Final Report for ATEP January 27, 2012

Community Futures Development Corporation of

Central Interior First Nations 215-345 Yellowhead Highway, Kamloops

BC V2H 1H1 250-828-9833

First Nations Emergency Service Society Forest Fuel Management Office

712 Mount Paul Way Kamloops BC V2H 1B5

250-377-7600

 

Final  Report  Prepared  for  Ministry  of  Advanced  Education  and  

Labour  Market  Development  -­‐    Aboriginal  Training  for  Employment  

Program    

 

Prepared  by  

 

First Nations Forestry Council 615.100 Park Royal South

West Vancouver BC V7T 1A2

2

Contents  

INTRODUCTION ............................................................................................ 4

OVERVIEW ................................................................................................... 5

ELIGIBLE PARTICIPANTS ................................................................................ 7

PROGRAM TRAINING COMPONENTS ................................................................ 7

FOREST FUEL MANAGEMENT .......................................................................... 8

SAFETY ........................................................................................................ 9

ABORIGINAL ENTREPRENEURSHIP .................................................................. 9

ABORIGINAL CULTURAL ELEMENTS ............................................................... 10

EMPLOYMENT READINESS TRAINING ............................................................. 10

ADDITIONAL TRAINING ............................................................................... 11

ATEP DELIVERY .......................................................................................... 12

PARTICIPATE INTAKE AND TRAINING – 2010 .................................................. 12

INTAKE PROCEDURES .................................................................................. 13

ACTIVITIES ................................................................................................ 14

ACCUPLACER SYSTEM DETAILED TEST ........................................................... 15

PERSONAL VISIONING ................................................................................. 15

WORKSAFE BC ........................................................................................... 15

BUILDING A RESUME ................................................................................... 16

CREDIT & COLLECTIONS .............................................................................. 16

PHYSICAL FITNESS TESTING ........................................................................ 16

MENTORING & FOLLOW UP ........................................................................... 18

2010 FIRE SEASON ..................................................................................... 18

NOTABLE 2010 FIRES .................................................................................. 19

3

BC FIRE CENTRES ....................................................................................... 20

ATEP TRAINING INTAKES – 2010/2011 .......................................................... 21

2011 FIRE SEASON SUMMARY ...................................................................... 22

NOTABLE 2011 FIRES .................................................................................. 22

NUMBER OF FIRES ...................................................................................... 23

DANGER TREE ASSESSMENT & CREW LEADER TRAINING ................................. 24

EMPLOYMENT PLACEMENTS .......................................................................... 24

SUCCESSES ............................................................................................... 25

FINANCIAL CONTRIBUTIONS AND LEVERAGE: ................................................ 26

APPENDIX A: EMPLOYERS ........................................................................... 28

APPENDIX B – TRUE COLOURS ..................................................................... 33

APPENDIX C – KEY PERSONNEL .................................................................... 37

CONTRACT MANAGER: ................................................................................. 37

FINANCIAL MANAGER: ................................................................................. 37

JOB PLACEMENT COORDINATOR, JOB COACH/COUNSELOR & WORKPLACE LIAISON WORKER: .................................................................................................. 37

JOB COACH/COUNSELOR & WORKPLACE LIAISON WORKER: ............................ 38

SPECIFIC SKILLS ........................................................................................ 42

GENERAL EXPERIENCE ................................................................................. 42

SELECTED ACCOMPLISHMENTS ..................................................................... 43

POST SECONDARY EDUCATION, CERTIFICATES & ASSOCIATIONS ..................... 43

4

Introduction  

In the spring of 2010 the First Nations Forestry Council (FNFC) entered into a contract with the Ministry of Advanced Education and Labour Market Development for an Aboriginal Training for Employment Program (ATEP). The ATEP was focused on providing Wildfire Protection and Forestry Training to 130 members of the Shuswap Nation Tribal Council (SNTC) Bands.

The FNFC, established in April 2006, was formed in direct response to the Mountain Pine Beetle (MPB) infestation in British Columbia. The MPB epidemic has had a significant negative impact on our forests inclusive of ecosystems, habitat, water and wildlife. They are to provide support to BC First Nations communities regarding forestry related matters. There are 103 First Nations that have been severely hit by MPB and this has resulted in an additional danger of wildfires in the communities.

BC has to prepare for Community Protection throughout the province primarily forest fuel management, wildfire protection, emergency preparedness and response must be addressed. The summer of 2003 wildfires had a devastating impact on much of southern BC and many First Nation Communities. At that time there were almost 8,000 trained firefighters in BC. That number had reduced by almost 50% by 2010. First Nation Communities and lands are facing significant risk as a result of the MPB. Excessive fuel loads from beetle impacted forests are at high risk due to the lack of trained personnel to provide wildfire protection in their communities.

Providing skill development in the forest industry and training required for community wildfire protection was the purpose of this initiative. The criteria for participation in training funded through ATEP were ideally suited for the First Nations participants targeted to benefit from the program.

The FNFC chose as their delivery partners two non-profit Aboriginal Organizations, First Nations Emergency Support Services (FNESS) and Community Futures Development Corporation of Central Interior First Nations (CFDCCIFN) with offices in Kamloops, BC which is also the central area for the SNTC Bands. The organizations have a significant history of working with skill development training and responding to the critical situations created by the MPB epidemic.

FNESS is a First Nations not for profit society that provides emergency, safety and health training for First Nation Communities and individuals. It is an independent organization with a goal of improving safety in First Nation Communities. Since 1986,

5

FNESS has earned a reputation for responding to the changing emergency needs of First Nation Communities and has established a solid track record.

FNESS has three core objectives:

1. Promote and improve emergency response services of First Nations; 2. Provide education, skills and techniques which improve life safety, protection and

emergency services in First Nations communities and; 3. Promote or provide support services which assist First Nations to improve and

provide safety and protection for their communities.

The CFDCCIFN promotes and provides community-based economic/business development support services to First Nations People in the Central Interior area. Established in 1990 the CFDCCIFN’s key services and programs include:

1. Post-secondary training, 2. Community workshops, 3. Business support, 4. Training and loans, 5. Cross-cultural training and 6. Other programs and services based on a wide range of needs, requests and

opportunities identified by the communities they serve. Their areas consist of 34 First Nation Bands, 6 Tribal Councils, 72 Aboriginal Agencies and Organizations within 23 cities, towns and villages.

CFDCCIFN delivered 4 separate contracts on behalf of the First Nations Forestry Council (FNFC) to the 103 First Nations MPB impacted communities. They had 100% success with all 4 initiatives. They are also active members of the Southern Interior Beetle Action Coalition (SIBAC) and were responsible for the First Nations needs assessment SIBAC required. SIBAC acknowledges the needs and contributions of First Nations in all of their planning and program delivery. The cooperation and coordination of the three organizations resulted in significant success in meeting the goals and objectives of this contract. The primary challenge we faced was obtaining the final ‘exit forms’ as required by the Province. It is very apparent that we are ‘Victims of our Own Success’ in doing this. Many of the participants have moved from the area to follow employment opportunities and, although we have knowledge of what they are doing, we do not have direct contact with them.

Overview  

Our three organizations (FNFC, FNESS and CFDCCIFN) realized that we were facing a significant challenge in successful delivery of this Labour Market Agreement (LMA) contract. The Ministry agreed to provide a total of $ 150,000.00 over an 18 month

6

period and we were to provide training to 13 individuals from each of the ten SNTC Member Bands for a total of 130 participants. There are 17 Secwepemc or Shuswap Bands altogether with 10 of them being members of SNTC. These are Adams Lake, Bonaparte, Kamloops, Neskonlith, Simpcw, Skeetchetsn, Little Shuswap, Shuswap, Spallumcheen and Whispering Pines/Clinton Bands. These are located from Barriere to Invermere, Chase, Cache Creek, Savona, Kamloops, Enderby and Salmon Arm. We were committed to providing training to the130 individuals, obtaining job placements for them and doing follow up and monitoring. It did not take us long to realize that this was a task that we could not do without assistance. We made a request to address the SNTC Council of Chiefs Meeting in April 2010. Our request was granted and we were able to connect with 9 of the 10 Leaders. We provided them with an overview of the program, the types of participants we would be training and the allocated budget. We also asked for their financial assistance and their cooperation in our successful delivery of the program. They agreed to:

• Have the appropriate staff in their communities assist us with participant identification and intakes;

• Provide $ 300 for each member of their community who successfully completes the program to obtain the necessary clothing, footwear and head gear to work in the forest industry and/or fighting fires and to take the Accuplacer Tests;

• Assist us with training locations and venues; Help participants travel to and from the classes and training.

We had to contact the Chief of the Shuswap Band in Invermere separately as he was not present at the meeting. When we connected with them we obtained the same commitment and cooperation from the Chief as we had with the other 9 Bands.

We also determined our delivery approach. • When and where we would do the training and how many participants per class. • How would we outfit each participant appropriately for a base cost of $ 250 • Making direct contact with the contractors and potential employers to inform

them of the program and request their cooperation in placing the participants • Engaging the Wildfire Management Branch Kamloops Unit Crew to obtain their

assistance with; o delivery of the training, o the fitness test for trainees to gauge their level of fitness as required by

the BC Unit Crews and; o direct delivery of S100 Training.

• Contacting each of the Band resources – Education Worker’s, Social Development People and human Resource Departments as relevant and appropriate to each community to obtain their direct assistance in identifying and enrolling participants.

7

Eligible  Participants  

The criteria for participants in the LMA ATEP training are very specific. In some incidents this created a challenge in the delivery of a successful program and for participants to obtain employment upon completion. Eligible Participants are Aboriginal residents of BC, who are:

• Unemployed non EI clients who have not received EI in the last 3 years or 5 years in the case of parental leave or;

• Employed persons who lack a high school diploma, certification or educational essential skills.

Often persons who meet the stated eligibility criteria do not have some of the basic skills to successfully complete training. Some of the training requires a reasonable level of literacy and numeracy.

Program  Training  Components  

Pre-Employment Training - Key pre-employment training that will be offered to participants (subject to availability) center on emergency management, forest fuel management, Aboriginal entrepreneurship, safety, and Aboriginal culture and employment readiness.

Emergency Management

S-100/S-185. Developed by the BC Forest Service Protection Branch, this course meets regulatory requirements including WorkSafeBC which states that all workers fighting forest fires must be trained and then re-trained annually. This includes people who are hired to temporarily fight fires. The courses cover:

1. wildfire detection and reporting, 2. fire behaviour, 3. fireline organization, 4. fireline safety, 5. emergency fireline communication, 6. fire suppression, 7. ignition operations safety, 8. hand tools, 9. heavy equipment, 10. water delivery systems, 11. helicopter use and safety, 12. fireline aircraft, 13. wildland/urban interface safety

8

Two days of training was taken regardless if the participant was seeking recertification or engaging in the course for the first time (one day of classroom and one day of field work scheduled as per instructor’s preference). Experienced participants afforded an opportunity to mentor newer learners. Ministry of Forests and Range certification cards were issued on successful completion of the course. Prerequisites: None. S-115. Structure and site preparation course that covers tactics used when protecting buildings during Wildland Urban Interface (WUI) fires. The purpose of the course is to provide both the contact community and firefighting personnel standard operating protocols when protecting structures from fire. It is recognized as the current BC Standard by the Office of the Fire Commissioner. The course covers roles and responsibilities, pre-fire needs, site and structure preparation, fire and post fire operations, tools focusing on sprinkler deployment and gels, as well as engine operation basics. One day of training includes classroom and field work. Prerequisites: Knowledge of both structural and wildland firefighting. S-215. This course is designed to assist structure and wildland firefighters who will be making tactical decisions when confronting wildland fire that threatens life, property and improvements in the WUI. Instructional units include interface awareness, size-up, initial strategy and incident action plan, structure triage, structure protection tactics, incident action plan assessment and update, follow-up and public relations, and firefighter safety in the interface. Two days of training. Prerequisites: S100 Wildland Fire Fighting. FireSmart Learning and implementing evidence-based guidelines and practices that are intended to protect homeowners and communities from wildfires. These guidelines were produced by Partners in Protection, an Alberta-based coalition of professionals representing national, provincial and municipal associations and government departments responsible for emergency services, land use planning and forest and resource research and management. One day of training included classroom and field assessment. Prerequisites: None.

Forest  Fuel  Management  

Fuel Management This course involves learning how to properly brush, thin and prune particularly in WUI areas. An introduction to silviculture was provided. Classroom and field component was used to train participants. Prerequisites: None. Forest Fuel Hazard Assessment A roundtable dialogue session format with accompanying field work that explores the assessment of forest fuel hazards based on physical fuel characteristics such as fuel

9

arrangement, fuel load, and condition of herbaceous vegetation and presence of elevated fuels. Prerequisites: None.

Safety  

WCB Occupational First Aid Level 1 with Transportation Endorsement Certificate This course was designed to cover all medical techniques considered to be within the responsibility of the Occupational First Aid Level 1 Attendant in industry (i.e., identification of respiratory emergencies). Two days in length. Prerequisites include: being at least 16 years of age and having the physical ability to perform first aid skills required to complete the learning tasks. Prerequisites: No first aid training is required. Chainsaw Safety This course focused on how to operate and safely use a chainsaw. Eight hours of WorkSafeBC approved training and delivery. Prerequisites: None.

Aboriginal  Entrepreneurship   Aboriginal Entrepreneurship Certificate Program This program assists individuals in learning about the current trends in business development and the importance of a cultural grounding in today’s economy. The program also assists in the development of the entrepreneurial traits necessary for success in the global business world. The program is specifically targeted towards First Nations interested in starting a business. Modules include: an Introduction to Business; Developing your Skills (personal development and culture); Communications; Starting a Business; Business Financial Structures; and Introduction to Community. Prerequisites: None. Marketing and Advertising This workshop assists participants in expanding their knowledge about marketing and advertising their business. Topics include: Understanding your Market; How Do You Reach It; and Preparing and Implementing your Marketing and Advertising plan. This workshop is 4 – 6 hours in length. Prerequisites: None. Managing Credit, Collections and Consequences This workshop focuses on managing your credit and collections. It also discusses ways to get lenders, investors or partners to look at extending credit or loans. Key topics include business credit relationships, collection procedures and consequences of not managing your credit relationships. This workshop is 4 – 6 hours in length. Prerequisites: None.

10

Procurement and Contracting This workshop assists participants in identifying procurement opportunities, interpreting and responding to bid opportunities, determining where bids are posted and locating where to go for information and support. This workshop is 4 – 6 hours in length. Prerequisites: None.

Aboriginal  Cultural  Elements   Aboriginal cultural elements were incorporated into the pre-employment services through access to Traditional Ecological Knowledge (TEK) or workshops delivered by local Elders and Band Members that reflected the local and culturally-specific knowledge First Nations people gain through generations of respective social, physical and spiritual understandings of the world and associated practical experiences. Appropriate Guest Speakers were invited in a one day workshop. The land base is the "classroom" for our program as the emergency management, forest fuel management and safety aid First Nations communities in protecting traditional and spiritual sites. Participants (aka. learners) engaged in community-based work experiences (outdoor experiential-based “classrooms”) which varied in location(s). Efforts were made to use existing First Nations Bands‟ treatment polygons which support the communities” fire mitigation strategies. This also meant the use of multiple “classrooms” with the intent to engage as many home communities for the participants/learners during their training phase as we could. It provided training that reflects traditional Aboriginal ethics of respect and care in the management and protection of forests, grasslands, community members and wilderness resources – “holistic” approach (social, spiritual, cultural, economic and ecological facets to learning about emergency management, forest fuel management and entrepreneurship).

Employment  Readiness  Training  

Employers were included throughout the training phase of the program particularly at the early stages by providing informational workshop(s) to participants/learners – discussing the essential skills each respective employer seeks in potential employees. A list of employers is included in this report.

0  

500  

1000  

1500  

Fires  

Fire  Centres  

2009  BC  Forest  Fires  

Coastal  

Northwest  

Prince  George  

Kamloops  

Southeast  

Cariboo  

11

Additional  Training    

Based on participants individual learning plans, we offered an opportunity to engage in a two-day Danger Tree Assessors – an assessment and identification of dangerous trees including wildlife trees, GPS mapping, crew leader/supervisor training and/or ICS-1007. Additional training, based on individual learning plans, for two to four days was also provided. We also added the Crew Leader Training in response to Employers indicating that they wished to hire full crews and we found there was a shortage of Aboriginal Crew Leaders to meet that demand. We accessed funds through the Southern Interior Beetle Action Coalition (SIBAC) to pay for this training. We contracted with the University of Northern BC for the delivery. Training Due Diligence For the emergency management, forest fuel management, safety, Aboriginal entrepreneurship, Aboriginal cultural training components, an individual assessment and development of a customized learning plan will be developed for each participant. The core courses for emergency management, forest fuel management, safety, Aboriginal entrepreneurship, and Aboriginal culture were completed. Participant Placements The First Nations Emergency Services Society’s (FNESS) Mountain Pine Beetle (MPB) Forest Fuel Management Department and Community Futures Development Corporation of Central Interior First Nations (CFDC of CIFN) worked together in determining participant placements. We liaised and worked with First Nations Band and Tribal Council Employment Counsellors and local area private contractors/consultants in the service delivery area to obtain assistance with job placements emphasizing the need to engage self-employed First Nations emergency management and forest fuel management specialists. FNFC and its strategic partners (FNESS MPB Forest Fuel Management Department and CFDC of CIFN) created a database of employers and hosted informational sessions with the employers to introduce them to the program and to participants. Contact with Employers was included throughout the training phases of the program; providing informational workshop(s) to participants/learners, discussing the essential skills each respective employer seeks in potential employees.

12

ATEP  Delivery  

This program was contracted for delivery over 18 months. The time frame spanned two (2) fire seasons. The proposal was submitted following the significant 2009 fire season. There were a total of 3,040 Forest Fires in BC that year. Lightning started 2,182 of them and People were the cause of the remaining 858. Kamloops Fire Centre had just over one third of these. Understanding the need for community protection, emergency preparedness, wildfire interface dangers and the lack of trained personnel, at the community level, to provide fire protection prompted the development of this program.

PARTICIPANT  INTAKE  and  TRAINING  –  2010  

Once we had achieved the goal of obtaining community support and buy-in we began contacting the various SNTC Bands. We determined that we would deliver training to Bonaparte and Skeetchetsn Band Members together during 2010 and to the three Chase Bands – Neskonlith, Adams Lake, Little Shuswap and Spallumcheen Band located in Enderby the first year. We concentrated our participant intake marketing to these communities in April and May 2010. The first course began in May 2010 at the Neskonlith Community Hall and the second began in June 2010 at the Bonaparte Band Hall. The Bands both donated the use of these halls to the programs. The usual charge out rate for the use of these is $250 per week so this was a contribution of $1,500 respectively for a total of $3,000. The participants who attended classes at Neskonlith received a transportation allowance from their communities and Skeetchetsn hired a driver who used the community van to bring their participants from Skeetchetsn to Bonaparte or wherever the class was being held each day. Our total intake for the year 2010 was 55 participants representing 5 of the SNTC Bands. We did not have anyone from Little Shuswap Band. We also requested and received from the Bands a total direct contribution for each of their Band Members who completed the course $30 for the Accuplacer test and $250 each to purchase their clothing and gear required to work fighting fires. The collective contribution for these items was $16,500. We did have one individual who had his costs covered by his family and 3 that CFDCCIFN covered the costs for.

13

It is also important to note that FNESS negotiated a bulk purchase agreement with the supplier for the gear the participants needed for an additional savings of $325 each. This represented another $17,875 contribution for the year. Each individual received the required gear which met industry standards as they could not work in the field without it. This consisted of:

• Work Boots • Work Gloves • CSA approved Hard Hat with eye/ear protection • Nomex III Shirts and Pants

Intake  Procedures  

Each community handled their referrals and the procedures separately and according to their policies and resources. Adams Lake and Neskonlith: We received referrals from the Aboriginal Employment Services (AES) located in Chase, BC. Participants were registered with the AES Councilor. We also had specific Band Resources dedicated to working with us and their Band Members throughout the program. The Band Education and Social Workers were excellent resources to the participants and to FNESS and CFDCCIFN. Neskonlith Band contributed the use of their Band Hall which included use of the kitchen facilities so that participants did not leave for lunch and we had access to coffee and tea for the breaks. Participants received travel assistance to attend classes if required. Splatsin Referrals were received from the Enderby AES services. The AES Councilor was extremely helpful in making the necessary contacts and referrals. The Band Social and Education Workers ensured that their members had the ability and finances to attend classes in Neskonlith. Although it was a fair distance to travel attendance by the Splatsin Members was very good. Bonaparte The AES Councilor is located in Ashcroft. She did an excellent job assisting us to obtain participants from Bonaparte as did their Social Development Worker and the Band Councilor who holds their portfolio for Forestry. Bonaparte Band contributed the use of their Band Community Hall and Kitchen.

14

Skeetchetsn The Chief of Skeetchetsn Band was directly involved in ensuring that their Band Members participated in this program. He dictated to the Band Social and Education Workers that every able bodied individual currently on Social Assistance in their community was required to take this program. The Band hired a bus driver and made the Band bus available to transport their participants to and from the training in Bonaparte. They also provided a project they were working on to this class of participants as part of the chainsaw training. Individuals who needed were given academic upgrading in the fall of 2010. Skeetchetsn Band paid for this training and transported them to the training site in Kamloops.

ACTIVITIES   True Colours: One of the aspects of training that we offer is to establish group cohesion. It is very important that the participants become a team and accept responsibility for their own success and support the success of one another. It is also very important that everyone knows, understands and adheres to the code of conduct in the program. This is not only part of what the participants must follow but also the Resources and Facilitators used in the program. We clearly expect that everyone acknowledges that each of us has something to contribute and that we can learn from one another. In order to maximize learning the experience needs to be enjoyable as well. We recognize that People need to understand themselves and how their own personal characteristics and attributes impact what they do, why they do and how they do the things they do. We like to do this using ‘True Colours’ to find out their characteristics i.e. are they an introvert or extrovert. True Colours is a fun, interactive exercise which is quite accurate in helping people to understand themselves and one another.

Class doing True Colours-What colour or combination of colours am I? “Similar to the Myer-Briggs Type indicator and the Keirsey Temperament Sort, True Colours helps to identify the preferred personality styles and facilitate understanding of self and improved communication with teams and individuals.”

15

Accuplacer  System  Detailed  Test  

We are very fortunate to have the Accuplacer Testing in our region. Nicola Valley Institute of Technology (NVIT) (the only Aboriginal Public Post-Secondary Institute in BC) and Thompson Rivers University (TRU) both do this test. One of the requirements for individuals to take the accuplacer test is that they are registered as a student at the educational institute. Both NVIT and TRU waive this requirement and allow us to use it in our training session. The Test provides information important to the future of our trainees. It tests:

• Reading comprehension • Sentence skills • Arithmetic • Elementary algebra • Write placer plus

Literacy and numeracy skills and levels are very important in today’s labour market. Individual need at least a Grade 10 reading comprehension to effectively enter today’s workplace. In many trades opportunities Grade 12 Literacy and Numeracy levels are required.

Personal  Visioning  

• Personal Assessment o Who am I

§ Past, present & future

WorkSafe  BC  

The Staff of WorkSafe BC is very supportive of our training. Their Safety Officer came into the class to go over their safety requirements and the things that workers must adhere to on the job. The Safety Officer covers important topics such as:

• Three basic rights of employees o Know o Participate o Refuse

• And specifically for this program o Bear Aware

16

Building  a  Resume  

In order to apply for work or register with an employer the participants need an up to date professional resume. We teach them what should be included and how to prepare these themselves. Everyone’s resume is entered into the computer so that they have access to them and copies can be easily produced as well as changes or updates as may become necessary. All of the certificates and training they get in the course are included and copies made to be attached to their resumes. We also work with them to produce appropriate covering letters to be included with their applications for employment.

Credit  &  Collections  

This course includes helping individuals understand the responsibilities of obtaining credit. It covers how collections are done and the consequences of not managing their personal finances well. Many People do not fully understand personal budgeting and why they get into financial difficulty. This one day program covers each of these topics as well as ensuring that each has an up to date credit check and what their individual credit rating is. If their credit rating indicates there are some credit problems then we can assist them to improve their credit performance and overall score.

Physical  Fitness  Testing  

All Firefighters are required to meet the minimum standard for physical ability. We were fortunate to have the support of the Ministry of Forests in providing for the Physical Fitness Assessment Testing. They supplied the Staff to do the testing as well as all of the equipment necessary such as hoses and back packs. We conducted the 2010 Fitness Test at Tyee Park courtesy of Kamloops Indian Band. The tests were doing as per the minimum standards for the Pack Test and the Pump & Hose test. The pack test is a job specific test where participants must carry a 45 lb backpack over a measured 4.83 km course in less than 45 minutes. This test measures both muscular and aerobic fitness.

17

The  BC  Ministry  of  Forests  provided  the  necessary  equipment  –  

backpacks,  hoses,  pumps  and  Staff  for  us  to  conduct  this  exercise  

appropriately.    Once  again,  it  is  important  to  acknowledge  their  

contributions  which  were  provided  without  a  fee.  

The pump and hose test is also a job specific test using standard fire suppression equipment. Participants carry a Wajax Mark III pump a distance of 100 m and then are timed to carry a rolled hose 300m, and drag one end of a charged 1½ inch hose 200 m. This must be completed in 4 minutes and 10 seconds. This was to show participants what is expected of them to enter into forestry related jobs and to bring their attention to their personal fitness level. Physical Fitness Testing and Certificates of completion were done on July 30, 2010.

Individuals completed their physical fitness tests and received all of the certificates for the courses they completed during the training. We served lunch and acknowledged the students achievements. This was an excellent day.

18

Mentoring  &  Follow  Up  FNESS and CFDCCIFN both are committed to help each of the participants achieve permanent full time employment or to continue their skill development in order to do so this was demonstrated for the 2010 participants by ensuring that they were able to be re-certified in 2011 as required and had their physical fitness tests updated as well. In January 2011 we had a Physical Fitness Test review and helped each one of the unemployed participants from the 2010 intake to go online and register with the Ministry of Forests for employment.

2010  Fire  Season  

The 2010 fire season was somewhat unusual. Due to a dry winter and early spring, it seemed forest conditions were ripe for another devastating season, but then the spring rain started and didn’t stop until the province was soaked. Hot sunshine in July 2010 dried forest fuels quickly, but minimal lightning activity kept fire starts down. During this time of low fire activity in the province, Wildfire Management Branch crews were sent to Ontario, Quebec and Manitoba to assist them with some very significant wildfires, but on July 28, 2010 everything changed. With fire danger ratings at high to extreme, lightning storms hit the central interior and, in only four days, the number of fires province-wide nearly doubled from 600 to 1,100. fire crews and officials were kept busy as fires rapidly consumed hectares of forests, forcing numerous evacuations throughout the Cariboo. We received many requests for our participants to work on the crews. Of the 55 participants there were 49 who obtained work that season. We also had 13 attend school for upgrading for 3 months. Conditions started to calm as mid-August approached, but it was only a brief respite. On August 18, 2010 a wind event passed through the central interior, causing significant and unprecedented growth on some fires. Nearly 100,000 hectares (one-third of the entire season’s

19

total) were burned in only 24 hours. As quickly as it started, the fire season petered out. By the end of August 2010, only one month since the lightning storm, cooler temperatures and precipitation reduced fire activity and by the first week of September 2010, all remaining evacuation orders and alerts were rescinded and all out-of-province personnel returned home. This situation made it extremely difficult to keep our Participants employed so they needed to look at other options in the forest industry. While the total number of fires was less than average, the number of hectares burned was the highest it has been in at least 10 years (three times the average) at approximately 330,000 hectares. The hardest hit areas were in the central interior (around Williams Lake, through the Chilcotin and the area south of Houston, Burns Lake and Fraser Lake) where very large fires impacted many residents. During the fire season, Wildfire Management Branch resources, contract firefighters and emergency firefighters were used to their full capacity. Over 1,400 personnel assisted from out-of-province, including over 1,100 firefighters. Resources were brought in from Alberta, Saskatchewan, Manitoba, Ontario, Quebec, Northwest Territories, the Yukon and the United States. The 2010 fires have cost approximately $220 million, which makes this season the third most expensive in history. There were over 100 notable fires during this fire season, and approximately 27 of those were significant interface wildfires, which resulted in 11 evacuation orders and 16 evacuation alerts.

Notable  2010  Fires  Kamloops Fire Centre: • 2,000 hectare fire at Jade Mountain, Yalakom Valley • 650 hectare fire at Tweddle Creek, west of Keremeos • 130 hectare fire at Mayson Lake, Southeast of Bonaparte Lake

Cariboo Fire Centre: • The Pelican Lake complex of fires north of Nazko covered a combined area of

35,506 ha • The Meldrum Creek complex of fires covered a combined area of 47,293 ha • Bull Canyon complex of fires near Alexis Creek covered a combined area of

35,000 ha. • 3,086 hectare fire at Heckman Pass near Tweedsmuir Park; closed Highway 20

   

20

Coastal Fire Centre: • 4,553 hectare fire at Dean River, north of Bella Coola

Northwest Fire Centre:

• 40,000 hectare fire at Binta Lake, south of Burns Lake; the largest single fire in the province

• The Houston complex of four fires southwest of Houston burned a combined 8,500 hectares

• 35,000 hectare fire at the Cassiar Highway near the Yukon border Prince George Fire Centre:

• 6,102 hectare fire at Greer Creek, southwest of Vanderhoof • 13,087 hectare fire at Tsacha Lake, west of Tweedsmuir Park

BC Fire Centres

21

ATEP  Training  Intakes  –  2010/2011  

10  

6  

12  19  

8  

ATEP  Training  2010  Intakes  I  &  2  55  ParFcpants  from  5  SNTC  Bands  

Adams  Lake   Bonaparte   Neskonlith  

Skeetchetsn   Splatsin  

1  

14  

1  

4   1  

ATEP  Training  2011  Intake  3  21  from  5  First  NaFons    

Alexander   Non-­‐Status  

Li@le  Shuswap   Shuswap  

Siksika  

4   1   1   1  

4  

4  4  1  1  1  1  

2  

10  

1   1  

ATEP  Training  Intake  2011    4  37  ParFcipants  from  14  First  NaFons    

Adams  Lake   Alkali  Lake   Anham   Bonaparte  Canim  Lake   Li@le  Shuswap   Neskonlith   Old  Masset  One  Arrow   Sandy  Bay   Simpcw   Stone  Tk'emlups   Ulgatcho   Xaxlip    

22

2011  Fire  Season  Summary  

The 2011 fire season will go down in history as one of the slowest on record. Cool and wet conditions in the spring and early summer months resulted in minimal fire activity. Record breaking temperatures in late August 2011 and early September 2011 dried out the province and increased the danger ratings, but the number of fire starts remained low because there was very little lightning activity. During the season, the Wildfire Management Branch was afforded the opportunity to export a record number of 2,073 personnel to out-of-province jurisdictions, including Alberta, Ontario, the Yukon, Alaska, the Northwest Territories, Manitoba, Washington, Texas, and Montana. In previous fire seasons B.C. has been supported by many of these jurisdictions, and this year provided a good opportunity to return the favour. By the first week of September 2011, fire danger ratings in most areas of the province were high to extreme, and these conditions persisted through until the end of the month. The most notable fire during this time only reached eight hectares in size and was mopped up within a couple days. Due to the quiet season, the province spent considerably less ($66.7M) on firefighting, and recovered approximately $28.6M from out-of-province deployments. The number of fires this season was three times below average, while the total area burned was 10 times less than average. Furthermore, 91% of the total hectares burned this year in BC were consumed by one fire in the northwest of the province - the Tsigar Lake Fire. During the fire season, Wildfire Management Branch was also able to lend out resources to other provincial jurisdictions, including Emergency Management BC and BC Highways. There were only a handful of notable fires during this fire season. Only one fire the Bear Creek Park Fire in West Kelowna caused an evacuation order.

Notable  2011  Fires  

Kamloops Fire Centre: • Eight hectare fire at Bear Creek in west Kelowna; caused the evacuation of

approximately 550 people. Northwest Fire Centre: • 11,000 hectare fire at Tisigar Lake, south of Yukon border; the largest single fire in

the province.

23

Number of Fires • By Cause:

• 438 caused by people • 208 caused by lightning

• By Fire Centre: • Coastal: 90 • Northwest: 20 • Prince George: 105 • Kamloops: 243 • Southeast: 132 • Cariboo: 56

• Total: 646 Fires

2011  Intakes  

Shuswap Band The first intake in 2011 was held at the Shuswap Band in Invermere. There were a total of 21 participants from 5 separate demographic groups. This training was offered with the assistance of the Shuswap Band. Their contributions included transportation assistance for the participants, equipment and the classroom space. The Province disallowed 12 of the participants. The intake form asks ‘do you identify as Aboriginal’ and then the examples given are:

• First Nations • Metis • Inuit

There is no category for ‘non-status’. These 12 answered no to this question. They were referred to the program by the Shuswap Band. Kamloops The fourth intake had 37 participants from 15 separate demographic groups. Some of them were not from the SNTC Member Bands; however they are resident in the Shuswap Nation Territory and were eligible for services from the local resources. The Bands who did not have 13 participants in the program for 2010 and 2011 were in agreement that we provide training to these People. The training was held at the Interior Indian Friendship Centre. Once again the Ministry of Forests provided assistance and equipment to do the Physical Fitness Testing at no charge to the program.

24

Danger  Tree  Assessment  &  Crew  Leader  Training  

Training in 2011 included the Crew Leader Training and the Danger Tree Assessment Training. We successfully made application to the Southern Beetle Action Committee (SIBAC) for funds to provide this. SIBAC was very supportive and provided us with 35k to do this. We contracted with the University of Northern BC to deliver the training. Kamloops Indian Band gave consent for us to use Band Lands as the classroom so that the participants could receive hands on experience. The inside class room was, once again, held at the Friendship Centre in Kamloops. We had 37 participants in this portion of the training. Some were already participants but we had 26 additional participants access this as well. Employment  Placements  

As indicated earlier in this report the 2009 Fire Season was extreme. That is the year that we responded to the need to put forward the proposal to train First Nations in Wildfire Protection. There was a huge demand to increase the Fire Fighting labour force. This is also the reason the proposal was approved. When we actually started the intakes and training it was 2010. There was a very limited start to the Fire Season and a minimal demand for Fire Fighters. We were concerned about employment placements for our trainees as per our delivery agreements and meeting the required number of jobs. As the season progressed and we made direct contacts with the employers we began to make significant headway in these placements. We had all but six of the 2010 participants in employment that we knew of. The reasons were:

• Maternity leave -1 • Conflict with the Law – 2 • Injuries – 3

The remaining were employed or attending school. This depended on when we actually reached them. Many of them were called to fires in the Williams Lake area. Those 21 participants in Inveremere all had guaranteed employment with the Shuswap Band. They were doing wildfire protection and community protection initiatives and the participants were working on those projects. This was the ideal situation for our program. It is unfortunate that not all of the communities were able to do this.

25

The fourth and final intake was also in 2011. There were a total of 37 participants altogether who were resident within the Shuswap Nation but not necessarily Secwepemc. Employment challenges for firefighters in BC in 2011 were huge. While the costs of fighting fires in BC in 2010 were in excess of $220 Million the 2011 Fire Season was one of the slowest on record. The organizations worked frantically trying to meet the employment placement criteria for the program. Although we did not place the participants in firefighting jobs for the most part we did have excellent results. Other work in forestry and the overall industry was obtained. Individuals left the area to find work. At least 11 that we are aware of went with crews to Ontario to assist with the fires there – only 2 returned. Four (4) of them obtained positions; cooking or as cook’s helpers with the crews. Six (6) that we are aware of are working with Forest Fuel Management Crews and three (3) are in carpentry. We know that 2 moved to Saskatchewan, 6 joined a Union and got work in Fort Nelson but 1 was injured and came home. We had another 7 working with brushing, clearing and tree planting mainly in the Chetwynd area. Two (2) of those who completed the Danger Tree Assessment are working as the Leads marking the dangerous trees ahead of the other worker’s. The biggest problem is that we cannot reach all of them to get the “Participant Exit Forms’ filled out and signed. Successes  

The contract with the province was to train 130 participants in wildfire protection for a total of $150,000 over an 18 month period and to ensure employment with firefighting crews. This seemed feasible based on the 2009 fire season in BC. There had been alot of fires and the province had experienced a significant drop in trained firefighters. In 2010 the fire season started slow then escalated in July. It was a short but deadly fire season with an expenditure of about $220 million dollars. In 2010 we had trained 55 participants and had 49 working. In the fall of 2010 there also had 13 sponsored in school in order to complete their GED. The fire situation in BC changed drastically in 2011. We had only 646 forest fires in BC and the challenge to place our participants seemed huge. The participants took this into their own hands and very actively sought work. Many went with some of the fire crews outside BC. Some returned, however some did not. We had six join a labour union and go to work in Northern BC making $26 per hour to start. It cost them $646 for bus fare to get there. All six of them found sponsors for their bus fare for an additional contribution to the program of $3,876. They found work doing

26

brushing and clearing. Those who completed the danger tree assessment portion of our training all found work – either locally, in northern BC or in Ontario. The main success is that they want to work and they are even willing to leave the area to do so. There were two main incidents that helped us to really understand what was happening here. During the last session of the Physical Fitness Testing one of the participants came to talk to us. He wanted us to know the significance of what this program had done for 17 of them. He had been selected to speak for them. The participant had asked “what was the 17 of us who had taken the program and all had been on social assistance prior to entering the training. They were couch potatoes and all of them blamed their Bands – Chief and Councils, for their situations. They stayed home and complained about all the things they didn’t have and all the things they wanted. These 17 found jobs and went to work. They have all realized that they are responsible for their own lives and have agreed amongst themselves that none of them will ever be on Social Assistance again. The world is a much different place when you earn your own money and provide for your own families yourself. The participant thanked the program, the province and the three organizations for, in his words, changing his life and the lives of his friends.” This was a wonderful experience. Having that group take the time and organize their spokesperson to come and share that with us was very special. As previously indicated all but 6 participants found some work. There were 83% or 103 of the remaining 124 who worked for more than just a few weeks. Most will go back to work in the spring of 2012 and some have worked straight through. As stated earlier in the report we are ‘Victims of our own Success’. Although we have put a great deal of time and effort trying to get the Participant Exit Forms filled out – they are not all available to do so. Some are out of the area and some are out of Province. The program has changed their view of life and opened the door to employment opportunities they would not have had otherwise.

Financial  Contributions  and  Leverage:   The financial report for the program delivery includes some of the information on other sources of revenue. Not all of this is captured in those reports however. We had so much support for the delivery of this program that the actual contribution from the Province was less than 50%. Some discrepancy has occurred between the actual leveraged funding and that reported throughout the term of the project, however, the following represents a summary of in-kind contributions that have helped make this project a success.

27

Program'Cost'Categories'and'FundersWages,'Benefits'and'Mandatory'Employment6Related'Costs 58,386Project'Overhead'Costs'(Direct'Training,'Tuition'and'books,'Workplace'Support) 75,397Administration'Costs 16,217

BC'Minsitry'of'Advanced'Education'Contribution 150,000

Misc.'costs'controbuted'by'Communites'particiapting 18,315Accuplacer'Testing 3,390Gear'6'boots,'shirts,'etc. 33,210Transportation'&'Travel 21,500Classroom'Space 6,000MoF'6'Fitness'Tests 30,000Southern'Interior'Beetle'Action'Committee'contribution 35,000Bus'Fare 3,876Discount'on'Gear 15,000Ministry'of'Forest'perused'to'give'two'people'and'gear'x'4 3,000WorksafeBC 'classroom'session'and'referrals'x'3 1,000

Total'inEkind'contributions' 170,291TOTAL'Project'Cost 320,291

Many thanks to the Province for sponsoring this training and many thanks to those communities and agencies that helped with this by direct financial contributions or in-kind contributions. We could not have done it without you.

28

Appendix  A:    Employers  

29

30

31

32

33

Appendix  B  –  True  Colours  

34

35

36

37

Appendix  C  –  Key  Personnel   These were:

Contract  Manager:   Keith Atkinson is a Registered Professional Forester and has done extensive work in the areas of forest development and management throughout much of Coastal British Columbia. Keith obtained his BSF in Forest Resource Management from the University of British Columbia in 1994. Keith was the President and General Manager for a privately owned and operated Forest Management consulting company for numerous years. He is a member of many associations and Board of Directors where he continues to focus on finding ways to assist and improve Frist Nation’s involvement and participation in the BC forest industry. Keith joined the BC First Nations Forestry Council in 2007 as the Chief Executive Officer to present where he remains committed to the vision of the BC First Nations Forestry Council.

Financial  Manager:   Bobbi Jo Leo is from the Lil’wat Nation, she has worked with First Nations organizations since 2000, which include the First Nations Aboriginal Financial Officers Associations of BC for six and half years, moving forward as the Executive Assistant with the First Nations Forestry Council in 2007. In 2009 Bobbi was promoted as Office Manager and managed six staff, with this Bobbi has for the past 11 years organized and planned workshops and events with BC First Nations communities. Bobbi’s professional experience is working with First Nations, Administrative and Financial back ground for 11 years. The First Nations Forestry Council contracted with a variety of individuals throughout the program to provide specific portions of the training. However the two First Nations delivery organizations managing the operations of this program were Community Futures Development Corporation of the Central Interior First Nations and the First Nations Emergency Services Society.

Job  Placement  Coordinator,  Job  Coach/Counselor  &  Workplace  Liaison  Worker:   Geri Collins, Director of Operations, Community Futures Development Corporation of Central Interior First Nations (CFDC of CIFN) has served as the lead Contract Manager for this program.

38

From 1990 to present, Geri has served as the Director of Operations of the CFDC of CIFN and engages in leading Aboriginal-based training and employment programs, services, contract management/administration, job placements and day-to-day operations. Ms. Collins has built a professional staff at CFDC of CIFN that is accountable to the communities and clients it serves. Her work associations include the Nicola Valley Institute of Technology (NVIT), the National Association of Friendship Centers and national recognition through the Canadian Association of Native Development Officers. Geri is trained in Business Management and Administration, Social Services, Community Economic Development, and Facilitation/Presentation.

Job  Coach/Counselor  &  Workplace  Liaison  Worker:  

Brent Langlois, Special Operations Coordinator, First Nations‟ Emergency Services Society (FNESS) Mountain Pine Beetle Forest Fuel Management Department, has served as the programs Job Placement Coordinator. Mr. Langlois was orriginally on secondment to FNESS‟s Mountain Pine Beetle (MPB) Forest Fuel Management Department (located in Kamloops, BC) from the Nicola Valley Institute of Technology (NVIT) where he was the Department Head of College Readiness and held a faculty position. He has since joined FNESS as a full time employee. Brent has 10 years of experience serving as a faculty member at NVIT providing teaching in natural resource management, biology, wildland fire management and college readiness/learning skills (e.g., reading, writing, study skills, mathematics and science). Over a 10 year time period, Brent has also aided in the placement of learners (particularly, Aboriginal learners) in fire management jobs and related positions. Mr. Langlois possesses a BSc. in Biochemistry, a Native Adult Instructors Diploma and various training certificates. Brent sits on educational and administrative governance tables and provincial articulation (accreditation) committees. Mr. Langlois has over 15 years Type II and Fire Warden Experience from the Ministry of Forests and Range – Protection Program, including firefighting, rappel and hoisting experience, search and rescue operations, response to community emergency and international work experiences. Chris Wong, CGA, Chief Financial/Administrative Officer, First Nations‟ Emergency Services Society (FNESS) has served as a back up Financial Manager to this program ands assisted greatly in the management of leveraged resources throughout the program. Mr. Wong possesses a Certified General Accountant (CGA) designation which he successfully obtained in 1988. Chris has 20 years of experience providing senior level financial and related accounting services to private sector organizations, not-for-profit organizations and Aboriginal organizations.

39

Julie Antoine, Community Economic Development Facilitator, Community Futures Development Corporation of Central Interior First Nations (CFDC of CIFN) will serve as the programs Job Coach/Counselor. From 1989 to present, Ms. Antoine has provided personal and career counselling to Aboriginal individuals, groups and communities. Julie also creates and develops partnerships between employers, training institutions and the Aboriginal community. Notable positions that Ms. Antoine has held are Community Economic Development Facilitator (CFDC of CIFN), Employment Counsellor/Manager (Kamloops Aboriginal Employment Services) and Substance Abuse Counsellor/Facilitator/Community Planner (Bonaparte Indian Band). Julie holds a Drug RFP No. ON-001811 – BC First Nations Forestry Council 23 and Alcohol Counselling Certificate, (General) Counselling Certificate (Nicola Valley Institute of Technology) and related career development training certifications related to personal development and career counselling (e.g., Guiding Circles, True Colours‟ Needs Assessment, Essential Skills and Labour Market Analysis). Jacqueline (Jackie) Bandura, Facilitator/Community Economic Development Worker, Community Futures Development Corporation of Central Interior First Nations (CFDC of CIFN) will serve as the program’s Workplace Liaison Worker. Ms. Bandura holds an Asia Pacific Economic Cooperation Institute for Small Business Counsellors (APEC-IBIZ) Certificate, Provincial Instructor Diploma and Level 1 True Colours Training Certificate (Career Life Skills Resources Inc.). Jackie is also a Certified First Host Circle Leader, Life Skills Facilitator and Aboriginal Cross-Cultural Corporate Trainer. From 1987 to present, Ms. Bandura has provided expertise and services in job placement, workplace advocacy, curriculum development and coordination, grant proposal writing and presentation and job matching clients with suitable employers. Notable positions that Jackie has held are Facilitator/Community Economic Development Worker (CFDC of CIFN), Native Elders Advocate and Sharing Circle Program Coordinator (Interior Indian Friendship Society), Youth Pre-Entrepreneurial Coordinator/Trainer (CFDC of CIFN), Life Skills Facilitator (Independent Contractor) and Support Clerk (Canada Employment Center). Kristy Henkes-Craske

Hadih my name is Kristy Henkes-Craske. I belong to the Lusilyoo clan (frog clan) and I am from the T’lazt’en Nation, which is located in Fort St. James. My education background is office administration and business administration from the College of New Caledonia, the Okanagan University College and Thompson Rivers University. I previously worked for the Okanagan Indian Band for 9 years coordinating and administering training and natural resource projects for the forestry and logging crews. Currently, I have worked with the First Nations Emergency Services Society for 2.5 years in Administration for the Forest Fuel Management Department.

40

Thomas Blank, RFT– Forest Fuel Management Coordinator

I am a Registered Forest Technologist with the Association of Forest Professionals of BC. I have extensive background in forest fire management for fifteen years to gain the following certifications: Fire Control Officer, Incident Commander II, Level III Investigator, Type II Operations Section Chief and Level II Prescribed burn boss. Although primarily my background is focused in fire suppression strategy and tactics, I have been involved in forest fuel management since 1992. I am focused on the mitigation of Wildland fire hazards in high risk interface zones. Interface fires, which occur in places where Wildland meets urban development, are a significant threat to First Nations’ communities in British Columbia. I have been doing the S-100 training and the delivery of Fire Smart since 1993. I have given the FFM training since about 2006. I was born and raised in Kamloops BC and am a member of the Kamloops Indian Band, Secwepemc Nation.

Shane Wardrobe, Forest Fuel Management Liaison My duties with FNESS as a FFM liaison require me to work closely with First Nation communities across BC to promote Community Wildfire Protection Planning and Forest Fuel Management. These tasks draw on a lot of my previous experience in forestry, forest worker training, wildfire management and First Nations relations. Along with these duties I am an auxiliary Emergency Response Officer and I am currently training towards my Emergency Management Certificate with Justice Institute of British Columbia. I live in Kamloops on the Tk’emlúps Indian Reserve with my wife, two step children and my 2 year old daughter. Our family enjoys hunting, fishing and camping. I am of Okanagan decent and I have worked and lived in the Kamloops area for the last 25 years.  

Jonas Joe, RFT Hello my name is Jonas Joe and I am from the Lower Nicola Indian band near Merritt. I grew up in the Forest Industry and started my carrier on the Fire Devil Unit Crew fighting forest fires. I did not attend a college or university right after high school but instead waited until I knew what I was passionate about. Once I realized that Forestry was for me I was not able to continue my drive forward without an education. I attended first year Forestry school in Merritt at Nicola Valley Institute of Technology and second year at British Columbia Institute of Technology in Burnaby where I received my Forestry Diploma. I continued my practice joining the Association of BC Forest professionals as a trainee forest Technologist and started my two year articling period working towards my Registered Forest Technologist designation. During my two years of work experience I

41

participated in teaching fire courses with the Aboriginal Training for Employment Program and continued studying for the exam that enrols me into the Association of BC Forest Professionals. The ATEP program has taught me how to be well organized, improved my teaching abilities and learned how to think of innovative ways to help people prepare for employment. This fall I passed the enrolment exam and am currently allowed to practice professional forestry in BC. I have two seasonal jobs, one is Fighting Forest Fires and the other is a Forest Fuel Management Liaison for First Nation Emergency Services. I enjoy teaching the skills I have and learning new skills. Jack Verschoor, RPF Specialized Fire/Forestry contractor well versed in the management, planning, budgeting and coordination involved in providing high quality deliverables to a multitude of clients.

• 1994-2004 Sage Forestry Ltd. Project Manager • 2004-March 2009 Sage Forestry Ltd. President, General Manager • March 2009-Present Jack Verschoor, RPF, Sole Proprietor

42

SPECIFIC  SKILLS  • Project Supervision

Organizing sub-contractor and employee work, ensuring safe work procedures and clear understanding of expectations and regulatory requirements, problem solving and conflict resolution, conducting performance and safety audits, progress reviews, budget tracking and cost control, work quality reviews.

• Project Planning Creating work plans and budgets, training and mentoring employees, responding to RFP’s, contract bidding, determining scope of work and deliverables, asset management, safe work requirements for individual contracts.

• Communications Building well-developed contractor-client relationships through emails, meetings and phone, pursuing networking opportunities, understanding and use of commonly used computer programs, providing deliverables in the form of proposals and reports, problem solving through peer communication and facilitating the learning of others as a training instructor.

GENERAL  EXPERIENCE  • Forest Development

Extensive experience in all aspects of forest development. Project Manager jointly responsible for approximately 1.5 million dollars worth of development work for clients that have included Tolko, Weyerhaeuser, Canfor, West Fraser and BC Timber Sales. Generally an “on the ground” forester responsible for the majority of the fieldwork including project design, worker training, quality assurance and safety audits.

• Forest Safety Training A wide variety of safety courses delivered to First Nations, Ministry of Forests and Range, Ministry of Environment, Ministry of Mines, Ministry of Tourism, Ministry of Agriculture, BC Hydro and most major Licensees and their Contractors in the Kamloops area. Also actively involved with Thompson Rivers University, City of Kamloops and Community Futures Thompson Country.

• Wildfire Suppression Supervisory experience with firefighters, danger tree assessors, fallers and heavy equipment. Well-versed in both initial attack and extended mop-up procedures and protocols. Certified Faller, Wildlife/Danger Tree Course Instructor, experienced Danger Tree Assessor

43

SELECTED  ACCOMPLISHMENTS  • ENGINEERED and developed approximately 1200 hectares of timber to harvest

as Project Supervisor for a BC Timber Sales 3-year full-phase contract worth approximately $600 000.00. Supervised and trained employees, coordinated work between subcontractors and employees, developed work plans and budgets and maintained excellent communication with contract administrators.

• SUPERVISED up to 60 firefighters and various contractors including heavy equipment operators on wildfires 100+ days since 2002. Responsible for communicating with all levels of command and providing well-written daily work documentation.

• DELIVERED over 700 instructional days of safety course training, primarily to First Nations. Courses included Basic Fire Suppression, Chainsaw Safety, ATV/Snowmobile Safety, Wildlife/Danger Tree Assessment, Assistant Forest Technician, Basic Bush Skills, Map and Compass use.

• CREATED company Standard Operating Procedures and Health and Safety plan leading to BC Forest Safety Council SAFE Company status. Conducted field reviews, employee assessments and maintained monthly safety meeting records. Promoted and maintained a high safety record.

 POST  SECONDARY  EDUCATION,  CERTIFICATES  &  ASSOCIATIONS  

• Degree in Natural Resource Science - 1991-1996, Thompson Rivers University • Diploma in Wildland Recreation - 1984-1987, Selkirk College • BC Forest Safety Council Certified Faller # 50728 • Wildlife/Danger Tree Assessor and Instructor # 4203 • Association of British Columbia Forest Professionals (ABCFP)

Professional Forester #4400