Nova Scotia Nominee Program Evaluation Report

2003-2010

1

EXECUTIVE SUMMARY This evaluation was undertaken during winter 2011, and includes statistical data from the beginning of the NSNP in 2003 to the end of December 2010. The survey of provincial nominees covers the time period from July 1, 2006 (when NSOI took full control of the NSNP) to December 31, 2010. Evaluation objectives: To determine the effectiveness of the NSNP in attracting and retaining immigrants; To demonstrate the impact of immigrants on the economy in Nova Scotia, and; To determine the satisfaction level of nominees and their employers with the NSNP Evaluation methods included literature review with respect to NSNP nominee outcomes and immigration outcomes in Nova Scotia; database analysis using Citizenship and Immigration Canada (CIC) landings data and NSNP data; telephone surveys of NSNP nominees and employers and finally a short survey of NSNP staff. Overall, findings show that the NSNP has been successful in attracting and retaining immigrants to Nova Scotia. Nominations have increased from 23 in 2003 to 500 in 2010, an increase of over 2000%. Additionally, landings of provincial nominees to Nova Scotia have risen exponentially between 2003 and 2010. As of 2010, nominee landings account for 25% of all landings to Nova Scotia, compared to 3.6% in 2003. With respect to retention, results from federal Evaluation of Provincial Nominee Programs conducted by Citizenship and Immigration Canada, show that 68% of nominees have been retained in the province. This shows good progress toward achievement of an overall retention rate of 70% in Nova Scotia. Immigrants to Nova Scotia have also had a positive impact on the Nova Scotia economy, as evidenced by high levels of employment in full-time positions, ongoing career and educational development by immigrants and individual and household incomes consistent with other Nova Scotians. Nominees and employers are very satisfied with the NSNP, as shown by the NSNP evaluation survey. 95% of survey respondents reported they were satisfied or very satisfied with the NSNP application process. Additionally, over 90% of respondents indicated satisfaction with their interactions with NSNP staff (in terms of time it took to receive answers to questions, clarity of answers from NSNP staff, and ability of staff to answer questions). In conclusion, it is evident that the NSNP is meeting its original objectives of attracting immigrant families who can contribute to the economic and cultural well-being of the province.

2

TABLE OF CONTENTS Introduction

4

Evaluation Methods

5

Program Background and Description

7

Immigration to Nova Scotia

12

Profile of Nova Scotia Provincial Nominees

13

Survey Results and Findings

17

Immigrant Economic Outcomes in Nova Scotia

36

Recommendations/Key Findings

45

Conclusions

47

3

INTRODUCTION Under Annex A of the Agreement on Canada-Nova Scotia cooperation on Immigration, the Nova Scotia Office of Immigration (NSOI) is required to conduct an evaluation of the Nova Scotia Nominee Program (NSNP). Additionally, NSOI is committed to ensuring all programs are managed as effectively and efficiently as possible. The NSNP evaluation is one method for ensuring accountability for our program. Objectives The objectives of the evaluation are: To determine the effectiveness of the NSNP in attracting and retaining immigrants; To demonstrate the impact of immigrants on the economy in Nova Scotia, and To determine the satisfaction level of nominees and employers with the NSNP Structure of the Report The report begins with an overview of the NSNP evaluation methodology followed by background and description of the NSNP including a statistical profile of nominee admissions through the program. Next, a descriptive profile of Nova Scotia nominees is provided based on information from NSNP file data and landings data from Citizenship and Immigration Canada (CIC). The next section of the report highlights survey findings of a telephone survey conducted with Nova Scotia nominees and employers who have participated in the NSNP. Finally, an assessment of Nova Scotia immigrant outcomes, as gathered through the Nova Scotia Department of Finance is provided. The report provides a summary of recommendations and conclusions for the NSNP. Evaluation Limitations Several limitations were identified as part of this evaluation. In terms of survey data, it should be recognized that it is difficult to measure current residency of NSNP nominees. There is no requirement on the nominee application that immigrants keep the provincial or federal government informed of their current place of residence after they have landed. Like all Canadians, NSNP nominees have freedom of mobility, under the Charter of Rights and Freedoms. Also, since information about income earned by nominees is only available up until 2008 (tax filer data), it is difficult at this time to determine the economic benefits of the program. An attempt has been made to fill the gap in income data through the survey of nominees. Finally, when looking at data, it should also be recognized that during the 2003-2010 time period, one stream under the NSNP was discontinued while new streams have been introduced.

4

EVALUATION METHODS Survey of NSNP Nominees In the Spring of 2011, MarketQuest-Omnifacts Research (MQOR), on behalf of the Nova Scotia Office of Immigration (NSOI), conducted a telephone survey with immigrants who were nominated and landed through the Nova Scotia Nominee Program between July 1, 2006, when NSOI took full control of the NSNP, and December 31, 2010. Data was collected between March 10th and April 14th, 2011. The sample was provided by NSOI, and was identified by program stream:     

Skilled Worker International Graduate Community Identified Family Business Worker Non Dependent Child

The primary goal of this research was to achieve an overall census of nominees and program stream. To achieve the highest response rate possible and to minimize sampling error, MQOR dialed all applicable records a minimum of eight times, ineligible telephone numbers were sourced up to 3 times using Canada 411, whitepages.com and various internet searches. As a final attempt to locate nominees, MQOR contacted employers and/or immigration agents where possible. The goal was to achieve a response rate of at least 50% to ensure that the sample is representative of the target population. Overall, 1289 unique records were provided to MQOR, and 1130 were dialed; the remaining 159 records were removed because updated telephone numbers could not be located through the various sources identified above. After removing ineligible contacts, MQOR achieved a 61% response rate for this survey for a total of 485 completed nominee interviews. Average interview length was 15 minutes. To ensure the completed surveys represented the survey population, MQOR compared survey responders to the actual sample distribution. As shown in the tables below, survey respondents were a very good representation of the actual sample population.

SAMPLE REPRESENTATIVENESS BY PROGRAM STREAM (%) Original Sample Responders Program Stream n=1130 n=485 Community Identified 22.3% 18.1% Family Business Worker 3.4% 2.3% International Graduate 25.3% 32.9% Non Dependent Child 1.8% 0.4% Skilled Worker 46.6% 46.0% Unable to identify 0.6% 0.2%

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Survey of Employers Telephone surveys were also conducted with employers who supported an application through the Nova Scotia Nominee Program between July 1, 2006 and December 31, 2010. Data was collected between March 17th and March 30th, 2011. The NSOI provided a sample of employers who were connected to the immigrant(s) that they supported for nomination through the NSNP. Overall, NSOI provided 518 unique records. A unique record was defined by contact name and not by the company. Therefore, multiple surveys may have been completed at the same company with different supervisors or HR contacts. All records were attempted at least one time for this project until the target sample size was achieved. In total, 101 employer surveys were completed and the average call time was 17 minutes. The margin of error was + 9.2%, 19 times out of 20. Due to the small population size, a finite population corrector (FPC) has been applied. Survey of Program Staff Program officers with the NSNP completed a short survey regarding program effectiveness and efficiency. Officers also shared views on potential areas of improvement for the NSNP. Database Analysis and Literature Review NSNP staff reviewed landings data from Citizenship and Immigration Canada (CIC) and NSNP file data, in order to provide a concrete overview/profile of immigrants arriving to Nova Scotia under the PNP. Literature and data on immigrant outcomes in Nova Scotia was also reviewed to determine immigrant contributions to Nova Scotia’s economy. Immigration Database1 The Longitudinal Immigration Database (IMDB) is a database combining linked immigration and taxation records. The IMDB is a comprehensive source of data on the economic behaviour of the immigrant taxfiler population in Canada and is the only source of data that provides a direct link between immigration policy levers and the economic performance of immigrants. The database is managed by Statistics Canada on behalf of a federal-provincial consortium led by Citizenship and Immigration Canada (CIC). The IMDB was created to respond to the need for detailed and reliable data on the performance and impact of the Immigration Program. It allows the analysis of relative labour market behaviour of different categories of immigrants over a period long enough to assess the impact of immigrant characteristics, such as education and knowledge of French or English, to their settlement success. It also permits the investigation and measurement of different categories of immigrants on social assistance and allows the measurement and analysis of secondary inter-provincial and inter-urban migration.

1

Statistics Canada, http://www.statcan.gc.ca/cgibin/imdb/p2SV.pl?Function=getSurvey&SDDS=5057&lang=en&db=imdb&adm=8&dis=2 6

PROGRAM BACKGROUND AND DESCRIPTION The Nova Scotia Nominee Program (NSNP) was established in 2003, under the Canada-Nova Scotia Agreement on Provincial Nominees (‘the Agreement’). The purpose of the Agreement was to increase the economic benefits of immigration to Nova Scotia based on industrial and economic priorities, and labour market conditions. It also recognized the importance of encouraging the development of Acadian and francophone communities. This agreement was renewed in September 2007, with the signing of the Agreement on Canada-Nova Scotia Cooperation on Immigration and Annex A on Provincial Nominees. The NSNP allows the province to attract and nominate immigrants who best meet the needs of our labour and economic priorities. Individuals nominated by Nova Scotia, together with their spouses/partners and dependent children, can apply for permanent resident visas from Citizenship and Immigration Canada (CIC) under the federal economic class known as the Provincial Nominee Class. CIC makes the final determination on granting permanent residence to Canada, but for a potential new immigrant, a provincial nomination certificate can provide more assistance and will significantly speed up the process. Under the NSNP, there are currently six Provincial Nominee (PN) streams, each with its own criteria. The six streams are: Skilled Worker; International Graduate; Family Business Worker; Community Identified (including individuals nominated through the Atlantic Jewish Council pilot); Non-Dependent Child of Nova Scotia Nominees; and Agri-Food Pilot. Skilled Worker This stream was introduced in 2003 and is employment-driven. The applicant must have a guaranteed, full-time, permanent job offer in Nova Scotia from an employer before applying. Occupations with National Occupational Classification (NOC) codes O, A or B (managerial or those occupations requiring certain education levels) are eligible as recruitment corresponds with sectors where there are skill shortages and areas of growth identified by the province. 2 International Graduate stream This stream was introduced in April 2007. Also employment driven, applicants under this stream must have a guaranteed, full-time, permanent job offer, preferably in his/her field of study from a Nova Scotia employer and be working for that employer, for at least three consecutive months before applying (and have graduated from a Canadian University). Family Business Worker stream This stream was introduced in December 2006. Under this stream, the applicant must have a guaranteed full-time permanent job with the employer (family run business) before applying.

2

Some exceptions have been made for occupations where the employer has already received a Labour Market Opinion (e.g. cooks).

7

Community Identified stream This stream was introduced in 2003 is available to applicants who have long-established connections to a Nova Scotia community, who wish to live in Nova Scotia permanently, and are employable and can contribute to the labour market and economy of that community. In some cases, the applicants are people who have spent considerable time in the province, but it has also been used for applicants who, while they do not have a long-term connection to the province, are supported by a mandated community group. To date, the NSNP has partnerships with the provincial RDAs to screen applicants who are interested in establishing in their local area and recommend them to the NSOI. In 2009, NSOI launched a pilot initiative under this stream with the Atlantic Jewish Council to attract, screen and nominate newcomers from Jewish communities in other countries to come to Nova Scotia. If the pilot initiative is judged to be successful in the NSNP evaluation, a formal partnership may be set up with the Atlantic Jewish Council and possibly other community groups. Applicants must have a Letter of Identification from an organization mandated by the NSOI before submitting an application to the NSNP. Applicants also have to meet minimum requirements with respect to age, education/training, language ability, work experience and employability, adaptability and financial and settlement supports. Non-dependent Child of Nova Scotia Nominees Introduced in August 2009, this is intended to be a temporary stream and by the end of 2010, 28 people were nominated under this stream. It was set up to accommodate PNs who came to Nova Scotia under other streams, notably the economic stream, but who were unable to bring their dependent children because, as a result of delays in processing applications, the children no longer qualified as dependent children. The parent must be established in Nova Scotia and the child must plan to also live in the province permanently, be employable and able to contribute to the labour market and economy. Nominee Streams not included in the evaluation Agri-food Sector stream3 Introduced in October 2010, this stream is aimed at qualified applicants interested in establishing or purchasing an agri-food sector business in the province. Along with an equity investment, they have to establish a farm, purchase a farm or become partner in an existing farm business. They also are required to submit a detailed agri-business plan, which is reviewed by the Department of Agriculture and the NSOI. To date, there have not been any landings under this stream. Economic stream The Economic Stream pilot was one of the original streams when the NSNP began operating in 2003. Due to issues with program integrity it was closed effective July 1, 2006. This stream targeted 3

The Agri-food stream was implemented in 2010, and is not included within the scope of this evaluation.

8

experienced business managers and entrepreneurs. Each nominated candidate, once they landed in Nova Scotia, was to receive a six-month work experience contract and mentorship at a middle management level with an approved Nova Scotia company. Although this stream is not included in the NSNP evaluation, a separate descriptive assessment was completed and is intended to document the issues that surrounded the pilot stream in order to ensure any new or existing streams of the Nova Scotia Nominee Program benefit from lessons learned. However, statistics on the economic stream are still included here along with the existing NSNP streams. Other Provincial Departments Other Nova Scotia government departments involved in the NSNP, and their roles, include: Department of Labour and Advanced Education (Federal/Provincial Relations and Research Division and Adult Education) – in collaboration with Service Canada and provincial government, industry, labour and education providers, the division provides labour market information and develops policies, strategies, and initiatives. Adult Education works with our Federal-Provincial-Territorial partners on Foreign Qualification Recognition initiatives. Department of Economic and Rural Development and Tourism (Community and Rural Development) - to build relationships and support the work of RDAs in their efforts to build on community assets and strengths. RDAs are involved in the identification, selection and support of immigrants, primarily in rural areas;4 and Department of Agriculture – partnering with NSOI for the pilot of the Agri-food Sector stream. The Department of Agriculture supports potential nominees during their exploratory visits, reviews business plans and provides extension services that nominees can access during settlement. Statistical Profile of the Nova Scotia Nominee Program Table 1 shows the number of principal applicants who have applied to the NSNP since 2003. Table 1: Total NSNP Applications Received (Principal Applicants only) by Stream, 2003 – 2010 2003 2004 2005 2006 2007 2008 2009 Economic

23

Skilled Worker Community Identified

Total

0

0

1341

101

268

949

0

1

14

37

41

140

201

245

810

9

20

34

51

65

130

120

135

564

International Graduate Stream

-

-

-

-

40

58

85

130

313

Family Business Worker Stream

-

-

-

-

16

25

22

18

81

Non Dependent Children Total

0

2010

131

-

-

-

-

-

-

33

135

339

1041

261

344

6 434

23

29

551

3138

4

Funding has been provided to the RDAs for settlement services. Navigator positions were created to connect immigrants to existing immigrant or other public services and to increase public awareness of immigration.

9

Table 2 shows the number, by stream, that were nominated. Table 2: Total NSNP Nominations Made (Principal Applicants only) by Stream, 2003 – 2010 2003 2004 2005 2006 2007 2008 2009

2010

Total

Economic

13

83

236

324

172

1

0

0

829

Skilled Worker

1

13

33

33

116

117

158

217

688

Community Identified

9

21

34

43

63

115

103

122

510

International Graduate Stream

-

-

-

-

40

57

80

126

303

Family Business Worker Stream

-

-

-

-

14

19

20

13

66

23

117

303

400

405

309

6 367

22 500

28 2424

Non Dependent Children Total

Table 3 shows the number of PNs who have landed, by stream, as of December 31, 2010. Just under half of those landed (47%) were nominated in the economic stream. With the closure of the economic stream in 2006, the focus of the NSNP shifted from the economic streams to employerdriven categories. All employment-driven categories combined (skilled workers, international graduate and family business categories) account for 33% of all PNs who have landed (and 40% of those who have landed since 2006). The community identified stream represents 20% of all landed PNs – both before and after 2006. Table 3: Total NSNP Nominees Landed (Principal Applicants only) by Stream, 2003 – 2010 2003 2004 2005 2006 2007 2008 2009

2010

Total

Economic

12

77

230

310

160

1

0

0

790

Skilled Worker

1

12

32

30

105

87

93

13

373

Community Identified

8

20

32

36

47

100

79

10

332

International Graduate Stream

-

-

-

-

38

49

53

2

142

Family Business Worker Stream

-

-

-

-

11

12

6

2

31

Non Dependent Children

-

-

-

-

-

-

2

0

2

Total

21

109

294

376

361

249

233

27

1670

According to data provided by the Government of Canada5, 44% of nominees who landed in Nova Scotia in 2009 had already been working in the province or in Canada as a skilled temporary foreign worker for at least four years prior to their landing. Table 4 shows the outcome of applications that were submitted that were not nominated or were not still in process in our system. By the end of the reporting period, 30 applications were withdrawn by the applicant, 21 refusals were made, and 11 previously made nominations were rescinded. NSOI might rescind a nomination if Citizenship and Immigration Canada were to find irregularities with the application such as fraudulent employment or education credentials or if it is suspected that the job being offered is not bona fide. 5

Immigration Database information which will include Economic nominees. Later in this document it is reported that 86% of nominees that surveyed were working in NS prior to applying to the NSNP. 10

Table 4: Total NSNP Applications by Outcome, 2003 – 2010 2003 2004 2005 2006

2007

2008

2009

2010

Total

1

30

Withdrawal

0

2

1

9

9

8

Refusal

1

3

3

4

3

4

3

0

21

Rescinded 0 0 0 0 Total 1 5 4 13 Nova Scotia Office of Immigration Nominee Database

0 12

5 17

4 7

2 3

11 62

Retention The NSOI has done an approximate calculation of retention rates in the province by comparing the number of immigrants who indicated on the census that they were immigrants living in Nova Scotia and had arrived in the period 2001-2006 with the number of immigrants who were destined to the province over the same period (based on CIC data from the intended destination identified on the application).6 Based on this calculation, 63% of all immigrants destined to Nova Scotia remain in the Province. This includes all immigrants, not just those coming as PNs. By comparison, retention rates in the provinces with the major urban centres (Quebec, Ontario and British Columbia) are in the 73% 79% range. According to the recently released Evaluation of Provincial Nominee Programs, conducted by Citizenship and Immigration Canada, 68% of nominees were retained in the province. This is a positive baseline to monitor for future evaluations and retention reports.

6

One potential challenge with this calculation is that the number landed includes newcomers who arrived after 16 May 2006, which was the date the census was taken, whereas the census numbers do not include these people.

11

IMMIGRATION TO NOVA SCOTIA Between 2003 and 2010, Nova Scotia welcomed 17,766 new immigrants, averaging 2,200 newcomers per year. Immigrants under the Economic class make up the largest number of newcomers to the province compared to all other immigrant classes. Figure 1: Immigrants to Nova Scotia by Immigration Class (2003 to 2010) 2,000 1,800 1,600 1,400 1,200

Family Class

1,000

Economic Class

800

Refugee Class

600

Other

400 200 0 2003

2004

2005

2006

2007

2008

2009

2010

2006 55

2007 19

2008 21

2009 10

2010 7

TOTAL 306

Source: Citizenship and Immigration Canada Landings Cube

Table 5: Immigrants to Nova Scotia by Class 2003 to 2010 Immigration Class 2003 2004 2005 Entrepreneurs 51 93 50 Self-Employed Investors Skilled Workers

29 51 599

12 81 747

8 64 772

17 42 792

6 105 752

4 38 885

10 67 729

3 97 877

89 545 6,153

0 0

0 64

0 326

0 863

0 900

0 866

18 833

24 638

42 4,490

4

3

3

5

8

14

23

39

99

Economic Class Total Family class

734 423

1,000 518

1,223 462

1,774 510

1,790 436

1,828 532

1,690 479

1,685 449

11,724 3,809

Refugees

193

199

202

217

180

193

166

218

1,568

Other immigrants

124

54

42

85

117

98

89

56

665

1474

1771

1929

2586

2523

2651

2424

2408

17,776

Canadian Experience Class Provincial/Territorial Nominees Live-in Caregivers

Total

Source: Citizenship and Immigration Canada Landings Cube

12

PROFILE OF NOVA SCOTIA PROVINCIAL NOMINEES Landings Under the Economic class, between 2003 and 2010, 4,490 nominees landed in Nova Scotia. Over this time period, nominees have made up approximately one quarter (25%) of all immigrant landings to the province. Table 6: Total Nominee Landings in Nova Scotia from 2003 to 2010 2003 2004 2005 2006 2007 Nova Scotia 0 64 326 863 900 Nominees All NS Immigrants 1,474 1,771 1,929 2,586 2,523

2008 866

2009 833

2010 638

2,651 2,424

2,408

Source: Citizenship and Immigration Canada Landings Cube

In that time period, 42.6% of all economic category immigrants to the province were nominees. Age In 2010, the average age of provincial nominees arriving in Nova Scotia was 30. This on par with the average age of all immigrants to Nova Scotia in 2010. Gender Between 2003 and 2010, the gender of all provincial nominees and their dependents was fairly evenly split, with about 53% being male and 47% being female. While this is the case, the majority of principal applicants were male (73%). Table 7: Provincial Nominees by Gender 2003 to 2010 Gender 2003 2004 Principal applicants

Spouses and dependants

Male Female Total Male Female Total

0 0 0 0 0 0

19 1 20 17 27 44

2005

2006

85 20 105 86 135 221

197 56 253 245 365 610

2007 2008 201 86 287 290 323 613

234 85 319 225 322 547

2009 213 89 302 215 316 531

2010 TOTAL 205 87 292 139 207 346

1,154 424 1,578 1,217 1,695 2,912

Source: Citizenship and Immigration Canada Landings Cube

Source Country The following table presents the top 10 source countries for provincial nominees to Nova Scotia between 2003 and 2010. Iran, United Kingdom, and China were the top 3 source countries for provincial nominees to Nova Scotia between 2003 and 2010.

13

Figure 2: Top 10 Source Countries for NS Nominees 2003 to 2010 900

825

800 700 600

545

500 400

453 313

312

304

300

217 149

200

132

100

93

0

Source: Citizenship and Immigration Canada Landings Cube

Language Ability Immigrants arriving in Nova Scotia through the provincial nominee program from 2003 to 2010 had high language ability in Canada’s official languages. 72.1% had English official language ability, 5.4% reported having both English and French ability, while 0.5% reported having French only. 22% of provincial nominees spoke neither English or French. When considering only principal applicants, 84.4% of nominees had English language ability and 8.4% reported ability in both official languages. Table 8: Provincial Nominee Official Language Ability 2003 to 2010 Language Ability 2003 2004 2005 2006 2007 2008 2009 2010 Principal applicants

English French Both French and English Neither

0 0 0

16 0 4

90 0 14

218 0 20

227 0 14

269 2 32

254 2 25

258 1,332 3 7 23 132

0 0

0 20

1 105

15 253

46 287

16 319

21 302

8 107 292 1,578

English French Both French and English Neither

0 0 0

33 0 1

169 1 6

357 4 17

361 0 14

366 3 32

362 2 22

259 1,907 4 14 18 110

0 0

10 44

45 221

232 610

238 613

146 547

145 531

65 881 346 2,912

Principal Applicants Total Spouses and Dependants

Total

Spouses and Dependants Total Source: Citizenship and Immigration Canada Landings Cube

14

Education Level Between 2003 and 2010, approximately 83% of nominee principal applicants had some form of postsecondary education or above. 58% of principal applicants possessed a Bachelor’s Degree or higher. This is significantly higher compared to all immigrants arriving in Nova Scotia where 36% had a Bachelor’s Degree or higher. Table 9: Level of Education 2003 to 2010 Level of Education Principal 0 to 9 years of schooling applicants 10 to 12 years of schooling 13 or more years of schooling Trade certificate Non-university diploma Bachelor's degree Master's degree Doctorate Total Principal Applicants Spouses and dependants

2003 2004 2005 2006 2007 2008 2009 2010 0 0 1 3 2 5 3 4

Total 18

0

1

12

33

36

24

36

26

168

0

1

8

22

19

16

10

11

87

0 0 0 0 0 0

2 5 2 5 4 20

9 22 31 15 7 105

11 42 99 25 18 253

9 52 125 30 14 287

19 45 140 57 13 319

38 59 96 49 11 302

32 120 48 273 133 626 29 210 9 76 292 1,578 0 149 1,288

0 to 9 years of schooling

0

15

97

282

280

225

240

10 to 12 years of schooling 13 or more years of schooling Trade certificate Non-university diploma Bachelor's degree Master's degree Doctorate

0

10

44

117

106

94

115

63

549

0

5

13

49

65

66

32

27

257

0 0 0 0 0 0

3 4 7 0 0 44

7 13 39 6 2 221

14 34 97 14 3 610

15 40 80 18 9 613

17 40 73 22 10 547

23 42 55 17 7 531

Total Spouses and Dependents

14 93 32 205 46 397 10 87 5 36 346 2,912

Source: Citizenship and Immigration Canada Landings Cube

Among nominee spouses and dependents, 37% had educational achievements of high school or greater, and 18% had completed a Bachelor’s Degree or higher.

15

Destination in Nova Scotia The following table illustrates where nominees have settled in the province. The majority of provincial nominees settled in Halifax and the surrounding area (Bedford and Dartmouth). This is consistent with the immigrant settlement patterns of all immigrants landing in Nova Scotia Table 10: Top Provincial Destinations 2003 to 2010

1 2 3 4 5 6 7 8 9 10

Top 10 Destinations for NS Nominees Halifax 2628 Bedford 274 Dartmouth 234 Sydney 102 Truro 74 Lower Sackville 56 Tantallon 53 Hammonds Plains 52 Fall River 51 Yarmouth 49

Source: Citizenship and Immigration Canada Landings Cube

16

SURVEY RESULTS AND FINDINGS Skilled Worker Total Admissions (2006-2010) # Surveyed

600

International Graduate 305

Family Business Worker 62

Community Identified 404

Non Dependent Child 28

224

158

11

90

2

Nominee Results A telephone survey was conducted with immigrants who were nominated and landed through the Nova Scotia Nominee Program between July 1, 2006 and December 31, 2010. Data was collected between March 10th and April 14th, 2011. Decision to Immigrate For the majority of nominees, Nova Scotia was their top destination for immigrating to Canada. Overall, 58% stated that that they did not consider any other destination in Canada. In the Family Business Worker and International Graduate streams, 91% and 71% respectively indicated that Nova Scotia was their first choice for immigration destination. Nominees indicated a variety of reasons for choosing Nova Scotia as their top destination. The top 5 reasons were; job, education/university, Nova Scotia lifestyle, family support and friends. Other reasons included diversity, location and environment (nature, low real estate prices, the weather etc.). Table 11: Top 5 Reasons for Choosing Nova Scotia Reason

%

Job

45%

Education/University

27%

The Nova Scotia lifestyle

22%

Family support

11%

Friends

9%

N = 485 Responses may add to greater than 100% due to multiple responses

The majority of nominees (86%) were already living in Nova Scotia when they applied to the Nova Scotia Nominee Program. Of those, most were temporary foreign workers (70%), followed by international graduates (20%), visitors (6%) and seasonal residents (2%).

17

Figure 3

Living in Nova Scotia when Applying to NSNP No 14%

Yes 86% N=485

Yes

Figure 4

Status when applying to NSNP 80% 70% 60% 50% 40% 30% 20% 10% 0%

70% N=485

20% 6% Temporary Foreign Worker

International Student

Visitor

2%

1%

Graduate Work Other (Specify) Permit

1% Seasonal Resident

n= 417

Respondents were asked in which country they lived, prior to immigrating to Nova Scotia. The top 5 source counties of respondents were China, United Kingdom, United States, Philippines and Germany. Table 12: Top 5 Source Countries (NSNP) Country

%

China

15%

United Kingdom

12%

United States

11%

Philippines

8%

Germany

6%

All others

48%

N=485

18

Completing the NSNP Application Nominees were asked questions regarding completion of their NSNP application. These included questions about whether applicants used a paid consultant to complete the application, whether applicants clearly understood what supporting documents were required with their application and the ease of finding supporting documents for their application. Overall, 85% of applicants did not use a paid consultant to complete their application. 96% of respondents clearly understood what supporting documents were needed with their NSNP application. While this is the case, 31% of respondents felt that it was hard or very hard to find the supporting documents required for their application. Reasons included gathering the required documents (61%), finding the documents (19%) and acquiring documents like police reports (16%) and high school transcripts (11%). Interactions and Communication with NSNP Staff Applicants to the NSNP indicated that the Office of Immigration was very accessible during the application process. 72% indicated that they had direct contact with a NSNP officer during their application process. Of those that had direct contact with an officer, the majority used telephone (62%) or e-mail (61%). Most respondents (89%) had their questions answered by NSNP staff within seven days. Table 13: Communication Method with NSNP Staff Communication Method

%

Telephone

62%

Email

61%

In person meeting

49%

Regular Mail

4%

Through Employer

1%

Through lawyer

1%

Other

1%

N=350 Responses may add to greater than 100% due to multiple response

Respondents who have dealt directly with an NSNP officer were asked about their satisfaction with their interaction. This included assessment of the time it took for staff to respond, the clarity of answers from NSNP staff and the ability of NSNP staff to answer questions correctly.

19

Figure 6

Interactions with NSNP Staff 70% 61%

56%

60%

59%

50% 41% 40%

35%

33%

30% 20% 10%

3%

3%

Very Dissatisfied Satisfied Satisfied

Very Dissatisfied Satisfied Satisfied

2%

0% Dissatisfied Satisfied

The time it took for NSNP staff to get back to you

The clarity of the answers you received from NSNP staff

Very Satisfied

The ability of NSNP staff to answer all of your questions correctly

N=350

Application Processing Upon submitting their application to the Office of Immigration, 47% of respondents waited more than two months determination on their application. 31% waited 1-2 months, and 18% waited less than one month. While the wait time exceeded 2 months for many respondents, 77% reported that this was quicker expected or on par with what was expected. In terms of the NSNP application, respondents were asked to indicate whether the application was easy or difficult to complete. Figure 7

NSNP Application (Ease of Completion) 70%

60%

60% 50% 40% 30% 20%

14%

13%

10%

11% 2%

0% Very Easy

Easy

Hard

Very Hard

Average

N=485

20

Overall Satisfaction with Application Process Respondents were asked to consider the entire application process, from the time they heard about the NSNP until the time they were nominated, and indicate how satisfied they were with the overall process. Figure 8

Overall Satisfaction with Application Process Overall Non-Dependent Child Stream

50% 50%

0% 43%

Community Identified Stream Family Business Worker Stream

48% 47%

4%

2%

42%

10%

53%

46% 48%

3%

0%

Satisfied Dissatisfied

4%

Skilled Worker Stream

Very Satisfied 64%

36%

0%

International Graduate Stream

52%

20%

30%

40%

50%

60%

70%

N=485

When asked if there is anything the Nova Scotia Office of Immigration could do to improve the overall application process, most (47%) respondents did not have a recommendation. 17% stated that the office could improve wait times, 10% indicated that it would be helpful to have more direct assistance from staff and 9% indicated that better communication regarding status of application would be helpful. Living in Nova Scotia Respondents were asked several questions about their location of residence in Nova Scotia. Of those respondents who arrived to Nova Scotia between July 2006 and December 2010, 99% are still living in Nova Scotia. The majority of nominees currently live in Halifax or Dartmouth (61%). Respondents were asked what factors were most important when choosing a particular city, town or community to live in Nova Scotia. Overall, job opportunity (57%) and a friendly community (40%) were the top desirable factors.

21

Figure 9

Factors for Choosing a City/Town/Community (Top 5) 70% 60% 50% 40% 30% 20% 10% 0%

57% 40% 19%

Job opportunity N=481

16%

Friendly people/Nice Safe neighbourhood Accessible amenities community

16%

Friends/family nearby

Education Respondents were asked several questions about education and training, both before and after arriving in Nova Scotia. The majority of respondents had completed highschool/grade school before coming to Nova Scotia. Figure 10

Education Prior to Arriving in Nova Scotia Other

Overall Non-Dependent Child Stream

Post graduate studies (Masters, Doctorate) Completed University or College

Community Identified Stream

Some University or College

Family Businses Worker Stream

Completed high school/grade school Less than high school/grade school

International Graduate Stream Skilled Worker Stream 0%

20%

40%

60%

N=481

22

Employment Status Respondents were also asked questions regarding their employment status since arriving in Nova Scotia. Overall, (84%) of respondents were employed either full-time or part-time. Within the Community Identified stream, 31% of respondents indicated that they were self-employed. Respondents were also asked whether they are currently working for the same employer who supported their NSNP application, and whether they are currently working in the same type of occupation as when they arrived in Nova Scotia. Overall, 89% of respondents were still working for the same employer who supported their NSNP application, while 11% were not. Of those respondents who are not working for the same employer who supported their NSNP application, the main reason for leaving their old position was finding new opportunities. Figure 11

Employment Status Family Business Worker Stream

82%

0%

International Graduate Stream

92%

Skilled Worker Stream

1%

89%

76%

78%

80%

Working full time (at least 35 hours per week)

82%

3%

84%

86%

88%

90%

92%

94%

Working part time (less than 35 hours per week)

Out of all respondents contacted, only 1% had left Nova Scotia since applying through the Provincial Nominee Program. Reasons for leaving are evenly split between a job offer elsewhere, opportunity to be closer to friends/family and educational reasons.

23

Demographics Respondents were asked to provide demographic information related to age, gender and income. The majority of respondents were between 25 and 44 years old (72%). 64% of respondents were male, while 36% were female. In terms of income, most respondents indicated that they were earning between $25,000 and 75,000 per year (64%). Figure 12

Figure 13

Age 4%

1%

Gender 18 - 24

8%

25 - 34

15%

36%

35 - 44 24%

45 - 54

48%

Male Female

64%

55 - 64 65 or older

N=481

Figure 14

Income 40%

37%

35% 27%

30% 25% 20% 15%

13%

10%

9%

11%

$75K to 100,000K

$100,000K +

5% 0% Less than $25K $25K to $45,000

$45K to $75K

24

Employer Survey Results Nova Scotia employers who participated in the Nova Scotia Nominee Program were also surveyed for the evaluation. Respondents included those employers who have hired a Nova Scotia nominee between July 1, 2006 and December 31, 2010. In total, 101 employers were surveyed. Background First, employers were asked to indicate whether it is generally difficult to find qualified, local (Canadian-born) workers for their organization and how they initially heard about the NSNP. 70% of respondents state that it was difficult, while another 14% indicated that in some situations it is difficult to find the required workers. Respondents indicated that it is difficult to find workers with good cooking skills, IT/Computer Skills and good work ethic/organizational skills. The top 3 methods for finding out about the NSNP program were colleagues and business associates (24%), the employee (23%) and the Nova Scotia immigration website (8%). Figure 15

Is it difficult to find qualified local workers?

14%

Yes

16%

No 70%

Somewhat/It depends

N=101

25

Figure 16

How did you hear about NSNP? (Top 3) Colleague or business associate

24%

The Employee

23%

Nova Scotia Immigration Website

8%

0%

5%

10%

15%

20%

25%

N=101 Responses may add to greater than 100% due to multiple response

Overall, most employer respondents have supported either one (48%) or two (13%) immigrant applications through the Nova Scotia Nominee Program. Ten respondents have supported 10 or more immigrants through the Nominee Program.

Table 14: Number of Immigrants Hired Total

%

1

48%

2

13%

3

8%

4

7%

5

2%

6

6%

N= 101

26

Respondents were also asked how they found their nominee. The top methods were direct application (33%), international recruitment (18%) and referrals/word of mouth (18%).

Table 15: How did you find your nominee? Reason

%

Employee directly applied and already worked for me

33%

International recruitment efforts (advertising, going overseas)

18%

Referral/Word of mouth

18%

(S)he is my family member

11%

University / College

7%

External recruiter / job bank / consultants

6%

Online advertising / job hosting

6%

Media (Newspaper)

6%

Referral from a foreign worker in Nova Scotia (not nominee)

5%

Other

4%

Graduate recruitment

3%

Applied to us

2%

ISIS Group

2%

Don’t know

1%

N=101 Responses may add to greater than 100% due to multiple response

Nominee Location Respondents were asked whether those hired under the NSNP were already living in Nova Scotia, and whether they were already an employee of their organization. 66% of respondents indicated that their employee (nominee) was already living in Nova Scotia. Of those, 72% were already employees of the organization. The top 3 types of positions hired for (excluding ‘other’) were cook/chef (12%), technician (11%) and management (10%). Figure 17A

Figure 17B

Was this person already living in Nova Scotia? YES 32%

Was this person already an employee?

Yes No

26%

Yes

68% 74%

N=101

N=67

No

27

Application Form For the remainder of the survey, employers were asked to focus on the NSNP employer application process/experience as a whole, rather than on focusing on one individual. First, respondents were asked to indicate what sources of information they referenced to help complete the application. Table 16: Sources of Information to Complete Application Source

%

NS Immigration Website

32%

NSNP Staff

21%

None

17%

The employee themselves

12%

Colleagues

8%

Paid Consultant/Lawyer

7%

Company website

6%

Federal Government Website

3%

Called Immigration

2%

Human Resources / my company

2%

Other

2%

N=101 Responses may add to greater than 100% due to multiple response

Figure 18

What challenges did you face with the supporting document requirements? Locating documents

2%

Don’t know

3%

Time it took to complete / understand wording or…

4%

Other

5%

The number of documents

5%

Time to get the documents

6%

Difficult to complete/understand the requirements

10%

None N=101

67% 0%

10%

20%

30%

40%

50%

60%

70%

80%

28

Opinions about Staff Respondents were asked several questions about their interactions and satisfaction with NSNP staff. Overall, 59% of respondents had dealt directly with NSNP staff, while 40% had not. Of those who had dealt directly with staff, the top two methods of communication were telephone (77%) and e-mail (42%). Figure 19

Satisfaction with NSNP Staff 120% 100%

98%

97%

90%

80% 60% 40% 20%

7%

3%

2%

0% Satisfied Dissatisfied Satisfied Dissatisfied Satisfied Dissatisfied The time it took for The clarity of the NSNP staff to get back answers you received to you from NSNP staff N=60

The ability of NSNP staff to answer all of your questions correctly

Application Timelines Respondents were asked several questions related to the time it took to process their application. After submitting an application, 21% of employers indicated that it took less than one (1) month for a decision from the Office of Immigration. 22% of respondents indicated that it took more than two (2) months for a decision from the Office of Immigration. Employers indicated that the amount of time they waited for a decision was on par with what was expected. 62% indicated that the time was the same as, or less than what was expected. Employers were also asked whether they requested a supporting letter to get a work permit for their nominee, while they were waiting on a decision. If a letter was requested, respondents were asked how long it took to get the work permit granted. In total, 35% of employers requested a work permit for their employee. Of those, 77% indicated that it took from more than 2 weeks, to more than 2 months to get the work permit granted.

29

Figure 20

Did you request a letter for a work permit?

14% 35%

Yes No Don’t know

51%

N=101

Overall Application Satisfaction Employers were asked questions about the NSNP Application overall. 72% of respondents indicated that the application was very easy or easy to complete. 16% indicated that it was difficult or very difficult to complete. Of those who indicated that the application was difficult or very difficult to complete, the top reasons for difficulty were understanding the forms (31%) and lack of information on the program and procedures for application (31%).

Figure 21

Top Reasons for Difficulty with NSNP Application Lack of information on program / understanding procedures

31%

Understanding the forms

31%

Too much documentation / entire process was difficult

19%

The waiting process

19%

Collecting all the documents I needed

19% 0%

5% 10% 15% 20% 25% 30% 35%

N=16

Responses may add to greater than 100% due to multiple response

Finally, respondents were asked how satisfied they were with the application process as a whole, from the time they started the application process until their employee was nominated. 30

Figure 22

Overall Satisfaction with Application Process 10%

Dissatisfied Satisfied

90%

N=91, excludes refusals, and “don’t know”

Cultural Adaptability Employers were asked what types of initiatives they have implemented to help nominees (employees) settle into their community and to help them settle into the company. 23% of respondents indicated that they have done nothing to help their employee settle into the community and 11% indicated that they have done nothing to help their employee(s) settle within their company.

Table 17: What have you done to help employees settle in their community? (Top 5) Method

%

Helped them find a place to live

46%

Introduced them to the surrounding area

23%

Financial assistance (Airline tickets, food, furniture, clothes Miscellaneous help / support programs

16%

Connected them with a cultural support team

13%

15%

N=101 Top 5 Reasons, excluding ‘nothing’ Responses may add to greater than 100% due to multiple response

31

Table 18: What have you done to help employees settle within your company? Method Training / workshops / discussions Meet and greet Cultural sharing sessions with co-workers Orientation program / Introduction to company and other employees Language classes

% 19% 16% 15% 15% 8%

N=101 Top 5 Reasons, excluding ‘nothing’ Responses may add to greater than 100% due to multiple response

Respondents were asked their familiarity with various settlement services. Employers within Halifax Regional Municipality (defined in the sample as Halifax, Dartmouth, Sackville, Bedford) were more likely to know about and use settlement services. While this is the case, use of knowledge and use of services did not differ greatly. For example, 51% of respondents in HRM were aware of the English in the work place program, as compared to 40% for Nova Scotia as a whole. Figure 23A

Familiarity with Settlement Services 100%

81%

80% 51%

60% 40%

40%

76%

68%

60%

62%

49% 31%

19% 21%

20%

37%

0% Yes

No

English in the Workplace (Immigrant Settlement and Integration Services)

Yes

No

Yes

No

Cultural Competency Training Immigration Employer Support for Staff (Immigrant Program (Greater Halifax Settlement and Integration Partnership) Services)

Nova Scotia

Halifax Regional Municipality

Figure 23B

32

Use of Settlement Services 100% 79%

70% 71%

80%

77%

73%

70%

60% 40%

28% 28%

21%

27%

13% 17%

20% 0% Yes

No

Yes

No

English in the Workplace Cultural Competency program training for staff program Nova Scotia

Yes

No

Immigration Employer Support Program

Halifax Regional Municipality

Table 19: Workplace Training Provided to Employees (Top 5)

Training Method

%

Job/Product-specific training

54%

On the job training

14%

Language

11%

Safety Courses

9%

Orientation

8%

Employee Suitability Finally, employers were asked several questions specific to the most recent employee supported under the NSNP. This included overall satisfaction with the employee, whether or not the employee met expectations, and whether the employer required additional education and/or training (excluding language training). Employers were also asked, whether they would support another immigrant for upcoming positions and whether they would recommend the NSNP to colleagues or other employers.

33

Figure 24

Satisfaction with foreign worker skills 5% Did not meet expectations

43%

Met expectations Exceeded expectations

52%

43% of respondents indicated that the last employee hired through the NSNP exceeded their expectations. 52% of respondents indicated that their employee met all expectations. In terms of additional education or training required (excluding language training), 90% of respondents indicated that their employee was work-ready. 79% of respondents indicated that the last employee they hired under the NSNP still works for them, while 19% indicated that the employee no longer works for them. Overall satisfaction with last hired nominee was extremely high, with 92% of respondents indicating they are very satisfied or satisfied with their employee.

Figure 25

Overall Satisfaction with last nominee supported Very Satisfied

64%

Satisfied

28%

Dissatisfied

4%

Very Dissatisfied

2% 0%

10%

20%

30%

40%

50%

60%

70%

34

Figure 26A

Figure 26B

Would you support another immigrant for an upcoming position? 1%

Would you reccomend the NSNP program to a colleague or another employer?

2%

3% 3%

Yes

Yes

No

No

Don’t know

94%

Don’t know

97%

Sub-Findings In 2007, the Halifax Immigration Committee, made up of volunteers, and Atlantic Jewish Council (AJC) staff established a pilot project along with the NS Office of Immigration and the Greater Halifax Partnership which would be under the NSNP Community Identified stream. From 2007 to the end of 2010, 40 families were nominated. Of those, 34 arrived in Halifax and 6 landed directly to Toronto. Of the 34 families that did come to Halifax, 3 families left for Toronto within 1 year and 2 families left after 1 year. Out of the 29 families who were still residing in the province at the end of 2010, 13 had purchased homes. Providing settlement supports to the Jewish families who were nominated under this pilot was an integral part of this project. Settlement supports were provided by: Atlantic Jewish Council Shaar Shalom Synagogue Beth Israel Synagogue Jewish Immigration Aid Services, Canada (JIAS) Dorothea Gould Foundation Community volunteers Pre-arrival settlement supports was also provided after nomination online by ISIS (Immigrant Settlement and Integration Services) as well as the Atlantic Jewish Council based in Israel.

35

Employment outcomes are also relatively high for the 29 nominees within this pilot residing in Nova Scotia. 13 families have either the principal applicant (PA) or spouse working in their profession (while other spouse studying for degree/certification or improving English language skills). 11 families have both spouses working in their profession, 4 families have both the Principal Applicant and spouse working with only one in their profession, and finally 1 family has both the Principal Applicant and spouse working in another profession. Since the pilot was still new, monitoring will continue to determine the retention of these families and the relative effectiveness of this pilot project in bringing immigrants to Nova Scotia and them successfully settling in this community.

36

IMMIGRANT ECONOMIC OUTCOMES IN NOVA SCOTIA7 The economic impacts and contributions of immigrants to Nova Scotia can be compared with labour market and socio-economic indicators of the Nova Scotia population as a whole. Survey data from employers and immigrants to Nova Scotia give insight into levels of education, labour market placement, and levels of earnings. Experience and levels of education serve to increase labour productivity in the Nova Scotia economy. Immigrants are bringing their education and skill sets to the Nova Scotia economy and finding occupations in their field. They are in large numbers satisfied with their work, and are also taking steps to advance their career through job changes and returning to school. Many report that their work experience was recognized immediately in Nova Scotia. From this information, we can conclude that immigrants are positively affecting the Nova Scotia economy, and appear to be prospering in Nova Scotia, bringing high levels of education to many sectors of the economy. Immigrants in percentages above the provincial average are finding full time work, and are starting businesses, hiring both immigrants and Canadians, and earning household incomes in line with other Nova Scotians. They are settling in communities across the province from Yarmouth to Glace Bay, in cities and towns of varying sizes. HIGHLIGHTS Nova Scotia’s Immigrants perform well in the Nova Scotia economy, with a smaller portion of households earning below $25,000 per year (compared to all Nova Scotia households), and a higher percentage earning between $45,000 and $74,999. Immigrants to Nova Scotia are highly educated, bringing a wide variety of disciplines and skill sets to the Nova Scotia economy. Surveyed immigrants from the Nova Scotia Nominee Program show similar or higher rates of university educated workers than the provincial average. Immigrants are working full-time jobs at a rate above that of the total population 15+ within the province. Immigrants are highly satisfied with their occupation, have had their skills and work experience recognized quickly, and have job mobility. Several indicators are presented here which offer comparison of data from the NSNP Immigrant Survey with Nova Scotia trends. Indicator: Level of Education According to our survey, nominees have higher rates of university degree qualifications than the overall population of Nova Scotians. In addition to this, 46% of respondents said they have furthered 7

Sources: Statistics Canada, Labour Force Survey (Annual). CANSIM Table 282-0004 “Labour force survey estimates (LFS), by educational attainment, sex and age group, annual (Persons), 1990 to 2010” Statistics Canada. “Income in Canada”. Data table 202-0401. Distribution of Total Income, by economic family type, 2009 constant dollars. 37

their studies since arriving in Nova Scotia. A higher percentage of immigrant respondents had “some university” and “post graduate” levels than the Nova Scotia labour force as a whole. Figure 27 Level of Educational Attainment (NS Labour Force Average vs. Surveyed Immigrants)

Percent of Respondents / Labour Force

60%

50% 50%

45%

40% 30% 22%

20% 19%

20%

13%

13%

8%

10%

9%

6%

1%

0%

0% Less than HS

Completed High School

Some University

NS Average 06-10

Completed University

Post Graduate

Other

Immigrant Survey

Indicator: Programs of Study / Educational Background Labour Force Survey data shows that immigrants in Nova Scotia (age 15 and above) with university degrees increased from 39.1% (2001 -2005) to 46.8% (2006 -2010). Comparably, data for their nonimmigrant counterparts (age 15 and above) shows an increase from 14.9% (2001-2005) to 17.6% (2006-2010). This shows that immigrants arriving to Nova Scotia in the last ten years have higher educational outcomes than their non-immigrant counterparts. Immigrants from the Nova Scotia Nominee Program have a wide variety of educational backgrounds in addition to their skill sets. Top disciplines include business, engineering, and nursing. Others include computer science and medicine. The majority of stated educational backgrounds fit into industry categories which earn wages at the higher end of the scale within the province. Figure 28

Educational background of Immigrants

Other / Unspecified / Don't know 41%

Englineering 13%

Business 20%

Bachelor / Masters of Finance Information Electrical Science 2% Commerce technology 3% 2% 2% 3%

Nursing 6% Medicine 4%

Computer science 4%

38

Indicator: Employment Tenure Surveyed immigrants showed a higher rate of full time employment than Nova Scotia as a whole (Note: the Halifax region showed higher full time employment rate than the province as a whole), and a lower percentage of people of working age who are not in the labour force (i.e. not looking for work, students, or those on maternity leave). Figure 29 indicates that of the total labour force population (15+) in Nova Scotia, 47.4% are employed full time. In contrast, of the immigrant population surveyed, 86.7% have full time employment.

Percent of Population 15+

Figure 29

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

Job Tenure, Nova Scotia Average vs. Surveyed Immigrants 86.7%

NS Average 06-10

47.4%

Immigrant Survey

FT

10.9% 3.5%

5.3% 2.9%

PT

Unemp

36.4%

6.9% Not in Labour Force

Indicator: Total Household Income Household income (before taxes) for surveyed immigrants (n=485) ranged from less than $25,000 (13% of respondents) to $100,000 or more (11%), but the highest percentages were in the categories of $25,000-$44,999 (37%) and $45,000-$74,999 (27%). Compared with the Nova Scotia average for a similar time period (2006-2009), surveyed immigrants have a lower percentage of households earning under $25,000, and a higher percentage in the $25,000 to $75,000 ranges (Source: Income in Canada, 2009, and Immigrant Survey Question D1).

39

Figure 30

Total Household Income , before taxes (NS Average vs. Surveyed Immigrants)

40%

Percentage of Families

35% 30% 25% 20% 15% 10% 5% 0% Less than $25,000

$25,000 to less than $45,000

$45,000 to less than $75,000

NS Average 2006-2009

$75,000 to less $100,000 or more than $100,000, or

Immigrant Survey

Indicator: Regional Economic Contributions Results from the immigrant survey show that immigrants live in both large and small urban areas in Nova Scotia. Just over 65% live in the Halifax Regional municipality, while others stated they were currently living in medium sized communities such as Sydney, Truro, and Glace Bay. Smaller communities and their economies (such as Kentville, Yarmouth, Antigonish, and Bridgetown) also benefitted from immigrants from the Nominee Program. While larger metro areas are typically stronger draws to immigrants, smaller communities can benefit greatly from the cultural diversity, educational background, and skill sets offered by nominees and their families. Figure 31

Settlement of Surveyed Immigrants

Other, 26%

Sydney and Area, 8%

Halifax Region, 66%

40

Other Employment and Socio-Economic Indicators The following indicators are not easily compared to provincial averages using common Statistics Canada surveys, but allow for conclusions about the effectiveness and appropriateness of employment situations and quality of employment for surveyed immigrants. When asked about the type of work they were employed at, 83% stated that they were still working for the same employer who supported their NSNP application. For those who have left employers who originally supported their NSNP application, 27% left to find a better company to work for, 21% left to make more money, and smaller percentages left for other reasons (contract ended, laid off, better hours, terminated, more enjoyable job). Seventy-six percent of surveyed immigrants were working in the same occupation as when they arrived in Nova Scotia. Of those who changed jobs, 39% did so to advance their career, 15% to make more money, and 8% wanted a change (Note: this category included 34% of respondents who came to go to school). Surveyed respondents who were working indicated that the majority (84%) were working in an occupation related to their field. The majority of respondents indicated that their work experience was either recognized as soon as they arrived (56%) or recognized eventually (20%). Six percent said their work experience was never recognized. Of the 33 businesses run by surveyed immigrants, 61% were started by the individual, 33% were bought by immigrants, and 6% were started with a partner. Thirty percent of surveyed immigrant run businesses have hired staff to work for them. From this information it can be concluded that immigrants to Nova Scotia are performing very well and contributing to the Nova Scotia economy. Immigrants aged 25-44 years are earning more than their non-immigrant counterparts and continue to earn more, up to the age of 65. Census data (2006) also shows that the average unemployment rate among immigrants is lower (7.3%) than non-immigrants (9.2%). Regardless of the period of entry, 2006 census data for Nova Scotia shows that the average unemployment rate among immigrants is lower (7.3 per cent) than non-immigrants (9.2 per cent). In fact, immigrants overall, as well as recent immigrants, received lower percentages of total incomes as government transfers than did non-immigrants throughout the period. Therefore, the human capital of immigrants has made a positive economic contribution to Nova Scotia. Immigrants are also responsible for a large part of the labour force growth that has occurred in recent years. Recent immigrants who arrived in the previous 5 years to Nova Scotia are on average younger and better educated than the non-immigrant population (2006 Census).

41

Previous research also indicates that immigrants to Nova Scotia, when compared to the nonimmigrant population, have equivalent or superior labour market outcomes such as higher labour force participation rates, lower unemployment rates, and higher earnings. Research at the national level suggests that labour market outcomes of immigrants relative to nonimmigrants are not as positive as the outcomes of immigrants in Nova Scotia i.e. there is a greater wage-gap between university-educated immigrants and non-immigrants in Toronto than in Halifax. Retention rates also increased during the 2000-2006 period compared to the 1990’s. Immigrant who stayed in Nova Scotia earned more money and were less likely to be receiving social assistance compared to movers. According to the 2006 census, a number of years after their arrival, immigrants in Nova Scotia earn more than their Canadian-born counterparts and earn a higher percentage of their income through self-employment than do their Canadian-born neighbours. Immigration Database/Tax Filer Information Citizenship and Immigration Canada provided to the Office of Immigration additional data regarding NSOIs nominee outcomes from the Immigration Database (IMDB). The IMDB contains information about immigrant’s income earnings, rate of self-employment retention in the province of nomination and access of government income programs. This data only includes principal applicants to the program. The time period for this data is 2003-2008. Although this data includes all nominees Economic Stream nominees constitute a significant percentage of the nominee landings during this time period. Table 5 shows that within 3 years of arriving in Nova Scotia, between 42-57% reported income earnings to Revenue Canada. Nominees who have been here for 3 years show an average annual income of $36,900. Between 53-66% reported that all or some of their income came from selfemployment. However, it could be that nominees were reporting income from their Business Mentorship or from receiving a Residency Refund and not necessarily from employment. This would be one explanation for why income levels for nominees in Nova Scotia were low in comparison to other parts of Canada, as reported in the Federal evaluation of Provincial Nominee Programs 8.

8

Citizenship and Immigration Canada Evaluation Division, Evaluation of the Provincial Nominee Program, September 2011, page 41, figure 5 42

Table 20 Summary statistics on incidence rates and averages, for the different types of earnings – NS nominees Type of earning Years after landing Incidence rate of reporting employment earnings (%) Average employment earnings ($) Incidence rate of reporting self-employment earnings (%) Incidence rate of reporting employment earnings and/or selfemployment earnings (%) Incidence rate of reporting Employment Insurance benefits (%) Incidence rate of reporting Social Assistance benefits (%)

9

0*

1

2

3

48.91 27,200 7.30 53.28

57.14 29,100 15.24 65.71

50.00 27,800 20.00 66.67

42.11 36,900 26.32 63.16

0.73 -

4.76 -

6.67 -

-

Source: Statistics Canada/Citizenship and Immigration Canada Immigration Database (IMDB)

The percentage of nominees who reported accessing government income programs was quite low. Within 2 years of arrival, only 6.67% reported that they received Employment Insurance benefits and none reported receiving social assistance benefits. There is confirmation from the provincial Department of Community Services that the total percentage of Nova Scotia Nominees who accessed income assistance between 2005 and 2010 was only 1.27%. This information provides a very positive outlook on the earnings of nominees who were in the province in 2003-2008. However, it is important to remember that some of this reported income would have been received from completing their business mentorship or from receiving a residency refund. We will continue to monitor this data for years after 2008 in order to better evaluate outcomes of all of our nominees and the economic impacts on Nova Scotia. Table 6 shows the retention rate of provincial nominees who were residing in Nova Scotia in 20032008 and filed a tax return with Revenue Canada. Overall there was a net retention rate of 68.4% for the Nova Scotia Nominee Program. Although there was out-migration of 245 nominees, there was inmigration of 55 nominees from other provinces. Table 21 Summary statistics on retention - 2008 status (cohorts 2003-2008) Intended OutInNet Net change destination migration migration change (%) N.S.

77010

245

55

-190

-24.7

Turnover rate

Retention rate

0.2

68.4

Source: Statistics Canada/Citizenship and Immigration Canada Immigration Database (IMDB)

Since 2008, the proportion of nominees who are coming to Nova Scotia through the NSNP who have full-time, permanent jobs has continued to grow, future information from the IMDB will provide a more accurate depiction of actual income earned from employment, as opposed to income obtained from various refund programs that emerged from the closure of the economic stream.

9

The landing year (year 0) is not necessarily a full year for everyone in that cohort. Some might have landed at the beginning of the year, while others later during the year. Therefore, information about earnings in the landing year should be treated with caution. 10 This number differs from the landing data in the NSNP database due to different data sources. The IMDB is based on tax filer data from Revenue Canada while the data in the NSNP database

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OFFICE OF IMMIGRATION STAFF SURVEY Staff at the Nova Scotia Office of Immigration has undertaken a number of specific initiatives to promote the NSNP and engage employers, including the: Development of a guide for hiring international workers; Coordination of recruitment activities with other Atlantic provinces; Presentations at universities to attract students; Hosting job fairs in Nova Scotia that introduce employers to immigrants; Including modules to promote the province in the Canadian Immigration Integration Program (CIIP) orientation; and Participation in overseas fairs, such as Destination Canada (on occasion with employers). NSNP Processing The process for making nominations under the NSNP includes several checks and balances. When an application arrives, it is pre-screened to ensure that all mandatory documents have been provided. The application is then reviewed by an NSNP officer against the criteria according to the stream under which the applicant has applied. The recommended decision is checked by the Senior Nominee Officer and reviewed by the Director. Officers also follow an Operational Procedures Manual to guide their reviews. Average processing time from receipt of the application to a decision is under two months. NSNP Officers are also able to provide personalized services for applicants; they can guide and advise on the completion, not only of the provincial application forms, but also the CIC application forms. NSNP Staff Survey Results In April 2011 a new case management system was implemented. In order to assess program efficiency, staff responsible for assessing files received under the NSNP were asked a number of operational questions in the form of a short survey. Feedback on how the NSNP was functioning included: General agreement that the process for assessment has significantly improved by the implementation of the case management system. Majority of staff indicated that the pre-screening step that was implemented in 2010 increased efficiency and timeliness in assessing applications. Areas for further improvement as identified by NSNP staff were: Enhanced labour market information and forecasts A revision of guidelines and forms (update, translation, consistency, plain language, etc). Have more capacity to provide services in French Simplifying the financial information section More training opportunities (fraud detection, skills for interviewing applicants) 44

More interaction with federal colleagues from CIC and Canada Border Services Agengy and Service Canada Maintain and increase relations with Nova Scotia Business Inc., Dept of Economic and Rural Development and Tourism Increase marketing, education and awareness with provincial employers, colleges/universities, industry sectors, RDAs and other stakeholders so they know how the NSNP works and promote the other services the office provides Prepare employers better who are accompanying NSOI staff overseas on recruitment missions Advocate more for diversity and immigrant representation within the provincial government, as the largest employer in the province (senior and executive level positions)

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RECOMMENDATIONS/KEY FINDINGS Looking back at the purpose of this evaluation and based on the findings in the nominee and employer surveys, the analysis of nomination and landing data, analysis of the economic impacts of the NSNP, as well as staff suggestions, the following recommendations can be considered. Effectiveness of the NSNP in attracting and retaining immigrants The employer survey revealed that the majority of respondents were not familiar with settlement services, and even fewer had used services provided by ISIS and Greater Halifax Partnership. The Office of Immigration should look to improving employer understanding, knowledge and use of Settlement Services programming, to ensure successful employee integration into the workplace. This is especially important in areas outside of Halifax Regional Municipality. Implementation of Nova Scotia Start will ensure that immigrants destined to Nova Scotia are better prepared to enter the labour force more quickly after their arrival in the province. 86% of surveyed nominees were living in Nova Scotia when they applied to the NSNP and 70% of employers said it was difficult to find workers with the skills they need locally. In order to increase the number of applications being submitted to the NSNP recommendations include: Conduct more promotion of Nova Scotia abroad as this is a potentially untapped resource Provide more information to employers in Nova Scotia about how the NSNP can help them retain valuable temporary workers. One of the goals of Nominee Programs is to encourage the development of Acadian and francophone minority communities. NSOI works closely with our francophone stakeholders to attract more immigrants to these regions of the province. NSOI will continue to address the development of francophone minority communities in the province. The Office of Immigration should ensure that the nominations allocated to us by Citizenship and Immigration Canada are used most effectively. NSOI will conduct further research on the retention of international graduate nominees and determine if changes are required to the criteria. The Office will continue to work with CIC to ensure that the integrity of our nominee program and the Canadian immigration system. Impact of immigrants on the economy in Nova Scotia In order to obtain better information about immigrant retention NSOI should find better ways to determine how many nominees are maintaining residence in the province. This could be done in partnership with another government department (e.g., Economic and Rural Development and Tourism) and this should be explored further. Better and more focused Labour Market Information is required to ensure NSOI is nominating people in highly employable or growth sectors. With the majority of nominees choosing to immigrate due to job opportunities and evidence showing that those with an established jobs or job offers have greater success upon coming to 46

Canada, NSOI should continue to focus on streams that include a job offer from Nova Scotia employer. NSOI should continue to monitor the pilot program with the Atlantic Jewish Council to determine its success before considering possible expansion to new community groups. Satisfaction level of nominees and their employers with the NSNP Ninety-five percent of surveyed nominees and 90 percent of employers were satisfied with the program and their interactions with program officers but improvements can be made to ensure the NSNP is better serving our clients such as: Ensuring our forms and guides are up-to-date, consistent and are easy to understand. Provide more and proper technical training to our staff so they can more efficiently assess applications, identify issues (i.e., fraud) to ensure the integrity of the program. Future Evaluations NSOI is currently working with Citizenship and Immigration Canada to develop common indicators for future evaluations. This will ensure that evaluations of PN programs conducted nationally and in each Province/Territory are complementary and easily comparable. The Office is also working to improve information sharing mechanisms and are investing in obtaining better data and research on immigrant outcomes. Future information derived from tax filer data in the IMDB will also allow us to analyze the economic impact of nominees coming to Nova Scotia. Information currently obtained will provide a baseline for determining the ongoing success of the program in attracting immigrants who can successfully find employment and support their families in the province.

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CONCLUSIONS The evaluation of the Nova Scotia Nominee Program was undertaken to assess its effectiveness and to find ways to strengthen it. The findings and recommendations of this study clearly suggest that the Nova Scotia Nominee Program is meeting its original objectives of attracting immigrant families who can contribute to the economic and cultural well-being of the province. Overall, nominees and employers of the Nova Scotia Nominee Program are satisfied with the application process and interactions with nominee program staff. Over 90% of nominee respondents were satisfied or very satisfied with timeliness of the application process, clarity of answers received from staff and the ability of staff to answer questions. Nova Scotia has increasingly focused on attracting nominees who have a genuine job offer from a Nova Scotia employer. In 2010, 71% of the NSNP program included those with a job offer from Nova Scotia employer, compared to only 50% of those nominated in 2007. The Nova Scotia Nominee Program has been very successful in recruiting immigrants to come to Nova Scotia to work and live. Ultimately, the success of the nominee program is based on its ability to attract, recruit and retain immigrants to successfully build a better life for themselves and their families in Nova Scotia. The Nova Scotia Nominee Program is just one tool for bringing immigrants to the province. Nova Scotia is not alone in facing challenges in attracting and retaining immigrants. The Office of Immigration is also working with immigration partners, regional development authorities, community groups, and others on ways to attract, integrate, and retain immigrants to the province through federal programs. It is only through these combined efforts that Nova Scotia will reach its immigration goals of 7,200 immigrants coming to the province by 2020, and ensuring more of those who come will succeed and choose to stay.

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Appendices: A: B: C:

Nominee Survey Employer Survey Staff Survey

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