An ArcGIS Workforce project used by public safety event dispatchers to manage field reports and event assignments.

An ArcGIS Workforce project used by permit coordinators to organize and manage inspection assignments.

A map used in the Tree Assignments ArcGIS Workforce project to track field work activity.

An ArcGIS Workforce project used by operations and maintenance supervisors organize and manage routine and ah-hoc field assignments.

An ArcGIS Workforce project used by operations and maintenance supervisors organize and manage routine and ah-hoc field assignments.

A map used in the Address Assignments ArcGIS Workforce project to track field work activity.

An ArcGIS Workforce project used by addressing staff to manage address field operations.

A map used in the Streetlight Assignments ArcGIS Workforce project to track field work activity.

A map used in the Road Assignments ArcGIS Workforce project to assign field work activity.

An ArcGIS Workforce project used by operations and maintenance supervisors organize and manage routine and ad-hoc field assignments.

An ArcGIS Workforce project used by addressing staff to manage address field operations.

Competitive Advantage Projects (CAP) is a partnership between MORPC and One Columbus to advance strategic innovation, infrastructure, housing and workforce-related investments across Central Ohio. The goal of the initiative is to prioritize and advance regional, transformational projects.Working with government and business leaders, we help regional partners develop and maintain a list of CAP projects every two years. Working groups within each county lead a local project selection process to identify the top project priorities for their community. The project list is regularly shared with members of the U.S. Congress and the Ohio General Assembly to communicate the priorities of the region. We also track funding opportunities to help project sponsors find funds for project construction. Project types to be considered as part of the Competitive Advantage Projects initiative include: multi-modal transportation, utilities, telecommunications and smart technology, energy systems, workforce and housing.

Chatsworth Lake Church is a historical church of peaceful fellowship located in the heart of Chatsworth Lake Manor, CA. Under the stewardship of Pastor Dale, Chatsworth Lake Church has been chosen by Conservation Concierges Project as our first official project site.The Chatsworth Lake Church Project Site will serve as the Disaster Preparedness Ground Zero for the Chatsworth Lake Manor Community and the local surrounding communities. The blessed location will continue to serve the community for meetings and gatherings to share insight and ideas about disaster preparedness and fire safety readiness.Conservation Concierges Project is committed to providing the Chatsworth Lake Church Project Site with our full range of services offered from CCP and our Home Hardening Resources. This will include, but not be limited to:

This map presents the full data available on the MLTSD GeoHub, and maps several of the key variables reflected by the Second Career Program of ETD.The Second Career program provides training to unemployed or laid-off individuals to help them find employment in high demand occupations in Ontario. The intention of the SC program is to return individuals to employment by the most cost effective path. Second Career provides up to $28,000 to assist laid-off workers with training-related costs such as tuition, books, transportation, and basic living expenses, based on individual need. Additional allowances may be available for people with disabilities, and for clients needing help with the costs of dependent care, living away from home and literacy and basic skills upgrading, also based on individual need. People with disabilities may also be given extensions on training and upgrading durations, to meet their specific needs. Clients may be required to contribute to their skills training, based on the client’s total annual gross household income and the number of household members.About This DatasetThis dataset contains data on SC clients for each of the twenty-six Local Board (LB) areas in Ontario for the 2015/16 fiscal year, based on data provided to Local Boards and Local Employment Planning Councils (LEPC) in June 2016 (see below for details on Local Boards). These clients have been distributed across Local Board areas based on the client’s home address, not the address of their training institution(s).Different variables in this dataset cover different groups of Second Career clients, as follows:Demographic and skills training variables are composed of all SC clients that started in 2015/16.At exit outcome variables are composed of all SC clients that completed their program in 2015/16.12-month outcome variables are composed of all SC clients that completed a 12-month survey in 2015/16.The specific variables that fall into each of the above categories are detailed in the Technical Dictionary. As a result of these differences, not all variables in this dataset are comparable to the other variables in this dataset; for example, the outcomes at exit data is not the outcomes for the clients described by the demographic variables.About Local BoardsLocal Boards are independent not-for-profit corporations sponsored by the Ministry of Labour, Training and Skills Development to improve the condition of the labour market in their specified region. These organizations are led by business and labour representatives, and include representation from constituencies including educators, trainers, women, Francophones, persons with disabilities, visible minorities, youth, Indigenous community members, and others. For the 2015/16 fiscal year there were twenty-six Local Boards, which collectively covered all of the province of Ontario. The primary role of Local Boards is to help improve the conditions of their local labour market by:engaging communities in a locally-driven process to identify and respond to the key trends, opportunities and priorities that prevail in their local labour markets;facilitating a local planning process where community organizations and institutions agree to initiate and/or implement joint actions to address local labour market issues of common interest;creating opportunities for partnership development activities and projects that respond to more complex and/or pressing local labour market challenges; andorganizing events and undertaking activities that promote the importance of education, training and skills upgrading to youth, parents, employers, employed and unemployed workers, and the public in general.In December 2015, the government of Ontario launched an eighteen-month Local Employment Planning Council pilot program, which established LEPCs in eight regions in the province formerly covered by Local Boards. LEPCs expand on the activities of existing Local Boards, leveraging additional resources and a stronger, more integrated approach to local planning and workforce development to fund community-based projects that support innovative approaches to local labour market issues, provide more accurate and detailed labour market information, and develop detailed knowledge of local service delivery beyond Employment Ontario (EO).Eight existing Local Boards were awarded LEPC contracts that were effective as of January 1st, 2016. As such, from January 1st, 2016 to March 31st, 2016, these eight Local Boards were simultaneously Local Employment Planning Councils. The eight Local Boards awarded contracts were:Durham Workforce AuthorityPeel-Halton Workforce Development GroupWorkforce Development Board - Peterborough, Kawartha Lakes, Northumberland, HaliburtonOttawa Integrated Local Labour Market PlanningFar Northeast Training BoardNorth Superior Workforce Planning BoardElgin Middlesex Oxford Workforce Planning & Development BoardWorkforce Windsor-EssexMLTSD has provided Local Boards and LEPCs with demographic and outcome data for clients of Employment Ontario (EO) programs delivered by service providers across the province on an annual basis since June 2013. This was done to assist Local Boards in understanding local labour market conditions. These datasets may be used to facilitate and inform evidence-based discussions about local service issues – gaps, overlaps and under-served populations - with EO service providers and other organizations as appropriate to the local context.Data on the following EO programs for the 2015/16 fiscal year was made available to Local Boards and LEPCs in June 2016: Employment Services (ES)Literacy and Basic Skills (LBS) Second Career (SC) ApprenticeshipThis dataset contains the 2015/16 SC data that was sent to Local Boards and LEPCs. Datasets covering past fiscal years will be released in the future.Terms and Definitions

NOC – The National Organizational Classification (NOC) is an occupational classification system developed by Statistics Canada and Human Resources and Skills Development Canada to provide a standard lexicon to describe and group occupations in Canada primarily on the basis of the work being performed in the occupation. It is a comprehensive system that encompasses all occupations in Canada in a hierarchical structure. At the highest level are ten broad occupational categories, each of which has a unique one-digit identifier. These broad occupational categories are further divided into forty major groups (two-digit codes), 140 minor groups (three-digit codes), and 500 unit groups (four-digit codes). This dataset uses four-digit NOC codes from the 2011 edition to identify the training programs of Second Career clients.Notes

Data reporting on 5 individuals or less has been suppressed to protect the privacy of those individuals.Data published: Feb 1, 2017Publisher: Ministry of Labour, Training and Skills Development (MLTSD)Update frequency: Yearly Geographical coverage: Ontario

Laatste update: 28 februari 2024Workforce for ArcGIS (Workforce) is bedoeld om de samenwerking tussen werkverdelers en veldwerkers te optimaliseren en te vereenvoudigen. De werkverdelers maken taken aan en wijzen deze toe aan de veldwerkers. Deze gaan hier vervolgens mee aan de slag. Tegelijkertijd is het ook mogelijk dat veldwerkers in het veld op urgente zaken stuiten. In dergelijke gevallen wil je dat de veldwerker zelf een opdracht aan kan maken. Dit kun je realiseren door Field Maps for ArcGIS (Field Maps) samen te laten werken met Workforce om veldwerkers opdrachten aan te laten maken.Als je een Workforce project aanmaakt, wordt er ook in ArcGIS Online een map aangemaakt met daarin een drietal web maps. Een voor de veldwerkers; een voor de werkverdelers; en een voor de beheerder waarop alle data staat. Deze kaarten zijn niet beschikbaar in Field Maps omdat dit het te eenvoudig zou maken om onbedoeld opdrachten buiten Workforce te bewerken.

This map is for the water distribution use for locating all distribution assets, curb stops, valves, hydrants, lines, prv, tanks, and for identifying and updating their attributes. This will be the base for distribution workforce projects and surveys.