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CHRC Newsletter
 

CHRC Newsletter
November 2007

 
The Fall Agenda Unfolds
 

CHRC has been active on several fronts as it moves into full implementation of its fall agenda - in close collaboration and partnership with the cultural sector and other stakeholders from education and government.

 
Music Industry
 

Completing the Competency Charts and Profiles for the Music Industry

As promised, adding to the work done for Record Label Management, Artist Management, and Music Publishing, we are developing competency charts and profiles for Live Music Production and Recorded Music Production. In the case of Live Music, there will be two charts - one for Presenters (which is already online, developed with CAPACOA and RIDEAU) and one for Bookers. In Quebec there will be a third chart under Live Music Production, developed for "producteurs". These charts and profiles will complete the series of competency charts for business skills in the music industry. The upcoming National Training Strategy consultations, in late November and early December, will explore ways to ensure that people are trained in these skills.

It is essential for a career in the evolving music industry, to either have these skill sets, or recognize them and engage experts with them.

 
Book Publishing Industry
 

Book Publishers Training Needs

Book Publishers in Canada are an embattled group, as they face the onslaught of digital delivery of the written word and the mega international publishing houses that dominate the literary scene of western countries. Yet there is no question that the small and medium sized Canadian book publishing companies which are struggling for survival are critical to the richness and depth of Canadian literature which has gained world renown.

CHRC is working with the industry, and educators and policy makers, to nurture Canadian book publishers through training initiatives. On the advice of its Book Publishing Steering Committee, it has engaged consultant Jennifer Murray and several experts (Virginia Jones, Monique Trottier, Dan Aronchick, Diane Davy and Wayne MacPhail) to develop the content for a course on Book Marketing in an Online World in six modules: Strategic Planning, Knowing Your Market, Technical/how to, Understanding Social Networks, Rights Management, and Building and Sustaining Audiences. This will be available to educators and trainers to adapt to their curricula or use as stand alone courses. As a follow up to this initiative, a Roundtable on Training Offerings for Book Publishers in late March 2008 will identify the gaps and recommend training solutions.

 
New Media Industry
 

A Technology Roadmap for New Media Content Creators

CHRC is embarking on an exciting project with Industry Canada as we set out to develop a Technology Roadmap (TRM) for New Media Content Creators. Industry Canada has completed several TRMs with different industries. This is the first with the cultural sector, and it is the first to focus on content rather than technology. Of course technology drives content, but content often drives technology. This TRM will look at New Media Content Creation, the heart of the multi billion-dollar New Media industry, and how it will drive and be driven by technology over the next five years.

A TRM has a specific process. It is developed by a Working Group of industry experts, under the guidance of a trained Facilitator. It includes commissioning an initial piece of research which is a snapshot of where the industry is now; and a Visioning session with industry leaders that looks to where the industry wants to/will be five years from now. The Expert Working Group then maps out what the industry must do to realize its vision.

CHRC has engaged the services of a consultant (New Media industry expert Steve Bocska) to undertake the initial research - a snapshot of New Media Content Creation in Canada today with a focus on market trends and technologies, national and international challenges and opportunities, research and development activities and capacity, and public and private sources of funding.

We have also engaged a consulting firm Centre for Public Management Inc. to lead the "road mapping" beginning with an initial Visioning meeting in early February 2008 with the major players in the New Media industry, in the areas of digital entertainment, mobile content, interactive design, e-learning, and digital film and animation. An Expert Working Group will then develop the TRM between March and September.

The TRM for New Media Content Creation will show all the stakeholders in the New Media industry (including government and educators) what training, funding, research, and policies need to be in place to maximize the great potential of Canadian New Media content creation.

 
Film and Television Industry
 

National Training Advisory Council takes shape

It is taking time, but slowly and surely the National Training Advisory Council for Film and Television (NTAC) is taking shape. Its first meeting will be in January 2008. CHRC has engaged the services of two long time film industry workers, Liz Shorten and Sylvie Krasker, to help put together the first meeting, including the participant list, the agenda, the background documents and a special guest. All systems are "go". We expect to have a stimulating and fruitful discussion and substantial follow up to NTAC's first get together.

This is the opportunity the film and television industry needs to seize the training tiger by the tail and shape its own training agenda for the present and future.

Film and Television Training Database

Don't forget that incredible training tool that the Canadian Film and Television Industry has at its fingertips at www.filmtvtraining.ca. Supported by DCH through its pilot year, this remarkable resource is designed to help trainers and those seeking training in all parts of the Film and Television Industry to connect!

Film Producers and Directors

A committed group of Film Producers met with Facilitator Pierre Morin to develop a competency chart for their profession, and the profile will follow soon. As many in the sector who have participated in creating a competency chart and profile will know, this process is time consuming and very detailed. CHRC is deeply appreciative of the time and energy that industry experts are prepared to devote to such an important exercise. The whole industry is the beneficiary of these efforts. They lead to a greater understanding of the skills that film and television professionals have and/or need which educator, funders and employers can use to raise the bar on skills in the industry.

Training Gaps Analysis for Below-the-line

One of the recommendations in Fast Forward, a national training strategy for film and television, was to undertake a Training Gaps Analysis of below-the-line occupations in the film and television industry. Just defining the positions that would be included in such a broad sweep has been challenging. CHRC has engaged the services of long time industry professionals, Geoff LeBoutillier and Benoît Dubois, to organize the "below-the-line" landscape so that it is possible to identify the training gaps. Their work is underway. They will deliver a report to a Film and Television Roundtable in March 2008.

 
Provincial and Territorial Advisory Committee (PATAC)
 

Winnipeg meeting

CHRC and the members of its PATAC were the guests of ACI Manitoba at its HR Tools Workshop in September, the first of a series, which will be offered to Manitoba cultural organizations over the coming year. CHRC was delighted to see how useful these tools are proving to be for cultural managers; and how widely they are being disseminated through out the sector, as reported by the PATAC members.

It was a pleasure to meet our Manitoba colleagues in the stimulating and bustling setting of the Manitoba Children's Museum in the historic Forks section of Winnipeg!

We remind cultural organizations that they can have a free hard copy of our HR Management Toolkit when they join CHRC as an Organisation member.

 
Nordicity Studies of Large and Medium  Employers in the Cultural Industries, and of the Newspaper Industry
 

Nordicity delivered draft reports of their 2 studies into Large and Medium Employers in the Cultural Industries, and into the Canadian Newspaper Industry, to CHRC's Steering Committee in October. Early findings from the Large and Medium Employer Study with regard to training include:

  • At the largest employers in the cultural industries, whether or not they face fierce global competition, training is very organized and formalized: policies are in place to facilitate training and employee performance is continually monitored and measured.

  • For the most part, medium-sized employers with an entrepreneurial culture have been slow in recognizing the benefits of an HR culture, and the more formalized training that it implies. In cultural industries where the largest employers are still small or medium-sized by global standards, training is still largely on-the-job. However, there are exceptions and some companies are taking measures to professionalize training and the whole HR function.

  • Freelance workers and the self-employed play large and important roles in many of the cultural industries. However, LMEs in the cultural industries pay very little attention to the training of freelancers and the self-employed. Freelancers and contract workers are expected to be highly skilled, having acquired these skills through experience and prior training at educational and specialized institutions.

  • LMEs throughout the cultural industries uniformly agree that mentoring is an important tool for training and knowledge retention, and for addressing demographic issues and succession planning. However, some rely strictly on informal mentoring, rather than a structured process linked to their performance review and career pathing. While professional associations have instituted mentoring programs in some sectors, notably film and TV production and broadcasting, they are aimed at career pathing and not necessarily a tool for the firms.

Further results from these very insightful studies will emerge in the coming weeks. CHRC will keep members attuned to the findings.

CHRC has issued an RFP for a review of CHRC's Board and governance structure with a view "to recommend a governance model and Board of Directors structure that ensures adequate representation of all parts of the cultural sector, including medium and large employers, and employer and employee associations, of the key economic sub-sectors."

The review will get underway in early December.

 
Staff Changes
 

"Parting is such sweet sorrow"

It has been a fall of "good byes"! CHRC was sad to say good-bye to both Manon Turcotte and Rosalie Thenor-Louis in October.

Many of you will know Manon who has worked with all parts of the cultural sector in her 10 years on staff, as the YIP Coordinator, and then as Project Manager for several different projects. Next to Lucie D'Aoust, Manon was the longest serving employee with CHRC. We have all enjoyed Manon - her dedication to her work, attention to detail, wry humour, sound practicality, and easy, understated way with people - her real strength in bringing diverse individuals together to reach common goals. She has moved on to work in the area of public health policy, which is akin to her studies in Anthropology. We wish her well. We will miss her!

Kim Laroque will be returning early in 2008 and will take on the Project Manager responsibilities that Manon has left.

Many of you will also know Rosalie through her work as Coordinator for the YIP programme over the past two years. Rosalie plans to spend more time pursuing her HipHop passion and CultureShock. It has been a real pleasure working with her and as we wish her well too, we are pleased to note that she is staying in the cultural sector as a performing artist!

CHRC is pleased to announce that Geneviève Chassé has joined the staff to replace Rosalie. Geneviève hails from Montréal where she worked as an administrator with Margie Gillis Dance Foundation. We welcome her to the team.

The Staff list is as follows:

Susan Annis, Executive Director, sannis@culturalhrc.ca
Lucie D'Aoust, Sr. Project Manager, ldaoust@culturalhrc.ca
Erma Barnett, Finance Officer, ebarnett@culturalhrc.ca
Megan Guy, Manager, Marketing and Communications, mguy@culturalhrc.ca
Michael Lechasseur, Web Coordinator, mlechasseur@culturalhrc.ca
Geneviève Chassé, Youth Internship Program Coordinator, gchasse@culturalhrc.ca