College – Fanshawe to offer Essential Skills for Truck Drivers program (educationnewscanada.com)

Z (Air Brake) Training & Test | Fanshawe College

Women’s Trucking Federation of Canada:


Statistics Canada Occupational Classification:

NOC 2011 – 7511 – Transport truck drivers – Unit group (statcan.gc.ca)

Search Local AZ Driver Jobs:

Grand Erie Jobs 



Local Labour Market 2020 – The Year of the Pandemic

Local Labour Market 2020 – The Year of the Pandemic

We now have a clearer picture of how the global COVID-19 pandemic affected the labour market and businesses of the Grand Erie area in 2020.

The Grand Erie region – encompassing the City of Brantford, Counties of Brant, Haldimand and Norfolk, as well as the indigenous communities of Six Nations of the Grand River and Mississaugas of the New Credit – is home to a diverse set of employers and employees, all of whom were impacted by the pandemic.

Business owners struggled. Thousands of workers were laid off. Others adapted to working virtually. Meanwhile, people in some occupations were more in-demand than ever.

The recovery is ongoing and there is much work to be done. As businesses recalibrate, they are identifying skills in-demand that have increased significantly to adapt to the future of work. Some of these skills are: adaptability/flexibility; resilience; teamwork/interpersonal skills; digital fluency and customer relations.

The 2020-2021 Local Labour Market Plan: Recalibrating: Building a Robust Workforce in Grand Erie published by the Workforce Planning Board of Grand Erie, describes how most employers and employees in the Grand Erie region experienced major disruptions in 2020. The report also describes what work needs to be done in 2021 to ensure our local labour force and economy continues to recover.

Here are some highlights from what took place in the 2020 Local Labour Market.

Grand Erie Labour Force

In November 2019, Brantford hit a record low unemployment rate of 3.1%. Within the same time frame, the number of jobs in Norfolk County dropped by around 700, raising the unemployment rate there to 6%.

During the early months of COVID-19, employment dropped significantly across almost all sectors. Between January and May 2020, almost 9000 jobs were lost in the Grand Erie region, most within the service sector, construction and manufacturing. Meanwhile, employment in health and education occupations increased slightly. In June 2020, pandemic related business closures pushed up the unemployment rate in Brantford to above 12% and 10% in Norfolk County.

Businesses began to recover during the summer and fall of 2020, with employment almost at January 2020 levels according to Statistics Canada. However, many of these job gains were not in the same sectors or occupations as the jobs lost.

In 2019, males made up 59% of all full-time workers and 29% of all part-time workers. While male part-time work increased slightly in 2020, male full-time employment remained stagnant.

More part-time work within Brantford was taken up by females, who made up 71% of the part-time workforce and 41% of the full-time workforce.

An examination of sex and age-related labour force survey trends reveal, quite clearly, that COVID-19 has affected some groups more than others

Gender data also reveals some differences. Many men lost their full-time jobs in sectors such as manufacturing and construction due to COVID-19 related closures. Meanwhile, among women, part-time workers were disproportionately affected. Two of every three females that lost their jobs in March were previously employed in part-time work, mainly in sectors where this type of work is more common – like accommodations, food services and retail.

This uneven distribution of work has been amplified by the pandemic; female part-time employment grew in 2020 at a fairly steep rate. Meanwhile, many females in full-time work lost their jobs.

2020 data indicates that the year’s local youth unemployment rate was almost double that of 2019. Both participation and employment among youth have since increased, but these continue to remain below pre-pandemic levels as of December 2020.

Within the core working age group, local unemployment drops have been fairly low throughout the course of 2020 and among adults aged 55 to 64, employment grew following a dip in the spring


Grand Erie’s population of an estimated 270,000 residents is aging. As of 2019, the average age of Brant residents was 41, and that of Haldimand-Norfolk was 43.5.  Across all regions, younger core-working age adults (aged 25 to 44) make up the smallest proportion of the population, while older adults (aged 50 to 65) make up the largest population group.

Individuals in professional occupations (requiring university education) make up around 20% of Grand Erie’s labour force, while people in labouring occupations (requiring no formal education) make up around 15%. Of the remainder, approximately one-third are in technical and skilled occupations and the other one-third are in intermediate occupations.

Job search trends captured by Grand Erie Jobs between June and December indicate that around 40% of job seekers were looking for professional occupations such as registered nurses, retail managers and financial officers. However, only 12% of jobs posted in Grand Erie required this skill level. Inversely, people with no formal education made up around 9% of job seekers between June and December 2020, but 12% of postings were for labouring occupations such as cashiers, light duty cleaners and construction trades helpers.


Over the course of 2020, employment in Grand Erie’s goods producing sector has plummeted significantly, while the service sector has been picking up since the initial pandemic shutdowns in the spring.

Employment in Grand Erie’s goods producing sector typically dips in the late winter months. The early 2020 drop in employment within goods-producing industries does not appear particularly significant, especially when compared to the years prior. However, we saw a much slower climb in employment within this sector in the summer of 2020, and some additional jobs were lost in the fall.  Much of this is because our main goods-producing industry, manufacturing, has been on the decline. These declines were offset by increases within other goods-producing sectors – such as agriculture and construction.

The service producing sector, on the other hand – which employs a lot more of our region’s workforce – is less predictable. The sector experienced a gradual decline in employment throughout 2019 and plummeted during April/May due to the pandemic. This sector has since been on the rise; since June 2020, almost 6000 individuals entered service sector jobs in Grand Erie. 

The manufacturing sector continues to hire the largest number of Grand Erie residents, but this sector has decreased in workforce size over the last few years. The COVID-19 pandemic augmented this trend. Between December 2019 and December 2020, the manufacturing sector shed 2,400 jobs in Brantford – a 16% drop.

The wholesale and retail trade industry is the second largest sector by employment within Grand Erie. Over the last 5 years, employment in this sector grew by 26%. In 2020, this sector experienced the greatest job gains after a steep dip in the spring, with over 3,900 new employees gained between December 2019 and December 2020. Interestingly, in the same timeframe, the number of retail businesses dropped by 3%, mostly because of declines in the number of micro and small businesses.


Sales and Service Occupations. Between January and March 2020, around 3,800 sales and service jobs were lost, bringing this occupational group to Jan 2016 levels. Sales and service occupations have seen significant growth since, with 7,400 more employed between May and December 2020.

Trades, Transport and Equipment Operators and Related Occupations – These occupations experienced modest growth between 2016 and 2019 but lost around 2,800 jobs between Jan and May 2020. Recovery was slow during the fall and picked up towards the winter months; between May and December, trades related employment grew by 3,400.

Business, Finance and Administration Occupations – These occupations have not changed significantly over the past 5 years, and have experienced a slow, but steady decline since early 2020. The sector gained jobs during the first few months of the pandemic but has since returned to Jan 2020 levels.

Occupations in Manufacturing and Utilities- These occupations grew by around 3000 between Jan 2016 and Jan 2020, but lost almost all these jobs in the early months of 2020. This occupational group is beginning to make strides towards recovery as of December 2020.

Occupations in Education, Law, and Social, Community and Government Services- These occupations declined by around 2,500 jobs between Jan 2016 and Jan 2020. After a slight decline in spring 2020, these occupations picked up again during the summer, but have since been on the decline.


Income data from 2014 to 2018 indicates that the proportion of low-income earners is decreasingly slightly, while the number of individuals employed at jobs paying more than $25,000 is increasing.

In 2018, the median wage in Brantford CMA was $36,380. Females made around $11,000 less on average, but the gap between male and female income is narrowing slightly.

Read about Ontario’s Labour Market

Read Statistics Canada Labour Force Survey


Local jobless rate continues to climb

Local jobless rate continues to climb

Brantford’s unemployment rate rose for the second month in a row amidst business closures and changes in capacity limits.

The February jobless rate for Brantford was 7.6%, up from January’s 6.9%, according to seasonally adjusted Statistics Canada estimates. The survey of local households was conducted mid-month, during the same week as the lift in stay-at-home orders across the province.

In Canada, employment increased by 259,000, bringing the national unemployment rate down to 8.2% – the lowest rate since March 2020. Ontario’s jobless rate, too, decreased this month, dropping by one percentage point to 9.2%.

In Brantford, full-time employment has been rising steadily since the beginning of this year. Meanwhile, part-time employment decreased by 1200 between January and February 2021. Majority of the jobs shed over the last month were within the wholesale and retail trade and manufacturing sectors.

February marks 12 months since the COVID-19 pandemic hit Canada. Year-over-year, local employment among males increased by around 2600, while employment among females decreased by approximately 3300. These job losses were concentrated among part-time workers, many of whom lost work in the healthcare, food services and manufacturing industries.

Sales and service occupations – which were particularly hard-hit this month – picked up rapidly last fall after a steep decline following the first lockdown, according to Danette Dalton, Executive Director of the Workforce Planning Board of Grand Erie.  “We hope to see a similar spike in the upcoming months.”

“Over the last year, we’ve seen Grand Erie’s workforce display great resilience, and we’re optimistic about what the future holds.” said Dalton. “Regardless, we need to continue supporting those that have been most affected – such as our youth and part-time workers – in navigating today’s turbulent labour market.”

More than 1,100 businesses had a job posting on the Grand Erie Jobs board in February. More than 86% of postings were for full-time, permanent positions. Jobs most frequently advertised were: material handlers, farm workers, home support workers, customer service representatives and retail salespersons.

The Workforce Planning Board of Grand Erie recently released its 2020-2021 Local Labour Market Plan – Recalibrating: Building a Robust Workforce in Grand Erie – which reviews key labour force shifts that took place in 2020, and highlights workforce priorities for the upcoming year. Read the full report here.

Visit Statistics Canada to read its News Release about January 2021’s job market in Canada and Ontario.

Celebrating Grand Erie’s Essential Workers – Sharon

Celebrating Grand Erie’s Essential Workers – Sharon

Today, in our Frontline Fridays feature we talk to Sharon Brooks, Executive Director of Kids Can Fly, a local charitable organization that works with children and families supporting early learning and parenting.

Through Frontline Fridays the Workforce Planning Board of Grand Erie pays tribute to essential workers in our community. Essential workers have helped us cope with the COVID-19 pandemic in Brantford, Six Nations, New Credit, and the counties of Brant, Haldimand and Norfolk.

What is a typical day at Kids can Fly and how has Covid-19 affected your day-to-day work?  

Sharon: Before COVID-19 I worked from a home office, so the change was less for me to adjust to than our programming staff.

Kids Can Fly works with children and families and our work is based on the importance of relationships. Not being able to come together in person and offer support, modeling and creative programming presented a huge challenge when the pandemic began.

Being in the Early Childhood Education (ECE) field for over 40 years, I have concerns for young children’s emotional health as they are navigated through this unprecedented time. I am overwhelmed with the resilience of children that I have witnessed and the skills and determination of ECE’s who care for them.  As a charity, Kids Can Fly aims to be able to continue to offer support for parents – who need that reassurance more than ever.

When the pandemic started, our frontline staff person – Jane Flinders – who has a wealth of experience, managed the pivot to virtual programming in an amazing fashion. Jane quickly put together engaging virtual programming for children who normally attended our Launch Pad drop-in program. Songs, stories and crafts were offered via Facebook and parents were hungry to bring this normalcy to their children. Some days we have over 1000 hits and people from other communities and even other countries are joining in! 

Jane’s co-host is her preschool aged granddaughter Lucy who is so relatable to the other children. Sometimes they pre-record baking or going for a walk in the woods for the children at home to enjoy. In the fall, we added to this by providing free porch-dropped Kits for Launch From Home activities which allows children to participate in crafts, musical activities and get other home ideas from the newsletter we include.

Kids Can Fly offers weekly programs for the 1 in 5 women who experience postpartum depression or anxiety. During COVID-19 this has magnified so continuing to reach out to these moms was imperative. This was achieved through ZOOM and in the later part of the summer – moms gathered with Jane at Mohawk Park to sit socially distanced and participate in discussions. The need for human contact is so great. 

Kids Can Fly also created a new program shortly after the pandemic hit. HUGS4NEWMOMS is offered Monday mornings and was developed for women having a new baby in during the pandemic’s isolation. During this stressful time in life – without the benefit of family support – this group was really helpful and continues to be well attended by other moms who have had winter babies. 

One of the strengths of Kids Can Fly has been the ability to pivot and address local gaps in service quickly. That being said – it would not have been successful without the high level of skill and commitment from Jane, our other staff and volunteers.

What have been the greatest rewards and challenges in your work?

Sharon: I believe our full Team would agree that we are very proud of the way we were able to show flexibility and quickly change how we supported families – in an engaging and meaningful way. Our Dolly Parton Imagination Library program (where children are mailed a book each month) was NOT impacted by COVID-19 and this has been so appreciated by families. The book arriving in the mail each month offers normalcy to children and they enjoy reading it together with their parents. 

I have had an extremely rewarding career working with children and families. I was the original Executive Director of Kids Can Fly and we are celebrating our 20th Anniversary this year!  I know that programs we have offered have made a difference in the lives of so many children and I am also appreciative that this wouldn’t have been possible without the talented staff, caring board members, volunteers and generous sponsors.  

The greatest challenge for Kids Can Fly is the inability to hold fundraising events – as we must raise our own money. We have been able to adapt some fundraisers to a virtual or porch drop format but overall, the pandemic has impacted our annual income. We are so grateful SC Johnson recently made an incredibly donation of $150, 000 towards growing the Our Dolly Parton Imagination Library program locally. Currently we send books to almost 2000 local kids monthly.

What have been your greatest supports and means of coping as an essential worker this past year? 

Sharon: Kids Can Fly has a strong Team that inspires and motivates each other. Staff, board members and volunteers are committed to investing in early learning and parenting and cheer each other on.

Feedback from families on how children enjoy the programming or books is always an emotional reward too!

What was your education/training? 

Sharon: I took my Early childhood Education training almost 50 years ago!  To work frontline with Kids Can Fly you need a diploma in early childhood education or equivalent. To work in the management capacity training in Fundraising and Project management plus strong written and oral and computer communication skills are needed as well.

What made you pursue your career? What lead you to take a job in this community? 

Sharon: As a teenager I wanted a career with young children and have always known it was the right choice for me. After working hands-on with children for 3 decades I moved into an Executive Director position. I was hired for this job when Kids Can Fly was created based on my frontline experience and skills gained from volunteering, including major fundraising, which I learned while I was with the Canadian Equestrian Team. I knew it would be rewarding.

What advice would you give to someone interested in pursuing your career? 

Sharon: Volunteering is always beneficial to see if the career is a good fit. In normal times, we use volunteers in our programs and the more experience one has the more marketable they are. Also, it helps to make sure this field is right for you. It’s high energy and requires patience.

If you would like to learn more about the organization, visit Kids Can Fly or follow them on Facebook.

Local Training and Certification for careers like Sharon’s:

Conestoga College:

Early Childhood Education | Full-time | Ontario College Diploma (conestogac.on.ca)

Senior Leadership and Management in the Not-For-Profit Sector | Continuing Education | Conestoga College

Six Nations Polytechnic:

Early Childhood Education (0106) | Six Nations Polytechnic (snpolytechnic.com)

Fanshawe College:

Early Childhood Education | Fanshawe College

Applied Fundraising Practices | Fanshawe College

Mohawk College:

Early Childhood Education – 213 | Mohawk College

SkillsAdvance Ontario: ECE Assistant Training – EDUC 10062, CRED 10148 | Mohawk College

Fundraising | Mohawk College Continuing Education

Wilfrid Laurier University:

Youth and Children’s Studies (BA) | Wilfrid Laurier University (wlu.ca)

The Child & Adolescent Research and Education Lab | Wilfrid Laurier University (wlu.ca)

Statistics Canada Occupational Profile:

NOC 2011 – 0423 – Managers in social, community and correctional services – All examples (statcan.gc.ca)

NOC 2011 – 4214 – Early childhood educators and assistants – Unit group (statcan.gc.ca)

Search Local Early Childhood Education Jobs:

Grand Erie Jobs


Help Us Serve You Better

We are collecting data to better understand who is looking for work and what kind of opportunities jobseekers are searching for. This data is completely anonymous and non-personally identifiable.

Your Age: